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B. JOB DESIGN & DESCRIPTION

Job Title: Managing Director

Job Description:

The Managing Director is responsible for the performance of the company.

Duties and Responsibilities:

Formulating and successfully implementing company policy;

Directing strategy towards the profitable growth and operation of the

company;

Developing strategic operating plans that reflect the longer-term objectives

and priorities established by the board; Putting in place adequate operational planning and financial control

systems;

Ensuring that the operating objectives and standards of performance are

not only understood but owned by the management and other employees;

Closely monitoring the operating and financial results against plans and

budgets;

Taking remedial action where necessary;

Maintaining the operational performance of the company;

Representing the company to major customers and professional

associations;

Building and maintaining an effective executive team.

Has the authority to make final decisions for the company

Responsible for overall decisions, whole management and control of

finances of the company.

Ensuring the companys assets are adequately protected from loss

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Qualifications:

Male / Female with at least three years corporate experience

Not more than 35 years old

Graduate of any business degree or any four-year related major

Effective oral and written communication skills

Knowledgeable in computer operation

Organized, focused, and very analytical in work comprehension, reviewing

and organizing business plan

He / she required to meet deadlines of work

He / she must be determined to show potential and dedication in work

Must be self-motivated and flexible in understanding in various business

set-up

Salary: Php 25,000.00

Job Title: Operations Manager

Immediate Supervisor: Managing Director

Job Description:

The operations manager is responsible for ensuring that the day-to-day

operations of a business run smoothly, and effective methods are put into place

so that the company of employment runs to its maximum productivity.


Oversees the daily sales and operations of the plant

Help exceed company sales and operations goals

Responsible for profit and loss in all aspects of the business

Hire train and evaluate core teams in the business

Oversee the plants procedures and policies

Set and maintain productivity and quality standards

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Ensure customer excellence and delivery of quality products

Oversee inventory in the plant

Schedule maintenance and upkeep of the plant facility

Manage vendor relations

Schedule plant meetings, safety meetings and staff meetings

Qualifications:

Must possess at least a Bachelor/College Degree in Industrial Engineering

or Mechanical Engineering

At least three years of working experience in the manufacturing industry

Ability to meet tight deadlines and remain calm under pressure

Can effectively work with people in the production line and at different

levels in the organization.

Knowledgeable and proficient in quality assurance and safety compliance

in a manufacturing environment.

Must possess good leadership, analytical skills, interpersonal and

communication skills.

Must be flexible, hardworking, can work under pressure and self-motivated

person.


Job Title: Administrative Manager

Immediate Supervisor: Managing Director

Job Description:

The administrative manager oversees and directs the administrative

services of an organization; assigns responsibilities to administrative staff and

ensures the facilities are equipped with the supplies and services needed.

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Maintains administrative staff by recruiting, selecting, orienting, and

training employees; maintaining a safe and secure work environment;

developing personal growth opportunities.

Accomplishes staff results by communicating job expectations; planning,

monitoring, and appraising job results; coaching, counseling, and

disciplining employees; initiating, coordinating, and enforcing systems,

policies, and procedures.

Provides communication systems by identifying needs; evaluating

options; maintaining equipment; approving invoices.

Completes special projects by organizing and coordinating information

and requirements; planning, arranging, and meeting schedules;

monitoring results.

Provides historical reference by developing and utilizing filing and

retrieval systems.

Improves program and service quality by devising new applications;

updating procedures; evaluating system results with users.

Achieves financial objectives by anticipating requirements; submitting

information for budget preparation; scheduling expenditures; monitoring

costs; analyzing variances.

Maintains continuity among corporate, division, and local work teams by

documenting and communicating actions, irregularities, and continuing

needs.

Maintains professional and technical knowledge by attending educational

workshops; benchmarking professional standards; reviewing professional

publications; establishing personal networks.

Contributes to team effort by accomplishing related results as needed.

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Qualifications:

Male / Female with at least more than three years corporate experience


Graduate of any business degree course or Industrial Engineering

Effective oral and written communication skills

He / she must be determined to show potential and dedication in work

Must be self-motivated and flexible in understanding in various business

set-up




person.


Job Title: Production Head

Immediate Supervisor: Operations Manager

Job Description:

The production head is responsible for the technical management,

supervision and control of industrial production processes.


Coordinates people, resources, equipment and supplies to ensure the

production process meets an organization's manufacturing goals.

Prepare and maintain production reports and personnel records.

Plan and organize production schedules

Estimates, negotiates and agrees budgets and timescales with clients and

managers

Determines quality control standards

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Oversees production processes

Re-negotiates timescales or schedules as necessary

Selects, orders and purchases materials

Organizes the repair and routine maintenance of production equipment

Qualifications:

Male/Female, not more than 35 years old

Graduate of Industrial Engineering or any related field

Has strong leadership skills and can motivate and discipline subordinates

Minimum of 3 years experience in related field

Salary:Php 17,000.00

Job Title: Warehouse Officer

Immediate Supervisor:Operations Manager

Job Description:

A warehouse officer is responsible to look after the movement of stocks

from the warehouse or inventory thereby keeping a close watch on the inflow and

outflow of goods. He is also responsible for maintaining the required level of

efficiency or safety while handling the movement of goods and keeps record of

all these materials.


Maintain the finances, property and transport of the company.

Should be responsible for timely submission for all the documents that are

related to the incoming and outgoing materials.

Deal with the questions and correspondences with sheer effectiveness.

Maintain the safety norms in the warehouse.

Follow the duties that are assigned by the supervisor or manager of the

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warehouse.

Should interact with the entire staff of warehouse and depot and maintain

good relationship with colleagues.

Qualifications:

Male / Female with at least more than three years corporate experience


Graduate of any business degree course or Industrial Engineering




person.


Job Title: Quality Control Coordinator

Immediate Supervisor:Operations Manager

Job Description:

The quality control coordinator ensures that products meet standards ofquality and safety. For example, they measure and weigh products, examine

samples and test them.

Responsibilities:

Monitor the development of all products manufactured by the company.

Acquire the quality in the product and services of his company.

Verify the quality of a product with the quality parameters.

Monitor every process involved in the production of a product.

Ensure the quality of purchased goods as well as finished goods.

Recommend the reprocessing of the low quality products.

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Responsible for the documentation of inspection and tests conducted on

products of a company.

Maintain the checklist of inspection processes and protocols used within a

company.

Responsible to identify the problems and issues regarding quality of the

products and also has to make recommendation to the higher authorities.

Qualifications:

Male/Female, 23-28 years old

Graduate of Industrial Engineering or any related field

With knowledge in manufacturing technology

Must demonstrate good interpersonal skills in both verbal/written

communication



Job Title: Procurement and Material Specialist


Job Description:

The procurement and material specialist ensures that the items and

services to build and maintain the product raw materials are purchased from

specified suppliers and are delivered according to agreed terms and conditions.

An important aspect of this role is seeking maximum value for the company

through time and cost agreements while working with technology advanced

products.

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Receives, examines and processes requisitions; prepares bid

specifications and other necessary documents related to the purchase of

supplies, materials and equipment; prepares State requisition or locates

source of supply, and places orders with appropriate bidder(s).

Compares costs and evaluates the quality and suitability of supplies,

materials and equipment.

Interviews and corresponds with vendors; keeps informed of new products

and market conditions and trends.

Confers with and assists officials of all departments to determine

purchasing needs and specifications.

Qualifications:


Graduate of Industrial Engineering or any related course

Must demonstrate good interpersonal skills in both verbal/written

communication


Job Title: Logistic Officer


Job Description:

The logistics officer is responsible to organize and plan the transferring

process of materials and goods from suppliers and manufacturers to customers.

They manage distribution operations in major retailer companies and other

organizations.

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Planning delivery timetables

Making sure suppliers have enough stock to meet demand

Overseeing the ordering and packaging process

Monitoring stock levels

Tracking products through depots to make sure they arrive at their

destination

Overseeing arrival of shipments

Qualifications:

Candidates must be a graduate of a Bachelors Degree in Science

majoring in Math or related subjects (e.g. industrial Engineering,

Accountancy, etc.)

At least Two (2) years of working experience in inventory management

and production planning or similar capacity

Win-win solutions oriented attitude, resourceful, assertive, tactful, resilient

& persistent

Good English oral and written skills


Job Title: IT Personnel

Immediate Supervisor:Administrative Manager

Job Description:

The IT personnel is responsible in monitoring and maintaining the

computer systems and networks of an organization. He may install and configurecomputer systems, diagnose hardware/software faults and solve technical and

applications problems.

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Duties and Responsibilities

Support end-users with IT-related problems in a responsive and service

oriented manner.

Setup, management, and maintenance of IT-related equipment.

Monitor backup jobs and ensure high level of completion success rate.

Manage time and projects effectively.

Help put processes in place to maintain a stable network environment.

Develop and maintain information architectures (data, application,

network) ensuring the system is on-line daily.

Maintain hardware and software maintenance agreements to ensure

integrity of operations processes.

Qualifications

Organized, thorough, and has great attention to detail

Demonstrated working knowledge of hardware and networking basics

IT graduate or of any computer related course

Able to install, configure, troubleshoot and support Windows clients and

servers

Intermediate-advanced knowledge of the Microsoft Office Suite

High level of analytical thinking to solve problems with an understanding of

technology as well as an ability to ask the right questions and apply

solutions to business problems

Effective oral, electronic and written communication with all levels of the

organization using top notch customer service.

Passionate, optimistic, and has internal inspiration to get things done


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Job Title: Sales and Marketing Personnel


Job Description:

The sales and marketing officer is responsible in promoting the company's

products, involving marketing existing products, developing new products to cater

for consumer demand, or developing markets for new products or services.


Identify and analyze an organizations strengths and weaknesses, and

respond to opportunities and threats in the marketing environment

Set goals for market share and growth

Develop and implement appropriate strategies by selecting, segmenting

and targeting markets, and promoting products and services to those

markets

Make decisions regarding products, such as choosing labels or packaging

Work on developing new products

Work out an approach to pricing and set prices for products and services

Manage distribution channels such as shops and wholesalers

Make decisions regarding the distribution of products (such as taking

orders, warehousing, stock control and transport), manage store image or

undertake direct marketing

Develop plans for advertising, sales promotion, public relations, personal

selling and sales management

Undertake marketing audits to monitor sales performance.

Qualifications:


Graduate of Marketing Management course or any 4 year course

Computer literate and proficient in oral and written communication skills



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Job Title: Human Resource Specialist


Job Description:

The HR specialist is responsible for overseeing daily staffing operations

and offering assistance to staff in the performance of their duties as needed. In

addition, the HR specialist provides district-wide administrative support.


Performs human resources management, personnel, or payroll

administration activities involving responsibility for the interpretation and

application of rules, laws and policies.

Completes classification studies, job audits and other activities to identify

duties and responsibilities assigned to employees; develops job

descriptions, job specifications, organization charts and other materials to

describe positions and duties performed by employees; determines

appropriate classifications for individual positions.

Conducts wage and salary surveys by collecting and evaluating salary

data; prepares recommendations or requests for salary changes;

determines salary changes authorized for specific actions, such asappointments, promotions, transfers, demotions and reinstatements.

Collects and analyzes data on personnel selection procedures and

methods, based on established psychometric techniques; prepares charts,

graphs and other statistical information on examination results, develops

tests and other selection devises.

Performs centralized or agency recruiting activities; prepares recruiting

announcements or other information concerning job vacancies; interviews

applicants and evaluates application forms; provides job counseling to

prospective employees; administers minority recruitment and outreach

programs; visits schools, colleges and other sources for recruitment.

Prepares, processes, reviews, analyzes, or approves employee personnel

transactions; ensures compliance with applicable laws and rules

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concerning appointments, promotions, demotions, transfers, separations

and other actions.

Interprets rules and laws concerning employee personnel actions; advises

agency personnel staff, employees, supervisors and managers on various

personnel related issues.

Maintains a system of employee personnel records.

Qualifications:

Male/Female, 22-28 years old.

Graduate of Human Resource Management and / other related course

At least 2 years working experience


Job Title: Finance Personnel


Job Description:

The finance officer is responsible for maintaining financial, accounting,

administrative and personnel services in order to meet legislative requirements

and support municipal operations.


Administer and monitor the financial system in order to ensure that the

municipal finances are maintained in an accurate and timely manner.

Maintain the accounts payable and accounts receivable systems in order

to ensure complete and accurate records of all moneys

Administer employee files and records in order to ensure accurate

payment of benefits and allowances

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Administer the bi-weekly payroll in order to ensure that employees are

paid in an accurate and timely manner

Perform other related duties as required

Qualifications:


Graduate of BS Accountancy or Finance

MBA and/or CPA highly desirable

Minimum of 3 years working experience


Job Title: Operator

Immediate Supervisor: Production Head

Job Description:

An operator is responsible in setting up and operating equipment in line

with the manufacturing process.


Responsible for every day checks of all equipment in their assigned area

Perform production tasks assigned with efficiency

Meet target production output

Qualifications:

Equivalent combinations of training, education and experience that would

provide the required knowledge and ability

Determination to perform the production tasks assigned to him


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Job Title: Warehouse Helper

Immediate Supervisor:

Job Description:

A warehouse helper is responsible in manually moving freight, stock, or

other materials or performing other general labor.


Assist shipping and receiving, unloading trucks, checking in merchandise,

matching purchase orders to sales orders and distributing to sales

associates for processing.

Reading customer orders, work orders, shipping orders, or requisitions to

determine items to be moved, gathered, or distributed and/or shipped.

Ensuring warehouse is accessible and safe for salespeople and customer

traffic.

Assembling customer orders from stock and places orders on pallets or

shelves, or relocating orders to a holding area or shipping department.

Organizing warehouse and work area for orderliness at all times.

Wearing the proper safety equipment.

Qualifications:

At least high school graduate

Able to perform mathematic calculations

Has the ability to compute rate, ratio, and percent and to draw and

interpret bar graphs

Has the ability to write routine reports and correspondence

Has the ability to read and interpret documents such as safety rules,

operating and maintenance instructions, and procedure manuals


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Job Title: Driver

Immediate Supervisor: Logistics Officer

Job Description:

The company driver is responsible mainly in delivering goods to

customers.


General warehouse operations support

Local deliveries to customers

Other ad hoc duties as assigned

Qualifications:


Has at least 3 years experience as a professional driver

Has a valid driver's license

Knowledgeable in automotive maintenance


Janitor & Security Guards

Our janitor and security guards are hired through agencies. These

agencies are Jammas Incorporated for our Janitors and Soliman Security

Incorporation for our security. These entrusted agencies are responsible for

equipment and uniform for their employees.

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C. PERSONNEL

Position No. of Employees

Managing Director 1

Operations Manager(IL) 1

Administration Manager 1

Production Head(IL) 1

Quality Control Coordinator(IL) 1

Warehouse Officer(IL) 1

Sales and Marketing Officer 1

Finance Personnel 1

HR Specialist 1

Procurement & Materials Specialist(IL) 1

Warehouse Helper(IL) 1

IT Personnel 1

Worker/Operator(DL) 6

Driver 1

Logistics Officer 1

TOTAL 24

IV. POLICIES & PROCEDURES

A. RECRUITMENT METHOD

The hiring or recruitment of employee may vary to the skills of a worker.Educational attainment and experience are required to fulfill the companys goal.

Before the interview, an applicant must first pass the exam to test their

knowledge. Then an interview will take place that will be conducted by the

manager that will be under the applicant depends on desired position.

Medical examination will also conduct to know if the applicant is fit and

can comply with an 8 hours of work a day, to ensure the health of the applicant

and for their safety.

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B. BUSINESS HOURS

Working hours should be from 8:00 a.m. 5:00 p.m. on weekdays, and

8:00 a.m. to 12:00 noon on Saturdays. No work is set during Sundays.

The Labor Code of the Philippines listed in Article 83 of Presidential

Decree No. 442 states that the normal hours of work of any employee shall not

exceed eight (8) hours a day. During the working hours the employees are to

remain at the office or perform work duties, and failure adhere to scheduled

hours results in warnings and disciplinary actions, unless the supervisors

condone late arrivals or early dismissal for some special circumstances.

Work may be performed beyond eight hours a day provided that the

employee is paid for the overtime work, an additional premium equivalent to his

regular wage plus at least 25% thereof. Work performed beyond eight hours on a

holiday or rest day shall be paid an additional compensation equivalent to the

rate of the first eight hours on a holiday or rest day plus at least 30% thereof.

Any employee may be required by the employer to perform overtime work

in any of the following cases:

a. When there is urgent work to be performed on machines, installations, or

equipment, in order to avoid serious loss or damage to the employer or

some other cause of similar nature;

b. When the work is necessary to prevent loss or damage to perishable

goods; and

c. Where the completion or continuation of the work started before the eighth

hour is necessary to prevent serious obstruction or prejudice to the

business or operations of the employer.

Under time work on any particular day shall not be offset by overtime work

on any other day. Permission given to the employee to go on leave on some

other day of the week shall not exempt the employer from paying the additional

compensation required.

C. SAFETY AND SECURITY

The company will educate its employees to dos and donts to prevent

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accident, abide to the government rules and regulation in terms of safety, and

design the workplace that will fit to its worker to lessen stress.

Security guards are deployed inside the company to roam around the

area. Hiring 3 guards will be placed on entrance, workplace and warehouse. This

will ensure the security of our employees and properties.

D. PERSONNEL POLICIES

The following rules and regulation are set by IML Co. to be followed by our

employees. These are offenses subjected to disciplinary action. Frequency of

offenses and corresponding penalties are stated as follows:

1. ATTENDANCE

Attendance will be check using biometric

fingerprint scanner.

Any non-related work absents must be report

1 week before the day of absent.

Emergency absents caused by illness,

calamity or other unexpected event must be

report immediately to its employer.Absenteeism without any valid reason gives the employee a warning.

Absent records are reset every end of the year.

Tardiness

Description Disciplinary Actions

First Offense3 consecutive numbers

of days late

Verbal notice to be done by the

Supervisor of the Department where

the employee is assigned. Salary

deduction is also imposed.Second

Offense

4 consecutive numbers

of days late

Salary deduction with written notice

from the HR Department.

Third Offense5 consecutive numbers

of days late

Salary Deduction with 3 days

suspension

Fourth

Offense

6 or more consecutive

numbers of days late

Salary deduction with 1 month

suspension

Biometrics

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Absenteeism

Description Disciplinary Actions

First Offense 2 consecutive numbers

of days absent

Verbal notice to be done by the

Supervisor of the Department where

the employee is assigned. Salary

deduction is also imposed.

Second

Offense

3 numbers of days

absent

Salary deduction with written notice

from the HR Department.

Third Offense 4 numbers of days

absent

Salary Deduction with 1month

suspension

Fourth

Offense

5 or more numbers of

days absent

Termination

2. COMPANY RELATION

The relation between the company and the employees are the basic andthe most significant part of an organization. This will make a great success if both

employees and management help each other to achieve the company goals.

Having a good workplace and environment will boost the ability to work and avoid

stress inside the organization.

3. EMPLOYEE SAFETY

Safety is one of the priorities of this company. Employees are required to

be train for proper attire and enough knowledge about how to coup on accidents

inside the workplace.

Clinic and medical staff are also place near the workplace for first aid in

case of accidents. Posters are also be used to aware the workers for their safety.

4. WORK AREA CLEANLINESS AND ORDERLINESS

Cleanliness and orderliness are also checked every day by the head

managers. Janitor will roam around the company. Anyone caught littering will

received a penalty.

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App l icat ion o f 5S by the Management

Sort arranging task or materials in order to easily manage the task or

materials involve.

Systematizeusing their skills is to determine what task is more important

than the others.

Sweepalways clean the surrounding to prevent accidents and unsightly

eyesore.

Sanitizealways used disinfectant when handling food or money in order

to prevent or spread a germs and bacteria.

Self-Disciplinealways smile and hear out the customers no matter what

his/her attitude may be to you.

5. PROPER GROOMING

A good image of the company starts on its employees and proper attire

may help to prevent accident for our employees. Uniform are required to ensure

that attire that may cause accident to be avoided. This will be used for promotion

when our employees are outside the company.

Sample Uniform also applies to other

positions

Sample Uniform also applies to driver

and warehouse helper

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6. TERMINATION OF EMPLOYMENT POLICY

It is company policy to ensure that employee terminations are handled in a

professional manner with minimal disruption to on-going work functions.

There are three types of terminations:

a. Voluntary

b. Involuntary

c. Death

a) Voluntary Terminations

General

Voluntary termination of employment occurs when an employee informs

his or her supervisor of employees resignation, or termination is deemed to have

occurred when an employee is absent from work for three consecutive workdays

and fails to contact his or her supervisor (job abandonment).

Procedure

a. Employees are expected to provide a minimum of two weeks notice of

their intention to separate from the company in order to allow a reasonable

amount of time to transfer ongoing workloads. It is expected that written

notification will be provided to the employee's line manager.

b. Upon receipt of an employee's resignation, the line manager must notify

Human Resources (HR) by sending a copy of the resignation letter to HR,

annotated if necessary, with pertinent information (i.e. employee's reason for

leaving, last day of work, etc.).

c. The HR Administrator or Branch Manager will coordinate the

employee's out-processing. This process includes:

1. Returning all company property (i.e., keys, ID cards, parkingpasses, etc.).

2. Review of benefits status.

3. Completion of an exit Interview questionnaire. The exit interview

provides employees the opportunity to freely express views about working

at the company and will be held in strict confidence. HR will compile data

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from exit interviews to determine if feedback to an employees director is

necessary.

d. A Supervisory Termination Summary will need to be completed by the

line manager. This form is located in the company public folders. The completed

Summary should be returned to HR where it will be maintained in the employees

personnel file.

e. Employees who possess a security clearance are required to check out

and debrief with the Security Officer no later than their last day of employment.

b) Involuntary Termination

General

a. An involuntary termination of employment, to include layoffs and stand-

downs over 30 days, is a management-initiated dismissal. The inability of an

employee to perform the essential functions of the job with or without a

reasonable accommodation may also result in an involuntary termination.

b. Discharge may be for any legal reason, i.e., misconduct, tardiness,

absenteeism, unsatisfactory performance, inability to perform, etc. In some cases

progressive discipline may be used, prior to termination, to correct a performance

problem. However, certain types of employee misconduct are so severe that one

incident of misconduct will result in immediate dismissal without prior use of

progressive discipline.

c. Prior to an involuntary termination, consideration will be given to an

employee's service and past contributions to the company. The possibility of

transfer or demotion will be explored in all cases except those which involve

gross misconduct.

Procedure

a. Before any action is taken to discharge an employee, the employees

line manager, through the director, must request a review by the Termination

Review Board.

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b. The Termination Review Board consists of the Managing Director,

Administrative Manager, and Operations Manager. It is the Board's responsibility

to review the situation and determine if dismissal is warranted.

c. If the Board recommends dismissal, it is the supervisor's responsibility

to notify the employee and coordinate with HR to ensure that the terminated

employee follows the checkout procedure in Sections 2.2(c) and 2.2(e) of this

policy.

d. The line manager should complete an "Employee Change Form" or e-

mail HR to confirm the last day worked.

c) Deceased Employees

General

A termination due to the death of an employee will be made effective as of

the date of death.

Procedure

a. Upon receiving notification of the death of an employee, the supervisor

must notify the Benefits Administrator immediately.

b. The Benefits Administrator will process all appropriate beneficiary

payments from the various benefits plans.

d) Final Pay

General

An employee who resigns or is discharged will be paid through the last

day of work, plus any unused PTO, less outstanding loans, advances or other

agreements the employee may have with the company. Final pay due, upon the

death of an employee, will be paid to the deceased employees estate.

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Procedure

It is the responsibility of the employee's line manager to ensure that the

Payroll office receives the terminating employees timecard in sufficient time to

process the final paycheck.

e) Unemployment Compensation

General

The company is able to monitor and control the cost of unemployment

insurance by being responsive to regulatory authorities. Typically, employer

information must be submitted to the appropriate state office within seven days of

request. Failure to respond in a timely manner often results in unemployment

compensation awards to former employees who otherwise would not qualify.

Procedure

a. Line managers are required to follow the process described in 2.2b of

this policy.

b. HR will notify the companys outsourced Unemployment Compensation

Program Manager (UCPM).

c. The UCPM will research each claim as necessary and advise the

company on hearing attendance requirements, as well as required materials and

presentation.

f) Back Pay

Whenever an employee becomes separated from work, whether it is the

result of a firing or an injury, there can be a significant lag time between the filing

of a claim and a final determination. In fact, it could be years before a decision is

reached on a disputed firing or a job-related injury. During that time, a worker's

regular wages are often withheld, pending the outcome. The money earned

between the original filing of a claim and the final judgment is known as back

pay.

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E. CODE OF CONDUCT

The Code of Conduct embodies IML Co.s commitment to the highest

standard and quality of service to its customers. It aims to bring people from

different backgrounds, perspectives, norms and values to work together in

fulfillment of this commitment.

The Code of Conduct seeks to promote a healthy work environment, and

will serve as a communication tool upon which everyone in the organization

carries themselves.

IML Co. believes that each member of the organization must be given the

opportunity to be coached and counseled. The Code of Conduct provides this

mechanism to ensure that when deviations are committed, corrective actions

shall always be constructive, consistent, objective and fair.

List of Terminable Offense Due to Just Cause Covered by Philippine

Labor Code

1. Betrayal of IMLs Trust and Confidence Unauthorized disclosure of

confidential information which includes but not limited to IML s record, trade

secrets, formula, financial operation of statement, and other IMLs documents,

to other companies, persons or entities.

2. Robbery, Theft, Pilferage and Misappropriation of FundsRobbery, theft,

pilferage and misappropriation of funds or its attempt in any form or manner.

3. Falsification of Documents/Cheating Falsifying any document, record or

information, which include but not limited to personnel or financial or

production record, voucher, receipt, time sheet, application form; or

presenting such falsified document, records or information in any study,

inquiry, research, investigation, or proceeding in which IML is involved.

4. Swindling Defrauding guests, suppliers, outside agencies, officers or any

employees through false pretenses or falsification of documents.

5. False Testimony Giving false statements of testimonials to avoid

responsibility or to distort the true facts to give undue advantage to ones self

or another.

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6. Fraudulent Acts Obtaining or attempting to obtain materials through

fraudulent order and collusions with the person doing so, in which IML has

suffered or stands to suffer monetary and material loss. Improperly

withdrawing IMLs supplies, records, equipment, tools or other assets from

IML premises without proper authorization.

7. Substituting IMLs Resources, etc. Substituting IML supplies, materials,

equipment, and other resources with another of inferior quality or of lesser

value with intent to defraud.

8. Unauthorized Possession of IML Property Unauthorized possession or

use of IML property, supplies, or resources or any property owned by or

belonging to another employee.

9. Unauthorized Bringing into or Taking out of Any Article from IML

premisesbringing into or taking out from IML premises any Article without

proper authorization and Security Pass.

10.Unauthorized Sale of IML PropertyEngaging in unauthorized sale of any

IML property, supplies, medicines, or resources or any property owned by or

belonging to another employee.

11.Unauthorized Possession of Master keys, Duplicate Keys, etc.

Unauthorized possession of master keys, picklocks, and/or similar device

which can open offices, lockers, drawers, desks, cabinets, doors, rooms,

offices, and another areas.

12.Use of IML Time, Premises, etc. for Personal Benefit Using IML time,

premises, vehicles, tools, equipment, supplies, or materials for personal

benefit.

13.Use of Communication Equipment, Services or Facilities Using IMLs

telephones, cell phones, electronic mail, internet and other communication

facilities without proper authorization or for personal benefit.

14.Hiding a Contagious Disease Hiding/Refusing to notify a known

contagious disease of major illness which include but not limited to HIV,

Tuberculosis, Hepatitis, Sexually Transmitted Diseases, which may endanger

the health of life of guests, suppliers, officers and other employees.

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15.Fraudulent Reporting of Sick Leave Calling in sick or extending sick

leave in order to obtain sick leave benefits for other purposes.

16.Swiping/ Altering Another Employees Time Card/ Logging in or out for

Another Employee Knowingly swiping the attendance card of another

employee, or having ones attendance card swiped by another employee or

maliciously removing of time card or attendance records from its proper place,

or unauthorized alteration of attendance records or unauthorized logging

in/out for another employee.

17.Tampering with Employee Locker Tampering with another employees

locker which constitutes violation of an individuals privacy and destruction of

IML.

18.Engaging in Competitive Operations Engaging in unauthorized

competitive operations of businesses similar to those of IML.

19.Unauthorized Access to Computer/files Using computer terminal for

other purposes/ unauthorized access to the computer system.

20.Other Acts of Dishonesty Committing other acts of dishonesty and fraud

where there is a clear intent of personal gain, and the dishonest or fraudulent

act is prejudicial to the guest, outside agency, supplier, officer, or other

employees and personnel of IML, or the dishonest or fraudulent acts is done

to avoid responsibility or serious consequence.

21.AWOL in Excess of One (1) Working Day Incurring absence without

official/ authorized leave in excess of one (1) working day.

22.Failure to Use the Required Safety Device/EquipmentFailure to use the

required safety device or protective equipment established by IML health and

safety rules.

23.Eating and Drinking inside the Production/Operations/Training Area

24. Eating food or drinking from an open container while on production,

operations or training area.

25.Sleeping while on DutySleeping in any position, during working hours.

26.Failure to comply with Government RequirementsFailure to comply with

national and local government requirements as required by the IML, i.e.,

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health certificates, police clearance, medical examination, drug testing etc.

V. BENEFITS & CONTRIBUTIONS

A. 13THMONTH PAY

Presidential Decree No. 851 - All employers are hereby required to pay all

their employees receiving a basic salary of not more than P1,000 a month,

regardless of the nature of their employment, a 13th-month pay not later than

December 24 of every year. Thirteenth-month pay shall mean one twelfth (1/12)

of the basic salary of an employee within a calendar year.

B. PREMIUM CONTRIBUTIONS

1. Social Security Systems (SSS) Contributions

Republic Act No. 8282, otherwise known as the Social Security Act of

1997, refers to the social security system in the Philippines that is initiated,

developed and promoted by its Government. The social security system is aimed

at providing protection for the SSS member against socially recognized hazard

conditions, such as sickness, disability, maternity, old age and death, or other

such contingencies not stated but resulted in loss of income or results to a

financial burden. The employee and his/her employer(s) are to contribute for the

social security benefits of the said employee in accordance to a given schedule

by the Philippine Social Security System. Monthly employee contribution

depends on the employee's actual monthly salary.

2. National Health Insurance Program (NHIP)

The employee and his/her employer(s) are to contribute for the medical

insurance of the said employee in accordance to the Republic Act 7835 on

Medicare Program which is administered by the Philippine Health Insurance

Corporation (PhilHealth). Monthly employee contribution depends on the

employee's actual monthly salary. The contribution schedule is provided by

PhilHealth.

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3. Home Development and Mutual Fund (HDMF)

The employer(s) is required to contribute per month not less than P100.00

to the employee's Home Development and Mutual Fund. In accordance to the

periodic remittance schedule provided by HDMF, the employer(s) will remit this

contribution, in addition to that of the employee's, which is to be deducted from

his/her payroll.

C. PAYMENT OF CONTRIBUTIONS

a. The members contribution shall be deducted and withheld

automatically by the employer from the salary. The employers counterpart

contribution shall not in any manner be recovered from the employee.

b. The monthly premium contribution of employed members shall be

remitted by the employer on or before the 10th day of the month after the

applicable month.

D. OTHER BENEFITS

a. First-aid Treatment

Every employer shall keep in his establishment such first-aid

medicines and equipment as the nature and conditions of work may require, in

accordance with such regulations as the Department of Labor and Employment

shall prescribe. (The Labor Code of the Philippines Article 156)

b. Emergency Medical and Dental Services

Every employee will undergo a yearly medical physical examination in

compliance with the Health and Safety Law of the Department of Labour and

Employment. Any examination will take place at a medical centre approved by

Management, at a time convenient to the employee. It is imperative that

employee must undergo medical examination before being deployed to their

function.

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c. Paternity Leave Benefits

It is described by law through the Republic Act No. 8187 granting every

married male employee seven (7) working days of leave after his legitimate wife's

childbirth, or any miscarriage. Paternity leave shall be paid in full, equivalent to

seven days, up to the first four deliveries.

d. Maternity Leave Benefits

Book III, Title III of the Philippine Labor Code covers the rights of

women and the Government's steps to ensure the welfare and protection of

women employees in the Philippines. Also covered within the title are the

Maternity Benefits available for women is maternity leave of not less than two (2)

weeks before the expected date of delivery and an additional four (4) weeks

following normal delivery or abortion, for a total of sixty (60) days maternity leave.

This maternity benefit is with full pay and is based on her regular compensation,

whether on weekly or monthly schedule, without deductions unless stated

otherwise.

e. Service Incentive Leave

Book III, Chapter III of the Labor Code of the Philippines covers the

employee's right for Service Incentive Leaves. This basically entitles the

employee working in the Philippines a yearly service incentive leave, or in other

words, a paid leave of five days. If unused after a one year period, the Service

Incentive Leave will be commuted to its monetary equivalent by the end of the

year. In computing, the basis shall be the salary rate at the date of commutation.

f. Sick Leave

Is one of the types of paid benefits granted to regular employees -

regularization in the Philippines are granted to employees on the sixth month of

tenure. Employees can avail of this benefit when you are unable to report to work

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due to an illness, accident, or any other debilitating medical causes. Even with

this absence, it is a company's obligation to pay you equivalent to a full-day

salary as mandated in the Philippine Labor Laws, given that an employee still

has leave "credits" equivalent to seven work days or a total of 56 hours in a year.

Failure to present a medical certificate shall be considered absent or AWOL. For

declared Sick Leave, the Company may conduct a home visitation to ensure

veracity or confirmation through examination of a Company-endorsed physician.

g. Emergency Leaves (EL)

Emergency Leave covers only regular employees and the nature of

emergency shall be considered. Life and death situations (for concerned

employees and his/her immediate family members) are the only instances

considered as emergency. The Leave of Application Form should be

accomplished and filed within the first two (2) hours upon returning to work

together with the supporting documents.

h. Retirement Pay

Art. 287. Any employee may be retired upon reaching the retirement

age established in the collective bargaining agreement or other applicable

employment contract. Every employee upon reaching the age of sixty (60) years

or more, but not beyond sixty-five (65) years which is hereby declared the

compulsory retirement age, who has served at least five (5) years, may retire and

shall be entitled to retirement pay equivalent to at least one-half (1/2) month

salary for every year of service, a fraction of at least six (6) months being

considered as one whole year.

i. Paid Regular Holiday

Pursuant to the provisions of the Labor Code, as amended in relation

to the observance of declared holidays and in response to the queries received

every time a Presidential Proclamation or a law is enacted by Congress which

declares certain days either as a regular holiday, a special day or a special

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working holiday, the following guidelines shall be observed by all employers in

the private sector:

For declared special days such as Special Non-Working Day, Special

Public Holiday, Special National Holiday, in addition to the two (2) nationwide

special days (November 1, All Saints Day and December 31, Last Day of the

Year) listed under EO 203, as amended, the following rules shall apply:

a. If unworked

No pay, unless there is a favorable company policy, practice or

collective bargaining agreement (CBA) granting payment of wages on special

days even if unworked.

Legal Holidays

Working Holidays Dates

New Years Day 1-Jan

Maundy Thursday Movable date

Good Friday Movable date

Araw ng Kagitingan 9-Apr

Labor Day 1-May

Independence Day 12-Jun

National Heroes Day Last Sunday of August

Bonifacio Day 30-Nov

Christmas Day 25-Dec

Rizal Day 30-Dec

Ninoy Aquino Day 21-Aug

Eid Al-Fatur Movable Date

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b. If worked

1st 8 hours - plus 30% of the daily rate of 100%

excess of 8 hours - plus 30% of hourly rate on said day

c. Falling on the employee's rest day and if worked

1st 8 hours - plus 50% of the daily rate of 100%

excess of 8 hours - plus 30% of hourly rate on said day

For those declared as special working holidays, the following rules shall apply:

For work performed, an employee is entitled only to his basic rate. No

premium pay is required since work performed on said days is considered work

on ordinary working days.

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