WELCOME TO iSphere Global...7th Global Corporate Floor Suite A Adamson Centre 121 L.P Leviste St. Salcedo Village Makati City Philippines 1227 Office Suite 15.22, 401 Docklands Drive

WELCOME TO iSphere Global

On behalf of your colleagues, we welcome you to iSphere Global and wish you every success here. At iSphere Global we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team.

This handbook was developed to describe some of the expectations of our staff and to outline the some of the policies and procedures. Staff should become familiar with the contents of the Staff handbook as soon as possible, for it will answer many questions about employment with iSphere Global. We believe that professional relationships are easier when all information is communicated and staff are aware of values of

the organization. This guide will help you understand the expectations and procedures of iSphere Global.

We hope that your experience here will be challenging, enjoyable, and rewarding.

Again, welcome!

Daniel Manicad Jehan Pereira

Vice President for Operations Chief Executive Officer

TABLE OF CONTENTS

Introduction….........................................................................................1

Work Schedule.......................................................................................7 Overtime...............................................................................................11

Request for Supplies……………………………………………………………………………………..…….15 Absences……………………………………………………………………………………………………………..16

Tardiness…………………………………………………………………………………………………..………..17

Offense Against Productivity and Work Values…………………………………………………..20 Offense Against Safety, Health,, and Security……………………………………………………23 Offense Against Integrity and Honesty……………………………………………………………….28 Offense Against Conduct and Decorum………………………………………………………………31 Offense Against Money and Property………………………………………………………………….36

Annual Performance Review……………………………………………………………………………….37 Resignation / Termination…………………………………………………………………………………..38

Harassment…………………………………………………………………………………………………………41 Leave…………………………………………………………………………………………………………………..42

Time Keeping…………………………………………………………………….………………………………..55

INTRODUCTION

SERVICES PROVIDED

OUR FOCUS IS ON THE RIGHT TECHNOLOGY AND THE RIGHT TEAMS FOR YOUR SUCCESS

World-class talent and proven processes allow us to deliver high quality technology solutions at a quicker pace that bring tangible value to our customers. Our high caliber team’s competencies cover diverse work areas such as:

Project Management

Business Analysis

Data Modeling

Database Administration

Software Development

LOCATION(S) PHILIPPINES AUSTRALIA SINGAPORE

7

th Floor Suite A Adamson Centre

121 L.P Leviste St. Salcedo Village Makati City Philippines 1227

Global Corporate Office Suite 15.22, 401 Docklands Drive Docklands Vic 3008 Australia

Suite 3225, Temasek Boulevard #35-03 Suntec Tower 3 Singapore 038988

THE HISTORY OF iSphere Global

Founded in 2001 as an IT specialist consulting firm, iSphere Global is headquartered in Melbourne, Australia. iSphere Global has grown to become one of the leading providers of technology and comprehensive IT solutions for a global customer base in the financial industry that includes both Fortune and small to mid-size companies. iSphere Global has a state of the art offshore development center in Makati City, Manila Philippines. Experienced personnel based globally and ISO 9000 certification pending audit.

INTRODUCTORY STATEMENT

This handbook is designed to acquaint you with iSphere Global and provide you with information about working conditions, benefits and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as a member of iSphere Global. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No staff handbook can anticipate every circumstance or question about policy. As iSphere Global continues to grow, the need may arise and iSphere Global reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur.

© Copyright Biztree Inc. 2010.

iSphere Global Group – Confidential - 2010 6

CUSTOMER RELATIONS

Customers are among our organization's most valuable assets. Every personnel that represents iSphere Global to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each personnel contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. iSphere Global will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the Vice President for Operations for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of iSphere Global. Positive customer relations not only enhance the public's perception and image of iSphere Global but also pay off in greater customer loyalty and increased sales and profit.


WORK SCHEDULE

Normal Regular Work Days

The normal regular work days shall be from Monday to Friday.

Hours Worked

Hours worked shall include all time during which an employee is required to be on duty or to be at a prescribed

workplace and all the time during which an employee is offered or permitted to work.

Normal Hours of Work and Meal Period

The normal hours of work of any personnel is nine (9) hours a day. There shall be a sixty (60) minute or one hour time-off from work for regular meals per workday. The normal hours of work per week shall be forty (40) hours, i. e., 8 hours per day multiplied by 5 work days.

Normal office hours are 8:00 AM to 5:00 PM.


Flexitime

Flexitime allows staff to attend work outside the core hours within reason. It is designed to help accommodate long travel times and traffic congestion.

Flexible Working Time all allows for a maximum of 1 hour later than the CORE start time and 1 hour earlier than the CORE end time.

Core Time Schedule

Latest Start of Work Earliest Time Off

8:30 a.m. 5:30 p.m.

Table of Flexible Working Time Bandwith Schedule

Flexible Time In Flexible Time Out

Latest Start of Work Earliest Time Off

8:30 a.m. - 9:30 a.m. 4:30 p.m. – 5:30 p.m.

The workday comprises the time between the earliest start of work and the latest thereof and the total number of hours is called the bandwidth. The company adopts a uniform bandwidth which is nine (9) hours per day.

Only with Senior Management approval can an exception be made to the above.


Lunch Break

The Company shall give all employees a sixty (60) minute time-off for lunch. It can be taken within the time period of 12 pm (earliest lunch time-off) to 2 pm (end of break time).

The Company may require a work schedule under which the employee’s lunch breaks are staggered to ensure continuous operation provided that the employees are not deprived of their lunch break.

The lunch break will not form part of the normal hours worked by a personnel. It should be explicitly reflected in the timesheet.

The Management reserves the right to adopt and implement a schedule regarding lunch breaks. This schedule is subject to periodic adjustments are the need arises.

Non-project personnel should take rounds in staying in the office premises during lunch break. Each day, one non-project

personnel may be required to adjust his lunch break and be the one to stay in the office premises should everyone leave

from the office premises during lunch break.

Coffee Break

One rest period or coffee break running not more than thirty (30) minutes in the afternoon, shall be considered as part

of the paid hours worked by the employee and not as time-off. It shall not be reflected in the time sheet.


Dinner Break

For work beyond 8 hours in a day, should there be additional work performed of at least four (4) hours, dinner break of

thirty (30) minutes shall be given to the employees concerned. It shall not be reflected in the time sheet.

No other forms of breaks shall be allowed aside from those herein provided.

RECAP OF BREAKS

Breaks Part of Paid Hours Worked Reflect in Timesheet as Time-off

Lunch Break

X √

Coffee Break

√ X

Dinner Break

√ X


OVERTIME

OVERTIME REQUEST Pre-Authorization of Overtime Work (Note A)

Approving Authority

Timing of Request (Note B)

Means of Notification

Considered Approved (Note C)

Project Team

Team

Leader/Project Manager

During normal office hour,

before the start of overtime work

Email

Email from approving authority

One-man Project Team

Director/VP

During normal office hour,

before the start of overtime work

Email


Need for pre-authorization depends on a per project basis.

Request for overtime work should be made within normal office hours, except when the situation does not warrant the same.

Considered approved are when instances where reply was not sent before the start of overtime work due to

unavailability of approving authority to send his reply immediately.


Content of Overtime Work Request actual date of overtime work specific tasks to be done

estimated hours of overtime work

Company adheres to approvals with documentation, as much as the situation permits. Hence, email communication

where approval is noted is necessary.

In email notifications, copy furnish (“cc:”) the Office Manager/Director/VP. Otherwise, it is the responsibility of the personnel to submit or forward documented approval to the Accounting Department.

ACTUAL OVERTIME HOURS Approval of Actual Overtime Hours to be charged, per Timesheet

Timesheet signed by Team Leader Director/VP’s approval thru email

Project Team (off site and on

site)

√ x

One-man project team (off site and on site)

x √

Admin Staff (Time in Lieu)

x √

If admin staff work in excess of 40 hours per week and claim as overtime, approval must be obtained from Office Manager/VP prior to claiming Time In Lieu.


Time in lieu should be redeemed as soon as possible after it has been accrued, and all time in lieu must be taken within 12 weeks of being accrued. Time in lieu can accrue to a maximum of 2 working days.

Claimable OVERTIME HOURS

Employees are entitled to overtime pay should they perform work beyond eight (8) hours in a day. Overtime rate is based on Labor Code.

For contractors and consultants, overtime is paid for hours worked beyond 40 hours in a week (provided there is at least

an hour of overtime work in a day).

Timesheet will include a column for “OT” hours. Personnel will fill-up this column for the number of overtime hours he

intends to charge.

Team Leader’s signature should be affixed in the timesheet signifying the approval of the OT hours to be charged.

OVERTIME MONITORING

Team Leader regularly reports to the Managing Director (copy furnish, “cc:”,the Office Manager) should there be any personnel who is observed to do overtime work that are not pre-approved. Likewise, it will also be reported should

there be any personnel who is observed to charge overtime hours beyond what is reasonable, based on work load and project needs.


SETTING-UP OF WORK SCHEDULE

Team Leaders can participate in the work schedule formulation and provide input concerning project schedule.

Team Leaders may request for an adjustment in work schedules based on project schedules/deliverables or in line with client hours of engagement. When exceptions are authorized, personnel should still work their 40 hours within a period of not more than seven consecutive days (one week).

Team Leaders have to obtain the approval of the Project Manager and Office Manager/VP.

It is the responsibility of the Team Leaders to forward email communication to the Project Manager where such email explicitly states the approval of the new work schedule.

Should adjustments be made from the normal work schedule, the following items should be finalized:

normal work days normal hours of work flexitime information

breaks – lunch, coffee, dinner


REQUEST OF SUPPLIES

Management shall adopt a systematic and efficient utilization of Company supplies.

For non-project personnel, he can inform the Accountant of any office supplies needed, should these be not currently in

the Company’s stock of supplies.

For personnel assigned in the project, the Team Leader/Admin Staff can request for supplies needed by his team.

Request should be coursed thru the Accountant thru email.

Level of approval is as follows:

Approving Authority Total Cost of Supplies Requested

(Amount)

Accountant Below Php 1,000.00

Office Manager / VP

Php 1,000.00 and above


ABSENCES

Type of Absence First

Offense Second Offense

Third Offense

Fourth Offense

Fifth Offense

Sixth Offense

Absence without Leave /

Permission Unexcused absence of one

(1) day

Three (3) days

suspension

5 days suspension

Fifteen days suspension

Thirty days Suspension

Dismissal

Absence without official Leave for five (5) consecutive days (AWOL)

Dismissal

Absences (within a 90 day period)

3 absences

Verbal Warning

4th absence Written Warning

5th absence Three (3)

days suspension

6th absence Dismissal


TARDINESS

As an accommodation, the Company has adopted the Flexitime Schedule in order to avoid tardiness. With this, the employees are expected to report for work on time and thereby steer clear of productivity problems.

In cases where tardiness is caused by fortuitous events like strong typhoon, flood, general transport strike, etc., such tardiness may be excused upon the discretion of the Management. Excused tardiness shall not be counted as violation for this purpose. However, all employees who do not report for work during that day shall be considered on leave unless the Company or the

government decrees it as non-working day. Considered habitual tardiness are the following: More than four (4) tardiness in a month More than two (2) tardiness in a month incurred for two (2) consecutive months

For Tardiness Beyond One (1) Hour

Person to notify Time of Notification

Means of Notification

For Salary Deduction

Late due to work related reasons (Note A)

Project Team 1. Team Leader

2.Office Manager/Director/VP

Before leaving the workplace

Example: Work schedule:

8am-5pm Personnel worked until 1am on July 1.

Email (Note B)

For employees, NO, provided the required number of

working hours in a day is met: eight (8) hours per day

For contractor/consultant, NO, provided the required number of working hours is met:

Forty (40) hours per week


Send email before leaving the workplace on july 1, at 1am.

One-man Project Team

Office

Manager/VP

Same as above Same as above

(Note B)

Same as above

Admin Staff

1. Office

Manager/VP

Same as above Same as above

(Note B)

Same as above

Late due to other reasons

other than work-related

1. Team Leader

2.Office Manager/VP

At least one (1)

hour from latest start of work of 9am. (Note C)

Verbal

communication (Note D)

For employees, NO,

provided the required number of working hours in a day is met:

eight (8) hours per day

For contractor/consultant, NO, provided the required number of working hours is met:

Forty (40) hours per week

Note A It is Management’s discretion/prerogative if it should enforce penalty for habitual tardiness observed or not, as

leeway may be given on a case to case basis. An example of an instance where being late does not constitute habitual tardiness is when a project work load requires a personnel to stay late, enabling him not to be at work on the scheduled working hours.

Note B Company adheres to approvals with documentation, as much as the situation permits. Hence, email communication where approval is noted is necessary.

In email notifications, copy furnish (“cc:”) the Office Manager. Otherwise, it is the responsibility of the personnel to submit or forward documented approval to the Accounting Department.

Management has the discretion to provide leeway on certain instances, where email notification was not done.


Notification thru text message may also be accepted on certain instances.

Note C

For other customized project work schedule, at least one (1) hour from latest start of work.

Note D

Notification thru text messages is not an assurance that person/s to notify have received the messages unless notified person replied; hence calling up the office landline is advisable.

1st Offense (3 tardiness in a month)

Verbal Warning

2nd Offense (3 tardiness in a month)

Written Warning

3rd Offense

3 Day Suspension

4th Offense

5 Day Suspension

5th offense

Dismissal


The company defines acts that go against the values stated. Employees, who will engage into such acts or acts similar in nature based on the definition, shall be given the appropriate penalty.

OFFENSE AGAINST PRODUCTIVITY AND WORK VALUES

First Offense

Second Offense

Third Offense

Fourth Offense

Fifth Offense

Sixth Offense

Taking part in any game of chance within company premises (i.e. lottery, betting, card games, etc.)

Verbal Warning

Written Warning

Three (3) days

suspension

Five (5) days

suspension


Dismissal

Abuse of personal privileges (i.e.

extended breaks, “walkaway”, wasting time, bringing food or guests in unauthorized areas,

loitering during official time, etc.)

Verbal Warning

Written Warning

Three (3) days

suspension

Five (5) days

suspension


Dismissal

Participating either as leader or member in any unauthorized meeting during Company time or while within Company premises

Written Warning

Three (3) days

suspension

Five (5) days

suspension

Fifteen days

suspension Dismissal

Inducing a co-employee to

commit an infraction of Company rules and regulations

Written Warning

Five (5) days suspension

Fifteen

days suspension

Dismissal



First Offense

Second Offense

Third Offense

Fourth Offense

Fifth Offense

Sixth Offense

Refusing to render OT, day off,

work or holiday work when the load requires him to be on duty

Written

Warning

Five (5) days

suspension

Fifteen

days suspension

Dismissal

Refusing to be transferred,

relocated, or reassigned due to exigency or operation

Written Warning


Fifteen days


Duplicating, modifying, and / or

illegal installation of IP (Internet Protocol) address

Written Warning


Fifteen

days suspension

Dismissal

Leaving work without official

permission during working hours


Thirty (30) days


Abandonment of work / field

project, productive calls

(including incoming calls), or jobsite without official notice despite orders to the contrary.


Thirty (30)

days suspension

Dismissal

POOR PERFORMANCE:

Inefficiency or poor quality of work as documented through

Written

Warning

Fifteen days




First Offense

Second Offense

Third Offense

Fourth Offense

Fifth Offense

Sixth Offense

periodic appraisals, or through established reasonable standards

set forth.

Feigning illness to avoid

scheduled work or job assignments

Three (3)

days suspension

Fifteen days


Sleeping on Company time when

his work requires him to be vigilant


Thirty (30) days


NEGLIGENCE: Causing or

contributing to the damage of company property or loss of materials and / or funds where the cost of damage/ loss is:

Less than P10, 000

5 days suspension

Dismissal

More than 10,000 but less

than 20,000

15 days suspension

Dismissal

More than 20,000

Dismissal



First Offense

Second Offense

Third Offense

Fourth Offense

Fifth Offense

Sixth Offense

No actual loss but with threat of loss

3 days suspension

Dismissal

Inciting riot or work stoppage

Dismissal

The act of or attempt to maliciously

read, delete, copy or modify the e-mail of others

Dismissal

OFFENSE AGAINST SAFETY, HEALTH AND SECURITY

First Offense

Second Offense

Third Offense

Fourth Offense

Fifth Offense

Sixth Offense

Allowing a third person, other

than an employee of the

company, to ride Company-owned- service vehicles without authorization from the department head

Verbal Warning

Written Warning

Three (3)

days suspension

Five (5)

days suspension


Dismissal

Creating or contributing to poor

housekeeping or unsanitary conditions. (I.e. littering, improper use of comfort room,

etc)

Verbal Warning

Written Warning

Three (3) days

suspension

Five (5) days

suspension


Dismissal



First Offense

Second Offense

Third Offense

Fourth Offense

Fifth Offense

Sixth Offense

Obstructing aisle, fire exits, or equipment rooms

Verbal Warning

Written Warning

Three (3) days

suspension

Five (5) days

suspension


Dismissal

Smoking within prescribed prohibited areas

Verbal Warning

Written Warning

Five (5) days

suspension


Dismissal

Bringing in within the company

premises a camera or video camera and taking pictures without official permission

Written Warning

Five (5) days

suspension


Dismissal

Knowingly operating or allowing

the operation of any machinery or equipment, including Company owned motor vehicles, under the conditions prohibited

by law.

Three (3)

days suspension

Five (5)

days suspension


Dismissal

Willful violation of safety /

warning signs posted in the general working areas

Five (5)

days suspension


Dismissal

Entering, or gaining access, or

attempting to enter or gain

access to an area, perimeter, office and other company

Five (5) days

suspension


Dismissal



First Offense

Second Offense

Third Offense

Fourth Offense

Fifth Offense

Sixth Offense

premises in violation of instructions restricting such

entry or access

Tampering with or misuse of fire protection equipments and alarm system, and unauthorized use of fire protection

equipments other than its primary purpose

Five (5) days

suspension


Dismissal

Submitting false reports and

information affecting safety and

security of the Company and its personnel

Five (5) days

suspension

Fifteen days


Transporting or leaving gasoline,

alcohol, and other highly flammable liquids in an open or

leaking container

Five (5) days

suspension


Dismissal

Non-reporting by an employee

of his serious contagious disease that might affect his co-

employees


Thirty (30) days




First Offense

Second Offense

Third Offense

Fourth Offense

Fifth Offense

Sixth Offense

Failure of a supervisor/employee

to immediately report within 24 hours an accident or injury that occurred within Company

premises and/or during Company time.

Thirty (30) days


Bringing in within Company premises, or being found in possession of any deadly

weapon not necessary to the nature of the Company’s trade or business, or not necessary in

carrying-out an official function

Dismissal

SABOTAGE: Willful acts which adversely affect the operations of the

company:

spreading of computer virus

Tampering of switches and highly technical devises

Overstating / understanding of

Dismissal



First Offense

Second Offense

Third Offense

Fourth Offense

Fifth Offense

Sixth Offense

financial records

divulging/leaking of valuable information, documents and the like

intentionally detaching,

refraining from

use of, or rendering inoperative

mechanical safety device

infiltration or manipulation of

restricted access network

equipment and devices

installation of illegal network connections

Dismissal

OTHER SIMILAR OR ANALOGOUS OFFENSES TO THE

FOREGOING


OFFENSE AGAINST INTEGRITY AND HONESTY

First Offense

Second Offense

Third Offense

Fourth Offense

Fifth Offense

Sixth Offense

Vending, soliciting, or collecting

contributions among co-employees without prior written permission from any authorized

representative

Verbal Warning

Written Warning

Three (3) days

suspension

Five (5) days

suspension


Dismissal

Posting, altering, tampering, or

removing any matter on the bulletin board or Company property without permission or

authority

Verbal Warning

Written Warning

Three (3) days suspension



Dismissal

Rendering of part-time services in other companies without the knowledge of the Company

(voluntary disclosure), or engaging in industry /business in conflict with the existing or future undertaking of the

Company

Dismissal

Lacking prudence in purchase of Company property causing substantial loss or delay in the

operations of the company

Written Warning


Dismissal



First Offense

Second Offense

Third Offense

Fourth Offense

Fifth Offense

Sixth Offense

Providing service to customers

or clients for a consideration, whether in cash or in kind

Dismissal

Public and malicious imputation

of a crime, vice or defect, real or imaginary, or any act,

omission, condition, status, or circumstance tending to cause dishonor, discredit, or contempt

of co-employees and the Company

Dismissal

Unauthorized disclosure of

classified information to person

not authorized to possess such information

Dismissal

DISHONESTY: Deliberately giving false testimony in an official investigation. Falsification,

misrepresentation, concealment of facts, or fabrication of Company documents or records

Dismissal



First Offense

Second Offense

Third Offense

Fourth Offense

Fifth Offense

Sixth Offense

Soliciting or receiving money or

anything of value, share, percentage, benefits or favor from Company suppliers,

clients, customers, visitors, and the like, personally or through another, for any purpose, personal or otherwise

Dismissal

Unauthorized act of removing,

copying, modifying or reproducing, taking or destroying or attempting to

remove, take or destroy Company official records, files, or documents that contain

classified or confidential information about any aspect of Company management, operation, and activities,

including personnel, system, equipments, and records

Dismissal

Dismissal

Conviction of a criminal act by final judgment in court of law

Dismissal



First Offense

Second Offense

Third Offense

Fourth Offense

Fifth Offense

Sixth Offense

Forging, unauthorized alteration

erasure obliteration or otherwise falsifying Company documents and papers, including personnel

records or malicious destruction of the same

Dismissal

OTHER SIMILAR OR ANALOGOUS OFFENSES TO THE FOREGOING

OFFENSE AGAINST CONDUCT AND

DECORUM

First

Offense

Second

Offense

Third

Offense

Fourth

Offense

Fifth

Offense

Sixth

Offense

Non wearing of ID within

Company premises

Verbal

Warning

Written

Warning

Three (3)

days suspension

Five (5)

days suspension

Fifteen days


Failure of the superior to report

violations of the Company rules & regulations by employee/s under him with the intent of covering-up/protecting erring personnel

Written Warning

Five (5) days

suspension


Dismissal


OFFENSE AGAINST CONDUCT AND DECORUM

First Offense

Second Offense

Third Offense

Fourth Offense

Fifth Offense

Sixth Offense

Bringing, showing, viewing

pornographic sites/or materials within company premises or using company computer

Written Warning

Five (5)

days suspension


Dismissal

Rumor-mongering and/or

spreading intrigues against

another employee which tends to cast dishonor or contempt

Written Warning


Dismissal

Creating, contributing, or

involvement in disturbance

resulting in the disruption or delay in operation

Five (5) days

suspension

Fifteen days


INSUBORDINATION:

Refusing, without justifiable cause, to obey, abide and/or

implement any lawful rule, regulation, order, instruction, or policy issued by the Company or

by the employee’s superior


Thirty (30)

days suspension

Dismissal

NEGLIGENTLY inflicting PHYSICAL INJURY to a co-


Thirty (30)

days suspension

Dismissal



First Offense

Second Offense

Third Offense

Fourth Offense

Fifth Offense

Sixth Offense

employee, a customer, client, or visitor while inside or outside

Company premises and/or Company time, if the cause or reason is related or connected

to the performance for the employee’s duty

DISRESPECTFUL ATTITUDE: Treating by word or deed a co-employee, customers, and / or

visitors in a manner, which indicates contempt or disrespect.

Thirty (30) days


Threatening to inflict harm on

the person, property, or reputation of another employee, customer, client, or visitor.

Thirty (30)

days suspension

Dismissal

VERBAL ASSAULT: Threatening,

intimidating, coercing, or

harassing a fellow employee within or even outside Company premises if the cause or reason

is related or connected to the performance of the employee’s

Thirty (30) days




First Offense

Second Offense

Third Offense

Fourth Offense

Fifth Offense

Sixth Offense

duty.

WILLFULLY inflicting PHYSICAL

INJURY to a co-employee, a customer, client, or visitor while inside or outside Company premises and/or Company time,

if the cause or reason is related or connected to the performance of the employees on duty.

Dismissal

FIGHTING/QUARELLING:

Engaging in violence or combat with another person for any reason other than the legitimate exercise of self-defense within

Company premises

Dismissal

Failure to uphold the secrecy of

communication. (I.e. Operators listening to customers’

conversation or divulging customers’ personal information)

Dismissal



First Offense

Second Offense

Third Offense

Fourth Offense

Fifth Offense

Sixth Offense

Possession of any habit forming,

regulated, or prohibited drugs, or substances, including marijuana, within Company

premises, or reporting / commencing work under the influence of prohibited drugs or a finding of drug use in the

annual physical examination

Dismissal

Taking the life of another person willfully or through negligence

Dismissal

LEWD AND LASCIVIOUS ACTS,

such as, but not limited to,

making sexual advances, asking sexual favors, kissing, embracing and/or holding private parts of the body with

the particular design to independently derive pleasure

Dismissal

OTHER SIMILAR OR

ANALOGOUS OFFENSES TO THE

FOREGOING


OFFENSE AGAINST MONEY & PROPERTY

First Offense

Second Offense

Third Offense

Fourth Offense

Fifth Offense

Sixth Offense

Unauthorized use of Company

property for personal gain

Fifteen days

suspension

Thirty (30)

days suspension

Dismissal

Willfully causing damage or loss

to Company property Dismissal

Embezzlement of Company

funds Dismissal

Unauthorized sale or disposition

of Company property for personal gain

Dismissal


ANNUAL PERFORMANCE REVIEW

The Company will assess performance by way of an Annual Performance Review. This will be carried out January 1st of each year or start of the contract date for both contractual and regular employee staff. At such time salary will be

assessed and determined if an increase will be approved.

For Probationary employees, a review will be carried out after six (6) months and if performance is satisfactory the employee will move to a permanent position and be considered as a regular employee. Performance Reviews will then be carried out annual to assess their performance on a regular basis.

Management is responsible for salary increase decisions.

Management shall make the corresponding salary increase/adjustment of a personnel based on his/her job performance evaluation/appraisal.

Management has the discretion to change a personnel’s salary any time during the engagement period.


RESIGNATION/TERMINATION

VOLUNTARY RESIGNATION

Employees are required to give at least one (1) month written notification of plans to resign from a position at the Company.

For contractors/consultants, at least two (2) months written notification is required.

The voluntary termination of employment/contract by a personnel shall be in a form of a written notice addressed to

the Director and copy furnished to the Office Manager.

Failure to give sufficient notice may reflect such fact to the appropriate personnel file. Further, the personnel concerned may be liable for damages to the Company

The effective date of the personnel’s resignation is usually the last day at work. Personnel may withdraw his/her

resignation within two (2) business days after it has been submitted.

It is management’s discretion to allow the increase in the number of days where resignation can still be revoked.

The Director/VP may approve withdrawal of a resignation after two (2) business days upon withdrawal of resignation.

A personnel who resigns while undergoing investigation for any violation of Company Code of Conduct or any other

similar offenses forfeits his/her right to be heard on the topic of the same investigation and shall still be bound by the findings and recommendations of the investigating body.

A mandatory exit interview is given within a week of submission of resignation. Exit interview would form part of the process of voluntary resignation. Non-submission of the personnel to the exit interview will reflect the fact to the personnel file.

Personnel should accomplish the prescribed clearance form.


TERMINATION/DISMISSAL FOR CAUSE

Administrative Procedures (for employees)

Written Notice of Formal Charge

A written notice shall be served on the employee personally or at his last known address therein specifying the

alleged infraction and giving said employee at least three (3) days within which to explain his side. Reply

The employee shall submit his written explanation letter within the period given in the formal charge and he shall set

forth therein his defense and attach any evidence in support thereof. Further, an administrative investigation or

hearing shall be conducted by the Management requiring the attendance of the employee concerned, his witnesses if any and with the assistance of counsel if such employee so desires and therein expound and amplify on his defense.

Final Notice

Based on the records of the case, a written notice of termination, if such is warranted under the circumstances, shall

be personally served upon the employee or at his last known address therein stating the factual findings, the evidence in support thereof, and the infraction committed.

The personnel should accomplish clearance form.


Separation Pay (for regular employees)

The computation of the separation pay of an employee shall be based on his latest salary rate according to Philippine

Labor Laws.

An employee shall be entitled to separation pay equivalent to at least one month’s salary or at least one month's salary for every year of service whichever is higher, a fraction of at least six months being considered as one whole

year, in case of termination of his employment due to the installation of labor-saving devices or redundancy.

Where the termination of employment is due to retrenchment to prevent losses and in case of closure or cessation of operations not due to serious business losses or financial reverses, or where the employee suffers from a disease and

his continued employment is prohibited by law or is prejudicial to his health or to the health of his co-employees, the employee shall be entitled to separation pay equivalent to one month pay or at least one-half month’s pay for every year of service, whichever is higher, a fraction of at least six months being considered as one whole year.

The separation pay shall in no case be less than the employee’s one month pay.


Harassment

Isphere Global Group intends to provide a work environment that is pleasant, healthful, comfortable, and free from intimidation, hostility or other offenses, which might interfere with work performance. Harassment of any sort -- verbal, physical, and visual -- will not be tolerated. What Is Harassment?

Harassment can take many forms. It may be, but is not limited to: words, signs, jokes, pranks, intimidation, physical contact, or violence. Harassment is not necessarily sexual in nature.

Sexual harassment may include unwelcome sexual advances, requests for sexual favors, other verbal or physical contact of a sexual nature when such conduct creates an intimidating environment, prevents an individual from effectively performing the duties of their position, or when such conduct is made a condition of employment or compensation, either implicitly or explicitly.

What Is Your Responsibility Regarding Harassment?

As an ISG employee, you are responsible for keeping our work environment free of harassment. Any employee, who becomes aware of an incident of harassment, whether by witnessing the incident or being told of it, must report it to the Supervisor or any officer of the company with whom you feel comfortable. The company becomes aware that harassment might exist, it is

obligated by law to take prompt and appropriate action, whether or not the victim wants the company to do so. If you feel that you have experienced harassment, report the incident immediately to the Supervisor or any officer of the company whom you feel comfortable. Appropriate investigation and disciplinary action will be taken. All reports will be promptly

investigated with due regard for the privacy of everyone involved. Any employee found to have harassed a fellow employee or subordinate would be subject to severe disciplinary action or possible discharge. ISG will also take any additional action necessary to appropriately correct the situation. The company will not retaliate against any employee who makes a good faith

report of alleged harassment, even if the employee was in error. ISG accepts no liability for harassment of one employee by another employee. The individual who makes unwelcome advances,

threatens or in any way harasses another employee is personally liable for such actions and their consequences. ISG will not provide legal, financial or any other assistance to an individual accused of harassment if a legal complaint is filed.


LEAVE

It is the Company’s policy to provide time off for employees for various situations, like to allow personnel to take vacation or to allow sick leave for those who cannot perform their job duties because of personal illness, injury, confinement for medical treatment, among other things.

LEAVE CREDITS SUMMARY

For regular employees:

Years of Service

Leave Credits

Below one (1) year

Pro-rated based on total leave credits

One (1) year onwards

Total entitled leaves

Regular employees are entitled to all the leaves in this section provided they are used within the guidelines as set forth

herein.

For probationary employees, total of 5 days of leave only (total of vacation and sick leave).

Probationary employees are only entitled to 5 days leave, that they can use for sick leave and/or vacation leave purposes from date of employment until their regularization, should they be qualified to be a regular employee. Upon regularization, all leaves in this provision will be granted provided they are within the Company guidelines.

For contractors and consultants, no leave entitlement.

No leave entitlement for contractors and consultants.


However, as part of Company’s monitoring of absences/leaves of all its personnel, contractors/consultants should

observe the guidelines in the notification of leave, including the securing of appropriate approval in taking any day of leave from work. Notification would be thru email (only employees are required to use the appropriate Leave Form).

Management may also require them to submit medical certificate should they be absent for at least two (2) days due to sickness.

Type of Leave Entitlement For Regular Employees

Number of Leaves per year

Vacation Leave

14 days

Sick Leave

14 days

Emergency Leave (Leave without Pay)

No restrictions – At the discretion of Management

Paternity Leave

7 working days

Maternity Leave

60 calendar days – normal delivery

78 calendar days – caesarian


LEAVE APPROVAL:

For personnel assigned in the project (Note A):

1. Team Leader 2. Project Manager 3. Office Manager / VP

Note A: personnel should notify the client of the leave to ensure that work is not affected

For non-project personnel:

1. Accountant / Executive Assistant – for up to 2 days of leave only 2. Office Manager / VP – for more than 2 days of leave

Company adheres to approvals with documentation, as much as the situation permits. Hence, email communication where approval is noted is necessary.

In email notifications, copy furnish (“cc:”) the Office Manager/Accountant. Otherwise, it is the responsibility of the personnel to submit or forward documented approval to the Accounting Department.


TIMING OF REQUEST FOR LEAVE

Type of Leave

No. of days of Leave

To be Taken

Timing of Filing

The Leave Request (Note A)

Vacation leave

1 day

1 day before the leave

Vacation leave

2 days or more

1 month or as soon as possible

Leave without Pay

1 day or more

1 month or as soon as possible

Sick Leave

Portion of a day while in the office

Prior to leaving the worksite

Sick Leave

1 day

On the day of leave: Verbal notification before 9am on the day of leave (Note B) On the first (1st) day of returning to work: Filing of Leave Form before the normal office hours ends

Sick Leave

Scheduled treatment, surgery, for a number of days

1 week before the leave

Emergency leave

No maximum limit; subject to management’s discretion

On the day of leave: Verbal notification before 9am on the day of leave (Note B)


On the first (1st) day of returning to work: Filing of Leave Form within four (4) hours upon returning to work

Type of Leave No. of days of Leave To be Taken

Timing of Filing The Leave Request

(Note A)

Paternity leave

7 working days

1st – initial information

not later than the 4th month when wife conceived ------------------------------ 2nd – actual taking of leave

One month before the leave

Maternity leave

60 calendar days – normal delivery

78 calendar days - caesarian

1st – initial information not later than the 4th month when personnel conceived

------------------------------ 2nd – actual taking of leave One month before the leave


Leave Request Form - for use by the employees only. Forward the form thru email, and obtain approval thru email.

For contractors and consultants, notification would be thru email communication. Email message should contain the

following: 1. date of leave 2. reason for the leave

3. any counter measure to be taken in addressing work/project needs while on leave. This is a confirmation from the person not coming in that there is someone to cover for project in his absence.

For other customized project work schedule, at least one (1) hour from latest start of work.

Notification thru text messages is not an assurance that person/s to notify have received the messages unless notified

party replied; hence calling up the office landline is advisable.

It is Management’s discretion to approve or disapprove a leave depending on work/project needs.

Flexibility/leeway in the timing of filing the request for leave may be granted, subject to Management’s discretion.

If the personnel is unable to contact the approving authorities, every effort should be made to have another party

contact them. A personnel who fails to give proper notification may be subject to disciplinary action.

All absences without any of the proper approvals shall be considered absent without official leave (AWOL) and shall be subject to disciplinary measures based on the Company rules and regulations.


VACATION LEAVE

Vacations with pay are provided to give employees periods of relaxation from their normal duties and responsibilities.

The Company feels the need of every employee to spend some time to fulfill their family, socio-civic, recreational or

religious obligations.

A regular employee is entitled to fourteen (14) vacation leave credits every January, regardless of position or rank.

For probationary employees, appropriate leave credits shall be five (5) days (total of available vacation and sick leave)

from the date of employment until his regularization, should he qualify to be a regular employee. This five days of leave is included in the 14 days vacation leave entitlement.

In cases where an employee is hired after January of a given year, appropriate leave credits will be computed on a pro-

rata basis.

The employee concerned must submit to the Management thru email an Application for Vacation Leave Form therein stating the number of days leave requested and the purpose thereof. For a one day leave, the application shall be

submitted by the employee at least one day prior to the intended date of leave. For a two day leave or more, said application must be submitted at least a week prior to the intended date thereof.

Vacation leave credits may be used in lieu of sick leave when the latter has been used or exhausted.

It is the responsibility of the personnel to forward email communication to the Office Manager/VP, where approval by the

appropriate authority is stated in the email.


SICK LEAVE

Sick leave is provided to continue the salary of eligible employees who would otherwise be on pay status but who are

unable to work because of illness or disability, or for medical appointments.

A regular employee is entitled to fourteen (14) sick leave credits every January, regardless of position or rank.

For probationary employees, appropriate leave credits shall be shall be five (5) days (total of available vacation and sick leave) from the date of employment until his regularization, should he qualify to be a regular employee.

In cases where an employee is hired after January of a given year, appropriate leave credits will be computed on a pro-

rata basis.

The Company may require Medical Certificate of personnel if he will be absent himself for at least two (2) days.

To be eligible for paid sick leave, the intended use of sick leave must be reported to the Management before 9 am, or

prior to leaving the worksite if the employee reports to the office on the early part of the day.

In the cases where treatment, surgery, or other regimen are scheduled in advance, at least 7 days notice must be given

to the Administration Manager, or as soon as practicable.

Sick leave without pay may be granted when illness, injury, or convalescence has exhausted all paid leave. An employee request for such a leave must include a physician's prognosis and estimated date of return.

For dreaded, serious illnesses or highly communicable diseases, prior to return to the office, personnel must provide to

the Administration Manager a physician's statement certifying that the employee is released to resume assigned duties.


ABUSE INDICATORS ON THE USE OF LEAVE ENTITLEMENTS

This provision is established to stress the importance that all employees understand the sick leave program

requirements and provisions, and that the leave privilege is not abused. Following are abuse indicators the Company may use in determining who are the employees abusing of the sick leave privilege:

Sick time taken the day before or following a holiday or vacation period. Sick days taken frequently on Mondays or Fridays.

Sick time used during periods of heavy workload. Sick time taken after requests for other leave, such as vacation, are refused.

VACATION/SICK LEAVE ADVANCE

Vacation or Sick leave with pay may be advanced to an employee upon the approval of the Directors/VP. Such an advance may be made only after accrued sick leave and vacation has been exhausted and must be repaid by the employee through future sick leave entitlements. If an employee terminates prior to completing the repayment, the remaining

amount will be deducted from the final paycheck or shall be repaid in accordance with arrangements made through the Office Manager, still upon approval by the Office Manager/VP.


VACATION / SICK LEAVE CONVERSION

As a financial benefit to all of its regular employees, the Company shall pay the cash equivalent of a total of ten (10)

unused vacation leave credits of the employee based on the personnel records of the Administrative Department as of

December 31st of each year. The cash conversion shall be computed based on the following formula:

Daily Rate x Unused Vacation All leaves for cash conversion are given in the third (3rd) week of January each year or upon resignation.

EMERGENCY LEAVE

The Company shall grant no minimum number of working days emergency leave to all regular employees who absent

themselves due to exigencies.

Emergency leave is non-cumulative and non-convertible to cash.

Office Manager/VP will evaluate the validity of the Emergency Leave and shall have the authority to classify if it is a legitimate or unacceptable exigency.

Unused vacation leave credits may be applied to Emergency Leave.

Valid emergency leave in excess of unused leave credits may be subject to pay depending on Management’s discretion.

Otherwise, it shall be considered leave without pay.

LEAVE WITHOUT PAY

The company allows leave without pay as long as there is documented approval from the Office Manager / VP.


PATERNITY LEAVE (as per Philippine Labor Code)

Paternity leave refers to the leave credits granted to a married male employee to allow him to earn compensation for seven (7) working days without reporting for work; provided that his spouse has given birth or has suffered a miscarriage or an abortion, for the purpose of lending support to his family during the period of recovery and/or in

the nursing of the newly born child (according to the Paternity Leave Act of 1995).

Spouse – refers to the lawful wife that means a woman who is legally married to the male employee applying for the paternity leave.

Delivery – refers to childbirth, miscarriage or abortion.

Cohabiting – refers to the obligation of the husband and wife to live together.

Paternity leave is non-cumulative and non-convertible to cash.

Paternity leave is forfeited in case of non-availment.

A Paternity Leave, as provided by law, is granted to a married male employee for the first four (4) deliveries of the legitimate spouse.

Paternity Leave may be availed of by the qualified employee, during or after the delivery or miscarriage provided

that the total number of days shall not exceed seven (7) working days for each delivery, or, not later than a sixty (60) days from the date of said delivery or miscarriage.

An employee may avail of the Paternity Leave provided that at the time of delivery of his child or when his spouse suffered a miscarriage, he is employed with the Company and he has notified the Company of the pregnancy of his wife and her expected date of delivery.

As soon as the employee learns that his lawful spouse is pregnant, he should inform the Office Manager by


submitting photocopies of his marriage contract and/or pregnancy test result.

Reasonable time of informing management would be not later than four (4) months since the wife conceived.

Request for the actual leave should be filed at least one month before the actual taking of leave. Management

provides leeway to the date of filing the leave as actual date of wife’s giving birth is just an estimate.


MATERNITY LEAVE (as per Philippine Labor Code)

The Company agrees to give maternity leave to all qualified female employees and to abide by the appropriate rules and

regulations of the Philippine Laws.

Maternity Leaves are applicable to all female employees whether they are occupying a probationary or regular status as

indicated in the Social Security Systems rules and regulations. Total maternity leave is 60 days for normal birth and 78

days for caesarian cases.

Maternity leaves are non-cumulative and non-convertible to cash.

In case of miscarriage, prior application for leave is not required. Leave Request Form will just be filed on the first (1st) day of returning to the office, together with the medical certificate.

As soon as the employee learns that she is pregnant, she should inform the Office Manager by submitting photocopies of her marriage contract and/or pregnancy test result.

Reasonable time of informing management would be not later than four (4) months since she conceived.

When it is already on the month of the expected delivery date, the Company may require from any female employee

applying for Maternity Leave the production of a medical certificate stating that delivery will probably take place within the month. Request for the actual leave should be filed at least one month before the planned dates of leave.

The Maternity Leave shall be extended without pay for medically certified illness arising out of the pregnancy, delivery,

abortion, or miscarriage, which renders the female employee unfit for work, unless she has earned unused leave credits where such extended leave may be charged.

Regular female employees are qualified for maternity leave with pay. The amount of maternity leave with pay shall be equal to the difference between the female employee’s current basic salary at the start of the maternity leave and the amount of maternity benefit, which the employee shall receive from the Social Security Systems, subject to appropriate mandatory government deductions.


TIME KEEPING

Timekeeping at the Client’s Site

Personnel must log-in at the client’s site, as required. Log-out must also be made upon departure from the client’s site.

Personnel must use the system of the client.

Logging-in for somebody else’s name is a ground for disciplinary action up to and including dismissal.

Any project personnel who, for any reason, fails to log-in/out should give explanation to his Team Leader/Immediate Superior. If the immediate superior approves it, he/she should sign beside the said hour reported in the timesheet to

acknowledge it as valid.

Timekeeping in Head Office

Personnel must log-in using the proximity card or through email upon arrival in the office sent to the Accountant or

Executive Assistant. Log-out on the said channels must also be made upon departure from the workplace.

Logging-in for somebody else’s name is a ground for disciplinary action up to and including dismissal.

Any project personnel who, for any reason, fails to log-in/out should give explanation to his/her Team

Leader/Immediate Superior. If the Team Leader approves it, he/she should sign beside the said hour reported in the

record book and acknowledged it as valid.

In the case of non-project personnel, failure to log-in/out should be explained to the Office Manager. Office Manager/VP approves the explanation by noting it in the record book.


Timesheet (for project personnel)

The Company maintains a record of each project personnel’s arrival and departure through the Timesheet Form that

each personnel submits, duly signed by him and other proper signatories, like the authorized client signatory and the Team Leader of the project.

Personnel should submit their duly signed time sheets to the ISphere office, on or before two (2) working days after the end of each week.

Timesheet is on a per project basis. Should a personnel be working on two or more projects at the same time, separate

timesheet will be prepared for each project.

Timekeeping – Onsite / Offsite (for project personnel)

Onsite work

work performed in the designated work place/office for those assigned in the client’s site, designated onsite is the client’s office for those assigned in the Company’s (ISphere) office, designated onsite is the client’s office

Offsite work work performed on area other than the designated work place/office

example: - work performed at home

- for those assigned in the client’s site, possible offsite work is the one rendered in the Company’s (ISphere) office Should there be any offsite work, this should be reflected in the Timesheet.


Pre-Authorization of Offsite Work

Approving Authority

Timing of Request

Means of

Notification

Considered Approved (*)

a.Project Team

Team Leader

Before the start of

offsite work

Email


b.One-man project team

Office

Manager/VP

Before the start of

offsite work

Email


c. Admin

Staff

Office

Manager/VP

Before the start of

offsite work

Email


Content of Offsite Work Request

a. actual date of offsite work b. specific tasks to be done c. estimated hours of offsite work

Request for offsite work should be made within normal office hours, except when the situation does not warrant the

same.

(*) Considered approved in instances where reply was sent after the actual offsite work due to unavailability of

approving authority to send his reply immediately.


Company adheres to approvals with documentation, as much as the situation permits. Hence, email communication where approval is noted is necessary.

In email notifications, copy furnish (“cc:”) the Office Manager/Director/VP. Otherwise, it is the responsibility of the

personnel to submit or forward documented approval of offsite work to the Accounting Department.

Approval of Actual offsite Hours to be charged, per Timesheet

Timesheet signed by Team Leader Director/VP’s approval thru email

a. project team

√ x

b. admin staff

x √

c. one-man project team

x √

Personnel Movement – going outside the Head Office

Any time during the day, personnel may be needed for some work-related concerns. With that, information on

personnel movement is essential.

Any personnel going outside the head office should register through email or verbally advise the HR/proper personnel the following information:

a. name of personnel

b. place where he will be going (destination) c. time out d. expected time of going back to the office

Documents

WELCOME TO iSphere Global...7th Global Corporate Floor Suite A Adamson Centre 121 L.P Leviste St. Salcedo Village Makati City Philippines 1227 Office Suite 15.22, 401 Docklands Drive