Non-Discrimination

RAS adheres to a policy of nondiscrimination in all employment practices and decisions, providing equal employment opportunities for all qualified individuals. RAS intent to comply with all applicable equal employment opportunity and affirmative action laws about all terms and conditions of employment, including, but not limited to, recruitment, hiring, compensation, benefits, promotion, education, training, and general treatment.

RAS is committed to recruiting, hiring, training, and promoting people in all job titles without regard to race, color, religion, gender, national origin, age, disability, veteran status, or any other legally protected status.

Background Checks

RAS decides whether to hire you based in part on information provided in your application and resume. This information is verifiable through both oral and written background and reference checks. RAS relies on the accuracy of this information and other data presented throughout the hiring process. RAS may conduct background checks, credential verification, and criminal checks for all candidates for employment.

Hiring

RAS is an equal opportunity employer and maintains a policy of non-discrimination in all employment practices and decisions. All recruitment, selection, and placement of job applicants must be coordinated through the HR department.

Employee Classification

For the purpose of salary administration and eligibility for overtime payments and employee benefits, all employees are administratively placed into two statutorily mandated categories:

Regular Full-Time — You are a regular full-time employee if you are not in a probationary or temporary status and you are regularly scheduled to work at least 40 or more hours per week or eight hours daily.

Number of Working Days Per Week—Each work week shall comprise either five (5) days or six (6) days in a seven (7) day work week.

Breaks—One (1) paid break during the daily shift with a duration of no more than fifteen (15) minutes. 

Project/Consulting —  Project employees and/or consultants are hired for a specific duration to work on a specific project and work independently. Their compensation and other terms of engagement are specifically governed by their contract, agreement, or memorandum with RAS.

Temporary—The specific terms and conditions of engagement for temporary employees are governed by their contracts. Temporary employees are hired directly by RAS for a limited period, as provided in their employment contract, to supplement the work force. Their employment is co-terminus with the completion of the project or seasonal work. If a contractual status of employment is converted from temporary to probationary, he must undergo a probationary employment of 6 months.

Probationary Period

As a regular full-time or regular part-time employee, you will undergo a maximum probationary period of one hundred and eighty (180) days. Probationary Training period from 9: am to 6:30 pm. During this time, your performance may be evaluated at any time to determine whether further employment with RAS as a regular employee or in a specific position is appropriate. All new and re-hired employees must complete the probationary period.

Your probationary period may be (1) shortened by RAS, in its sole discretion, for valid reasons as stipulated in the Code of Conduct and in accordance with the Labor Code; or (2) extended, under circumstances allowed by law.

At the end of the third month of your probationary period, a performance evaluation will be conducted by your immediate supervisor. Another evaluation will be conducted at the end of your fifth month to determine whether you have met the required standards to qualify for regular employment.

Your immediate supervisor will explain to you the results of your evaluation based on standards made known to you upon your engagement. This evaluation is provided for the purpose of fairness and equity. It is meant to be a source of constructive feedback and a guide for improvement either in your role as a regular employee of RAS or for other employment opportunities outside. Upon successful completion of the probationary period, you will be notified in writing of your new status and the privileges, terms, and conditions of employment applicable to regular employees of RAS.

Promotion

Eligibility for promotion within RAS entails meeting KPI's and their target sales. RAS may exercise its prerogative to appoint deserving individuals to certain positions based on business needs.

Employment of Relatives

RAS supports the employment of family members and close personal relations, provided that their employment does not interfere with RAS' best interests or jeopardize the interests of either party. To avoid conflict of interest, you must not be in a position where you can influence the hiring, termination, discipline, evaluation, promotion, or compensation of a relative or someone with whom you have a close personal relationship.

"Relative," as used in this policy, means any person related by blood, marriage, or adoption, within the fourth civil degree, including parents, spouses, sons, daughters, brothers, sisters, aunts, uncles, parents-in-law, sisters-in-law, brothers-in-law, and first cousins. You must inform the HR department, as soon as practicable if any of your relatives or your close personal relations apply for employment or become employed by RAS.

The hiring of relatives is subject to RAS' policies, procedures, and regulations, as well as the company's business needs, including maintaining equal opportunities for all employees, preventing conflict of interest, and preserving confidentiality. Our continued success depends on the loyalty of each employee throughout his or her employment.

New-Employment Orientation

You are required to go through an orientation program called The Launchpad. This occurs ideally within your first week with RAS. The Launchpad briefs you on RAS history and business information; values and beliefs; organizational structure and role of each department; rules and regulations; compensation and benefits; and other administrative matters.

You are expected to submit the essential pre-employment requirements during the NEO session. You may also be asked to complete necessary documents, such as an ATM application, Employee Personal Details Form, and BIR forms, at that time.

Re-Employment

At the sole discretion of RAS, former employees, regardless of the cause of severance of their employment, may be re-hired depending on, but not limited to their eligibility for re-hire, as determined by applicable RAS policies, their qualifications, and company needs. The terms and conditions of such re-employment shall be governed by the terms and conditions of their employment contract, which may, among other things, include provisions for waiver of the normal period before incentives or benefits become available or before certain other policies apply.

Employee Exit Process

During the normal course of business, RAS ensures that employee separations are complete, approved, and entered the system accurately and in a timely manner.

Voluntary Separation

 To voluntarily resign, you must give notice of at least thirty (30) days or as stipulated in your employment contract. This is to provide enough time for RAS to assess its needs for finding your replacement. It also gives you enough time to properly turn over tasks to others. You must first submit a resignation letter to your department, who in turn will formally accept your resignation.

  At least one week prior to the effective date of separation, meet with your HR representative to work on your clearance. You may be interviewed by members of the HR department. You will also be required to fill out and submit the following as part of the clearance process:

Resignation Acceptance form

Authority to Deduct (if applicable)

Accounted Clearance Form

Additionally, you must surrender the following items for which you are accountable:

To your immediate supervisor or manager: Training manuals or work files 

To the HR department: ID, ATM card, HMO card, Other items, as applicable

To the IT department: Headset and all other equipment and/or devices 

Involuntary Separation

For involuntary separations—such as failed training, attendance-related terminations, non-regularization, and RAS policy violations, which led to termination—the HR department will assist in routing and securing the clearance.

RAS offers a competitive benefits package to full-time employees. Eligibility for benefits is determined by employment status and is discussed in detail in your employment contract.

The company reserves the right, with prior notice to employees, to issue rules and policies that may amend, supplement, or revoke the benefits packages or the conditions for eligibility for such benefits.

Salary Payout

Each position shall have a written job description. In general, the description will include the: purpose of the position, areas of responsibilities, immediate supervisor(s), salary range, etc. The supervisor(s) or the CEO shall have discretion to modify the job description to meet the needs of RAS.

Paychecks are distributed on the 5th and 20th day of each month, except when either of those days falls on a Saturday, Sunday or holiday, in which case paychecks will be distributed before or after the weekend or holiday. All salary deductions are itemized and presented to employees with the paycheck. Approved salary deductions may include income taxes; social security, Philhealth; and other benefits.

Incentives and Commissions are paid once a month on the 20th day with 19th, 12 noon being the cut-off time. Please ensure that all checks are cleared by the cut-off time otherwise employee’s commission will be credited on the following cut-off schedule.

Payroll Schedule:

DAYS PAID PAY-OUT

Day 1 to 15 20th 

Day 16 to end month 5th 

Commission Schedule:

Cut-off         PAY-OUT

19th of the month 20th

Your salary is paid through Automated Teller Machine (ATM) accounts. If you have questions about your pay, notify your immediate supervisor who will, in turn, notify the site HR Associate. Feedback will be provided, and appropriate action will be taken in time for the next payout date. Only valid disputes submitted within the required timeframe will be credited to the following payout period. In cases of overpayment or erroneous crediting, an Authority to Deduct Form will be executed by the HR department.

Time Entry

The normal work week for RAS shall consist of five (5) days. Ordinarily, work hours are from 9:00 a.m. - 6:00 p.m. for regular employees, Monday through Friday, including one hour (unpaid) for lunch. Overtime hours is voluntary and not paid.

Time Clocks and Failure to Clock in/out

Employees are required to follow established guidelines for recording their actual hours worked. A missed clock in/out is a violation of this policy and includes:

• Failure to clock in/out on their designated time clock at the beginning and/or end of their assigned shift.

• Clocking in/out late of assigned shift without prior approval.

Government Mandated Benefits

13th Month Pay

Thirteenth-month pay is a form of monetary benefit given to every rank-and-file employee. The Department of Labor and Employment (Dole) said that every rank-and-file employee in the private sector has the right to receive 13th-month pay, provided they worked for at least one month in a year. Basically, the amount of the 13th-month pay is 1/12 of the employee’s annual salary.

In accordance with the 13th Month Pay Law and its Implementing Rules and Regulations, RAS provides that all covered employees will be entitled to receive a 13th Month Pay, equivalent to their current base salary, no later than December 24 of any given year, subject to the guidelines provided hereunder and to such regulations as RAS may provide from time to time.

The 13th Month Pay will be equivalent to a full month's pay if you have rendered service, and will work, for the full January through December of a calendar year. All paid leaves will be considered service rendered for purposes of computing 13th Month Pay. If you have rendered service for less than one full calendar year, you will be paid on a pro-rata basis, depending on the total amount of your basic salary earned in the year divided by 12 months.

The 13th Month Pay is subject to applicable taxes as provided by the National Internal Revenue Code of the Philippines, its implementing rules and regulations, and any relevant issuances.

If you resign or are terminated after receiving your 13th Month Pay on the payout date, you will have deducted from your final pay an amount in proportion to the number of working days that you did not work until December 31 of the same year.

Social Security Services

SSS Sickness Benefit

A daily cash allowance paid for the number of days a member is unable to work due to sickness or injury. The Sickness Benefit is granted up to a maximum of 120 days in one calendar year.

SSS Salary Loan

A cash loan granted to an employed, currently- paying self-employed or voluntary member. It is intended to meet the member's short-term credit needs.

Republic of the Philippines Social Security System

Pag-IBIG Fund

Multi-Purpose Loan – HDMF

This program aims to provide financial assistance to Pag-IBIG members for purposes of minor home improvement, livelihood, medical, educational, purchase of appliance and furniture and other needs.

The main requirement is borrower must have at least 24 months monthly savings. The last five monthly savings must have been paid for the last six months before the date of loan application.

Corporate Pag-IBIG Website

PhilHealth

The premium contributions shall be equally shared between the employee and the employer.

Philippine Health Insurance Corporation

Group Activities

Activities designed to foster teamwork inside and outside of RAS include the Christmas party, company outings, and other such events. 

You are also invited to support outreach and charitable functions.

Medical and Hospitalization Insurance

When you have completed six (6) months of service, you will be covered under an HMO plan that provides for hospitalization/confinement and out-patient medical benefits (medical services not requiring confinement).

You will be issued a health card to present to the accredited doctor or hospital in case of out-patient consultation or in-patient confinement. Please check the card for details concerning your maximum benefit limit, room-and-board category, and effective dates of coverage. This is important information required by any clinic or hospital prior to treatment.

The coverage of dependents, and the benefits extended to them, shall be subject to the terms and conditions of the HMO contract.

Reimbursement of Expenses

Reimbursement is authorized for reasonable and necessary expenses incurred in carrying out job responsibilities. Mileage or transportation, parking fees, business telephone calls, and meal costs when required to attend a luncheon or banquet, are all illustrative of reasonable and necessary expenses.

Employees serving in an official capacity for RAS at conferences and meetings are reimbursed for actual and necessary expenses incurred, such as travel expenses, meal costs, lodging, tips and registration fees. When attending meetings that have been approved by the Executive Director, employees are reimbursed for travel expenses, course fees, and costs of meals and lodging at the current rates. Employees may also request a travel advance to cover anticipated expenses approved travel.

Employees are responsible for transportation costs between the office and home during normal work hours. Transportation costs are paid by RAS for work outside normal work hours if the employee is on official business for RAS. Employees authorized to use their personal cars for RAS business are reimbursed based on the number of kilometers of all meetings.

Forms are provided via Lark Approval App to request reimbursement for actual expenses and advance payment for travel. Receipts must be provided for all expenditures made in order to claim reimbursement.

General Standards of Conduct

You are expected to maintain behavior that is professional and responsible and to follow standards of conduct that protect the interest and safety of employees and the organization. These general standards of conduct exist to ensure orderly operations and to provide the best possible work environment. Failure to abide by these rules may result in disciplinary action up to and including termination.

Your behavior is expected to be in accordance with local laws and customs, in compliance with the regulations of the facility in which you work, and in a manner that would not be considered disorderly, harassing, sexually provocative, abusive, or discourteous. Some examples of conduct that may result in disciplinary action include, but are not limited to, the following:

• Dishonesty, theft, or embezzlement

• Falsification of documents (e.g., employment applications, time sheets)

• Referring business to a direct competitor

• Disclosing confidential information in violation of your Confidentiality Agreement

• Holding a second job that creates a conflict of interest

• Unauthorized possession or distribution of records

• Neglect of duty or refusal to perform work as required

• Any act perceived by RAS to be insubordination

• Profanity

• Use or distribution of illegal substances

• Unauthorized consumption of alcohol during working hours

• Conduct that may cause injury to persons or damage to property

• Sleeping while on duty, except on official break

• Sexual harassment, and any other forms of harassment

• Discrimination on the basis of race, color, national origin, gender, age, religion, disability, sexual orientation, or any other legally protected status

• Smoking

• Misuse of facilities, equipment, or other property

• Threats

• Engaging in fights

• Poor attendance or punctuality

• Unsatisfactory work performance

• Failure to maintain satisfactory and cooperative working relationships with customers and other employees

• Failure to follow policies or procedures

Computer Hardware and Software

Computer equipments are necessary to do your job; including hardware, software, and peripherals (hereinafter collectively referred to as "computer equipment”. IT team is solely responsible for the installation and maintenance of the equipment and for keeping a current inventory of all components. It is your responsibility to use care around computer equipment and to report all malfunctions immediately. Violation of this policy may result in disciplinary action up to and including termination.

Personal Property

You are reminded that the safekeeping of your personal property and valuables is your own responsibility. RAS does not accept responsibility for any loss or damage to your personal property on its premises.

Attendance and Punctuality

Regular attendance and punctuality are crucial to the business. You are expected to arrive on time, be present at work when scheduled, and be prepared to start assigned tasks at the beginning of your scheduled work shifts. Excessive absence or tardiness may result in disciplinary action up to and including termination.

Absence

An employee is deemed absent when he/she is unavailable for work as assigned/scheduled and such time off was not scheduled/approved in advance as required by notification procedure. There is no term such as unpaid leave. Either you are on an approved leave or an absence (without pay).

Tardiness

You will be considered late when you are not at your workstation and ready to work at the beginning of your shift. Punctuality is a critical factor when determining advancement opportunities. Your immediate supervisor or manager will remind you about the policy on punctuality each time you are late. These conversations will be recorded in discussion logs or on counseling notices. Discussion opportunities are attempts to correct a punctuality problem and allow you a reasonable chance to improve your attendance.

When lateness becomes a problem, as determined by your immediate supervisor or manager, corrective action may be initiated. Correction action may include written warnings and a final warning up to and including termination. Corrective actions may be decelerated or accelerated, based on individual circumstances.

An employee is deemed to be tardy when he/she:

• Arrives to work past his/her scheduled start time

• Leaves work prior to the end of assigned/scheduled work time without prior supervisory approval.

An amount will be deducted to employee’s monthly salary for every minute of late.

 Sample computation as follows:

PHP 15,000 (basic pay) = PHP 7,500 semi-monthly

7,500 / 11 days / 8 hrs / 10 / 1 min = 8.53

Late deductions vary depending on the following:

1. Basic Salary

2. Number of workdays in a cut-off

You are expected to demonstrate reliability and dependability at the workplace. Missing any portion of the training due to tardiness is extremely serious and may result in your immediate dismissal from the class. Employees who are dismissed from training classes may not be eligible for rehire.

Notification Procedure

Attendance is a key factor in your job performance. Punctuality and regular attendance are expected of all employees. Excessive absences (whether excused or unexcused), tardiness or leaving early is unacceptable.

If you are absent for any reason or plan to arrive late or leave early, you must notify your supervisor and the Human Resources manager as far in advance as possible and no later than two hours before the start of your scheduled workday. In the event of an emergency, you must notify your supervisor as soon as possible.

For all absences extending longer than one day, you must telephone your immediate supervisor prior to the start of each scheduled workday. When reporting an absence, you should indicate the nature of the problem causing your absence and your expected return‐to-work date.

A physician’s statement from our HMO accredited hospital/clinic is required upon return to work for any ill related reasons as follows:

1. Sick leave more than one day.

2. Sick leave on CWDs (Critical Work Days) - Mondays, Fridays, day before and after a declared holiday, and days before and after filed vacation leave.

Immediate supervisor and Human Resources Manager may require a physician statement for a one-day sick leave if a pattern or a habitual behavior on the employee’s leave application has been observed.

Employees who are continuously absent without approved leave for at least thirty (30) working days shall be considered AWOL and shall be separated from the service or dropped from the rolls without prior notice. They shall, however, be informed at their last known address appearing in their 201 files of their separation from the service, not later than five (5) days from its effectivity.

If the number of unauthorized absences is less than thirty (30) days, a written Return-to Work Order shall be served to them at their last known written address on record. Failure on their part to report for work within the period stated in the Order shall be a valid ground for termination of employment.

Outside Employment Absenteeism 

The Company does not allow its officers and employees to engage in outside employment particularly those that directly conflict with the Company’s interest and/or those that conflict with its official working hours while employed to RAS.

Dress Code

Rod and Staff Recruitment Group would like to convey and maintain a professional atmosphere and positive image to all existing and potential clients, to the public, and to the existing and future employees of the Company.

Employees are expected to dress in BUSINESS CASUAL every Monday to Thursday unless the day’s task requires otherwise. Also unless the day’s task requires, employees can be in casual attire every Friday.

Business casual is described as maintaining a clean, professional, yet casual image. It does not include sloppy or ragged style clothing. When meeting clients or during client visits, professional business attire is required.

Your clothes must remain decent, laundered, clean, and presentable; and they must not attract undue attention from visitors, co-workers, and clients.

The following guidelines are not all encompassing. You are always expected to use good judgment regarding your work attire.

Dress Code Violations

Managers or supervisor are expected to inform employees when they are violating the dress code. Employees in violation are expected to immediately correct the issue. Employee’s will not be allowed to enter the office premises if they are not abiding by the proper dress code unless they will be changing inside the office. Repeated violations or violations that have major repercussions may result in disciplinary action being taken up to and including termination.

Team leads and upper-level management staff are strongly encouraged to dress more professionally by wearing more formal attire such as long-sleeved shirts with ties, or suits for men.

Dress Code—Male Employees

Male Dress - Up Attire

Tops

• Business suits, Polo barong, or long-sleeved shirts with neck tie

• Short-sleeved or long-sleeved shirts with collar

Pants

• Tailored pants

• Dockers-style slacks

Shoes/Footwear

• Leather or suede shoes

• Loafers

• Appropriate socks should be worn at all times

Male Dress - Down Attire

Tops

• Round collar shirts

• Golf shirts with collar

Pants

• Jeans/denims (non-tattered)

• Everything under Dress-Up Attire

Shoes/Footwear

• Rubber shoes, sneakers, tennis shoes

• Everything under Dress-Up Attire

Male Prohibited Attire

Tops

• Shirts with vulgar prints pertaining to sex, alcohol, or drugs, or with derogatory or disrespectful slogans or designs.

• Shirts or jackets or any clothing item or accessories with competitor slogan, design, label, or mark.

• Sweatshirts, spandex, or exercise clothing

• Basketball jerseys, jogging suits

• Sleeveless shirts, tank tops, or crop tops

• Hats and caps

• Any revealing or provocative clothing

Pants

• ogging pants or sweatpants

• Worn, tattered, cut-off, or ripped jeans or pants

• Shorts

• Boardshorts (e.g., surf trunks, swim trunks, jams)

Shorts

• Slippers

• Sandals

• Slip-ons

Dress Code—Female Employees

Female Dress-Up Attire

Team leads and upper-level management staff are strongly encouraged to dress more professionally by wearing formal attire.

Tops

• Business suits, blazers, long-sleeved or tailored blouses

• Blouses or collared shirts

Pants/Skirts

• Tailored pants

• Slacks

• Khakis

• Knee-length skirts (no microskirts or miniskirts)

Shoes/Footwear

• Closed shoes

• Closed-toe, open-back sandals with 2 inch heels

Female Dress-Down Attire

Tops

• Round collar shirts

Pants/Skirts

• Jeans or denims (non-tattered)

• Cargo or carpenter pants

Shoes/Footwear

• Rubber shoes, sneakers, tennis shoes, ballet shoes, or any closed or open-toed flat shoes

Female Prohibited Attire

Tops

• Shirts with vulgar prints pertaining to sex, alcohol, or drugs, or with derogatory or disrespectful slogans or designs

• Shirts or jackets or any clothing item or accessories with competitor slogan, design, label, or mark

• Sweatshirts, spandex, or exercise clothing

• Basketball jerseys

• Jogging suits

• Revealing blouses or shirts

• Hats and caps

• Any revealing or provocative clothing

Pants

• Capri pants and leggings

• Jogging pants or sweatpants

• Shorts

• Worn, tattered, cut-off, or ripped clothing

Shoes/Footwear

• Slippers or flat-heeled shoes

• Slip-ons or sandals

Drug-Free Workplace

Your employment with RAS is contingent upon successfully passing a drug test. If you test positive for alcohol or drugs, yield an inconclusive result, refuse to submit to testing, or tamper with the testing process to provide a false negative result, an initial offer of employment will be withdrawn. If you are a current employee, it could also result in termination, subject to the Dangerous Drugs Act of the Philippines, its rules, regulations, and policies on the Drug-Free Workplace. These are approved and adopted by the Department of Labor and Employment.

Emergency Conditions

Emergency conditions, such as severe weather, natural disasters, or unsafe work facilities may interfere with your ability to perform your usual duties. When such emergency conditions arise, RAS may need to suspend some of its usual policies for the duration of the emergency period. 

Violence in the Workplace

RAS places the utmost importance on safety and welfare, and we have a zero-tolerance policy with respect to workplace violence or the threat thereof. The company prohibits violence, threats of violence, and intimidation in the workplace. This prohibition includes threatening communications (either oral or written), threatening gestures, or actual physical fighting by any employee. Such acts are considered misconduct and are subject to the appropriate disciplinary measures provided in the Code of Conduct, up to and including termination.

Solicitation / Loans

Employees are highly discouraged from soliciting (personally or via electronic mail) for membership, pledges, subscriptions, the collection of money or for any other unauthorized purpose anywhere on RAS property during work time, especially those of a partisan or political nature. “Work time” includes time spent on actual performance of job duties but does not include lunch periods or breaks.

Non‐working employees may not solicit or distribute to working employees. Persons who are not employed by RAS may not solicit or distribute literature on RAS premises at any time for any reason.

Employees are prohibited from distributing, circulating or posting (on bulletin boards, refrigerators, walls, etc.) literature, petitions or other materials at any time for any purpose without the prior approval of the Executive Director or his/her designee.

RAS prohibits making personal loans or advances. It disturbs fellow employees to be asked to lend another employee money. By asking for a loan from co-workers, the employee puts them in a position of feeling obligated to grant the request. In most cases, co-workers cannot make the loan and animosity develops. To keep industrial peace and harmony among co-workers, as a company policy, securing loans from each other is prohibited.

Performance Management

Tool used to provide you with positive and constructive feedback regarding your performance and behavior. Performance Management program supports a culture that enables you to be successful in your career.

• Planning work and setting expectations.

• Continually monitoring performance.

• Developing the capacity to perform.

• Periodically documenting performance.

• Rewarding good performance.

Carrying out the processes of performance management provides an excellent opportunity for you and your immediate supervisor to identify your developmental needs. These needs should be addressed as they become evident. Opportunities to improve upon good performance may also emerge, and actions should be taken to help successful employees improve even further.

Annual Performance Reviews—Non-Sale Positions

Annual performance reviews are conducted to evaluate the job performance of employees in business support positions based on job description, duties and responsibilities, and mutually agreed-upon goals and objectives. These are used as the basis for individual development programs, potential advancement, and assignment of more or different responsibilities, possible merit increases, or status changes.

At the beginning of the performance period, your immediate supervisor will discuss with you the criteria that will be used for your evaluation. Your immediate supervisor or manager will conduct ongoing informal review sessions. If necessary, new performance criteria may be established during the sessions. Written summaries of the sessions will be placed in your file.

During the Annual Performance Review, your immediate supervisor will conduct a formal evaluation of your previous year's performance. Such reviews are to be based on criteria or performance standards established with you as part of the Planning stage of the process. You will be permitted to provide your comments to the immediate supervisor's or manager's review and add your own assessment of your performance.

Both you and your immediate supervisor must sign the performance review form. Completed forms are kept in your official personnel file.

Performance Enhancement Plans—Sales Positions

Performance Management issues are different from Disciplinary issues, although Performance Management issues may also be Disciplinary issues.

• Performance Management Issues

  Relate to meeting the standards of the job (quality of work, speed and efficiency of work, meeting key performance indicators, etc.) or the way in which an employee behaves.

• Disciplinary Issues

  Relate to a breach of either the Terms and Conditions of employment or a policy (such as habitual tardiness to work, No-Call/No-Show, using profanity in the workplace, viewing inappropriate material on the Internet, discussing confidential material with competitors, any illegal act, etc.).

You may refuse to sign any documentation issued as part of the Performance Management process. This does not, however, render such documentation invalid or void. Your refusal to sign will be indicated on the form. You have the right to appeal any decision made during the Performance Management process.

Offenses punishable with dismissal will be treated in a manner consistent with present labor laws. Performance Management issues will be escalated in the following manner depending on the classification of offense committed.

Progressive Action Policy

All employees are expected to always comply with the company policies, standards and instructions as well as local laws and regulations. You also need to make sure that you consistently comply with the RAS Code of Conduct together with the Core Principles.

In the unfortunate event that you are suspected of breaching the law, regulations or any company policies, standards or instructions, the Company may initiate disciplinary proceedings. As part of the process, the circumstances of the alleged breach will be investigated, and you will be given an opportunity to respond to any allegations. It is possible that you may be placed under suspension while an investigation or enquiry takes place.

Depending on the outcome of the investigation and the circumstances of a case, you could potentially receive any one of the following disciplinary sanctions:

1. Documented Counselling

2. First Written Warning

3. Second Written Warning

4. Final Written Warning

5. Dismissal with due process

Documented Counselling

In all instances where your performance, or behavior, is not at the required level, communication must begin with an informal discussion between you and your immediate supervisor or manager. The purpose of the meeting is to advise you of the exact nature of the issue and to describe the required improvement in performance or behavior. Notes from the meeting, as taken by the immediate supervisor or manager, will be recorded in a document called a Discussion Log and will be kept in your file. You will be asked to sign the Discussion Log and verify the accuracy of the information contained therein. This is the first stage of the formal process.

First Written Warning

Behavior issues that are in violation of Level A infractions in the Code of Conduct will be issued this file note. A Discussion Log may precede the First Written Warning as the first stage of the formal process.

Depending on the nature of the performance or behavior issue, the required time for demonstrated improvement is to be no sooner than two (2) weeks and no later than one (1) month after the date of issue. Regular follow-up discussions must occur. It is at the sole discretion of your manager to determine the frequency of such follow-up meetings.

The warning will be placed in your personnel file and will be cleared only after a period of three months, unless you commit a similar offense within the given time frame, in which case sanction will be escalated.

Second Written Warning

Behavior issues that are in violation of Level B infractions in the Code of Conduct will be issued a file note. If the behavior issues continue or the required performance levels are not achieved, you will be issued a Second Written Warning. This will be issued by your immediate supervisor in the presence of a representative from the HR department and is the third stage of the formal process.

Depending on the nature of the performance or behavior issue, the required time for demonstrated improvement is to be no sooner than two (2) weeks and no later than one (1) month after the date of issue. Regular follow-up discussions must occur. It is at the sole discretion of your manager to determine the frequency of such follow-up meetings.

The warning will be placed in your personnel file and will be cleared only after a period of three months, unless you commit a similar offense within the same time frame, in which case sanction will be escalated.

Final Written Warning

Behavior issues that are in violation of Level C infractions in the Code of Conduct will be issued a file note. If the behavior issues continue or the required performance levels are not achieved within the stated timeframe, you will be issued a Final Written Warning. This will be issued by your immediate supervisor or manager in the presence of a representative from the HR department and is the fourth stage of the formal process.

As with the Second Written Warning, the document will state the nature of the situation, the steps that must be taken by you to improve your performance or behavior, the required standards that must be met, and the time frame in which improvement must be demonstrated.

Depending on the nature of the performance or behavior issue, the required time for demonstrated improvement is to be no sooner than two (2) weeks and no later than one (1) month after the date of issue. Regular follow-up discussions must occur. It is at the sole discretion of your manager to determine the frequency of such follow-up meetings.

The warning will be placed in your personnel file and will remain on file for the duration of your employment. A Final Written Warning may be cleared only after a period of three months, unless you commit a similar offense within the given time frame, in which case sanction will be escalated. All Level C violations should be escalated to the HR department for review and proper action.

Dismissal

Behavior issues that are in violation of Level D infractions in the Code of Conduct will be issued a file note only after due process is strictly followed. The decision to dismiss an employee as a result of an ongoing Performance Management problem is the final stage in the process and will be communicated both orally and in writing. Dismissal will not be affected without consultation with, and prior review and approval of, the HR department.

Leave Notification Procedure

Filed 2 weeks in advance. Only 1 consultant/employee per team can be on leave at the same time. Consultant will request planned leave to their respective supervisor via email. Once approved, employee will send notice to HR team via GreatDay.

1-DAY Unplanned Leave: After proper telephone notification to immediate supervisor, sick leave should be plotted at GreatDay immediately upon returning to work with an email notification to immediate supervisor cc'd HR Services citing the following:

1. Date of Leave (From / To)

2. Reason for Leave Application

Note: All sick leaves should be filed upon returning to work. Failure to file said leave within 2 days upon returning to work will deem the leave invalid.

Two Types of Leaves

(i) "Planned Leave" – that is vacation or time off planned and approved in advance; and (ii) "Unplanned Leave " – that is time off that you need for unforeseen circumstances such as a sudden personal or family illness, traffic accident, or other unplanned event that requires you to miss work.

You can use your earned PTO as Planned or Unplanned in accordance with this Policy, but in no event can you use more than your current PTO balance.

 Planned Leave

This is time that you take off to take care of matters that you know about in advance of the day or days you take off, such as vacation or children's sporting events or performances.

  Unplanned Leave

We recognize that everyone has unexpected events that happen when you need to miss work. These events include illness, a spouse's or child's illness, or other unexpected events.

You should think of Unplanned Leave as a "sick day", provided that you notify your immediate supervisor. Your use of Unplanned Leave, though, should be only for occasional and unexpected events. If you use your Unplanned Leave on a cyclical basis (such as, calling in sick every Friday or every time your local sports team has a game) or you use excessive Unplanned Leave without a legitimate, documented excuse (such as a valid doctor's note), you will be subject to corrective action, up to and including termination.

To take an Unplanned Leave (subject to the restrictions for Holidays below), you must text, call or email at least two(2) hours prior to your scheduled shift or in extreme circumstances (such as an emergency) as soon as possible after the scheduled start of your shift. If you fail to request Unplanned Leave as just described, and fail to show up for your scheduled shift, your absence will be classified as a No Call / No Show. If you call to request Unplanned Leave but do not have enough earned Leave to cover your Unplanned Leave, and fail to show up for your scheduled shift, you will be classified as Absent. Absence or a No Call / No Show tagging may be subject to corrective action, up to and including termination.

PTO and Extended Medical Leave / Sick Days

For extended absences or more than 40 hours or 5 days absence due to valid medical reasons, the employee has the option on whether to apply their Leave balance to their absence beyond the 5 days. A medical certificate will only be required for absences beyond 3 days.

For extended absences or more than 40 hours or 5 days absence due to valid medical reasons, the employee may choose to use any accrued Leave. If the employee chooses not to apply their Leave balance to such absence or if there is no Leave balance available for such absence, they can automatically file for the Sickness Benefits under SSS.

Unused Leave Balance

Employees who have rendered at least one (1) year of service shall be entitled to at least fifteen (15) days Leave credits. A maximum of five (5) days shall be convertible to cash at the end of the calendar year unless actually availed of. In which case, only the balance of five (5) days shall be converted.

Bereavement Leave

Bereavement leave is another form of leave, or paid time off, given to an employee when a family member dies. Bereavement leave is applicable for the following family members:

• Single Employees: Parents and siblings, grandparents (1st degree)

• Married Employees: Spouse, children, parents, and in-laws

The number of days permitted for bereavement leave depends on the proximity of the wake/funeral to the company. (Bereavement Leave: 5 days)

This type of absence is not taken out of your Leave balance. If you need time off in excess of the time allowed for Bereavement Leave, you must apply for Leave process, and any additional approved leave will be charged against your earned Leave.

Complimentary Leave

It may be awarded to you by the Directors for exemplary performance or for having proficiently accomplished a specific task. It may also be given in lieu of days worked on official public holidays.

Maternity Leave

Every pregnant employee in the private sector, whether married or unmarried, is entitled to maternity leave benefit of one hundred five (105) days regardless of whether she gave birth via caesarian section or natural delivery, while sixty (60) days with full pay shall be granted for miscarriage or emergency termination of the pregnancy.

Extended Maternity Leave

In case of livebirth, a female employee has the option to avail of an additional maternity leave of 30 days without pay. She should submit a written notice to HR that she is availing of such, at least 45 days before the end of her paid maternity leave. In case of a medical emergency, prior notice shall not be necessary, but she should subsequently notify her employer of such.

The mother also has an option to allocate up to seven (7) days of said benefits to the child’s father, whether or not the same is married to the female worker.

An additional 15 days of paid maternity leave for those who qualify as solo parents under RA 8972.

These shall apply regardless of the mode of delivery.

The company will advance this amount to you upon validation that you are eligible for the maternity benefits under SSS and have submitted a maternity notification and other pertinent documents that may be required by the HR department to ensure reimbursement from the Social Security System.

Paternity Leave

Under the Paternity Leave Act of 1996, paternity leave of seven (7) working days is granted to all married male employees in the private sector upon hire during the first four (4) childbirths (or miscarriages) of his legitimate spouse, to lend support during the latter's period of recovery and/or in the care of the newborn child. You must be employed at the time of delivery of the child, and you must be cohabiting with your legitimate spouse at the time she gives birth or suffers miscarriage.

Due to the expanded maternity leave, the mother has an option to allocate up to seven (7) days of said benefits to the child’s father, whether the same is married to the female worker.

To apply for Paternity Leave, you must notify your manager of the pregnancy of your legitimate spouse and the expected delivery date by submitting a photocopy of your marriage contract and a certificate of pregnancy from your wife's attending physician.

The leave may be used on a staggered or consecutive basis before, during, or after the delivery, but not later than sixty (60) days after the date of the childbirth or miscarriage.

Solo Parent Leave

The parental leave, in addition to leave privileges under existing laws, shall be for seven (7) work days every year, with full pay, consisting of basic salary and mandatory allowances fixed by the Regional Wage Board, if any, provided that his/her pay shall not be less than the mandated minimum wage. A change in the status or circumstance of the parent claiming the benefit under the law, such that he/she is no longer left alone with the responsibility of parenthood, shall terminate his/her eligibility for this benefit. "Child" refers to a person living with and dependent on the solo parent for support. He/she is unmarried, unemployed, and below eighteen (18) years of age, or even eighteen (18) years old and above, but is incapable of self-support because he/she is mentally- and/or physically-challenged.

A solo parent employee shall be entitled to the parental leave, provided that:

1. He/she has rendered at least one (1) year of service, whether continuous or broken;

2. At least two (2) weeks prior to the date of leave

3. He/she has presented to his/her employer a Solo Parent Identification Card, which may be obtained from the DSWD office of the city or municipality where he/she resides.

Leave for Victims of Violence against Women and Their Children

In addition to other paid leaves under existing labor laws, company policies, and/or collective bargaining agreements, the qualified victim - employee shall be entitled to a leave of up to ten (10) days with full pay, consisting of basic salary and mandatory allowances fixed by the Regional Wage Board, if any.

The said leave shall be extended when the need arises, as specified in the protection order issued by the barangay or the court.

The usage of the ten-day leave shall be at the option of the female employee. If the leave benefit is not availed of, it shall not be convertible into cash and shall not be cumulative.

Magna Carta for Women (Special Leave)

Sixty (60) calendar days leave. This is given to all female employees who underwent surgery caused by gynecological disorders. “Gynecological disorders” refers to disorders that would require surgical procedures such as, but not limited to dilatation and curettage and those involving female reproductive organs such as the vagina, cervix, uterus, fallopian tubes, ovaries, breast, adnexa and pelvic floor, as certified by a competent physician. It shall also include hysterectomy, ovariectomy and mastectomy. The company will allow a female employee who has given birth or had a miscarriage, in conjunction with the Social Security System Maternity Benefit. This policy applies regardless of your eligibility for the Social Security System Maternity Benefit.