TOPSPOT MEMO

TOPSPOT APPROVED MEMORANDUM FOR MEMBER-EMPLOYEES

TMPC MEMORANDUM 01-2019 TO: ALL TOPSPOT EMPLOYEES/MEMBERS FROM: TOPSPOT MULTIPURPOSE COOPERATIVE SUBJECT: PHYSICAL EXAMINATION POLICY Section 1. TitleThis Memorandum shall be known as “MEDICAL EXAMINATION/PHYSICAL EXAMINATION” Section 2. Definition of terms APPLICATION The provision of this Physical Examination policy applies to all TMPC Employees/Members (including contractual/temporary, seasonal, regular and full-time), all applicants for employment, apprentice, and volunteers. STATEMENT OF POLICY Topspot Multi-purpose Cooperative may require current employees/members and applicants to whom a conditional offer of employment has been extended to undergo medical examinations. APPLICANTS Successful applicants for employment of TMPC job vacancies will be required, as a condition of employment, to take a medical examination to establish their fitness to perform the jobs or project assignment for which they have applied without endangering the health and safety of themselves or others. EMPLOYEES/MEMBERS Employees/members are required to undergo annual physical examination/medical examination on other occasions when the examination is job-related and consistent with business necessity. For example, a medical examination are required when an employee/member is exposed to food-handling, unhealthful conditions, or has a questionable ability to perform essential job functions due to a medical conditions. All TMPC Employees/members are required to undergo an annual physical examination to determine fitness for duty and for renewal of their health and mayors permit. Section 3. Examination Procedures Annual Physical Examination/Medical Examinations will be conducted by a physician from accredited clinic of Topspot Multi-purpose Cooperative who is qualified to conduct occupational physical examinations and he/she is knowledgeable of applicable medical safety standards. Exam Results Medical Examination results will be submitted directly to the office of Human Resource of Topspot Multi-purpose Cooperative and it must be kept in a secure location.· Results of Medical Examinations will be shared with the employee/member and their department head.a. If it is determined by the physician that the employee/member is not fit for duty, the employee/member may be subject to employment action up to and including termination. Section 4. Confidentiality Information and records relating to the annual physical examination/medical examination results should be kept confidential to the extent required by law under Republic Act No. 10173 “An Act Protecting Individual Personal Information in Information and Communications Systems in the Government and the Private Sector, creating for the purpose a National Privacy Commission, and for other purposes” and maintained in secure files separate from normal personnel files. Such records or information may be disclosed among managers and supervisors on a need-to-know basis and may also be disclosed when relevant to a grievance, charge, claim or other legal proceeding initiated by or on behalf of an employee/member, apprentice, volunteer or applicant. Section 5. Applicable Disciplinary Action (TMPC-Code of Conduct) Employees/members who will not abide the policy and guidelines set above is subject for disciplinary actions or sanctions. TMPC CODE OF CONDUCTS ARTICLE VI. RESPECT FOR SAFETY, SECURITY AND WORK STANDARDS The safety, security and work standards established by the Cooperative are not merely aimed at protecting Cooperative interest and concerns but are also for the safety and well-being of its members and employees. A member and/or employee’s failure to follow these standards shall, therefore, mean his or her lack of the commitment and readiness required of his or her job and, thus, no longer deserving to be retained as a member or employee in the interest of the Cooperative and his or her co-members and/or co-employees. A penalty ranging from written reprimand to termination, depending on the circumstances as the Cooperative shall solely determine, shall be imposed on any member or employee found in violation of his article. · 1st Offense - Fifteen (15) days suspension · 2nd Offense - Termination

Section 6. PURPOSE For safety, security, continuous operation and work standards of Tospot Multi-purpose Cooperative the following guidelines and policy for Medical Examination/Physical Examination as stated above are strictly implemented. Section 7. EFFECTIVITY This memorandum was just reiteration and strictly implemented starting January 1, 2019. If you have questions, clarification and concerns please feel free to contact us at (02) 727-3511/(02) 727-6284. At your service! TOPSPOT MULTI-PURPOSE COOPERATIVE Prepared: Approved:
ARTHUR C. SIMBAJON MYLENE FERNANDEZ-SARMIENTO HR & Industrial Relations Officer General Manager

TMPC MEMORANDUM 02-2019 TO: ALL TOPSPOT EMPLOYEES/MEMBERS FROM: TOPSPOT MULTIPURPOSE COOPERATIVE SUBJECT: 2019 ANNUAL PHYSICAL EXAMINATION POLICY Section 1. TitleThis Memorandum shall be known as “2019 ANNUAL PHYSICAL EXAMINATION” Section 2. Definition of terms STATEMENT OF POLICY Topspot Multi-purpose Cooperative may require current employees/members to whom a conditional offer of employment has been extended to undergo Annual Physical Examination in relation with TMPC Memorandum 01-2019. EMPLOYEES/MEMBERS Employees/members are required to undergo annual physical examination/medical examination on other occasions when the examination is job-related and consistent with business necessity. For example, a medical examination are required when an employee/member is exposed to food-handling, unhealthful conditions, or has a questionable ability to perform essential job functions due to a medical conditions. All TMPC Employees/members are required to undergo an annual physical examination to determine fitness for duty and for renewal of their health and mayors permits. Section 3. Examination Procedures Annual Physical Examination/Medical Examinations will be conducted by a physician from accredited clinic of Topspot Multi-purpose Cooperative or any accredited city/municipality health clinic within the vicinity of the employees/members project assignment who is qualified to conduct occupational physical examinations and he/she is knowledgeable of applicable medical safety standards. Exam Results Medical Examination results will be submitted directly to the office of Human Resource of Topspot Multi-purpose Cooperative and it must be kept in a secure location.· Results of Medical Examinations will be shared with the employee/member and their department head.a. If it is determined by the physician that the employee/member is not fit for duty, the employee/member may be subject to employment action up to and including termination. Section 4. Confidentiality Information and records relating to the annual physical examination/medical examination results should be kept confidential to the extent required by law under Republic Act No. 10173 “An Act Protecting Individual Personal Information in Information and Communications Systems in the Government and the Private Sector, creating for the purpose a National Privacy Commission, and for other purposes” and maintained in secure files separate from normal personnel files. Such records or information may be disclosed among managers and supervisors on a need-to-know basis and may also be disclosed when relevant to a grievance, charge, claim or other legal proceeding initiated by or on behalf of an employee/member, apprentice, volunteer or applicant. Section 5. Reimbursement Reimbursement of Annual Physical Examination Fee are applicable only for Provincial Areas that will be assessed by the Office of Human Resource of TMPC. National Capital Region employees/members must undergo Annual Physical Examination in the accredited clinic of Topspot Multi-purpose Cooperative. Guidelines: - All bonafide provincial employees/members of TMPC who undergo Annual Physical Examination are eligible to reimburse their Annual Physical Examination Expenses.- Maximum reimbursable Expenses is up to Five Hundred Pesos (Php 500.00) Only.- Any amount in exceed of Php 500.00 is not reimbursable by the Cooperative. - For Annual Physical Examination employees/members are obliged to undergo the 5 Basic Examinations that includes: 1. Urinalysis2. Fecalysis3. X-Ray4. Hepa-B5. Drug Text Requirements/Process (Reimbursement) - 1 Photocopy of Company ID (No Company ID is not eligible for reimbursement) - Photocopy of Medical Result (1 Set – CLEAR AND READABLE) - Original Receipt of Annual Physical Examination Expenses- Photocopy of Health/Mayor Permit (Renewed/New)(Complete Requirements must be placed in a LONG WHITE FOLDER per Employee/member) · Employees/members require to submit the above requirements directly to the Office of Human Resource of TMPC c/o Arthur Simbajon – HR Head at Topspot Bldg 808E Rodriguez Sr. Ave. Brgy. Damayang Lagi, Quezon City.· Complete requirements that was received from 1-15 of every month will be loaded/release to employees/members via cash card on the 25^th day of the same month. (Employees/members with No Cash Card yet will be send via Pera Padala on the same schedule stated)· Complete requirements that was received from 16-31 of every month will be loaded/release to employees/members via cash card on the 10^th day of the next month. (Employees/members with No Cash Card yet will be send via Pera Padala on the same schedule stated) Section 6. Applicable Disciplinary Action (TMPC-Code of Conduct) Employees/members who will not abide the policy and guidelines set above is subject for disciplinary actions or sanctions. TMPC CODE OF CONDUCTS ARTICLE VI. RESPECT FOR SAFETY, SECURITY AND WORK STANDARDS The safety, security and work standards established by the Cooperative are not merely aimed at protecting Cooperative interest and concerns but are also for the safety and well-being of its members and employees. A member and/or employee’s failure to follow these standards shall, therefore, mean his or her lack of the commitment and readiness required of his or her job and, thus, no longer deserving to be retained as a member or employee in the interest of the Cooperative and his or her co-members and/or co-employees. A penalty ranging from written reprimand to termination, depending on the circumstances as the Cooperative shall solely determine, shall be imposed on any member or employee found in violation of his article. · 1^st Offense - 3 days suspension · 2^ndOffense - 5 days suspension· 3^rd Offense - 15 days suspension· 4^th Offense - Termination Section 7. SCHEDULE/DEADLINE Deadline of submission on Annual Physical Examination Results will be on the 31^st of January 2019.Employees/Members who fail to submit the said documents on the given deadline is subject for disciplinary action/s. February 1, 2019 – First Offense February 8, 2019 – Second OffenseFebruary 15, 2019 – Third OffenseFebruary 22, 2019 – Forth Offense Section 8. PURPOSE For safety, security, continuous operation and work standards of Tospot Multi-purpose Cooperative the following guidelines and policy for 2019 Annual Physical Examination as stated above are strictly implemented. Section 9. EFFECTIVITY This memorandum was just reiteration and strictly implemented starting January 8, 2019. If you have questions, clarification and concerns please feel free to contact us at (02) 727-3511/(02) 727-6284. At your service! TOPSPOT MULTI-PURPOSE COOPERATIVE Prepared: Approved: ARTHUR C. SIMBAJON MYLENE FERNANDEZ-SARMIENTOHR & Industrial Relations Officer General Manager

TMPC MEMORANDUM 03-2019 TO: ALL TOPSPOT EMPLOYEES/MEMBERS FROM: TOPSPOT MULTIPURPOSE COOPERATIVE SUBJECT: ANNUAL PHYSICAL EXAMINATION 2019 Happy New Year & Sogood Day Shareholders! Please be advised that effective on the 3^rd day of January 2019 (excluding weekends and holidays) we will start our Annual Physical Examination (APE) for this year 2019 for all our members/employees who was currently deployed via project assignment into our clients assigned in a various stores and offices. To all members/employees you were given one (1) day to complete your Annual Physical Examination (APE). Once your process your Annual Physical Examination (APE) on the given day allotted to you, that day will be treated as your REGULAR DUTY DAY wherein you will be paid but the said day should not be your scheduled as your Day-Off or Rest Day and provided that you MUST complete the Annual Physical Examination (APE) on the assigned date. This agreement is applicable only for all KFC Members/Employees with the approval from the KFC Operations Team. Annual Physical Examination (APE) day will be schedule by the Store Managers. List of Accredited Clinics will be send directly to your store emails and we assigned Mr. John Franz Samonte (disciplinemanagement@topspot.ph/09178100142) our Topspot HR Representative who will guide, assist and address all your queries and clarification in relation with this Annual Physical Examination activity. In relation with our TMPC Memo No. 02-2019, Annual Physical Examination/Medical Examinations must be conducted by a physician from accredited clinic of Topspot Multi-purpose Cooperative or any accredited city/municipality health clinic within the vicinity of the employees/members project assignment who is qualified to conduct occupational physical examinations and he/she is knowledgeable of applicable medical safety standards. Note: For those members/employees who will undergo Annual Physical Examination (APE) at Lifecare Clinic, the basic 5 tests plus additional Blood Tests, such as but not limited to, (1) SGPT/SGOT, (ii) Creatinine, (iii) Total Blood Cholesterol, (iv) Fasting Blood Sugar, (v) BUN, will be conducted. The additional Blood Tests will require 8-10 hours of fasting. However, for those members/employees who will undergo Annual Physical Examination (APE) to other accredited clinic/laboratories, they need to have the Basic 5 Tests only. TMPC Members/Employees don’t forget to bring/present your Topspot Company ID and stool sample to avoid going back to the clinic. All TMPC Employees/members are required to undergo an annual physical examination: · To determine fitness for duty · For renewal of Health and Mayors Permit Annual Physical Examination (APE) Expenses will be shoulder by Topspot Multi-purpose Cooperative but for provincial employees/members APE Expenses is reimbursable with the maximum amount of Five Hundred Pesos (Php 500.00) Only. Please follow the guidelines below: Requirements/Process (Reimbursement) - 1 Photocopy of Company ID (No Company ID is not eligible for reimbursement) - Photocopy of Medical Result (1 Set – CLEAR AND READABLE) - Original Receipt of Annual Physical Examination Expenses- Photocopy of Health/Mayor Permit (Renewed/New)(Complete Requirements must be placed in a LONG WHITE FOLDER per Employee/member) · Employees/members require to submit the above requirements directly to the Office of Human Resource of TMPC c/o Arthur Simbajon – HR Head at Topspot Bldg 808E Rodriguez Sr. Ave. Brgy. Damayang Lagi, Quezon City.· Complete requirements that was received from 1-15 of every month will be loaded/release to employees/members via cash card on the 25^th day of the same month. (Employees/members with No Cash Card yet will be send via Pera Padala on the same schedule stated)· Complete requirements that was received from 16-31 of every month will be loaded/release to employees/members via cash card on the 10^th day of the next month. (Employees/members with No Cash Card yet will be send via Pera Padala on the same schedule stated) If you have questions, clarification and concerns please feel free to contact us at (02) 727-3511/(02) 727-6284. At your service! TOPSPOT MULTI-PURPOSE COOPERATIVE Prepared: Approved: ARTHUR C. SIMBAJON MYLENE FERNANDEZ-SARMIENTO HR & Industrial Relations Officer General Manager

TMPC MEMORANDUM 04-2019 TO: ALL TOPSPOT EMPLOYEES/MEMBERS FROM: TOPSPOT MULTIPURPOSE COOPERATIVE SUBJECT: SERVICE INCENTIVE LEAVE CONVERSION FOR 2019 Sogood Day! Coop members/employees: In compliance with Article 95 of the Labor Code mandates employers to give their employees a yearly service incentive leave of five days with pay. The SIL shall be granted to a worker who has been in service within 12 months, whether continuous or broken, reckoned from the date the employee started working, including authorized absences and paid regular holidays. Please be informed that effective January 31, 2019 is the releasing date of unused SIL for the year 2017. If you have questions, clarification and concerns please feel free to contact us at (02) 727-3511/(02) 727-6284. At your service! TOPSPOT MULTI-PURPOSE COOPERATIVE Prepared: Approved: ARTHUR C. SIMBAJON MYLENE FERNANDEZ-SARMIENTO HR & Industrial Relations Officer General Manager

TMPC MEMORANDUM 05-2019 TO: ALL TOPSPOT MOTOLITE RIDERS EMPLOYEES/MEMBERS FROM: TOPSPOT MULTIPURPOSE COOPERATIVE SUBJECT: NOTIFICATION FOR ABSENSES, TARDINESS, AND ABSENTEEISM HATIDGentlemen Goodday! Please be advised that effective on the 28^th day of January 2019 we will strictly enforce our policy in notifying your hub coordinators or client for unplanned absences. This is mandated so that your hub coordinator or our client can make necessary adjustment in staffing and to minimize the effect on our service levels. This memorandum is strictly mandated for any Motolite Express Hatid Hubs and Annexes staff to inform his/her direct superior through phone call or SMS if he/she is not able to report for work on a particular day at least 1 hour before his/her scheduled shift starts. 1. For SMS, acknowledgement/response from your direct superior is required or else the notification will not be valid.2. Those who will not comply with this will be tagged as No Call No Show (NCNS) and this action is subject for disciplinary action based our Cooperative Code of Conduct. Applicable Disciplinary Action (TMPC-Code of Conduct) Employees/members who will not abide the policy and guidelines set above is subject for disciplinary actions or sanctions. TMPC CODE OF CONDUCTS ARTICLE VI. RESPECT FOR SAFETY, SECURITY AND WORK STANDARDSThe safety, security and work standards established by the Cooperative are not merely aimed at protecting Cooperative interest and concerns but are also for the safety and well-being of its members and employees. A member and/or employee’s failure to follow these standards shall, therefore, mean his or her lack of the commitment and readiness required of his or her job and, thus, no longer deserving to be retained as a member or employee in the interest of the Cooperative and his or her co-members and/or co-employees. A penalty ranging from written reprimand to termination, depending on the circumstances as the Cooperative shall solely determine, shall be imposed on any member or employee found in violation of his article.Article VI.16 Absence without leave · 1^st Offense - Written reprimand · 2^ndOffense - Three (3) days suspension· 3^rd Offense - Six (6) days suspension· 4^th Offense - Termination NOTE: Motolite Express Hatid Hubs and Annexes staff are expected to notify their immediate superiors if they foresee that they will be late for more than thirty (30) minutes and are required to notify if they will be late for more than one (1) hour. Failure to notify their immediate superiors will be treated as disobedience and will be considered as a violation of the Cooperative Code of Conduct and subject for any disciplinary actions. If you have questions, clarification and concerns please feel free to contact us at (02) 727-3511/(02) 727-6284. At your service! TOPSPOT MULTI-PURPOSE COOPERATIVE Prepared: Approved: ARTHUR C. SIMBAJON MYLENE FERNANDEZ-SARMIENTO HR & Industrial Relations Officer General Manager

TMPC MEMORANDUM 06-2019 TO: ALL TOPSPOT MOTOLITE RIDERS EMPLOYEES/MEMBERS FROM: TOPSPOT MULTIPURPOSE COOPERATIVE SUBJECT: CLIENT’S HUB HOUSE RULES (MOTOLITE) Gentlemen Goodday! Please be advised that effective on the 28^th day of January 2019 below are the hub house rules of our client (Motolite) that must be followed during your project assignment period and Annexes. The rationale of this memorandum is to keep the good image and be better ambassadors of our client’s brand. This is also to keep our customer service excellence at all times. · Wearing prescribed uniforms for our client’s premise at all times during shift and fulfilling assigned Job Order.· Use of Safety Shoes is a must.· During rainy days you need to wear rubber boots (if needed), full covered croc/shoes and rain coat.· No T-shirt (If issued uniform is already issued)· No earrings· Proper haircut thing 2x3 standard on all Hubs.· No mustache and beard· Should follow proper hygiene· Workplace Etiquette· No Smoking within the Hub Premises· Do not report to office under the influence of drug/alcohol· Unauthorized/non-personnel is not allowed within the hub premises. No visitors allowed.· Document all activities· Job Order (JO) handling is a priority/ If Job Order (JO) comes in drop everything· Overtime is a must (if additional riders will be required)· Cooperative/Company asset will be used for business purposes only· Rear box and tools must be endorsed properly to our property custodian· Fulfil checklist/endorse tools· Motorcycle maintenance must not be done during duty hours or shift· Sleeping during duty hours or shift is Not Allowed· Using of personal mobile device and Bluetooth device during duty hours or shift is Not Allowed· Filing of leaves must be done 2 weeks prior to desired date of leave (Strictly implemented)· All data should be pre-validated before sending· All pending battery should be endorsed properly and must be documented before timing out· All activities tasked by the coordinators that are critical for the operations must be followed. Applicable Disciplinary Action (TMPC-Code of Conduct) Employees/members who will not abide the policy and guidelines set above is subject for disciplinary actions or sanctions. TMPC CODE OF CONDUCTS ARTICLE VI. RESPECT FOR SAFETY, SECURITY AND WORK STANDARDS The safety, security and work standards established by the Cooperative are not merely aimed at protecting Cooperative interest and concerns but are also for the safety and well-being of its members and employees. A member and/or employee’s failure to follow these standards shall, therefore, mean his or her lack of the commitment and readiness required of his or her job and, thus, no longer deserving to be retained as a member or employee in the interest of the Cooperative and his or her co-members and/or co-employees. A penalty ranging from written reprimand to termination, depending on the circumstances as the Cooperative shall solely determine, shall be imposed on any member or employee found in violation of his article. TIMPC CODE OF CONDUCT ARTICLE IV. RESPECT FOR AUTHORITY The Cooperative expects all its members and employees to give their superiors and/or officers the respect and obedience due them on all matters pertaining to the conduct of their official duties and obligations. While the Cooperative recognizes the fact that a member may sometimes have justifiable reason for question a superior’s order, it nevertheless requires that the same be made through the prescribed procedures in the interest of order and discipline. A penalty ranging from suspension to termination, depending on the circumstances as the Cooperative shall solely determine, shall be imposed on any member or employee found in violation of this article. TMPC CODE OF CONDUCT ARTICLE V. RESPECT FOR GROOMING AND WORK SANITATION STANDARDS The Cooperative expects all its members and employees to observe the grooming and work sanitation standards imposed by the Cooperative and/or its clients. In as much as its members and/or employees represent the Cooperative to its clients, it is imperative that the members and/or employees maintain proper appearance and neatness, and observe the work sanitation standards, if any, of the client, especially within the premises of the client. A penalty ranging from written reprimand to termination, depending on the circumstances of the Cooperative, shall solely determine, shall be imposed on any member or employee found in violation of this article. · 1^st Offense - Written reprimand · 2^ndOffense - Three (3) days suspension· 3^rd Offense - Six (6) days suspension· 4^th Offense - Termination If you have questions, clarification and concerns please feel free to contact us at (02) 727-3511/(02) 727-6284. At your service! TOPSPOT MULTI-PURPOSE COOPERATIVE Prepared: Approved: ARTHUR C. SIMBAJON MYLENE FERNANDEZ-SARMIENTO HR & Industrial Relations Officer General Manager

TMPC MEMORANDUM 07-2019 TO: ALL TOPSPOT ADMIN. STAFF AND OFFICERS FROM: TOPSPOT MULTIPURPOSE COOPERATIVE SUBJECT: MEAL ALLOWANCE AND TRANSPORTATION REIMBURSEMENT TITLE This Memorandum shall be known as “MEAL ALLOWANCE AND TRANSPORTATION REIMBURSEMENT DURING OFFICIAL BUSINESS” Section 2. Definition of terms Meal AllowanceActual Travel Time will not be the basis for Meal Allowance or Meal Reimbursement.The Meal Allowance is granted only to employees who had an APPROVED Official Business.Daily Meal allowance is provided to qualified employees who meet the following criteria:o Breakfast (P60) The job requires the employee to be at the venue 7:00 am or earlier. o Lunch (P70) The job requires the employee to render service between 11:00 AM to 1:00 PM (Still On Venue).o Dinner (P120) The job requires the employee to render service from 7:00 PM and beyond (Still On Venue). TMPC employee who render Official Business must have TRIP TICKET signed by the person in-charge, guard on duty or the person who require such Official Business. NO approved Official Business No Meal Allowance or Meal Reimbursement.Any employees who committed dishonesty or creating false information on the said policy will be sanction based on rules/regulations that he/she violated. Transportation Reimbursement An employee can reimburse Transportation expenses from Home to Destination if he/she had an APPROVED Official Business.TMPC employee who render Official Business must have TRIP TICKET signed by the person in-charge, guard on duty or the person who require such Official Business. NO approved Official Business and Official Receipt of Transportation No Reimbursement.Any employees who committed dishonesty or creating false information on the said policy will be sanction based on rules/regulations that he/she violated. EFFECTIVITY This memorandum is strictly implemented starting March 15, 2019. If you have questions, clarification and concerns please feel free to contact us at (02) 727-3511/(02) 727-6284. At your service! TOPSPOT MULTI-PURPOSE COOPERATIVE Prepared: Approved: ARTHUR C. SIMBAJON MYLENE FERNANDEZ-SARMIENTOHR & Industrial Relations Officer General Manager

TMPC MEMORANDUM 09-2019 TO: ALL TOPSPOT EMPLOYEES/MEMBERS ASSIGNED AS MOTOLITE RIDERS FROM: TOPSPOT MULTIPURPOSE COOPERATIVE SUBJECT: REGISTRATION OF MOTOLITE BATTERY DELIVERY BOX “MANDATED REGISTRATION OF MOTOLITE BATTERY DELIVERY BOX” In relation to the memorandum of Land Transportation Office (LTO) dated March 15, 2016 which require all riders who use delivery box in transporting their products and goods, to register the said tool/s at Land Transportation Office. In compliance with the memorandum of LTO, we are mandating all Topspot employees/members who was currently assigned as Motolite Riders and who use Motolite Battery Box for their delivery to register their delivery box at Land Transportation Office not later then the 30^th day of June 2019. All riders are required to bring their motorcycle together with their delivery box at the Land Transportation Office and advice to bring Registration Fee for at least two hundred pesos (Php 200.00) as they register the said tool for delivery. Registration fee of delivery box is subject for full reimbursement at Topspot Multi-purpose Cooperative, just look for Mr. Joriel Dimaculangan with his cellphone number at 09178264502. Make sure to surrender the Original Receipt of the said registration fee to Mr. Dimaculangan. Failure to comply on this memorandum is subject for disciplinary action to termination of assignment. Note: Please see attached LTO Memorandum for reference. This memorandum is strictly implemented starting May 9, 2019. If you have questions, clarification and concerns please feel free to contact us at (02) 727-3511/(02) 727-6284. At your service! TOPSPOT MULTI-PURPOSE COOPERATIVE Prepared: Approved: ARTHUR C. SIMBAJON MYLENE FERNANDEZ-SARMIENTOHR & Industrial Relations Officer General Manager

TMPC MEMORANDUM 10-2019 TO: ALL TOPSPOT ADMIN EMPLOYEES FROM: TOPSPOT MULTIPURPOSE COOPERATIVE SUBJECT: NEW FORMAT OF CERTIFICATE OF EMPLOYMENT WITH REFERENCE NUMBER “CERTIFICATE OF EMPLOYMENT WITH REFERENCE NUMBER” In relation to processing and requesting of Certificate of Employment for whatever legal purposes and for the purpose of convenient processing, TOPSPOT would like to imposed/implement the secured and monitored Certificate of Employment by putting a reference number on the issued certificate. Guidelines: Issuing department are obliged to have consistent monitoring and correct information of requesting employee/member. (please see sample B format of monitoring for your reference) Issuing department should only use one format of certificate that was duly approved by the upper management. (please see sample A of COE for your reference) In issuing of certificate, it must be done within a day if the requesting employee/member don’t have any obligation or he/she is already CLEARED in his/her company clearance or he/she must not have any pending obligation in the cooperative. Sample A. (COE Monitoring Format) Things to remember in this monitoring summary: Reference Number – it must be unique (First letter of First Name, Middle Name and Last Name + four zero +number) format LBC00001 (series)Date requested - date of request from requesting employee or department (sample ’04 April 2019)Date Processed - date on when it was process or when it was being made (sample ’04 April 2019)Last – last name of requesting employee (CAPSLOCK)First Name – given name of requesting employee (CAPSLOCK)Middle Name – middle name of requesting employee (CAPSLOCK)Suffix – name extension of requesting employee (CAPSLOCK with . at the end)Mr/Ms - identity as how we can address the said person base on his/her gender (CAPSLOCK) same with His/Her (LOWERCASE).Complete name - already set formula no need to manually encode (CAPSLOCK)Store/Department – last store/department assignment of the said employee/member (CAPSLOCK)Client – member who was deployed via project assignment, get the correct operating company of the said client where we deployed our member/employee (CAPSLOCK)Position – last position of requesting employee (CAPSLOCK)Purpose – purpose of certificate (LOWER CASE with no . at the end)Date Hired – deployment date use format (sample ’04 April 2019)Date Resigned – last day of duty or employment (sample ’04 April 2019)Date Released – date on when the issuing department released the said certificate requestType of Membership – in the cooperative we do have 2 type of membership that is ASSOCIATE and REGULAR membership. All members/employees are associate members except for those employees/members that was affirmed that they are regular members of the cooperative. Sample B. (COE Format) Things needed for validation or verification of third party (Reference Number) This process will be using Mailing Merge Format – Training and Navigation will be conducted by HR Department. Failure to comply on this memorandum is subject for disciplinary action to termination of assignment. This memorandum is strictly implemented effective May 15, 2019. If you have questions, clarification and concerns please feel free to contact us at (02) 727-3511/(02) 727-6284. At your service! TOPSPOT MULTI-PURPOSE COOPERATIVE Prepared: Approved: ARTHUR C. SIMBAJON MYLENE FERNANDEZ-SARMIENTOHR & Industrial Relations Officer General Manager

TMPC MEMORANDUM 11-2019 TO: ALL TOPSPOT MEMBERS/EMPLOYEES FROM: TOPSPOT MULTIPURPOSE COOPERATIVE SUBJECT: RELEASING OF 13^TH MONTH PAY Dear Members/Employees: The Management of Topspot Multi-purpose Cooperative (TMPC) is pleased to announce, that TMPC Board of Directors has approved to release its 13^th Month Pay to all its Active Members/Employees today, May 15, 2019. The 13^th Month Pay will be credited through your respective ATMs and for those who don’t have ATM yet your 13^th Month Pay will be sent via Express Padala (Palawan Pawnshop), reference number will be sent to your respective stores and for CASH PAYMENT you may claim your 13^th month pay at Topspot Office during office hours. Eligibility for the 13^th month pay: 1. All Active Members as of May 10, 2019 payday assigned to the following Client:- KFC- Restaurant Support Center- Tokyo-Tokyo- Malcolms- Motolite- Mister Donut- Seven Eleven- Umalag 2. Members who have filed their Leave of Absence such as Sick, Vacation, Maternity leave, etc. 3. 13^th Month Pay Computation / Illustration: Total Basic Pay from November 2018 to April 2019 divided by 12 months. - Overtime pay, Holiday pay, Allowance, COLA are not included in the computation of your 13^th Month Pay - Total Basic Pay is net of absences, tardiness and undertime. Situations wherein you have to go to Topspot Multi-purpose Cooperative (TMPC) Office or get in touch with the payroll team. In these situations your 13^th month will not be credit to your atm and/or be sent to you thru cash padala: 1. Members who fail to satisfy the above-mentioned requirements. 2. Members who are on AWOL (Absence without Official Leave). 3. Members who filed their official leave but failed to return to work on the scheduled date or failed to return for work after the 60/78 days of maternity leave or failed to file an extension of their leaves thereof. 4. Resigned/Resigning/Terminated/Recalled/Inactive members. 5. Members who have 13^th month pay below Php. 500.00. (to be included on our next 13^th month pay releasing – on or before December 24, 2019) General questions or clarification regarding 13^th Month Pay can be addressed Topspot Multi-purpose Cooperative Accounting/Payroll or Human Resource Office. NAMENICKNAMEACCOUNTSECTIONEMAILPHONE NUMBERCARLA MARIE JABALCARLAPAYROLL – KFC/ SEVEN ELEVENPAYROLL SECTIONCARLA.JABAL@TOPSPOT.PH09171701152MIKAELA AGUIRREELLAPAYROLL - KFCPAYROLL SECTIONMIKAELA.AGUIRRE@TOPSPOT.PH09171701152ELY SANTIANO JRSANTYPAYROLL - TOKYO TOKYO, UMALAG, MISTER DONUT, MOTOLITEPAYROLL SECTIONELY.SANTIANO@TOPSPOT.PH09178063698RENELLE ASUNCIONRENPAYROLL – RSCPAYROLL SECTIONREN.ASUNCION@TOPSPOT.PH09178063698 Prepared: Approved: ARTHUR C. SIMBAJON MYLENE FERNANDEZ-SARMIENTOHR & Industrial Relations Officer General Manager

TMPC MEMORANDUM 12-2019 TO: ALL TOPSPOT ADMIN EMPLOYEESFROM: TOPSPOT MULTIPURPOSE COOPERATIVE SUBJECT: OFFICE UNIFORM
Dear Admin Employees: The Management of Topspot Multi-purpose Cooperative (TMPC) is pleased to announce, that TMPC Board of Directors already approved our budget for company uniforms for this year 2019. In line with this, please see below qualifications and policy of our uniform program: · Admin employees engaged in tasks involving customer and alliance partners are required to wear company-designated uniforms at all times while working and representing Topspot Multi-purpose Cooperative. · Each employee will be received three sets of uniforms upon one (1) year of service rendered in the company. Employees are required to sign for the uniforms, and the uniforms are considered company property and are to be returned in the event of termination of employment or anytime on demand. · Upon issue, the company uniforms become the responsibility of the employee for maintenance and care. In the event that your uniform needs repair or replacement, employees will be required to return the uniform in exchange for a replacement or in processing of repair. While normal wear and tear is expected, excessive damage or loss of company uniforms may result in disciplinary action and replacement in the expense of the accountable employee. · Topspot Multi-purpose Cooperative may issue new uniforms periodically or require uniforms to be returned for special purposes (e.g., logo change, corporate color change). Employee will be given notice of exchange, and the company will provide suitable replacement uniforms. · Employees are required to return all issued uniforms upon termination of employment. If all issued uniforms are not returned, Topspot Multi-purpose Cooperative will deduct the cost of the uniforms from the employee’s final paycheck. Note: For those employees who did not qualify based on the above qualifications, please visit HR office for further instructions and conditions. If you have questions regarding this policy or its implementation, please feel free to visit my office. Thank you! Prepared: Approved: Arthur C. Simbajon Mylene Fernandez-Sarmiento HR and Industrial Relations General Manager

TMPC MEMORANDUM 13-2019 TO: ALL TOPSPOT ADMIN EMPLOYEESFROM: TOPSPOT MULTIPURPOSE COOPERATIVE SUBJECT: GUIDELINES AND PROCEDURES IN RENDERING OFFICIAL BUSINESS/TRAVEL In accordance with company rules and regulations and to ensure an orderly administration, implementation and monitoring of employees’ attendance, all TMPC admin employees are hereby directed to strictly observe/follow the attached guidelines and procedures for rendering official business outside the office.Failure to observe/follow the guidelines and procedures will be dealt according to existing rules and regulations on personnel discipline.This memorandum shall take effect on April 01, 2019.For your information, guidance and strict compliance. TOPSPOT MULTIPURPOSE COOPERATIVEGUIDELINES AND PROCEDURES IN RENDERING OFFICIAL BUSINESS/TRAVELA. Use of Official Business Slip for Official Business within the Official Station1. All departures from the place of work during office hours for the purpose of attending an outside official assignment/business within the Official Station should be covered by a duly approved Official Business Slip (OBS). 2. The OBS should be accomplished in triplicate, copies of which shall be distributed as follows: (1) Employee’s copy (2) HR Personnel copy and (3) Security Guard’s copy. 3. Only the immediate superior or in his/her absence, his/her duly authorized Team Leader (Specialist) shall approve the OBS. 4. All OBS must be submitted for approval three (3) days before the intended official business unless it is of such nature and character that necessitates its immediate issuance as determined by the immediate superior or in his/her absence by his/her duly authorized Team Leader (Specialist). 5. For purpose of securing petty cash or reimbursement of expenses incurred, the concerned employee (except those who have a Revolving Fund Allowance) shall attach a copy or the OBS to the petty cash or reimbursement form. The request should be submitted to the Finance Department ad day before the scheduled official business and the petty cash should be settled/accounted for immediately or a maximum of three (3) days after the return from official business. 6. The employees on official business shall, upon departure from the place of work shall give the three (3) copies of the OBS to the guard on duty for purposes of recording the time he/she went out of the office and the time he/she came back from the official business. After recording the time that the employee came back from the official business, the guard-on-duty shall get his copy of the OBS for his file and return the two (2) other copies to the employee concerned. 7. Upon completion of the official business, the employee shall submit the HR Personnel copy of the OBS to the HRD Office and keep the employee’s copy for his/her file. 8. The HR Department shall, upon receiving the copy of the approved OBS, record the same on the employee’s daily time record of attendance. 9. Any employee who leaves the office without approved OBS shall be considered to have incurred an under time or an unauthorized absence which shall be deducted from his/her vacation leave credits or salaries and shall be subject him/her to appropriate disciplinary action/s if warranted. 10. For provincial admin personnel, the approving officer for OBS are the immediate superior or in his/her absence, by his/her duly authorized Team Leader (Specialist) B. Use of Official Business Slip and Itinerary of Travel for Official Business Outside the Official Station 1. All departures from place of work during office hours for the purpose of attending an outside official assignment/business outside of official station should be covered by a duly approved Official Business Slip (OBS) and the corresponding Itinerary of Travel (IT). 2. The OBS/IT should be accomplished in triplicate, copies of which shall be distributed as follows: (1) Employee’s copy (2) HR Personnel copy and (3) Finance Department copy. 3. The OBS/IT should be recommended for approval by the immediate superior or in his/her absence by his duly authorized Team Leader (Specialist) and approved by the General Manager. 4. The approved OBS together with the IT should be submitted to the Finance Department and HR Department three (3) days before the scheduled trip. 5. The HR Department shall upon receiving the copy of the approved OBS/IT, record the same on the employee’s daily time record of attendance while the Finance Department will use it to verify claims for travel allowance and cash advance. 6. For purpose of securing cash advance for the official business, the application for cash advance should be submitted to the Finance Department three (3) days before the scheduled official business. The cash advance should be settled in accordance with the Cash Advance Policy and Procedures. 7. Upon completion of travel, the employees concerned shall submit an Accomplishment/Output Report and a Trip Ticket Summary, in triplicate copies to be distributed as follows: (1) Employee’s copy (2) HR Personnel copy and (3) Finance Department copy. 8. Any employee who leaves the office without approved OBS/IT shall be considered to have incurred an under time or an unauthorized absence which shall be deducted from his/her vacation leave credits or salaries and shall be subject him/her to appropriate disciplinary action/s if warranted. ALLOWANCES DURING OFFICIAL BUSINESSMeal AllowanceHotel AccomodationTransportation ReimbursementBreakfastLunchDinnerCondition/s in claiming Meal AllowanceOB period of not less than three (3) hours and coinciding with breakfast (6:00am to 8:00am only)OB period of not less than three (3) hours and coinciding with lunch (12:00nn to 2:00pm only)OB period of not less than three (3) hours and coinciding with dinner (7:00pm to 9:00pm only)Rank and File80.00100.00120.00800 If sharing additional 25% if Solo, shall be supported by an Official Receipts (OR)Transpo Reimbursement shall be based on actual expenses incurred but shall be supported by an Official Receipts (OR)Team Leader (Specialist)100.00120.00150.001,000 If sharing additional 25% if Solo, shall be supported by an Official Receipts (OR)SupervisoryFixed Meal Allowance of:shall be based on Actual expenses incurred but shall be accompanied by an Official Receipts (OR)200.00250.00300.00 or shall be based on Actual Expenses incurred but shall be accompanied by an Official Receipts (OR) and must be justifiable and reasonable in amountManagerialFixed Meal Allowance of:shall be based on Actual expenses incurred but shall be accompanied by an Official Receipts (OR)300.00400.00500.00 or shall be based on Actual Expenses incurred but shall be accompanied by an Official Receipts (OR) and must be justifiable and reasonable in amount Applicable Disciplinary Action (TMPC-Code of Conduct) Employees/members who will not abide the policy and guidelines set above is subject for disciplinary actions or sanctions. TMPC CODE OF CONDUCTS ARTICLE VI. RESPECT FOR SAFETY, SECURITY AND WORK STANDARDS The safety, security and work standards established by the Cooperative are not merely aimed at protecting Cooperative interest and concerns but are also for the safety and well-being of its members and employees. A member and/or employee’s failure to follow these standards shall, therefore, mean his or her lack of the commitment and readiness required of his or her job and, thus, no longer deserving to be retained as a member or employee in the interest of the Cooperative and his or her co-members and/or co-employees. A penalty ranging from written reprimand to termination, depending on the circumstances as the Cooperative shall solely determine, shall be imposed on any member or employee found in violation of his article. VI.21 Willful disregard of notices and regulations in the worksite. 1^st Offense - Written reprimand 2^nd Offense - Three (3) days suspension3^rd Offense - Six (6) days suspension4^th Offense - Termination Note: For those employees who did not qualify based on the above qualifications, please visit HR office for further instructions and conditions. If you have questions regarding this policy or its implementation, please feel free to visit my office. Thank you! Prepared: Approved: Arthur C. Simbajon Mylene Fernandez-Sarmiento HR and Industrial Relations General Manager

TMPC MEMORANDUM 14-2019 TO: ALL TOPSPOT MEMBERS/EMPLOYEESFROM: TOPSPOT MULTIPURPOSE COOPERATIVE SUBJECT: NO TAP IN NO TAP OUT POLICYTOPSPOT MULTIPURPOSE COOPERATIVE
SUBJECT: GUIDELINES AND PROCEDURES FOR BIOMETRIC TAP IN TAP OUT POLICYIn accordance with company rules and regulations and to ensure an orderly administration, implementation and monitoring of employees’ attendance, all TMPC members/employees are hereby directed to strictly observe/follow the attached guidelines and procedures with regards to Biometric Tap In Tap Out Policy.Failure to observe/follow the guidelines and procedures will be dealt according to existing rules and regulations on personnel discipline.This memorandum shall take effect on July 01, 2019.For your information, guidance and strict compliance.TOPSPOT MULTIPURPOSE COOPERATIVEGUIDELINES AND PROCEDURES FOR TAP IN TAP OUT – BIOMETRIC ATTENDANCE SYSTEM· It is mandatory that all employees/members should use the biometric timekeeping machine during duty hours/work days. Press the following keys: Press F1 for TIME IN Press F2 for TIME OUT Press F3 for BREAK OUT Press F4 for BREAK IN F5 & F6 No function in the biometric timekeeping machine. · Failure to tap in tap out will consider as absent on duty.· Any adjustment or correction of timekeeping will be processed on the next cut off/payout with written explanation acknowledge by their respective Area Coach. Applicable Disciplinary Action (TMPC-Code of Conduct) Employees/members who will not abide the policy and guidelines set above is subject on the following: TMPC CODE OF CONDUCTS ARTICLE VI. RESPECT FOR SAFETY, SECURITY AND WORK STANDARDS The safety, security and work standards established by the Cooperative are not merely aimed at protecting Cooperative interest and concerns but are also for the safety and well-being of its members and employees. A member and/or employee’s failure to follow these standards shall, therefore, mean his or her lack of the commitment and readiness required of his or her job and, thus, no longer deserving to be retained as a member or employee in the interest of the Cooperative and his or her co-members and/or co-employees. A penalty ranging from written reprimand to termination, depending on the circumstances as the Cooperative shall solely determine, shall be imposed on any member or employee found in violation of his article. Article VI.19- Failure to comply with Cooperative timekeeping procedures. 1^st Offense - Written reprimand 2^nd Offense - Three (3) days suspension and counseling 3^rd Offense - Six (6) days suspension 4^th Offense - Termination Article VI.21- Willful disregard of notices and regulations in the worksite. 1^st Offense - Written reprimand 2^nd Offense - Three (3) days suspension and counseling 3^rd Offense - Six (6) days suspension 4^th Offense - Termination Note: For those employees/members who had questions or clarifications with regards to this policy, please visit HR office for further instructions and conditions. Thank you! Prepared: Approved: Arthur C. Simbajon Mylene Fernandez-Sarmiento HR and Industrial Relations General Manager

TMPC MEMORANDUM 15-2019 TO: TO ALL EMPLOYEES-MEMBERS DEPLOYED TO OMMC and PBIFROM: TOPSPOT MULTIPURPOSE COOPERATIVESUBJECT: CENTENNIAL BONUS (OMMC/PBI EMPLOYEES/MEMBERS)
Dear Members/Employees: In celebration of the Centennial (100 years of Ramcar), we are pleased to announce that TMPC is giving a one (1) month anniversary bonus tomorrow, June 29, 2019, to all our employees/members currently assigned/deployed to OMMC and PBI and which will be credited to respective payroll accounts. Congratulations to our valued client and we thank you for your contribution and loyalty to our Cooperative. We look forward to another century of committed and supportive partnership. Prepared: Approved: Arthur C. Simbajon Mylene Fernandez-Sarmiento HR and Industrial Relations General Manager

TMPC MEMORANDUM 16-2019 DATE: July 4, 2019TO: ALL TMPC ADMIN MEMBERS/EMPLOYEESFROM: TOPSPOT MULTIPURPOSE COOPERATIVE SUBJECT: ACKNOWLEDGEMENT OF PHONE CALLS/TEXT MESSAGES/CHATS/EMAILS POLICYTOPSPOT MULTIPURPOSE COOPERATIVE
SUBJECT: ACKNOWLEDGEMENT OF PHONE CALLS/TEXT MESSAGES/CHATS/EMAILS POLICY In accordance with cooperative rules and regulations as well as to ensure that all concerns of members and clients are answered and to promote harmonious relationship between TMPC, its members and clients , all TMPC Admin Members/Employees are hereby directed to strictly comply with the policy on acknowledging phone calls, text messages, chats and electronic mails.Failure to observe/follow the guidelines and procedures will be dealt with according to existing rules and regulations on personnel discipline.This memorandum shall take effect on July 16, 2019. GUIDELINES AND PROCEDURES· All TMPC Admin Members/Employees must acknowledge all phone calls, text messages, chats and electronic mails regarding concerns and queries in their respective accountability within 24 hours (except for Saturdays, Sundays, Holidays and when on official business).· All TMPC Admin Members/Employees must provide accurate and sufficient response to concerns particularly to calls, text messages, chats and electronic mails.· If the member/clients concerns is not within your area of accountability, it must be forwarded to the section or department concerned. Applicable Disciplinary Action (TMPC-Code of Conduct) Any TMPC Admin Member/Employee who will not abide the policy and guidelines set above is subject for the following: TMPC CODE OF CONDUCT - ARTICLE VI RESPECT FOR SAFETY, SECURITY AND WORK STANDARDS The safety, security and work standards established by the Cooperative are not merely aimed at protecting Cooperative interest and concerns but are also for the safety and well-being of its members and employees. A member and/or employee’s failure to follow these standards shall, therefore, mean his or her lack of the commitment and readiness required of his or her job and, thus, no longer deserving to be retained as a member or employee in the interest of the Cooperative and his or her co-members and/or co-employees. A penalty ranging from written reprimand to termination, depending on the circumstances as the Cooperative shall solely determine, shall be imposed on any member or employee found in violation of his article. Article VI.9 or Failure on the job or inability to perform one’s duties and responsibilities and to meet the performance and productivity standards of the Cooperative and/or its clients to which the member concerned is assigned. 1^st Offense - Written reprimand 2^nd Offense - Three (3) days suspension 3^rd Offense - Six (6) days suspension 4^th Offense - Termination Article VI.21 or Willful disregard of notices and regulations in the worksite 1^st Offense - Written reprimand 2^nd Offense - Three (3) days suspension 3^rd Offense - Six (6) days suspension 4^th Offense - Termination For your information, guidance and strict compliance. Thank you! Prepared: Noted: Approved: Marjorie Cruz Arthur C. Simbajon Mylene Fernandez-SarmientoIndustrial Relations Specialist HR & IR Supervisor General Manager

TMPC MEMORANDUM 17-2019 DATE: July 5, 2019TO: ALL TMPC MEMBERS/EMPLOYEESFROM: TOPSPOT MULTIPURPOSE COOPERATIVE SUBJECT: GUIDELINES IN RELEASING MEMBER-SUPERSIVOR ALLOWANCESTOPSPOT MULTIPURPOSE COOPERATIVE SUBJECT: GUIDELINES IN RELEASING MEMBER SUPERSIVOR ALLOWANCES In accordance with cooperative rules and regulations as well as to ensure an orderly administration and implementation of the benefit program intended for the designated Member-Supervisor, all TMPC Members/Employees are hereby reminded with the guidelines in releasing Member-Supervisor Allowances.This memorandum shall take effect on July 16, 2019. GUIDELINES AND PROCEDURES · All Member-Supervisors of the Cooperative are entitled to receive an allowance every 13^th (PSC) and 30^th (KFC/Tokyo Tokyo) of the month provided they meet the following qualifications: § The Member-Supervisor is active for two (2) pay-outs preceding the date of allowance release.§ The Member-Supervisor has no pending case with the Industrial Relations Section.§ The Member-Supervisor has no suspension for the month. · The Training Section shall send the list of Member-Supervisors every 5^th (PSC) and 20^th of the month (KFC/Tokyo Tokyo) to Industrial Relations Section to check for pending cases. · Subsequently, the Industrial Relations Section shall send the list of Member-Supervisors back to the Training Section to inform the Member-Supervisors of the pending cases, if any. The Member-Supervisors shall be given four (4) days to settle the pending cases. · The Training Section shall forward the list of Member Supervisors eligible for allowance to Payroll Section every 10^th (PSC) and 25^th (KFC/Tokyo Tokyo). · The Payroll Section shall verify if the Member-Supervisors are active for two (2) pay-outs prior to loading the allowance on the 13^th (PSC) and 30^th (KFC/Tokyo Tokyo) of the month. · Failure to settle the Member-Supervisors pending cases before the above given time shall result to the forfeiture of allowance for that month IR SECTION (CHECK IF WITH CASE)TRAINING SECTION REPORT TO IR SECTION FOR SETTLEMENT OF CASE (MS WILL BE GIVEN 4 DAYS)TRAINING SECTION(SEND LIST OF MS)STARTTRAINING SECTION( INFORM STORE MS WITH PENDING CASE)WITH PENDING CASE?YESNOPAYROLL SECTION(CHECK IF ACTIVE FOR 2 CUT OFFS)ACTIVE FOR 2 CUT OFF?YESRELEASE MS ALLOWANCEMS ALLOWANCE FORFEITEDNO

For your information, guidance and strict compliance. Thank you! Prepared: Recommended: Approved: Marjorie Cruz Arthur C. Simbajon Mylene Fernandez-SarmientoIR Specialist HR & IR Supervisor General Manager

TMPC MEMORANDUM 19-2019 TO: SA LAHAT NG TOPSPOT MEMBER SUPERVISORFROM: TOPSPOT MULTIPURPOSE COOPERATIVE SUBJECT: PAALALA SA PAGGAMIT NG BIOMETRIC DEVICETOPSPOT MULTIPURPOSE COOPERATIVE
SUBJECT: PAALALA SA PAGGAMIT NG BIOMETRIC DEVICE Alinsunod sa patakaran at alituntunin upang matiyak ang maayos na administrasyon at pamamahala ng attendance/timekeeping ng mga empleyado, ang lahat ng Member Supervisor ay mahigpit na inaatasan na sumunod sa direktiba na HUWAG patayin o i-turn off ang Biometric Device, maliban na lamang kung kinakailangan at mayroong pahintulot mula sa IT Department. Ito ay upang maiwasan ang pagkakaroon ng problema sa koneksyon sa server dahilan ng pagkakapatay o pag-turn off ng naturang aparato Ang sinumang hindi sumunod sa naturang patnubay at pamamaraan ay papatawan ng parusa na naayon sa umiiral na alituntunin sa pangangasiwa ng disiplina ng mga empleyado. Ang memorandum na ito ay epektibo simula ika-11 ng Hulyo 2019. Para sa inyong impormasyon, patnubay at mahigpit na pagsunod.TOPSPOT MULTIPURPOSE COOPERATIVE Maaring ipatupad na Aksyon ng Disiplina Ang mga empleyado/miyembro na hindi makakasunod sa patakaran at patnubay na inihayag sa itaas ay maaring patawan ng kaukulang parusa base sa ating Code of Conduct: TMPC CODE OF CONDUCTS ARTICLE VI. RESPECT FOR SAFETY, SECURITY AND WORK STANDARDS The safety, security and work standards established by the Cooperative are not merely aimed at protecting Cooperative interest and concerns but are also for the safety and well-being of its members and employees. A member and/or employee’s failure to follow these standards shall, therefore, mean his or her lack of the commitment and readiness required of his or her job and, thus, no longer deserving to be retained as a member or employee in the interest of the Cooperative and his or her co-members and/or co-employees. A penalty ranging from written reprimand to termination, depending on the circumstances as the Cooperative shall solely determine, shall be imposed on any member or employee found in violation of his article. Article VI.21- Willful disregard of notices and regulations in the worksite. 1^st Offense - Written reprimand 2^nd Offense - Three (3) days suspension and counseling 3^rd Offense - Six (6) days suspension 4^th Offense - Termination Maraming Salamat!Prepared: Recommended: Approved: Marjorie Cruz Arthur C. Simbajon Mylene FernandezIR Specialist HR & IR Supervisor General Manager

TMPC MEMORANDUM 20-2019 DATE: July 18, 2019TO: ALL TOPSPOT MEMBERS / MEMBER SUPERVISORSFROM: TOPSPOT MULTIPURPOSE COOPERATIVE SUBJECT: RESIGNATION GUIDELINES AND PROCEDURE PurposeThis is to remind all Members/Member Supervisors on the following guidelines and procedure in filling resignation from the Cooperative in accordance to our Topspot Multi-Purpose Cooperative Handbook,Guidelines and Procedure1. Members should notify Topspot of their intention to resign from the cooperative as soon as they expressed their intent to their Immediate Superior / Store Manager.2. Members should submit a handwritten resignation letter addressed to Topspot duly acknowledged by Immediate Superior / Store Manager to Topspot Office. 3. Members will be given clearance forms for accomplishment and for the Immediate Superior / Store Manager’s signature.4. Members should submit the signed clearance forms to Topspot Office and surrender issued ID Card, Uniforms, ATM Card, Passbook, PhilCare Card and other client/Topspot properties to client/Topspot.5. Terminal pay will be released thru cheque after 30 working days upon the members’ submission of the complete accomplished clearance forms along with the issued client/Topspot properties.6. Certificate of Employment (COE) is available upon request. Effectivity This memorandum will take effect immediately. If you have any questions, clarifications, and concern please feel free to contact us at (02) 727-3511 or 09178007855. Thank you! Prepared: Recommended: Approved: Marjorie Cruz Arthur C. Simbajon Mylene FernandezIR Specialist HR & IR Supervisor General Manager

TMPC MEMORANDUM 21-2019 DATE: August 8, 2019TO: ALL TOPSPOT ADMIN MEMBERS/EMPLOYEESFROM: TOPSPOT MULTIPURPOSE COOPERATIVE SUBJECT: REITERATION OF POLICY ON WORKING HOURS PurposeIn accordance with TMPC rules and regulations as well as to ensure the safety, security and work standards of the cooperative, all admin members/employees are hereby directed to strictly observe the following guidelines:Guidelines1. All admin employees are expected to work during work hours and should not participate in any unofficial activities.2. Admin employees are prohibited from going to another work station if there is no work-related concern in that area.3. Admin employees are prohibited from receiving or making excessive personal calls, except for emergency cases, and receiving or entertaining excessive personal visitors4. Playing computer and mobile games is prohibited except during employee’s break time.5. Sleeping while on cooperative time is prohibited.6. Engaging in horse-play or other rough activities or causing, creating or participating in disruptions or unofficial hours of work is strictly prohibited. Effectivity This memorandum will take effect on the 13^th of August 2019. Applicable Disciplinary Action (TMPC-Code of Conduct) Any TMPC Admin Member/Employee who will not abide the guidelines set above is subject for the following disciplinary action: TMPC CODE OF CONDUCT - ARTICLE VI RESPECT FOR SAFETY, SECURITY AND WORK STANDARDS The safety, security and work standards established by the Cooperative are not merely aimed at protecting Cooperative interest and concerns but are also for the safety and well-being of its members and employees. A member and/or employee’s failure to follow these standards shall, therefore, mean his or her lack of the commitment and readiness required of his or her job and, thus, no longer deserving to be retained as a member or employee in the interest of the Cooperative and his or her co-members and/or co-employees. A penalty ranging from written reprimand to termination, depending on the circumstances as the Cooperative shall solely determine, shall be imposed on any member or employee found in violation of his article. Article VI.13 or Wasting time, loitering or sleeping on Cooperative time. 1^st Offense - Written reprimand 2^nd Offense - Three (3) days suspension 3^rd Offense - Six (6) days suspension 4^th Offense - Termination Article VI.22 or Causing undue disruption of work; engaging in horse-play or other rough activities within Cooperative premises or property whether one is on duty or not. 1^st Offense - Written reprimand 2^nd Offense - Three (3) days suspension 3^rd Offense - Six (6) days suspension 4^th Offense - Termination Article VI.23 or Receiving or making excessive personal calls; receiving/entertaining excessive personal visitors 1^st Offense - Written reprimand 2^nd Offense - Three (3) days suspension 3^rd Offense - Six (6) days suspension 4^th Offense - Termination For your information, guidance and strict compliance. Thank you! Prepared: Recommended: Approved: Marjorie Cruz Arthur C. Simbajon Mylene Fernandez-Sarmiento HR & IR Supervisor General Manager

TMPC MEMORANDUM 22-2019 DATE: October 14, 2019TO: ALL TOPSPOT MEMBERS/EMPLOYEESFROM: TOPSPOT MULTIPURPOSE COOPERATIVE SUBJECT: UNIFORM ACCOUNTABILITY UPON SEPARATION PurposeIn order to properly monitor charging of uniforms of members-employees, please be informed of the following guidelines before submission of clearances for resignation:Guidelines1. Member-employee who resigned in less than 1 year of service are mandated to surrender the first two (2) sets of uniforms issued during orientation or upon hiring.2. Member-employee who rendered service for more than a year is not required to surrender the first two (2) sets of uniforms issued during orientation to TMPC office upon their resignation. Member-employee should surrender all issued uniforms to his/her assigned store assignment.3. Members assigned at provinces should transmit their uniforms to TMPC Head office thru AA or courier service.4. Client/s may take the uniforms of the members provided that it will be noted on their clearances that the uniforms were surrendered to the client. Further, all uniforms obtained by the clients – uniforms that were not returned to TMPC (first 2 sets) will be billed accordingly. Unless, the client will re-issue the said surrendered uniform to the newly hired member-employee, provided that proper documentation is presented.5. Should the member fail to surrender the uniforms to TMPC office or the client’s failure to note that such uniforms were surrendered to them, the member’s terminal pay will be put on hold until such time that he/she surrendered the uniforms or notification from the client that the uniforms were surrendered is received.Note:· First two (2) sets of uniforms issued during orientation or upon hiring is charged under the cost center of the Cooperative.· Every anniversary of member-employee, TMPC will automatically issue another 2 sets of uniforms which will be billed under the client’s cost center.· Failure to submit or follow the above-mentioned guidelines will result to:o Terminal pay of member-employee will be put on hold.o Uniforms will be charged under the cost center of the member=employee’s store assignment.Effectivity This memorandum is effective October 15, 2019 For your information, guidance and strict compliance. Thank you! Prepared: Recommended: Approved: Marjorie Cruz Arthur C. Simbajon Mylene Fernandez-Sarmiento HR & IR Supervisor General Manager

TMPC MEMORANDUM 23-2019
DATE : October 23, 2019TO : ALL TOPSPOT MEMBER-EMPLOYEES ASSIGNED AT OMMCFROM : TOPSPOT MULTIPURPOSE COOPERATIVESUBJECT : POLICY ON TARDINESS
Purpose
In accordance with company rules and regulations and to ensure the safety, security and continuous operations, all member-employees are directed to strictly observe/follow the following guidelines:Guidelines
 Member-employees are given a grace period of 15 minutes after his/her given schedule. Time-in beyond the given grace period maybe subjected to possible disciplinary action. Member-employees who will accumulate tardiness of more than four (4) times in a month will be given the followingdisciplinary action:
Article VI.15 – Tardiness of more than four times in a month1 st Offense – Written Reprimand2 nd Offense – Three days suspension3 rd Offense – Six days suspension4 th Offense – Termination
 Member-employees who will be tardy but is still within the given grace period will not be subjected to possible disciplinaryaction, However, his/her tardiness will still be deducted from his/her payroll.
Effectivity
This memorandum is effectiveFor your information, guidance and strict compliance.
Thank you!
Prepared: Recommended: Approved:
Marjorie Cruz Arthur C. Simbajon Mylene Fernandez-Sarmiento HR & IR General Manager

SAVE AND EARN IN A COOPERATIVE WAY!