TOPSPOT POLICY

TOPSPOT POLICIES AND GUIDELINES

TMPC POLICY 01-2019 MOTORCYCLE RIDER’S PROGRAM A. OBJECTIVE To set guidelines for the entitlement of qualified employees/members under the Motorcycle Rider’s Program offered by TOPSPOT MULTIPURPOSE COOPERATIVE (TMPC). B. SCOPE 1. This program shall apply to TOPSPOT MULTIPUROSE Cooperative employees/members rider/s only.2. This program shall cover the following: I. QUALIFICATIONS AND REQUIREMENTSII. PROCESS AND PROCEDUREIII. DISCIPLINARY ACTIONS I. QUALIFICATIONS AND REQUIREMENTS Qualifications · Must be a bonifade member-employee of Topspot Multipurpose Cooperative.· With project assignment as Motolite Rider/s Requirements · Driver’s License (PROFESSSIONAL)· Topspot ID· Government ID’s with address II. PROCESS AND PROCEDURE Step 1. Member-employee rider will select/choose what motorcycle rider’s program to avail. (see options below) (a) THIRD PARTY LOAN (b) RENTAL (c) BORROWED If member-rider choose THIRTY PARTY LOAN a. Rider must request a list of required motorcycle specification from ADMIN ASSET CUSTODIAN. STANDARD MOTORCYCLE with same specifications and features of YAMAHA YTX 125 and HONDA CB 125. See details below: (HONDA CB 125-RED) (YAMAHA YTX 125-RED)
BrandHONDAYAMAHAModel:CB125LYTX 125Displacement (cc):124.8125Required Color:REDREDTransmission:4-Speed4-SpeedStarter:Electric/KickElectric/Kickkm per Liter:--Fuel Tank Capacity (L):107.6Weight (kg)103114L*W*H (mm):2,050x751x1,0562,040x700x1,070Type:Standard/BusinessStandard Step 2. ADMIN ASSET CUSTODIAN will inform member-employee rider available credit limit or employer/cooperative share. (please see sharing details below) THIRD PARTY LOANEQUIPMENT/ACCESSORIESEmployer ShareEmployee ShareMC UNIT (Max. of Php 50,000.00)40% (Max of Php 20,000.00)60% Helmet 100%0%Tester100%0%Bracket100%0%LTO Registration (w/ Original Receipt)40%60%Preventive Maintenance (w/ approval from the Client and Topspot Admin)40%60% NOTE:· Motorcycle unit and accessories renewal is valid after 3 years.· Replacement of lost/damage accessories before 3 years contract is at the expense of the member-employee rider. Step 3. Member-employee rider will look for authorized motorcycle dealer/distributor and apply for required motorcycle loan. Step 4. Member-employee rider will submit a photocopy and present the original APPROVED motorcycle loan application from the supplier/distributor to ADMIN ASSET CUSTODIAN for validation and verification. Step 5. 40% share of TMPC is reimbursable in a monthly basis amounting to Php 555.55 (Php 20,000.00 / 36 months) upon submission of scanned/photocopy of proof of monthly payment. Step 6. Reimbursable TMPC share will be credited/loaded to member-employee’s respective cashcard/paycard account. If member-rider choose RENTAL Step. 1 ADMIN ASSET CUSTODIAN will assess standard qualification of specification and features of owned motorcycle unit as stated above. NOTE: · Motorcycle owner should agree and allow TMPC to install a bracket and put delivery box on his motorcycle. Step 2. ADMIN ASSET CUSTODIAN will inform member-employee rider available credit limit or employer/cooperative share. (please see sharing details below) RENTALEQUIPMENT/ACCESSORIESEmployer ShareEmployee ShareMC UNIT0%100%Helmet100%0%Tester100%0%Bracket100%0%LTO Registration0%100%Preventive Maintenance0%100%RENTAL INCOMEN/ANote: Employee will receive a rental income of Php 50.00 per day based on their approved DTR. Step 3. Daily rental fee amounting Php 50.00 will be computed base on their approved daily time keeping and will be incorporated on the salary computation every payout. Please sample computation below: Rental fee ----------------- 50 pesosNo. of days rendered (on duty) every cut-off ----------------- 11 days Additional RENTAL Income of Rider Php 550.00 NOTE: · Rental income will varies based on the no. of days rendered If member-rider choose BORROWED Step 1. Member-employee rider will submit two valid ID’s with THE SAME address. Step 2. ADMIN ASSET CUSTODIAN will check the availability and condition of motorcycle unit to be issued to the member-employee rider within 2-3 business days. Step 3. ADMIN ASSET CUSTODIAN will conduct orientation regarding motorcycle policy, borrowed agreement and employee-employer sharing. (see details below) BORROWEDEQUIPMENT/ACCESSORIESEmployer ShareEmployee ShareMC UNIT100%0%Helmet100%0%Tester100%0%Bracket100%0%LTO Registration100%0%Preventive Maintenance100%0%RENTAL INCOMEN/AN/A Step 4. Signing of BORROWED AGREEMENT Step 5. Releasing of motorcycle unit and accessories III. DISCIPLINARY ACTIONS Failure to follow any of the section stated herein shall subject the employee to disciplinary action in accordance with the provision stated in the Cooperative Code of Conduct including legal or criminal prosecution under the Philippine Law. BE IT RESOLVED, that this Motorcycle Rider’s Program policy and guidelines are hereby approved and ratified, and shall continue and remain in force and effect until repealed and/or amended by subsequent resolutions of the Board of Directors and appropriate copies thereof served upon and received by the Board of Directors and all member-employees TOPSPOT MULTIPURPOSE Cooperative Motorcycle Loan Policy adopted and approved this 1st day of MAY 2019 at Quezon City Philippines. PREPARED: REVEIVED/APPROVED: ARTHUR C. SIMBAJON, MYLENE FERNANDEZ-SARMIENTOHuman Resource and Industrial Relations Officer, General Manager

TMPC POLICY 02-2019 EMPLOYEE CELL PHONE POLICY OBJECTIVE Our Employee Cellphone Policy outlines our guidelines for using cell phones at work. We recognize that cellphones (smartphones especially) have become an integral part of everyday life. They may be great asset if used correctly such as productivity application, calendars, business calls etc. But cellphones may also cause of problems when used incautiously or excessively. SCOPE This policy applies to all Cooperative Admin Employees. ELEMENTS OF THIS POLICY · Use of Globe Plan for business purposes only· Use of Smart Plan for business purposes only· Use of personal mobile device during officer hours Our company expects employees to use and turn on their company issued mobile device prudently during working hours, especially for those employees that need to attend the concerns and problems of the members/employees during office hours by the use of mobile phones. USE OF GLOBE PLAN Employee with issued company mobile device with existing Globe Plan must follow the following guidelines: · The said mobile plan must be used only for business or operational transactions.· The said device must TURN ON as we start the operation or business hours.· Employee who had an issued mobile plan should only consume the applicable Phone/Data Plan.· Employee plan holder is obliged to pay any amount in excess on the current Mobile Plan that she/he had and it will be deducted in a form of Salary Deduction.· Globe Plan is applicable only for Globe to Globe/TM Transactions, if need to use Smart sim then he/she must use the company SMART Plan. · Use company-issued phone for business purposes only and preserve them in perfect conditions.· If in case an employee lost the said mobile device, he/she is obliged to pay the actual value of the said device. (With police blotter attached on employee’s incident report) USE OF SMART PLAN Employee with issued company mobile device with existing Globe Plan must follow the following guidelines: · The said mobile plan must be used only for business or operational transactions.· The said device must TURN ON as we start the operation or business hours.· Employee who had an issued mobile plan should only consume the applicable Phone/Data Plan.· Employee plan holder is obliged to pay any amount in excess on the current Mobile Plan that she/he had and it will be deducted in a form of Salary Deduction.· SMART Plan is applicable only for Smart to Smart/TNT Transactions, if need to use Smart sim then he/she must use the company SMART Plan.· Use company-issued phone for business purposes only and preserve them in perfect conditions.· If in case an employee lost the said mobile device, he/she is obliged to pay the actual value of the said device. (With police blotter attached on employee’s incident report) USE OF PERSONAL MOBILE DEVICE We won’t allow employees to:· Play games on the cell phone during working hours.· Use their phones for any reason while driving a company vehicle.· Use their cellphone camera or microphone to record confidential information.· Use their phones in areas where cell use is explicitly prohibited (e.g. Legal conference) HOW TO PROPERLY USE CELL PHONES IN THE WORKPLACE Employees can benefit from using cell phones. They’re allowed to use their phones: · To make business calls.· To use productivity apps.· To check important messages.· To make brief personal calls away from the working space of colleagues. Employees can use their phones during breaks or at lunch hour and while on a stationary vehicle. DISCIPLINARY CONSEQUENCES Failure to follow any of the stated herein shall subject the employee to disciplinary action in accordance with the provision stated in the Cooperative Code of Conduct including legal or criminal prosecution under the Philippine Law. RESOLVED, that this Employee Cell Phone Policy and guidelines herewith are hereby revoked and/or amended accordingly. Prepared: Approved: ARTHUR C. SIMBAJON, MYLENE FERNANDEZ-SARMIENTOHR & Industrial Relations Supervisor, General Manager

TMPC POLICY 03-2019 PRE-EMPLOYMENT MEDICAL EXAMINATION POLICY(APPILCANTS/NEWLYHIRED EMPLOYEE) OBJECTIVE TOPSPOT Multi-purpose Cooperative requires current members/employees and applicants to whom a conditional offer of employment has been extended to undergo medical examination whenever management/client determines that these are necessary for the safe operation of the organization or job-related as consistent with business necessity, as allowed by Department of Labor and Employment (DOLE) under Ominibus Rules Implementing the Labor Code Book IV Section 9.a. Section 9. Health Program – The physician engaged by an employer pursuant to this Rule shall, in addition to providing medical services to the workers in cases of emergency, perform among others, the following duties: (a) Conduct pre-employment medical examination, free of charge, for the proper selection and placement of workers; SCOPE Successful applicants for employment may be required, as a condition of employment, to take a medical examination to establish their fitness to perform the jobs for which they have applied without endangering the health and safety of themselves or existing employees or others. If management determines that an examination is appropriate to particular position, all applicants for the job to whom a conditional offer of employment has been made should be examined.  ELEMENTS OF THIS POLICY · Pre-employment Medical Referral· Process flow of checking and monitoring applicant’s Pre-employment medical results Our company expect that all HR recruitment will do a thorough checking of Pre-medical result prior to contract signing or prior to their training.  PRE-EMPLOYMENT MEDICAL REFERRAL All applicants must undergo the pre-employment medical requirement prior to deployment or contract signing. This is to ensure the fitness of their health condition to the job that they will be performing.  HR Recruitment must provide referral slip to an applicant to undergo Pre-employment Medical Examination in the accredited Diagnostic clinic that was partnered by the Cooperative. An applicant’s is required to undergo Pre-employment Medical Examination with a remark of FIT TO WORK before they can proceed with their application process. PROCESS FLOW
                                    Step 1.
                                Step 2.
                                    Step 3.- Medical Certificate must have a       “FIT TO WORK” remarks.
                                Step 4.                                   Step 5.  · If an applicant/s has a medical remark of “CLASS D” or “UNFIT TO WORK” medical result he/she will be automatically put on hold or his/her application will be denied. · Prior to denial of his/her application, the Company Nurse must explain to the applicant/s on what is/are the reason/s why the company will not hire him/her. DISCIPLINARY CONSEQUENCES Failure to follow any of the stated herein shall subject the employee to disciplinary action in accordance with the provision stated in the Cooperative Code of Conduct including legal or criminal prosecution under the Philippine Law. RESOLVED, that this Pre-employment Medical Examination Policy for applicants/new employees and guidelines herewith are hereby revoked and/or amended accordingly.   Prepared: Approved:          ARTHUR C. SIMBAJON MYLENE FERNANDEZ-SARMIENTOHR & Industrial Relations Supervisor General Manager

recruitment referral program kfc sm baguio referral programThis Recruitment Referral Program was created to address the Fill-rate and Attrition Issue of KFC SM Baguio. Please see attached file historical Fill-Rate and Attrition of KFC SM Baguio. Prepared: ARTHUR SIMBAJON HR & IR Head Approved: MYLENE SARMIENTOGeneral Manager TMPC Policy No. 04-2019 Our company will give out rewards to every referrer. If you know someone who you think would be a good fit for a position at our cooperative, feel free to refer them. If we end up hiring your referred candidate, you are eligible for Two Hundred Pesos (Php 200.00) referral bonus once he/she PASSED the 24 hours Basic Training and stay for at least one month after deployment. Our referral rewards may not limit only after one-month period but also, we will give additional Three Hundred Pesos (Php 300.00) if his/her referral will stay on his/her project assignment not lesser than six (6) months after his/her deployment date. Who can participate this Recruitment Referral Program?All employees/members or any people who has the capacity to refer qualified applicants in the Cooperative.Note that TOPSPOT Admin Employees is not eligible for this Recruitment Referral Program. Who can be referred?We have two conditions for candidates who can qualify you for our rewards. They should:· Have not applied to our company for at least a year or they are not ex-member of the cooperative.· Be hired as permanent full-time employee/member (not as temporary employees or part-time).· Applicant/s who will be assign at KFC SM Baguio.· Applicant/s who live more than a year in Baguio City (Preferred Local people).Terms and Conditions:We may change our referral bonus program over time to add more interesting incentives. We also reserve the right to abolish certain rewards if they prove ineffective or inefficient. We’ll communicate any change clearly and timely. Employees or any person who referred candidates before a reward was abolished will still receive the appropriate reward.We’d like to remind our employees that we are an equal opportunity employer and do not discriminate against protected characteristics. Our referred candidates may take precedence in the standard hiring process. We guarantee that all candidates will be given the same consideration and will pass through our established procedures.

TMPC POLICY 05-2019 PURPOSE:The purpose of this policy is to 1. lay down the guidelines for overtime work and the guidelines and procedures in Offsetting. 2. to control labor costs by managing the expense of overtime to all admin employees of TMPC. SCOPE:This policy applies to all TMPC admin employees LIMITATIONS:Overtime policy shall be stipulated in the following:· All admin employees are expected to complete their work within the scheduled working hours· Overtime when necessary shall be restricted to emergencies or where work is clearly outside the normal daily routine.· Overtime must not be considered as an additional source of income as it remains, at all times, at the discretion of the Management. OVERTIME AUTHORIZATION / APPROVAL:· All overtime with respect to the need of work shall be worked with the recommendation of Team Leads/Department Head and prior approval by the General Manager on overtime form and shall be submitted to Guard on Duty before start working on overtime· In case of any change in overtime working hours (e.g. the approval is obtained for two hours overtime but working hours exceeded to three hours which resulted to an extra one hour) the team leads/department head shall get the overtime form and give justification/reason of exceeding the overtime hour and amended overtime form shall again be get approved by the General Manager. Timekeeper shall reconcile the overtime form with the actual IN and OUT of the employee as well. CONSEQUENCES OF OVERUSE and UNAUTHORIZED OVERTIME:Supervisors/Team Leads who authorize admin employees to work overtime without prior approval from the Management will be subject to disciplinary action. Employees who fail to obtain approval prior to working hours that extend beyond their normal hours will be subject to disciplinary action up to and including termination. TMPC Code of Conduct Art. IV Respect for Authority 1st Offense - Three (3) days suspension 2nd Offense - Six (6) days suspension 3rd Offense - Termination Failure to follow any of the stated herein shall subject the employee to disciplinary action in accordance with the provision stated in the Cooperative Code of Conduct including legal or criminal prosecution under the Philippine Law.ABUSE OF OVERTIME:We want to avoid any incidents of abuse overtime system, either by our company or employees, that may result in legal confrontation. We expect:· Team leaders and Supervisors to avoid asking or encouraging their team members to work excessive overtime· Employees to avoid working unnecessary overtime aiming for the highest pay, as this may result in a trade off with the quality of their work OFFSETTING GUIDELINES:· Admin employees who rendered overtime may offset/apply work rendered on his/her leave.· Offsetting shall be done when there is NO urgent work or emergency case.· Accumulated number of minutes or hours in a week shall not be considered hours to offset unless the employee work for 40 hours in a week.· Accumulated excess working hours rendered per week may be offset with a minimum of one hour in excess (and every 30 minutes thereafter) per day may be offset OFFSETTING PROCEDURE:· Employees are required to secure a written pre-approval for offsetting to be approved by his immediate superior at least two days before offsetting. In the absence of the immediate superior, the HR head’s approval is required.· Employees are then required to file the actual offsetting, duly noted and approved by his immediate superior for record and payroll purposes.· The HR Department will secure a copy of offsetting form as reference to validate and record the offsetting· Offsetting should be done within 15 working days after rendering service. Otherwise, it will be forfeited, unless there is prior approval from the immediate superior to extend the period of offsetting. RESOLVED, that this Employee Cell Phone Policy and guidelines herewith are hereby revoked and/or amended accordingly. Prepared: Approved: ARTHUR C. SIMBAJON MYLENE FERNANDEZ-SARMIENTOHR & Industrial Relations Supervisor General Manager

TMPC POLICY 06-2019 PURPOSE:The purpose of this policy is to recognize the loyalty of TMPC member-employee who’s been with the service for ten (10) years and above. SCOPE:This policy applies to all TMPC member-employees/Admin. QUALIFICATION:· Member-employee is qualified to be a Loyalty Awardee if he/she meet the following qualifications:- Must be an ACTIVE employee-member of TOPSPOT Multi-purpose Cooperative.- Must have a tenure of ten (10) years and above, effective July 2019 in the Cooperative.- Not a returnee or rehired employee-member- No pending cases/violations of the Cooperative Code of ConductREWARD:· Qualified loyalty awardee will receive CASH worth One Thousand Pesos (Php 1,000.00) plus Gift Certificate. RESOLVED, that this Loyalty Award Policy and guidelines herewith are hereby revoked and/or amended accordingly. Prepared: Approved: ARTHUR C. SIMBAJON MYLENE FERNANDEZ-SARMIENTO Head, HR & Industrial Relations General Manager

TMPC POLICY 07-2019 PURPOSE: The purpose of this policy is to set guidelines and policy regarding conflict management. Policy on Conflict Management Resources In order to maintain and promote a fair and productive work environment for all members-employees of TOPSPOT Multipurpose Cooperative, the Cooperative encourages the active resolution of workplace conflicts. Members-employees and Officers are encouraged to maintain and utilize open communications to promote and maintain a civil and humane workplace. The Cooperative also provides a variety of mechanisms to facilitate the management and constructive resolution of conflict situations involving member-employee when workplace conflicts occur. The Cooperative encourages the resolution of conflict at the earliest opportunity, or the lowest step in whatever dispute resolution process is used. Both formal procedures and informal conflict resolution mechanisms are provided. Member-employees are encouraged to use informal resolution whenever appropriate. When member-employee use multiple forums to raise non-grievable issues (as defined by the applicable grievance procedures), the Cooperative may, upon consultation with the member-employee, designate one to be the primary forum appropriate for final resolution of the situation. Together, the resources listed are intended to provide fair, thoughtful, and effective means to manage and/or resolve conflict situations, and thereby promote the work of the Cooperative. Working independently or collaboratively, these mechanisms constitute the system of conflict management for Cooperative Member-employee (note references to Cooperative Code of Conduct): a. Human Resource Offices — provide information and interventions through Human Resource representatives at the department/section, client and member-employees. For example, unit Human Resource representatives may provide assistance in a wide range of employment and related issues. b. Administrative Review — provides a mechanism for the review of employment-related actions or inactions at both departmental and section/client levels, with participation and input from Human Resource offices. Administrative review may be used for issues not subject to a formal grievance process, including but not limited to disputes over the application of Cooperative Code of Conduct, ethics complaints, salary administration, and/or probationary dismissals. c. Cooperative Ombudsperson — provides an informal, confidential, neutral, and independent dispute resolution resource. The mission of the Ombudsperson is to ensure that all members of the Cooperative community receive fair and equitable treatment within their project assignment or workplace. d. Office of Equal Opportunity and Diversity (EOD) — provides both formal and informal processes to address complaints of discrimination, including, but not limited to, racial discrimination, sexual harassment, discrimination based upon disabilities, consensual relationships, and/or other violations of the Cooperative Code of Conduct on Human Rights. e. Grievance Procedures — provide formal grievance processes for the review and resolution of certain employment issues. Following a series of steps, third-party arbitration may be used to resolve the issue. Issues subject to grievance may include violations of Cooperative Code of Conduct or under applicable law of Department of Labor and Employment (DOLE) and disciplinary action. BE IT RESOLVED, that this Policy and guidelines of conflict management is hereby approved and ratified, and shall continue and remain in force and effect until repealed and/or amended by subsequent resolutions of the Board of Directors and appropriate copies thereof served upon and received by the Board of Directors and all member-employees. TOPSPOT MULTIPURPOSE Cooperative Motorcycle Loan Policy adopted and approved this 1st day of MAY 2019 at Quezon City Philippines. PREPARED: REVEIVED/APPROVED: ARTHUR C. SIMBAJON MYLENE FERNANDEZ-SARMIENTOHuman Resource and Industrial Relations Officer General Manager

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