Disciplinary Procedure

Rules and Guidelines

A. An incident or violation report form shall be utilized by the Company for any and all employee-related incidents or violations;

B. All employees, especially those belonging to the management team, must report all violations or derelictions;

C. A verbal warning may be issued to erring employees for petty violations in the form of a: 

• Verbal Warning Log (VWL)

1. This document’s purpose shall ONLY be to record any and all verbal warnings.

2. For clarity, this document is different from a written warning and MUST NOT be confused in any way.

D. Should the violation of an erring employee merit suspension, the latter shall not exceed thirty (30) days;

E. Should the violation of an erring employee merit termination, the latter shall undergo the process of termination as prescribed by the Labor Law of the Philippines; the erring employees shall be issued the following:

• Notice to Explain (NTE) - requiring the erring employee to explain why he/she should not be terminated due to his/her violation.

1. a preventive suspension of not more than thirty (30) calendar days may be imposed should the erring employee’s continued service pose further damage or risk of loss to the Company and its clients. Preventive suspension is not a penalty, thus it MUST NOT be confused with ‘suspension’ as a penalty for a violation.

2. the period with which the erring employee has to draft and submit his/her explanation letter shall not be less than seven (7) calendar days.

• Notice of Decision (NOD) - detailing the Management’s verdict on a certain case of transgression or violation based on the circumstances of the case in contrast with the explanation or justification of the erring employee.

1. the decision may either be (1) reinstatement; (2) reinstatement with the corresponding suspension of not more than thirty (30) calendar days; or (3) Termination.

2. the erring employee may file a motion to reconsider the case. Upon which, a disciplinary committee shall be formed composed of an HR representative, the erring employee’s immediate supervisor, and their respective director or CEO if the former is unavailable, shall conduct an administrative review and/or hearing with the erring employee and/or his/her chosen representative.

3. the erring employee shall have the right to appoint a counsel or a defense representative of his/her own choice during the administrative review and/or hearing.

4. a Notice of Decision shall then be issued to finalize the company’s judgment on the case.

F. The corresponding penalties for every violation as specified herein are a mere guide. The management, upon its discretion, may mitigate the penalty as deemed appropriate.