Schedule Adherence

1. All employees regardless of rank or level, or type of employment shall render their required work schedule.

2. All employees are only allowed 1-hour lunch break and two (2) 15-minute breaks, one (1) in the morning and one (1) in the afternoon; stacking of breaks is not allowed, they MUST be consumed separately.

1. All employees are required to LOG IN and LOG OUT for the following:

• Start and End of Work

• In and Out for Lunch Break

It is understood that a whole shift includes a lunch break and therefore shall not be included in the computation of worked hours.

2. Scheduled breaks, if there are any, shall be strictly followed.

3. The following shall establish the “No Time Log, No Pay Rule”:

• An attendance tracking system, at the discretion of the Company, shall be utilized to monitor employee attendance.

• Only system-related errors shall be subjected to corrective action.

• System errors must be reported directly by the employee to their respective immediate supervisor for validation and/or approval for corrective action.

• Incomplete time logs shall be construed as incomplete work hours and therefore shall not be included in the computation of worked hours.

All employees are required to inform his/her immediate supervisor by all means necessary for authorization. Thereafter, they must apply the same through the prescribed leave application form/channel.

1. Personal Leave - must be filed at least seven (7) days before the actual date of leave. 

Personal leaves filed within the prescribed period or on the date of the leave or later shall be disapproved. 

2. Sick Leave: 

• must be communicated by the employee to his/her immediate supervisor at least two (2) hours before the start of his/her scheduled shift or immediately if the illness becomes apparent during/within the scheduled shift; and

• should the sick leave of an employee exceed one (1) day, the following acceptable documentation or proof MUST be provided immediately upon return to work:

a. Medical certificate

b. Laboratory works result

c. Prescription slip

d. Consultation slip

3. Emergency Leave - is understood to be any untoward incident, such as, but not limited to:

• accidents and calamities that may befall the concerned employee;

• accidents, calamities, illness, or sickness that may befall any of the employee’s immediate family, including those with whom he/she cohabitates. 

Immediate family pertains to the employee’s relatives within the first civil degree of consanguinity or affinity, this includes the employee’s:

a. Parent(s) or adoptive parent(s)

b. Child/children or adopted child/children

c. Spouse

Should the emergency transpire within the employee’s scheduled shift, he/she must notify his/her immediate supervisor before discontinuing his/her shift.

Should the emergency transpire before the employee’s scheduled shift, he/she must notify his/her superior at least two (2) hours before the scheduled shift, or as soon as the emergency transpired.

If the emergency is due to a sick immediate family or those with whom he/she cohabitates, the following acceptable documentation or proof MUST be provided immediately upon return to work:

a. Medical certificate

b. Laboratory works result

c. Prescription slip

d. Consultation slip

Failure to comply with the aforementioned shall be considered an UNAUTHORIZED LEAVE OF ABSENCE.

Justifiable reasons refer to valid and acceptable grounds or circumstances that support a decision or action. These are specific conditions under which an employer may reasonably deny an employee's leave request. Examples of justifiable reasons include:

1. Operational Needs - when the employee’s absence would significantly disrupt operations, especially during critical periods or projects.

2. Insufficient Coverage - if there are not enough staff members available to cover the workload during the employee’s absence.

3. Excessive Absences - if the employee has a history of absenteeism.

4. Prior Commitments - if the employee’s absence would conflict with important scheduled meetings, deadlines, or events that cannot be rescheduled.

5. Unsatisfactory Performance - if the employee’s most recent performance or conduct does not meet expected standards, and granting leave may exacerbate the issue.

6. Pending Investigations - if the employee is under investigation for misconduct or other issues that require their presence or availability at work.