Policies and procedures are essential components of any well-organized and successful company. They serve as a framework that guides employees and management in their day-to-day operations, ensuring consistency, compliance, and the achievement of organizational goals.
Embedded Files
Book One | Code of Conduct
Book One | Code of Conduct
The Code of Conduct is essential to:
Establish a uniform code of conduct and discipline for Newport World Resorts.
Develop individual responsibility and respect towards an employee's work, Newport World Resorts authority and property, co-workers and guests.
Define the various infractions and their corresponding penalties.
TITLE I - Violations of Office Decorum & Professional Conduct
TITLE I - Violations of Office Decorum & Professional Conduct | Level 1:
1.1.1 Failure To Comply With Newport World Resorts Policies On Dress Code And/Or Standards On Grooming, Appearance And Hygiene
1.1.2 Unauthorized Eating Within Newport World Resorts Premises
1.1.3 Loitering Or Loafing
1.1.4 Unauthorized Smoking
1.1.5 Unauthorized Bringing Of Personal Belongings In The Workplace
TITLE I - Violations of Office Decorum & Professional Conduct | Level 2:
1.2.1 Tardiness (Reporting for work after start of scheduled work hours or beyond the start of a rostered shift but NOT exceeding 4 hours, for three (3) times or more within a calendar month. TARDINESS beyond 4 HOURS shall be governed by Section 1.3.2 (d))
1.2.2 Failure To Clock-In And/Or Clock-Out Time Of Arrival And/Or Departure And Authorized Break
1.2.3 Unauthorized Undertime
1.2.4 Failure To Attend Mandatory Pre-Shift Briefing
1.2.5 Unauthorized Break And/Or Extended Break
1.2.6 Non-Wearing And/Or Improper Use Of Id, Nameplate And/Or Gel Card
1.2.7 Failure To Accomplish And/Or Submit Required Hrd Forms, And/Or Comply With Hrd Processes, Within The Prescribed Period
1.2.8 Inefficiency Or Incompetence
1.2.9 Engaging In Acts That Negatively Affect Job Performance
TITLE I - Violations of Office Decorum & Professional Conduct | Level 3:
1.3.1 Abandonment Of Post
1.3.2 Absence Without Official Leave (Awol) For At Least One (1) Day
Awol For At Least One (1) Day Shall Subject The Employee To The Following Disciplinary Actions And Progression Of Penalties, As Follows:
First instance - Suspension ranging from 1 to 7 days
Second instance - Suspension ranging from 8 to 15 days
Third instance - Suspension ranging from 16 to 22 days
Fourth instance - Suspension ranging from 23 to 30 days
Fifth instance - Dismissal from service
1.3.3 Absence Without Official Leave (Awol) On Critical Work Days
Company-Declared Critical Work Days:
Fridays To Sundays;
Holidays;
Casino Tournaments;
Calamity Situations, Such As When Classes On All Levels Have Been Suspended And All Government Offices Have Been Cancelled, Yet The Company Continues To Be In Operation;
Such Other Days That May Be Declared By The Company Within A Reasonable Period Of Time As Critical Work Days Due To Business Exigencies Or To Prevent Serious Obstruction Or Prejudice To The Business Or Operations.
Unauthorized absence/s on wCritical Work Days shall subject the employee to the following disciplinary actions and progression of penalties, as follows:
First instance - Suspension ranging from 8 to 15 days
Second instance - Suspension ranging from 16 to 22 days
Third instance - Suspension ranging from 23 to 30 days
Fourth instance - Dismissal from service
1.3.4 Failure To Carry Out Acceptable Level Of Professionalism And/Or Proper Behavior (I.E. Professional Disposition, Courtesy, Prompt Action, Fast And Efficient Service, And The Like)
1.3.5 Gross Negligence
1.3.6 Reckless Imprudence
1.3.7 Directly Or Indirectly Receiving, And/Or Begging, Requesting Or Demanding For, Tips, And/Or Failure To Remit The Same, In Whatever Form, From Guests, Patrons Or Any Third Party
1.3.8 Unauthorized Holding, Initiating, Conducting, And/Or Participating In Any Meeting Not Related To Work While On Duty Or Inside Newport World Resorts Premises.
1.3.9 Unauthorized Public Statement Or Comment About Newport World Resorts, Employees, Guests, Suppliers, And Other Third Parties, Which May Result To Any Controversy Or Negative Public Impression.
1.3.10 Entering Prohibited Or Restricted Areas Without Proper Authorization.
TITLE I - Violations of Office Decorum & Professional Conduct | Level 4:
1.4.1 Habitual And Excessive Tardiness/Unauthorized Undertime
1.4.2 Habitual And Excessive Absences
1.4.3 Intentional Failure Or Refusal To Carry Out Acceptable Level Of Professionalism And/Or Proper Behavior
1.4.4 Failure To Obtain Or Maintain Temporary Or Permanent Pagcor Gaming Employment License (Gel)
1.4.5 Abandonment Of Work (With A Clear Intention Not To Return To Work)
1.4.6 Insubordination And Deliberate Refusal To Abide By Lawful Orders And Policies Of The Newport World Resorts
1.4.7 Gross And Habitual Negligence
1.4.8 Conflict Of Interest
1.4.9 Unauthorized Disclosure Of Confidential Information
1.4.10 Failure To Disclose And/Or Report To Management Familial, Business And/Or Personal/Intimate Relationships
1.4.11 Demoralizing Or Creating Discontent Or Conflict Among Co-Employees
1.4.12 Breach Of One's Employment Contract
1.4.13 Malicious Dissemination Of False Information Or Willful Making Of Any Threat Or Joke Concerning Bombs, Explosives Or Any Similar Device
1.4.14 Sabotage Or Deliberate Disruption Of Operations And Safety Guards
1.4.15 Unjustified Refusal To Issue Official Receipt, Invoice, Statement Of Account, Or Other Commercial/Business Documents
1.4.16 Commission Of Illegal Acts And/Or Criminal Offense/S
1.4.17 Conspiring, Instigating, Inciting, Or Participating In Any Concerted Disorder Or Malicious Or Illegal Activities, Whether Inside Or Outside Newport World Resorts Premises, With And/Or Against A Co-Employee, Guest, Supplier, Newport World Resorts, Parent Companies, Affiliates, Or Subsidiaries
1.4.18 Possession Of Or Failure To Deposit Any Firearm Or Any Deadly Weapon
1.4.19 Reporting To Work/Working Under The Influence Of Liquor And/Or Intoxicating Substances
1.4.20 Illegal Possession, Pushing, Selling, Trafficking, Use, Supply Of, And/Or Reporting To Work Or Working Under The Influence Of, Prohibited Or Dangerous Drugs
1.4.21 Failure To Pass Performance Appraisal (Two (2) Consecutive Failed Performance Appraisal)
1.4.22 Refusal To Comply With The Company’s Random Drug Testing
TITLE II - Violations Against Persons
TITLE II - Violations Against Persons | Level 2:
2.2.1 Engaging In Gossip, Rumor-Mongering, Or Intrigue/Character Assassination
2.2.2 Bullying Or Harassment
2.2.3 Threat And/Or Coercion (Should Threat Or Coercion Be Committed By A Superior, A Recognized Authority, Or A Senior Officer, The Infraction Shall Be Considered Level 3)
TITLE II - Violations Against Persons | Level 3:
2.3.1 Discourtesy And/Or Insult
2.3.2 Abuse Of Power Or Discretion (Using One’s Position Or Stature To Demand Unreasonable And Non-Work Related Tasks From One’s Subordinate Or Other Persons Lower In Rank)
TITLE II - Violations Against Persons | Level 4:
2.4.1 Intentional Discourtesy And/Or Insult
2.4.2 Inflicting Serious Physical Injury
2.4.3 Duel
2.4.4 Fighting Or Inflicting Physical Injury
2.4.5 Slander And/Or Slander By Deed
2.4.6 Libel
2.4.7 Tumultuous Affray
2.4.8 Indecent, Pornographic, Malicious Or Defamatory Materials
2.4.9 Discriminatory Or Racist Act
2.4.10 Sexual Harassment
2.4.11 Engaging In Lewd, Immoral, Highly Scandalous And/Or Sexual Acts
2.4.12 Acts Of Sexual Perversion
2.4.10 SEXUAL HARASSMENT in the workplace
A sexual favor is made as a condition for employment;
Would impair the employee’s rights or privileges under existing labor laws; or
Would result in an intimidating, hostile or offensive environment for the employee.
RA No. 11313 “Safe Spaces Act” where unwanted and uninvited sexual remarks against any person, regardless of the motive for such remarks, may be considered as Gender-Based Streets and Public Spaces Sexual Harassment
TITLE III - Violations Against Newport World Resorts Property & Resources
TITLE III - Violations Against Newport World Resorts Property & Resources | Level 2:
3.2.1 Vandalism
3.2.2 Wasteful Use Of Newport World Resorts Property And Resources
TITLE III - Violations Against Newport World Resorts Property & Resources | Level 3:
3.3.1 Unauthorized And/Or Improper Use Of Newport World Resorts Property And Resources
3.3.2 Unauthorized Taking Out And/Or Disposal Or Destruction Of Newport World Resorts Property
3.3.3 Sideline, Part-Time Job Or Moonlighting
3.3.4 Reckless Destruction Of Property
TITLE III - Violations Against Newport World Resorts Property & Resources | Level 4:
3.4.1 Use Of Newport World Resorts Time, Premises And Other Properties For Personal Benefits
3.4.2 Malicious Destruction Of Property
3.4.3 Theft
3.4.4 Robbery
3.4.5 Unauthorized Use Of Guest Gaming Or Access Points And Guest Facilities
TITLE IV - Acts of Dishonesty
TITLE IV - Acts of Dishonesty | Level 2:
4.2.1 Malingering
4.2.2 Failure To Report Loss And/Or Destruction Of Newport World Resorts Property
TITLE IV - Acts of Dishonesty | Level 3:
4.3.1 Registering Time Of Arrival And/Or Departure Through And/Or For Another Employee
4.3.2 Use Of Another Employee’s Id, Nameplate And/Or Gel Card
4.3.3 Infidelity In The Custody Of Ordinary Documents
TITLE IV - Acts of Dishonesty | Level 4:
4.4.1 Tampering Of Newport World Resorts Id, Nameplate And/Or Gel
4.4.2 Unauthorized Access Of Or Giving Away Of Computer User Id/Password/Log On Files To Commit A Violation Of The Code And/Or Illegal Or Criminal Act/S
4.4.3 Misrepresentation
4.4.4 False Testimony
4.4.5 Misappropriation Or Malversation Of Newport World Resorts Funds
4.4.6 Estafa
4.4.7 Falsification
4.4.8 Anomalous Transactions
4.4.9 Bribery And/Or Corruption
4.4.10 Infidelity In The Custody Of Classified Information Or Documents
4.4.11 Conviction By Final Judgment For Crimes Involving Moral Turpitude
TITLE V - Universal Provisions
TITLE V - Universal Provisions
5.1 Special Offenses (1-4)
5.2 Inducing, Condoning Or Abetting Employees To Commit An Infraction
5.3 Other Similar Or Analogous Unlisted Offenses
TITLE VI - Gambling
Financing, collecting or placing monetary bets, or staking articles of value or representative value, in casino games, the results of which depend wholly or chiefly upon chance or hazard, whether on or off-duty, in any gaming establishment in the Philippines, including those operated by PAGCOR and its authorized operators and licensees to include, among others, Newport World Resorts, City of Dreams, Solaire and Okada Manila.
First Offense - Dismissal from Service
Gambling Offense is also a ground for PAGCOR GEL revocation
Book Two | Due Process Timeline
Book Two | Due Process Timeline
STEP 1 : Incident Report / Preparation of Notice to Explain (COC Form No. 1)
STEP 2: Notice to Explain (COC Form No. 1) & Preventive Suspension (If warranted)
STEP 3: Answer (COC Form No. 2)
30 Day Preventive Suspension
Temporary removal of an employee charged for violation of company rules from his present status or position. Preventive suspension is usually imposed against subject employee while the company is conducting an investigation for his alleged violation in order to prevent him from causing further harm or damage to the company or his co-employees. (i.e., influencing of witnesses, tampering of evidence and the like)
Preventive suspension is not a disciplinary measure, and should not be confused with suspension as a corrective action.
STEP 4 : Investigation, Inquiry, and Validation (Conduct of Administrative Hearing - for All Level 4 Offenses)
STEP 5: Decision (COC Form No. 3)
STEP 6: Enforcing the Decision
STEP 7: Appeal (COC Form No. 4)
STEP 8: Recording
An appeal may be filed only on the following grounds:
There is newly discovered mitigating or exculpating evidence, which could not have been produced or obtained beforehand, through no negligence, delay or fault of the Employee;
There is erroneous interpretation of the provision of the Code or Policy, or;
There is excessive financial restitution or monetary-related directive.
Data Privacy & Security
Data Privacy & Security
Data Privacy Act of 2012 (R.A. No. 10173)
Effectivity:
Data Privacy Act, 8 September 2012
Implementing Rules and Regulations (IRR), 9 September 2016
Privacy Manual - This serves as a guide or handbook for ensuring the compliance of an organization or entity with the Data Privacy Act, its IRR, and other relevant issuances of the NPC.
NWR fully respects, values, and protects data privacy rights of all personal data collected from employees, guests, patrons, suppliers and partners.
NWR establishes security measures to maintain the availability, integrity and confidentiality of personal data and protect them against natural dangers such as accidental loss or destruction, and human dangers such as unlawful access, fraudulent misuse, unlawful destruction, alteration and contamination.
NWR collects the personal data
from NWR members, through forms accomplished by individuals who apply for NWR membership.
from Hotel guests through forms accomplished by individuals who check in at the Company’s hotels.
from Employees through forms accomplished by individuals who apply for employment with the Company.
Use of Personal Data
Documentation; Registration, participation and enjoyment of any event, program, privilege, benefit or promotion conducted by NWR;
Advertising campaigns; Marketing research; Acquiring statistical data; Notifying data subject of news, updates, and other events of the Company;
Management of compensation and benefits; Settlement of payment; Contract review; and Possible service engagement.
Storage, Retention and Destruction
NWR ensures that all personal data under its custody are fully protected against any accidental or unlawful destruction, alteration, disclosure and processing.
NWR shall continue to implement appropriate security measures in storing collected personal information, depending on the nature of the information.
The retention period of personal data gathered shall be as follows:
Access
Access to personal data shall be limited to the authorized personnel of NWR for legitimate and reasonable purposes that are not contrary to law, public policy, public order or morals.
Upon proper request, the data subject may also be given access to or cause the deletion of said data subject’s personal data
Disclosure & Sharing
All employees and personnel of NWR shall maintain the confidentiality and secrecy of all personal data that come to their knowledge and possession, even after resignation, termination of contract, or other contractual relations.
Personal data under the custody of NWR shall be disclosed only pursuant to a lawful order by a court of competent authority or upon a verified written consent of the data subject, and only to authorized recipients of such data.
Breach of Data and Investigation
The team must investigate the security incident or personal data breach to determine its kind, extent and cause, the adequacy of safeguards in place, immediate and long-term damage, impact of the breach, and its potential harm and negative consequences to affected data subjects.
In case the security incident or personal data breach involves possible commission of criminal acts, the Data Protection Officer (DPO) shall forward the concern to the Company’s Legal and Corporate Affairs Department for appropriate action.
Kinds of Personal Data Breach
An availability breach resulting from loss, accidental or unlawful destruction of personal data;
An integrity breach resulting from alteration of personal data;
A confidentiality breach resulting from the unauthorized disclosure of or access to personal data.
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