EMPLOYEES HANDBOOK

. [Virtual Presenter] PERTSERV – A PERT COMPANY EMPLOYEES HANDBOOK.

[Audio] HR Policies and Procedures Article I - HR Administration Statement of Principle Article II - Employment Classification Article III - Hiring System Article IV – Promotions Article V - Salary Administration Article VI - Employee Benefits Article VII - Work Procedures.

[Audio] HR POLICIES AND PROCEDURES Article I – HR ADMINISTRATION STATEMENT OF PRINCIPLE PERT, INC. and its Subsidiaries ( PertServ Inc., The PertMachinery Company Inc. and Pert Foundry) shall adopt and implement fair, legal and consistent HR administration policies, systems and procedures that will enhance a positive corporate culture, harness professional potentials to the fullest, and sustain and improve operational efficiency and establish a healthy management-employee relations system..

[Audio] Article II – EMPLOYMENT CLASSIFICATION Regular Employee A regular employee is one who occupies a regular position connected with the regular operations of the COMPANY who has passed the probationary period and who has also passed the required physical examination. Probationary Employee A probationary employee is one hired by the COMPANY on probation for the purpose(s) of occupying a regular position in the COMPANY. Before such probationary employee, whether skilled or unskilled, becomes regular, he shall be required to serve for a probationary period not exceeding six ( 6) months. Contractual Employee A contractual employee is one hired by the company for a specific contract. His or her employment is co-terminus or co-extensive with the phase of work or contract between PERT, INC. and its Subsidiaries ( PertServ Inc., The PertMachinery Company Inc. and Pert Foundry) and the Company- client where he or she is assigned..

[Audio] Article III – HIRING SYSTEM All efforts shall be exerted to recruit and select the most qualified candidates based on their qualifications. Proper control of employees hired by the company shall also be assured. 1. Child Labor Policy It is the policy of the company to adhere and follow the provisions of the Labor Code, specifically on Art. 139 pertaining to the minimum employable age, to wit: a. No child below fifteen (15) years of age shall be employed, except when he works directly under the sole responsibility of his parents or guardian, and his employment does not in any way interfere with his schooling. b. Any person between fifteen ( 15) and eighteen ( 18) years of age may be employed for such number of hours and such periods of the day as determined by the Secretary of Labor and Employment in appropriate regulations..

[Audio] c. The foregoing provisions shall in no case allow the employment of a person below eighteen ( 18) years of age in an undertaking which is hazardous or deleterious in nature as determined by the Secretary of Labor and Employment. 2. Forced Labor and Slavery Policy This refer to the extraction of work or services from any person by means of enticement, violence, intimidation or threat, use of force or coercion, including deprivation of freedom, abuse of authority or moral ascendancy, debt-bondage or deception. - PertServ prohibits or do not allow the use of physical, sexual, psychological or verbal harassment or abuse as form of labor. Also, PertServ do not allow workers/ employees to work against their will..

3. Request for Hiring a. Whenever there is a need to create a position, fill up a vacancy or add manpower, even for probationary, temporary or contractual employment, the Team Manager concerned shall fill in a Manpower Requisition Form (MRF) which contains the following data: Position Needed Employment Status (Contractual/Temporary/Probationary) Brief Job Description Number of Manpower Needed Date Needed Reason for Hiring Duration of Employment Qualifications Required Age range.

Sex Marital Status Educational Attainment Experience and number of years required Other skills that may be required Team Head’s Signature MANCOM Representative’s Approval.

b. Only upon receipt of the duly approved MRF shall HRD: 2.b.1 announce the vacancy within PERT, INC. and its Subsidiaries (PertServ Inc., The PertMachinery Company Inc. and Pert Foundry)) or to the public through appropriate media venues 2.b.2 screen all applications and conduct preliminary interview and testing 2.b.3 endorse qualified applicant(s) to the Team Manager concerned for technical interview/ testing..

4. Recruitment 3.1 HRD shall conduct the following procedures for any job applicant: preliminary interview aptitude and personality test reference check/background checking 3.2 HRD shall endorse qualified applicant(s) to the Immediate Superior for a second interview and/or technical test, if needed..

3.3 If the number of applicants who have passed the first interview stage is more than the number of manpower actually needed, the Immediate Superior shall rank the applicants according to priority. 3.4 The Immediate Superior shall forward his choice(s) to his Team Manager for approval. 3.5 Decisions on the final candidate(s) for a position shall always have the concurrence of the MANCOM concerned. Only then can the selected candidate be required to complete the Company’s job placement requirements. 3.6 The selection criteria for hiring shall be consolidated and summarized by HRD and shall be in accordance with the following :.

Criteria % Weight 1. Suitability of Education & Training 30% 2. Personal presentation, alertness and accuracy of answers, potential, skills acquired 30% 3. Relevance of Experience 25% 4. Pre-qualifying exam score 15% Total 100%.

5. Placement 5.1 Upon his appointment, the hired employee shall submit the following pre-employment requirements: Medical clearance Police or NBI clearance Birth Certificate Marriage contract (for Married individual) SSS No./TIN/ATM Account No. Certificate/Clearance from previous employer.

5.2 HRD, in coordination with the Team Manager concerned shall conduct an Orientation Program for the new employee to cover the following among others: Company history Organizational set up Company rules and regulations/Code of Conduct Company programs Terms and conditions of employment Responsibility Areas 5.3 HRD shall prepare a Probationary Employment Agreement for the new employee detailing among others the benefits due him/her, employment conditions , tasks and responsibility areas..

6. Non-discrimination The company shall not discriminate applicants based on physical appearance height, color, race, age, civil status, gender, religion, pregnancy and past medical records. 6.1 Pregnancy Anti-Discrimination Policy PERT, INC. and its Subsidiaries (PertServ Inc., The PertMachinery Company Inc. and Pert Foundry) ensures equal treatment to all employees to promote full employment to a healthy and productive working environment. PERT, INC. and its Subsidiaries (PertServ Inc., The PertMachinery Company Inc. and Pert Foundry) provide the same benefits to all employees, whether or not they are pregnant. Similarly, if a woman is temporarily unable to perform her job duties due to medical condition related to pregnancy or childbirth, PERT, INC. and its Subsidiaries (PertServ Inc., The PertMachinery Company Inc. and Pert Foundry) treat the same way as other temporarily disabled employees..

The following guidelines will demonstrate how the management considers the pregnant employees: PERT, INC. and its Subsidiaries (PertServ Inc., The PertMachinery Company Inc. and Pert Foundry) will not require pregnancy test during recruitment or hiring as part of the requirement. PERT, INC. and its Subsidiaries (PertServ Inc., The PertMachinery Company Inc. and Pert Foundry) will not terminate a pregnant employee because of her pregnancy, because of a pregnancy-related condition PERT, INC. and its Subsidiaries (PertServ Inc., The PertMachinery Company Inc. and Pert Foundry) will not ask illegal interview questions of pregnant applicants related to her pregnancy condition. PERT, INC. and its Subsidiaries (PertServ Inc., The PertMachinery Company Inc. and Pert Foundry) will not discriminate against employees who may get pregnant..

PERT, INC. and its Subsidiaries (PertServ Inc., The PertMachinery Company Inc. and Pert Foundry) will not forbid a pregnant employee from continuing to work if she wants to and is physically capable of doing all tasks associated with the work. PERT, INC. and its Subsidiaries (PertServ Inc., The PertMachinery Company Inc. and Pert Foundry) will not discriminate against employees who have had an abortion, or are considering having an abortion. PERT, INC. and its Subsidiaries (PertServ Inc., The PertMachinery Company Inc. and Pert Foundry) will provide the same pregnancy-related benefits to single employees as they do for married employees..

6.2 Medical Anti-Discrimination The Management prohibits discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment. PERT, INC. and its Subsidiaries (PertServ Inc., The PertMachinery Company Inc. and Pert Foundry) will not discriminate applicant or employee who has a disability, had a disability in the past, or is believed to have a physical or mental impairment (lasting or expected to last six months or less)..

7. Performance Appraisal of Probationary Employees 7.1 A Performance Appraisal (PA) Report shall be used for the evaluation of probationary employees. There shall be three evaluation periods: on the last week of the 2nd, 4th and 5th month within the 6-month probationary period. 7.2 HRD shall give out a PA Form to the Team Manager of the probationary employee. The immediate superior Performance Appraisal should be signed by the probationary employee and his/her superiors noted by MANCOM representative. Both shall submit their individual PA to HRD within two days upon receipt of said forms..

7.3 In case a Supervisor/Unit Manager is asked to evaluate an employee, the PA must be duly noted by the Team Manager and HR Manager. 7.4 Team Manager/HR Manager shall conduct a one-on-one session with the probationary employee concerned so both can agree on a common PA report. This shall be duly signed by both parties before an evaluation month shall have ended. 7.5 If the employee’s performance is found to be satisfactory after the first 5 months of his probationary employment, the Team Manager/ HR Manager shall recommend the Regularization of said employee within the first two weeks of the sixth month of the probationary period..

7.6 The salary and benefits adjustment of the newly regularized employee shall be approved by the HR MANAGER/AVP Finance with concurrence of the MANCOM. 7.7 HRD shall prepare: a Regular Employment Agreement An Appointment Memo, duly noted by the HR MANAGER, announcing the regularization of the employee. 7.8 HRD shall conduct a re-orientation session to detail the employee’s new employment conditions, tasks and responsibility areas and the specific benefits and privileges now accorded to him..

7.9 If the employee’s performance is found to be unsatisfactory and failed to meet the standards of employment, the Team Manager concerned with the concurrence of the HR Manager and MANCOM, shall give the employee concerned a written notice Termination Notice within the most reasonable time. The employee’s probationary employment may be terminated on or before the 5 th month but not later than on the 6 th month of his probationary employment . 7.10 The probationary employee shall : be subjected to an exit interview by HRD surrender his company ID to the HRD be dropped out of the payroll.

A. Promotion to a higher job classification shall be based on the staff's qualifications and performance. Permanent designation to a specific position title shall be on the basis of tested capability to handle the responsibilities of the position. B. When a higher position is vacant and needs to be filled up permanently, promotion from inside should be considered first. C. A candidate for promotion shall hold the new position in an acting capacity for not more than 6 months. D. Team Manager concerned or the direct superior shall endorse to HR Senior Manager a candidate for promotion in an acting capacity. E. HRD shall announce to all concerned the formal appointment after concurrence with the MANCOM. F. Team Manager/direct superior shall orient the new appointee of his/her new duties and responsibilities..

G. Team Manager/direct superior shall conduct a performance evaluation of the new appointee following Performance Appraisal policies established in this manual. H. If work performance of the employee is found satisfactory within the 6-months acting capacity period, Team Manager/direct superior shall endorse him to HR MANAGER for final promotion. I. With the concurrence of MANCOM, HR MANAGER shall prepare a formal appointment paper for the promoted employee. J. If Team Manager/direct superior disapproves a promotion due to poor performance or some other reasons, the employee concerned shall be reverted back to his old position or shall be assigned to any other position where he is most fitted. K. The selection criteria for promotion shall be consolidated and summarized by HRD and shall be in accordance with the following:.

Criteria % Weight (For managerial positions) (For non-managerial positions) 1. Performance Rating 25% 35% 2. Relevance of Experience 20% 35% 3. Education & Training 20% 20% 4. Leadership Qualities 30% 5. Tenure in the company 5% 10% Totals 100% 100%.

The Company shall compensate equitably its employees with due consideration of the job responsibilities and personal qualifications. Wage rates shall be competitive with industry and community rates. The company shall always comply with the mandated minimum wage orders issued by the Department of Labor and Employment (DOLE). Overtime work or work performed in excess of eight hours, work performed during rest days, holidays and graveyard shifts shall be compensated based on the computation provided in the Labor Code and clarified by DOLE in the Handbook of Worker’s Statutory Monetary Benefits. System of communication of wages, benefits to workers Prior to employment contract signing, the HR Manager will discuss the compensation package and benefits of the worker. HR will ensure that the worker fully understands. In case of pay raise, the worker will be informed thru memorandum..

All regular employees shall be provided with reasonable benefits based on their needs and the capabilities of the company. Maternity Leave a. A pregnant employee shall fill-in an SSS Maternity Notification Form prior to the expected delivery date. b. On the date of delivery, an Application for Maternity Leave (covering the period as provided for by Labor standards) shall have been filed with the HRD for approval and processing of maternity advances c. After delivery, the employee shall submit a Certificate of Live Birth or Doctor’s Certificate (for miscarriages) as a requirement for the processing of her SSS Maternity Benefit and Reimbursement Application. d. Employee shall be paid maternity claims after complying all requirements. Eligibility, requirements and Computation shall be based on R.A. No. 11210 also known as the 105-Day Expanded Maternity Leave Law..

Paternity Leave a. A male married employee is entitled to a seven (7) days Paternity Leave equivalent to his daily rate up to his 4 th child. b. Prior to the baby’s delivery, a father-to-be employee shall file with the HRD a Paternity Leave (covering the period as provided for by Labor standards) duly approved by his Team Manager and the HR Manager before any processing of paternity benefits can be made. c. Unused paternity leave is not convertible to cash. Service Incentive Leave Contractual employees who have worked for at least one year is entitled to a yearly Service Incentive Leave equivalent to five (5) days based on his present daily rate..

Parental Leave for Solo Parents a. Parental leave for solo parents is granted to any solo parent or individual who is left alone with the responsibility of parenthood due to: Giving birth as a result of rape or, as used by the law, other crime against chastity; Death of spouse; Spouse is detained or is serving sentence for a criminal conviction for at least one (1) year; Physical and/or mental incapacity of spouse as certified by a public medical practitioner; Legal separation or de facto separation from spouse for at least one (1) year: Provided that he/she is entrusted with the custody of the children; Declaration of nullity or annulment of marriage as decreed by a court or by a church: Provided, that he/she is entrusted with the custody of the children;.

Abandonment of spouse for at least one (1) year; Unmarried father/mother who has preferred to keep and rear his/her child/children, instead of having others care for them or give them up to a welfare institution; Any other person who solely provides parental care and support to a child or children: Provided, that he/she is duly licensed as a foster parent by the Department of Social Welfare and Development (DSWD) or duly appointed legal guardian by the court; and Any family member who assumes the responsibility of head of family as a result of the death, abandonment, disappearance, or prolonged absence of the parents or solo parent: Provided, that such abandonment, disappearance, or prolonged absence lasts for at least one (1) year..