EMPLOYEES HANDBOOK

[Audio] 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. HR POLICIES AND PROCEDURES Article III – HIRING SYSTEM.