HR ORIENTATION                   

[Audio] Welcome to Fair Trade Outsourcing. Today, you will be having your HR Orientation..

[Audio] Fair Trade Outsourcing™ is a fast-growing BPO company, center in the Philippines and other parts of the globe that provides impact sourcing work for all kinds of businesses. Aside from Philippines, we have other sites from Guadalajara and Chihuahua Mexico. Accra in Ghana..

[Audio] What is Fair Trade Outsourcing? A sustainable outsourcing company with a strong focus on knowledge work and sustainability. Sustainable in the sense that the company provides long-term middle-class employment to talented Filipino workers..

[Audio] What is our Vision? We seek to reduce global poverty and economic insecurity by creating sustainable middle-class employment, eventually growing a new generation of capital owners from wage earners..

[Audio] What is our Mission? We are a Fair Trade Outsourcing Center Company that delivers superior results for clients by valuing our agents, ensuring their safety, and improving their economic welfare..

[Audio] Fair Trade Outsourcing Ph. Inc conducts the discipline management orientation to newly hired employees. Disciplinary management is about following a fair and reasonable process with an employee to deal with an issue of misconduct, to improve performance or to correct unacceptable employee behavior..

[Audio] INTERNET USAGE POLICY Use of the Internet by employees of FTO is permitted and encouraged where such use supports the goals and objectives of the business. Browsing or accessing malicious and non-work related websites for Gambling, Adult/Porn, Social Networking, Auction, Shopping, Sports, News, Gaming, Video Sharing, Proxy, Torrent/P2P, Drug related, Racism, Terrorism, etc. is not allowed at any time..

[Audio] DRESS CODE POLICY You can see in your screen the allowed and not allowed dress or attire inside the company premise. At the left side of your screen, you can see the the allowed dress or attire inside the company premise On the other hand, at the right side of your screen, are the not allowed dress or attire inside the company premise..

Employees must keep confidential informations , procedures, work process, work products, or documents which came to their knowledge in the course of working with the company, even if these are not treated as confidential by the company. This duty of confidentiality must be maintained at all times even when employees have resigned or have been dismissed from the company. Violation of this confidentiality clause shall subject the employee concerned to disciplinary action , without prejudice to the company’s right to seek damages. In case the employee is no longer connected with the company and such violation is committed, the company shall have the right to institute the necessary legal action against the employee..

POL ICY NO. 5 EQUAL OPPORTUNITY AND FAIR TREATMENT POLICY PERSONNEL.

PERSONNEL POLICY NO. 5 EQUAL OPPORTUNITY AND FAIR TREATMENT POLICY.

Written Explanation of the Employee. Notice to Explain.

GROUP 2 TARDINESS. GROUP 1 ABSENCES. GROUP 3 NEGLIGENCE.

Section 1. OFFENSES RELATED TO ATTENDANCE AND/OR WORK PERFORMANCE.

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Section 1. OFFENSES RELATED TO ATTENDANCE AND/OR WORK PERFORMANCE PROGRESSIVE ACTIONS FOR IMPROVEMENT C WR FWR S D/T (A) Leaving or abandoning of work assignment during work hours or going undertime without reasonable cause or without the permission of the immediate supervisor/manager or any of his authorized representative. 1 st 2 nd 3 rd 4 th (B) Failure to render overtime without justifiable reason after signifying willingness to perform authorized overtime work. 1 st 2 nd 3 rd 4 th (C) Failure to report to work promptly upon expiration of any applied leave without any justifiable reason. 1 st 2 nd.

Section 1. OFFENSES RELATED TO ATTENDANCE AND/OR WORK PERFORMANCE PROGRESSIVE ACTIONS FOR IMPROVEMENT C WR FWR S D/T (D) Engaging in horseplay; Exhibiting disruptive and/or noisy conduct which tends to disturb the work of other employees. 1 st 2 nd 3 rd 4 th 5 th (E) Loafing or loitering during working hours or on shift. 1 st 2 nd 3 rd 4 th 5 th (F) Frequently entertaining personal visitors during working hours. 1 st 2 nd 3 rd 4 th 5 th (G) Abuse of regular break periods 1 st 2 nd 3 rd 4 th 5 th (H) Failure to time in/out or log in or log out for the shift. 1 st 2 nd 3 rd 4 th 5 th (I) Sleeping during working hours or while on shift. 1 st 2 nd 3 rd 4 th (J) Tardiness without justifiable cause not exceeding thirty (30) minutes in a month. 1 st 2 nd 3 rd 4 th 5 th.

Section 1. OFFENSES RELATED TO ATTENDANCE AND/OR WORK PERFORMANCE PROGRESSIVE ACTIONS FOR IMPROVEMENT C WR FWR S D/T (K) Tardiness without justifiable cause exceeding thirty (30) minutes in a month. 1 st 2 nd 3 rd (L) Habitual tardiness without justifiable cause (i.e., more than three (3) consecutive days of tardiness). 1 st 2 nd (M) Absence without permission or reasonable cause (i.e., No Call, No Show [NCNS]). 1 st 2 nd 3 rd (N) Three (3) and below inexcusable or unauthorized absences in a month. 1 st 2 nd (O) More than (3) inexcusable or unauthorized absences in a month. 1 st.

Section 1. OFFENSES RELATED TO ATTENDANCE AND/OR WORK PERFORMANCE PROGRESSIVE ACTIONS FOR IMPROVEMENT C WR FWR S D/T (P) Habitual absences without notice to the immediate supervisor or any of his authorized representative and justifiable cause (i.e., absent for three (3) consecutive days). 1 st (Q) Failure to observe the prescribed dress code without justifiable cause. 1 st 2 nd 3 rd 4 th 5 th (R) Simple negligence or failure to follow standard operating procedures or processes of the account/department or unit to which he or she is assigned or delegated. 1 st 2 nd 3 rd 4 th (S) Willful negligence or unjustifiable disregard for standard operating procedures or processes of the account/department or unit to which he or she is assigned or delegated. 1 st 2 nd.

Section 1. OFFENSES RELATED TO ATTENDANCE AND/OR WORK PERFORMANCE PROGRESSIVE ACTIONS FOR IMPROVEMENT C WR FWR S D/T (T) Unsatisfactory rating, poor work performance (when quantifiable) or failure to meet quotas, when applicable (i.e., SAT Score). 1 st 2 nd 3 rd 4 th (U) Complete disregard to render customer service resulting to a client escalation, when applicable. 1 st 2 nd (V) Other circumstances similar to or analogous to the foregoing..

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GROUP 1 - ABSENCES. Violation Definition Progressive Actions for Improvement 1st Instance 2nd Instance 3rd Instance UNEXCUSED/ABSENCE WITHOUT PERMISSION Reliability classified as unpermitted absence whether the employee called-in(followed the call-in process) due to non-medical/sickness reasons. Any absence that does not support valid cases that may include but not limited to medical sickness, documented medical reasons, bereavement, emergencies, and any case with the same nature. * Presentation of medical certificates/documents for valid absence/s is valid for only 24 hours. Failure to present needed documents within timeframe will be considered as unexcused absence Immediate Coaching Final Warning Termination UNEXCUSED/ABSENCE WITHOUT PERMISSION *CRITICAL WORKDAY* * Reliability classified as unpermitted absence whether the employee called-in(followed the call-in process) due to non-medical/sickness reasons ON A CRITICAL WORKDAY. Any absence that does not support valid cases that may include but not limited to medical sickness, documented medical reasons, bereavement, emergencies, and any case with the same nature. * Presentation of medical certificates/documents for valid absence/s is valid for only 24 hours. Failure to present needed documents within timeframe will be considered as unexcused absence Final Warning Termination.

GROUP 1 - ABSENCES. Violation Definition Progressive Actions for Improvement 1st Instance 2nd Instance 3rd Instance NO CALL, NO SHOW/ABSENCE WITHOUT OFFICIAL LEAVE Reliability classified as absence without notifying any direct supervisor/manager. Did not follow the call-in process. Final Warning Termination NO CALL, NO SHOW/ABSENCE WITHOUT OFFICIAL LEAVE ***CRITICAL WORKDAY*** Reliability classified as absence without notifying any direct supervisor/manager. Did not follow the call-in process. Termination EXCESSIVE ABSENCE Excessive absence with a maximum of: - 3 unexcused within the calendar year - 3 NCNS within the calendar year Termination.

Violation Definition Progressive Actions for Improvement 1st Instance 2nd Instance 3rd Instance 4th Instance 5th Instance TARDINESS * Any instance of attendance/presence that has reached a minute to less than an hour after the scheduled shift time. * Employees are only given up to 15 minutes tardiness/late instances within one calendar month Immediate Coaching (provided that lates did not reach 15 minutes overall) 1st Written Warning 2nd Written Warning Final Warning Termination TARDINESS ***CRITICAL WORKDAY*** * Any instance of attendance/presence that has reached a minute to less than an hour after the scheduled shift time. ON A CRITICAL WORKDAY * Employees are only given up to 15 minutes tardiness/late instances within one calendar month Immediate Coaching (provided that lates did not reach 15 minutes overall) Final Warning Termination.

Violation Definition Progressive Actions for Improvement 1st Instance 2nd Instance 3rd Instance 4th Instance 5th Instance TARDINESS *** Reached 15 minutes of Tardiness*** * Any instance of attendance/presence that has reached 15 minutes of tardiness. * Employees are only given up to 15 minutes tardiness/late instances within one calendar month 1st Written Warning Final Warning Termination EXCESSIVE TARDINESS * Excessive Tardiness maximum: 3-15 minute instance within a month Final Warning Termination.

GROUP III - NEGLIGENCE. A. Failure to comply with company policies and refusal to accept assigned tasks. (Minor Offense) 1. Failure to punch time card/ log in or out for work. 1st offense Final Written Warning 2. Failure to comply with the company policies on submission of timesheets and other reports and documents. 2nd offense 1-3 Days Suspension 3. Failure to follow prescribed dress code without justifiable reason. 4. Failure to report to work promptly upon expiration of any applied leave without any valid reason. 3rd offense 5-10 Days suspension 5. Sleeping during working hours. 6. Leaving work assignments without being properly relieved 4th offense 15-30 Days Suspension 7. Quitting work without permission before official time-off. 8. Abuse of regular break periods whether taking longer time than allowable or unscheduled break time. 5th offense Termination of Employment.