2. TABLE OF CONTENTS
I. Code of Conduct…………………………………..…... 1
II. Introduction………………………………………..….… 1
III. Definition of Terms……………………………………... 2
IV. System of Sanctions………………………………....…. 3
V. Employee Conduct Standards
 Acts of Dishonesty……………………………… 5
 Unlawful Act…………………………………..... 8
 Destroying the Company’s Reputation…....……. 9
 Immorality…………………………………...….. 11
 Inefficiency, Negligence and Untidiness………… 12
 Disturbing Peace and Order…………………… 17
 Violation of Particular Company
Rules and Regulations ………………………...... 19
 Acts Against Executives and Supervisory Staffs… 20
VI. Bibliography ………………………………………….. 23
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3. CODE OF CONDUCT
Supervision
This manual is considered as Hansei Corporation’s Code of Conduct. It
will serve as a guide to all employees (e.g. staff, laborers, managers and
top management) of the organization indicating the rules and
regulations of the company. The Code of Conduct also specifies the
equivalent penalties/sanctions of the rules and regulations if violated.
Implementation and Limitation
Failure to abide by the rules and regulations indicated in Hansei’s Code
of Conduct will result to disciplinary action, suspension, fines or
termination. The decisions regarding the disciplinary actions may differ
depending on the gravity of the misbehavior and the employee’s
disciplinary record, performance, years of service, and responsibilities.
Discussion with the top management/corporate legal counsel shall be
conducted if the violation is not included in this manual. The top
management/corporate legal counsel should evaluate the situation and
propose a relevant action.
Any resolution articulated by Management concerning employees
conduct should be promulgated to all employees to create awareness and
shall be revised as part of constructing this manual.
II. INTRODUCTION
This Code of Conduct establishes a set of standard expectations for
employee conduct. Employees must not engage in any misbehavior that
could impair their job performance, as it may result a negative effect on
HANSEI’s reputation and image, public property, jeopardize employee
safety or safety of others.
An off-duty employee, who wears clothes with a company logo or
driving a vehicle with the company logo, must be mindful that the public
sees him as someone who represents Hansei and his behavior affects the
company’s reputation and image.
If a worker/staff/executive is on supervisory or lead duties, an
additional responsibility is needed to take these actions:
 Educate employee on this Code of Conduct and the
requirements applicable to employees work activities.
 Promote compliance with this Code of Conduct and other
relevant policies, standards, and procedures.
 Report suspicions or allegations of employee misconduct in
accordance with company procedures.
This Code of Conduct is not intended to supersede any other
applicable legal or regulatory requirements from any government
entity and procedures, such as the Labor Code of the Philippines.
III. DEFINITION OF TERMS
Customer/Client a receiveror userof Hansei’sproducts and
services.
Discipline is the legitimate respect, obedience and
recognitionof the established command in line
withHansei’s rules and regulations.
DisciplinaryAction is a correctiveprocedure intended to stop further
misbehavior and poorperformancedue to
infractions committed by an employee against the
company’s rules and regulations. In no more than
fivedays upon recognitionof the violation
engaged in, thedisciplinary actionprocess must
begin.
Verbal Warning is anoral caution conveyed to a
staff/worker/executiveforminimal violationsof
the rules and regulations. If there is a recurrenceof
theoffense, the individual should be notified that
themanagement will handle thematter more
seriously.
1
2

4. Written Notice is a written reprimand delivered because of the
staff/worker/executive’s recurrenceof anoffense
(verbal warning was doneprior to this)ordue to
an engagement in a more severeoffense that
needs afirmerdisciplinary measure. If the same
offense is perpetrated once more, a suspension
shall be carried out.
Suspension is adismissal for a period of time. It depends on
the severityof theoffense/infraction committed
withoutpayby an employee. The warningof
suspension is recorded and delivered to the guilty
staff/worker/executive as a censure to repetitionof
the sameoffense (subject to a gravepenalty)
Termination is an endingof the staff/worker/executive’s
employment in the company for a cause.
IV. SYSTEM OF SANCTIONS
The degrees of sanctions and offenses stated below were
constructed to fairly categorize the violations. This should be a
guide to help the management come up with a more flexible
standard of conduct that is relevant to all employees. The
individuals should be aware of the consequences of their actions
(considering its nature and gravity).
The determination of penalties shall be based on the following
classifications of offenses:
Offenses
A1 Written Reprimand
A2, B1 3 Working Days Suspension
A3, B2, C1 7 Working Days Suspension
A4, B3, C2, D1 15 Working Days Suspension
A5, B4, C3, D2,E1 30 Working Days Suspension
T Termination
Gathered Violations
Only violations carried out within a twelve (12) month period
(calendar days) shall be considered in the implementation of
appropriate sanctions.
But,
A. For difficult violations including several counts,
accumulation of penalties shall be implemented.
B. Infractions ranging from the first to third degrees that would
qualify for minimal penalties, an authorization of six (6)
months up to one (1) year shall be implemented.
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Frequency/
Degree
First
Offense
Second
Offense
Third
Offense
Fourth
Offense
Fifth
Offense
Sixth
Offense
A A1 A2 A3 A4 A5 T
B B1 B2 B3 B4 T
C C1 C2 C3 T
D D1 D2 T
E E1 T
F T

5.  Three (3) written notices obtained by an individual
corresponds to seven (7) working days of
suspension.
 Termination shall be implemented if the individual
obtained four (4) suspension for different offenses
committed within one (1) year.