This document outlines an employee code of conduct and disciplinary policy for a company. It defines minor, serious, and less serious violations like tardiness, absences, theft, and violence. It also establishes a progressive disciplinary system starting with verbal warnings, then written warnings, suspensions, and finally dismissal for repeated or serious offenses. The goals are to maintain order, ensure fair treatment of employees, and promote productivity and teamwork.

1. --Objectives
--Types of Degrees of Offences
--Types of Penalties
-Types of Infraction

2.  It aims to preserve order and discipline
among employees
 These rules and regulations shall be imposed
in order to have better understanding about
the company policy with an ultimate
objective of a higher labor efficiency and
productivity geared towards the
improvement of social and economic
conditions of the employees, and the
company.

3.  To establish standards of conduct necessary
for attaining company's mission and visions.
 To establish guidelines and procedures for
the administration of employee discipline for
purposes of due process and fairness, thus
promoting a sense of discipline among the
employees

4.  To integrate rules concerning conduct to be
observed by all staff while under the
employment of the company. This is
intended to instill awareness of the
importance of self-discipline and
organization to ensure efficient and effective
operations.
 To ensure fair, consistent and uniform
treatment and constructive/corrective action
on any staff who has failed to abide by the
rules and regulations of the company.

5.  To ensure that proper measures are taken to
enable staff to realize and learn from their
mistakes and shortcomings.
 To promote a spirit of teamwork and
development among the staff.
 To ensure that staff perform with maximum
productivity and that they enjoy whatever
rewards, tangible or not, that they receive
for excellent performance.

6.  Category 1 – Serious Violations
 Category 2 – Less Serious Violations
 Category 3 – Minor Violations
 Category 4 – Violations Towards Attendance

7.  Giving false statements in the application
form or records on bio-data like date of
birth, civil status, educational attainment,
employment or working experiences, and
etc.
 Robbery, theft or unauthorized possession or
removal from the company any property
 Giving false testimony or introduction of
falsified evidence in any investigation of a
serious violation

8.  Unauthorized possession of picklocks, false
keys, master keys and similar devices, which
can open lockers of the employees and other
employee or worker.
 Disclosing, revealing or selling out
confidential or classified information,
articles, business or company trade secrets
to unauthorized persons, firms or outsiders

9.  Entering, assisting or allowing any outsider or
unauthorized person to enter the premises or
restricted areas, especially at night, without
permission from responsible authorities
 Fraud or willful breach by the employee of
the trust reposed in him by his employer or
duly authorized representative;

10.  Usurpation or misrepresentation of official
company function or position resulting in
prejudice to company interest.
 Having a sideline job or part-time work in an
establishment which engage in the same line
of business with the company.
 Failure to remit any/and all collections form
sales of company products and other articles
whether in cash, check credit or consignment
on the same day the collection was made or
at the end of the business day.

11.  Offering or accepting anything of value or
bribes in exchange for job, work location or
favorable condition of employment.
 Engaging in fictitious transactions, fake
invoicing, deals padding and other sales
malpractice.
 Unauthorized use of the company properties,
facilities, materials, equipment, vehicles,
etc. for private or personal use.

12.  Sabotage, espionage, mass destruction or
mass stoppage of machines and equipment
without authority from the company or
without justifiable reason
 Smoking inside the company premises.
 Shortage of property accountability; any
employee charged with property
accountabilities must keep an accurate
record of property entrusts to him. Any
unexplained shortage after an inventory of
his accountability is an offense.

13.  Injury to persons whether committed
willfully or arising negligence.
 Serious misconduct or willful disobedience by
the employee of the lawful orders of his
employer or representative in connection
with his work.
 Commission of a crime or offense by the
employee against the person of his employer
or any immediate member of his family or his
duly authorized representatives.

14.  Fighting or disorderly conduct in the
workplace.
 Use of profane insolent and abusive language
addressed to a superior, co-employee, or
guests, while on duty or inside the company
premises
 Physical assault upon one's superior or
management.

15.  Unauthorized withdrawal of one's salary,
wage or commission from the company's cash
collections.
 Punching or tampering with another
employee's timecard for monetary gain or
intention to defraud the company,
 Immorality committed by an employee
interfering with the performance of his
duties, or causing harm to the employer's
business, or having a tendency to cause such
harm is a punishable offense.

16.  Engaging in scandalous or indecent acts
within the company premises.
 Posting, writing or circulating any libelous or
subversive materials within the company
premises including its property and the
making of any libelous, derogatory or
offensive comments or remarks against any
employee of the company.

17.  Sexually harassing employee either verbally,
non-verbally or physically regardless of its
employment status and motivations or
purpose in exchange for favors and other
conditions. This includes harassment against
race, national or ethnic origin, gender,
religious beliefs, age, marital status, sexual
orientation or disability.

18.  Failure of the employee to report to the
company accredited physician or nurse when
suffering from any serious contagious disease
which could endanger co employees or guests
health or lives.
 Failure to report any contagious disease to
the Authorized Representative when ailment
is contracted after the employment
acceptance.

19.  Refusal to submit or failure to observe
security requirements of the company,
specifically routine inspection before
entering or leaving the company premises.
 Unauthorized possession or use of any
firearms, explosives, or deadly weapon
(pointed or bladed things with more than 3
inches long except for tools to be used for
work) inside the company premises or
outside thereof while on performance of
duty.

20.  Drinking intoxicating beverages or liquor
while on the company premises or outside
the premises but on working time or entering
the company premises or report for working
under the influence of liquor or narcotics
substances.
 Inducing or encouraging other employee to
deliberately restrict from observing
operating instructions.

21.  Holding meeting or caucuses during on or off
duty in the company premises without
previous written consent or permission from
the Management or authorized official.
 Continued gross negligence, inefficiency or
incompetence by employee in the
performance if his job.

22.  Gambling, betting or taking part in any game
of chance while in the company premises or
property, gambling & betting undermines the
moral, social and economic well-being of an
individual.
 Failure to report loss or damage of company
property as soon as practicable or failure to
report any accident or injury involving
company employees or guests.

23.  Refusal to report to new work assignment.
 Abandonment of employment.
 Willful and intentional holding back, slowing
down, hindering or limiting sales output or
income.

24.  Wearing of ID/ badge of another employee
while one's ID is being worn by another
employee, worker or person, mutilating
disfiguring or unauthorized alteration or
making any marks to ID.
 Punching/filling up the time card of another
employee or worker, having one's time card
being punched or filled up by another
employee, worker or person, unauthorized
alteration of any entry therein or mutilation
or disfigurement of time card or
punching/filling the time card in and out at
the same before knock - off time.

25.  Sleeping or napping on the job.
 Opening another employee's, worker's or
person's locker without the permission of the
authorized occupant unless authorized by the
Management.
 Insubordination to any direct Superior or
company authorities.

26.  Threatening, provoking or instigating a fight
or fighting inside the company premises or
outside the premises while in the
performance of duty or for a cause
connected with official duties.
 Unauthorized vending, soliciting, lending
with interest or collection of money sale of
any articles or distribution of written printed
matters inside the company premises or
outside the company premises while in the
performance of duty.

27.  Putting up of notices, announcements,
posters, placards and/or distributing leaflets
or flyers within the company premises
without prior authority from the
management.
 Failure to follow prescribed procedures
outlined by the company in case of accidents
involving company vehicles or property.

28.  Improper uniform and wearing NO ID and shoes
inside the company premises.
 Wearing ID without the duly sealed employee's or
worker's picture or unauthorized wearing of ID
with a color different from that assigned to the
employee.
 Exhibiting obscene and/or caricatures, pictures
or possession of pornographic materials inside
the company premises, or outside the company
premises but during working time or while in the
performance of duty and it will affect the
interest of company to the particular activities.

29.  Playing, joking, running, or scuffling, or
throwing things during working time or
running in case of fire unless justified by
circumstances.
 Spitting, blowing of nose, urinating or
littering, except in designated areas or
contributing to poor sanitation or poor
housekeeping in the company premises.

30.  Wasting time, idling, wandering aimlessly,
loitering, or performing other activities other
than assigned activity during working time
without permission from the immediate
superior.
 Eating in unauthorized places within the
company premises.
 Malicious mischief or any act causing alarm,
confusion disorder.

31.  Leaving the company premises during
working time or personal cleaning up ahead
of knock-off time without written permission
from the Immediate Superior or his/her
Authorized Representative.
 Using Locker other than authorized by the
company Management.
 Failure to wear mask, gloves or other safety
devices provided by the company
Management while in the performance of
duty.

32.  Gross negligence of duty due to failure to
follow Standard operating Procedure, failure
to report to the Immediate Superior or any
violations committed by other employee.
 Using the company's property such as
Computer, printer and others for personal
use such as games, internet browsing,
writing application letter for other
companies and many others.

33.  Parking the cars, motorcycle, bicycle and
other "service vehicles" not in the designated
area.
 Use of cell phone text or calls for personal
during working hours.
 Loafing or loitering on company time and
extending the break period beyond the
allotted time; being in the authorized area
but not doing anything in the
accomplishment of his job.

34.  Receiving personal visitors 3 or more during
work period.
 Unnecessary or unauthorized reading while
on duty, except reading of work related
materials.
 Unauthorized selling or vending of any kind
of item or commodity within the company
premises.
 Holding of unauthorized meetings during
office or working hours within the company
premises.

35.  Failure of the employees to wear properly
their company prescribed uniforms and ID
during working hours.
 Deliberately disclosing information about
current or previous employees to external
parties or organization without prior written
approval from Admin/HR Department.

36.  It is the employee's responsibility to be on
the job during scheduled work hours. Below
is the tardiness
 table for the purpose of payroll computation:
 Number of Minutes Late Payroll Computation
Equivalent
 1-30 minutes -1 hour
 31-120 minutes - 1/2 day
 Beyond 120 minutes - Absent

37.  NO. VIOLATIONS TOWARDS ABSENCES OFFENSE
DISCIPLINARY ACTION
 1. Any employee who is absent for 3 consecutive
days considered absent without leave (AWOL)
 1st Dismissal
 2. Failure to report for work after expiration of
leave; or report for work after transfer of
assignment.
 1st Dismissal
 3. Unexcused absences for 2 days within a
period of one year.
 1st
 2nd
 Written Warning

38.  NO. VIOLATIONS TOWARDS ABSENCES OFFENSE
DISCIPLINARY ACTION
 4. Unexcused absences for 4 days within a period of one
year.
 Written Warning
 5. Unexcused absences for 6 days within a period of one
year.
 7 Days Suspension
 6. Unexcused absences for 8 days within a period of one
year.
 14 Days Suspension
 7. Unexcused absences for 12 days within a period of one
year.
 21 Days Suspension
 8 Unexcused absences for 14 days within a period of one
year.
 Dismissal

39.  9. Unexcused Tardiness and/or under time committed
4 times minutes or more for a period of one year.
 First Written Warning
 10. Unexcused Tardiness and/or under time
committed 8 times minutes or more for a period of
one year.
 Second Written Warning
 11. Unexcused Tardiness and/or under time
committed 12 times minutes or more for a period of
one year.
 Third 7 Days Suspension
 12. Unexcused Tardiness and/or under time
committed 16 times minutes or more for a period of
one year.
 Fourth 14 Days Suspension

40.  13. Unexcused Tardiness and/or under time
committed 20 times minutes or more for a
period of one year .
 Fifth 21 Days Suspension
 14 Unexcused Tardiness and/or under time
committed 24 times minutes or more for a
period of one year .
 Sixth Dismissal

41.  1. Verbal Warning or Counseling. The verbal
notice given to employee for a violation
committed with a reminder that a repeat of the
same offense carries a more severe penalty.
(Formal discussion by the Supervisor with the
employee concerned)
 2. Written Reprimand. This is a written
admonition to an employee who commits a
similar offense during the period of observation
after receiving a verbal warning or a more
serious violation whether he has already received
a verbal warning or not.

42.  3. Suspension. This penalty is given to
employees who are habitual offenders or if an
employee commits a serious violation.
Suspension deprives employee from receiving
their regular pay, or Compulsory temporary
absence from duty by an employee on a non-pay
status.
 4. Dismissal. Termination or separation from
service for just cause. This is given usually after
an employee commits a grave offense or
habitually commits the same offense within the
observation period as provided for in the
company's rules and regulations.

43.  Reimbursement / Replacement / Payment
through salary deduction for loss, breakage
of merchandise and loss that has been
established as due to employee's negligence
or carelessness.

44.  VW - verbal warning
 WW - written warning
 5DS - five (5) days suspension
 7DS - seven (7) days suspension
 14DS - fourteen (14) days suspension
 21DS -twenty one (21) days suspension
 DIS - dismissal