Please read and comment and suggest changes... RRURAC with other sbus and at 3f.
This is contained in the community blog as a post and part of the handbook....
cc : Mam Madel,
Mr. Don Aboga
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Amended and Updated Personnel Policies
Introduction:
This handbook is designed to provide you with a clear understanding of the Company's rules and regulations, policies and procedures, employee benefits and code of conduct and discipline in order to promote understanding and harmony within the organization. The manual aims to introduce you to Holy Gardens Group (park, crematorium, chapel serviies, memorial plans) and its financial services.
It also explains employment conditions and management's expectations from you and conversely, what you can expect from the Company. We believe that by knowing all these, you will be able to perform your job effectively in accordance with the guidelines and standards set.
PART I Personnel Policies
I. STATUS OF EMPLOYMENT
An employment contract is for:
1. Regular or Permanent Employment. This is given to an employee who has satisfactorily passed the probationary period after 6 months. Managers, by virtue of the positions they occupy, may be hired as regular or permanent employees. Those hired as regular employees are entitled to performance appraisal only after one (1) year of service or even prior thereto, at the sole discretion of Management for meritorious reasons or when the interest of the Company so requires.
2. Probationary Employment. This is given to a newly hired employee. The standard probationary period is six (6) months. The employee's performance during this probationary period will be reviewed before the end of 6 months. A probationary employee may be terminated anytime for valid reasons as stipulated in the Code of Conduct and in accordance with the Labor Code.
3. Temporary or Contractual Employment. This is given to those who are hired for occasional or seasonal work covering a limited period of time, or those employed as a temporary replacement for a regular employee on leave, or for specific projects with a definite term through designated employment agencies. If a contractual's status of employment is converted from temporary to probationary, he must undergo a probationary employment of 6 months.
Employment of Relatives. It is the policy of Holy Gardens to hire the "best qualified" candidate for each job opening. It is Holy Gardens goal to place individuals into jobs/departments in which they can make the most effective contribution to the success of Holy Gardens Relatives of active Holy Gardens employees will not be given special consideration.
Outside Employment. The Company does not allow its officers and employees to engage in outside employment particularly those that directly conflict with the Company's interest and/or those that conflict with its official working hours while in the employ of Holy Gardens
II. PERSONNEL MOVEMENT
1. Promotion. This is the movement of an employee to a higher position or level. Promotion shall be based on efficiency, education, experience and seniority.
2. Lateral Transfer. This is the movement of an employee from one job to another within or outside of a department without change in level and salary. Transfers may be initiated by either Management or the employee.
3. Suspension. "Suspension" is a temporary cessation of employment of an employee as a result of a disciplinary action for an offense committed, in accordance with the provisions of the Holy Gardens Code of Conduct and Discipline.
4. Separation from Employment. Separation from employment is the permanent cessation of the employer-employee relations which may be initiated by the employee, by management or by reasons or causes not directly attributed to either of the two, within the limits of the Labor Code.
Situations under which separation from employment occurs may be due to but not limited to the following: -
Voluntary Resignation
Permanent and total disability -
Unsatisfactory performance during probation -
Retirement - Death -
Termination for cause
5. Resignation. Holy Gardens requires prior notice of thirty (30) days from employees who intend to resign to give ample time for hiring of replacement and turn over...
III EMPLOYMENT CONDITIONS
A. REGULAR WORK DAYS AND HOURS
1. Office Mondays through Saturdays from 8:00am to 5:00pm
2. Lunch break from 12:00nn to 1:00pm or as scheduled by the Department Heads (related to customer service transactions)
3.Snack break for 15 minutes each in the morning & in the afternoon to be scheduled as follows:
3.1 Morning break - 10:00-10:15; 10:15-10:30
3.2 Afternoon break - 3:00-3:15; 3:15-3:30
TARDINESS / UNDERTIME
A 10-minute grace period in the morning shall be allowed, i.e., 8:15am and shall be considered excused but is still late without penalty
An employee if he/she arrives after 8:15am of a regular working day and the resulting undertime, counted from 8:00am, shall be deducted in his/her salary. When an employee comes after 8:30, he she is considered absent and sent home
The following schedule of penalties shall apply for tardiness exceeding 5 times or an accumulation of 120 minutes whichever comes first in a month for a period of one year :
1st Offense Oral Reprimand
2nd Offense Written Reprimand
3rd Offense One (1) Day Suspension
4th Offense Two (2) Day Suspension
5th Offense Four (4) Day Suspension
6th Offense Eight (8) Day Suspension
7th Offense Fifteen (15) Day Suspension
8th Offense Termination
Incentives for Punctuality
An Incentive of P500.00 cash shall be granted to employees: whether trainee, probationary or
or regular if they regularly report at 7:30 and are not absent.
ABSENCES
1. Absence from work because of emergency may be excused in the following cases:
a) when the employee is sick
b) when an immediate relative is sick and the employee's presence is needed
c) when an employee has to attend to some personal matter requiring his/her immediate attention
With any of the above reasons, an employee must inform early during the day, thru telephone calls, e-mail, SMS, or any other similar means to immediate supervisor or HRD
2. If an employee has been sick for 4 days or more, he/she must present a medical certificate to HRD and must fill up the Request for Leave of Absence Form Vacation leaves (with or without pay), must be approved by department heads at least 3 working days prior to the first intended vacation date
a) Absences not covered by the above requirements shall be considered as unexcused and therefore, subject to appropriate disciplinary action and/or salary deductions as may be required b) A Request for Leave of Absence must be accomplished duly approved by the employee's department head
For Absence Without Official Leave (AWOL), the following schedule of penalties shall apply:
1 st Offense Written Reprimand
2 nd Offense Two (2) Day Suspension
3 rd Offense Four (4) Day Suspension
4 th Offense or if employee continues to be absent for 5 days without notice Termination
Absence (even a lone absence) is a prequalifier for certain incentive program,will disqualify a staff from receiving incentives
OVERTIME WORK
1. Any employee required to render OT shall accomplish an OT Request Form daily in duplicate, duly approved by their respective department heads at least one day before the intended date and to be submitted to HRD for approval.
For SBU in anticipation of a regular and non working holiday shall submit one week (7 calendar days prior to the scheduled holiday:
1. 1. Skeletal force request;
1. 2 Overtime authorization request duly filed in duplicate
No follow up is required for the SBU and offices to submit the above since the Holiday
is known to every one
2. The OT pay computation is as follows: (where authorized prior to the OT work done)
2.1 Regular day - work performed beyond eight (8) working hours is paid an additional compensation of his/her regular wage plus 25%
2.2 Holiday or Rest day - work performed beyond eight (8) working hours is paid an additional compensation of his/her regular wage plus 30%
2.3 Night Differential - shall be paid an additional 10% of his/her regular wage rate for each hour of work between 10pm and 6am of the following day
3. No OT pay shall be allowed to employees who:
3.1 comes in late or reports undertime
3.2 will work OT on a /or Sunday but was absent the previous Friday
3.3 will work OT on a holiday but was absent the previous working day OT pay shall be credited on the succeeding payroll date of the company. The rendering of overtime with pay only applies to Rank/File
4. Holiday Pay
4.1. For regular holiday, pay when required during regular holiday is computed at + 100% of basic
salary
Regular Holidays: 10
January 1 New Year
April 9 Bataan Day
Holy Thursday
Black Friday
May 1 Labor Day
June 12 Independence Day
August 26 National Heroes Day
Nov 30 Bonificio Day
December 25 Christmas
December 30 Rizal Day
4.2 For non working holiday, pay when required during non working holiday is computed at +
30% of his /her basic pay.
Special Non working holidays;
February 5, 2019, Tuesday - Chinese New Year
February 25, 2019, Monday - EDSA Revolution Anniversary
April 20, 2019 - Black Saturday
August 21, 2019, Wednesday - Ninoy Aquino Day
November 1, 2019, Friday - All Saints' Day
December 8, 2019, Sunday - Feast of the Immaculate Conception of Mary
December 31, 2019, Tuesday - last day of the year
Additional special non-working holidays:
November 2, 2019, Saturday
December 24, 2019, Tuesday
10. OFFICIAL BUSINESS (OB) (trainings, seminars, conventions, client calls or any other related business transactions)
1. An employee who is required by his department head or immediate supervisor to go on official business for at least one full day, must accomplish the Travel Notice formduly approved by his/her department head at least one business day before the specific date.
2. An employee who may be required to go on official business for less than a day from the office, such as bank and/or any government company related transactions, must accomplish the Daily Travel Notice form form to the guard on duty upon leaving and upon returning back to the company premise.
B. BENEFITS AND COMPENSATION
1. Salaries
Holy Gardens is offering competitive salaries to its employees, equal to or better than the wage orders
For region IV - Angono, Calamba and Morong
Apprentice - P9,500 + 500 meal allowance
With meaningful relevant experience 11,500 + P500 meal allowance
Outside Region 1V
Apprentice - 8,500 + P500. meal allowance
With meaningful releavant experience P9,500 + 500 meal allowance
2 Allowances:
2.1 Meal allowances of P500.00 and are to backed by receipts of any kind and
are granted to all staff upon employment:
1. complete submission of employment requirements
2. passing the orientation as evidenced by Certificate of Training
2.2 Grocery allowance of P1,500 granted to employees upon regularization as R2
as evidenced by an duly accomplished and completed Performance Evaluation
2.3 Electircity allowance of P500 are granted to employees who are promoted to R3
level as evidenced by duly accomplished and completed Performance Evaluation
2.4. Rice allowance is granted to all employees of 1 year or more tenure with company at
P1,000 per quarter and supported by receipt of rice purchase from NFA accredited
store.
3. LEAVES As a reward for continuous and satisfactory service, the employee is allowed privileges upon fulfillment of certain eligibility requirements
. a.) VACATION LEAVE. Each employee who has completed at least one year of continuous employment reckoned at the time of probationary employment shall be entitled to 7.5 days vacation leave. The vacation leave credits shall be granted in each calendar year (or vacation year) and is non-cumulative.(forfeited when not used) The employee and his chief/department head must submit vacation leave schedule which includes a birthday leave. VL are enjoined to be utilized at some other time of the year except during Undas and Christmas when workload is heavy
b.) SICK LEAVE. Each employee shall be entitled to 7.5 days sick leave, with pay, upon completion of one year of continuous service, computed from the time of his probationary employment.
Sick leave not used within a year's period after accumulation of 30 days total leave credits , shall be converted to cash and paid to employee the 4th week of the following year.
c.) MATERNITY LEAVE. Primarily governed by the Social Security Law by integrating maternity benefits into the Social Security System, and implementing SSS Circulars. A female member of the SSS shall be entitled to maternity benefits if:
a) she is employed at the time of delivery, miscarriage or abortion;
b) she gives birth or suffers an abortion or miscarriage;
c) she has given the required notification to the SSS through the company (at least 30 days before estimated time of deliver ; and
d) at least 3 monthly maternity contributions have been paid within the 12 month period immediately preceding the semester of contingency.
The daily maternity benefit shall be paid for a compensable period of sixty (60) days in case of normal delivery, abortion or miscarriage, or seventy-eight (78) (now 105 under a new law) days in case of Ceasarian delivery. As soon as the employee becomes pregnant, she shall immediately inform the Company of such pregnancy through a Maternity Notification Form (available from PD), duly accomplished. The maternity leave application of the employee shall be filed with the PD supported by a certificate signed by a physician or midwife showing the probable or actual date of childbirth or the actual date of abortion. The Company shall be reimbursed by SSS after it has advanced the payment of the SSS maternity benefit to the employee. The employee shall furnish the Company such information or documents as the Company may deem necessary to secure such reimbursement.
d.) PATERNITY LEAVE. For purposes of Republic Act no. 8187, Paternity Leave refers to the benefits granted to a married male employee allowing him not to report for work for seven (7) days but continuous to earn the compensation thereof, on the condition that his spouse has delivered a child or suffered a miscarriage for purposes of enabling him to effectively lend support to his wife in her period of recovery and/or in the nursing of the newly-born child.
DRAWING OF PAY Paydays are on the 10th and 20th of the month. All salaries are deposited to either the savings or current account of the employee in the designated bank or where no banks services are avaialbel in cash. Upon notice of resignation, the salary of the resigned employee shall be withheld during the pendancy of clearance whcih shall not be beyond 90 days from last day of resigning employees.
e. BEREAVEMENT LEAVE. Employees are allowed to go on leave with pay, excused, upon the death of child, spouse and parents. for 4 days... with pay...
2. COMPANY IDENTIFICATION CARD All employees are required to wear their ID cards at all times when inside the office premises. I cases of lost, employee should notify HRD immediately within two days from date of loss. ID cards remain the property of the Company and should be surrendered upon severance of employment. PD shall issue an ID within 7 working days from start of employment. Employees must surrender their id: when a renewal is needed and upon resignation.
3. OFFICE UNIFORMS All employees are required to observe the rules on proper office business attire during from on days thru Friday of every week. Saturdays are considered wash day, except wearing of maong/demins and T-shirt without collars. Non observance of such rule aside from being subject to ccd or substitute penalties may mean the employee being sent home and marked absent for the day
4. HOSPITAL, MEDICAL AND DENTAL BENEFITS
These are bieng worked on pending the delivery of financial statements that tell the financial health/profitability of the company..
5. GROUP PERSONAL ACCIDENT INSURANCE/GROUP LIFE INSURANCE Upon regular employment with Holy Gardens , employees are entitled to group personal accident and group life insurance. The amount coverage is dependent on the salary level of the employee.
6. RETIREMENT The finalization of retirement pay of at least 22.5 days for every year of employment is still pending awaiting the delivery/completion of financial statements especially the profit and loss
7. FINANCIAL ASSISTANCE Salary Loan
Each employee of at least one year in service can avail of a salary loan from Majorem Lending of up to two (2) months of his basic salary for emergency purposes. An emergency purpose is determined as an expense that cannot be forecast and which is extremely necessary, being required by the employee himself, or by members of his immediate family. Salary Loan is payable for not more than 12 months at an interest designated by management.
8. TRAINING DEVELOPMENT The following shall consist of the training and development of employees
8.1 Reflection by ppt the administrative plan (job description of the staff)
8.2 On the job training with a mentor on the things needed to be known for a particular job:
knowledge skills, process, attitude...
8.3 Daily am talk where posts in the company community web sites are discussed daily for at least
30 minutes every morning on or before time..
8.4 Book reports - 1 book report monthly to qualify for promotion under performance
evaluation
8.5 Journals - every employee is required to record and journalize one new thing learned
daily in a record book. There must be at least 60 entries in the journal to qualify for incentives
8.6 Reflections and comments on the blog post at least 60 a month
ATHLETIC AND SOCIAL ACTIVITIES These activities are held every year:
a. Weekly PE jogging, ball games.
b. Corporate Christmas Party
C. HOUSE RULES
1. VISITORS/GUEST RECEPTION All visitors or guests, without exception, including employee's relatives, suppliers and former employees of the Company, should be received only at the reception area.
2. PROPER USE OF THE TELEPHONE COMPUTER Being a service oriented company, proper use of the telephone is very important. It is our link to the world and a primary sales tool to increase revenue. (Without revenues we do not eat...)
The following guidelines must be observed:
2.1 When the telephone rings, the employee must answer it promptly (should not be allowed to ring more than twice) and politely.
2.2 . Personal Calls / transactions The Company does not prohibit the use of the telephone for personal calls, but it is expected that this will not be abused. Personal calls should be kept to a minimum. If possible, these calls should be made during "off" periods.
2.3 While social media is good for business, its use during office hours is prohibited. So with
attacks vs the company
3. BULLETIN BOARDS Bulletin boards: . real and virtuall will be utilized to inform all employees and encourage them to read items posted daily Birthdays, anniversary of employment, new hires and promotion shall be posted at the bulletin board
4. GOOD HOUSEKEEPING At the start of the day end of the day's work, it is a good habit for employees to conduct 5 of their office, which is their home for their waking hours: to sort out files and supplies, and to systematize their arrangement not to mention dusting sweeping the office premises, as well as roads anS
For the protection of the office equipment, drinking taking snacks at their tables especially where there are electronic equipment is strictly prohibited
Computers must not be left on. Eating utensils must be kept inside the pantry cabinets. All eating and cooking utensils must washed cleaned and dried after use. For their own protection, employees should not keep personal valuables inside their desks or filing cabinets.
Office should be rid of pests, vermin, dirt, trash cans emptied. Offices must smell clean... It must be cleaned and maintained like a house because this is our home away from home
5. USE OF OFFICE EQUIPMENT, SUPPLIES AND FACILITIES Employees must observe discretion in the use of equipment, supplies and facilities. They must keep in mind the Company's efforts to eliminate unnecessary consumption and wasteful practices. Recycling of used folders, envelopes and papers for internal purposes is encouraged.
6. Office Decorum
Employees must observe proper behavior and professional manners in dealing with clients and colleagues at all times, must address superior, customers Sir / Madam as the case maybe.
Use of business attire and wearing of ID is strictly enjoined
The office must be clean and presentable; free of trash and vermins.
The he following circumstances must be strictly avoided:
6.1 Use of indecent words, foul or obscene language within the company premises or even outside when attending business related functions
6.2 Boisterous laughter and loud talks that may disturb clients, colleagues, during meetings or in the performance of work
6.3 Small talks involving personal lives of clients and colleagues that may eventually escalate into gossips.
6.4 Gossip.
7. Use of company vehicles and equipment:
Trucks, tractors, and service vehicles
1. All company vehicles and equipment are subject to monthly inventory taking and reporting
2. All company vehicles are for business purposes only and should be driven by authorized
driver only
3. All vehicles are subject to memorandum receipt by the driver concerned and all trips must
be authorized under a TRT (Travel Request Ticket) that can be filed on line
4. All vehicles are required to have log book where the following are recorded:
`1. Travel log
2. Maintenance done
3. Repairs and improvement
5. All vehicles are subject to regular total preventive maintenance schedule, ie servicing
parts that are bound to fail during the life span of part. Check, Inspect Replace.
6. Vehicles require cleaning inside and out after every use, and must be kept under shade to pre-
serve shine and beauty of the vehicle...
Office and other equipment
1. Are likewise required to be included in inventory reports
2. Are to be kept clean dusted and wiped clean daily
3. No food and drinks near the office equipment
4. Must be taken care of not dropped banged or left unattended;
5. Must not be left anywhere and everywhere where it is bound to be stolen.
8. SOLICITATIONS AND DONATIONS Solicitations and donations among employees unduly burden everyone because they are difficult to refuse especially if they come from co-employees. In exceptional cases, however, such as the death of an immediate family member, an employee whose house got burned or any situation of such nature, donations/contributions may be requested but only upon the supervision of the PD
9 SAFETY AND SECURITY Safety and security are the concern of everyone. Accidents do not just happen, they are caused. Employees should strictly adhere to safety rules and are requested to report any unsafe conditions or practices within the office premises immediately to the HRD. Firearms, explosives or other weapons, which may cause undue fear and alarm in the work area, are not allowed. It is strictly prohibited for employees and/ or their visitors to be under the influence of liquor, intoxicants, or drugs while on the job, or while within the office premises.
10, NO SMOKING To provide safe and comfortable work environment for all employees, Holy Gardens has strictly prohibited employees from smoking within Holy Gardens premises and within the building. This is not merely an adminsitrative but covered by an EO from the Office of the President of the Philippines
11 CONFIDENTIALITY OF COMPANY DATA The business requires that all employees be very discreet regarding Company data including vital figures/statistics, clients' identities and their holdings/transactions with the Company, etc. It is imperative that all employees, without any exception, should strictly maintain confidentiality of Company data. It follows that confidential data should never be discussed with anybody who does not have any business knowing about the transaction. In this regard, all employees, without exception, are required to comply with the contract agreement upon employment. Employees who are found violating this policy will be subject to dismissal or even court litigation, if necessary.
Ppt coming from head office, excel files, forms are not be shared with outsiders and violation thereof is considered a Class D offence
IV. EMPLOYEE RECOGNITION PROGRAMS
1. PERFORMANCE EVALUATION SYSTEM At HOLY GARDENS performance feedback is a continuous process. Only by knowing "where you stand" with respect to job performance will one be able to improve himself/herself. Periodic performance evaluation will be undertaken to assist employees their professional development and growth in Holy Gardens It will also be used to determine merit increase objectively and equitably, and serve as basis for appropriate personnel action. The system allows the rater to discuss his evaluation ratings with the employee for coaching and counseling, making sure specific points for improvement is taken up. During this session, the rate is encouraged to talk openly ("speak up") with the rater (normally the immediate superior) in as much as the purpose of this dialogue is open communication.
2. SERVICE AWARDS These awards are given to employees who have served the Company for 5, 10, 15 and 20 years certificates, cash, and tokens (watches jewelry etc)
updated posted 3/13/2019
PAGSASANAY SA TAGUMPAY (Training for Success)
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1. One of our beliefs is learning. It pays that you learn more to do more Just to survive you have to learn how forage in a forest or raise your food, catch prey
2. In order to discharge your job well, you have to learn your admin plan the process flow and standards.
3. To keep up with changes, you have to learn and read. There is no other way
4. signify that you have read by putting your name on this comment box. Every staff must: post the name on this comment box, or like, agree/will do. Your registering on this comment box is being graded under communication. Observe RRURAC: Read, Reflect, Understand, Realize (apply to reality) Apply, and Check (if it works)
You need to make __comments a month to qualify for promotion under our CCD
Read the posts on this site every AM talk. Many problems arise simply because people do not know what to do, because they did not read this site
We are making sure that you improve yourself, engage yourself in self improvement through this site...
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