Memorandum:
To All
Subject: Amendment of our Code of Conduct and Discipline
Date: March 13, 2019.
Amendment,upgrading of our Code of Conduct and Discipline V.3
Our Code of Conduct and Discipline is hereby upgraded to include offenses which are blatantly being disregarded by many of our staff, they being not there. We intend to make our CCD more inclusive and exhausttive and intend to pursue this strictly. As of now, these have been disregarded and not implemented well, hence the low state of morale and performance
Amended Code of Conduct and Discipline
CODE OF ETHICS AND BUSINESS CONDUCT
for Holy Gardens Group
Background: and explanatory note
A corporation is a fiction and a creation of law. Corporations have been most successful in the history of men in creating new products and wealth; governments which tend to be compromising and are engaged in politics hamper the governments achievement of goals
Men run it as an organization and it can only be good and bad as the men who are in it: those who are leading and managing this and the people who follow the leaders and managers. It is a simple proposition if the men who are in it:
1. Are passionate
2. Have integrity and are honest;
3. Have good manners and right conduct and good values... (can be learned in kindergarten)
This rests on foundation of good moral values, fear of God and his commandments, a strong sense of being a good citizen ie love of country and fellow men
We are Gods stewards of his creation and we are held responsible to use our gifts to multiply these resources for the good of all and not for us alone. We are held accountable for our actions. With our talent and leadership, we can make this world a better place here and now: lessen pain, suffering, and poverty. We can leave our legacy as good men here an now and not when are dead. When we are dead, we are dead.
The purpose of this code is to enable the organization the corporation follow a codified collection of behavior processes and policies to achieve a common goal - a team to win and beat competition. But people who are in it come with various backgrounds: internal : heredity, level of motivation, tendencies, and external: environment, family education, work experience. Thus they come in with their own set of value and principles and highly visible when they start talking about past jobs while under the employ of the present organization
Even highly educated people lack integrity even from Ivy schools; many companies complain of MBA graduates who are not only incompetent but are crooks. Blame this on the original sin. Blame this on selfishness and indolence (laziness) which many claim are the root of evil... In the organization if the bad practices persist or the incumbent bring in practices from other organization, and other value system, chaos and disorder ensues. Bad values of people can destroy corporate values (wealth creation process)
In an existing organization departments and functions become too enamored with their daily tasks and their function to the detriment of the corporate goals, become misaligned, and disagreements and quarrel come as result. The purpose of this code is to come together, to work together and that means success.
We can not let the sense of good and bad in organization be left to chance. That is why we have the People Department we have training and endless stream of communication from memos, websites and am talk to remind people of our code, system and values. We have this manual, the CCD, MC Chart of Accounts with the corresponding accounting system for people to subscribe to..
That would be easier if there is a uniform level of hearing, understanding, acceptance from all people. It is a lot easier if people empty their cups (sunnao) and practice the
3 fold duty of an employee: obedience, loyalty and diligence
ABCD doctrine - ACCEPT BELIEVE COOPERATE AND DANCE WITH THE MUSIC
I. Objective
We have this code:
1. To be aligned with our vision and still maintain to be good citizens men and women
2. To ensure our success as corporate organism;
3. To continue to be a good citizen of this country and children of God.
II. Coverage
The Code of Ethics and Business Conduct covers the HGMP Group: Memorial Park Group, (the SBUs) Crematorium Columbarium Chapel Services, and Memorial Plans
. III. Purpose
The purpose of this Code of Ethics and Business Conduct (the “Code”) is to set basic principles to guide you in your day to day activities as an employee (including those who work part time or on fixed or temporary contracts), supplier or contractor, officer or director of Holy Gardens Group and its group of companies It should be read together with other Company policies and procedures. It does not cover every legal or ethical issue that you may encounter. We can not attempt to anticipate the myriad issues that arise in a business as diverse and dynamic as that of the Company.
However, by following this Code and HGMP Group policies and procedures, by adhering to the letter and the spirit of all applicable laws and regulations, and above all, by applying sound judgment to your activities, you can demonstrate your commitment to the Holy Gardens Group of CUSTOMER SERVICE, EXCELLENCE, LEARNING, AND CHANGE It is also expected that customers, suppliers, business partners and joint venture partnerships to follow the principles of the Code and practice the highest ethical standards when dealing with the companies within the HGMP Group.
The important operational words for us to abide with this Code are:
1. FOCUS
2. ATTENTION
3. REVERENCE
4. UNDERSTANDING
5. COMPLIANCE
IV. Core Values of Holy Gardens Group
Our Core Values identify us and reflect how we behave as corporate citizens. giving capable and intelligent direction in the management of the business We keep our word. We believe that customers are key and paramount to business success,they pay our wages. . We are process oriented. We work hard as professional, We are accountable for our actions and their consequences. We believe in excellence and we a multi-disciplinary approach to achieve our business goals. We work interdependently while promoting cooperation and mutual respect.
We learn one new thing a day. We believe in shared learning. We encourage our people to learn one new thing a day by reading books, keeping journal of things learned, and reflecting daily on how he can be better than before and others,
We constantly look for better ways to provide efficient systems, quality services and products because we believe in change for the better and excellence
Responsibility: We adhere to good corporate governance (this is dictated by Security and Exchange
Commission, the creator of corporations
1. We provide intelligent and capable direction in the governance of this business
2. We want to be efficient and effective in the management of our resources: money, manpower, methods and materials and equipment
3. "We recognize the impact of corporate activities in the community where we operate. We advocate sustainability and caring for our environment. We attempt under various advocacies to return the blessings we have received from society and environment
4. We create more wealth to create more jobs and employment
This is an important task because alms giving only give a meal to a person, but giving jobs and giving employment create hope and lessens poverty. As we recruit agents so that they will earn money, as we create more products and services and more companies to continue providing employment to many.
It is not about making more money; it is about helping others who are impoverished or those who have problems.
5. We create wealth for for all our stakeholders, ensuring they have a fair share of the value creation we are involved in. We engage in wealth creation activities that are legal, fair and within bounds of ethical business practices.
V. The Guiding Principles of the Code
1. Honesty and integrity
2. Hard work
3. Keeping our word
4. Caring for each other and malasakit for the company
5. Treating each other with respect and being true to oneself
6. Obedience, discipline, and determination
VI. Commitment to Compliance:
Follow both the Letter and the Spirit of the Law and the Company Policies
As a company involved in real estate development and regulated by various government agencies, and with Lending Investor and Memorial Plan companies. all companies under the Holy Gardens Group are subject to numerous laws and regulations. It is your responsibility as director, officer or employee to know and understand the laws applicable to your job responsibilities and to comply with both the letter and the spirit of these laws. This requires that you avoid not only actual misconduct but also even the appearance of impropriety. Assume that any action you take ultimately could be publicized, and consider how you and the Company would be perceived. When in doubt, stop and reflect. Ask questions; speak up. You are strongly encouraged to discuss freely any concerns. In particular, if you are unclear about the applicability of the law to your job responsibilities, or if you are unsure about the legality or integrity of a particular course of action, you should seek the advice of your (a) supervisor; (b) the Legal and Compliance Services Team; (c) the People Office or (d) the Chief Compliance Officer. You should never assume that an activity is acceptable merely because others in the industry engage in it. Trust your instincts—if something does not appear to be lawful or ethical, it may not be.
You are duty bound also to comply with existing laws and policies, practices and processes of the company and likewise ask the same from other co workers
Read, understand, and obey... COMPLY
VII. Commitment to Each Other: Dealing with Team Members
A. Treat Team Members with Respect and Dignity Consistent with our core values, and in respect of individuals and diverse cultures, the Holy Gardens Group is committed to a workplace in which all individuals are treated with dignity and respect. Each individual should have the ability to work in an environment that promotes equal employment opportunities and prohibits discriminatory practices and activities, including harassment. Therefore, it is expected of all directors, officers and employees to ensure that all inter-relationships among persons in the workplace will be professional and free of bias, harassment bullying or violence. Every one should think unselfishly to make others successful. No one should through his maneuvering or laziness or incompetence make the job of others hard... Any misconduct, including discrimination, gossips,, intrigues, false fake news about co workers, dishonesty, plagiarism, quarrelling, power play, turf battle, politics, negligence in the job, not putting in enough work in the day, harassment, retaliation or other forms of unprofessional behavior, even if not unlawful, may subject you to disciplinary action, up to and including termination. In addition, conduct that is unlawful may subject you to civil, and in some cases, criminal liability.
ACT PROFESSIONALLY. BE CIVIL
B. Promote a Clean, Orderly, Safe and Healthy Working Environment
The Holy Gardens Group is committed to conducting its businesses in compliance with all applicable environmental and workplace health and safety laws and regulations. Employees: officers and staff are enjoined to take responsibility for the workplace cleanliness and to CLEAN AS YOU GO IN, PRACTICE 5S AND TPM IN THE THE ABSENCE OF JANITORIAL OR MAINTENANCE STAFF (cleaning and maintaining their own equipment and tools) It strives to provide a safe and healthy work environment for employees and to avoid adverse impact on and injury to the environment and communities in which it conducts its business. Achieving this goal is the responsibility of all directors, officers and employees.
REMEMBER 5S
VIII. Commitment to our Stakeholders: Dealing with Customers, Suppliers, Business Partners and the Public
A. Fair Dealing The Company values the contribution of its clients, business partners, suppliers and other stakeholders as it strives to achieve its corporate mission and vision. In recognition of the contributions of its valued shareholders, the Company is committed to engage in fair practices when dealing with them. Suppliers should be paid promptly and fairly We can not quarrel with customers JV partners (unless they are) They are stakeholders of the company and our success depend on their continued support
The Holy Gardens Group seeks to outperform its competition fairly and honestly through superior performance. Every director, officer and employee must therefore always keep the best interests of the Company’s customers paramount and endeavor to deal fairly with suppliers, competitors, the public and one another. No one should take unfair advantage of anyone through manipulation, abuse of privileged information, misrepresentation of facts or any other unfair dealing practices, and or greasing favors with any one in power
BEING PART OF A COMMUNITY
B. Gifts and Entertainment
Gifts and entertainment may create an inappropriate expectation or feeling of obligation. You and members of your family are discouraged from accepting gifts or special favors (other than an occasional non-cash gift of nominal value) from any person or organization with which the Company has a current or potential business relationship. Furthermore, business gifts to, and entertainment of, customers, suppliers and business partners in connection with business discussions or the development of business relationships are only appropriate if they are in the ordinary course of business and their value is modest. Care must be exercised when giving gifts or extending hospitality to avoid being perceived as trying to influence a decision or outcome.
C. Bribery and Corruption
The Group conducts its business in an ethical manner at all times and in compliance with applicable laws and regulations, including laws on bribery and corruption of jurisdictions where it conducts its businesses. As an officer, employee or agent acting on behalf of the Company or any of its group companies, you are expected to act professionally, fairly and with integrity in all of your business dealings and shall endeavor to ensure compliance with this Code in order to counter bribery and corruption. Tong pats being practiced by Accounting GT or engaging in maintenance of plots as sideline is prohibited.
D. Provide Fair and Truthful Disclosures to the Public
The Company has a responsibility under existing laws and governance to communicate effectively so that its stakeholders and the public are provided with full and accurate information in all material respects. To the extent that you are involved in the preparation of materials for dissemination to the public, you should be careful to ensure that the information in these materials are truthful, accurate and complete. In particular, the Company’s senior financial officers, executive officers and directors shall endeavou to promote full, fair, accurate, timely and understandable disclosures in the Holy Gardens Group of companies’ public communications, including documents that the Company files with or submits to the Securities and Exchange Commission and other regulators. If you become aware of a materially inaccurate or misleading statement in a public communication, you must report it immediately to the Office of the Corporate Secretary, Corporate Information Officer, Chief Compliance Officer or the Board Audit Committee of the Board of Directors of AEV.
IX. Commitment to the Group: Advance and Protect the Company’s Interests
A. Corporate Opportunities You owe a duty to the Company to advance its interests. No director, officer or employee may use their position or corporate property or information for personal gain; and no director, officer or employee may take for themselves company opportunities for sales or purchases of products, services or interests. Business opportunities that arise as a result of your position in the Company or through the use of corporate property or information belong to the Company.
BEING LOYAL
B. Proprietary and Confidential Information
Proprietary and confidential information generated and gathered in our business is a valuable Company asset. The protection of this information is critical to the Company’s reputation or its integrity and its relationships with its clients, and in doing so, ensures compliance with the complex regulations governing the financial services industry and other industries in which the Company has presence and business activities. Accordingly, you should maintain all proprietary and confidential information in strict confidence, except when its disclosure is authorized by the Group or required by law. For this purpose, each employee shall undertake to sign a nondisclosure agreement as part of its commitment to the Company. “Proprietary information” includes all non-public information that might be useful to competitors or the disclosure of which could result in damages to the Company, its customers or stakeholders. It includes, for example, intellectual property rights, business plans, personal employee information and unpublished financial information. You should therefore, also respect the intellectual and other property rights of other companies. “Confidential information” of the Company include those with whom the Company has a confidential obligation, information about Holy Gardens group, its subsidiaries and its clients that is generally not known to the public, or information obtained from other parties with whom the Group has a relationship with and would have an expectation of confidentiality. The unauthorized use or distribution of proprietary or confidential information violates Holy Gardens policy and could be illegal. Such use or distribution could result in negative consequences for both the Company as well as the individuals involved, and could merit potential legal and disciplinary actions. Your obligation to protect the Group’s proprietary and confidential information continues even after you leave the Group. You must return all such information in your possession upon your departure or termination of employment
"A FISH IS HOOKED FROM ITS MOUTH"
THE VIII COMMANDMENT - "Thou shall not steal"
C. Company Systems and Assets
The Company policies regulate the use of its telecommunication and mixed media communication systems, including telephones, computer networks, electronic mail and remote access capabilities. These systems and properties should generally be used only for legitimate company business and activities. Under no conditions may you use these systems to view, store, or send unlawful, offensive or other inappropriate materials. Or even alter such systems and processes without prior consultation of approval. You may obtain copies of HGMP policies from the Human Resources Department. In addition, protecting the Company’s assets against loss, theft, waste, or other misuse is the responsibility of every employee, officer and director. Any suspected misuse should be reported to your supervisor or to the Chief Human Resources Officer of HGMP
Company assets must be subject to safekeeping, security procedures, maintenance, inspection, labeling and constant inventory and regular report monitoring and/or visual inspection and subject to photos and or CCTV monitoring. . Assets that are to be used by employees and staff are subject to MR and clearance are required from resigning employees to recover assets and indebtedness; Fidelity bond and references and clearances are required from all
recruits to prevent losses of assets. New comers are not to be given fiscal responsibilities when newly hired
PARABLE OF THE TALENTS; MULTIPLYING THE GIFTS ASSETS THAT GOD HAS GIVEN YOU
D. Prevent the Misuse of Inside Information
Using inside information to trade securities, or to “tip off” a family member, friend or any other person, is illegal. All non-public information about Holy Gardens , the Group or its clients or counterparties that may have a significant impact on the price of a security or other financial instrument, or may influence a reasonable investor to likely consider important in making an investment decision, will be treated as inside information. As employee, you may never, under any circumstances, trade, encourage others to trade, or recommend the trade of securities or other financial instruments based on (and in some circumstances, while in the possession of) inside information. The misuse of inside information may result in disciplinary action by the Company, up to and including termination of your employment. Misusing inside information may also end any career in the securities industry and result in civil and criminal penalties, including imprisonment. To protect against insider trading or even the appearance of insider trading, HGMP has strict policies governing directors, officers and employees trading, which vary depending upon your position and where you work at HGMP or in the companies under the Group. You are required to familiarize yourself and comply with these policies. If you have any questions about your ability to buy or sell securities, you should contact the Legal and Compliance Services Department.
E. Conflicts of Interest
All directors, officers and employees have an obligation to act in the best interests of the Company. You should avoid any activity, interest, or association outside the Company that could impair your ability to perform your work objectively and effectively (including spending Company time or other business endeavours) or that could give the appearance of interfering with your responsibilities on behalf of the Company or its clients. It is not possible to describe every situation in which a conflict of interest may arise.
We always seek the best prices and relatives or friends recommendation or pressure should not be entertained in purchasing process.
Being a supplier of company, or working for competitor, or engaging in sidelines are conflicts of interest; passing off office sales to agents is a conflict of interest Sidelines may be engaged to that are not in conflict with the company business need prior approval.
The following, however, are examples of situations that may give rise to a conflict of interest (unless permitted by law and the Group’s policies):
• Accepting special favors as a result of your position with the Company from any person or organization with which the Company has a current or potential business relationship.
• Competing with the Company for a purchase or sale of property, services or any dealings or transactions where the Company has an interest or other interests.
• Acquiring an interest in a transaction involving the Company, its customer, or supplier (excluding routine investments in publicly traded companies).
• Receiving a personal loan or guarantee of an obligation as a result of your position with the Company (other than Company loans enjoyed as employee benefit).
• Working for a competitor while an employee of the Company.
• Directing business to a supplier owned or managed by, or which employs, a relative or friend. Employees and officers should promptly report any potential relationships, actions or transactions (including those involving family members) that reasonably could be expected to give rise to a conflict of interest to the Human Resources Department of your company.
Involvement in certain outside activities may also require the prior approval of the Company (particularly if you are a licensed person). You should consult policies applicable to your business unit or division for specific reporting and approval procedures. Directors should also disclose any actual or potential conflicts of interest to the Chairman of the Board of Directors and the Compliance Officer of your respective companies, if applicable, who shall determine the appropriate resolution. All directors must recuse themselves from any Board discussion or decision affecting their personal, business or professional transactions and interests.
Our business dealing with the government officials, instrumentals must not violate Anti Graft and Corrupt Practices act and in conformity with Code of Conduct and Ethics for Government Officials
F. Maintain Accurate Books and Records
The Company must maintain accurate and complete books and records which are critical to the Group’s decision making process and compliance with external reporting, legal requirements and existing accounting standards. Every business transaction undertaken by HGMP must be recorded correctly and in a timely manner in its corporate books and records, including gifts and hospitality extended to business partners.
Reports must be submitted on time, and are to be accurate : must have been checked by the maker and a supervisor before passing. All reports must be submitted as required. The Company therefore expects you to be prompt, candid and accurate when providing information for these documents. You are specifically prohibited from making false or misleading entries in the corporate books and records. In particular, senior financial officers must endeavor to ensure that financial information included in the corporate books and records is correct and complete in all material respects; neither must errors put the company in bad light to the public and regulators
Documents that are due to the customers are to handled accurately and promptly; not doing so is a bad business practice that drives away customers and violates certain laws and may even be prosecuted criminally.
Reporting to govt officers that need punctuality as that of SSS, Pag Ibig and BIR must be done promptly because delayed or non payment is not mere administrative over sight but criminal..
G. CLEAR AND CONSTANT COMMUNICATION
Communication is the key and foundation for company functioning and coordination. Without
proper communication, the company operations can be dysfunctional and even paralyzed.
The company has adopted communication policies in the hand book which must be complied with
regarding cell phones and email. All staff are enjoined to follow the lines of communications
direct reports and to depend on formal lines of communications rather than hearsays... If did not
come from the superior or not in writing then it is not be believed. Employees and staff are
enjoined not to engage in social media diatribe and gossip grape vine...Employees who are
distant in the sbu must report to the direct reports constantly and initiate such communication.
All staff must READ REFLECT, UNDERSTAND REALIZE ACT AND CHECK all commu-
nication posts and emails. All staff must be reachable by their cellphone albeit personal and
must respond when called even at home or off.
All employees are enjoined to read the Community site as their bulletin board for announcements,
read emails daily and respond ASAP. Employees email accounts are that of the company, the
pass word are to be kept in custody by the supervisors and HR. All employees must keep
accurate file of all communications memo and remember all of them to avoid work accidents
and problems
X. Commitment to the Environment and our Communities: A Sustainable Business
The Company believes that a good company does good. , always making the right long-term decisions that balance interests of people, planet and profit. We are stewards of this earth as directed by the scriptures (Genesis 1:28 and parable of talents) We are in business to do good. We are here to stay in the service of others as we sell and provide products for the community which they need and which will be useful for their daily lives. When we develop or do business we do our best in the core business to help the people: (not by CSR alone) by let us say selling affordable products, to the indigent, and not be concerned with unjust profits alone. do its best to minimize any environmental impact that may result fr.om our decision and actions. We have advocacies for tree planting to minimize global warming, helping build schools, helping the orphans and senior citizens.
We even have generous unbelievable discounts for PWD and senior citizens The Company manages its operations well and utilize resources prudently to achieve financial growth and profitability. and encourage its staff and officers to be resourceful rather than resource oriented...
XI. Enforcement and Administration of the Code
A. Implementation of this Code This Code applies to everyone equally, whether you are a director, an officer or an employee of the Company. You are therefore expected to read and follow this Code as well as the implementing policies that may have been prepared to help you further understand this Code. If you are a team leader, you have to ensure that your team members have received the required training which they need to understand their obligations and responsibilities. The Company’s People Assistant/Officer is responsible for disseminating the contents of this Code to existing and new directors, officers and employees of the Company through the new hires’ orientation (NHO) and other trainings, and by making this Code and other policies available in the Company portal for easy access. Upon completion of the NHO, attendees are required to sign the personal commitment form of this Code which serves as an acknowledgment that such attendee understood and agrees to abide with the principles of this Code. The Human Resources Department shall annually require all directors, officers and employees to declare that they have complied with this Code.
B. Reporting Violations
You are the Company’s first line of defense against unethical business practices and violations of the law and this Code. If you observe or become aware of any conduct that you believe is unethical or unlawful—whether by another employee, a consultant, supplier, client, or other third party—you must communicate that information to your direct supervisor or, if appropriate or necessary, senior management or to the Company hotline found in the Company portal. They will notify and consult your direct supervisor or the People Assistant /Officer of Holy Gardens The People Assistnat of your company shall be responsible for investigating any violations of this Code and imposing sanctions thereof in accordance with the existing and applicable policies.
If you are a supervisor, you have an additional responsibility to take appropriate steps to stop any misconduct that you are aware of or become aware of, and to prevent its recurrence. Supervisors who do not take appropriate action (nagtatakip) may be held responsible for failure to supervise properly.This is command responsibility. If you prefer to report an allegation anonymously through the Company hotline, you must provide enough information about the incident or situation to allow the Company to investigate properly. The Company will not tolerate any kind of retaliation for reports or complaints regarding the misconduct of others that were made in good faith. Open communication of issues and concerns by all employees without fear of retribution or retaliation is vital to the continued success of the Group. Unless the appropriate Company management learns of a problem, the Company cannot deal with it. Concealing improper conduct often compounds the problem and may delay or hamper responses that could prevent or mitigate actual damage.
C. Consequences of Violating the Code
If you are an employee or officer, this Code forms part of the terms and conditions of your employment with the Company. Directors, officers and employees are expected to cooperate in internal investigations of allegations of violations of this Code, and actual violations may subject you to the full range of disciplinary action by the Company. Your company may also report certain activities to its regulators, which could give rise to regulatory or criminal investigations. The penalties for regulatory and criminal violations may include significant fines, permanent bar from employment in the securities industry and, for criminal violations, imprisonment.
D. Review and Amendments
If the Company shall develop and annually review this Code, including such policies and procedures by which the companies under the HGMP Group will operate to ensure their continued adequacy and relevance to the evolving business, legal and regulatory environment. Any amendments to this Code and related policies and procedures must be approved by the Board of Directors of HGMP Inc. It is your responsibility to be familiar with the Code and all applicable policies and procedures as these may be revised from time to time.
XII. A Personal Commitment
A truly great, visionary company continuously lives and defends its core values. Only by doing so can the Company realize the potential of its constituent parts and the talents of its people around the world. To reaffirm to the Company and to the Group your commitment to integrity, teamwork, innovation and responsibility, the Company requires that you complete the following acknowledgment. I acknowledge that I have read the Code of Ethics and Business Conduct and understand and agree to abide by its requirements. If I have a concern about possible misconduct, I will raise the concern with appropriate persons. I understand the Code is not a contract guaranteeing employment
Signature _______________________
Date: ___________________________
X Records
Non Disclosure statement
Non Compete Clause
General Code of Business Conduct and Ethics benchmarked and paraphrased from AEV 3/13/2019
A Description:
All the employees of the company: staff, supervisory, managerial (including the senior officers and Board of Directors) are bound by the Code of Conduct and Discipline. The code promotes action and conduct that promotes the best interest of the company and the workforce. Good conduct promotes smooth working relationship; discipline assures success, quality work, and excellence in service.
This handbook has been written, with the end in view of establishing good conduct and behavior and prevent the same from ever happenning, and not to punish nor to hurt anyone in the organization.
The remedies prescribed herein for violation of the code do not include civil and criminal remedies that the employee, accused is liable for.
C CLASSIFICATION OF OFFENSES:
Section 1 Offense against timekeeping and attendance policy
Section 2 Offense against performance of duty
Section 3 Offense against company property
Section 4 Offense against health, security and safety
Section 5 Offense against another person
D. Classification of disciplinary action
Class B offenses
Second offense - 6days suspension
Section 1 OFFENSE AGAINST TIMEKEEPING AND ATTENDANCE PROCEDURES.
1.6 Failure to log in/out for attendance: using biometrics, id or log book Class B
1.10 Falsifying time records (DTR) for self or others - Class C
1. 11 Falsifying over time records and work accomplishment - Class D
1. 12 Unauthorized changing (or observing day off other than the ones approved) - Class C
2.47. Nepotism ie favoring relatives as suppliers Class D
ACKNOWLEDGEMENT:
_______________________________
Memorandum:
TO : AllTo All
Subject: Amendment of our Code of Conduct and Discipline
Date: March 13, 2019.
Amendment,upgrading of our Code of Conduct and Discipline V.3
Our Code of Conduct and Discipline is hereby upgraded to include offenses which are blatantly being disregarded by many of our staff, they being not there. We intend to make our CCD more inclusive and exhausttive and intend to pursue this strictly. As of now, these have been disregarded and not implemented well, hence the low state of morale and performance
Amended Code of Conduct and Discipline
CODE OF ETHICS AND BUSINESS CONDUCT
for Holy Gardens Group
Background: and explanatory note
A corporation is a fiction and a creation of law. Corporations have been most successful in the history of men in creating new products and wealth; governments which tend to be compromising and are engaged in politics hamper the governments achievement of goals
Men run it as an organization and it can only be good and bad as the men who are in it: those who are leading and managing this and the people who follow the leaders and managers. It is a simple proposition if the men who are in it:
1. Are passionate
2. Have integrity and are honest;
3. Have good manners and right conduct and good values... (can be learned in kindergarten)
This rests on foundation of good moral values, fear of God and his commandments, a strong sense of being a good citizen ie love of country and fellow men
We are Gods stewards of his creation and we are held responsible to use our gifts to multiply these resources for the good of all and not for us alone. We are held accountable for our actions. With our talent and leadership, we can make this world a better place here and now: lessen pain, suffering, and poverty. We can leave our legacy as good men here an now and not when are dead. When we are dead, we are dead.
The purpose of this code is to enable the organization the corporation follow a codified collection of behavior processes and policies to achieve a common goal - a team to win and beat competition. But people who are in it come with various backgrounds: internal : heredity, level of motivation, tendencies, and external: environment, family education, work experience. Thus they come in with their own set of value and principles and highly visible when they start talking about past jobs while under the employ of the present organization
Even highly educated people lack integrity even from Ivy schools; many companies complain of MBA graduates who are not only incompetent but are crooks. Blame this on the original sin. Blame this on selfishness and indolence (laziness) which many claim are the root of evil... In the organization if the bad practices persist or the incumbent bring in practices from other organization, and other value system, chaos and disorder ensues. Bad values of people can destroy corporate values (wealth creation process)
In an existing organization departments and functions become too enamored with their daily tasks and their function to the detriment of the corporate goals, become misaligned, and disagreements and quarrel come as result. The purpose of this code is to come together, to work together and that means success.
We can not let the sense of good and bad in organization be left to chance. That is why we have the People Department we have training and endless stream of communication from memos, websites and am talk to remind people of our code, system and values. We have this manual, the CCD, MC Chart of Accounts with the corresponding accounting system for people to subscribe to..
That would be easier if there is a uniform level of hearing, understanding, acceptance from all people. It is a lot easier if people empty their cups (sunnao) and practice the
3 fold duty of an employee: obedience, loyalty and diligence
ABCD doctrine - ACCEPT BELIEVE COOPERATE AND DANCE WITH THE MUSIC
I. Objective
We have this code:
1. To be aligned with our vision and still maintain to be good citizens men and women
2. To ensure our success as corporate organism;
3. To continue to be a good citizen of this country and children of God.
II. Coverage
The Code of Ethics and Business Conduct covers the HGMP Group: Memorial Park Group, (the SBUs) Crematorium Columbarium Chapel Services, and Memorial Plans
. III. Purpose
The purpose of this Code of Ethics and Business Conduct (the “Code”) is to set basic principles to guide you in your day to day activities as an employee (including those who work part time or on fixed or temporary contracts), supplier or contractor, officer or director of Holy Gardens Group and its group of companies It should be read together with other Company policies and procedures. It does not cover every legal or ethical issue that you may encounter. We can not attempt to anticipate the myriad issues that arise in a business as diverse and dynamic as that of the Company.
However, by following this Code and HGMP Group policies and procedures, by adhering to the letter and the spirit of all applicable laws and regulations, and above all, by applying sound judgment to your activities, you can demonstrate your commitment to the Holy Gardens Group of CUSTOMER SERVICE, EXCELLENCE, LEARNING, AND CHANGE It is also expected that customers, suppliers, business partners and joint venture partnerships to follow the principles of the Code and practice the highest ethical standards when dealing with the companies within the HGMP Group.
The important operational words for us to abide with this Code are:
1. FOCUS
2. ATTENTION
3. REVERENCE
4. UNDERSTANDING
5. COMPLIANCE
IV. Core Values of Holy Gardens Group
Our Core Values identify us and reflect how we behave as corporate citizens. giving capable and intelligent direction in the management of the business We keep our word. We believe that customers are key and paramount to business success,they pay our wages. . We are process oriented. We work hard as professional, We are accountable for our actions and their consequences. We believe in excellence and we a multi-disciplinary approach to achieve our business goals. We work interdependently while promoting cooperation and mutual respect.
We learn one new thing a day. We believe in shared learning. We encourage our people to learn one new thing a day by reading books, keeping journal of things learned, and reflecting daily on how he can be better than before and others,
We constantly look for better ways to provide efficient systems, quality services and products because we believe in change for the better and excellence
Responsibility: We adhere to good corporate governance (this is dictated by Security and Exchange
Commission, the creator of corporations
1. We provide intelligent and capable direction in the governance of this business
2. We want to be efficient and effective in the management of our resources: money, manpower, methods and materials and equipment
3. "We recognize the impact of corporate activities in the community where we operate. We advocate sustainability and caring for our environment. We attempt under various advocacies to return the blessings we have received from society and environment
4. We create more wealth to create more jobs and employment
This is an important task because alms giving only give a meal to a person, but giving jobs and giving employment create hope and lessens poverty. As we recruit agents so that they will earn money, as we create more products and services and more companies to continue providing employment to many.
It is not about making more money; it is about helping others who are impoverished or those who have problems.
5. We create wealth for for all our stakeholders, ensuring they have a fair share of the value creation we are involved in. We engage in wealth creation activities that are legal, fair and within bounds of ethical business practices.
V. The Guiding Principles of the Code
1. Honesty and integrity
2. Hard work
3. Keeping our word
4. Caring for each other and malasakit for the company
5. Treating each other with respect and being true to oneself
6. Obedience, discipline, and determination
VI. Commitment to Compliance:
Follow both the Letter and the Spirit of the Law and the Company Policies
As a company involved in real estate development and regulated by various government agencies, and with Lending Investor and Memorial Plan companies. all companies under the Holy Gardens Group are subject to numerous laws and regulations. It is your responsibility as director, officer or employee to know and understand the laws applicable to your job responsibilities and to comply with both the letter and the spirit of these laws. This requires that you avoid not only actual misconduct but also even the appearance of impropriety. Assume that any action you take ultimately could be publicized, and consider how you and the Company would be perceived. When in doubt, stop and reflect. Ask questions; speak up. You are strongly encouraged to discuss freely any concerns. In particular, if you are unclear about the applicability of the law to your job responsibilities, or if you are unsure about the legality or integrity of a particular course of action, you should seek the advice of your (a) supervisor; (b) the Legal and Compliance Services Team; (c) the People Office or (d) the Chief Compliance Officer. You should never assume that an activity is acceptable merely because others in the industry engage in it. Trust your instincts—if something does not appear to be lawful or ethical, it may not be.
You are duty bound also to comply with existing laws and policies, practices and processes of the company and likewise ask the same from other co workers
Read, understand, and obey... COMPLY
VII. Commitment to Each Other: Dealing with Team Members
A. Treat Team Members with Respect and Dignity Consistent with our core values, and in respect of individuals and diverse cultures, the Holy Gardens Group is committed to a workplace in which all individuals are treated with dignity and respect. Each individual should have the ability to work in an environment that promotes equal employment opportunities and prohibits discriminatory practices and activities, including harassment. Therefore, it is expected of all directors, officers and employees to ensure that all inter-relationships among persons in the workplace will be professional and free of bias, harassment bullying or violence. Every one should think unselfishly to make others successful. No one should through his maneuvering or laziness or incompetence make the job of others hard... Any misconduct, including discrimination, gossips,, intrigues, false fake news about co workers, dishonesty, plagiarism, quarrelling, power play, turf battle, politics, negligence in the job, not putting in enough work in the day, harassment, retaliation or other forms of unprofessional behavior, even if not unlawful, may subject you to disciplinary action, up to and including termination. In addition, conduct that is unlawful may subject you to civil, and in some cases, criminal liability.
ACT PROFESSIONALLY. BE CIVIL
B. Promote a Clean, Orderly, Safe and Healthy Working Environment
The Holy Gardens Group is committed to conducting its businesses in compliance with all applicable environmental and workplace health and safety laws and regulations. Employees: officers and staff are enjoined to take responsibility for the workplace cleanliness and to CLEAN AS YOU GO IN, PRACTICE 5S AND TPM IN THE THE ABSENCE OF JANITORIAL OR MAINTENANCE STAFF (cleaning and maintaining their own equipment and tools) It strives to provide a safe and healthy work environment for employees and to avoid adverse impact on and injury to the environment and communities in which it conducts its business. Achieving this goal is the responsibility of all directors, officers and employees.
REMEMBER 5S
VIII. Commitment to our Stakeholders: Dealing with Customers, Suppliers, Business Partners and the Public
A. Fair Dealing The Company values the contribution of its clients, business partners, suppliers and other stakeholders as it strives to achieve its corporate mission and vision. In recognition of the contributions of its valued shareholders, the Company is committed to engage in fair practices when dealing with them. Suppliers should be paid promptly and fairly We can not quarrel with customers JV partners (unless they are) They are stakeholders of the company and our success depend on their continued support
The Holy Gardens Group seeks to outperform its competition fairly and honestly through superior performance. Every director, officer and employee must therefore always keep the best interests of the Company’s customers paramount and endeavor to deal fairly with suppliers, competitors, the public and one another. No one should take unfair advantage of anyone through manipulation, abuse of privileged information, misrepresentation of facts or any other unfair dealing practices, and or greasing favors with any one in power
BEING PART OF A COMMUNITY
B. Gifts and Entertainment
Gifts and entertainment may create an inappropriate expectation or feeling of obligation. You and members of your family are discouraged from accepting gifts or special favors (other than an occasional non-cash gift of nominal value) from any person or organization with which the Company has a current or potential business relationship. Furthermore, business gifts to, and entertainment of, customers, suppliers and business partners in connection with business discussions or the development of business relationships are only appropriate if they are in the ordinary course of business and their value is modest. Care must be exercised when giving gifts or extending hospitality to avoid being perceived as trying to influence a decision or outcome.
C. Bribery and Corruption
The Group conducts its business in an ethical manner at all times and in compliance with applicable laws and regulations, including laws on bribery and corruption of jurisdictions where it conducts its businesses. As an officer, employee or agent acting on behalf of the Company or any of its group companies, you are expected to act professionally, fairly and with integrity in all of your business dealings and shall endeavor to ensure compliance with this Code in order to counter bribery and corruption. Tong pats being practiced by Accounting GT or engaging in maintenance of plots as sideline is prohibited.
D. Provide Fair and Truthful Disclosures to the Public
The Company has a responsibility under existing laws and governance to communicate effectively so that its stakeholders and the public are provided with full and accurate information in all material respects. To the extent that you are involved in the preparation of materials for dissemination to the public, you should be careful to ensure that the information in these materials are truthful, accurate and complete. In particular, the Company’s senior financial officers, executive officers and directors shall endeavou to promote full, fair, accurate, timely and understandable disclosures in the Holy Gardens Group of companies’ public communications, including documents that the Company files with or submits to the Securities and Exchange Commission and other regulators. If you become aware of a materially inaccurate or misleading statement in a public communication, you must report it immediately to the Office of the Corporate Secretary, Corporate Information Officer, Chief Compliance Officer or the Board Audit Committee of the Board of Directors of AEV.
IX. Commitment to the Group: Advance and Protect the Company’s Interests
A. Corporate Opportunities You owe a duty to the Company to advance its interests. No director, officer or employee may use their position or corporate property or information for personal gain; and no director, officer or employee may take for themselves company opportunities for sales or purchases of products, services or interests. Business opportunities that arise as a result of your position in the Company or through the use of corporate property or information belong to the Company.
BEING LOYAL
B. Proprietary and Confidential Information
Proprietary and confidential information generated and gathered in our business is a valuable Company asset. The protection of this information is critical to the Company’s reputation or its integrity and its relationships with its clients, and in doing so, ensures compliance with the complex regulations governing the financial services industry and other industries in which the Company has presence and business activities. Accordingly, you should maintain all proprietary and confidential information in strict confidence, except when its disclosure is authorized by the Group or required by law. For this purpose, each employee shall undertake to sign a nondisclosure agreement as part of its commitment to the Company. “Proprietary information” includes all non-public information that might be useful to competitors or the disclosure of which could result in damages to the Company, its customers or stakeholders. It includes, for example, intellectual property rights, business plans, personal employee information and unpublished financial information. You should therefore, also respect the intellectual and other property rights of other companies. “Confidential information” of the Company include those with whom the Company has a confidential obligation, information about Holy Gardens group, its subsidiaries and its clients that is generally not known to the public, or information obtained from other parties with whom the Group has a relationship with and would have an expectation of confidentiality. The unauthorized use or distribution of proprietary or confidential information violates Holy Gardens policy and could be illegal. Such use or distribution could result in negative consequences for both the Company as well as the individuals involved, and could merit potential legal and disciplinary actions. Your obligation to protect the Group’s proprietary and confidential information continues even after you leave the Group. You must return all such information in your possession upon your departure or termination of employment
"A FISH IS HOOKED FROM ITS MOUTH"
THE VIII COMMANDMENT - "Thou shall not steal"
C. Company Systems and Assets
The Company policies regulate the use of its telecommunication and mixed media communication systems, including telephones, computer networks, electronic mail and remote access capabilities. These systems and properties should generally be used only for legitimate company business and activities. Under no conditions may you use these systems to view, store, or send unlawful, offensive or other inappropriate materials. Or even alter such systems and processes without prior consultation of approval. You may obtain copies of HGMP policies from the Human Resources Department. In addition, protecting the Company’s assets against loss, theft, waste, or other misuse is the responsibility of every employee, officer and director. Any suspected misuse should be reported to your supervisor or to the Chief Human Resources Officer of HGMP
Company assets must be subject to safekeeping, security procedures, maintenance, inspection, labeling and constant inventory and regular report monitoring and/or visual inspection and subject to photos and or CCTV monitoring. . Assets that are to be used by employees and staff are subject to MR and clearance are required from resigning employees to recover assets and indebtedness; Fidelity bond and references and clearances are required from all
recruits to prevent losses of assets. New comers are not to be given fiscal responsibilities when newly hired
PARABLE OF THE TALENTS; MULTIPLYING THE GIFTS ASSETS THAT GOD HAS GIVEN YOU
D. Prevent the Misuse of Inside Information
Using inside information to trade securities, or to “tip off” a family member, friend or any other person, is illegal. All non-public information about Holy Gardens , the Group or its clients or counterparties that may have a significant impact on the price of a security or other financial instrument, or may influence a reasonable investor to likely consider important in making an investment decision, will be treated as inside information. As employee, you may never, under any circumstances, trade, encourage others to trade, or recommend the trade of securities or other financial instruments based on (and in some circumstances, while in the possession of) inside information. The misuse of inside information may result in disciplinary action by the Company, up to and including termination of your employment. Misusing inside information may also end any career in the securities industry and result in civil and criminal penalties, including imprisonment. To protect against insider trading or even the appearance of insider trading, HGMP has strict policies governing directors, officers and employees trading, which vary depending upon your position and where you work at HGMP or in the companies under the Group. You are required to familiarize yourself and comply with these policies. If you have any questions about your ability to buy or sell securities, you should contact the Legal and Compliance Services Department.
E. Conflicts of Interest
All directors, officers and employees have an obligation to act in the best interests of the Company. You should avoid any activity, interest, or association outside the Company that could impair your ability to perform your work objectively and effectively (including spending Company time or other business endeavours) or that could give the appearance of interfering with your responsibilities on behalf of the Company or its clients. It is not possible to describe every situation in which a conflict of interest may arise.
We always seek the best prices and relatives or friends recommendation or pressure should not be entertained in purchasing process.
Being a supplier of company, or working for competitor, or engaging in sidelines are conflicts of interest; passing off office sales to agents is a conflict of interest Sidelines may be engaged to that are not in conflict with the company business need prior approval.
The following, however, are examples of situations that may give rise to a conflict of interest (unless permitted by law and the Group’s policies):
• Accepting special favors as a result of your position with the Company from any person or organization with which the Company has a current or potential business relationship.
• Competing with the Company for a purchase or sale of property, services or any dealings or transactions where the Company has an interest or other interests.
• Acquiring an interest in a transaction involving the Company, its customer, or supplier (excluding routine investments in publicly traded companies).
• Receiving a personal loan or guarantee of an obligation as a result of your position with the Company (other than Company loans enjoyed as employee benefit).
• Working for a competitor while an employee of the Company.
• Directing business to a supplier owned or managed by, or which employs, a relative or friend. Employees and officers should promptly report any potential relationships, actions or transactions (including those involving family members) that reasonably could be expected to give rise to a conflict of interest to the Human Resources Department of your company.
Involvement in certain outside activities may also require the prior approval of the Company (particularly if you are a licensed person). You should consult policies applicable to your business unit or division for specific reporting and approval procedures. Directors should also disclose any actual or potential conflicts of interest to the Chairman of the Board of Directors and the Compliance Officer of your respective companies, if applicable, who shall determine the appropriate resolution. All directors must recuse themselves from any Board discussion or decision affecting their personal, business or professional transactions and interests.
Our business dealing with the government officials, instrumentals must not violate Anti Graft and Corrupt Practices act and in conformity with Code of Conduct and Ethics for Government Officials
F. Maintain Accurate Books and Records
The Company must maintain accurate and complete books and records which are critical to the Group’s decision making process and compliance with external reporting, legal requirements and existing accounting standards. Every business transaction undertaken by HGMP must be recorded correctly and in a timely manner in its corporate books and records, including gifts and hospitality extended to business partners.
Reports must be submitted on time, and are to be accurate : must have been checked by the maker and a supervisor before passing. All reports must be submitted as required. The Company therefore expects you to be prompt, candid and accurate when providing information for these documents. You are specifically prohibited from making false or misleading entries in the corporate books and records. In particular, senior financial officers must endeavor to ensure that financial information included in the corporate books and records is correct and complete in all material respects; neither must errors put the company in bad light to the public and regulators
Documents that are due to the customers are to handled accurately and promptly; not doing so is a bad business practice that drives away customers and violates certain laws and may even be prosecuted criminally.
Reporting to govt officers that need punctuality as that of SSS, Pag Ibig and BIR must be done promptly because delayed or non payment is not mere administrative over sight but criminal..
G. CLEAR AND CONSTANT COMMUNICATION
Communication is the key and foundation for company functioning and coordination. Without
proper communication, the company operations can be dysfunctional and even paralyzed.
The company has adopted communication policies in the hand book which must be complied with
regarding cell phones and email. All staff are enjoined to follow the lines of communications
direct reports and to depend on formal lines of communications rather than hearsays... If did not
come from the superior or not in writing then it is not be believed. Employees and staff are
enjoined not to engage in social media diatribe and gossip grape vine...Employees who are
distant in the sbu must report to the direct reports constantly and initiate such communication.
All staff must READ REFLECT, UNDERSTAND REALIZE ACT AND CHECK all commu-
nication posts and emails. All staff must be reachable by their cellphone albeit personal and
must respond when called even at home or off.
All employees are enjoined to read the Community site as their bulletin board for announcements,
read emails daily and respond ASAP. Employees email accounts are that of the company, the
pass word are to be kept in custody by the supervisors and HR. All employees must keep
accurate file of all communications memo and remember all of them to avoid work accidents
and problems
X. Commitment to the Environment and our Communities: A Sustainable Business
The Company believes that a good company does good. , always making the right long-term decisions that balance interests of people, planet and profit. We are stewards of this earth as directed by the scriptures (Genesis 1:28 and parable of talents) We are in business to do good. We are here to stay in the service of others as we sell and provide products for the community which they need and which will be useful for their daily lives. When we develop or do business we do our best in the core business to help the people: (not by CSR alone) by let us say selling affordable products, to the indigent, and not be concerned with unjust profits alone. do its best to minimize any environmental impact that may result fr.om our decision and actions. We have advocacies for tree planting to minimize global warming, helping build schools, helping the orphans and senior citizens.
We even have generous unbelievable discounts for PWD and senior citizens The Company manages its operations well and utilize resources prudently to achieve financial growth and profitability. and encourage its staff and officers to be resourceful rather than resource oriented...
XI. Enforcement and Administration of the Code
A. Implementation of this Code This Code applies to everyone equally, whether you are a director, an officer or an employee of the Company. You are therefore expected to read and follow this Code as well as the implementing policies that may have been prepared to help you further understand this Code. If you are a team leader, you have to ensure that your team members have received the required training which they need to understand their obligations and responsibilities. The Company’s People Assistant/Officer is responsible for disseminating the contents of this Code to existing and new directors, officers and employees of the Company through the new hires’ orientation (NHO) and other trainings, and by making this Code and other policies available in the Company portal for easy access. Upon completion of the NHO, attendees are required to sign the personal commitment form of this Code which serves as an acknowledgment that such attendee understood and agrees to abide with the principles of this Code. The Human Resources Department shall annually require all directors, officers and employees to declare that they have complied with this Code.
B. Reporting Violations
You are the Company’s first line of defense against unethical business practices and violations of the law and this Code. If you observe or become aware of any conduct that you believe is unethical or unlawful—whether by another employee, a consultant, supplier, client, or other third party—you must communicate that information to your direct supervisor or, if appropriate or necessary, senior management or to the Company hotline found in the Company portal. They will notify and consult your direct supervisor or the People Assistant /Officer of Holy Gardens The People Assistnat of your company shall be responsible for investigating any violations of this Code and imposing sanctions thereof in accordance with the existing and applicable policies.
If you are a supervisor, you have an additional responsibility to take appropriate steps to stop any misconduct that you are aware of or become aware of, and to prevent its recurrence. Supervisors who do not take appropriate action (nagtatakip) may be held responsible for failure to supervise properly.This is command responsibility. If you prefer to report an allegation anonymously through the Company hotline, you must provide enough information about the incident or situation to allow the Company to investigate properly. The Company will not tolerate any kind of retaliation for reports or complaints regarding the misconduct of others that were made in good faith. Open communication of issues and concerns by all employees without fear of retribution or retaliation is vital to the continued success of the Group. Unless the appropriate Company management learns of a problem, the Company cannot deal with it. Concealing improper conduct often compounds the problem and may delay or hamper responses that could prevent or mitigate actual damage.
C. Consequences of Violating the Code
If you are an employee or officer, this Code forms part of the terms and conditions of your employment with the Company. Directors, officers and employees are expected to cooperate in internal investigations of allegations of violations of this Code, and actual violations may subject you to the full range of disciplinary action by the Company. Your company may also report certain activities to its regulators, which could give rise to regulatory or criminal investigations. The penalties for regulatory and criminal violations may include significant fines, permanent bar from employment in the securities industry and, for criminal violations, imprisonment.
D. Review and Amendments
If the Company shall develop and annually review this Code, including such policies and procedures by which the companies under the HGMP Group will operate to ensure their continued adequacy and relevance to the evolving business, legal and regulatory environment. Any amendments to this Code and related policies and procedures must be approved by the Board of Directors of HGMP Inc. It is your responsibility to be familiar with the Code and all applicable policies and procedures as these may be revised from time to time.
XII. A Personal Commitment
A truly great, visionary company continuously lives and defends its core values. Only by doing so can the Company realize the potential of its constituent parts and the talents of its people around the world. To reaffirm to the Company and to the Group your commitment to integrity, teamwork, innovation and responsibility, the Company requires that you complete the following acknowledgment. I acknowledge that I have read the Code of Ethics and Business Conduct and understand and agree to abide by its requirements. If I have a concern about possible misconduct, I will raise the concern with appropriate persons. I understand the Code is not a contract guaranteeing employment
Signature _______________________
Date: ___________________________
X Records
Non Disclosure statement
Non Compete Clause
General Code of Business Conduct and Ethics benchmarked and paraphrased from AEV 3/13/2019
CODE OF CONDUCT AND DISCIPLINE
B. Objectives:
1. To promote good manners and acceptable civil behavior among Holy Gardens employees;
2. To provide a basis for administration of disciplinary action and thus promote fairness, equity and justice
It is the purpose of this handbook to promote good behavior to be positive, action oriented and not be negative not to punish and weed out violators.
It has been established to promote good conduct amongst:
1. Employees themselves;
2. Employees and the public at large;
3. Between employees and management
4. Employees and customer
D. Classification of disciplinary action
Class A offenses:
First offense: oral reprimand
Second offense: written reprimand
Third offense 3 days suspension
Class B offenses
First offense - written reprimand
Second offense - 6days suspension
Third offense Dismissal
Class C offenses
First offense 6 days suspension
Second offense - dismissal
Class D offenses
First offense - Dismissal
D. Non exclusivity (It is by no means that the examples enumerated herein are the only basis for the disciplinary action for action enumerated. Liberality shall be exercised in judgment of the acts committed by the defendant
Section 1 OFFENSE AGAINST TIMEKEEPING AND ATTENDANCE PROCEDURES.
1.1 Frequently absenting from work without justifiable reason, is so frequent, and has become habitual; 3 days absence for every 15 days is considered one offense. Texting the company when being absent does not remove the unjustifiableness of the of the unexcused absence. Class B
1.2 Failure to notify the company in person or writing before being absent Class B
1.3 Failure to report for work after a long holiday or long vacation, or expiration of leaves, without informing the office of whereabouts. Class B
1.4 Extended break periods. Class B
1.5 More than 5 tardiness within the month - Class B
1.6 Failure to log in/out for attendance: using biometrics, id or log book Class B
1.7 Coming to work without proper uniform Class B
1.8 Refusing to work overtime on holiday, rest day, when work requirements so demands
Class C
Class C
1.9 Failure to notify the company when absent from work - Class A
1.10 Falsifying time records (DTR) for self or others - Class C
1. 11 Falsifying over time records and work accomplishment - Class D
1. 12 Unauthorized changing (or observing day off other than the ones approved) - Class C
1. 13. Fraudulently filling for time records of others - Class D
1. 14 Falsifying sick leave notices - Class D.
SECTION 2 OFFENSE AGAINST PROPER AND EFFICIENT PERFORMANCE OF DUTY
2. 1 Failure to wear ID and prescribed uniform - Class A
2.2 Non participation in team, SBU, or corporate activity as AM talk, PE, teambuilding, outing, etc - Class A.
2.3 Failure to immediately report loss, damage, or incidence in the course of work Class A
2.4. Doing unsatisfactory work - Class B
2.5 Failure to observe required process/steps prescribed for a task - Class C
2.6 Feigning illness to avoid doing an assigned task - Class B
2.7 Accepting and approving, processing for payment unconfirmed or unverified expense reports, or accomplishment report by supplier contractors Class C
2.8 Smoking during working hours or doing so in places prohibited by Law - Class C
2.9 Sleeping at the company premises during working hours/while on duty - Class D
2.10 Loitering, wasting, killing time, wasting materials during working hours - Class C
This includes posting at Facebook or other Soc Media accounts during
working hours; or blatant use of CP during working hours using viber,
SMS, ,or chats
2.11 Failure to do which one is bound to do in either ministerial basis or by default within a prescribed period of time (to correct a mistake, to discipline an employee immediately, do BI on an employee, submit all requirements - surely, NBI) Class C
2.12 Doctoring or falsifying data for a material canvass, customer research, market research, BI, credit investigation report. Class C
2.13 Changing, altering,inventing or doing a 360 degree reversal of work process
or policy as day off, work schedule, security procedure, time off, reporting or
accounting, finance procedure, pricing, discount, that has not be approved or
noted in writing by superior. or making wrong interpretation of orders
or policies Class C
or policy as day off, work schedule, security procedure, time off, reporting or
accounting, finance procedure, pricing, discount, that has not be approved or
noted in writing by superior. or making wrong interpretation of orders
or policies Class C
2.18 Committing acts of immorality and indecency in company premises during company time - Class C
2. 19 Misrepresenting or falsifying material facts for obtaining employment as job experience, skills, profile, status, references, and educational attainment - Class D
2.20 Obtaining materials services, at higher price with the same technical specifications, knowing that the same can be obtained from other suppliers at a much lower price. - Class D
2.21 Favoring certain suppliers consistently without conducting regular bidding
or canvass, in exchange for favors, gifts or commission, food, travel.
In addition to dismissal, the employee shall be required to pay back the
commission, gifts that went to him instead. Class D.
or canvass, in exchange for favors, gifts or commission, food, travel.
In addition to dismissal, the employee shall be required to pay back the
commission, gifts that went to him instead. Class D.
2.22 Altering ORs, ledgers, documents without approval of superior and customers; Class D.
2.23 Passing office sales to relatives or other 3rd party agents - . Thus recruiting Class D
wives or husbands, sisters, or someone close parents as is prohibited
and is an offense too when discovered) or allowing such to happen with agressive
sales agents and directors
2.24 Bringing in intoxicating liquor, guns, bladed weapons, or gambling
paraphernalia to office premises, project sites during working hours - Class D
2.25 Acting in loud, boisterous, disorderly manner towards co workers,
suppliers, or customers at office, project site - Class D
2.26 Refusing job assignments for interment, on Sundays,
provincial assignments, or additional work loads; Class D
2.27 Refusing to follow verbal texted, written, or emailed orders assignments
and tasks coming from superiors, or written assigned tasks
enumerated in administrative plans or job descriptions.
Or implement marketing, operational or marketing plans. Class D
2.28 Misconduct with regards to communication
1. Failure to answer phone calls from internal and external Class B
customers promptly
2. Failure to answer or acknowledge text messages and Class B
promptly
3. Passing wrong information and interpreting wrongly Class C
4. Engaging in fake news or gossip rather than work Class C
communication delivered verbally or in writing to sbus
2.28 Misconduct with regards to communication
1. Failure to answer phone calls from internal and external Class B
customers promptly
2. Failure to answer or acknowledge text messages and Class B
promptly
3. Passing wrong information and interpreting wrongly Class C
4. Engaging in fake news or gossip rather than work Class C
communication delivered verbally or in writing to sbus
2.28 Any acts of insubordination or disobedience - Class D
2.29 Failure to report submit Abstract Proof Sheet with Cash Count and
deposit slip or deposit daily cash collection intact daily; or failure to
account for all OR accurately that are in the employees custody - Class D
2.30 Failure to account/liquidate cash advances: promptly (within the
prescribed time) and support the same with receipts ( OR) The cash
advance requesitioner must only spend for the purposes indicated.
This includes IF and revolving fund - Class D
2.31 Failure to submit assigned work on agreed time - Class C
2.32 Failure to accomplish, submit work as per standards of excellence - Class C
2.33 Abandonment of work - leaving ones work assignment for more 7 Class D
days without notification (resignation, leave of absence) or without proper
turn over.
2.34 - Borrowing of money, gadgets by an officer from subordinates or trainees under the Class D
responsibility of the trainor
2.35 Negligence, tolerance or failure by an officer to guide, correct, mentor his subordinate Class C
such that this resulted in the subordinate committing an offense to the detriment of the
company operations, and its business
2.37 Dereliction of duty wherein an employee: did not not report for work where his work Class C
is critical in the company operations; leaving work without proper endorsement
and somebody accepting and doing the assigned task
2..38 Inefficiency in the completion of assigned tasks or solutions of problems of fellow Class C
workers and customers and suppliers , such delay causing bad reputation on the part
of the company resulting from such inefficiency
As in public service regulations, a staff has 3 days to complete a task to the satisfaction
of the supplier, fellow employee and customer and maximum of 12 days hen there
are ;incomplete information and other things lacking. Beyond the 12 days, the concerned
employee is subject to CCD
2.39 Failure by the employee to prepare on time interments or embalming or memorial Class C
service (interment) on the time agreed and prescribed
2.40 . Serious Dishonesty such as passing of an expensive casket for a much Class D
lower package, or passing off cheap products as more expensive
or submitting false IR or causing alarm and disturbance from fake news
information
2. 41 Gross Neglect of Duty resulting in injury, losses to the company: its Class D
employees and customers
2.42 . Falsification of official documents; and forgery of signatures of agents, Class D
officials and customers
243 . Physical or mental incapacity or disability due to immoral or vicious habits; Class D
2.44 . Receiving for personal use of a fee, gift or other valuable thing in the Class D
course of official duties or in connection therewith when such fee, gift or
other valuable thing is given by any person in the hope or expectation of
receiving a favor or better treatment than that accorded to other persons
, or committing acts punishable under the anti-graft laws;
2.45 . Contracting loans of money or other property from persons with whom Class D
the office of the employee has business relations;
2.46 Soliciting or accepting directly or indirectly, any gift, gratuity, favor, Class D
entertainment, loan or anything of monetary value which in the course of his
/her official duties or in connection with any operation being regulated by,
or any transaction which may be affected by the functions of his/her office.
The propriety or impropriety of the foregoing shall be determined by its value,
kinship, or relationship between giver and receiver and the motivation.
A thing of monetary value is one which is evidently or manifestly excessive by
its very nature;
2.47. Nepotism ie favoring relatives as suppliers Class D
2. 48.Disloyalty which includes but not limited to: Class D
a) Bad mouthing the company and its products in Soc Media
b) Endorsing competitive products, and or referring sales to competitors
c) Leaking out trade secrets to the competitors.
2.49 . Promoting the sale of tickets in behalf of private enterprises that are not Class B
intended for charitable or public welfare purposes and even in the latter cases,
and or sale of other commodities especially during office hurs if there is no prior
written approval or authority
2.50 . Failure to act promptly on letters and request within fifteen (15) working Class C
days from receipt , except as may be justified by circumstances surrounding the delay;
2.51. Failure to process documents and complete action on documents and Class B
papers within a reasonable time from preparation thereof; (within 3 days)
2.52 . Failure to attend to anyone who wants to avail himself/herself of the services Class C
of the office, or act promptly and expeditiously on transactions from the sbus or
customers
2.52 Engaging in private practice of his/her profession unless authorized by the rules Class D
and regulations of the Holy Gardens provided that such practice will not conflict
with his/her official functions; and
2.53 Pursuit of private business, vocation or profession without the Class D
permission required by the rules and regulations of the Foundation.
Section 3 - OFFENSES AGAINST COMPANY PROPERTY
3. 1 Excessive use of company cellphone and landline for personal use; Class B
using; using company computer for applying for work elsewhere, chatting
with friends using YM, FB Google hang outs and the like;
3.2 Bringing in personal phones in company premises and using the same Class B
for personal use during working hours. Only company phones are to be
used during working hours;
3.3 Driving company vehicle, using computers, or equipment that one is Class C
not authorized to use or without drivers license -
3.4 Giving competitors company business plan, corporate, marketing plans Class D
, prospect list to competitors or other parties -
3.5 Failure to shut off lights, computer, aircon when not in use; failure Class B
to lock offices, cabinets before leaving the office; losing keys or failure
to give keys to other co employees when one, is late thus causing
delays in work, or service to the customers -
3.6 Using company funds for payment of operational expenses;
without written approval not observing the imprest system - Class C
3.7 Substituting old or inferior products/ffe to the one owned by the company; Class D
3.8 Stealing company property or funds due to kiting lapping and gross
theft, embezzlement of company funds- Class D
3.9 Destroying or causing to malfunction deliberately company
vehicles, or FFE or false reporting of such malfunction Class D
3.10 - Loss of company property through gross negligence and failure
to follow correct security procedures Class D
3.11 - Use of company property for illegal or immoral activities Class D
3.12 - Using company ffe resources for personal use or gain - Class D
3.12 - Using company ffe resources for personal use or gain - Class D
3.13 Plagiarizing somebody else work and submitting the same as his own
as a PDCA, marketing plan, corporate plan - Class C
Section 4 - OFFENSE AGAINST HEALTH, SAFETY AND SECURITY
4.1 Willful disregard, disobedience on regulations on use of supplies
, equipment, implementation of procedures, on 5S, TPM, and visible
signs of quality
- Class B
4.2 Entering company premises outside of working hours without
authorization -
Class C
4.3 Disregarding signs in the premises that warn vs possible hazards
as No Smoking - Class C
4.4 Failure to wear safety shoes, clothes, googles where it is required
as in brush cutting, or head protection when lowering vault - Class C
4.5 Contributing to unsanitary or unhygiencic conditions as littering,
leaving plates unwashed or unstored at the end of the day; spitting
on the floor; not washing of hands or coughing without covering mouth - Class B;
or leaving office premises and surrounding areas messy and dirty
4.6 Supplying ID to third parties to gain access to company premises
or passwords to company email address - Class D
4.7 Bringing in bladed weapons, firearms at the company premises; Class D
Section 5 - OFFENSES AGAINST PERSONS
5.1 Quarreling with fellow employees or customers, uttering profanities,
cursing, making grave threats while in the employ of the company Class D
5.2 Falsely testifying against co workers that results in the disciplinary
action and even dismissal of the latter - Class D
5.3 Gossiping and spreading news without documentary evidences by Class D
oral means that may be malicious via social media vs fellow employees,
officers customers resulting in intrigues and power play commotion alarm
and demoralization in the company
5.3 Attempt or actually inflicting physical harm to fellow employees, customers
, fellow employees, or the public; Class D;
5.4 Threats or intimidation, coercion to fellow employees to join mass
action whether directed towards the company or any other cause
and which may be totally unrelated to company operations
(transportation strike, fuel hike, govt policies etc ) Class D
5.5 Making malicious anonymous text messages to the company, fellow
employees, vs officers, or fellow employees -- Class D
5.6 Any acts constituting threats or disrespect to the supervisor, manager,
or senior company officials, whether in person, social media, SMS or the like - Class D;
5.7 Any acts that is disrespectful to the company supervisor, manager or
senior officers that might cause shame or embarrassment or body injury Class D
to the the latter -
DROPPING FROM THE ROLLS
An employee may be dropped from rolls without disciplinary problems under these conditions
1. ABSENCE WITHOUT APPROVED LEAVE
a. An employee who is continuously absent without official leave (AWOL) for at least thirty (30) working days shall be separated from the service or dropped from the rolls without prior notice. He/She shall, however, be informed of his/her separation not later than five (5) days from its effectivity which shall be sent to the address appearing on his/her 201 files or to his/her last known address; 3/13/2019
b. If the number of unauthorized absences incurred is less than thirty (30) working days, a written Return-to-Work order shall be served on the employee at his/her last known address on record. Failure on his/her part
DROPPING FROM THE ROLLS
An employee may be dropped from rolls without disciplinary problems under these conditions
1. ABSENCE WITHOUT APPROVED LEAVE
a. An employee who is continuously absent without official leave (AWOL) for at least thirty (30) working days shall be separated from the service or dropped from the rolls without prior notice. He/She shall, however, be informed of his/her separation not later than five (5) days from its effectivity which shall be sent to the address appearing on his/her 201 files or to his/her last known address; 3/13/2019
b. If the number of unauthorized absences incurred is less than thirty (30) working days, a written Return-to-Work order shall be served on the employee at his/her last known address on record. Failure on his/her part
to report to work within the period stated in the order shall be a valid ground to drop him/her from the rolls. c. If it is clear under the obtaining circumstances that the employee concerned, has established a scheme to circumvent the rule by incurring substantial absences though less than thirty (30) working days, three (3) times in a semester, such that a pattern is already apparent, dropping from the rolls without notice may likewise be justified. CLASS D 3/13/2019
2. UNSATISFACTORY OR POOR PERFORMANCE
a. An employee who is given two (2) consecutive unsatisfactory ratings may be dropped from the rolls after due notice. Notice shall mean that the employee concerned is informed in writing of his/her unsatisfactory performance for a semester and is sufficiently warned that a succeeding unsatisfactory performance shall warrant his/her separation from the service. Such notice shall be given not later than thirty (30) days from the end of the semester and shall contain sufficient information which shall enable the official or employee to prepare an explanation.
b. An employee, who for one evaluation period is rated poor in performance, may be dropped from the rolls after due notice. Due notice shall mean that the employee is informed in writing of the status of his/her performance not later than the fourth (4th) month of that rating period with sufficient warning that failure to improve his/her performance within the remaining period of the semester shall warrant his/her separation from the service. Such notice shall also contain sufficient information which shall enable the employee to prepare an explanation.
3. PHYSICALLY UNFIT
a. An employee who is continuously absent for more than one (1) year by reason of illness may be declared physically unfit to perform his/her duties and the Executive Director in the exercise of his/her sound judgment may consequently drop him/her from the rolls.
b. An employee who is intermittently absent by reason of illness for at least two hundred sixty (260) working days during a twenty four (24) – month period may also be declared physically unfit by the Executive Director after the approval/confirmation of the Executive Committee and Board of Trustees.
c. An employee who is behaving abnormally and manifests continuing mental disorder and incapacity to work as reported by his/her co-workers or immediate supervisor and confirmed by a competent physician, may likewise be dropped from the rolls.
d. For the purpose of the three preceding offense,a due notice shall be sent to the employees notifying him/her why she he is being dropped from the rolls
N. B.
For all offenses:
1. The two memo rule shall be observed for offenses involving dismissal. For the first memo, the employee shall be informed of his offense and asked to explain why he should be guilty as charged. He is given sufficient time to explain his side. If necessary a hearing is conducted, the minutes of which is taken to guide the officers make a decision on the case.
Then the second letter, which dismisses the employee, shall enumerate the following:
1. the charge sheet;
2. the explanation by the employee concerned;
3. the minutes of the hearing
and the pros and cons of the arguments and the conclusion why the employee should be dismissed/exenorated of the charges levelled against him or her.
All the decisions enumerated herein are administrative in nature and not criminal court proceedings where the weight of the evidence is weighed. (preponderance of facts) is observed. Sometimes, loss of confidence in managerial or positions of confidence like comptrollers, cashier are enough grounds to dismiss an employee after observing the process herein enumerated. (Art 282C)
Nothing above or provision of the labor code prevents an employee who has superior position to control the flow of information, and investigation being conducted to be placed in preventive suspension without being charged yet. (Not in labor code but under its IRR)
ACKNOWLEDGEMENT:
I have read and understood the above code of conduct of discipline that is in effect and being observed at the Holy Gardens Memorial Park group. The above has been explained to me in English and in the language that I understand. I have been given a copy of the said Code of Conduct and Discipline and is accessible in hard copy form at the office where we work, and at the website being shared with the Holy Gardens employee (Holy Gardens Community Blog,. Bulletin Board)
_______________________
_______________________
Signature over complete printed name Assisted by ____________
_______________________________
Date
Memorandum:
Through: HR/Administrative Assistant/Officer
B. Objectives:
1. To promote good manners and acceptable civil behavior among Holy Gardens employees;
2. To provide a basis for administration of disciplinary action and thus promote fairness, equity and justice
It
is the purpose of this handbook to promote good behavior to be
positive, action oriented and not be negative not to punish and weed out
violators.
It has been established to promote good conduct amongst:
1. Employees themselves;
2. Employees and the public at large;
3. Between employees and management
4. Employees and customer
Class A offfenses:
First offense: oral reprimand
Second offense: written reprimand
Third offense 3 days suspension
Class B offense
First offense - written reprimand
Second offense - 4 days suspension
Third offense Dismissal
Class C offense
First offense 6 days suspension
Second offense - dismissal
Class D offense
First offense - Dismissal
D.
LItany of offenses (It is by no means that the examples enumerated
herein are the only basis for the disciplinary action for action
enumerated. Liberality shall be exercised in judgment of the acts
committed by the defendant
Section 1 OFFENSE AGAINST TIMEKEEPING AND ATTENDANCE PROCEDURES.
1.1
Frequently absenting from work without justifiable reason, is so
frequent, and has become habitual; 3 days absence for every 15 days is
considered one offense. Texting the company when being absent does not
remove the unjustifiableness of the of the unexcused absence. Class B
1.2 Failure to notify the company in person or writing before being absent Class B
1.3
Failure to report for work after a long holiday or long vacation, or
expiration of leaves, without informing the office of whereabouts. Class B
1.4 Extended break periods. Class B
1.5 More than 5 tardiness within the month - Class B
1.6 Failure to log in/out for attendance: using biometrics, id or log book Class B
1.7 Coming to work without proper uniform Class B
1.8 Refusing to work overtime on holiday, rest day, when work requirements so demands Class B
1.9 Failure to notify the company when absent from work - Class A
1.10 Falsifying time records (DTR) for self or others - Class C
1. 11 Falsifying over time records and work accomplishment - Class D
1. 12 Unauthorized changing (or observing day off other than the ones approved) - Class C
1. 13. Fraudulently filling for time records of others - Class D
1. 14 Falsifying sick leave notices - Class D.
SECTION 2 OFFENSE AGAINST PERFORMANCE OF DUTY
2. 1 Failure to wear ID and prescribed uniform - Class A
2.2 Non participation in team, SBU, or corporate activity as AM talk, PE, teambuilding, outing, etc - Class A.
2.3 Failure to immediately report loss, damage, or incidence in the course of work - Class A
2.4. Doing unsatisfactory work - Class B
2.5 Failure to observe required process/steps prescribed for a task - Class B
2.6 Feigning illness to avoid doing an assigned task - Class B
2.7
Accepting and approving, processing for payment unconfirmed or
unverified expense reports, or accomplishment report by supplier
contractors (or passing off hearsays vs fellow employees that are
unconfirmed) Class B
2.8 Smoking during working hours - Class C offense
2.9 Sleeping at the company premises during working hours/while on duty - Class D offense (changed formerly Class C)
2.10 Loitering, wasting, killing time, wasting materials during working hours - Class C offense
2.11
Failure to do which one is bound to do in either ministerial basis or
by default within a prescribed period of time (to correct a mistake, to
discipline an employee immediately, do BI on an employee, submit all
requirements - surely, NBI) Class C
2.12
Doctoring or falsifying data for a material canvass, customer research,
market research, BI, credit investigation report. Class C
2.13
Changing, altering, or doing a 360 degree reversal of work process or
policy: as day off, work schedule, security procedure, time off,
reporting or accounting, finance procedure, pricing, discount, that has
not be approved or noted by superior. Class C
2.18 Committing acts of immorality and indecency in company premises during company time - Class C
2.
19 Misrepresenting or falsifying material facts for obtaining
employment as job experience, skills, profile, status, references, and
educational attainment - Class D
2.20
Obtaining materials services, at higher price with the same technical
specifications, knowing that the same can be obtained from other
suppliers at a much lower price. - Class D
2.21
Favoring certain suppliers consistently without conducting regular
bidding or canvass, in exchange for favors, gifts or commission, food,
travel. In addition to dismissal, the employee shall be required to
pay back the commission, gifts that went to him instead. Class D.
2.22 Altering ORs, ledgers, documents without approval of superior or customers; Class D.
2.23
Passing office sales to relatives or other 3rd party agents - Class
D. Thus recruiting wives or husbands, sisters, or someone close
parents as is prohibited and is an offense too when discovered)
2.24
Bringing in intoxicating liquor, guns, bladed weapons, or gambling
paraphernalia to office premises, project sites during working hours -
Class
D
2.25
Acting in loud, boisterous, disorderly manner towards co workers,
suppliers, or customers at office, project site - Class D
2.26 Refusing job assignments for interment, on Sundays, provincial assignments, or additional work loads; Class D
2.27
Refusing to follow verbal texted, written, or emailed orders
assignments and tasks coming from superiors, or written assigned tasks
enumerated in administrative plans or job descriptions. Or implement
marketing, operational or marketing plans. Class D
2.28 Any acts of insubordination or disobedience - Class D
2.29
Failure to report submit Abstract Proof Sheet with Cash Count and
deposit slip or deposit daily cash collection intact daily; or failure
to account for all OR accurately that are in the employees custody -
Class D; (edited, altered to conform with the times) Class D.
2.30
Failure to account/liquidate cash advances: promptly (within the
prescribed time) and support the same with receipts ( OR) The cash
advance requesitioner must only spend for the purposes indicated. This
includes IF and revolving fund - Class D
2.31 Failure to submit assigned work on agreed time - Class C
2.32 Failure to accomplish, submit work as per standards of excellence - Class C
2.33
Abandonment of work - leaving ones work assignment for more 7 days
without notification (resignation, leave of absence) or without proper
turn over. Class D
2.34 - Borrowing money, gadgets, asking for joining fees, id fees, etc (where none is really required) from trainees (both office and sales) suppliers. And even more so for refusing or failing to pay. - Class D
When discovered,and if proven under invetigation, such abuse shall be classified as such at the date committed and the resignation of the employee after duly informing him shall be classified as dismissed
(appended December 23, 2016 based on memo of the same date)
Section 3 - OFFENSES AGAINST COMPANY PROPERTY
3.
1 Excessive use of company cellphone and landline for personal use;
using; using company computer for applying for work elsewhere,
chatting with friends using YM, FB Google hang outs and the like;
Class B
3.2
Bringing in personal phones in company premises and using the same for
personal use during working hours. Only company phones are to be used
during working hours; Class B
3.3 Driving company vehicle, using computers, or equipment that one is not authorized to use - Class C
3.4
Giving competitors company business plan, corporate, marketing plans,
prospect list to competitors or other parties - Class D
3.5
Failure to shut off lights, computer, aircon when not in use; failure
to lock offices, cabinets before leaving the office; losing keys or
failure to give keys to other co employees when one is late thus causing
delays in work, or service to the customers - Class B
3.6 Using company funds for payment of operational expenses; not observing the imprest system - Class C;
3.7 Substituting old or inferior products/ffe to the one owned by the company; Class D
3.8 Stealing company property or funds - Class D
3.9 Destroying or causing to malfunction deliberately company vehicles, or FFE - Class D
3.10 - Loss of company property through gross negligence and failure to follow correct security procedures Class D
3.11 - Use of company property for illegal or immoral activities Class D
3.12 - Using company ffe resources for personal use or gain - Class D
3.12 - Using company ffe resources for personal use or gain - Class D
3.13 Plagiarizing somebody else work and submitting the same as his own as a PDCA, marketing plan, corporate plan - Class C
Section 4 - OFFENSE AGAINST HEALTH, SAFETY AND SECURITY
4.1
Willful disregard, disobedience on regulations on use of supplies,
equipment, implementation of procedures, on 5S, TPM, and visible signs
of quality - Class B
4.2 Entering company premises outside of working hours without authorization - Class C
4.3 Disregarding signs in the premises that warn vs possible hazards as No Smoking - Class C
4.4
Failure to wear safety shoes, clothes, googles where it is required as
in brush cutting, or head protection when lowering vault - Class C
4.5
Contributing to unsanitary or unhygiencic conditions as littering,
leaving plates unwashed or unstored at the end of the day; spitting on
the floor; not washing of hands or coughing without covering mouth -
Class B;
4.6 Supplying ID to third parties to gain access to company premises - Class D
4.7 Bringing in bladed weapons, firearms at the company premises; Class D
Section 5 - OFFENSES AGAINST PERSONS
5.1
Quarreling with fellow employees or customers, uttering profanities,
cursing, making grave threats while in the employ of the company Class
D
5.2
Falsely testifying against co workers that results in the disciplinary
action and even dismissal of the latter - Class D
5.3 Attempt or actually inflicting physical harm to fellow employees, customers, fellow employees, or the public; Class D;
5.4
Threats or intimidation, coercion to fellow employees to join mass
action whether directed towards the company or any other cause
(transportation strike, fuel hike, govt policies etc ) Class D
5.5 Making malicious anonymous text messages to the company, fellow employees, vs officers, or fellow employees -- Class D
5.6
Any acts constituting threats or disrespect to the supervisor, manager,
or senior company officials, whether in person, social media, SMS or
the like - Class D;
5.7
Any acts that is disrespectful to the company supervisor, manager or
senior officers that might cause shame or embarasment or body injury to
the the latter - Class D
N. B.
For all offenses:
1.
The two memo rule shall be observed for offenses involving dismissal.
For the first memo, the employee shall be informed of his offense and
asked to explain why he should be guilty as charged. He is given
sufficient time to explain his side. If necessary a hearing is
conducted, the minutes of which is taken to guide the officers make a
decision on the case.
Then the second letter, which dismisses the employee, shall enumerate the followinng:
1. the charge sheet;
2. the explanation by the employee concerned;
3. the minutes of the hearing
and
the pros and cons of the arguments and the conclusion why the employee
should be dismissed/exenorated of the charges levelled against him or
her.
All
the decisions enumerated herein are administrative in nature and not
criminal court proceedings where the weight of the evidence is weighed.
(preponderance of facts) is observed. Sometimes, loss of confidence in
managerial or positions of confidence like comptrollers, cashier are
enough grounds to dismiss an employee after observing the process herein
enumerated. (Art 282C)
Nothing
above or provision of the labor code prevents an employee who has
superior position to control the flow of information, and investigation
being conducted to be placed in preventive suspension without being
charged yet. (Not in labor code but under its IRR)
ACKNOWLEDGEMENT:
I
have read and understood the above code of conduct of discipline that
is in effect and being observed at the Holy Gardens Memorial Park
group. The above has been explained to me in English and in the
language that I understand. I have been given a copy of the said Code of
Conduct and Discipline and is accessible in hard copy form at the
office where we work, and at the website being shared with the Holy
Gardens employee (Holy Gardens Community Blog,. Bulletin Board)
_______________________
_______________________
Signature over complete printed name Assisted by ____________
_______________________________
Date
Ang
nasabing Code of Conduct and Discipline ay aking nabasa, naintindahan,
isasagawa, at susundin at ito ay naipaliwanag sa akin ng mabuti sa aking
wikang naiintindihan.
___________________________________________
___________________________________________
Lagda sa ibabaw ng kumpletong nakatitik na pangalan
CONFIDENTIALITY
NOTICE/disclaimer: The information contained herein is strictly
confidential in nature and is the property of Holy Gardens Group and
intended only for the intended recipient and its retransmittal ,
reuse,reprinting or taking action other than the intended party is
strictly prohibited. Holy Gardens assume no responsibility liability
arising from such unauthorized use.
RRURAC: Read, Respond, Understand, Reflect, Apply and Check
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