Employee's Handbook (Updated V.3 March 15, 2019

Rev 3;  updated February 3, 2015
Rev 4, March 15, 2019

VMBP of HOLY GARDENS GROUP

VISION

                To be the leader in the memorialization business for the next ten (10) years (2020) in the Philippines and Asia.
                 1.  Obituaries
                 2.  Tributes
                 3.  Cremation
                 4.  Affordable Interments

Updated:    

"To provide and complete the following affordable memorialization services for the next 5 years in the Holy Gardens Memorial Parks:

1st year:   Crematorium and Chapel Sevice, Columbarium

2nd year:  Columbarium

3rd year:   Crematorium

4th year:   Chapel Services

5th year:  Crematorium and chapel services"

" HELPING IN THE GRIEF OF MANY PEOPLE"

MISSION

          To remember our loved ones in a special way in a special place (edited)

Updated:  

1.  To remember our loved ones in a special place in a special way.

2.  John l4:  2-3.  "In my father's house, there are many mansions....I there to prepare a place for you, where I am, there may be also"

3.  Jubileee:  when we return life to the Lord, it must be a happy occasion

4.  Job creation

____________________________________________________

Vision Mission Statement for Chapel and Memorial Services and Memorial Plan

1.  Vision:     To provide affordable memorial plans to one out of every 5 homes in the country.

                    "Every Juan (one) must have a memorial plan

2.  Mission:

    1. To provide unique and unforgettable memorialization services

    2.  To provide affordable memorial services to every one (with the P20 and P35 packages)

    3.  To assist the indigent in their memorial needs through free infant caskets, 10 to 12t services and help desk contributions from the Memorial Park, Chapel and Memorial services.

   The HGMP Interment service, Chapel Memorial Service and Memorial Plans are tasked with making regular quarterly contribution of 5% of their gross profit

"The memorial experts"

"TRIBUTES FOR LIFE"

BELIEFS:

1. Customer Service – to give the best service that there is; the customer is divine, the customer is the king. He pays our wages.

2. Excellence – to strive to be the best in everything we do; to hire and train the best; to practice the best processes.

3. Learning – we will keep abreast of the world’s best practices; we will learn one new thing a day.

4. Change – change is the only constant thing.  We will change always to be better and very competitive.

PRINCIPLES:

1. We will give capable and intelligent directions in the management of the business.

2. We will find ways to be first effective and to be efficient in the utilization of resources in the operation of the business: manpower, machinery, materials and methods.

3. We recognize the impact of corporate activities in the community where it operate and therefore to contribute in the promotion of the well-being of the community.

4. We want to grow because we want to create more jobs and employment opportunities to everyone.

5. We will create wealth for our stakeholders, investors, suppliers, landlords, lenders and employees.

-x-x-x-x-x-x-x-x-x

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

                                             New  Added on March 16, 2019

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

Added   3/16/2019

                                           

General Code of Business Conduct and Ethics benchmarked and paraphrased from AEV 3/13/2019

     -x--x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x

Must to be remembered by Holy Gardeners:

16 Desired characteristics OF HOLY GARDENERS

1.    Capacity for hard work

2.    Desire to serve

3.    Desire to achieve

4.    Desire to please and interact with people

5.    Patience

6.    Humility

7.    Desire to improve and learn new things

8.    Clear thinking

9.    Capacity for constant and clear communication

10.  Goal oriented

11.  Understand, implements plans and instructions correctly

12. Above average level of intelligence

13. Discipline

14. Is ethical and honest

15. Passion for work

16. Trustworthy

Culture of HOLY GARDENS GROUP

1. Customer is very important in our business

2. Desire for excellence

3. High level of integrity and ethics

4. Service to others and to community

5. Discipline

     ABCD DOCTRINE

Accept….Believe….Cooperate….Dance with the music

    VALUE FORMATION

     Relation to our mission

1. Understanding – real meaning of the mission

2. Acceptance – willingness  to sacrifice

Components of mission

1. Spiritu – realization that GOD is within us

2. Practice – Do  it with courage

3. Corde – What  we do even when no one is watching

 3 FOLD DUTY OF EVERY EMPLOYEE

1.   Diligence – means persevering, hard work, exceeding expectations, being  
      a no limit person.

2.   Obedience – Doing what is ordered;  compliance

3.    Loyalty – Faithful adherence to the company, product and officers.

OFFICE DECORUM

1. Employees must wear uniform/ business suit at all time.

2. Employees shall properly fill time logbooks whether in the field or projectssites.

3. Soliciting gifts from clients, customers and suppliers are prohibited.

4. Employees shall wear ID at all times.

ATTITUDE IS EVERYTHING

WORDS TO BE ELIMINATED

Be careful of your words, they become your action….

1. Akala ko                                                7.  Yun nga po…..

2. Mahirap                                                 8.  Hindi ko po alam

3. Bale                                                        9.  Nadatnan ko na 

4. Trabaho yan ni…..                              10.  Ano…

5. Mamaya na/ Bukas na…..                11. Hopefully....

6. Bahala na                                            12.  Ok po...

       SECRETS OF SUCCESS

1. Hard work 
2. Hard work
3. Hard work
4. Hard work

5. Know what you want
6. Keeping your word

                         SECRETS OF MAGIC

                                        1.  Sense of Mission

                                        2.  Customer Product Vision

                                        3.  High Speed Innovation

                                        4.  Self Inspired Behavior

SIMPLE SECRETS OF STARBUCKS

                                   M—Make it your own

                                    E—Everything Matters

                                    S—Surprise and Delight

                                    E—Embrace Resistance

                                    L—Leave your Mark

     

        PICKLES OF LEADERSHIP

           P   -   Passion

            I    -   Integrity

                        C   -   Communication

                  K   -    Knowledge

        L   -    Love

                      E   -    Empowerment

           S   -    Service

COMMUNICATION

                    It means commonality (COMMU)                        

a. The perception of words as related to  experience must be common.        

                

b. It binds together a group of people as one. – speaking one language with  
              same connotation.

       c. It connotes shared knowledge and vision                         
       d. It means UNITY too.

                    
  Definition:

          1.  It is stimulus - response

       a. It involves a sender and responder – note:  responder is somebody  who ACTS / REACTS


       b. It involves feedback. (We fail here often.)

       c.  Results/outputs of communication -  learning and action

            1.  Thus in military, the sender says verify. It is the duty of the receiver to                             repeat what order or communications he has listened to.

            2. It is the duty of the receiver to inform the sender the progress /result of 

                    stimulus

Engagement Process in Communication

1. Focus – Concentrate on the topic, no hindrances, announces house rules.

2. Attention – Presence on mind, mentally alert, pay attention.

3. Reverence – Show respect to our subordinates, patience and humility.

SOME COMMUNICATION MUSTS / PRACTICES:  (Often neglected disobeyed)

A.  Cellphones

a.  Keep it charged always – especially company cellphones;

b.  Visit a signal full place once a day to communicate with HO / SBU;
c.  Delete unnecessary messages to allow new message to come in / be registered.

d.  Limit text/call to official business.

e.  Have someone in-charge of the cellphone.

f.  Respond to all OB (official business) text messages PROMPTLY!

     1.  If you have travel itinerary, inform HO / SBU wherever you are –text your location.  It is a  must in the travel permit, and it is good for security reason.

     2.  If you reach the destination, inform HO / SBU. If you are in your way back inform HO / SBU. Inform your boss the following:

         a.  Results                    

         b.  What transpired

   c.  File the necessary report / minutes as soon as you arrive at the HO / your office.
3.  Texting

   a.  Use correct English and correct spelling
   b.  Be clear on what you what you want to communicate to be done
   c.  Clarify to whom the message is intended to.

   d.  Texting can be a powerful tool for marketing ie text blast;
   e.  Use this well for birthday greetings and anniversaries
   f.  Quotes are good way of showing that you care and connected with 
       customers
g.  UNDERSTAND before replying. Try to answer all the concern in the text

                  h.  Identify yourself either as sender or receiver.

                  i .  Index the text message you are replying to to avoid misunderstanding

                i.  Be specific to what to do with message 5W1H when action is requested. A simple received by is a no no for instructions/problems.  

B.  INTERNET /  E-mail

          a.  Open e-mail once a day.

          b.  Acknowledge e-mail once a day.

          c.  Devote time  once a day to answer all e-mail.

          d.  Assign someone to be in-charge of e-mail who will attend to this chore daily

          e.  Disseminate e-mail to everyone.  Print and have them sign the hard copy

           f.  MOTIVATE everyone to follow contacts of e-mail.

               C.    Meeting 

If you have a meeting with a customer, inform him/her ahead of   time if you will be late.

1.  As soon as a meeting is over, write / type minutes, gives copies to attendees ASAP within twenty four (24) hours.

2.  Always end a meeting / conversation with:

           a.  Summary / repetition in brief what was talked about

           b.  5W 1H of what needs to be DONE / ACTION.

           c.  Ask the listener / review to VERIFY

           d.  Repeat if necessary if the listener didn’t listen / get it!

         D. Speak, write, text CORRECT ENGLISH

1.  Read a book on word power, if you are weak here.

2.  Buy a book on spelling, grammar / correct English

3.  Read aloud news articles

4.  Watch and listen to English TV and radio programs.

             OTHER PRACTICES:

General principle: Always let the party – your boss, your customer, know whatever you are doing. Keep him INFORMED. To be forewarned is to be forearmed:

A.  BE PROACTIVE:

     Don’t be followed up! It is degrading to be followed up in communication field.

      Communication Process

1.    Input                               3.          Focus group discussion

2.    Reflection                      4.          Output

    Cs in Communication
     
      1.  Compliance -  conformance to the order/stimulus

2.  Conviction – Persuade (accept and belief)

3.  Commitment – Faith (put in your heart)

4. Conversion – Application (put in action)

ORGANIZATIONAL CHALLENGE

There are four organizational challenges that confront us and that needs to be tackled fast.

1. CLEAR COMMUNICATIONS

a. Head office and other initiatives must reach the last man in the field fast and deep- undistorted and unedited.

b. Communications must be acted upon ASAP.

c. There must be automatic feedback ASAP.

d. Follow through if needed ASAP.

2. LEADERSHIP CHALLENGE

a. People who are charged with leadership must lead by words and example. They must grow and own responsibilities. ”GETTING LEADERS TO LEAD”.

b. Passion – malasakit, love for the organization.

c. Alignment of the leaders, internalization.

d. Development of other leaders - “getting leaders to see:.

3. PEOPLE CONCERN

a. Hiring the best people;

b. Training others to be the best;

c. Retaining and motivating the trained and the best;

d. Filling our positions on time.

4. PRODUCTIVITY

a. Getting the people in sync with career path – i.e.  multi – skilled;

b. Getting people to subscribe to QUALITY principles and to work smarter;

c. Getting people to reality improve selves and work always;

d. Getting people to adapt world – class habits attitude.

                               Amended and Updated Personnel Policies

Introduction:

This handbook is designed to provide you with a clear understanding of the Company's rules and regulations, policies and procedures, employee benefits and code of conduct and discipline in order to promote understanding and harmony within the organization. The manual aims to introduce you to Holy Gardens Group (park, crematorium, chapel serviies, memorial  plans) and its financial services.

It also explains employment conditions and management's expectations from you and conversely, what you can expect from the Company. We believe that by knowing all these, you will be able to perform your job effectively in accordance with the guidelines and standards set.

PART I    Personnel Policies

I. STATUS OF EMPLOYMENT 

  An employment contract is for:

1. Regular or Permanent Employment. This is given to an employee who has satisfactorily passed the probationary period after 6 months. Managers, by virtue of the positions they occupy, may be hired as regular or permanent employees. Those hired as regular employees are entitled to performance appraisal only after one (1) year of service or even prior thereto, at the sole discretion of Management for meritorious reasons or when the interest of the Company so requires.

2. Probationary Employment. This is given to a newly hired employee. The standard probationary period is six (6) months. The employee's performance during this probationary period will be reviewed before the end of 6 months. A probationary employee may be terminated anytime for valid reasons as stipulated in the Code of Conduct and in accordance with the Labor Code.

3. Temporary or Contractual Employment. This is given to those who are hired for occasional or seasonal work covering a limited period of time, or those employed as a temporary replacement for a regular employee on leave, or for specific projects with a definite term through designated employment agencies. If a contractual's status of employment is converted from temporary to probationary, he must undergo a probationary employment of 6 months.

 Employment of Relatives. It is the policy of Holy Gardens  to hire the “best qualified” candidate for each job opening. It is Holy Gardens  goal to place individuals into jobs/departments in which they can make the most effective contribution to the success of Holy Gardens  Relatives of active Holy Gardens  employees will not be given special consideration.

Outside Employment. The Company does not allow its officers and employees to engage in outside employment particularly those that directly conflict with the Company’s interest and/or those that conflict with its official working hours while in the employ of Holy Gardens

II. PERSONNEL MOVEMENT 

1. Promotion. This is the movement of an employee to a higher position or level. Promotion shall be based on efficiency, education, experience and seniority.

2. Lateral Transfer. This is the movement of an employee from one job to another within or outside of a department without change in level and salary. Transfers may be initiated by either Management or the employee.

3. Suspension. “Suspension” is a temporary cessation of employment of an employee as a result of a disciplinary action for an offense committed, in accordance with the provisions of the Holy Gardens Code of Conduct and Discipline.

4. Separation from Employment. Separation from employment is the permanent cessation of the employer-employee relations which may be initiated by the employee, by management or by reasons or causes not directly attributed to either of the two, within the limits of the Labor Code.

Situations under which separation from employment occurs may be due to but not limited to the following: -        

        Voluntary Resignation

     

       Permanent and total disability -

       Unsatisfactory performance during probation -

       Retirement - Death -

       Termination for cause

5. Resignation. Holy Gardens requires prior notice of thirty (30) days from employees who intend to resign to give ample time for hiring of replacement and turn over...

III EMPLOYMENT CONDITIONS

A. REGULAR WORK DAYS AND HOURS

1. Office Mondays through  Saturdays  from 8:00am to 5:00pm

2. Lunch break from 12:00nn to 1:00pm or as scheduled by the Department Heads (related to customer service transactions)

3.Snack  break for 15 minutes each in the morning & in the afternoon to be scheduled as follows:

        3.1 Morning break - 10:00-10:15; 10:15-10:30

        3.2 Afternoon break - 3:00-3:15; 3:15-3:30

TARDINESS / UNDERTIME

        A 10-minute grace period in the morning shall be allowed, i.e., 8:15am and shall be considered excused but is still late without penalty

      An employee  if he/she arrives after 8:15am of a regular working day and the resulting undertime, counted from 8:00am, shall be deducted in his/her salary.  When an employee comes after 8:30, he she is considered absent and sent home

The following schedule of penalties shall apply for tardiness exceeding 5 times or an accumulation of 120 minutes whichever comes first in a month for a period of one year :

            1st Offense Oral Reprimand

           2nd Offense Written Reprimand

           3rd Offense  One (1) Day Suspension

           4th Offense Two (2) Day Suspension

           5th Offense Four (4) Day Suspension

           6th Offense Eight (8) Day Suspension

           7th Offense Fifteen (15) Day Suspension

            8th Offense Termination

       Incentives for Punctuality

       An Incentive of P500.00 cash shall be granted to employees:  whether trainee, probationary or

             or regular if they regularly report at 7:30 and are not absent.

   ABSENCES

     1. Absence from work because of emergency may be excused in the following cases:

        a) when the employee is sick

       b) when an immediate relative is sick and the employee’s presence is needed

       c) when an employee has to attend to some personal matter requiring his/her immediate attention

   With any of the above reasons, an employee must inform early during the day, thru telephone calls, e-mail, SMS, or any other similar means to immediate supervisor or HRD

   2. If an employee has been sick for 4 days or more, he/she must present a medical certificate to HRD and must fill up the Request for Leave of Absence Form Vacation leaves (with or without pay), must be approved by department heads at least 3 working days prior to the first intended vacation date

        a) Absences not covered by the above requirements shall be considered as unexcused and therefore, subject to appropriate disciplinary action and/or salary deductions as may be required b) A Request for Leave of Absence must be accomplished duly approved by the employee’s department head

      For Absence Without Official Leave (AWOL), the following schedule of penalties shall apply:

       1 st Offense Written Reprimand

       2 nd Offense Two (2) Day Suspension

       3 rd Offense Four (4) Day Suspension

       4 th Offense or if employee continues to be absent for 5 days without notice Termination

     Absence (even a lone absence) is a prequalifier for certain incentive program,will disqualify a staff from receiving incentives

      OVERTIME WORK 

1. Any employee required to render OT shall accomplish an OT Request Form daily in duplicate, duly approved by their respective department heads at least one day before the intended date and to be submitted to HRD for approval.

   For SBU in anticipation of a regular and non working holiday shall submit one week  (7 calendar days  prior to the scheduled holiday:

          1. 1. Skeletal force request;

          1. 2 Overtime authorization request duly filed in duplicate

          No follow up is required for the SBU and offices to submit the above since the Holiday

          is known to every one

 2. The OT pay computation is as follows:  (where authorized prior to the OT work done)

           2.1 Regular day - work performed beyond eight (8) working hours is paid an additional compensation of his/her regular wage plus 25%

          2.2 Holiday or Rest day - work performed beyond eight (8) working hours is paid an additional compensation of his/her regular wage plus 30%

         2.3 Night Differential - shall be paid an additional 10% of his/her regular wage rate for each hour of work between 10pm and 6am of the following day

3. No OT pay shall be allowed to employees who:

       3.1  comes in late or reports undertime

        3.2 will work OT on a /or Sunday but was absent the previous Friday

     

        3.3 will work OT on a holiday but was absent the previous working day OT pay shall be credited on the succeeding payroll date of the company. The rendering of overtime with pay only applies to Rank/File

4. Holiday Pay

    4.1.  For regular holiday, pay when required during regular holiday is computed at + 100% of basic

            salary

           Regular Holidays:   10

           January 1   New Year

           April   9       Bataan Day

                               Holy Thursday

                               Black Friday

           May   1       Labor Day

           June 12       Independence Day

           August 26   National Heroes Day

           Nov 30        Bonificio Day

           December 25   Christmas

           December 30   Rizal Day

   4.2   For non working holiday, pay when required during non working holiday is computed at +

           30% of his /her basic pay.

            Special  Non working holidays;

            February 5, 2019, Tuesday - Chinese New Year 

          February 25, 2019, Monday - EDSA Revolution Anniversary
          April 20, 2019 - Black Saturday
           August 21, 2019, Wednesday - Ninoy Aquino Day
           November 1, 2019, Friday - All Saints' Day
           December 8, 2019, Sunday - Feast of the Immaculate Conception of Mary
           December 31, 2019, Tuesday - last day of the year

Additional special non-working holidays:

         November 2, 2019, Saturday
        December 24, 2019, Tuesday

10.         OFFICIAL BUSINESS (OB) (trainings, seminars, conventions, client calls or any other related business transactions)

1. An employee who is required by his department head or immediate supervisor to go on official business for at least one full day, must accomplish the Travel Notice  formduly approved by his/her department head at least one business day before the specific date.

 2. An employee who may be required to go on official business for less than a day from the office, such as bank and/or any government company related transactions, must accomplish the Daily Travel Notice form  form to the guard on duty upon leaving and upon returning back to the company premise.

 B. BENEFITS AND COMPENSATION

    1.  Salaries

         Holy Gardens is offering competitive salaries to its employees, equal to or better than the wage orders

        For region IV  -   Angono, Calamba and Morong

        Apprentice   -                                     P9,500  +  500 meal allowance

        With meaningful relevant experience     11,500 +  P500 meal allowance

       Outside Region 1V

       Apprentice  -                                        8,500 + P500. meal allowance

        With meaningful releavant experience    P9,500 +  500 meal allowance

  2  Allowances:

         2.1  Meal allowances of P500.00  and are to backed by receipts of any kind  and 

              are granted to all staff upon employment:

                1. complete submission of  employment requirements

                2.  passing the  orientation as evidenced by Certificate of Training

        2.2  Grocery allowance of P1,500 granted to employees upon regularization as R2

                as evidenced by an duly accomplished and completed Performance Evaluation

        2.3   Electircity allowance of P500 are granted to employees who are promoted to R3

                 level as evidenced by duly accomplished and completed Performance Evaluation

        2.4.  Rice allowance is granted to all employees of 1 year or more tenure with company at P1,000 per quarter and supported by receipt of rice purchase from NFA accrediteD  store.

    3. LEAVES As a reward for continuous and satisfactory service, the employee is allowed privileges upon fulfillment of certain eligibility requirements

.        a.) VACATION LEAVE. Each employee who has completed at least one year of continuous employment reckoned at the time of probationary employment shall be entitled to 7.5 days vacation leave. The vacation leave credits shall be granted in each calendar year (or vacation year) and is non-cumulative.(forfeited when not used)   The employee and his chief/department head must submit vacation leave schedule which includes a birthday leave.  VL are enjoined to be utilized at some other time of the year except during Undas and Christmas when workload is heavy

          b.) SICK LEAVE. Each employee shall be entitled to 7.5 days sick leave, with pay, upon completion of one year of continuous service, computed from the time of his probationary employment.

 Sick leave not used within a year’s period after accumulation of 30 days total leave credits , shall be converted to cash and paid to employee the 4th  week of the following year.

        c.) MATERNITY LEAVE. Primarily governed by the Social Security Law by integrating maternity benefits into the Social Security System, and implementing SSS Circulars. A female member of the SSS shall be entitled to maternity benefits if:

       a) she is employed at the time of delivery, miscarriage or abortion;

       b) she gives birth or suffers an abortion or miscarriage;

       c) she has given the required notification to the SSS through the company (at least 30 days before estimated time of deliver ; and

     d) at least 3 monthly maternity contributions have been paid within the 12 month period immediately preceding the semester of contingency.

      The daily maternity benefit shall be paid for a compensable period of sixty (60) days in case of normal delivery, abortion or miscarriage, or seventy-eight (78) (now 105 under a new law) days in case of Ceasarian delivery. As soon as the employee becomes pregnant, she shall immediately inform the Company of such pregnancy through a Maternity Notification Form (available from PD), duly accomplished. The maternity leave application of the employee shall be filed with the PD supported by a certificate signed by a physician or midwife showing the probable or actual date of childbirth or the actual date of abortion. The Company shall be reimbursed by SSS after it has advanced the payment of the SSS maternity benefit to the employee. The employee shall furnish the Company such information or documents as the Company may deem necessary to secure such reimbursement.

      d.) PATERNITY LEAVE. For purposes of Republic Act no. 8187, Paternity Leave refers to the benefits granted to a married male employee allowing him not to report for work for seven (7) days but continuous to earn the compensation thereof, on the condition that his spouse has delivered a child or suffered a miscarriage for purposes of enabling him to effectively lend support to his wife in her period of recovery and/or in the nursing of the newly-born child.

DRAWING OF PAY Paydays are on the 10th  and 20th of the month. All salaries are deposited to either the savings or current account of the employee in the designated bank or where no banks services are avaialbel in cash.  Upon notice of resignation, the  salary of the resigned employee shall be withheld during the pendancy of clearance whcih shall not be beyond 90 days from last day of resigning employees.

      e.  BEREAVEMENT LEAVE.   Employees are allowed to go on leave with pay, excused, upon the death  of child, spouse and parents.  for 4 days... with pay...

 2. COMPANY IDENTIFICATION CARD All employees are required to wear their ID cards at all times when inside the office premises. I cases of lost, employee should notify HRD immediately within two days from date of loss. ID cards remain the property of the Company and should be surrendered upon severance of employment.   PD shall issue an ID within 7 working days from start of employment.     Employees must surrender their id:   when a renewal is needed and upon resignation.

3. OFFICE UNIFORMS All employees are required to observe the rules on proper office business  attire during from on days thru Friday  of every week. Saturdays are considered wash day, except wearing of maong/demins and T-shirt without collars. Non observance of such rule aside from being subject to ccd or substitute penalties may mean the employee being sent home and marked absent for the day

 4. HOSPITAL, MEDICAL AND DENTAL BENEFITS

     These are bieng worked on pending the delivery of financial statements that tell the financial health/profitability of the company..

  5. GROUP PERSONAL ACCIDENT INSURANCE/ Upon regular employment with  Holy Gardens , employees are entitled to group personal accident and group life insurance. The amount coverage is dependent on the salary level of the employee.

6. RETIREMENT  The finalization of retirement pay of at least 22.5 days for every year of employment is still pending awaiting the delivery/completion of financial statements especially the profit and loss

7. FINANCIAL ASSISTANCE Salary Loan

Each employee of at least one year in service can avail of a salary loan from Majorem Lending  of up to two (2) months of his basic salary for emergency purposes. An emergency purpose is determined as an expense that cannot be forecast and which is extremely necessary, being required by the employee himself, or by members of his immediate family. Salary Loan is payable for not more than 12 months at an interest designated by management.

8. TRAINING DEVELOPMENT   The following shall consist of the training and  development of employees

    8.1   Reflection by ppt the administrative plan (job description of the staff)

    8.2   On the job training with a mentor on the things needed to be known for a particular job:

            knowledge skills, process, attitude...

    8.3  Daily am talk where posts in the company community web sites are discussed daily for at least

           30 minutes every morning on or before time..

    8.4  Book reports  -   1 book report monthly to qualify for promotion under performance

           evaluation

    8.5   Journals    -    every employee is required to record and journalize one new thing learned

            daily in a record book.  There must be at least 60 entries in the journal to qualify for                            incentives

    8.6   Reflections and comments on the blog post at least 60 a month

         

ATHLETIC AND SOCIAL ACTIVITIES These activities are held every year:

     a.  Weekly PE  jogging, ball games.

      b. Corporate Christmas Party

           

 C. HOUSE RULES

 1.   VISITORS/GUEST RECEPTION All visitors or guests, without exception, including employee’s relatives, suppliers and former employees of the Company, should be received only at the reception area.

 2.     PROPER USE OF THE TELEPHONE COMPUTER Being a service oriented company, proper use of the telephone is very important.   It is our link to the world and a primary sales tool to increase  revenue.  (Without revenues we do not eat...)

    The following guidelines must be observed:

       2.1   When the telephone rings, the employee must answer it promptly (should not be allowed to ring more than twice) and politely.

      2.2  . Personal Calls / transactions The Company does not prohibit the use of the telephone for personal calls, but it is expected that this will not be abused. Personal calls should be kept to a minimum. If possible, these calls should be made during “off” periods.

     2.3  While social media is good for business, its use during office hours is prohibited.  So with

            attacks vs the  company

3. BULLETIN BOARDS Bulletin boards:  . real and virtuall    will be utilized to inform all employees and encourage them to read items posted daily   Birthdays, anniversary of employment, new hires and promotion shall be posted at the bulletin board

 4. GOOD HOUSEKEEPING At the start of the day end of the day's work, it is a good habit for employees to conduct 5  of their office, which is their home for their waking hours:  to sort out files and supplies, and to systematize their arrangement not to mention dusting sweeping the office premises, as well as roads anS

    For the protection of the office equipment, drinking taking snacks at their tables especially where there are electronic equipment is strictly prohibited

Computers must not be left on. Eating utensils must be kept inside the pantry cabinets. All eating and cooking utensils  must washed cleaned and dried after use.   For their own protection, employees should not keep personal valuables inside their desks or filing cabinets.

    Office should be rid of pests, vermin, dirt, trash cans emptied.  Offices must smell clean... It must be cleaned and maintained like a house because this is our home away from home

5. USE OF OFFICE EQUIPMENT, SUPPLIES AND FACILITIES  Employees must observe discretion in the use of equipment, supplies and facilities. They must keep in mind the Company's efforts to eliminate unnecessary consumption and wasteful practices. Recycling of used folders, envelopes and papers for internal purposes is encouraged.

6.  Office Decorum

     Employees must observe proper behavior and professional manners in dealing with clients and colleagues at all times, must address superior, customers Sir / Madam as the case maybe.

       Use of business attire and wearing of ID is strictly enjoined 

       The office must be clean and presentable; free of trash and vermins.

      The he following circumstances must be strictly avoided:

          6.1 Use of indecent words, foul or obscene language within the company premises or even outside when  attending business related functions

      6.2   Boisterous laughter and loud talks that may disturb clients, colleagues, during meetings or in the performance of work

  6.3  Small talks involving personal lives of clients and colleagues that may eventually escalate into gossips.

   6.4   Gossip.   

7.    Use of company vehicles and equipment:

         Trucks, tractors, and service vehicles

     1.  All company vehicles and equipment are subject to monthly inventory taking and reporting

     2.  All company vehicles are for business purposes only and should be driven by authorized

          driver only

     3.  All vehicles are subject to memorandum receipt by the driver concerned and all trips must

          be authorized under a TRT (Travel Request Ticket) that can be filed on line

    4.  All vehicles are required to have log book where the following are recorded:

         `1. Travel log

          2.  Maintenance done

          3.  Repairs and improvement

    5.  All vehicles are subject to regular total preventive maintenance schedule, ie servicing

         parts that are bound to fail during the life span of part.  Check, Inspect Replace.

   6.   Vehicles require cleaning inside and out  after every use, and must be kept under shade  to pre-

         serve shine and beauty of the  vehicle...

          Office and other equipment

    1.  Are likewise required to be included in inventory reports

    2.  Are to be kept clean dusted and wiped clean daily

   3.  No food and drinks near the  office equipment

   4.  Must be taken care of not dropped banged or left unattended;

   5.  Must not be left anywhere and everywhere  where it is bound to be stolen.

8. SOLICITATIONS AND DONATIONS Solicitations and donations among employees unduly burden everyone because they are difficult to refuse especially if they come from co-employees. In exceptional cases, however, such as the death of an immediate family member, an employee whose house got burned or any situation of such nature, donations/contributions may be requested but only upon the supervision of the PD

9 SAFETY AND SECURITY Safety and security are the concern of everyone. Accidents do not just happen, they are caused. Employees should strictly adhere to safety rules and are requested to report any unsafe conditions or practices within the office premises immediately to the HRD. Firearms, explosives or other weapons, which may cause undue fear and alarm in the work area, are not allowed. It is strictly prohibited for employees and/ or their visitors to be under the influence of liquor, intoxicants, or drugs while on the job, or while within the office premises.

 10,   NO SMOKING To provide safe and comfortable work environment for all employees, Holy Gardens  has strictly prohibited employees from smoking within Holy Gardens premises and within the building.  This is not merely an adminsitrative but covered by an EO from the Office of the President of the Philippines

 11   CONFIDENTIALITY OF COMPANY DATA The business requires that all employees be very discreet regarding Company data including vital figures/statistics, clients' identities and their holdings/transactions with the Company, etc. It is imperative that all employees, without any exception, should strictly maintain confidentiality of Company data. It follows that confidential data should never be discussed with anybody who does not have any business knowing about the transaction. In this regard, all employees, without exception, are required to comply with the contract agreement upon employment. Employees who are found violating this policy will be subject to dismissal or even court litigation, if necessary.

     Ppt coming from head office, excel files, forms are not be shared with outsiders and violation thereof is considered a Class D offence

 IV. EMPLOYEE RECOGNITION PROGRAMS

1. PERFORMANCE EVALUATION SYSTEM At HOLY GARDENS, performance feedback is a continuous process. Only by knowing “where you stand” with respect to job performance will one be able to improve himself/herself. Periodic performance evaluation will be undertaken to assist employees their professional development and growth in Holy Gardens  It will also be used to determine merit increase objectively and equitably, and serve as basis for appropriate personnel action. The system allows the rater to discuss his evaluation ratings with the employee for coaching and counseling, making sure specific points for improvement is taken up. During this session, the rate is encouraged to talk openly (“speak up”) with the rater (normally the immediate superior) in as much as the purpose of this dialogue is open communication.

2. SERVICE AWARDS These awards are given to employees who have served the Company for 5, 10, 15 and 20 years certificates, cash, and tokens (watches jewelry etc)

updated posted 3/13/2019

                                                          Old Version for reference

Leave of Absence

Employees who will not be able to work must seek prior written approval of the superior as defined by the present organizational chart. Leave notification through texting and calling is strictly prohibited. Only emergency in nature should have notified the superior or the next in rank via telephone. Upon his return the absent employee must confirm the absence officially by filling up the official leave form. If the employee was sick for more than a day he/ she shall submit a medical certificate.

Failure to observe this shall mean the employee is AWOL- absent without official leave and shall be subject to disciplinary action under the Code of Conduct and Discipline. All employees on training are encourage not to absent, as will affect judgment on his reliability or trustworthiness.

Note: Filing of Leave of Absence must be one (1) month in advance

Days and Scope of Work

For office positions; employees will have to work from   Monday to Saturday at the official time mentioned in    the attendance policy. For employees who worked in    operations/ Marketing like Field Technicians, Buildings    Technicians, Interment Service Crew, CSS, MS their    Chief Marketing Officer / Functional Head will  determine schedule of the rest day. 

Off days

Off days that have been fixed can only be changed upon a written request duly approved. Unauthorized changing of off days are subject to CCD penalties.  No offs are allowed on Saturday and Sunday.   Expect work on Saturday and Sunday and off on weekdays because
       of the nature of business.

      Unauthorized changing of off days is subject to CCD.   DOLE has imposed penalties  including
       but not limited to payment of OT for ordering employees on an off day.  

Work on Sunday:   The business of the company involves interments that are done on Sundays.  marketing takes place on Sundays and holidays, and employees are expected to go cheerfully on such duties without need for discussion or consultation.  The labor code supports
      management prerogative to ot when exigency of the business requires it.   Refusal merits CC D punishment

Company activities:   Employees shall participate and cooperate in company activities like parties, conferences, physical fitness, team building and AM talk which are held regularly

All employees are expected to follow the time scheduled assigned to each one by the   management. (Late attendance cant be made up by later departure) Hours worked shall be indicated on the Daily Time  Record using the bundy clock / finger scanner.  Failure to do so will give rise to presumption of absence from work which if not explained satisfactorily, will deem absence without leave.

 Employees are encouraged to start and finish everything on time.  Punctuality of attendance
     and non absence is rewarded by monthly prize for doing so.   Penalties are imposed for late
     and delayed submission

Break Periods

Break periods will be granted to all employees. One hour break to each employee. Schedule of break period shall be made in such a manner that work flow will not be impaired. Employees shall not leave their job assignments earlier than their designated time and must report back to their job assignments on or before the end of the break period.

The company reserves the right to adopt a temporary or continuing change in prevailing regular working hours, should such change be deemed by the company to be advisable or necessary and its not contrary to the existing laws and regulations.

Overtime work and authorization    

No overtime pay shall be made without prior written authorization which must be submitted in writing 5 days before the holiday   Before a holiday, the SBU must submit skeletal force proposal.  The WS must cover a high value added activity since the company pays at least 100% more (2x)  Do not have overtime for routine jobs.  No overtime authorization, no skeletal force,  no OT.   For marketing, when there is sales conversion, there can be payment of OT.  Since the CMOs have ORC, and have high salaries in the first place, NO OT pay shall be paid

We are results, output, productivity oriented company.  Staff must produce outputs/results during the prescribed work hours and must finish his assignment, even without OT.  He must be trained and work hard to finish his assignments.

Punctuality and faithfulness in attendance  9/16/2016 (an old practice/rule)

   Employees are expected to come early for am talk plan their work and be fresh when work hours start.  Punctuality is a good work habit.  To encourage this practice, employees who come for more than 30 minutes late shall be sent home and marked absent.   No half days are allowed especially during the morning.  Employees are considered absent for the whole day when half day especially at am
   
      Rewards are given for those who come early and have perfect attenance

Resignation Procedures

Resignation must be formally submitted for approval at least 15 days (for Rank and File Employees), 30 days (for Managerial / Supervisory Employees) from the intended date of resignation. Resignation Letter must be duly approved by the Chief Marketing Officer and the Managing Director of the concerned SBU.

Those who resign effective on the date of filing of the letter who have violated this rule shall be considered to have resigned illegally (the Labor Code prescribes a 30 day period) and shall be considered to have gone AWOL and /or abandoned their job which are subject to dismissal.  No clearance shall be issued to employees who have gone AWOL or who have abandoned their work  (clarification  2 -3-2015)

 Last Salary 13th month, leave credits, savings fund of the separated employee shall be put on hold, and it will be subject for clearance. No disputes shall arise from the issuance of clearances. .  Therefore a resigned employee must complete turn over of records, files, and responsibilities to an officer or the successor to the position.   Upon separation, the employee  must complete his/her Clearance to be issued by the company. The last pay shall be issued to the employee upon the final  processing of clearance within 90 working days from the completion of clearance. 

Corporate Cellphones

     Chief Marketing Officers / Functional Heads are being provided by company’s cell phone units to supplement a versatile means of communications. Nevertheless, certain policies are set to ensure the proper usage. Company Cell phones must be used for official / business purpose only. Company cell phones must be put in silent mode during meeting. In case of absence / resignation of Chief Marketing  Officer, Functional Head the company cell phone must be turned-over to their respective understudy,     without need to remind nor demand. Personal use of the corporate cell phone is strictly prohibited. Personal mobile phones must be kept in locker during office hours. Employees are prohibited from bringing  personal mobile phones to work area.  

Use of Telephone

Use of the company telephone for personal (emergency) is allowed but it is expected that this privilege will not be abused. Telephone conversation should be brief, if possible during off period.

IT Infrastructure

IT infrastructure is design to hasten the means of communication through the use of internet. Corporate e-mail accounts and password should not be divulged to the third party. Facebook  and chatting during office hours is strictly prohibited.  It should be used mainly for business purposes ie promoting the business of the company through social media. All emails and information in the email accounts of employees are deemed to be property of the company, and may be searched or looked into any time without the employee invoking the right to privacy since the same in the company computer and used during office hours.  (Updated 2/3/2015)   All passwords of emails used for business shall be forwarded to Hr and or its representative.

Identification Card

The People Department shall issue an Identification Card promptly to every employee. Employees are required to wear ID at all times when on duty or within the office premises.  When the ID card is lost, a new card shall be issued and replacement cost shall be charged against the employee’s salary. On resignation or termination of services, employee shall return the ID card to the People Department as requirement for the release of clearance from accountability.

WORK PLACE ATTIRE

For Regular Employees (6 months and above)  - Wearing of presentable business type attire is
enjoined

Female

Monday to Thursday Friday

Company’s Uniform Slacks pants, Skirt, Blouse with collar, close leather shoes  (in other words dress)

Close Shoes (Leather; color black).

Male Friday

Company’s Uniform Slacks Pants, Polo, Close leather Shoes

Close Shoes (Leather; color black).

Saturday—Jeans, T-Shirts, blouse, rubber shoes, sandals

For Employees 6 months and below

Female

Monday to Friday

Slacks pants, Skirt, Blouse with collar, close leather shoes

Saturday—Jeans, T-Shirts, blouse, rubber shoes, sandals

Male

Monday to Friday

Slacks Pants, Polo, Close leather Shoes  Saturday—Jeans, T-Shirts, blouse, rubber shoes, sandals

Note:  Blouse without collars, sleeveless, spaghetti straps,  silhouette dresses, haltered, backless, sando, shorts, micro mini skirts are strictly prohibited

Decorum

Employees must observe proper behavior and professional manners in dealing with clients and colleagues at all times, must address superior, customers Sir / Madam as the case maybe.

The following circumstances must be strictly avoided:

Use of indecent words, foul or obscene language within the company premises or even outside when  attending business related functions

· Boisterous laughter and loud talks that may disturb clients, colleagues, during meetings or in the performance of work

· Small talks involving personal lives of clients and colleagues that may eventually escalate into gossips.

· Shouting or utterance of nasty things due to anger  and loss of temper

Work place security     

The company is committed to maintain a safe and secure workplace, the company strictly prohibits employees and visitors from bringing any firearm within the company premises, project sites. Work sites without customer must keep the work places locked, however it must be visible from the outside.  CCTVs will be installed in each office, and must be monitored via IP or USB regular submission and review.   

Employment Records

All employees have a personal file (201 file) at the People Department. It includes a duly filled-up Application Form, Contract of Employment, Salary Movements, Performance Appraisal Report, Disciplinary Action taken, Pre-employment requirements, Certificate of Employment, Clearances and any correspondence related to employment records.

Personal files of employees are considered strictly confidential and shall only be reviewed by the Department Head, if requested. Only in the extreme cases shall personnel files be taken put of the People Department premises. In both cases prior approval of the Managing Director is required.

It is important that the personnel records of the company are accurate at all times. The company expects that employees will promptly notify the HRD of any change in name, home address, telephone number, marital status, number of dependents or any pertinent information which may change

Confidentiality of Information

Any all kinds of information received or obtained at any time during employment and information on intellectual properties acquired by the employee  while employed with  Unisun Group of Companies shall be considered confidential and shall not, at any given time be used, disclosed or communicated to other parties without prior written permission from the company . Employees are required to sign CONFIDENTIALITY AND NON- DISCLOSURE AGREEMENT. and NON COMPETE AGREEMENT FOR A PERIOD OF 5 YEARS (IE non working for
       a competitor - memorial park or chapel in the same area)

Conflict of Interest

Employees are shall at all times exhibit loyalty to the people and commitment to the mandate of the company. Employees shall not engage directly or indirectly, in any acts that would impair their official duties, run counter to the objectives of the company and results in undue personal benefit or advantage on their part or in the part of their relatives.  Employees are not allowed to seek additional employment or engage in other undertaking outside the company that prejudices in any manner of his performance of official functions or undermines the interest of the company.

       An MC from finance further clarifies procedure for COI.  COI is part of new corporate governance rule issued by SEC

Usage of electricity/Cost Reduction

Employees must be careful about the cost spent in for the electricity. Never use electricity in vain. Whenever the office is not in use, turn off the lights and the air-conditioner. Employees must turn-off the computers whenever not in use furthermore, they must follow the schedule on when to open the air-condition units (9:00 a.m. to 5:00 p.m. only). Faucets must be turned–off whenever not in use to conserve water.

Job Rotation

The job rotation of an employee from one SBU to another or one position to another  is considered justified in the interest of the business and the employer rather than disciplining nor constructive dismissal. No employee may, therefore, refuse any order of rotation otherwise the employee will be subject to disciplinary action.  It is considered an act of insubordination and therefore subject to immediate dismissal

BENEFITS

Payment of salaries

Salaries as prescribed by law are paid every 15 days - 50% of the monthly rate is paid every such period.  Therefore the number of days worked is not counted but as 50% of the monthly salary
1. Maternity Leave

         Maternity benefit is advanced by he employer to qualified employee in full within 30 days from the date of filing of maternity leave application, to be reimbursed by the SSS upon satisfactory proof of payment and legality thereof. Employee is entitled to sixty (60) days maternity leave for normal delivery and seventy eight (78) days for caesarian delivery. Maternity leave benefits shall be paid only for the first four deliveries.

      Note : Non filing of maternity leave application and maternity requirements no cash advance

2.      Paternity Leave

         Paternity Leave of seven (7) days with full pay to all     married male employees for the first four deliveries of     the legitimate spouse with whom he is cohabiting. The seven days may be taken before, during, after the spouse’s delivery provided that the days off should be availed not later than sixty (60) days after the date of delivery. The employee should notify his employer as soon as he finds out that his wife is pregnant. He should also tell his employer the expected delivery date of his wife. Employee should file notification form in this regard and attached his marriage certificate. The Paternity Leave may also be used in the cases of miscarriage and abortion.

3. Bereavement Leave

    All employees permanent or contractual whose immediate kin die (parents, spouse, children) shall be entitled to paid bereavement leave not exceeding four (4) days.

4. Sick Leave / Vacation Leave

           All employees who are one (1) year and above shall be entitled to 7.5 days vacation leave and 7.5 days sick leave.  (The law prescribes on 5 paid service leaves which are accumulated per year and paid upon retirement and resignation

Vacation Leaves are automatically availed of the     employee on his birth day. However, he must still fill-up the leave form for the purpose of notification.  The SBU must submit a vacation leave schedule every start 0f the year so that  VL may be availed of properly.  VL are not scheduled at the end of the year when books are to be closed, corporate plans are to be finished.  It is a must that VL must be availed of during the period prescribed.  (Updated 2/3/2015

Sick Leaves

          Paid sick leaves are availed of employees who get sick and are confined.  Such sickness must be supported by medical certificates.  Sick leaves that are not availed of are accumulated until they reach 30 leave credits. (That will take about 4 years to accumulate)  Those that are in excess of 30 credits are to be converted into cash

           To avail of sick leave, the employee must submit proof of his hospitalization and medical care. Employees cannot avail of leave or LOA thru text / e-mail / phone.

Meal Allowance

Employees who are R2 and above are entitled to receive a meal allowance of Php 150.00 per week or  Php P500.00/per month  The meal allowance is not part of the compensation and not subject to withholding tax as per comprehensive Tax Reform Program Sec. 32 B 7H. and is therefore given separately.  

 (Revised:    July 2016.  Meal allowance are reimbursement of meal expenses and are to be granted to R1 only if:
   1.  201 file is complete:   clearances, bi, NBI, police clearance, 3 reference letters with reference, and previous certificates of employment;
   2.  with certificate of training:    with summaries and exams and two projects:   motif and self tribute movie maker.)

Rice Allowance

The Rice Allowance is given to those who have been employed for a year. and above. Every quarter, each is allotted with Php 1,000.00 for the purchase of one (1) sack of rice. The difference in the actual amount of one (1) sack of rice will be shouldered by the employee. Therefore, if one (1) sack of rice cost Php 1,200.00 the employee will shoulder Php 200.00.  (subject to review and upgrade)  12/11/2013   Upgraded:   2/3/2015

Health Insurance  ( for future implementation when P N L are submitted)

The Health Insurance is an in- house health fund that provides health benefits to its members at the same time. It is also act as a savings fund for the employees.

The amount received by an insured or his estate or other beneficiaries are not subject to withholding tax as per the fringe benefit tax rule of the CTRP.

Who can join :  Regular employees 6 months and above

How :  Fill-up Health Insurance Application Form and it must be signed by the respective    Managing Director in order for them to be a member.

Paying Period: Five (5) years only

Plan Units

A  10

B    7

C   5

D   3

Dependents: For married employees

   Legal spouse up to 60 years of age

Legitimate / Legally adopted children

One (1) year old up to 21 years and unmarried

For Single employees

Parents up to 60 years old

Brothers and sisters up to 21 years old and unmarried

First degree nephew and nieces up to 21 years old and unmarried

Maximum of Two (2) dependents per employee

Monthly contribution of Ninety (90.00) pesos each.

An employee after paying that period that is after Five (5) years shall be entitled to full term medical expenses fund up to 100,000.00.  The amount will vary on the type of plan.

Plan FTMEF Amount

A 100,000.00

B   70,000.00

C   50,000.00

D   30,000.00

Should the employee wish to withdraw his fund in cash, it will only be 70%. The remaining 30% will remain to the Health Insurance fund. The employee even after resignation may have the option of leaving his Health Insurance Fund and withdraw the same when he reaches the age of 60. The employer – employee sharing is 70 -30.

The full term fund shall be used for the cost of health services that may needed by the employee.  After all the available full term fund is used, the Health Insurance shall no longer be liable for the excess cost.

Retirement  Fund  (for future implementation upon presentation of profitable P n L)

All employees and officers of the company and its affiliates who stays on the Group of Companies for a minimum of 20 years shall entitled to a retirement pay, for which the fund
       is formed.  The retirement fund is contributory

 The law provides 22.5 days for every year of service to the employees who will retire on 65th year or 20 years whichever comes first.  This amounts to 7.5% of gross pay

Members of the fund shall authorize the company to deduct from the monthly payroll the following contributions:

A. Employee :  2%

B. Employer :    7.5%

An employee who has been with the company for the last 10 years shall become member of the fund

13th Month Pay

All employees (except daily workers) are receiving 13th month pay from the company. This is given during December but not later than December 24. Those who are resigned and whose contracts ended can still receive their 13th month pay, which will be computed on a pro-rata basis.

13th month pay is not subject to tax provided that it does not exceed thirty thousand pesos (Php 30,000.00). This is according to comprehensive Tax Reform Program Sec. 32 B 7E.

Mid-year Bonus

Employees may also receive a mid-year bonus every month of June.  This is added monetary benefit which depends on the direction of the company/management or on the performance of the company for the first semester. (subject to ROI and profitability of company)  However, this is subject to a qualifiers like length of the stay of the employee in the company and other no Class C and D offense.

Qualifiers:
1.  P and L submission (meaning we have CRB and CDB and updated abstracts

2.  ROI of at least 12%

Incentive Mechanics

The company has provided incentive mechanics for employees who have performed their duties and have meet the organizational objectives,  The following are the qualifier for the incentives.

1.  No Class C and D Offense

2.  At least three (3) months in the company

3.  No more than three absences

Income derived as reward are exempt from tax. (Provided that they do not  exceed the minimum, ME commissions are subject to withholding tax)

Travel Allowance / Cost of Living Allowance / Additional Allowance for ACMO / Committee Head Allowance

    Those who will be traveling or be assigned to work places other than their place of origin will be entitled to Three Thousand (3,000.00) living allowance. (Therefore, assignment than their place fo residence shall be avoided)  For those employees who will have Official Business with HGMP Branches, they will receive a travel allowance: for Officers, Five Hundred Pesos (500.00) for overnight per day <P250.00 for day visit) and for Rank in File they will receive three hundred pesos (300.00) per day. (P150. 00 for day travel only and P300.00 for overnight).  The employees shall be entitled to salary on travel.  but reasonableness of length of travel shall be observed.  The said allowance shall be disbursed on the basis of an approved travel notice and required reports

      Such allowances shall not apply to those employees who have other incentives offered and accepted

    For the Rank in File employee who assumed the position of Acting Chief Marketing Officer / Functional Head without having through formal promotion, they will receive an additional allowance of One Thousand Pesos (1,000.00) to be incorporated on their salary every 15th and 30th  of the month.

    For employees who are appointed by the management to assume the position of Committee Head will also receive and additional monthly allowance provided that they will submit committee accomplishment reports every 15th of the following month; for Committee Chair, one thousand pesos (Php 1,000.00) and for Vice Chair, seven hundred pesos ( Php 700.00).

PERFORMANCE EVALUATION

    Bereavement Providers, Inc. recognizes the hard work, dedication of each employee through Quarterly Performance Evaluation. Employees are being given the chance to be promoted 4x in a year provided that they will meet the targets set by the company, they will submit the basic requirements like 3 book reports, 12 suggestions for FT / BT positions, at least 3 PDCA / SDCA for competent positions and minimum of 90 things learned, the employee must also passed the examination that will be given by the Chief Marketing Officer, Functional Head, over all rating must be at least 90%.

     New staff must have Performance evaluation once evey 3 months during the 6 months probationary period and every semester thereafter.

Memorandum on career path, published on the pages form part, corporate plan,administrative plan  are part of the total system for goal setting and rewarding the doers

SALARY SCALE

    The entry level salary of the employee is higher than which is prescribed by the law in specific area.  This is to make the salary of employee more competitive and attractive to other applicants.  The salary scale of the company is divided into two category:  the Routinary and the Technical Level.  Each SBU has its own salary scale based on the regional area they belong.

Salary scale is under a constant review and upgrading (subject to upgrading as of 12/11/2013

BEREAVEMENT PROVIDERS

GENERAL POLICIES

A. BUSINESS PHILOSOPHY

Our culture /philosophy for the whole business group.

1.  A business can only prosper if it does well for most of it stakeholders.

2. A businessman’s primary duty is to make his business productive and wealthy; only then can share wealth with stockholders, employees and community.

3. A businessman is the stewards of the Good Lord’s bounty so that he can give job and employment to many. If a businessman does this, his business will grow and grow.

4. A businessman when he is a prosperous must set goals like finding ways to achieve peace and harmony.

5. We must constantly reinvent the business and ourselves so that we will stay fresh and young always.

6. Business is about achievement, excitement and celebration.

7. There is no substitute for hard work. It is everything in business. It is the highest form of prayer.

 B. TYPE OF BUSINESS WE ARE TO BE

1. We should at least be in high margin low volume business, or low margin but high / volume demand.

2. We would like to be in business opportunities that complement our competency.

3. Low tech, low risk business like finance, insurance, real estate trading, are still the best in the Philippine setting.

4. We would like to be in priority area business, set by government but when there is minimal government intervention / flip flopping.

5. If we are to be in business that is risky, we enter small in a structure where exit can be easy and losses can be minimized.

6. We would like to be in nationwide in our life time, our minimum goal is to reach ASEAN territory and PACIFIC RIM in 25 Years.

7. We shall be in business where we have competitive advantage.

C. BUSINESS STRUCTURE

1. We like small, simple entrepreneurial business units, but with strong central control.

2. We will remain in highly productive business enterprises. We will spend out/ exit GP/ productivity business, or where we do not have competency.

3. We will spin-off specialized group as Finance, Construction and Design to have focus and economies of scale as a way of focusing of competency.

4. We will share resources whenever we can to reduce costs.

5. Our business structure and organization will conform to the objectives and strategy.

D. CUSTOMER SERVICE

Background – A business is an organization that creates customer.

1. We must not only serve the customers very well; we must delight them.

2. Marketing is all about finding customer needs and satisfying that need continuously better than competitor.

3. We must listen to customer via market research, focus groups one on one, person, and face to face contact.

4. We must have superior to customer service. We must measure the level of satisfaction of customer and advantage to our competitors.

5. Our sales staffs should be empowered to solve customer problems / complaints. They should have personal relations with customer.

6. Have commitment to the customer, under promise over deliver.

7. There are no holidays, weekend and after office hours when it comes to sales and customer service.

8. Value the golden moments – the moments of contact of customer:

· Telephone inquiries

· Tripping

· Closing the sales

· When they make monthly payments

· When they complain

PAMPER THEM – like Queen and King

9. Only satisfied customer can guarantee job security. Only the customer, not the company. To be assured of job security we must continuously satisfy the customer.

10. Managers and officers must visit/ talk to the customer. They must also appraise constantly of changes of customer wants and needs of their problems and trends and competitive action.

11. We would look at computers, IT, WEB, WATS, voice mail so that our customer service nationwide from our customer can access us and we can serve them better.

12. We would like to win award for excellent customer service nationwide from our customer in the next 5 years.

13. We will train and motivate and reward our sales staff so that they will be energized enthusiastic and excited about customer and customer service.

14. We will spend some amount on awareness (ads promo) but we will deliver durable, high value, beautiful, quality products. There is no substitute for a good product backed-up with reliable service that satisfies the customer – not good and or memorable promo.

15. We will constantly seek better ways to serve our customer, improve our product and capability. Good is never good enough always. Competitors never rest/ sleep to beat us. Customers need change.

16. A create exciting top of the line world – class product/ projects.

E. MANPOWER DEVELOPMENT

The knowledge and good strategies for excellent business are available to everyone. However some companies are successful, the others are not. The reason? The difference lies in the attitude and competence of its workforce. The present and future of the company depends on effective and efficient manpower development.

1. Hire only the best. Hire people with the heart for business, the company and its culture. We must    recruit people from colleges. We will hire senior executive only when necessary.

2. Promote from within.

3. Spend a lot of time and money on training and development.

4. Promote people based on skills, output and attitude.

5. Everyone should be made aware of his responsibility and that the success of the company lies in  any body’s hand.

6. We should make everyone a leader. The HGMP group should be a source of business leader in the next five years. Avoid spoon feeding and de-emphasize command and control system of management.

7. The seniors must be untiring and unselfish in coaching and training the juniors.

8. Those who do not conform to the Unisun culture must continue their  career elsewhere.

9. We shall be fair with our people generous rewards for performance; disciplinary action for those who will render unsatisfactory work.

10. We shall care for our people and provide them with the best in compensation and benefits including ownership of the companies.

11. We shall create an environment for growth development, enthusiasm and excitement for our people to be excellent worker.

12. We shall win an award, innovation and excellence for employee relations.

13. Recruitment and manpower development shall be centrally controlled/ measured.

14. We shall generously spend for constant vigorous manpower development and training.

F. CATALYST

1. Creative ideas must be allowed to grow. Only right ideas not the right person with rank and authority shall be reproduced.

2. Job rotation is a part of culture to enable us to accept changes.

3. The following are catalyst for change –

· Workshops/ Seminar

· Suggestion System

· GMM

· Incentive System

4. There must be an open line so that new ideas will reach the top management.

5. Outing, Sports events, seminars, retreats, book reading are part of renovation and self renewal.

G. INFORMATION AND HUMAN AID

Leadership and supervision –

1. Strategies, operating plan, objectives and job description, of superior will be carefully workout together and agreed upon. There must be always commitment to objectives and action plans in meeting, memo and other what to do next communication.

2. Supervisors will spend 30 – 50% of their time and motivating staff. Training is an activity that is highly leveraged and that has high ROI and productivity.

3. Leadership is always doing by example. It is everything, the only one that works. It accounts for 40% of the bottom line.

4. Leaders must be ethical and honest

a. He must not be egoistic nor alcohol.

b. HE must not be petty and must put company welfare above everything else, he must not engage in petty quarrel or gossip.

c. He must remember that his behavior affects others.

5. Leaders must be above all respected not just liked. Efficiency and effectiveness must be observed always.

6. Failure of subordinates reflects failure of the leaders. Leaders must prevent failures of subordinates by careful selection, training and supervision.

7. Leadership must be promoted at all levels.

8. Leaders must care, respect and recognize the good work of their subordinates.

9. Leaders must develop understudies.

10. Leaders should devise effective, focused practices through meetings, memos and other form of communication to –

a. Inform.

b. Know what is happening.

c. Get things done.

11. There is an equal chance for family members and non – family members, professionals to be promoted. Professional manager employees will enable the group to sustain its growth momentum.

12. HGMP group business leaders shall be well compensated and share in ownership of select companies.

13. Prospective HGMP business leaders shall be the best in management and leadership training.

14. We shall manualize our procedures, job description to facilitate and aid our employees.

H. PROCEDURES/ SEQUENCE

Background: Time is an important resource. Time, unlike other materials, money and manpower (Which is replaceable) when lost is lost forever. Therefore time should be utilized well and not wasted.

EFFECTIVENESS – Doing the right things.

EFFICIENCY – Doing things right.

An employee might do things right but if it is not THE RIGHT THINGS, and then all is wasted. e.g. an efficient employee might type 100wpm. But if he does it when there is a line of 50 angry unattended waiting customers, he is ineffective. To be able to plan, implement quickly, train and organize for quality processes should be analyzed, catalogued and improved. If we just focus on results without regard to procedures, we will have products and service with spotty quality.

1. Critical company processes involving customer contact and services shall be watched and improved constantly.

A. Delivery of documents: CTS, DOS, TCT and TD.

B. Interments.

C. Handling complaints.

D. Handling customer complaints.

E.  Receipt of payments: DP/ PMT.

2. World class best practices shall be observed always 7S, Kaizen, TPM, VA/ VE cost Reduction and QFD and suggestion system.

3. Procedures shall be documented. Such procedures shall be visible, updated by suggestion system, are visible to employees and consulted always. Such procedures shall be constantly improved.

4. Records of critical company operations are to be maintained and must not be lost.

5. Outputs of procedures maintenance are quality, cost delivery and safety. Quality should be a priority and not be sacrificed.

6. Finance, HRD, processes, technical is to be centrally controlled. Marketing and sales are decentralized.

7. JD, processes, cost, cash flows, budget, corporate plans are to be prepared, received, updated, observed/ followed and improved always. A central staff shall be in place to monitor these items.

8. Status of company operations: Marketing, Finance (P & L and cash flow), cost shall be monitored real and prominently displayed to motivate stakeholders.

9. We must be action/ solution oriented, be proactive, rather than reactive. All problems are solvable, buck passing/ alibi shall be avoided. We minimize paper shuffling and politics. We shall train our employees on problem solving.

10. We minimize paper shuffling and politics.

11. We shall train employees on problem solving.

12. We shall invest machinery and training to improve productivity and reduce cost and expenses.

13. We shall attain world class status in productivity and quality in the next five years.

14. We shall communicate these concepts on productivity, quality, and kaizen through news letter, group meeting committee meeting and bulletin board.

15. We shall train and reward generously and continuously follow to the above practices.

16. Each employee, officer is responsible to learn, remember and implement processes/ procedures assigned to him He alone and no else.

17. Mastery of knowing and implementing procedures is one of the basis for promotion.

18. Incumbents in the job must be involved in planning, improving processes and job Description/ Module.

I. DEALING WITH SUPPLIERS

We now live in a borderless environment. The suppliers and the company seamlessly interface with one another to serve the customer. Partnership and alliance with suppliers is now necessity.

1.  Suppliers must not be chosen on the basis price alone but on quality and delivery as well. We have to trust our suppliers and treat them fairly – no kickback, pressure and very delayed payments.

 2. Suppliers can and must be involved in planning products and improvements. They can save a lot of time and effort for us. This process creates high involvement for them.

3. Suppliers must be allowed to share in the prosperity of growing business – volume can be increased but cost can be reduced and quality must be improved.

J. ENVIRONMENTAL CHANGE

The world as we know it is in constant change. We have to change before we have to. “Change when it isn’t broke” is now irrelevant. We must prepare and adjust for a changing environment. Only fools react to changing world in the same way. “When it rains, open your umbrella” is easier said than done when it comes to adapting to a changing world. Captains to a successful business fail to see the weather outside, fall asleep in their job only to find the company sinking.

1. We will network with nationwide business, association, chambers and trade groups to effectively lobby vs. counter – productive regulation and government practices / bureaucracy.

2. We will maintain security to protect the company, its officers and employees from threats, damage & injury.

3. We will in business segments / areas when there is government preference, little control and political backing / intervention is unnecessary.

4. We will customize business operation to local taste preference. “Think GLOBAL and act LOCAL.

5. We will capitalize on opportunities of rapidly and shrinking changing world.

6. We will not be the first nor the last on capitalize on latest technology to improve our business.

7. We shall have the communication means/ channel to enable top management to spot trends and to react accordingly. Top and senior official should proactively know the environment and spot the trends so that the enterprise will be able to react early on.

8. We must learn lessons from the past to avoid swindlers, bomb threats and flood.

9. We must ready to harvest unproductive product and services that exhaust our resources and tire our personnel.

K. PLANNING FOR THE FUTURE

1. A businessman must always think of the future. His duty never stops. While walking on the ground, his head must be above the clouds and near the star. The business today is the result of yesterday plan. In due time the present will be the past and will be outmoded. To make the present forever young, it has to be planned and thought of by planning for the future.

2. The company will hire and train for the future. Every SBU and the group will include in its corporate plan COMPETENCE BUILDING AGENDA.

3. Planning for new projects/ product improvements is continuous and never ending process.

4. We plan for long term. Short term profits may be sacrificed in favor of long term but bigger profits/ gains.

3. If we have opportunity to take on big projects where risk can be shared, we will take on this.

4. Our minimum ROE rates shall be inflation rate plus 14% otherwise we don’t take the project expansion. Low ROE non – profit venture will be taken only if this strengthens our presence/ corporate strength.

5. We shall have R & D and KAIZEN. Continuous improvements on a daily incremental basis are the name of the game.

COST REDUCTION MEASURES

Basic principles:

1. There is no capital formation without frugality;  Frugality builds the natio

2.  A centavo saved is a centavo earned;

3.  Cost reduction is marketing in reverse;  if you do not  spend, you do not have to sell more to cover that expense

 OBJECTIVES:

To define the policies regarding the implementation of effective cost reduction measures.

      First thing to remember:   YOU ARE A COST/EXPENSE.  It depends on how you perform whether
      you are an asset (earns for the company or a liability-  creator of expenses

      There are only two ways to reduce expense:  (3/16/1019)

                 1. To automate to reduce the expenses and lessen time of completion (thus you
                     can have more transactions per unit of time and speed means lesser cost/expense
                 2.  To eliminate the activity or the expense center.  You can not reduce cost you
                      can ony manage this.  Once you stop watching controlling the cost, it gets back
                      and crop up again.   (parang cancer babalik at babalik habang anduon)

      Costs are those expenditures that return to cost of goods sold or working capital cycle

      Expenses are those expenditures that are not part of cost of good sold, once they are 
                gone, they do not return to working capital, are gone, and decease the cash balance

POLICIES:

    OVERTIME

· The nature, need and urgency of work to be done shall be determined.

· The manager shall approve the authorization slip and check the time card to ascertain that only the approved time is paid.

· The rendering of overtime work shall only be authorized under the following.

· Beating the deadline.

· Updating the backlogs.

POWER, LIGHTS & WATER

· All lights in an unauthorized working area should be switched off.

· The air-conditioning units should be switched off after office hours.   If there are few
   people working, just use one aircon;  let the aircon rest when it is cool enough for
   15 minutes several times a day...  Use energy saving AC and lights (LED)
    LED floodlamps with same luminosity consume as little as 30 watts/hr vs;
    up to 1,000 watts of metal halide

· All electrical equipments should be unplugged after office hours.  Their power supply
   consumes power.  So with charger. 

· The water  systems should be checked at least twice a month; any leakage in the water systems should be reported immediately.

· The monthly kilowatt consumption shall be monitored. Likewise, the cause of any material increase shall be evaluated.  

· As much as possible, overtime shall be limited up to 6:30 p.m. (office personnel), except when there’s an important job to finish.

· Turn off PCs, monitors, printers, copiers and lights every night and when not being used. If you can turn off the whole computer. Turn off the monitor and printers.

· When purchasing PCs, monitors, printers, fax machines and copiers, consider ENERGY STAR models that “power down” after a period of inactivity. If appropriate, use laptop computers they consume 90% less energy than desktop computers.

· If appropriate use the ink – jet printers – they consume 90% less energy than laser printer.

· Replace incandescent light bulbs with  LED that consume less power for as little as 5
  watts and last 3 times longer.   They are now cheap and match  the price of CFL and 
  old incandescent lamp.

· Consider removing excess fluorescent light and installing reflectors. Turn off nonessentials and decorative lighting, especially in unoccupied areas.

· Lower the height of light fixtures to increase usable light. Color code or mark lights switches and circuit breakers that can be turned off when not needed.

· Install motion detectors or dimmers to control lighting in frequently unoccupied areas, such as restrooms.

· Install more efficient security and parking lot lighting –   LED lamps for a 30 watts 

· Install time clock or photo electric cells to control exterior lighting, advertising sign lighting and some interior lighting.

· Rewire restroom fans to operate with the lights.

· Paint dark walls and ceiling with lighter colors to maximize the effect of existing lighting. Dark walls require more power to produce the same amount of light.

· Maximize natural lighting by installing skylights or windows.

TELEPHONE AND POSTAGE

· Long distance calls and cable messages shall be facilitated only whenever communications through the courier system is unavailable.

· Long distance calls shall be restricted to very important matters to minimize the corresponding charges.

· The following points shall be observed whenever long distance calls are made.

o Items to be relayed through long distance call shall be listed down on a piece of paper.

o The calling party should standby when the call is connected to avoid waiting time.

o Any transaction, which requires confirmation or verification, shall be relayed immediately to avoid the caller from waiting.

o A logbook to record a long distance calls, with the following information, shall be maintained.

- Date - Purpose

- Name of caller - Duration

- Person called - Approved by

REPRESENTATION AND ENTERTAINMENT EXPENSES

· Representation and entertainment expenses hall be actual expenses incurred for the improvement of our customer service and for the public relation activities directly related to the promotion of business development.

OIL AND GASOLINE

             Long term strategy to save on fuel

              1.  Buy diesel powered car, diesel is cheaper and diesel engine, being of low
                   rpm last longer

              2.  Buy brand new -  they are more fuel efficient, less down time (are more useful)
                   and last longer

                  Isuzu Rz4e pickups are not only cheap at P1.2 m but consumes one  liter for every
                  32 km vs  only 10 km for regular 3 liter engine

        

· Start out slowly. A cold engine can burn up to twice as much fuel as a warm engine. And hammering on a cold engine could lead to troubles down the road. Take it easy for the first few minutes of driving until the engine warms up.

· Give yourself time Speeding burns gas a lot quicker than steady driving. Speeding is often as result of being in a hurry to get somewhere whether you’re late for work, school, a meeting or an appointment. Allow your self extra time to get to your destination and your can drive at a sage and efficient speed. It would help to listen to traffic reports that can give you an idea of the conditions you’ll face or situations to avoid.

· Consolidate errands. Plan out your day or week and the task ahead of you. Try to take care of all you errands in one trip rather than five. Once again, the warmer engine will burn less fuel than the cold engine.

· Cut down on extraneous weight. If you’re hauling that’s one thing. Or if you’re carpooling, that OK too. But if you have excess cargo in your vehicle, it may help to minimize the weight. If stands to reason that less weigh will amount for less stress on your engine, which means less fuel burned.

· Use the cruise control, that is, if your vehicle has it. Maintaining a constant speed puts less strain on the engine to conserve fuel. Use when it possible.

· Choose a gear. If you have a vehicle with a manual transmission,                                                                                                                                                                             finding the optimal gear will save the fuel. When your engine is running quietly, it has found the right gear. Shift till the engine runs smoothly, usually at an RPM between 1500 and 3000.

· Be cautious with instruments. Some of the instruments in your vehicle can suck out some power. Sparingly use such instruments as rear window defroster, heater and especially air conditioner.

Normal headlight running the day can affect power as well.

· Keep windows closed. Auto manufactures aerodynamically designed the body style of every car to displace air for the least wind resistance. With your window open, this affects the aerodynamics, resulting in more wind resistance. This means your engine needs more power, meaning more fuel burned.

· Start the car and go. Get in to your car and take care of all your pre – drive rituals:  light the cigarette, read your directions buckle up the kids, do whatever you do first. Then start the car then drive. For those in cooler climates, clear off your window before starting the cars. Again, a cold, idling engine will guzzle gas.

· Check your tire pressure. Tires that are low on air take more power to roll especially on turns. Keeping your tires at the proper PSI (pounds per square inch, which is labeled on the tire) specified by the manufacturer will save fuel. The more experienced driver may think about increasing the tire pressure. By doing so, the stirring will be lighter, how ever you will lose on over all handling. (use 38psi)

· Have your vehicle serviced regularly. Servicing your vehicle insure that is running in tip-top shape. Make sure the mechanic checks your filter. A dirty air filter will require more gasoline to get the right mixture of air and gas, wasting it. A dirty or clogged fuel filter will increase the burning of gasoline.

· Keep your car clean. It may sound stupid, but even a clean exterior can improve your gas mileage somewhat, though it may not be very noticeable. Dirt and other particles can cut down on the aerodynamics of your vehicle.

· Use rethreaded on company vehicles. Rotate tires on a regular basis to prolong tire life. Keep tires properly inflated, this saves energy and improves wear.

ECONOMY IN PAPER UTILIZATION

            1.  Try to be paperless (for as long as people read their emails;  use cloud for iling
            2.  If you will print, edit this on the screen not on hard copy.

· Stationery

v Use both sides of papers for correspondence extending beyond one page. This applies to both original and duplicate copies.

v Use lighter weight paper for all stationary requirements. A number of companies have reduced letterheads from 20 pound to 16 pound stock.

v Provide half size stationery for short letters, memorandums, etc. By running the letterhead cross the short dimension rather than the long dimensions, about 50 percent more writing surface is secured.

v Use back of letter being answered for carbon copy of reply. This saves filling space as well as paper and eliminated the need for stapling.

v Eliminate extra copies of correspondence.

v Type or note answer on original letter of memorandum received and returned where no file copy is required.

v Minimize the need for formal memorandum for notices of meeting conference etc. by using the telephone.

v Use small printed letterheads instead of multigraphing regular letterheads.

v Use both sides of paper for bulletins, notices etc. prepare by mimeograph, multigraph or similar processes.

v Appraised the need for all duplicated material and discontinue any not fully justified under present conditions.

v Control closely the number of copies of duplicated materials prepared. Eliminate over runs and run off in smaller quantities and more frequently to minimize waste.

v Centralize responsibility for approval of all duplicating work with authority to prescribe quantity, size and quality of paper to be used.

v Reduce size of stationery. By reducing its letterhead from 8 ½ by 11 to 8 by 10 inches and buying mills runs of paper to accommodate the new size, one company saved 12 square inches of paper on each 7,000,000 sheets.

v Eliminate cover memorandums for transmittal of self – explanatory material. A notation directly on the material may served in place of a separate routing tab or memorandum.

v Substitute postal cards for letters where practicable. Single and double penny postcards have been substituted for letters, saving paper, carbon, envelopes and postage.

v Use absolute and spoiled paper and forms with a blank side for scratch paper, second sheets, rough drafts, etc. employees can be trained to save much of the material that normally find its way into the waste basket and use it for scratch paper. A folder on each desk in an effective way of assembling these.

v Use smaller size scratch pads and ration them more strictly.

v Reuse customer statements by pasting a small patch over the addressograped name and reprint.

v Eliminate monthly statements of accounts to customers where practicable.

v Adopt the army procedure of endorsement on the original letter rather than writing a separate reply. This has special application to internal correspondence.

v Use a narrow width adding machine tape whenever possible, double space only when required, break off tapes close to listing, put supplementary figuring and notations on reverse side of tape rather than using a fresh section and make sure that rolls are carefully inserted to prevent binding, wrinkling or tearing.

v Circulate memos, periodicals and reports, rather than distributing individual copies.

v Use voice or electronic mail, shared computer drivers, or post memos on a central bulletin board.

v Proof documents on screen when possible and teach employees to use print preview and spell check before printing.

· Envelope

v Use lighter weight and smaller size envelopes.

v Standardize on a smaller number of variables.

v Eliminate envelopes for internal and intercompany mail. Whether master envelopes are used, enclosure envelopes should not be necessary.  Confidential letters can be folded and stapled or fastened with small label.

v On intercompany mail, leave envelopes unsealed so they may be reused.

v Save incoming envelopes in good condition for reuse. This applies particularly to large Kraft envelopes. F opened carefully; these will serve many purposes for housing forms, supplies, etc.

v Eliminate return envelopes from advertising mailings.

v Save incoming envelopes, open carefully, and use this for scratch paper. One company saves all incoming envelopes from advertising mailings.

v Eliminate the transparent window covering on window envelopes.

v Consolidate in one envelope all mail for one destination.

· Forms

v Carry out a form reduction and elimination program. Call for a justification of every copy of every form.

v Standardize and simplify on the physical specification to reduce waste in cutting and minimize varieties.

v Revise existing forms only when vitality necessary.

v Reduce the quantity and increase the frequency of ordering to minimize the danger of obsolescence and deterioration.

v Establish centralized control of all printed forms.

v Use blank back of obsolete forms for miscellaneous purposed.

v Pull ledger sheets for closed accounts and use the back.

v Eliminate cardboard backing wherever possible. Side banding may be substituted on many form printing orders.

v Minimize use of numbered forms and use mimeograph paper for all office forms.

· Filling Materials

v Reuse file borders, index holders and file guides. Revising and relabeling often permits such reuse.

v Salvage filing materials released through the wedding of active files for reuse.

v Survey inactive or dead file or locate material for more active use.

v Use the back of 3 to 5 inch. Index cads.

v Reuse the storage binders formerly destroyed.

v Question more strictly the necessity for filing material as a means of reducing filing requirements.

v Establish and reuse a cabinet for supplies. Designate a cabinet or a small room where students, staff and faculty can place unwanted supplies. Remind everyone to check the cabinet before purchasing new items.

· Waste Paper

v Provide for systematic collection, billing and sale of waste paper. Both utilization and price are improved where some method of sorting is employed.

v Waste paper may be shred and used for packing materials.

v Save and reuse cardboard signs and backing for forms and scratch pads.

· General

v Paper economy may be achieved by the reduction of margins, use of single space typing, circulating copies of correspondence rather than providing individual copies, encourage brevity in correspondence, reports and correcting errors on the original rather than rewriting of letters and manuscripts except where specially authorized.

v All periodic and special reports should be surveyed and the need for each one definitely established. Unnecessary reports not only waste paper but also time in their preparation and use. Reports justified under normal condition may have outline their usefulness, might be consolidated or modified as to frequency of issue or number of copies, or might be dispense with entirely as an emergency measure. Routing the original may serve in case of an individual copies. The exception method of reporting has economic possibilities.

ECONOMY IN THE USE OF OTHER OFFICE MATERIALS AND SUPPLIES

· Typewriter Ribbons

v Eliminate combinations red and black ribbons. Experience show that the red section is still often good when ribbon is discarding. Infrequency need for red characters is met in some cases by inserting a peace of red carbon or red ribbon behind the black ribbon. One company using combination ribbons uses the red means of equalizing its use.

v Turn one color ribbon at intervals to ensure full use.

v Alternate with two ribbons week by week to extend their life.

v Wind ribbon completely on one spool before leaving at night.

v Use reinks typewriter ribbons.

v Require empty spool and box to be turned on before new ribbon is issued. Spools and boxes are returned to supplier.

v Keep a card record of ribbon and other suppliers issued for each machine.

v Revive old ribbons y winding against a cloth damped in typewriter oil. An extension of life of 8 weeks was secured by this means in one case.

· Pencils

v Replace wooden pencils with mechanical pencils to effect longer service.

v Use harder grades of lead to increase life.

v Reduce the number of varieties and grades of pencils issued.

v Keep pencil sharpeners repaired. Dull and inefficient sharpeners chew up a lot pencils.

· Carbon Paper

v Salvage one time carbon for use with teletype and tabulating forms. Some companies use this in lieu of regular carbon paper where only on or two copies are required.

v Prolong the life of carbon paper through care in handling a use. Issue in smaller quantities. Prevent wrinkling and tearing in storage cabinets and desk drawers.

v Turn carbon paper frequently. By judicious placement and trimming, all space in the carbon can be used.

v Where multiple copies are required, put used carbon on first copy and new sheet at the back.

v Provide for central examination of carbon paper before disposal to ensure full utilization.

v Print instructions for proper handling of carbon paper on the wrapper in which it issued.

· Clips, pins, staple wires rubber bands etc.

v Remove and reuse all clips, pins rubber bands and other fasteners from material before filing and from all materials weeded from files.

v Replace clips and pins with staples. Staples use for less metal.

v Use paper fasteners for metal staples.

v Do not use several rubber bands or staples where one will do.

v Issue suppliers more frequently and in smaller quantities to minimize loss and deterioration.

v Salvage obsolete rubber stamp.

v Use string in place of rubber bands. String typing machines may be employed in this connection.

v Use paper pads and gummed strips for rubber bands. One company saves the business reply envelopes it receives, opens them and cuts them into strips with a gummed section one each one to use for binding papers.

GENERAL

v Provide for a through inventory of all office supplies on hand and arrange for the return of surplus stocks. A 15 minutes inventory of desks in one company resulted in finding about a month’s supply of paper, obsolete forms, etc.

v Institute a periodical follow up for the return of unused and surplus supplies to store. Some companies provide for this monthly.

v Put more definite restrictions on the issuing of supplies by requiring written requisition, formal approval of superior, etc.

v Substitute new products that will economize on critical materials wherever possible.

v Simplify and standardize all office supplies to reduce number of varieties and permit purchasing in larger quantities.

v Provide for frequent checking of wastebaskets to locate useful practices and bring up economic suggestion.

FIELD OPERATIONS

· Canvassing/ Procurement of Materials

v There should be a canvass of construction materials to reduce the cost of materials or secure a superior material with no change in cost.  (At least 3 canvass>  Only Class A and B materials to canvass.  Canvass is done at least once a month

v Standardization and weeding out of obsolete materials just be done to minimize the number of items carried in inventory.

v Purchasing procedures must be observed such as:

a. Requisition from production department.  <MRF>

b. Selection of suppliers.  <Prequaflification and canvassing>

c. Issuance of purchase orders.

d. Receipts of materials from suppliers.

e. Quality inspection of materials from suppliers.

f. Checking of supplier’s invoices.

g. Issuing materials to the using.

v Take advantage of the large volume discounts upon purchase of large quantity of materials.

v Request for price quotations and conduct negotiation for materials required.

v Maintain a regular and frequent inventory of construction materials as a check on the physical goods and perpetual records.

v Pre-numbered withdrawal slip must be issued for every release of construction materials.

v Proper handling of materials must be observed. Materials are wasted through the receipt of such materials itself, pilferage and pure wastage.

v Materials should be ordered as needed and provide for reporting of damaged materials on hand.

v Gather all scattered aggregates (gravel and sand) in their respective places.

v Materials that require costly weather protection must not b stored longer.

N.B:  We must smartly negotiate with suppliers.

· Equipments/ Tools

v Small tools like spade, rake and other tools should be properly marked as property of UNISUN and observe proper use that tools.

v Keep the equipment operating near its maximum capacity to provide the larges possible benefit.

v Bulldozer works and grading should be schedule on proper weather condition.

v Grading only those areas going into immediate construction, as opposed to grading the entire site helps immediately in controlling erosion.

v Labor cost is saved by seeing to it that laborers are productive.

v Use the right king of the equipment for each job.

v Make sure operators are familiar with each piece of equipment.

v Set up maintenance program. Good maintenance extends equipment.

v Planning of work must be done so that there will be full and proper use of equipment and machinery.

v Inspect equipment and machinery to keep them and good conditions and to prevent breakdown.

v Avoid unnecessary large and powerful equipment from small work.

v Protect idle machinery from weather, dust dirt, rust and others.

v Maintain the cleanliness of every equipment / tools like having periodical cleaning.

v Make needed repairs promptly to avoid delay of work.

v Avoid other use of small equipment/ tools for large work.

v Avoid repair for equipment/ machinery that would scrapped that may cost more than the new equipment/ machinery.

v For one time use, you can probably rent the tool from your local hardware store or a rent all outlets.

v Consider length of warranty and availability of repair services when purchasing equipment.

v Purchase products that do not need batteries or do use solar energy.

· Materials Handling

v Use the lowest paid workers to haul materials.

v Proper mixture ratio must be observed when it is done manually.

v When aggregates are screened, the bigger aggregates must be use for other mixtures.

v Cement bags breakages should be avoided because it reduces the usual volume.

v The site must be well guarded to prevent theft of materials.

v Concrete pipes should be dumped at the proper place to avoid breakage.

v Cutting of steel bars must be accurate to minimize excess.

v Scattered nails should be collected for another use also straightened the deformed ones.

v Proper cutting of GI wire for use.

v Accuracy of aggregate mixtures must be followed for each phase of work.

Transport, double handling of materials costs money. (Transport is first letter of TIMWOOD - causes of waste)

· Supervision

v Workers must be guided to avoid repetition of works.

v Proper planning must be done to avoid workers waiting between jobs or waiting for materials.

v Knowledge of what constitutes a full day’s work.

v Must insist that tools, supplies and portable equipment be kept in proper places.

v Must see to it that men or workers be supplied with proper tools and equipment for every job.

v For economical purposes, there must be just enough men to for every phase of work.

v Should enforce workers to work on time.

v Not to allow men to get the habit of talking or any delay on the job.

v Be quick in right decisions and be prompt with reports.

v Encourage workers to offer suggestions.

v Listen and comments when workers offer techniques.

v Organize time and work to minimize confusions.

v Read and study business aspects.

v Take interest in foreman’s meetings.

v Paying attention to workers’ health is possible cause of spoiled work.

v Give workers the right discipline to encourage good quality work.

v Must have the ability to trace defective work to the men who did it so that it can be corrected.

v Must know the right kind of materials to order, following the specification.

v Must analyze workers ability to see to it that they are qualified with their work.

v See to it that materials are piled and stored properly.

v Never allow workers to use oil or other tools personal use.

v Do not let defective materials go thru as standard.

v Must have a control of withdrawal of materials to prevent loss and theft.

v Must instruct men of proper operation off machineries.

v Avoid to strict too lax enforcement of discipline.

v Fulfill the promises to workers.

v Must be able to get along with the different attitudes of workers.

v Never criticize one worker before another.

v Explain correctly management’s real aims and policies to workers.

· Manpower

v Workers must be healthy and strong to contribute full accomplishment.

v Accept new workers and kindly helpful manner to give full production for the business.

v Must be well instructed and be oriented in each worker to obtain efficiency.

v Impress worker the necessity of full days work and what it consist of.

v Selecting men with proper qualifications for work to be done.

v Guide new learners and give them extra attention.

v Create an atmosphere wherein other workers will show a friendly and helpful attitude to new ones.

v As much as possible explain in details about the work to be done.

v Be interested in workers’ progress in personal affair.

v Attend to workers’ ability and temperament in assigning work to him.

v Must have clear study of men as individuals to obtain their best efforts.

v Keep a man in a job where he is physically or mentally suited.

v Give due considerations on problems affecting wages and working conditions.
v Workers must have correct and complete tools and materials to finish his task/job

· Drainage Pipes

v Embed concrete at the desired excavation to protect it from vehicles or heavy equipment.

v Just put the necessary collaring.

v Put unused pipes at the proper place.

v Choose or select pipes of good quality for longer use.

v Protect pipes from breakage by preparing foundations; sometimes put sand at the bed.

· Rip – rapping

v Gather escombro at the site in addition to ordered materials.

v Proper mixing of concrete must be followed.

v Place the necessary borders at the foundation to attain strength, as better alternative to observe cost cutting.

v Avoid unnecessary steel bars, vertical or horizontal.

v Careful placing of escombro is a must for a job well done.

· Landscaping

v Compost all organic waste streams and use in landscaping operations.

v Consider compost as the natural alternative to fertilizers and alternatives to using pesticides.

v Reuse plant containers.

v Use plants that require less pruning and use native plants whenever possible.

v Choose plants that fit into the space available to avoid trimming when updating or developing a landscape design choose slow growing species and evergreens to reduce the production of plant debris.

v If using turf, choose dwarf or other slow growing varieties that require less water.

v Incorporate “Grass cycling” into your lawn care. Leaving grass clippings on a lawn can significantly reduce the waste volume while conserving soil nutrients and saving fertilizer costs. Use a mulching mower to cut grass into smaller pieces, thereby allowing the clippings to decompose faster. Regular mowers can be retrofit with mulching blades to further cut new equipment costs.

v Composting leaves and branches along with grass trimmings and other organic matter will create a high nutrient soil additive used for landscaping.

Concrete Pavement/ Right of way

v Use proper mixture of materials.

v Use box with right dimensions to economize materials.

v Be sure to collect wooden forms for another use.

v Wait for proper curing period before any vehicle/ equipment pass at the pavement.

v Use only necessary steel bars most especially at the joint.

· Building Construction

v Excavations put only enough workers for his phase of work. Economy can be seen thru early accomplishment.

v Use specified size of concrete hallow blocks.

v Avoid inaccurate mixture of aggregates for block laying.

v Mortar must be estimated near accuracy to prevent other exposure thus eliminating waste.

v Use enough water for pouring of concrete most especially beams and columns.

v Form must be simple and economical, designed in such a manner that they may be easily removed and reassembled without damaged to the concrete.

v Collect forms and scaffolding for another use.

v Formed lumber should be free from loose knots and other irregularities that may be reproduced by the concrete the joint of wood forms between span if possible, should be avoided.

v Wood forms are oiled or greased to prevent it from absorbing the water in concrete, thus avoiding selling and warping of forms.

v Prefer crude oil for use for it is cheaper.

v Avoid extra cut length of wood that would ultimately become waste.

v Provide only enough splicing for every joint for vertical and horizontal reinforcement.

v Avoid extra cut length of steel bars, which will ultimately become waste.

v Provide only enough allowance for G.I. wire to avoid waste.

· Reinforced Concrete Tank

v Avoid inaccurate measure of aggregate mixture for block laying.

v Avoid addition of cement by worker to mix mortar not applied or used in due time causing over exposure of the mixture.

v Avoid waste during installation of hollow blocks and extra mixture of mortar in the afternoon after working hours, which usually are dumped in a certain corner of construction site.

v Have wise use of nails and G.I. wires.

v Collect from lumber for another use.

GENERAL

v Purchase precut materials like foam core panels and floor trusses to   reduce waste.

v Reuse materials such as siding, interior trim, doors and framing wood hardwood floors, bath fixtures.

v Design floor plans to make efficient use of whole 4’ by 8’ panels and standard limber lengths; design to make efficient to make standard lengths of heating duct materials, pipes, wiring siding and gutters.

v Consider design for disassembly where possible as an alternative to demolishing the structure when the time comes; easily savaged building materials can mean future materials sales or valuable source of materials for volunteer organizations.

v Choose to extend the useful life off a new or existing building. Designing with higher quality more durable materials extends life of the structure and allows easier remodeling, preservation or conversion.

v Identify which materials you can recycle early in the construction process such as cardboard, metals pallets/wood, concrete, bricks, drywall and shingles. Metals such as aluminum and copper are valuable and metal recyclers often pay for these materials. Collect all metals such as pipes, wiring, steel beams, iron bars cast irons bathtubs, etc. for recycle.

USE OF MODERN TECHNOLOGY AND INNOVATION

Our staff are expected to be updated and well abreast on the following:

1.  Gardening

2.  Office decor

3.  Beautification

4.  Building technologies

5.  Energy and energy conservation

6.  Formworks

7.  Building materials

8.  Interment processes and practices

9.  Memorialization

10.  IT

11.  Transport, interment equipment, office equipment

and are expected to research on the same and adopt/apply the same in workplace:

1.  to sell more

2.  serve the customers more

3.  save money and materials

4.  Be better than the others