Re: Answering text telephone calls even during off days and other officers infraction.

Another misdemeanor/violation  -  changing work policies and schedules;  Declaration of off

2.13 Changing, altering,inventing  or doing a 360 degree reversal of work process 
     or policy  as day off, work schedule, security procedure,  time off, reporting or 
      accounting, finance procedure, pricing, discount,  that has not be approved or 
       noted in writing  by superior. or making wrong interpretation of orders  

On Fri, Nov 27, 2020 at 2:46 PM Jorge Saguinsin <jorge.holygardens@gmail.com> wrote:

To    :   Ms. MJC

cc:   Mam Madel, Nelia

Observance of company processes especially at North and by our officers

1.   This is to call the attention of  our staff who habitually do not reply to phone calls on holidays or when they are off.  Be forewarned.

At our CCD in the handbook:   https://holygardenscommunity.blogspot.com/p/blog-page.html

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.  

Please read our code of conduct and discipline.   

2.  Those who employ means that are beyond the scope of their authority   This is with regards to bringing in internal problems to barangay, and or jv partners employees 

      to barangay justice.

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

3  Observance of the correct disciplinary move against employees.  In this case, the Jojo suspension of SFLU has to be explained

For all offenses:

1.  The two memo rule shall be observed for offenses involving  dismissal. For the first memo, the employee shall be informed of his offense and asked to explain why he should be guilty as charged.  He is given sufficient time to explain his side. If necessary a hearing is conducted, the minutes of  which is taken to guide the officers make a decision on the case.

Then the second letter, which dismisses the employee, shall enumerate the following:

1.  the charge sheet;

2.  the explanation by the employee concerned;

3.  the minutes of the hearing

and the pros and cons of the arguments and the conclusion why the employee should be dismissed/exenorated of the charges levelled against him or her.

All the decisions enumerated herein are administrative in nature and not criminal court proceedings where the weight of the evidence is weighed.  (preponderance of facts) is observed. Sometimes, loss of confidence in managerial or positions of confidence like comptrollers, cashier are enough grounds to dismiss an employee after observing the process herein enumerated.  (Art 282C)

Nothing above or provision of the labor code prevents an employee who has superior position to control the flow of information, and investigation being conducted to be placed in preventive suspension without being charged yet. (Not in labor code but under its IRR)