Document Sample

   I hereby acknowledge receipt of ABC Ltd. Handbook containing the following:



       1. Language in the Workplace
       2. Work House/ Meal and Rest periods
       3. Work Days and Weekly Rest Days
       4. Night Shift Differential
       5. Overtime Work
       6. Holidays
       7. Training Contractual Services Agreement
       8. Time Reporting
       9. Attendance and Punctuality
       10. Drug and Alcohol
       11. Discrimination and Harassment
       12. Confidentiality
       13. Restrictive |Covenant
       14. Smoking
       15. Cell Phone and Pagers
       16. Use of Company Services, Equipment and vehicles
       17. Computer Communications
       18. Personal Appearance and Dress Code
       19. Weapons and Workplace Violence
       20. Resignation
       21. Termination Procedure
       22. Exit Clearance and Interview
       23. Security Inspections
       24. Security
       25. Visitors in the Workplace
       26. Employer property
       27. Personal property and Equipment Care
       28. Health and Safety
       29. Severe Weather and Emergency Conditions
       30. Integration Clause and the Right to Revise

I certify that I have read and fully understood all the contents of the HANDBOOK within one
day from this date __________________.

Further, I willfully agree to abide by all the policies and procedures contained in the
HANDBOOK, and accept full responsibility for any deviation that I may commit in the future.
_______________________________ _________
Employee’s Printed Name & Signature Date

Important: This Acknowledgement Receipt must be signed by the employee and returned to
HR within one day upon the employee’s receipt of the Handbook

This Handbook applies to all employees employed by ABC Ltd. We encourage you to read it
carefully. It is important for you to understand its purpose and significance.

We believe that every employee is an individual. We hope that through the individualization
of our relationships, you will find the Company a good place to work.

Please appreciate also that the Company reserves the right to interpret the policies, rules,
benefits, sections, and provisions contained in the guide as it deems appropriate at its sole
discretion. The Company also reserves the right, in its sole discretion, to amend, modify,
change, cancel, terminate, or withdraw any or all of the policies, rules benefits, sections and
provisions of this guide at any time, unilaterally, with or without prior police.

The policies, rules, and benefit programs described in this guide are effective as of the date
indicated in the upper left hand corner of each page. The guide, as well as its attachments
and all subsequent revisions, supersede and/or replace all policies, rules, and benefit
program descriptions issued previously.

                             Section 1: Code of Conduct


   The Code of Conduct exemplifies ABC’s commitment to the highest standard and
   quality of service to its clients. It aims to bring people from different backgrounds,
   perspectives, norms, and values to work together in fulfillment of this commitment.

   ABC endeavors to provide a work environment where each individual is treated with
   respect and dignity. The Code also serves as a communication tool upon which
   everyone in the organization carries themselves.

   ABC believes that each member of the organization must be given the opportunity to
   be coached and counseled. The Code provides this mechanism to ensure that when
   deviations are committed, corrective actions shall always be constructive, consistent,
   objective, and fair.

   As members of the ABC Family, all are expected to dedicate their work in fulfillment
   of ABC’s Mission and Vision.

   ABC’s Vision:

       �� To be valued by our employees as the best company to work for and by our
          clients as an exceptional partner.
       �� To provide employees opportunities for personal growth and advancement in a
          fun environment
       �� To ensure our employees feel they have developed skills and work experience
          that improved their lives
       �� To be recognized as a high-value provider delivering quality solutions for our
       �� To offer our clients a competitive advantage and real value to their company
   ABC’s Mission:

        �� To enable our employees to consistently deliver quality services that help our
           clients achieve their business objectives
        �� To exceed our clients expectations
        �� To establish clearly defined metrics in order to ensure employees’
           accountability for results
        �� To pursue excellence in all endeavor and challenge ourselves to do better and
           be better
        �� To recognize and nurture individual performance
        �� To be responsive and proactive
        �� To develop employees through goal setting, evaluating performance against
           goals, and coaching for improvement

ABC’s Ten Guiding Principles

   1. We do the right thing all the time.
   2. We fulfill our promises and honor our commitments.
   3. We are honest- ‘tell it like it is” in all our dealings.
   4. We value and respect individual differences.
   5. We listen and seek understanding before judging.
   6. We are courageous and considerate in giving and receiving feedback.
   7. We are responsive and timely.
   8. We are accountable for our performance and results and do not “blame” others.
   9. We have a passion for learning and becoming a better person.
   10. We create an atmosphere of fun and enjoyment.


The Code of Conduct applies to all personnel regardless of employment status and rank, and
covers all actions pertaining to infringements or deviations committed on ABC time or within
its premises.

“ABC premises” include areas where the personnel perform official duties even if such
areas are physically outside of ABC.

For purposes of defining the scope, the term “personnel” applies to any and all of the

   1.   Officials and regular employees of ABC;
   2.   Probationary employees;
   3.   Contractual employees;
   4.   Part timers;
   5.   Interns; and
   6.   Project employees

Positive Performance Management

This guideline sets forth the organization’s commitment to enhance employee performance,
stimulate individual accountability, and foster commitment through a performance
management approach that develops individuals to excel, recognizes exceptional
performance, and addresses performance problems through proactive and non-punitive
Positive Performance Management is a managing practice that fully supports the Company’s
belief that employees prefer success in their work, that they will volunteer their trust,
loyalty, and commitment when it is earned and when they are given the opportunities,
resources, and skills to do their best work.

Positive Performance Management concentrates and relies on personal responsibility,
continuous development, and decision-making to achieve results, build partnerships, and
develop commitment within our organization. These are essential for our business and
individual success both now and in the future.

Key aspects of this System include: coaching to continuously encourage and develop good
performance, recognition and encouragement to inspire excellence, and counseling to
address substandard performance through the use of a non-punitive corrective action
system. Every employee has the right to know what is expected of them, to receive support
and education to complete their jobs successfully, to receive feedback and encouragement,
to receive recognition for good work, to be advised about improvement opportunities, and
to be given the chance for correction.


The great majority of employees perform well in their jobs but benefit from periodic
coaching, recognition, and feedback to reach the next level of performance. This group of
employees is the backbone of the company and should be the principal recipient of a
supervisor’s attention. Supervisors are responsible for setting performance standards,
communicating expectations, encouraging good performance, and providing continuous
coaching to develop superior performance aimed toward employees’ career goals. An
effective coaching process that is designed to help employees succeed in their job is one of
the best ways to build trust, loyalty, and commitment. It is a central strategy for an
organization committed to providing superior services, products, and relationships.
Supervisors will invest time coaching employees as part of their day-to-day activities.
Coaching and developing are key functions of supervisors that ensures employees an
environment for growing and meeting successes.


In addition, to the verbal and written recognition managers should give to members of their
team during the normal course of business, there are two “formal” levels of recognition to
be used as tools to inspire and encourage superior performance. They are as follows.

  1. Letter of Merit
  This is issued when an employee has demonstrated excellent performance and
  commitment to the organizations values and mission either on a single incident or over an
  extended period of time. This letter is signed by the supervisor providing the recognition.

  2. Letter of Commendation
  This is issued when an employee has demonstrated exceptional performance and
  commitment to the organizations values and mission either in a single incident or over
  an extended period of time. The supervisor must gain approval from the next level of
  management for the letter of commendation. The letter will be signed by both

Reviews during the Probationary Period

Managers will complete an assessment of an employee’s performance during the
probationary period and provide monthly feedback, at a minimum. The last review will
be conducted within the last 30 days of the probationary period and will inform the
employee whether he/she is meeting or progressing toward all objectives. Each review is
also noted on the Performance Development Record.


Counseling is one-to-one communication between an employee and supervisor to
address emerging major or minor performance problems before corrective action is

The purpose of counseling is to bring performance that does not meet expectations to
the employee’s attention; achieve agreement about root cause(s) and responsibility;
build ownership for individual results and relationships; and develop action plans for
problems resolution. The supervisor and employee are both active participants in the
counseling process since each share a responsibility to the organization and their team

Definition of Terms:

1 ABC Standard Behavior
      ABC Standard Behavior or Expected Conduct is the respect, obedience, and
      recognition of authority as long as it is lawful and in accordance with ABC’s rules
      and regulations, policies and procedures, and established authority.

2. Corrective Action
       Corrective Action is the disciplinary measure meted out to employees to instill a
       fuller understanding of and conformity with ABC’s rules regulations, policies and
       procedures and established authority.

3. Verbal Warning
      If a problem has not been corrected through counseling and coaching
      discussions, the supervisor discusses or reminds the employee of the importance
      of commitment to Company standards and performance excellence as well as the
      impact to the team. Together the problem is discussed and the employee’s
      commitment to change is sought. Performance plans should be jointly developed
      so that the employee knows specifically what must be done in order to
      demonstrate ownership for his/her results and relationships meet expectations
      and return to an accepted level of performance.

4. Written Warning
       The Written Warning is the next progressive step in the corrective action system
       and should be used when an employee’s commitment to improve is not met at
       anytime within the three-month active period for a Verbal Warning, or when an
       employee commits an offense serious enough to warrant this level of action
       (whether or not any previous action has been taken)

5. Final Warning
       The Final Warning is the final step in the corrective action process. This step is
       appropriate when an employee’s commitment to improve is not met during the
       six month active time period for a Written Warning or there is an offense so
       serious it warrants this level of corrective action (whether or not previous action
       has been taken). The Final Warning requires approval by the next level of
       management. All Final Warnings require consultation with Human Resources prior
       to delivery. If there is a disagreement between the supervisor and Human
       Resources on the decision, it will require the next level of management or
       department head, whichever is higher, to review and provide recommendation.
       Human Resources will provide a recommendation; however, the final decision will
       remain with the business unit.

       The supervisor will meet with the employee to issue the final Warning. During the
       discussion, the employee’s overall work record, including past reviews, formal
       action previously taken, and notes from other conversations are reviewed.
       At the conclusion of the discussion, the employee is asked to decide to commit to
       meeting Company job performance standards or voluntarily resign. The employee
       reports his/her decision to the supervisor on the following day.

6. Termination

Termination is the dismissal of an employee for just cause.

   Active Periods for Corrective Action

   The focus of Positive Performance Management, even during corrective action levels,
   should remain developmental and future-focused. The goal is development of good
   performance in the future, the individual employee’s responsibility for his/her
   performance, results and relationships.

   The Company has the right to expect a total performance commitment from its
   employees. This includes the expectation that performance infractions that warrant
   formal corrective action will not be repeated and will never require similar action.
   Likewise, employees have the right not to have past performance problems remain in
   their files forever, running the risk of an adverse effect on their careers Accordingly,
   formal discipline levels remain active for the following time periods:

                            Verbal Warning     Three months
                            Written Warning    Six months
                            Final Warning      Twelve months

   When corrective actions deactivate, the supervisor will notify the employee of the
   deactivation and the need to schedule a meeting as soon as possible.

   Leaves of absence sufficient to remove employees from “regular” employment status
   will temporarily discontinue the active period for any of the formal corrective action
   levels. The time for calculating the active period for the formal level will be extended
   by the time the employee was off of “regular” status when the employee returns to

   Performance Categories and Repeat Violations

   Performance problems requiring corrective actions are divided into three general

       1. Work Performance;
       2. Conduct; and
       3. Human Asset Development          (applies   to   supervisory   and   management
           Employees only).
If an employee commits an offense in the same category as that in which a specific
level of corrective action is currently active, the second offense would normally
escalate to the next level. In such an instance, the first action would not deactivate
until the subsequent action(s) deactivate(s)

If an employee has a level active in one performance category and commits an
offense that warrants corrective action in another category, the level of the first
corrective action level may be repeated for the second offense. The following
guidelines should be used:

   a) No more than two active Verbal Warnings may be in effect at any time:
   b) No more than two active Written Warnings may be in effect at anytime;
   c) No more than one active Final Warning may be in effect at any time;
   d) No formal corrective action may be administered after a final Warning is in

Corrective Action Guidelines

   1. Corrective actions are sanctions imposed as soon as possible after the offense
       has been clearly established.

   2. The rules and corrective action shall be imposed with fairness. Due process of
       law and the right to a prompt hearing will be accorded the errant employee.

   3. Corrective actions are constructive rather than punitive. The disposition of the
       corrective action must be commensurate to the offense committed.

   4. Corrective action or sanction is limited to verbal warning, written warning, final
       warning, and termination and in no instance is it in violation of any existing

   Definition of Roles
   The responsibility of ensuring that the ABC standard of behavior and expected
   conduct are upheld is jointly vested upon the supervisors, managers, and the
   Human Resources. They have the authority to initiate any corrective action
   whenever a deviation from ABC’s rules and regulations is committed.

   A. Operations Manager
            1. Ensures that all his managers and supervisors are fully aware of
            their responsibilities in maintaining the standard behavior and
            expected conduct and understand all relevant rules and regulations.
            2. Reviews and approves (upon consultation with HR on termination
            cases), the corrective actions recommended by his manager or
            supervisor, to ensure consistency, objectivity, and fairness prior to
            3. Assists in the settlement or clarification of issues which may arise in
            connection with this Manual.
            4. Ensures that the approved corrective action is implemented by his
            manager or supervisor.
  B. Supervisor/Team Leaders
        1. Maintains discipline and the expected conduct among subordinates to
               achieve desired goals and performance level of his/her section or
        2. Ensures that policies and guidelines prescribed in this Code are
        3. In case of infringement of or deviation from ABC’s rules and regulations
               by any of the subordinates, he investigates the matter and
               observes due process of law in accordance with the provisions and
               guidelines set in this Manual.
        4. Prepares the required reports on cases investigated and/or corrective
               actions meted out for submission to the Operations Manager.
        5. Recommends the necessary corrective action or sanction.

  C. Human Resources Group
        1. Monitors proper implementation of the policies and guidelines contained
            in this Code.
        2. Advises managers and supervisors as to how policies and guidelines
            should be implemented.
        3. Ensures that such policies, rules and regulations are regularly updated
            based on the needs of ABC. This is done in close consultation with the
            General Manager.
        4. Advises/counsels other groups on how to handle sensitive cases
            involving termination or final warning leading to a termination.
        5. Clarifies matter with regard to the interpretation of the Code of
        6. Encourages the development of an atmosphere where positive behavior
            is second nature to everyone.

  D. General Manager
        1. Acts as the final arbiter in case of impasse or deadlock in the corrective
            action to be implemented.
        2. Makes the final approval in cases involving termination or final warning
            leading to a termination.

  System of Sanction

Degree of Sanction   1st Offense         2nd Offense     3rd Offense     4th Offense
        A            Verbal Warning      Reprimand       Final Warning   Termination
        B            Written Reprimand                   Final Warning   Termination
        C            Final Warning                                       Termination
        D            Termination

Infraction                                               Degree of Sanction
Rule 1: Acts of Dishonesty and Fraud
1 Betrayal of ABC Trust and Confidence
Unauthorized disclosure of confidential information which includes
but not limited to ABC documents to other companies or persons
whether competitor or not.
2 Robbery, Theft, Pilferage and Misappropriation of Funds           D
Robbery, theft, pilferage, misappropriation of funds, or its
attempt in any form or manner.
                                      Falsification               of
3                                     Documents/Cheating
Falsifying any document, record or information, which include but
not limited to personnel or financial or production record,
voucher, receipt, time sheet, application form; or presenting such
falsified document, records or information in any study, inquiry,
research, investigation or proceeding in which ABC is involved.
4 Bribery/Special Treatment or Privilege                               D
Bribery in any form or manner, or accepting/soliciting anything of
value in exchange for or in consideration of any act, decision or
service connected with the performance of the employee’s duties.
5                                              Swindling               D
Defrauding guests, suppliers, outside agencies, officers or other
employees through false pretenses or falsification of documents.
                                               Accepting,         or
                                               Soliciting      from
6                                              Suppliers/Customers
Borrowing, accepting, or soliciting money, gifts, commission,
material favors , or anything of value from guests, suppliers,
outside agencies, officers or other employees with which ABC has
a business relationship for personal benefit to gain.
7                                              False Testimony         D
Giving false statements or testimonies to avoid responsibility or
to distort the true facts to give undue advantage to oneself or
8                                              Fraudulent Acts         D
Obtaining or attempting to obtain materials through fraudulent
order and collusion with the person doing so, in which the ABC
has suffered or stands to suffer monetary and material loss.
Improperly withdrawing ABC supplies, records, equipment, tools
or other assets from the ABC without proper authorization.
                                               Substituting     ABC
9                                              Resources, etc;
Substituting ABC supplies, materials, equipment, and other
resources with another of inferior quality or of lesser value with
intent to defraud.
                                               possession of ABC       D
10                                             Property
Unauthorized possession or use of ABC property, supplies or
resources or any property owned by or belonging to another

     Unauthorized Bringing Into or Taking Out Any Article from ABC
11 Premises
Bringing into or taking out from ABC premises any article without proper
authorization and Security Pass. (ABC) reserves the right to inspect
personal items, packages or bags carried by an employee or personnel in or
out of the ABC premises).
12 Unauthorized “Sales of ABC Property                                       D
Engaging in unauthorized sale of any ABC property, supplies, medicines or
resources or any property owned by or belonging to another employee.
13 Unauthorized Possession of Master keys, Duplicate Keys, etc.                    D
Unauthorized possession of master keys, duplicate keys, picklocks, and/or
similar device which can open offices, lockers, drawers, desks, cabinets,
doors, rooms, offices, and other areas.
14 Use of ABC Time, Premises, etc. for personal Benefit                            D
Using ABC time, premises, vehicles, tools, equipment, supplies, or materials
for personal benefit.
15 Use of Communications Equipment, Services or Facilities                         C
Using ABC telephones, cell phones, electronic mail, internet and other
communication facilities without proper authorization or for personal benefit
16 Hiding a Contagious Disease                                                     C
Hiding a known contagious disease or major illness which include, but not
limited to, HIV, Tuberculosis, Hepatitis, Sexually Transmitted Diseases,
which may endanger the health or life of guests, suppliers, officers and
other employees.
17 Fraudulent Reporting of Sick Leave                                              C
Calling in sick or extending sick leave in order to obtain sick leave benefit or
for other purposes.
18 Being Reported as Not at Home                                                   C
Being reported as not at home by the visiting physician or any ABC
Representative during a sick leave
19 Sending a “Sick Notice”                                                         C
Sending a “Sick Notice” after having been assessed / examined “fit to work”
slip by the ABC physician.
20 Loitering while Unfit to work                                                   C
Loitering around company premises after having been advised to go home
by the ABC Physician.
21 Swiping/Altering Another Employee’s Time Card                                   C
Knowingly swiping the attendance card of another employee, or having
one’s attendance card swiped by another employee or maliciously removing
of time card or attendance records from its proper place, or unauthorized
alteration of attendance records.
22 Tampering with Employee Locker                                                  D
16 Tampering with another employee’s locker which constitutes violation of
an individual’s privacy and destruction of ABC property.
23 Engaging in Competitive Operations                                              D
Engaging in unauthorized competitive operations or business similar to
those of ABC
24 Giving False Information                                                        C
Giving false, inaccurate, misleading, incomplete, delayed or no information
to outside agencies, suppliers, guests, officers or other employees, when
the employee knows, should know, or is in a position to obtain such
information resulting in inconvenience or expenses to the guest, outside
agency, suppliers, officer or other employees or personnel or loss of
revenue or additional cost to ABC.
25 Giving False Name To Caller                                                     C
Providing different name or refusal to give ID to a caller to avoid being
complained or identified.
26 Unauthorized Access to Computer/Files                                    C
Using computer terminal for other purposes/unauthorized access to the
computer system.
27 Not Reporting Lost and Found Items                                       C
Failure to report lost-and-found items or to turn over lost-and-found items
within 24 hours to the In-House Security Department.
28 Other Acts of Dishonesty and Fraud                                       D
Committing other acts of dishonesty and fraud where there is a clear intent
of personal gain, and the dishonest or fraudulent act is prejudicial to the
gust, outside agency, supplier, officer or other employees and personnel of
ABC, or the dishonest or fraudulent act is done to avoid responsibility or
serious consequence.
Rule 2: Acts Against Decency and Morals
1    Indecent Acts                                                          D
Indecent or lewd act or conduct, or malicious sexual advances, or any
similar act within ABC premi8ses or which affects or disrupts one’s or
another’s work
2    Indecent Utterances                                                    D
Indecent, lewd immoral utterances within ABC premises.
3    Pornographic Exhibits or Show                                          D
Showing, exhibiting, posting or surfing pornographic materials, pictures
films, or literature within ABC premises.
4    Immoral practices                                                      D
Engaging in any immoral or unethical practices or offering services to
customers or co-employees within ABC premises (Like pimping, providing
male and female companion, etc.) or engaging in any conduct which
violates common decency or morality like sexual exhibition, voyeurism, etc.
5    Sexual Harassment                                                      D
Subject to Company policy/legislation
Rule 3: Criminal Acts
1    Conviction                                                             D
Conviction of any criminal offense involving moral turpitude under Bangladesh or
International law.
2    Commission of a Crime                                                  D
Committing a crime against a person or ABC property within or outside ABC
3    Use or Sale of Prohibited Drugs                                        D
Using possessing of, or pushing, selling or supplying of prohibited or
dangerous drugs and their derivatives to guests, suppliers, outside
agencies, officers and other employees.
4    Carrying Guns or Dangerous Weapons                                     D
Unauthorized carrying bringing or attempting to bring firearms,
ammunitions, explosives, sharp or deadly weapons within ABC premises.

Rule 4: Acts Against Peace and Order
1   Destruction of property                                  D
Destroying or damaging property records, or information of
ABC, its guests, suppliers, outside agencies, officers or
2   Endangering Safety                                       D
Endangering safety of guests, suppliers, officers or
employees or unnecessary disruption of operations through
gross negligence, carelessness or inefficiency.
3     Tampering with Fire Equipment                             D
Using, removing or tampering with fire protection
equipment for purposes other than fire fighting.
4     Driving Recklessly                                        C
Driving any vehicle recklessly or at excessive speed within
or outside ABC premises.
      Driving under the Influence of Liquor or Other
5     Controlled Substance
Driving under the influence of liquor or other controlled
substances such as prohibited drugs, within ABC premises
or work area.
6     Smoking in ABC premises                                   C
Smoking in ABC premises and other designated non-
smoking areas.
7     Entering/Using Restricted Areas                           C
Unauthorized entry or use of restricted areas or premises,
i.e., server room, VIP’s/Officer’s room, and the like
8     Refusing to Comply with Prescribed/Control Procedures     D
Failure to comply or conform with prescribed or control
procedures such as but not limited to, prescribed
procedures on accidents, safety or security regulations that
may prejudice guests, officers, outside agencies,
employees, other personnel and /or ABC property.
9     Disregard of Security Standards                           D
18 Refusing to submit to security personnel in the conduct
of their duties, i.e. baggage inspection, body search,
vehicle inspection, inquiry on a certain investigation,
frisking etc.
10 Assaulting or Inflicting Bodily Harm                         D
Assaulting, inflicting or fighting within ABC premises
resulting in any kind of injury or any violent behavior,
wielding any form of weaponry, even if no harm was
actually inflicted to another, whether guest, supplier,
officer, or another employee or outside ABC premises white
on official duty, except in case of defenses of one’s self or
another against unprovoked assault.
11 Assaulting or Inflicting Bodily Harm                         D
Assaulting, inflicting or fighting within ABC premises
resulting in any kind of injury or any violent behavior,
wielding any form of weaponry, even if no harm was
actually inflicted to another, whether guest, supplier,
officer, or another employee or outside ABC premises white
on official duty, except in case of defenses of one’s self or
another against unprovoked assault.
      Shouting, Threatening, Intimidating, Insulting or
12 Quarreling
Shouting, threatening, intimidating, insulting, quarreling or
inciting to quarrel with a guest, supplier, outside agency,
officer, or another employee or doing something illegal or
immoral to the other employee or his/her family in
connection with his/her job, or against guests, suppliers,
outside agencies, officers, employees or other personnel.
13 Involvement in Riots and Disorder                         C
Instigating, provoking or participating in any riot and
disorder that may result in work slowdowns or stoppage or
disruption of any ABC sponsored activities.
14 Entering by Force                                         D
Entering or attempting to enter company premises by
force, intimidation or deception.
     Inducing, Encouraging, Coercing, Bribing, or Abetting
15 Employee to Violate Rules
Inducing, encouraging, coercing, bribing, or abetting any
employee or personnel to engage in any practice to deviate
from ABC rules and regulations.
16 Sabotage                                                  D
Committing act/s of sabotage in any form or manner
     Unauthorized Distribution of Printed or Computer
17 Network Materials
Distributing written or sending computer network/e-mail
materials of any description to guests, suppliers, outside
agencies, officers, employees or other personnel without
proper authorization from ABC Management.
18 Unauthorized posters/Announcements/Notices                C
Putting up of notices announcements, posters or other
similar materials in ABC premises or in ABC’s computer
network     without    proper    authorization  from   ABC
19 Other Acts of Disturbing peace and order                  C
Committing any other acts which disturb the peace and
order within ABC premises, whether on or off-duty.

Rule 5: Acts Against Goal Conduct and Behavior

1      Libel/Slander                                                             D
Making libelous, malicious and false utterances or statements, publications or
engaging in gossip which tend to cause dishonor or embarrassment to guests,
suppliers, outside agencies, officers, employees or other personnel.
2      Discourtesy and Use of Disrespectful Language                             D
Discourtesy either by acts or words using disrespectful or offensive language
against a guest, supplier, outside agency, officer, or another employee or
3      Abuse of Authority                                                        D
Coercion, maltreatment, favoritism or any retaliatory act towards subordinate.
4      Uncontrolled Temper                                                       C
Displaying uncontrolled temper unbecoming of a decent ABC employee.
5      Tampering of ABC Announcements/Posters                                    D
Removing, defacing, tearing, mutilating, or otherwise altering the contents
and/or form of any official announcement, poster, memorandum, circular or
other ABC documents placed on Bulleting Boards by ABC property Management.
6        Vandalism                                                                    D
Writing on walls comfort rooms, locker rooms, lockers, elevators, machines,
equipment or any ABC property or premises.
7        Being Under the Influence of Liquor or other Controlled Substances           D
Being under the influence of liquor or other controlled substances such as
prohibited drugs, within ABC premises or work area.
8        Drinking Alcoholic Beverage                                                  D
Drinking alcoholic beverages within ABC premises or outside ABC premises but
performing work, except in ABC authorized functions.
9        Refusing to Follow Medical Advice                                            C
Refusing to follow the medical advice of the ABC Physician after being certified
as “unfit to work”
10       Refusing to Work                                                             C
Refusing to report for work after being certified as “fit to work” by the ABC
11       Refusing to accept work, change of shift, or work locations                  D
Refusing to accept work assignment, change of shift or work locations as
required by the exigencies of the service or business operations.
12       Refusing to Render Overtime or Holiday/Rest Day Work                         C
Refusing to render overtime, holiday or rest day work despite legitimate
circumstances and reasonable notice, and/or after signifying willingness to
perform authorized OT works.
13       Refusing to work on Official Business                                        C
20 Refusing to do official business outside ABC premises or outside working
hours when required to do so by the superior.
14       Refusing to Cooperate                                                        D
Refusing to cooperate with other employers or personnel in consonance with
duties and responsibilities, causing disruption of operations of the department
or the business.
15       Refusing to Notify about Contagious or Deadly Disease                        D
Refusing to notify superior or HR about one’s own contagious, communicable or
deadly disease or deadly disease.
16       Refusing to Comply with Sanitation Rules                                     C
Refusing to comply with sanitation rules or improper use of sanitation facilities,
i.e. non-flushing of toilets, spitting, urinating at improper receptacles or areas,
littering and performing other unsanitary acts.
17       Refusing to submit to the required Medical examination                       D
Refusing to submit to the required Medical, Dental, Physical and other health
examinations, i.e. prohibited drugs, HIV, Hepatitis, Sexually Transmitted
Diseases that are required by ABC
18       Refusing to Carry Out Instructions                                           D
Refusing to carry out verbal or written instructions, policies and procedures or
Standard Operating Procedures or any legitimate order issued by the ABC
19       Refusing to Comply with Government Requirements                              D
Refusing to comply with the national and local government requirements as
required by ABC, i.e. health certificates, police clearance, etc.
20       Engaging in Any Form of Gambling or Game of Chance                           D
Engaging in any form of gambling or games of chance inside ABC premises or
while on duty outside ABC premises.
21      Horseplay                                                              C
Engaging in horseplay, mischief running, making pranks, scuffling, throwing
things or other personnel.
22      Engaging in Usury                                                      C
Engaging in usurious money lending business with guests, suppliers, outside
agencies, officers, employees or other personnel.
23      Refusing to Follow Policy on the Use of ABC Resources                  C
Refusing to follow policy on the use of ABC resources.
24      Refusing to Attend a Scheduled Training Session or Seminar             C
Refusing to attend a scheduled training session or seminar despite advance
25      Unauthorized Activities                                                C
Conducting unauthorized activities, personal business, i.e. buy and sell
business, or any unnecessary undertaking such as watching TV, playing,
sending irrelevant text messages, reading unnecessary materials, at ABC time
and/or premises without due permission, in writing, from the Management.
26      Holding unauthorized Meetings                                          D

Holding unauthorized meetings, i.e. meetings not related to ABC business, or
holding illegal assembly within ABC premises or while on duty.
27 Smoking/Chewing Gum                                                         C
Smoking or chewing gum while on duty and/or in the presence of guests,
suppliers, officers, employees or other personnel.
28 Loafing or Loitering While on Duty                                          B
Loafing, loitering, malingering, wasting time inside the operations area while
on break, and/on duty.
29 Working or Indulging in Strenuous Activity
Working, moonlighting or indulging in strenuous or irregular physical activity
at the time of a home visit, or after being sent home or after sending a “sick
30 Loafing or Loitering After End of Working Hours                             B
Loafing or loitering in ABC premises after the end of working hours to
malinger, socialize with other employees, pass away the time, or for any
other reason.
31 Prolonging Break or Rest Periods                                            B
Prolonging break or rest periods or taking more break times than
32 Taking meal breaks at unauthorized times                                    A
Not following scheduled beak time or taking meals prior to break time
without approval by supervisor.
33 Leaving Duty Area/s or Going Outside ABC Premises                           C
Refusing to follow policy on the use of ABC resources.
34 Extending Leave Periods                                                     B
Continuing to go on leave despite disapproval by the supervisor or extending
original period of previously authorized vacation or sick-leave without prior
authorization or justifiable reason.
35 Bringing In/Storing of Personal Belongings                                  B
Bringing in or storing of personal belongings in other lockers or areas not
assigned to the employee or personnel.
36 Insubordination                                                             D
Willfully defying or disregarding ABC authority, Disobeying, delaying or non-
execution of any official system/procedure or any direct order or instruction
written or verbal (with witnesses), that results to re-work disruption, work
stoppage, slowdown, delay, accident, injuries, damages or loss.
37 Other Acts of Discourtesy, Misconduct or Misbehavior                         C
Committing other acts of discourtesy, misconduct or misbehavior where
there is an overt deliberate act which shows disrespect, disobedience or
contempt towards ABC guests, suppliers outside agencies, officers,
employees or other personnel.
Rule 6: Acts of Negligence
22 Failure to Account for ABC Revenue or Report Lost/Damaged ABC
1    property
Failure to report loss of ABC revenue, property, spoilage or damage of
property and/or is parts, assets, supplies, equipment etc. within 24 hours
without unnecessary delay, involving employees officers, employees, and
other personnel.
2    Causing Loss of Revenue or Causing Loss or Damage to ABC Property          C
Causing Loss of revenue or causing loss, spoilage or damage to ABC
property and/or its parts, assets, supplies, equipment, machinery, furniture
or endangering the efficiency of the machines and equipment through
negligence, carelessness or inefficiency. (In case of loss, spoilage or
damages the employee concerned shall be required to pay in addition to the
corrective action. ABC may, from time to time, issue guidelines, policies and
procedures, instructions where the sanction other than provided in this Code
is specifically given)
3    Failure to Report Accident or Injury                                       C
Failure to report to the proper authority any accident or injury within 24
hours without unnecessary delay, involving guests, officers, employees and
other personnel.
4    Receiving Below Expectations Ratings                                       D
Receiving two (2) successive Needs Improvement ratings in the performance
and Competency Evaluation within a 12-month period while holding the
same or an equivalent position.
5    AWOL In Excess of One (1) Calendar Day                                     D
Incurring absence without official/authorized leave in excess of one (1)
calendar day.
6    Failure to report For Work                                                 C
Failure to report for work promptly upon the expiration of the leave of
absence without justifiable reason and approved/authorized written notice.
7    Receiving Visitors                                                         A
Receiving visitors during working hours for personal reasons, or
making/receiving personal telephone calls.
8    Failure to Log In or Out                                                   A
Failure to record attendance by not logging in or out of the Swiping Machine
9    Failure to Comply with ABC Dress Code                                      A
Failure to comply with the ABC prescribed Dress Code while on duty.
10 Failure to Notify Change in Employee Data                                    A
Failure to notify superior and HR, in writing, of change of employee personal
data such as, but not limited to, civil status, name of dependents or
additional dependents, home address, outstanding loan and other
employment information within five (5) working days from date of such
 11 Failure to report Contagious or Deadly Disease                              C
 Failure to notify superior and HR, about employee’s own contagious, communicable
 or deadly disease or failure to report to superior and HR while knowing another
 employee is suffering from any contagious, communicable or deadly disease.
 12               Failure to Comply with Sanitation Rules                     C
 Refusing to render overtime, holiday or rest day work despite legitimate
 circumstances and reasonable notice, and/or after signifying willingness
 to perform authorized OT works.
 13               Failure to Submit to Annual Medical Examination             C
 Failure to submit to the required Annual Medical, Dental, Physical and
 other health examinations, i.e. prohibited drugs, HIV, Hepatitis, Sexually
 Transmitted Diseases, that are required by the ABC.
 14               Failure to Use the Required Safety Device/Equipment         D
 Failure to use the required safety device or protective equipment
 established by the ABC health and safety rules.
 15               Failure to Comply with Government Requirements              D
 Failure to comply with national and local government equipments as
 required by the ABC, i.e., health certificates, police clearance, etc.
 16              Failure to Provide Necessary Service                         C
 Unjustified failure to provide or procure materials, supplies, facilities or
 services in a timely manner, which are essential in the proper servicing
 of guest, officers, employees or other personnel at the require level of
 quality and quantity.
 17              Failure to Comply with Prescribed/Control Procedures         D
 Failure to comply or conform with prescribed or control procedures such
 as but not limited to, standard operating procedures, on accidents,
 safety or security regulations that may prejudice guests, officers,
 employees and other personnel.
 18              Failure to Comply with Security Standards                    D
 Failure to submit to security personnel in the conduct of their duties, i.e.
 baggage inspection, body search, finger printing, inquiry on a certain
 investigation, frisking, etc.
 19              Unauthorized Entrance/Exit                                   D
 Gaining entrance to or existing from ABC by any means other than by
 the official entrance/exit designated for employees.
 20              Failure to Take Corrective Action                            D
 Failure of the immediate superior/manager to report and/or take action
 on any violation of his/her subordinate.
 21              Failure to Attend a Scheduled Training Session or Seminar    B
 Failure to attend a scheduled Training Session or Seminar without
 justifiable reason.
 22              Delegating Duties to others                                  C
 Delegating other responsibilities, functions, duties not officially
 designated or authorized for others to perform, i.e. Supervisor
 delegating his/her work to an agent.
 23              Failure to comply with ABC policies and procedures           C
 Failure to comply or conform to ABC policies and procedures
 promulgated from time to time.
 24              Other Acts of Negligence                                     C
 Any other acts which may endanger safety of superiors or employees or
 unnecessary disruption of operations through gross negligence,
 carelessness, or inefficiency.

 Rule 7: Acts against Operational Policies
 1             Eating and Drinking inside the Operations                       A
 Eating food or drinking from an open container while on the production
 2             Gross Discourtesy to Clients                                    D
 Arguing with clients or uttering rude remarks to customers, which also
 include releasing line while caller is still speaking/on the line.
 3             Delaying Working on Queued Work                                 A
 Not immediately doing one's assigned work for no valid reasons.
 4             Unauthorized Use of Log-in ID                                   B
 Unauthorized use of somebody’s log-in ID.
 5             Unauthorized Log-out                                            B
 Logging-out of terminal without valid reason and outside break schedule.
 6             Below par Quality Score                                         B
 Agents showing score and fulfillment scores below tenure-based
 performance target.
 7             Unauthorized Moving of Equipment                                B
 Changing/removing keyboard function keys, keyboard, headset, etc. from
 one station to another without authority.
 8             Not Wearing Company ID                                          A
 Violation of any regulation on the use or wearing of ABC company ID.
 9             Sleeping While on Duty                                          C
 Sleeping in any position, while on duty
 10           Unauthorized Use of Telephone                                    B
 Using office/Admin telephones to make personal calls without authorization.

Employee’s Copy


I hereby acknowledge receipt of the ABC Ltd. Code of Conduct in handbook form.

I certify that I will have read and fully understood all the contents of the Code of
Conduct, including ABC’s Vision, Mission, Core Values, and Strategies as well as the
rules and regulations contained therein within one (1) day from this

Furthermore, I agree to work with and abide by all the rules and regulations
contained in the Code of Conduct, and further commit myself to uphold ABC’s
Mission, Core Values and Strategies, I also state, that should I deviate from such, I
will accept the corresponding corrective action/s or sanction/s as contained herein.

Employee’s Signature over printed Name                                Date
ABC 201 File Copy


I hereby acknowledge receipt of the ABC Ltd. Code of Conduct in handbook form.

I certify that I will have read and fully understood all the contents of the Code of
Conduct, including ABC’s Vision, Mission, Core Values, and Strategies as well as the
rules and regulations contained therein within one (1) day from this

Furthermore, I agree to work with and abide by all the rules and regulations
contained in the Code of Conduct, and further commit myself to uphold ABC’s
Mission, Core Values and Strategies, I also state, that should I deviate from such, I
will accept the corresponding corrective action/s or sanction/s as contained herein.
Employee’s Signature over printed Name Date
Section 2: Company Policies and procedures
   A. Language in the Workplace

ABC Ltd.., Inc., strives to create and promote a professional environment in which to
conduct business. All employees and vendors are prohibited from engaging in any
activity that would detract from this goal.

ABC provides services to American customers. Hence, employees are required to
speak only American English within the office vicinity especially in the production
floor to further enhance language skills which are required to conduct business.

Profanity and abusive languages are strictly forbidden in the work place or on any
ABC Ltd. premises.

   B. Work Hours/Meal and Rest Periods

Given the nature of the company’s business and taking onto consideration client
requirements, ABC will operate seven (7) days per week and will follow a twenty-four
hour (24-hr) work cycle or as when the company so decides. Employees may be
assigned, based upon the needs of the business, on shifting schedules The shift will
comprise of seven and a half (7.5) hours paid work (excluding rest periods), two
fifteen (15) minutes paid breaks and one(1) hour unpaid meal break.

An employee’s meal and break period will be determined by the needs of the
business. The employee’s work hours and rest days may change according to the
needs of the Company

   C. Work Days and Weekly Rest Days

ABC will operate seven (7) days a week. An employee is required to work six (6)
days a week scheduling of rest days is dependent on an employee’s workload and/or
work assignment to be determined by the needs of the business. Rest days may
change according to the needs of the business.

   D. Night Shift Differential

An employee shall be paid night shift differential of twenty percent (20%) of his/her
regular pay for each hour of work performed between 10 pm and 6 am. For overtime
work that falls between 10 pm and 6 am, night shift differential shall be paid over
and above the premium pay for overtime work.

Employees who render work between 10 pm and 6 am will be compensated
according to the table below:

        WORK DONE                 NIGHTSHIFT RATE           NIGHTSHIFT IS O.T.
 Regular Working Day           120% rate/hr                + 20% of the OT rate/hr
 Regular Holiday               120% x (200% x rate/hr)     + 20% of the OT rate/hr
 Regular Holiday & Rest Day    120% x (260% x rate/hr)     +20% of the OT rate/hr
      E. Overtime Work

Hours during which the employee performs work beyond the minimum eight (8)
hours daily requirement is considered overtime work. Non-productive hours (holiday,
vacation, paid time off, etc.) will not count toward overtime compensation. All
requests for overtime work must be authorized by the section or department
Employees who render overtime work (work rendered in excess of eight (8) hours
will be compensated according to the table below:

                       WORK DONE                    OVERTIME RATE/PREMIUM
                       Regular Working Day                25% of 100%
                       Regular Holiday                    30% of 200%
                       Regular Holiday & Rest Day         30% of 260%

Employees may volunteer for OT by following the procedures at their location
established to solicit overtime. Overtime will be awarded based on the needs of the
business. It is the employees’ responsibility to ensure the request for overtime has
been approved before they are authorized to work it.

Employees working overtime hours are subject to the same policies and procedures
that govern regularly scheduled hours, regardless of the length of the shift.
Employees who are late for the beginning of an approved overtime shift, or
employees who defer from working the shift without approval, will be marked absent
or late and treated in accordance with their department’s Attendance Policy/

If the needs of the business change prior to the start of an employee’s overtime
shift, and the overtime are no longer required, employees will be released from the
shift. If the company’s overtime requirements change after the start of the shift,
employees will be permitted to complete the shift.

         F. Holidays

The following holidays shall be observed (for the 2006 Calendar year):

Date                          Events                             Day(s) Remarks

▪ January 10, 11 & 12         Eid-Ul-Azha                        3 days*
▪ February 09                 Muharram                           1 day*
▪ February 21                 International Mother’s Language/
                              Shaheed Dibosh                     1   day
▪   March 26                  Independence Day                   1   day
▪   April 11                  Eid- E– Milad -Un –Nabi            1   day
▪   April 14                  Bengali New Year                   1   day*
▪   May 01                    May Day                            1   day
▪   May 11                    Buddha Purnima                     1   day
▪   August 16                 Janmastami                         1   day
▪   September 09              Shab- E- Baraat                    1   day
▪   October 02                Durga Puja                         1   day
▪   October 20                Jumaat- Ul- Bida                   1   day*
▪   October 21                Shab- E- Qadar                     1   day
▪   October 24, 25 & 26       Eid- Ul- Fitr                      3   days*
▪ November 7                Jatiyo Sanghati Dibash               1 day
▪ December 16               Victory Day                          1 day
▪ December 25               Christmas Day                        1 day

* Subject to appearance of the moon

Total Holidays                             : 21 days
Total working days to treat holidays       : 19 days

Only employees who worked on the scheduled workday immediately preceding a
holiday will be entitled to holiday pay. Employees who are on leave of absence
without pay on the day immediately preceding a regular holiday may not be paid the
required holiday pay if they did not work on such regular holiday.
An employee who works on a regular holiday will be paid two hundred (200%)
percent of his daily rate.
If the special holiday falls on the employees scheduled rest day, he shall be entitled
to an additional compensation of fifty percent (50%) of his regular rate.
                      Work (First 8 hours)           Wage Rate
                      Regular Holiday                200%
                      Regular Holiday & Rest Day     260%

   G. Training Contractual Services Agreement

An employee who undergoes specialized training which would require the company
considerable amount of investment may be subject to fulfill a contractual service
agreement with ABC to ensure that an effective transfer of knowledge and skills is
undertaken. This shall be on case per case basis depending on the amount of
investment which that training requires.

   H. Time Reporting Policy

Each employee is responsible for knowing and consistently using the process for
reporting time worked or absence in a given pay period. Supervisors or managers
are responsible for assisting employees in understanding the process for reporting
employee time worked or absences. Human Resource Department is responsible for
answering questions regarding the application of the policy and process for reporting
employee time worked or absence.

   I. Attendance and Punctuality

It is the policy of the company to require its employees to strictly adhere to work
schedules in order to meet operational demands and maximize work efficiency and

Timekeeping procedures are standardized to ensure consistency in determining the
salaries and allowances to be paid and to establish an effective monitoring system to
ensure that attendance of all employees are properly accounted and monitored.
During the probationary period all absences and tardiness will be unpaid.
Absence and Tardiness
An employee is considered absent when he/she is absent for work more than 60
minutes following the start of the work schedule. In case of failure or inability of the
employee to report for work due to an emergency, the employee is expected to
contact his/her immediate superior within the first 60 minutes of his/her work

Employees are subject to corrective actions for excessive absences.

All trainees are expected to comply with all training attendance expectations.

A probationary employee is allowed three (3) attendance occurrences in a rolling 30-
day period. An occurrence constitutes an absence or tardy, and any combination
thereof. An employee absent for consecutive days with accredited doctor’s certificate
will be charged with a single occurrence. The fourth occurrence will
result in separation from the company. An employee showing a pattern of abuse of
this policy during probation will not be recommended for regularization.

For regular employees, counseling takes place after each occurrence. Corrective
action will be imposed upon accrual of points beyond sick leave.

6   points   =   Verbal Warning
7   points   =   Written Warning
8   points   =   Final Warning
9   points   =   Termination

Points will be based on a rolling 6-month period.

Tardiness of up to two (2) hours from start of work shift is equivalent to ¼ day’s
absence. Tardiness of more than two (2) hours from start of work shift is equivalent
to ½ day’s absence. Tardiness beyond half work shift is considered a full day’s

No Call No Show “NCNS” is considered two full day’s absence and shall be dealt with

In extraordinary cases, an employee can use his earned vacation leave where an
illness or injury requires an extended recuperation time. However, a medical
certificate issued by an accredited company physician for this purpose is required
before an employee can use his earned vacation leave.
Official Business (OB)

Employees who attend seminars, orientations, trainings, go to venue outside of
his/her base to represent the Company or conduct business in an official capacity,
visit a supplier, or conduct/attend meetings outside of his/her work base are
required to file an Official Business Notice to inform his her immediate superior of
his/her whereabouts and to indicate his/her physical absence in his/her work station
is due to official work or business.

Official Business Notice not submitted on or before the deadline established herein
will mean a deduction in the payroll of the concerned employee.
   J. Drug and Alcohol

Our ability to maintain a safe workplace and to promote high standards of employee
health is directly dependent upon the establishment and maintenance of a workplace
that is free from the adverse effects of drug use and alcohol abuse.

ABC employees are required to be fit for duty at all times while on duty or on
company premises. The term “on duty” includes working time and breaks, regardless
of whether employees are on the premises or paid. Company premises include our
facilities, parking areas, surrounding grounds or motor vehicles thereon and
company owned and rented vehicles. An employee is considered unfit for duty if,
while on duty or on company premises, the employee is under the influence of illegal
drugs or alcohol or has a blood alcohol level of .04 or higher. For the purpose of this
policy, the term “illegal drugs” includes the use or distribution of prescription
medications in an illegal fashion, or the use of other illegal substances. An employee
who is unfit for duty will be subjected to discharge, following the relevant provisions
under the Code of Conduct.

The legal use of prescribed drugs is permitted on the job only if it does not impair an
employee’s ability to perform the essential functions of the job effectively and in safe
manner that does not endanger other individuals in the workplace. An employee who
will be using prescribed drugs has an obligation both to determine from his/her
physician whether drugs could impair job performance and advise his/her supervisor
of any possible impact on the employee’s ability to perform his/her job.

The use or possession of alcohol while on duty or on Company premises is strictly
forbidden and is considered ground for termination of employment. Please note that
this policy prohibits an employee from consuming alcohol or illegal drugs even while
“on break” of company premises. An employee may have “unopened” containers of
alcoholic beverages in his/her personal vehicle ONLY, provided that the alcohol is
intended for consumption off Company premises after an employee’s shift.

Employees are also prohibited from using, processing, manufacturing, selling,
distributing or dispensing illegal drugs while on duty or on Company premises.
Violation of this prohibition is considered a ground for termination of employment.
Off-duty and off premises involvement with illegal drugs may also result in a
corrective action up to and including discharge where such involvement may have an
adverse effect on Company’s interest, reputation, and/or operations.

Recognizing the effectiveness of random substance abuse screening in maintaining a
drug free work environment, ABC will endeavor to screen a selected portion of its
workforce on an annual basis. All employees will be required to submit to and pass
random drug testing when selected. Selection of employees for testing shall be at
the sole discretion of ABC Management. Participation is mandatory regardless of the
number of previous times an employee may have been selected for testing.

An employee may be required to submit to a drug and/or alcohol test whenever
there is reason to believe, because of physical, behavioral, or performance
indicators, that the employee is under the influence of or affected by illegal drugs
and/or alcohol while on duty or on Company premises. In addition an employee
may be subjected to drug or alcohol testing following a work related injury or upon
client request. Failure or refusal to provide a specimen at the date and time
requested, refusal to provide a written consent to testing, or providing a false or
tampered with specimen are considered grounds for termination of employment. An
employee whose test is positive for illegal use of drugs and/or alcohol is considered
“unfit for duty” and may result in discipline, up to and including termination.

Upon reasonable suspicion, the Company reserves the right to search an employee,
his/her possessions, work area, or vehicle, while on Company premises, to determine
illegal drugs or alcohol are present in violation of this policy. Refusal to consent to a
search when reasonable suspicion exists that illegal drugs may be contained in any
of the areas will be grounds for termination.

An employee’s conviction on a charge of illegal sale or possession of any controlled
substance while off Company property will not be tolerated, and will result to
termination from employment.

   K. Discrimination and Harassment

It is the policy of ABC to provide a work environment free from discrimination and
unlawful harassment. Any behavior, action, word, joke, picture, or comment based
on individual’s sex/gender, race ethnicity, age, religion, or any other legally
protected characteristic will not be tolerated by employees, outside vendors, visitors,

“Sexual Harassment” is a work-related offense committed by an employer,
employee, manager, supervisor, agent of the employee/employers, or any other
person who, having authority or moral ascendancy over another in a work
environment, demands, requests, or otherwise requires any sexual favor from other,
regardless of whether the demand, request for requirement for submission is
accepted by the object of said act.

All forms of discrimination and harassment including intimidation and retaliation are
damaging to the work environment. They are also illegal. Therefore, all employees
should avoid any action or conduct that could be viewed as discrimination,
harassment, intimidation, or retaliation.

All employees must be sensitive and aware of the impact of their behavior may have
on others. Further, all employees are responsible for assuring that the work place is
free from inappropriate behaviors including, but not limited to discrimination and

Any person who directs or induces another to commit any act of sexual harassment,
or who cooperates in the commission by another, without which it would not have
been committed, shall also be held liable.

It is of no defense to inappropriate behavior that there was no bad intent, that it was
only a joke, or that it was not directed at any particular person.

Any employee who wants to report an incident of discrimination or harassment
should promptly report the matter to his/her supervisor, the Human Resource
representative and/or the Corporate Employee relations department. Employees
must be able to raise concerns and make reports without fear of reprisal.

Any claim of discrimination or harassment will be taken seriously and investigated
Anyone engaging in discrimination or harassment of any kind, or anyone engaging in
retaliation, will be subject to corrective action, up to and including termination of
employment. The level of discipline will be based upon facts and circumstances of
the situation.

   L. Confidentiality

All employees have, to one degree or another, access to proprietary information
and/or trade secrets which, if disclosed to outside business interests, would be
detrimental to the Company. Examples of these are business research and new
product and service plans, BPO and subsidiary revenues, expenses, profits, and
unpublished financial pricing (rate) information; forms, methods, and systems; lists
of franchisees, employee rosters; client information; vendor lists and detailed
information regarding customer of vendor requirements, business practices, and
plans. Trade secrets include data relating to the business of the Company, its
customers, or affiliates that the company retains in confidence and is not generally
available to the public. All such proprietary information and trade secrets must not
be disclosed to the public or utilized for purposes other than for Company business.
Confidential information is any information that the company considers to be
confidential or any information that may be used by third parties to the detriment of
the Company or the owner of the confidential information. Employees must take the
appropriate steps in handling all business information of the Company in order to
prevent its unauthorized disclosure.

It is the responsibility of an employee to ensure that no confidential information of
the Company is disclosed to third parties unless the disclosure is authorized in
writing by the company. The employee has the same obligation with respect to
confidential information belonging to a third party which may be disclosed to the
employee by virtue of his/her employment and which the Company has the
obligation to keep confidential.

An employee should not accept, on behalf of the Company, any disclosure of
confidential information belonging to third parties without any prior written consent
of the Company.

An employee must ensure that all information, records, and documents belonging or
pertaining to the Company and its clients are kept confidential. Unauthorized
disclosure or reproduction of said documents should not be made by an employee or
by anyone acting under the employees’ direction.

Any information, data, sales, figures, projections, estimates, customer lists, tax
records, personnel history, accounting procedures, promotions, and the likes are
considered and kept as confidential records of the Company and will not be divulged
to any person, firm, corporation, and other entity, except with the written
authorization of the Company.

Upon resignation or dismissal from employment for any cause, an employee must
treat as confidential any information on the Company and must not release any such
information to any person, firm, or other entity, either by statement, deposition, or
as witness, except upon the written authorization of the Company. The Company is
entitled to an injunction by any competent court or authority to enjoin and retain the
unauthorized disclosure of such information.
In the event that an employee is required by law, regulation, or court order to
disclose any confidential information, the employee should notify the Company in
writing prior to making such disclosure in order to facilitate the Company in seeking
a protective order or other appropriate remedy from the proper authority. If any
disclosure is required by law, regulation, or court order, the employee must furnish
only that portion of the confidential information that is legally required to be
disclosed and must exercise all reasonable efforts to obtain reliable assurances that
confidential treatment will be accorded to the information disclosed.

All information, data, records, documents, and other such items pertaining to the
Company’s business, processes, products, marketing and research activities,
including those in the formative stages, made by the employee during the term of
his/her employment, solely or jointly with others, whether or not resulting from the
performance of his/her duties as internal auditor, shall be and is assigned to the

An employee’s obligations under this provision will survive the termination of his/her
employment by the employee or by the Company.

   M. Restrictive Covenant

Employees must devote their best efforts and their entire time to advance the
interest of the Company. Employees should not, without the prior written consent of
the Company, directly or indirectly, alone or as a member of a partnership, or as an
officer, director, or stockholder of any other corporation, be engaged in or concerned
with any other commercial duties or pursuits whatsoever.

   N. Smoking

It is the policy of ABC to provide a safe and healthful work environment; therefore,
smoking is permitted in designated areas only. This policy applies equally to all
employees and visitors.

Any employee found smoking in an area other than the designated location shall be
subject to corrective action.

   O. Mobile phones, Pagers, and Land phones

Employees are prohibited from using personal cellular phones or pagers while on the
production floor and while on work time. The disruption of the floor caused by
extraneous conversations, cell phone rings, and pager noise is not conducive to a
professional and organized work place.

All unauthorized cell phones and pagers must be turned off unless in non-work areas
during non work time. Time spent while being paid by the company is not to be used
to attend to personal affairs.

Cell phones and pagers that have been issued by ABC may be operational while on
the production floor; however, they must be removed from the production areas
when in active use.
In an emergency situation, in which an outside individual needs to reach an
employee, that individual should seek help from the guard or any other employee to
have the message delivered to the concerned employee.

Land phones are to be used exclusively for business purposes only; hence,
employees, unless urgent, are restricted from the use thereof.

Failure to comply with this policy will result in corrective action up to and including
termination of employment.

   P. Use of Company Services, Equipment, and Vehicles

Telephones, vehicles, fax machines, computers, photocopiers, tools, or other ABC
owned or managed properties are provided for business purposes. Excessive abuse
of these or any other ABC owned property, for personal use, will result in corrective
action up to and including termination of employment.

When using Company properties, employees are required to report any damage

Improper, careless, negligent, destructive, or other unsafe use or operation of
equipment or vehicles, including excessive parking, or avoidable traffic violations,
may result in corrective action up to and including termination of employment.

Employees who are involved in an accident or incident while operating a vehicle on
company business must immediately notify their supervisor and file a report for
physical damage and personal injury, if relevant.

Operating a company owned or managed vehicle, or operating a personal vehicle for
business purposes without a valid driver’s license may result in corrective action up
to and including termination of employment.

   Q. Computer Communications

The purpose of this policy is to ensure that all employees understand their mutual
rights and responsibilities with respect to ABC electronic computing and
communications tools, and inclusive of the electronic mail (E-mail), telephone voice
mail (V-mail), Internet access, and ABC Intranet (collectively, hereafter referred to
as the “Systems”). Use of the systems by an employee constitutes employee
permission for ABC to monitor communications and to access files or recordings that
are made on or with these systems as further explained below.

This policy pertains to all systems including Email and Vmail messages, drafts,
records, documents, electronic transmissions, voice recorded messages, computer
hard drives, and other information on either Email or Vmail system, including backup
media and storage as well as internet access and the ABC Intranet. Any wrongful,
improper, or fraudulent activity may result in legal or disciplinary action up to and
including termination of employment.

Examples of prohibited conduct include, but are not limited to, the following:

       • Sexually explicit messages, images, cartoons, or jokes
       • Unwelcome propositions, requests for dates, or love letters
       • Profanity, obscenity, slander, or libel
       • Ethnic, religious, or racial slurs or jokes
       • Political belief or commentary
       • Non-ABC business or non-work related solicitations
       • Chain letter creation or forwarding
       •  Disparaging remarks regarding the Company, employees, management,
           owners, or the services provided by ABC
       • Communication or publication of confidential and/or defamatory material
       • Any other messages that can be construed as inappropriate and/or
           harassment or disparagement of others based on their sex, race, sexual
           orientation, age, national origin, disability, or religious or political beliefs.

   R. Personal Appearance and Dress Code

All employees are expected to dress in a business-appropriate manner and avoid
extremes at all times. Employees are not required to wear business-professional
attire regularly; however, business casual is expected. Jeans, sneakers, and denim
clothing are permitted.

Employees not dressed appropriately will be sent home to change. Employees will
not be paid travel time to go home to change. Examples of inappropriate attires are:
sweat pants and sweat shirts, shorts, see-through blouses, tank tops, etc. This list is
not intended to be all inclusive.

Management reserves the right to declare casual or “dress down” days OR modify
the standard of dress to meet business needs.

   S. Weapons and Workplace Violence

It is the policy of ABC to prohibit all employees from using, displaying, or carrying
firearms, explosives, knives, sharp objects, or any other lethal weapons on any
Company premises or at any Company-sponsored functions. The Company has a
strong commitment to its employees, clients, and guests to provide a safe, healthy,
and secured work environment. The presence of weapons and the occurrence of
violence in the workplace during working hours or otherwise are inconsistent with
these objectives. While the Company has no intention of intruding into the private
lives of its present and potential employees, it expects all employees to report to
work without weapons and perform their job without violence toward any other
individual. The Company expects all employees to work in a manner so that they can
perform their duties in a safe and productive manner.

   1. The Company specifically prohibits the following and may discipline employees
       up to and including termination of employment for any of the following:

       a. Use, possession, or sale of any weapon as described above on the work
       b. Storing any weapon in a locker, desk, vehicle, lunch box, toolkit, bag,
          purse, or other repository on the work site or other Company premises.
       c. Illegal possession, use, or sale of weapon off Company property that
          adversely affects his/her own safety at work or indicates a propensity for
          the same.
       d. Refusing to submit to a weapons inspection that is requested by the
       e. Conviction under any criminal statute for the illegal possession of a weapon
           or for committing a violent act against the person or the property of
       f. Refusal to sign a statement to comply with the Company’s policy on
           weapons and workplace violence.
       g. Refusal to participate in an investigation into allegations that violence has
           or is likely to occur, or of an alleged violation of this policy.
       h. Verbal or physical threats, threatening gestures and/or statements.
       i. Fighting

   2. An employee who violates this policy by bringing onto the work site a weapon
       and whose employment is not terminated by the Company will be subject to
       searches from time to time, for an indefinite period of time not exceeding one
       year from date of the violation. An employee’s consent to submit to a search
       is required as a condition of continued employment and the employee’s
       refusal to consent my result in corrective action, including termination of
       employment for a first refusal or any subsequent refusal.

   3. Employees, visitors, and others carrying or possessing any weapons shall be
       denied access or required to leave Company premises or Company-sponsored
       functions at once.

   T. Resignation

Resignation is a voluntary act initiated by the employee to terminate employment
with ABC. An employee who wishes to resign must submit his/her resignation letter
to his/her immediate superior at least 30 days prior to effectivity date of resignation.
During the resignation notice period, the employee is expected to perform all regular
duties as assigned and scheduled and conform to all outstanding policies and

   U. Termination

The Company shall strictly comply with the two-fold requirement to lawful dismissal.
First, it shall be substantive – that is, the cause for dismissal shall be valid; second,
it shall be procedural – that is, the employee shall be given due process; the
employee must be given notice and the opportunity to be heard and to defend

An employment may be terminated for any of the grounds stated in the Dismissal for
Employment by giving the employee a written notice of its intention to terminate
his/her employment and the particular acts or omission constituting the ground for
dismissal. Unless shorter period is provided under applicable law or rules and
regulations issued by the Company, the employee may answer the charges against
him/her within 24 hours from receipt of such notice.

If employee refuses to acknowledge receipt of the notice, service on employee is
completed by giving a copy of the notice to the employee, witnessed and signed by
another employee and stating that the employee refused to receive the notice when

The Company shall afford the employee a hearing or conference where the employee
may defend himself/herself with the assistance of a representative, if he/she so
desires. After giving the employee ample opportunity to be heard and defend
himself/herself, the Company shall, if the evidence so warrants, serve on the
employee a written notice of its decision to terminate his/her employment.

   V. Exit Clearance and Interview

An employee who resigns or is dismissed needs to understand the required clearance
process to compute for his final pay, end-of-service entitlements, and to determine
the amount of liability incurred, if any. The employee should promptly account for,
return, and deliver to ABC at the Company’s main office his/her identification card,
uniform, and all company properties which may have been assigned or entrusted to
his/her care or custody.

The company will withhold the resigning employee’s final pay and separation benefits
until the employee is cleared from any accountability in money, property, and other
company resources.

If the employee has unpaid or pending obligations to the Company, monetary or
otherwise, upon termination for his/her employment for any reason or cause, the
employee expressly agrees and authorizes the Company to make necessary
deductions from the salary, bonuses, any other amount or benefits that may be due
the employee, to effect settlement or payment of his/her unpaid pending obligations.
This is without prejudice to the right of the Company to effect settlement, or
payment of obligations of the employee through other legal means in case the
salary, bonuses, any other amount or benefits due the employee be insufficient to
cover his/her unpaid or pending obligations.

The employee will be asked to undergo an exit interview to be conducted by the
Human Resources Department.

Upon release of the final pay, the employee will be asked to sign a quitclaim or
release from liability.

   W. Security Inspections

It is the policy of ABC to safeguard the property of our employees, our customers,
and the Company, and to prevent the possession, sale, and use of illegal drugs or
either items on company property. The Company reserves the right to question
employees and all other persons and to inspect any packages, parcels, purses,
handbags, briefcases, lunchboxes, or any other possessions or articles carried to and
from the Company. Desks, lockers, computers, including computer files (i.e. email)
and other storage devices may be provided for the convenience of employees but
remains the sole property of the Company and can therefore be inspected at any
time either with or without prior notice.

   X. Security

The following security considerations are offered to help maintain a secure
workplace. Employees must be aware of persons loitering around for no apparent
reason (i.e. walkways, entrances/exits). Suspicious persons or activities should be
reported to a supervisor. Employees must secure their desk at the end of the day or
when called away from the work area for an extended length of time; valuables
and/or personal articles should not be left in or around the workstation that may be
accessible. The company ID must be visibly worn at all times when inside the
company premises. Company ID’s must not be defaced in any way.

   Y. Visitors in the Workplace

In an effort to maintain a safe and professional work environment, the workplace
must remain secure and focused at all times. To support this goal, the access given
to non-ABC employees is severely limited.
           A. All visitors to the workplace will be required to limit the visit to a
              reasonable duration and may not interfere in any way with the
              operation of the location.
           B. Visitors are strictly prohibited from entering the production floor.
           C. Visitation is limited to public areas and only for the purpose of relaying
              brief information.
           D. Employees are prohibited from engaging the visitor for extended
              periods. For example, an employee may not take a break with a visitor
              in the break room or other area.
           E. Business visitors, including clients, vendors, and government officials,
              must be escorted by a member of the management at all times.
           F. The presence of all visitors must be brought to the attention of the
              General Manager or Human Resources Manager.
           G. In the event any individual claiming to be with any government
              agency, must supply corroborating documentation of their title and
              briefly state the nature of the visit. The General Manager or Human
              Resources Manager should be called immediately.
           H. This policy applies equally to all employees in site locations.

   Z. Employer Property

Desks, company vehicles, and computers are company property and must be
maintained according to company rules and regulations. They must be kept clean
and are to be used only for work-related purposes. ABC reserves the right to inspect
all company property to ensure compliance with its rules and regulations, without
notice to the employee and/or in the employee’s absence.

   AA. Health and Safety

ABC Ltd. is committed to the protection from accidental loss to its employees and its
property. It is the policy of the Company to take every reasonable precaution to
protect its employees and to involve the employees in developing and enforcing this

In fulfilling this commitment, we will provide and maintain a safe and healthful work
environment. We will strive to eliminate any foreseeable hazards, which may result
in personal injury.

Accidental loss can be controlled through good management in combination with
active employee involvement.

   BB. Severe Weather and Emergency Conditions
ABC commitment to its clients requires that ABC operations continue even when
adverse weather conditions make it difficult. While the safety of our employees is of
primary importance, our clients depend on ABC to work our normal schedule as often
as possible. It is our policy to remain open during all regularly scheduled business
hours. However, emergencies such as severe weather, fires, power failures, or other
situations, can disrupt company operations. In these extreme cases, to be
determined by the General Manager, the company may be required to close a work
          1. ABC requires employees to work when emergency conditions arise,
            unless the site or location is officially closed. Refusal to work without
            good reason when such a crisis occurs is subject to serious corrective
          2. Vacation or paid leaves may not be used to compensate for missed time
            during emergency situations. Non-exempt employees may, however,
            make up time, as business needs dictate. Exempt employees who do not
            report for any part of a workday will take the time off without pay.
          3. Employees are to be paid only for hours actually worked.
          4. All employees may be required to accept assignments different from
            their normal job duties.
          5. Employees in essential operations may be asked to work on a day when
            operations are officially closed.
          6. Employees who will work will receive regular pay.
          7. ABC reserves the right to change operations hours in the instance of
            emergency or extreme weather. For example, operations may be
            conducted later in the day, or on another non-work day.
          8. In the event that one site is closed and another reasonable situated site
            is open, employees may be asked to go to another facility.

   CC. Integration Clause and the Right to Revise

This Handbook contains the employment policies and practices of ABC Ltd. in effect
at the time of publication. ABC, at its sole discretion, may revise, modify, delete, or
add to any and all provisions stated in this manual or in any other document. Any
change shall be made in writing.

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