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MASBATE SERVICE PROVIDER COOPERATIVE
#40 Quezon St., Masbate City
CDA-Reg.#NG-4214 TIN: 287-331-309

3.1 NON-DISCRIMINATION


In order to provide equal employment and advancement opportunities to all individuals, employment decisions at MASEPROC TECHVOC will be based on merit, qualifications, and abilities. MASEPROC TECHVOC does not discriminate in employment opportunities or practices because of race, color, religion, sex, national origin, age or disability.

MASEPROC TECHVOC will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training.

Employees with questions or concerns about discrimination in the workplace are encouraged to bring these issues to the attention of their supervisor. Employees can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in unlawful discrimination will be subject to disciplinary action, including termination of employment.

3.2 NON-DISCLOSURE/CONFIDENTIALITY

The protection of confidential business information and trade secrets is vital to the interests and success of MASEPROC TECHVOC. Such confidential information includes, but is not limited to, the following examples:
• Compensation data,
• Financial information,
• Marketing strategies,
• Pending projects and proposals,
• Proprietary production processes,
• Personnel/Payroll records, and
• Conversations between any persons associated with the institution.

All employees are required to sign a non-disclosure agreement as a condition of employment.

Employees who improperly use or disclose trade secrets or confidential business information will be subject to disciplinary action, including termination of employment and legal action, even if they do not actually benefit from the disclosed information.

3.3 NEW EMPLOYEE ORIENTATION

(A thoughtful, consistently applied orientation program will accelerate the productivity of new hires. We recommend that a representative from the Human Resources department meet with new employees on their first day for approximately one hour or for at least the length of time needed to complete paperwork, receive the Employee Manual, ask questions, and be introduced to the CEO.)

Orientation is a formal welcoming process that is designed to make the new employee feel comfortable, informed about the school, and prepared for their position. New employee orientation is conducted by a Human Resources representative, and includes an overview of the school history, an explanation of the school core values, vision, and mission; and school goals and objectives. In addition, the new employee will be given a overview of benefits, tax, and legal issues, and complete any necessary paperwork.

Employees are presented with all codes, keys, and procedures needed to navigate within the workplace. The new employee’s supervisor then introduces the new hire to staff throughout the techvoc training center, reviews their job description and scope of position, explains the school’s evaluation procedures, and helps the new employee get started on specific functions.

3.4 PROBATIONARY PERIOD FOR NEW EMPLOYEES

The probationary period for regular full-time and regular part-time employees lasts up to one hundred eighty days (180 days) from date of hire. During this time, employees have the opportunity to evaluate our school as a place to work and management has its first opportunity to evaluate the employee. During this introductory period, both the employee and the Institution have the right to terminate employment without advance notice.

Upon satisfactory completion of the probationary period, a one hundred eighty days (180 days) review will be given and benefits will begin as appropriate. All employees, regardless of classification or length of service, are expected to meet and maintain Institution standards for job performance and behavior (See Section 4, Standards of Conduct).

3.5 OFFICE HOURS

MASEPROC TECHVOC office is open for business from 7:00a.m. to 9:00p.m. Day of Week through Day of Week, except for Holidays (See Section 6.7, Holidays).

The standard workweek is forty (40) hours of work (see Section 5.3, Overtime). In the computation of various employee benefits, the employee workweek is considered to begin on Sunday (starting at 12:01 a.m.) through Saturday (ending at 12:00 a.m.), unless a supervisor makes prior other arrangement with the employee.

3.6 LUNCH PERIODS

Employees are allowed a one-hour lunch break. Lunch breaks generally are taken between the hours of 11 a.m. and 2:00 p.m. on a staggered schedule so that your absence does not create a problem for co-workers or clients.


3.7 BREAK PERIODS

MASEPROC TECHVOC provides for employees to break during production activities at any time upon the approval of the school administrator or it depends on the time slot.
If employees have unexpected personal business to take care of, they must notify their direct supervisor to discuss time away from work and make provisions as necessary. Personal business should be conducted on the employee’s own time.

Employees who do not adhere to the break policy will be subject to disciplinary action, including termination.


3.8 PERSONNEL FILES

Employee personnel files include the following: job application, job description, résumé, records of participation in training events, salary history, records of disciplinary action and documents related to employee performance reviews, coaching, and mentoring.

Personnel files are the property of MASEPROC TECHVOC, and access to the information is restricted. Management personnel of MASEPROC TECHVOC who have a legitimate reason to review the file are allowed to do so.

Employees who wish to review their own file should contact their supervisor [or Human Resources Representative]. With reasonable advance notice, the employee may review his/her personnel file in school’s office and in the presence of their supervisor [or Human Resources Representative].

3.9 PERSONNEL DATA CHANGES

It is the responsibility of each employee to promptly notify their supervisor or MASEPROC TECHVOC 's Human Resources Department of any changes in personnel data such as:

• Mailing address,

• Telephone numbers,

• Name and number of dependents, and

• Individuals to be contacted in the event of an emergency.

An employee’s personnel data should be accurate and current at all times.


3.10 INCLEMENT WEATHER/EMERGENCY CLOSINGS

At times, emergencies such as severe weather, fires, or power failures can disrupt company operations. The decision to close the office will be made by the School Administrator.

When the decision is made to close the office, employees will receive official notification from their supervisors.

Time off from scheduled work due to emergency closings will be unpaid for all non-exempt employees. However, if employees would like to be paid, they are permitted to use vacation time if it is available to them.


3.11 EMPLOYEE PERFORMANCE REVIEW AND PLANNING SESSIONS

Supervisors will conduct performance reviews and planning sessions with all regular full-time and regular part-time employees after six months of service. Supervisors may conduct informal performance reviews and planning sessions more often if they choose.

Performance reviews and planning sessions are designed for the supervisor and the employee to discuss his/her current job tasks, encourage and recognize attributes, and discuss positive, purposeful approaches for meeting work-related goals. Together, employee and supervisor discuss ways in which the employee can accomplish goals or learn new skills. The planning sessions are designed for the employee and his/her supervisor to make and agree on new goals, skills, and areas for improvement.

MASEPROC TECHVOC directly links wage and salary increases with performance. Your performance review and planning sessions will have a direct effect on any changes in your compensation. For this reason among others, it is important to prepare for these reviews carefully, and participate in them fully.

New employees will be reviewed at the end of their probationary periods (see Section 3.3, Probationary Period for New Employees). After the initial review, the employee will be reviewed according to the regular semi-annual schedule.


3.12 OUTSIDE EMPLOYMENT

Employees may hold outside jobs in non-related businesses or professions as long as the employee meets the performance standards of their job description with MASEPROC TECHVOC. Unless an alternative work schedule has been approved by MASEPROC TECHVOC, employees will be subject to the company’s scheduling demands, regardless of any existing outside work assignments.

MASEPROC TECHVOC’s office space, equipment, and materials are not to be used for outside employment.

3.13 CORRECTIVE ACTION

(Coaching is all about helping employees at all levels improve. Give them the support they need to perform their best, develop leadership skills, and grow to their full potential. Troubleshooting performance issues will help you gain greater productivity, and hold on to valuable employees.)

MASEPROC TECHVOC holds each of its employees to certain work rules and standards of conduct (see Section 4). When an employee deviates from these rules and standards, MASEPROC TECHVOC expects the employee’s supervisor to take corrective action.

Corrective action at MASEPROC TECHVOC is progressive. That is, the action taken in response to a rule infraction or violation of standards typically follows a pattern increasing in seriousness until the infraction or violation is corrected.

The usual sequence of corrective actions includes an oral warning, a written warning, probation, and finally termination of employment. In deciding which initial corrective action would be appropriate, a supervisor will consider the seriousness of the infraction, the circumstances surrounding the matter, and the employee’s previous record.

Though committed to a progressive approach to corrective action, MASEPROC TECHVOC considers certain rule infractions and violations of standards as grounds for immediate termination of employment. These include but are not limited to: theft in any form, insubordinate behavior, vandalism or destruction of company property, being on company property during non-business hours, the use of company equipment and/or company vehicles without prior authorization by School Administrator, untruthfulness about personal work history, skills, or training, divulging Company business practices, and misrepresentations of MASEPROC TECHVOC to a customer, a prospective customer, the general public, or an employee.



3.14 EMPLOYMENT TERMINATION

Termination of employment is an inevitable part of personnel activity within any organization, and many of the reasons for termination are routine. Below are a few examples of some of the most common circumstances under which employment is terminated:

 Resignation – voluntary employment termination initiated by an employee.

 Termination – involuntary employment termination initiated by MASEPROC TECHVOC.

 Layoff – involuntary employment termination initiated by MASEPROC TECHVOC for non-disciplinary reasons.

When a non-exempt employee intends to terminate his/her employment with MASEPROC TECHVOC, he/she shall give MASEPROC TECHVOC at least two (2) weeks written notice. Exempt employees shall give at least four (4) weeks written notice.

Since employment with MASEPROC TECHVOC is based on mutual consent, both the employee and MASEPROC TECHVOC have the right to terminate employment at will, with or without cause during the Introductory/Probationary Period for New Employees (See Section 3.3, Introductory/Probationary Period for New Employees).

Any employee who terminates employment with MASEPROC TECHVOC shall return all files, records, keys, and any other materials that are property of MASEPROC TECHVOC. No final settlement of an employee’s pay will be made until all items are returned in appropriate condition. The cost of replacing non-returned items will be deducted from the employee’s final paycheck. Furthermore, any outstanding financial obligations owed to MASEPROC TECHVOC will also be deducted from the employee’s final check.

Employee’s benefits will be affected by employment termination in the following manner. All accrued vested benefits that are due and payable at termination will be paid. Some benefits may be continued at the employee’s expense (See Section 5, Benefits) if the employee elects to do so. The employee will be notified of the benefits that may be continued and of the terms, conditions, and limitations.

3.15 SAFETY

MASEPROC TECHVOC provides information to employees about workplace safety and health issues through regular internal communication such as:

 Training sessions
 Team meetings
 Bulletin board postings
 Memorandums
 Other written communications

Each employee is expected to obey safety rules and exercise caution and common sense in all work activities. Employees must immediately report any unsafe conditions to their supervisor. Employees who violate safety standards, cause hazardous or dangerous situations, or fail to report, or where appropriate, remedy such situations, may be subject to disciplinary action including termination of employment.

In the case of an accident that results in injury, regardless of how insignificant the injury may appear, employees should notify their supervisor (See Section 3.16, Employee Requiring Medical Attention).

3.16 HEALTH-RELATED ISSUES

Employees who become aware of any health-related issue, including pregnancy, should notify their supervisor [and Human Resources Representative] of health status. This policy has been instituted strictly to protect the employee.

A written “permission to work” from the employee’s doctor is required at the time or shortly after notice has been given. The doctor’s note should specify whether the employee is able to perform regular duties as outlined in his/her job description.

A leave of absence may be granted on a case-by-case basis. If the need arises for a leave of absence, employees should notify their supervisor [and Human Resources Representative].

3.17 EMPLOYEE REQUIRING MEDICAL ATTENTION

(Caution: Always err on the side of safety when it comes to the health and welfare of your employees. If an employee is injured on the job and must be taken to the hospital, do not allow another employee to transport the injured person. Have the injured person transported by ambulance or by a family member. This policy assures the best care for your employee and protects your company from liability should anything happen while the employee is being transported.)


In the event an employee requires medical attention, whether injured or becoming ill while at work, the employee’s personal physician must be notified immediately. If it is necessary for the employee to be seen by the doctor or go to the hospital, a family member will be called to transport the employee to the appropriate facility. If an emergency arises requiring Emergency Medical Services to evaluate the injury/illness of an employee on-site, the employee will be responsible for any transportation charges. Furthermore, MASEPROC TECHVOC’s employees will not be responsible for transportation of another employee due to liabilities that may occur.

A physician’s “return to work” notice may be required.

3.18 BUILDING SECURITY

All employees who are issued keys to the office are responsible for their safekeeping. These employees will sign a Building Key Disbursement form upon receiving the key. The last employee, or a designated employee, who leaves the office at the end of the business day assumes the responsibility to ensure that all doors are securely locked, the alarm system is armed, thermostats are set on appropriate evening and/or weekend setting, and all appliances and lights are turned off with exception of the lights normally left on for security purposes. Employees are not allowed on school property after hours without prior authorization from the School Administrator.

3.19 INSURANCE ON PERSONAL EFFECTS

All employees should be sure that their own personal insurance policies cover the loss of anything occasionally left at the office. MASEPROC TECHVOC’s assumes no risk for any loss or damage to personal property.

3.20 SUPPLIES; EXPENDITURES; OBLIGATING THE SCHOOL

Only authorized persons may purchase supplies in the name of MASEPROC TECHVOC’s. No employee whose regular duties do not include purchasing shall incur any expense on behalf of MASEPROC TECHVOC’s or bind MASEPROC TECHVOC’s by any promise or representation without written approval.

3.21 EXPENSE REIMBURSEMENT

Expenses incurred by an employee must have prior approval by a supervisor. Reimbursements under P100 will be included in the employee’s next regular paycheck. An example of such an expense would include mileage. If the amount is more than P100, the reimbursement request will be processed like an invoice. All completed reimbursement request forms should be turned in to Accounts Payable/Payroll Department.

3.22 PARKING

Employees must park their cars in areas indicated and provided by the School.

3.23 VISITORS IN THE WORKPLACE

To provide for the safety and security of employees, visitors, and the facilities at MASEPROC TECHVOC, only authorized visitors are allowed in the workplace. Restricting unauthorized visitors helps ensure security, decreases insurance liability, protects confidential information, safeguards employee welfare, and avoids potential distractions and disturbances.

[All visitors must enter through the main reception area, sign-in, and sign-out at the front desk and receive a ‘Visitor’ badge to wear while on premises. Authorized visitors will be escorted to their destination and must be accompanied by an employee at all times.]
For more information, please contact us:Merlie A. Ciudadano-09275348493; Baybee E. Mijares-09095124419; Alex B. Amican-0929.1647732
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