HUMAN RESOURCE

1. POLICY ON HIRING PROCESS:

a. Determine the Hiring Position to be filled

- In order to determine which position must be filled in, the Human

Resource Manager must check if the position is already vacated.

- This will help in determining which positions are most important to

be filled immediately due to the work demand and the necessity of

the specific position to the management.

b. Create a job description

- Providing a list of job requirements needed to fulfill the job.

- This includes the functions needed to be performed in line with

fulfillment of the job and the advantages of working full time in the

company.

c. Promotion of Job Vacancy

- This should be fulfilled through the company’s social networking

sites and newspaper advertisement.

- The company should post the necessary requirements, job

description and qualifications in order to engage those who are

interested to apply in the position.

d. Recruitment and Screening

- The Human Resource Manager must seek for viable candidates

through social media, newspaper advertisement and job fairs. The

 interested candidates must then inquire in the workplace in order

to be assessed properly by the Human Resource Manager.

- For Screening, the Human Resource manager should thoroughly

review those applicants who submitted the necessary

requirements. Those who are identified as the Human Resource

Manager as qualified for the job should be informed of the next step

which is the Interview.

e. Interview

- Interview should be conducted two times. The first interview should

be done by the Human Resource Manager and should focus on

applicants’ skills, work experience and work history.

- The second interview should be done by the related department

heads and should focus more on the skills and requirements

needed for the specified department.

f. Background and Reference Check

- Before making a decision to make a job offer, the qualified

candidates must first go through a thorough background and

reference checking to verify work history and to check employee’s

criminal record and references given by the employees.

- This includes checking of the social media accounts and calling the

references given by the employee.

g. Decision
 - The Human Resource Manager should make the decision in hiring

the employees based on the interview, credentials, and job

experience.

h. Job Offer

- Once the decision is made, the Human Resource Manager must

prepare a job offer for the chosen candidate. This includes the

salary, terms and condition in working in the company. It also

includes signing of the contract and negotiations, as the case may

be, by the candidate.

i. Hiring

- Once the candidate’s acceptance has been formally given, he/she

is hired.

2. EQUALITY POLICY:

a. Recruitment and Selection

- The company will select those candidates who are qualified and by

qualified, those who passed the interview, has a great credentials

and those who have met the standards set by the management.

The selection will be solely based on the performance and

credentials by the applicant.

- Any candidates who applied for the position will be given chance

and the company will not discriminate against any individual.

b. Career and Personality Training

 - The company will be providing seminars that are open to all

employees for the development of both career and their

personality.

- This includes seminars and team building activities to improve their

skills and personality that will help them do their job at their best

condition.

c. Complaints and Redress

- All employees who have complaints regarding the management

and other concerns related to the working environment must be first

raised to the immediate supervisor, if still not resolved then raised

to the Human Resource Manager.

d. Harassment and Bullying

- The company is strictly against the conduct of bullying and sexual

harassment in the workplace. Those who are accused of doing

such will be subject to investigation and punishable based on the

Offenses and Violations Section of Human Resource Policy and

worse case scenario, termination of employment.

3. TERMS AND CONDITIONS:

a. Probationary Policy

- All new employees are required to have a probationary period of 3

months before being promoted to a regular position.

- This is to ensure that the employees are capable doing their job

and they are suitable for the position they applied for. This gives
 the company a chance to evaluate the work of the employee and a

chance to choose who among the employees are qualified for the

position.

- After the period of probationary, the company will perform an

evaluation and if the results are good, then he is promoted to a

regular employee. The company has the discretion to extend the

probationary period under certain circumstances.

b. Working hours and days

- Weekly working hours and days are set out in the contract between

the company and the employee.

- The regular working hours and days are from Tuesday to Sunday

starting at 12:00 p.m. up until 9:00 p.m.. The employees are given

one hour for their lunch break. There will be grace period for lunch

breaks, if the employee did not come after lunch break, the

employee will be considered as absent for the rest of the day. For

the reprimand, refer to the Offenses and Violations Section.

- The rest day provided by the company to all employees is every

Monday.

- The employees must arrive at least 30 minutes before the start of

operating time which is 11:30 a.m.

- The company announce two weeks before if there is any change

regarding the schedule of work.

c. Absences and Late

 - The employee who will absent the day should notify their

immediate supervisor and the Human Resource Manager as well,

the day before they will make an absence.

- If the employee didn’t give prior notice a day before, inform the

Human Resource Manager at least 5 hours before the start of

operating time.

- The employees must arrive earlier or exactly at the start of

operating time. There will be no grace period to be given and

arriving after the start of operation will be the reckoning point for

recognition of late. Even the employee is late for a minute, the

whole hour will not be considered as rendered by the employee,

hence will result to the employee’s under time.

- Filing for maternity, paternity, vacation and parental leave should

me made one week before the actual leave. Failure to submit the

HR Form 01-001 shall be subject to Offenses and Violation

Section.

- Filing for sick leave should be made immediately following the said

sickness. For incurred sickness for two days or more, a medical

certificate shall be presented as attached documents

- Filing a leave for no reasonable or sound excuse shall not be

entertained by the Human Resource Manager.

d. Hygiene and Dress Code

 - Employees should observe high standard and proper hygiene in

order to maintain the cleanliness of the office and also the

employees.

- Employees should always wear their uniform while on duty

including hairnet and ponytail when on the business premises. This

also includes their identification card which must be presented

when entering and leaving the business premises.

- Employees can wear slipper due to inclement weather conditions

but must wear their closed shoes when doing their tasks.

e. Employee Behavior and Conduct

- Employees must exercise proper behavior and conduct when

interacting with customers, superiors and their co-employee.

- Improper behavior and conduct includes the following:

1. Rude attitude towards the customer, superiors and co-

employee.

2. Vandalism of company properties of any kind.

3. Solicitation and selling of products of any kind within the

company premise and during their working hours.

4. Gambling within the working premises and working hours.

5. Concealing sickness which may contaminate the products of

the company and spread through their co-workers.

6. Spreading false and malicious rumors regarding the

company, the employees and others.

 7. Workplace romance should not be allowed at any reason. The

employees must maintain a professional environment.

8. Fighting and attempting to harm other employees within the

company promises except when the reason if for self-defense.

9. Drinking alcoholic beverages, possession of prohibited and

illegal drugs as well as coming at work completely wasted due

to alcohol intake.

10. Performing malicious act within the work premises such as

catcalling and illustration of acts with malicious intent.

- Any improper conduct and behavior done will be subject to the

Offenses and Violation Section of the Human Resource Policy.

f. Honesty and Integrity

- This shall always be practiced within the company premises.

Employees must not interfere their personal interest in conflict with

their honesty and integrity.

- Dishonesty and Lack of Integrity includes the following:

1. Falsifying or Forging of company records.

2. Misappropriation of company’s funds.

3. Unauthorized use of company’s resources.

4. Stealing and substituting company’s resources and inventory

for the employee’s own gain.

5. All other acts showing dishonesty and conflict with interest.

 - Any acts mentioned above must be immediately reported to the

Human Resource Manager and is subject to the Offenses and

Violations Section of the Human Resource Policy.

g. Subordination and Courtesy

- All employees must adhere to the policies and instruction set by

the company and their immediate supervisor providing that they are

reasonable and of legal nature.