EMPLOYEE HANDBOOK

TABLE OF CONTENTS

I. Welcoming Message
II. Using this Book
III. About Us

 Our Vision and Mission
 Our Core Values
IV. Terms of Employment
 Recruitment, Selection, and Placement
 Employment Status
 Personnel File
 Promotion
 Transfer
 Separation
V. General Policies and Procedures
 Working Hours and Rest Periods
 Office Decorum
 Code of Conduct
VI. Compensation and Benefits
 Salaries
 Overtime
 Bereavement Assistance
 Vacation Leave
 Sick Leave
 Emergency Leave
 Study Leave
 Financial Assistance
 Uniform
 Loyalty Award
 Birthday Leave
 Government Legislated Benefits
VII. Career and Personnel Development
 Training and Seminars
 Performance Management System
 Career Development Services

Welcome to Johndorf Ventures Corporation!

Congratulations! You are now part of a fast-growing Real Estate company in the VisMin

area. Johndorf is eager to see your unique contributions throughout your stay with us. Here, we
will continuously believe in you and in your efforts to create an impact to the company.

This Employee Handbook was prepared by the Human Resources and Administration
Department (HRAD) to provide awareness on your basic privileges and responsibilities as an
employee of Johndorf. This also contains the company’s profile, all the fundamental policies,
and process flows of our operations that fuel the company and influence your work. You will
find this material as a “ready reference” that will answer all your basic questions regarding your
employment. You may also approach your immediate superior or HR to help you understand
further all the provisions in this handbook.

Johndorf is pleased to have you as one of our valuable talents and warmly welcomes you
towards a mutually fruitful association.

LISTEN. LEARN. LEAD.

Sincerely,

Richard D. Lim
President/ CEO

Using this Book

The Johndorf Employee Handbook supersedes all existing policies and

manuals of the company and serves as a guiding principle in crafting and
interpreting other policies and process flows defined by each department.
This is given to all employees upon the start of their employment and shall
take full effect on the day commencing an employee’s start date. This is
issued to all for the circulation of the company’s general information.

Moreover, all additional policies, procedures, and guidelines by each Department are deemed
to be complied accordingly. You are also expected to learn and conform to your department’s
guidelines and professional standards. Any questions specific to this manual or other policies
defined by every department, you may address them to your Supervisor, Department Head, or
the Human Resources and Administration Department.

No parts of this material may be replicated, reproduced, or be made available for external use
without due approval from the Management. Anyone caught violating its copyrights shall be
dealt with accordingly.

Copyright © 2015 Johndorf Ventures Corporation, Human Resources and Administration Department
Photocopying this handbook is an infringement of the copyright laws

About Us

COMPANY PROFILE

JOHNDORF VENTURES CORPORATION is a wholly owned Filipino company engaged in real
estate development providing a safe, sound, and affordable housing facility. It now seats along
with the progressive Real Estate companies throughout the VisMin area. Johndorf aims to
create and provide growing investments for people who want to own a home.

It is a home-grown industry established in Iligan City by the Lim Family in the year 1986. In
1999, the company ventured out into the bigger market of Cagayan de Oro City and its first
project was the PN ROA Low Cost Housing Subdivision. In the later years, when Cagayan
investment flourished, it paved way for other projects to grow in the vicinity. Now, there are 50
finished and on-going projects in CDO.

The continuous development success in Cagayan de Oro prompted them to extend its reach by
launching Butuan and Cebu branches in 2004. During its first few years in the massive city of
Cebu, Johndorf competed its way up with other established competitors in the urban. Armed
with its credible experience, quality workmanship, and growing portfolio, Johndorf is now one
of the Leading Developers in the entire Visayas and Mindanao regions.

Currently, the company’s head office is in Cebu, a growing industrial and economic zone.
Specifically, it is situated in Cebu Business Park which is one of the city’s finest business centers.
Johndorf’s wide-spread projects in Cebu are located in Lapu-Lapu City, Minglanilla, Carcar, and
along downtown Colon. JVC Cebu already has 30 completed and on-going projects.

Then last 2013 the company reached Davao City. It is a neophyte branch and is an ideal
property in the making.

The company is known for delivering strict standards of workmanship and good quality
residences providing reasonable housing facilities for better living. To date, the company has 47
completed and on- going projects. Truly, Johndorf Ventures Corporation has become one of the
leading mass housing developer in Visayas and Mindanao making it a partner in nation building.
It envisions that its services will be extended throughout the Philippines where people will have
the opportunity to live in a safe, sound, and affordable home built by the Company.

About Us

OUR MISSION

To be a LEADER in
QUALITY LIVING FOR EVERYONE

OUR VISION

To build
SUSTAINABLE COMMUNITIES

OUR CORE VALUES

Job-Related

COMMITMENT A promise to firmly commit and invest for the general welfare through dedication and persistence of work and service
CONVICTION Embodying JVC’s commitment in every aspect of work
INNOVATION Continuously seek better means and ways to provide economically sustainable and quality-oriented service to our customers
DETERMINATION Being well-driven to pursue JVC’s mission and vision
TRANSPARENCY Upholding honest and authentic business practices to create lasting bridges of trust and partnership with our clients
EXCELLENCE The enthusiasm to discover and deliver results beyond satisfaction to create greater impacts to our people, clients, and business
CUSTOMER Continuously pursuing an extra mile in catering clients’ needs and expectations
SATISFACTION

Individual Employee

 LEADERSHIP The empowerment of employees to think, act, and speak in order to unlock greater potentials to lead
 CAMARADERIE The kindliness to create strong bonds of friendship and brotherhood among co-employees
 POSITIVITY The optimism to outlast day-to-day challenges at work through shared efforts to transcend barriers
 RESPECT Building mutual obedience, forging positive relationship and reciprocating courtesy to all
 HONESTY Effortless acts of producing genuine labor rooted from crude justness and professionalism
 INTEGRITY Piously living JVC’s Core Values, its Mission and Vision, and objectives to lead as an example for all

OUR SLOGAN

A Better Life!

OUR OBJECTIVES

H Harnessing lasting relationships
O Offering diverse & superior property ventures
M Molding effective & happy employees
E Ensuring growth to stakeholders
S Satisfying customers’ expectations

Terms of Employment

RECRUITMENT, SELECTION AND PLACEMENT

Johndorf’s recruitment practices have utilized various means of information dissemination such
as online postings, print ads, resume/ profile search, job fairs, career orientations, referrals,
school visits, etc. These recruitment methods vary in use according to the requirements set for
every position. However, these recruitment drives may not be limited to such activities alone
and may be changed or replaced with more effective means of talent acquisition. Should there
be changes, additions, or revocations of any recruitment methods, approval must come from
Top Management.

All prospect candidates for every vacancy must meet all the minimum requirements and
qualifications set by Johndorf Ventures Corp. These requirements and qualifications are set of
competencies needed to successfully perform the duties and responsibilities of a certain
position. It may be composed but not limited to the following: educational attainment, relevant
experiences, training, personality traits, reference/ background checks, etc.

The HRA Department follows the following procedures in its recruitment flow.

 HRAD shall source out applicants through career postings in colleges/universities,
company websites, review centers and job websites, hosting career orientations,
employee referrals, job fairs, profile search, recruitment ads, etc.

 HRAD shall conduct initial interviews to resume-screened applicants.

 Applicants who qualified during the preliminary interviews are given pre-employment
examinations.

 Those who passed the examinations shall proceed to the Second Interview with the
hiring Department Head.

 The Final Interview shall be done by Top Management especially on Managerial
positions or in other special cases of employment.

 HRAD shall craft a Salary Approval based on the salary expectations of the candidate
and the company’s standard pay rate to be endorsed to Top Management for approval.

 The HRAD shall prepare a Job Offer Sheet and conduct a job offer meeting with the
candidate.

 Once, the candidate signs the Job Offer, he/she is instructed to submit all pre-
employment requirements mentioned below:
a. Two 1”x1” ID picture and two 2”x2” ID pictures
b. TOR, if the applicant is a college graduate
c. Certificates (Training and/or employment)
d. Barangay, Police and/or NBI clearances (whichever is applicable)
e. SSS, TIN, HDMF and Philhealth numbers
f. Other applicable documents
g. Medical examination results

 HRAD shall conduct a background check on candidates applying for management
positions or jobs with access to confidential information/data unless manpower
requirement is urgent. In such case, background checking may be waived or done
during the probationary period.

 Upon the receipt of all pre-employment requirements, HRAD shall start processing the
candidate’s ID, uniform, and ATM account

 On the employee’s start date, the employee shall sign his/her employment contract
prepared by the HRAD.

 The HRAD shall perform Career Orientation and Corporate Tour to the newly on-
boarded employee.

 HRAD shall then facilitate the registration of the new employee into the biometrics
system and corporate email registration.

 HRAD shall endorse the new employee to his/her Department for a departmental
orientation.

 All documents relevant to the employee’s recruitment and placement processes shall be
kept in his/her 201 File.

 HRAD shall provide the Finance Department with a copy of the Employment Contract/
Job Offer for Payroll enrolment.

Recruitment Process Flow

FILING OF ERF If Disapproved
Requesting department shall secure an ERF Inform the Hiring Manager

Form/ Template: ERF If Approved
Timeline: Immediately once there is a need for replacement, Start Sourcing
approved additional manpower or creation of new position
Responsible Team: Requesting Department

If shortlisted: SOURCING If qualified:
Schedule an interview Jobstreet, Walk-in, Referrals, Job Fairs, Networking, Social Media, Endorse for examination

If not qualified: Print ads, Colleges/Universities, etc. If not qualified:
Send regret message Form/ Template: Scheduler Send regret message
If qualified for other position/s but no Timeline: Immediately once the request has been approved and
forwarded to HR If qualified for other position/s but no
vacancy yet: Responsible Team: HR vacancy yet:
Send for pooling message
INITIAL INTERVIEW Endorse for examination
If passed: Pre-screening of candidates
Endorse for 2nd level interview
Form/ Template: Applicant Interview Evaluation Form
If failed: Timeline: Tuesday – Thursday
Send regret message Responsible Team: HR

TEST ADMINISTRATION
Rank & File: IQ, Personality Test, & Essay
Sup. & Jr. Mgr.: Personality Test & Essay
Sr. Mgr.: N/A

Form/ Template: Test Booklets & Questionnaires
Timeline: Tuesday – Thursday
Responsible Team: HR

If approved: SECOND LEVEL INTERVIEW If passed:
Make a job offer contract Endorse to Hiring Manager Schedule for interview with the top
Form/ Template: Applicant Interview Evaluation Form
If disapproved: Timeline: Immediately once there’s a result of the exams management
Negotiate the candidate or look for other Responsible Team: Hiring Manager
If failed:
prospects FINAL INTERVIEW Send regret message
Endorse to Top Management
If approved: If qualified for other position/s but no
Make a job offer contract Form/ Template: Applicant Interview Evaluation Form vacancy yet:
Timeline: Immediately once 2nd level interview is done
If disapproved: Responsible Team: Top Management Send for pooling message
Negotiate the candidate or look for other
SALARY APPROVAL
prospects Prepare documents and have it approved by the top management
Form/ Template: Approval Template
Timeline: Immediately once there is a final assessment/go signal
for hiring
Responsible Team: HR

JOB OFFER If accepted:
Prepare a job offer contract. Discussion of Job Description. Issue pre-employment requirements

Form/ Template: Job Offer Template/Job Description If rejected:
Timeline: Immediately schedule the candidate for the job offer Inform the requesting department and top
Responsible Team: HR
management; source other candidates

If without negative comments: EMPLOYMENT REFERENCE CHECKING
Continue to process the candidate
Conduct background check to at least 2 previous employer of the
If with negative comments:
Inform the requesting department and send applicant (minimum of 2 years length of service)

a regret message Form/ Template: Telephone Reference Checklist
Timeline: Inform the candidate and ask for references;
Immediately do the background checking
Responsible Team: HR

RECEIVING OF PRE-EMPLOYMENT REQUIREMENTS If completed:
Ensure completeness and validity of the requirements Schedule for contract signing

Form/ Template: Pre-employment Requirements Form If lacking:
Timeline: Immediately once the candidate is complete with all her Don’t receive the requirements yet
requirements
Responsible Team: HR If with legal discrepancies:
Inform the requesting department; verify
ID, UNIFORM, & ATM REQUISITION with the candidate; do not pursue hiring
Advanced requisition so that the new hire will be equipped on
If physically fit to work:
his/her first day Continue to process the candidate

Form/ Template: BPI Endorsement Letter/Request form If not physically fit to work:
Timeline: Immediately once the new hire completely submitted Inform requesting department and send a
his/her requirements
Responsible Team: HR/IT regret message

CONTRACT SIGNING
Have the contract signed beforehand from the top management

Form/ Template: Employment Contract
Timeline: During onboarding (first day of duty)
Responsible Team: HR

ORIENTATION
Conduct company orientation
Form/ Template: Company Orientation presentation & COC
Timeline: During onboarding (first day of duty)
Responsible Team: HR

BIOMETRICS & EMAIL REGISTRATION
Register in the biometrics so that an employee will have an
attendance on his/her first day. Request an email so that the
employee will receive internal communication immediately.

Form/ Template: Biometrics/Email Registration Form
Timeline: Immediately after company orientation
Responsible Team: HR/ IT

DEPARTMENTAL ORIENTATION
Endorse the new employee to the Department Head for

departmental orientation

Form/ Template: Confirmation letter/attendance
Timeline: Immediately after biometrics & email registration
Responsible Team: HR/ Respective Depts.

201 FILE
Create a 201 File

Form/ Template: 201 Checklists
Timeline: Immediately after company orientation
Responsible Team: HR

PAYROLL REGISTRATION
Make a report for payroll enrollment
Form/ Template: East West Bank Payroll Template
Timeline: Within cut-off period
Responsible Team: HR

PAYROLL REGISTRATION
Make a report for payroll enrollment

EMPLOYMENT STATUS

The classifications of employment in JVC are as follows:

PROBATIONARY EMPLOYEES. Those hired to fill in regular positions but must undergo an
evaluation period to assess their fitness and capability to perform the duties and
responsibilities of the position. Probationary employees are entitled with government statutory
benefits.

REGULAR EMPLOYEES. Those employees who have successfully completed their probationary
period and have passed company standards for regular employment or those who have been
appointed with regular employment upon hiring through the prerogative of Top Management.
They are awarded with further benefits and incentives defined by the company apart from
government mandated benefits.

CONTRACTUAL EMPLOYMENT. Such special term of employment covers those employees
whose employment is fixed on a definite timeframe or those whose employment is
coterminous with the completion of a project. Contractual employment may refer to fixed-term
and project-based employees.

PERSONNEL FILE

The HRA Department shall serve as the custodian of all employee records from recruitment to
separation. These records are kept secured and updated from any changes pertaining to an
employee’s basic information and employment status. All employees must report any changes
to HRA Department and comply with all pertinent documents relevant in the modification of
their membership details in the SSS, Philhealth, Pag-ibig, BIR, Group Term Life Insurance, etc.
whenever necessary:

 Change in name or surname
 Change in civil status
 Any change in address
 Change in telephone number

 Change in beneficiaries
 An additional member of the family
 A death in the family
 Change in the name of person to be contracted in case of emergency,
 A report on any special course or seminary completed and any degree completed
 Any other information which the employee wants included in his or her files.

PROMOTION

A promotion is defined as an advancement of an employee from one position to another
usually accompanied by an increase in duties and responsibilities as authorized by law and
accompanied by an increase in salary.

The following guidelines are followed in the Promotion Selection Process:

 Promotion are based upon merit;
 Evaluations are job-related;
 Supervisors consider as many potential candidates as necessary to assure high quality

candidates;
 Management retains the right to select or not select candidates from any source it

determines is appropriate.

TRANSFER

Transfer is a movement from one position to another, which is of equivalent rank, level or
salary without break in service involving the issuance of the appointment. Any inter-
department transfer or lateral transfer of an employee will be allowed only upon the
recommendation of the head of the releasing department, in consultation with HRAD and upon
acceptance of the head of the absorbing department. Should there be refusal to accept from
the transferred employee, the Management reserves the right to forfeit such action or perform
other actions in consequence of the employee’s refutation.

RESIGNATION

This refers to the voluntary submission of a Resignation Letter by an employee on his/her own
volition and without company interference and who by virtue of the Labor Code shall serve at
least one (1) month or thirty (30) days of service before separation, undergo complete turn-
over of tasks and accountabilities, and go through an exit interview.

TERMINATION

JVC may terminate an employment for any of the following causes:

 Violation of company rules and regulations
 Any of just causes enumerated in the Labor Code
 Loss of trust and confidence
 Employee suffers from a disease for which reason his continued employment is

prohibited by law or is prejudicial to his health or that of his co-employees.
 Retrenchment to sustain financial viability
 Redundancy resulting from automation, process streamlining efforts, business

integration, operations consolidation, etc.

General Policies and Procedures

WORKING HOURS AND REST PERIODS

JVC work schedules are divided into two, Office Work and Site Work. Office Work refers those
work assignments located in the Head office or Branch office while Site Work pertains to those
whose regular work assignments are in the project site/s.

Office Work schedule starts at 8:00 am – 5:00 pm, Monday to Saturday of every week and Site
work schedule begins at 7:30 am – 4:30 pm, Monday to Saturday of every week. However,
everyone is advised to consult first with their Department Head or supervisor as these
schedules may be modified depending on the department’s operational needs.

All JVC employees excluding Managerial position and those special positions awarded with
attendance exemption by the Management must observe the following general procedures in
the daily attendance keeping:

 All employees are required to have their fingerprint scanned into the Biometrics
timekeeping machine four times daily, (1) upon arrival in the morning, (2) before lunch
break, (3) after lunch break, (4) and before leaving the office after work.

 Employees shall ensure that their arrival and departure from work are documented by
the use of finger scan/bio-metric or through log-in at the guard-in-duty when biometric
facilities are unavailable. Those who report for five (5) minutes after their official
schedule shall be considered late and shall have the corresponding deduction from their
salary.

 Employees reporting two hours after their official schedule shall be considered half day
from work and shall have the corresponding deduction from their salary.

 An employee shall be penalized for tardiness if the employee was late for a total of 120
minutes or more per month (inclusive of the five- minute (5) grace period).

 Employees are also expected to time in and out during their overtime period (including
overtime work during holidays and rest days).

 Employees are entitled to a fifteen (15)-minute break in the afternoon for snacks. Lunch
break is between 12 noon and 1:00 p.m.

FIELD WORK

During certain instances when an employee will be asked to render service outside his/her
regular assignment, attendance keeping during fieldwork follows the guidelines below:

 Employees who are on special field assignment shall be required to secure a gate pass
duly signed by the immediate superior and attached to the Attendance Sheet of the
HRD.

 “Fieldwork” shall be indicated in the timesheets/timecards to indicate that the
employee was on fieldwork. The same shall be verified through the gate pass. If there is
no gate pass to support the fieldwork, the same shall be treated as absence from work
except in cases where the employee is required to perform field work before the start of
office hours and therefore proceeds directly to the site or location of such field work.

TARDINESS

The Management does not tolerate tardiness. However, there are certain positions that are
given exemption in the Biometrics due to their type of work. Specific details on this area are
listed below.

 Employees who shall be tardy for five (5) times per payroll cut-off period shall be issued
a charge memo, in addition to salary deduction, shall be given the following disciplinary
action;

FIRST OFFENSE - Written Warning
SECOND OFFENSE - 3 days Suspension
THIRD OFFENSE - 6 days Suspension

 Employees under probation who have been given disciplinary actions for tardiness
especially suspension may not be recommended for permanency.

 Executives / Branch Managers / Department Managers and other positions awarded by
the Management with exemptions on the Biometrics are being rated and evaluated not
on the number of hours they are rendering in the company but basis performance and
department outputs. They are also not qualified to request for any overtime pay.

Code of Conduct

This Company Code of Conduct is promulgated in order to preserve the well-being and values
of the company:

 Promote a disciplined and professional workforce
 Enhance optimum employee efficiency
 Maintain order, proper decorum, and discipline among employees
 Create and maintain a favorable and harmonious working environment.

Policy Statement
Johndorf Ventures Corporation shall promote a work environment

that encourages self-discipline among all its employees. The company,
through empowerment, delegates ultimate responsibility for meeting

acceptable standards of conduct or behaviour on the employees. However,
while the company promotes positive discipline, it recognizes the need for a
Code of Conduct to guide employees on acceptable norms of behaviour or
conduct to promote harmonious and productive relationship among co-
workers whenever necessary.

In cases where employees would deviate from the acceptable norms of behavior or
conduct, the company shall impose sanctions or penalties in accordance with the nature and/or
gravity of the offense committed. However, these said sanctions shall only be imposed upon
erring employees after they have been accorded due process. The company shall guarantee
due process to all its employees.

Sanctions or penalties shall be defined as follows:

VERBAL WARNING Counselling/discussion between the concerned employee and
immediate superior/department head

WRITTEN WARNING Memo from the HRAD with the recommendation from the
immediate superior/department head

STERN WRITTEN Final written warning from the HRAD with the recommendation
WARNING from the immediate superior/department head

SUSPENSION Temporary cessation of work without pay and availment of benefits

TERMINATION Separation from work

RESTITUTION Payment by an employee for damages suffered by the company

Cleansing period of offenses shall be for a period of one (1) year. The commission of the same offense after
a period of more than one (1) year shall be considered as first offense

1. Whenever an employee, by commission or omission, violates the Code of Conduct of
the company, the direct superior of such employee must submit an Incident Report
toHRAD. An employee may also report any knowledge of wrongdoing by a co-employee
to HRAD.

2. The HRAD Manager shall evaluate the Incident Report or any report of wrongdoing from
any employee. And upon determination of probable cause, the HRAD Manager shall
issue a Notice of the Alleged Violation to the accused employee.

3. The HRAD Manager shall organize a Disciplinary Committee composed of the

following:

HRAD Manager – Chairman (Voting member)

Department Head – (Voting member)

HRAD Staff – (Voting member) For Documentation

4. The Disciplinary Committee shall conduct a hearing to give the accused employee an
opportunity to defend himself and submit evidence in his defense.

Whenever necessary, the HRAD Manager shall issue a Preventive Suspension
memorandum on the accused employee in accordance with applicable laws for a
maximum of thirty (30) days *** to allow the Disciplinary Committee to conduct an
unhampered investigation on a particular case.

(This Preventive Suspension shall not be construed as a penalty nor shall it have any
bearing on the outcome of the case as provided by applicable laws.)

5. The Disciplinary Committee shall, within ten (10) working days from the date of the
hearing, deliberate on the merits of the case and render a decision on the case.

6. The Disciplinary Committee shall prepare a Notice of Decision (WR, Suspension or
termination; with or without restitution) addressed to the accused employee within
three (3) working days from the time the Disciplinary Committee has rendered its
decision. Copies shall be issued to the employee and the departments concerned.

7. The HR Department shall ensure the complete documentation of the whole disciplinary
process and file all the relevant documents in the 201 file of the employee.

DUE PROCESS Notice of Alleged Formation of the
Violation Disciplinary Commitee
Filing of Incident
Report Form Notice of Decision Administrative Hearing

201 Filing

TYPES OF OFFENSES

LIGHT OFFENSE Those that does not entail a considerable loss to the company

SERIOUS OFFENSE Offenses that are voluntarily performed in which it affects the company’s
GRAVE OFFENSE operations and suffered a considerable loss

Classified as willful disobedience to the company’s policies and
procedures and gross and habitual neglect of the duties and
responsibilities in which it affect the company’s operations and suffered a
considerable loss.

Types of st nd rd th th th th
Offenses
1 2 3 4 5 6 7
LIGHT Offense Offense Offense Offense Offense Offense Offense
3 days
SERIOUS Verbal Written Stern Written Suspension 6 days 15 days Dismissal
Warning Reprimand Reprimand Suspension Suspension
Dismissal
3 days 6 days 15 days
Suspension Suspension Suspension

GRAVE Dismissal

PROGRESSION OF SANCTIONS

ARTICLE I
OFFENSES AGAINST STANDARD OPERATING PROCEDURES

LIGHT OFFENSES
Section 1: Holding unofficial and non-business related meetings within the Company

premises w/out written Permission from the President/Executive VP.
Section 2: Failure to use identification card and/or uniform (during working hours) or

whenever required in accordance with company policy.
Section 3: Permitting others to use one’s uniform or working clothes, name plate or ID

card.

SERIOUS OFFENSES
Section 4: Smoking in a non- smoking area.
Section 5: Failure to report a personal injury occurring on company time and property.
Section 6: Deviation from the normal duties and responsibilities, systems, or discharge

procedures, standards or flow of operations without authorization from
immediate supervisor or his representatives.

GRAVE OFFENSE
Section 7: Operating, using or possessing machine, tools, equipment, vehicles to which the

employee has not been assigned unless authorized by the company.
Section 8: Using company’s time, materials, tools, machines, equipment, and vehicles for

unauthorized work or performing tasks other than assigned work unless
authorized by the company.
Section 9: Permitting or allowing unauthorized person/s to operate tools, machines,
equipment or vehicles without authorization from the company or immediate
supervisor.
Section 10: Violating a safety rule or practice.
Section 11: Entering or allowing unauthorized persons to enter restricted areas.

ARTICLE II
OFFENSES AGAINST MORAL VALUES & GOOD CONDUCT

LIGHT OFFENSE
Section 12: Posting or removal of any matter in the Bulletin Board or on any part of the

company premises unless specifically authorized by the company.

SERIOUS OFFENSE
Section 13: Neglecting, failing or refusing after due demand or notice w/out justifiable

reasons to remit, pay, reimburse or liquidate money, collections or cash advance
or return and/or deliver goods, stocks or other properties, entrusted to him by
the company or received by him for his administration, or under any other
obligation to make delivery of or return the same.
Section 14: Failure to give an explanation upon request in an investigation conducted by the
company.

GRAVE OFFENSE
Section 15: Indecency, Immorality, Moral turpitude. (depending on the graveness of offense)
Section 16: Conduct of grossly scandalous or indecent nature or using profane or indecent

language in addressing another person on company time or on company
property; or committing any act constituting immorality of such scandalous
proportions as to offend the moral sensibilities of the community.
Section 17: Showing or exhibiting pornographic materials, pictures or literature on company
time and on company premises or on job sites. This includes internet downloads
of pornographic materials.
Section 18: Attempt to commit or committing any crime against chastity while in company
premises or at job sites (Crime against chastity includes rape, acts of
lasciviousness, seduction, corruption of minors, white slavery trade, abduction,
etc.).
Section 19: Any Act constituting offense against honor (libel, defamation, slander)
committed within the company premises or in relation to work.
Section 20: Gambling, taking part in bookmaking, lottery or any other game of chance at any
time within the workplace.
Section 21: Dishonesty, stealing from the company or stealing from others, regardless of the
amount involve.
Section 22: Swindling or malversation of funds or property of the company or a fellow
employee or a client, customer, business partner of the company.
Section 23: Obtaining supplies or materials on fraudulent orders. The person conniving or in
collusion with the employee doing it shall be equally liable.

Section 24: Unauthorized substitution of company materials or equipment with another of
poorer quality or of lesser value
Section 25: Falsification of any company records or document or any document pertaining to
or used for any transaction within or outside the company.
Section 26: Alteration, tampering, or misrepresentation on any transaction within or outside
the company.
Section 27: Offering or accepting anything in exchange for a job, work assignment, work
location or favorable condition of employment.
Section 28: Using the company or its properties for illegal activities.
Section 29: Unprovoked insolence or disrespect toward the company or its customer or an
acquaintance of the company.
Section 30: Drinking any alcoholic beverages within the premises of the company (office
&construction site premises) unless on authorized occasions.
Section 31: Entering the office & construction site premises under the influence of liquor.
Section 32: Use, possession or assistance in the distribution of illegal items such as narcotics,
prohibited drugs, and other items considered illegal in accordance with law.
Section 33: Falsifying a testimony given during a company investigation or withholding
information regarding certain events, incidents, practices or exceptions which
are anomalous in nature or are detrimental to the operations of the company.

ARTICLE III
OFFENSES AGAINST PRODUCTIVITY

LIGHT OFFENSE
Section 34: Habitual Tardiness. Incurring five (5) or more tardiness of more than five (5)

minutes in one (1) month or two (2) pay periods. Or incurring one hundred
twenty (120) minutes in one (1) month or two (2) pay periods.
Section 35: Over break. Taking lunch breaks and/or coffee breaks of more than the allowed
period for (3) or more instances in one calendar month.
Section 36: Engaging in horseplay, practical jokes, suspension running, scuffing, or throwing
things.
Section 37: Engaging in social network like facebook, twitter, instagram, etc, including
downloading movies, music &anything not work related from the internet during
working time and without the approval from the management.
Section 38: Absence Without Official Leave (AWOL) and without prior permission or failure
to formally notify the immediate supervisor or his designated representative
when unable to report for work for one (1) day.
Section 39: Failure to return for work on the working day immediately following the
expiration of leave of absence, unless such leave is extended with proper
approval. (Note: To be treated as an absence without official leave or AWOL)
Section 40: Malingering or feigning illness to avoid doing assigned work, or reporting for
work. (This includes absence due to sick leave but employee is not at home nor in
a hospital).
Section 41: Wasting time or loitering in lavatories or any other place away from work.

SERIOUS OFFENSE
Section 42: Absence Without Official Leave (AWOL) and without prior permission or failure

to formally notify the immediate supervisor or his designated representative
when unable to report for work for two (2) days to six (6) days.
Section 43: Having a serious contagious disease which may endanger the health of other
employees, knowing about it yet failing to report or withholding information
thereof to company authorities.
Section 44: Sleeping on Company time.
a) in work area; no damage or adverse effect
Section 45: Leaving work assignment or the company compound during working hours
without permission from the immediate superior.
Section 46: Failure to report for overtime work without valid reason, after being scheduled
to work according to overtime policy.

GRAVE OFFENSE
Section 47: Conviction of any crime punishable by imprisonment under the revised Penal

Code of the Philippines.
Section 48: Unauthorized possession or bringing out of company property, records, supplies,

equipment, etc.
Section 49: Engaging in sabotage (e.g. restricting output, slowdown work, damaging or

rendering vehicles, machines, equipment, immobile and non-operational).
Section 50: Engaging in industrial espionage or unauthorized possession of confidential

information, records, tools, equipment; releasing confidential information or
trade secrets whether written or verbal.
Section 51: Gross negligence in the performance of assigned duties.
Section 52: Abandonment of job, absence from work without notice continuously for a
period of 6 working days.
Section 53: Gross and wilful misconduct:
a. Any act which constitutes gross disrespect, defiance, threat, intimidation or

assault against the person of the employer, his authorized agent or a
company authority.
Section 54: Sleeping on Company time.
b. With damage or adverse effect
Section 55: Causing loss of time and money to the company because of negligence in the
performance of official duties, neglect of duty or persistently doing
unsatisfactory work. This includes violations of standard operating procedures
such as credit policy, sales procedures, etc.
c. If the amount of loss is P100,000 or more.
(Above penalties, however, may be modified depending on the attendant
circumstances).

ARTICLE IV
OFFENSES AGAINST WORK ETHICS

LIGHT OFFENSE
Section 56: Unauthorized vending, soliciting or collecting contributions for any purpose

whatsoever during office hours.

SERIOUS OFFENSE
Section 57: Allowing unauthorized rider/s or passenger/s in company vehicles unless it is an

act of helping an injured person and take him/her to a hospital, or other
emergencies, the act shall not be considered an offense.

GRAVE OFFENSE
Section 58: Holding any position or employment with or without compensation in any other

business firm which is engaged in a similar line of business or in competition with
the company.

ARTICLE V
OFFENSES AGAINST PERSONS & PROPERTIES

LIGHT OFFENSE
Section 59: Contributing to unsanitary condition or poor housekeeping.

SERIOUS OFFENSE
Section 60: Vandalism or unauthorized writing or scribbling in any part of the company

premises.
Section 61: Provoking or instigating a fight at any time within company premises.
Section 62: Rumour mongering, giving or spreading false information without basis or

support.
Section 63: Making vicious or malicious statements concerning any employee or official, the

company or its products.

GRAVE OFFENSE
Section 64: Inflicting physical injury on any person, or having in fact inflicted physical injury,

while within company property or premises or job sites, or outside company
premises provided such outside incident has relation to work or company
activities;
a. Physical injury does not require medical attention or hospital confinement.
b. Physical injury requires medical attention or hospital confinement.
c. Physical injury was inflicted upon a client, customer or business partner or an

employee or agent of a client, customer, business partner regardless of
whether or not the injury required medical attention or hospital confinement.
d. Physical injury inflicted upon a superior regardless of whether or not the
injury requires medical attention or hospital confinement.
Section 65: Threatening, intimidation, coercion, harassment or interference with fellow
workers.
Section 66: Unauthorized possession of firearms or anything designed or used as a deadly
weapon and/or explosives that can endanger life, inflict injuries or cause damage
to properties.

NOTE Victims or Witnesses of violent acts have a responsibility to report incidents to: Any
Supervisor / Manager / Human Resources and Admin Manager

Compensation and Benefits

Johndorf Ventures Corporation Compensation and Benefits package
aims to ensure that employees will be provided with benefits due to
them thus increasing or maintaining motivation, loyalty, productivity
and physical well-being. The organization continuously reviews and
develops the compensation and benefits program to make it
comprehensive and competitive.

SALARIES

 Salaries for all employees shall be paid every 15th and 30th of the month or on the working
day immediately preceding paydays falling on a Sunday or holiday.

 Deductions required by law shall be in accordance with the table set by the government for
their computation.

 Employee who wants their deductions increased should inform the HRD.
 At the start of their employment, employees should report to the HRD all existing

loans with the different government institutions.

 All salaries shall be kept confidential among the employees.

 Employees hired five (5) days before the cut-off date shall not be included in the current
payroll period but shall be included in the succeeding payroll.

 In accordance with government rules and regulations, the following shall be deducted
from the employee’s monthly salaries:

PAYROLL PERIOD DEDUCTIONS
Every 15th SSS, Philhealth, and Pag-ibig Premium, half (1/2) of Tax withheld
Other half of Tax withheld plus all loans
Every 30th or 31st

 In addition, other deductions at the end of the month pay will be loans, Cash Advances and
other pertinent company deductions. (ei: phone bills).

 Any concerns of the employee regarding the compensation received as well as the
employee’s outstanding loans and deductions shall be addressed to the HRD.

OVERTIME

There are instances when an employee needs to render work beyond the normal working hours
to ensure that critical tasks are completed. As such, and in compliance with the labor law on
hours of work for employees, the company shall grant overtime pay to its employees who have
been required to work beyond the regular working hours.

 The company shall require, from time to time, certain employees to work beyond their
normal or regular working schedule.

 The concerned manager shall determine the necessity of employee/s to render overtime.
Only pre-approved overtime work shall be entitled to overtime pay.

 Only employees occupying non-managerial positions are entitled to overtime pay.

 The filing of overtime shall not be allowed for the following conditions:

 When an employee is on tardy status for at thirty minutes
 When the employee is on half-day status
 Offsetting of overtime for absences incurred prior to the actual overtime
 Offsetting overtime for tardiness and under time incurred prior to and after the

overtime
 Offsetting of overtime for sickness reason
 Offsetting of extended hours rendered shall be strictly prohibited.

 In cases where the employee is requested to report for work earlier than the start of his
normal schedule, he shall complete his required hours of work before he is entitled to his
overtime pay.

 As a rule, the computation of overtime shall be based on intervals of fifteen (15) minutes,
so as to facilitate the computation of the total OT hours rendered by the employee.

For example: If an employee rendered overtime from 6:30 p.m. to 7:10 p.m. as indicated
in his time card, the total number of OT hours to be considered for payment shall be up
to 7:00 p.m. only; whereas, if an employee charges overtime from 6:30 p.m. to 7:20 p.m.
he shall be paid up to 7:15 only.

 In no case will authorized overtime hours exceed 50% of the regular working hours of the
employee. Exceptions to this rule will have to be approved up to the level of the
President/EVP.

RECKONING OF HOLIDAYS

 The company shall observe regular holidays and special non-working holidays.

 The company shall observe all regular and special holidays declared by the President of the
Philippines. In addition, the company may declare company holidays but shall reserve the
right to require certain employees to remain on duty when the operation requires it.

 The company may also reschedule the holidays to be better fitted especially when one falls
near a weekend or on a Saturday.

 Overtime on a holiday is prohibited unless deemed necessary; in such cases this will be
approved by the President.

 Authorized work during holidays shall be paid according to the following holiday premium:

HOLIDAYS HOLIDAY PREMIUM
Legal Holiday 100%
Special Holiday 30%

BEREAVEMENT LEAVE AND ASSISTANCE

 The Manager/Department Head shall immediately notify the HRD upon learning of the
death of an employee through email.

 The company shall provide three (3) days bereavement leave with pay to all regular
employees for death of an immediate family member.

 Bereavement leave applications must be filed immediately or on the date of death of an
immediate family member and must be approved by the Department Head and the HRAD
Manager.

 All regular employees shall have a Death Benefit of Php10,000.00 to provide assistance to
the immediate family of an employee who passed away. This will be released upon
submission of a Death Certificate.

 An immediate family member is defined as:
 For unmarried employee: parents, brothers and sisters.
 For married employee: parents, legitimate spouse, children, brothers and sisters.

 Concerned employee shall present an authenticated death certificate within 30 days from
the date of death of the immediate family member, otherwise, the leave shall be charged to
the concerned employee’s vacation leave credits. If employee has no vacation leave credits,
the leave shall be considered as leave without pay. In both cases where the leave is charged
to vacation leave or considered as leave without pay, HRD shall investigate violation/s to
S.O.P.

 Bereavement leave shall be non-cumulative and non-encashable.

VACATION LEAVE AND SICK LEAVE

Employees are given paid leaves and to the extent possible, should limit their absences within
these paid leaves. However, in some special cases, due to urgent personal circumstances,
employees need to go on leave but could not qualify for any of the paid leaves.

 All regular employees who have rendered at least one (1) full year of service from date
of hiring on probationary status shall be entitled to Vacation Leave and Sick Leave with
pay equivalent to seven (7) working days per calendar year, based on prorated amount.

 Computation of Vacation Leave and Sick Leave credits shall be as follows:

* 0.58 days/ x Service = No. of days/

Month Months Calendar year

* 7 days/12 mos = 0.5

 Vacation Leave and Sick leave credits earned for the current year may be availed only
within the year, until December 31st, and will not be carried over to the following year.

 For Supervisors and up, only unused vacation leave credits can be availed until March
31st of the following year. After the said date, all unavailed vacation leave shall be

forfeited and replaced by the vacation leave credits earned during the preceding year.

 Vacation Leave for less than or equal to four (4) hours shall be treated as half-day
vacation leave.

 Vacation leave for more than four (4) hours but less than one (1) day shall be treated as
a whole day leave.

 Unused vacation leaves for year period is non-encashable and non-accumulated.

 Unused sick leaves for year period is encashable but cannot be accumulated.
 Process of Approval:

APPROVAL MATRIX

Requesting Employee Recommending Approval Final Approval
Rank and File
Supervisor Supervisor Department Head

Department Head Department Head Manager
Manager
Manager

President

 All Department/Section heads in collaboration with the employees shall schedule the
vacation leave of each of the employees, ensuring no work disruption when the
employee goes on vacation leave.

 It is still the responsibility of the employee to file 3 working days before availing the
vacation leave

 All sick leaves shall require the employee to inform his/her Department Head and HRAD
Manager before 9 o’clock in the morning on the day of absence. Sick leave applications
may also be filed and approved by the Department Head and HRAD Manager on or
before 9 o’clock in the morning upon return to work. Furthermore, a medical certificate
or any document to support such leave application must be submitted to HRAD.

 If an employee intends to be absent from work and prior notice is not possible, the
employee shall notify the concerned Manager/Department Head on or before the first
hour of their work shift/schedule on the day of absence. This notice shall either be
through telephone, in writing or other means of communication.

 Any employee who has been absent from work for two consecutive working days
without prior approval from their respective Manager/Department Head either through
telephone, in writing or other means of communication, shall be considered AWOL. The
corresponding amount of compensation for the entire period of absence shall be
deducted from the employee’s salary.

 In the case of under time, which is still considered an emergency leaves, it should be
filed immediately before leaving the office. It is still the responsibility of the employee
to inform the superior and HR on such emergency leaves.

EMERGENCY LEAVE

 Emergency Leave shall be charged to Vacation Leave credits.

 All emergency leave shall require the employee to inform his/her Department Head and
HRAD Manager before 9 o’clock in the morning on the day of absence.

 Emergency leave applications may also be filed and approved by the Department Head and
HRAD Manager on or before 9 o’clock in the morning upon return to work.

 In cases where an emergency arises during work hours, the employee must immediately
inform and get approval from his/her Department Head and HRAD Manager for his/her
leave application.

 Emergency leave shall only be acceptable under following conditions:
 if an employee is in danger or under actual or impending emergencies caused by
serious accident, fire, flood, typhoon, earthquake, epidemic or other disaster or
calamity;
 if life/ lives of loved ones are in danger or under actual or impending emergencies
caused by serious accident, fire, flood, typhoon, earthquake, epidemic or other
disaster or calamity;
 if loss of property is imminent

BIRTHDAY LEAVE

 All regular and project employees with at least one (1) year of service with the company
are entitled for a one (1) day Birthday Leave with pay provided that such leave is
covered with a duly approved Leave Application Form.

 Employees who want to avail of the said leave must file his/her application three (3)
days before the date of the actual leave.

 Birthday Leave credits can be availed on any calendar day of the payroll period where an
employee’s birthday falls. Failure to avail such benefit forfeits the leave credit.

 Managers or immediate superiors have the authority to approve or disapprove filed
leaves.

MATERNITY AND PATERNITY LEAVE

 Availing employees for Maternity/Paternity Leave shall file the leave a month before the
scheduled date of leave to be submitted based on the Approval Matrix.

 Approved Maternity/Paternity Leave shall be forwarded to the HRD

 Before or upon returning to work, the employee shall submit a copy of authenticated Birth
Certificate with local registry number signed by the Local Civil Registrar.

 HRD assistant shall update the records of the employee for any changes in dependents and
tax status.

 HRD Assistant shall use the Birth Certificate as supporting document for encoding the
timesheet of the concerned employee and updating the Leave Ledger.

 Maternity leave applications may be filed at least one (1) month before the expected date
of delivery and must be approved by the Department Head and HRAD Manager. Maternity
leave applications shall require from any female employee applying for maternity leave the
submission of a medical certificate from a physician stating the expected date of delivery.

 Paternity leave applications must be filed at least one (1) month before the expected date
of delivery. Paternity leave applications must be approved by the Department Head and
HRAD Manager.

 The Company shall grant a seven (7)-day Paternity Leave to all married male regular
employees in case of childbirth by his legitimate wife.

 Availment of paternity leave shall be based on the following:
 He is employed at the time of availment.
 His legitimate wife has given birth, or suffered a miscarriage.

 Availment of paternity leave may be done a week before the expected delivery date, during
or after delivery, provided the number of days shall not exceed seven (7) working days for
each delivery and availed of not later than thirty (30) days before or after delivery.

 Concerned employee shall submit to the HRD the child’s birth certificate within 30 days
from the child’s date of birth, otherwise the leave shall be charged to the concerned
employee’s vacation leave credits. If employee has no vacation leave credits, the leave shall
be considered as leave without pay. In both cases, where the leave is charged to vacation
leave or considered as leave without pay, HRD shall investigate violation/s to S.O.P.

 Computation of the seven (7) working days paternity leave shall be based on the married
male employee’s basic salary.

 Paternity Leave is non-cumulative and non-encashable.

FINANCIAL LOAN

 All REGULAR employees shall be entitled to Financial Loan when confronted with
emergency cases. Emergency cases are life and death situations or those that are
beyond the employee’s control, such as the following:
 Serious/Prolonged sickness of the employee and/or immediate family (e.g.
hospitalization and required medication)
 Accidents met by the employee while on duty or away from the workplace (e.g.
work-related accidents, vehicular accidents, robbery)
 Force Majeure or calamities beyond the employee’s control (e.g. fire,
earthquake, and flood)

 The maximum amount for the loan is PHP 10,000 with an interest of 1% per month.

 Every employee who avails the loan will be given ten (10) gives. Start of the salary
deduction will be the following month’s payroll period.

 Employees with prevailing loan will not be allowed to another loan unless all payables
are paid in full.

 In case an employee has multiple loan (ei: government loans), HRD has the right to
compute the employee’s net take home pay. This is based on the standard DOLE
requirement that an employee has to have at least twenty five percent (25%) remaining
gross pay every month.

COMPANY UNIFORM

The Company shall provide for and require the use of uniforms in order to project and maintain
a professional corporate image and as a form of clothing assistance to employees.

 All employees are required to wear the prescribed uniform during office hours from
Monday to Thursday.

FEMALES (Office) Brown over-all with Red Blazer; Black
Every Mondays to Thursdays : shoes with heels or flat closed-shoes
JVC Polo Shirt
Every Fridays and Saturdays :

FEMALES (Site) JVC Polo Shirt; Pants; Rubber shoes or
Every Mondays to Saturdays : Closed-shoes; PPE

MALES (Branch) Brown Polo Barong; Black leather shoes
Every Mondays to Thursdays : JVC Polo Shirt
Every Fridays and Saturdays :

MALES (Site) JVC Polo Shirt; Pants; Rubber shoes or
Every Mondays to Saturdays : Closed-shoes; PPE

 On Fridays and Saturdays, employees shall be allowed to wear denim pants and or
smart casual clothes that are still appropriate during work hours.

 Probationary employees and OJT’s are expected to wear smart casual clothes during
office hours.

 The company shall issue uniforms at the start of every calendar year or as Management
deems appropriate. The employee must sign the Acknowledgement Letter upon receipt
of the uniform. Management also has the decision on the days/type/colors of uniform
to be worn on the appropriate days.

 The type and number of uniforms to be issued shall be determined by Management. No
other type of uniforms shall be made and/or used by any employee and/or branch
operations unless approved by Management.

 ELIGIBILITY & COST: All regular employees, as of the beginning of the UNIFORM YEAR,
are entitled to avail the UNIFORM GRANT of100%. Probationary employees who
become regular within the first month of the uniform year may avail of the benefit.

 In case of resignation, a depreciated/ corresponding amount shall be paid by the
employee.
*** Cost of the uniform/12 = cost per month

 In case of damage to uniform, the employee shall have the uniform replaced. Expenses
incurred shall be for the account of the employee. Deviations from design and color
shall be considered as damaged uniform.

 Violations of not wearing of uniforms will be:
 Dealt with according to the company code of conduct rules and regulations.
 Will not be allowed to enter the office and will be sent home and is considered late
or under time

GOVERNMENT LEGISLATED BENEFITS

 All regular employees who has rendered at least one year of service with the company shall
be qualified to avail of salary loan through banks, Pag-Ibig & SSS provided that the
employee has complied with aforementioned institutions requirements.

 An interested employee shall have no outstanding cash advance with the company before
applying a loan or may opt to pay for the remaining loan balance as soon as loans from the
institutions are granted.

 An interested employee shall have a minimum gross monthly salary of Php 6,000 and shall
have a take home pay equivalent to 70% of the gross salary considering all loan deductions
including the amortization of the loan being applied for.

 An interested employee shall submit the following requirements to the HRAD when
applying a loan:
 Completely filled-out Salary Loan Application Form (SLAF)
 Promissory Note/Disclosure Statements (original and signed)
 Company ID with picture and signature (photocopy only)
 Community Tax Certificate (cedula)
 Photocopy of signed BIR Form 2316
 Latest one (1) month pay slip.

 Employees on maternity/sick are not exempted from the remittance since the system
automatically computes delay payment charges. The employee shall settle the amortization
with HRD.

 HRD shall provide the institutions with written notice for any and all resigned employees
who have outstanding loans.

 The Payroll In Charge has the right to deduct and remit loan balances from the
Separation/Final Pay. Separation benefits include leave encashment, 13th month pay and
tax refunds, if any.

13TH MONTH PAY

 The Company shall grant all employees a 13th Month Pay that shall be given no later than

December 24 of the current year or in accordance with the Philippine governing law.

 All employees regardless of employment status, salary bracket or position level shall be
entitled to 13th month pay or a part thereof provided they have worked at least one (1)

month during the calendar year.

 The formula for the computation of the 13th Month Pay is:

No. of Months x Basic Monthly Rate

served of the Calendar Year
13th Month Pay
--------------------------------------------- =

12

HEALTH MAINTENANCE ORGANIZATION

 All regular employees may avail health insurance benefits and may do so by filling-out the
HMO Application Form and forwarding it to the HRD.

 Upon release of the cards by the HRD, the employee shall be given a HMO card together
with the List of Accredited Hospitals/Clinics & Guidelines of Terms/Conditions Booklet. The
employee shall provide his/her signature on the Checklist of Printed ID.

 A comprehensive health plan to be fully subsidized by the company for all regular
employees plus 1 dependent. Maximum Benefit Limit: Rank & File - Php60,000.00, Officers
& Supervisors - Php80,000.00, Managers - Php100,00.00

 Damaged or loss ID will be shouldered by the employee.

GROUP LIFE AND ACCIDENT INSURANCE

The company values the workforce thus a group and life insurance is granted to all regular
employees. Below are the details:

 Upon regularization of an employee, he/she is eligible for group life and accident
insurance. The following is the allocation for each level:

Rank & File - Php100, 000.00
Officers & Supervisors - Php200, 000.00
Managers - Php300, 000.00

PHYSICAL EXAM

The health and safety of the employees is of great importance. Therefore a yearly physical
exam is mandated to all JVC employees.

 This is compulsory and it occurs every January. It applies to all direct employees.
Medical exam package includes CBC, Urinalysis, Fecalysis, and Chest X-ray.

 The company will shoulder the expenses for all regular employees whereas for the non-
regular employees payment will be through salary deduction.

 Failure to undergo the medical exams shall be dealt with accordingly.

LOYALTY AWARD

This benefit recognizes the number of years served of an employee to the company. An award
is given every December as a sign of gratitude.

NO LATE NO ABSENT AWARD

I. No Lates Award:
 Awarded quarterly to employees who have no tardiness for 1 quarter. Each deserving
employee will receive a Gift Certificate worth 400 pesos.

 Awarding will be done on the last Saturday of the quarter during the salo-salo.

 Annual awarding will also be done for employees with no tardiness for one year. Each
deserving employee will receive 2,000 pesos in cash plus a plaque. Awarding will be
done during the Christmas Party.

II. No Absences Award:
 Awarded quarterly to employees who have not availed of any leave (vacation, sick,
emergency) & has not committed any AWOL for 1 quarter. Each deserving employee
will receive a Gift Certificate worth 400 pesos.

 Awarding will be done on the last Saturday of the quarter during the salo-salo.

 Annual awarding will also be done for employees with no leave availment for one year.
Each deserving employee will receive 2,000 pesos in cash plus a plaque. Awarding will
be done during the Christmas Party.

Career and Personnel Development

It is the policy of Johndorf Ventures Corp. to encourage its
employees to develop in their jobs so that they may improve job
performance and qualify for more advanced positions. To further this
policy, the company offers training and career development services.

TRAININGS AND SEMINARS

The HR and Admin Department offers various training opportunities for employees both for
skills relating to their position and for personal improvement. Employees may need to receive
the permission of their superiors before attending certain workshops to check with their
training development plan.

Classes address a wide range of training issues, including management and supervisory skills,
computer skills, basic communication skills, and writing and literacy skills.

TRAINING CLASSIFICATIONS

External Training
This shall cover all specialized-training programs/courses that are not developed internally. The
courses may be offered in the form of public seminars that are conducted by external
institutions. In addition, it may be an in-house training that is often applicable to the needs of a
select group or a few individuals.

Internal Training
This refers to training programs that are developed internally (either by HR or by select
members of the company) to respond to the needs of all large group of employees. The
composition of the group may involve employees from similar or various functional areas.

Onboarding Program
A basic internal training sponsored by HR is the onboarding program. This program is tailored
for all employees who are newly hired or newly regularized. The company aims to instill a sense
of commitment to the goals and objectives of the company and acquire the necessary
knowledge, skills, and behaviors to become effective organizational members.

PERFORMANCE MANAGEMENT SYSTEM

Johndorf has established a Performance Management System with the objective of improving
both individual and organizational performance by identifying performance requirements,
providing regular feedback and assisting the employees in their career development.

Individual Performance Evaluation is done every 4th quarter of the year.

CAREER DEVELOPMENT SERVICES

To support the managers and the workforce in meeting the expectations of the organization,
HRD Staff are available through individual appointments and department consultations to assist
with:

 Personal assessments of employee skills, competencies, knowledge, and values
 Career counseling, planning, skill/competency assessment, and job choice help
 Provide referrals to other community-based job assistance services and useful websites,

insightful readings, references and referrals
 Job change information
 Referrals for professional development/training options
 Needs of staff on layoff status
 Guidance on mentoring relationships
 Promotional and succession planning assistance for units