DELTANS INFORMATION GUIDE

HISTORY OF DELTA DESIGN PHILIPPINES, LLC

The parent company of Delta Design Philippines Inc. is Delta Design, Inc, a
Cohu company (NASDAQ: COHU) located in San Diego, California. Delta
Design Inc. is a recognized leader in the design, development, manufacture
and sale of semiconductor test handling equipment. It provides process
automation solutions to the back end. It is the world's largest supplier of IC
test handlers for logic devices. Its equipment is used by IC manufacturers
around the world, with a significant installation base in the Asia Pacific region.
Delta Design Philippines LLC (DDPI) started its operation in 2004 as a small
kit factory in Carmelray Industrial Park II, Calamba City, Laguna with around
40 employees. DDPI was established to support the large installation base of
Delta Design, Inc. in the Asia Pacific region. The Philippine operation
provides dedicated kit products on a quick-turn basis for the fast-paced, high
quality semiconductor industry.
The plant occupies an approximate area of 2,500 square meters with 1,267
square meters factory building. At present, the DDPI factory has capacity to
produce approximately 40 kits per month, with a 6/24 operation.
The challenge of low cost manufacture coupled with the strategic location of
DDPI in Asia, drove increased production and created rapid growth and
expansion in 2006. Further expansion has been in the planning stages in
2007 and in 2008 additional machines will be added and occupation of the
adjoining building at the Carmelray Industrial Park II location will occur.
HISTORICAL MILESTONES

Cohu developed from a small laboratory partnership created in 1945

Delta Design, Inc. started its operation in 1949 in Kearny Mesa
Delta Design, Inc. moved to Poway in June 2001
Delta Design Philippines, LLC (DDPI) was established in March 2004
DDPI shipped its 500th kit in July 2006
DDPI expanded operations in 2006
DDPI shipped its 1000th kit in September 2007
DDP will have its 2nd expansion in 2008

CODE OF BUSINESS CONDUCT AND ETHICS

Policy Statement
It is our policy to conduct our business affairs honestly and in an ethical
manner consistent with good corporate citizenship. That goal cannot be
achieved unless each of our employees individually accepts his or her
responsibility to promote integrity and ethical conduct in all of his or her
activities. Activities that may call into question the Companys reputation or
integrity should be avoided. Because not every situation that may pose an
ethical or moral issue is black and white, the key to compliance with the Code
is exercising good judgment. This means following the spirit of this Code and
the law and acting ethically even when the Code or the law does not address
a specific situation.
Every manager and supervisor is expected to take necessary actions to
ensure compliance with this Code, to provide guidance and assist employees
in resolving questions concerning the Code and to permit employees to
express any concerns regarding compliance with this Code. The Code
outlines the broad principles of legal and ethical business conduct under
which we do business. The Code is intended to supplement, but not to
replace any policies that we have established. Every person who works for
the Company, its affiliates or subsidiaries, is expected to understand and
comply with the provisions of this Code.
Compliance with Laws and Regulations
The Company seeks to comply with both the letter and spirit of the laws
and regulations in all countries in which it operates.
The Company is committed to full compliance with the laws and regulations of
the cities, states and countries in which it operates. Numerous federal, state
and local laws and regulations define and establish obligations with which the
Company, its employees and agents must comply. This includes the
obligation of the Companys Chief Executive Officer, Chief Financial Officer
and Principal Accounting Officer to take all necessary steps to ensure that all
disclosures in reports and documents that the Company files with, or submits
to, the Securities and Exchange Commission, as well as other public
communications made by the Company, are full, fair, accurate, timely and
understandable. An employee or agent who violates laws or regulations in
performing duties for the Company, risks individual indictment, prosecution,
penalties, and civil actions, and may subject the Company to liability and
penalties. An employee who violates these laws or this Code may also be
subject to immediate disciplinary action, including possible termination of
employment or affiliation with the Company.

As explained below, you should always consult with your manager, the Ethics
Manager or Chief Financial Officer regarding any questions you may have
about the legality of you or your colleagues conduct.
Insider Trading
You should never trade securities on the basis of confidential
information acquired through your employment or fiduciary relationship
with the Company.
As a publicly held corporation, compliance with insider trading laws is an area
of particular importance to the Company. Employees are prohibited under
both federal law and Company policy from purchasing or selling Company
stock, directly or indirectly, on the basis of material nonpublic information
concerning the Company. The Company has adopted and implemented an
Insider Trading Policy that designates the Companys Chief Financial Officer
as the Compliance Officer. Any person possessing material non-public
information about the Company must not engage in transactions involving
Company securities until this information has been released to the public.
Generally, material information is that which would be expected to affect the
investment decisions of a reasonable investor or the market price of the stock.
The Companys employees and Directors are expected to take all necessary
steps to ensure that all such public disclosures are full, fair, accurate, timely
and understandable.
Employees must also refrain from trading in the stock of other publicly held
companies, such as existing or potential customers or suppliers, on the basis
of material confidential information obtained in the course of employment. It is
also illegal to recommend the purchase, sale or holding of a stock to (i.e.,
tip) someone else on the basis of such information. If you have a question
concerning the appropriateness or legality of a particular securities
transaction, consult with the Companys Compliance Officer.
This Code of Business Conduct and Ethics does not supersede or replace the
Insider Trading Policy, and is meant only to supplement and reinforce the
restrictions and guidance of the Insider Trading Policy with respect to
securities transactions.
Conflicts of Interest and Corporate Opportunities
Employees should avoid any situation in which his or her personal
interests conflict or appear to conflict with the Companys interests, and
should make business decisions and take actions based on the best
interests of the Company as a whole and not based upon personal
relationships or benefits.
There are certain situations and activities that may create a conflict between
your interests and those of the Company. You should avoid any relationship,
influence or activity that would cause a conflict of interest, or appear to cause
a conflict of interest, with your duties and responsibilities at the Company.

This includes situations in which your personal, family or financial interests

conflict or appear to conflict with those of the Company. You should not take
for your own benefit, opportunities discovered in the course of employment
that you have reason to know would benefit the Company. Conflicts of
interest are not always clear-cut and may develop unexpectedly. It may be
possible to address issues created by a potential conflict of interest if the facts
are properly disclosed and managed. If you feel that you have a conflict,
actual or potential, you should report the details to your manager. Although
not every actual or potential activity creating a conflict of interest is
automatically prohibited, you should disclose all details of the conflict to your
manager, and if possible obtain written approval from the Ethics Manager or
Chief Financial Officer before participating in any such activity.
Reporting Violations of Company Policies and Receipt of Complaints
Regarding Financial Reporting or Accounting Issues
You should report any violation or suspected violation of this Code to
the appropriate Company personnel.
The Companys efforts to ensure observance of, and adherence to the goals
and policies outlined in this Code mandate that employees bring any instance,
occurrence or practice that they, in good faith, believe is inconsistent with, or
in violation of this Code, to the attention of their supervisors, managers, or
other appropriate personnel. The following is a suggested approach to
dealing with potential problem situations.

Discuss your concerns with a supervisor or other member of

company management. In the event you believe a violation of the
Code has occurred or you have observed or become aware of
conduct which appears to be contrary to the Code, immediately
discuss the situation with your supervisor. If you receive, or receive
notice of, a complaint or concern regarding the Companys financial
disclosure, accounting, internal controls or audits, you must
immediately advise your supervisor. If it would be inappropriate to
discuss the issue with your supervisor or if you are not comfortable
discussing the issue with your supervisor, you should contact the
Ethics Manager or use the Companys anonymous Whistleblowers
reporting system that is accessible via a toll free phone number or
through the internet. This process will assure that your concerns
are reviewed and evaluated promptly and anonymously.

Use common sense and good judgment; Act in good faith. If you
become aware of a suspected violation, dont try to investigate it or
resolve it on your own. Prompt disclosure to the appropriate parties
is vital to ensuring a thorough and timely investigation and
resolution. Allegations of violations of the Code are not taken lightly
and should not be made to embarrass someone or put him or her in
a false light. Accordingly, reports of suspected violations should
always be made in good faith.

We will investigate all allegations of violation of this Code made in good faith
in accordance with the procedures set forth below, and expect you to
cooperate in any such internal investigation.
It is our policy that there be no intentional retaliation against any person who
provides truthful information to a Company or law enforcement official
concerning a possible violation of any law, regulation or Company policy,
including this Code. Persons who retaliate may be subject to civil, criminal
and administrative penalties, as well as disciplinary action, up to and including
termination of employment. In cases in which you report a suspected violation
in good faith and are not engaged in the questionable conduct, we will attempt
to keep our discussions with you confidential to the greatest extent possible.
In the course of our investigation, we may find it necessary to share
information with others on a need to know basis. No retaliation shall be
taken against you for reporting alleged violations while acting in good faith.

Compliance Procedures
The Company has established this Code as part of its overall policies and
procedures. To the extent that other Company policies and procedures
conflict with this Code, employees should follow this Code. The Code applies
to all Company employees, including officers, in all locations and to all
directors. (Note that directors are to read employee as director for
purposes of reviewing their compliance with the Code.) The Code is based
on the Companys core values, good business practices and applicable law.
To achieve optimal legal and ethical behavior, every employee must know and
understand the Code as it applies to them and as it applies to others. Most
importantly, each employee must comply with it.
The Chief Financial Officer or such other person as is designated by the
Companys Board of Directors shall be responsible for ensuring that the Code
becomes an integral part of the Companys culture (the Ethics Manager).
The Company shall ensure that all employees have access to the Code on
the Companys internal website and shall provide each employee with a hard
copy of the Code upon request. The Company will take such actions as it
deems necessary to promote high standards of ethical conduct and to instruct
employees regarding improper or illegal conduct. The Company shall
maintain a record of all incidents reported as violations of this Code, and the
Ethics Manager shall provide the Audit Committee on at least a quarterly
basis a report summarizing all communications expressing complaints or
concerns received.
The Ethics Manager shall be responsible to review the Code with all of the
Companys employees. Managers are the go to persons for employee
questions and concerns, especially in the event of a potential violation.
Managers will immediately report any violations or allegations to the Ethics
Manager and will work with the Ethics Manager in assessing areas of

concern, potential violations, any needs for enhancement of the Code and
overall compliance with the Code and other related policies. As noted
previously, if it would be inappropriate to discuss the issue with your manager
or if you are not comfortable discussing the issue with your manager, you
should contact the Ethics Manager or use the Companys anonymous
Whistleblowers reporting system that is accessible via a toll free phone
number or through the internet. The Audit Committee will be responsible for
auditing the Companys compliance with the Code.
When an alleged violation of the Code is reported, the Company shall take
prompt and appropriate action in accordance with the law and regulations and
otherwise consistent with good business practice. If the suspected violation
appears to involve either a potentially criminal act or an issue of significant
corporate interest, then the manager or investigator should immediately notify
the Ethics Manager or use the Companys anonymous Whistleblowers
reporting system that is accessible via a toll free phone number or through the
internet. The Ethics Manager, another senior officer of the Company or the
Audit Committee, as applicable, shall assess the situation and determine the
appropriate course of action. As part of this process, a person who is
suspected of a violation shall be apprised of the alleged violation and shall
have an opportunity to provide a response to the investigator. All actions or
investigations in response to a violation shall be documented, as appropriate.
The Ethics Manager shall be responsible for implementing the appropriate
disciplinary action in accordance with the Companys policies and procedures
for any employee who is found to have violated the Code. The Chairman of
the Audit Committee shall be responsible for implementing the appropriate
disciplinary action for any officer or director who is found to have violated the
Code. The Ethics Manager shall ensure that the disciplinary mechanisms
described in this section shall be subject to annual review by the Audit
Committee. In addition to imposing discipline upon persons involved in
noncompliant conduct, the Company also shall impose discipline, as
appropriate, upon individuals who fail to detect non-compliant conduct and
upon individuals who fail to report known non-compliant conduct. Disciplinary
action may include the termination of the employees employment.
Disciplinary action shall be documented, as appropriate.
In the event of a violation of the Code, the Ethics Manager or the Chairman of
the Audit Committee, as applicable, should assess the situation to determine
whether the violation demonstrates a problem that requires remedial action as
to Company policies and procedures. Such remedial action may include
retraining Company employees, modifying Company policies and procedures,
improving monitoring of compliance under existing procedures and other
action necessary to detect similar non-compliant conduct and prevent it from
occurring in the future. Such corrective action shall be documented,
as appropriate.
DELTA MISSION

Our fundamental responsibility, individually and collectively, is to satisfy the

customer the first time and every time, by providing quality products and
services. We will strive to meet customers needs enthusiastically and
through teamwork. Our reward is to be their supplier of choice.
DELTA VISION
To be the #1 supplier of choice for handler application test solutions for all
Delta Design products by 2008
Grow organizational capabilities to provide handler sub-assemblies by 2008
and handler manufacturing and engineering support by 2010
DELTANS CORE VALUES
Core values will guide us towards the behavior and interaction expected from
each DDPI employee. These will be the foundation for the culture and way of
life we want to build in the organization.
Customer Focus (Customer muna)
Committing to deliver cost competitive quality products and services
that meet customer needs
Respect (Paggalang at Malasakit)
Promoting a culture that respects employees, customers and
community.
Having Mutual care and concern
Integrity (Katapatan)
Being Honest and truthful in all our dealings.
Teamwork (Bayanihan)
Working together through effective communication, coordination
and cooperation
Quality Oriented (Kahusayan)
Producing world class products and services in an environment of
continuous improvement and innovation.
Accountability (Pag-ako)
Accepting responsibility and ownership
EQUAL EMPLOYMENT OPPORTUNITY
It is Delta Design's policy to employ, retain, promote, terminate, and otherwise
treat all employees and job applicants on the basis of merit, qualifications, and
job performance. This policy shall be applied without regard to any

individual's race, religion, color, national origin, mental or physical disability,

marital status, gender, pregnancy, sexual orientation or age.
Employees who feel they are being discriminated against are encouraged to
present their complaint to HR or any management team member.
ANTI-HARASSMENT POLICY
The Company is committed to providing a work environment free of
discrimination. In keeping with this commitment, the Company maintains a
strict policy prohibiting unlawful harassment, including sexual harassment.
This policy prohibits harassment in any form, including verbal, physical and
visual harassment.
Any employee who believes he or she has been harassed by a co-worker,
supervisor, or agent of the Company should promptly report the facts of the
incident or incidents and the names of the individuals involved, to his or her
supervisor or to the Human Resources Manager. Supervisors should
immediately report any incidents of sexual harassment to the Human
Resources Manager. The Human Resources Manager will investigate all
such claims and take appropriate action.
CONFIDENTIALITY AGREEMENT
The Company has a substantial interest in protecting its confidential
information.
Therefore, employees are prohibited from disclosing any
confidential information, including trade secrets and other proprietary
information of the Company or its customers to any person or entity other than
those persons or entities who are authorized to receive such information in
order to further the business of the Company. All employees will be required
to sign a "Confidentiality Agreement" as a condition of employment.
Being a technically oriented business, the Company maintains an on-going
program of research and development. In order to protect both the employee
and the Company and to avoid any misunderstanding, all personnel will be
asked to sign the "Confidentiality Agreement." In addition to addressing
confidentiality, the purpose of the Agreement allows the Company to benefit
from its outlays in the research and development area and also clarifies the
employee's legal position, making it possible for an employee to have full
rights to any invention he or she develops which the Company agrees not to
use. The signed Agreement will become a permanent record in the
employee's personnel file.
All employees will also be asked to fill out a "Conflict of Interest" statement.
NON-UNION STATUS
The Company is a pro-people employer operated by non-union employees
and we plan to remain this way.

It is intended that the Company's employees never feel they must have
someone represent them to management. The closeness between all
Company employees is vital to the services they provide. The Company feels
this would be damaged by involving a third party in the decision-making
process.
OPEN DOOR POLICY
Employees are encouraged to discuss their concerns with their immediate
superior. However, there can be situations that an employee may feel
uncomfortable or restrained to approach his immediate superior. In such a
case, the employee may direct their concern to HR or to the President.
Company has also organized some employee communication programs to
support the open door policy. Among these programs are:
Department Meetings: Regularity and schedule of meetings depend on the
supervisor or manager. This is the venue for employees from the same group
to discuss issues and concerns which are affecting their work operations.
General Employee Meeting (GEM): This is being held periodically where the
President and/or HR provide updates on company and business performance
and employee programs and activities.
Lunch with Jim: A lunch meeting of the birthday celebrants of the month,
with the President where they can chat and discuss their concerns and
wishes. Valid concerns and wishes which are gathered from these meetings
are discussed with persons concerned for action and resolution.
PI- Ask Jim McFarlane: An intranet facility where employees who want to
remain anonymous can send their questions, suggestions and clarifications to
the President via E Mail.
E-mails: From time to time, announcements and updates which concern and
affect employees shall be released through e-mail.
Bulletin Boards: The Company has installed bulletin boards in selected
areas to ensure that all important information is disseminated to all
employees. Employees are advised to check the bulletin boards regularly for
updates.
MINIMUM AGE REQUIREMENTS
All employees of the Company must be at least 18 years of age. Employees
may be required, at any time, to provide proof they are at least 18 years of
age.
EMPLOYMENT OF RELATIVES

The Company prohibits the hiring or employment of all relatives of employees

under the following circumstances: (1) where one relative would be in a direct
supervisory relationship to the other; (2) where the relationship might result in
a breach of Company security; (3) where one employee would have access to
confidential records of a related employee; (4) where the relationship would
adversely affect the morale or discipline of employees; (5) where the
relationship causes an actual or potential conflict of interest within the
Company; and (6) for any other valid business reason. "All relatives" is
defined as: "All individuals related to an employee by blood, adoption or
marriage as well as individuals who are cohabitating." If employees become
related during employment, the Company shall decide which one of them will
resign, unless reasonable accommodations can be made to eliminate
potential problems.
OUTSIDE EMPLOYMENT
In accepting outside employment (moonlighting), each employee must avoid
any situation that will:
1. Be competitive. This precludes working in any capacity for an employer
offering goods or services that are competitive with those offered by Delta
Design.
2. Have or give the appearance of being a conflict of interest, such as working
for Company subcontractors or vendors when the employee may be in a
position to influence the sale or purchase of goods or services to or from the
Company.
3. Adversely affect performance on the job at the Company, such as being too
tired to perform effectively or being unable to work overtime when necessary.
The Company asks that the employee think seriously about the effects to his
or her endurance and personal health. The Company will hold all employees
to the same standards of performance and scheduling demands and cannot
make exceptions for employees who hold outside jobs.
EMPLOYMENT STATUS
In order to determine eligibility for various benefits, the following employment
categories have been established:
Probationary Employees
All new and rehired employees will be given a progress review during the third
(3rd) month and fifth (5th) month of their probationary period. Probationary
employees who fail to meet the performance standards will not be regularized
and will be informed before the 6th month probationary period.
Regular Employees
Employees who passed their probationary period and who are doing functions
which are vital to the operation of the company are classified as regular
employees and are eligible to receive full Company benefits.

Temporary Employees
Temporary employees are defined as those employees holding jobs of limited
duration arising out of special projects, abnormal workloads or emergencies.
Temporary employees are only eligible for legally mandated benefits.
Since all employees are hired for an unspecified duration, these
classifications do not guarantee employment for any specific length of time.
Employment is at the mutual consent of the employee and the Company.
Accordingly, either the employee or the Company can terminate the
employment relationship at-will, at any time, with or without cause or advance
notice.
EMPLOYMENT CATEGORIES
Employees are classified as Exempt or Non-Exempt according to distinctions
stated in the Fair Labor Standard Acts (Wage-Hour Law).
Non-Exempt
Non-exempt employees are the employees whose work extensions are
covered by overtime provisions of the labor code.
Exempt
Exempt employees are employees whose work extensions are exempt from
all overtime laws.
EMPLOYMENT OFFERS
All offers of employment, probationary, regular, part-time and temporary, or for
the services of temporary employment agency personnel or consultants, must
be made through Human Resources.
EMPLOYEE ORIENTATION PROGRAM
HR shall conduct an Employee Orientation to all newly hired employees to
make them feel comfortable and informed about the Company and their job.
This orientation shall consist of company profile and history, general policies
and guidelines and employee expectations and benefits; a tour of the facility
and introduction to other Deltans.
The immediate supervisor of the employee shall also handle a department
orientation where the employee will be given an over-all view of the functions
of the department to show how the job of the employee fits in the whole
organization. This is also where the job description and scope of work shall
be discussed.
SALARY ADMINISTRATION
The Company is committed to maintaining compensation rates and programs
that are internally equitable and competitive within the industry. Pay levels

and methods of compensation are reviewed at least annually to ensure our

competitive position.
HOURS OF EMPLOYMENT
A "workday" is any consecutive 24 hour period beginning at the same time
each calendar day. Unless informed otherwise by the supervisor, this
consecutive 24-hour period is 12:01 a.m. to midnight.
A "workweek" is any 7 consecutive days, starting with the same calendar day
each week. A workweek is a fixed and regularly recurring period of 168 hours,
consisting of 7 consecutive, 24-hour periods.
All DDPI employees are expected to be at their workplace at the start of
official working hours. The normal workweek is a total of 45 hours in a 5-day
period.
Work schedules are as follows:
Regular Schedule:
Monday to Friday : 8AM to 6PM
Shifting Schedule:
Day Shift
: 6AM to 3PM
Afternoon Shift
: 3PM to 12PM
The Company may revise working hours for any department if the need
arises. Supervisors will advise employees of changes in work schedule, if
there is any.
ATTENDANCE AND PUNCTUALITY
Regular attendance and punctuality are considered important, because your
absence or tardiness could affect the work of your team. If an employee will
be tardy for more than 15 minutes in a payroll cut-off, the total tardy time will
be subject to salary deduction.
Repeated tardiness, regardless of number of minutes, will be subject to
disciplinary action.
MEAL BREAKS
Snacks and Lunch break for normal schedule are as follows:
15 minutes: AM Snacks
1 hour
: Lunch Break
15 minutes: PM Snacks
Those on shifting schedule are entitled to a 30-minute meal break period, the
scheduling of which shall be on staggered basis.

Breaks and lunch breaks are set by individual department managers for each
shift.
IDENTIFICATION BADGES
All personnel using Delta Design facilities will be provided with an ID card
which shall also serve as their timekeeping badge. Everyone is required to
wear the ID card while inside the company premises and keep it visible at all
times. All employees are required to log their time at start and end of their
working hours at the company provided timekeeping system.
Lost or damaged IDs must be reported immediately to HR Department.
The Company shall assign a specific employee entrance which will be used
for ingress and egress of employees. The main lobby is not to be used as an
"employee" entrance/exit. If you have questions regarding your ID and the
timekeeping system, please see Human Resources.
PAYROLL PERIOD AND PAYDAYS
The payroll cut-off periods for non-exempt employees are as follows:
from the 21st to 5th day of the month
from the 6th to 20th day of the month

:pay-out every 15th day of the month

:pay-out every 30th day of the month

The payroll cut-off periods for exempt employees are as follows:

From 1st to 15th day of the month
: pay-out every 15th of the month
th
th
From 16 to 30 day of the month: pay-out every 30th of the month
PAYROLL DEDUCTIONS
Payroll deductions are itemized on the paycheck stub. Required deductions
are as follows:
1. Withholding tax: The amounts deducted from each paycheck by Bureau of
Internal Revenue (BIR) vary according to the employee's wage, and the
number of exemptions claimed. Every February, each employee will
receive BIR form 2316. Form 2316 indicates how much was earned
during the previous year and what was withheld for BIR.
2. Social Security: Under the Social Security Act, both employer and
employee contribute equally to a government fund to provide future
benefits in the form of loans, maternity, retirement and death benefits.
3. Pag-IBIG: Under RA 7742 membership to Pag-IBIG is mandatory for all
employees covered by SSS or GSIS. Both employer and employee

contribute equally to a government fund to provide future benefits in the

form of loans, retirement and death benefits.
4. Philhealth: The fund created by these deductions provides benefits to
individuals who become unemployed because of illness or injury occurring
outside the workplace.
5. Loans and advances shall also be deducted in accordance with loan and
advances agreement.
.

OVERTIME PAY FOR NON-EXEMPT EMPLOYEES

DDPI complies with all labor code provisions on overtime with respect to all
covered employees. When overtime is necessary, employees will be notified
as far in advance as possible. Non-exempt employees are subject to
overtime pay for all authorized hours worked over 9 hours in a work day, or
over 45 hours in a work week.
Overtime must be authorized in advance by your supervisor.
Overtime for non-exempt employees will be based on labor code provisions.
Weekend work does not automatically qualify for compensation at a premium
rate of pay. Hours worked on Saturday and/or Sunday qualify for premium
pay only if they qualify as overtime hours.
Non-exempt employees who were authorized or requested to work on a
Company recognized holiday, will be paid for all hours worked at the rate for
which he or she qualifies that week (either straight time or overtime) and will
additionally receive the holiday pay for the day.
Hours paid for, but not worked, (i.e., sick days, vacation days, and holidays),
do not count as hours worked for purposes of computing overtime.
Exempt employees are excluded from overtime pay premium.
NIGHT SHIFT PAY DIFFERENTIAL
Non-exempt employees assigned to work from 10PM to 6AM shift will receive
night differential pay, in addition to their base pay rate.
LEAVES OF ABSENCE
A leave of absence is defined as time off from work for a period longer than 5
working days in a no pay status. The Company may grant leave of absence
to employees who are prevented from working due to personal illness/injury or
other justifiable reasons. Leaves will not be granted if the employee has less
than 60 days of continuous employment with the company, except in case of
job related injury or where required by labor law.

Medical-non-occupational The term medical disability as used herein

encompasses all temporary medical disabilities, including, but not limited to
pregnancy, childbirth and related medical conditions. These leaves will be
granted for the period of the illness or disability, provided such period does not
exceed 16 workweeks
Medical-occupational A leave of absence for a work related injury may be
granted before completion of 60 days of continuous employment and is not
necessarily limited to 16 workweeks.
For both occupational and non-occupational medical leaves, the company will
continue to pay the employees life, medical and dental insurance. Accrual of
other benefits such as vacation and sick leave shall continue during the
duration of the medical leave.
Personal Leave A personal unpaid leave of absence may be granted after
completing 1 year of service. Requests for personal leaves will be considered
if an eligible employee seeks a leave for the following purposes: (1) to care for
a newly born, newly adopted, or foster child; or (2) to care for a child, parent
or spouse with a serious health condition. Each request will be considered on
its own merit.
The maximum duration for this type is 16 workweeks in a rolling 12-month
period measured backward from the date an employee uses any personal
leave. This 16 workweeks total may be continuous or taken on an intermittent
basis. The employee may use vacation and sick pay to offset the unpaid
status, but use of that paid time will not extend the period of approved leave.
Leave accrual during personal leave is suspended.
At least 3 working days prior to returning from a leave of absence, an
employee should communicate with Human Resources in order that
arrangements may be made with the supervisor. If the leave was granted for
maternity and/or medical reasons, a doctor's written release, stating any
limitations, must be submitted before returning to work.
The Company will always try to place the employee in the same job, when
returning from a leave of absence. However, due to business needs, there
may be times when positions cannot be held open. If the employee's position
is not available upon return, every effort will be made to place the employee in
a comparable position for which he or she is qualified. If the employee fails to
return to work upon the date indicated, accepts other employment while on
leave, or refuses to accept a comparable position upon returning from leave,
he or she will be considered as having voluntarily resigned.
HOLIDAYS
The following regular and special holidays shall be observed by DDPI:
Legal Holidays

New Years Day

Maundy Thursday
Good Friday
Araw ng kagitingan
Labor Day
Independence Day
National Heroes Day
Feast of Ramadan
Bonifacio Day
Christmas Day
Rizal Day

January 1
Moving Date
Moving Date
Monday nearest April 9
Monday nearest May 1
Monday nearest June 12
Last Monday of August
Moving Date
Monday nearest November
30
December 25
Monday nearest December
30

Special Holiday
EDSA Anniversary
Black Saturday
Calamba City Day
Rizals Birthday
Ninoy Aquino Day
Yulo Day
All Saints Day
New Years Eve

Monday nearest February

25
Moving Date; if declared
April 21; if declared
June 19; if declared
Monday nearest August 21
September 24; if declared
November 1
December 31

DDPI normally makes an announcement about the work schedule during the
said dates. Should the company require employees to report for work during
holiday; the corresponding holiday pay as prescribed by law shall be applied.
WORK AND TRAVEL PAY
Travel time spent on Company business by a non-exempt employee, will be
considered as time worked for purposes of computing both basic and
overtime pay.
Travel time spent during regular working hours for exempt employees will be
considered as time worked. Travel after office hours, or on Saturday, Sunday
or holidays will not be considered as time worked for pay purposes.
REIMBURSEMENT FOR EXPENSES
Employees should make sure that any expenses they incur on the Company's
behalf have been previously authorized by their supervisor. Reimbursement
requests must be completed in an Expense Report Form together with
supporting documents and submitted to Accounting.

Only authorized persons may purchase supplies in the name of DDPI. No

employee whose regular duties do not include purchasing shall incur any
expenses on behalf of DDPI or bind the Company by any promise or
representation without written approval.

SPECIAL OR OVERSEAS TRAINING

Some employees will be required to attend special or overseas training
requiring company investment of a substantial nature. Employees who will be
selected to attend such training shall be required to sign a training agreement
which will require the employee to continue their employment with the
company for a specified period of time.
Should the employee resign before the expiration of the training agreement,
the employee shall be required to pay the entire training cost, which includes
training fee, transportation/airfare, hotel accommodation, per diem allowance
and the like.
PERFORMANCE EVALUATION
It is the Company's practice to evaluate employee performance on a
continuing basis using various assessment methods that may change from
time to time. Employee performance evaluations will be used as key criteria
in assisting supervisors in decision making regarding an employee's salary
advancement, promotion training and development, and retention.
Employees are encouraged to discuss their performance with their supervisor
regularly, so that any problems can be identified and hopefully, corrected on a
timely basis.
ADVANCEMENT
Opportunities for advancement within the Company will be based on
performance and the employee's qualifications for the job. Employees are
encouraged to seek advancement opportunities for which they qualify
throughout the Company. The Company will endeavor to fill job vacancies
from within whenever possible.
PERSONNEL RECORDS
Each employee should make sure that the personal information contained in
his or her personnel record is kept up to date. This includes such information
as address, telephone number, educational achievement, new skills,
beneficiary designation, emergency contact, etc. An employee is permitted to
review his or her own file in Human Resources by filling out a Request to
Review Personnel File form and making an advance appointment.
RELEASE OF PERSONAL INFORMATION

The Company is extremely concerned about the accuracy of any information

provided to individuals outside the Company regarding current or former
employees.
Consequently, no employee, including managers and
supervisors, should provide (either on or off-the-record) any information
regarding current or former employees to anyone. This includes letters of
reference. All requests for employment verification or references whether by
phone or in writing, must be forwarded to Human Resources. It is the
Company's policy to release only the dates of employment, job title, and wage
confirmation. A written disclosure authorization and release may be required
before any information is furnished.
WORKING SAFELY
The Company considers safety an important part of the operation and
administration of its business. As an employee, you are required to be
familiar with safety regulations.
The Company has a Safety Committee, which consists of employee
representatives from various departments as well as management
representatives. The Safety Committee inspects the facility and submits
recommendations to reduce and eliminate industrial hazards.
Employees have a role and a responsibility in maintaining a safe work
environment by following safe work procedures and practices. If employees
believe unsafe or unhealthy conditions exist in their work area, they should
contact their supervisor immediately. If questions arise concerning materials
the employee is working with, material safety data sheets are available from
supervisors.
HOUSEKEEPING
It is the responsibility of all employees to maintain a safe and clean work area.
Work areas must always be used in the appropriate manner for which they
were designed and laid out. Employees are responsible for observing the
following guidelines and reporting all violations to Human Resources.
Maintain an orderly work area (i.e. desk, floor space, bookcases,
and cabinets).
Do not store parts and hardware in cubicle work areas.
Do not stack boxes, crates, etc., under desk area or on top of
shelves.
Do not unnecessarily leave drawers and doors open.
Do not obstruct doorways, corridors, or stairs.
Keep electrical cords untangled, in neat order, and routed to
electrical outlets. (Do not route cables across floors).
If food and drink is allowed in your work area (not allowed on the
production floor or machine shop), keep them away from
computers, phones, etc.

Do not leave dirty cups, empty food containers, or other used

utensils in your work area.

SMOKING POLICY
In order to create a healthy atmosphere for employees, we have developed a
Smoking Policy, which addresses this issue:
1.
2.
3.

Smoking is permitted only in designated areas.

Smoking is only permitted during regular break and meal periods.
Additional smoking breaks are not authorized.
Cigarette butts must be disposed of in ashtrays and receptacles
provided, not in trash containers nor on the grounds.

DRUG-FREE WORKPLACE
The use, sale, offer to sell, purchase, transfer or possession of any alcoholic
beverage, illegal drug or legal drug while on company business or on
company premises or property is prohibited. In addition, employees must not
have alcohol, illegal drugs, legal drugs, or their metabolites in their bodies
while on the job. Legally prescribed or non-prescription medications are only
excluded from this rule and permitted to the extent that the use of such
medications does not adversely affect the employee's work ability, job
performance, or the safety of that individual or others. Compliance with these
rules is enforced through the use of pre-employment drug and alcohol testing,
"reasonable cause" testing, searches, and by imposing discipline on
employees found to be in violation of these rules.
SOLICITATION/DISTRIBUTION RULE
In order to avoid disruption of Company operations, the following rules shall
apply to solicitations and distribution of literature on Delta Design's property or
in its facilities:
Outsiders: Persons who are not employed or officially sponsored by the
Company may not solicit, sell, conduct business, or distribute literature on
Company property at any time for any reason.
Employees: Employees of the Company may not solicit during working time
for any purpose. (See "Working Time" below.) Literature, posters, handbills
or notices may not be distributed in the work areas, even during non-work
time.
Working Time: Working time includes the working time of both the employee
conducting the soliciting or distributing and the employee to whom the
soliciting or distributing is being directed. Non-work times are break periods,
meal periods, or any other specified periods during the workday when
employees are not engaged in performing work tasks.
PERSONAL WORK/USE OF COMPANY PROPERTY

Personal work may not be performed on Company time. The Company does
not allow the use of their equipment, facilities and material for non-Company
purposes.
Personal telephone calls must be minimized and limited to those of an
emergency nature. Employees who need to make any personal calls with
additional charges such as long distance or overseas calls or calls to cellular
phone must secure permission from HR; HR shall evaluate nature and validity
of the request.
All computer files, e-mail and voice-mail messages are Company property.
The Company may access any Company property, including any employee's
computer, voice mail or e-mail, at any time it deems it necessary or
appropriate. All employees will be required to sign an "Employee Computer,
Internet access, E-Mail and Voice Mail Agreement" as a condition of
employment.
UNIFORMS AND PROTECTIVE DEVICES
The Company shall provide employees with appropriate uniform to ensure
that company image of professionalism and progressiveness is embodied by
its employees. All employees are required to wear the company prescribed
uniform.
For office and support personnel, Fridays will be considered more casual, and
employees may wear presentable denim or jeans and casual shirts or blouse.
Production and field service engineering personnel shall wear their prescribed
uniform together with the company provided protective devices such as safety
shoes, goggles and ear plugs while on duty. Safety devices must not be
taken out of the factory and must be left in lockers before leaving the factory
premises.
The Company shall replace protective devices if damage is due to wear and
tear. Employees must surrender their old or damaged protective devices
when requesting replacement.
Lost or damaged protective devices due to poor handling or carelessness
shall be charged to the employee.
PANTRY
The Company shall provide a pantry where employees can take their snacks
and meals. The pantry must be kept clean and orderly at all times and
employees should practice a clean as you go habit.
Food must be properly kept and stored at the designated areas only.
Improperly stored food shall be disposed of immediately to avoid pests such
as ants, rodents, cockroaches and the like.

Snacks and meal schedules must be observed by employees. Over staying

in the pantry is strictly not allowed.

LOCKERS
The company shall provide appropriate employees with lockers where they
can safely keep their personal belongings and company issued protective
devices. Swapping or transfer to another locker is not allowed.
Defacing lockers with stickers and markings is not allowed. Any damage or
dents in the locker shall be charged to employee.
Food and tool storage inside the lockers is not allowed as well as eating
inside the locker rooms. Security personnel and HR may conduct announced
or unannounced random or general locker inspection.
Any violation to the locker policy is subject to appropriate penalty.
PERSONAL PROPERTY
The Company is not responsible for the theft of a vehicle or for property taken
from a vehicle, or for any damage to a vehicle while it is on Company
property, or for the damage or loss of any other personal property kept on
Company premises or used while engaged in Company business.
SHUTTLE SERVICE AND EMERGENCY VEHICLE
The Company shall provide employees with shuttle service from the factory to
the Carmelray gate and vice-versa. Pick-up schedule at the designated area
shall depend on the shift and work schedule of the employees.
Employees with special shuttle service requirements must coordinate with HR
in advance for arrangement with the vehicle provider.
The Company shall also provide an emergency vehicle for night shift
employees. Emergency drivers shall be assigned to ensure safety of the
passengers.
VISITOR CONTROL
The security personnel on duty shall regulate entry and exit to the company
premises. The security personnel shall inspect the bags/belongings of visitors
prior to exit from the company premises.

All visitors must sign the visitor log and be issued an I.D. badge. Visits by
former employees, family members, or other personal visits must be approved
by an authorized manager and visitors escorted by a Delta employee.
Visitors may be received at the visitors lounge only and such visits must be
limited or avoided.

TRAFFIC CONTROL/PARKING
Traffic regulations concerning vehicle operation are important to the well being
and safety of all employees at the Company. For this reason, all posted
speed limits must be observed. Do not park in visitors and handicapped
spaces or fire lanes.
RESOLVING PROBLEMS
If there is something about an employee's job, or Company work-related issue
that is bothering the employee, or if the employee has cause to feel that he or
she is not being treated fairly, the Company is willing to listen and believes in
an open-door policy. In order to have open communication, there must be
mutual respect. Employees are encouraged to meet with their immediate
supervisor with questions or problems related to their job or feelings of well
being.
If employees do not receive a satisfactory answer of resolution from their
immediate supervisor, they will be allowed 5 working days to refer the problem
in writing to their department vice president. If the employee is not satisfied
with the decision of the department vice president, he or she may request an
appointment for a personal interview with the President through the Human
Resources Manager.
The Company does not tolerate harassment in the workplace, including
sexual or racial harassment. If an employee feels they have been subject to
harassment, as stated in the Company Harassment policy, they should
immediately contact the Human Resources Manager. Please remember, don't
keep a problem inside. A solution can't be reached if the appropriate
personnel are not notified. Employees may follow this approach without fear
of reprisal.
REDUCTION OF HOURS
It may become necessary or appropriate from time to time for the Company to
reduce its staff. In this event, the selection of employees to be terminated will
be made solely on the basis of the Company's assessment of each
employee's skills and abilities measured against the Company's needs and
each employee's individual qualifications and demonstrated performance in
meeting those needs.

The Company shall be the sole judge of employee skills, and abilities, and the
needs of the Company when determining which employees will be retained.
When an employee terminates for any reason, all Company properties must
be returned and checkout procedures completed.

SEPARATION FROM THE COMPANY

The company acknowledges that an employee may leave the organization
prior to retirement, either at their own initiative or that of the company. If an
employee resigns, a thirty day notice period is required prior to the official
date of resignation.
A letter of resignation is required. The letter must be duly acknowledged by
the immediate superior and HR. The employee will be required to conduct
proper endorsement of pending obligations and other matters to a designated
employee.
The employee will also be required to sit down with HR for an exit interview
and to turn over their ID card, keys, manuals and other properties of the
Company. All loan balance must also be settled.
The employee will be cleared from the Company after successfully completing
the above and when the Clearance Form has been duly signed off by required
signatories.
DELTANS BENEFIT
EMPLOYEE BEENFIT
DELTA DESIGN PHILIPPINES LLC
Medical, Dental, Optical and Insurance Benefits
Group Healthcare
DDPI shall ensure that its employees are healthy and physically fit to perform
their job. All DDPI regular employees shall be adequately covered with
medical and hospitalization plan.
The plan consists of in-patient or
hospitalization benefit, outpatient consultation and emergency treatments.
Details of coverage are as follows:
Non-Exempt Employees
Exempt Employees

: small private room; MBL of P100, 000

: large private room; MBL of P150, 000

Non-exempt employees are also given the option to enroll a maximum of two
(2) immediate dependents in a semi-private plan at 50% subsidized premium
cost. Dependents in excess of the entitlement may still be enrolled at the
expense of employee.

Exempt employees may enroll a maximum of two dependents in a private

plan at 100% premium subsidy.
Immediate dependents of married employees are the spouse (not more that
65 years old) and children (single; not more than 21 years old) while
immediate dependents of single employees are the parents (not more than 65
years old).
Outpatient Medicine Reimbursement
DDPI shall provide regular employees and their immediate dependents with
financial assistance for their medicine expenses. The reimbursable amount is
P 2,000/ per year and is not carried forward to the succeeding year.
Immediate dependents of married employees are the spouse and children
(single; not more than 21 years old) while immediate dependents of single
employees are the parents and children.
Only vitamins and doctor-prescribed medicines are allowed for
reimbursement. Official receipts and prescriptions must be presented when
claiming reimbursement.
Dental Benefit
DDPI shall assist regular employees in availing of basic dental care or simple
dental treatment such as consultation, emergency dental treatment, tooth
extraction, prophylaxis, temporary and permanent filling.
Dependents that are enrolled in medical plan shall also be covered with dental
benefit.
DDPI shall also partner with dental clinics to provide employees and their
immediate dependents with affordable dental treatments and needs such as
dentures, jackets and the like. Employees can avail of discounted treatment
and loans at the DDPI accredited dental shops. Loans are payable through
salary deduction and number of payments shall depend on the amount of
loan.
Optical Benefit
DDPI regular employees can avail of free eye refraction and consultation at
DDPI accredited optical shop. Employees who need eye gadgets such as
eye glasses and contact lenses can avail of discounts and interest free loans
at these accredited optical shops.
Loan payments shall be made through payroll deduction and number of
deductions shall depend on the amount of loan.
Annual Physical Examination and Executive Check-up

DDPI shall ensure the well-being of its employees through an annual physical
examination for all regular employees. Type of examination shall depend on
employee classification.
The physical examination shall include: chest x-ray, CBC, urinalysis, fecalysis,
visual acuity, ECG (for employees 35 years old and above), Pap smear (for
female employees 35 years old and above) and evaluative consultation.
Life and Accident Insurance
DDPI shall provide some measures of financial security and protection for the
family of its employees in case of some unforeseen events such as death or
accident. Regular employees will be covered with life and accident insurance
for the duration of their employment with DDPI. Employee coverage is
twenty-four (24) times the monthly basic salary of employees not exceeding
P5M.
In addition, all regular employees are also covered with Accidental Death and
Dismemberment, Total and Permanent Disability and Terminal Illness Benefit.
Emergency and Personal Loans
Emergency Loans
DDPI shall assist employees during their emergency situations such as
hospitalization or death of dependents. DDPI employees can avail of interest
free emergency loans and the maximum loan amount is 1.7 times employee
monthly salary, subject to 45% net take home pay evaluation.
Loan payments shall be made through payroll deduction and number of
deductions shall depend on the loan amount.
Personal Loans
DDPI employees can avail of personal loans at DDPI accredited lending
institutions or banks, at discounted interest rates. Personal loans can be used
to purchase appliances and furniture at partner establishment at 0% interest
or can be loaned as cash with discounted interest. The amount of loan
depends on the monthly salary of employee subject to loan evaluation and
approval.
Loan payments shall be made through payroll deduction and number of
deductions shall depend on the loan amount.
SUBSIDIES AND ALLOWANCES
Rice Subsidy

DDPI shall assist its employees with their basic needs by providing monthly
rice subsidy in the form of cash to all its regular employees. The subsidy,
amounting to P600/month is tax-free and shall be credited through payroll.
Shuttle Service and Transportation Allowance
DDPI shall provide employees with shuttle service and transportation
allowance to ensure convenience and to assist in transportation expenses of
employees.
Shuttle service pick-up schedule and pick-up points shall be arranged based
on employee shift and schedules. Special shuttle service request can be
arranged with HR.
Transportation Allowance, amounting to P390/month, is tax-free and shall be
included in the 15th and 30th of the month payroll.
Supervisor, Managers and employees whose work requires frequent travel
such as field service engineers and technicians can be provided with a
monthly vehicle allowance at management discretion.
Mileage Reimbursement
DDPI shall reimburse employees who use their personal vehicle for official
business through mileage reimbursement. Mileage reimbursement is P15/km
for use of personal vehicle.
Employees with vehicle allowance are only allowed to claim additional
mileage reimbursement if their mileage claim for the month is in excess of
their monthly vehicle allowance.
Overtime Meal Allowance
DDPI employees who render overtime shall be provided with a meal
allowance. Guidelines for qualification are as follows:
Shifting Employee: Needs to work at least 3 hours in excess of normal
9 hour day.
Support Employee: Needs to work minimum of 10 hours.
All employees will be eligible for additional meal allowance for every four (4)
hours thereafter. Amount and form of allowance depends on the nature of
overtime work.
If overtime work is unplanned and is requested without giving employees time
to prepare for their meals, the overtime meal allowance is up to P150 worth of
food delivery.
If overtime work is planned and employees were notified in advance thereby
giving them time to prepare packed meals, the overtime meal allowance shall

be given in cash. Overtime meal allowance is P60 and is credited through

payroll. Overtime meal allowance is tax-free.
Per Diem for Local Business Trips
DDPI shall provide employees with per diem allowance for local business trips
to cover additional meal expenses incurred while attending to official duties.
Per Diem allowance is as follows:
Breakfast
Lunch
Dinner

:
:
:

100
200
300

Employees can avail of per diem allowance for out of home base trips only.
The home base of an employee is defined as follows:
Factory Employee
FSE group (Baguio)
FSE group (Cavite)

: DDPI factory
: TI Factory
: All customer sites

Claim for per diem allowance is subject to departure and arrival time from the
home base:
Breakfast:
Lunch:
Dinner:

can be availed if employee is out of home base by 6AM to 9AM;

can be availed if employee is out of home base by 11AM to 1PM
can be availed if employee is out of home base by 6PM onwards

Per diem allowance for a particular meal period should not be claimed if Delta
will provide food, or shoulder meal expenses during meetings or training.
Uniform and Protective Gadgets
DDPI shall ensure that its employees project an image of professionalism and
pride by providing uniforms to all regular employees.
Production personnel shall be provided with adequate protection during their
shift. They will be provided with safety shoes, goggles and ear plugs to
ensure their safety and wellness.
Field Service Engineering group shall be provided with the attire required by
their work and customer, such as smocks, clean room shoes and goggles.
Educational Assistance
DDPI shall encourage continuous learning and improvement among its
employees and shall support employees who want to pursue a college degree
or a masteral degree in a field related to DDPI business or the current work
assignment of employee.

Regular Employees may reimburse their educational expenses provided that

the enrollment in the course has been pre-approved by immediate superior
and HR.
Maximum Limit of Reimbursement is P15,000/semester or P30,000/year.
Wedding Gift
Regular employees of DDPI who get married during their employment at
DDPI shall be given a wedding gift in the form of a gift certificate. The gift
certificate shall be valued at P6,000. Employees should submit their
authenticated marriage certificate as proof to avail of the gift. Availment of
this gift is allowed only one time.
Maternity Assistance
DDPI shall assist its female employees with their expenses during
maternity/delivery through reimbursement of maternity expenses.
The maximum amount of assistance shall be as follows:

Miscarriage: up to P5,000
Normal:
up to P5,000

Caesarian:

up to P10,000

The maternity assistance will cover expenses for room and board, doctors
fees, etc. The maternity assistance is reimbursement type and necessary
receipts and documents must be submitted to support the claims. Required
documents are as follows:

Official Receipt
Certified true copy of birth certificate

Medical Certificate (stating nature of delivery: i.e. normal,

caesarian)

Statement of Account (with itemized hospital bills)

Bereavement Assistance
DDPI shall provide assistance to an employee or his family in the event of
death of the employee or his immediate dependent to help defray burial
expenses. The amount of the assistance is P5,000.
A death certificate must be submitted by an employee to claim the assistance.
For purposes of this claim, immediate dependents are defined as follows:
Married Employees: Parents, spouse and children

Single Employees: Parents and children

DDPI shall also send wreath/flowers as geographic location permits.
LEAVES
Vacation Leave
DDPI shall provide employees with an opportunity to recharge and relax from
the usual day to day work activities and to attend to personal or family
concerns.
DDPI shall grant all regular employees with paid vacation leave. Employee
entitlement shall depend on tenure. Details are as follows:
1st year:
2nd year to 4th year:
5th year to 9th year:
10th year and above:

12 days pro-rated
12 days
18 days
24 days

Vacation leaves are being accrued monthly based on employee entitlement.

Probationary employees may use their accrued vacation leaves upon
regularization only.
Vacation leaves must be filed and approved 2 days before the intended leave
and minimum filing is one (1) day. Half (1/2) day vacation leave is not
allowed.
Vacation leaves will accrue during prolonged medical leave while vacation
leave accrual of employees on personal leave will be suspended.
Vacation leaves are not convertible to cash. However, if an employee is
unable to use up all the vacation leave entitlement for the year, the unused
leaves will be carried forward. Maximum leave accrual is as follows:
1st year to 4th year:
5th year to 9th year:
10th year and above:

18 days
24 days
30 days

All accrued and unused vacation leaves will be paid upon termination of
employment.
Sick Leave
DDPI grants paid sick leave to qualified employees to provide them with
sufficient time to recuperate from illness or injury. All regular employees are
entitled to 15 days of sick leave.

Sick leave starts accruing from the hire date of an employee. Sick leave
accrual continues during prolonged medical leave while accrual is suspended
during prolonged personal leave.
To be entitled to sick leave, an employee must immediately notify his or her
immediate superior of the absence. Employee must file an Employee Leave
Form upon return to work. A medical certificate must be presented for sick
leave of 4 days or more. A medical clearance stating that an employee is fit
to work must be submitted also if an absence is due to a serious or
communicable illness.
Unused sick leaves in excess of five days are converted to cash every
February of the following year. The basic salary of the employee during the
time of conversion is being used as reference in sick leave cash conversion.
Remaining sick leave after the conversion will be carried forward to the
following year.
Emergency Leave
DDPI shall provide employees with 4 days of emergency leave to give them
time to attend to unforeseen circumstances or emergency situations such as;
(1) hospitalization/confinement of an immediate family member; (2) vehicular
accident involving employee or immediate dependent; (3) cases of major
calamity such as typhoon, flood, fire, earthquake or (4) transport strike
Employee should notify his or her immediate superior before the start of the
work schedule or as soon as the situation allows. Documents such as
certificate of confinement, declaration of calamity, police report and the like
must be submitted to support the emergency situation of the employee.
Wedding Leave
DDPI employees are provided with 3 days wedding leave. Only regular
employees who are still employed during the wedding date are entitled to
avail of this benefit. The wedding must be the first legal wedding of the
employee. An employee must seek advance approval of his/her immediate
supervisor. Proof of the wedding must be attached to the leave form.
Maternity Leave
DDPI extends maternity leave to female employees in accordance with the
policies of the Social Security System. To avail of the benefit, pregnant
employees should accomplish the Maternity Notification Form as soon as the
pregnancy is known. Below is the allowed duration of maternity leave:
Normal Delivery/Miscarriage:
Caesarian Delivery:

60 Calendar Days
78 Calendar Days

Female employees can only claim maternity pay up to the 4 th pregnancy.

Pregnancy in excess of 4 is no longer covered.
Employee should notify her immediate superior at least a month before
availment of the planned maternity leave. Any leave extension must be
supported by a medical certificate. Employee should submit all the required
documents upon returning from maternity leave.
Paternity Leave
DDPI provides male employees with paternity leave in accordance with law.
Male employees should notify their immediate supervisor a month in advance
of their intention to avail of paternity leave. Proof must be submitted to
support the request.

Bereavement Leave
DDPI grants bereaved employees with bereavement leave to give them time
to pay respects to departed immediate family members and attend the wake
and/or funeral. Following is the leave entitlement:
Within Luzon:
Outside Luzon:

up to 3 days
up to 5 days

For purposes of bereavement leave, immediate dependents are defined as

follows:
Married Employees:
Single Employees:

Parents, spouse and children

Parents and children

Death certificate must be submitted to avail of this benefit.

BONUSES AND STOCKS
13th Month Pay
DDPI provides 13th Month Pay in compliance with statutory requirements. All
employees with at least one (1) month of service by December 31 are entitled
to 13th Month Pay.
The formula for computing the 13th pay of employees with at least 1 year of
service is total annual basic divided by 12.
For employees with less than 1 year service, computation of 13 th month is prorated from hiring date.

Half of the 13th Month pay is released every May using the current basic
salary of the employee as reference and the other half is released in
December.
Performance Bonus
Performance targets are given to DDPI employees at the start of each
appraisal period. Based on the achievement of these performance targets by
DDPI, employees shall receive performance bonus. Performance bonus also
considers the performance of employees.
On top of the DDPI performance bonus, Delta Design, Inc. also provides
employees with bonus based on the overall performance of Delta Design, Inc.
All performance bonuses are discretionary on the part of Delta Design, Inc.
management.
Performance bonuses are released every February.
Employee Stock Purchase Plan
DDPI employees are given the option to purchase Cohu Inc. stock every May
and November. Purchase price is whichever is lower between the price of
stock at the start of the offer period and the price of stock at the end of the
offer period, less 15%.
HOLIDAY AND OVERTIME PAY
DDPI grants overtime pay to employees who render work beyond the regular
working hours and holiday pay for work during legal and special holidays.
Overtime and Holiday pay rates are as follows:
Holiday Pay Rate

2.00 X daily rate - for work performed on

a regular holiday

Premium Pay Rate

1.30 X daily rate - for work performed on

rest days or special days
1.50 X daily rate - for work performed on
a rest day which is also a special day

Overtime Pay Rate

1.25 X the hourly rate - work performed

on ordinary working days
1.30 X the hourly rate - work performed
on a rest day, special day and regular
holiday

Night Shift Differential

Premium

10% of the hourly basic pay for each hour

of work - for work performed between
10pm and 6am

Standby Allowance

2 hour basic pay for each day - phone

support only

REWARDS AND RECOGNITION

DDPI values employees who have exhibited loyalty and dedication to the
Company through a Service Awards program. Service Awards are as follows:
5th year in Service:
10th year in Service:
15th year in Service:

P5,000 worth of gift certificate

P10,000 worth of gift certificate
P15,000 worth of gift certificate

RETIREMENT
DDPI provides a retirement plan based on the provision of the labor code.
The current provision is 1/2 month salary for every year of service for
employees who retire upon reaching the age of 60.
DELTANS CODE
CODE OF CONDUCT
DELTA DESIGN PHILIPPINES LLC
STATEMENT OF POLICY
Deltans Code is formulated by Delta Design Philippines, LLC to ensure a well
run and pleasant working environment for its employees. These rules are
necessary for the orderly operation of the business and to foster and maintain
a working environment that allows employees to perform their duties and
responsibilities to the best of their abilities, exercise self discipline and live the
values of the company.
Delta expects its employees to observe acceptable standards of conduct in
the performance of their work, in handling company property, and in dealing
with co-employees and customers.
Rules are not exhaustive, and the company reserves the right to impose
discipline, modify an employees position, or terminate an employee whenever
it deems appropriate.
OBJECTIVES

1. To establish acceptable standards of conduct for all employees and

identify unacceptable conduct that could result in disciplinary action
2. To develop policies and procedures that Delta employees must adhere
to in carrying out their day-to-day activities
3. To instill within each team member the virtue of being responsible,
orderly and organized in all undertakings, thereby ensuring efficient
business operations
4. To inform employees that Deltans Code is established to prevent
and/or correct unacceptable behavior and performance----employees
should realize their mistakes and learn from them
5. To establish guidelines for the administration of appropriate corrective
and/or disciplinary measures and sanctions on team members violating
these rules.

DELTANS WAY
To ensure that every one is aligned with the companys norm of conduct and
has a good understanding of Deltans Code, the company has established
guidelines on how we should communicate and interact with each other, with
our customers and with other business partners. These are the Deltans Way:
Customers
1. We must be customer-focused. As we live by the rule that our
customers are the life-blood of our business, therefore, we should
value our customers by giving prompt and effective resolutions to their
requests and issues.
2. Everyone has customers and we always strive to delight them.
Customers are the reason for our business existence.
3. We must be honest in dealing with customer concerns.
Superior and Co-Worker Relationships
1. We must treat each other with openness, trust and respect regardless
of position, age, sex, social status or appearance. Respect must be
extended to the property and privacy of co-employees.
2. Everyone should foster team spirit within the organization. Each
employee is expected to contribute consistently to team efforts to
improve unit/departments performance.

3. We must be honest and truthful in all our dealings with superiors and
co-workers.
4. All employees are expected to be punctual and orderly. Working hours
must be spent in attending to work responsibilities and activities which
are not related to these work responsibilities must be avoided.
Company Image
1. We will strictly adhere to ethical and legal standards. It is our policy to
conduct our business affairs honestly and in an ethical manner
consistent with good corporate citizenship.
2. We must show a high degree of integrity and professionalism in
relating with fellow employees, customers, guests, suppliers and other
business partners that do, or seek business with Delta. Accepting gifts
or gratuities from firms, organizations, their employees, agents or other
individuals who may or do business with Delta is not allowed.
3. Observing and maintaining high quality standards is everyones
responsibility. We must do our own share to ensure consistency in our
product quality and in the service we provide.
Company Resources
1. Company property should be used only for business purposes. The
company may access any Company property any time it deems
necessary or appropriate. All computer files, e-mail and voice-mail
messages are considered Company property.
2. We will exercise prudence and diligence in the use or availment of
company resources and facilities regardless of size and value.
3. We will observe frugality in the use of company resources. We will use
only those that are necessary and within the prescribed standards to
ensure efficient management of our expenditures.
4. We will do an honest and accurate report of company funds or property
in our care.
Health, Safety and Security
1. We will maintain confidentiality of records, documents and/or
information which are in our custody.
2. We will be trustworthy in handling money, financial records and status
reports.
3.

We will protect the interest of the company by not working with or

assisting in any manner, any business competitor, whether with or

without financial consideration and not engaging in acts that can be

considered as conflicts of interest.
4. We will protect the interest of all employees, customers and the
company by ensuring a healthy and safe work environment.
Attendance and Work Hours
Our business requires physical presence at work; therefore, it is of primary
importance for each employee to strictly observe his official work
schedule, meal breaks and performance of official functions. An employee
is hampering the business operations when he deviates from his assigned
schedule and usual route whether through absence, tardiness,
unauthorized shifting, malingering or pursuing personal interest on
company time.
Every employee is therefore, expected to strictly observe his/her official
work schedule.
1. An employee may not change his work hours or exchange shifts with
another employee without his superiors written notice.
2. All leaves of absence (vacation, sickness, bereavement, marriage),
whether with pay or without pay, must be reported and filed.
3. Vacation leave must be planned and filed ahead of time. Immediate
superior must be notified at least 2 days before the intended leave.
4. If an absence is due to an emergency, the immediate superior must be
notified at least one (1) hour before the official time. The emergency
leave may be approved upon validation of the reason.
5. In case of sickness, a notification must be given to immediate superior
at least two (2) hours before the official time. A medical certificate must
be submitted for sick leave of three (3) days or more.
6. Habitual sickness may be verified by superior and if an employee is
found not to be telling the truth, he may be charged with dishonesty.
7. Habitual or excessive tardiness i.e. more than six (6) occasions within
a month, is a neglect of duty in general, and therefore, subject to
disciplinary action.
8. No employee may swipe in for another, or allow another employee to
swipe in for him.
9. An employee who works less than his regular work hours by taking
time-off earlier than his authorized schedule, incurs an undertime.
Undertime is subject to salary deduction. Undertime must be approved

by immediate superior at least two (2) hours before the intended

undertime.
10. An employee who will go on fieldwork or official business must seek
prior approval of the immediate superior and must accomplish the
Official Business Form.
UNACCEPTABLE
ACTION

BEHAVIOR

&

CORRESPONDING

CORRECTIVE

Violation against the Deltans Way is considered deviation from the companys
standard of behavior and thereby, an unacceptable behavior. The degree of
offense varies from Minor, Moderately Serious, Serious, Very Serious and
Extremely Serious.
General Provisions
1. The implementation of corrective action should be taken as an
opportunity to coach, counsel and foster a healthy and open two-way
communication between the employee and his immediate superior
rather than to exact punishment on the employee.
2. Responsibility to assist an employee to act in conformance with the
acceptable standards of behavior rests on the immediate superior. It is
the responsibility of the immediate superior to ensure that appropriate
corrective action is carried out as prescribed in the Code or as decided
by Management after conducting its own investigation and/or after
review by HR. Further, it is the responsibility of the immediate superior
to coordinate with HR at all times especially on those corrective actions
that may involve corrective suspension or dismissal.
3. In taking corrective action, the employees immediate superior shall at
all times be guided by the principles of consistency and fairness. His
decision should be free from bias, prejudice and influence.
4. The reckoning period for corrective actions taken against employees
for acts or omissions committed are:
a. Records on corrective action including those with less than or
equal to three (3) days suspension shall remain in employee
record for one (1) year from the date of infraction
b. Records on corrective action with more than 3 days suspension
shall remain in employee record for two (2) years from date of
infraction
5. An employee who received written warnings and/or got suspended
three (3) times as a disciplinary measure for various offenses within the
reckoning period shall be dismissed from service on the 4 th instance.
The corresponding remedial or disciplinary actions are as follows:

A. Counseling: A one-on-one meeting between an employee and immediate

superior where the superior:
a. reminds and advises employee of his offense;
b. embodies reminder and advice in a memo, cc 201 file;
c. agrees with and assists employee on an improvement plan that the
employee should undertake;
d. reminds the employee of possible consequences should the offense
be committed again;
e. monitors his/her future conduct;
B. Verbal Reminder: A verbal reminder to the employee calling his/her
attention to an infraction and where the superior:
a. reminds and advises the employee of their offense
b. embodies reminder and advice in a memo; cc 201 file;
c. reminds employee that in case of subsequent commission of the
same act or omission, a stiffer corrective action shall be taken;
d. agrees with and assists employee on an improvement plan that the
employee should undertake;
e. monitors his/her future conduct;
C. Written Warning: A written notice to the employee where the superior:
a. reminds and advises employee in writing of the offense made; cc 201
b. reminds employee that in case of subsequent commission of the same
act or omission, a stiffer corrective action shall be taken;
c. agrees with and assists employee on an improvement plan that the
employee should undertake;
d. monitors his/her future conduct;
D. Suspension: A temporary debarment of an employee from work without
pay and where the superior:
a. reminds and advises employee in writing of the offense; cc 201
b. temporarily relieves the employee from work for a certain number of
working days without pay to allow the employee to contemplate, plan
and adopt a resolution and conform with the acceptable standard of
behavior.
c. agrees with and assists employee on an improvement plan that the
employee should undertake;
d. monitors his/her future conduct;
E. Dismissal: An involuntary separation from service where the employees
immediate superior terminates his/her employment with the company,
either due to an extremely serious offense or actual damage to company
property and where based on the judgment of the superior, the behavior of
the employee can no longer be rectified through coaching and counseling.

A dismissed employee forfeits all his benefits and privileges.

LEVELS OF DISCIPLINARY ACTION

NO. OF
OFFENSE
COMMITTED

A
Minor

1st

Counseling

Written
Warning

2nd

Counseling

3rd

B
Moderately
Serious

CATEGORIES
C
Serious

D
Very
Serious

E
Extremely
Serious

3 Days
Suspension

6 Days
Suspension

Dismissal

3 Days
Suspension

6 Days
Suspension

Dismissal

Verbal
Reminder

6 Days
Suspension

Dismissal

4th

Written
Warning

Dismissal

5th

3 Days
Suspension

6th

6 Days
Suspension

7th

Dismissal

A MINOR penalty is imposed on an employee whose act or omission created

minor disruption and does not require immediate penalty upon the
commission. Repetition of such act or omission will be penalized accordingly.
A MODERATELY SERIOUS penalty is imposed on an employee whose act or
omission creates moderate disruption within the factory and affects the
smooth flow of operation.
A SERIOUS penalty is imposed on an employee whose act or omission
creates considerable disruption within the factory and affects the smooth flow
of operation.
A VERY SERIOUS penalty is imposed on an employee whose act or omission
affects safety and smooth flow of operations or shows willful disregard for
established rules, regulations, working relationships and lawful authority.
An EXTREMELY SERIOUS penalty is imposed on an employee whose act or
omission poses an immediate or potential threat to integrity, security, property
or welfare of the Company or to the interest of its business as a service entity.
DUE PROCESS

An employee in an administrative case is presumed innocent unless proven

otherwise. An employee shall be given the opportunity to explain his side
through:
1. Notice of Incident the employee shall be notified in writing on the
observed behavior
2. Explanation the employee shall be given sufficient opportunity to
explain his side
3. Investigation thorough investigation of facts shall be conducted by
immediate superior.
4. Notice of Decision decision shall be rendered only after considering
all the facts. Whatever corrective actions shall be implemented will be
based on a fair and just consideration of all evidences presented.
Forms will be used to ensure that the procedure is properly observed.
Copies of the form may be secured from HR.

ACTS/OMISSIONS AND CORRESPONDING CORRECTIVE MEASURES

A.

Dishonesty

One of the major foundations of a peaceful co-existence in the Company is

the atmosphere of mutual trust and confidence and eliminating acts of
dishonesty.
There is dishonesty when an employee omits to do, commits an act or
conceals a fact, which shows a lack or absence of integrity, a violation of the
trust given to him by the company or an intention to betray, cheat or defraud
the company or its representative in connection with employees work.
Below are some examples of acts of dishonesty:

1.
2.
3.
4.
5.
6.
7.

DESCRIPTION OF DEVIATION/OFFENSE

CATEGORY

Defrauding, attempting to defraud or conniving with another

person in defrauding the Company of its funds or property.
Theft or attempting to steal DDPI property or the personal
property of another employee
Unauthorized use or keeping of company funds and/or
property
Unauthorized disbursement and/or misappropriation of
company funds or disposal of company property
Revealing companys confidential financial or trade secrets
or any confidential information, data or documents, unless
authorized by the Company
Engaging in activities that may directly or indirectly compete
with DDPI
Soliciting or accepting bribes, payments, fees, loans,

E
E
E
E
E
E
E

8.
9.
10.
11.
12.
13.
14.
15.
B.

services or gifts from an employee, supplier or business

entity that does or seeks to do business with or in
competition with DDPI for personal gain; other than those
considered as tokens
Falsifying, attempting to falsify, or tampering with company
records and documents to promote personal advantage/gain
or conceal errors, omissions or fraud
Substituting DDPI materials, tools and equipment with
another of inferior or lesser value for personal gain
Serious misrepresentation or deliberately falsifying any
material fact or other company records either when applying
for employment or during employment.
Obtaining company materials, documents and/or producing
fraudulent papers for misrepresentation purposes.
Giving false testimony during company investigation or any
other official investigation affecting the company.
Falsifying/tampering time sheets or any timekeeping record
of an employee or a co-worker
Timing in/out for another employee or allowing ones time
in/out to be done by another to record unworked time
Allowing or causing an unauthorized person, non-eligible
person to avail of ones company privilege or benefit

E
E
E
E
E
E
E
B

Neglect of Duty

Neglect of duty is committed when an employee fails or omits to carry out his
responsibility, task or duty or performs them without exercising due diligence
that results in damage, harm, or prejudice to the interest of Delta. This type of
offense can fall under simple negligence or gross negligence. Simple
negligence is an act done in good faith which resulted in error of judgment.
Gross negligence means an absence of or failure to exercise even slight care
or diligence and/or thoughtless disregard of the consequence of ones actions
and without any effort to avoid them.

1.
2.
3.

4.
5.

DESCRIPTION OF DEVIATION/OFFENSE

CATEGORY

Leaving work area or company premises while on duty

without permission from immediate superior
Malingering, wasting time or loitering in other places away
from assigned area while on duty
Pursuing any personal interest on Company time, including
sleeping/loafing on the job; frequently receiving visitors
during work time, receiving or making frequent personal
telephone calls, reading or performing work of personal
nature.
Misplacing or causing the loss of company materials,
documents and property.
Failure to immediately report serious issues/concerns to
immediate superior especially when it affects or may affect

A
A
A

B
B

the image of the Company, cause delay in business

operations or grievance against any person.
6.
Negligence in the performance of duties and responsibilities
leading to loss, damage, wastage or spoilage of Company
property. This also includes negligence that causes or may
cause the company to incur expenses or penalties.
7.
Improper or incorrect use of machinery, tools and
equipment, or process causing errors or damage beyond
repair, or repair would entail considerable effort and/or cost
8.
Failure to time in or out when reporting for work and/or
leaving after work i.e. more than thrice (3X) in a payroll cutoff
9.
Frequent or habitual tardiness: Tardiness of more than six
(6) occurrences within a month. This also includes coming
in late for work after meal or coffee break.
10. Hampering operations through excessive absences. Taking
unscheduled vacation leave or personal leave of more than
3 days in a month.
11. Absence Without Leave (AWOL). Failure to report for work
without justifiable reason; unauthorized or unexcused
absence from work or any absence without call or
notification before or during the work schedule or shift.
1st Offense
1 day AWOL
2 to 3 consecutive days AWOL
4 to 5 consecutive days AWOL
More than 5 days (abandonment of work)

B
A
A
A

B
C
D
E

Note : Succeeding AWOL offenses shall merit the next

higher penalty
C. Misconduct
Misconduct is an act or omission that is obviously done to cause harm or illwill to the Company or another employee. This is an act which is considered
improper or contrary to the values of the Company. It is a willful disregard of
some established and definite rule or action and implies wrongful intent and
not mere error in judgment. Misconduct may be simple misconduct or a
serious misconduct.

1.

2.

DESCRIPTION OF DEVIATION/OFFENSE

CATEGORY

Sabotage or intentionally damaging or attempting to damage

Company property or the property of another employee,
including equipment, furniture, utilities and facilities or other
acts inimical to the security and safety of the Company
Being under the influence of liquor, drinking alcoholic
beverages, or taking illegal drugs inside the Company
premises.

3.
4.
5.
6.
7.
8.

9.
10.
11.
12.
13.
14.
15.

16.
17.
18.
19.

20.

Bringing into the company premises or possessing of any

alcoholic beverages , illegal drugs or deadly weapon while
inside the company premises without proper authorization
Taking part in gambling/betting, lottery or any game of
chance on Company time and/or premises
Inflicting or attempting to inflict injury anywhere and anytime
in any dispute involving ones employment, except if act is
done in defense of oneself
Provoking, challenging or instigating a team member to a
fight for any reason
Causing injury to another person due to carelessness or
horseplay
Engaging in horseplay, scuffling, catcalls, unnecessary
shouting or throwing during working time or within company
premises which may result to injuries to others, destruction
of property or disruption of normal operations.
Creating trouble by quarrelling, threatening, interfering,
intimidating, and/or coercing another employee within the
company premises whether on duty or not.
Making or spreading false, vicious, offensive or malicious
statements or gossip against the Company or another
employee whether on duty or not.
Uttering or writing offensive remarks using defamatory or
lewd language against Company or another employee within
the company premises, whether on-duty or not
Causing ill-will and dissension or intrigues among
employees or against another employee
Immoral behavior or carrying out scandalous relationship
especially when it affects or may affect the Company image
and values
Any conduct which violates common decency or morality.
Conniving, allowing, tolerating, encouraging, inducing or
threatening another employee to perform an act which
constitutes a violation of Deltans Code or the official duties
of the latter, or allowing another employee to persuade,
induce or influence self to commit such offense
Intentionally not reporting to the immediate superior or HR a
serious contagious disease which may endanger or affect
the health of other employees.
Failure to report immediately an accident involving company
property, vehicle or personnel
Failure to observe or comply with health and safety rules
and procedures
Vandalism/defacing or marking company walls, materials or
other property. This includes unauthorized posting, writing,
tampering, altering or removing any memoranda or notices
from the bulletin boards or company property without
authorization from Company authority.
Solicitation of donations, circulation of petition, engaging in

E
D
E
E
C
B

D
B
B
B
E
B
E

B
B
A
B

21.
22.
23.

24.
25.

26.
27.
28.
29.
30

usurious activities, selling or peddling during working hours

without specific approval from the company.
Eating in prohibited areas such as production and other
common areas
Creating or contributing to unsanitary conditions such as
littering, improper use of toilets, etc.
Failure to wear prescribed complete work uniform and
protective devices (safety shoes, goggles, ear plugs) and/or
Company ID.
Wearing altered, soiled, deformed or
damaged uniform inside Company premises.
Smoking in non-smoking or prohibited areas
Refusal to submit to or failure to comply with the security
requirement of the company. This includes interfering or
refusing to cooperate with security guards in the
performance of the latters duties.
Unauthorized lending or use of any company property or
materials including company vehicle, tools, machinery or
equipment for employees personal gain or advantage
Unauthorized lending or use of any company property or
materials including company vehicle, tools, machinery or
equipment under normal condition/situation
Unauthorized entry in or use of any restricted area or
allowing unauthorized person/s to enter restricted area i.e.
stockroom, tool crib, server room
Operating and/or tampering with switches, controls,
installations, machines or equipment without authorization.
In a work related or employment environment, sexual
harassment is committed when:

The sexual favor is made as a condition in the

hiring or in the employment, re-employment or
continued employment of the said individual,
or in granting an individual favorable
compensation, terms, conditions, promotions,
or privileges.
Refusal to grant favor results in limiting,
segregating, or classifying the team member
which in any way would discriminate, deprive
or diminish employment opportunities or
otherwise adversely affect said team member
The above acts would impair the team
members rights or privileges under existing
labor laws.
The above acts would result in an intimidating,
hostile, or offensive environment for the team
members.
Harassment is not limited to sexual
harassment; harassment can take many forms
such as physical, mental and emotional

A
A
B

B
B

E
B
A
D

harassment.
Some examples of sexual harassment are as follows:

Displaying pornographic/offensive pictures,

materials or publications in the workplace;
Voyeurism; leering or ogling which is
unwanted, suggestive flirtations and malicious
looking at another; telling smutty jokes
Verbal abuse; derogatory or degrading
remarks or innuendos directed toward others
Stalking; Persistent threats which are sexually
oriented
Requesting for dates or sexual favors in
exchange
for
employment,
promotion,
continued employment and any scenario that
may influence a report or performance rating,
rape, sexual assault, unwanted touching of
private parts, any other acts of malicious
touching

A
A

B
C
E

D. Insubordination
There is insubordination or disobedience when an employee refuses to obey
and/or disregards verbal or written rules, regulations, instructions, policies and
directions of his immediate superiors and/or Company authorities.
An employee, however, has the right to refuse the order of a superior if the
order is unreasonable, unlawful or violates any company rules and
regulations. An employee who follows the order or instruction of a superior,
knowing very well that such order or instruction is unlawful or will violate
company rules, will have to face the disciplinary action and suffer any penalty
imposed due to said action.
Below are some examples of insubordination or disobedience.

1.
2.
3.
4.
5.
6.

DESCRIPTION OF DEVIATION/OFFENSE

CATEGORY

Refusal to carry out reasonable verbal or written job or work

instruction issued by immediate superior
Refusal to follow standard operating procedures or work
instructions
Refusal to accept work, transfer shift or location properly
assigned by immediate superior or showing any
uncooperative gesture
Gross disrespect to superior
Challenging immediate superior or lead-man to a fight
Taking off or not reporting for work in spite of superiors

D
D
D
E
E
B

7.
8.

specific instruction to report.

Failure to report for overtime work without justification,
contrary to schedule approved by immediate superior, after
the employee concerned has agreed to do overtime work.
Interfering or refusing to cooperate with Company officials in
the performance of their duties

B
B

ACCEPTANCE OF THE EMPLOYEE

NAME

_______________________________________

EMPLOYEE NO.

________________________________________

DEPARTMENT

________________________________________

I acknowledge that I have attended the DDPI Code of Conduct orientation and
I also fully understand its contents.
I understand that copies of the Code of Conduct are available at the following
sources should I need to refer to it: HR drop box, HR Department and through
my immediate supervisor
I agree to abide by the policies and guidelines in this handbook and I shall
refer to it for my guidance as I work for DDPI.
SIGNATURE

________________________________________

DATE

________________________________________

This page must be surrendered to HR for your 201 file.