Among the products of the group are computers and peripherals, home

and office furniture, audio/video equipment, telecommunications

equipment, medical and industrial equipment, toys and novelty items,
hardware, electronics and the list goes on. New types of products are
added on a regular basis, as we search for bargains both domestically and
internationally, offering our customers a unique shopping experience
With its continuous growth and success, HMR believes that its greatest
assets are its employees. Every employee is important to the organization
and makes a unique contribution to the whole corporate effort. HMR is
determined to develop, train and assist its employees in meeting the
challenges of their jobs and in assuming more responsible positions in the
future.
This Handbook should not be copied and remains the property of
HMR and therefore upon resignation or separation from the company
must be surrendered to HUMAN RESOURCE AND ADMINISTRATION
DEPARTMENT (HRAD).
Prepared b y: HUMAN RESOURCES AND ADMINISTRATION
DEPARTMENT
APPROVED BY:

SHARLENE CARMAN
Executive Director-HRAD

HMR GROUP OF COMPANIES

COPY
VERSION 2011 / CCL

The HMR venture began in the Philippines on August 4, 1992 as Harrington

Metal Recyclers. In October , 1992 the name was changed to HMR
Philippines, Inc. which is widely known as Your Best Surplus Haus. With
HMRs continuing growth and expansion, the business has diversified into
ten different business units, each of which has its own core
competencies such as the main distributor of products, wholesale/retail
store, environmental compliance, auctions, manufacturing, and
telephone and networking solutions. The business units are as follows:
HMR PHILS ( HQ/SSU) serves as the Shared Services Unit
HMR PHILS (CENTRAL WAREHOUSE) - Main central distribution
warehouse of products to affiliates, Qualified wholesalers and franchise
stores.
HMR PHILS (PROJECT/ LOGISTICS provides trucking and manpower for
pull outs for all affiliates as well as services to other companies outside
the group
HMR Philippines, Inc. Retail branches (Pioneer, Sta. Rosa, Adriatico, ESR,
Araneta, Novaliches, Express, Festival, Jaka)

YOU ARE PART OF OUR TEAM

As a member of HMR, you are expected to contribute your
talent and energy to improve the environment and quality of the
company, as well as its services. In return, you will be given opportunities
to develop and advance your career.
HMR is dedicated to provide our customers with the optimum
level of service.
We require from you good performance and a committed team
attitude. No one will be denied opportunities or benefits on the basis of
age, sex, color or a disability that does not prohibit performance of
essential job functions, nor will anyone receive special treatment for
those reasons. For simplification, in this manual we will use he/him but it
shall be understood to refer to him/her and him/her.
WHAT HMR EXPECTS OF YOU
Your prime responsibility is to know your duties and how to
execute them promptly, correctly and pleasantly. Secondly, you are
expected to cooperate with management and your fellow employees to
maintain a good team attitude. Consequently, whatever your position, you
have an important assignment which is to perform every task to the very
best of your ability. How you interact with your fellow employees,
suppliers, and customers and how you accept direction can affect the
success of your department. In turn, the performance of one department
can affect the entire services offered by our company. If done well and
correctly, the result will be better overall performance of the company
and personal satisfaction for you.
We expect you to voice your opinions and contribute your
suggestions to improve the quality of HMR service. You help create the
healthful, pleasant and safe working conditions that the company intends
for you. Your dignity and that of your fellow employees as well as that of
our customers are important.
EMPLOYMENT OF PERSONNEL

HMR Envirocycle Full Service electronic and mechanical demanufacturing and recycling operations - environmental compliance,
scrap disposal solutions

1)

FAIR DINKUM FABRICATORS A satellite facility cost center that

specializes in manufacturing metal shelving and other item.

The filling of vacancies from within business units or affiliates is highly

encouraged before we do external sourcing. Any vacancies will be posted
by the HRAD Department on the bulletin board of all business units or
affiliates.

HMR Auctions Services, Inc.- (Balintawak, Dau, Sucat) complete

auction and valuation services
HMR Solutions, Inc. - Telecommunications and networking
From its start in metal recovery and recycling, HMR has since broadened
its scope to become a Full Service Asset Management Company. Full
Service means that we work with our clients to assure that their
redundant assets are remarketed, recycled or de-manufactured in the
most efficient and environmentally responsible way, while conforming to
the HMR Product Stewardship Policy.
The key to Full Service Asset Management is integration of each business
units core competencies, (comprehensive asset management,
environmental responsibility and maximum financial returns) from
sourcing, refurbishing, wholesaling, retailing and environmental demanufacturing services. We act as a single source, with the support of key
partners.

FILLING VACANCIES

Employees who have cellphones provided by the company

should handle these with proper care and should refrain from using them
for personal purposes. A company issued cell phone is to be kept open 24
hours per day for emergency contact. Keep your phone charged and
available.
Care must be exercised in using company property and any
employee issued with fixed assets will be held responsible and
accountable for the safekeeping and maintenance. Deliberate abuse or
destruction of any company property will warrant disciplinary action. Any
loss or damage must be reported in writing immediately to HRAD
Department for appropriate action.

RESIGNATION
Employees resigning for whatever reasons are requested to give
their written notice to management at least 30 working days in advance
to facilitate for a smooth and systematic transition of work assignment.
EXIT INTERVIEW
All employees leaving the company for whatever reason shall
undergo an exit interview to be conducted by the HR Manager before any
clearances are issued.

LOYALTY AND BUSINESSS ETHICS/CONFLICT OF INTEREST

Loyalty and sound business ethics are important to the
maintenance of the highest standards of ethics and honesty, which is the
foundation of the companys reputation for fair, honest and scrupulous
dealings. For that reason, no employee should use their position or any
knowledge gained from it in a way that gives rise to a conflict. This
conflict of interest is deemed to exist when an employees activities on
behalf of the company cause them or another party to obtain improper
advantage that adversely affects the companys interest. In short, a
conflict occurs when an employee betrays the company for their own or
another persons gain.

An employee on probationary status is not entitled to a

vacation or sick leave benefit. However, management considers that there
are unavoidable circumstances when the employee needs to be absent.
Thus with proper permission from his immediate superior, he can be
granted an authorized absence. Any employee, regular or probationary,
who does not report to work and does not call the office to notify his
immediate superior within the first two hours of a work day is considered
is considered to be an Unauthorized Absence. Note that both types of
absences constitute No Work, no pay rule.
An employee is required to submit an excuse letter upon
their return to work addressed to their manager with copy furnished to
their immediate superior. Management will evaluate reasons and rule
whether such is valid, justifiable, or reasonable. Should the reasons prove
to be questionable in substance, then the absence shall be classified as
unexcused.
Five unexcused absences within a 90 day period, or a consistent
pattern of absences shall be considered as excessive absenteeism and
shall subject the absentee employee to disciplinary action.
Absence cannot count as vacation leave.
An Excused Absence could be justified by the following reasons:

The following illustrate some types of activities that could violate the
companys policy on conflict of interest:

a.

Absence due to the following: emergency situations

such as: natural calamity, accidents directly
affecting the absentee and serious hospitalization of
spouse, children, parents, brothers, sisters and inlaws.

b.

Absence for reasons considered as valid and

justifiable by management

1) Outside Employment
The Employee should not be involved in any way with business that
materially interferes with the proper performance of their duties or
obligations to the company. They should also avoid investments in other
companies which would likely lead to conflicts of interest. If an employee
has any doubts whatsoever, they should meet with their branches HUMAN
RESOURCES OFFICE and discuss the issue.
The company does not in any way prohibit its employees from
participating in civic, political, religious, charitable, educational,
cultural, recreational, or similar activities. However, the time devoted to
such activities should not interfere with the faithful performance of their
duties to the company, nor should involvement reflect unfavorably on the
company or be in conflict with company interest.
2) Acceptance of Gifts
Employees should not ask for, nor receive favors, gifts, loans, or other
inducements from third parties dealing or desiring to deal with the
company. Items of minor value, casual entertainment of gifts of nominal
value during traditionally recognized occasions for gift giving, such as
Christmas time, may be accepted, and provided they meet the high
standards of ethical conduct expected of an employee and the HR
Manager notified in writing. At all cost, employees should avoid accepting
gifts, gratuities, discounts, favors and other inducements either to them
or their families, which may improperly influence their opinion or
judgment in performing company duties. All gifts should be declared in
writing to the HR Manager for due consideration.
3) Business Dealing
The Employee should refrain from any financial involvement in
transactions between the company and third parties that can influence or
affect his official judgment. This means that no special favors,
compensations, or inducements of any form from any third party dealing
or seeking to deal with the company should be received.
2)

Borrowing Money

Employees are strongly encouraged not to borrow money for or from

fellow employees.

Approval of pre-advised absence shall be at managers discretion.

Under-time is granted when an employee requests to leave 4:00PM,
5:00PM and 6:00PM with a valid reason. An employee may request this
from his immediate superior.
COURT DUTY
The company recognizes your civil obligation to serve as
witness if you are called. You will be excused for the days that you serve
WORKING DAYS AND HOURS
The regular working hours of all office employees and field
employees without field assignments shall be eight hours a day.
Lunch break is at 1200H 1300H. A 15 minute breaktime on
alternate rotation is allowed, one in the morning and one in the
afternoon.
CUT-OFF AND SALARY
Salaries are given on a semi-monthly basis through ATM payroll
accounts. Management has utilized cut-off periods in order to allow time
to compute for overtime, additional compensations and deductions.
The cut-off period is as follows:
Every Fifteenth of the month twenty sixth day of the month till the
tenth day of the month.
Every Thirtieth of the month eleventh day of the month till the twenty
fifth of the month.
OVERTIME

ABSENCES AND UNDERTIME

Rank and File employees are entitled to regular overtime pay

and the privilege to have their actual meal expenses reimbursed should
the need arise to stay in the office premises for official business purposes.
There are two types of overtime: scheduled overtime and incidental
overtime. Scheduled overtime is when the work requirement is
anticipated and announced ahead of time while incidental overtime refers
to work requirements dictated by urgent circumstances requiring the
completion of a task.
GUIDELINES FOR OVERTIME WORK:
1.

The Section Head needs to request to the Branch

Manager for permission to allow his team to work
overtime. In turn, the Branch Manager must seek
permission from the CEO for any and all staff to work
overtime. This is imperative and not optional.

2.

The employee is required to log / punch in and out their

respective timecards when rendering overtime services.

reach the age of 60 (retirement age), you will receive a monthly pension
or lump sum based on the amount of the contributions you have paid.
13th MONTH PAY
The 13th month pay is a government mandated benefit given to
government and private sector employees, usually before the Christmas
season.
EMPLOYEES ACTIVITIES
There are a variety of company-sponsored activities for the
benefit of the employees such as the annual Christmas party, company
outings and sports activities. Management encourages you to participate
in these activities.
EXTERNAL TRAINING / SEMINARS

3.

After the overtime has been rendered, the employee

accomplishes the Overtime Report to be submitted to his
department head for endorsement and then is required
to secure the final approval of the branch manager.

4.

The overtime report should be accomplished and

submitted before the end of the following working day
after the serving of the required overtime work
accompanied by the following documents:
a.
b.

5.

Overtime slip duly signed

Statement of reimbursable expenses

HR and Accounting Dept. processes overtime pay for the

next payroll. Failing that, for lack of material time,
overtime compensation is to be paid not later than 30
days after the submission of documents.

6.
EMPLOYEES BENEFITS, SERVICES AND ACTIVITES
PROMOTION AND RECOGNITION
HMR recognizes the efforts of employees who give the best
quality if service in their line of duty through recognition, promotion and
compensation. The clients and department heads recognize such on the
basis of the employees work attitude, determination and behavior.
Certificates of recognition and service bonus are awarded to employees
for every five years continuous service with the company given during its
annual Christmas party. There is also a monthly incentive scheme to
reward excellence for exemplary employees at the discretion of the
Executive Officers.
GOVERNMENT AGENCY COVERAGE AND BENEFITS
Part of an employees compensations goes to government
mandated coverage and contributions requiring both company and
employee to share payment on a semi-monthly basis.
The following deductions are periodically deducted from the
employees salary:
1.)
2.)
3.)
4.)

BIR Withholding Tax

Social Security System Contribution
Philhealth Contribution
Pag-ibig Fund Contribution

The amount that you and the company contribute depends on

your salary. After a certain amount of time, you will be able to make use
of the benefits that will entitle you to maternity leave compensation,
salary loans, sickness and disability pay, hospitalization or when you

HMR recognizes that there are external courses which may

benefit a particular employee or a group of employees. Your department
head may recommend you to attend a certain seminar or training in order
to improve your skills and work techniques. Should you be interested,
contact your department head who will in turn discuss it with the Human
Resources Officer and management.
VACATION AND SICK LEAVE
Regular employees are entitled to 15 days vacation leave and
15 days sick leave with pay within a calendar year. Only unused sick leave
may be convertible to cash. You have to secure permission from your
immediate superior and have your request approve at least two working
days before taking your requested leave. Mere filing without your
immediate superiors approval does not constitute permission.
DUE PROCESS shall be observed at all times. Action must be timely and
prudent.
Impartiality and open-mindedness should characterize the
investigation of cases; uniformity and fairness should be
exercised.
A. PREVENTIVE/ REMEDIAL MEASURES rather than punitive
punishment. Instructional control should characterize the
implementation of disciplinary actions.
B. EFFECTIVE PERIODS are applied in order to protect employees
from being unduly penalized beyond such periods.
C.

PENALTIES for successive violations of the same work rule shall

progressively be more severe than the first violation.

3. ROLES AND RESPONSIBILITIES

The Supervisor is expected to
1.
2.

Maintain discipline
Resolve grievances

3.

Maintain a working atmosphere which will generate good

relations.

4.

Keep employees informed of rules and standards of

conduct.

5.

Take all possible steps to prevent situations which might

lead to disciplinary action.

6.

Constructively admonish employees when necessary (in

private).

7.

Recommend more severe disciplinary action to HUMAN

RESOURCES AND ADMINISTRATION DEPARTMENT.

8.

Employees are expected to

1.
2.
3.
4.

6. SCHEDULE OF OFFENSES AND CORRESPONDING DISCIPLINARY

ACTION

Discharge their duties conscientiously.

Conduct themselves (on or off the job) in a manner which
will reflect credit to themselves and the HMR GROUP.
Respect their superiors.
Observe the spirit as well as the letter of the rules and
regulations governing their conduct.

5.
The HR/Admin Manager will provide advice and assistance to
supervisors and staff concerning conduct and discipline.

Disciplinary actions are intended to punish erring employees who,

by their act or omission or through negligence causes damage,
prejudice or harm to the company, its personnel, property,
security and integrity.
In most cases, the immediate superior makes the initial report
and recommendations for disciplinary action for his erring
subordinate. All reports of offenses must have factual basis.

4. OFFENSES
These refer to all acts or omissions constituting
violations of established company procedures in the
transactions of its business or other acts prejudicial
to the interest of the HMR GROUP.
Classification
A.

Minor If the offense involves an infraction of a rule/procedure

rather than of a moral precept, or represents more of an
omission or an oversight than a positive wrongdoing; or
represents a mistake rather than malicious intent.

B.

Moderate If the offense implies an act of negligence or a

disregard for established rules of conduct or involves either
repeated violations within a relatively short time of what
otherwise would be classified as minor offenses.

C. Major If the offense involves gross negligence or what is

generally regarded as a substantial matter (e.g. sums of
money, confidential information, etc.), or if it will result in
public scandal and consequent loss of confidence (e.g.
dishonesty, habitual drunkenness, immorality), or is
maliciously intended or deliberately planned (whether the
intended harm is achieved or not); or results in financial
loss, embarrassment for the company, or seriously
undermines duly constituted authority.
5. DISCIPLINARY ACTION

To ensure a fair and impartial administration of these rules, The

Human Resources and Administration Department ( HRAD) will
conduct an investigation immediately upon receipt of the report
within a reasonable time and will deliberate on the matter. The
decisions on the matter and the corresponding administrative
actions to be imposed will depend on the gravity of the offense
committed. Administrative actions may range from verbal
warning, written warning/reprimand, suspension and
termination/dismissal from work without prejudice to whatever
proper legal remedy the company may take if the situation
warrants the filing of an action.
The penalties prescribed for the offenses herein-below cited shall
serve as a guide in prescribing the proper penalties or sanctions.
Management may disregard the penalties provided herein and
impose a lighter or more severe penalty, taking into account the
prevailing labor laws and jurisprudence, as well as the
circumstances of each particular case. Further, the company
reserves the right to impose such penalties it may deem just,
notwithstanding that the act is not punishable by these rules if it
believes that the same must be repressed.
( Refer to Offenses Subject to Disciplinary Action - OSDA )
1.03 Threatening, intimidating, coercing, harassing, provoking,
quarrelling or challenging to a fight, assaulting or attacking a superior, coemployee or customer without valid or justifiable reason directly
connected with ones official duty within and/ or outside the company
premises. C

The Human Resources and Administration Department (HRAD) shall

be directly responsible for the monitoring and implementation of the
code of conduct to be observed, especially during interactions,
meetings, and other activities.

1.03.1 If there is laying hands and/ or inflicting physical injuries or bodily

harm. D
1.03.2 If there is drawing or attempting to use any weapon
(e.g. knife, ice pick, gun, etc.) D

Action taken by the Management Official to correct an employees

behavior includes the following in ascending order of severity:

1.04 Uttering abusive, profane or offensive language, making indecent,

manifestly insulting, or grossly disrespectful gestures to superior, coemployee or customers. C

a)

Admonishment/Verbal Reprimand: A formal discussion

between supervisor and employee concerning minor
misconduct or inadequate performance. The supervisor
may prepare a memo for record if he desires.

b)

Written Reprimand:
A written notice calling attention
to the offenses and warning in the offender against
repetition of such violation in the future.

c)

Suspension: A temporary enforced absence from duty

without pay for significant misconduct or repeated lessserious infractions. Suspension is a severe disciplinary
action.
a) First Suspension
b) Second Suspension

d)

1 to 6 days
7 to 10 days

Dismissal: A dishonorable separation from HMR Group

1.05 Abusive conduct of superior or any company official towards a

subordinate, using the superiors status, power or discretion. C
1.06 Encouraging, assisting or deliberately inducing non- employees or
third parties to threaten or physically attack and/ or harm a co-employee
for reasons which are directly or indirectly work connected. C
1.07 Theft, extortion or any form of oppressive exaction of money or
anything of value from superior, co-employees or from company
customers, or guests, suppliers, contractors or applicants. D
1.08 Attempting to steal, conceal, or deliberately misplacing another
employees property within company premises, or at assigned jobsite,
during official working hours. D
1.09 Rumor mongering, unnecessary disclosure of another persons
personal affairs to others, or deliberate distortion of facts or statements
in such a way to enhance ones status or reputation, or discredit,
embarrass or endanger another employee. The result of which affects the
performance and/or credibility/ image of an employee as a company
representative. C

1.10 Deliberately participating, condoning or tolerating an offense

committed by a superior, subordinate or co-employee; coercing, bribing or
inducing others to violate company rules. C
1.11 Engaging in money lending as a form of business, selling tickets of
whatever kind, buying or selling goods, making or collecting payments for
such a goods within company premises or during official working hours. B
1.12 Participating, creating or allowing loud and boisterous behavior that
is not work related or engaging in loud chatting during official working
hours and/or within company premises, which disturbs the concentration
of other employees at work. A
1.13 Engaging in any illicit affair/relationship with a co-employee, which
affects work performance and/or affects company image. C
1.14 Borrowing of money from co-employees, suppliers, clients using
ones position, power or status affecting ones credibility as a company
representative.
(penalty depends on the gravity of the offense.) A
1.14.1 Using ones authority, position, or power in borrowing money,
which affects company image. C

2.11 Offering or accepting anything of value for a job for favorable

condition of employment. C
2.12 Causing disgrace and/or damage to companys name, image and/or
reputation by making false and/or malicious reports/statements
concerning products/services etc. C
2.13 Engaging in any activity that is directly competitive with companys
business or any part of its operations. C
2.14 Disclosing confidential matters about the company and its operations
or its officers to unauthorized persons; or giving away restricted or
classified company- matters/ information without proper authorization. D
2.15 Refusal to testify in any investigation connected with company
business when duly summoned to appear or to witness in such
investigation; or giving false testimony during investigation. C
2.16 Acceptance of check payments from customers for purchase without
prior authorization. B
***Aside from the disciplinary action, the employee shall also
shoulder the total amount of purchase made if check issued by the
customer is fraudulent.

2.00 Forging, falsifying, or altering official document(s) or personal

records in such a way as to mislead the user(s) thereof. D
2.01 Obtaining or accepting money, kickbacks or anything of value by
entering into unauthorized arrangement(s), with the supplier(s)
customer(s), client(s) or other outsider(s) that affects company interest.
D
2.02 Fraud or breach by employee of the trust reposed in him by
management or by a company representative. D

2.17 Posting of unauthorized reading materials on company bulletin

boards or unauthorized removal of officially posted notices,
announcements, or similar matters. B
2.18 Holding meetings inside company premises on matters not related or
relevant to company operations or services to its employees without prior
approval from the HR manager or HR officer in-charge. B
2.19 Committing other culpable acts or omissions not embraced by other
provisions, which cause damage to company interest(s). D

2.03 Inciting or participating in concerted work stoppage, slowdown,

mass leave, sit-down, riot or other similar disruptive activities. D
2.04 Deliberate slowing down, holding back, hindering, or limiting of
production, or intimidating, coercing or inducing other employees to do
so; or delaying/slowing work assignments inside/ outside the company
premises. C

4.12 Engaging in horseplay, scuffling, shoving or other similar playful

activities during working hours and/ or within company premises, which
are considered time wasting or could result in injury of oneself, others or
damage to property. B

2.05 Any form of connivance with fellow employees in falsifying company

records and/or documents for financial or other gain. D

4.13 Wasting time in any other way during official working hours, whether
at or away from assigned workplace (loafing, loitering or overstretching
break periods, idle chatting, gossiping etc.) A

2.06 Damaging, sabotaging and/ or jeopardizing company interest(s)

through acts or omissions, which affect company client(s), guest(s),
official visitors or other business friends of the management. D
2.06.1 Stealing from said client(s), customer(s), guest(s), visitor(s)
friend(s) while on duty or within the company premises. D

ACTS OR OMISSIONS CONCERNING SAFETY & SECURITY, HEALTH &

SANITATION
or

2.06.2 Uttering words, doing acts, or making gestures to said client(s),

customer(s), guest(s) visitor(s) or friend(s), which are manifestly insulting
or grossly disrespectful/ discourteous. D
2.07 Distributing written or printed matters unfavorable or detrimental to
the interest(s) of the company. D
2.08 Making use of record(s) or document(s) known (by the user) to be
false. C
2.09 Unauthorized acceptance, directly or indirectly of money or
anything of value as consideration for an act, a decision or a service,
which an employee is duty bound to perform. C
2.10 Unauthorized use of company name, another employees ID/
discount passbook to obtain personal benefits. C

5.00 Bringing in or unauthorized possession of firearms, explosives, or

other deadly weapons within company premises or job site. D
5.01 Possessing, using, selling or pushing prohibited drugs or their
substitutes within or outside company premises. D
5.02 Smoking or cooking in prohibited areas where there are flammable
matters which will post danger to the lives of others or to company
properties/premises (e.g. stockroom, generator room, fuel storage) D
5.03 Unauthorized bringing and drinking of liquors and intoxicating
beverages / or entering company premises or job sites under the
influence of liquors. B
5.04 Unauthorized entry into restricted areas off-limits to employees
and/ or unauthorized use of such places; also assisting another person to
commit this act. B
5.05 Unauthorized possession of master keys, locks or other contrivances
or similar tools that can open any locker, desk, drawer or any room or
door with locks. C

5.06 Poor housekeeping in any form. Failure or refusal to comply with

sanitation or housekeeping rules. A

6.03 Committing acts of insubordination, nonattendance, or neglect of

duty. Not embraced by other provisions. D

5.07 Failure or refusal to comply with the companys safety and security
requirements. D

6.04 Failure to report for work on the appointed period after expiration
of disciplinary suspension or after a planned vacation leave, unless with
valid reason. B

5.08 Failure or refusal to wear properly the official company ID, shoes
and/or any safety gadget required for a certain jobs for purposes of either
safety and/ or security. B

6.05 AWOL Absence from work without notice and or without

authorization.

5.09 Failure or refusal to wear prescribed uniform and or business attire

stipulated in the companys grooming standard and decorum, or wearing
items which are explicitly prohibited. A

6.05.1 for three or more consecutive days. D

5.10 Refusal to undergo frisking or to allow the guards to inspect personal

belongings, property or vehicles in compliance with the rules of the
company for security reason; or interfering with security officers in the
performance of their duty. B

6.05.3 for one day. A

5.11 Littering in any manner. Improper use of toilets, comfort rooms,

locker areas, canteen that contributes to unsanitary surroundings of
company premises (e.g. stepping on toilet bowls, throwing sanitary
napkins in bowls, urinating in stock/fitting rooms or other unauthorized
areas, spitting on floors, or spreading contagious diseases etc.) as duly
reported. A

6.07 Unauthorized under time or leaving work assignment or company

premises during official working hours without prior permission from
immediate superior. B

5.12 Failure to follow prescribed procedures on personal injuries and

illnesses sustained at work or in cases of accidents involving company
vehicles, equipments, or other company properties. B
5.13 Proven to be suffering from a contagious disease, as supported by
medical documents, which could result in work disruption and
inefficiencies at work. D
ACTS OR OMISSIONS CONCERNING DAYS & HOURS OF WORK
6.00 Abandonment of work (absence of three consecutive days without
official explanation being received by the employees superior shall be
considered abandonment of work.) D
6.01 Deliberately or willfully tampering with any timekeeping device and
documents like timecards, timesheets, OB forms, out slips and Itinerary
records or other attendance related documents. D
6.02 Deliberately or negligently logging/ punching in or out of another
employees timecards or asking another employee to log/ punch own
timecard and other attendance related documents. C
6.02.1 Deliberately done D
6.02.2 due to negligence or carelessness C

6.05.2 for two consecutive days. C

6.06 Malingering or pretending to be sick; making or giving false excuse(s)

or leave of absence to avoid work responsibility or to claim sick benefit. B

6.08 Refusal or failure to report for work or render overtime without

authorization or without valid/justifiable reason (s) after being scheduled
for duty during holidays/ rest days peak season, peak days and/ or peak
hours. B
6.09 Unauthorized keeping of or removal of ones or anothers timecard
and other attendance related documents from its designated place. A
6.10 Habitual absences (at least 3 times instantaneous or immediate
absences; or No prior notice of absence within a 30 day period). A
6.11 Habitual tardiness (at least five times or 59 minutes whichever
comes first within a month period). A
6.12 Extending absence after day- off, incurring absence before day off
without valid reason (s). A
6.13 Failure to report for work on day off after an employee agreed to
cancel his day off. A
6.14 Failure to file leave of absence, and/ or to present medical
certificate after a three days sick leave. B
6.15 Failure to notify the superior the inability to report for work due to
emergency cases (forced majeure and unforeseen sickness) within the
first hour of the employees official time. A
6.16 Failure to log/ punch in and out of owns timecard and other
attendance related documents. B

IV. CONCLUDING STATEMENT

The foregoing are rules and policies which have general application to all operations and departments of the company. As the
need may arise, other policies and regulations may be issued pertaining to particular subjects, areas, or operations.
The HRAD Department is responsible for administering all employee benefits and plans. Please feel free to consult the HRAD
department if you have any questions regarding them.
The HRAD Department is also available to discuss sensitive issues that an employee may need support with from time to time.
These issues shall be treated with the utmost discretion.
NOTE: THIS HMR EMPLOYEE HANDBOOK MUST NOT BE COPIED AND REMAIN THE PROPERTY OF HMR.