FODC

Employment-At-Will Notice

IMPORTANT NOTICE TO
EMPLOYEES

PLEASE READ

THIS HANDBOOK IS A GENERAL GUIDE AND

FIRST ORIENT DEVELOPMENT AND DOES NOT CONSTITUTE AN EMPLOYMENT
AGREEMENT OR A GUARANTEE TO
CONSTRUCTION CORP. CONTINUED EMPLOYMENT. IT IS NOT AN
EMPLOYMENT CONTRACT. FODC-FIRST
ORIENT DEVELOPMENT AND CONSTRUCTION
Employee Handbook CORPORATION RESERVES THE RIGHT TO
MAKE CHANGES TO THIS HANDBOOK AT ANY
TIME WITHOUT NOTICE.

Units 702 & 704, 7th floor Alabang Business Tower,

1216 Acacia Ave., Madrigal Business Park, Ayala
Alabang, Muntinlupa City, Philippines 1780
02-809-3439 or 02-809-3909
www.fodc.com.ph
INTRODUCTION
Our company, FODC-First Orient Development and
Construction Corp. is engaged in general construction
since it was formed in 2002. A corporation duly
 FODC-First Orient Development and Construction Corp.
registered in the Philippines and envisioned to operate
domestically and globally. We are rendering our services
for private and government contracts in the field of civil,
structural, and electro-mechanical works in any industrial
and commercial projects. FODC is an engineering and
construction company specializing in general
construction and project management.
FODC is committed to keeping abreast with the latest
trends in the construction industry and project
management and in the use of new technology in
executing works. With the awareness in the above field
of works, the company is assuring its client with much
favourable result through the leadership of our highly
competitive technical and support group personnel with
training and experience gained mostly from leading
construction firms across the country and abroad.
Furthermore, FODC has prepared this employee
handbook to provide an overview of the company’s
profile, history, performance management, compensation
and benefits, and code of conduct.
PLEASE READ IT CAREFULLY. It aims to
familiarize its employees with important information
about the organization, as well as provide guidelines for
employment experience with the effort of fostering an
effective, safe, and healthy work environment.
Lastly, all company policies and conditions of
employment herein, applies in addition to any applicable
laws and regulations provided by the government.
VISION
FODC-First Orient Development and Construction
Corporation attributes its strength to its policy of
providing services, which give priority to its customer’s
needs and expectations. As we continue to grow and
gather strength, we intend to keep humble beginnings by
way of a highly competent organization, imbued with
values and technological responsibility and to
continuously improve our standing in the construction
industry.
MISSION STATEMENT
1
 FODC-First Orient Development and Construction Corp.
FODC-First Orient Development and Construction
Corporation in the quest of its vision pursues to:
1. Continually strive to surpass standards of
excellence and maintain the highest degree of
professionalism to the satisfaction of its clients.
2. Maintain our social responsibility and enhance
the capability of our workforce by providing
continuous programs for professional, technical,
and leadership advancements.
3. Establish new standards of growth in terms of
accomplishments, net earnings and revenues.
4. Contribute for the protection of human life and
the environment.
5. Continually work to attain our goal, to be a major
contractor in the field of engineering and
construction.
QUALITY POLICY
FODC’s goal to be a major contractor in the field of
engineering and construction is attributed on our
commitment to provide services surpassing standards of
excellence and satisfy our costumers’ needs and
expectations.
It is our desire to maintain the highest degree of quality
through our unfaltering pursuit to comply with the
requirements and continually improve our management
system, enhancing the competence of our workforce and
contributing to the welfare of human life and the
environment.
EQUAL EMPLOYMENT OPPORTUNITY
POLICY STATEMENT
Equal Employment Opportunity has been, and will
continue to be, a fundamental principle of FODCC,
where employment is based upon personal capabilities
and qualifications, without discrimination to race, colour,
religion, sex, age, national origin, disability, or any other
protected characteristic as established by law.
This policy applies to all policies and procedures relating
to recruitment and hiring, compensation & benefits,
2
 FODC-First Orient Development and Construction Corp.

employee relations, and all other terms and conditions of

employment. 2.2 Probationary Employee
An employee who is hired on trial basis for a six (6)
The Human Resources Department (HRD) has overall month period. The services of an employee who has
responsibility for this policy, and maintains reporting and been engaged on a probationary basis maybe
monitoring procedures as such. Employees’ questions or terminated for just cause and/or when he fails to
concerns should be referred to the HRD. qualify as a regular employee in accordance with the
standard set by the company.
Appropriate disciplinary action may be taken against any
employee who will willfully violate this policy. 2.3 Contractual Employee
An employee who is hired for a specific project of
undertaking, the completion or termination of which
GENERAL WORK AND EMPLOYMENT has been determined at the time of engagement of the
POLICIES employee.

Personnel working in all functions shall fall under any of 2.4 Emergency / Casual Employee
the following: An employee who is hired on a daily basis to meet the
emergency requirements of a specific project of
EMPLOYMENT STATUS undertaking. Employment duration shall not exceed
one (1) month but may be renewed if necessary.
2.1 Regular Employee
An employee who is hired for an indefinite period, to
perform activities usually necessary in the business
operations of the company will be considered as a
Regular Employee.
3
 FODC-First Orient Development and Construction Corp.

CATEGORIZATION / CLASSIFICATION or from one position to another if necessary, that is of

equivalent rank, level, or salary.
All employees, regardless of employment status, shall be
categorized and classified as follows: All Project Assignment shall have corresponding
properly filled-out Project Assignment Forms duly
Category No. approved by VP & COO (if employee is coming from the
Classification Head Office) or respective Project Managers (if
employee is being transferred from the Project Site).
I Senior Executive
II Executive PERFORMANCE MANAGEMENT SYSTEM AND
III Managers & Junior Managers TRAINING
IV Department Heads
V Supervisors FODC believes that the continuous training and
VI Staff development, as well as the well-being of the personnel,
VII Assistant is the prime and foremost concern of the management.
VII Clerk FODC also aims to provide personal and professional
VIII Rank & File growth, and advancement to its employees.

EMPLOYEE MOVEMENT
Project Assignment
This pertains to the transfer of Corporate Hired employee
from one project to another (including the Head office),
PERFORMANCE EVALUATION
Employees will have their job performance reviewed by
his/her immediate supervisor on an annual basis or at the
discretion of the immediate superior. Salary Increments
shall be based upon a variety of factors such as… Raises
are not guaranteed, but are at management’s discretion
4
 FODC-First Orient Development and Construction Corp.
and based upon a variety of factors such as
management’s assessment of job performance as well as
economic or financial conditions.
TRAINING AND DEVELOPMENT
The results of the Annual Performance Evaluation will be
the basis for the Company’s Annual Training Program
for the following calendar year. Additional trainings may
also be requested by immediate superiors or the
employees themselves, if needed.
PAY POLICIES
Pay Periods
Fixed-Rate Employee (Monthly): salaries are issued
every 15th and last day of the month. In case, the said
dates fall on a Saturday, Sunday or a Holiday, the
preceding day is designated as payday.
Daily-Rate Employee (Weekly): wages are issued every
Saturday of the month. In case, the said day falls on a
Holiday, the preceding day is designated as payday.
Moreover, in cases where salaries are not through
Automated Teller Machine (ATM) card, no employee
shall be allowed to receive and sign for the salary of
another, unless he/she presents a letter of authorization
from the employee concerned duly noted by his/her
Division / Department Head. Also, the Project
Accountant must verify and authenticate the specimen
signature of the authorizing employee. Any ATM lost or
broken must be immediately reported to the
Management.
Pay Deductions
FODC is required by law to make certain deductions
from salaries / wages each pay period. Such deductions
typically include SSS, PAGIBIG, PhilHealth, Tax, and
Insurance. All deductions and its respective amounts
shall be reflected on employees’ payslip.
Payslips are to be distributed at least a day before pay
day.
HOLIDAY PAY
5
 FODC-First Orient Development and Construction Corp.
The company obeys and follows the provisions of the
Labor Code of the Philippines for legal holiday
payments.
LEAVE BENEFITS
FODCC recognizes the importance of the welfare and
health of its personnel and, therefore, provides the
following leave benefits to employees:
 Vacation Leave
An authorized absence from work with pay for a brief
period of rest. All regular employees are entitled to
fifteen (15) days of vacation leave for every year of
service. Vacation leave credits replenish every
anniversary of an employee’s date of hire, and shall
be cumulative up to a maximum of thirty (30)
working days, thus, any excess thereof, shall be
forfeited.
 Sick Leave
An authorized absence from work due to illness
which incapacitates an employee from reporting to
work. An employee is entitled to fifteen (15) days
sick leave for every year of service, any remaining
credits from the previous calendar year shall be
forfeited.
 Service Incentive Leave
Every contractual employee who has rendered at least
one year of service with the company shall be entitled
to a yearly service incentive leave of five (5) days
with pay.
 Birthday Leave
An authorized one (1) day leave with pay on the
employee’s date of birth. Birthday Leaves may be
availed a day before an employee’s birthdate if the
said date falls on his/her rest day or the employee is
required to come to work on his/her birthday for
work-related reasons.
 Maternity Leave
As per Labor Code ruling, a sixty (60) days leave for
normal delivery and seventy-eight (78) days leave for
caesarian delivery is granted to a female employee who
6
 FODC-First Orient Development and Construction Corp.
gives birth, has a miscarriage, or an abortion.
 Payment of maternity benefit is in accordance
with the provisions of the Social Security System (SSS)
and the Labor Code of the Philippines.
 If upon the advice of the Physician, the health of
the mother and / or the infant/s demands period of
confinement is longer than the period provided, the leave
may be extended, to which sick leave or vacation leave
maybe applied. If such leaves have been exhausted, the
extension of leave shall be without pay.
 Maternity benefits shall be paid for the first four
(4) complete deliveries by the employee only.
 Prior to maternity leave, the employee must settle
all property and cash accountabilities in the company.
 Paternity Leave
Every married male employee is entitled to Paternity
Leave benefits of seven (7) working days. This may be
availed during or after the delivery by his wife. Paternity
Leaves must be availed of not later than sixty (60) days
after delivery. A completely filled-out Leave Application
Form with attached copy of the child’s birth certificate
shall have to be presented upon return of the employee.
 Bereavement Leave
FODC will provide up to 2 days of paid bereavement
leave for an employee upon the death of an immediate
family member, i.e., parents, spouse, spouse’s parents,
siblings, children, grandparents, grandchildren, or any
other relative who resides in the employee’s household.
However, if additional time is requested and approved by
the supervisor, the employee may take vacation days or
unpaid leave. Bereavement Leave entitlement can be
availed within the week after the date of death of the
immediate family.
HOME LEAVE
Home Leaves are intended for corporate hired employees
that will be assigned for at least six (6) continuous
months to out-of-town projects beyond 75 kilometers
radius from the Alabang-Head Office. Home Leaves
from the project to a place other than the Head Office
may be allowed subject to prior written approval from the
VP & COO.
Entitlement will be a maximum of four (4) days from the
7
 FODC-First Orient Development and Construction Corp.
time he leaves the site. Home Leaves shall always start
on Fridays and they should be back at the site by Tuesday
(morning) as per policy.
Home Leave and Free land and/or Air Fare
Transportation shall be granted as follows:
Project Manager - Once (1) a month
Project-In-Charge/
Superintendent - Once (1) every 1 ½ month
Field and Office Staff - Once (1) every 2 months
Field Supervisors - Once (1) every 3 months
PROJECT ALLOWANCE COMPENSATION
FOR ASSIGNMENT IN OUT-OF
TOWN PROJECT
Monthly Project Allowance Compensation is an addition
to an employee’s monthly basic salary in consideration
of accepting a work assignment for an out-of-town
project;
The Monthly Project Allowance Compensation shall be
paid in a separate payroll, and varies according to
Employment Category. The amount of the Project
Allowance Compensation shall be discussed by
HR/Admin. Personnel upon deployment of employee to
an out-of-town project.
The following conditions shall disqualify an employee
in receiving the benefits under this policy:
An employee under suspension.
An employee who is on official leave away from the
jobsite;
An employee who is absent from work for personal
reason even if the absence is excused or authorized;
An employee is on an official business trip away from the
jobsite or from his home base
WORKING DAYS & HOURS, AND BREAK
PERIODS
FODCC follows regular working days and hours for all
employees assigned at the Corporate Office and sub-
offices except for utility and janitorial services and
construction jobsites employees whose working
schedules vary from time to time, and at the discretion of
the Client and respective Project Managers.
8
 FODC-First Orient Development and Construction Corp.

Regular Working Days & Hours with corresponding Rest Breaks: Employees may take two paid 15-minute
break times Corporate Office are as follows: rest breaks in each complete workday. One in the
morning at 1000H – 1015H and in the afternoon at 0300H
– 0315H, respectively. However, employees are not
Corporate Office Hours allowed to accumulate rest breaks and/or use it to extend
the lunch period or shorten the workday. Unless with
Mondays thru Fridays : 0830H—1730H prior approval from respective Project Manager (for
Project Sites).
Coffee Break (Morning) : 1000H-1015H
Lunch Break : 1200H-1300H
Coffee Break (Afternoon) : 1500H-1515H

Saturdays : 0800H—1200H
ATTENDANCE / PUNCTUALITY

FODC expects all employees to conduct themselves in a

Lunch Period: an unpaid 1 hour lunch period is provided
professional manner during their employment. This
in the middle of an eight-hour workday. Lunch break
includes practicing good attendance habits and
schedule is at 1200H up to 1300H in home office and
punctuality.
1130H up to 1300H in project site.

“Good attendance habits” include the following:

9
 FODC-First Orient Development and Construction Corp.
 Appearing for work no earlier than 5 minutes prior to
the start of the shift and no later than the start of the
shift; Although the official working hours starts at
0830H (home office) and 0630H (project site),
employees are given a grace period of five (5) minutes
before being considered late. Tardiness in excess of six
(6) times in any given month shall be dealt with
accordingly. (CODE OF CONDUCT?)
 Being at work station ready for work by the start of
the shift;
 Remaining at your work station unless the needs of
the job require being elsewhere, except during
authorized breaks (including restroom breaks);
 Taking only the time normally allowed for breaks;
 Remaining at work during your entire shift, unless
excused by a supervisor or manager;
 Not leaving work until the scheduled end of your shift
unless excused by a supervisor or manager;
 Leaving promptly at the end of your shift unless you
have been given advance permission by your
supervisor or manager to work past that point; and
 Calling in and personally notifying your supervisor or
another member of management if you are going to be
either absent or tardy, unless a verifiable emergency
makes it impossible for you to do so.
In the event of natural calamities, e.g. typhoons, floods,
earthquake, etc., tardiness shall be dealt with on a case to
case basis.
NOTIFICATION AND FILING OF LEAVE OF
ABSENCE
I. Vacation Leaves (VL)
1. VL’s shall have to be filed at least a day prior to leave
of absence.
2. Unplanned VL, shall have to be informed at least one
(1) hour before office/ work hours or at least within the day of
absence – depending on the reason that should be valid but are
not listed on acceptable grounds for Emergency Leaves.
3. Any VL filed after the day of absence shall be subject
to approval from immediate superior and Department
Head/Manager. Disapproved late filed VL’s shall be
10
 FODC-First Orient Development and Construction Corp.
considered as “Unauthorized Absence/Unauthorized Leave of
Absence” and shall be dealt with corresponding Disciplinary
Action.
II. Sick Leave (SL)
1. SL’s shall likewise be informed to superiors at least an
hour before start of office hours
2. Prolonged Sick Leave (two or more consecutive days)
shall have to be accompanied by Medical
Records/certificate/clearance, etc.
III. Home Leaves
Home Leave applications shall have to be informed to
respective immediate superiors and Project Manager at least
two weeks before the exact date of leave. The Project Admin.,
likewise, is obliged to forward all approved Home Leave
Forms to HR/Admin. Dept. at least a week before the leave
commences, for purposes of monitoring and approval from the
VP & COO. Home leaves not informed to HR/Admin. Dept. –
Head Office shall be considered as non-compliance to the
Company’s Policies and Procedures, hence, will be dealt with
accordingly.
lV. Emergency Leave (EL)
1. If an employee finds it hard or impossible to come to
work due to emergency or other unexpected reason, he or she
shall need to inform his or her immediate superior through
message or phone call at least within the day of absence.
2. Emergency Leaves shall have to be filed not later than
(3) three days upon return to work. Unfiled absences after the
said period shall be deducted from the employee’s salary as
unpaid absence.
3. Emergency Leaves shall be paid in expense of available
vacation leave credits.
Valid Reasons for Emergency Leave:
*Any national/local emergency that has been declared.
*When it is necessary to prevent loss of life or property or in
case of imminent danger to the employee’s safety due an actual
or impending emergency in the locality caused by serious
11
 FODC-First Orient Development and Construction Corp.

accidents, fire, flood, typhoon, earthquake, epidemic, or other Employees under Category II - IV
disaster/calamity. Approved by: Department Heads/Managers
However, necessary documentations, such as, but not limited Noted by: VP-Construction Division
to barangay clearance, hospital shall be required for prolonged
emergency leaves. Employees under Category V - Below
Approved by: Immediate Superior/Supervisor
Unauthorized Leave of Absence Noted by: Department Heads/Managers

Any absences not informed or filed to HR/Admin Department

shall be considered as “Unauthorized Leave of Absence,” and
shall be dealt with corresponding Disciplinary Action.
Unauthorized Leave of Absence, may also pertain to absences
disapproved by respective Superior/Supervisor/Manager. Any
absence/s considered “unauthorized,” shall not be paid even
with availability of leave credits.” Leave of absences filed late
after a payroll cut-off, shall be credited to the employee’s
salary the following cut-off period.
Under some circumstances, an employee’s absence or tardiness
may be excused, but only if that employee gives proper notice
of such a problem before the start of their shift. FODC needs
advance notice of attendance problems so that other
arrangements can be made to cover an employee’s absence if
necessary. If an employee fails to give proper notice of
attendance problems in advance as explained in this policy,
he/she may be subject to disciplinary action, up to and possibly
including discharge.

Below are the signatories for Leave Applications: TIMEEKEEPING

12
 FODC-First Orient Development and Construction Corp.
Category IV to VIII
General personnel (Cat.III to Cat.VI) shall accomplish their
individual time records upon arrival at of departure from the
office by using the log book/sheet bundy clock. In the absence
of the bundy clock, the employees must log the exact time of
arrival and departure on the official log book.
The HR/Admin. Department checks the log book, or collects the
employees’ time cards at 0835H every day. Employees who
arrive after 0835H may claim their time cards or log in at the
log book from the HR/Admin. Dept. or any other Officer
designated for the purpose.
Policies for Log-in and Log-out are as follows:
1. Employees who forget to log-in upon coming to work shall
have to log-in the same day but with counter signature from
his/her superior.
2. If an employee forgets to log-out, he/he shall have to do it
the next business day upon coming to work and have it
countersigned by immediate superior.
3. If an employee, however, comes to work but forgets to log-
in and log-out in one day, he/she shall be required to write
an explanation letter and have the same signed by immediate
superior.
Fixed-Rate Employees
Only the Managers are exempted from using the bundy
clock/log book/sheet. It is understood that Managers are
responsible enough not to abuse the privilege of not using
the bundy clock or log book for attendance purpose.
However, their attendance shall be closely monitored by
the Personnel Manager and penalty tardiness will also be
applied strictly. In any case where the said privilege is
abused repeatedly, the Management reserves the right to
order the abusive employee to log in daily for a given
period of time.
OVERTIME WORK
 Employees who will render overtime work should
accomplish the “Work? Authorization to Render
Overtime Work,” and have the same duly approved by
his Division/Department Head. All overtime
13
 FODC-First Orient Development and Construction Corp.
authorization must be approved/disapproved on or before
1600H.
 Employees who file their “Work Authorization to Render
Overtime Work” after the overtime work has been
rendered shall not be approved, and in effect, no overtime
payment shall be made. All Divisions / Department
Heads are advised not to approve late filing of Over Time
Authorization. Project Accountants /Accounting
Department Heads has the power to disallow the payment
on such cases.
 Only those authorized to work overtime will be allowed to
stay in the Company premises after regular office hours. No
employee should stay after regular office hours for the
purpose of merely “killing time” using/playing computer
Games/internet, unless prior approval from his
Division/Department Head is secured.
 All overtime authorization must indicate the nature of
overtime works needed including the estimated time/number
of hours to be consumed for such purpose.
Considerations and Conditions for Overtime
I. Regular Waiting Hours
Regular Working Hours may start from 6am (for some
employees) or earlier but shall not go beyond 8:30am.
Concerned employees coming to the office beyond 8:30am
shall be considered as late as per Company Code of
Conduct.
II. Waiting Time
Waiting time spent by an employee shall be considered as
working time if waiting is an integral part of his work or the
employee is required or engaged by the employer to wait.
III. On call duty
An employee who is required to remain on call in the
employer’s premises or so close thereto that he cannot use
the time effectively and gainfully for his own purpose, shall
be considered as working while on call.
IV. Overtime Mealtime Breaks
14
 FODC-First Orient Development and Construction Corp.
Week Days
Overtime Mealtime Breaks shall start from 7pm to 8pm and
shall be scheduled every four (4) hours, thereof. Mealtime
breaks during overtime shall not be paid.
Saturday
Regular work hours can start at 6am or earlier, but not later
than 8am. The first four (4) hours is counted as regular hours
and the following hours as overtime, with overtime
mealtimes at every four (4) hours starting at 12 noon.
Sunday
Sunday duty can start anytime as required by employer.
Maximum overtime hours considered is ten (10) hours.
OPEN DOOR POLICY
FODC aims to provide a healthy work environment that
encourages direct and open communication between
employees and the management, and treat one another as a
family member, thus, the company made a formal open door
policy to maintain healthy employer-employee relationship.
Also, with this open door policy, FODCC can encourage
open communication, suggestions, feedback,
recommendations, and discussions about any matter of
importance to the employees and work, thereby, the
company commits to listening and responding to its
employees.
OFFICE ATTIRE
 During weekdays, all office personnel, regardless of
position and category, are expected to dress in
reasonably decent office wear.
 Wearing of slippers during office hours is strictly
prohibited.
 All employees are obliged to wear their respective
identification cards while within the company
premises.
 Any shirts with indecent logos, marking or messages
are not allowed.
15
 FODC-First Orient Development and Construction Corp.
 Good grooming must be observed the whole office
hours.
TELEPHONE CALLS AND SOCIAL VISITS
Telephone lines must always be open for necessary
business Calls, personal telephone calls during office
hours shall be discourage unless necessary. Using
company telephones calling cellular lines, IDD or NDD
for personal purposes, must have permissions from
Divisions/Department Heads for purposes of personal
billings and accountability. In such case, personal
calls shall be limited to three (3) minutes only so as not
interfere with business calls Employees are, likewise,
requested to discouraged visitors from using the
telephone.
Personal or social visits shall also be discouraged during
office hours. Visitors shall, in any case, be entertained
only for reasonably brief periods.
SOCIAL AND RECREATIONAL ACTIVITIES
In line with the objective of fostering camaraderie and
instilling physical awareness and sportsmanship among
employees, everyone is enjoined to participate in affairs
that are organized / sponsored by the company, e.g.
summer outing, team building activities, inter-
department sports competition, Christmas and holiday
parties, Foundation day, President’s Thanksgiving
parties and others.
BULLETIN BOARD AND SUGGESTION BOX
It is a must for the Corporate Office, Sub-offices and
Jobsite offices, to install and maintain a bulletin board for
purposes of disseminating information to all employees
and keeping them aware of the developments about the
company.
There shall be a visible Suggestion Box placed on all
offices of FODC to give employees opportunities to
make suggestions for the company without having to
identify themselves. Thus, it must be locked and only the
President and his assigned representative/s, if there is
16
 FODC-First Orient Development and Construction Corp.

any, be allowed to open the said box, at any time. and productivity.
All employees, however, are expected to be professional
and responsible enough to understand that the suggestion Employees are urged to clean their tables and files/record
box is there for suggestions and feedbacks, and not a place or work areas before the end of the day.
to vent personal grudges & frustrations against a
colleague, boss, or the management, etc.

COMPANY-ISSUED EMAIL ACCOUNTS.
DESKTOPS, LAPTOPS, AND MOBILE PHONES
Company Email Accounts, desktops/laptops, and mobile
phones may be provided to an employee when it is
deemed that their role necessitates it. Respective
Managers will be required to justify the business purpose
for such request in behalf of their subordinate/s.
An employee will be accountable for all company
equipment issued to him/her. All provisions must subject
for approval from VP & COO.
OUTSIDE EMPLOYMENT
No employee shall engage himself directly or indirectly,
in any business activities similar to the operations of the
company, unless otherwise permitted by Management.
Job Abandonment
An absence of three consecutive days in a row without
calling in or returning to work will be considered job
abandonment, and FODC will process his/her work
separation as a voluntary resignation on his/her part.

GOOD HOUSEKEEPING

Since approximately 1/3 of the day is spent by most of us

in the office / jobsite, everyone must do their share to help COMPANY CODE OF CONDUCT
maintain an environment conducive to higher efficiency
17
 FODC-First Orient Development and Construction Corp.

missions not only for our own personal and business

Employees are expected to behave in an ethical and growth, but also or the future generations.
professional manner. The company code of conduct
requires that employees should act with honesty, Administrative Offenses with their corresponding
integrity, good judgment, and respect for the rights of penalties are classified into Minor, Less Serious, Serious,
others. and Very Serious offense, depending on the gravity of
their nature and effects.
However, any incident of unethical behaviour should be
reported to an immediate supervisor and shall be
CHAPTER TWO
investigated thoroughly. If an employee is found guilty
of violating the ethical standards set by the company,
then, the management shall determine the appropriate DISCIPLINE
disciplinary action and corresponding sanction, including
termination of employment.
COMPANY CODE OF CONDUCT
The following chapter will touch on the Company Code
TABLE OF OFFENSES AND DISCIPLINARY
of Conduct Table of Offenses and Disciplinary Actions.
ACTIONS
It classifies the types of offenses and the corresponding
disciplinary actions to be imposed for every infraction
“A” - MINOR OFFENSES
thereof.
First Infraction - Warning. Oral or written
FODCC has no intention to punish erring employees but
Second Infraction - Second Warning
sincerely believes the essence of employees discipline is
Third Infraction - Suspension (6-18 days w/o pay)
a big contributory factor for the company to move
Fourth Infraction- Separation / Termination of
forward and grow and attain our vision, goals and
18
FODC-First Orient Development and Construction Corp.

Employment

OFFENSES AND CORRESPONDING

“B” - LESS SERIOUS OFFENSES DISCIPLINARY ACTIONS

First Infraction - Warning. Oral or written 1.0 OFFENSES AGAINST PERSON

Second Infraction - Suspension (6-18 days w/o pay
and Warning of Termination) 1.1 Inflicting or attempting to inflict bodily injury
Third Infraction - Separation / Termination of or assaulting another employee in the work
Employment premises at any time and for any reason, except in
self-defense; attempting to inflict bodily injury in
“C” - SERIOUS OFFENSES any dispute involving one’s employment.

First Infraction - Suspension (12 - 24 days PENALTY - “C”

w/o pay and Warning of
Termination.) 1.2 Threatening, intimidating, coercing,
Second Infraction - Separation/Termination of harassing, or provoking a fellow employee or
Employment anybody within the company or work premises at
any time.
“D” - VERY SERIOUS OFFENSES PENALTY - “C”

First Infraction - Separation / Termination of

Employment (with 2.0 OFFENSES AGAINST PROPERTY
immediate notice to NLRC-
DOLE) 2.1 Damaging or attempting to damage company
19
FODC-First Orient Development and Construction Corp.
property or the property of another on company
time, either willfully or thru negligence.
This includes conniving with somebody either
with a co-employee or any other person outside
the company, to execute the above said acts.
PENALTY - “D”
2.2 Stealing or attempting to steal company
property or co-employees’ personal property on
company premises at any time. This includes
unauthorized swapping/selling of any company
owned property or materials, such as tools and
equipment, scrap materials either metal or non-
metal, consumable items, electromechanical
parts, either old or new and other kind of
materials duly owned by the company or client/s.
PENALTY - “D”
2.3 Consuming company’s time, materials,
equipment or property for personal or
unauthorized work. This includes using
company’s resources in order to acquire personal
gain, either in kind or financial in nature, unless
authorized by Management as special work item.
PENALTY - “C”
2.4 Swapping, replacing, substituting, or
attempting to substitute company material or
equipment with another of inferior quality or of
less value.
PENALTY - “D”
2.5 Obtaining or attempting to obtain materials
with the use of fraudulent purchase orders of
falsified letters, notes, memoranda or other forms
of authorization.
PENALTY - “D”
2.6 This includes placing orders of any materials,
though needed, but not yet authorized by
any Divisions / Department Head.
PENALTY - “C”
2.7 Improper or incorrect use of parts, tools or
equipment.
20
FODC-First Orient Development and Construction Corp.
PENALTY - “B”
2.8 Intentional use of incorrect parts, tools or
equipment that caused damage/s to company
property.
PENALTY - “D”
2.9 Bringing home purposely for personal use,
any company parts, tools, consumable or non-
consumable materials without proper clearance
from Management or Division / Department
heads.
PENALTY - “C”
3.0 OFFENSES AGAINST SECURITY AND
PUBLIC ORDER
3.1 Possession of explosives, firearms, or any
deadly weapons within the company premises
without proper authorization. This includes but
are not limited to: improvised guns, homemade
bombs, unused fire-crackers, personally-owned
knives or any other items that can be used to
inflict major injury/death to other employees.
PENALTY - “D”
3.2 Refusal to submit to or failure to meet security
requirements of the company, therefore, being in
the company’s opinion, a poor security risk.
PENALTY - “C”
3.3 Conviction thru judicial proceedings of any
crime where penalty is imprisonment.
PENALTY - “D”
3.4 Allowing and/or failing to report
unauthorized persons entering or loitering within
one’s work area.
PENALTY - “B”
3.5 Housing unauthorized persons in company-
owned buildings and /or houses or anywhere
within the premises of the company. This
includes allowing unauthorized person to use
21
FODC-First Orient Development and Construction Corp.
company-owned property such as computers or
appliances, access to files, computer diskettes and
CD’s and other materials that can be used for
other purposes not beneficial to the company.
PENALTY - “C”
3.6 Intentional violation of Intellectual Property
Rights Laws, transferring of trade secrets,
technical information, confidential formulas and
other related matters.
PENALTY - “D”
4.0 OFFENSES AGAINST PUBLIC
MORALS
4.1 Alcoholism and Prohibited Drug Addiction
PENALTY - “D”
4.2 Being drunk or orderly at any time within
the company premises.
PENALTY - “C”
4.3 Bringing or attempting to bring into the
company premises or taking into the company
premises alcoholic beverages or habit forming
drugs. Except for alcoholic beverages still
sealed and properly wrapped.
PENALTY - “D”
4.4 Habitual use of an alcoholic beverage or
habit forming drug inside company-owned
buildings and its premises.
PENALTY - “D”
4.5 Conduct of grossly indecent act or willful
indecent exposure or using profane or defamatory
language in addressing another person on
company premises.
PENALTY - “D”
4.6 Taking part or promoting any form of
gambling, lottery, or any other game of chance on
company premises at any time. This includes
22
FODC-First Orient Development and Construction Corp.

soliciting of bets without? monetary evidence

such as “jueteng”, winner take all or any other
games.
PENALTY - “B”
4.7 Creating or contributing to unsanitary
conditions of the company premises.
5.1.1 Falsifying company records.
PENALTY - “D”
5.1.2 Submission of fraudulent expense report.
This includes submission of receipts not actually
used/consumed, false reimbursements and
liquidations.

PENALTY - “B” PENALTY - “D”

4.8 Failure to report to the proper company 5.1.3 Careless or negligent submission of
authorities the fact of his having an apparent expense reports.
highly contagious disease which may endanger
other employees. PENALTY - “B”

5.1.4 Offering, soliciting or accepting anything of

value in exchange for a job, work assignment,
PENALTY - “A” work location or favorable conditions of
employment or for personal gain.

5.0 OFFENSES AGAINST COMPANY PENALTY - “D”

INTEREST
5.1.5 Providing company identification materials
5.1Dishonesty to any person not entitled to it; assisting any
23
FODC-First Orient Development and Construction Corp.

person to enter any restricted area without the PENALTY - “D”

permission of Management.
5.2 Insubordination
PENALTY - “C”
5.2.1 Refusing of neglecting to obey a company
5.1.6 Giving orally or in writing, any false order to perform assigned work.
narration of facts, answers or any kind of
statement in memoranda, reports of other inter- PENALTY - “C”
office communications or in any inquiryor
investigation conducted by the company. 5.3 Negligence

PENALTY - “C” 5.3.1 Forgeting to log-in or log-out and failed to follow

the guidelines to correct his/her mistake by the
5.1.7 Divulging classified company information
following day.
to outsiders or unauthorized parties (leakage
of vital company information e.g. Processes, PENALTY - “A”
formulas, trade secrets, or any confidential
materials). 5.3.1 Wasting time or loitering on company time.

PENALTY - “B”
PENALTY - “D”
5.3.2 Leaving work assignment during work
5.1.8 Engaging in business activities similar to hours without permission from
the operations of the company. Division/Department Head.

24
FODC-First Orient Development and Construction Corp.
PENALTY - “B”
5.3.3 Tardiness in excess of six (6) times or
accumulation of more than 60 minutes late in any
given month.
PENALTY - “A”
5.3.4 Absence from work without permission for
three (3) consecutive days (AWOL).
PENALTY - “D”
5.3.5 Sleeping on company time.
PENALTY - “D”
5.3.6 Unjustified failure to notify the company of
his inability to report for work on the second day
of absence.
PENALTY - “C”
5.3.7 Unauthorized Leave of Absence or
absences not informed or filed to HR/Admin.
Dept.
PENALTY - “A”
5.3.7 Failure to follow the procedures outlined
by the company in case of accidents involving
personnel or company property.
PENALTY - “C”
5.3.8 Failure to return to work promptly upon
expiration of leave of absence without any
valid reason.
PENALTY - “C”
5.3.9 General job disinterest.
PENALTY - “C”
5.3.10 Failure to settle monetary or other
obligations with clients or co-employees at the
company premises or jobsites, and thereby,
causing embarrassment and or/ injury to the
25
FODC-First Orient Development and Construction Corp.
image of the company.
PENALTY - “D”
III. GENERAL REGULATIONS AND PRACTICES
A. All employees of FODCC must have its own
Personnel File (201File) kept by Personnel
Department. It is important to keep information in
the employee’s personnel file backed up by CD
Copies up to update to enable the company to
perform valuable services which may be required
from time to time. These information are encoded
in Company’s Database. Employees, therefore,
are required to notify the Personnel Department
immediately of the following changes.
 Change of civil status
 Change of address and/or telephone
number
 Additional dependents/beneficiaries
 Person to notify in case of emergency
 Latest medical reports
B. An officer or employee who has resigned from
the company may not be re-employed unless for
special or meritorious reasons. He/she must pass
through normal medical examination again, if
necessary.
C. Employees are not allowed to keep personal
properties and other valuables in their desk or
cabinets. Duplicate keys should be given to
Personnel Department so that, in case of
absence, the desk or cabinet maybe opened.
D. Any employee who plans to resign should
submit a written notice to Division/Department
Head at least thirty (30) days in advance to
enable the company to hire for a replacement, if
necessary. Before leaving, he should clear
himself of all property and monetary
accountabilities, otherwise, Company
Employment Certification will not be processed
as per his/her request.
E. Peddling of merchandise or soliciting funds from
26
FODC-First Orient Development and Construction Corp.
employees for any purpose other than charity
is prohibited unless prior written approval from
management is secured.
F. Other rules and regulations maybe subsequently
issued in the form of general or regular
memoranda. Management reserves the right to
declare certain actions of activities of employees
as misdemeanor, commission of which, the
necessary disciplinary action may be imposed.
G. Ignorance of company rules and regulations as
herein embodied of subsequently issued shall not
excuse anyone from compliance, therewith.
Therefore, employees must acquaint themselves
with the company rules and regulations by
consulting regularly the bulletin board, their
respective Division/Department Heads or the
Personnel Department. All employees are
expected to be good citizens during and after
working hours and are enjoined to obey all laws,
rules and regulations promulgated by the national
government, its subdivisions, agencies and
instrumentalities.
H. Management reserves the right to prescribe the
penalties for violations of rules and regulations
which may be subsequently issued of for other
causes which do not carry specific penalty for its
violations.
I. Management reserves the right to relax in specific
instances by exercising sound discretion in the
application of any company rule and regulations;
it in its judgment such would serve the higher
interest of the company.
Employee Handbook Acknowledgement of Receipt
I acknowledge that I have received a copy of the FODC - First
Orient Development and Construction Corporation Employee
Handbook.
I understand that the working conditions, policies, procedures,
appeal processes, and benefits described in this handbook are
confidential and may not be distributed in any way nor
discussed with anyone who is not an employee of FODC.
I have read and understand the contents of this handbook and
will act in accord with these policies and procedures as a
condition of my employment with FODC.
27
 FODC-First Orient Development and Construction Corp.

I have read and understand the Standards of Conduct expected

by FODC and I agree to act in accord with the Standards of
Conduct as a condition of my employment by FODC.

I understand that if I have questions or concerns at any time

about the handbook or the Standards of Conduct, I will consult
my immediate supervisor, my supervisor's manager, or the
Human Resources staff, for clarifications.

___________________________
Employee signature over printed name

___________________________
Date

28