1. Employment - Discuss the position of the employee and the duties and responsibilities.

2. Appointment - You can combine this with #1, as discussed above.

3. Duties and responsibilities - You can combine this with #1 as discussed above
4. Compensation and Benefits - The statutory remunerations (SSS, Philhealth, Pagibig and
Tax) must be included in the compensation because these are MANDATORY contributions
regardless of the designation of the employee, whether probationary or regular. Take note
also that the current minimum wage is PHP15,360.00 at the rate of PHP512.00/day. We
suggest to revise/add the following:

“Your salary shall be paid either in cash, by a bank check, bank deposit or by other means as
determined by the Company, from which shall be deducted SSS, Philhealth, Pag-IBIG Fund,
withholding taxes and other mutually agreed or government-mandated deductions borne by you.

Except for taxes and contributions mandated by law to be withheld by the Company in
connection with the compensation arising from this employment, all other taxes and
contributions and filings shall be your responsibility and for your account.

Any bonus and additional benefits given by the Company in excess of your base salary shall not
be considered as salary you are contractually entitled to, but as a mere gratuity that the Company
reserves the right to discontinue or revise at any time at its sole discretion.”

5. Vacation and leave: Vacation Leave - 5 calendar days after 1 year of service. Sick Leave -
10 days for every year.
6. Probationary Period - The probationary period should not exceed 6 months. As previously
discussed. The required performance and standards of the company for regularization must
be discussed to the employee. We suggest to add the following:

“Your employment shall be subject to to the Company’s standards for regularization which you
acknowledge to have been discussed prior to the signing of this contract. The Company shall
evaluate your performance during the probationary period. The company may, at any time during
the probationary period, terminate your employment if you fail to meet the standards for
regularization, by giving you notice before the effective date of termination.”

7. Termination - For termination of employees, Kindly note that there are procedural due
process which must be observed. A probationary employee can be terminated for just and
authorized causes and for failure to meet company standards. We suggest to revise it to:

“The employee can, upon observance of procedural due process, be terminated based on just and
authorized causes of the Labor Code, and for failure to meet the required company standards as
discussed before engagement. The following similarly constitute just and authorized grounds for
termination of employment: (a) Violation of company policies, rules and regulations; (b)
Commission of an act which results to the company’s lost of trust and confidence to your ability
to satisfactorily perform your duties and responsibilities; (c) Destruction, Misuse and/or abuse of
company’s properties, facilities and resources; (d) Directly or indirectly engaging and/or entering
into unauthorized arrangements involving products and services of the company or its
competitors; (e) Breach of confidentiality of information belonging to the Company, its directors,
officers, employees and or agents; (f) Other similar acts, omissions and/or events.

Upon termination of employment, you shall promptly return and account for and deliver to the
Company all items and properties which the company has assigned or entrusted to your care or
custody.”

8. Confidentiality - OK.