HR Policy No.

0015
Policy REST DAY WORK
Purpose To provide sufficient time for rest and recreation to employees.
Page(s) 1/2
Date effective March 1, 2018
Applicable Forms HRD-F-No.7 REST DAY WORK FORM

1. POLICY

The company provides for a whole 24-hour rest day every Sunday in every six (6) days
of work. However, the company may require the employee to report for work on
his/her rest day when the exigency of the business so require and the subject
employee shall be paid a premium rate as provided by law.

2. COVERAGE

All employees

3. GUIDELINES

3.1 Management shall determine the weekly rest day. However, management shall
respect the preference of employees as to their weekly rest day when such
preference is based on religious grounds.

3.2 Every employee is given a whole 24-hour rest day for every six (6) consecutive
days of work. The normal rest day will be every Sunday of the week except
when falling on the exemption provided in the preceding paragraph.

3.3 In cases of abnormal work pressure, impending emergencies like fire, flood,
typhoon, etc., down time of machines and equipment and all other instances as
provided by the Labor Code, employees may be required to work on their
schedule rest day.

3.4 Those who are required to work on their schedule rest day must be authorized
by their immediate supervisor prior to rendering work. Work done on a rest day
shall not be paid unless an approved Rest Day Work Form covers it.

3.5 Any qualified employee who works on his/her rest day shall be entitled to
additional 30% premium rate based of his basic salary.

4. PROCEDURES FOR WORK PERFORMED ON A REST DAY

4.1 The availing employee shall fill up the form as provided by the HRD.

4.2 The form must be submitted to the employee’s immediate supervisor for
approval prior to rest day work.

4.3 The requirement in 4.2 of this policy shall not be applicable if rest day work is
specifically requested by the employee’s immediate supervisor. However, the
employee should fill up the rest day work form after he/she renders work on
his/her rest day and have it approved by his/her immediate supervisor.

Approved by:

ATTY. GERALD B. BARO ATTY. MARVYN A. GAERLAN ATTY. APOLLO X.C.S.

SANGALANG
Partner for Administration Partner for Finance Founding Partner
 HR Policy No. 0015
Policy REST DAY WORK
Purpose To provide sufficient time for rest and recreation to employees.
Page(s) 2/2
Date effective March 1, 2018
Applicable Forms HRD-F-No.7 REST DAY WORK FORM

4.4 Upon approval of the said form, the employee must submit the approved form
to the HRD and/or to the payroll master prior to the cut-off date for payment.

4.5 The availing employee shall submit the approved form within the payroll period
for payment purposes. Failure to submit the approved form within the
appropriate payroll period shall be a waiver of compensation.

5. EFFECTIVITY

March 1, 2018.

5. MANAGEMENT PROVISION

Management reserves the right to change rest days when the exigencies of the
business so require. The right to change the rest day policy shall be in furtherance of
the company’s management prerogative and shall be in accordance with law.

Approved by:

ATTY. GERALD B. BARO ATTY. MARVYN A. GAERLAN ATTY. APOLLO X.C.S.

SANGALANG
Partner for Administration Partner for Finance Founding Partner
 Policy No. 0016
Policy OVERTIME WORK
Purpose The employer may require its employees to extend their regular
working hours to meet the exigencies of the business.
Page(s) 1/2
Date effective March 1, 2018
Applicable forms HRD-F-No. 8: OVERTIME WORK FORM

1. POLICY

Work may be performed beyond eight hours a day provided that the employee is paid
for the overtime work, an additional compensation equivalent to his regular wage plus
at least 25% thereof. Work performed beyond eight hours on a holiday or rest day shall
be paid an additional compensation equivalent to the rate of the first eight hours on a
holiday or rest day plus at least 30% thereof.
Any employee may be required by the employer to perform overtime work in any of
the following cases:
1. When the country is at war or when any other national or local emergency has been
declared by Congress or the Chief Executive;
2. When it is necessary to prevent loss of life or property or in case of imminent
danger to public safety due to an actual or impending emergency in the locality
caused by serious accidents, fire, flood, typhoon, earthquake, epidemic, or other
disaster or calamity;
3. When there is urgent work to be performed on machines, installations, or
equipment, in order to avoid serious loss or damage to the employer or some other
cause of similar nature;
4. When the work is necessary to prevent loss or damage to perishable goods; and
5. Where the completion or continuation of the work started before the eighth hour is
necessary to prevent serious obstruction or prejudice to the business or operations of
the employer.

2. COVERAGE

All employees.

3. GUIDELINES

3.1 Each employee is required to use the Biometrics attendance system in logging
in and out for attendance and overtime work.

3.2 Every overtime work must be approved by the employee’s immediate

supervisor evidenced by the Overtime Work Form as provided by HRD prior to
the day were overtime work is performed.

3.3 The availing employee must submit the form to the HRD and Payroll Master for
filing and computation purposes.

3.4 Absence of the required form shall disqualify the employee from payment of
overtime work.

Approved by:

ATTY. GERALD B. BARO ATTY. MARVYN A. GAERLAN ATTY. APOLLO X.C.S.

 SANGALANG
Partner for Administration Partner for Finance Founding Partner

Policy No. 0016

Policy OVERTIME WORK
Purpose The employer may require its employees to extend their regular
working hours to meet the exigencies of the business.
Page(s) 2/2
Date effective March 1, 2018
Applicable forms HRD-F-No. 8: OVERTIME WORK FORM

3.5 In case where the employee is on a work from home or fieldwork arrangement
(with prior approval), and there is an impossibility of using the biometric
attendance system for the purposes of measuring accurately the work rendered
as overtime work, the employee may use his/her DTR in lieu of the biometrics
attendance system.

4. PROCEDURES FOR OVERTIME WORK

4.1 The availing employee shall fill up the form as provided by the HRD.

4.2 The form must be submitted to the employee’s immediate supervisor for
approval prior to the overtime work.

4.3 The requirement in 4.2 of this policy shall not be applicable if overtime work is
specifically requested by the employee’s immediate supervisor or in cases
where employees are required to render overtime work. Nevertheless, the
employee should fill up the overtime work form after he/she renders work on
overtime and have it approved by his/her immediate supervisor.

4.4 Upon approval of the said form, the employee must submit the approved form
to the HRD and/or to the payroll master prior to the cut-off date in the payroll
covering the day/s of the overtime work.

4.5 The availing employee shall submit the approved form within the payroll period
for payment purposes. Failure to submit the approved form within two (2)
payroll periods shall be a waiver of compensation.

5. EFFECTIVITY

March 1, 2018.

6. MANAGEMENT PROVISION

Management reserves the right to change this policy when the exigencies of the
business so require. The right to change this policy shall be in furtherance of the
company’s management prerogative and shall be in accordance with law.

Approved by:
ATTY. GERALD B. BARO ATTY. MARVYN A. GAERLAN ATTY. APOLLO X.C.S.
SANGALANG
Partner for Administration Partner for Finance Founding Partner

Policy No. 0017

Policy UNDERTIME
Purpose To compensate employees according to their actual hours of work
Page(s) 1/2
Date effective March 1, 2018
Applicable Form HRD-F-No. 9: UNDERTIME FORM

1. POLICY

There is undertime when an employee does not complete the required eight (8)
working hours of work. The employee is also considered as rendering undertime when
he/she leaves the working place ahead of his given regular work schedule and goes on
half-day.

2. COVERAGE

All employees.

3. GUIDELINES

3.1 Work rendered less than 8 hours per day shall be within the scope of this
policy.

3.2 No employee is permitted to go on undertime. However, should undertime be

unavoidable and necessary in the sole judgment of the Management or his/her
immediate supervisor, the employee may be allowed to do so.

3.3 Any authorized undertime shall be treated as authorized absence without pay
but for unauthorized undertime, it shall be treated as absence without official
leave hence, subject to the appropriate penalty in policy no. 0007.

3.4 Undertime, whether authorized or unauthorized shall be noted down in the

employee's files for purposes of disciplinary action and or evaluating overall
efficiency of the employee.

3.5 Under no circumstances that an undertime work form be approved after the
occurrence of undertime however, in special cases, when the employee’s
immediate supervisor or the Partners are not in the work place, it shall be
forwarded to and approved by the HRD.

4. PROCEDURES FOR UNDERTIME WORK

4.1 The availing employee shall fill up the form as provided by the HRD.

4.2 The form must be submitted to the employee’s immediate supervisor for
approval prior to the undertime work within the day.

4.3 Whenever the immediate supervisor of the availing employee is not at the work
place, the employee may nevertheless have his/her undertime work approved
by the other partners.

4.4 Upon approval of the said form, the employee must submit the approved form
to the HRD.
Approved by:

ATTY. GERALD B. BARO ATTY. MARVYN A. GAERLAN ATTY. APOLLO X.C.S.

SANGALANG
Partner for Administration Partner for Finance Founding Partner

Policy No. 0017

Policy UNDERTIME
Purpose To compensate employees according to their actual hours of work
Page(s) 2/2
Date effective March 1, 2018
Applicable Form HRD-F-No. 9: UNDERTIME FORM

5. EFFECTIVITY

March 1, 2018.

6. MANAGEMENT PROVISION

Management reserves the right to change this policy when the exigencies of the
business so require. The right to change shall be in furtherance of the company’s
management prerogative and shall be in accordance with the law.
Approved by:

ATTY. GERALD B. BARO ATTY. MARVYN A. GAERLAN ATTY. APOLLO X.C.S.

SANGALANG
Partner for Administration Partner for Finance Founding Partner

Policy No. 0018

Policy CHANGE OF WORK SCHEDULE/SHIFT
Purpose To provide appropriate guidelines to employees who wants to
change their respective schedules/shifts.
Page(s) 1/2
Date effective March 1, 2018
Applicable Form HRD-F-No.10: REQUEST FOR CHANGE OF SCHEDULE/SHIFT FORM

1. POLICY

All changes on work schedule or work shift of all employees shall be covered by a duly
approved request for change of work schedule/shift.

2. COVERAGE

All Employees except field personnel, lawyers, Managers, members and officers of the
managerial staff.

3. GUIDELINES

3.1 Each employee is required to render at least eight (8) hours of daily work or at
least forty (48) hours a week. The employee may be assigned in the following
schedule by the HRD or by the Partner for Administration.

Opening Shift 7:30am to 4:30pm

Regular Shift 8:30am to 5:30pm
Closing Shift 11:00am to 8:00pm
Part-time 4 hours/day or 24 hours per week.

3.2 The Partner for Administration or his duly authorized representative shall plot
the employees’ respective schedules/shifts.

3.3 The employees shall be notified 30 days prior to the effectivity of the
employees’ schedules/shifts. The notice will be posted in the appropriate
communication system being adopted by the company (Hangouts, Bulletin
Boards, Facebook etc.).

3.4 Any request for change of schedule/shift will not be entertained when the
period covered by the request is deemed to be critical day/s.

3.5 Any request for change of shift shall be made every 15 th of the month and if
approved by HRD and the employee’s immediate supervisor, the new schedule
will commence every 1st day of the month.

4. PROCEDURES

4.1 The requesting employee should secure a request for change of shift form from
the HRD on or before the 15th of the month.

4.2 The employee should have the form approved by HRD for the availability of
schedule.
 4.3 After the approval of the HRD, the employee must secure the approval of
his/her immediate supervisor.
Approved by:

ATTY. GERALD B. BARO ATTY. MARVYN A. GAERLAN ATTY. APOLLO X.C.S.

SANGALANG
Partner for Administration Partner for Finance Founding Partner

Policy No. 0018

Policy CHANGE OF WORK SCHEDULE/SHIFT
Purpose To provide appropriate guidelines to employees who wants to
change their respective schedules/shifts.
Page(s) 1/2
Date effective March 1, 2018
Applicable Form HRD-F-No.10: REQUEST FOR CHANGE OF SCHEDULE/SHIFT FORM

4.4 After the form has been approved by the HRD and the employee’s immediate
supervisor, the employee must return the approved form to the HRD before the
20th day of the month.

5. EFFECTIVITY

March 1, 2018.

6. MANAGEMENT PROVISION

Management reserves the right to change this policy when the exigencies of the
business so require. The right to change this policy shall be in furtherance of the
company’s management prerogative and shall be in accordance with the law.
Approved by:

ATTY. GERALD B. BARO ATTY. MARVYN A. GAERLAN ATTY. APOLLO X.C.S.

SANGALANG
Partner for Administration Partner for Finance Founding Partner

Policy No. 0019

Policy COMMUNICATION POLICY AND PROTOCOL
Purpose To facilitate better communication to run the business as efficiently
as possible.
Page(s) 1/4
Date effective March 1, 2018

1. POLICY

To ensure that material information in relation to our business be disclosed in a

timely, consistent and appropriate manner.

2. COVERAGE

All Employees.

3. GENERAL GUIDELINES

3.1 Upon engagement of an employee, he/she will be given One Thousand Two
Hundred Pesos (Php 1,200.00) per month as communication and internet
allowance to be given every 1st Friday of the month provided that the employee
conforms with paragraph 3.3 of this policy.

3.2 Also, upon engagement of an employee, he/she will be given an official email
with a domain name of paladinslaw.org. This email address shall be used
exclusively for business of the employer.

3.3 An engaged employee is required to have a smart phone with capabilities of

mobile internet with an Operating System of Android and iOS 5.0 and above to
be entitled to paragraph 3.1 of this policy.

3.4 The employer shall issue a laptop or desktop computer to all employees. These
machines shall be used exclusively for the business of the former, any
unauthorized use of these machines which prejudices the business of the
employer shall be subjected to the following penalties, to wit:

1st Offense Written Warning

2nd Offense Final Written Warning
3rd Offense Performance Improvement Plan or Value
Improvement Plan (3-6 months)
4th Offense Termination

3.5 All employees are required to study the use of google apps such as but not
limited to google mail, google calendar, google hangouts, google drive, google
docs, google sheets, etc. The employee shall be given at least 2 weeks from
engagement to learn and study the use of the above-mentioned apps.
Approved by:

ATTY. GERALD B. BARO ATTY. MARVYN A. GAERLAN ATTY. APOLLO X.C.S. SANGALANG
Partner for Administration Partner for Finance Founding Partner
Policy No. 0019
Policy COMMUNICATION POLICY AND PROTOCOL
Purpose To facilitate better communication to run the business as efficiently
as possible.
Page(s) 2/4
Date effective March 1, 2018

4. EMAIL PROTOCOL

4.1 All email communication, whether for internal or external purposes, using the
official domain of the company shall require the sender to copy furnish his/her
immediate supervisor for monitoring purposes.

4.2 When using the company email, appropriate etiquette should be strictly
observed. The use of the English language is highly encouraged.

4.3 All employees and officers must read all messages and respond or acknowledge
his/her receipt of the email within a reasonable time.

4.3.1 Reasonable time to reply an email is within 24 hours from the time of
sending.

4.3.2 However, when the email is certified by the sender to be immediate or

within the critical days, the receiver is bound to reply within 30 mins
from receipt at any time of the day provided that the sender informs
the receiver via text and call.

4.3.4.1Certified critical means that the sender adds to the subject of

the email the words “critical or very important” and the sender is
obliged to inform the receiver through text message, hangouts,
facebook, viber or any communication apps usually used in the company
that an email was sent and a reply is necessary.

4.3.3 Failure to follow the preceding protocols shall be subject to the

following disciplinary sanctions except paragraph 3.4 of this policy, to
wit:

1st Offense Verbal Warning

2nd Offense 2nd Verbal Warning and Counseling
3rd Offense Written Warning
4th Offense Revocation of Communication Allowance
5th Offense Performance Improvement Plan or Value
Improvement Plan (3-6 months)
6th Offense Final Written Warning
7th Offense Termination
Approved by:

ATTY. GERALD B. BARO ATTY. MARVYN A. GAERLAN ATTY. APOLLO X.C.S. SANGALANG
Partner for Administration Partner for Finance Founding Partner
Policy No. 0019
Policy COMMUNICATION POLICY AND PROTOCOL
Purpose To facilitate better communication to run the business as efficiently
as possible.
Page(s) 3/4
Date effective March 1, 2018

5. MOBILE COMMUNICATION PROTOCOL

5.1 All employees are required to be online and their mobile phones activated
during official business hours or from Mondays to Saturdays at 8am to 6pm.

5.2 When the employee received an email prompting the receiver to do, to report,
to inform or to accomplish something, he/she is compelled to reply within the
day unless it is considered critical thus, the receiver is compelled to reply
within 30-minutes from the advisory of the sender.

5.3 When replying through the use of mobile devices, appropriate etiquette should
be strictly observed. The use of the English language is highly encouraged.

5.4 All employees and officers must read all messages and respond or acknowledge
his/her receipt of the text/google messages within a reasonable time.

5.4.1 Reasonable time to reply when received during working hours is

within 1 hour from sending if employee is not under fieldwork. In case
the employee is under field work, he/she is given until 6pm of the same
day within which to respond/reply.

5.4.2 When an employee is under field work or work from home

arrangement, the employee must be online or his/her phone is
activated within the business hours as indicated in paragraph 5.1 of this
policy.

5.4.2 Reasonable time to reply when received after the working hours is
within the first hour of the employee’s shift of the following working
day.

5.4.3 Reasonable time to reply when received during holidays, restday,

special non-working day or non-working day is within the first hour of
the employee’s shift of the following working day.

5.4.4 However, when the text/google message is certified by the sender to be

immediate or within the critical days, the receiver is bound to reply
within 30 mins from receipt at any time of the day provided that the
text/google message is not sent within 9pm to 6am of the following day.
Nevertheless, when the text/google message is sent within 9pm to 6am,
 the receiver is obliged to respond between 8-9am of the following day
regardless of shift or schedule.

5.4.5 Certified critical means that the sender adds to the subject of the
text/google message the words “critical or very important” and the
sender is obliged to inform the receiver through mobile phone calls,
text message, hangouts, facebook, viber or any communication apps
usually used in the company that a message was sent and a reply is
necessary.

Approved by:

ATTY. GERALD B. BARO ATTY. MARVYN A. GAERLAN ATTY. APOLLO X.C.S.

SANGALANG
Partner for Administration Partner for Finance Founding Partner

Policy No. 0019

Policy COMMUNICATION POLICY AND PROTOCOL
Purpose To facilitate better communication to run the business as efficiently
as possible.
Page(s) 4/4
Date effective March 1, 2018

5.4.6 Failure to follow the preceding protocols shall be subject to the

following disciplinary sanctions, to wit:

1st Offense Verbal Warning

2nd Offense 2nd Verbal Warning and Counseling
3rd Offense Written Warning
4th Offense Suspension of Communication Allowance
5th Offense Performance Improvement Plan or Value
Improvement Plan (3-6 months)
6th Offense Final Written Warning
7th Offense Termination

6. RESTORATION OF COMMUNICATION ALLOWANCE

The employee’s communication allowance shall be restored when his/her immediate

supervisor deemed it proper provided that the employee undergoes the PIP/VIP
program of the company and attain the necessary standards as indicated in the
program.

7. EFFECTIVITY

March 1, 2018.

8. MANAGEMENT PROVISION

Management reserves the right to change this policy when the exigencies of the
business so require. The right to change this policy shall be in furtherance of the
company’s management prerogative and shall be in accordance with the law.
Approved by:

ATTY. GERALD B. BARO ATTY. MARVYN A. GAERLAN ATTY. APOLLO X.C.S.

SANGALANG
Partner for Administration Partner for Finance Founding Partner

Policy No. 0020

Policy PAYROLL PROTOCOL
Purpose To facilitate on time submission of DTR’s and other documents
necessary for the computation of salaries.
Page(s) 1/2
Date effective March 1, 2018
Applicable Forms HRD-F-No.11: DAILY TIME RECORD FORM

1. POLICY

To ensure that material information in relation to our business be disclosed in a

timely, consistent and appropriate manner.

2. COVERAGE

All Employees.

3. GENERAL GUIDELINES AND PROCEDURE

3.1 The Daily Time Record (DTR) is only required to be submitted by the concerned
employee when he/she has some missing details on his/her biometrics report.

3.2 Missing details can happen when the employee is on leave, work at home
arrangement or under field work otherwise, the HRD will treat those absence
as unauthorized absence without pay or Absence without official leave as the
case may be.

3.3 When the above enumerated situation happens, the employee shall fill up the
DTR and attach the necessary forms as required under existing policies and
submit the same to the HRD.

3.4 The HRD will forward the DTR and supporting documents to the payroll master
for computation.

3.5 The period for submitting the DTR to the HRD are as follows, to wit:

3.5.1 The DTRs for payroll 1st -15th of every month should be submitted on or
before every 20th of the month and for payroll 16 th – last day, shall be
submitted within five days from the last day of the month.
 3.5.2 Failure of the concerned employee to submit his/her DTR as required in
this policy shall be considered under authorized leave without pay thus,
he/she will not be entitled to pay on the specific day where the missing
details of his/her biometrics report so elucidate.

3.6 After the submission of the DTR, the finance department through its payroll
master shall compute the salary of the concerned employee and prepare the
necessary voucher for payroll within 5 days from the deadline of submission of
DTRs as indicated in paragraph 3.5.1.

3.6.1 Within the 5-day period as indicated in the immediately preceding

paragraph, the payroll master is obligated to prepare the request for payment
voucher attached with are the documents evidencing the computation of the
employee’s salary.

3.6.2 Also, the payroll master should have the request for payment voucher
be approved by the Partner for Finance at least 3 days before the pay-out date.

3.7 After the approval of the request for payment voucher by the Partner for
Finance, the payroll master shall immediately prepare the checks for payroll.
3.8 Thereafter, the payroll master shall have the checks signed a day before the
actual date of the pay-out.

3.9 In no case that checks for payroll shall be distributed or given to employees
before 12 noon of every pay-out date.

3.10 Any violation of the period by any employee shall be subjected to the following
disciplinary actions, to wit:

1st Offense Written Warning

2nd Offense Final Written Warning
3rd Offense Performance Improvement Plan or Value
Improvement Plan (3-6 months)
4th Offense Termination

7. EFFECTIVITY

March 1, 2018.

8. MANAGEMENT PROVISION

Management reserves the right to change this policy when the exigencies of the business so
require. The right to change this policy shall be in furtherance of the company’s management
prerogative and shall be in accordance with the law.