ANNEX TO SEASONAL CONTRACT OF EMPLOYMENT

1. Employees must submit all Pre-employment requirements as required by the Employer

within ten (10) working days from date of hiring. ALL requirements submitted are
deemed company property and shall form part of its 201 file and can no longer be
returned. Failure of the EMPLOYEE to comply within the given period, the EMPLOYER
may immediately pre-terminate the Employee’s Contract. Part of requirements is to
secure a BDO Cash Card for PAYROLL failure to do so corresponding courier fees will
be charged as needed. – what’s this? Its vague.
2. Absences due to health reason must submit a medical certificate. Three or more
absences due to health issues, the EMPLOYEE must submit a FIT TO WORK Certification
duly issued by your medical doctor prior to reporting back to work. In both instances,
the same will be subject to the EMPLOYER’s approval. None submission of the same
shall be deemed an unauthorized absence or ABSENCE WITHOUT LEAVE (AWOL), which
is a ground for terminating this contract.
3. The EMPLOYEE must maintain a manual entry Time Card AND must Text “IN” and Text
“OUT” in REALTIME using assigned Employer issued cellphones ONLY. (Failure to
forward time TIME IN & OUT to any of the four designated cellphones shall not be
deemed work time.) – this is too much. Two will do. Any time difference of more than
ten (10) minutes as against actual receipt via time stamped of Cellphone units will not
be accredited as work time and will not be considered for PAY. Failure as well to do the
daily Text in/out of Attendance will mean NO WORK &NO PAY.The Employee must
also UPLOAD the manual time Card via messenger EVERY PAYROLL cut off. Failure to do
so will result in the delay of the EMPLOYEE’s payroll. Employee only have 48 hours from
Payout to file Payroll Discrepancies as per form required by uploading via Messenger.
4. Employee must Deposit ALL Cash Sales for the day not later than 6 pm. In the absence of
an operating bank as designated, the Employee is tasked to deposit the same via ATM.
Unreported or delay in the deposit of cash sales shall be treated as a form of
DISHONESTY, subject for termination. If and when the Bank is off line, or the ATM is not
available, the EMPLOYEE must immediately deposit her collection on the succeeding day
not later than 1:00 P.M. Employer may demand for a bank certification to the effect.
5. Similarly, the EMPLOYEE must report Cash Sales via SMS (text message) using company
assigned cell phone units, in daily intervals. The same for the weekly Sales and Inventory
requirements with Headcount and CiC count. In reporting their sales, the EMPLOYEE
must utilize company template and in no other form. Failure of the Employee to comply
will merit sanctions and monetary penalties as per memo.
6. Employee must immediately acknowledge receipt of theirE-Load monthly allowance for
their company issued phones. The EMPLOYEE must then register the same to the
bundle. Failure to do so, the Employer maydeduct the corresponding amount to the the
Employee via salary deduction. The E-load is good for a period of 30 days or 1 month
with unlimited text to Smart, Sun and TNT. Hence, any shortening of availability of the
 bundle/ balance for any reason, shall be charged back to the Employee for the fresh E-
load. The Employee assigned shall have sole custodian of the Employer’s cellular
phone and its load and shall be responsible thereof. The company issued cell phone is
strictly prohibited to be taken home or in any other place. PERSONAL USE of company
cellular phone is strictly not allowed. The same shall be treated as dishonesty and
insubordination and is grounds for TERMINATION.
7. Prior to receiving their last pay, resigned or Terminated Employees must do a proper
and complete turnover in writing and actual physical count of all their accountabilities
such as but not limited to stocks, reports, documents, equipment’s, supplies cash sales
and all monies belonging to the EMPLOYER. Failure of the EMPLOYEE to comply with the
CLEARANCE PROCESS, the EMPLOYER may put on hold her clearance and withhold her
Final pay. Any missing accountabilities as mentioned above will be charged to the
concerned Employee’s final pay. If Final Pay is insufficient, Employee must personally
shoulder the balance.
8. The EMPLOYEE shall provide her own uniform which should conform to the
standards of the company as a Retail Representative. Or the EMPLOYEE
may opt to purchase the same from the company subject to terms and
conditions. The Employee is required to be in FULL UNIFORM not more than seven (7)
days from date of contract signing. Failure to do so will also be treated as none
compliance for pre- employment requirements and shall be pre-terminated
accordingly.
However, should the EMPLOYEE resign or severs her
employment with the company without having paid in full her uniform, she
must return the same to the company without any right for reimbursement.
9. For any EMPLOYEES incurring two (2) unauthorized absences in a week or four (4)
unauthorized absences in a month is subject for REPLACEMENT. Any EMPLOYEE who
incurs three (3) tardiness in a week or four (4) times in
a month is also subject for REPLACEMENT. Five (5) minutes – common is 15 minutes
after the first hour of reporting shift is considered tardy and subject for deduction as
per Tardiness Memo Policy. Any Late Opening charges from the mall incurred by the
EMPLOYER due to the Employee’s Tardiness shall be personally accountable thereof.
The same shall be charged back to Employee x10 of the amount as charged by the
Mall via SOA to compensate for Loss Sales Opportunity. – too much
10. The EMPLOYEE must meet the EMPLOYER’S minimum sales performance requirements.
If an EMPLOYEE commits two (2) zero (0%) sales in a week or 4 times (4x) in a MONTH,
EMPLOYEE will be subject for REPLACEMENT.
11. Resignation, Issuance of Clearances and Final Pay must be in made PERSON and at the
EMPLOYER’S Head Office ONLY at 2F Rexsun Building, Friendship highway, Brgy. Anunas,
Angeles City, Pampanga Note: that releasing of final pay/last pay is within the
maximum period of 30 days from date of clearance. Employee will just be advised
once pay is available for release at Head Office ONLY.
12. Employee resignation must be with 30 days’ notice and in writing, for personal
submission. The same will be subject for Employers evaluation and approval. Employee
must do proper turnover and training of her replacement prior to clearance issuance.
Failure to do proper and documented turn over and training for replacement, Employee
will put clearance on hold.
13. Employee that has gone on AWOL with due notices, shall no longer be entitled to final
pay, Certificate of Employment or Clearances from the Employer.

I hereby have read and understood the two (3) pages of the Annex to the
Seasonal Employment Contract. The same has been explained to me thoroughly
and have conformed to it. I have received a copy of the pre-employment
requirements for my reference and compliance.

Date Print Name and Signature