INTRODUCTION

THE EXECUTIVE SUMMARY

Mission

Vision

Project Background

Project proponents

NAME ADDRESS NATIONALITY % of ownership

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Proposed name of the business

Company LOGO

Type of business organization

Advantages of a partnership

NAME Nationality Contribution

TOTAL

Location of head office and factory

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 CHAPTER 2

ORGANIZATION AND MANAGEMENT

Personnel Requirements

POSITION NUMBER OF EMPLOYEE

Organizational chart

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Affiliate Agreement

Management Proposals

Compensation Package

Earning
Gross SSS Total
Employee Philhealth Pag-Ibig after
Earnings Contributions Deductions
deductio

ER EE ER EE ER EE

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MANAGEMENT PROPOSAL

General Rules and Regulations

1. Customer is not always right, If at any time you have a

problem with a customer, notify management ASAP before it

become a complain

2. Employees who are in the position that are in the public eye

will not be allowed to smoke, eat or drink while at their station.

3. Bringing in an unauthorized firearm, knives or other

dangerous weapons on work place is prohibited.

4. Regarding to dress code, all Master E-Sports employees must

follow the following dress guidelines; clean, uniformed, clothing

provides the basic ingredients of professional appearance.

5. No customer records, operating statistics, plan, marketing

strategies, employee records and business related information

may be released without permission of authority.

6. Selling, trading, offering and using of drugs or alcohol is

prohibited.

7. Be respectful to Master E-Sports, co-workers, customers,

clients, partners and competitors. Avoid foul and abusive

language.

8. Cellphones and other communication devices may not be

carried or used during work hours.

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 9. Regarding to floor safety, do not leave the spill unattended, do

not allow people to pass through the spill and call maintenance

or have a fellow employee do it for you.

10. Every day we are entrusted with the health and even lives of

our customers, so we must always ensure the cleanliness of our

foods through keeping your hands washed, sanitized everything

prevent cross contamination, and store food correctly.

11. Actions or threats of violence or abusive language directed

toward a customer or other staff member, rude or improper

behavior with customer including the discussion of tips is

prohibited.

12. Come to work 30 minutes early for the preparations.

13. No employee of Master E-Sports may use of company

equipment or facilities or further once of non-work related

activities or relationship without the advance permission.

14. In case of fire, if you see smoke or flame remain calm and do

the following:

-If the fire is out of control activate the fire alarm.

-Alert and assist customers and fellow employee in evacuation.

-Follow emergency procedure in place for your department.

-Never put your personal safety in jeopardy.

15. No employee is allowed to perform his/her duty when he/she

is under the influence of alcohol.

A. Eligibility

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 Any female employee who may become pregnant shall be entitled to

the Maternity Leave Plan.

B. Application for the Plan

1. Application for pre-delivered leave or for approval to extend the

post-delivery leave on account of miscarriage or premature

delivery must be in writing and shall be filed in person or by

registered mail.

The application will be filed in quadruplicate and will be

accompanied by the required medical certificate.

2 If a woman employee desires to go on leave prior to the actual

delivery, the application shall be filed at least two weeks before

the two weeks leave, immediately preceding the probable date of

delivery in order to be entitled to the full two-weeks pre-delivered

leave. This is designed to give the business enough time to make

changes of assignments or to hire replacement for the applicant.

For the same reason, the applicant to extent post-delivery leave

or leave on account of the miscarriage or premature delivery

shall be filed at least (1) week before the expiration of the four

weeks post-delivery leave.

C. Plan Coverage

1. The company grants maternity leave with pay for a period of

six (6) weeks, or forty two (42) calendar days, as follows:

I. Two (2) weeks prior to the date of expected delivery.

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 II. Four (4) weeks after date of delivery or miscarriage with

full pay on the employee’s regular or average weekly wages

in accordance with the Labor Code.

2. If delivery takes place prior to the expiration of the two (2)

weeks period as shown on the medical certificate, payment shall

be made for the actual leave period.

3. If delivery takes place beyond the estimated two (2) weeks, the

period from the end of the two (2) weeks up to the date of delivery

shall be without pay. However, if the employee is qualified for

sick leave or vacation leave, such sick/vacation leave may be

used.

4. No woman employee shall be allowed even with medical

certificate supporting physical fitness for work, to resume her

employment before the four weeks period provided for by the law

after delivery for miscarriage.

5. If after four weeks from the date of delivery, the employee shall

still be unable to report to work, the period in excess shall be

without pay. However, if the employee is qualified for

sick/vacation leave, such sick/ vacation leave may be used.

6. If an employee is unable to report for work due to pregnancy or

its effect prior to two weeks immediately preceding expected date

of delivery, the employee is qualified for sick/vacation leave,

such leave/vacation leave may be used.

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 7. If an employee who suffers a miscarriage or premature delivery

with the seven and a half months of pregnancy is not yet entitled

to the full four weeks leave with pay regardless of whether she

has filed an application for maternity leave or not.

As a matter of policy, an employee may not avail of sick/vacation

leave benefits simultaneously. One may come after another when

necessary and when the employee is eligible to these business

plans.

E. Manner of Payment

1. Pre-delivery Maternity Leave shall be paid to the employee

immediately prior to her going on leave.

2. Post-delivery Maternity Leave shall be paid in lump sum after

four weeks period and upon presentation by the employee of a

medical certificate of attending physicians or midwife as to the

facts about delivery.

F. Social Security Sickness Benefits

Subject to the applicable social security provisions, the employee

may claim for sickness benefits in cases of miscarriage. Normal delivery

is not entitled to sickness benefits.

G. General Provisions

No employee may be allowed to work before the laps of four weeks

after date of delivery, notwithstanding any physician’s certificate as to

the employee’s fitness to work.

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EMERGENCY LEAVE

All regular associates will be granted two (2) working days-

emergency leave with pay every year in case of:

1. Death of employee’s spouse, parents or children; and

2. Destruction of employee’s residence due to normal calamities.

Emergency leave shall not be cumulative, nor can unused emergency

leave be converted to its cash equivalent.

COMPANY BENEFITS

13th month pay – all associates are entitled to a 13th month pay

as required by law.

Paid Holiday – all associates are entitled to the following paid

holidays: New Year’s Day, Maundy Thursday, Good Friday, National

Heroes Day, Bonifacio Day, Labor Day, Independence Day, Christmas

Day, Rizal Day and the day designated by the law for holding a general

election or a national referendum during the year.

Black Saturday and December 31 will be considered as paid

holidays provided that said appropriate government authority will

declare days as non-working holidays.

The following will not be entitled to holiday pay:

a. Employees under suspension; and

b. Employees who are absent without pay and/or unexcused

absence from work on the working day immediately

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 proceeding or to the working day immediately following any of

the said holidays mentioned.

OVERTIME WORK AND PAYMENT

Overtime work is performed by associates in excess of eight (8)

hours work in a day.

Requirements for overtime work – the following requirements

should met before any overtime work is paid:

1. The Manager must approve it in writing.

2. Reason/s for the written request of overtime work.

A. Absences

Permission for leave of absences must be applied for in advance in

writing and approved by the Manager.

A medical certificate must support absence due to sickness or

accident for two (2) or more consecutive days.

Absences from work without official leave or permission or being

absent, the employee fails to notify or advise in writing the manger

within 24 hours of the case thereof; or even if he gives notice or advice,

if I the opinion of the company the cause is not justified will place the

employee on AWOL (absence without leave).

An employee who is AWOL for one or two days must first secure

proper clearance from the manager.

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 The maximum permissible length of absence with or without

permission, with sickness and exception, will be twelve (12) working

days. Any employee who fails to notify in writing the Manager or his

inability to report for work after the expiration of the one working day

grace period will be terminated accordingly.

Leave of absence notification or seeking permission is subject to

disapproval if in the opinion of the company the duration and reason is

not justified.

A.1 Habitual absenteeism for four or more unexcused absence in a

month.

A.2 Abandonment of job absences of 12 consecutive days without

official explanation being received by the employee’s superior shall be

considered an abandonment of job.

A.3 Malingering or pretending to be sick; making or giving false excuse

for a leave of absences.

Tardiness

The company for unforeseen events on regular workdays grants a

five (5) minute grace period. However, abuse of the 5-minute leeway will

not free the employee from disciplinary action.

Tardiness will be subject to pay deductions. Incurring tardiness for

ten minutes within the 5-minute grace period in given month is

considered abuse of the 5-minute leeway.

Arriving late after snack/lunch breaks is also subject to disciplinary

action.

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A.4 Frequent tardiness (at least five (5) times tardy after the five minute

grace period or ten (10) times within the 5-minute grace period within a

month).

First offense - written warning

Second offense - 1 week suspension

Third offense - dismissal

Overtime

Work may be performed beyond eight hours provided the employee

has signed the overtime permit duly approved by the Manager.

Offsetting of under mandatory overtime, rendering of overtime work

is not allowed in the following cases:

For daily time schedule – arriving late for the day one or more days

absence within the week.

- Absences before such schedule overtime work.

- Failure to render daily OT within the week when requested in

favor of Sundays or holiday overtime schedule.

A.5 Refusing or failing to report for overtime work after having been

scheduled and informed about it.

- With acceptance by the employee

- Without acceptance by the employee

Record of Time

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 All employees are required to register their time in and out by

writing it in the logbook or daily attendance sheet, provided by the

company.

A.6 Unauthorized log in and out of other employee is prohibited.

A.7 Leaving work assignments or company premises during official

working hours or without prior permission from the Store Manager.

A.8 Committing in other acts of non-embraced by other provisions.

B. Misconduct / Misbehavior

B.1 Committing an act of Sabotage.

B.2 Deliberately causing loss or damage to company property.

B.3 Defacing any part of the company property like buildings,

structure, open area, etc.

B.4 Improper use of or allowing unauthorized persons to use

company supplies, materials, facilities, tools or equipment resulting in

loss and damage.

B.5 Unauthorized use of company name to obtain personal benefits,

which is detrimental to company interest.

B.6 Obtaining or accepting money or anything of value is entering

into unauthorized arrangement(s) with supplier(s), customer(s) or

other outsider(s).

B.7 Unauthorized acceptance, directly or indirectly, of money or

anything of value as consideration for an act, a decision or a service,

which the employee is duty, bound to perform.

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 B.8 Uttering words, doing acts or making gestures to said client(s),

friend(s)which are manifestly insulting or grossly

disrespectful/discourteous.

B.9 Other culpable acts or omissions.

B.10 Making false or malicious statement about company or its

products/service.

B.11 Engaging in any activity, which is directly competitive with the

company’s business or any part of its operation.

B.12 Distributing written or printed matters unfavorable or

detrimental to the interest of the company (black propaganda).

B.13 Inciting or participating in concerted work stoppage, slow down,

mass leave and sit down, riot or other similar disrupted activities.

B.14 Deliberately slowing down, holding back, hindering or limiting

of productivity.

B.15 Threatening, intimidating, coercing, provoking to a fight,

fighting with another employee within company premises, or while on

duty or outside the company premises but for duty-connected reasons.

B.16 Participating in loud sound heated verbal arguments during

official working hours and/or within company premises, which disturb

the work of others.

B.17 Serious misconduct during official working hours, within

company premises, or during company-sponsored activities.

B.18 Using indecent, abusive, derogatory or indecorous language

while on duty or within company premises.

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 B.19 Engaging in immoral, authentically acts, practices, or offering

immoral or unethical goods or services to employees or company

guests within company premises.

B.20 Rumor-mongering, unnecessary disclosure of somebody else

personal affairs to others, or deliberate distortion of facts or

statements in such a way as to enhance one’s status or reputation or

discredit.

B.21 Extortion or any form of oppressive exaction of money or

anything of value from the company guests.

B.22 Gambling, placing of collecting bets, or participating in any

game of chance official working hours.

B.23 Committing a crime or misdemeanor not embraced by other

provisions within the company premises or during official working

hours.

C. Dishonesty

C.1 Stealing, misappropriating or embezzling company funds or

property.

C.2 Stealing, concealing or deliberately misplacing without

justifiable purpose another employee’s property company premises, or

at assigned jobsite, or during official working hours.

C.3 Stealing, from clients, guests; visitors, or friends while on duty or

within company premises.

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 C.4 Fraudulent or illegitimate withdrawal / acquisition or release to

other persons of company funds or property.

C.5 Forging, falsifying, altering or making use of documents in such

a way as to user thereof.

C.6 Offering or accepting anything of value for a job or for a favorable

condition of employment.

C.7 Failure to report within two days after one has received and

discovered an erroneous payment or over payment of salary and other

forms of remuneration or reimbursement.

C.8 Giving false/fabricated testimony during company investigation.

C.9 Committing other acts of dishonesty, deceit or anomaly not

embraced by other provisions which cause loss or damage to company

property.

D. Insubordination and Discourtesy

D.1 Threatening, intimidating, coercing, provoking to a fight,

assaulting or attacking a superior for reasons directly connected with

the manager’s discharge of his official duties.

D.2 Uttering words, doing acts or making gesture to a manager

which manifestly insulting or grossly disrespectful to the latter.

D.3 Clear abuse of status, power or discretion.

D.4 Refusing or failing to do assigned task or to obey official orders /

instruction, or to follow established procedures.

Uniform:

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 The company requires all employees to wear the prescribed uniform

while on duty.

D.5 Failure or refusal to wear official company ID, uniform, shoes

and or grooming prescribed for certain jobs purposes of safety, security

or presentability or wearing those which are explicitly prohibited.

E. Work Performance

E.1 Habitual neglect of assigned duty or gross inefficiency or

continuing unsatisfying performance not attributable to factors

beyond the employee’s control.

E.2 Culpable carelessness, negligence or failure to follow or

established procedure, resulting in loss or damage to company.

E.3 Breach of employee of the trust response in him by management

or by company representative.

E.4 Sleeping while on duty.

E.5 Doing unauthorized or unofficial work during official working

hours.

E.6 Engaging, during working hours in horseplay, scuffing, shoving

or other similar playful activities which are time wasting or which could

be injurious to person or property.

E.7 Wasting time in any other way during official working hours,

whether at or away from assigned work place (loafing, loitering,

over-stretching break period, idle chatting, etc.)

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F. Infraction of Rules RE: Alcoholic Beverage or Prohibited /

Regulated Drugs

F.1 Possessing, using, selling or pushing prohibited condition or

drinking liquor or intoxicating beverages during work hours.

F.2 Entering company premises in drunken condition or drinking

liquor or intoxicating beverages during work hours.

G. Violation of Safety / Security and Sanitation Rules

G.1 Bringing in, or unauthorized possession of firearms, explosives

or other deadly weapons within company premises or job site.

G.2 Failure to follow prescribed procedures in cases of sickness or

personal injuries sustained at work or in cases of accidents involving

company equipment or other company property.

G.3 Creating or contributing to the creation of unclean and

unsanitary conditions inside company premises.

G.4 Failure or refusal to comply with sanitation or housekeeping

rules.

G.5 Failure or refusal to comply with the company’s safety and

security requirements.

PROVISIONS:

OFFENSES

General classification:

a. Work attendance

b. Misconduct / Misbehavior

c. Dishonesty

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 d. Insubordination / Discourtesy

e. Work Performance

f. Infraction of rules re: alcoholic beverage / regulated drugs

g. Violation of safety, security or sanitation rules

Grave suspension deprives an employee of his pay during the period

of his suspension.

Dismissal – this is a termination of an employee for a cause. A

serious violation of company rules and regulations or any further

infraction of any rule or regulation by an employee while he is under

observation after having meted out a grave suspension could result in

dismissal of an employee.

Procedure: Implementation of Penalties

1. Based on the information gathered, he must determine the extent

of the violation committed after which he prepares a report of the

infraction with his recommendation for disciplinary action.

2. He submits the report including evidences to his Manager.

3. Upon receipt of the Store Manager’s report, the company must

conduct an independent and thorough investigation of the

incident after which he submits a comprehensive report of the

case and recommends the appropriate disciplinary action.

Recommendation must be based on equity and justice.

4. The president reviews the reports, after which confers with the

store manager concerned regarding the matter.

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 5. The president informs the store manager as to the final

disciplinary action. Changed of assignments to extend

post-delivery leave or leave on account of the abortion,

miscarriage or premature delivery shall be filed at last one (1)

week before the expiration of the four weeks post-delivery leave.

Acts / Omission

TYPE A OFFENSE

Tardiness and/or under Three(3) unexpected

time committed six(6) times absences (whether whole

or more in a cut-off period day or half day absences)

within a cut off period

1st Written warning Written Warning

OFFENSE

2nd Suspension Suspension

OFFENSE

3rd Dismissal Dismissal

OFFENSE

Table 2.3 Type A Offense

TYPE B OFFENSE

Giving false Leaving place or Use of disrespectful,

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 reason for the premises of assignment insulting and

action during worked hours abusive language

without proper within the company

permission to the premises

manager

1st Written Warning Written warning Written Warning

OFFENSE

2nd Suspension Suspension Suspension

OFFENSE

3rd Dismissal Dismissal Dismissal

OFFENSE

Table 2.4 Type B Offense

TYPE C OFFENSE

Destruction, damage Engaging with a fist Drinking liquor or

or loss of any fight within the any intoxicating

company property, premises beverages during

equipment or money work hours or while

through negligence on duty or coming to

the work place

drunk

1st Written Warning Written warning Written Warning

OFFENSE

2nd Suspension Suspension Suspension

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OFFENSE

3rd Dismissal Dismissal Dismissal

OFFENSE

Table 2.5 Type C Offense

TYPE D OFFENSE

Failure or refusal to Failure or refusal to Threatening,

ware I.D, uniform, do the assigned task Uttering bad words

shoes and grooming of job or abuses of power,

status and

discretion

1st Written Warning Written Warning Written Warning

OFFENSE

2nd Deduction Deduction Deduction

OFFENSE

3rd Suspension Suspension Suspension

OFFENSE

Table 2.6 Type D Offense

TYPE E OFFENSE

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 Sleeping and doing Neglecting assigned Wasting official

unauthorized work duties or gross working time to do

while working hours inefficiency things not related to

their work

1st Written Warning Written Warning Written Warning

OFFENSE

2nd Suspension Suspension Suspension

OFFENSE

3rd Dismissal Dismissal Dismissal

OFFENSE

Table 2.7 Type E Offense

TYPE F OFFENSE

Coming to job drunk or Possessing, using,

consuming alcoholic selling of prohibited

beverages during working drugs

hours

1st OFFENSE Written Warning Written Warning

2nd OFFENSE Suspension Suspension

3rd OFFENSE Dismissal Dismissal

Table 2.8 Type F Offense

TYPE G OFFENSE

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 Failure or refusal to Bringing unauthorized

comply with sanitation firearms, explosive or

rules and business safety other deadly weapons

& security requirements and use it against

someone

1st OFFENSE Written Warning Dismissal

2nd OFFENSE Suspension

3rd OFFENSE Dismissal

Table 2.9 Type G Offense

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 CHAPTER 3

MARKETING STUDY

General Market Description

TARGET MARKET

PRIMARY

SECONDARY

MARKET SEGMENTATION

GEOGRAPHIC

Location

Barangay

Region

City

Table 3.1 Market Segmentation - Geographic

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Demographic

Population:

Number of households:

1. do you attend gigs?

YES
NO

2. Do you play any instruments?

Yes No

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 3.Do you enjoy watching live concerts?

Yes No

4. How often do you eat on fastfood

restaurants?

everyday 2-3 times a week once a week never

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 5. Are you an artist?

Yes No

6. how important is food for you when

you go to bar gigs/concerts?

very important important not really

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 7.how much are you willing to spend
for transportation and food allowance
when going to gig/concert?

600-1500 300-600 600-up

9.What are the things you like at the bar?

Food and beverage Ambiance Facilities and Amenities

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 10. who do you go ( or would go) with on
concert grounds/bar gig?

Alone Family Friends Co- workers

Psycho-graphic

Demand

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Supply

DEMAND ANALYSIS

Computations for Projected Demand:

Formula: Yc=A=Yi-1

Where Yc=initial value (1st year)

Yn= Final value (1st year)

N=Number of year

Yi-1=value of the year past

A=Yn-Yc/N-1

A=31,899-30,413/5-1

A=1,486/4

A=372

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 PROJECTED DEMAND - Past demand + Average Increase

PROJECTED AVERAGE PAST DEMAND PROJECTED

YEAR INCREASE DEMAND

SUPPY ANALYSIS

Indirect competitors

TOTAL

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 DEMAND AND SUPPLY ANALYSIS

MARKET SHARE% = (PROJECTED MARKET/ PROJECTED

DEMAND)x100

Market Share = projected market x market share %

PROJECTED PROJECTED PROJECTED PROJECTED MARKET MARKET

YEAR DEMAND SUPPLY MARKET SHARE% SHARE

2018

2019

2020

2021

2022

Demand and Supply Gap/ Unsatisfied Gap

DEMAND AND SUPPLY = PROJECTED DEMAND - PROJECTED

SUPPLY

PROJECTED Projected Projected Projected

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YEAR demand supply maket

2018

2019

2020

2021

2022

UNSATISFIED GAP = (DEMAND AND SUPPLY GAP/ PROJECTED

DEMAND) x 100

PROJECTED YEAR PROJECTED MARKET

2018

2019

2020

2021

2022

General marketing practices

SWOT Analysis

Strength Weakness Opportunities Threats

Service

Price

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Place

Promotion

Process .

People

PESTEL ANALYSIS

POLITICAL

ECONOMIC

SOCIAL

TECHNOLOGICAL  Local interest in nightlife

promoted via multi media,

websites, blogs and social

networking

LEGAL

ENVIRONMENTAL

Promotion

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 Marketing strategies is consists of target market, product, price,

place and promotion. Where in a comprehensive plan is should be done.

A marketing strategy should achieve a good product mix and a market

research to have a sustainable marketing study for our proposed

business.

1.Product and Services

1. Resolving customers complaints

3. Customers Feedback

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PROMOTIONAL EXPENSE

Quantity Price Total

TOTAL

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Business Tag line:

Nothing would be more relevant than having this idea of tag line for

our proposed business. It is because our goal is for people to realize

how important it is to come together and having the same interest that

makes friendship or relationship stronger.

Pricing Strategies

Competition Pricing Method

Cost-Plus Pricing Method

This method is used to consider the cost of production in addition

in costing a product to assure that all the utilities, labor, packaging

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and all things that are covered in the production are being paid

properly by the customers. This method helps the management to

distribute properly the profit earned to the whole business

organizations.

Industry Analysis

COMPARATIVE ANALYSIS

COMPETITORS TARGET MARKET SERVICES OFFERED

COMPETITIVE ANALYSIS

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COMPETITORS STRENGTH WEAKNESS OPPORTUNITY THREATS

TNC

MINESKI

WARGODS

Projected Sales:

CHAPTER 4

PRODUCTION AND TECHNICAL STUDY

The Product

RENTING SERVICE:

Services

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1

The customer will pay the amount of his/her

order/rent
5

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 • cutomer will have a seat and wait for his/her order.
7

10

Table 3.1 Service Process

Booking Process: Table 3.2 Product Process

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TECHNOLOGICAL ASSISTANCE

TYPE OF NAME OF OFFICE ADDRESS AND TEL.

ASSISTANCE OR SPECIALIST NO/ CONTACT

PERSONS.

Internet

Maintenance

Electrical

Maintenance

IT Specialist

Project Site

Project Layout, Building and Facilities

EXTERNAL DIMENSIONS (mm)

Overall length

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Overall width

Overall height

INTERNAL DIMENSIONS (mm)

Inside length

Inside width

Inside height

Floor plan

Machineries and equipment

Capacity and Scheduling

Production costs

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 Chapter 5

Financial Assumptions

CHAPTER 6

SOCIO-ECONOMIC STUDY

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YOUR PROJECT’S EMPLOYEES

THE GOVERNMENT

OTHER BENEFITS

Chapter 7

Conclusion

Project Implementations and Time

Date Activities

Business Proposal

Scouting of Location

Feasibility Study

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 Gathering of investment and

funds

Registration of government

license to operate

Construction of the Building

and Installation

Ordering of equipment, fixtures

and furniture's

Ordering of Supplies

Hiring of Employees

Training of Employees

Soft Opening

Grand Opening

Findings

Conclusions

Recommendations

APPENDICES

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