COMPANY POLICY General company policy is set generally for the welfare of both the company and the

employee. These are standard behavior that an employee must enact while inside the company premises. Stated below is the list of working policies that any of the personnel would follow during business operation. Daily Time Record Each worker is provided with a Time Card which will be filled up by the Production Officer or by the General absence of the Production Officer. anager in the

Work Schedule Employees are to be at their work station at scheduled work time. Employees may be re!uested to vary their actual work hours based on the condition at the store. Each employee is sub"ected to one #$% day off work thru scheduling. Employees should not be present on the premises outside of their respective working hours e&cept on official business or as approved by the General anager.

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Wearing of

niform

'll employees are re!uired to wear their prescribed uniforms properly during their working hours. (ailure to comply with this may be e!ual to a day of absence. 'n employee may be e&cused unless valid reasons are provided for and approved by the anager.

Take note that all employees should wear their respective uniforms with the act of professionalism and must imbue the virtue of simplicity. a. (or production uniform) workers are re!uired to wear their hairnets and aprons) may wear rubber shoes) or whatever shoes they are comfortable with while performing their tasks. b. *omen in production if there is) is not allowed to wear make+ up on production area. c. ,aircut for men should not reach the eyebrows. -eards and mustache are not allowed. d. ,aircut for women may be any acceptable and neat hairstyle considering the hair is tied upward under the hairnet e. .o accessories are allowed to be worn.

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A!"en#eei"m and Tardine"" Employees must be present and on or before time for work as scheduled. The company/s services are seriously impaired by absences and tardiness. E&cessive absenteeism or tardiness) regardless of reason) may result to dismissal. Employees are e&pected to notify the anager of any impending absence as far in

advance as possible. .otice must be given no later that the beginning of the scheduled work. Tardy time and unauthori0ed leaves are automatically deducted from salary for the month.

A!"ence Wi#hou# Official Lea$e %AWOL& 'n employee is deemed '*O1 with the following conditions2 a. (ailure to give advance approval for absences. b. 'bandonment of work force which is defined as leaving work post in the middle of their shift or being more than 34 minutes gone. The anager will contact employee through a memo to

determine cause of '*O1) documents reason for '*O1 and also asks for a written e&planation from the employee. The anager can

e&cuse an employee from the sanctions presented for '*O1.

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Sanctions for '*O12 $st offense2 The person shall be reprimanded. 5nd offense2 Suspension from the office shall be imposed. 3rd time2 67ismissal 67ismissal may occur if '*O1 is 3 or more consecutive days. Ty'e" of Offen"e" The following acts are e&amples of acts that constitute a violation of the code of conduct2 $. inor Offenses a. .on+wearing 8 improper wearing of uniform during work time. b. *earing improper attire during work. c. 1ittering or loitering the workplace especially when there are garbage cans provided. d. .one or improper wearing of 97 while inside the company. e. .ot following the prescribed haircut. 5. oderate Offenses a. :efusal to cooperate in or submit to testing for alcoholic beverages and8or the illegal use of drugs when re!uested by the company.

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b. (ailure to fulfill "ob re!uirements of standards of efficiency and productivity. c. 9llegal collection or any unauthori0ed solicitation. d. -reakage of production e!uipments) machineries and tools or any thing that is belonging to the company. e. ;iolating safety rules or common safety practices. f. Possession of firearms) knives) or e&plosives. g. Performing outside "ob services while on duty without prior approval. h. E&cessive tardiness or absenteeism) regardless of the reason. i. Creating or contributing to unhealthy or unsanitary conditions. 3. Grievous Offenses a. (alsification of timecards) store records) recording the time of another and failing to use own timecard. b. 'bsence of two consecutive days or three non+consecutive days without notification or satisfactory reason. c. 9ndulging in disorderly conduct or abusive) profane or offensive language on the shop premises. d. (ighting) threatening) intimidating) attempting bodily harm or in"ury) or interfering with another person on the store premises or while on the store for business.

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e. 9nsubordination or refusal of an employee to follow instructions or to perform assigned work. f. isconduct toward or physical8verbal abuse of store/s customers or visitors. g. Theft or dishonesty h. <nauthori0ed release of confidential information. i. Smoking inside the workplace especially in non+smoking area. ". (alsely making) altering or deleting part of a document for the purpose of deception or misrepresenting another which would result in damage to one or the other. k. Se&ual misconduct or any immoral se&ual relations and conduct like pre+marital) e&tra+marital) or same gender se&ual intercourse) whether with a fellow student or another. l. 9llegal tapping of electric wire by unauthori0ed use of electrical outlets.

(eha$ior and Di"ci'linary Mea"ure" The company strives to provide the best service in a friendly atmosphere. The manner wherein the customers are treated reflects credit or discredit on the company.

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$. Code of Conduct 'll employees of .ewy/s Pi00a Company are e&pected to comply willingly with all of the e&isting policies and regulations of the company) written in the policy handbook. Every employee is e&pected to respect all the company personnel regardless of the position or appointments. 9n the interest of maintaining good working environment) employees are e&pected to observe the company policies) procedures and rules of conduct) including) but not limited to) the policies set out in this handbook. ;iolation of any of the company/s policies) procedure) and rules may result in discipline up to or including dismissal. 9n making decisions regarding the action imposed for violation of this policies) procedures and rules) the management will take into consideration all of the circumstances involved) as well as the employee/s overall work record at the company. Considering the fact that .ewy/s Pi00a Company is not only after e&cellence and professionalism but also after good values and character) any employee who violates the company/s rules and regulations will be dealt with accordingly.

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5. Ethics 'll employees of this facility share in the responsibility of observing the code of ethics. The code of ethics re!uires truthfulness) honesty) and industry. 9n addition) all the company employees share to some degree in the responsibility for observing the code of ethics that regulates the activities of employees. 3. -ehavior The behavior of one employee towards another also reflects directly upon the reputation of the company. Such practices as loud conversations or offensive conduct reflect unfavorable on the company and should be avoided) therefore is trained and e&pected to be true) honest) courteous and respectful. =. :ationale for 7isciplinary Sanctions (or purposes of achieving and maintaining peace and order) cleanliness) decency) e&cellence) and good moral character) each employee should follow certain rules and regulations whether in or out of the company. 'ny deviation from the e&pected norm of behavior is dealt with a proper disciplinary sanction.

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>. 7isciplinary

easures

'ny of the following actions may be taken at the discretion of the General involved. a. ;erbal Counseling2 an informal discussion citing a violation of rules or unsatisfactory performance with the offer of coaching to improve performance. .o notice is necessarily placed in the employee/s file. b. :eprimand2 a formal written notice to the employee to be place in his personnel file citing the violation or rules or unsatisfactory performance and e&pected future conduct or performance. c. 9mposed Probation2 employees may be placed on imposed and probation for 5 weeks to $ month by the anager. Employees anager) based upon all of the circumstances

who fail to respond to guidance and coaching during or upon completion of their imposed probation are sub"ect to dismissal. Performance increases will not be given to an employee during the period of imposed probation) but other employment benefit will not be affected. d. 7isciplinary Suspension2 employees may be suspended from duty for disciplinary reasons by the General anager for one to

five days. 7isciplinary suspension will be without pay and paid

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time off may not be used during this period. 'll other employment benefits may be discontinued during this time. e. 7ismissal2 a termination of employment which is initiated by the company.

(irst Offense Second Offense Third Offense (ourth Offense

? ? ? ?

;erbal *arning *ritten *arning Suspension 7ismissal or termination

PRO)*CT*D TIM* TA(L* (or efficiency purposes) careful planning of the procedural steps must be considered. Prior to the commencement of the proposed The researcher

venture/s operation) several steps should take place.

designs the following procedures to hasten the implementation of the proposed pro"ect.

+ea"i!ili#y Com'le#ion,

This includes background information)

mapping) specification) marketing studies) interviews and other

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related data concerning the proposed business. This will be accomplished until the second month.

+ormal Organi-a#ion, 'll the necessary documents such as application for registration) business permit licenses) application for business name) and other legal things that are necessary to put up a business will be processed within two months.

Arrangemen# for #he Pro"'ec#i$e Loca#ion,

The proposed

venture will be put up in a rented space at Purok $) -alibago. The necessary arrangements with the leasing of the prospective location will be tackled and finali0ed. .ecessary renovations to the rented space will be done for the installation of e!uipments) furniture and fi&tures. The preferred floor layout will be presented to aid the renovation of the space. months. This will take another two

Ac.ui"i#ion and In"#alla#ion of *.ui'men#"/ +urni#ure and +i0#ure", E!uipments will be ac!uired from appliance centers

where it is available. .ecessary furniture and fi&tures will also be ac!uired from prospective suppliers that offer acceptable pricing)

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!uality products) and special discounts. 'll these shall be done within the period of two months.

Recrui#men# of *m'loyee",

Careful recruitment of the right

people who will run the operation of the proposed venture must be done to ensure its future. 'fter choosing the prospective

employees) they will be trained to ascertain the satisfaction of the customers. This step will only take one month since the proposed business is not very complicated.

Ad$er#i"ing and Promo#ion, To create wide and fast familiarity and business image) promoting the station and its products through advertising may enhance the business/ position in the target customer. The promotion of the business shall be done through signage) tarpaulins) leaflets and free. This will be done within the period of two months.

S#ar# of O'era#ion, Considering all of the above procedures) after investigation of the viability) feasibility) and desirability of the pro"ect) the business can now be operated.

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The Gantt chart below shows the summary of the pro"ected timetable of the proposed venture.

Ta!le 12 3an## Char#

onths *$en#" (easibility Completion (ormal Organi0ation 'rrangement for the Prospective 1ocation 'c!uisition and 9nstallation of E!uipments) (urniture and (i&tures :ecruitment of Employees 'dvertising and Promotion Start of Operation 4 2 5 1 6 7

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