2.

1 Business Profile
2.1.1 Business Name
Owe Me Cash Lending Corporation is inspired by the expression "Oh My Gosh"
which is widely used by the people to express extreme emotions. The proponents want
to catch the attention of the people and instill to their minds the name of the business for
it would be an aid to the solution of their financial issues. Each word represents an
element of the company, such as the word "owe" means to repay the company the
amount lent, the word "me" stands for the lending company and the word "cash" means
ready money that the client and the company are bound into.
The proponents would like to believe that at the time when people kept saying
"Oh My Gosh" with regards to financial problems, mind the solution of it through "Owe
Me Cash".
2.1.2. Type of Business Organization
In accordance to the Lending Company Act of 2007 also known as RA 9474,
which states that a lending company shall be established as a stock corporation, Owe
Me Cash Lending Corporation would be adopting this type of business organization. A
corporation is an artificial being created by operation of law having the right of
succession and the powers, attributes and properties expressly authorized by law or
incident to its existence.

2.1.3 The Incorporators

Owe Me Cash Lending Corporation is to be formed and incorporated by five (5)
incorporators:

Name

Nationality

Residence
9-15 Cadena De Amor Street,

Denise Paola O. Bandiola

Filipino

CHES I
Trece Martires City Cavite
221 Malagasang 1- E

Ivern S. Bautista

Filipino

Imus City Cavite

011 Minantok East

Shiela Mae R. Causaren

Filipino

Amadeo Cavite
125-4 Phase 3 Paliparan III

Jay Ann D. Panogan

Filipino

Dasmarinas City Cavite

7-50 Topaz Street, Godenville II,

Dan Jofferson B. Prestousa

Filipino

Sabang
Dasmarinas City, Cavite
10-7 Yellowbell Street CHES I

Cyrell Joy P. Quiliza

Filipino

Figure 1: The Incorporators

2.1.4 Management Style

Trece Martires City Cavite

Since interaction to clients will be the main focus of Owe Me Cash Lending
Corporation, it would use the participative management style also termed as employee
involvement. The objectives of this type of management are:
1.
2.
3.
4.

To maintain a proper flow of information

To make use of human intellectual and emotional capital
To provide employees a sense of pride
To increase industrial productivity
In this kind of management, the employees are encouraged to participate and

involve themselves in decision making to contribute to the effectiveness of the

organization. The company will be considering the voice of the employees for the latter
to heightened their fulfillment and self-esteem. Through participative management style,
the employees are given a wider and better view of the organization for they are
involved in practically relevant internal and external information towards the company.
Trainings and teamwork will also be conducted to achieve more harmonious
environment and relationship within the organization.
2.1.5 Mission

Fast and Quality Services Provide a quick and standard services and
transactions to customers through practicing timeliness and accuracy of

information in and out.

Reasonable interest rate Provide fair interest rate of loans that is

beneficial to the company and not too burdensome to the customers.

Positive Work environment - Provide an environment where employees
achieve their full potential. Good employees or workers are often defined as
those who put in loads of effort and sacrificed their personal time in order to

perform well in their work. A positive work environment makes employees feel
good about coming to work, and this provides the motivation to sustain them

throughout the years.

Community Participation - Help the community to be informed on managing
finances by conducting seminars and community outreaches.

2.1.6 Vision
Owe Me Cash Lending Corporation envisions itself as the top trusted lending
corporation in the province of Cavite, committed on building a constructive environment
within the organization in order to provide clients an alternative source of finance.
2.1.7 Tagline
The proponents aim to establish a mark on peoples minds through the use of
tagline. Owe Me Cash Lending Corporation uses the phrase Turning problems into
Solutions to give emphasis to the benefit that the company will be providing to its
clients.
2.1.8 Principle
Enrooting the guiding principle of mutual benefit will be an aid for the
development of the company and its people. The proponents believe that in establishing
a business, one should have in mind the parity within the environment. There should not
be a one sided benefaction.
2.1.9 Our Values

Owe Me Cash Lending Corporation will be established as a corporation

embodied with values from which the employees will gain individual growth to be
progressed into the organizations enhancement. The proponents believe that the
values, enumerated below constitutes the word fiduciary meaning involving trust,
would contribute to the companys overall performance:
Faith
It is important for the organization to have faith, which gives everyone the drive to his or
her everyday life. Owe Me Cash Lending Corporation will observe prayers on specific
time of the day to uplift employees spiritual apprehension and appreciate Gods
company and guidance.
Integrity
Since the proposed organization merely involves human labor, moral uprightness would
contribute a huge impact on the performance of the company. Lending company purely
involves trust and confidence, which underscores the deep necessity of the existence of
veracity between people who are bound within the transactions.

Discipline
The manner of controlling the employees behavior vests entirely upon the enforcement
of the companys rules and regulations. A well-disciplined employee knows what, when
and how to act in various work circumstances.

Unity
In the process of achieving the mission, the company appreciates the harmony of its
employees for they will be considered as the asset of the company. The state of being
together would effectuate an effective environment worthy of praise.
Credible
In part of the companys nature, credibility would top the list of its values. Since money
would be engaged in this type of business, the organization should practice art of
responsible lending. The organization shall take the burden of proving the people about
its credibility and reliability.
Ideal
Searching for a perfect company to trust would be challenging for the clients. For this
reason, the company will be offering its effort for the people to perceive its potentiality in
providing great business and services to everyone.

Accommodating
Considering the companys engagement with people as its principal thing, being able to
show ones willingness to serve is an important factor for the company in attaining good
relationship with its clients.

Ready
In every company, the act of showing readiness can also be considered as a
competitive advantage over its competitors, especially in this type of business where
walk in clients is appreciated. The company should possess all angles of readiness, in
terms of the employees, the money being lent and the contingencies that it might
encounter.
You
Above all of the values that the company will be practicing, valuing its clients would be
considered as its bottom line. The proponents make use of the word You to symbolize
its clients. The company would not function the way it should, if it could not build a
proper connection to the people engaged and will be engaged on it.
2.2 Organizational Structure
2.2.1 Organizational Chart
The business will be needing five (5) starting employees in the office: one
Manager/Operations Head, one Loans Supervisor, one Marketing Officer, and two Loan
Clerks. In addition, we will also be hiring three (3) part-time employees, one in charge
as a Legal Officer, and two more as Marketing Assistants.

Board of Directors

Operations Head

Loan Supervisor

Loan Clerk

Legal Officer

Loan Clerk

Marketing Assistant
Marketing Assistant

Figure 2: Organizational Chart

Loan Clerks
Job Descriptions

Marketing Officer

Interview loan applicants in order to obtain personal and financial data, and to

assist in completing applications.

Verify and examine information and accuracy of loan application and closing

documents.
Assemble and compile documents from loan closings, such as title abstracts,

insurance forms, loan forms, and tax receipts.

Record applications for loan and credit, loan information, and disbursements of

funds, using computers.

Contact customers by mail, telephone, or in person concerning acceptance or

rejection of applications.
Contract credit bureaus, employers, and other sources in order to check

applicants credit and personal references.

Check value of customer collateral to be held as loan security.
Present loan and repayment schedules to customers.
File and maintain loan records.
Accept payment on accounts.
Review customer accounts in order to determine whether payments are made on
time and that other loan terms are being followed.

Job Qualifications
-

Candidate must possess at least a Bachelors Degree, Economics,

Finance/Accountancy/Banking, Logistic/Transportation, Business
Studies/Administration/Management, Marketing, Commerce, or equivalent.

Must be knowledgeable in finance analysis, good interpersonal skills, good

communication skills, and is highly proficient in using Microsoft Office.

Required to have at least 1 year of working experience in the related field.

Preferably experienced specializing in Marketing/Business Development or

equivalent.

Willing to work on flexible working hours and weekends, if necessary

Operations Head
Job Descriptions

Direct and coordinate activities of businesses or departments concerned with

lending financial assistance to customers.

Manage staff, preparing work schedules, and assigning specific duties.
Review financial statements, sales and activity reports, and other performance
data to measure productivity and goal achievement and to determine areas

needing cost reduction and program improvement.

Direct and coordinate organizations financial and budget activities to fund

operations, maximize investments, and increase efficiency.

Develop and implement marketing strategies including advertising campaigns

and sales promotions.

Plan and direct activities such as sales promotions, coordinating with other

department heads as required.

Educate employees/trainees on company information, policies and procedures.
Implement employees/trainees discipline ensuring that legal risks are minimized
and decisions are in accordance with existing policies.

Job Qualifications

Candidate must possess at least a Bachelors Degree, Economics,

Finance/Accountancy/Banking, Business Studies/Administration/Management,
Marketing, Commerce, or equivalent.

Required to have at least 2 years of working experience in the same field.

Must have excellent managerial skills.

Preferably with an active portfolio in the assigned area.

Must possess strong managerial and leadership skills.

Loans Supervisor
Job Descriptions

Supervise the loan clerks in the day-to-day activities.

Review the evaluation reports as to the correctness of the loan package versus
its loan purpose, financial analysis, and the overall evaluation of the loan

account. Verify that the loan package conforms to the company policies.
Prepare and type loan applications, closing documents, legal documents, letters,

forms, government notices, and checks, using computers.

Monitor and track the compliance of documentary deficiency of the customers.
Conduct an annual credit review of existing loans together with the loan clerks.

Job Qualifications
-

Candidate must possess at least a Bachelors Degree, Economics,

Finance/Accountancy/Banking, Business Studies/Administration/Management,
Marketing, Commerce, or equivalent.

Must be a Certified Public Accountant

Must be knowledgeable on credit management and proposal to adapt on

financial analysis

Required to have at least 4 years of working experience in the related field.

Preferably a former Assistant Manager specializing in Banking/Financial Service

or equivalent.

Legal Officer
Job Descriptions

Search for and study legal documents to investigate facts and law of cases, to
determine causes of action and to prepare cases.

Review and file pleadings, petitions and other documents relevant to court
actions.

Deliver or direct delivery of subpoenas to witnesses and parties to action.

Serve copies of pleas to opposing counsel.

Communicate and arbitrate disputes between parties.

Job Qualifications
-

Candidate must possess a Graduate Degree on Bachelor of Laws, Juris Doctor,

or its equivalent.

Excellent communication skills

Knowledgeable in preparation of contracts, legal forms, business

correspondence, and labor laws.

Computer literate

Presentable and confident in dealing with clients and business partners.

Required to have at least 3 years of working experience in the related field

Marketing Officer
Job Descriptions

Collect and analyze data on customer demographics, preferences, needs, and

loaning habits to identify potential markets and factors affecting product demand.

Prepare reports of findings, illustrating data graphically and translating complex

findings into written text.

Measure and assess customer and employee satisfaction.

Measure the effectiveness of marketing, advertising, and communications

programs and strategies.

Conduct research on customer opinions and marketing strategies, collaborating

with marketing professionals, statisticians, pollsters, and other professionals.

Attend staff conferences to provide management with information and proposals

concerning the promotion, distribution, design, and pricing of company products
or services.

Gather data on competitors and analyze their loan rates, and method of
marketing.

Direct trained survey interviewers.

Devise and evaluate methods and procedures for collecting data, such as
surveys, opinion polls, or questionnaires, or arrange to obtain existing data.

Job Qualifications
-

Candidate must possess at least a Bachelors Degree in Economics,

Finance/Accountancy/Banking, Mathematics, Marketing, commerce, or
equivalent.

Must be well developed in written and oral communication skills.

Computer literate

High proficiency in using Microsoft Office.

Required to have at least 1 year of working experience in the related field.

Marketing Assistant
Job Descriptions

Implement service training to associates and educate them on how to perform

the various activities needed by the company.

Implement the training programs in addition to spending time with the Marketing
Officer as mentor.

Constitute seminars regarding loans and credits to every barangay near the
location.

Assist the marketing officer in gathering data and giving out surveys to potential
customers.

Monitor competitors sales and marketing activities.

Job Qualifications
-

Candidate must possess at least a Bachelors Degree, Economics, Business

Studies/Administration/Management, Marketing, Commerce, or equivalent.

Hardworking, resourceful, responsible, and good problem solver.

Strong customer service oriented.

Negotiation and excellent listening ability is required.

Must have good communication skills.

2.4 Business Policy/ Regulation

2.4.1 Hiring Policy
Owe Me Cash Lending Corporation will be engaged in a financial type of
business thus requiring trust to be present on everyone on the company and in
everything they do. The company will make use of procedures that will be an aid in
achieving a just system of employment through recruitment, hiring, training and
promoting individuals based on their capabilities and willingness to work and learn.
Through the application of these processes the company will be able to possess an
effective labor force.
2.4.1.1 Recruitment Process
2.4.1.1.1 Objectives
The objectives of the company in organizing the recruitment process are:
1. Provide just system of employment
2. Acquire quality employees
3. Effective workforce
2.4.1.1.2 Requirements
Operation Head should prepare the following before advertising for a vacancy:

1. Job Description
2. Job Specification
3. Vacancy Advertisement Draft
2.4.1.1.3 Vacancy Advertisement
The vacancy advertisement should be comprehensive enough for all the readers
to attract aspiring individual to apply on the job. The advertisement should include
necessary information such as the vacant job position/s, qualifications, requirements
and contact number and e-mail address of the company or even the location of the
place to provide more accuracy.
2.4.1.2 Selection Process
Reception of Applicants
Due to the increasing demand of technology, the company will be receiving
applicants through electronic mail and text messages although walk-ins and
appointment methods are also entertained.
Interview
Interviews will be scheduled after the applicant has done all the necessary job
application. The Operation Head, who will assess if the applicant really suits the job
vacancy, shall conduct this process.
Background Check
Interview is not sufficient to consider the applicant qualified. Interview passers
would have their background checked by the Operation Head for the companys

security. Employers recommendation certificate is needed to assess the individuals

previous work status. With regards to medical issues, medical certificate is also required
to ensure the capability of the applicant to perform the job being applied. Social
networking sites will also be an aid to actually brief the company regarding the
personality of the applicant.
Hiring
After selecting the qualified applicants, the department will send a letter signifying
an offer to the applicant. It includes the necessary informations regarding the job such
as the starting salary, starting date and additional directions if there is.
Orientation
The Operation Head will conduct an orientation session before the start date
discussing to the qualified applicant the company policies and prohibitions as well as
sanctions, his duties and responsibilities and his work schedule.

Figure 3: Performance Evaluation Policy

2.4.2.1 Objectives
The performance evaluation management aims to:

Discuss job performance

Set goals for professional development
Establish objectives for contributing to the departments mission
Discuss expectations and accomplishments
Motivate staffs to do their best for themselves and for the company
Creating documentation for legal purposes for objectivity
Protect the employees and the practice by conducting fair evaluation management
2.4.2.2 Practices of the company to support the performance
Practices of the company that support the performance will engage the employees
to perform well for themselves and for the company, some of these are:

Recognizing the top performers and fairly giving them incentives

Delivering relevant feedbacks
Relating performance to their compensation
2.4.2.3 Performance Indicators
Performance indicator is a business metric used to evaluate factors that are
crucial to the success of an organization. It will serve as a guide to achieve best results
within the company.
1. Achieving Goals- this indicator involves developing the attitude of the employee
towards work by complying with the necessary reports and accomplishing works

that are assigned to the individual. It will help the organization measure the
effectiveness of the employees in their workspace.
2. Accountability this indicator involves the transparency of the employees
transactions with the clients and their responsibility to account for all of its
activities within the scope of the organization.
3. Communication- this indicator involves the capability of the employees to
express and communicate their ideas and perform their job effectively and
efficiently through writing with clarity and accuracy employed in their reports and
electronic messages.
4. Decision Making- this indicator involves the capability of the employees to work
on their own capacity in dealing with decisions that are to be made for work
purposes and whether the employees are effective in representing himself to the
clients or need regular assistance from the management.
5. Flexibility- this indicator involves the versatility of the employees in working with
different kinds of people.
6. Job Skills- this indicators involves the necessary skills possessed by the
employees and the capability to acquire skills to maximize the organizations
labor force.
7. Productivity- this indicator includes the capability of the employees to be
effective and efficient on their assigned tasks and their reliability towards thereof.
8. Professional Growth- this indicator involves the extension of knowledge of
employees and contributing to their growth through trainings and exposing them
to work related situations.
9. Work Habits- this indicator involves the practices of the employees towards work
including their capability to manage time to accomplish work with reliability.
2.4.2.4 Performance Appraisal
Evaluation Legend

Unsatisfactory- the employees performance is frequently unacceptable to the

organization either by his values or actions towards work. Improvement in every
segment is extremely necessary.
Needs Improvement- the employees performance is not consistently efficient. The
employee performs well on some tasks but was not able to extend his capabilities on
some other manner. Continuance of this performance might lead to unsatisfactory rate.
Proficient- the employee actually met the standard of the organization and is able to
fulfill the requirements of the job.
Outstanding- the employee consistently contributes excellent performance within the
organization. Oftentimes, this type of performance urges the company to provide
incentives to the employee.

2.4.3 Schedule Adherence Policy

2.4.3.1 Work Schedule Policy
Time is the most essential resource, hence it must be used wisely. Work
schedules must be strictly followed. The Owe Me Cash Lending Corporation provides a
work schedule of 40 hours per week from Monday to Friday. Work hours are 8:00 a.m.
to 5:00 p.m. including a 1 hour unpaid lunch break from 12:00 a.m. to 1:00 p.m. Under
some circumstances, employees may be required to work on their rest days or rest
period and cooperation is significantly observed. Operations Head is responsible in

informing employees about their work schedule and maintaining a just and reasonable
consideration with the proper implementation of Schedule Adherence Policies.
2.4.3.2 Attendance Policy
Regular attendance and punctuality are vital for the smooth operation of the
company. Therefore, Owe Me Cash Lending Corporation obliges itself to establish a
reasonable uniform guidelines that will ensure a consistent and just approach in solving
attendance policy problems and meet the objectives and needs of the business.
Rules:
1.

Working schedules are established by the Operations Head based on the

objectives and needs of the business.

2.

Operations Head must communicate work schedules to subordinates.

3.

Proper implementation of working schedules is preserved by the Operations

Head.
4.

Employees are presumed to be at their best condition and ready to work at the

commencement time of the working schedule.

5.

Work activity shall begin and continue until the designated lunch break and the

end of work.
6.

In conditions of absence and tardiness, employees ought to notify the Operations

Head or other people with authority at least an hour prior to the commencement of their
work.

7.

The company reserves a right to necessitate an employee to present a medical

certificate duly signed by a legitimate physician in the case of frequent absenteeism for
medical reasons.
8.

The company provides recognition to occasional absences that may occur

defined by Company and State Policies.

9.

An excused absence is considered if the employee provides a timely notification

to be recognized by the Operations Head. Timely notification is defined as provision of

advance notice (at least 1 hour prior to the commencement of their work) for the
reasonable tardiness or absence subject to evaluation of Operations Head.
10.

Failure to comply with the preceding rule shall be deemed unexcused absence.

11.

Unexcused absentees are subject to verbal warnings defined by the Disciplinary

Rules and Procedures for Misconduct.

12.

Any additional incidents after seven (7) unexcused absences and after the

written warning will result in suspension and/or termination of employment, pending

investigation and review by management. An incident is a term used to organize
deviations from a perfect attendance record - No absences or tardiness in any twelve
(12) month period.
13.

A day of absence will be considered one (1) incident. The next or second day of

absence is considered a second incident, and so on. But if the absentees physician
releases the employee from work in writing or provides a medical certification, the entire
time of absence is only counted as one (1) incident.

14.

Tardiness occurs when an employee is late at their scheduled time. Tardiness

also occurs when an employee leaves prior to the end of their work time without former
notice and approval. Tardiness of less than one (1) hour will be considered one-half
(1/2) incident. Tardiness of one (1) or more hours will be considered one (1) incident.
15.

An employees request for early leave from work is subject to the evaluation of

Operations head considering the urgency of such tardiness.

16.

Operations Head shall keep and maintain a record of the attendance, absences

and tardiness of employees and give advice to the latter about the said record.
2.4.3.3 Overtime Policy
Work may be performed beyond eight (8) hours a day. Any employee may be
required by the employer to perform overtime work if 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. Employer may also require
work on a rest day considering in the event of abnormal pressure of work due to special
circumstances, where the employer cannot ordinarily be expected to resort to other
measures; where the nature of the work requires continuous operations and the
stoppage of work may result in irreparable injury or loss to the employer; and under
other circumstances analogous or similar to the foregoing as determined by the
Secretary of Labor and Employment. (Labor Code of the Philippines)
The Operations Head must be properly notified with the overtime work. The
request shall be in writing unless some circumstances provided that the letter of request
could be created at the last minute. The Operations Head must evaluate every request

in case-by-case basis. The employee who does not follow the preceding requirements
is subject to corrective action.
2.4.3.4 Leave Policy
Employee absences that are still paid are termed as leave. Employees shall file
their leave applications subject to the evaluation and approval of the Operations Head.
Leave are subject to the provisions of the following policies.
2.4.3.4.1 Vacation Leave
Owe Me Cash Lending Corporation recognizes the importance of providing
compensation to employees to bring encouragement and enthusiasm to their
workplace. Vacation Leave is granted to employees for personal reasons. The approval
of which is contingent upon the necessities of their service.
The company provides every regular employee ten (10) vacation leave credits,
with additional one (1) credit every succeeding year starting on the second year of
service. One (1) vacation leave credit means one (1) vacation day. Unused vacation
leave is convertible to cash at the end of the year. The maximum total annual leave is
fifteen (15) days.
2.4.3.4.2 Sick Leave
"Sickness" means any illness definitely accepted as an occupational disease
listed by the Commission, or any illness caused by employment subject to proof that the
risk of contracting the same is increased by working conditions. For this purpose, the
Commission is empowered to determine and approve occupational diseases and work-

related illnesses that may be considered compensable based on peculiar hazards of

employment. (Labor Code of the Philippines)
Sick Leave is granted to employees on account of sickness or disability of the
employees or any member of their immediate family to address their medical needs.
Proper notification to the Operations Head at least 1 hour prior to the commencement of
work time shall be made subject to considerations. The application for sick leave shall
be filed upon return to work. Advance application of sick leave must be accompanied
with a medical certificate duly signed by the physician.
The company provides twelve (12) days of sick leave credit per year for the first
year of service. With additional one (1) sick leave every succeeding year starting on
next year of service. Maximum total annual sick leave credit is fifteen (15) days. All
unused sick leave credit are convertible to cash at the end of each year, except upon
the termination of the employment.

2.4.3.4.3 Maternity Leave

Owe Me Cash Corporation shall provide Maternity Leave Credits in accordance
to the provisions of Labor Code of the Philippines and RA 1161, as amended by RA
8282.
Every employer shall grant to any pregnant woman employee who has rendered
an aggregate service of at least six (6) months for the last twelve (12) months, maternity
leave of at least two (2) weeks prior to the expected date of delivery and another four

(4) weeks after normal delivery or abortion with full pay based on her regular or average
weekly wages. The employer may require from any woman employee applying for
maternity leave the production of a medical certificate stating that delivery will probably
take place within two weeks. The maternity leave shall be extended without pay on
account of illness medically certified to arise out of the pregnancy, delivery, abortion or
miscarriage, which renders the woman unfit for work, unless she has earned unused
leave credits from which such extended leave may be charged. The maternity leave
provided in this Article shall be paid by the employer only for the first four (4) deliveries
by a woman employee after the effectivity of this Code. (Labor Code of the Philippines)
Maternity Leave of sixty (60) days for normal delivery and seventy-eight (78)
days for caesarian section delivery for every pregnant employee in the private sector,
whether married or unmarried. A female employee should be an SSS member and must
have paid at least 3 monthly contributions within the 12-month period. (RA 1161, as
amended by RA 8282)

2.4.3.4.4 Paternity Leave

Owe Me Cash Lending Corporation provides seven (7) days Paternity Leave for
all married male employees in the private sector regardless of status of employment, in
harmony with the provisions of RA 8187. The purpose of this benefit is to allow the
husband to lend support to his wife during her period of recovery and/or in nursing her
newborn child. A male employee are subject to these conditions for entitlement: He is an
employee at the time of the delivery of his child; He is cohabiting with his spouse at the

time that she gives birth or suffers a miscarriage; He has applied for paternity leave with
his employer within a reasonable period of time; and His wife has given birth or suffered
a miscarriage.
2.4.3.4.5 Solo Parent Leave
Owe Me Cash Lending Corporation recognizes seven (7) days Solo Parent
Leave is granted to a solo parent to enable him/her to perform parental duties and
responsibilities where physical presence is required provided that He/she has rendered
at least 1 year of service, whether continuous or broken; He/she has notified his/her
employer that he/she will avail himself/herself of it, within a reasonable period of time;
and He/she has presented to his/her employer a Solo Parent Identification Card, which
may be obtained from the Department of Social Welfare and Development (DSWD)
office of the city or municipality where he/she resides. (RA 8972)
2.4.3.4.6 Anti-Victims of Violence against Women and their Children
Owe Me Cash Lending Corporation recognizes ten (10) days leave for Victims of
Violence against Women and their Children (VAWC), granted to women employees who
are victims of physical, sexual, psychological harm or suffering, or economic abuse. The
leave benefit shall cover the days that the woman employee has to attend to medical
and legal concerns. (RA 9262)
In order to be entitled of such provision, the victim woman employee should
present to her employer a certification from the barangay chairman (Punong Barangay)
or barangay councilor (Barangay Kagawad) or prosecutor or the Clerk of Court that an
action relative to the matter is pending.

2.4.3.4.7 Magna Carta for Women

Owe Me Cash Lending Corporation recognizes Special Leave for Women of 2
months with full pay who have rendered continuous aggregate employment service of 6
months for the last 12 months, following surgery caused by gynecological disorders.
(RA 9710)
2.4.4 Contracts and Confidentiality Agreements
2.4.4.1 Definition
"Confidential Information" is defined as proprietary or non-public oral and written
information or machine-readable information belonging to the company accessible to an
employee through the course of their employment at the company.
2.4.4.2 Policy Statement
In Owe Me Cash Lending Corp., confidential information is accessible to all
employees through the course of their employment at the company and those
information should be maintained by all employees in a manner which ensures its
privacy and safety.
During the course of employment, employees may have access to confidential
information. Information should be solely used for the purposes of performing his/her
various services for the company and for no other purpose or in any other manner.

Employees shall not disclose any confidential information related to company

matters to any person who does not have a legitimate need to know.

Employees should take all reasonable steps to protect confidential information

from disclosure.

Employees should not electronically forward or store confidential information so

as to give access to those without a legitimate need to know.

Employees who disclose confidential information to those without a legitimate

need to know or who disclose confidential information observed or heard without
proper authorization may be subject to corrective action up to and including
termination.

2.4.6 Drug and Alcohol Policy

The aim of this policy is to ensure the safety of all employees, workers, and
visitors of the Owe Me Cash Lending Corporation by having rules regarding the use and
possession of alcohol and drugs because being under the influence of alcohol or drugs
can seriously impair an individuals judgement and actions leading to an accidents and
injuries.
The Company prohibits:

The use, possession and sale of illegal drugs or alcohol on the Companys

premises or while the employees are performing their work and assignments.
The use, possession and sale of illegal drugs or alcohol away from the
Companys premises if such influence will affects the employees, their work and
performance or the Companys reputation.

2.4.6.1 Principles

All employees and workers will be treated consistently and fairly in line with this

policy.
The rules on alcohol and drugs will be strictly enforced.
All matters concerning alcohol and drugs shall be treated as confidential.

The Company's alcohol and drugs policy applies to all employees.

Contravention of the policy is a gross misconduct and the Company will take a

disciplinary action to any employees who will not act in according to the drug and
alcohol policy. When there is reasonable belief that an individual is under the influence
of alcohol or drugs on reporting for work or during the course of work, they must be sent
home immediately.
2.4.7 Smoking Policy
Owe Me Cash Lending Corp. wants to protect and enhance the indoor air quality
and to contribute to the health and well-being of all employees by restricting the same to
smoke in the companys premises. Additionally, the use of all tobacco and smoking
products, including chewing tobacco and electronic cigarettes (E-cigarettes), is banned
from the employees workplace, except as designated in this policy. All employees,
contractors and visitors are requested to abide with this policy when performing
activities in the Company premises as well as to comply with the non-smoking policy in
force in any other place where they may be called to perform activities for the Company.
2.4.7.1 Implementation

Smoking is strictly prohibited within all company work areas including conference
rooms, private offices, restrooms, hallways and workstations, as well as all other

enclosed areas.
This policy applies to all employees, clients, contractors and visitors.
Smoking is not allowed in any part of the Company premises, except in any
restricted smoking area(s) designated by the Company.

No restricted smoking area can be designated in work places, operating areas

(hazardous and non-hazardous) or places that must be crossed to reach smoke

free areas.
Smoking is prohibited at all times.
In any place, except in restricted smoking area(s), right of no-smokers to breathe
clean air prevails over the right of the smokers to smoke.
Smokers may have reasonable smoking breaks, provided these are approved by

their Supervisor.
Violations of this policy may result in disciplinary action up to and including
discharge.

2.4.8 Property Usage Policy

2.4.8.1 Purpose
The purpose of this policy is to ensure that all property maintained by the Owe
Me Cash Lending Corp. is kept in the best possible working condition and to ensure
proper use of such property.
2.4.8.2 Policy
Employees are prohibited from unauthorized possession or use of property,
proprietary information or supplies belonging to the Company, including Voice
Mail and Electronic Mail.

 All company-furnished equipment, furniture, lockers, cabinets, desks, computers,

telephones, cellular phones voice mail systems, e-mail, and all other like items
and systems are considered company property and furnished to employees for
business purposes.
All company property is subject to inspection, monitoring, and searching by the
Company, with or without notice to the employee, at any time.

Therefore,

employees are advised to keep items out of the work place if they are private,
personal, and not business-related.
Employees are not permitted to install or run personal programs, documents,
files, copied software that violates licensing regulations, etc. on their computer
without the express permission of company management.
All company property is subject to inspection, monitoring, and searching by the
Company, with or without notice to the employee, at any time.

Therefore,

employees are advised to keep items out of the work place if they are private,
personal, and not business-related.
2.4.8.3 Human Resources Responsibilities
Human Resource has the responsibility to interpret this policy and to authorize
searches of company property.
2.4.8.4 Employee Responsibilities

Employees have the responsibility to cooperate with searches of the company

property in their possession. Refusal to allow authorized searches will result in
disciplinary action, up to and including termination.
2.4.9 Dress Code Policy
2.4.9.1 Policy
Owe Me Cash Lending Corp. objective in establishing a relaxed, casual, and
informal dress code is to enable our employees to work comfortably in the workplace.
Yet, certain standards are established so employees are not confused about the
meaning of the terms: relaxed, casual, and informal dress. Our goal is for the
employees to be comfortable in the workplace while proving a neat, clean and
professional appearance. Department managers may establish additional guidelines for
appropriate dress codes specific to the department. If your department requires a
uniform or additional guidelines are established please refer to the departmental dress
code policy for additional information.
2.4.9.2 Casual Dress Guidelines
Because all casual clothing is not suitable for the office, these guidelines will help
you determine what is appropriate to wear on work. Clothing that works well for the
beach, dance clubs, exercise sessions, and sports contests may not be appropriate for
a professional, casual appearance at work. Clothing that reveals too much cleavage,
your back, your chest, your stomach or your underwear is not appropriate for a place of

business. In our work environment, clothing should be pressed and never wrinkled.
Torn, dirty, or frayed clothing is unacceptable.
2.4.9.3 Casual Business Attire Recommendations
In a casual work setting, employees should wear clothing that is comfortable and
practical for work, but not distracting or offensive to others. Any clothing that has words,
terms, or pictures that may be offensive to other employees is unacceptable. Clothing
that has the company logo is encouraged. Sports team, university, and fashion brand
names on clothing are generally acceptable if the logo is small and does not dominate
the article of clothing. Employees may wear plain tee shirts, dress shorts, jeans (clean
with no rips or tears) and sandals for casual attire.
2.4.9.4 Hats and Head Covering
Hats are not appropriate in the office. Head Covers that are required for religious
purposes or to honor cultural tradition are allowed.

2.4.10 Disciplinary Rules and Procedures for Misconduct

2.4.10.1 Objective
The objective of this procedure is to give employees the opportunity to improve
their conduct or performance. It identifies who has authority to take disciplinary action
and aims to ensure that employees are protected against unjustifiable or inconsistent

disciplinary action.

It also identifies the type of offense, which would result in

disciplinary action being taken, what that action would be and what further action would
result if there is no improvement or a recurrence takes place.
2.4.10.2 Informal Action
Cases of minor misconduct or unsatisfactory performance may be dealt with
informally. The employer may have a quiet word of caution or advice and
encouragement with the employee in order to improve an employees conduct or
performance. This informal approach may be used in dealing with problems quickly and
confidentially. There will, however be situations where matters are more serious or
where this informal approach has been tried but is not working. In these circumstances,
the employer will use the formal procedure.
2.4.10.3 Investigations
The purpose of an investigation is for the employer to establish a fair and
balanced view of the facts relating to any disciplinary allegations against the employee,
before deciding whether to proceed with a disciplinary hearing. The amount of
investigation required will depend on the nature of the allegations and will vary from
case to case. It may involve interviewing and taking statements from the employee and
any witnesses, and/or reviewing relevant documents. The employer will usually appoint
an investigating officer to carry out the investigation.
2.4.10.4 Types of misconduct
The following list shows examples of the type of rules/offenses which the

employer has categorized for each level of misconduct. This is not an exhaustive list
and management reserves the right to decide how any other misconduct shall be
categorized:
A. Minor Misconduct
Regular incidents of absence
Poor Timekeeping
Failure to comply with Absence Notification and Certification Procedure
Careless work and poor effort at work
Minor breach of safety/hygiene/security rules
Extended tea and meal breaks
Failure to maintain a tidy and safe working environment
Misuse of telephone
Excessive time away from the job
B. Major Misconduct
Neglect causing damage to or loss of employers, customers or other employees
property/ equipment/tools
Serious neglect of safety/hygiene/security rules
Smoking in the workplace
Consuming intoxicants during working hours or bringing intoxicants into the

premises without permission

Entry into any unauthorized areas
Unsatisfactory attitude to customers
Use of foul language
Gambling on the premises
Insubordination

C. Gross Misconduct

Theft
Physically violent behavior
Leaving the premises or site without permission
Refusal to carry out a reasonable work instruction
Deliberately ignoring safety/hygiene/security rules and thereby endangering ones

own or anothers physical well-being or safety

Obscene behavior
Intoxication induced by alcohol or drugs
Fraud
Disclosing confidential business information to a third party
Willful damage to or gross negligence of employers, customers or other

employees property/equipment/tools
Undertaking work in competition with own employer
Falsification of records
Gross misuse of companys internet/e-mail system
2.4.10.5 Formal Procedure
When taking formal disciplinary action, the employer will comply with the
Statutory Procedures by ensuring that the following steps are taken at all stages of the
formal disciplinary process.
Step 1 Statement of grounds for action and invitation to meeting
The employer will provide to the employee a written statement of the alleged
misconduct, which has led to the consideration of formal disciplinary action or dismissal.
The employer will also inform the employee what the likely range of consequences will
be if the employer decides after the hearing that the allegations are true. The employer
will invite the employee to a hearing to discuss the issue.
Step 2 Meeting
Prior to the hearing the employee will be informed what the basis was for
including in the correspondence under Step 1 the ground or grounds given in it. The
employee will be given reasonable opportunity to consider his/her response to that
information before any hearing takes place.

An appropriate manager of the employer will be appointed to deal with the

disciplinary matter and another member of the employer may also be present to take
notes. At the disciplinary hearing the employer will go through the allegations against
the employee and the evidence that has been gathered. The employee will be able to
respond and present any evidence of their own. The employer may adjourn the
disciplinary hearing if it needs to carry out any further investigations such as reinterviewing witnesses in the light of any new points the employee has raised at the
hearing. The employee will be given a reasonable opportunity to consider any new
information obtained before the hearing is reconvened.
After the meeting the employer will inform the employee in writing of the
decision and offer the right to appeal.
Step 3 Appeals
If the employee wishes to appeal the employers decision he or she will inform
the employer within five working days of being informed of the disciplinary sanction.
Where an appeal is requested, the employee will be invited to an appeal hearing. The
appeal hearing will usually be held within five working days of the request for an appeal.
After the appeal hearing the employee will be informed in writing of the employers final
decision usually within five working days. There will be no further right of appeal.
2.4.10.5.1 Minor Misconduct
If the alleged breach falls within the minor misconduct category the employer
will follow the formal procedure outlined above and the following action will be taken if

the employer is satisfied that an offense has occurred:

Stage 1

You will be given a verbal warning. It will be recorded and retained on file
for a period of 6 months.

Stage 2

If the same or similar offense is repeated within 6 months you will be given
a first written warning. It will be recorded and retained on file for a period
of 12 months.

Stage 3

If the same or similar offense is repeated within 12 months you will be

given a final written warning. This will contain a clear notice that a repeat
of the offense within 12 months may result in dismissal.

Stage 4

If the same or similar offense is repeated within 12 months you may

be /dismissed.

2.4.10.5.2 Major Misconduct

If the alleged breach falls within the major misconduct category the employer
will follow the formal procedure as outlined earlier. If the employer is satisfied that an
offense has occurred you will receive a final written warning which will contain clear
notice that any other offense within 12 months may result in dismissal.
2.4.10.5.3 Gross Misconduct
If the alleged breach falls within the gross misconduct category the employer
will follow the formal procedure as outlined earlier. If the employer is satisfied that an
offense has occurred the employee may be dismissed summarily.

2.4.11 Alternatives to dismissal

As an alternative to dismissal, the following sanctions may be considered: a
final written warning, and if allowed for in the contract or mutually agreed, disciplinary
suspension without pay, demotion, transfer to other duties.
2.4.12 Termination of Employment
2.4.12.1 Coverage
The provisions of this Title shall apply to all establishments or undertakings,
whether for profit or not.
2.4.12.2 Security of tenure
In cases of regular employment, the employer shall not terminate the services of
an employee except for a just cause or when authorized by this Title. An employee who
is unjustly dismissed from work shall be entitled to reinstatement without loss of
seniority rights and other privileges and to his full back wages, inclusive of allowances,
and to his other benefits or their monetary equivalent computed from the time his
compensation was withheld from him up to the time of his actual reinstatement
2.4.12.3 Regular and casual employment
The provisions of written agreement to the contrary notwithstanding and
regardless of the oral agreement of the parties, an employment shall be deemed to be
regular where the employee has been engaged to perform activities which are usually
necessary or desirable in the usual business or trade of the employer, except where the
employment has been fixed for a specific project or undertaking the completion or
termination of which has been determined at the time of the engagement of the

employee or where the work or service to be performed is seasonal in nature and the
employment is for the duration of the season.
An employment shall be deemed to be casual if it is not covered by the preceding
paragraph: Provided, That any employee who has rendered at least one year of service,
whether such service is continuous or broken, shall be considered a regular employee
with respect to the activity in which he is employed and his employment shall continue
while such activity exists.
2.4.12.4 Probationary employment
Probationary employment shall not exceed six (6) months from the date the
employee started working, unless it is covered by an apprenticeship agreement
stipulating a longer period. The services of an employee who has been engaged on a
probationary basis may be terminated for a just cause or when he fails to qualify as a
regular employee in accordance with reasonable standards made known by the
employer to the employee at the time of his engagement. An employee who is allowed
to work after a probationary period shall be considered a regular employee.
2.4.12.5 Termination by employer
An employer may terminate an employment for any of the following causes:
1. Serious misconduct. Serious misconduct is an improper conduct willful in
character and of such grave nature that transgressed some established and
definite rule of action in relation to the employees work.
2. Willful disobedience to lawful orders. The employees are bound to follow
reasonable and lawful orders of the employer which are in connection with their
work. Failure to do so may be a ground for dismissal or other disciplinary action.

3. Gross and habitual neglect of duties. Gross negligence has been defined as
the want or absence of or failure to exercise slight care or diligence, or the entire
absence of care. It evinces a thoughtless disregard of consequences without
exerting any effort to avoid them.

4. Fraud or willful breach of trust / Loss of confidence. Fraud is any act,

omission, or concealment which involves a breach of legal duty, trust, or
confidence justly reposed and is injurious to another.
5. Commission of a crime or offense. Commission of a crime or offense by the
employee against his employer or any immediate member of his family or his
duly authorized representative, is a just cause for termination of employment.
6. Analogous causes. Other causes analogous to the above grounds may also be
a just cause for termination of employment.
Abandonment. Abandonment of job is a form of neglect of duty. There is
abandonment when the employee leave his job or position with a clear and
deliberate intent to discontinue his employment without any intention of
returning back.
Gross inefficiency. Gross inefficiency is analogous to and closely related to
gross neglect for both involve acts or omissions on the part of the employee
resulting in damage to the employer or to his business.
Disloyalty/conflict of interest. Disloyalty exists when one asserts an
interest, or performs acts adverse to ones employer, such as secretly
engaging in a business which renders him a competitor and rival of his

employer. It constitutes a breach of an implied condition of the contract of

employment
Dishonesty. Acts of dishonesty deemed to be patently inimical to the
employer is analogous to breach of trust and is a valid cause for termination
of employment.
UNEDITED PART
2.5 Salaries and Wages
2.6 Projected Salaries
Monthly
Position
Operations Head
Loans Supervisor
Legal Officer
Marketing Officer
Loans Clerk
Marketing Assistant

Salary
P 12,000
8,400
20,000
7,728
7,728
2,800

Annual Salaries
2017

2018

2019

2020

2021

P144,000
100,800
240,000
92,736
92,736
33,600

P144,000
100,800
240,000
92,736
92,736
33,600

P144,000
100,800
240,000
92,736
92,736
33,600

P144,000
100,800
240,000
92,736
92,736
33,600

P144,000
100,800
240,000
92,736
92,736
33,600

2.4.7 Strategic Plan

Owe Me Cash Lending Co., by meeting its mission and vision should perform the
different activities that will improve the companys performance in providing their
services as well as the development of knowledge and skills of the employees to give
the customers needs.

2017
Timeline

Proposal

Objectives

Activities
January

Advertising

March

To make

Basis from

Key

Lead

Core

Performanc

Persons

Values
Enthusiast

e Indicator
100%

Marketing

customers

Officer

aware to the
companys
availability of
April

Training of

services
To improve

Responsibl

June

employees

working

100%

Operation
s Head

performance of
every employees
in providing
June

Feedback

services
To gather data

Responsibl

from

and convert it

customers

into valuable

100%

Marketing
Officer

information
about companys
July
September

Advertising

performance
To make
customers
aware to the

Enthusiast

100%

Marketing
Officer

Budget

companys
availability of
October

Seminars

December

services
To help

Responsibl

employees to

100%

Operation
s Head

learn and
develop their
knowledge that
will benefit the
companys
December

Feedback

performance
To gather data

Responsibl

from

and convert it

customers

into valuable

100%

Marketing
Officer

information
about companys
December

Employee

performance
To evaluate the

Responsibl

performanc

performance of

e evaluation

employees and

100%

Operation
s Head

improve the
result

2018
Timeline

Proposal

Objectives

Basis from

Key

Lead

Budget

January

Activities

Core

Indicator

Person

Training of

To improve working

Values
Responsibl

Operation

employees

performance of

s Head

Enthusiast

Marketing

every employees in
providing services
based on their
performance
January

Advertising

March

evaluation
To make customers
aware to the

Officer

companys
availability of
April

Seminars

June

services
To help employees

Responsibl

Operation

to learn and develop

s Head

their knowledge that

will benefit the
companys
April

Team

performance
To build strong

Responsibl

Operation

building

connection between

s Head

Responsibl

Marketing

employees and use

it development of
June

Feedback

skills
To gather data and

from

convert it into

customers

valuable information

Officer

Optimistic

Loans

about companys
June July Financial
Advising

performance
To give seminars in
different places in

Officer

Trece Martires,
Indang and Gen.
Trias, in which will
promote the
July

Training of

company
To improve working

Responsibl

Operation

employees

performance of

s Head

Enthusiast

Marketing

every employees in
July

Advertising

September

providing services
To make customers
aware to the

Officer

companys
availability of
October

Training of

services
To improve working

Responsibl

Operation

employees

performance of

s Head

every employees in
December

Feedback

providing services
To gather data and

Responsibl

Marketing

from

convert it into

Officer

customers

valuable information
about companys

December

Employee

performance
To evaluate the

Responsibl

Operation

performanc

performance of

s Head

e evaluation

employees and
improve the result

2019
Timeline

Proposal

January

Activities
Advertising

March

Objectives

Basis from

Key

Lead

Indicator

To make

Core Values
Enthusiast

Person
Marketing

customers aware

Officer

to the companys
availability of
April

Team

services
To build strong

Building

connection

Responsible

Operation
s Head

between
employees and
use it
development of
April

Training of

skills
To improve

June

employees

working

Responsible

Operation
s Head

Budget

performance of
every employees
in providing
June

Feedback

services
To gather data

from

and convert it into

customers

valuable

Responsible

Marketing
Officer

information about
companys
July

Advertising

September

performance
To make

Enthusiast

customers aware

Marketing
Officer

to the companys
availability of
August

October

Provide

services
To make

Compassionat

Marketing

Promos

customers avail

Officer

Seminars

the services
To help

Responsibility

Operation

December

employees to

s Head

learn and develop

their knowledge
that will benefit
the companys
December

Feedback

performance
To gather data

Responsibility

Marketing

from

and convert it into

customers

valuable

Officer

information about
companys
December

Employee

performance
To evaluate the

performanc

performance of

e evaluation

employees and

Responsibility

Operation
s Head

improve the result

2020
Timeline

Proposal

Objectives

Activities
January

Advertising

March

To make customers

Basis from

Key

Lead

Core

Indicator

Person

Values
Enthusiast

aware to the

Marketing
Officer

companys
availability of
April

Training of

services
To improve working

Responsibl

Operation

June

employees

performance of

s Head

Optimistic

Loans

every employees in
June

Financial

providing services
To give seminars in

Advising

different places in

Officer

Budget

Trece Martires,
Indang and Gen.
Trias, in which will
promote the
June

Feedback

company
To gather data and

Responsibl

Marketing

from

convert it into

Officer

customers

valuable information

Enthusiast

Marketing

about companys
July

Advertising

September

performance
To make customers
aware to the

Officer

companys
availability of
October

services
To help employees

Responsibl

Operation

to learn and develop

s Head

Feedback

performance
To gather data and

Responsibl

Marketing

from

convert it into

Officer

customers

valuable information

Seminars

December

their knowledge that

will benefit the
companys
December

about companys

December

Employee

performance
To evaluate the

Responsibl

Operation

performanc

performance of

s Head

e evaluation

employees and
improve the result

2021
Timeline

January

Proposal

Basis from

Key

Lead

Activities

Core

Indicator

Person

Advertising

Values
Enthusiast

March

Objectives

To make customers
aware to the

Marketing
Officer

companys
availability of
April

Training of

services
To improve working

June

employees

performance of

Responsibl

Operation

s Head

Team

providing services
To build strong

Responsibl

Operation

Building

connection between

s Head

every employees in
April

employees and use

it development of
June

Feedback

skills
To gather data and

Responsibl

Marketing

from

convert it into

Officer

Budget

customers

valuable information
about companys

July

Advertising

September

performance
To make customers

Enthusiast

aware to the

Marketing
Officer

companys
availability of
October

Seminars

December

services
To help employees

Responsibl

Operation

to learn and develop

s Head

their knowledge that

will benefit the
companys
December

Feedback

performance
To gather data and

Responsibl

Marketing

from

convert it into

Officer

customers

valuable information
about companys

December

December

Employee

performance
To evaluate the

Responsibl

Operation

performanc

performance of

s Head

e evaluation

employees and

Create for

improve the result

To prepare new

Optimist

Board of

new

strategic plan for the

strategic

next 5 years

Directors

plan