Commitment to Attendance and Punctuality for Probationary Employees

International HR Institute (“the Institute”) will evaluate your performance based on factors such as dependability, efficiency, initiative, attitude (towards clients, the Institute, its officers, and colleagues), cooperation, client response, judgment, punctuality, work quality and quantity, and overall professionalism.

By accepting this document, you agree and commit to strictly observe your assigned shift schedule, workdays, work hours, and break periods. Regular attendance and punctuality are essential; frequent absences, tardiness, or “undertime” are not permitted.

The following attendance guidelines will apply during your first 180 days:

1. The Institute requires the full 180-day period to assess your suitability for longer engagement ("the observation period"). During the observation period, team members are allowed a maximum of 3 absences (regardless of reason) during this period. Any additional absences beyond this allowance may result in early disengagement and termination of contract.

2. Exceptions may be considered by the Regional Director and Executive Director in cases of extended illness, injury, or a valid family emergency, provided supporting documentation is submitted. In such cases, the team member must notify their immediate manager to request a valid sick or emergency leave. Failure to do so may result in a NO-CALL, NO-SHOW violation with sanctions as follows:

• 1st instance – Written Warning
• 2nd instance – Final Written Warning
• 3rd instance – Early disengagement and termination of contract

3. If the team member cannot present medical records or proof of emergency within three (3) days of the incident, it will be considered an unauthorized absence and subject to similar sanctions as NO-CALL, NO-SHOW.

4. Absences do not reset during the observation period. However, upon confirmation, team members may accrue leave benefits and be subject to the absence policy under the Institute's Code of Conduct and Discipline.

5. Team members under observation are allowed up to 5 instances of tardiness during the observation period. Exceeding this number may result in early disengagement and termination of contract.

6. Non-compliance with any of these provisions constitutes grounds for early disengagement and termination of contract for failure to meet the required standards of behavior and performance, in line with the terms of the engagement contract.

Acknowledgment and Acceptance

I hereby acknowledge and unconditionally agree to the terms and conditions outlined in this document. By signing, I commit to strictly observing my shift schedule, workdays, work hours, and break periods. I understand that non-compliance may be grounds for early disengagement and termination of contract for not meeting the required standards of behavior and performance as outlined in my engagement contract.

CONFIDENTIALITY AND INTELLECTUAL PROPERTY AGREEMENT

I agree to the terms and conditions of this Confidentiality and Intellectual Property Agreement (the “Agreement”) in consideration of my engagement or continued engagement by the International HR Institute (the “Institute”).

CONFIDENTIALITY
During my engagement with the Institute and at all times thereafter, I will hold in strictest confidence and will not use or disclose any Confidential Information (as defined below) except as required in connection with my role at the Institute. “Confidential Information” means any confidential and/or proprietary knowledge, documents, computer files, data, or other information of the Institute or of its clients, partners, or other third parties to whom the Institute owes a duty of confidentiality. This includes, but is not limited to, non-public information and materials regarding (i) the Institute’s products and services, (ii) pricing strategies and models, (iii) business processes and service delivery methods, (iv) client and supplier information, (v) business and marketing plans, (vi) financial reports, (vii) software codes, (viii) research and development activities, and (ix) team member information, including roles, capabilities, and compensation. Any information designated as proprietary or confidential, or that a reasonable person would consider confidential, is also considered Confidential Information.

INTELLECTUAL PROPERTY
I assign, and agree to assign in the future, to the Institute or its designee, at no charge, all of my rights, title, and interest in any Intellectual Property (as defined below) related to any work, invention, or material created, conceived, or developed during my engagement with the Institute or using the Institute’s resources. At the Institute's request, I will promptly execute a written assignment of any such Intellectual Property and will cooperate to protect and enforce it. “Intellectual Property” includes rights worldwide to inventions, patents, copyrights, trade secrets, know-how, and other intellectual property rights.

RETURN OF INSTITUTE MATERIALS
Upon ending my engagement with the Institute, voluntarily or involuntarily, and at any earlier request, I will return all originals and copies of Institute property, including documents, files, keys, ID cards, and other materials. I will not retain or use any of the Institute's property or Confidential Information for personal use or any third party.

OBLIGATIONS TO FORMER EMPLOYERS
During my engagement with the Institute, I will not use or disclose any confidential information or trade secrets of any previous employer or any other person to whom I owe confidentiality obligations, nor will I bring any such materials onto the Institute’s premises without written consent.

AUTHORIZATION TO NOTIFY SUBSEQUENT EMPLOYER
I authorize the Institute to inform any subsequent employer of my obligations under this Agreement.

LEGAL AND EQUITABLE REMEDIES
Because of the personal and unique nature of my role and access to Confidential Information, the Institute reserves the right to enforce this Agreement through injunction, specific performance, or other equitable relief, without bond and in addition to any other legal remedies. If any legal action is required to enforce this Agreement, the prevailing party will be entitled to recover all reasonable costs and fees incurred, including legal, accounting, and expert witness fees.

ENGAGEMENT
I understand that nothing in this Agreement confers any right to continued engagement with the Institute nor interferes with either party’s right to terminate the engagement at any time, with or without cause, unless otherwise stated in writing.

APPLICABLE LAW
This Agreement will be governed by and construed according to applicable laws.

SEVERABILITY
If any provision of this Agreement is held invalid or unenforceable, the remaining provisions will continue in effect as though the invalid term had not been included. Any excessively broad terms will be adjusted to remain enforceable.

SUCCESSORS AND ASSIGNS
This Agreement is binding upon my heirs and legal representatives and benefits the Institute, its successors, and assigns.

SURVIVAL
Provisions of this Agreement shall survive the end of my engagement and any assignment of this Agreement by the Institute.

MODIFICATION AND WAIVERS
No modification or waiver of any term of this Agreement is effective unless in writing and signed by the party to be charged.

ENTIRE AGREEMENT
This Agreement is the complete and exclusive agreement regarding its subject matter, superseding all prior discussions. However, any other agreements with more protective confidentiality provisions will continue in effect.

By signing below, I accept and agree to the terms and conditions of this Agreement, effective from the first day of my engagement with the Institute.

Human Resources Confidentiality Agreement For Financial, Personal, and Private Information

Given the sensitive information I have access to, I understand that I am held to a high standard for safeguarding confidentiality. As part of a Human Resources organization, I may encounter personal and private information regarding other team members, consultants, contractors, or other designated individuals conducting business on behalf of the International HR Institute (the “Institute”). I agree to protect the information to which I have access and to maintain its privacy and confidentiality.

I understand that financial and team member information, from any source, including information directly provided by another team member and in any form, does not belong to me, belongs to the Institute, is private and confidential, and is accessible to me solely due to my role in Human Resources. I agree not to disclose private and confidential financial and team member information to any individual or entity and to use such information only in performing my official duties for the Institute. I also understand that, through HR databases and tools, I may have the ability to access financial and team member information outside my area of responsibility. I agree not to access financial or team member information outside my area of responsibility without explicit written authorization from the administrative authority overseeing that area.

I FURTHER AGREE THAT:

• I will only access information necessary to perform my job.
• I will protect and maintain the privacy of financial and team member information.
• I will keep my passwords secret and will not share them with anyone for any HR systems or tools.
• I will keep my passwords and/or access codes confidential for protected files, data, and other programs and will not share them with anyone.
• I will not use another person’s password to access the Institute’s confidential sites or platforms.
• I will log off from any password-protected applications each time before leaving my workstation, regardless of the length of time away.
• I will not show, tell, copy, give, sell, review, change, or discard any confidential information unless it is required for my role. If any of these actions are part of my responsibilities, I will follow the correct departmental procedures. I understand that a current copy of these procedures will be available from my manager.
• I will not misuse or handle confidential and sensitive information carelessly.
• I am responsible for any access using my passwords.
• I am responsible for the use or misuse of confidential information under my access. I understand that my access to confidential information may be audited and acknowledge the consequences of non-compliance with this policy.

Failure to comply with this agreement will result in disciplinary action, up to and including termination of my engagement with the Institute, and may involve civil or criminal legal penalties.

By signing below, I confirm that I have read, understand, and will comply with this “Human Resources Confidentiality Agreement for Financial, Personal, and Private Information.”

Workstation, Computer, Internet, and Workplace Guidelines

I have read, understood, and agree to the terms and conditions of these Workstation, Computer, Internet, and Workplace Guidelines in consideration of my engagement or continued engagement with the International HR Institute (the “Institute”).

Prohibited Actions During Working Hours:

I agree that the following activities are strictly prohibited:

• Uploading or transmitting materials containing viruses or harmful programs that could corrupt, destroy, or alter electronic data and information.
• Using Institute computers or other electronic devices for hacking purposes, unauthorized access to, or interference with computer systems and servers.
• Engaging in piracy or unauthorized reproduction, dissemination, importation, use, removal, substitution, modification, storage, uploading, downloading, or public communication of the Institute’s protected material or copyrighted items.
• Initiating or downloading network games or software that may compromise the functionality of the Institute’s network and systems.
• Allowing or enabling another team member to use my password or login code to gain unauthorized access to servers, directories, files, or physical locations.
• Unauthorized duplication or possession of any confidential files or data.
• Tampering with server or network configurations, altering user rights, or creating unauthorized user accounts on the server.
• Posting or transmitting sexually explicit images, narratives, or data, or any content that is sexual in nature.
• Surfing non-business-related websites.
• Participating in online discussions of obscene topics, or using offensive, bigoted, hateful, or racially offensive language.
• Leaving the computer unattended in a manner that risks data security.

Additional Guidelines:

• I will log into the Institute’s designated timekeeping and productivity monitoring tool at the start of each shift. This applies whether I am working from an office location or remotely. I understand that this tool is integral to accurately track work hours, attendance, and productivity.
• I will ensure that access doors are kept closed and secure at all times.
• Fire exits will remain closed and used solely for emergencies.
• I will not share, write, or post passwords anywhere, and will not disclose my password to anyone, including colleagues, superiors, technology staff, or auditors.
• No unauthorized executable files, flash games, or other software will be installed or stored on my system without approval.
• I will wear and display my identification card (ID card) at all times when working in the office.
• I will lock or log off my computer when leaving my workstation.
• I understand that I will not have local administrator rights on my system unless approved for specific business needs.

Acknowledgment of Information Safeguarding

I acknowledge my responsibility to safeguard knowledge acquired, stored, transferred, and analyzed by the Institute, using adequate controls to ensure the confidentiality, integrity, and availability of all information, consistent with established practices.

Safety and Health Measures for Team Members Spending Long Hours Sitting

The International HR Institute (the “Institute”) establishes the following policies to maintain occupational safety and health standards in the workplace, aiming to reduce health risks and ensure safe, healthful working conditions for all team members.

PURPOSE AND COVERAGE

This policy serves as a guideline to address occupational health and safety concerns associated with prolonged sedentary work, which can contribute to musculoskeletal disorders, high blood pressure, heart disease, anxiety, diabetes, obesity, and other health issues.

This policy applies to all team members whose roles involve extended periods of sitting, such as those in computer-based, administrative, clerical, mechanized office, transport, information technology, and other sedentary roles.

OCCUPATIONAL SAFETY AND HEALTH MEASURES

To minimize health risks for team members who spend long hours sitting, the Institute implements the following measures:

1. Breaks. Team members are provided with two 30-minute paid breaks, ideally taken at 10:30 AM and 3:00 PM each workday, in addition to the regular unpaid lunch break.
2. Reducing Sedentary Work. Team members are encouraged to break up sitting time periodically by standing or walking.
3. Sit-Stand Working Environment. The Institute supports a flexible working environment where team members can easily transition between sitting and standing. This may include standing meetings to facilitate movement.
4. Health Promotion Activities. The Institute organizes activities that encourage physical activity outside of work hours, such as walking, running, dance lessons, or similar group events.
5. Awareness Programs. Regular awareness sessions are held to inform team members of the health effects associated with prolonged sitting and to promote healthier work habits.

REPORTING AND COMPLIANCE

The Partner Experience Department, together with the Safety and Health Committee, will be responsible for ensuring adherence to safety and health standards and will handle the required notifications and compliance submissions to relevant regulatory bodies, as applicable.

EFFECTIVITY

This policy is effective immediately and will be communicated to all team members.

By signing below, I acknowledge and agree to the terms of this policy, effective as of my first day of engagement with the Institute.

 

Sexual Harassment Policies and Procedures

The International HR Institute (the “Institute”) upholds a zero-tolerance policy for sexual harassment in its workplace. This document establishes policies to prevent sexual harassment and outlines the procedures for resolution, settlement, and disposition of sexual harassment cases.

I. INSTITUTE POLICY AGAINST SEXUAL HARASSMENT

The Institute is committed to providing a work environment free from sexual harassment. Sexual harassment is misconduct that undermines team morale and productivity. No team member, regardless of gender, should be subjected to unsolicited and unwelcome sexual advances or conduct.

Sexual harassment includes behavior that is unwelcome, personally offensive, and interferes with work effectiveness. This may include, but is not limited to, unwelcome physical, verbal, or visual sexual advances; requests for sexual favors; and other offensive conduct such as derogatory comments, gestures, or inappropriate images or content.

The Institute will not tolerate any form of sexual harassment. Any team member found to have engaged in sexual harassment may face disciplinary action, up to and including termination of engagement.

A. Definition of Sexual Harassment

Sexual harassment occurs when an individual in a position of authority, influence, or moral ascendancy over another in the workplace demands or implies a need for any sexual favor, regardless of acceptance. It includes situations where:

1. Submission to sexual advances is a condition of hiring, employment, re-employment, or continued engagement, or impacts compensation, terms, promotions, or privileges.
2. Refusal to grant such favors results in discrimination or adverse effects on employment opportunities.
3. The conduct creates an intimidating, hostile, or offensive work environment.

B. Where Sexual Harassment May Occur

Sexual harassment may occur in various work or training settings, including but not limited to:

• The office or remote workspace
• Office-related social functions
• During work assignments outside the office
• At work-related conferences, training sessions, or events
• During work-related travel

C. Forms of Sexual Harassment

Sexual harassment can occur in various forms, including:

• Overt sexual advances
• Unwelcome or inappropriate gestures of affection
• Requests or demands for sexual favors, including requests to go out on dates or outings for similar purposes
• Any behavior or conduct of a sexual nature that is offensive, annoying, or objectionable to the recipient

D. What is Not Considered Sexual Harassment

Sexual harassment does not include occasional compliments of a socially acceptable nature. It refers to behavior that is unwelcome, personally offensive, and that undermines morale, thereby interfering with work effectiveness.

E. The Institute's Responsibility

The Institute is committed to fostering a work environment free from sexual harassment by management, coworkers, and others with whom team members interact in the course of their engagement. The Institute will take immediate corrective action to prevent and address sexual harassment, and promptly investigate any allegations.

II. PROCEDURES FOR HANDLING SEXUAL HARASSMENT CASES

A. Complaint Procedure

Any team member who experiences or witnesses sexual harassment is encouraged to report the incident promptly to the Partner Experience Department. Reports may also be made to any other management team member. All allegations will be swiftly investigated, and confidentiality will be maintained to the greatest extent possible for the team member, witnesses, and alleged harasser. Upon completing the investigation, all parties involved will be informed of the outcome.

The Partner Experience Department is responsible for receiving complaints, investigating, and facilitating the resolution of sexual harassment cases. The Department will also implement programs to enhance awareness of sexual harassment.

B. Retaliation

The Institute prohibits retaliation against any team member who files a complaint or serves as a witness in a sexual harassment investigation.

C. Written Policy

Each team member will receive a copy of the Institute's sexual harassment policy upon joining. Updated copies will be available on the Institute’s intranet or may be provided by the Partner Experience Department. If the Institute modifies this policy, all team members will receive a copy of the revised policy.

By signing below, I acknowledge and agree to the terms of this Sexual Harassment Policies and Procedures document, effective as of the first day of my engagement with the Institute.

Workplace Policy and Program on an Alcohol-Free Environment

The International HR Institute (the “Institute”) adopts this alcohol-free workplace policy to ensure a safe and healthful work environment. All team members must adhere to the terms and conditions of this policy.

I. ALCOHOL PROHIBITED

The Institute strictly prohibits:

• Use, possession, solicitation, or sale of alcohol in the workplace.
• Impairment or being under the influence of alcohol, which may adversely affect work performance, the safety of colleagues, or the Institute’s reputation.

II. DEFINITION OF TERMS

• Assessment Team: A group comprising occupational safety and health personnel, representatives from People Experience, employer’s representatives, and team member representatives trained to address all aspects of prevention.
• Cause Testing: An alcohol test conducted if a team member is suspected of being under the influence of alcohol. The Institute may request the team member to submit to this test.
• “Involved in an on-the-job accident or injury”: Any workplace incident caused immediately or proximately by a team member under the influence of alcohol.
• Near Miss: An incident that could have resulted in injury or significant damage if not mitigated.
• Post-Accident Testing: An alcohol test for team members involved in a workplace accident or injury.
• Random Testing: Alcohol tests conducted at intervals determined by the Institute, where team members may be randomly selected.
• Workplace: Any office, property, or location owned, leased, or used by the Institute where team members perform work-related duties.

III. PREVENTIVE MEASURES

The Institute will post this policy in visible locations, provide written notifications to all team members, and establish an awareness program, including:

• Risks associated with alcohol use in the workplace.
• Policy supporting an alcohol-free environment.
• Information on the available support for team members.
• Penalties for violations of the alcohol-free policy.

IV. TESTING PROCEDURE

A. Cause-Test
If a team member’s behavior suggests alcohol use or possession in the workplace, they will be asked to undergo a cause-test. If the team member objects, they must submit a written explanation. The Institute will determine if the objection is valid; if deemed invalid and the team member refuses testing, disciplinary action may follow. A positive cause-test will lead to further examination by the Assessment Team, with a re-test at the nearest medical facility if needed.

B. Post-Accident Test
In the case of a workplace accident or near miss potentially related to alcohol, all involved team members will undergo post-accident testing. The same objection and disciplinary procedures apply as in cause-testing. If positive, the results will be assessed by the Assessment Team, whose findings are final.

C. Random Test
The Institute may conduct random alcohol tests during working hours. The same objection and disciplinary procedures apply as in cause-testing. Positive results will be reviewed by the Assessment Team, with a re-test option at a medical facility if required.

V. CONFIDENTIALITY

The Institute will ensure confidentiality regarding the results of all alcohol tests conducted on team members.

VI. TREATMENT, REHABILITATION, AND REFERRAL

The Assessment Team will determine if a team member found to have an alcohol dependency should be referred to a Department of Health-accredited center or an equivalent health authority for treatment or rehabilitation. This benefit is available only to team members who proactively seek help.

VII. MONITORING AND EVALUATION

The Assessment Team will periodically review the effectiveness of the alcohol-free workplace policy and program to ensure that its objectives are met.

VIII. DISCIPLINARY ACTION

• Failure to submit to a cause-test, post-accident test, random test, or re-test may result in disciplinary action, including suspension without pay for one (1) month.
• Violation of this policy’s prohibitions (Section I) may lead to disciplinary action, with a one (1) month suspension without pay for the first offense.
• Repeated violations may result in a penalty of up to three (3) months of suspension or dismissal.

IX. EFFECTIVITY

This policy is effective immediately and applies to all team members.

By signing below, I acknowledge and agree to the terms of this Alcohol-Free Workplace Policy, effective as of my first day of engagement with the Institute.

Workplace Policy and Program on a Drug-Free Environment

In alignment with global standards for a safe and healthful work environment, the International HR Institute (the “Institute”) establishes the following policies and programs to maintain a drug-free workplace.

I. INSTITUTE POLICY ON A DRUG-FREE WORKPLACE

The Institute strictly prohibits:

• The use, possession, solicitation, or sale of illegal or dangerous drugs on Institute premises or while conducting Institute business.
• Being impaired or under the influence of illegal or dangerous drugs in any way that could adversely impact job performance, the safety of oneself or others, or the Institute’s reputation.
• Possession, use, solicitation, or sale of dangerous drugs outside Institute premises if such conduct impacts work performance or the safety and well-being of others.

"Dangerous Drugs" include substances listed in international drug control conventions and other substances as designated by applicable local laws.

II. INSTITUTE PROGRAM ON A DRUG-FREE WORKPLACE

A. Mandatory Drug Testing

To ensure a productive work environment and prevent the negative impact of drug use, the Institute requires mandatory drug testing for pre-engagement screening.

The Institute, through Partner Experience, designates an accredited drug testing center for all necessary tests. The Institute may conduct additional drug testing under the following circumstances:

1. Random Testing: Team members may be randomly selected for drug testing at intervals determined by the Institute.
2. For-Cause Testing: The Institute may request testing if a team member displays behavior suggesting drug use, such as evidence of drugs, unusual conduct, impaired performance, or unexplained absenteeism.
3. Post-Accident Testing: Any team member involved in a near-miss or workplace accident may be required to undergo drug testing if drug use is suspected.

All drug tests will involve initial screening and confirmatory testing. If a positive result is confirmed, the Institute's Assessment Team will review the findings and determine appropriate care and administrative interventions. Team members will be informed of test results, and all testing costs are covered by the Institute.

B. Treatment, Rehabilitation, and Referral

A team member testing positive for drug use for the first time will be referred to a treatment or rehabilitation program at an accredited facility. The Institute provides a list of at least three (3) accredited facilities, from which the team member may select. Following treatment, the Assessment Team, in consultation with the facility, will evaluate the team member's readiness to return if they pose no danger to themselves or others.

All treatment and rehabilitation costs will be the responsibility of the team member, and the time spent in treatment will be considered authorized leave. Repeated drug use following treatment may result in penalties or dismissal.

C. Advocacy, Education, and Training

The Institute will provide continuous education to increase awareness of the adverse effects of drug use, including:

1. Key points regarding global drug control laws and regulations.
   The impact of drug abuse on individuals, families, workplaces, and communities.
2. Preventive strategies against drug abuse.
3. Guidance on seeking intervention, with details of available services.

To support a healthy lifestyle, the Institute will offer:

1. Health assessments (e.g., nutrition, weight management, stress management, smoking cessation)
2. Health screenings (e.g., blood pressure, cholesterol, blood glucose)
3. Recreational activities promoting wellness.

D. Roles, Rights, and Responsibilities of the Institute and Team Members

The Institute will distribute this policy to all team members and obtain written acknowledgment of its receipt and understanding. Confidentiality of all test results and related information will be maintained, with exceptions only where required by law or authorized in writing by the individual concerned. All team members are entitled to due process in connection with this policy.

E. Consequences of Policy Violations

Any team member found using, possessing, distributing, or otherwise involved in illegal or dangerous drugs will be subject to disciplinary measures in line with applicable laws and regulations, potentially including dismissal.

F. Monitoring and Evaluation

The Institute’s management will periodically review the implementation of this policy to ensure a drug-free workplace, with oversight by an Assessment Team.

G. Effectivity

This policy is effective immediately following approval by the Institute’s management and partner representatives.

By signing below, I acknowledge and agree to the terms of this Drug-Free Workplace Policy, effective as of my first day of engagement with the Institute.

Workplace Policy and Program on Hepatitis B

The International HR Institute (the “Institute”) is committed to ensuring a healthy and safe work environment through health programs and adherence to nondiscriminatory practices. This policy addresses Hepatitis B in the workplace, aiming to reduce stigma, ensure team member rights, and protect confidentiality.

I. Implementing Structure

The Institute’s Hepatitis B workplace policy and program will be overseen by its Health and Safety Committee, with representation from each division or department.

II. Guidelines

A. Education

• Coverage: All team members, regardless of engagement status, may access free Hepatitis B education services.
• Education Activities: The Institute will provide information through posters, counseling, and lectures.
• Coordination: Partner Experience and the Institute’s Health and Safety Committee will collaborate on these educational efforts.

B. Preventive Strategies

• Team members are encouraged to seek Hepatitis B immunization with physician approval.
• Workplace sanitation, waste management, and disposal will be monitored by the Health and Safety Committee.
• Personal protective equipment will be available to all team members.
• Team members will receive training on universal precautions and hygiene standards.

III. Social Policy

A. Nondiscriminatory Policy and Practices

• No discrimination will occur based on Hepatitis B status. Team members will not be discriminated against in hiring, promotion, or job assignment.
• Team members with Hepatitis B-related illnesses may work as long as they are medically fit.

B. Confidentiality

• Job applicants and team members will not be required to disclose their Hepatitis B status.
• Access to personal data regarding Hepatitis B status will be strictly limited to medical personnel or as legally required, and confidentiality will be maintained.

C. Work-Accommodation and Arrangement

• Reasonable accommodations, such as flexible leave arrangements or adjusted schedules, will be made for team members with Hepatitis B or related illnesses as needed.

D. Screening, Diagnosis, Treatment, and Referral

• The Institute will provide a referral system and access to diagnostic and treatment services.
• Screening for Hepatitis B will not be a condition for employment.

E. Compensation

• The Institute will provide access to Social Security and compensation benefits as applicable to team members contracting Hepatitis B in the course of their duties.

IV. Roles and Responsibilities of the Institute and Team Members

A. Institute’s Responsibilities

• Management, with Partner Experience, Health and Safety Committee, and team member representatives, will develop, implement, and monitor this policy.
• The Institute will ensure that adequate resources are allocated for this policy.
• Partner Experience will ensure policy compliance with all relevant legislation, and ensure that only authorized personnel access medical records.
• Information and training on Hepatitis B prevention will be provided regularly.
• The Health and Safety Committee will regularly review this policy for effectiveness.

B. Team Member Responsibilities

• Team members and their representatives will promote Hepatitis B prevention and healthy lifestyles.
• Team members are expected to refrain from discriminatory actions against colleagues with Hepatitis B.
• Team members must follow universal precautions and preventive measures.

V. Implementation and Monitoring

The Health and Safety Committee will periodically evaluate and monitor the implementation of this policy to ensure its effectiveness.

VI. Effectivity

This policy is effective immediately and will be communicated to all team members.

By signing below, I acknowledge and agree to the terms and conditions of this policy, effective as of my first day of engagement with the Institute.

Workplace Policy and Program on HIV/AIDS

In alignment with international standards and the commitment to a non-discriminatory and supportive work environment, the International HR Institute (the “Institute”) establishes this policy to address HIV/AIDS awareness, prevention, and support in the workplace. This policy also seeks to reduce stigma associated with HIV/AIDS and protect team member rights to confidentiality and nondiscrimination.

I. IMPLEMENTING STRUCTURE

The Institute’s HIV/AIDS Program will be overseen by its Health and Safety Committee, which includes representatives from all divisions and departments.

II. BASIC INFORMATION ON HIV/AIDS

What is HIV/AIDS?
HIV (Human Immunodeficiency Virus) causes a progressive weakening of the immune system, leading to AIDS (Acquired Immunodeficiency Syndrome). This disease impacts the body’s ability to fight off other infections.

Transmission of HIV/AIDS:

• Unprotected sexual contact with an HIV-infected person.
• Mother-to-child transmission (during pregnancy, childbirth, or breastfeeding).
• Intravenous drug use with contaminated needles.
• Transfusion with infected blood or blood products.
• Unsafe contact with infected blood or wounds.

Is There a Cure?
There is currently no cure. However, antiretroviral drugs, when properly used, help prolong survival and improve quality of life.

III. COVERAGE

This program applies to all team members, regardless of engagement status.

IV. GUIDELINES

A. Preventive Strategies

1. Conduct of HIV/AIDS Education

• Who Will Conduct? The Institute’s Partner Experience and Health and Safety Committee will provide free HIV/AIDS education to all team members, including new hires. A standardized information package may be used.
• How Will It Be Conducted? Through distribution of informational materials, lectures, counseling, and training on universal precautions.

2. Screening, Diagnosis, Treatment, and Referral to Health Care Services

• Screening for HIV will not be required for employment.
• The Institute promotes voluntary counseling and testing, offering referrals to local healthcare providers.
• The Institute will provide support, including referral to livelihood assistance for affected team members and their families as available.

B. Social Policy

1. Non-Discriminatory Policy and Practices

• Discrimination in hiring, promotion, job assignment, or any employment status change based on an individual’s HIV status, real or perceived, is strictly prohibited.
• The treatment of team members with HIV/AIDS-related illnesses will align with the approach to any other health condition.

2. Confidentiality/Non-Disclosure Policy

• Access to information about a team member’s HIV status is strictly confidential, consistent with international best practices.
• Team members, applicants, and co-workers will not be compelled to disclose HIV/AIDS status or related medical information.

Work Accommodation and Arrangement

• The Institute will reasonably accommodate team members with HIV/AIDS, including flexible leave, rescheduled work times, and support for return to work where possible.

V. ROLES AND RESPONSIBILITIES

A. Institute Responsibilities

• The Institute, through Partner Experience, Health and Safety, and team member representatives, will develop, implement, and monitor this HIV/AIDS policy.
• Confidentiality of health records will be strictly maintained, with access limited to authorized personnel.
• The Institute will allocate adequate resources to support this policy and ensure it is accessible to all team members.
• The Health and Safety Committee will periodically review and update the policy in collaboration with relevant organizations.

B. Team Member Responsibilities

• Team members and their representatives will actively participate in HIV/AIDS education and prevention efforts.
• All team members are expected to adhere to non-discriminatory practices and uphold confidentiality.
• Team members must follow universal precautions and preventive measures.

VI. IMPLEMENTATION AND MONITORING

The Health and Safety Committee will oversee regular monitoring and evaluation of this policy to ensure effectiveness.

VII. EFFECTIVITY

This policy takes effect immediately and will be made known to all team members.

By signing below, I acknowledge and agree to the terms and conditions of this policy, effective as of my first day of engagement with the Institute.

Workplace Policy on Breastfeeding

The International HR Institute (the “Institute”) recognizes the importance of breastfeeding for both mother and child and supports and promotes breastfeeding among team members. The Institute provides facilities and support to help mothers balance breastfeeding or breastmilk expression with their work responsibilities.

Provision of Facilities and Support Includes:

1. Lactation Breaks. Lactation breaks are paid breaks. The Institute allows mothers to express breast milk in the designated lactation area during breaks or as the need arises.
2. Flexible Scheduling for Breastmilk Expression. Flexibility for lactation breaks is available during the workday and can be arranged with the mother’s supervisor and team member representative.
3. Facilities. The Institute provides a clean, private lactation area equipped with a comfortable chair, hand-washing facilities, storage space for coolers, and a refrigerator.
4. Access to Breastfeeding Information. Team members are made aware of this policy. All expectant mothers will be provided with information on how to balance breastfeeding with their work upon returning from maternity leave.
5. Arrangements Before Maternity Leave. Team members who plan to breastfeed can arrange to use breastfeeding facilities and support before taking maternity leave. They should notify the Partner Experience Department and the Clinic of their intent to use these facilities by completing the lactation facilities application form.

By signing below, I acknowledge and agree to the terms and conditions of this policy, effective as of my first day of engagement with the Institute.

Workplace Policy and Program on Tuberculosis Prevention and Control

The International HR Institute (the “Institute”) recognizes the impact of Tuberculosis (TB) on economically productive individuals and that TB is a treatable condition with preventable spread when proper control measures are applied. This policy addresses the prevention, control, and management of TB in the workplace and supports team members’ rights to a non-discriminatory and supportive environment.

PURPOSE:

• To address and reduce the stigma associated with TB and protect team members’ rights against discrimination due to the disease.
• To facilitate free access to anti-TB medication for affected team members through referrals.

I. IMPLEMENTING STRUCTURE

The Institute’s TB Program will be managed by its Health and Safety Committee, comprising representatives from various divisions and departments.

II. COVERAGE

This program applies to all team members, regardless of engagement status.

III. GUIDELINES

A. Preventive Strategies

1. TB Advocacy, Training, and Education

• TB education will be conducted by the Institute’s medical team in collaboration with the Health and Safety Committee. This includes distributing informational materials, counseling, and providing lectures.
• The Institute will implement engineering measures, including improved ventilation, provision of sanitary facilities, and avoidance of overcrowding, to ensure a safe and healthful work environment.

2. Screening, Diagnosis, Treatment, and Referral

• The Institute will establish a referral system and facilitate access to diagnostic and treatment services. Arrangements will be made with nearby Direct Observed Treatment (DOT) facilities.
• The Institute will adhere to DOTS guidelines for TB diagnosis and treatment whenever possible.

B. Medical Management

1. The Institute will adopt the DOTS strategy for managing team members with TB, ensuring alignment with the National Tuberculosis Control Program guidelines on case finding, case holding, and reporting.
2. At a minimum, the Institute will refer team members and their families with TB to private or public DOTS centers.

C. Social Policy

Non-Discriminatory Policy and Practices

• Discrimination in any form, from hiring to job assignments, based on TB status is strictly prohibited. Team members with TB-related illnesses will be managed as with any other illness, as long as they are medically fit to work.

Work Accommodation and Arrangement

• Agreements made between the Institute and team member representatives will include flexible leave arrangements, adjusted work schedules, and other accommodations to support team members with TB.
• Team members may return to work with reasonable accommodations based on the recommendations of the Institute’s healthcare provider and/or the DOTS provider.

D. Compensation

The Institute will provide access to Social Security and compensation benefits under relevant provisions for any team member contracting TB during the course of their duties.

IV. ROLES AND RESPONSIBILITIES

A. Institute Responsibilities

• The Institute, along with team member organizations, Partner Experience, and Health and Safety personnel, will develop, implement, monitor, and evaluate the TB policy and program.
• The Institute will provide education and training on TB prevention for all team members.
• Confidentiality of health records will be maintained, with access restricted to authorized personnel only.
• Partner Experience will ensure that the policy and program are adequately funded and communicated to all team members.
• The Health and Safety Committee, in collaboration with team member organizations, will review the policy periodically and liaise with external organizations promoting TB prevention.

B. Team Member Responsibilities

• Team member organizations will actively educate and train their members on TB prevention and control.
• All team members are expected to practice non-discriminatory behaviors toward colleagues with TB.
• Team members will not access personal data related to another team member’s TB status, respecting confidentiality.
• All team members must adhere to preventive measures and universal precautions.

V. IMPLEMENTATION AND MONITORING

The Health and Safety Committee will periodically evaluate the implementation of this policy to ensure its effectiveness.

VI. EFFECTIVITY

This policy is effective immediately and will be communicated to all team members.

By signing below, I acknowledge and agree to the terms and conditions of this policy, effective as of my first day of engagement with the Institute.

 

STATEMENT OF UNDERSTANDING - NEW TEAM MEMBER ORIENTATION 

I certify that I have participated in the New Team Member Orientation of the International HR Institute. I acknowledge that I fully understand the following topics as discussed and was able to clarify inquiries regarding the following:

• IHRI Corporate Profile & Values
• IHRI Brand Identity
• Code of Conduct & Discipline
• Occupational Health & Safety
• Security & Dress Code Policy
• Compensation & Benefits
• Accessing Team Member Resources

I completely understand what my responsibilities are and I agree to comply with the HR policies and procedures and other guidelines set in my engagement contract, Team Member Handbook, and the Code of Conduct & Discipline. I understand that the Institute reserves the right to modify any or all of the policies as it deems necessary at any time.

Team Member Handbook Statement of Understanding

This certifies that I have been granted access to the Team Member Handbook (“Handbook”), which can be accessed through the Institute’s Global CentralHUB using my personal credentials.

I have had the opportunity to ask questions about the policies in the Handbook. I agree to comply with the policies, procedures, and other guidelines set forth in the Handbook. I understand that the Institute reserves the right to change, modify, or abolish any of the policies, benefits, rules, and regulations contained within the Handbook at its discretion, with or without notice. I acknowledge that neither the Team Member Handbook nor its contents constitute an express or implied contract regarding my engagement.

Furthermore, I understand that all team members of the Institute, regardless of classification or position, are engaged on an at-will basis. This engagement is terminable at the will of either the team member or the Institute at any time, with or without cause, and with or without notice. I also understand that no staff member, officer, representative, or employee of the Institute has the authority to enter into any agreement with any applicant or team member for an engagement arrangement or relationship other than on an at-will basis. Nothing in the policies, procedures, handbooks, or any other documents of the Institute creates an express or implied contract of engagement beyond this at-will arrangement.

The Team Member Handbook is Institute property and should remain confidential, not to be shared externally or used for purposes outside Institute guidelines.

Code of Conduct and Discipline Statement of Understanding

This certifies that I have attended the Code of Conduct and Discipline (“Code”) discussion during New Team Member Orientation and have understood the material covered.

I had the opportunity to ask questions about the policies in the Code. I agree to comply with the policies, procedures, and guidelines set forth in the Code. I understand that the Institute reserves the right to change, modify, or abolish any of the policies, benefits, rules, and regulations within the Code at its discretion, with or without notice. I acknowledge that neither the Code of Conduct and Discipline nor its contents constitute an express or implied contract regarding my engagement.

I am aware that the Code can be accessed via the Institute’s Global CentralHUB and can be accessed externally using my personal credentials.

Furthermore, I understand that all team members of the Institute, regardless of classification or position, are engaged on an at-will basis. This engagement is terminable at the will of either the team member or the Institute at any time, with or without cause, and with or without notice. I also understand that no staff member, officer, representative, or team member of the Institute has the authority to enter into any agreement with any applicant or team member for an engagement arrangement or relationship other than on an at-will basis. Nothing in the policies, procedures, handbooks, or any other documents of the Institute creates an express or implied contract of engagement beyond this at-will arrangement.

The Code of Conduct and Discipline is Institute property and must remain confidential, not to be shared externally or used outside of Institute guidelines.