Welcome to the Group, Partner!

Commitment to Attendance and Punctuality for Probationary Employees

Consistent with your employment contract, you will be on probationary status for no more than one hundred eighty (180) days from the start of your employment. During this period, Circa Logica Group (“the Company”) will evaluate your performance, among others, in terms of your dependability, efficiency, initiative, attitude (as regards our clients, the Company and its officers, and your colleagues), cooperation, client response, judgment, punctuality, quality and quantity of work, and professionalism.

By a copy of this document, you hereby agree and commit to strictly observe shift schedule, workdays, work hours and break periods.  You must be able to report to work regularly and on time. Frequent absences, tardiness or “undertime” is strictly forbidden.

The following attendance guidelines will be followed during your probationary period:

1. The company requires the full 180 day period to measure the fitness and qualification of an employee for permanent and regular employment, hence, probationary employees will be allowed a total of 3 absences (regardless of reason) during the entire 180 day probationary period. Any excessive absence following this provision shall lead to non-regularization.

2. Exceptions will be managed between the Head of People Experience and Chief Executive Officer (which can include prolonged sickness or injury or valid family emergency, all with supporting documentation). In such a case, employee must notify his/her immediate manager to advise a valid sick or emergency leave. Otherwise, employee may be sanctioned for NO-CALL, NO SHOW, as follows:

• 1st instance – Written Warning
• 2nd instance – Final Written Warning
• 3rd instance – Termination via non-regularization

3. Where an employee failed to present medical records or proof of emergency within 3 days after the supposed emergency, the employee may be sanctioned for unauthorized absence, sanctioned similarly as No Call, No Show.

4. Absences will have no rolling period. Refresh will happen once they are regularized since employees will then have leaves and will be covered by the absences policy following the Code of Conduct and Employee Discipline.

5. In cases of Tardiness, employee will be allowed a total of 5 instances/occurrence of tardiness during the entire probationary period. Exceeding this number will result to non-regularization.

6. Non-compliance in any of these provisions shall be a valid ground to terminate the probationary period of an employee for failure to meet the required standards of behavior and performance, consistent with the provisions of his employment contract.

Acknowledgement and Acceptance Clause

I hereby acknowledge and agree without qualifications or reservations to all the terms and conditions stated in this document. By a copy of this document, I hereby agree and commit to strictly observe shift schedule, workdays, work hours and break periods.  I understand that non-compliance be a valid ground to terminate the probationary period of an employee for failure to meet the required standards of behavior and performance, consistent with the provisions of the employment contract.

CONFIDENTIALITY AND INTELLECTUAL PROPERTY AGREEMENT

I hereby agree to the terms and conditions of this Confidentiality and Intellectual Property Agreement (this “Agreement”) in consideration of my employment or continued employment by Circa Logica Group Co. (“Company”). 

1. CONFIDENTIALITY. During my employment by the Company and at all times thereafter, I will hold in strictest confidence, and will not use or disclose, any Confidential Information (as defined below), except to the extent such use or disclosure may be required in connection with my work for the Company. “Confidential Information” means any and all confidential and/or proprietary knowledge, documents, computer files, data and other information and materials of the Company, or of its customers, suppliers or other third parties to whom the Company may have an obligation of confidentiality, whether I first learned of such information or materials before or after the date I sign this Agreement, including, but not limited to, all non-public information and materials relating to: (i) the company’s products and services, (ii) the Company’s pricing strategies, pricing models and structures, (iv) service delivery methods and other business processes and methods of the Company, (iv) customer lists, supplier lists and other information regarding the Company’s customers or suppliers, (v) the Company’s business plans and marketing plans, (vi) the Company’s management and financial reports, (vii) software source codes and object codes of the Company, (viii) the Company’s research and development activities and (ix) the Company’s employee records, personnel files, information relating to employee roles and capabilities, and compensation information. In addition, confidential Information shall include any information and materials that are marked as proprietary or confidential information of the company, or that I am told (or that I reasonably would be expected to know) are proprietary or confidential information of the Company.
2. INTELLECTUAL PROPERTY. I hereby assign, and agree to assign in the future, to the Company or its designee, at no charge, all of my right, title and interest in and to any and all Intellectual Property (as defined below) with respect to any works, inventions or other materials that I, whether solely or jointly with others, create conceive or reduce to practice in the course of my employment at the Company or using the time, facilities or property of the Company. I will, at the Company’s request promptly execute a written assignment to the Company of any such Intellectual Property and will cooperate with the Company to the extent reasonable with respect to the protection and enforcement of any such Intellectual Property. “Intellectual Property” means all rights, worldwide, to any inventions (whether or not patentable), patents, patent applications, copyrights, trade secrets, know-how and other intellectual property rights.
3. RETURN OF COMPANY MATERIALS. Upon termination of my employment with the Company for any reason whatsoever, voluntarily or involuntarily, and at any earlier time that the Company requests, I will deliver to the person designated by the Company all originals and copies of all documents, computer files, keys identification cards and other property of the Company in my possession, under my control or to which I may have access. I will not reproduce or appropriate for my own use, or for the use of others, any property (including but not limited to intellectual Property) of the Company or any Confidential Information.
4. OBLIGATIONS TO FORMER EMPLOYERS. During my employment by the Company, I will not improperly use or disclose any confidential or proprietary information or trade secrets of any former employer or any other person to whom I have an obligation of confidentiality, and I will not bring onto the premises of the Company any unpublished documents or any other materials containing such confidential or proprietary information or trade secrets unless consented to in writing by that former employer or person.
5. AUTHORIZATION TO NOTIFY SUBSEQUENT EMPLOYER. I hereby authorize the Company to notify any subsequent employer about my rights and obligations under this Agreement following the termination of my employment with the Company.
6. LEGAL AND EQUITABLE REMEDIES. Because my services are personal and unique and because I may have access to and become acquainted with the Confidential Information, the Company shall have the right to enforce this Agreement and any of its provisions by injunction, specific performance or other equitable relief, without bond and without prejudice to any other rights and remedies that the Company may have for a breach of this Agreement. In the event that any suit or action is instituted to enforce any provision of this Agreement, the prevailing party shall be entitled to recover from the losing party all fees, costs and expenses of enforcing any right of such prevailing party under or with respect to this Agreement (including, without limitation reasonable fees and expenses of attorneys, accountants and expert witnesses), which shall include, without limitation, all fees, costs and expenses of appeals.
7. EMPLOYMENT. I agree and understand that nothing in this Agreement shall confer any right with respect to continuation of my employment by the Company, not shall it interfere in any way with any right that I or the company may have to terminate my employment at any time, with or without cause. Any subsequent change or changes in my duties, salary or compensation will not affect the validity or scope of this Agreement unless otherwise expressly stated in writing by the Company.
8. APPLICABLE LAW. This Agreement will be governed by and construed according to the laws of Philippines.
9. SEVERABILITY. The invalidity or unenforceability of any one or more of this Agreement’s terms or provisions shall not impair or affect the validity or enforceability of the remaining terms or provisions, and this Agreement shall be construed and enforced as if the invalid or unenforceable term or provision had not been contained in this Agreement. If any term or provision contained in this Agreement is adjudged by a court of competent jurisdiction to be excessively broad as to duration, scope or subject, the term or provision shall be limited and reduced so as to be enforceable under applicable law.
10. SUCCESSORS AND ASSIGNS. This Agreement will be binding upon my heirs, executors, administrators and other legal representatives and will be for the benefit of the Company, its successors, and its assigns.
11. SURVIVAL. The provisions of this Agreement shall survive the termination of my employment and the assignment of this Agreement by the Company to any successor in interest or other assignee.
12. MODIFICATION AND WAIVERS. No modification of or amendment to this Agreement, nor any waiver of any rights under this Agreement, will be effective unless in writing and signed by the party to be charged.
13. ENTIRE AGREEMENT. This Agreement is the final, complete and exclusive agreement of the parties with respect to the subject matter hereof and supersedes and merges all prior discussions between us; provided, however, that, notwithstanding the foregoing, to the extent I have entered into any other agreement containing provisions that are more protective of the Company’s confidential information and other rights than are the provisions of this Agreement, such more protective provisions shall not be superseded, but rather shall continue in effect in accordance with their terms.

By signing below, I accept and agree to the terms and conditions of this Agreement, effective as of the first day of my employment with the Company:

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

By virtue of the information I have access to, I understand being held to a higher standard for safeguarding confidentiality. As part of a Human Resources company, I may have occasion to come into the knowledge and/or possession of personal and private information relating to other employees, consultants, contractors, or other designated individuals who conduct business on behalf of Circa Logica Group Co. (“the Company”). I hereby agree to protection of information to which I have access and to keep such information private and confidential.

I understand that financial and employee information from any source, including information about another employee that comes directly from that employee and in any form, does not belong to me, belongs to the Company, is private and confidential, and is available to me solely because of my function as part of a Human Resources company. I agree that I will not disclose to anyone or to any entity, private and confidential financial and employee information to which I have access and shall use it solely for the performance of my official duties for the Company. I also understand that through HR databases and tools, I may have the capacity to access financial and employee information outside of my unit of responsibility. I agree NOT to access financial or employee information outside my unit of responsibility, without express written authorization from the administrative authority responsible for that unit.

I FURTHER AGREE THAT:

1. I will only access information that I need to perform my job.
2. I will protect and maintain the privacy of financial and employee information.
3. I will keep my passwords secret and will not share them with anyone for any of any HR systems or tools.
4. I will keep my passwords and/or access codes secret for protected files, data, and other programs and will not share them with anyone.
5. I will not use anyone else's password to access the Company’s confidential sites or platforms.
6. I will log off any password protected applications each and every time before leaving my workstation, regardless of the length of time I will be away from my workstation.
7. I will not show, tell, copy, give, sell, review, change, or discard any confidential information unless it is part of my job. If it is part of my job to do any of these tasks, I will follow the correct departmental procedure required. I understand that I must obtain and retain a current copy of the correct departmental procedures.  I understand that a copy of these procedures will always be available from my manager.
8. I will not misuse or be careless with confidential and sensitive information.
9. I am responsible for any access using my passwords.
10. I am responsible for my use or misuse of confidential information. I am aware that my access to confidential information may be audited. I also understand the consequences of my actions related to this policy.

Failure to comply with this agreement will result in disciplinary action up to and including termination of my employment with the Company and/or civil or criminal legal penalties.

By signing this, I agree 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 this Workstation, Computer, Internet and Workplace Guidelines in consideration of my employment or continued employment with Circa Logica Group Co.

I agree that the following items are strictly prohibited:

1. Uploading and, or, transmitting materials that contain viruses or any harmful programs that would result to corruption, destruction, alteration of any electronic data and information.
2. Using Company computers or other electronic devices for hacking purposes; unauthorized access into or interference in a computer system and server.
3. Piracy or unauthorized reproduction, dissemination, importation, use, removal, substitution, modification, storage, uploading, downloading, communication or making available to the public, of the Company's protected material and copyrighted items.
4. Initiating and, or, downloading network games which may affect the functionality of the Company’s network and systems.
5. Consenting to, tolerating, or allowing another employee to use his/her password or login code to gain access to a server, directory, files, or physical entry to which the accessing employee has not been duly authorized for.
6. Unauthorized duplication and, or, possession of any confidential files or data.
7. Tampering with server and network configurations, changing the server or network rights of users and creating unauthorized user accounts on the server.
8. Posting and, or, transmitting sexually explicit and other related images, narrative or nay data that are sexual in nature.
9. Surfing on any non-business related sites.
10. Online discussion of obscene topics, or using offensive, bigoted, hateful or racially offensive statements.
11. Negligence or the careless act of leaving the computer unattended thereby risking a possible data security infringement. 

Additionally, I am also conforming to the following guidelines:

1. I would not leave any access doors kept open at any time;
2. Fire exits are kept closed and used only for emergency purposes;
3. No passwords are shared, written, posted anywhere;
4. Not to share passwords if somebody asks me to disclose it even if it is my colleagues, superiors, technology members, or auditors;
5. No unapproved EXE files, flash games, other unauthorized software’s are installed, stored in my systems;
6. To wear and display my identification card (ID card) all the time;
7. To keep my systems locked/logged off I am moving away from my seat; and
8. That I don’t have any local administrator rights in my systems unless otherwise approved for business needs.

I hereby acknowledge that I will safeguard the knowledge acquired, stored, transferred and analyzed by Circa Logica Group Co. using adequate controls which will ensure confidentiality, integrity and availability of all such information as per laid down practices.

DOLE DO 184, s. 2017: Safety and Health Measures for Employees Spending Long Hours Sitting

Pursuant to the provisions of Article 168 of the Labor Code of the Philippines, as renumbered, the following policies and procedure are hereby issued by Circa Logica Group Co., (“CLG”) to set occupational safety and health standards in the workplace in order to eliminate health risks, and to ensure safe and healthful working conditions within the company premises.

PURPOSE AND COVERAGE:

This policy shall serve as guide to address the occupational health and safety and safety issues and concerns related to sedentary work or sitting while working for long periods, such as musculoskeletal disorders, high blood pressure, heart disease, anxiety, diabetes, obesity, among others.

This shall apply to all employees who by nature of their work, have to spend long hours sitting at work, such as those involved in computer, administrative, clerical works, highly-mechanized offices, transport, information technology, and all other functions where sedentary work is observed.

OCCUPATIONAL SAFETY AND HEALTH MEASURES

As part of the requirement to address the risks to safety and health of employees who spend long hours sitting, CLG institutes appropriate control measures and shall implement programs aimed at safeguarding the welfare of employees, including, among others:

• Providing employees with two fifteen-minute paid breaks on top of the regular unpaid lunch break on a daily basis – ideally every 10:00-10:15 AM and 3:00-3:15 PM except when working hours is cut short and at the sole discretion of the employee’s immediate manager;
• Encouraging employees to reduce sedentary work by interrupting sitting time and substitute it with standing and walking;
• Encouraging sit-stand working environment ensuring facilitation of easy mobility of employees including conducting standing meetings;
• Organizing health promotion activities that will allow employees to do more physical activities after work such as walking, running, dance lessons, and other similar activities; and
• Conducting and/or communicating awareness raising on the health effects of prolonged sitting and sedentary work.

REPORTING AND COMPLIANCE

The People Experience Department together with the Safety and Health Committee shall be responsible for notifying and complying with the requirements of Department of Labor and Employment, through the Regional Office which has jurisdiction over CLG and shall be readily available to submit to inspection, audit, or monitoring by the DOLE Regional Offices. 

EFFECTIVITY

This Safety and Health Measures for Employees Spending Long Hours Sitting shall take place effective immediately and shall be made known to every employee.

By signing below, I accept and agree to the terms and conditions of this Agreement, effective as of the first day of my employment with the Company:

BWC Guidelines No. 2, Series of 2012: Sexual Harassment Policies and Procedures

Pursuant to the provisions of Section 4, Republic Act No. 7877, An Act Declaring Sexual Harassment Unlawful in the Employment, Education or Training Environment, and For Other Purposes, the following policies and procedure are hereby issued by Circa Logica Group Co. (“CLG”) to prevent sexual harassment in its workplace and to provide the procedure for the resolution, settlement and/or disposition of sexual harassment cases.

I. COMPANY POLICY AGAINST SEXUAL HARASSMENT

CLG believes that employees should be afforded the opportunity to work in an environment free of sexual harassment. Sexual harassment is a form of misconduct that undermines the employment relationship. No employee, either male or female, should be subjected verbally or physically to unsolicited and unwelcome sexual overtures or conduct.

Sexual harassment refers to behavior that is not welcome, that is personally offensive, debilitates morale and, therefore, interferes with work effectiveness. Such behavior may be in the form of unwanted physical, verbal or visual sexual advances, requests for sexual favors, and other sexually oriented conduct which is offensive or objectionable to the recipient, including, but not limited to: epithets, derogatory or suggestive comments, slurs or gestures and offensive posters, cartoons, pictures, or drawings.

CLG will not tolerate any behavior that amounts to sexual harassment and any officer or employee found to have committed sexual harassment shall be subjected to disciplinary action, up to and including dismissal.

A.      DEFINITION OF SEXUAL HARASSMENT

CLG has adopted, and its policy is based on, the definition of sexual harassment set forth in Section 3 of R.A. 7877. It provides that sexual harassment in workplace is committed by an employer, employee, manager, supervisor, agent of the employer, or any other person who, having authority, influence or moral ascendancy over another in a work environment, demands, requires or otherwise requires any sexual favor from the other, regardless of whether the demand, requests or requirement for submission is accepted by the object of said Act.

In a work-related or employment environment, sexual harassment is committed when:

1. The sexual favor is made as a condition in the hiring or in the employment, re-employment, or continued employment of said individual, or in granting said individual favorable compensation, terms of conditions, promotions, or privileges; or the refusal to grant the sexual favor results in limiting, segregating or classifying the employee which in any way would discriminate, deprive or diminish employment opportunities or otherwise adversely affect said employee;
2. the above acts would impair the employees’ rights or privileges under existing labor laws; or
3. the above acts would result in an intimidating, hostile, or offensive environment for the employee.

B.      WHERE SEXUAL HARASSMENT IS COMMITED

Sexual harassment may be committed in any work or training environment. It may include, but are not limited to the following:

1. In or outside the office building or training site;
2. at office or training-related social functions;
3. in the course of work assignments outside the office;
4. at work-related conferences, studies or training sessions; or
5. during work related travel.

C.      FORMS OF SEXUAL HARASSMENT

Sexual harassment may be committed in any of the following forms:

1. Overt sexual advances;
2. Unwelcome or improper gestures of affection;
3. Request or demand for sexual favors including but not limited to going out on dates, outings, or the like for the same purpose;
4. Any other act or conduct of a sexual nature or for purposes of sexual gratification which is generally annoying, disgusting or offensive to the victim.

D.      WHAT IS NOT SEXUAL HARASSMENT

Sexual harassment does not refer to occasional compliments of a socially acceptable nature.  It refers to behavior that is not welcome, that is personally offensive, that debilitates morale, and that, therefore, interferes with work effectiveness.

E.       EMPLOYER’S RESPONSIBILITY

CLG undertakes to provide its officers and employees a work environment free of sexual harassment by management personnel, by co-workers and by others with whom officers and employees must interact in the course of their employment in CLG.  Sexual harassment is specifically prohibited as unlawful and as a violation of CLG's policy.  CLG is responsible for preventing sexual harassment in the workplace, for taking immediate corrective action to stop sexual harassment in the workplace and for promptly investigating any allegation of work related sexual harassment.

II. PROCEDURES ON SEXUAL HARASSMENT CASES

A.      COMPLAINT PROCEDURE

Any officer or employee, who experiences or witnesses any act of sexual harassment in the workplace, shall report the same immediately to the People Experience Department. They may also report acts of sexual harassment to any other member of CLG's management.  All allegations of sexual harassment will be quickly investigated. To the extent possible, the identity of the officer or employee shall remain confidential and that of any witnesses and the alleged harasser will be protected against unnecessary disclosure. When the investigation is completed, all parties will be informed of the outcome of the investigation.

The People Experience Department shall receive complaints, investigate and hear sexual harassment cases. The Department shall develop its own rules in the settlement and disposition of sexual harassment cases. The Department shall also develop and implement programs to increase understanding and awareness about sexual harassment.

B.      RETALIATION

CLG will permit no employment based retaliation against anyone who brings a complaint of sexual harassment or who speaks as a witness in the investigation of a complaint of sexual harassment.

C.      WRITTEN POLICY

All officers and employees of CLG shall receive a copy of CLG's sexual harassment policy upon assumption of their respective offices. If at any time an officer or employee would like another copy of the policy, the same is available on the GDrive or may be provided by People Experience.  If CLG should amend or modify its sexual harassment policy, all officers and employees will receive an individual copy of the amended or modified policy.

By signing below, I accept and agree to the terms and conditions of this Agreement, effective as of the first day of my employment with the Company:

Workplace Policy and Program on Alcohol-Free Workplace

Circa Logica Group Co. (the “Company”) adopts this alcohol-free workplace policy and program to ensure a safe and healthful workplace. In this regard, all employees shall abide by the terms and conditions of this policy.

I. ALCOHOL PROHIBITED

The company explicitly prohibits the following:

• Use, possession, solicitation or sale of alcohol in the workplace; or
• Impairment or under the influence of alcohol which may cause/causing adverse effect on employee’s work performance, safety of co-employees or Company’s reputation.

II. DEFINITION OF TERMS

• Assessment Team- A group of persons composed of occupational safety and health personnel, human resource manager, employer’s representative and employees’ representative who are trained to address all aspects of prevention.
• Cause Testing- A form of alcohol-test assessment conducted by the Company when an employee is suspected to be under the influence of alcohol. The Company request its suspected employee to submit himself to alcohol test.
• “Involved in an on-the-job accident or injury“- An accident of any person within the workplace immediately or proximately caused by the employee under the influence of alcohol.
• Near Miss- An incident which could have led to any injury or fatality of employees and/or considerable damage to the employer had it not been curtailed.
• Post-Accident Testing- A form of alcohol-test assessment conducted by the Company to those employees involved in an on the job accident or injury.
• Random Testing- A form of alcohol test assessment conducted by the Company Employees may be selected at random for alcohol testing at any interval determined by the company.
• Workplace – Any office or property owned, leased or operated by the Company or at any other place where an employee performs work for the Company.

III. PREVENTIVE MEASURES

The Company shall post in conspicuous place and notify in writing all its employees of this policy and shall establish an alcohol-free workplace policy awareness program. The contents of such awareness program are as follows:

• Dangers involved in the use, possession, solicitation or sale of alcohol in the workplace;
• Policy of maintaining an alcohol-free workplace;
• Available employee assistance program; and
• Imposable penalties for employees found guilty for violation of alcohol-free workplace policy.

IV. TESTING PROCEDURE

A. Cause-Test

1. If an employee’s demeanor caused the Company to suspect that he is using, possessing, soliciting or selling alcohol in the workplace, the latter will request the former to submit himself to a cause-test. If the employee objects to subject himself to cause-test, he must state his objection and the reason thereof in writing. The Company shall immediately decide whether the ground for objection is valid or not. Should the Company found that the objection is not valid and the employee still refused to submit himself to the cause-test, the refusal will be considered as a ground for disciplinary action; and
2. If the cause-test showed a positive result, the employee will be referred to the assessment team for further examination. However, if the employee still disagrees with the result of the assessment team, he will be subjected to another alcohol testing at the nearest medical facility.

B. Post-Accident Test

1. If an accident or a near miss has been immediately or proximately caused by employees engaged in using  possessing, soliciting or selling alcohol in the workplace, all employees involved in the on the job accident shall be subjected to a post-accident test.  If the employee objects to subject himself to cause-test, he must state his objection and the reason thereof in writing. The Company shall immediately decide whether the ground for objection is valid or not. Should the Company found that the objection is not valid and the employee still refused to submit himself to the cause-test, the refusal will be considered as a ground for disciplinary action; and
2. If the cause-test showed a positive result, the employee will be referred to the assessment team for further examination. The findings of the assessment team shall be considered final.

C. Random Test

1. At any time during the working hours, the Company may conduct a random alcohol test with its employees. If the employee objects to subject himself to cause-test, he must state his objection and the reason thereof in writing. The Company shall immediately decide whether the ground for objection is valid or not. Should the Company found that the objection is not valid and the employee still refused to submit himself to the cause-test, the refusal will be considered as a ground for disciplinary action; and
2. If the cause-test showed a positive result, the employee will be referred to the assessment team for further examination. However, if the employee still disagrees with the result of the assessment team, he will be subjected to another alcohol testing at the nearest medical facility.

V. CONFIDENTIALITY

The Company shall observe at all times confidentiality of the results relative to alcohol tests done to employees.

VI. TREATMENT, REHABILITATION AND REFERREAL

The Assessment Team shall determine whether or not an employee found addicted to alcohol would need referral for treatment and/or rehabilitation in a Department of Health-Accredited Center. This benefit is only given to employees who seek help from the assessment team.

VII. MONITORING AND EVALUATION

The implementation of the alcohol-free workplace policy and program shall be monitored and evaluated periodically by the Assessment Team to ensure that the goal of an alcohol-free workplace is met.

VIII. DISCIPLINARY ACTION

1. Failure to submit to cause-test, post-accident test, random-test, or alcohol test by a nearest medical facility shall be a ground for a disciplinary action with a penalty of one (1) month suspension without pay;
2. If an employee found guilty for violation of any of the acts prohibited under paragraph I of this policy shall be subjected to a disciplinary action with a penalty of one (1) month suspension without pay; or
3. If an employee found to have been guilty for violation of this policy, repeatedly violated the provisions thereof shall be subjected to a disciplinary action with a penalty of three (3) months suspension or dismissal from service.  

IX. EFFECTIVITY

This company policy is effective immediately to all employees.

By signing below, I accept and agree to the terms and conditions of this Agreement, effective as of the first day of my employment with the Company:

Article V of Republic Act No. 9165: Workplace Policy and Program on Drug-Free Workplace

In compliance with Article V of Republic Act No. 9165, otherwise known as the Comprehensive Dangerous Drugs Act of 2002, and its Implementing Rules and Regulations and DOLE Department Order No. 53-03, series of 2003 (Guidelines for the Implementation of a Drug-Free Workplace Policies and Programs for the Private Sector), Circa Logica Group Co. (the “Company”) hereby adopts the following policies and programs to achieve a drug-free workplace:

I. COMPANY POLICY ON DRUG-FREE WORKPLACE

The Company explicitly prohibits:

• The use, possession, solicitation for, or sale of dangerous drugs on company premises or while performing an assignment.
• Being impaired or under the influence of dangerous drugs away from the company, if such impairment or influence adversely affects the employee's work performance, the safety of the employee or of others, or puts at risk the company's reputation.
• Possession, use, solicitation for, or sale of dangerous drugs away from the company premises, if such activity or involvement adversely affects the employee's work performance, the safety of the employee or of others, or puts at risk the company's reputation.
• The presence of any detectable amount of dangerous drugs in the employee's system while at work, while on the premises of the company, or while on company business. "Dangerous Drugs" include those listed in the Schedules annexed to the 1961 Single Convention on Narcotic Drugs, as amended by the 1972 Protocol, and in the Schedules annexed to the 1971 Single Convention on Psychotropic Substances as enumerated in the attached annex of R.A. 9165.

II. COMPANY PROGRAM ON DRUG-FREE WORKPLACE

A. MANDATORY DRUG TEST

1. To ensure that only those qualified shall be screened and recruited to prevent the detrimental effects (e.g. lower productivity; poor decision making; increased accidents; more compensation claims; and reduced team effort) which drug use and abuse may cause in the workplace, the conduct of mandatory drug test shall be required for pre-employment.
2. The Company, through the People Experience Department, has designated a duly accredited drug testing center by the Department of Health (DOH), as its authorized drug testing laboratory.
3. The Company may also conduct drug testing under any of the following circumstances:

   a. RANDOM TESTING: Officer/employees may be selected at random for drug testing at any interval determined by the Company.
   b. FOR-CAUSE TESTING: The company may ask an officer/employee to submit
   to a drug test at any time it feels that the employee may be under the influence of drugs, including, but not limited to, the following circumstances: evidence of drugs on or about the employee's person or in the employee's vicinity, unusual conduct on the employee's part that suggests impairment or influence of drugs, negative performance patterns, or excessive and unexplained absenteeism or tardiness.
   c. POST-ACCIDENT TESTING: Any officer/employee involved in a “Near-Miss” incident or “Work Accident” under circumstances that suggest possible use or influence of drugs may be asked to submit to a drug test. As defined herein, “Near-Miss” means an incident arising from or in the course of work which could have led to injuries or fatalities of the workers and/or considerable damage to the employer had it not been curtailed. “Work Accident” refers to unplanned or unexpected occurrence that may or may not result in personal injury, property damage, work stoppage or interference or any combination thereof of which arises out of and in the course of employment.

4. All drug tests shall employ, among others, two (2) testing methods, the screening test which will determine the positive result as well as the type of the drug used and the confirmatory test which will confirm a positive screening test. Where the confirmatory test turns positive, the company’s Assessment Team shall evaluate the results and determine the level of care and administrative interventions that can be extended to the concerned employee.
5. The Company shall inform the officer/employee who was subjected to a drug test of the test-results whether positive or negative.
6. All costs of drug testing shall be borne by the Company. 

B. TREATMENT, REHABILITATION, AND REFERRAL

1. An officer/employee who, for the first time, is found positive of drug use, shall be referred for treatment and/or rehabilitation in a DOH accredited center. For this purpose, The Company shall provide a list of at least three (3) accredited facilities which an employee who was tested positive for drugs may choose from.
2. Following rehabilitation, the company’s Assessment Team, in consultation with the head of the rehabilitation center, shall evaluate the status of the drug dependent employee and recommend to the employer the resumption of the employee’s job if he/she poses no serious danger to his/her co-employees and/or the workplace.
3. All costs for the treatment and rehabilitation of the drug dependent employee shall be charged to his account. The period during which the employee is under treatment or rehabilitation shall be considered as authorized leaves.
4. Repeated drug use even after ample opportunity for treatment and rehabilitation shall be dealt with the corresponding penalties under R.A. 9165 and is a ground for dismissal.

C. ADVOCACY, EDUCATION AND TRAINING

1. The Company undertakes to increase the awareness and education of its officers and employees on the adverse effects of dangerous drugs through continuous advocacy, education and training programs/activities to all its officers and employees.
2. All officers and employees are required to undergo an orientation/education program before assumption of their respective duties. The program shall include the following topics:

   a. Salient features of R.A. 9165;
   b. Adverse effects of abuse and/or misuse of dangerous drugs on the person, workplace, family and the community;
   c. Preventive measures against drug abuse; and
   d. Steps to take when intervention is needed, as well as available services for treatment and rehabilitation.

3. To encourage all officers and employees to lead a healthy lifestyle while at work and at home, The Company undertakes to conduct the following activities as often as possible:

   a. Lifestyle assessment programs on health nutrition, weight management, stress management, alcohol abuse, smoking cessation, and other indicators of risk diseases;
   b. Health wellness screenings (e.g. blood pressure and heart rate, cholesterol test, blood glucose, etc.);
   c. Sports, recreational and fun-game activities; and
   d. Other activities promoting health and wellness. 

D. ROLES, RIGHTS AND RESPONSIBILITIES OF EMPLOYER AND EMPLOYEES

1. The Company shall ensure that the workplace policies and programs on the prevention and control of dangerous drugs, including drug testing, shall be disseminated to all officers and employees. The employer shall obtain a written acknowledgement from the employees that the policy has been read and understood by them.
2. The Company shall maintain the confidentiality of all information relating to drug tests or to the identification of drug users in the workplace; exceptions may be made only where required by law, in case of overriding public health and safety concerns; or where such exceptions have been authorized in writing by the person concerned.
3. All officers and employees shall enjoy the right to due process, absence of which will render the referral procedure ineffective.

E. CONSEQUENCES OF POLICY VIOLATIONS

1. Any officer or employee who uses, possesses, distributes, sells or attempts to sell, tolerates, or transfers dangerous drugs or otherwise commits other unlawful acts as defined under Article II of RA 9165 and its Implementing Rules and Regulations shall be subject to the pertinent provisions of the said Act.
2. Any officer or employee found positive for use of dangerous drugs shall be dealt with administratively in accordance with the provisions of Article 282 of Book VI of the Labor Code and under RA 9165.

F. MONITORING AND EVALUATION

The implementation of these policies and programs shall be monitored and evaluated periodically by management to ensure a drug-free workplace. For this purpose, an Assessment Team shall be constituted in accordance with D.O. 53-03.

G. EFFECTIVITY

The provisions of these policies and programs shall be immediately effective after its ratification by the management and the employee’s representatives and its posting in the company’s bulletin board.

By signing below, I accept and agree to the terms and conditions of this Agreement, effective as of the first day of my employment with the Company:

DOLE Department Advisory No. 05, Series of 2010: Workplace Policy and Program on Hepatitis B

Circa Logica Group (the “Company”) is committed to conform to the established standards assurance of customer satisfaction, protection of our environment and health and safety in the workplaces.

The company promotes and ensures a healthy environment through its various health programs to safeguard its employees. And as part of the company’s compliance to DOLE Department Advisory No. 05, Series of 2010 (Guidelines for the Implementation of a Workplace Policy and Program on Hepatitis B), this Program has been developed. This program is aimed to address the stigma attached to hepatitis B and to ensure that the employees’ right against discrimination and confidentiality is maintained.

This guideline is formulated for everybody’s information and reference for the diagnosis, treatment, and prevention of Hepatitis B. This will inform the employees of their role as well as the company in dealing with Hepatitis B. A healthy environment encompasses a good working relationship and great output for continuous business growth.

I. Implementing Structure

The Company’s Hepatitis B workplace policy and program shall be managed by its health and safety committee. Each division or department of the Company shall be duly represented.

II. Guidelines

A. Education

1. Coverage. All employees regardless of employment status may avail of hepatitis B education services for free;
2. Hepatitis B shall be conducted through distribution and posting of IEC materials and counselling and/ or lectures; and
3. Hepatitis B education shall be spearheaded by the Company’s Medical Clinic in close coordination with the health and safety committee.

B. Preventive Strategies  

1. All employees are encouraged to be immunized against Hepatitis B after securing clearance from their physician.
2. Workplace sanitation and proper waste management and disposal shall be monitored by the health and safety committee on a regular basis.
3. Personal protective equipment shall be made available at all times for all employees; and
4. Employees will be given training and information on adherence to standards or universal precautions in the workplace.

III. Social Policy

A. Nondiscriminatory Policy and Practices

1. There shall be no discrimination of any form against employees on the basis of their Hepatitis B status consistent with the international agreements on non-discrimination ratified by the Philippines (ILO C111). Employees shall not be discriminated against, from pre to post employment, including hiring, promotion, or assignment because of their hepatitis B status.
2. Workplace management of sick employees shall not differ from that of any other illness. Persons with Hepatitis B related illnesses may work for as long as they are medically fit to work.

B. Confidentiality 

Job applicants and employees shall not be compelled to disclose their Hepatitis B status and other related medical information. Co-employees shall not be obliged to reveal any personal information about their fellow employees. Access to personal data relating to employee’s Hepatitis B status shall be bound by the rules on confidentiality and shall be strictly limited to medical personnel or if legally required. 

C. Work-Accommodation and Arrangement

1. The company shall take measures to reasonably accommodate employees who are Hepatitis B positive or with Hepatitis B - related illnesses.
2. Through agreements made between management and employees’ representative, measures to support employees with Hepatitis B are encouraged to work through flexible leave arrangements, rescheduling of working time and arrangement for return to work.

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

1. The company shall establish a referral system and provide access to diagnostic and treatment services for its employees for appropriate medical evaluation/ monitoring and management.
2. Adherence to the guidelines for healthcare providers on the evaluation of Hepatitis B positive employees is highly encouraged.
3. Screening for Hepatitis B as a prerequisite to employment shall not be mandatory.

E. Compensation 

The company shall provide access to Social Security System and Employees Compensation benefits under PD 626 to an employee contracted with Hepatitis B infection in the performance of his duty.

IV. Roles and Responsibilities of Employers and Employees

A. Employer’s Responsibilities

1. Management, together with employees’ organizations, company focal personnel for human resources, and safety and health personnel shall develop, implement, monitor and evaluate the workplace policy and program on Hepatitis B.
2. The Health and Safety Committee shall ensure that their company policy and program is adequately funded and made known to all employees.
3. The People Experience Resources Department shall ensure that their policy and program adheres to existing legislations and guidelines, including provisions on leaves, benefits and insurance.
4. Management shall provide information, education and   training on    Hepatitis B for its workforce consistent with the standardized basic information package developed by the Hepatitis B TWG; if not available within the establishment, then provide access to information.
5. The company shall ensure non-discriminatory practices in the workplace.
6. The management together with the company focal personnel for human resources and safety and health shall provide appropriate personal protective equipment to prevent Hepatitis B exposure, especially for employees exposed to potentially contaminated blood or body fluid.
7. The Health and Safety Committee, together with the employees’ organizations shall jointly review the policy and program for effectiveness and continue to improve these by networking with government and organizations promoting Hepatitis B prevention.
8. The company shall ensure confidentiality of the health status of its employees, including those with Hepatitis B.
9. The People Experience Department shall ensure that access to medical records is limited to authorized personnel.

B. Employees Responsibilities

1. The employees’ organization is required to undertake an active role in educating and training their members on Hepatitis B prevention and control. The IEC program must also aim at promoting and practicing a healthy lifestyle with emphasis on avoiding high risk behavior and other risk factors that expose employees to increased risk of Hepatitis B infection, consistent with the standardized basic information package developed by the Hepatitis B TWG.
2. Employees shall practice non-discriminatory acts against co-employees on the ground of Hepatitis B status.
3. Employees and their organizations shall not have access to personnel data relating to an employee’s Hepatitis B status. The rules of confidentiality shall apply in carrying out union and organization functions.
4. Employees shall comply with the universal precaution and the   preventive measures.
5. Employees with Hepatitis B may inform the health care provider or the company physician on their Hepatitis B status, that is, if their work activities may increase the risk of Hepatitis B infection and transmission or put the Hepatitis B positive at risk for aggravation.

V. IMPLEMENTATION AND MONITORING

Within the establishment, the implementation of the policy and program shall be monitored and evaluated periodically. The safety and health committee or its counterpart shall be tasked for this purpose.

VI. EFFECTIVITY

This Policy shall take effect immediately and shall be made known to all employees.

By signing below, I accept and agree to the terms and conditions of this Agreement, effective as of the first day of my employment with the Company:

Workplace Policy and Program on HIV/AIDS

In conformity with Republic Act No. 8504 otherwise known as the Philippine AIDS Prevention and Control Act of 1998 which recognizes workplace-based programs as a potent tool in addressing HIV/AIDS as an international pandemic problem, this company policy is hereby issued for the information and guidance of the employees in the diagnosis, treatment and prevention of HIV/AIDS in the workplace.

This policy is also aimed at addressing the stigma attached to HIV/AIDS and ensures that the workers’ right against discrimination and confidentiality is maintained.

I. IMPLEMENTING STRUCTURE

Circa Logica Group Co. (the “Company”)’s HIV/AIDS Program shall be managed by its health and safety committee consists of representatives from the different divisions and departments. 

II. BASIC INFORMATION ON HIV/AIDS

What is HIV/AIDS?

It is a disease caused by a virus called HIV (Human Immunodeficiency Virus). This virus slowly weakens a person’s ability to fight off other diseases by attaching itself to and destroying important cells that control and support the human immune system.

• How HIV/AIDS is transmitted?
• Unprotected sex with an HIV infected person;
• From an infected mother to her child (during pregnancy, at birth through breast feeding);
• Intravenous drug use with contaminated needles;
• Transfusion with infected blood and blood products; and
• Unsafe, unprotected contact with infected blood and bleeding wounds of an infected person.

Is there a cure?

No. However, there are antiretroviral drug combinations that are available when properly used, result in prolonged survival of people with HIV. Holistic care of people living with HIV-AIDS and comprehensive treatment of opportunistic infections also dramatically improve quality of life.

III. COVERAGE

This Program shall apply to all employees regardless of their employment status.

IV. GUIDELINES

A. Preventive Strategies  

1. Conduct of HIV-AIDS Education.

a. Who will conduct?

The Medical Clinic of the Company in coordination with the Health and Safety Committee shall conduct HIV-AIDS education to all employees for free.  This shall also form part of the orientation of newly hired employees. The standardized information package developed by the Department of Labor and Employment (DOLE) may be used for this purpose.

b. How will it be conducted?

The HIV-AIDS education will be conducted through distribution and posting of IEC materials, lectures, counselling and training and information on adherence to standard or universal precautions in the workplace

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

a. Screening for HIV as a prerequisite to employment is not mandatory.

b. The company shall encourage positive health seeking behavior through Voluntary Counseling and Testing.

c. The company shall establish a referral system and provide access to diagnostic and treatment services for its workers. Referral to Social Hygiene Clinics of LGU for HIV screening shall be facilitated by the company’s medical clinic staff.

d. The company shall likewise facilitate access to livelihood assistance for the affected employee and his/her families, being offered by other government agencies.

B. SOCIAL POLICY

1.       Non-discriminatory Policy and Practices

a. Discrimination in any form from pre-employment to post-employment, including hiring, promotion or assignment, termination of employment based on the actual, perceived or suspected HIV status of an individual is prohibited.

b. Workplace management of sick employees shall not differ from that of any other illness.

c. Discriminatory act done by an officer or an employee against their co-officer or co-employee shall likewise be penalized.

2. Confidentiality/Non-Disclosure Policy 

a. Access to personal data relating to a worker’s HIV status shall be bound by the rules of confidentiality consistent with provisions of R.A. 8504 and the ILO Code of Practice.

b. Job applicants and workers shall not be compelled to disclose their HIV/AIDS status and other related medical information.

c. Co-employees shall not be obliged to reveal any personal information relating to the HIV/AIDS status of fellow workers.

3. Work-Accommodation and Arrangement

a. The company shall take measures to reasonably accommodate employees with AIDS related illnesses.

b. Agreements made between the company and employee’s representatives shall reflect measures that will support workers with HIV/AIDS through flexible leave arrangements, rescheduling of working time and arrangement for return to work.

IV. ROLES AND RESPONSIBILITIES OF EMPLOYERS AND EMPLOYEES

A. Employer’s Responsibilities

1. The Company, together with employees/ labor organizations, company focal personnel for human resources, safety and health personnel shall develop, implement, monitor and evaluate the workplace policy and program on HIV/AIDS.
2. Provide information, education and training on HIV/AIDS for its workforce.
3. Ensure non-discriminatory practices in the workplace and that the policy and program adheres to existing legislations and guidelines.
4. Ensure confidentiality of the health status of its employees and the access to medical records is limited to authorized personnel.
5. The Company, through its People Experience Department, shall see to it that their company policy and program is adequately funded and made known to all employees.
6. The Health and Safety Committee, together with employees/ labor organizations shall jointly review the policy and program and continue to improve these by networking with government and organizations promoting HIV prevention.

B. Employees’ Responsibilities

1. The employee’s organization shall undertake an active role in educating and training their members on HIV prevention and control. Promote and practice a healthy lifestyle with emphasis on avoiding high risk behavior and other risk factors that expose workers to increased risk of HIV infection.
2. Employees shall practice non-discriminatory acts against co-employees.
3. Employees and their organization shall not have access to personnel data relating to a worker’s HIV status.
4. Employees shall comply with universal precaution and preventive measures.

V. IMPLEMENTATION AND MONITORING

The Safety and Health Committee or its counterpart shall periodically monitor and evaluate the implementation of this Policy and Program.

VI. EFFECTIVITY

This Policy shall take place effective immediately and shall be made known to every employee.

By signing below, I accept and agree to the terms and conditions of this Agreement, effective as of the first day of my employment with the Company:

Workplace Policy on Breastfeeding

Circa Logica Group Co. (the “Company”) recognizes the importance of breastfeeding for both mother and baby and hereby supports and promotes breastfeeding. The Company provides facilities and the support necessary to enable mothers in their employment to balance breastfeeding / breastmilk expression with their work.  

Provision of facilities and support includes:

• Lactation breaks. Lactation breaks are compensable breaks. The Company will allow mothers to express breast milk in the designated company lactation station during breaks or as the need arises.
• Flexibility for breastmilk expression breaks. There is flexibility for mothers to take lactation breaks during their workday. These can be negotiated between the mother, employee representative and supervisor.
• Facilities include: clean, private area, with comfortable chair, hand washing facilities, storage area for coolers, and a refrigerator.
• Access to breastfeeding information. Staff and employees are made aware of this policy. All women who are going on maternity leave will be provided with information on how they can combine breastfeeding and work once they return to work.

Employees who are considering breastfeeding can make arrangements for use of the breastfeeding facilities and other supports before going on maternity leave. She has to notify the People Experience Department and the Clinic of her intent to use the breastfeeding and other arrangements by filing up the form applying for use of lactation facilities.

By signing below, I accept and agree to the terms and conditions of this Agreement, effective as of the first day of my employment with the Company:

Workplace Policy and Program on Tuberculosis Prevention and Control

Circa Logica Group (the “Company”) recognizes that while 80% of Tuberculosis (TB) cases belong to the economically productive individuals, it is also treatable and its spread can be curtailed if proper control measures will be implemented. As such, this TB Policy and Program is hereby issued for the information and guidance of the employees.

PURPOSE:

To address the stigma attached to TB and to ensure that the worker’s right against discrimination, brought by the disease, is protected. 

To facilitate free access to anti-TB medicines of affected employees through referrals.

I.  IMPLEMENTING STRUCTURE

The Company’s TB Program shall be managed by its health and safety committee consists of representatives from the different divisions and departments. 

II. COVERAGE

This Program shall apply to all employees regardless of their employment status.

III. GUIDELINES

A. Preventive Strategies  

1. Conduct of Tuberculosis (TB) Advocacy, Training and Education

a. TB education shall be conducted by the Company’s Medical Clinic in close coordination with the health and safety committee, through distribution and posting of IEC materials and counselling and/ or lectures.

b. Engineering measures such as improvement of ventilation, provision for adequate sanitary facilities and observance of standard for space requirement (avoidance of overcrowding) shall be implemented.

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

a. The company shall establish a referral system and provide access to diagnostic and treatment services for its employees. The company shall make arrangements with the nearest Direct Observed Treatment (DOT) facility. 

b. The company’s adherence to the DOTS guidelines on the diagnosis and treatment is highly encouraged.

B. MEDICAL MANAGEMENT

1. The company shall adopt the DOTS strategy in the management of workers with tuberculosis. TB case finding, case holding and Reporting and Recording shall be in accordance with the Comprehensive Unified Policy (CUP) and the National Tuberculosis Control Program. 

2. The company shall at the minimum refer employees and their family members with TB to private or public DOTS centers.

C. SOCIAL POLICY

1. Non-discriminatory Policy and Practices

a. There shall be no discrimination of any form against employees from pre to post employment, including hiring, promotion, or assignment, on account of their TB status.  (ILO C111)

b. Workplace management of sick employees shall not differ from that of any other illness. Persons with TB related illnesses should be able to work for as long as medically fit.

2. Work-Accommodation and Arrangement

a. Agreements made between the company and employee’s representatives shall reflect measures that will support workers with TB through flexible leave arrangements, rescheduling of working time and arrangement for return to work.

b. The employee may be allowed to return to work with reasonable working arrangements as determined by the Company Health Care provider and/or the DOTS provider.

D.  COMPENSATION

The company shall provide access to Social Security System and Employees Compensation benefits under PD 626 to an employee who acquired TB infection in the performance of his/her duty.

IV.  ROLES AND RESPONSIBILITIES OF EMPLOYERS AND EMPLOYEES

A. Employer’s Responsibilities

1. The Employer, together with workers/ labor organizations, company focal personnel for human resources, safety and health personnel shall develop, implement, monitor and evaluate the workplace policy and program on TB.
2. Provide information, education and training on TB prevention for its workforce.
3. Ensure non-discriminatory practices in the workplace.
4. Ensure confidentiality of the health status of its employees and the access to medical records is limited to authorized personnel.
5. The Employer, through its People Experience Department, shall see to it that their company policy and program is adequately funded and made known to all employees.
6. The Health and Safety Committee, together with employees/ labor organizations shall jointly review the policy and program and continue to improve these by networking with government and organizations promoting TB prevention.

B. Employees’ Responsibilities

1. The employee’s organization is required to undertake an active role in educating and training their members on TB prevention and control.
2. Employees shall practice non-discriminatory acts against co-workers.
3. Employees and their organization shall not have access to personnel data relating to a worker’s TB status.
4. Employees shall comply with universal precaution and the preventive measures.

V. IMPLEMENTATION AND MONITORING

The Safety and Health Committee or its counterpart shall periodically monitor and evaluate the implementation of this Policy and Program.

VI. EFFECTIVITY

This Policy shall take place effective immediately and shall be made known to every employee.

By signing below, I accept and agree to the terms and conditions of this Agreement, effective as of the first day of my employment with the Company:

Time and Attendance: Immediate Manager’s Accountability and Responsibility Policy

At Circa Logica Group, we believe that our people are our best assets. An area where such care and concern needs to be exhibited is in ensuring all employees are paid on time and accurately.

To ensure this, all Immediate Managers (the “manager”) are responsible for timely and accurate scheduling as well as review, correction, and timely approval of their direct report’s time and attendance records. The manager should consider each of the following elements during payroll cut offs: Regular hours, Night Differential, Overtime and Holiday hours, Vacation, Sick, and other leaves, and other payroll adjustments.

For all employees to be paid correctly, all Managers will ensure the following steps are completed:

1. All employees are scheduled ahead of their work day and provide advance intimation of changes, if any.
2. Ensure that the employees in their team mark their attendance regularly and take necessary action as provided in the Employee Handbook for non-compliance, within 3 business days.
3. Schedule changes are incorporated in the time keeping system within the cutoff of the change being effected.
4. Approvals for changes in schedules, punches, attendance correction and OT rendered to be completed within the cut off being made by the employee
5. Leave approvals to be completed and approved before the payroll cycle cut off timelines.
6. Advise to People Experience about employees who were on hold who returned to work to be provided before the payroll cut off timelines.
7. Changes need to be completed by the Managers through the front end options on the timekeeping tool. Requests to People Experience for execution of corrections should ONLY be sent if there are technical issues. Last minute requests to People Experience may not be accommodated.
8. In cases of absence, leaves, rest days or offs, the assigned manager shall be responsible for processing the time and attendance corrections, adjustments or errors of their employees provided that approvals have been transferred by the manager.

The following disciplinary action shall be taken in each instance a manager fails to ensure the accuracy of their direct report’s payroll input.

• 1st Instance:     Written Warning
• 2nd Instance:    Final Written Warning
• 3rd Instance:    3-Day Suspension
• 4th Instance:     Dismissal

The People Experience Team will have responsibility for monitoring the application of this policy. This will be undertaken by producing monthly payroll dispute / pending requests reports which will be used to provide managers with the information as to who has been negatively contributing to payroll inaccuracy and therefore that some action should be taken.

EFFECTIVITY AND ACCEPTANCE:

This policy shall take place effective immediately and shall be made known to every employee in a supervisory position or above. I certify that I have read and understood the contents of this document. I agree and commit to abide by the rules and principles set forth in the guidelines and understand that violation of any of the rules and principles therein may be a ground for disciplinary action including dismissal, when warranted. I further understand that the company may, at any time, modify, amend, terminate, or make exceptions to the provisions of the guidelines.

Payroll Guide & Policy

To help you prepare for becoming a Circa Logica Group Co. (“CLG”) employee, below are important details about getting paid.

PAYROLL BANK ACCOUNT

All CLG employees are required to initially provide an active bank account from a legitimate Philippine banking institution. This will be the process until such time that CLG opted to engage with an exclusive bank. Employees will be paid through their respective ATM cards. You are to provide the People Experience Team with your bank details. Bank details are required to be under the employee’s name otherwise may entail delays on payout.

PAY STATEMENTS

Pay statements and year-end tax statements are available to all employees and can be accessed online. All year-end 2316 tax forms will be available to employees by January 31 of the following year, in accordance with government regulations.

TAXATION

All required government tax and withholdings will be remitted in accordance with Philippine laws and regulations. As a condition of employment, employees must provide CLG with required government numbers (TIN, SSS, Philhealth, and HDMF). Employees must declare their tax status upon hire and fully disclose their individual tax obligations.

SALARY

Your monthly salary is the total gross salary provided to you. It composes your basic pay, deminimis allowances, and company-initiated bonues, incentives, or commissions, if any. All computation including 13th month pay shall be based on your salary.

SSS AND HDMF LOANS

It is the responsibility of the employee to notify CLG of any outstanding SSS and HDMF loans. If you have outstanding loans, please contact an CLG People Experience Officer immediately upon beginning employment with CLG.

TIMING OF PAY

All CLG employees are paid on a bi-monthly schedule every 15th and 30th day of the month. CLG pays employees on a ten-day lag. In the instance that a pay date falls on a weekend or holiday, employees will be paid on the preceding business day.

FIRST PAY

You are required to have at least five (5) working days prior to the cutoff to be paid on the forthcoming payroll, otherwise these days will be paid following the daily rate and shall be added to the payout following the next full cycle.

COMMISSIONS AND INCENTIVES

Commissions and incentives for current month commences on the 6th day of the current month and ends on the 5th of the succeeding month. Payout for eligible employees are given on the 30th of the succeeding month.

PAY CYCLE

First cycle: 6th - 20th paid at the end of the month. Second cycle: 21st – 5th of the succeeding month paid at the 15th of the succeeding month. CLG reserves the right to make changes to these schedules based on business needs.

FINAL PAY

All disengaged employees in all instances where an employee ends employment with CLG, the employee is entitled to receive his full and final pay reconciliation. Final pay will provide all monetary amounts due to the employee and deduct any financial obligations the employee owes CLG or SSS and HDMF loans. People Experience will work with the employee to schedule a time to receive and reconcile their full and final pay, thus releasing CLG and the employee from any outstanding obligations

I acknowledge receipt and complete understanding of the foregoing information.

STATEMENT OF UNDERSTANDING - NEW EMPLOYEE ORIENTATION 

I certify that I have participated in the New Employee Orientation of Circa Logica Group Co. I acknowledge that I fully understand the following topics as discussed and was able to clarify inquiries regarding to the following:

• CLG Corporate Profile & Values
• CLG Brand Identity
• Code of Conduct & Employee Discipline
• Occupational Health & Safety
• Security & Dress Code Policy
• Compensation & Benefits as Probationary & Upon Regularization
• Accessing Employee 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 Employment Contract, Employee Handbook, and the Code of Conduct & Employee Discipline. I understand that the Company reserves the right to modify any or all of the policies as it deems necessary at any time.

Employee Handbook Statement of Understanding

This is to certify that I have been granted access to the Employee Handbook (“Handbook”) which can be accessed by through the company’s GDrive and can be accessed outside of the organization using my personal credentials by going to drive.google.com

I was given the opportunity to ask questions about the policies in the Handbook. I agree to and will comply with the policies, procedures, and other guidelines set forth in the Handbook. I understand that the company reserves the right to change, modify, or abolish any or all of the policies, benefits, rules, and regulations contained or described in the Code as it deems appropriate at any time, with or without notice. I acknowledge that neither the Employee Handbook nor its contents are an express or implied contract regarding my employment.

I, further, understand that all employees of the company, regardless of their classification or position, are employed on an at-will basis, and their employment is terminable at the will of the employee or the company at any time, with or without cause, and with or without notice. I have also been informed and understand that no staff, officer, representative, or employee of the company has any authority to enter into any agreement with any applicant for employment or employee for an employment arrangement or relationship other than on an at-will basis and nothing contained in the policies, procedures, handbooks, or any other documents of the company shall in any way create an express or implied contract of employment or an employment relationship other than one on an at-will basis.

The Employee Handbook is a Company property therefore should not be shared, and kept confidential at all times.

Code of Conduct and Employee Discipline Statement of Understanding

This is to certify that I have attended the Code of Conduct and Employee Discipline (“Code”) discussion during the New Employee Orientation and have understood the material covered. 

I was given the opportunity to ask questions about the policies in the Code. I agree to and will comply with the policies, procedures, and other guidelines set forth in the Code. I understand that the company reserves the right to change, modify, or abolish any or all of the policies, benefits, rules, and regulations contained or described in the Code as it deems appropriate at any time, with or without notice. I acknowledge that neither the Code of Conduct and Employee Discipline nor its contents are an express or implied contract regarding my employment.

I know that the Code can be accessed by through the company’s GDrive and can be accessed outside of the organization using my personal credentials by going to drive.google.com

I, further, understand that all employees of the company, regardless of their classification or position, are employed on an at-will basis, and their employment is terminable at the will of the employee or the company at any time, with or without cause, and with or without notice. I have also been informed and understand that no staff, officer, representative, or employee of the company has any authority to enter into any agreement with any applicant for employment or employee for an employment arrangement or relationship other than on an at-will basis and nothing contained in the policies, procedures, handbooks, or any other documents of the company shall in any way create an express or implied contract of employment or an employment relationship other than one on an at-will basis.

The Code of Conduct and Employee Discipline is a Company property therefore should not be shared, and kept confidential at all times.