Employees must strictly observe the schedule of working hours that the company has established from time to time.

The regular working period is 48 hours a week, or six (6) working days a week, except for legal holidays and special non-working holidays. The total working hours per working day, including break time but not including meal breaks, shall not be less than eight (8) hours.

Office and operations personnel like sales, logistics, and technical may have different working schedules. Due to exigencies of work and serious operational requirements, some employees are required to render overtime work and/or report to work with corresponding premium on regular holidays and special non-working holidays.

A rest day shall be provided or enjoyed by each employee, which is normally Sunday and/or the scheduled one, at the discretion of the management.

Keeping an accurate time record is a legal requirement, but more importantly, it is necessary for the computation of hours worked and the salary due to every employee. Every employee shall, therefore, see to it that these time entries are accurate at all times.

The company is using finger scanning (bio-metrics) to record employees's attendance, and individual time records will strictly adhere to the No Bio-metrics Register means No Pay rule. The following rules shall be strictly observed by all employees required to register working time.

An employee is required to show or log in one's registered finger on the bio-metrics machine.

1. 1. Before commencing work (Time-in).
   2. Before lunch time. (Break-Out)
   3. After lunch. (Break-In)
   4. Upon close of working hours. (Time-Out)

Depending on the nature of the exigencies of work, employees going out for the one-hour meal break must register, log out, and log in upon return. An employee is required to register if he leaves in between working hours due to under-time, leave, and the like, unless he or she is on official business-related activities.

An employee shall be considered absent if there are no bio-metrics in for any particular day, and similarly, if there are no time-ins but there is a registered time-out, it shall be interpreted that the employee reported late for work and intentionally did not register his time-in.

If an employee makes a mistake in bio-metrics time-in or fails to time-out, he or she shall immediately refer this matter to the appropriate superior and/or timekeeper within the same day; otherwise, they will be subject to a penalty.

A deduction on salaries shall be made for tardiness as follows:

Tardiness for more than 60 minutes without a written and justifiable excuse is considered absent; otherwise, it can be applied as under time. 

Time logged in before the start of official working hours or time logged out after the completion of working hours is not considered overtime unless prior written approval to render overtime work is obtained from the immediate superior.

Tampering, making unauthorized corrections to the bio-metrics register, or failing to register are strictly prohibited and may be grounds for disciplinary action. All adjustments to the bio-metric time recorded may be done only by duly authorized personnel and will be recognized only if duly initiated and dated by the person who made the correction, the official timekeeper, or the immediate superior.

In order to maintain continuity of work and the company's operations, it is essential for every employee to maintain a good attendance record and refrain from committing unnecessary and unauthorized absences.

The following rules must be observed by an employee in case of absences from work, either with or without pay.

At least one (1) day in advance notice or permission must be secured from the employee's immediate superior or head by accomplishing the prescribed leave form.

Any authorized absence shall be considered an absence without official leave (AWOL) and is subject to disciplinary action without pay.

Should an employee fail to secure prior approval to be absent due to some emergency, illness, accident, or other compelling reason, he or she must inform his superior or head within 4 hours of the first day of absence by phone, text, SMS, or message sent through another person or any possible means. Should this notification procedure be manifestly impossible, the employee should notify his superior of his failure to observe the notification procedure upon his return to work. In any case, he must complete the appropriate leave form.

All sick leave and absence applications must pass through the HR Office or be duly certified by the supervisor; otherwise, the employee shall be charged with AWOL and leave without pay. Three (3) or more days of sick leave must be duly supported by a medical certificate; otherwise, it will be disapproved.

Every employee is expected to render "a fair day's work for a fair day's pay." He has been employed by the company because of his qualifications for his job, and it is, therefore, his responsibility to discharge the various duties and functions efficiently and to the best of his ability.

He is also expected to follow the instructions and orders of his superior and always see to it that his work is not neglected or abandoned. Gross and habitual neglect of one's duties as well as willful disobedience of order from superiors are just causes for disciplinary measures.

An employee is not supposed to loiter around during office hours and leave his workplace to attend to personal matters without first securing permission from his superior or department head.

He shall also refrain from interfering with or disturbing the work of his co-employee. The employee must arrange the materials to be worked on in an orderly manner to ensure easy access and promote efficiency.

Every employee is expected to give due respect to his superior(s) by recognizing their authority and to get along with their co-employees by following rules of courtesy and proper decorum. In order to maintain and preserve goodwill and a smooth relationship and to value synergy and "malasakit" with those he works with every day, an employee must always keep the following in mind:.

He should not quarrel with his co-employee or engage in fights within the company premises at any time. Any conflict or misunderstanding shall always be settled in an amicable manner. If an employee is unable to resolve the difference with his co-employee, he should always refer the matter to his immediate superior, department head, HR officer, or any person of higher authority in the company.

He shall not threaten, intimidate, or coerce his co-employees or interfere with their work. He shall avoid using profane, obscene, or abusive language.

If a certain difference or conflict with his immediate superior arises, an employee should bring it to the attention of higher authority in his department instead of engaging with his superiors in an unnecessary exchange of invectives, unpleasant and harsh remarks, or confrontation.

Employee's misconduct, rudeness, rumor mongering, gossip, coercion, bribery, illicit, and immoral acts may be a valid cause for drastic disciplinary action.

The company's information on every employee that it hires is limited to the extent of the information that the employee has furnished in his application as well as the data provided by his references. Believing he is qualified, the company employs him, thereby demonstrating management's faith in his honesty and trustworthiness. Accordingly, any false statement or material omission by the employee in his application or in any other document required by the company or under his custody subsequent to his acceptance shall constitute a constitute a warranty termination from employment.

As a general rule, any misconduct that involves dishonesty, fraud, breach of trust, or incorrigible behavior will be dealt with the severest of sanctions, including termination for cause that aligns with our corporate value of integrity.

Every employee shall take care of any property, materials, equipment, office furniture, tools, implements, machines, or vehicles that the company assigns to him as if they were his own. Careless handling or intentional damage to company property not only has a direct bearing in assessing the employee's efficiency but may make the employee liable for damages as well. Therefore, she always:

Handle all office, operations, and logistics equipment and facilities properly and carefully in order to avoid losing or damaging them.

Use materials, office and operational equipment and supplies, computers, and gadgets in connection with authorized work only; never for personal or unofficial work that includes web surfing, social media, games, apps, or other computer-related infractions.

Take good care of office facilities, motor vehicles, and other company-owned and provided facilities, including their required maintenance and cleanliness.

To maintain security and order, the following acts are strictly prohibited inside the company premises at all times, and non-observance or violation thereof shall be subject to corresponding penalties.

Carrying a firearm, whether licensed or not, explosives, bladed instruments, and other deadly weapons are strictly prohibited.

Drinking liquor or taking prohibited drugs, or entering the company compound while drunk or under the influence of liquor or drugs.

Solicitation and/or collection of bills or money without prior management approval, as well as gambling or any game of chance inside the company premises.

Refusal or failure to comply with security rules such as frisking, searches, etc.

Not wearing the official company ID card anywhere inside the company premises. This includes giving an ID card or company identification materials to any person not entitled to them or assisting a non-employee to enter the company premises without official authorization. not wearing the prescribed company uniform, vest, etc.

Stating within the company premises beyond the regular working hours without any permission or authority from the company, especially for personal purposes.

Every employee shall consider as equally important in the company as it is in his own home the preservation of health, maintenance of good housekeeping in his workplace, and consciousness of safety.

In order to achieve excellent health and safety standards in the company, every employee must observe and comply with the following rules:

Maintain personal wellness, acceptable attire, and hygiene when reporting for work.

Keep one's work area neat, clean, up-to-date, and orderly.

Do not spit, sneeze, or cough openly, and do not throw cigarette butts or other rubbish on the work place or surrounding area. Use appropriate receptacles, such as waste baskets, bins, etc.

Report to the superior or department head any unsanitary condition or practice that he may have noticed, as well as unsafe conditions and hazards.

Use comfort rooms, powder rooms, lavatories, pantries, and other offices properly.

Report immediately to the concerned superior if sick or suffering from any work-related injury before it worsens.

Strictly enforce epidemic/pandemic control, compliance, and protocols.

Refrain from horse playing while at work and avoid unspeakable acts.

Follow all safety and health regulations issued by the company..

It shall be the company's sole prerogative to transfer an employee from one work location to another (including transfer from one section, department, or division to another) as well as to reassign him from his present position to another as may be deemed necessary. Refusal to comply with instructions without valid and justifiable cause shall be considered serious disobedience to orders and subject to appropriate disciplinary action.

The following words and phrases, as used in this code of conduct, shall have the following meaning, unless a different one is clearly indicated in the text.

COMPANY refers to XYMBOLIC IT SOLUTIONS PROVIDER CORPORATION

EMPLOYEE means all persons, including contractual or temporary, casual apprentices, agency workers, and probationary employees, under the employ and on the active payroll of the company.

COMPANY PREMISES means all landholdings, buildings, branches, and stores. Vehicles and all other properties owned or rented by the company and its affiliates.

NARCOTICS means prohibited substances and regulated drugs that can certainly cause habituation and addiction, as defined under existing laws.

DEADLY WEAPON means an object or item likely to cause harm or death, like a bladed weapon, guns, ammunition, or explosives.

AWOL means absence without official leave and without pay.

OFFICE means the administration or human resources of the company.

PENALTIES:

• Reprimand means any verbal admonition for a lighter offense committed.
• Warning is a written memorandum to the erring employee for the commission of an offense or any omission(s) defined under this code.
• Suspension is a temporary detachment from service without pay as a sanction for offenses committed.
• Dismissal is a separation from service or termination of employment. A dismissed employee loses all rights except those provided for by law.

Habitual tardiness or absence: having more than three (3) instances of tardiness or absences in one (1) month. This includes coming late to a company meeting or failing to start meetings on time.

Absence from work: Failure to report for work or incapability to report due to circumstances beyond control should be made known to the supervisor or manager.

Misappropriation/Padding: wrong use or dishonest use of cash funds (i.e., adding prices to purchased goods or using cash funds for personal benefit).

Infraction: violation of the policies, rules, and regulations.

Immoral or profane words: showing disrespect and using vulgar words or expressions.

Insubordination is the intentional refusal to obey a superior's lawful and reasonable orders.

Loafing: spending working hours idly, busy doing nothing like time theft and wasting time, chatting with co-employees, aimless wandering, and accomplishing nothing.

Pilferage: stealing company properties and/or personnel effects; committing fraud or corruption of less value compared to theft. Punishment for pilferage has the option of criminal prosecution, which may be filed by the company if the management has material evidence.

Sanction: a punitive measure, penalty, or company's disciplinary or corrective action.

Negligence or carelessness: failure to take reasonable care to avoid causing injury, loss, or damages. When an employee fails to exercise the amount of diligence necessary in the performance of one's job to protect property or life, to prevent wastage or spoilage of company property, or to prevent wasting time and effort,.

Offenses against property: any act of vandalism committed on company property and/or personal property within company premises; willful damage or unauthorized removal of property belonging to the company or to another employee.

Preventive Suspension: the temporary removal of an employee charged for violation of company rules from his or her present status or position, usually imposed while the company is conducting an investigation, as his or her continuous employment poses a serious and imminent threat to the life or property of the employer and co-workers. It shall not be longer than 30 days, as the worker must be reinstated if it is proven invalid charges or ultimately dismissed from employment if found to be valuable.

Restitution of Damage: The company shall have the right to require payment and/or replacement of damages or losses resulting from employees' intentional acts or negligence, provided, however, that the amount to be paid shall take into consideration the condition and fair replacement value of damaged or lost items or property as determined by management.

AGGRAVATING AND MITIGATING CIRCUMSTANCE: The company shall have the option to lessen the gravity of an offense or sanction for circumstances that effect less severe and serious conditions (mitigating circumstance), while those conditions, events, things, and actions that contribute to making an offense, problem, or sanction intensify and become more severe (aggravating circumstances).