VH employees handbook layout

MESSAGE FROM THE OFFICE OF THE PRESIDENT Dear Fellow Employees: Welcome to the family of VANN HAWK AGRO CHEMICAL CORPORATION! The management of Vann Hawk is glad to work with you for the common good of the company. We believe that with your hand in hand, that we shall continue and strive to work together for the furtherance of the vision and mission of this prestigious company. As any well-organized institution that always aims for excellence, the management of Vann Hawk has designed and set the rules and regulations to ensure everybody’s safety and well-being towards our common goals and objectives. We enjoin you to adhere and bound yourself to the Company’s Manual of Rules and Regulations which are meant to be properly interpreted and implemented. THE MANAGEMENT (Signed this 10th day of September 2021) 2

STATEMENT OF EXCLUSIVITY AND USE This Manual of Rules and Regulations (“Manual” or “Handbook”) is made exclusively for the use of Vann Hawk Agro Chemical Corporation (“Vann Hawk”). Any reproduction of this Manual, in whole or in part, without the written permission and approval of Vann Hawk is deemed unlawful. In case you accidentally possess this Manual, you are requested to return it to any of the nearest branch o ce of Vann Hawk. Upon resignation, separation, or termination from o ce, you are requested to return the Manual to the management. COMPANY HISTORY Vann Hawk Agro Chemical Corporation was founded in 2000 the new millennium year. Its main vision and operating objective was to provide good agriculture inputs at the most economical price. These products included crop protection and crop nutrition to boost the harvest and yield of our Filipino Farmers. Vann Hawk Agro Chemicals Corporation has since grown to be an influential player in the industry and continues to do so. It caters to all the needs of the growers to improve the quantity and quality of his produce. It now has expanded to cater not only to the rural areas but provides safe ready to products for the avid urban gardener. Our mission at Vann Hawk Agro Chemical Corporation is to help do our part in ensuring our Nation’s Food Security with high quality, delicious and safe vegetables, corn and rice for all our countrymen. Welcome to the VANN HAWK family! 3

THE COMPANY’S VISION, MISSION AND CULTURE VISION To be a leading player and changer in horticulture and a major vegetable seed producer and supplier, simultaneously with a perfect, quality, and excellent distribution network and services throughout the country, of quality vegetable seed as well as of crop nutrition. MISSION To constantly bring and make available the world’s best high-quality seeds to the farmers and to render excellent service for the betterment of the Filipino farmer. THE CORE PRINCIPLES OF VANN HAWK CULTURE Specific Due Date And Time Feedback And Follow Through Traceable And Trackable Complete The Cycle Honor Your Word Control The Situation, Do Not Let The Situation Control You Observe 48-Hour Rule 4

MANUAL OF RULES AND REGULATIONS 5

OBJECTIVE OF THIS MANUAL OF RULES AND REGULATIONS In any organization, people have diverse interest and attitudes, necessitating the formulation of certain standards designed to preserve order and harmony through the application of reasonable rules and regulations. The rules and regulations serve as guides for the conduct and behavior of people who make up an organization. This Manual of Rules and Regulations has been adapted to: 1. Establish awareness among all employees on the standards of conduct expected on them in the discharge of their duties and responsibilities and in their relationship with VANN HAWK (the “Company”) and their colleagues. 2. Enhance order, discipline, and harmonious employer–employee relations in the Company; and 3. Provide enough guidelines in the administrator of disciplinary cases. The level of discipline that exists throughout the Company will directly impact on the employee’s e cient performance of his duties and his relationship with the Company. This Manual of Rules and Regulations is envisioned to generate this elevated level of discipline which both the Company and employees would like in our organization. This Manual is not all inclusive; any act, conduct, or behavior prejudicial to the interest of the Company, but not specifically included in the Manual, shall also be punishable, the penalty to be imposed depending on the gravity of the o ense. COMPANY POLICY ON EMPLOYEE CONDUCT It shall be the policy of the Company to maintain and preserve order and harmony in its organization and among its employees through the application of reasonable rules and regulations. While disciplinary sanctions are necessary for violations of these rules, the overall purpose is more of prevention of the infractions rather than administrator of penalties. Although penalties are provided for each o ense, the manager or deciding authority must always exercise his discretion and judgement wisely and prudently in imposing said penalties. For purposes of flexibility, the sanctions provided in the Manual of Rules and Regulations are in their maximum degrees, but the respective Managers shall have the prerogative to determine and impose lower penalties. 6

PART I DEFINITIONS The following words and phrases, as used in this Company Manual, shall have following meaning, unless a di erent one is clearly indicated in the text: 1. COMPANY - refers to VANN HAWK AGRO CHEMICAL CORPORATION. 2. EMPLOYEE - means all persons, including contractual or temporary and probationary employees, under the employ and in the active payroll of the Company. 3. COMPANY PREMISES - mean all landholdings, buildings, vehicle, and all other properties owned or rented by the Company, including common areas shared with other tenants. 4. NARCOTICS - means prohibited and regulated drugs as define under existing laws. 5. PENALTIES - A. REPRIMAND is a written memorandum to the erring employee, for the commission of an o ense or any omission/s defined under this Manual. B. SUSPENSION is a temporary detachment from service without pay. C. DISMISSAL is separation from service without pay. D. RESTITUTION OF DAMAGE. The company shall have the right apart from the imposition of administrative penalties to require payment and/ or replacement of damages resulting from employee’s intentional acts or negligence; provide, however, that the amount to be paid shall take into consideration the age, condition and fair replacement value of damage item/ property. 7

GENERAL RULES I. WORK HOURS All are expected to render a 40 or 48-hour work week. As a rule, all employees are expected to be in their workstations at the start of their shift. The Regular work hours of the Company is from Monday to Friday, from 8:30AM to 5:30PM and Saturday, from 7:30AM to 4:30PM for the production or plant section. A one (1) hour lunch break from 12:00 NN to 1:00 PM or 1:00 PM to 2:00 PM is provided. The Company may set special work hours at its discretion, most often to respond to employees with certain functions, or if external circumstances warrant the change of work hours. The Company has invested in a software for its HR and Payroll applications. Most of the Attendance Monitoring, such as time keeping, overtime, leaves and o cial business can be done using the access given to employees. A separate orientation of the use of the software will be conducted to covered employees. For employees not covered by this software the manual filing of attendance, overtime, and leaves shall apply specific to the forms discussed below. II. TIME RECORD AND KEEPING All employees are responsible for the accurate keeping of their respective time entries. Any intentional or grossly negligent mistake in their time entries will be taken against them. The following rules should be strictly observed by all employees required to log at the Biometric Station (“BM Station”) or via a written Daily Time Record (“DTR”) or Time Sheet (“TS”). Or through the Web Bundy. 1. An employee is required to log either by BM Station or DTR or through the Web Bundy at least two (2X) a day upon logging in for work in the morning and logging out from work in the afternoon, For those who shall take a break outside of the o ce premises, logging Out and logging in before and after the meal break is required. a. Before coming in at the start of work. b. Before going out on meal break. c. Before coming in after meal. d. Before going out upon close of working hour. 2. For employees who are required to log in thru the biometric (BM)the employee must log within 15 minutes before start of work and log out within 15 minutes after end of work. Such time allowance is intended to avoid over-crowding and provide order and is therefore, not part of work hours. 3. Logging in before the start of o cial working hours or logging out after the end of working hours will not be considered as overtime unless the same is supported by written approval from their supervisor to render overtime work or through an approved Overtime Request as applied through the HR software. 8

4. Logging of another employee’s record is strictly prohibited. 5. The following rules apply to the lack or absence of due logging or “timing-in” and “timing- out” 5.1 If an employee fails to log in and log out for a day, they will be conclusively presumed to be absent unless they were authorized to render field work. The required Certificate of Attendance through the HR Software shall be submitted with the approval of the Supervisor at this instance. 5.2 If an employee fails to log or time-in but was able to log or time-out, they will be conclusively presumed to have reported late for work and intentionally did not log in to avoid the record of tardiness. As such, they must refer the matter to their immediate supervisor and submit the approved HRD Request and Excuse Slip Form or file the appropriate adjustment in the HR software. Failure to submit corresponding forms shall deem the employee absent on the said day. 5.3 Tampering, mutilating, folding, making unauthorized corrections and/or alterations on the attendance records are considered gross dishonesty with intent to defraud the Company. It is strictly prohibited and is grounds for severe disciplinary action. 5.4 If an employee was able to time in but failed to time-out, they must report and explain the circumstances and reason for their failure to log-out. Video footage and security guard testimony will be relied on to ascertain the exact time they logged or timed out in case of doubt. Should the failure to log in or time out be accepted by the immediate supervisor, the employee should file through the HR software the necessary form within the specified number of days. 6. An employee should log only at the BM or DTR station assigned to him. Logging at any other station is strictly prohibited. For employees who are given the Web Bundy access, the log in and log out shall be accepted. 7. In case of power interruption, an employee may enter his time manually in ink and must have his entries initialed by his supervisor. The HR software provides for a form to be submitted in cases such as this (Certificate of Appearance) 8. The following are the rules concerning the use of the biometric system a. A Time Keeping Number (“TK Number”) or access to the Web Bundy shall be assigned to all employees, as well as all sta from accredited manpower agencies. b. Each employee shall enroll in the Biometric unit of their assigned branch or given access to the HR software c. It shall be employees’ duty and responsibility to log in and out. d. The only valid number(s) of entry in the TK Number shall be 2 & 4 e. Any number of entry or entries (i.e. 1, 3, & 3 times) or double logging are invalid and shall warrant review by the Human Resources Department (HRD). f. All employees shall log in at least 10 minutes after taking lunch or snack break. Shorter period of break will be recorded by BM as invalid entry. 9

9. The following are the rules concerning the daily time record and time sheet a. When reporting to a work at a location without a biometric system, all employees shall be required to use DTR or TS, or the Web Bundy. b. The duly accomplished DTR/TS shall be forwarded to the Head O ce (HO) before the required cut-o period time. All log in and log out thru the Web Bundy shall be completed before the specified cut-o date for the specific payroll period. c. Failure to submit the document on the required time shall result to delay. In such case, the payroll shall be processed and paid on the next cut-o date period. d. Any tampered DTR/TS shall be subject for investigation. 9.1 MONTHLY COVERAGE PLAN (MCP) a. All employees of the Sales and Marketing Department shall use the Web Bundy to log in and log out their daily attendance. The Monthly Coverage Plan shall be submitted every 3rd day of the following month to their Supervisors. All MCPs shall be accomplished properly, including the time and date of the records. MCP shall bear the signature of the concerned employee and their immediate superior. b. The MCP shall be forwarded to Head O ce before the required cut-o period time. c. Any delay in the reporting and submission of the MCP by the employee the next cut-o date period. 9.2 CERTIFICATE of ATTENDANCE (COA) a. Certificates of Attendance (“COAs”) shall be for out-based employees with several locations of o cial field work and duty. b. All COA shall be accomplished properly. COA shall bear the signature of the concerned employee and their immediate superior. c. The duly accomplished COA shall serve as attachment of BM generated TS of the concerned employee. d. Approved COA must be forwarded to HO before the required cut-o period time. Failure to submit the documents in the required time shall results delay. In such case, the payroll shall be processed and paid on the next cut-o date period. **COA thru the HR Software will be filled up by the employees who are on field work or those who fail to log in thru the Web Bundy. The employee fills out the COA thru his dashboard and sends to the supervisor for approval. 9.3 HRD REQUEST and EXCUSE SLIP (Yellow Slip) a. For request for overtime and o cial business duties, the HR Software forms shall be used using the employee dashboard. b. Employees not covered by the HR software shall use the HRD REQUEST and EXCUSE SLIP. The concerned employee shall accomplish properly the accomplished yellow colored excuse slip (the “YS”). The YS shall bear the signature of the employee and the immediate superior. c. YS is for out-based employee with a single location of o cial duty, as well as for employee who reports to work late (tardiness), absent from work, or employee who log out earlier than regular o ce hour (under time). YS shall also be used for employee rendering over time. d. The duly accomplished YS shall serve as attachment of BM generated TS/MCP/COA. e.YS shall be forwarded to HO weekly or before the cut-o period time. Failure to submit the documents shall result delay. In such case, the processing and payment shall be made the next cut-o date. f. The YS shall be used by employees not covered by the HR software. 10

III. ABSENTEEISM To maintain continuity of work and Company’s operations, it is essential for every employee to maintain a good attendance record and refrain from unnecessary and unauthorized absences. 1. If it is necessary for an employee to be absent from work, he must secure prior permission from his supervisor/department head at least one (1) day in advance and accomplish a YS form for approval or at the earliest possible opportunity in case of emergency. 2. For employees covered by the HR software, the application for leave shall be filled up and approved by the Supervisor and filed at least five (5) days before the intended leave date. 3. Any unauthorized absence shall be considered as absence without leave (AWOL) and subject to disciplinary action. The employee shall not receive any pay for the days he has been on AWOL, nor will his absence be allowed to be charged against his earned vacation leave credits. 4. In case an employee fails to secure prior permission for absence due to some emergency, illness, accident or other similarly compelling reason, the employee must do as follows: At the earliest possible time but no more than twenty-four hours of the unexcused absence, inform his supervisor/department head the reason for said absence. This may be relayed by any reliable means of communication, whether text or email. Upon his return to work, he must explain the cause of his absence and fill up the appropriate request for leave form such notification at any time during the employee’s absence and explain his failure to comply on the day he reports for works. IV. TARDINESS The Company employs a strict policy against tardiness. Working hours are set at a fixed and specified time, and every employee is expected to be at his working area at the start of working hours. The following are the company rules surrounding tardiness: 1. An employee who is not ready for work at their designated area of work at the start of o ce hours shall be deemed late for work or tardy on that day. 2. All unexcused tardiness is subject to disciplinary action, at the discretion of management. 3. If an employee is tardy in excess of six (6) times and/or exceeding 60 minutes in a month, said employee will be deemed habitually tardy/delinquent, and will be subject to strict disciplinary action and penalties, which may include termination. 4. Tardiness with permission or excused tardiness shall be exempted from penalties. However, to be excused, tardiness shall be explained in writing and submitted by the employee to his supervisor for approval who shall forward the same to the HRD together with the monthly attendance and tardiness report. 5. In determining whether tardiness will be excused, the HRD will factor in the reasons for the tardiness, whether it was possible to prevent with due diligence, and other external factors. 6. An employee’s tardiness record whether excused or not, shall be considered in their annual performance appraisal. 11

V. ABANDONMENT OF WORK Unauthorized or unexcused absence from work for three (3) consecutive days shall con- stitute abandonment of work and shall be punishable by dismissal at the first (1st) o ense. VI. SEPARATION OF EMPLOYMENT Separation of employment can be categorized as two types. The first is the separation at the instance of the employee, and the second is separation at the instance of management. 1. Separation at Instance of the Employee All employees may voluntarily resign by submitting a written notice or letter of intent to Management expressing their intention to resign. Said notice may be directed to the immediate supervisor or to upper management and must be personally tendered at least thirty calendar days before the e ectivity of their resignation. Before the issuance of a clearance certificate from the company, the employee shall accomplish a clearance form and be routed to all company departments, and thereupon the department heads shall bear their signatures indicating their clearance and approval of the employee’s separation. 2. Separation at Instance of Management The company may exercise its legal right to terminate the employment of an employee in any of the following grounds though the cause is not limited to them: a. Serious misconduct or willful disobedience of lawful orders in connection with the work. b. Gross and habitual neglect of duties. c. Habitual delinquency because of tardiness or absence d. Fraud or breach of trust. e. Commission of a crime of o ense against the Company, its properties, its represen- tative and employees. f. Violation of Company rules and regulations, as well as disciplinary actions based on the Company Manual which warrants a dismissal. g. Other causes analogous to the foregoing. Employees terminated for cause shall permanently be disqualified from re-employment from the Company. 3. Other Instance for Severance of Employment Contractual, probationary, or other forms of appointment may be terminated at the expiration of period involved. Such may also be terminated at any time before the expiration as may be deemed necessary. 4. Other Grounds for Inevitable Termination In accordance with the law, the Company may terminate the employment of any employee due to the installation of labor-saving devices, redundancy, retrenchment, etc. The following shall be observed accordingly: a. Notice to Employee - Any employee who shall be terminated not due to his fault but due to the causes mentioned above shall be served a notice at least thirty (30) days before the intended date of termination. b. Separation Pay - In case of termination of employment due to installation of labor-saving devices or redundancy, the employee shall be subject to a termination pay prescribed by the prevailing Labor Code of the Philippines. 12

c. Notice of Termination or Dismissal - Any employee who is considered for termination for cause shall be furnished a written notice specifying the ground for the dismissal. In case of abandonment of work, where the whereabouts of the employee is unknown, the notice shall be served at his last known address. d. Preventive Suspension - The employee may be placed under preventive suspension while the case is still being investigated if his presence poses a serious threat to life or property. e. Report of Dismissal - The Company shall submit a monthly report to the government agency concerned covering dismissal of employees providing all necessary information pertaining to each. VII. OVERTIME The Company shall grant overtime pay to employees who perform work more than the regular hours as prescribed by the Labor Code. Guidelines: 1. Overtime work will only be rendered with the following considerations: a. Meeting a critical deadline that will incur penalties. b. Coping with backlogs critical to department’s operations. c. Accomplishing critical projects with specific deadlines; and d. With due approval and authority in accordance with the next succeeding paragraph. 2. All overtime work must be approved by the immediate superior using the duly accomplished Authority to Do Over time Work Form before the scheduled OT is to be rendered. HRD Request and Excuse Slip Form (Yellow Slip)/ (YS) will be used or through the overtime request of HR software 3. An approved duly accomplished YS Form should be submitted to the HRA Department the next working day after the OT is rendered. All overtime work may only be paid with prior authority and approval by the Department Head and HRA. In no case should an employee perform overtime work without prior authorization, otherwise such shall not be paid. 4. A minimum of one (1) hour overtime work is required before this is authorized. 5. Computation of overtime pay shall start thirty (30) minutes after o cial time out from a regular 8- hour work shift and shall be present on the day prior to the applied overtime. 6. O setting of overtime work to absences and tardiness shall not be allowed. 7. Overtime on rest days, special and regular holidays shall be endorsed by the Department Head and approved by the President or the Vice President. 8. The number of overtime hours that may be performed are limited to eight (8) hours only during rest days and holidays. 13

9. Computation of overtime shall be as follows: A. Daily rates - daily rate + COLA Legal Holiday - daily rate / 8 x 2 x 1.3 • 8 hours - daily rate x 1.30 + COLA • excess of 8 hours - daily rate / 8 x 1.60 Special Holiday • 8 hours - daily rate x 1.30 • excess of 8 hours - daily rate / 8 x 1.60 Rest day • 8 hours - daily rate / 8 x 1.25 • excess of 8 hours Regular Working day • excess of 8 hours Night di erential • regular working day - daily rate / 8 x 1.25 x 1.10 • special holiday/rest day - daily rate / 8 x1.30 x 1.10 B. Monthly rates Regular overtime (OT) - mo. rate x 12 / 313 / 8 x 1.25 x no. of hours worked - mo. rate x 12 / 261 / 8 x 1.25 x no. of hours worked Worked legal holiday - mo. rate x 12 / 313 x 100% / 8 x no. of hours worked + COLA - mo. rate x 12 / 261 x 100% / 8 x no. of hours worked + COLA Worked rest day - mo. rate x 12 / 313 / 8 x 1.30 x no. of hours worked - mo. rate x 12 / 261 / 8 x 1.30 x no. of hours worked Worked special holiday - mo. rate x 12 / 313 x 30% / 8 x no. of hours worked + COLA - mo. rate x 12 / 261 x 30% / 8 x no. of hours worked + COLA Worked special/legal holiday falling on rest day - mo. rate x 12 / 313 / 8 x 1.6 x no. of hours worked + COLA - mo. rate x 12 / 261 / 8 x 1.6 x no. of hours worked + COLA Overtime more than 8 hours during rest day/special/legal holidays - mo. rate x 12 / 313 / 8 x 1.60 x no. of hrs. worked more than 8 hours - mo. rate x 12 / 261 / 8 x 1.60 x no. of hrs. worked more than 8 hours Night di erential - mo. rate x 12 / 313 / 8 x 1.25 x 1.10 x no. of hrs. worked from 10:00 pm to 6:00 am - mo. rate x 12 / 261 / 8 x 1.25 x 1.10 x no. of hrs. worked from 10:00 pm to 6:00 am 10. Only rank and file employees are entitled to the above overtime computations. Employees holding a managerial position pay level are only entitled to their respective allowances. 14

VIII. CHANGE OF EMPLOYEES PERSONAL DATA Company records should always be up-to-date and current to aid management in the maintenance of employee records. As such, employees should immediately report to HRD any changes in employee information. The following changes shall be reported: 1. Civil status subject to the submission of a photocopy of the marriage contract. 2. Address and telephone number. 3. If necessary, birth or death within an employee’s immediate family subject to the submission of the photocopy of certificate. 4. New educational attainment, government examinations passed, training courses attended subject to the submission of photocopy of diploma or certificate. IX. EMPLOYEE WORK, DUTIES AND RESPONSIBILITIES 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 of his job e ciently and to the best of his ability. He is also expected to follow instruction 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 to orders of his superior are just causes for disciplinary measures. All employees are strictly discouraged from loitering during o ce hours and leaving his working place to attend to personal matters without first securing permission from his supervisor or department head. X. RELATIONSHIP WITH SUPERIOR AND CO-EMPLOYEES Every employee is expected to give due respect to his superiors by recognizing their authority and to get along with their co-employees by following simple rules of courtesy and proper o ce decorum. To maintain and preserve goodwill and relationship with their colleagues, an employee must always keep following in mind. 1. Employees are expected to treat each other with decency and respect. In line with this, all exchanges with fellow employees must be done with a degree of professionalism and kindness. 2. Quarrelling, fighting, shouting and other heated forms of conflict are strictly discouraged. Violent physical exchanges, inciting or encouraging violence, is PROHIBITED within company premises at any time. Any conflict or misunderstanding should always be settled in a peaceful manner and should an employee be unable to resolve the di erence with his co-employees, he should always refer the matter to his supervisor or department head. 3. He should not threaten, intimidate, or coerce his co-employees or interfere with their work. He should avoid using profane, obscene, or abusive language. 4. He should at all-time give due respect and courtesy to his superiors by recognizing his or their authority as member(s) of the Company’s supervisory or managerial sta . If he should have certain di erence with his immediate superior, he should bring this to the attention of higher authority in his department instead of engaging his superior in a confrontation. 5. Employee misconduct shall be a valid cause of disciplinary action. 15

XI. TRUST AND CONFIDENCE The Company’s information on every employee that it hires is limited to the extent of the information the employee has furnished in his application for employment as well as data provided by his reference. Believing he is qualified, the Company employs him, thereby demonstrating management’s faith in his honesty and trustworthiness. Accordingly, any false statement by the employee on his employment application in connection with such application or in any other document required by the Company after his acceptance shall warrant severe disciplinary penalties, including termination. XII. PRESERVATION OF COMPANY ASSET Every employee should take care of any property, equipment or furniture which the Company has assigned to him as if these are his own. Careless handling or intentional damage to the company property counts against the employee’s e ciency and may make him liable for damages. Therefore, he should always: 1. Handle all o ce equipment and facilities properly and carefully to avoid losing or damaging them; and 2. Use materials, o ce equipment and supplies in connection with authorized work only, never for personal or uno cial work. XIII. SECURITY AND ORDER The following is STRICTLY PROHIBITED and grounds for immediate disciplinary action: 1. Carrying a firearm whether licensed or not, bladed instruments and other deadly weapons. In case of a licensed firearm holder, the employee shall deposit his firearm with the Security Guard before entering the Company premises. 2. Drinking liquor or taking prohibited drugs or entering the Company premises while drunk or under the influence of liquor or drugs. 3. Gambling, including solicitation and/or collection of bills inside the Company premises; and 4. Staying within the Company premises beyond regular o ce hours without any permission or authority from the Company. XIV. SECURING AND CONFIDENTIALITY OF COMPANY RECORDS AND DOCUMENTS Company records and documents refer to all records and documents generated during employment. All employees are required to keep and maintain the integrity of all Company records and documents always. The company considers prejudicial to its interest any violation of the confidentiality and security of Company information. 16

XV. HEALTH AND SAFETY Every employee should consider as equally important in the Company as it is in his own home the preservation of health, the maintenance of good housekeeping in his working place, and safety consciousness. To achieve excellent health and safety standards in the Company, every employee must observe and comply with the following: 1. Keep one’s work area neat, orderly, and clean. 2. Do not spit or throw cigarette butts or other rubbish on the floor; use appropriate receptacles. 3. Use comfort rooms and lavatories properly. 4. Report to the supervisor or department head any unsanitary condition or practice which he may have noticed. 5. Report to the Clinic or HRD if an employee is sick or has su ered any work-related injury before it worsens. 6. RGC compound is strictly a NO SMOKING area. 7. Refrain from horse playing while at work. 8. Follow and observe one’s annual physical examination; follow the orders of the Com- pany Physician or Nurse for any medical advice; and 9. Follow all safety regulations issued by the Company. XVI. TRANSFER AND REASSIGNMENTS 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 transfer from one branch to another, as well as reassign him from his present position to another position as may be deemed necessary. XVII. TRAINING AND DEVELOPMENT The Company is committed to the growth and development of its employees by o ering training programs which are: 1. Linked to the Company’s over-all goals and objectives 2. Identified by sta members and managers as areas of development Employees may also participate in external seminars by seeking approval from their Department Heads/or Division Heads. Upon discretion of Management, some training programs may require a Training Agreement Contract or an Employment Service Bond between the Company and the employee. 17

XVIII. BENEFITS 1. LEAVES The Company grants all regular employees with at least one (1) year of service seven days of Service Incentive Leave per year. The Incentive Leave can be used as vacation or sick leave. a. For leaves other than for Sick Leave: a.1: All leaves other than sick leave may be requested by filing the HRD Form 010 or the YL. The Filing of leave must be at least 5 days before the intended date of leave, although employees are encouraged to file earlier to reserve their desired date. a.2: Consecutive vacation leave of more than one (1) day shall be on a case to case basis and approval is at the discretion of Management. Filing of vacation leave should be before the intended date of leave. Should an employee avail of more than 1 day leave, he should file his leave at least 5 days prior to the intended leave date. An approved leave should be obtained before the employee goes on leave. b. For Sick Leave An employee who is unable to report for work due to illness must notify his immediate supervisor within twenty-four (24) hours. When the employee reports back to work he must immediately accomplish the Request and Excuse Slip Form or fill up the application for leave using the HR software. An employee who has been on sick leave for more than three (3) working days is required to submit a medical certificate. 18

2. GOVERNMENT MANDATED BENEFITS a. SSS Sickness Benefit In accordance with the SSS Law, an employee can avail of the SSS Sickness benefit only after he has exhausted his current Company Sick Leave Benefit. b. Maternity Leave All female employees are entitled to maternity leave based on the following schedule of leave period: To qualify for the SSS maternity benefit, the employee must have paid at least three (3) monthly SSS contributions within the (twelve) 12-month period immediately preceding the semester of childbirth, miscarriage, or abortion. As soon as a female employee becomes aware of her pregnancy, she must immediately inform HR about the pregnancy by accomplishing the SSS maternity notification form. The failure to duly notify may be grounds of disqualification from the benefit, in accordance with the law. c. Paternity Leave Republic Act No. 8187 covers paternity leave. The Company shall grant 7 working days’ paternity leave with pay to all married male employees for the first 4 deliveries of the legitimate spouse. To ensure the legitimacy of the delivery, the corresponding marriage certificate should be submitted to HRD. The paternity benefits set forth under RA No. 8187 may be enjoyed by the qualified employee before, during or after delivery by his wife provided that the total number of days shall not exceed 7 working days for each delivery. The benefit shall be availed not later than 60 days after the date of said delivery. As soon as the married male employee learns that his spouse is pregnant, he should inform HRD within a reasonable time of such pregnancy and the expected date of delivery by accomplishing the Request and Excuse Slip Form. Together with the form, he should attach a copy of his marriage contract or medical certificate in case of miscarriage or abortion, duly signed by the attending physician. 19

XIX. OFFICE ATTIRE All regular employees are required to wear the prescribed uniform. Probationary and contractual employees are advised to wear the appropriate attire as prescribed by Management. The following are not allowed to be worn during o ce hours or while in Company premises: 1. Shorts 2. Provocative clothing (such as plunging necklines, sleeveless shirts or blouses, halter top, strapless shirts), sando 3. Sweat suits, cropped pants 4. Non-collared t-shirts for the o ce sta 5. Body tattoos, jewelry displayed in other body parts other than the ears 6. Female employees are required to maintain a tidy appearance and hairstyle. Hairstyle for female employees should be not shorter than the tip of the ear. Boyish looking hairstyle is not encouraged. All males are required to: 1. Keep clean cut hair. 2. No beards or moustache. 3. Earrings, tattoos, or jewelry displayed in other body parts is not allowed. Management has the discretion in determining the appropriateness of work attire and hygiene depending on the working area. PART II ADMINISTRATION OF DISCIPLINARY PROCESS I. REPETITIOUS OR MULTIPLE VIOLATIONS 1. For the purposes of company discipline, repeating the same o ense or committing the same violation multiple times shall be dealt with more severe punishments on each repetition. 2. For the purposes of documentation and recording, the commission of an o ense carrying a penalty of written or written reprimand shall be deemed inactive and inapplicable after a 12-month period. 3. Commission of an o ense carrying a penalty of suspension or dismissal (even though the actual penalty imposed was a lower degree) shall be cumulative or considered active from year to year in the 201 files of erring employee in its undiminished form. 4. For the purposes solely of job performance evaluation and review, administrative penalties imposed on the employee and appearing in his personnel record file will not be considered after the lapse of 12 months from date and of commission of the o ense. 20

II. PROCEDURE FOR DISCIPLINARY ACTION 1. On notice of violation or of potential violation of these rules and regulations, the Supervisor concerned will call the attention of the o ender in writing and inform the latter of the alleged violation committed. The employee will be asked to provide their side or version of events, which will be considered in due course by Human Resources and/or Management. On notice of violation of a policy or of potential violation of rules and regulations, the Immediate Supervisor of the concerned employee issues an Incidence Report, wherein the act or violation is stated. The Report is given to HR after which HR serves the IR to the employee to provide him to explain his side on the violation or potential violation committed. Based on the explanation given a hearing will be conducted by HR and the immediate supervisor concerned on the disciplinary action to be served. Management reserves the prerogative to determine and impose lower penalties than those stipulated in this handbook, at their sole discretion and after reviewing the explanation of the Employee. Factors such as gravity, damage, and length of time between repeat o enses will be considered. 2. Where the employee has committed a serious o ense and his continued service or presence would pose a serious imminent threat to the life or property of his employer or co-employees, the employee may be placed under preventive suspension by his Manager pending the result of his investigation of the case as provided by law. 3. Where the applicable penalty for an o ense indicates a general cause which states “reprimand to dismissal, depending on the gravity of the o ense”, or when there is ambiguity in the penalty to be imposed, the same shall be at the sole discretion of management, taking into account all facts and the context of the situation. 4. HRD shall draft the recommendation of penalty and present the same to the management, who will have the final decision on the same. Copies thereof shall also be furnished to accounting if penalty is SUSPENSION/DISMISSAL. 5. Department Heads shall see to it that the necessary monthly reports as required by law in cases of dismissal are properly filed on time with the Department of Labor and Employment with a copy to HRD. In all other cases, of disciplinary action by the Company, the HRD shall take care of filing the reports when required law. 6. Division/Department heads shall be tasked with the faithful and sustained implementation of these Rules and Regulations under the theory of “Command Responsibility”. 21

PART III CODE OF CONDUCT AND DISICPLINE OFFENSES - All acts or omissions in violation of this Code of Conduct and Discipline are considered punishable o enses. These include crimes involving moral turpitude, omissions, o enses, and/or improper conduct that may adversely a ect the good name of the Company. PENALTIES - Penalties shall be imposed for the purpose of establishing order and discipline in the work area and preserving the integrity of the Company. Disciplinary actions shall be imposed in progressively increasing weight depending upon the gravity of the o ense. SCHEDULE OF PENALTIES I. IMPROPER RECORDING OR FAILURE TO RECORD ATTENDANCE The following penalties shall be imposed for violation of Company rules and regulations regarding Biometric, Daily Time Record/Time Sheet, Web Bundy, Monthly Coverage Plan, Certificate of Attendance, and HRD Request and Excuse Slip (YS): 1. Failure to log in or out on the daily attendance record or to properly a x signature on time log. 1st O ense - Written Warning 2nd O ense - 3 days Suspension 3rd O ense - Dismissal 2.Logging the attendance record of another employee or having one’s record logged by somebody else. 1st O ense - Written Warning 2nd O ense - 3 days Suspension 3rd O ense - Dismissal 3. Unauthorized alteration of attendance record entries to render it obscure and/or illegible. 1st O ense - Written Warning 2nd O ense - 6 days Suspension 3rd O ense - Dismissal II. ABSENTEEISM 1. The unauthorized or unexcused absence from work for no more than one (1) day shall be considered an Absence, and is penalized as follows: 1st O ense - Written Warning 2nd O ense - Written Reprimand 3rd O ense - 3 days Suspension 4th O ense - 6 days Suspension 5th O ense - Dismissal 22

2. Unauthorized and unexcused absence from work for two (2) but not more than six(6) consecutive days shall consider as Complex AWOL case. 1st O ense - Written Reprimand 2nd O ense - 3 days Suspension 3rd O ense - Dismissal 3. Unauthorized and unexcused absence from work for six (6) consecutive days but not more than ten (10) days shall be penalized as follows: 1st O ense - 15 days Suspension 2nd O ense - Dismissal 4. Unauthorized and unexcused absence from work for more than ten (10) days shall be considered abandonment of work. 1st O ense - Employee deemed to have abandoned his job. 5. Unauthorized and unexcused absence from work beyond the approved or specified period of absence, like vacation, sick, SSS/EC leaves under the law and suspension shall be categorized as either Simple AWOL, Complex AWOL, or as ABANDONMENT of work and treated as in (1), (2), (3), or (4) above. 6. Unauthorized and unexcused under time/half-day from work for three (3) or more within any given month shall be considered as on o ense. 1st O ense - Written Warning 2nd O ense - Written Reprimand 3rd O ense - 3 days Suspension 4th O ense - 6 days Suspension 5th O ense - Dismissal 7. Tardiness for six (6) times or more and/or sixty (60) minutes within any given month shall be considered as one o ense. 1st O ense - Written Warning 2nd O ense - Written Reprimand 3rd O ense - 3 days Suspension 4th O ense - 6 days Suspension 5th O ense - Dismissal 8. Malingering of feigning illness. (Misrepresentation of the reasons in applying for a sick leave under claim of illness although not actually sick and not found at home.) 1st O ense - Written Reprimand 2nd O ense - 6 days Suspension 3rd O ense - Dismissal 23

III. HEALTH AND SAFETY The following acts shall constitute a violation of this Section: 1. Littering and other such acts that lead to unclean and/or unsanitary conditions in buildings, o ces grounds like spitting and throwing of cigarette butts and other rubbish on the floor. 1st O ense - Written Warning 2nd O ense - Written Reprimand 3rd O ense - 3 days Suspension 4th O ense - 6 days Suspension 2. Non-wearing of safety gadgets. Failure/refusal to wear/ use safety gadgets or protective devices, such as gloves, goggles, masks, etc., where same are prescribed and required. 1st O ense - Written Warning 2nd O ense - Written Reprimand 3rd O ense - 3 days Suspension 4th O ense - 6 days Suspension 5th O ense - Dismissal 3. Non-compliance with health requirements – unjustified refusal to submit to physical/ medical examination upon instruction from the medical department or by a person of authority. 1st O ense - Written Warning 2nd O ense - 3 days Suspension 3rd O ense - 6 days Suspension 4th O ense - Dismissal 4. Willful disregard and/or violation of safety practices promulgated by the Company. 1st O ense - Written Warning 2nd O ense - 6 days Suspension 3rd O ense - 12 days Suspension 4th O ense - Dismissal 5. Smoking in restricted or prohibited areas. 1st O ense - Written Warning 2nd O ense - 3 days Suspension 3rd O ense - 6 days Suspension 4th O ense - Dismissal 6. Failure or refusal to inform management that he/she or a co-employee is su ering from a contagious or communicable disease, which may endanger the health of others. 1st O ense - 3 days Suspension 2nd O ense - 6 days Suspension 3rd O ense - Dismissal 24

IV. SECURITY AND ORDER 1. Failure to wear the prescribed uniform and/or any other system of identification designed for security purposes. 1st O ense - Written Warning 2nd O ense - Written Reprimand 3rd O ense - 3 days Suspension 4th O ense - 6 days Suspension 5th O ense - Dismissal 2. Unauthorized or unjustified presence is restricted areas. Entering any restricted area so designed by the Company without prior authorization from the person in authority in the Company, or assisting any non-employee, without due permission to enter the Company restricted premises. 1st O ense - Written Warning 2nd O ense - Written Reprimand 3rd O ense - 3 days Suspension 4th O ense - 6 days Suspension 5th O ense - Dismissal 3. Refusal to submit to or failure to observe security requirements of the Company such as but not limited to refusal to submit for inspection or search by Security Guard or any authorized entity. 2nd O ense - Written Reprimand 3rd O ense - 6 days Suspension 4th O ense - 12 days Suspension 5th O ense - Dismissal 4. Bringing out and/or tampering/altering without permission, or falsifying any Company records/s. 1st O ense - Dismissal 5. Any act of vandalism that damages, deforms or otherwise destroys Company property (unauthorized writing, carving, etching, painting or posting writings or drawings on Com- pany property which tend to deface said property). 1st O ense - 6 days Suspension 2nd O ense - 12 days Suspension 3rd O ense - Dismissal 6. Carrying or possessing explosives, firearms, bladed or any other lethal weapon during working time or on Company premises, without permission or authority. 1st O ense - Dismissal 7. Disclosure of confidential data, plans and/or trade secrets/classified information to any unauthorized person/s 1st O ense - Dismissal 25

V. JOB PERFORMANCE AND ATTITUDE Every employee shall perform with diligence his duties and other related work assigned to him. The following acts shall constitute violation of this section. 1. Leaving work area or work assignment, or quitting work before specified time, without permission from or approval of the immediate supervisor but for co ee breaks and other similar established practices are excluded. 1st O ense - Written Warning 2nd O ense - 6 days Suspension 3rd O ense - 12 days Suspension 4th O ense - Dismissal 2. Failure by the operator user to immediately report any damage to or defect of Company machines or equipment the operation or use of which requires specialized skills or training. 1st O ense - Written Warning 2nd O ense - 3 days Suspension 3rd O ense - 6 days Suspension 4th O ense - Dismissal 3. Sabotage or intent to the destruction of machines, materials and/or other Company properties obstruction or damage to any productive processes; and/or any similar activity designed to cause material damage to the Company. 1st O ense - Dismissal 4. Concealing defective work which directly results in prejudice to the Company. 1st O ense - 6 days Suspension 2nd O ense - 12 days Suspension 3rd O ense - Dismissal 5. Without prior permission from a superior, operating, or tinkering with Company vehicles, machines or equipment the operations use of which requires specialized skills or training to which the employee has not been assigned. 1st O ense - 3 days Suspension 2nd O ense - 6 days Suspension 3rd O ense - Dismissal 6. Unauthorized possession, use, or lending of Company property, equipment, vehicle and/or materials. 1st O ense - 6 days Suspension 2nd O ense - 12 days Suspension 3rd O ense - Dismissal 26

7.Without prior authority from a superior allowing a third person to operate or tinker with Company vehicles, operating machines or specialized tools and equipment. 1st O ense - 6 days Suspension 2nd O ense - 12 days Suspension 3rd O ense - Dismissal 8. Slow-down in work or any activity designed to disrupt productive operations. a. Individual work slow-down as distinguished from concerted work slowdown shall be penalized as follows: 1st O ense - 6 days Suspension 2nd O ense - Dismissal b. Concerted work slow-down 1st O ense - Dismissal 9. Negligence or carelessness in the performance of work. Penalty to be imposed dependent upon the gravity of negligence or carelessness and/or damage to the Company and therefore need not be in following order. 1st O ense - Written Warning 2nd O ense - 3 days Suspension 3rd O ense - 6 days Suspension 4th O ense - Dismissal 10. Unexplained or unsatisfactory explanation in the delay in the submission of employee’s report. 1st O ense - Written Warning 2nd O ense - Written Reprimand 3rd O ense - 3 days Suspension 4th O ense - 6 days Suspension 5th O ense - Dismissal VI. CONDUCT AND BEHAVIOR An employee’s conduct in the performance of his duties should be beyond reproach and free from the appearance of impropriety. The following acts shall constitute violation of this section. 1. Posting signs/notes unauthorized posting of signs, notes, printed matters and the like or removing approved notices, sign, etc., without approval. 1st O ense - Written Warning 2nd O ense - Written Reprimand 3rd O ense - 3 days Suspension 4th O ense - 6 days Suspension 5th O ense - Dismissal 27

2. Unruly conduct such a horseplay, scu ling, catcalls, unnecessary shouting or throwing things around while at work or at Company premises. 1st O ense - Written Warning 2nd O ense - Written Reprimand 3rd O ense - 3 days Suspension 4th O ense - 6 days Suspension 5th O ense - Dismissal 3. Indecent and/or lewd conduct within company premises, regardless of whether committed during working time. 1st O ense - Written Warning 2nd O ense - 6 days Suspension 3rd O ense - 12 days Suspension 4th O ense - Dismissal 4. Gambling in any form, promoting or assisting gambling operations, betting, conducting lotteries or other similar acts within company premises, whether committed during working time. 1st O ense - Written Warning 2nd O ense - 6 days Suspension 3rd O ense - 12 days Suspension 4th O ense - Dismissal 5. Unauthorized drinking of liquor inside Company premises. 1st O ense - Written Warning 2nd O ense - 6 days Suspension 3rd O ense - 12 days Suspension 4th O ense - Dismissal 6. Refusal to work overtime despite a day’s prior notice and without justifiable reason. 1st O ense - Written Warning 2nd O ense - 6 days Suspension 3rd O ense - 12 days Suspension 4th O ense - Dismissal 7. Failure to work overtime, without valid reason or reasons, after signifying willingness to perform authorized overtime work. 1st O ense - Written Warning 2nd O ense - 6 days Suspension 3rd O ense - 12 days Suspension 4th O ense - Dismissal 28

8. Sleeping while on duty whether intentionally or unintentionally done in any position/ manner whatsoever. 1st O ense - Written Warning 2nd O ense - 3 days Suspension 3rd O ense - 6 days Suspension 4th O ense - 12 days Suspension 5th O ense - Dismissal 9. Willfully refusing, disregarding, without valid reason, to comply with or obey o cial orders or specific instructions given by superior authority. 1st O ense - 6 days Suspension 2nd O ense - 12 days Suspension 3rd O ense - Dismissal 10. Stubborn behavior, discourtesy and insubordination towards a superior. 1st O ense - 6 days Suspension 2nd O ense - 12 days Suspension 3rd O ense - Dismissal 11. Making false or malicious statements against another employee, supervisor or o cial that harm or destroy the reputation, authority of o cial standing of those concerned. 1st O ense - Written Warning 2nd O ense - 6 days Suspension 3rd O ense - 12 days Suspension 4th O ense - Dismissal 12. Improper conduct and acts of gross discourtesy or disrespect to Company visitors, patrons/clients at any time within Company premises. 1st O ense - 6 days Suspension 2nd O ense - 12 days Suspension 3rd O ense - Dismissal 13. Improper conduct and/or using disrespectful, abusive, indecent or o ensive language or signs against another employee within Company premises. 1st O ense - Written Warning 2nd O ense - 6 days Suspension 3rd O ense - 12 days Suspension 4th O ense - Dismissal 29

14. Threatening, coercing/intimidating, or provoking/instigating another employee or other employees to engage in a fight or inciting others to commit any act in violation of company rules at any time with Company premises. 1st O ense - 6 days Suspension 2nd O ense - 12 days Suspension 3rd O ense - Dismissal 15. Attempting to inflict bodily harm or injury, in any form, on a fellow employee, inside Company premises whether work related or not, or outside Company premises whether work related or not, or outside Company premises if work related. 1st O ense - 12 days Suspension 2nd O ense - Dismissal 16. Assaulting a supervisor or any o cial of the Company and/or inflicting bodily harm or injury, in any form on such supervisor or o cer inside Company whether work related or not, or outside Company premises if work related. 1st O ense - Dismissal 17. Actual fighting or assaulting or inflicting bodily harm injury in any form on a fellow employee inside company premises whether work related or not, or outside Company premises if work related. 1st O ense - 6 days Suspension 2nd O ense - 12 days Suspension 3rd O ense - Dismissal 18. Loss or misplacement of accountable forms and/or Company records. 1st O ense - 3 days Suspension 2nd O ense - 6 days Suspension 3rd O ense - Dismissal 19. Unauthorized removal of property belonging to the Company or to another employee. 1st O ense - 6 days Suspension 2nd O ense - 12 days Suspension 3rd O ense - Dismissal 20. Giving false or misleading information in applying for employment; or giving false or misleading information to seek or to qualify for any preference or benefit from the Company; or submitting falsified and padded records and/or documents for personal benefit/gain advantage. 1st O ense - Dismissal 21. Possessing, using or causing to be brought or used into the Company premises any narcotics or prohibited drugs, except when such drug/s take the form of medicine prescribed by a physician. 1st O ense - Dismissal 30

VII. DISHONESTY The following acts shall constitute violation of the section: 1. Performing uno cial work during o ce hours for personal benefit/use/gain or advantage. 1st O ense - 6 days Suspension 2nd O ense - 12 days Suspension 3rd O ense - Dismissal 2. Giving false or untruthful statements or concealing materials facts in an investigation conducted by authorized representative of the Company. 1st O ense - 12 days Suspension 2nd O ense - Dismissal 3. Soliciting or collecting contributions, money or material, objects, for any purpose not sanctioned by the Company during working time or Company premises. 1st O ense - 6 days Suspension 2nd O ense - Dismissal 4. Theft of property belonging to another person, committed during working time or on Company premises. 1st O ense - Dismissal 5. Substituting Company materials/property or equipment with another. 1st O ense - Dismissal 6. Attempting to substitute Company materials/property or equipment with another. 1st O ense - 12 days Suspension 2nd O ense - Dismissal 7. Bribing or o ering money, gift, or anything of value to any employee, personally or through the mediation of another, to seek or qualify for employment or favorable condition of work assignment. 1st O ense - Dismissal 8. Accepting directly or indirectly any sum of money, commission, o er, promise, gift or present in consideration of any act, contract, decision or services connected with the discharge of employee’s duties. 1st O ense - Dismissal 9. Stealing or attempting to steal unauthorized taking of Company property. 1st O ense - Dismissal 10. Unauthorized encashment of checks from Company funds, failure to deposit/remit collections within prescribed period, misappropriating and/or unduly withholding Company funds and/or properties for personal use or advantage. 1st O ense - Dismissal 31

PART IV I. CONFLICT OF INTEREST All employees are strictly prohibited working with any other employer or from engaging in any other similarly situated business activity, or any activity that requires the same skill set used and developed while working for the company, whether within or outside their working hours, without the express prior written consent of the Company. The following constitute a list of examples of such a conflict of interest. 1. For an employee or member of his immediate family to have any interest, direct or indirect, in any organization which has business dealings with the Company or any of its a liates, except when such interest comprises securities in a widely-held corporation and traded regularly in recognized security markets, and such interest has been fully disclosed to the Chief Executive O cer of the Company who has expressly authorized the propriety of retaining such interest. 2. For any employee to serve as an o cer, director, employee or consultant of any firm, corporation or business entity which is doing or seeking to do business with the Company or any of its a liates without prior written consent of the Chief Executive O cer of the Company. 3. For employee to seek or accept, or to o er or provide, directly, from or to any individual, partnership, association, corporation or other business entity or representative thereof, doing or seeking to do business entity to do business with Company, or any a liate thereof, loans (except with banks or other financial institutions), services payments, excessive entertainment any gifts of money in any amount; 4. For an employee or any member his immediate family to benefit personally from any purchase of goods or services of whatever nature by the Company or by its a liates, or to derive personal gain from actions taken associations made in his capacity as an employee of the Company; 5. For an employee to use or reveal (without proper authorization) to a third party, any confidential product information, data or decisions, plans, or any other information concerning the Company any a liate; or 6. For an employee to use, or permit other to use, the Company employees, materials or equipment improperly for his or others personal purposes. 7. Any other act similar or analogous to the above, or any other activity that can be considered as a conflict of interest under the original paragraph of this section. For purposes of this rule, immediate member of the family shall include relatives up to fourth degree of consanguinity or a nity. 32

PART V AMENDMENTS AND FINAL PROVISIONS I. ADMINISTRATION AND AMMENDMENT 1. Management reserves its right to amend, alter, modify or change this manual as the exigencies of the time and circumstances may warrant. 2. HRD shall be responsible for the review of this Manual with the view of updating the same when found necessary. 3. Any inquiries and questions concerning this Manual shall be answered and clarified by the HRD. II. SUPPLETORY AND EFFECTIVITY CLAUSES 1. New rules and regulations may be promulgated from time to time as conditions warrant. 2. Any action not covered by any provision of the Manual, but which is deserving of condemnation shall be dealt with by Management accordingly. 3. Any existing Vann Hawk rules and regulations prior to the e ectivity date of this Manual, with the same or similar provision as those mentioned above, shall be e ective on the date that they were first implemented. 4. Any existing Vann Hawk rules and regulations prior to the e ectivity date of this Manual but were not particularly included, provided, defined, or mentioned in this Manual, shall be e ective on the date that they were first implemented. 5. This Manual shall take e ect immediately upon its approval. Approved Employee Manual Acknowledgement: This is to acknowledge that I have read and understood the Vann Hawk Manual of Rules and Regulations concerning its policies, rules, and regulations. I understand and agree that I shall abide by this Manual and that any commission of o ense as defined therein will subject me to corresponding penalties. This Manual was established by Management not to restrict or curtail my rights as person but to establish order and create a harmonious and productive relationship among all the members of the organization. I understand that this Manual shall be returned to Vann Hawk upon my separation from the company. Failure to do so shall result in a fine of Pesos: Two Thousand Five Hundred (PhP 2,500.00). I acknowledge that this Manual shall not be reproduced or redistributed, in whole or in part, without Management’s prior written consent. Signature over printed name / Date 33