CODE OF CONDUCT

ARTICLE I - POLICY

Manila Reinsurance Brokers Corporation (MRBC) considers the maintenance of discipline in the work environment as a matter of fundamental importance at all times. Discipline is based on the employee’s respect for his own person, submission to legitimate authority and respect for the rights of his co-employees and clients. Through a set of appropriate rules and regulations, Management shall aim to be fair, consistent and uniform in its personnel administration. It also aims to ensure that everyone shall work as efficiently as possible with cooperation and harmonious relations among themselves.

In order to instill among the employees a sense of self-discipline and constant awareness of their responsibilities, MRBC prescribes the following set of rules and regulations that will govern an employee's norm of conduct with the Company and its officers on one hand, and with the co-employees on the other, irrespective of rank or position.

This Code of Conduct shall thus be established for the proper guidance of and compliance by all MRBC employees.

ARTICLE II – PURPOSE OF THE CODE

This Code is not intended to restrict freedom of action, but to give the employees as much freedom of action as is healthy for maintaining good relationships and for promoting positive work attitudes.
This Code is meant to correct and not penalize. Hence, in many provisions, the disciplinary measures become heavy only after or due to repeated offenses.
This Code shall be a reference for all employees to ensure a standard and accepted set of behaviors.

ARTICLE III – DEFINITION OF TERMS

ADMINISTRATIVE ACTION – is the concrete response of Management or a measure intended to correct a behavior found to be in violation of the Company policies, rules and regulations. It also serves to arrest an offense/violation which is deemed detrimental to the welfare of the employees or the Company as a whole.

EMPLOYEES – refers to all persons under the employ of MRBC, whether regular, probationary or contractual in employment status.
RESIGNATION - Any employee who intends to resign must submit a letter stating the reason and effective date of said resignation. The effective date of resignation shall be no sooner than 30 days from receipt of notice of resignation to ensure the smooth and proper turnover of work.
REPRIMAND – is an oral or written warning to an erring employee for commission of a simple offense or an offense committed for the first time as stated in this Code of Conduct.
WRITTEN WARNING – a formal letter issued to the employee informing and warning him/her of his/her violation. It may be divided into two categories:

Informing the employee of his/her alleged violation and warning him/her that his/her repeated violation of the same rule will be dealt with a more severe disciplinary action.
May serve as a final warning to the employee, informing him/her that separation shall be imposed for his/her next violation of the same rule.

SUSPENSION – is a temporary, physical detachment from service and other Company-initiated but non-work related activities. The employee shall not earn any salary or benefits during the period of suspension.
PREVENTIVE SUSPENSION – is an immediate suspension prior to and/or during an investigation where the employee’s continued service would pose a serious threat to the well-being of other employees, clients or to Company property.
DISMISSAL – is separation from service for a cause. A dismissed employee loses all his/her accrued leave credits. MRBC has the right to forfeit his/her other benefits, except for those provided under the New Labor Code.

ARTICLE IV – REGULATIONS

An individual’s employment with MRBC shall signify an expression of his/her willingness to comply with all the rules and regulations of the Company.
The right to discharge, lay-off and discipline employees for proper and justifiable reasons is purely a Management prerogative.
An employee found to have committed an offense or violated any of the Company’s regulations warranting disciplinary action shall have the right to a fair and impartial investigation. He/she shall be given the opportunity to explain his/her actions before any corrective measure is implemented.
Pending the completion of the investigation of offense/s, preliminary disciplinary action (usually in the form of preventive suspension), may be imposed upon the discretion of and in the interest of the Company.
All other offenses not specifically described in this policy shall be addressed in a manner deemed appropriate by Management, depending upon the circumstances of each case.
A violation of a specific policy may be considered cumulative within a calendar year, except for those which are subject to suspension/dismissal, in which case, such offenses shall be cumulative within the tenure of the employee.
For offenses subject for suspension or dismissal, the immediate superior of the employee, if any, concerned shall elevate the case to the General Manager and/or to the Office of the President.

ARTICLE V – CODE OF EMPLOYEE CONDUCT

Employees are hired by the Company to perform duties and responsibilities within the prescribed work schedule. They are required to assume their functions regularly and punctually.

Every employee shall conduct himself/herself in a manner consistent with decorum and good discipline.

Every employee shall uphold the Corporate philosophy of adhering to the highest norms of ethical standards and integrity.

Every employee shall perform his/her duties, responsibilities and any work assignment with diligence and shall be expected to meet work standards of the Company.

Every person in a supervisory/managerial capacity shall be duty-bound to disseminate the Company policies and procedures and other Management directives to their staff as well as to take proper action for any infraction that may be committed.

Every employee shall devote full time to working for the Company and shall not be allowed to take on any job of a remunerative nature without written consent of the Company.

ARTICLE VII – GUIDE TO ADMINSTRATION OF THE CODE OF CONDUCT

Every employee is expected to do his/her share in helping to maintain cleanliness in the workplace and create an atmosphere more conducive to work. All employees are required to exercise proper care in the use of office equipment, office supplies and office facilities.

Prior to administration of the corresponding penalty for any violation of rules and regulations, the employee shall be afforded due process taking into consideration the following:

The employee shall be notified by the Office of the President (OP) or the General Manager (GM) in writing within 48 hours upon receipt of a violation report or upon discovery of his/her violation. Erring employee must also reply in writing within 48 hours upon receipt of said notice;
Pending the investigation of the violation, the employee may be placed under preventive suspension of not more than 30 calendar days if his/her continued employment poses a serious threat to the life of his/her co-employees or property of the Company.
The employee shall immediately be notified of the results of the investigation and Management’s decision in writing.
3.1. Where the violation warrants imposition of penalty of suspension, the notice of suspension shall be served not later than six (6) working days after completion of the due process. The date of the suspension shall be dependent on Management discretion.
3.2. Where the violation warrants imposition of penalty of termination, the notice of termination shall be served not later than six (6) working days after the completion of the due process.
3.3. If the evidence is weak to establish the commission of an offense, the report shall be disregarded.
All pertinent records relative to the case must be compiled in the 201-file/employment records of the employee.

ARTICLE VIII – PRESCRIPTION OF OFFENSES

Penalties already served for past offenses shall be considered extinguished. They will no longer be considered aggravating circumstances in the imposition of penalties for later offenses after the lapse of the following periods from the completion of service of said penalties.

For Class “A” Offenses - one year
For Class “B” Offenses - one year
For Class “C” Offenses - one year
For Class “D” Offenses - one year

However, penalties served for past offenses shall remain on file.

CLASSIFICATION OF PENALTIES

First Offense Verbal Warning
Second Offense Written Warning
Third Offense 3 Days Suspension
Fourth Offense 6 Days Suspension
Fifth Offense 9 Days Suspension
Sixth Offense Dismissal
First Offense Written Warning
Second Offense 3 Days Suspension
Third Offense 6 Days Suspension
Fourth Offense 9 Days Suspension
Fifth Offense Dismissal
First Offense 6 Days Suspension
Second Offense 9 Days Suspension
Third Offense Dismissal
First Offense 30 Days Suspension
To Dismissal
First Offense Dismissal
PERSONNEL POLICIES

Manila Reinsurance Brokers Corporation (MRBC) believes that its human resources are its most valuable assets and only through them can the Company continue to grow. The continued development and training as well as the well-being of personnel, are the prime concerns of MRBC. Its Management shall strive not only to maintain a healthy employer–employee relationship but also to provide personnel satisfaction and instill pride in the fact that he/she is a member of the MRBC Family. The Company also maintains a policy on promotion from within on the basis of employee’s capability, efficiency and merit.

I. EMPLOYEE RECRUITMENT

1. Recruitment of new employees shall be based on the basic requirements of the position, including but not limited to, good health, intelligence, experience and skill.
2. As much as possible, vacancies shall be filled by internal hiring or promotion to give employees the opportunity for growth and advancement. The Management, however, reserves the right to choose from external applicants in case there is no qualified existing employee for the vacant position.
3. Relatives of present employees are disqualified unless Management, in its own sound discretion allows otherwise.

II. EMPLOYMENT STATUS

The employment status of all personnel working in various functions fall under the following classifications:

REGULAR – an appointment issued to an employee who is hired to occupy a regular position after having successfully passed the probationary period of not more than six (6) months.
PROBATIONARY – An appointment issued to an employee who is hired on a trial basis to occupy a regular position, usually for a period of not more than six (6) months which commences on his/her first day of work. During the probationary period, the Management shall carefully observe the fitness, propriety and efficiency of the probationary employee to determine whether or not such employee is qualified for regular employment.
CONTRACTUAL – An appointment issued to an employee who is hired on a contractual basis specifically to compliment the regular employees.

The Company, however, may hire temporary employees for a definite period of time as a result of an emergency or prolonged absence of a regular employee. In this case, such appointment expires at the termination of the stipulated period, the same being made known to the employee at the time of hiring. The Company also reserves the right to discontinue or terminate the employment at any time if the performance of the temporary employee does not meet the Company’s expectations or if the condition under which the employment has been made no longer exists.

NATURE OF OFFENSE PENALTY

Falsification, forgery or misinterpretation in the application D
for employment or any Company record/s and document/s.
Failure to notify the Management of the employee’s change A
of address or other changes in personal data within a working
day from its occurrence.

III. ATTENDANCE AND PUNCTUALITY

Employees are hired by the Company to perform duties and responsibilities within the prescribed work schedule. They are required to assume their functions regularly and punctually.

A. WORKING DAYS AND HOURS

The regular working days and hours of all employees are as follows:

Head Office - Workdays Mondays through Fridays
Work hours 8:30AM – 12:00NN
1:30PM – 5:30PM

While the Office is normally closed on Saturdays, nevertheless, Saturday is considered a working day.

All employees shall use the manual logbook for check- in or upon arrival. An employee who fails to check in will have a written warning issued. More than three (3) failures to do so in a month will mean 30 minutes tardiness and shall be deducted from the salary in addition to severe sanctions to be assessed and determined by Management.

Employee must advise OP's Secretary or the General Manager if he/she will be absent from work either by text message or phone call at least one (1) hour before 8:30AM.

B. BREAK TIME

Employees are allowed two (2) 15-minute break periods, one in the morning and another one in the afternoon.

NATURE OF OFFENSE PENALTY
Unexcused break time A

C. UNDER TIME

Under time means the authorized reporting for work at a time later than regular starting time and/or leaving the workplace at a time earlier than the regular quitting time of an employee. Deductions from the salary of the employee shall be made corresponding to the number of minutes of authorized under time.

An employee who wishes to avail of under time, provided that he/she has a valid reason, must first notify the OP Secretary and/or General Manager of his/her request and secure permission or approval in writing using the prescribed “Under Time Request Form”. Under time may be applied only if an employee arrives between 8:30AM to 10:00AM or leaves between 4:00PM to 5:30PM, otherwise the employee must file the applicable half-day leave of absence if his/her time of arrival to or departure from the office is not within the prescribed period.

Valid reasons for application of under time include sickness and emergency cases. The following constitute emergency cases:
1. Sickness or death of a member of employee’s immediate family;
2. Accidents involving the employee or any member of his/her immediate family;
3. Calamity (typhoon, flood, earthquake, fire) affecting the residence/property of the employee and/or the areas between his/her residence and the office;
4. Transport problems arising from strikes, rallies, accidents, and natural calamities.

NATURE OF OFFENSE PENALTY
Leaving work before official time off A

D. TARDINESS

All employees are expected to work promptly on time. Tardiness means reporting for work later than the required time in. Habitual and gross tardiness means reporting for work late more than five (5) times in any one-month period. However, for valid reasons, an employee is allowed a leeway of 15 minutes grace period. These Minutes shall be accumulated and shall be deducted from the employee's 13th Month Pay. As it may deem so, Management reserves the right to re-allocate these funds to any Company endeavor (i.e. Christmas Party, Company Outing, etc.).

Managers, if any, must be in the office by 10:00AM. Arriving at 10:01AM will be treated on record as half-day attendance.

Employees who are habitually late in reporting for work or incurring unauthorized under time shall be meted disciplinary measures in addition to loss of pay corresponding to the number of minutes incurred.

NATURE OF OFFENSE PENALTY
Unexcused tardiness, under time and absences A

Monthly habitual tardiness frequencies of more than five (5)
times. A

E. UNAUTHORIZED ABSENCE

Every absence must be applied for and approved by the GM or the President; otherwise, it shall be considered as unauthorized and shall be chargeable against salary. More than two (2) unauthorized absences shall constitute habitual absenteeism and shall subject the employee to disciplinary action.

In case of an employee’s inability to report for duty on account of sickness or for any valid reason, the employee should notify his/her immediate superior and/or the GM immediately, giving full particulars by telephone or through other means of communication. Non-compliance with this requirement shall make the absence unauthorized.

NATURE OF OFFENSE PENALTY

Being absent without prior authorization from the OP or the GM, failure to notify at least one (1) hour before the official start of work
Unexcused absences of three (3) days, whether or not consecutive, within the same month
Five (5) days or more unexcused absences whether consecutive or not, within the same month. Failure to report back to work after the expiration of an authorized leave without any notice or permission is considered neglecting one’s work
Prolonged absence without official leave (AWOL) for seven (7) days or more

F. OVERTIME (OT) AND HOLIDAY WORK

Overtime work means any work performed by the employee beyond his/her regular working hours.
Employees rendering overtime work must accomplish the “Overtime Authorization Form”, duly approved by the O.P. or the G.M.. Only those authorized to render overtime shall be allowed to enter and stay in the Company premises during non-working days.
Overtime during weekdays will only be allowed up to 9:30PM.
Overtime during Saturdays will be limited to a maximum of six (6) hours only excluding lunch break. OT in excess of six (6) hours will not be paid.
Holiday work means any work performed by the employee on any regular/legal or special non-working holidays.
No OT will be allowed during holidays unless with prior approval; otherwise, it shall be considered unauthorized overtime.
The Company observes all regular/legal holidays, as observed by the national government.
All jobs performed during regular/legal and special non-working holidays, except as qualified under the preceding paragraph, are considered holiday work and are paid holiday premiums in accordance with the Labor Code.

NATURE OF OFFENSE PENALTY

Refusing to render holiday/overtime work whenever required by lawful or valid circumstances
Failure to report for overtime after having been scheduled and informed about it
Unauthorized overtime

Holidays and Observances (Republic of the Philippines):

New Year’s Day
January 1
Maundy Thursday
Holy Week
Good Friday
Holy Week
Araw ng Kagitingan
April 9
Labor Day
May 1
Independence Day
June 12
National Heroes’ Day
Last Monday of Aug.
All Saints’ Day
November 1
Bonifacio Day
November 30
Christmas Day
December 25
Rizal Day
December 30
Note: Additional special holidays that may be granted by the
government.

G. PAYMENT OF SALARIES

The paydays of the Company are as follows:
For all regular/probationary/contractual employees – 12th and 27th of each month.
Salaries should be treated as personal and confidential.

NATURE OF OFFENSE PENALTY
Asking about the salary package of co-employee or A
revealing your salary package to a co-employee

Discussing confidential Company benefits with a A
co-employee

IV. LEAVES

A. VACATION LEAVES (VL)

Management recognizes the need for its employees to rest from work in order to preclude boredom and/or to increase productivity. For these reasons, probationary/regular employees are entitled to 15 days vacation leave credits per annum. VL credits for the year will be credited every January of the succeeding year.

Leave schedules are done in such a manner that the regular operation of the department will not be hampered. Management encourages all employees the use of all VL credits, but reserves the right to re-schedule a filed VL, if warranted.

Vacation leaves of three (3) or more days must be filed at least two (2) weeks before intended leave of absence. The Company reserves the right to re-schedule applied VL as deemed necessary.

The Company recommends that VL be taken in 2 schedules of seven (7) days maximum. There will be no accrual of un-used VL credits.

B. SICK LEAVES (SL)

Probationary/Regular employees are entitled to Fifteen (15) days sick leave credits every year. SL credits for the year will be credited every January of the succeeding year.

Unused SL credits may be accrued Five (5) days a year, up to a maximum aggregate of Forty Five (45) days. The Formula in computing Cash Value of Accrued SL : Basic Monthly Salary times 12 divided by 360.

Unused SL credits will be given to the employee, within 60 days upon his/her resignation from the company. However, no compensation shall be given to employee/s terminated with cause.

An employee who has been absent for two (2) or more consecutive days due to illness must present a medical certificate from his/her attending physician together with his/her application for SL immediately upon returning to work. Presentation of a forged, false, altered or falsified medical certificate to justify an unauthorized absence shall subject the employee to disciplinary action. If an employee files an SL of 2 or more days, but fails to present the necessary Medical Certificate, Management reserves the right to instead charge said leave against the employee's VL credits.

NATURE OF OFFENSE PENALTY

Falsifying Medical Certificates in order to file for sick leave B

SL of 2 or more days, but without Medical Certificate VL credits

C. MATERNITY LEAVES (ML)

Regular employees on maternity leave (60 days for normal deliveries and 78 days for caesarian section, or as prescribed by the Social Security System) shall continue to receive their salaries and benefits from the Company. Proceeds from their SSS maternity benefits, however, shall go to the Company.

D. PATERNITY LEAVES (PL)

Under Section 3 of RA 8187 for the Private Sector, every married male employee of the private sector shall be entitled to paternity leave benefits of seven (7) working days with full pay for the first four (4) deliveries by his lawful spouse, provided, he is employed at the time of delivery; he has notified his employer of the pregnancy of his wife and her expected date of delivery; and his wife has given birth, suffers a miscarriage or an abortion.

NOTES:

For employees who do not have leave credits to consume, absences will be considered leave without pay.

Filing application for VL should be done ahead of time. Otherwise, the absence will be considered leave without pay, except in cases of emergency.

Avoid absences after Company outings, official trips and long weekends. Absence will be considered leave without pay if leave is not filed ahead of time.

NATURE OF OFFENSE PENALTY
Failure to comply with the requirements of prompt A
submission of application for leave before going on leave or
immediately upon reporting for work.

Employees with negative leave credits who continue to be A
absent without valid reasons.

V. HEALTH SERVICES

The Company provides all its regular employees free medical and dental services under an HMO provider.

All employees are required to submit themselves to annual medical physical examinations and diagnostic procedures, the results of which must be submitted to the OP no later than every 15th of May.

NATURE OF OFFENSE PENALTY
Failure to secure the annual health certificate, annual physical A
examination and/or permit required by law

Concealment of any contagious or communicable diseases C-D
which any employee may be afflicted with and which can
endanger the health of other individuals in the workplace

Refusal to submit to physical and medical examination upon C-D
the request of management.

VI. EMPLOYEE DEVELOPMENT

A. LOYALTY AWARDS – Regular employees will receive a Plaque of Appreciation for every five (5) years of continuous service. Management reserves the right to provide financial incentives to employees who complete their continuous 5-year service and every 5-year cycle thereafter.

B. PERFORMANCE EVALUATION

An employee’s work performance during the year is rated by the GM and the OP based on factors such as job knowledge, quality of service and work, volume of output, work attitude, conduct, and punctuality/attendance.

All Performance Evaluation reports of an employee are made part of his/her work records and play a very important role in determining his/her career and advancement in the Company.

NATURE OF OFFENSE PENALTY

Willful failure, neglect or refusal to carry out written job or work instruction issued by superior authority
Incompetence or gross and habitual neglect/inefficiency of one’s duties
Abuse or wasting Company time on personal telephone calls while on duty
Sleeping during office work hours
Loitering, wasting time or unnecessary socialization during office hours
Serious misconduct or willful disobedience of the superior’s lawful orders or those of his/her representative

Fraud or willful breach of responsibilities in relation to collections and claims
Failure to follow established Company procedures
Engaging in unauthorized or unofficial work during work hours.
Committing other acts of insubordination, non-attendance, or neglect of duty, not embraced by previously stated provisions
Loss of payment or willful non-billing of clients.
Carelessness/negligence in the performance of duties resulting in losses or damages for the Company, client property or that of other employees
Holding unauthorized meetings during office hours

C. TRAINING & DEVELOPMENT

The Company sends employees to various training programs/courses to develop their potentials. The programs aim to improve customer relations, communication skills and technical expertise and to further enhance levels of competency, efficiency and the general well-being of all employees.

VII. DECORUM AND EMPLOYEE BEHAVIOR

A. EMPLOYEE’S ROLE

All employees are part of this service-oriented organization and play important roles in building and maintaining good relations with clients and insurers. Every employee must create a lasting positive impression and goodwill for the Company. The employees’ actions reflect on the Company and are, therefore, responsible for developing the corporate image of MRBC.

B. EMPLOYEE APPEARANCE AND ATTIRE

The employee’s personal appearance must project a positive image for him/her and the Company. In this regard, the Company allocates an annual budget for each employee's uniform, and the appointed Uniform Committee is tasked to work within that budget. The following rules are to be observed at all times:

1. Wear proper uniform correctly and neatly ironed.
2. Men should wear socks always, while the ladies should wear closed shoes, preferably with at least 1-inch heels.
3. Hair must be well groomed at all times.
4. During Fridays or any day when civilian attire is permitted, T-shirts without collar, sandals and slippers/flip flops are prohibited for all employees. Tight or revealing clothes are not allowed.

NATURE OF OFFENSE PENALTY

Failure to wear the prescribed office uniform A
Neglect of personal cleanliness or improperly dressed, preened A
or groomed

C. HONESTY AND INTEGRITY

Honesty and integrity are an essential part of a successful business. All employees must adhere to a strict code of ethics in order to establish trust and camaraderie in the workplace. Every employee shall uphold the corporate philosophy of adhering to the highest norms of ethical standards and integrity.

NATURE OF OFFENSE PENALTY

Refusal to cooperate in making a report/statement and/or covering up an offense committed towards a co-employee
Giving false testimony during an official investigation
Refusal to cooperate and testify during an official investigation
Moonlighting or engaging in activity prejudicial to the Company’s interest
Unauthorized disclosure of confidential information or trade secrets related to Company affairs or unauthorized reproduction of Company records, documents, etc.
Tampering or falsification of time record and time sheet.
Failure to immediately report/turn over lost and found articles to the proper authorities B
Falsification, forgery or misinterpretation in the application for employment or any Company record/document

Misappropriation, tampering and/or falsification of Company Receipts
Illegal transactions with clients using Company time, for own personal benefit
Refusal or failure to cooperate in a Company initial investigation where the testimony of the employee is vital to
the conclusion of a case
Unauthorized withdrawal of Company funds, receivables, supplies and materials and other Company property
Stealing and dishonesty committed towards guests, officials, employees, and clients of the Company
Bribery or unlawful solicitation of anything of value in exchange for any act, decision or service in connection with the employee’s duties or functions within the insurance industry
Making arrangements with suppliers, guests or clients for personal financial benefits (accepting bribes, extravagant presents, etc.)
Forging signatures of Company officers and/or employees
Unauthorized use of Company name to obtain personal benefits
Obtaining meals, cash, materials and/or supplies through fraudulent orders or requisition
Unexplained or unsatisfactory explanation for any delay in the submission of cash collection or cash liquidation reports
Knowingly giving false or misleading information in applying for employment
Breach by an employee of the trust given to him by Management or by a Company representative
Damaging or jeopardizing Company interests through acts of omissions which affect Company clients, guests, officials or other business associates of the Management
Entering into any transaction, which is prejudicial to the Company
Sabotage
Entering into contract with another employee that may adversely affect the Company in any way, shape or form
Discussing Company problems/grievances with clients or suppliers
Borrowing the identity card of another employee or lending a Company identity card to a third party

Giving away restricted Company information voluntarily or willfully to outsiders or those unauthorized to access such
information
Taking out Company records or properties without proper authorization.

D. EMPLOYEE BEHAVIOR

The employee’s behavior towards his/her superiors, co-workers and other people he/she deals with inside and within the vicinity of the workplace must at all times be kept in check. The following must be strictly observed:

Neither fighting nor provoking a fight inside Company premises shall be tolerated. Violation of this rule shall subject all parties involved in the fight to immediate dismissal.
Bringing of deadly weapons such as, but not limited to, bladed weapons and guns, inside Company premises is strictly prohibited. Violation of this rule shall subject the erring employee to the sanctions below.
Threatening the lives or safety of other persons inside Company premises constitutes grave misconduct and is likewise punishable and is subject to specific sanctions.
Reporting for work under the influence of drugs, alcohol or any other intoxicating substances is strictly prohibited.
Participating in scandalous incidents such as shouting matches, indecent acts and using foul language inside and within the vicinity of the office premises shall be subject to the sanctions below.

NATURE OF OFFENSE PENALTY

Distributing or posting unauthorized written or printed matters in the premises without prior authorization from the Company
Reporting for work/working under the influence of liquor alcoholic drink
Engaging in the unethical business practice of lending money, selling jewelry and other items with interest is forbidden within Company premises during office hours
Commission of criminal offense punishable by law within the office
Conviction of a criminal offense
Gambling in any form, soliciting bets or taking any part in any gambling inside the office premises
Indecent act or willful indecent exposure causing scandal inside Company premises
Conduct or grossly indecent nature or using profane or abusive language in addressing a co-employee, clients or insurance colleagues during working hours or within office premises
Horseplay or unruly behavior causing disorder, disruption of work or scandal
Engaging in any immoral activities, which may disrupt or affect work or the image of the Company
Making vicious and malicious statements concerning any employee, the Company or our service products
Gross insubordination, disrespect, discourtesy, insult or use of foul language towards a co-employee or Management
Discourtesy to a co-employee, client or colleague
Physical injury inflicted to a co-employee when inside or near the vicinity of the workplace
Horseplay or disorderly conduct other than fighting, resulting to injury to a person or damage to the office or co-employee’s property

Fighting to inflict injuries to a co-employee, client, agent or guest Threatening, intimidating, coercing or harassing a fellow employee or anybody at anytime within Company premises
Carrying firearm/s and/or deadly weapon/s (knives, explosives, “balisong” and/or inflammable materials) within the office premises

Bringing any form of liquor or alcoholic beverages including beer into the office, except when authorized by the Management
Bringing narcotics, its derivatives and other prohibited drugs into the office premises or mere possession of such prohibited drugs inside the office premises and reporting for work under the influence of prohibited drugs is covered under this rule.
Deliberate destruction of Company property

VIII. GOOD HOUSEKEEPING

NATURE OF OFFENSE PENALTY

Littering, spitting or abuse of toilet facilities
Willful disregard of office guidelines relating to cleanliness and orderliness of office premises, supplies and equipment
Smoking within office premises or other non-smoking areas within the building

Vandalism
Throwing flammable materials, liquids, etc. into garbage cans or waste containers
Failure to wash used dishes after office hours

IX. CONFLICT OF INTEREST

Every employee is expected to work full time for the Company and shall not be allowed to take on any job of a remunerative nature without written consent of the Company.

NATURE OF OFFENSE PENALTY

Engaging, participating or involving oneself directly or indirectly in any transaction, undertaking or business enterprise, where such engagement, participation or involvement is in conflict with the interest of the Company.

X. INFORMATION AND COMMUNICATION SYSTEMS

NATURE OF OFFENSE PENALTY

Unauthorized use of information and communication systems.
Unauthorized use of privileges and access rights
Unauthorized access to the system and information
Unauthorized installation of software
Unauthorized use of software
Exchange of prohibited information (e.g. pirated software, passwords, credit card numbers, inappropriate or pornographic written or graphic materials)
Unauthorized transfer or sale of Company software, documentation, information and services
Use of social networks during office hours

XI. MISCELLANEOUS ITEMS

NATURE OF OFFENSE PENALTY

Leaving the workplace without authorization during office hours
Failure to notify field itinerary/Official Business trips
Committing other acts of insubordination, non-attendance or neglect of duty not previously stated in provisions

Failure to observe filed and approved field itinerary
Unauthorized use of Company stationery for personal use
Unauthorized use of office equipment and other Company property for personal use
Failure to immediately report a personal injury/accident occurring within the office premises, loss or breakage of equipment, furniture or other Company property
Employees on suspension caught entering their respective workspaces without permission
Entering or loitering in restricted areas without official business
Allowing unauthorized personnel to enter and loiter within one’s workspace
Unauthorized use or removal of Company facilities or materials outside the premises for private or personal interest,
such as:

a. Unauthorized driving or use of any Company/client
vehicle
b. Allowing unauthorized person to drive or use any
Company/client vehicle.

XII. NOTES

Offenses not included in the list will be treated on a case-to- case basis. Employees may, therefore, be meted disciplinary actions for misconduct prejudicial to the interests of the Company, other than those listed herein or under subsequent amendments or modification of this Code of Conduct.
Imposition of any of herein penalties are without prejudice to the institution of appropriate criminal and/or civil action/s by concerned parties.
Actions considered valid grounds for termination of employment by the Labor Code and other laws of the land will be acted upon accordingly.
The Company may, from time to time, revise and/or alter any of these rules and regulations, in any form of memoranda/circulars issued by the Management and/or by subsequent laws of the land.
Effective October 1,2015, this Code of Discipline may be revised from time to time at the discretion of the Management.