handbook in human resource

7/23/2019 handbook in human resource

http://slidepdf.com/reader/full/handbook-in-human-resource 1/20

COMPANY NAMEEmployee Handbook



ii



Receipt and Acknowledgment of

Company Name Employee Handbook

I, the undersigned, acknowledge receipt of the Employee Handbook (edition number) for theemployees of the Company Name. I understand that the policies and benefits described in it aresubect to change and may be done so by !he Company at any time for reasons it deems fit.

I further understand that my employment with !he Company is go"erned by the following

agreement#

$. !hat I agree to diligently perform the duties and responsibilities pertaining to the ob which

I ha"e been hired for and other such duties that the management may assign from time totime.

%. !hat I shall faithfully comply with the company rules and regulations and meet thestandards of performance prescribed by !he Company, to &ualify for regular employment.

'. !hat it is understood that in case of resignation, a thirty (') days prior notice of intention

to resign should be gi"en to the anagement.*. !hat it is understood that if, at any time, I am found un&ualified or unfit for employment

after due process and careful e"aluation of my work performance "is+a+"is the prescribed

standards of performance, !he Company may, in its eclusi"e discretion, lay me off.

Confidential Information

I am aware that during the course of my employment confidential information will be made

a"ailable to me (i.e. product designs, marketing strategies, customer lists, pricing policies andother related information, etc.). I understand that this information is proprietary and critical to

the success of !he Company and must not be gi"en out or used outside of !he Company-spremises or with non+!he Company employees. In the e"ent of termination of employment,

whether "oluntary or in"oluntary, I hereby agree not to utilie or eploit this information with anyother indi"idual or company, or else risk litigation.

////////////////////////////////// /////////////////////////Employee-s 0rinted Name 1 2ignature 0osition

//////////////////////////

3ate



Welcome Message

Welcome to Company Name!

4ou ha"e oined one of the country5s fastest growing and largest industry type.6hether you come to the company as an assistant or a super"isor, a technical

specialist or an associate, or director, please know that you play an in"aluable role inthe life of our organiation. 6e hope that you will find your stint here at Company

Name as a fruitful and rewarding eperience.

!his handbook was prepared by the Human 7esources anagement and 3e"elopment8ffice (H73) to ac&uaint you with the "arious H73 policies of Company Name. It is

intended to gi"e you a better understanding of your responsibilities and the conditionsunder which you work. In a nutshell, it contains a brief history of the organiation, a

description of its mandate, functions and operations, and the rules and regulationsgo"erning the workplace. !his handbook should answer the &uestions most fre&uently

asked by employees and ser"e as a 9ready reference9 for you. 4our super"isor canhelp you with any &uestions you ha"e that are not answered here.

6e are pleased to ha"e you as part of Company Name. 8ur human resources are whatmake this organiation truly the company of choice.

2incerely,

Name8fficial !itle

2



Using this Book

!his handbook replaces and supersedes all prior employee handbooks regardingemployment or H73 matters effecti"e as of Effecti"e 3ate. !he policies and

practices included in this handbook may be modified at any time. !he entirecontent of this handbook is a"ailable through the company5s Iintranet at :7;.

4ou will be informed as soon as possible when this occurs.

!his handbook is intended for use by all employees of the Company Name. It ispresented for information purposes only. <or those employees in a position

co"ered by a collecti"e bargaining agreement, you should refer to the agreementwhich go"erns your terms and conditions of employment.

4our department has additional specific procedures for many of the general

policies stated in the handbook. 4ou are epected to learn your department-sprocedures and comply with them. 4ou are also epected to conform to the

professional standards of your occupation. 0lease direct any &uestions to yoursuper"isor, department head, or to the Human 7esources anagement and

3e"elopment 8ffice, which is located in location (like building name and floorle"el).



!



"able of Contents

Welcome Message#####################################################################################################################2

Using this Book##########################################################################################################################

Abo$t Company Name###############################################################################################################%

8ur ission.....................................................................................................................=

8ur >ision......................................................................................................................=Corporate 7esponsibility...................................................................................................=

Career 8pportunities........................................................................................................=

"e&ms of Employment################################################################################################################'

7ecruitment, 2election, and 0lacement...............................................................................?

Employment of 7elati"es..................................................................................................?8utside 0rofessional Engagement......................................................................................?

Employment 2tatus.........................................................................................................?0ersonnel <ile..................................................................................................................@

0romotion.......................................................................................................................@!ransfer..........................................................................................................................A

3emotion.......................................................................................................................A!emporary Bssignments...................................................................................................A

2eparation......................................................................................................................A

(ene&al )olicies and )&oced$&es############################################################################################*+

6orking Hours and 7est 0eriods......................................................................................$

0aid Holidays.................................................................................................................$

0ersonal usiness..........................................................................................................$8ffice 3ecorum..............................................................................................................$$In"entions, 3isco"eries and 2oftware...............................................................................$$

Compensation and Benefits####################################################################################################*2

2alaries........................................................................................................................$%8"ertime......................................................................................................................$%

erea"ement Bssistance.................................................................................................$%>acation ;ea"e..............................................................................................................$'

2ick ;ea"e....................................................................................................................$'

Ca&ee& and )e&sonnel ,e-elopment########################################################################################*%

!rainings and 2eminars..................................................................................................$=Career 3e"elopment 2er"ices..........................................................................................$=

%



Abo$t Company Name

Tagline

!he Company is a type of business or industry that focuses on type of

products.

!he Company was founded in date of foundation, at gi"en circumstances.

6e aim to pro"ide not only primary products, but also secondary products that will help thetarget audience. Continued growth has gi"en us the opportunity to impro"e our ser"ices,

etc.

.$& Mission

0lace your ission 2tatement here.

.$& /ision

0lace your >ision 2tatement here.

Co&po&ate Responsibility

Enter your company5s "alues and principles here.

Ca&ee& .ppo&t$nities

0lace your tet here

'



0



"e&ms of EmploymentRec&$itment1 election1 and )lacement

!he company uses a number of methods to encourage &ualified persons to apply for obs.!hese include posting of notices of ob openings on company bulletin boards to alert

personnel of openings on company bulletin, online ob postings and maintainingrelationships with staffing sources, including uni"ersities. 3epending on the type of position

open and the labor market that &ualifies, recruiting efforts may be local or epanded.

<or regular positions, the prospecti"e employee should at least meet the minimum position&ualification re&uirements set by Company Name Dualification 2tandards. !he Company

Name Dualification 2tandards are set of competencies needed to perform satisfactorily theresponsibilities of a certain position. !his includes but is not limited to education,

eperience, training, and personality traits.

Bs far as practicable, hiring preference is gi"en first to employees working for the company.!his is to pro"ide opportunities for employees for their career growth. !hey will howe"er still

ha"e to meet the minimum &ualifications set for their applied positions.

Employment of Relati-es

It is the policy of Company Name that no employee may hire or cause to be hired, norsuper"ise, any relati"e of the employee otherwise employed by the company within the third

degree of consanguinity or affinity, ecept with the prior appro"al of the 0resident.

.$tside )&ofessional Engagement

B pri"ate professional engagement refers to a proect entered into by an employee whereby

he performs some professional work for an indi"idual or entity other than Company Name.

Company Name employees are enoined to de"ote their full professional time and epertiseto working for the company. efore accepting any outside professional engagement, you

should discuss the matter with your department head to obtain clearance.

!he re&uired clearance is solely for the purpose of enabling the company to determinewhether the pri"ate professional engagement in"ol"es conflicts of interest and whether it

will, in any way, impair or diminish the efficiency and producti"ity with which the employeeconcerned performs his professional duties at Company Name.

3



Employment tat$s

!he classification of employment in Company Name are as follows#

$. 7egular employees are those who ha"e successfully completed the probationary

period and ha"e met the standards re&uired for a regular position, or those who,upon hiring, are gi"en regular appointment upon the recommendation of the :nit

Head or 3epartment anager.

%. 0robationary employees are those hired to fill in regular positions and undergo aprobationary period of si months to determine their capability and fitness to hold

the position on a regular basis.

'. Contractual employees are those hired for a definite or fied period of time for aspecific proect and whose engagement is coterminous with the completion of the

proect.

)e&sonnel 4ile

!he H73 8ffice acts as the custodian of all employees- personnel records. !o keep therecords up to date, the following information should be reported immediately to the H73

through a duly accomplished Human 7esource :pdate form and other forms pertaining to222, 0hilHealth, 0ag+ibig, I7, roup !erm ;ife Insurance, etc. whene"er necessary#

change Change in name or surname

change Change in ci"il status

any Bny change in address

change Change in telephone number

change Change of beneficiaries

an Bn additional member of the family

a B death in the family

change Change in the name of person to be contacted in case of an emergency,

a B report on any special course or seminar completed, and any degree completed

5



and aBny other information which the employee wants included in his or her files.

)&omotion

B promotion is defined as an ad"ancement of an employee from one position to another

usually accompanied by an increase in duties and responsibilities as authoried by law and

accompanied by an increase in salary.

!he following guidelines are followed in the promotion selection process#

0romotions are based upon meritF

0romotions are based upon meritF

E"aluations are ob+relatedF

2uper"isors consider as many potential candidates as necessary to assure high&uality candidatesF

anagement retains the right to select or not select candidates from any source it

determines is appropriate.

"&ansfe&

!ransfer is a mo"ement from one position to another, which is of e&ui"alent rank, le"el or

salary without break in ser"ice in"ol"ing the issuance of the appointment. Bny inter+

department transfer of an employee will be allowed only upon the recommendation of thehead of the releasing departmentGunit, in consultation with H73 and upon acceptance of the head of the absorbing departmentGunit.

,emotion

3emotion is a mo"ement from one position to another in"ol"ing the issuance of anappointment with diminution in duties, responsibilities, status or rank which may or may not

in"ol"e reduction in salary.

In case demotion in"ol"es reduction in salary but is non+disciplinary, a written consent shall

be secured from the demoted employee.

"empo&a&y Assignments

!o meet eigencies of work or as part of personnel training program, an employee may betemporarily assigned to another position, pro"ided that such assignment does not eceed

three months. He may, howe"er, choose to remain in the position, in which case he will

*+



ha"e to re&uest for a transfer following the procedure described in the section on!7BN2<E7.

epa&ation

2eparation means the disengagement of the employee from the institution, which mayeither be initiated by the company or by the employee.

Employee+initiated separation is commonly termed as resignation. Bn employee mayterminate without ust cause the employee+employer relationship by ser"ing at least one

($) month in ad"ance, complete the clearance procedures, and go through an eitinter"iew.

Company Name may terminate an employment for any of the following causes#

a. 2erious misconduct or willful disobedience by the employee of the lawful ordersof the company in connection with his workF

b. ross and habitual neglect by the employee of his dutiesFc. <raud and willful breach by the employee of the trust reposed in him by the

companyFd. Commission of a crime or offense by the employee against the duly authoried

representati"e of the companyF ande. 8ther causes analogous to the foregoing.

**



(ene&al )olicies and )&oced$&esWo&king Ho$&s and Rest )e&iods

!he regular workweek of Company Name is from ondays to <ridays, = days a week. 6ork

schedule is generally between A#' to =#' though e"eryone is ad"ised to consult first

with their 3epartment Head or super"isor as this may be "aried depending on thedepartment5s operational needs. E"eryone is epected to report punctually for his or her

work.

Employees + non+super"isory and super"isory ++ are re&uired to swipe their I3 cardsthrough the timekeeping machine twice daily, upon arri"al in the morning and before

lea"ing the office after work. No employee is allowed to swipe the I3 of another employee.

Employees are entitled to a fifteen+minute break in the morning and in the afternoon for

snacks. ;unch break is between noon and $# p.m.. 2taggered coffee and lunch breaksmay be arranged to ensure the continuous flow of acti"ities and to a"oid crowding in the

cafeteria.

)aid Holidays

Reg$la& Holidays

New 4ear-s 3ay anuary $

aundy !hursday o"able dateood <riday o"able date

Braw ng agitingan Bpril J;abor 3ay ay $

Independence 3ay une $%

onifacio 3ay No"ember 'Christmas 3ay 3ecember %=

7ial 3ay 3ecember '

Nationwide pecial Holidays

Bll 2aint-s 3ay No"ember $;ast 3ay of the 4ear 3ecember '$

)e&sonal B$siness

*2



Bll non+ob+related business must be conducted outside of working time. <riends, relati"es,and others are asked not to "isit the work area during working hours. If the purpose of

their coming is not connected with the business of the company, "isitors may be recei"edat the front lobby.

.ffice ,eco&$m!he Company Name anagement desires to create an office en"ironment that is dignified,pleasant, and conduci"e to serious professional work. 2uch an en"ironment calls for the

adoption and obser"ance of certain standards of propriety, refinement, and formality that,

along with competence and moral integrity, mark a true professional.

Employees are encouraged to foster a work atmosphere conduci"e to producti"ity. !hey

should perform whate"er tasks they ha"e in hand with order, intensity, and constancy andupon the completion of one task, should take up the net.

Whereabouts + employees should inform their superiors of their whereabouts or

itineraries daily to insure continuity of communications.

Use of Computers K Company Name5s personal computers are to be used eclusi"ely

for business purpose unless authoried otherwise. 0ermission will be gi"en for the use of

personal computer during non+business so long as employees record all time for whichthey will be charged and supply their own diskette.

Use of Telephone + in order to keep telephone lines open for business calls, employees

are discouraged to make personal calls. 0ersonal una"oidable calls when taken or madeshould be for the shortest possible time only. !he use of the telephone by outsiders in

employees5 respecti"e areas is likewise discouraged, unless it is in connection with thecompany5s business.

Bll telephone calls should be answered promptly and all in&uiries handled courteously.

reet the caller pleasantly, courteously and be always at their ser"ice.

3etermine what the caller wants. If you cannot supply the needed info, transfer the call tothe proper person, or ot down the number and the message.

Close with a happy ending. L!hank you for callingM is always in good taste.

Use of Oice Equipment + non+employees should be refused politely if they re&uest

use of office e&uipment ecept in the use of the telephone. !hey shall allow the use of

office e&uipment only in cases where the use is to generate documents in relation withtheir business with us.

6n-entions1 ,isco-e&ies and oftwa&e:nder company policy, any in"ention, disco"ery, or de"ice+like software which is the result

of the performance of an employee5s regularly+assigned duties, unless there is anagreement, epress or implied, to the contrary shall be disclosed to the company, shall be

the property of the company, and shall be assigned to the company or an organiationdesignated by the company.

*



If the employee is uncertain about the "alue of or whether the company has rights to any

piece of intellectual property, the employee concerned should file a disclosure and recei"ea written response from the anagement of the company

*!



Compensation and Benefitsala&ies

It is Company Name5 s desire to pay all employees- wages and salaries that

are competiti"e with other employers in the marketplace in a way that willbe moti"ational, fair and e&uitable. 2alaries are based on a salary

structure appro"ed by the anagement Committee.

Eisting obs, position classifications and salary scales are re"iewed regularly. 8n the basis

of any significant findings, the ob hierarchy and salary ranges shall be re"ised accordingly.

Changes in salaries may be implemented through#

Merit increases are adustments based on the indi"idual-s meritorious workperformance.

Increases due to Promotion or Re-classification are adustments gi"en whenthere is a change of position from one ob to another of a higher

classification.

2alaries for probationary and regular employees are paid semimonthly through a

designated bank e"ery $=th and 'th days of the month or earlier if the scheduled daysfall on weekends. !hey shall recei"e their pay slips that show the composition of their

salaries and deductions through the 0ayroll section of the Bccounting and <inance :nit(B<:). Contractual staff members shall recei"e their semimonthly pay through the Cashier

of B<:.

.-e&time

8n occasion, staffs may be re&uired by their super"isor to work more hours than theirnormal schedule. 2uch work are treated as o"ertime (8!) and re&uires a minimum of one

($) hour to be considered, in addition to the official daily eight hours of work.

Employees who engage into o"ertime work are re&uired to obtain consent from their

superior by filing an 8"ertime Buthoriation (8!B) prior to the o"ertime work.

Bside from o"ertime pay, a meal allowance is also pro"ided for o"ertime work rendered for

more than % hours. !his is integrated with the payroll at the end of the month.

Be&ea-ement Assistance

B financial assistance amounting to 0 *, will be gi"en to all regular employees upon the

death of any member of his immediate family. !he amount is granted as a gesture ofsympathy from the management and staff of Company Name for his deceased family

members.

*%



!he immediate family or dependents of a married employee are composed of thefollowing#

;egitimate spouse;egitimate child(ren)

0arents

!he immediate family or dependents of a single employee are composed of the following#

0arent(s)

rother(s) and 2ister (s)

7e&uests for check payment is to be submitted to the B<:, duly endorsed by theemployee5s immediate superior, may be submitted immediately upon the death of a

legitimate dependent. B copy of the death certificate or any other document to support thedeath benefit claims within fi"e weeks from date of re&uest for ad"ance payment

/acation 7ea-e

Company Name recognies the importance of granting e"ery employee some respite from

work in order to bring renewed "igor and enthusiasm to the ob.

Company Name grants an annual "acation lea"e credits to employees "arying on theirposition le"el starting on the date of the regular appointment of an employee or upon

reaching one5s ?th month of ser"ice.

!he employee planning to a"ail of the >; shall accomplish the 0ersonnel ;ea"e Buthority

<orm duly appro"ed by the immediate superior prior to the date of the lea"e

*'

7e-el No# of ,ays

3irector %*

3epartment Head %$

2uper"isory $A

7ank and <ile $?



Earned but unused "acation lea"es could be accumulated up to two years e&ui"alent and

con"erted into = of its cash "alue.

ick 7ea-e

2ick lea"e is a pri"ilege, which employees can a"ail of only in genuine cases of sickness.

7egardless of their position le"el, regular employees are entitled to $ days of sick lea"ee"ery year starting on the date of the regular appointment of an employee or upon

reaching one5s ?th month of ser"ice.

B 0ersonnel ;ea"e Buthority form must be filed with H73 not later than two days after

the staff member has reported back for work.

Earned but unused sick lea"es on each year cannot be accumulated and carried o"er thenet fiscal year.

*0



Ca&ee& and )e&sonnel ,e-elopment

It is the policy of Company Name to encourage its employees to de"elop in their obs so

that they may impro"e ob performance and &ualify for more ad"anced positions. !ofurther this policy, the company offers training and career de"elopment ser"ices.

"&ainings and emina&s

!he H73 8ffice offers "arious training opportunities for Company Name employees bothfor skills relating to their position and for personal impro"ement. Employees may need to

recei"e the permission of their super"isor before attending certain workshops to checkwith their training de"elopment plan. Classes address a wide range of training issues,

including management and super"isory skills, computer skills, basic communication skills,and writing and literacy skills.

8utside seminars may also be a"ailable either through in"itation and sponsorship of acompany, foundation, or foreign go"ernment or upon the recommendation of the

employee5s immediate superior and H73.

Ca&ee& ,e-elopment e&-ices

!o support the managers and the workforce in meeting the epectations of theorganiation, trained staffs from the H735s Career 3e"elopment 2er"ices are a"ailable

through indi"idual appointments and department consultations to assist with#

0ersonal assessments of employee skills, competencies, knowledge, and "alues

Career counseling, planning, skillGcompetency assessment, and ob choice help

0ro"ide referrals to other community+based ob assistance ser"ices and useful

websites, insightful readings, references and referrals

ob change information

7eferrals for professional de"elopmentGtraining options

Needs of staff on layoff status

uidance on mentoring relationships

0romotional and succession planning assistance for units

handbook in human resource

Documents

Transcript of handbook in human resource