Human Resource Manual

HUMAN RESOURCE MANUAL
IE 53-PERSONNEL MANAGEMENT
Presented to the faculty of Industrial Engineering Department

University of Cebu-Main Campus
Cebu City, Philippines
In Partial Fulfillment of the Requirements for the Degree of

BACHELOR OF SCIENCE IN INDUSTRIAL ENGINEERING
Liboon, Vincent C.
Lomotos, Danica Michelle
December 2020
HUMAN
RESOURCE
MANUAL
-
ZIKE
MANUFACTURING
COMPANY
INTRODUCTION
ZIKE Manufacturing
Company
This human resource manual for ZIKE Manufacturing Company employee

encapsulates pertinent information about its employees' policies, rules and regulations,
privileges and benefits, and conditions.
This human resource manual has been envisioned not to put a demarcation line
between the administration and the employees but rather for their mutual understanding
and harmonious relations. On the part of the employees, they will find this manual a useful
guide in their work performance, in their relationship with the administrators, managers and
immediate superiors, co-workers, in maintaining respectability, integrity, and self-discipline,
and enhancing their prestige and dignity as individuals. On the part of the administrators,
they will find in this manual the useful and necessary policies, procedures, and materials that
will aid them in the proper supervision and management of their staff and employees.
It is hoped that all concerned will help achieve this aim as we enjoin the employees
and administrators to read and familiarize themselves with this manual's contents. Policies
and procedures must be implemented appropriately and observed at all times.
Proponents:
Liboon, Vincent, C
Lomotos, Danica Michelle
Document Code VMGC-HRD-001-00 Page No.: 1 of 2
Approved Date Revision No.
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ZIKE MANUFACTURING COMPANY

VISION, MISSION, GOALS, AND CORE VALUES
SECTION HUMAN RESOURCE DEPARTMENT
Vision
The ZIKE Manufacturing Company envisions to be the leading manufacturer and
distributor of handy, effective, and efficient products to the consumers.
Mission
The ZIKE Manufacturing Company aims to:
• Provide customers with handy products.
• Manufacture products with high quality.
• Operate safely and empower employees to improve the company continuously.
• Contribute to the development of the community.
Goal
To be the Philippines' number one DeoWipes and expand to more areas
that can serve more customers and maintain a satisfaction rate of 99 percent.
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VISION, MISSION, GOALS, AND CORE VALUES
R-O-P-A-S
• Reliability. We are always trying to get the right thing done.
• Openness. We are sharing ideas, information, and people freely.
• Pioneerism. Being at the forefront of the pursuit of innovations in a better way of doing
things.
• Accessibility. ZIKE Manufacturing Company company is accessible, both socially and
economically, for each type of consumer.
• Sustainability. Resources are used together, which bring economic and ecological benefits.
HISTORY
ZIKE Manufacturing Company was built to produce products that promote convenient
sanitation. For instance, its first product is the DeoWipes, deodorant in the form of wipes.
FIGURE: COMPANY LOGO
ZIKE Manufacturing Company's key emblem is its first letter, Z. Though deriving a company's
logo from the first letter of its name is commonplace, the letter Z is rare, given the fact that only a few
companies have a name that starts with this letter.
According to the ancient people, the circle is an important symbol of protection, inclusion,
and wholeness. ZIKE Manufacturing Company focuses both on its external and internal markets.
The company aims to promote a positive connection between departments and protect its employees,
taking into account their safety and well-being while handling materials and making its product. The
symbol also illustrates that the company encourages continuous improvement and not linearity to
achieve its long-term goals.

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STANDARD ORGANIZATIONAL CHART
SUBJECT COMPANY ORGANIZATIONAL CHART
BOARD OF
DIRECTORS
MANAGER
QUALITY
MARKETING PRODUCTION PRODUCTION INVENTORY MAINTENANCE
ACCOUNTANT CONTROL
SPECIALIST SUPERVISOR CHEMIST CLERK SUPERVISOR
INSPECTOR
PRODUCTION
UTILITY MAN
WORKERS
GUARDS
DRIVERS
Document Code JDS-HRD-001-00 Page No.: 1 of 17
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JOB DESCRIPTION & SPECIFICATION
POSITION: GENERAL MANAGER
JOB DESCRIPTION
• Formulate and administer policies on employee conduct and discipline, use of company
property, accounting, and handling of money.
• Knows how to manage and motivate the team.
• Knows how to oversee the recruitment and training of staff.
• Evaluate the department or division performance by examining revenues, costs, sales or
service volume, and other statistical data.
• Hire, terminate and reassign department, division, or site heads, supervisors, and other
employees.
• Must set employees' work hours and shifts.
• Plan and allocate the use of equipment, materials, other assets, and human resources.
• Resolve conflicts among employees inside the management.
OTHERS:
• Can take over the Marketing Specialist, Accountant, and Production Supervisor's
responsibilities if one of them is absent or at a day off.
• Handles assignments assigned by the immediate Superior.

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JOB SPECIFICATION
EDUCATION/EXPERIENCE
✓ Candidate must possess a bachelor's College Degree, Post Graduate Diploma/Manager's
Degree, Doctorate (Ph.D.) in Business Administration, or Industrial Engineer.
✓ Must have two years of experience in business management.
TYPE OF SKILLS AND PERSONAL ATTRIBUTE
✓ Knows how to plan, Budget, Sales, and Marketing.
✓ Has the ability to motivate and lead the team.
✓ Provide leadership and strategic direction for the development of production.
✓ Provide leadership and strategic design for the development of the production.
✓ Must have the ability to use Microsoft Office (such as Word, PowerPoint, and Excel)
✓ Must have the ability to work under pressure and handle difficult situations.
✓ The candidate must be proactive and responsible.
✓ Oral and written skills must be excellent.
✓ Must have a strong commitment to the job.

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POSITION: SALES AND MARKETING SPECIALIST
JOB DESCRIPTION
• Presents findings to the management in guiding the directions and activities of the
organization.
• Has the ability to identify the appropriate media channels where each product or service's
marketing materials can be delivered to the public.
• Knows how to track marketing strategy results closely and creates a detailed data analysis
report and other customer feedback.
• Change campaign strategies, if appropriate, to respond to data tracking efforts.
• It can be a go-to resource for up-to-date, accurate research and market information.
• Must develop new marketing strategies and campaigns based on a detailed analysis of
market forces.
• Research and analyze various marketing information, including market trends, pricing
schedules, competitor offerings, product specifications, and demographic data.
• Present, market, and sell products using factual claims to current and potential customers
• Performs cost-benefit and needs analysis of existing/potential customers to meet or exceed
their needs
• Reach negotiated revenue goals and performance within the timeline.
• Analyze the market's potential, track sales, and status reports

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• Supply management reports on customer needs, problems, interests, competitive activities,
and potential for new products and services.
OTHERS:
• It can take over the General Manager's place when they are not on duty or a day off.
JOB SPECIFICATIONS
EDUCATION/EXPERIENCE
✓ Must be a bachelor's Degree in Marketing Advertising or related discipline.

✓ Must at least two (2) years of working experience in a marketing role.
TYPE OF SKILLS AND PERSONAL ATTRIBUTE
✓ Has strong organizing and prioritizing skills.
✓ Must have proficiency with Google Analytics and web analysis tools.
✓ Has the ability to work well in a fast-paced, collaborative environment.
✓ Must have a broad understanding of all Microsoft Office programs.
✓ Excellent analytical, communication, and presentation skills.

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POSITION: HUMAN RESOURCE STAFF
JOB DESCRIPTION
• Enhances the organization's human assets by planning, implementing, and evaluating
employee relations and human resources policies, strategies, programs, and practices.
• Maintains the VIKE Manufacturing Company's work layout by reviewing and updating job
specifications and job descriptions for all positions and vacancies.
• Supports organization staff by developing recruitment, evaluation program; counseling
managers on candidate selection; conducting and analyzing exit interviews; and
recommending changes.
• Oversee human resource staff by recruiting, selecting, orienting, and training employees.
JOB SPECIFICATION
✓ Must have a degree in Human Resources or a related field.
✓ Must be fast in computer typing skills (MS Office, in particular).
✓ Must have proven experience as an HR assistant, staff assistant, or relevant human
resources/administrative position.
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POSITION: ACCOUNTANT
JOB DESCRIPTION
• Responsible for recording day to day financial transaction and completing the positioning
process
• Responsible for maintaining subsidiary accounts by verifying, allocating, and posting
transactions
• Prepare and forward invoices and receipts to debtors.
• Prepares financial report by collecting, analyzing, and summarizing account information and
trends
• Arranges payment of accounts
• Carrying out bank reconciliations
• Provides administrative and clerical support to management as requested.
• Processing accounts receivable/payable and handle payroll on time
OTHERS:
• It can take over the Inventory Clerk's place when they are not on duty or a day off.
JOB SPECIFICATION
✓ Bachelor's degree in Accounting or Financial Management.

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✓ Proven expertise in accounting.
✓ Precise knowledge of the fundamental of accounting and accounting concepts of
payable/receivable.
✓ Ability to calculate, post, and manage accounting figures and financial records
✓ Data entry capabilities along with a knack for numbers
✓ Hands-on experience with spreadsheets and propriety software
✓ Proficiency in English
✓ Computer Literate and skillful in Microsoft Office
✓ Have a high degree of precision and attention to detail.
POSITION: PRODUCTION SUPERVISOR
JOB DESCRIPTION
• Responsible for monitoring staffs by recruiting, selecting, orienting, and training employees
• Provides quality service in producing the product by quality and customer service standards
• Maintains safety and healthy work environment
• Organizing workflows and ensuring that employees understand their responsibilities.
• Able to communicate with others effectively both oral and written
• Responsible for monitoring employee productivity and provide constructive feedback and
coaching
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• Knows how to balance everything, especially in setting goals for performance and deadlines
in a way that comply with the company's plans and vision
• Improving or designing new work methods and processes
• Passing on information from top management to employees
OTHERS:
• It can take over the quality control inspector's place when they are not on duty or a day off.
JOB SPECIFICATION
✓ Graduate in Industrial Engineering or any related field
✓ At least three years of experience
✓ Must have an example knowledge on management, and primarily related to Operations
✓ Oral and written skills must be excellent
✓ Computer literate and must have Microsoft Office skills
✓ Must have outstanding organizational and leadership skills
✓ Pleasing personality.
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POSITION: PRODUCTION CHEMIST
JOBE DESCRIPTION
• Prepare test solutions, compounds, and reagents for laboratory personnel to conduct the test
• Develop, improve, and customize products, equipment, formulas, processes, and analytical
method
• Direct, coordinate, and advise personnel in test procedures for analyzing components and
physical properties of materials
• Serves as the PCO (Pollution Control Officer)
• Write technical papers and report; and prepare standards and specifications for processes,
facilities, products, and tests
JOB SPECIFICATIONS
✓ Bachelor's degree in chemistry or closely related field
✓ At least one year of experience working in a scientific lab
✓ Undergraduate-level classes in mathematics, organic chemistry, physical chemistry, or physics
✓ Licensed chemical Engineer

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POSITION: QUALITY CONTROL OFFICER
JOB DESCRIPTION
• Consistent performance in keeping up on standards, regulations/laws, issues, and news
concerning product (service) quality
• Obliged in the Inspection (examination) of incoming materials, ensuring that they meet the
standards. The organization ensures Quality Management System conforms to the customer,
internal, ISO 9001, and regulatory legal requirements,
• Responsible for conducting periodic management review meetings.
• Oversee product retails
• Responsible for managing the monitoring, measurement, and review of internal processes,
especially those that affect the quality of the organization's products
• Has the capability to work with customers, employees, contractors, and outstanding firms to
develop product requirement harmoniously
• Obliged to report to top management on the performance of the QMS (e.g., results of quality
audits, corrective actions), including the need for improvement.
JOB SPECIFICATION
✓ Bachelor's Degree in Industrial Engineering
✓ A least three (3) years' experience in Quality Assurance/ Quality Control

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✓ Has superb communication skills and the ability to work well with peoples at the level
✓ Must have strong organizational, analytical, problem-solving, and management skills
✓ Must have Microsoft Office skills
✓ A keen eye for details and result drive approach
✓ Must have an in-depth comprehension of quality control procedures and quality
management.
✓ Excellent math abilities and working experience in data analysis/statistical methods
✓ Certification of quality control is a strong advantage (ISO 9000.)
POSITION: INVENTORY CLERK
JOB DESCRIPTION
• Maintain and Compiles records of quantity, type, and value of the material, equipment,
merchandise, or supplies stocked in the establishment.
• Compares inventories to records or computes figures from records, such as sales orders,
production records, purchase, or purchase invoices to obtain current inventory.
• Make reports, such as inventory balance, price lists, and shortages.
• Ability to monitor or trace the location of goods
• Responsible for controlling inventories.

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JOB SPECIFICATION
✓ 2-3 years' experience in inventory control.
✓ Must have the ability to use Microsoft Office (such as Word, PowerPoint, and Excel)
✓ Accurate and sufficient data entry skills
✓ Excellent math and analytical skills
✓ Has the ability to work with demanding deadlines in a high-pressure environment.
POSITION: PRODUCTION WORKER
JOB DESCRIPTION
• Determine materials and move containers commensurate to the given instruction
• Convey materials from storage to worksites to a designated area
• Operate and monitor equipment and restock material is required
• Recognize and report malfunctions to responsible parties
• Maintains the equipment and machinery and assigned production area cleanliness
• Ensure to work following company policies and procedures
• Perform all production-related task and activities
• Perform assigned task complying with quality systems requirements
• Promote safety and implement company policies always
• Making sure that finished items are stored safely before packaging
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• Ensuring proper labeling of finished items and ensure that they package correctly.
JOB SPECIFICATION
✓ High School Diploma
✓ Strong work ethic and management skills
✓ Able to multi-task in a fast-paced warehouse system environment
✓ Can stand for long periods
✓ Capable of lifting 50 pounds unassisted
✓ Ability to use power tools or computers and programmable devices
POSITION: SECURITY GUARD
JOB DESCRIPTION
• Protecting the company's property and staff by maintaining a safe and secure environment
• Take accurate notes of unusual occurrences
• The report in detail any suspicious incidents
• Track and control access at building entrances and vehicle gates
• Watch alarm systems video cameras and operate detecting/emergency equipment
• Patrol randomly or regularly building and perimeter

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JOB SPECIFICATION
✓ High School graduate
✓ Must have at least one year of working experience
✓ Able to operate detecting systems and emergency equipment
✓ Surveillance skills and detail orientation
✓ Must know public safety and security procedures/protocols
✓ Must have a Certificate of passing a security training program that demonstrates the
necessary mental and physical aspects of the position
✓ They have proven job experience as a security guard or a related job.
POSITION: DRIVER
JOB DESCRIPTION
• Delivers the product with care
• Responsible for maintaining the delivery truck in good condition
• Performs another task as assigned
• Helps the production workers whenever there are no items to be delivered or fill-in in
guarding whenever the security guard is in a break.

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JOB SPECIFICATION
✓ Male
✓ 20 years old above
✓ At least a high school degree
✓ Must have a professional driver's license
✓ Must know the route of the location.
POSITION: MAINTENANCE HEAD
JOB DESCRIPTION
• Establish maintenance protocols and maintain implementation
• Perform inspections of the facilities to recognize and address issues
• Checks the electrical and hydraulic systems of buildings to ensure the functionality
• Plan and oversee all repair and maintenance, and installation activities
• Allocate workload and supervise upkeep staff
• Monitor equipment inventory
• Monitor expenses and manage the budget for maintenance
• Keep maintenance records and report on daily activities
• Ensure health and safety policies have complied
• Handles assignment assigned by the immediate superior

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JOB SPECIFICATION
✓ Proven experience as a maintenance manager or another managerial role
✓ Experience in planning maintenance operations
✓ Solid understanding of technical aspects of plumbing, carpentry, electrical systems
✓ Able to keep track of and report daily activity
✓ Working knowledge of facilities machines and equipment
✓ Excellent communication and interpersonal skills
✓ Outstanding organizational and leadership abilities
✓ A high school diploma or degree from a vocational school or BSc/BA in business administration
or facility management will be an advantage
✓ Valid Certified Maintenance Manager (CMM) will be a plus
POSITION: UTILITY
JOB DESCRIPTION
• Clean and maintain floor surfaces, ceilings, and windows.
• Empty trash receptacles and ensure appropriate disposing of trash.
• Clean restrooms and replenish supplies.
• Assist stock personnel in handling inventory duties along with providing support in receiving,
verifying, and storing office

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JOB SPECIFICATION
✓ Must be a high school degree or graduate of a vocational course related to repair and
maintenance.
✓ One year of experience in a utility position

VIII STANDARD POLICIES
EMPLOYMENT
o Regular Employee
▪ A Full-Time Employee regularly works at least 35 hours per week
o Probationary Employee
▪ A Probationary Employee regularly works at least 35 hours per week
but under observation.
o Casual or Temporary Employee
▪ An individual employed, either on a full‐time or part‐time basis, for a
specific period less than six months. Temporary employees are
entitled only to those benefits required by statute or otherwise
stated in the Employee Handbook.
WORKING CONDITIONS AND RESPONSIBILITIES
o Punctuality and Attendance
Attendance is a critical factor in job performance. Punctuality and regular

attendance are expected of all employees. Excessive absences (whether excused or
unexcused), tardiness, or leaving early at work is unacceptable. If you are absent for any
reason or plan to arrive late or leave early, you must notify your supervisor and the office
manager as far in advance as possible and no later than one hour before the start of your
scheduled workday. In the event of an emergency, you must notify your supervisor as
soon as possible.
For all absences extending longer than one day, you must telephone your
immediate supervisor before the start of each scheduled workday. When reporting an
absence, you should indicate the nature of the problem, causing your absence and your
expected return-to-work date. A physician's statement may be required to prove the
need for any illness‐related absence regardless of the length of the absence.
WORKING HOURS AND DAYS
The standard workweek for ZIKE Manufacturing Company shall consist of

five (5) days in a week, eight (8) hour days. Ordinarily, work hours are from 8:00 am ‐ 5:00
pm, Monday through Friday, including one hour for lunch. Employees may request the
opportunity to vary their work schedules (within employer‐defined limits) to better
accommodate personal responsibilities. Subject to ZIKE Manufacturing Company
work assignments and Human Resource Personnel approval, the employee's supervisor
shall determine the hours of employment that best suit the work's needs to be done by
the individual employee.
During working hours, be at your work area, except when you have to transact
company business off-campus or in offices or departments other than your own.
You may not
➢ be habitually late for work;

➢ leave early, except for a good reason and with your supervisor's permission;
➢ leave your work area during working hours without authorization and for no valid
reasons;
➢ sleep or loiter during working hours;
➢ abuse rest periods or lunch breaks.
LEAVING WORKPLACE /OFFICE DURING DUTY/ OFFICE HOURS
Once you have begun your work shift, you should not leave your unit except for
authorized reasons. If you must leave your work area for personal reasons, first get your
supervisor's permission and remember to clock out or record the time away on your
timesheet.
If you cannot be found by your supervisor and have not received permission to be
away from the work area, it may be considered an unauthorized absence from the
worksite and is subject to disciplinary action. If you leave your work area and do not
appropriately record the time away on your time records, it may constitute falsification of
time records and be subject to disciplinary action.
TIMEKEEPING
By law, the organization is obligated to keep accurate records of the time worked
by employees. Every employee must update their attendance time record each week,
following the company's time-reporting guidelines. To maintain accuracy in timekeeping,
the company has installed punching machines on all entrance gates. All employees must
use a Punch Card to record entry & departure times. Accurately recording time is the
responsibility of every employee. State / Provincial law requires companys to keep an
accurate record of time to calculate employees' pay and benefits.
Time worked is the time spent on the job performing assigned duties.
Timekeeping is also recordable for keeping track of employees and associate members'
punctuality, leading to their performance analysis.
Changing, misrepresenting, altering with time records can result in disciplinary

action, up to employment termination.
ABSENCES
For all absences extending longer than one day, you must telephone your
immediate supervisor before the start of each scheduled workday. When reporting an
absence, you should indicate the nature of the problem, causing your absence and your
expected return-to-work date. A physician's statement may be required to prove the
need for any illness‐related absence regardless of the length of the absence.
Excessive absences, tardiness, or leaving early will be grounds for discipline up to

and including termination. Depending on the circumstances, including the employee's
employment length, ZIKE MANUFACTURING COMPANY may counsel employees before
termination for excessive absences, tardiness, or leaving early.
HABITUAL ABSENTEEISM - an attendance infraction wherein employees incur

unauthorized absences exceeding the allowable 2.5 days monthly leave credits for at least
three (3) months in a semester or at least three (3) consecutive months during a year
All leaves, whether with or without pay, are subject to prior authorization. If, for
any reason, you cannot report for work, send word to your supervisor as soon as possible,
either by telephone or by personal messenger, informing him of the reason for your
absence and indicating, if possible, how soon you can report back to work. Such
notification does not mean automatic approval of the leave. Secure formal approval for
your leave not later than the day you return to work.
You may not:
➢ absent yourself without your supervisor's permission, particularly on

workdays immediately before or after a weekend or a paid holiday.
➢ Fail to notify your supervisor immediately in case of absence due to sickness
or emergency.
➢ Fail to secure prior formal authorization for leave before going on leave.
➢ Take a leave despite failure to secure valid authorization for the leave.
➢ Feign illness.
➢ Unauthorized leaves are considered unexcused absences. Any of the
following instances is considered sufficient ground for dismissal:
➢ unexcused absences on twelve (12) workdays within any twelve months.
➢ Failure to report for work without any justifiable reason, or without
authorized leave, for at least twelve (12) consecutive workdays (tantamount
to abandonment of work).
TARDINESS, UNDERTIME AND OVERTIME
o TARDINESS - the employee's failure to arrive at a time set, lack of punctuality, or not
arriving on time.
o UNDERTIME - the act of leaving the office or workplace before the prescribed time
by the department.
➢ An employee may be twice tardy and/or undertime in one working

day. To illustrate, employees who arrive at 9:31 am then keys-in their
out time a few minutes before noon, then reports back to work at
1:01 pm and leaves the office before 6:30 pm will have two (2) counts
of tardiness and two (2) counts of undertime – a total of four (4)
attendance infractions in just one day.
➢ Any incidence of tardiness and/or undertime will be counted against
the employee.
➢ Tardiness and undertime are deducted from the employees' vacation
leave credits or salary when leave credits are already exhausted.
o HALF-DAY ABSENCE
➢ Any employee who is absent in the morning is considered tardy.
➢ Any employee who is absent in the afternoon is considered to have
incurred undertime.
o HABITUAL TARDINESS - an attendance infraction wherein employees incur tardiness
and/or undertime regardless of the number of minutes per day, ten (10) times a
month for at least two (2) consecutive months during the year, or for at least two (2)
months in a semester.
o HABITUAL UNDERTIME - an attendance infraction wherein employees incur
undertime regardless of the number of minutes per day, ten (10) times a month for
at least two (2) consecutive months during the year, or for at least two (2) months in
a semester.
o OVERTIME PAY - which applies only to Non‐Exempt Employees, is for any time
worked more than 40 hours in a workweek. Only the Executive Director or his or her
designee, upon the request of an employees' supervisor, may authorize
overtime. The overtime rate is one‐half time (1½) the employees' straight-time rate,
except in instances 7 involving a Sunday or holidays when the rate is two times the
regular rate. Payment of overtime will be provided in the pay period following the
period in which it is earned.
PAYMENT OF WAGES AND SALARIES
All employees and associated members are paid on or before the date of every
month. Each pay (Cash/ Bank) includes earnings for all work performed until the previous
payroll period. If a regularly scheduled payday falls on an off day such as a weekend or
holiday, employees and associated members receive pay before the regular payday.
Employees receive a salary slip from the HR department. Currently, all employees or
associated members get the payment by cheque. Workers working on daily wages get
their payment in cash.
SUSPENSION
o Under certain circumstances, the termination or layoff of an employee may be
necessary. Employees who are terminated or laid off are entitled to receive
accrued, unused vacation benefits.
o The Manager or Human Resource Personnel has the authority to discharge an
employee from ZIKE Manufacturing Company. As stated above, all
employment at ZIKE Manufacturing Company is "at‐will." That means that
employees may be terminated from employment with ZIKE Manufacturing
Company with or without cause, and employees are free to leave the employment
of ZIKE Manufacturing Company with or without cause. Reasons for discharge
may include, but are not limited to:
o Falsifying or withholding information on your employment application that did or
would have affected ZIKE Manufacturing Company's decision to hire you (this
conduct will result in your immediate termination);
o Falsifying or withholding information in other personnel records, including personnel
questionnaires, performance evaluations, or other records.
o Performance at work below a level acceptable to ZIKE Manufacturing Company or
the failure to perform assigned duties.
o Failure to complete required time records or falsification of such time records;
o Insubordination.
o Refusing to work reasonable overtime.
o Negligence in the performance of duties likely to cause or to cause personal injury or
property damage.
o Fighting, arguing, or attempting to injure another.
o Destroying or willfully damaging the personal property of another, including ZIKE
Manufacturing Company's property.
o Breach of confidentiality.
o Using or appearing to use for personal gain any information obtained on the job,
which is not readily available to the general public or disclosing such information
that damages the interests of ZIKE Manufacturing Company or its customers or
vendors.
o Placing oneself in a position in which personal interests and those ZIKE
Manufacturing Company are or appear to conflict or might interfere with the
employee's ability to perform the job as well as possible.
o Using ZIKE Manufacturing Company property or services for personal gain or
taking, removing, or disposing of ZIKE Manufacturing Company material, supplies,
or equipment without proper authority.
o Gambling in any form on ZIKE Manufacturing Company property.
o Dishonesty.
o Theft.
o The possession, use, sale, or being under the influence of drugs or other controlled
substances or alcoholic beverages during working hours or on the ZIKE
Manufacturing Company premises at any time violate ZIKE Manufacturing
Company's policies.
o Carrying or possessing firearms or weapons on ZIKE Manufacturing Company
property.
o Excessive tardiness or absenteeism, whether excused or unexcused.
o Unauthorized absence from work without proper notice; and
o They are engaging in discriminatory or abusive behavior, including sexual
harassment. At the Executive Director's sole discretion, the employee may be asked
to leave immediately or be given a period of notice.
RESIGNATION
a) Employees are encouraged to give at least ten business days of written notice. Since
a more extended period is desired, the intention to resign should be made known as
far in advance as possible. Employees who resign are entitled to receive accrued,
unused vacation benefits.
▪ Resignation, Acceptance &Final Clearance
A resignation is a voluntary act initiated by the employee to terminate

employment with the company. Any employee leaving the company should
address his letter of resignation in writing to the immediate Superior. Company
request at least a month's written notice of resignation from employees.
The terms of relieving would be concluded in the employee's mutual

interest and company by the Head of the Department in consultation with the
concerned superiors and forwarded to the manager with the recommendations
and conclude terms of release. The notice period for release shall be for a month.
The notice period shall be on either side.
The HR department should be informed immediately on receipt of any

resignation from any employee. Upon such information, the HRM department
should inform Accounts/ Stores. The employee's payroll should be tagged, and
payment should be made along with the final settlement after the exit interview.
The employee should deposit the clearance form to the HR department.

The HR department will issue the acceptance of resignation.
HR department to work out relevant details and forward the form to the
Accounts department on the last working day. The accounts department will
compute it accordingly.
Separation should be dealt with very carefully.
▪ Calculations
• EL
Add up to days worked till close (for administrator) and closest month (for
staff) (Rounded off closest 15 days) subject to most extreme encase confine
according to Leave policy. Basic of Staff means Basic only, and for the
operator, Basic means Basic + HRA.
• Gratuity
15/26 X Last Drawn Basic X total years of service. This shall be for
employees who have completed minimum service of 5 full years on the
company's service only.
• Pro-rata LTA
• Entitlement / 12 X Months Worked.
• Medical
• Pro-rata entitlement rounded off to nearest month – against bills
received.
• Notice pay
Shall be payable/recoverable as the case may be under the relieving
authority's remark/conclusion. The pay for this shall be treated as the Basic
Salary of an employee. The days payable/recoverable ought to be cleared up
by the HR division in the wake of confirming the faculty document.
• Bonus
Those employees (Office boys, Drivers, Sweepers, and Guards) who

have been provided with uniforms should be asked to deposit their uniforms
before clearance of dues to the HRM department as per policy.
Those employees (Office boys, Drivers, Sweepers, and Guards) who

have been provided with uniforms should be asked to deposit their uniforms
before clearance of dues to the HRM department as per policy.
▪ Submission of Identity Card
Identity Card should deposit before clearance of dues to the HRM

department.
▪ Return of Property
Employees and associated members are responsible for all the ZIKE
Manufacturing Company properties, materials, or written information issued to
them or in their possession or control. Employees or associated members must
return all ZIKE Manufacturing Company property immediately upon
termination of employment.
ZIKE Manufacturing Company permitted by applicable law may

withhold employees or associated members' cheque or a final paycheck. The cost
of any items that are not returned when required. ZIKE Manufacturing
Company may also take all necessary action deemed appropriate to recover or
protect its property.
▪ Full & Final Payment
In the case of staff, the payment has to be made through accounts payee
cheque only. In the case of operators, the preferred mode of payment should be
accounted payee cheque only; however, and if the operator does not have a bank
account, then a bearer cheque should be issued in his / her name. Immediately
after issuing the cheque to the operator, an employee from the HRM / Accounts
department should take the operator to the bank and get his / her payment
& hand over to the operator. In case we have the slightest doubt about the
operator's intentions, in such cases, the HRM department should get the
final settlement of accounts in front of the area inspector / Labor officer.
▪ Service Certificate
The company will provide a service certificate to all the staff member
along with their clearance
▪ Exit Interview
ZIKE Manufacturing Company has the policy to conduct the Exit

Interview for all the employees. As soon as a resignation is received, the HR
Executive should fix the exit interview with the HR Manager.
Detail should be filled in by the employee leaving the company in the

Performa provided by the HR department. This form should be completed &
signed by him.
HR Manager would conduct the exit interview to know the company's

strengths and weaknesses, leave the company, and have an informal discussion
on the improvement.
HR Manager would keep the Head of the Company informed about the
feedback received from the employee.
Use of facilities
Exercise care and diligence in handling company funds and property entrusted to your
custody under your position or by direct authorization or assignment. Likewise, respect each
other's personal property.
You may not

• misuse, or be careless with, tools and equipment resulting in damage to company
property;
• fail to observe security precautions, resulting in loss of company funds or property;
• fail to report, as soon as possible, any significant loss of, or damage to, company
property;
• use company property to which you have not been assigned, or use company property
for personal purposes, unless with prior formal approval;
• take out company property form the company premises unless with prior written
authorization;
• withhold from the company any fund or property belonging or entrusted to the
company.
Any of the following instances is considered sufficient ground for dismissal:
• misappropriation of company funds for one's use or benefit;
• stealing company property or the personal property of another;
• deliberately causing damage to company property.
Good housekeeping
o The management's call to all employees to observe good housekeeping promotes
the right image to the clients and partners and a conducive workplace. Let us treat
our office as our second home, where we spend at least eight (8) hours a day stay,
Mondays thru Fridays and/or even on Saturdays.
▪ In this connection, everyone is enjoined to observe the following
policies:
a. "Clean desk policy." Everyone must take time to clear up
their tables/desks before leaving the office at the end of the
working day with all files secured and kept in their proper
places. All unnecessary stuff or personal effects on top of
tables are discouraged. The desk shall only contain the
required pens/pencils/penholders, desk calendar, in/out
trays, telephone unit/s, and/or PCs and printers.
b. "Clean up Day." Our clean up day is every Saturday.
c. While management allows employees to have working
breaks and/or take meals or coffee breaks in their work
stations, everyone is responsible for cleaning up any mess or
leftovers through the proper garbage disposal. All used
utensils like spoon/fork, plates, food containers,
cups/mugs/glasses MUST be washed and kept well to
prevent the influx of insects in the office.
d. Our fellow Utility Personnel is conducting regular daily
cleaning in the office premises and general cleaning on
Saturdays. It is not included in their duties and
responsibilities to maintain or clean any personal stuff of
employees.
e. Employees must keep a periodic filing in their respective
work areas. Let us place our files/folders in the steel
cabinets, drawers, cabinets, and/or even boxes. A sound
filing system indicates discipline, which is a tool towards
work efficiency.
Illness and injury
Workplace Injury Management and Worker's Compensation include facilities related

to workplace safety. Employees either in corporate office or factory or site office are
provided proper health security to work in a safe environment. It is the company's liability to
provide facilities to employees related to the workplace. This facility includes ESI, life
insurance, medical insurance.
All employees, including part-time, temporary, contractual, and probationary

employees, are eligible for workers' compensation benefits in the event of an injury arising
from or in the course and scope of their employment. The company gives a thorough laborers'
remuneration protection program at no cost to representatives, following the law. This
program covers any damage or disease maintained throughout work that requires restorative,
careful or clinic treatment.
▪ The process to be followed if an injury occurs is as follows:

▪ The priority in the event of an injury at work is medical attention.
▪ In the event of any severe injury, an ambulance should be called for.
▪ The manager must then complete a report in the Register of Injuries.
▪ The standard report must include:
• Employee details
• Time and location of the injury/incident occurred
• Details of the injury including:
▪ Part of body injured

▪ Time lost
• Name of the first aid attendant
• Details of first aid treatment
• Details of any investigation of the accident
Performance rating
Know your position's duties, make productive use of time and equipment, give a
good day's work, and maintain services at an acceptable level of competence. Apply
yourself to the official business of the ZIKE Manufacturing Company, deferring personal
business outside of working hours.
You should avoid
• unsatisfactory work performance for no valid reason, in any particular day or

assignment;
• repeated mistakes due to carelessness, negligence, or inattentiveness to the assigned
work;
• unexplained failure to perform regular duties or special assignments within the time
such duties or assignments should have been customarily accomplished;
• restricting output, slowing down, or encouraging others to do so;
• refusal for overtime work without valid reasons or after being scheduled to work
according to the company policy on overtime;
• attending to personal business during working hours.
Any of the following instances is considered sufficient ground for dismissal:
• deliberate insubordination, or intentional failure or refusal to carry out reasonable

orders, instructions, or directives of superiors;
• gross or habitual neglect of duties.
Changes in personal data

o Policy
It is the responsibility of each employee to promptly notify Human Resources of

any changes in personal data. Personal mailing addresses, telephone numbers, numbers,
and names of dependents, individuals to be contacted in the event of an emergency, an
educational accomplishment, and other such information should be accurate and
current at all times. It is also essential to update benefits records, including beneficiary
designations.
o Procedure
If any personal data has changed, the employee should provide updated
information as soon as reasonably practical. Change of Address and Emergency Contact
Information should be submitted electronically utilizing the Employee Web Services site.
The HR website includes tax forms and forms and addresses for the employee to update
personal information with insurance carriers' benefits. Change of names will only be
processed with legal documentation, i.e., court order, marriage certificate, or divorce
decree, and a new Social Security Administration (SSA) card or documentation of
application for a new card. Submit this information to the Human Resources Office and
the "change of name" form (available in the office). Processing usually takes 3-5 working
days. The purpose of this documentation is to ensure that the employee's Form W-2 or
wage and tax report matches the information on file with the SSA.
What to do when there is a problem arise
▪ ZIKE Manufacturing Company is committed to providing the best possible working

conditions to its employees and associated members.
▪ ZIKE Manufacturing Company strives to ensure fair and honest treatment of all
employees. Head of the department, Managers, employees, and other
associated members are expected to treat each other with mutual respect. Employees are
encouraged to offer positive and constructive criticism.
▪ All problems can be resolved to everyone's total satisfaction but only through mutual
understanding and discussion with employees and management. This confidence is
essential for the operation of an efficient and harmonious work environment and ensures
everyone's job security.
▪ ZIKE Manufacturing Company is committed to respecting the right of workers to
associate peacefully. The company also authorize its workers to join any
workers association, trade union, or establishing any workers committee for representing
before the management the amicable solution of their problems and promoting better
relations between workers and the management or away from the frictions that may arise
between the workers and management in day to day work.
PRIVILEGES AND BENEFITS
o SSS coverage
▪ The Philippines' government initiated, developed, and promoted the Social
Security Act of 1997 or known as the Republic Act. No. 8282, a law that mandates
all employees hired by private companies to become SSS members. The Social
Security System aims to provide financial assistance for its members when they
cannot work due to socially recognized hazard conditions, which resulted in the
loss of income or financial problems. Employees are required to pay their monthly
contributions depending on the employees' actual monthly salary.
o Philhealth
▪ The Republic Act 7875 is a socialized health insurance program that provides
comprehensive health care services to all Filipinos. All employees are required to
be contributors to Phil-Health. Phil-Health is administered by the Philippine
National Health Corporation, which is designed to provide employees with a
practical means of paying for medical care. Members and their dependents are
provided with health and hospitalization subsidies given the circumstance that
they have been hospitalized. The Monthly contributions are based on the actual
employee monthly salary.

o PAG-IBIG
▪ The Republic Act 7835 or the PAG-IBIG Housing Development Program requires
employers to pay on behalf of their employees to the Home Development and
Mutual Fund. PAG-IBIG is a government agency that provides the lowest interest
in housing and land acquisition loans to its members. This opportunity will
motivate the employees to have a better plan in owning a house since the payment
plan involves the direct deduction of employees' monthly salary.
o Maternity leave
▪ Every woman who has been the permanent employee of the company becomes
eligible for maternity leave under particular circumstances.
▪ Every eligible woman is entitled to receive maternity benefit for a maximum period
of 12 weeks, of which not more than six weeks must precede the expected date of
commencement. The benefit is only for the women who do not work during these
12 weeks. The other conditions, including the payment of contributions, are the
same as in sickness benefit as per factory law 1948. The benefit roughly amounts
to the average daily wages of the eligible woman. It also covers miscarriage,
sickness during pregnancy, premature birth, and death during confinement.
Note:
➢Eligible employee refers to "employee who has completed a minimum of
six months of service with ZIKE Manufacturing Company
➢All leave shall be recommended and sanctioned by Admin. /HRD
department in consultation with HOD and the Directors.
➢In case of any emergency, the employee can submit the prescribed leave
application form on the same day (For one full day or more or half).
o Paternity leave
▪ All legally married male employees are entitled to seven working days up to four
(4) childbirth or miscarriage of legal spouse to be availed within sixty (60) days from
delivery/ miscarriage.
o Retirement benefits
▪ All employees from the private sector may retire from age sixty up to age sixty-
five, at which retirement becomes compulsory, and must have spent five (5) years.
Retirement pay must be equivalent to half of a month's salary for each year of
service, and a fraction of a minimum of six (6) months is therefore considered
annual. The following must be included in a half month salary:
a. Fifteen-day salary based on the last salary payment,
b. the pay equivalent of five days of incentive left,
c. 1/12 of the 13th-month pay. Therefore, one and one-half month salary is
equal to twenty-two and a half days.
▪ Minimum Retirement pay = Updated daily pay rate x 22.5 days per month x number
of years of employment-based on employer-employee arrangements; other
benefits can be included in the retirement pay such as a Collective Bargaining
Agreement (CBA).
o Accident insurance
▪ Accident insurance is a sensible way for your company to deal with the
increasing costs due to many of today's medical plans. Accident insurance allows
you to deliver a comprehensive employee benefits package while protecting
your company's bottom line.
▪ COVERAGE
➢ Accidental Death and Total or Partial Permanent Disablement
➢ Unprovoked Murder and Assault
➢ Medical Reimbursement
➢ Burial Expense
➢ Daily Hospital Income Benefit
o Vacation leave
▪ Thirteen (13) vacation days, with an additional one (1) vacation day per year
starting on the second year of service and convertible to cash at the end of each
year. The maximum total vacation leave is eighteen (18) days.
o Sick leave
▪ Twelve (12) days a year for the first two years of service. Additional one sick leave
per year starting on 2nd year of service. The maximum total sick leave is 15 days.
All accrued leave days are convertible to cash in December each year.
o Mortuary benefits
▪ The deceased employee's beneficiaries are entitled to an income benefit if they
died due to a work-related injury or sickness. They shall receive an income benefit
paid at the beginning of the month of death of the member and will continue for
as long as they are entitled. The surviving legitimate spouse is entitled to receive
income benefits until he or she remarries. Each dependent child, not exceeding
five, counted from the youngest and without substitution, shall receive ten percent
more as dependent's pension.
▪ Php 20,000 may be granted to the beneficiaries of an employee who died due to a
work-related accident or disease.
o Solo Parent Leave
▪ Seven (7) working days parental leave for single parents certified by DSWD.
o Bereavement
▪ Three (3) days in an immediate family member's death include the employee's
children, parents, grandparents, brother, sister, spouse, and parent-in-law.
o Calamity Leave
▪ A two-day leave to employees seriously affected by calamities will be given (must
be supported by a government proclamation).
o Magna Carta for Women

▪ Sixty (60) calendar days will be given to all female employees who underwent
surgery. They are caused by gynecological disorders and have rendered at least six
(6) months of continuous service for the last twelve (12) months before surgery.
▪ TERMINATION OF EMPLOYMENT
o Causes of termination of employment
▪ Resignation: Employment termination initiated by an employee.
▪ Discharge: Employment termination initiated by the company.
▪ Layoff: Employment termination initiated by the company because of an
companyal change.
▪ Retirement: Started by the worker meeting age, length of administration,
and some other retirement criteria from the association.
o Causes of termination of appointment
▪ Incompetence, including lack of productivity or low quality of work
▪ Insubordination and related issues such as dishonesty or breaking company
rules
▪ Attendance issues, such as frequent absences or chronic tardiness
▪ Theft or other criminal behavior, including revealing trade secrets
▪ Sexual harassment and other discriminatory behavior in the workplace
▪ Physical violence or threats against other employees
o Effects of termination of appointment and employment
▪ DISCIPLINE & DISCIPLINARY PROCEDURES

o Policy on employee's conduct
▪ Office time starts from 8:00 am to 5:00 pm with a one-hour lunch break. The
day-offs are on Saturday and Sunday. Also, the management expects the
Employees to maintain punctuality. Absence without information will be
considered a severe offense as it affects the activities of the company.
▪ Any employee who reports to the office after 10:00 am continuously for no.
of days would be countable as casual leave.
▪ Every employee must follow the company's movement where the employee
should punch their login time and logout time through their punch card while
moving in and out of the office premises during working hours.
▪ Further, an employee coming late to work or found absent from his work
station/ place of work during working hours, without any sufficient reason or
without getting any prior authorization from his/her supervisor, then the
competent authority may, at its discretion, also take suitable disciplinary
action against the employee concerned.
▪ Every employee of ZIKE Manufacturing Company is provided with an
employee ID card. The employees must maintain the ID card while they are
on duty.
▪ Management will take strict actions against employees engaged in playing
computer games, playing music, chatting, singing, etc., or any other
unproductive activities during office hours.
▪ Employees can receive their calls, but it should not disturb others present in
the company. Employees are not allowed to waste productive time on
personal phone calls for a longer duration.
▪ Employees should keep their cell/ mobile phones on Vibration mode while
they are on duty.
▪ Friends/ relatives are allowed to visit the office, but it should not disturb other
employees, and their visit should be brief.
▪ No employee will use the company's telephones and fax facilities for private
purposes except with prior permission from his/her supervisors/ Reporting
authority/ management. In case of emergency, such use is permitted.
▪ Management will not tolerate any employee who is consuming Pan Masala,
Gutka, Smoking Cigarettes, Spitting in the office premises, or indulging in
any such activities.
▪ Negligence working nature of employees will not be tolerable by the
management.
▪ Every employee must make the entry if they are taking any official belongings
to their respective homes (i.e., books/magazine/ laptop/pen drive, etc.), and
in case of any damage/ loss, then that particular employee is liable for it.
▪ No employee shall share information about ZIKE Manufacturing Company
with any person whosoever except in the interest of ZIKE Manufacturing
Company’s work or with the Director's written permission.
▪ Organizational conflicts should be raised and resolved within the
organizational procedures. The conflict issues should not be discussed with
other Organizations/News/Media without the Director's prior approval.
o General rules and regulations
▪ Dress Code - Our Company follows the dress code. However, an employee
position may also inform how they should dress up. If an employee is in the
marketing department wherein meeting client and customer is a regular
practice, the employee is expected to follow a formal dress code. The
employee is also expected to come well dressed and clean.
▪ Cybersecurity - It is necessary to define guidelines for using the computer,

phones, internet usage, social media to protect the assets and enhance
security.
▪ Internet Usage - The company provides internet to employees basically for
business purposes. However, occasionally it can be used for a personal
purpose, to the point; it is not obstructing typical job responsibilities of
employees. There are points which are to be followed while using the
company's internet.
• Downloading of obscene, offensive material.
• Sharing of confidential information with others.
• Interfering with other employee's privacy.
• Downloading or uploading pirated movies or related material.
• Surfing of websites which can damage the company's network
• Doing any illegal activities like hacking, fraud, etc.
▪ Cell Phone - The use of a cell phone is a necessity today. We, as a company,
allow the use of cell phones for business purposes or personal purposes.
However, a few points to be kept in mind are:
• Use cell phone maximum for business use like business calls or any
cell phone app for business purpose, calendars, etc.
• Keep cell phones minimum for personal use in-office hours. Try using
a common area or meeting room for personal use as it does not
disturb colleagues.
• Using cell phones for playing games during office hours is strictly
prohibited.
• Cell phones are not allowed in the area where the company's
confidential records are being kept. Also, the sharing of confidential
information is not allowed with cell phones.
• Uploading or downloading of inappropriate or illegal material is
prohibited with the use of cell phones.
▪ Company's Email - As per the code of conduct policy at the workplace, the
use of email is being guided as follows:
1. Use corporate email id for business purposes: The use of email for
the official purpose can be without any limitation. An employee can
go to the company's newsletter and other services required for
professional growth.
2. Use for a personal purpose: Company's email can be used for
personal purposes as far as it is safe for its server. It must not have a
spasm, and an employee should not use it for sending confidential
information belonging to corporate.
3. An employee should implement the model code of conduct for the
use of emails.
The general expectation regarding the use of email is as follows:
o No Signing up for illegal websites etc.
o No Sending of marketing content or email etc.
o Registering for competitor's services unless you are
authorized to do it.
o No Sending of discriminatory messages and content
o No spamming other employee emails.
▪ Social Media - The company provides access to social media for its
employees. Code of conduct for employees defines the use of social media.
Generally, social media can be used both for personal and professional
purposes.
Specific guidelines to be followed by the employee while using social

media on company premises:
• No excessive use of social media for personal purposes while in office.
• It must not interfere with the routine of employees
• No exchange of any offensive or derogatory material
• Company's confidential information not to be shared on the social media
platform. Any breach of rules and regulations will demand disciplinary
action against the employee.
▪ Official Use of Social Media - Following the guidelines mentioned under the
"code of conduct at work" is compulsory while using social media for official
use.
▪ Be active and patient with the use of social media
▪ Have a discussion only on the topic of one's area of work
▪ Avoid getting into a discussion which does not belong to employees area
of work
▪ Seek help from the public relations department before posting the main
content.
▪ Confidential information:
• Employees of the company maintain the confidentiality of information
that is not to be shared outside as it might be harmful to the company
and gainful for the competitor.
• Sometimes confidential information is shared with senior management
basis their position. Such information, when entrusted, must not be
shared in public. Disclosure of confidential information can be done only
when permitted by senior management or bylaws to do so.
▪ Fair Dealing - One example of the code of ethics deals rightly with employees,
suppliers, contractors, customers, etc. No one is allowed under the code of
conduct policy to take unfair advantage of anyone through manipulation,
abuse of privileged information, misrepresentation of material facts, or any
other unfair dealing practice.
▪ Company assets - Company assets should be used with caution. There must
not be any wastage, misuse of company assets, resulting in loss of company
profitability. All business assets shall be used only for legitimate business
purposes.
▪ Professionalism - The employees are expected to follow the Professional
Code of Ethics. They must behave professionally in their work and deal with
other colleagues, customers, suppliers, etc. They are also expected to
maintain integrity & honesty in all their work. Ethical and legal standards
should be maintained in business. Employees must help the company to
maintain an open and supportive environment. The employees must also try
that there should not be any misrepresentation of facts.
▪ Financial information - Financial information is needed in order to make the
proper management decision. Many employees working in the finance
department come across such information. Employees must try not to share
such information outside. Also, employees are expected not to disturb
financial data. All financial transactions must be accurately recorded in case
there is any discrepancy. It must be reported immediately to the manager or
supervisor.
▪ Gifts and other benefits - The model code of conduct says that employees
should not be given or accepts benefits or privileges arising because of one's
position in the company and which are given or taken with the intent to
influence any business decision. Acceptance of money, gifts, or other benefits
is strictly prohibited. However, as per the code of conduct policy, gifts of
minor values like a pen, diaries, etc., are acceptable. In case of doubts about
accepting gifts, one can discuss the same with his/her supervisor and
accordingly. HR can also be consulted on the same.
▪ Harassment - The Company is committed to providing an environment free
from any kind of discrimination based on religion, caste, creed, marital status,
etc. Employees are also expected to support the company on the same.
However, if an employee comes across any kind of harassment activity by any
customer or supplier, the company will provide the affected employee with
all the support and provide preventive measures.
▪ Compliance with laws and agreement - All employees shall conduct business
in compliance with all applicable laws and regulations of the particular
district, state, or country.
▪ Fraud - Any kind of fraud intentionally is subject to strict disciplinary action:
Some examples of fraud are:
• Misrepresentation of financial data
• Submission of the false financial report
• False reporting of any kind of financial transactions
• Forged checks
▪ Bribe - Abiding by the values under the "Code of ethics," bribe of any kind is
not accepted in the company. There should not be any incidence of offering
directly or indirectly any types of gifts, anything of value to the partners,
customers, colleagues, etc. to:
• Get business
• Affecting business decisions
• Taking unfair advantage of one's position.
▪ Relationship at work - Any personal involvement with a colleague, customer,
and supplier can distract the team's normal working. Any such issue must be
discussed with the manager or HR, and corrective actions can be taken
accordingly.
▪ Lobbying - Lobbying or any such related activity must be regulated. There
should be no company representation in any such meeting until it is
specifically designated by the company to do so.
o Disciplinary sanctions
▪ It is to regulate discipline in the workplace with the crucial principle that the
employer and the employees should treat each other with mutual respect. In
the first instance, disciplinary action aims to bring change in the behavior in a
positive manner rather than to terminate services. Before a problem becomes
a disciplinary issue, the head of the team concern should guide, inform, or
remind the employees informally on the applicable rule or performance
situation. Such directing isn't seen to shape some portion of formal
disciplinary activity yet is somewhat a piece of everyday correspondence
inside the association. Formal procedures do not have to be invoked every
time a rule is broken, or the standard is not met. Informal advice and
correction are accepted as the best and most effective way to deal with minor
work discipline violations.
▪ Dismissal would be reserved for cases of serious misconduct or repeated
offenses. The offense's seriousness will determine the action to be taken and
not necessarily the number of occasions the misconduct was committed. The
procedure is as follows:
• If any employee is found creating problems in the workplace,
immediate disciplinary action will be taken against him/her. The
Director deputes a committee of two or three members of the
company or may even depute anyone from an external source or any
other partner organization in the committee.
• The committee members will do a detailed investigation on the
matter and prepare a report on the issue and submit it to the
Director.
• The Director makes the crucial decision on the findings of the
investigations done.
• During this period of inquiry, the accused employee will remain under
suspension.
• The above-stated procedure is flexible depending upon the situation.
o Table of offenses and sanctions
REMEDIAL ACTIONS
VIOLATIONS
1st 2nd 3rd 4th 5th
Tardiness V W S(3) S(7) T
Absenteeism W S(1) S(5) S(7) T
Not able to Return to Work following the Expiration of
V W S(1) S(3) T
Absence or Leave
Disobedience of official orders S(3) S(5) S(7) D
Failure to meet work performance W S(1) S(5) S(7) T
Early dismissal without approval from the supervisor W S(1) S(5) S(7) T
Improper uniform V S(1) S(5) S(7) T
Loitering during working hours V S(1) S(5) S(7) T
Eating outside prescribed time V S(1) S(5) S(7) T
Sleeping during working hours W S(1) S(5) S(7) T
Fighting or attempting to harm another employee S(7) T
Threatening or harassing any member of the company S(7) T

Committing criminal offenses T
Reporting to work under the influence of alcohol or
S(7) T
drugs
Using harsh and explicit language within the premises
W S(1) S(3) S(5) T
of the company
Smoking inside the company premises V S(1) S(5) S(7) T
Sabotage T
Theft T
Disobedience to company rules and regulations V W S(2) S(5) T
Falsification of company records T
Dissemination of confidential information without
T
approval
LEGEND:
V Verbal Warning
W Written Warning
S(#) Suspension (number of days of suspension)

Document Code Page No.: 1 of 3
Prepared by
Approved by

STANDARD PROCEDURES DOCUMENT

SUBJECT STANDARD PROCEDURE FOR RECRUITMENT
T Terminated
I. PURPOSE
This document aims to ensure that the standard procedure is followed for the recruitment of
all vacant positions.
II. SCOPE
It applies to all employees who are involved in the recruitment process. It refers to all potential
job candidates.
III. REFERENCE
Personnel Requisition & Position Profile Form
IV. RESPONSIBILITY
1. Management and Supervisors
(a) They must ensure that they are familiar with the recruitment policies and
procedures, and they must understand and follow them accordingly.
2. Human Resources Department
(a) They must ensure that a recruiting and selection policy and the guideline, must
follow and maintained.
V. PROCESS
1. Application Processing
(a) Complete application material must be sent to HR first to:
(i) Obtain and record the original application materials like applicants'
information and resume.
(ii) Track the hiring process.
(iii) Respond to the applicant's inquiries
(iv) Ensure that all applicants are appropriately notified of the vacancy status
following the end of a search.
Prepared by
Approved by


(b) After the applications have been recorded, it will be forwarded to the Hiring
Managers, who have the authority to conduct their screening and interview
process.
3. Budget Verification Policy
(a) The salary and fringe benefit funding must be available for the entire fiscal year
and permanently for all positions.
(b) Positions will not be posted or advertised until the required funding has been
verified.
4. Internal Candidates and Internal References
(a) HR shall include sufficient information on the opening of a job to workers

wanting to seek other positions. This information exchange between Human
Resources and a current employee is kept confidential.
(b) Internal candidates must notify their supervisor of their interest in an opening
when they are selected for an interview.
(c) If selected for the position, the current Reporting Manager of the internal
candidate and the future Reporting Manager must develop an effective
transition plan keeping in mind the needs of both operations. The plan should
be reasonable and mutually agreed upon.
(d) If an employee wishes to refer someone from his friends or other references is
welcomed. Remuneration amount.
5. External Candidates and Interview Process
(a) Based on the Job Description, the resumes received from the recruiting agency,
referral, or other sources to be shortlisted and screened by HR.
(b) HR would then forward these shortlisted resumes to the concerned Hiring
Manager for Technical screening.
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(c) HR will have a preliminary round of interviews and then will forward for a
technical round of interview. There could be one to three rounds of Technical
Interviews if required.
(d) If the applicant is suitable for the required profile, the Hiring Manager should
inform HR for further discussions.
(e) Reference checks are mandatory for all the level of recruitment except for
freshers. It will be done through email or phone, and the outcome will be
captured and attached to the personal file. No offer will be given without a
reference check.
(f) The Selected Applicant will be made an offer.
(g) Once the selected applicant accepts the offer, he/she is hired, and an accepted
offer letter begins a process of filling out and filing paperwork related to
employment.
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STANDARD PROCEDURE FOR HANDLING COMPLAINTS &
SUBJECT
GRIEVANCES
I. PURPOSE
a. To have a standard procedure for handling customer complaints and grievances.
II. SCOPE
It applies to all customers/consumers/ users of the product produced by ZIKE
MANUFACTURING COMPANY.
III. REFERENCE
Proof of purchase with our product listed.
IV. RESPONSIBILITY
1) LISTEN AND LET THE CUSTOMER FINISH WHAT THEY HAVE TO SAY
a) Upon being summoned to receive criticisms, the customers have from the service the firm
offers; the attendants must listen carefully to the customers. It will create an assuring act
that the complaints and feedbacks have been taken into importance. Respect how the
customer feels and repeat what he is complaining about. Say an apology no matter what
the circumstance may be.
2) SAY AN APOLOGY AND ASSURE HIM THAT THE MANAGER WILL FACE HIM TO HEAR HIS
COMPLAIN.
i) Do not get tired of apologizing. Re-assure the complainant that all complaints will be
addressed. Ask further questions with concern. By doing so, it will help customers feel
like they are valued and that the things they have to say are important. Call the
attention of the manager to help resolve the customer's complaint.
3) APOLOGIZE AND OFFER POSSIBLE SOLUTIONS TO BETTER THE SITUATIONS.
i) For the manager, upon hearing the complaint, utter an apology. Make him
understand that the service does not usually falter; unlikely instances such occurs at
times. As an amendment, offer something to resolve the complaint.
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STANDARD PROCEDURE FOR HANDLING COMPLAINTS &
SUBJECT
GRIEVANCES
4) RE-ASSESSMENT OF THE SITUATION

i) Re-assess the amendment given. See if it effectively resolves the problem. Most
importantly, check if it better the service experience of the complaining customer. It
is one way to verify that their concerns were satisfactorily addressed after the
dissatisfaction experienced.

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HUMAN RESOURCE MANUAL

Presented to the faculty of Industrial Engineering Department

In Partial Fulfillment of the Requirements for the Degree of

This human resource manual for ZIKE Manufacturing Company employee

ZIKE MANUFACTURING COMPANY

SECTION HUMAN RESOURCE DEPARTMENT

The ZIKE Manufacturing Company envisions to be the leading manufacturer and

distributor of handy, effective, and efficient products to the consumers.

The ZIKE Manufacturing Company aims to:

• Provide customers with handy products.

• Manufacture products with high quality.

• Operate safely and empower employees to improve the company continuously.

• Contribute to the development of the community.

To be the Philippines' number one DeoWipes and expand to more areas

ZIKE MANUFACTURING COMPANY

SECTION HUMAN RESOURCE DEPARTMENT

• Reliability. We are always trying to get the right thing done.

• Openness. We are sharing ideas, information, and people freely.

• Accessibility. ZIKE Manufacturing Company company is accessible, both socially and

economically, for each type of consumer.

FIGURE: COMPANY LOGO

companies have a name that starts with this letter.

achieve its long-term goals.

ZIKE MANUFACTURING COMPANY

ZIKE MANUFACTURING COMPANY

POSITION: GENERAL MANAGER

property, accounting, and handling of money.

• Knows how to manage and motivate the team.

• Knows how to oversee the recruitment and training of staff.

• Evaluate the department or division performance by examining revenues, costs, sales or

service volume, and other statistical data.

• Must set employees' work hours and shifts.

• Resolve conflicts among employees inside the management.

responsibilities if one of them is absent or at a day off.

• Handles assignments assigned by the immediate Superior.

ZIKE MANUFACTURING COMPANY

✓ Candidate must possess a bachelor's College Degree, Post Graduate Diploma/Manager's

Degree, Doctorate (Ph.D.) in Business Administration, or Industrial Engineer.

✓ Must have two years of experience in business management.

TYPE OF SKILLS AND PERSONAL ATTRIBUTE

✓ Knows how to plan, Budget, Sales, and Marketing.

✓ Has the ability to motivate and lead the team.

✓ Provide leadership and strategic direction for the development of production.

✓ The candidate must be proactive and responsible.

✓ Oral and written skills must be excellent.

✓ Must have a strong commitment to the job.

ZIKE MANUFACTURING COMPANY

POSITION: SALES AND MARKETING SPECIALIST

marketing materials can be delivered to the public.

report and other customer feedback.

• Change campaign strategies, if appropriate, to respond to data tracking efforts.

schedules, competitor offerings, product specifications, and demographic data.

• Performs cost-benefit and needs analysis of existing/potential customers to meet or exceed

• Reach negotiated revenue goals and performance within the timeline.

• Analyze the market's potential, track sales, and status reports

ZIKE MANUFACTURING COMPANY

and potential for new products and services.

• Handles assignments assigned by the immediate Superior.

✓ Must be a bachelor's Degree in Marketing Advertising or related discipline.