RHCM New Companypolicy

RED HAMMER CONTRUCTION AND MAINTENANCE, INC.
INTRODUCTION
The Company has prepared this handbook to provide you with an overview of the Companys
policies, benefits, and rules. It is intended to familiarize you with important information about the
company, as well as provide guidelines for your employment experience with us in an effort to
promote a safe and healthy work environment. Please understand that this handbook only highlights
company policies, practices, and benefits for your personal understanding and cannot, therefore, be
construed as a legal document. It is intended to provide general information about the policies,
benefits, and regulations governing the employees of the company, and is not intended to be an
express or implied contract. The guidelines presented in this handbook are not intended to be a
substitute for sound management, judgment, and discretion.
It is obviously not possible to anticipate every situation that may arise in the workplace or to
provide information that answers every possible question. In addition, circumstances will
undoubtedly require that policies, practices, and benefits described in this handbook change from
time to time. Accordingly, the company reserves the right to modify, supplement, rescind, or revise
any provision of this handbook from time to time as it deems necessary or appropriate in its sole
discretion with or without notice to you.
All of us must work together to make the company a viable, healthy, and profitable
organization. This is the only way we can provide a satisfactory working environment that promotes
genuine concern and respect for others including all employees and our customers.
COMPANY PHILOSOPHY
In keeping with the companys philosophy of open communication, all employees have the
right and are encouraged to speak freely with management about their job-related concerns.
We urge you to go directly to your supervisor to discuss your job-related ideas,
recommendations, concerns and other issues which are important to you. If, after talking with your
supervisor, you feel the need for additional discussion, you are encouraged to speak with the
managers.
The most important relationship you will develop at the Company will be between you and
your supervisor. However, should you need support from someone other than your supervisor, the
entire management team, including the company president, is committed to resolving your individual
concerns in a timely and appropriate manner.
RHCM-COMPANY POLICY-2009
Page 1 of 40
PART I
Page 2 of 40
EQUAL EMPLOYMENT OPPORTUNITY

It is the policy of the Company to provide equal employment opportunity to all employees
and applicants for employment and not to discriminate on any basis prohibited by law, including race,
color, sex, age, religion, national origin, disability, marital status or veteran status. It is our intent and
desire that equal employment opportunities will be provided in employment, recruitment, selection,
compensation, benefits, promotion, demotion, layoff, termination and all other terms and conditions
of employment. All managerial personnel are committed to this policy and its enforcement.
Employees are directed to bring any violation of this policy to the immediate attention of their
supervisor or the managers. Any employee who violates this policy or knowingly retaliates against
an employee reporting or complaining of a violation of this policy shall be subject to immediate
disciplinary action, up to and including discharge. Complaints brought under this policy will be
promptly investigated and handled with due regard for the privacy and respect of all involved.
EMPLOYMENT ON AN AT-WILL OPPORTUNITY

All employees of the company, regardless of their classification or position, are employed on
an at-will basis. This means that each employees employment is terminable at the will of the
employee or the company at any time, with or without cause and with or without notice. No officer,
agent, representative, or employee of the company has any authority to enter into any agreement with
any employee or applicant for employment on other than on an at-will basis. Furthermore, nothing
contained in the policies, procedures, handbooks, manuals, job descriptions, application for
employment, or any other document of the company shall in any way create an express or implied
contract of employment or an employment relationship on other than an at-will basis.
Page 3 of 40
SELECTION
Selecting the right person for the job is a joint responsibility of the Human Resource Department and
the line managers/supervisors/heads. Screening and final selection is done by the Human Resource
Department with the objective of arriving at a decision to hire the appropriate person for the vacant
position.
Selection process will go through:
1.
2.
3.
4.
5.
6.
7.
Submission of resume and Application Form accomplishment

Pre-qualifying examination.
Pre-qualifying interview
Final interview
Background Investigation
Medical Examination
Submission of pre-employment requirements
HIRING
Probationary Employee
Probationary employment shall not exceed six (6) months from the date the employee started
working probationary status.
Regular Employee
A probationary employee will be considered a Regular Employee if he/she has completed and
successfully passed the six (6) months Probationary Employment Period with performance that has
been proven to be satisfactory based on the review and appraisal made by his/her immediate superior.
PERSONNEL FILES
Personnel files are the property of Red Hammer Construction and Maintenance, Inc., and access to
the information is restricted. Only management personnel who have legitimate reason to review files
are allowed to do so.
Employees who wish to review their own file should inform their immediate superior. With
reasonable advance notice of three (3) days, the employee may review his/her personnel file in
Companys office and in the presence of their immediate superior or Human Resources
Representative.
Page 4 of 40
Employee personnel file must include the following:

o
o
o
o
o
o
Recruitment and Employment Requirements

Job Description
Training Records
Salary History
Memorandum/Disciplinary Action Records
Performance Evaluation Records
PERFORMANCE EVALUATIONS
Employees may have their job performance reviewed on an annual basis by either their supervisor or
by the manager of the company.
PERSONNEL DATA CHANGES
It is the responsibility of employees to promptly notify their supervisor or the Human Resource
Department regarding any changes in personnel data such as:
o
o
o
o
Mailing Address
Telephone Numbers
Name and Number of Dependants
Individuals to be contacted in case of emergency
An employees personnel data should be accurate and current at all times. Any changes must be
notified to the immediate superior as soon as the changes had been made.
Page 5 of 40
PART II
Page 6 of 40
IMPLEMENTATION OF THE DISCIPLINARY ACTION

Implementation Matrix
The following procedures shall be followed for the implementation of the disciplinary action:
Penalty
Immediate
Superior
Verbal
Reprimand or
Warning
conducts meeting with

Employee (EE)
documents results of
meeting
prepares and signs notice
to explain (NTE)
serves NTE on EE
prepares and signs NTE
serves NTE on EE
schedules suspension
prepares and signs notice
of decision
serves notice of decision
and sends such notice is
employees test known
address
Written
Reprimand
Suspension
Dismissal or
Termination
Manager or
Next Level
Superior
Department Head
signs NTE
signs notice
of decision
clears and
approves with
HR the decision
to dismiss
signs notice of
decision
In implementing the disciplinary action, the employees must at all times be furnished with a
copy of the decision.
In all cases, the immediate superior serves the notice(s) on the employee.
To ensure that the objective of the disciplinary action is met, manager, supervisor should
implement it immediately after the decision has been reached.
In all cases involving disciplinary action, the dignity of the employee must be upheld, and he
must be accorded a fair and human treatment.
Page 7 of 40
TYPES OF PENALTIES
A. Verbal Reprimand or Warning
This is one-on-one meeting between the immediate superior and subordinate to:
discuss the discipline problem

discuss means of improvement
agree on improvement plan that the employee should undertake
remind the employee of possible consequences should the discipline problem persist
enable superior to document the situation
The immediate superior must document the verbal discussion.
B. Written Reprimand
This is a written notice to the employee stating the offenses committed with strong
warning that a repetition of the same offense will be dealt with more severely.
C. Suspension
A temporary debarment of an employee from work, without pay.
Preventive suspension, however, is not a penalty but a precautionary/preventive measure
adopted by the company. It is an on-the-spot suspension prior to and/or during
investigation, where the employees presence within the company premises would pose a
serious and imminent threat of danger to the life or property of his employer and coemployees.
D. Termination/Dismissal
An involuntary separation from service. A dismissed employee forfeits his final pay, all
benefits and privileges without prejudice to any appropriate legal action the company may
file/institute against him.
E. Restitution or Reparation of Damage Caused
In addition to the appropriate penalty in cases involving loss of, or damage to company
property, the offender will be required to replace or pay for the property lost or damaged.
F. Filing of Civil and/or Criminal Action
Imposition of any of the above mentioned penalties shall be without prejudice to the filing
of any civil or criminal action that the aggrieved party or the company may file/institute
against the offender.
Page 8 of 40
SCHEDULE OF PENALTIES
A
B
C
D
E
F
Verbal Reprimand or Warning

Written Reprimand
5-day suspension (working days)
Dismissal/Termination
The following provisions of Part III, IV and V shall not limit the scope of acts of employees subject
to disciplinary action to those expressly identified or enumerated. Offenses that are not specifically
defined shall carry the penalty of the closest analogous offense.
Should a single act constitute two (2) offenses, the Company may impose both penalties as if they
arise out of different acts, or only the higher penalty, or penalty more severe that the higher penalty,
depending on the circumstances. Further, notwithstanding the following classification of punishable
acts and table of penalties, the Company may impose a graver penalty, depending on the
circumstances. The Company reserves the right to impose a higher or more severe penalty in any of
the following cases:
a) there is habituality in the commission of the same offense;
b) the offense deserves a graver penalty because it is the culminating incident in a series of
offenses committed by the employee; or
c) there are special aggravating circumstances such as open and flagrant disregard of
company rules, or the massive extent of the damage caused would warrant a higher
penalty.
Page 9 of 40
PART III
Page 10 of 40
OFFENSES AND PENALTIES

A. NEGLIGENCE OR NEGLECT OF DUTY
Acts of negligence and/or gross neglect of duty shall include but not limited to the following:
1. Omission to carry out or perform the duties, functions or assignment inherent to his position
or specifically given to the employee, including any conduct of the employee not conforming
to the applicable standards of care, committed during working time or on company premises,
tending to cause or resulting in personal injury, or damage to property belonging to the
Company or third parties or otherwise causing expenses to be incurred by the Company. If
warranted, the offender may be meted with either disciplinary action or restitution of damage
caused or both.
a.) Negligence is a failure to observe the degree of diligence demanded by the situation
taking into consideration the time, place, environment, among others, thereby
exposing the company to unnecessary risk or expenses.
PENALTY
1ST 2ND 3RD 4TH
B C
E
F
b.) Gross or Habitual Negligence is the absence of, or failure to exercise required care or
diligence, or the blatant disregard of the established rules and regulations or applicable
standard of care, thereby, causing or tending to cause loss or damage to the Company
or danger or injury to others.
PENALTY
1ST
F
Repeated acts of simple negligence shall be considered gross and habitual and shall be
dealt with accordingly.
2. While on duty, habitually leaving work assignment or work areas without permission from
his/her supervisor for short duration. (Established practices such as lunch period are excluded
from this rule).
PENALTY
1ST 2ND 3RD 4TH
A B
C E
3. Allowing another to use his/her ID card.
PENALTY
1ST 2ND 3RD
D E F
A Verbal Reprimand or Warning
B Written Reprimand
D Suspension, 10 working days

E Suspension, 15 working days
Page 11 of 40

C Suspension, 5 working days
F Dismissal/Termination
4. Using another employees ID card.

PENALTY
1ST 2ND 3RD
D E F
5. Sleeping during working hours
PENALTY
1ST 2ND
E
F
6. Leaving his office or place of work for reasons other than official company business and
without prior notice from his immediate superior.
PENALTY
1ST 2ND 3RD 4TH
C D
E F
7. Quitting or stopping from work without permission before official time-off.
PENALTY
1ST 2ND 3RD 4TH
C D
E
F
8. Knowingly furnishing false, misleading or grossly inaccurate data or information to persons
duly authorized to receive the same, arising out of the employees negligence or failure to
discharge his duty to make personal research, investigation or verification which act causes
prejudice to the Company.
PENALTY
1ST 2ND 3RD 4TH
B C
E
F
9. Hiding, losing or misplacing records, instruments, papers, deeds and documents of the
company, which causes prejudice to the Company.
PENALTY
1ST 2ND 3RD 4TH
B
C
E
F
10. Failure to comply with official orders, standard operating procedures and/or perform regular
assigned duties or specific instructions related to his duties (including failure to liquidate cash
advance within the required period from fulfillment or cancellation of the activity, event,
project, etc. for which it was applied).
PENALTY
1ST 2ND 3RD 4TH
B C
E
F
The penalty of dismissal may be imposed, depending on the gravity of the offense.
B Written Reprimand

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11. Leaving work assignment without being properly relieved.

PENALTY
1ST 2ND 3RD 4TH
B
C
E
F
12. Frequently entertaining personal visitors during working time or making personal telephone
calls (except when a personal telephone call is of an emergency nature).
PENALTY
1ST 2ND 3RD 4TH
B
C E
F
13. Unauthorized visiting, loafing, loitering during working hours.
PENALTY
1ST 2ND 3RD 4TH
B C
E
F
14. Reading non-work related materials or performing work of personal nature during working
time. (Reading materials directly related to the employees work are excluded from this rule).
PENALTY
1ST 2ND 3RD 4TH
B
C
E
F
15. Failure to notify or inform HRD within thirty (30) days of any change in civil status, address
and number of dependents.
PENALTY
1ST 2ND 3RD 4TH 5TH 6TH
A B
C D
E
F
16. During working hours, entering offices or place of work (jobsite) in improper attire not in
accordance with the company dress code, i.e. undershirt (sando) or basketball shirt or in short
pants, slippers, etc.
PENALTY
A B
C
D E
F
17. Failure to wear the prescribed uniform by employees who are required to wear the same.
PENALTY
1ST
2ND 3RD 4TH 5TH
Reminder A B C
F

B Written Reprimand

Page 13 of 40

18. Failure to wear or improper use of the prescribed Identification Card inside the Company
premises or place of work (jobsite).
PENALTY
1ST
2ND 3RD 4TH 5TH 10TH
Reminder A B
C
F
19. Failure to observe prescribed standards of work, or to fulfill reasonable work assignments due
to inefficiency or failure to attain work goals or work quotas, either by failing to complete the
same within allotted reasonable period, or by producing unsatisfactory results.
PENALTY
1ST 2ND 3RD 4TH 5TH
A B
D
E
F
20. Improper and/or non-accomplishment of reports/documents relative to the employees duties
and responsibilities, e.g. accomplishment report, remittance report, trip, ticket, etc,
PENALTY
1ST 2ND 3RD 4TH 5TH
B
C
D E
F
All other acts of negligence that cause or tend to cause damage or prejudice to the Company
shall be subject to the appropriate disciplinary action depending upon the gravity of the
offense.
B. DISHONESTY
Dishonesty is committed through:
1. Falsification and/or knowingly submitting falsified contents of reports/documents relative to
the employees duties and responsibilities, e.g. accomplishment report, remittance report, trip
ticket, etc.
PENALTY
1ST
F
2. Rendering services for another employer or personal client during working time, without the
knowledge or approval of the Company.
PENALTY
1ST
F

B Written Reprimand

Page 14 of 40

3. Failing or refusing to cooperate or testify in Company investigations unless the employee

himself is under investigation and his testimony will fringe or violate his constitutional right
against self-incrimination for a criminal offense.
PENALTY
1ST
F
4. Misappropriating, withholding funds or failure to account for any money of whatever
currency or denomination and/or property belonging to the company, whether or not profit or
personal gain.
PENALTY
1ST
F
5. Misappropriating, withholding funds or failure to account for or turn over to the company
immediately upon receipt thereof, any goods or money of whatever currency by a customer,
client or supplier, or their respective representatives.
PENALTY
1ST
F
6. Receiving kickbacks or clandestine profits in the course of his transaction in which he
represents the company.
PENALTY
1ST
F
7. Concealing defective work, weather resulting in prejudice to the company or not
PENALTY
1ST
F
8. Making false claims for cash advance and/or liquidation, reimbursements, false statements in
employment records, false testimony in Company investigations and/or any form of forgery.
PENALTY
1ST
F
9. Obtaining through fraudulent means materials, goods or services from the Company.
PENALTY
1ST
F

B Written Reprimand

Page 15 of 40

10. Knowingly giving false or misleading information or documents to seek or qualify for any
preference or benefit from the Company.
PENALTY
1ST
F
11. Swiping of another employees time card (logging in for another employee).
PENALTY
1ST
F
12. Falsifying or tampering any time keeping records or drawing salary/allowance by virtue of
falsified time keeping records.
PENALTY
1ST
F
13. Falsification of, or tampering with other Company records, instruments, documents or forging
signature of Company Officials.
PENALTY
1ST
F
14. Conniving with or inducing employees, superiors, customers, competitors or third person to
defraud or otherwise prejudice the Company or to commit an offense under the established
rules and regulations of the Company.
PENALTY
1ST
F
15. Attempted, frustrated or consummated theft or robbery of company property.
PENALTY
1ST
F
16. Attempted, frustrated or consummated theft or robbery of property belonging to another
person or employee within company premises.
PENALTY
1ST
F

B Written Reprimand

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17. Obtaining loan using another employees identity without his consent
PENALTY
1ST
F
18. Transferring and/or accepting cash advance proceeds to/from another employee without the
prior written consent or approval of the appropriate manager.
PENALTY
1ST
F
19. Engaging in the same business activities that are of the same nature with the operations or
business of the Company.
PENALTY
1ST
F
20. Failing or refusing to disclose to the Company any existing or future dealings, transactions,
relationships, etc., posing or would pose possible conflict of interest.
PENALTY
1ST
F
21. Tampering with another employees locker or drawer.
PENALTY
1ST
F
22. Other forms of deceit, fraud, swindling and misrepresentation committed by an employee
against the company or its representatives.
PENALTY
1ST
F
All other acts of dishonesty that cause or tend to cause damage or prejudice to the Company
shall be subject to disciplinary action depending upon gravity of the offense.

B Written Reprimand

Page 17 of 40

C. INSUBORDINATION
The following acts, though not exclusive, are deemed to be acts of insubordination:
1. Serious misconduct or willful disobedience by the employee of the lawful orders of his
superior.
PENALTY
1ST
F
2. Utterance of invectives, obscene, offensive and insulting words or willful disrespect by the
employee on the honor or person of his superior or any company executives.
PENALTY
1ST
F
3. Gross Insubordination and/or assault by the employee on the person of his supervisor or
company executive.
PENALTY
1ST
F
4. Willful holding back, slowing down, hindering or limiting work output.
PENALTY
1ST
F
5. Encouraging, coercing, inciting, bribing or otherwise inducing any employee to engage in any
practice in violation of the Companys work rules.
PENALTY
1ST
F
All other acts of insubordination that cause or tend to cause damage or prejudice to the
Company shall be subject to disciplinary action depending upon the gravity of the offense.

B Written Reprimand

Page 18 of 40

D. VIOLATION OF CONFIDENTIALITY OF WORK AND INFORMATION

The confidentiality of work and information is violated by an employee who commits:
1. Infidelity in the custody of Company documents by employees entrusted with the care and
custody of said documents.
PENALTY
1ST 2ND
D F
2. Spying on company confidential records, materials, systems, programs, codes, etc., for the
purpose of discrediting the Company and/or transmitting the same to others for personal
advantage or gain, to the prejudice of the Company.
PENALTY
1ST
F
3. Maliciously obtaining company confidential records, materials, systems, programs, codes,
etc., for the purpose of discrediting the Company and/or transmitting the same to others for
personal advantage or gain, to the prejudice of the Company.
PENALTY
1ST
F
4. Inducing, pressuring, influencing or bribing others to spy or obtain information for the
purpose of discrediting the Company and/or transmitting the same to others to the prejudice of
the company.
PENALTY
1ST
F
5. Making false or malicious statements concerning the good name of the company and services.
PENALTY
1ST
F

B Written Reprimand

Page 19 of 40

6. Revealing or issuing without authority, confidential information, data reports or similar

documentation, or trade secrets of the company to the third parties.
PENALTY
1ST
F
All other acts that violate the confidential nature of his employment and which cause or tend
to cause damage or prejudice to the Company shall be subject to disciplinary action
depending on the gravity of the offense.
E. IMPROPER USE OF COMPANY PROPERTY
COMPANY PROPERTIES IN GENERAL
1. Failure to prevent and/or report loss of company property, spoilage, wastage of products
within 24 hours resulting to loss of the Company.
PENALTY
1ST 2ND 3RD
B
D
F
Either first and/or second degree of penalty may be ignored depending on the gravity of the
offense.
2. Improper use and care of company property, including company facilities.
PENALTY
1ST 2ND 3RD 4TH
B C
D F
3. Use of company premises and/or equipment for illegal and unlawful transactions.
PENALTY
1ST
F
4. Unauthorized possession, use or lending of company property, equipment or materials.
PENALTY
1ST
F
5. Substituting company materials, property or equipment with another of inferior quality or
lesser value.
PENALTY
1ST
F
B Written Reprimand

Page 20 of 40

6. Violation of safety rules and regulation posted by the company or general safety practices in
the performance of work or in the use of company facilities for any purpose.
PENALTY
1ST 2ND 3RD 4TH 5TH
B
C
D
E F
The company reserves the right to recover actual damages plus interest on top of the penalty
imposed.
All other acts amounting to unauthorized, illegal, improper, and negligent use of company
property that cause or tend to cause damage or prejudice to the Company shall be subject to
disciplinary action depending upon the gravity of the offense.
F. VIOLATIONS RELATED TO HEALTH AND SANITATION
1. Conceals disease or illness, which endangers the health or safety of other employees.
PENALTY
1ST 2ND
C
E
2. Drug addiction
PENALTY
1ST
F
3. Refusal to submit and undergo drug-tests.
PENALTY
1ST 2ND
B
F
All other acts that cause or tend to cause damage or prejudice to the Company shall be
subject to disciplinary action depending upon the gravity of the offense.
G. MISCONDUCT
Whether committed by superior or subordinate, misconduct includes but shall not be limited, to the
following acts:
1. Engaging in horseplay or disorderly conduct in the workplace.
PENALTY
1ST 2ND 3RD 4TH
C D
E F
B Written Reprimand

Page 21 of 40

2. Maligning and/or intriguing against the person or honor of another employee, whether
committed by superior or subordinate, which tends to cast dishonor, discredit or contempt,
upon the employee.
PENALTY
1ST 2ND 3RD 4TH
C D
E
F
3. Circulating false rumors (pertaining to the employee of the company) at any time in the
company premises or place of work (jobsite).
PENALTY
1ST 2ND 3RD 4TH
C D
E F
4. Acts of immorality or indecent exposures within company premises or outside while on duty
or in uniform.
PENALTY
1ST 2ND
E
F
5. Hooliganism and Vandalism such as but not limited to deliberate tampering, defacing,
damaging or destruction of company property.
PENALTY
1ST 2ND
E F
6. Restraining, coercing, with threat or intimidation, another employee from testifying during
administrative hearings.
PENALTY
1ST 2ND
E
F
7. Possession by an employee of firearm or deadly weapon within the company premises unless
otherwise authorized in writing by the Company.
PENALTY
1ST
F
8. Inducing a disturbance resulting in the disruption or delay in operations.
PENALTY
1ST
F

B Written Reprimand

Page 22 of 40

9. Engaging in usurious activities.

PENALTY
1ST
F
10. Offering, soliciting or accepting bribes, whether in money or in kind, in connection with ones
work.
PENALTY
1ST
F
11. Drinking of alcoholic beverages during working time or on company premises or place of
work (jobsite) whether during working time or not, except at companys authorized functions.
PENALTY
1ST
F
12. Entering company premises or place of work (jobsite) under the influence of liquor or drugs.
PENALTY
1ST
F
13. Possession, or causing to be brought into company premises or place of work (jobsite),
prohibited, regulated and/or narcotics drugs except when such are medicines duly prescribed
to the employee by a physician.
PENALTY
1ST
F
14. Selling within the company premises or place of work (jobsite) of any items, goods, materials,
etc. whether or not during office hours.
PENALTY
A B
C
D
E F
15. Selling or transferring prohibited, regulated, and/or narcotic drugs within company premises.
PENALTY
1ST
F

B Written Reprimand

Page 23 of 40

16. Smoking in prohibited areas, which are clearly marked as such.

PENALTY
1ST
F
17. Using fictitious name or using another employees name for the purpose of concealing an
offense or evading responsibility therefore.
PENALTY
1ST
F
18. Unauthorized possession of and/or use of master key, which can open lockers, drawers, disks,
cabinets, rooms or offices.
PENALTY
1ST
F
19. Unauthorized hiring of employees to fill casual or seasonal positions.
PENALTY
1ST
F
20. Commission of a crime as defined in the Revised Penal Code and other laws, within the
company premises. This shall be subject to disciplinary action without prejudice to any
criminal prosecution and/or civil liability against the employee.
PENALTY
1ST
F
21. Unauthorized posting and/or removing, tampering or destroying company memoranda,
posters, notices or other printed matter posted on the bulletin boards or other places of notices.
PENALTY
1ST 2ND 3RD
C D
F
22. Allowing oneself to be relieved, replaced or be represented by any proxy without prior
authorization from the immediate superior.
PENALTY
1ST 2ND 3RD
C D
F

B Written Reprimand

Page 24 of 40

23. Gambling, betting, conducting lotteries or other similar acts during working time or on
company premises or place of work (jobsite).
PENALTY
1ST 2ND
C F
24. Soliciting and collecting monetary contribution during working hours and inside company
premises and/or place of work (jobsite), without the prior written approval of the Department
Head.
PENALTY
1ST 2ND 3RD 4TH
A B
C F
25. Refusal to submit to reasonable inspection conducted within the company premises by
authorized security personnel (whether frisk, bag, locker, drawers, etc.)
PENALTY
1ST 2ND 3RD
B
C
E
26. Falsely representing oneself to be an officer, agent or representative of the company or any of
its department. If the false representation results in substantial prejudice or damage to the
company, the penalty of dismissal shall be imposed.
PENALTY
1ST 2ND
D F
27. Under the pretense of official position, performing any act pertaining to any person in
authority in the company or any of its departments thereof, without being officially entitled to.
If with substantial prejudice to the company, penalty of dismissal shall be imposed.
PENALTY
1ST 2ND
D F
28. Bringing into and removing from the Company premises any package or item for any reason
without a gate pass duly signed or approved by the appropriate company official. The
company has the right to inspect any package brought in or out of the company premises.
PENALTY
1ST 2ND 3RD 4TH
B C
D
F

B Written Reprimand

Page 25 of 40

29. Challenging a co-employee to a fight, whether superior or subordinate.

PENALTY
1ST 2ND
B F
30. Quarreling and fighting within company premises and/or place of work (jobsite).
PENALTY
1ST
F
31. Sowing distrust and discontent in the company.
PENALTY
1ST
F
All other acts of misconduct that cause or tend to cause damage or prejudice to the Company
shall be subject to disciplinary action depending upon the gravity of the offense.
GIFTS AND GRATUITIES
No employee, managerial or otherwise, shall:
1. Request or influence others to violate this policy
PENALTY
1ST
F
2. Fail or refuse to properly raise a known or suspected violation of this policy.
PENALTY
1ST
F
3. Fail or refuse to cooperate in RED HAMMER CONSTRUCTION AND MAINTENANCE,
INC., investigations for possible violations of this policy.
PENALTY
1ST
F

B Written Reprimand

Page 26 of 40

PART IV
Page 27 of 40
POLICY ON ATTENDANCE AND PUNCTUALITY

Each employee is important to the overall success of our operation. Consequently, you are
expected to report to work on time at the scheduled start of the workday. Reporting to work on time
means that you are ready to start work, not just arriving at work, at your scheduled starting time.
The company depends on its employees to be at work at the times and locations scheduled.
Excessive absenteeism and/or tardiness will lead to disciplinary action, up to and including
termination. The determination of excessive absenteeism will be made at the discretion of the
company.
If you expect to be absent from the job for an approved reason (e.g., a leave of absence), you
should notify your supervisor of your upcoming absence as far in advance as possible. If you
unexpectedly need to be absent from or late to work, you must notify your supervisor prior to the start
of your scheduled workday that you will be late or absent and provide the reason for that absence or
tardiness. If your supervisor is not available, you should contact the companys main office prior to
the start of your scheduled workday. Your attendance record is a part of your overall performance
rating. Your attendance may be included during your review and may be considered for other
disciplinary action up to and including termination.
The observance of punctuality is the responsibility of all employees in the organization, and each
employee has the duty to report for work on time.
Each manager is also responsible for managing the attendance of his subordinates, specifically
through the following activities:
Monitoring his subordinates daily attendance (including tardiness, under time, overtime,
leaves, etc.)
Recognizing the employees effort to comply with the attendance and punctuality policy
Issuing disciplinary action to employees violating the policy on attendance and punctuality.
Towards this end, this policy on attendance and punctuality aims to establish the guidelines and
monitoring scheme of employees attendance and punctuality.
All non-managerial employees are covered by this policy.
A. OFFICIAL WORKDAY HOURS AND SCHEDULING
The regularly scheduled workday for our business office is: Monday to Saturday, 8:00AM to 5:00PM.
The work schedule is not flexi-time where the employee may report anytime within the morning as
long as he completes eight (8) hours of work. An employee must render eight (8) hours of work
during the scheduled time.
The regular 8-hour of work include a one-hour unpaid mid-break.
All employees are required to take a lunch break
Office employee/field employee meals will be one-hour.
Page 28 of 40
The meal period is unpaid.

The company shall follow a six (6) day work per week.
B. RECORDING HOURS WORKED
All employees are required to keep a time card. On your time card, you must correctly record (by
using bundy clock) the time spent on each day worked. The company will provide you with a time
card for reporting your hours. Only you are authorized to record your own time.
Completed time card are due in the office no later than 5:00PM on the cut-off day. Failure to turn in
time card by this deadline may delay your salary for the covered days.
C. TARDINESS
An employee is considered tardy when he reports for work after the start of his official work hours.
In case of emergency, the employee shall notify his immediate superior of his absence within the first
two (2) hours after the start of his official work hours. Failure to notify would mean Absence Without
Official Leave (AWOL).
If an employee comes in late five (5) times within a month or has accumulated at least 100 minutes
unexcused tardiness (whichever comes first), he shall be liable for the offense of tardiness.
The schedule penalty shall be as follows:
1st Offense
Written Warning
2nd Offense
Suspension of 1 day
3rd Offense
Suspension of 3 days
4th Offense
5th Offense
6th Offense
7th Offense
Dismissal
All tardiness offenses of an employee shall be cleared one (1) year from the date of his/her first
offense.
Page 29 of 40
D. EXTENDED WORK HOURS

Overtime pay shall be counted if he continues working after 5:00PM or after his official log-off time.
Occasionally it may be necessary for an employee to work beyond his or her normal workday hours.
Overtime pay is paid only when work is scheduled, approved, and made known to you in advance by
your superior. Under no circumstances shall an employee work overtime without the prior approval
of his or her superior.
In consideration of extremely long OT hours, the Manager may allow the employee to report for
work after 8:00 AM the following day in order to provide the employee with sufficient rest period.
OT HOURS RENDERED
1-hour OT
2-hours OT
3-hours OT
4-hours OT
5-hours OT
6-hours OT
7-hours to 8-hours OT
(Considered 1 day)
TIME THE EMPLOYEE IS ALLOWED

TO REPORT FOR WORK THE NEXT DAY
9 AM
10 AM
11 AM
12 Noon
1 PM
2 PM
one whole day rest without pay
If the employee reports for work the following day after an extended overtime, the above schedule
shall apply. The employee may log-off at 5:00 PM. The number of OT rendered for work on previous
day together with the number of time rendered for work on the following day will complete the eight
(8) hours work. Otherwise, an employee is still allowed to report for work on the following day after
an extended overtime on his/her normal work schedule (8:00AM 5:00PM) regardless of OT hours
rendered.
E. UNDER TIME
An employee renders under time when he leaves work before the end of his official work hours.
1. In case of emergency which requires the employee to leave before the end of his 8-hour work,
he shall secure prior approval from his immediate superior.
2. Under time shall be deducted from the employees month-end payroll.
3. One (1) occasion of unauthorized under time shall be considered as Absence Without Official
Leave (AWOL).
Page 30 of 40
F. ABSENCES
VACATION LEAVE
1. An employee intending to go on leave must secure an Application for Leave Form.
2. The accomplished application or leave form shall be submitted to the immediate superior for
prior approval at least two (2) working days before the starting date of the leave.
3. Should the employee intend to take a leave of more than ten (10) days, the leave application
or leave form, as the case may be, must be submitted to the immediate superior for approval at
least ten (10) days before the start of the leave.
4. The Manager shall be the final approving authority and has the prerogative to defer the leave
depending on the workload of the department.
5. Upon approval, the leave form is submitted to HR for processing.
SICK LEAVE/EMERGENCY LEAVE
1. An employee who went on emergency leave or sick leave should file his leave application or
leave form on the first day he reports back to work.
2. A medical certificate, duly certified by the company physician, must be submitted or attached
to the leave form if sick was more than three (3) days.
3. Failure to follow the above leave application procedure corresponds to non-processing of
leave claims, and will render the employee on AWOL status.
G. ABSENCE WITHOUT OFFICIAL LEAVE
1. The following cases are considered AWOL:
Any absence not supported by an approved leave application (in accordance with our leave
policy);
When an employee is absent for any reason and fails to call or notify his immediate superior
within the first two (2) hours after the start of his official work hours;
When an employee goes on unauthorized under time;
When an employee fails to report for work after the expiration of the approved leave without
prior authorization of his immediate superior;
When an employee fails to file his leave application or leave form on the day he reported back
to work.
2. All AWOLs are considered as leave without pay, even if the employee has earned his leave credits.
3. One day of AWOL shall be considered as equivalent to one offense. For example, two (2) offenses
shall be imposed upon an employee who went on AWOL for two (2) consecutive days.
Page 31 of 40
4. Employees on AWOL will be subject to the following sanctions/penalties:

1st Offense
Written Warning
2nd Offense
3rd Offense
4th Offense
5th Offense
Dismissal
5. When the AWOL from work extends beyond five (5) continuous working days, this shall be
considered as abandonment of work, subject to dismissal on the first offense.
Page 32 of 40
PART V
Page 33 of 40
APPEARANCE AND DRESS

To present a business-like, professional image to our customers and the public, all employees are
required to wear appropriate clothing on the job. By necessity, the dress standards for the business
office are somewhat different than for jobsites.
For the business office, casual to business-style clothe/proper uniform is appropriate.

Employees should be neatly groomed and clothes should be clean and in good repair.
For jobsites, employees are expected to wear work clothes/proper uniform appropriate for
work to be done. The company will provide employees with shirts bearing the Companys
logo, which employees are expected to wear on the jobsite.
Always wear the Company ID properly.

(Ref.: A. Negligence or Neglect of Duty)
PERSONAL CALLS, VISITS, AND BUSINESS
The company expects the full attention of its employees while they are working.
Although employees may occasionally have to take care of personal matters during the workday,
employees should try to conduct such personal calls and visits either before or after the workday or
during breaks or meal periods. Regardless of when any personal call is made, it should be kept short.
Employees should also limit incoming personal calls and visits. The companys phones
should be available to serve the Companys customers, and non-business use of the phones can hurt
the companys business. A pattern of excessive personal phone calls, personal visits, and/or private
business dealings is not acceptable and may lead to disciplinary action.
PENALTY
1ST
F
BUSINESS EXPENSES
Employees may occasionally incur expenses on behalf of the Company. The company will reimburse
employees for typical business expenses, such as mileage (for example, when the Company asks an
employee to travel to a different jobsite during the workday). The company will pay mileage
reimbursements upon receipt of the employees mileage record.
Page 34 of 40
INSPECTION OF PERSONAL AND COMPANY PROPERTY

The companys employees use the property and equipment the company owns and provides, and may
also use the companys materials, information, and other supplies. While employees may decorate
their office workspaces with their personal possessions (such as pictures, plants, and the like),
employees must remember that property supplied by the company remains the property of the
company. The company reserves the right to search any Company property (e.g., personal
computers, desks, lockers, or other storage areas) at any time. The company also reserves the right to
inspect personal property (e.g., tool boxes, purses, briefcases) during the workday or as employees
leave their worksites. Refusal to allow inspection may lead to disciplinary action, up to and including
termination. (Ref.: E. Improper Use of Company Property)
NETWORK AND ELECTRONIC RESOURCES POLICY
Network and Electronic Resources, such as computers, other hardware, software, e-mail,
landline and cellular telephones, fax machines and internet access, are tools that the Company
provides its employees to assist them in their work. These Network and Electronic Resources and
related access systems are proprietary Company property and subject to review or access by the
Company at any time.
All employees who use the Companys Network and Electronic Resources must follow the
guidelines below:
1.
Use Network and Electronic Resources for Company business purposes only.
2.
Remember that all of the Companys policies, including but not limited to policies on
Equal Employment Opportunity, Confidentiality, Personal Conduct and Rules of
Conduct, apply to the use of the Companys Network and Electronic Resources.
Employees must not review or forward sexually explicit, profane or otherwise
unprofessional or unlawful material through the Companys Network and Electronic
Resources.
3.
Do not install any software or program on any Company computer or other hardware
without the express consent of your supervisor or superior.
4.
The company expressly prohibits the unauthorized use, installation, copying or

distribution of copyrighted, trademarked or patented material.
5.
Employees must not attempt to override or evade any program or measure installed by
the Company to protect the security or limit the use of its Network and Electronic
Resources.
Page 35 of 40
The Company retains the right to review all communications conducted and data saved,
reviewed or accessed via the Companys Network and Electronic Resources, including Company
computers, e-mail and internet access. The company does not permit its non-management employees
to access or use any e-mail or internet access other than their own. Inappropriate use of Network and
Electronic Resources may result in discipline, up to and including discharge. Employees should log
off their terminals when not in use and not permit others to access Company systems.
CONFIDENTIAL AND PROPRIETARY INFORMATION

The Company considers its confidential and proprietary information, including the
confidential and proprietary information of our customers, to be one of its most valuable assets. As a
result, employees must carefully protect and must not disclose to any third party all confidential and
proprietary information belonging to the Company or its customers. Such protected information
includes, but is not limited to, the following: matters of a technical nature, such as computer software,
product sources, product research and designs; and matters of a business nature, such as customer
lists, customer contact information, associate information, on-site program and support materials,
candidate and recruit lists and information, personnel information, placement information, pricing
lists, training programs, contracts, sales reports, sales, financial and marketing data, systems, forms,
methods, procedures, and analyses, and any other proprietary information, whether communicated
orally or in documentary, computerized or other tangible form, concerning the Companys or its
customers operations and business.
Employees should ensure that any materials containing confidential or proprietary
information are filed and/or locked up before leaving their work areas each day. During the workday,
employees should not leave any sensitive information lying about or unguarded.
If you have any questions about this policy, consult your supervisor or immediate superior.
Page 36 of 40
PART VI
EMPLOYEE BENEFITS
Page 37 of 40
MOBILE PHONES
The company will supply employees with mobile telephones as needed. The companys
mobile phones are to be used for the companys business purposes only.
INCENTIVE LEAVE
VACATION LEAVE
Three (3) days for one year of service. By year, an additional of two (2) day of vacation leave. The
unused vacation leave is not convertible to cash.
SICK LEAVE
Three (3) days for one year of service. By year, an additional of two (2) day of sick leave. The
unused sick leave is convertible to cash at the end of the year.
SOCIAL SECURITY SYSTEM
RED HAMMER CONSTRUCTION AND MAINTENANCE, INC., is registered with the Social
Security System of which every employee is a member. As mandated by law, both employer and
employee are to contribute for the Social Security Benefits of the employees in accordance with SSS
Contribution Rates and Schedule.
As a member, an employee can avail of the Social Security Program, who provides a package of
benefits in the event of death, disability, sickness, maternity and old age. Basically, the SSS provides
for a replacement of income lost on account of the aforementioned contingencies.
THIRTEENTH (13TH) MONTH PAY
The company will pay their employees thirteenth month pay, regardless of the nature of their
employment and irrespective of the methods by which their wages are paid, provided they worked for
at least one (1) month during a calendar year. The thirteenth-month pay should be given to the
employees not later than December 24 of every year.
ACKNOWLEDGEMENT OF RECEIPT OF EMPLOYEE HANDBOOK
Page 38 of 40
I have received the current company employee handbook and have read and understand the
material covered. I have had the opportunity to ask questions about the policies in this handbook, and
I understand that any future questions that I may have about the handbook or its contents will be
answered by the Office Manager or his or her designated representative upon request. I agree to and
will comply with the policies, procedures, and other guidelines set forth in the handbook. I
understand that the company reserves the right to change, modify, or abolish any or all of the policies,
benefits, rules, and regulations contained or described in the handbook as it deems appropriate at any
time, with or without notice. I acknowledge that neither the handbook nor its contents are an express
or implied contract regarding my employment.
I further understand that all employees of the company, regardless of their classification or
position, are employed on an at-will basis, and their employment is terminable at the will of the
employee or the company at any time, with or without cause, and with or without notice. I have also
been informed and understand that no officer, agent, representative, or employee of the company has
any authority to enter into any agreement with any applicant for employment or employee for an
employment arrangement or relationship other than on an at-will basis and nothing contained in the
policies, procedures, handbooks, or any other documents of the company shall in any way create an
express or implied contract of employment or an employment relationship other than one on an atwill basis.
EMPLOYEE NAME
SIGNATURE
DATE
______________________________
___________________________
_______________
______________________________
___________________________
_______________
______________________________
___________________________
_______________
______________________________
___________________________
_______________
______________________________
___________________________
_______________
______________________________
___________________________
_______________
______________________________
___________________________
_______________
______________________________
___________________________
_______________
______________________________
___________________________
_______________
______________________________
___________________________
_______________
______________________________
___________________________
_______________
______________________________
___________________________
_______________
EMPLOYEE NAME
SIGNATURE
DATE
Page 39 of 40
______________________________
___________________________
_______________
______________________________
___________________________
_______________
______________________________
___________________________
_______________
______________________________
___________________________
_______________
______________________________
___________________________
_______________
______________________________
___________________________
_______________
EMPLOYER
Approved by:
______________________________________
Red Hammer Construction & Maintenance, Inc.
By: Engr. Marcos L. Lopez
Title: President/Operation Manager
Noted by:
______________________________________
Red Hammer Construction & Maintenance, Inc.
By: Engr. Manuel A. Pagtaconan
Title: Vice-President/General Manager
Page 40 of 40

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RED HAMMER CONTRUCTION AND MAINTENANCE, INC.

RED HAMMER CONTRUCTION AND MAINTENANCE, INC.

RED HAMMER CONTRUCTION AND MAINTENANCE, INC.

EQUAL EMPLOYMENT OPPORTUNITY

EMPLOYMENT ON AN AT-WILL OPPORTUNITY

RED HAMMER CONTRUCTION AND MAINTENANCE, INC.

Submission of resume and Application Form accomplishment

RED HAMMER CONTRUCTION AND MAINTENANCE, INC.

Employee personnel file must include the following:

Recruitment and Employment Requirements

RED HAMMER CONTRUCTION AND MAINTENANCE, INC.

RED HAMMER CONTRUCTION AND MAINTENANCE, INC.

IMPLEMENTATION OF THE DISCIPLINARY ACTION

conducts meeting with

RED HAMMER CONTRUCTION AND MAINTENANCE, INC.

discuss the discipline problem

RED HAMMER CONTRUCTION AND MAINTENANCE, INC.

Verbal Reprimand or Warning

RED HAMMER CONTRUCTION AND MAINTENANCE, INC.

RED HAMMER CONTRUCTION AND MAINTENANCE, INC.

OFFENSES AND PENALTIES

D Suspension, 10 working days

RED HAMMER CONTRUCTION AND MAINTENANCE, INC.

4. Using another employees ID card.

D Suspension, 10 working days

RED HAMMER CONTRUCTION AND MAINTENANCE, INC.

11. Leaving work assignment without being properly relieved.

A Verbal Reprimand or Warning

D Suspension, 10 working days

RED HAMMER CONTRUCTION AND MAINTENANCE, INC.

A Verbal Reprimand or Warning

D Suspension, 10 working days

RED HAMMER CONTRUCTION AND MAINTENANCE, INC.

3. Failing or refusing to cooperate or testify in Company investigations unless the employee

A Verbal Reprimand or Warning

D Suspension, 10 working days

RED HAMMER CONTRUCTION AND MAINTENANCE, INC.

A Verbal Reprimand or Warning

D Suspension, 10 working days

RED HAMMER CONTRUCTION AND MAINTENANCE, INC.

A Verbal Reprimand or Warning

D Suspension, 10 working days

RED HAMMER CONTRUCTION AND MAINTENANCE, INC.

A Verbal Reprimand or Warning

D Suspension, 10 working days

RED HAMMER CONTRUCTION AND MAINTENANCE, INC.

D. VIOLATION OF CONFIDENTIALITY OF WORK AND INFORMATION

A Verbal Reprimand or Warning

D Suspension, 10 working days

RED HAMMER CONTRUCTION AND MAINTENANCE, INC.

6. Revealing or issuing without authority, confidential information, data reports or similar

D Suspension, 10 working days

RED HAMMER CONTRUCTION AND MAINTENANCE, INC.

D Suspension, 10 working days

RED HAMMER CONTRUCTION AND MAINTENANCE, INC.

A Verbal Reprimand or Warning

D Suspension, 10 working days

RED HAMMER CONTRUCTION AND MAINTENANCE, INC.