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ARTICLE 1: ETHICS AND PROFESSIONALISM
Every officer and staff of the Federation shall embody the highest standards of ethical
and professional conduct in doing business towards the promotion of a healthy
organizational culture, effective operational performance, quality service to members
and stakeholders, and a model cooperative Federation of the country.
Section 1. Adhere to the Law. The Federation seeks to conduct its affairs duly in
compliance with both the letter and the spirit of all applicable laws, rules and
regulations.
Section 2. Upholding Members’ Rights and Interests. All officers and persons
having the authority and the power to direct the management of Cooperative Health
Management Federation have, among other things, the primary duty of protecting
the interests of the Federation and its general membership. The following are basic
rights of the members which shall be upheld by the Federation at all times: voting
rights; power of inspection; right to avail the products and services of the Federation;
right to information; and right to dividends, patronage refund and experience refund.
Section 3. Professional Standards. All officers and personnel of the Federation
shall perform and discharge their duties and responsibilities in accordance with the
following principles of professionalism:
3.1 Integrity. All officers and personnel of the Federation shall conduct
themselves in an honest and honorable manner, and their business dealings
shall always be fair-minded and shall inspire confidence from members and
stakeholders.
3.2 Independence and Objectivity. Performance of one’s duties and
responsibilities and decisions resulting therefrom shall always be based on
professional judgement and expert knowledge, without discrimination and
prejudice against anyone, and shall uphold the Federation’s interest over and
above personal interest.
3.3 Accountability. Every director, officer and staff of the Federation shall be
able to demonstrate and account for the complete execution of all the tasks he is
assigned and perform the duties required by his job. He shall be answerable
and/or liable for the sub-par or non- performance of his responsibilities.
3.4 Due Diligence. Work in the Federation, shall be carried-out with constant
and careful attention to achieve desired outcome. Diligence connotes
completeness, correctness, consistency, repeatability, and the ability to
demonstrate how conclusions were reached.
3.5 Transparency. Basic and relevant information about the Federation shall be
disclosed to all members and stakeholders to indicate that the organization is
being managed well, is functioning in an ethical manner, and is handling its
finances with efficiency and responsibility.
3.6 Confidentiality of Information. All information other than general business
knowledge, which when disclosed to the public may harm the organization and
its business relationships, shall be treated by all Federation personnel in their
course of professional work. Such information shall neither be communicated nor
disclosed to any unauthorized individual or entity, otherwise authorized by
competent authority.
3.7 Competency and Continuous Professional Development. All personnel of
the Federation shall have the basic knowledge and skills set necessary to
provide professional services competently. To maintain and further develop these
competencies, all personnel shall be kept abreast of current developments to
ensure that their particular expertise is constantly kept up-to-date with industry
standards and satisfactorily meet members’ demands and operational
requirements.
Section 4. Conflicts of Interest. An individual is considered to have a conflict of
interest when his personal or private interests impair his independence and
objectivity in the discharge of his professional responsibilities of the Federation, and
run counter to the best interests of the Federation. A conflict of interest may arise in
situations where (1) an individual has a personal financial interest, whether direct or
indirect, in official business transactions or arrangements entered into by the
Federation or in an entity doing business with the Federation; and (2) and individual
intents to exploit a business opportunity that rightfully belongs to the Federation.
Section 5. Judicious Use of Resources. All officers and personnel of the
Federation are to take care and assume responsibility over safeguarding and
conserving the resources of the Federation within reason, which consist of among
others: all physical properties of the Federation, including all fixtures; all marketing
studies, advertising or promotional materials member lists, logs or reports or any
other forms or surveys that are in the Federation’s possession; and, proprietary
software. The Federation’s assets, including funds, shall never be used for any
personal, unlawful, or improper purposes.
Section 6. Breaches and Violations of Ethical and Professional Standards. The
Federation shall never tolerate or condone any unlawful, unprofessional and
unethical activity of its directors, officers, and employees. All personnel of the
COOPERATIVE HEALTH MANAGEMENT FEDERATIONUnit 102 88 Malakas Suites, 88 Malakas St. Brgy. Pinyahan, Quezon City
+632-899-7663 / [email protected]
Federation are highly encouraged to challenge inappropriate behavior and report
any forms of misconduct or violations of the provisions of this Code committed by
fellow officers or employees. The Federation shall institutionalize a reporting system,
with protection from reprisal, for all personnel to convey to appropriate authority all
legitimate concerns about illegal, unethical, or questionable practices.
ARTICLE 2: EMPLOYMENT
2.1 Equal Employment Opportunity. The Federation is an equal opportunity
employer. It performs fair and equitable practices across its policies and procedures.
Cooperative Health Management Federation recruits, evaluates, hires, increases salary,
transfers or promotes without regard to color, race, sex, age, marital status, nationality,
or religion. The same is true when employees are recalled, lay-off, or terminated from
work.
2.2 Recruitment and Selection Process. Posting of vacant positions are done upon
approval of the Management. Internal hiring is preferred over external hiring. But when
no one qualifies for the open position, external hiring is done.
Incoming employees are hired based on their competencies to perform the work,
attitude, and ability to adapt to the organizational culture. CHMF only hires the most
qualified applicant from the pool by carefully reviewing each applicant’s credentials and
applicant’s performance in the selection procedure. The selection procedure includes
pre-assessment exam, series of interviews, and skills demonstration (for selected
positions only). Before hiring, employees are background checked and all data
presented are verified. Any falsification of documents or misrepresentations or material
omissions during the selection process shall make the applicant ineligible for the
position.
2.3 Hiring of Relatives. The Federation does not allow employment of relatives up to
the third degree of consanguinity (Father, Mother, Siblings, Spouse, or any In-Law
Relationships). This is to avoid possible biases in decision making and work cover-ups
that may lead to company losses. Employees who will be related with one another
through the sacrament of marriage or are known to be as common law partners must
discuss the matter with the Human Resources Unit Head. The couple must decide who
among them shall render voluntary resignation. In case nobody resigns, the employee
with least responsibility and/or length of stay in the company shall be terminated from
work within three months from date of marriage or date when it was known that they are
common law partners.
3
2.4 New Employee Status. The first ninety (90) or one hundred eighty (180) calendar
days of an employee’s stay with the Federation are orientation periods. This is the time
that an employee is being familiarized and trained with his/her job responsibilities. At the
same time, the said ninety calendar days is a period of evaluation of an employee’s
capacity and fitness to the work and to the Federation. Benefits at this point compared
to an employee with a regular status differ. A couple of benefits are given once an
employee is already regularized. An employee in the orientation period can also be
terminated in case set performance standards are not met. Once an employee is
regularized, length of service will be retroactive to date of employment.
2.5 Orientation Period. The newly hired employee will be undergone an onboarding
process that will cover the following:
a. Organizational background
b. Administrative policies, rules and regulations
c. Compensation and Benefits Package for the Position
d. Code of Conduct
e. Performance Appraisal and Requirements for Regularization
The onboarding process is conducted by the Human Resource Department. The
incumbent shall also be introduced to the different personnel in each department and
shall be endorsed to his/her immediate supervisor. In cases that endorsements and
orientation are not properly 1disseminated the employee is highly encouraged to inform
the matter to the Human Resources Department.
2.6 2Employment Definitions.A. Regular Employees a probationary employee whose performance appraisal after
five (5) months of work shows satisfactory ratings shall be given an appointment for
regular status after the completion of his 6th month of probationary period. Although an
employee who displays exemplary performance may be regularized even before six
months period. A regular appointment may also be given to a contractual employee who
has rendered not less than 6 months of service and who has received satisfactory
ratings in a performance appraisal.
B. Probationary Employees have a pre-determine employment term usually six (6)
months. The employment contract specifies the exact duration of the engagement.
Benefits to be received by employees under this classification are limited. To be exact,
they are also given the legally-mandated benefits and coverage under the Social
Security System (SSS), Philippine Health Insurance Corporation (PHIC), Home
Development Mutual Fund (HDMF), and 13th month pay on a pro-rated basis and other
statutory benefits. The Probationary period shall never exceed six (6) months.
2 Retrieved from the Labor Code of the Philippines, Department of Labor and Employment1
COOPERATIVE HEALTH MANAGEMENT FEDERATIONUnit 102 88 Malakas Suites, 88 Malakas St. Brgy. Pinyahan, Quezon City
+632-899-7663 / [email protected]
Before the end of the 5th month of probationary period, a performance appraisal shall be
conducted by the employee’s immediate superior and Department Head to determine if
he/she be to be promoted into regular status. If the employee’s performance is
considered below PAR, his/her employment will be terminated before the end of the
contract. But if his/her performance is considered satisfactory, he/she will be given a
regular appointment. Regular appointment shall be given only upon approval of the
Management.
C. Contractual Employees Contractual employees have a predetermined employment
term usually three (3) to six (6) months. The employment contract specifies the exact
duration of the engagement. The salary may be on a daily or monthly basis. Aside from
that, the employee is entitled to be given the legally-mandated benefits and coverage
under the Social Security System, PhilHealth, Home Development Mutual Fund, 13th
month pay on a pro-rated basis, and all other statutory benefits.
Section 3. Dress Code. Cooperative Health Management Federation requires that
employees dress neatly and appropriately at all times and that they maintain adequate
personal hygiene. The success of any company is reliant on the support and goodwill of
its personnel. For this reason, it is important that the Federation maintains a
professional image. As representatives of this company, employees must adhere to the
dress code policy.
The Federation urges employees to use common sense and sound judgment when it
comes to selecting their work attire. When in doubt, refer to the conservative and formal
side. To assist you, here are a few broad guidelines to follow:
A. All clothing should be clean, ironed and in good shape. Desist from opting for
clothes that display discernible tears, rips or holes, even if it is the current
fashion.
B. All employees should maintain an acceptable level of bodily hygiene to ensure
that interactions with other staff and clients remain positive and pleasant.
C. Work clothes should be professional, which means that it should not be too
revealing or casual.
D. Although we allow clothes with stamps, the latter should be inoffensive and
appropriate for the workplace.
E. We allow female staff to wear jewelry but we urge that staff please remove visible
body piercings during work hours.
F. Every Monday and Friday all personnel should wear their Coop integration
polo-shirt paired with black pants and black shoes.
G. Every Tuesday, Wednesday and Thursday all personnel must wear corporate
attire (e.g. dress, blouse and skirt, polo and slacks paired with black shoes
5
H. Every Activities all personnel should wear GA (General Assembly) shirts paired
with any kind of pants (except ripped) and rubber shoes.
If the dress code policy contravenes the prescriptions of an employee’s faith or that it is
offensive to in any way, consideration may be given.
Section 4. Open Door Policy Cooperative Health Management Federation believes in
direct and open communication between management and its employees. The
open-door policy encourages open communication, feedback, and discussion of
employee concerns and work issues.
Department and Unit Heads are committed to lend an open ear and empathy to the
demands and needs of its personnel. In case an employee’s concern is not properly
addressed by the immediate supervisor he/she may approach any of the Human
Resources Personnel for immediate assistance. If so, the concern is still not settled, the
matter will be raised to the Management.
Section 5. Personnel 201 Files. All Employees of the Federation have their own 201
files. This file is kept confidential by the Human Resources Department and is to be
updated by the incumbent.
The following are the documents that is consolidated in each employee’s 201 file:
a. Application Letter (if there is any)
b. Curriculum Vitae or Resume (Updated Annually)
c. Photocopy of Birth certificate
d. Photocopy of Marriage contract (for married applicants)
e. Certificate of Employment (from previous employment)
f. Photocopy of Diploma
g. Photocopy of Transcript of Records
h. Certificate of Good Moral Character (if fresh graduate)
i. NBI Clearance
j. SSS (E1)/GSIS No.
k. HDMF no. (Member Data Form)
l. Philhealth no. (RF1)
m. TIN
n. Photocopy of PRC License (if necessary for the position)
o. Copy of Driver’s License (if there is any)
p. Pre-Employment Medical Exam Result
- Physical Examination, Eye Refraction, CBC, X-Ray, Urinalysis, and Fecalysis,
Swab Test
q. Duly filled-out CHMF application form
r. 3 pieces 1x1 ID picture
COOPERATIVE HEALTH MANAGEMENT FEDERATIONUnit 102 88 Malakas Suites, 88 Malakas St. Brgy. Pinyahan, Quezon City
+632-899-7663 / [email protected]
s. 1 piece of 4R whole body Picture (Formal Attire)
t. Contract of Employment
u. Appointment Papers
v. Copies of salary adjustment notices, promotions, transfers, new or additional job
assignment
When the employee has separated from employment:
a. Letter of resignation or Application for Retirement
b. Turnover Documents with signature of immediate head/supervisor
c. Notice of receipt of resignation or retirement
d. Exit interview result
e. Certificate of employment
f. Duly filled out clearance form
g. Computation of separation pay/retirement pay
h. Quit claim and waiver
All employees’ 201 files are kept in a fire proof cabinet with lock and only the Human
Resources Department personnel has the authority to open it and do file browsing. In
case an employee needs data from his/her file, an employee must fill-up and submit a
request form to provide with the proper documents.
On a yearly basis, employees are expected to submit an updated copy of their resume.
Aside from that, employees must report to the Human Resources Department any
significant changes on their personal information such as change in civil status,
residential address, telephone or cellphone numbers, additional dependents, new
seminars or training programs attended by the employees’, government examinations
passed, foreign travels made if these are work related, government position elected to
or appointed to, and any other significant events that they may want to have recorded in
their 201 file. Any change in information must be coordinated to the Human Resources
Department within one-week period of the time.
Section 6. Job Description. Newly hired personnel are given a job description upon
employment with the company. The job description identifies the essence of the job, the
significant elements of the position are clearly, completely and honestly described in
detail. This document will serve as a guide on an employee’s duties and responsibilities
as well as the Federation’s expectation on an employees’ work performance. It outlines
as indicators.
Each job description is carefully identified after thorough job analysis among subject
matter experts. In case of a newly created position (that is, if there was no incumbent
before), the Department/Unit head shall be responsible for creating the initial job
description, after a period of Six (6) months, the incumbent and the Department/Unit
7
head shall both review and update if necessary the initial job description. In both
instances the approval of the Chief Executive Officer must be secured.
Section 7. Performance Appraisal Management The performance appraisal process
is used to inform employees of their status in the Federation and result of their
performance over a period of time. This is also used to discuss performance standards,
merit increases, and areas of improvements. The Human Resources Department Head
with its staff shall be responsible for monitoring the timing of appraisals, the issuance
and retrieval of appraisal forms, the implementation of pertinent guidelines on appraisal
process, and the implementation of salary increases or adjustment if there is any and is
approved by the Chief Executive Officer. The implementation of salary increases shall
be coordinated with the Accounting Department.
All probationary and contractual employees being considered for possible regularization
in the company shall be subjected to performance appraisal before any change of
employment status is finalized.
All regular employees, regardless of rank, shall be subjected to semi-annualperformance appraisal to make sure that they perform their job to the best of their
abilities. The performance appraisal shall be based on overall performance of their job
responsibilities including their attendance, attitude towards work, work relationship with
co-employees, and organizational fitness. The appraisal shall also be the basis of any
merit increases to be given by the Management.
A rank and file employee or supervisor shall be appraised by his immediate supervisor
(direct supervisor or Department/Unit Head), subject to the final approval of the Chief
Executive Officer. On the other hand, a Department/Unit Head shall be appraised by the
Chief Executive Officer. The Chief Executive Officer shall forward all approved appraisal
forms to the Human Resources Unit Head for implementation of salary adjustment, if
any, and for safekeeping in the employee 201 file.
Salary adjustment shall be given only upon recommendation of immediate supervisor
and approval of Human Resources Unit Head and Chief Executive Officer. The salary
adjustment shall become effective on the date specified on the new contract.
While performance appraisal is done every semester, performance management is
done throughout the year. All supervisors and managers handling at least one
subordinate shall be responsible for effectively managing the year-round performance of
their staff, constantly adhering to the accepted levels and parameters of satisfactory
performance. The supervisor or manager should not wait for the time of performance
appraisal to come before correcting the mistakes, below par performance, or negative
COOPERATIVE HEALTH MANAGEMENT FEDERATIONUnit 102 88 Malakas Suites, 88 Malakas St. Brgy. Pinyahan, Quezon City
+632-899-7663 / [email protected]
attitudes of their staff. These management actions of control should be done as soon as
the symptoms arise.
On the other hand, the supervisors or managers should not also delay the giving of
recognition or positive reinforcements whenever they observe better-than-average
performance or significant achievements of their respective staff.
In case an employee has any issues or concerns with his/her immediate head’s
performance management and/or result of your performance appraisal, an employee
may raise this to the Human Resources Unit Head for some review and action.
Section 8. Merit System. There shall be NO across-the-board salary increases, unless
mandated by the Chief Executive Officer. Henceforth, the company of Merit increase
shall be followed. An employee’s salary increase will depend on how satisfactory an
employee has done his/her job, as shown by the result of his/her performance
appraisal. In case of serious disagreement between an employee and his/her supervisor
or department/unit head on the outcome of performance appraisal, the arbiter of the
dispute shall be the Human Resources Department Head and Chief Executive Officer
whose decision shall be deemed final. The Management implements the merit system
in advancing the career of deserving employees by way of promotion to higher levels of
authority, with corresponding increase in compensation.
Employees from supervisor up are expected to continuously expand their knowledge by
enrolling in Masteral or Doctoral programs related to their position or at least attend
short courses or extensive seminars.
Aside from that, the company recognizes employees who strive hard to improve
themselves by furthering their studies which later on will be beneficial to the company.
In view thereof, the following shall be granted to employees and be added to an
employee’s monthly compensation.
1. Passed a Board Exam - 2,500.00 pesos
2. Masteral Degree (Non-Thesis) - 2,500.00 pesos
3. Masteral Degree (With Thesis) - 5,000.00 pesos
4. Doctoral Degree (Non-Thesis) - 7,500.00 pesos
5. Doctoral Degree (With Thesis) - 10,000.00 pesos
6. Post Graduate Studies - one-month basic salary
In addition to that, an employee who attends a training with a written examination and
passed the said exam with a grade of 90% and higher shall be entitled to receive a
1000.00 pesos one-time bonus.
9
Section 9. Lateral Transfer. The Management has the prerogative to implement a
lateral transfer of any employee, regardless of the position, rank, status, age, length of
service or geographical location. This prerogative may be exercised for the good of the
service and to suit the short-range or long-term strategic goals of the Federation. The
Management may explain but need not depend on itself in making such a lateral
transfer.
A lateral transfer may or may not entail a salary adjustment. If the employee is
transferred to a new position with approximately the same level of responsibilities as
that of his/her former position, then there will be no salary adjustment. However, if the
new position carries with it a significantly higher level of responsibility or has greater
sensitivity, the Management may approve a salary adjustment. The salary adjustment
may become effective at least six (6) months to one (1) year after the assumption of the
new position.
A lateral transfer may be implemented with the affected employee still performing all or
part of his/her former job responsibilities in a concurrent capacity. The Management
shall, after a reasonable period of the time, decide if the employee can perform both
functions effectively and efficiently. An employee, who refuses a lateral transfer, or
additional job responsibility, may be charged with insubordination resulting in
suspension or dismissal.
Section 10. Promotion. The Management implements the merit system in advancing
the career of deserving employees by way of promotion to higher levels of authority,
with corresponding increase in compensation.
Employees from supervisor up are expected to continuously expand their knowledge by
enrolling in Masteral or Doctoral programs related to their position or at least attend
short courses or extensive seminars.
Promotions shall be earned by the employees themselves, as shown by sustained high
levels of performance, capacity for higher responsibilities, and maturity in
decision-making, positive attitude towards work and willingness to leave his comfort
zone. Merit will be given to employees with higher studies and wide industry knowledge
and exposure. It is important to take note that promotion will be based on ability and
capacity and not on longevity.
A rank and file level employee may be promoted to supervisory position, or managerial
level, provided such position exists in the Organizational Structure. If no such position
exists, the Human Resources Department Head may recommend to the Management
the creation of such position if it is deemed justified. A supervisory or managerial
position need not have a subordinate reporting directly to it for such to be considered as
supervisory or managerial job.
All employees for promotion shall undergo six (6) months to one (1) year developmental
training for the Management to see whether the person is fit for the position. In case of
COOPERATIVE HEALTH MANAGEMENT FEDERATIONUnit 102 88 Malakas Suites, 88 Malakas St. Brgy. Pinyahan, Quezon City
+632-899-7663 / [email protected]
Promotion, the promoted employee may either get the entry level rate for the new
position, or one or two steps higher if his/her former rate (prior to the promotion) is
already at the level of entry rate for the higher position. An employee being offered a
promotion reserves the right to refuse the intended promotion, for whatever personal or
professional reason. When this happens, the offer of promotion shall be withdrawn
without prejudice to the career of the concerned employee. However, the Management
also reserves the right to offer the intended promotion to another employee if the latter
is found qualified for the position.
ARTICLE 3. WORKING CONDITIONS3
Section 1. Working hours. According to the Labor Code of the Philippines, “All
employees who are covered by the provisions of the law must not work for over 8 hours
a day. He/She is worthy of a one (1)-hour lunch break daily without fail”
Working hours include the duration in which the employee is required to work at the
workplace or may it be a work from home set up. In addition to that, the core working
hours in the Federation must be from 8:00 am to 5:00 pm, Monday to Friday. An
employee may opt to report to the office on a Saturday if he/she has pending work
responsibilities. In this case, the core working hours are observed.
Section 2. Absenteeism. Refers to the non-presence of an employee at his or her job.
This may extend beyond what is deemed acceptable by the realm of days that an
employee is away from the office may it be due to scheduled vacations, occasional
sickness and emergency situations.
2.1 Leave of Absence. As provided by law and as the rules prescribed in Rule XVI of
Executive Order No. 292 which states that leave of absence is a right granted to
employees not to report for work may it be with or without pay. An employee shall be
entitled to file for leave of absence using the prescribed leave form from the Human
Resources Department. Failure to file the leave application within the specific time
period (prior on the day of reporting), it shall be considered unauthorized; hence, be
disapproved by the head of the Department and/or by his/her duly authorized personnel.
Unauthorized/disapproved leave of absence may result in deduction of salary, leave
credits and may be a ground for disciplinary action or even termination.
Section 3. Leave Credits. A regular employee who rendered work during the
prescribed core working hours shall be entitled to leave credits in which every month
he/she is granted with cumulative leave of 1.25 days. He/She must also be granted 15
3 Retrieved from the Omnibus Rules of Leave, Civil Service Commission
11
days sick leave credits and vacation leave credits annually (as cited in Office Order No.
2011-20, Employee Guide On Leave of Absences of Department of Transportation and
Communications).
3.1 Sick Leave. Granted to employees on account of sickness. Application of sick leave
must be filed upon return to work. Sick leave filed in advanced or exceeding two (2)
days shall be accompanied by a clearance and medical certificate from the Federation’s
Medical Director or other Physicians. Failure to file the sick leave application shall be
considered unauthorized and disapproved by the head of the Department and/or by
his/her duly authorized personnel. This may result to salary deduction, leave credits and
may be a ground for disciplinary action.
3.2 Vacation Leave. Granted to employees on account of personal reasons. The
approval of such is based on the necessity of the service. For filing of one (1) day
vacation leave, an employee must submit a vacation leave application (1) day before
the said appointment; two (2) days vacation, an employee must submit a vacation leave
application one (1) week before the said appointment; more than three (3) days of
vacation leave, an employee must submit a vacation leave application form one (1)
month before the said appointment to the Human Resources Department.
*The Management is requiring that every after official leave (i.e. Vacation Leave (VL),
Sickness Leave (SL) or Emergency Leave); Employees must secure an approval from
the Medical Director that he/she is fit to work within the premises of CHMF; Attachment
such as medical clearance (from the Medical Director) or certification must be submitted
to the Human Resource Department prior on the day of reporting.
3.3 Official Business Transaction. Granted to employees, who are assigned to do
business outside the office premises. An employee must secure an Official Business
Form (OB Form) before actually proceeding to the business fieldwork transaction. OB
Form must be requested to the Human Resources Department and shall be a basis of
the Daily Time Record.
Section 4. Record of Attendance. This records the time an employee spends in the
office. An employee is required to use the prescribed attendance recording system
(Daily Monitoring Report using fingerprint and manual writing of time-in and time-out).
This will include the time an employee arrives at the office in the morning, lunch breaks,
official business transaction and departure from the office. This will properly address the
monitoring of how many hours an employee worked. In case of errors in log in and out
occurred, an employee must immediately report it to the Human Resource Department
and file a notice of explanation, stating the reason for the biometric error and time
entries; logging in errors must be reported on the same day of incident. On the other
COOPERATIVE HEALTH MANAGEMENT FEDERATIONUnit 102 88 Malakas Suites, 88 Malakas St. Brgy. Pinyahan, Quezon City
+632-899-7663 / [email protected]
hand, logging out errors are to be reported on or before 10:00 AM on the next day of
reporting.
Section 5. Tardiness. Cooperative Health Management Federation believes that a key
factor to productivity and employee responsibility is good employee attendance. Thus,
tardiness is strictly discouraged. An employee is considered habitually tardy, regardless
of the number of minutes spent in the office per day, when he/she incurs a total of 120
minutes tardiness per month. This may be a ground for disciplinary action. An
explanation of tardiness shall be forwarded to the Human Resources Department.
Section 6. Data Privacy. This focuses on how the Federation collects, uses and/or
disclose personal data in regards with the connection of an employee to Cooperative
Health Management Federation. Data Privacy aims to comply with all the requirements
of the data protection law, particularly; Data Privacy Act of 2012 (DPA). The strike of
balance between personal privacy and the necessary information needed in pursuing
legitimate actions to carry out responsibilities as healthcare maintenance organization
provider, employer and as contracting party is observed.
Personal data may include information such as written records, photographic, video,
images, digital material and biometric data.
ARTICLE 4. DISCIPLINE (CODE OF CONDUCT)
Section 1. OFFENSES AGAINST SAFETY, HEALTH, SECURITY & PUBLIC ORDEROF ADMINISTRATION. To foster the responsible use of resources given to us
stewards, our behavior should show proper concern and care for our welfare, that of
others, for properties we own or those placed under our care and the general public
whom we directly or indirectly influence. The following do not conform to the foregoing:
1.1 Unauthorized possession and carrying of firearms, explosives, or otherdeadly weapon while on company premises (Gross Penalty)
1.2 Entering restricted areas without permission. (Light Penalty)
1.3 Creating or contributing to unsafe and unsanitary conditions insidecompany premises. (Light Penalty)
1.4 Violation or failure to follow a general safety rule and/or practice.
Walking, running in the work areas. (Light Penalty)
1.5 Littering inside the company premises and immediate surrounding area.
(Light Penalty)
1.6 Unauthorized and/or unjustified use of fire protection equipment. (Light
Penalty)
13
1.7 Operating and/or tampering of switches, controls, installations,machines or equipment without authorization. (Gross Penalty)
1.8 Failure to report immediately a personal injury occurring on companytime or property. (Type B)
1.9 Willful disregard of office directive relating to sanitary conditions,
cleanliness, and orderliness of the office, security of office supplies, and
equipment or performing any act contributing to unsanitary condition or practice
on company premises or job sites (Light Penalty)
1.10 Reporting for work while having a serious contagious disease which
may endanger the health of other employees, knowing about it, yet failing to
report or willfully withholding information thereof from company authorities.
(Grave Penalty) If the contagious disease is not of a serious nature, Gross
penalty will be tantamount.
1.11 Failure to undergo Annual Physical Examination Employee are
responsible to submit their Annual Physical Examination result conducted by
DOH accredited clinic. (Habitual Penalty)
1.12 Scuffling, “horsing around,” or throwing things or otherwise wastingtime during work hours. (Habitual Penalty)
1.13 No Smoking/E-Cigarettes in Smoke-free workplaces. Pursuant to
Section 6 of Republic Act No. 9211 which specifically prohibits indoor smoking
and protects people against second hand smoke, this company policy is hereby
issued to protect its employees and clients against the hazard brought about by
smoking. (Habitual Penalty)
Section 2. Offenses against authority. An encompassing trait to elicit the correct
behavior under this category is that of respect for Authority coupled with our correct
understanding of unity, subsidiary and responsibility. The following do not conform to the
foregoing:
2.1 Refusal to follow written or verbal instructions from superior inconnection with works. An employee willfully disobeys or disregards a
superior's legitimate directive. Abusive language by employees toward
supervisors and others can also be considered insubordination. (Gross Penalty)
2.2 Deviation or unauthorized changing schedule. Deviation from approved
itinerary/coverage plan/time schedule/work assignment and/or Changing
schedule day-off or rest day without prior permission. (Light Penalty)
2.3 Refusing to accept job assignments without justifiable reason. (Habitual
Penalty)
2.4 Any act constituting disrespect and disregard of authority of companysuperiors and officers. (Grave Penalty)
I. A hostile response, expressed either verbally, via email or through
body language, is not appropriate.
II. Sabotaging your superior by bad-mouthing them to others.
COOPERATIVE HEALTH MANAGEMENT FEDERATIONUnit 102 88 Malakas Suites, 88 Malakas St. Brgy. Pinyahan, Quezon City
+632-899-7663 / [email protected]
2.5 Any act which constitutes resistance, threat, intimidation, or assaultagainst a person of authority in the company or any of his agents. (Grave
Penalty)
I. Causing or attempting to cause bodily harm or death; (Including
stalking, bullying, or other abusive or aggressive behavior);
II. Acting or attempting to sabotage, destroy, violently damage, or
deface real or personal property at the workplace.
III. Unusual, bizarre, or meaning behavior or statements that a
reasonable person would interpret as carrying the potential for
violent acts.
2.6 Willful disobedience of (or refusal to follow) Policies, Procedures,and/or Rules and Regulations. (Gross Penalty)
2.7 Company Uniform. Failure to wear prescribed company uniform or
office-based attire during official time (Light Penalty)
I. CHMF Blue Uniform, Close shoes, Pants (Monday & Friday)
II. Corporate formal attire, Close shoes (Tuesday to Thursday)
III. Strictly no wearing of sandals, slippers, ripped jeans and mini skirt
Section 3. Offenses decency, good customs and ethics:3.1 Liquor or other intoxicating drugs or beverages. Cooperative Health
Management Federation adopts this alcohol-free workplace policy and program
to ensure a safe and healthful workplace. In this regard, all employees shall
abide by the terms and conditions of this policy. The company explicitly prohibits
the following:
I. Use, possession, solicitation or sale of alcohol in the workplace; or
(Gross Penalty)
II. Impairment or under the influence of alcohol which may cause
adverse effects on employee’s work performance, safety of
co-employees or Company’s reputation. (Gross Penalty)
3.2 Sexual Harassment. Any and all act constituting sexual harassment and/or
any motives committed against co-employees regardless of position, rank, or
gender.
I. Persistently telling smutty jokes to a co- employee who has
indicated that he/ she finds them offensive; (Gross Penalty)
II. Taunting a co-employee with constant talk of sex or sexual
innuendoes; (Capital Penalty)
III. Displaying offensive pictures or publications in the workplace,
without permission of the person; (Gross Penalty)
IV. Asking co-employee intimate questions on his/ her sexual activities
in front of others; (Grave Penalty)
15
V. Making offensive hand or body gestures at a co- employee
(Obscene gestures made using the face, lips, tongue, or other body
parts; (Grave Penalty)
VI. Making obscene phone calls to a co- employee during and
outside work hours, etc.; (Grave Penalty)
VII. Pinching, unnecessarily brushing up against a co- employee’s
body; (Gross Penalty)
VIII. Requesting for dates or favors in exchange for a job, favorable
working conditions, or assignments, etc.; (Capital Penalty)
IX. Touching a co-employee in sensitive parts of his/ her body to
threats of a sexual nature and actual sexual assault; (Capital
Penalty)
X. Directing or inducing another to commit any act of sexual
harassment as herein defined, or who cooperates in the
commission thereof by another without which it would not have
been committed shall also be liable under these rules. Penalty shall
likewise be imposed on the person who employed inducement or
cooperated. (Capital Penalty)
XI. 3.3 Discourteous, rude, impertinent acts towards company officials,immediate supervisors, or clients or their representatives.
I. Commission of offense by the employee against the person of his
employer or any immediate member of his family or his
duly-authorized representative. (Capital Penalty)
I. Inflicting physical injury on any employee or person, or having in
fact inflicted physical injury while within or outside company
property or premises or job sites where such outside incident has
relation to work or company activities. (Grave Penalty)
II. Any act constituting threat, intimidation, or coercion against any
person, or in any manner unduly interfering with or obstructing
plant or company operations or other employees from performing
their work while within company property or premises or job sites.
(Grave Penalty)
III. Fighting or actually engaging another in a fight while within or
outside company property or premises or job sites provided such
outside incident has relation to work or has arisen while inside
company premises. Persistently telling smutty jokes that are found
offensive by others within office premises. (Gross Penalty)
IV. Any form of bullying that will inflict on an employee’s
self-awareness/ validation thus may be related to work or any
COOPERATIVE HEALTH MANAGEMENT FEDERATIONUnit 102 88 Malakas Suites, 88 Malakas St. Brgy. Pinyahan, Quezon City
+632-899-7663 / [email protected]
forms of bullying (e.g. body shaming, smart shaming, etc.) (Grave
Penalty)
V. Psychological Abuse which include acts or omissions causing or
likely to cause mental or emotional suffering that may lead an
employee to mental breakdown, anxiety, trauma and depression.
(Grave Penalty)
Section 4. Offenses against company interest and policies:4.1 Malingering/ feigning illness. Malingering or feigning illness to avoid doing
assigned work or reporting for work. (This includes absence due to Sick Leave
but employee is neither at home nor at any medical institution) (Gross Penalty)
4.2 Falsification of Company records or documents. Falsification of
documents relating to personal records or data or misrepresentation of any
information concerning personal circumstances and qualification. Unauthorized
alteration of personnel or company records and/or using said falsified records for
personal gain or benefit. (Capital Penalty)
4.3 Incompetency. Failure to follow written or oral instructions made by
Company superiors, as well as Company memorandum and circulars, or failure
to perform assigned work due to negligence. (Gross Penalty)
4.4 Habitual Tardiness. This is defined as ten or more instances of tardiness or
combined tardiness resulting in a total loss of 120 minutes or more within one
month. (Gross Penalty)
4.4 Absence without official leave.A. An employee who wishes to be absent on a certain date or dates
must file an application for leave of absence for approval of his immediate
superior and Department Head, at least two (2) days before his intended
leave(s) of absence.
B. If, because of extraordinary circumstances like sudden serious
illness of the employee or an immediate member of his family, preventing him or
her to secure prior leave of absence, the employee or his representative must
telephone, text, e- mail, or submit a written notice within the first 4 hours of his or
her shift to his or her superior or Department Head or any other person
authorized by the company to approve or disapprove the absence retroactively.
I. Unauthorized single day absent (Light Penalty)
II. Excessive absenteeism (2-3 working days) (Habitual Penalty)
III. Abandonment of Work (7 consecutive days of absent) (Capital Penalty)
Section 5. OFFENSES AGAINST PROPERTY:
17
5.1 Theft, robbery or appropriation for personal gain. Benefit or profit of any
the property of the company or of a fellow employee or a client or customer of the
company, regardless of the amount involved. (Capital Penalty)
5.2 Swindling or malversation (Estafa) of funds or property of the company or
of a fellow employee or of a client or of a customer of the company. (Capital
Penalty)
5.3 Obtaining supplies or materials on fraudulent orders. (Capital Penalty)
NOTE: This implicates any other person conniving or in collusion with the
employee doing it.
5.4 Unauthorized substitutions of company material or equipment with
another or of poorer quality, or of lesser value. (Capital Penalty)
5.5 Alteration or removal, without authorization, of any property of the company,
government or of other employees resulting in irreparable damage thereto.
(Capital Penalty) If damage is repairable, the penalty is mitigated to Grave
Penalty.
5.6 Using company time, material and/or equipment to do unauthorized work
within or outside premises, for personal gain which includes using company time
and facilities in personal dealership, selling, and other non-work-related activities.
(Gross Penalty)
5.7 Neglecting or refusing after due demand or notice, or as provided by
existing policies without justifiable reason, to remit, pay, reimburse, or liquidate
any money, collection or cash advance, or return and/or deliver goods, stocks, or
other properties entrusted to him by the company, or received by him from a
customer or client or business associate or affiliate or their representative for his
administration, or under any other obligation to make delivery of, or return the
same. (Habitual Penalty)
5.8 Malicious or willful destruction or misuse of company property or that of
any employee, any client or customer of the company. If the destruction,
damage, or misuse is committed through recklessness or imprudence, the same
shall be classified as Grave Penalty offense.
In order to effectively implement the provisions of this Code, offenses that call
for/ merit disciplinary action are classified under five types of heading: Light Penalty,
Habitual Penalty, Gross Penalty, Grave Penalty, and Capital Penalty. This
classification is made in accordance with the disciplinary action that the offense
merits. The corresponding disciplinary actions for each of the above are the following:
Employees who will be committing light penalties have different level of
offenses. At first the incumbent will be given a written warning regarding the
misconduct. Second, if the offender is still committing the same charges he/she will be
given a stern warning reprimand with corresponding warning for suspension. At the
third level offense, the incumbent shall be given a two (2) working day suspension.
COOPERATIVE HEALTH MANAGEMENT FEDERATIONUnit 102 88 Malakas Suites, 88 Malakas St. Brgy. Pinyahan, Quezon City
+632-899-7663 / [email protected]
Fourth level offense is four (4) working day suspension. If the offender committed the
same charges on the fifth time six (6) working day suspension shall be considered.
The sixth level offense is comprised by a fifteen (15) working day suspension with
warning for dismissal. Lastly, the seventh level offense is ground hearing or dismissal.
Habitual Penalties have five levels of offenses. Stern Warning Reprimand with
warning for suspension is due for first level offense. Next is four (4) working day
suspension is given to second level offense. If the offender committed the same
charges on the third time, six (6) working day suspension is given. Fifteen (15) working
day suspension with warning for dismissal will be given for fourth level offense. Lastly,
hearing or dismissal is given for the seventh level offense.
Gross Penalties have 3 levels of offenses. First is nine (9) working day
suspension is given for the misconduct. Next is fifteen (15) working day suspension
with warning for dismissal when gross penalty is committed for the second time.
Hearing or Dismissal is given for the third level offense of gross penalty.
Employees who will be committing Grave Penalties are given thirty (30) working
day suspension with warning for dismissal. Particularly, hearing or dismissal is due for
the second commitment of grave penalties.
Capital Penalties is the uttermost penalty that an employee can be charged off.
Automatically hearing or dismissal shall be given to the incumbent.
Despite the schedule of penalties, a penalty of dismissal may be commuted by
the President to suspension of thirty (30) days, depending on the mitigating
circumstances present in each case. In the same manner, a penalty may be
increased depending on the aggravating circumstances present.
NOTE: Notice of explanation must be delivered one day after the offense hasbeen committed, thus giving the offender a right to explain. The person incharge will study the explanation given within five days before serving theNotice of Decision.
ARTICLE 5. SALARY AND WORKING HOURS4
Computing Pay for Work Done on
I. A Regular Day (basic daily rate = monthly rate x number of months in a year (12)
/ total working days in a year)
II. A Special Day (130% x basic daily rate)
III. A Special Day, which is also a scheduled Rest Day (150% x basic daily rate)
4 As cited from the Workers’ Statutory Monetary Benefits, Department of Labor and Employment
19
IV. A Regular Holiday (200% x basic daily rate)
V. A Regular Holiday, which is also a scheduled Rest Day (260% x basic daily rate)
Computing Night Shift Premium where Night Shift is a Regular Work
I. Ordinary Day (110% x basic hourly rate)
II. Rest Day, Special Day or Regular Holiday (110% of regular hourly rate)
Computing Overtime
I. On Ordinary Days
○ Number of hours in excess of 8 hours (125% x hourly rate)
II. On a Rest Day, Special Day, or Regular Day
○ Number of hours in excess of 8 hours (130% x hourly rate)
III. On a Night Shift
○ Ordinary Day (110% x basic hourly rate)
○ Rest Day, Special Day or Regular Holiday (110% x overtime hourly rate)
Computing 13th Month Pay
I. Total basic salary earned for the year exclusive of overtime, holiday, and night
shift differential pay divided by 12 = 13thmonth pay
Conditions of Employment and Benefits provided for Employees
I. Employment Conditions
A. Normal working hours shall not exceed eight (8) hours a day
B. Payment of overtime work shall consist of an addition of at least 25% of
the regular wage per hour worked or 30% thereof during holidays or rest
days
C. In the event of a bankruptcy or liquidation, workers shall be paid their full
salary before other creditors may establish any claim to a share in the
employer’s assets
II. Mandatory Benefits and Contributions
A. Companies are mandated by the Labor Code to give their regular
employees a thirteenth month pay equivalent to one (1) month of their
annual salary
B. Employees have a right to a weekly rest period of not less than 24
consecutive hours after every 6 consecutive normal work days
C. Withholding a portion of an employee’s monthly salary to remit as
contributions to government agencies is a requisite for employers, these
agencies are as follows:
■ Social Security System (SSS)
■ Home Development Mutual Fund (HDMF)
COOPERATIVE HEALTH MANAGEMENT FEDERATIONUnit 102 88 Malakas Suites, 88 Malakas St. Brgy. Pinyahan, Quezon City
+632-899-7663 / [email protected]
■ Phil health
D. Provision of holiday pay
E. Paternity and maternity leave benefits
a) Paternity Leave-All married male employees are eligible for
7 working days up to four (4) child birth including miscarriage
of legitimate spouse to be availed within sixty (60) days from
delivery/miscarriage.
b) Maternity Leave-Under R.A. 11210,
I. women who underwent live childbirth are entitled to
105 days maternity leave with full pay, with an option to
extend for 30 days without pay. On top of 105 days, solo
parents are entitled to 15 more days of maternity leave.
II. Meanwhile, women who suffered miscarriage or
emergency termination of pregnancy, or delivered stillbirth,
can avail of 60 days maternity leave with full pay.
F. Solo Parent Leave-Republic Act No. 8972 grants parental leave of seven
(7) work days with full pay every year, in addition to leave privileges under
existing laws, to solo parents.
I. Parental leave for solo parents is granted to any solo
parent or individual who is left alone with the responsibility of
parenthood due to:
II. Giving birth as a result of rape or, as used by the law,
other crimes against chastity;
III. Death of spouse;
IV. Spouse is detained or is serving sentence for a
criminal conviction for at least one (1) year;
V. Physical and/or mental incapacity of spouse as
certified by a public medical practitioner;
VI. Legal separation or de facto separation from spouse
for at least one (1) year: Provided that he/she is entrusted
with the custody of the children;
VII. Declaration of nullity or annulment of marriage as
decreed by a court or by a church: Provided, that he/she is
entrusted with the custody of the children;
21
VIII. Abandonment of spouse for at least one (1) year;
IX. Unmarried father/mother who has preferred to keep
and rear his/her child/children, instead of having others care
for them or give them up to a welfare institution;
X. Any other person who solely provides parental care
and support to a child or children: Provided, that he/she is
duly licensed as a foster parent by the Department of Social
Welfare and Development (DSWD) or duly appointed legal
guardian by the court; and
XI. Any family member who assumes the responsibility of
head of family as a result of the death, abandonment,
disappearance, or prolonged absence of the parents or solo
parent: Provided that such abandonment, disappearance, or
prolonged absence lasts for at least one (1) year.
In order to be entitled to the leave, a solo parent employee should have
rendered at least one (1) year of service, whether continuous or broken. In
addition, the employee should notify his or her employer that he or she will avail
of the leave within a reasonable period of time. Finally, the solo parent employee
must present to the employer his or her Solo Parent Identification Card. Such a
card which may be obtained from the Department of Social Welfare and
Development (DSWD) located in the city where the employee resides. Note: In
the event that the parental leave is not availed of, it shall not be convertible to
cash.
ARTICLE 6. EDUCATION AND TRAININGA. SCHOLARSHIP
Section 1. STUDY LEAVE. Regular Employees who are covered by provisions of law,
may apply for study leave subject to the following conditions:
1.1 Study Leave is a leave of absence from work granted not exceeding six (6) months
with allowance for qualified employees to prepare for board or bar examinations. In the
case of master’s degree completion, not exceeding four (4) months shall be considered.
The leave shall be covered by an Educational Support Bond Agreement between
the Management and the concerned employee. No extension shall be granted if the
employee has already availed the maximum period of leave allowed herein. In case, the
employee needs more time to complete their studies, the number of days requested for
COOPERATIVE HEALTH MANAGEMENT FEDERATIONUnit 102 88 Malakas Suites, 88 Malakas St. Brgy. Pinyahan, Quezon City
+632-899-7663 / [email protected]
their review/completion of their requirements shall be deducted from their vacation leave
credits.
1.2 The recipient of such leave shall be selected on the basis of the following:
1. The employee must have a Bachelor’s Degree that requires the passing of bar or
board examination for the practice of their profession.
2. The profession or field of study of the concerned employee must be relevant to
one’s position, or to the duties or responsibilities of the employee as determined
by the Management.
3. The employee must have a “Very Satisfactory” rating on performance appraisal
for the last two ratings immediately preceding the application.
4. The employee must also render at least two (2) years of service in the company
(as provided for under DOST Administrative Order No. 008).
5. The employee must have no record of administrative or criminal offenses.
6. The employee must have no ongoing local/foreign scholarship grant.
1.3 The service render obligation to the company is as follows:
Period of Study Leave Grant Service Render Obligation
One (1) Month 3 months after completion
Two (2) -Three (3) Months 4 months after completion
Four (4) - Six (6) Months 5 months after completion
Should the employee fail to render the complete service render obligation in this
sense, due to voluntary resignation, optional retirement, termination of service due to
one’s fault or other causes within one’s reason or control. The employee shall refund the
provided allowances and other benefits as computed on the following formula:
𝑅 = (𝑆𝑂𝑆 − 𝑆𝑅𝑂)/𝑆𝑅𝑂 * 𝑇𝐴𝐴Wherein:
R = Refund
SOS = Service Obligation Served
SRO = Service Render Obligation
TAA = Total Amount of Allowance
1.4. The Employee shall immediately inform the Management through writing if he/she
failed to take the board/bar examination or to complete the master’s degree for which
they were granted for the study leave. In this case, they shall also refund the provided
allowances and or other benefits which will be computed as the above-mentioned
23
formula. Furthermore, for causes that are within one’s reason or control the employee
will be warned that a repeated action will nullify his/her chance to apply for this leave.
Section 2. TULOY ARAL HANDOG NG KOOPERATIBANG PANGKALUSUGAN.Regular Employees who are covered by provisions of law, may apply subject to the
following conditions:
2.1 Tuloy Aral is a scholarship program that will allow an employee to enroll for a
Postgraduate or Masteral Degree. This may cover a full or half scholarship grant for a
maximum of four (4) years.
2.2 The recipient of such scholarship program shall be selected on the following:
1. A Bachelor’s Degree from a college or university of good standing
2. An employee must be of good moral character as attested by the last school
attended or by the present employer
3. The employee must have two (2) years of working experience in the company.
4. The profession or field of study of the concerned employee must be relevant to
one’s Bachelor’s Degree, position, or to the duties or responsibilities of the
employee as determined by the Management.
5. A performance appraisal rating of at least “Satisfactory” in the last two (2)
performance appraisal periods.
6. Absence of pending administrative or criminal offenses.
7. The employee must have no local/international scholarship grant.
8. The employee must have no current service render obligation
9. The employee must be willing to comply with the terms of the Educational
Support Bond Agreement and to carry out responsibilities as scholar/grantee (eg.
service render obligation)
Provided, further, an employee must maintain a passing mark to continue his/her
scholarship grant.
2.3 The service render obligation to the company is as follows:
Period of Scholarship Grant Service Render Obligation
One (1)- Two (2) Years One (1) year after completion
Three (3)- Four (4) Years Two (2) years after completion
Should the employee fail to render the complete service render obligation in this
sense, due to voluntary resignation, optional retirement, termination of service due to
one’s fault or other causes within one’s reason or control. The employee shall refund the
provided allowances and other benefits as computed on the following formula (as cited
in DOST Revised Admin Order No. 008 series of 2014):
COOPERATIVE HEALTH MANAGEMENT FEDERATIONUnit 102 88 Malakas Suites, 88 Malakas St. Brgy. Pinyahan, Quezon City
+632-899-7663 / [email protected]
𝑅 = (𝑆𝑂𝑆 − 𝑆𝑅𝑂)/𝑆𝑅𝑂 * 𝑇𝐹𝐴𝑅Wherein:
R= Refund
SOS= Service Obligation Served
SRO= Service Render Obligation
TFAR = Total Financial Assistance Received while on Scholarship
3.4. The Employee shall immediately inform the Management through writing if he/she
failed to finish the scholarship grant. In this case, they shall also refund the provided
allowances and or other benefits which will be computed as the above-mentioned
formula. Furthermore, for causes that are within one’s reason or control the employee
will be warned that a repeated action will nullify his/her chance to apply for this
scholarship grant.
Section 3. TRAINING (I L.C.P. § 1992.)3.1 Regular Employees who are covered by provisions of law, are eligible for training
and development. This will be offered to employees to match their current work position
and enhance his/her competencies. The company shall shoulder the monetary fees
(e.g. training fees, allowance, accommodation, transportation allowance).
3.2 The recipient of such training shall be selected on the following basis:
1. The employee must have two (2) years of working experience in the company.
2. The employee must have a “Very Satisfactory” rating on performance appraisal
for the last two ratings immediately preceding the application.
3. The employee is promoted or has been predesignated.
4. The employee must have no current service obligation.
5. The employee must be willing to comply with the terms of the Training Bond
Agreement and to carry out responsibilities as grantee (e.g. service render
obligation)
3.3 The service render obligation to the company is as follows:
Cost of Training Bonding Period
Php 5,000.00 to 15,000.00 3 months after completion
Php 15,001.00 to 30,000.00 6 months after completion
Php 30,001.00 to 45,000.00 9 months after completion
Php 45,001.00 to 60,000.00 1 year of completion
Php 60,001 to 75,000.00 1 year and 3 months after completion
Php 75,001 to 90,000.00 1 year and 6 months after completion
25
Php 90,001.00 to 105,000.00 1 year and 9 months after completion
Php 105,001.00 to 120,000 2 years of completion
Note: Above cost of Php 120,000.00 with Php 15,000.00 cost range iscorresponding to 3 months additional bonding period.
Should the employee fail to render the complete service render obligation in this
sense, due to voluntary resignation, optional retirement, termination of service due to
one’s fault or other causes within one’s reason or control. The employee shall refund the
provided allowances and other benefits as computed on the following formula:
Given:
Training Cost : Php 15,000.00
Bonding Period : 6 months
Date of Resignation : February 25, 2016
Formula:
Step 1
Training Cost / Bonding Period = A
Step 2
A x Remaining Months in the Bonding Period = B
B = Amount to be paid by the resigning employee
Computation:
Php 15,000.00 / 3 months = Php 5,000.00
Php 5,000.00 x 1 months = Php 5,000.00
ARTICLE 7. RESIGNATION5
Employment with Cooperative Health Management Federation is voluntary and subject
for termination by the employee or the Federation at will, with or without cause and with
or without notice. Nothing in this policy shall be interpreted that may cause conflict,
eliminate or to modify in any way the employment status of Cooperative Health
Management Federation’s employees.
Section 1. Resignation6 as defined by San Miguel Properties v. Gucaban, the Supreme
Court, “the formal pronouncement or relinquishment of a position or office — is the
voluntary act of an employee who is in a situation where he believes that personal
6 G.R. No. 153982, 18 July 20115 Retrieved from Article 285 of Presidential Decree 442
COOPERATIVE HEALTH MANAGEMENT FEDERATIONUnit 102 88 Malakas Suites, 88 Malakas St. Brgy. Pinyahan, Quezon City
+632-899-7663 / [email protected]
reasons cannot be sacrificed in favor of the exigency of the service, and he has then no
other choice but to disassociate himself from employment.” The intent to be dismissed
in one’s position must be in accordance with the overact of relinquishment; hence the
acts of the employee must be considered before and after the alleged dismissal to
terminate the employment.
Nevertheless, a text message, verbal or a written notice signifying the intent to be
dismissed effectively is an inappropriate process of resignation under the Philippine
Labor Laws.
As stated in Article 285 of Presidential Decree 442, as amended otherwise known as
the Labor Code of the Philippines, the employee may terminate his/her employment
with or without cause by serving a written notice at least one (1) month advance.
The law also states that the employer may hold liable for damages when there is no
submitted notice of resignation.
Hechanova vs. Matorre, the Supreme court, explained that the thirty (30) day notice is
for the benefit of the employer to have enough time to hire another employee if
necessary and to provide proper turn-over of the tasks that the resigning employee is
handling. Hence, as part of the Federation prerogative, the Management has the right to
move the effectivity date of the resignation.
“The following grounds under Art. 285 of the Labor Code are considered just causes
allowing the employee to resign immediately:
1. Serious insult by the employer or his representative on the honor and person of the
employee;
2. Inhuman and unbearable treatment accorded the employee by the employer or his
representative;
3. Commission of a crime or offense by the employer or his representative against the
person of the employee or any of the immediate members of his family; and
4. Other causes are analogous to any of the foregoing.”
As held in Intertrod Maritime, Inc. vs. NLRC, 7“Once an employee resigns and his
resignation is accepted, he no longer has any right to the job. If the employee later
changes his mind, he must ask for approval of the withdrawal of his resignation from his
employer, as if he were re-applying for the job. It will then be up to the employer to
7 G.R. No. 81087, 19 June 1991
27
determine whether or not his service would be continued. If the employer accepts said
withdrawal, the employee retains his job. If the employer does not, as in this case, the
employee cannot claim illegal dismissal for the employer has the right to determine who
his employees will be. To say that an employee who has resigned is illegally dismissed,
is to encroach upon the right of employers to hire persons who will be of service to
them.”
Section 2. Death of an Employee. A termination due to the death of an employee will
be made effective as of the date of death.
Section 3. Final Pay. This refers to the sum or totality monetary budget given to
employees who resign or are discharged will be paid through the last day of work,
including any unused leave credits, outstanding loans, advances or other agreements
the employee has with the company, in regards with the laws. In the case of an
employee’s death; the final pay due to that employee will be paid to the deceased
employee’s estate or as otherwise required under the law.
ARTICLE 8. TERMINATION8
In pursuant to the Article 5 of the Labor Code of the Philippines, the following Rules are
governing the utilization of the just and authorized causes of termination of employment
under Articles 297-299 of the Labor Code, as amended, are herby as follows:
.
Section 1.Guiding principles. This Rule shall be deemed to all parties of work
employment status where there is an employer-employee relationship. This shall
include subcontractors/contractor arrangements with the Federation. No employee shall
be terminated from work except for just or authorized cause upon observance of the
due process.
Section 2. Employer-Employee Relationship. To determine the employer-employee
relationship exist, the following shall be deemed: (1) the selection and engagement of
employee (2) the payment of wages (3) the power of dismissal (4) the power to control
the employee’s conduct.
Section 3. Grounds for Employee Termination. As per the standards of due process
stated in Article 299 (b) of the Labor Code, as amended, and settled jurisprudence on
the matter, must be observed as follows:
3.1 Termination of Employee Based on Just Cases as defined in the Article 297 of the
Labor Code, as amended, two written notices must be provided by the employee
containing:
8 As cited from the Labor Code of the Philippines, Department of Labor and Employment
COOPERATIVE HEALTH MANAGEMENT FEDERATIONUnit 102 88 Malakas Suites, 88 Malakas St. Brgy. Pinyahan, Quezon City
+632-899-7663 / [email protected]
(a) The first written notice must provide the specific cause or grounds as provided in
Article 297 of the Labor Code, as amended as stated in this policy.
(b) Detailed and specific narration of the facts and circumstances that will serve as a
basis for the proper sanction of the employee. General narration shall not suffice
for the basis of the sanction, and;
(c) A directive provided by the incumbent containing a written explanation within a
reasonable period.
“Reasonable period” shall be construed as a period of at least five (5) calendar days
from the receipt of the notice to give an employee the opportunity to study the
accusation, consult or be presented by his/her representative if he/she so desires, as
provided in Article 299 (b) of the Labor Code as amended.
After the first notice, the employer is deemed to provide the employee an ample
opportunity( written or verbal) to answer the charges against him/her and submit
evidence in support of his/her defense, whether in a hearing, conference or some other
fair, just and reasonable way. A formal hearing may only occur and becomes mandatory
when requested by the employee through writing or substantial evidentiary disputes
exist or a company rule or practice requires it, or when similar circumstances arise to
justify it.
(d) After justifying the termination of the employee, the employer must serve the
employee a written notice of termination indicating that: (1) all circumstances and
factors involving the charge have been carefully considered and (2) the grounds
have been justify and established the severance of their employment
The foregoing notices shall be directed personally to the employee or to the employee’s
last known address.
Section 4. Standards on Just Causes. According to Department Order No. 147-150
series of 2015 of the Department of Labor and Employment. An employer may
terminate an employee for any of the following reasons:
A. Serious misconduct- refers to the transgression of some established and
definite rule of action, a forbidden act, a dereliction of duty, willful in character
and implies wrongful intent and not mere error in judgement.
The following must be present to be a valid ground for termination:
1. Misconduct must be present.
2. The misconduct must be of such grave and aggravated character;
3. It must relate to the performance of the employee’s duties; and
4. There must be showing that the employee becomes unfit to continue
working for the employer.
29
B. Willful Disobedience or Insubordination- refers to the refusal to obey some order,
which a superior is entitled to give and have complied. It is a willful or intentional
disregard of the lawful and reasonable instructions of the employer.
The following must be present to be a valid ground for termination:
1. Disobedience or insubordination must be present.
2. The disobedience or insubordination must be willful or intentional characterized
by an unjustified and perverse attitude;
3. The order violated must be reasonable, lawful, and made known to the
employee; and
4. The order must pertain to the duties which the employee has been engaged to
discharge.
C. Gross and Habitual Neglect of Duties- refers to the lack of diligence that an ordinary
prudent employee must possess.
The following must be present to be a valid ground for termination:
1. Neglect of duty must be present.
2. The negligence must be both gross and habitual in character
D. Fraud or Willful Breach of Trust
The following must be present to be a valid ground for termination:
1. There must be an act, omission or concealment
2. The act, omission or concealment justifies the loss of trust and confidence;
3. The employee concerned must be holding a position of trust and confidence;
4. The loss of trust and confidence should not be simulated;
5. It should not be used as a subterfuge for causes which are improper, illegal or
unjustified; and
6. It must be genuine and not mere afterthought to justify an earlier action taken in
bad faith
E. Commission of a Crime or Offense
The following must be present to be a valid ground for termination:
1. There must be an act or omission punishable/prohibited by law; and
2. The act of omission was committed by the employee against the person of
employer, any immediate member of his/her family, or his/her duly authorized
representative
Section 5. Termination of Employment based on Authorized CausesAs stated in Department Order No. 147-150 series of 2015 of the Department of Labor
and Employment an Employee may be terminated due to authorized cases wherein this
refers to those circumstances enumerated and identified under Article 298 (Closure of
Establishment and Reduction of Personnel and 299 (Disease as Ground for
Termination) of the Labor Code, as amended. These causes are due to the necessity
and essential to the deliverance of business, changing of economic conditions and
illness of the employee.
The requirements of due process shall be deemed and be complied upon service of a
written notice to the employee and the appropriate Regional Office of the Department of
COOPERATIVE HEALTH MANAGEMENT FEDERATIONUnit 102 88 Malakas Suites, 88 Malakas St. Brgy. Pinyahan, Quezon City
+632-899-7663 / [email protected]
Labor and Employment at least thirty (30) days before the effectivity of the termination.
Thus, providing the ground/s for termination.
5.1. Standards on Authorized Causes. The Federation may terminate an employee for
any of the following grounds:
A. Installation of Labor-Saving Devices- refers to the introduction of labor-saving
machinery or devices in the workplace which results in reduction of number of
employees.
The following must be present to be a valid ground for termination:
1. There must be introduction of machinery, equipment or other devices;
2. The introduction of must be conducted in good faith;
3. The purpose of introduction must be valid and aimed at saving cost, enhancing
the efficiency of production or services of the Federation
4. There is no other option available than to introduce machinery, equipment or
devices that will aid in providing smooth flow of services and products
5. A fair and reasonable criteria is considered in terminating employees
B. Retrenchment- refers to the economic ground for dismissing employees and resulting
in minimizing and avoiding business losses.
The following must be present to be a valid ground for termination:
1. The retrenchment must be necessary and likely to prevent business losses;
2. The expected or actual losses are to be provided by the Federation containing
sufficient and convincing evidence;
3. A fair and reasonable criteria is considered in terminating employees
C. Closure or Cessation of Operation
The following must be present to be a valid ground for termination:
1. A decision to close or cease operation of the enterprise is fully deemed by the
Federation
2. The decision was made in good faith
3. There is no other option available to the employer except to close or cease
operations
E. Disease
The following must be present to be a valid ground for termination:
1. The employee must be suffering from any disease;
2. The continued employment of the employee is prohibited by the law or prejudicial
to his/her health as well as to the health of his/her colleagues in the workplace
3. There must be a certification by a public health authority that the disease is
incurable within a period of six (6) months even with proper medical treatment.
Section 6. Other Causes of Termination. The Federation may terminate an employee
based on reasonable and lawful grounds specified under this company policy.
31
Section 7. Payment of Separation Pay. This refers to the monetary budget given to
employees who are terminated due to installation of labor-saving devices, retrenchment,
closure or cessation of operations, and disease.
As stated in the Department Order No. 147-150 series of 2015 of the Department of
Labor and Employment, the following are the basis for the separation pay due to
termination:
6.1 An employee who is terminated due to installation of labor-saving devices are to be
paid by the Federation equivalent to at least one (1) month compensation or at least
one (1) month of pay for every year of service, whichever is higher, a fraction of six (6)
months is to be considered as one (1) whole year.
6.2 An employee who is terminated due to retrenchment shall be paid by the Federation
equivalent to at least one (1) month compensation or at least one-half (½) month pay for
every year of service, whichever is higher, a fraction of six (6) months is to be
considered as one (1) whole year.
6.3 An employee who is terminated due to closure or cessation of service not due to
serious business losses are then to pay a separation pay equivalent to one (1) month
pay or at least one-half (½) month pay for every year of service, whichever is higher, a
fraction of six (6) months is to be considered as one (1) whole year. Should the
company closure be due to serious business losses or financial reverses separation pay
is not provided.
6.4 An employee who is terminated due to disease shall be paid with an equivalent of at
least one (1) month salary or one-half (½) month salary for every year of service,
whichever is higher, a fraction of six (6) months is to be considered as one (1) whole
year.
COOPERATIVE HEALTH MANAGEMENT FEDERATIONUnit 102 88 Malakas Suites, 88 Malakas St. Brgy. Pinyahan, Quezon City
+632-899-7663 / [email protected]
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