1. Working and Staging Hours

• • • The regular workday for Admins, HR, Back Office, and Support is from Monday to Saturday, 9:00 AM - 6:00 PM.

    • For Independent Service Provider: Staging hours 9:00 AM - 7:00 PM, 1:00 PM - 11:00 PM, 3:00 PM - 1:00 AM, and 5:00 PM - 3:00 AM in complete uniform upon logging in the time sheets.

    • Ideally, Independent Service Providers, Sub-contractors, Employees, and Agents should be in their respective posts at least 30 minutes before their actual time.

    • The basic working or staging hours vary per position and can change depending on the manpower requirements of the operation.

    • Schedules may vary by department, time of year, holiday, weekday, and weekend.

    • All Independent Service Providers, Sub-contractors, Employees, and Agents are expected to be at their work station ready to begin their assignment AT THEIR SCHEDULED START TIME.

    • Tardiness will result in the payout or salary deduction as well as disciplinary action and Time off-setting is not allowed unless authorized. 

    • The Operations Manager or the Shift Supervisor will give the schedule by sending an e-mail notification through the use of google sheets. It is your responsibility to be aware of your scheduled working or staging hours each week. Working or staging hours may vary as schedules may be adjusted to meet the client’s requirements.

1.1 Timekeeping and Recording

• • • Every Independent Service Provider, Sub-contractors, Employee, and Agent is expected to strictly adhere to his/her working or staging time, and scheduled shift and to record faithfully and correctly his daily work attendance.

    • Every Independent Service Provider, Sub-contractor, Employee, and Agent shall notify the Shift Supervisor and/or the reservation specialist on the duty of his/her login/out time at Offline and Online Timesheets.

    • Failure to log in/out or to record actual time in/out will automatically result in non-payment of wages for the period in the absence of proof that services were actually rendered, without prejudice to disciplinary actions that may be imposed on the erring Independent Service Providers, Sub-contractors, Employees and Agents.

    • Tampering, altering, falsifying, or disfiguring entries on his/her or other Independent Service Provider, Sub-contractors, Employees, and Agents log in/out of the form are strictly prohibited. Any legitimate correction has to be made through the Independent Service Providers, Sub-contractors, Employees, and Agents' respective supervisor/ manager, who shall initial the correction to evidence his approval thereof.

    • All overtime work, unless supported by a duly approved (signed by the Dept. Head) overtime form will not be considered official and thus will not be paid by the Company. 

1.2 Unauthorized Under-time

• • • Every Independent Service Provider, Sub-contractor, Employee, and Agent is expected to strictly adhere to his/her working or staging time, and scheduled shift and to record faithfully and correctly his daily work attendance, therefore any unauthorized under time is strictly prohibited.

    • Under-time work on any particular day shall not be offset by overtime work on any other day. 

1.3 Tardiness

• • • Accordingly, subject Independent Service Providers, Sub-Contractors, Employees, and Agents should notify the management if he/she will be late at least three (3) hours before duty or in any case wherein there is an emergency of at least one (1) hour before duty. Failure to do so will result in the issuance of corresponding Disciplinary Action.

1.4 Absences and Abandonment of Post

• • • The absences of the Independent Service Provider, Sub-contractors, Employees, and Agents disrupt the smooth flow of work and unduly increase the burden on other Independent Service Providers, Sub-contractors, Employees, and Agents. Accordingly, absences are discouraged unless necessary or unavoidable.

    • Leave Application Form should be properly filled out and approved by management (3) days in advance before actual leave. Unless due to some emergency at which a 24-hour notice will be accepted by the Company. In extreme cases where an Independent Service Provider, Sub-Contractors, Employees, and Agents take leave without filing and securing the prior approval of his immediate supervisor, the subject Independent Service Provider, Sub-contractors, Employees, and Agents should call at least an hour before his/her scheduled work.

    • Accordingly, the subject Independent Service Providers, Sub-contractors, Employees, and Agents should file his/her leave form on the first day he/she resumes work. Non-compliance with this policy will result in the issuance of Disciplinary Action.

    • A Medical certificate from a licensed medical practitioner / authorized /accredited medical clinic, diagnostic center, clinic, or laboratory is required for Sick Leave of one (1) day to three (3) days or more.

    • In case the absence is due to personal reasons other than illness, the Independent Service Providers, Sub-Contractors, Employees, and Agents must submit a leave application and obtain the approval of their department manager or supervisor.

    • Unexcused absences shall be subject to the corresponding payout or salary deductions in addition to the appropriate disciplinary actions to be imposed on the erring Independent Service Providers, Sub-contractors, Employees, and Agents

    • Any Independent Service Provider, Sub-contractors, Employees, and Agents who incur absence without prior notice and/or approval of his department manager or supervisor shall be considered Absent Without Official Leave (AWOL) and shall be subjected to disciplinary action.

    • Unexcused absence or three (3) consecutive days but not more than six days of absence without official leave (AWOL) within one calendar month and failure to return to work after a leave of absence or suspension without justifiable reason shall be subjected to appropriate disciplinary action. 

    • Any Independent Service Providers, Sub-contractors, Employees, and Agents who incur absence without official leave for thirty (30) consecutive days shall be deemed to have abandoned their job and shall automatically be disengaged.

    • No Independent Service Providers, Sub-contractors, Employees, and Agents shall leave their duty, post, station, or assigned workplace during working or staging hours or before quitting time without the approval of their supervisor or manager.

    • No Independent Service Provider, Sub-contractors, Employees, and Agents shall leave his work, post, station, or assigned workplace without a proper turnover to the next shift (if any).

    • No Independent Service Providers, Sub-contractors, Employees, and Agents shall change their work, station, or workplace at any given time without instruction from a manager or supervisor.

1.5 Service Incentive Leaves Applicable for Employees Only

• • • Employees upon one year of service are entitled to (7) days of vacation leave and (7) days of sick leave with pay.

    • All vacation leaves for the year must be consumed on or before 31 December of every year or else they will be forfeited.

    • Vacation leaves are to be filed and approved by the Manager (3) days prior to the actual leave of absence.

    • The company encourages employees to lead healthy lifestyles to prevent illnesses. As a way to motivate this kind of living, unused sick leave/s is converted to cash at the end of every year.

    • Sick leave of one (1) day to three (3) days or more must be accompanied by a medical certificate from a licensed medical practitioner / authorized /accredited medical clinic, diagnostic center, clinic, or laboratory.

    • Special Leave Benefit for Women employees per DOLE Department Order No. 112-11 series of 2011. Female employees may avail of this benefit subject to rules and regulations stated by the Department Order. Additional leave entitlement of 2 months with pay is given to female employees following surgery caused by gynecological disorders provided that she has rendered continuous aggregate engagement of at least 6 months for the last 12 months before the surgery.

    • Under Senate Bill No. 1305, Maternity leaves increased to a period of one hundred twenty (120) days with an option to extend for an additional thirty (30) days without pay.

    • Paternity leave based on Republic Act No. 8187: 7 days

    • Parental leave for Solo parents under Republic Act 8972, or the Solo Parent’s Welfare Act, the worker shall be granted one hundred fifty (150) days maternity leave with pay.

2. Conduct, Behavior, and Performance

• • • Your behavior, actions, and attitude toward your work, co-workers, and the public, more often than not, reflect upon the organization. As a member of the team, you are expected to contribute to the completion of assigned tasks.

2.1 Insubordination and Discourtesy

• • • It is the duty and obligation of every Independent Service Provider, Sub-Contractor, Employee, and Agent to comply faithfully and strictly with every rule, regulation, instruction, order, notice, or directive of the Company relative to or in connection with his work or engagement.

    • Any Independent Service Providers, Sub-contractors, Employees, and Agents who willfully refuse to carry out the functions and duties of the position/classification for which he was engaged/hired without valid or justifiable reason shall be dealt with.

    • No Independent Service Providers, Sub-contractors, Employees, and Agents shall change his work assignment or schedule without the prior permission of his immediate supervisor/manager in writing.

    • Not reporting for work without valid reasons on designated time including rest days and holidays after being required to do so is subjected to disciplinary action due to insubordination. 

    • Insubordination or any willful refusal by an Independent Service Providers, Sub-Contractors, Employees, and Agents to obey any reasonable and lawful order, instruction, or directive of his supervisor and/or manager or of any of the Company Policies, disrespect, discourtesy, insult, or use of foul language (whether verbal or written) towards Independent Service Provider, Sub-contractors, Employees and Agents, supervisor, officials of the Company, or to the Company, that harm or destroy the reputation, authority, or official standing of those concerned shall not be tolerated and shall be penalized accordingly with the appropriate disciplinary action.

    • Any Independent Service Providers, Sub-contractors, Employees, and Agents who refuse to submit for inspection while reporting or leaving work or to comply with security requirements of the Company shall be subjected to disciplinary action or disengagement.

    • Any Independent Service Providers, Sub-contractors, Employees, and Agents who refuse to answer questions in any investigation authorized or conducted by the company unless their answers therein would violate his constitutional rights.

2.2 Disorderly Conduct

• • • Horseplay/shouting or any disorderly act or conduct which may disrupt the normal flow of work activities of the Company or which may cause injury to a person or damage to the property of the Company is strictly prohibited.

    • Everyone is to observe and practice “moral reverence”. Immoral, indecent, or immature conduct, soliciting persons for sexual purposes, or aiding or abetting any of the above that may harm or tarnish the morals of the Company is punishable with disengagement. 

3. Altercations/Violent Acts and Commission of Crime(s) 

• • • Commission of any crime punishable under the penal laws of the Philippines inside the Company premises or facilities shall be penalized with outright disengagement.

    • The penalties provided herein shall be without prejudice to criminal and/or civil persecution under the applicable laws of the Republic of the Philippines.

3.1 Offenses Against Persons

• • • Assaulting, fighting, provoking fights, or inflicting or attempting to inflict physical injuries to Independent Service Providers, Sub-contractors, Employees, and Agents or superiors shall be subjected to the appropriate disciplinary action. 

    • Any Independent Service Provider, Sub-contractors, Employees, and Agents who are found planting, or setting any weapons to destroy the integrity of an Independent Service Providers, Sub-contractors, Employees, and Agents shall be punished with outright disengagement.

    • Any Independent Service Providers, Sub-contractors, Employees, and Agents who are found to intimidate, coerce or threaten fellow Independent Service Providers, Sub-contractors, Employees, superiors, customers, contractors, and/or other parties which adversely affect Company interest shall be subjected to the Company’s disciplinary action.

    • Any Independent Service Providers, Sub-contractors, Employees, and Agents found circulating false, untrue, or confidential information affecting the interest of the Company or its officers, collecting contributions without the approval of the management shall be subjected to disciplinary action.

    • Soliciting, peddling, and/or selling any type of goods or services to Independent Service Provider, Sub-contractors, Employees, and Agents during working or staging hours, and collecting contributions from other Independent Service Provider, Sub-contractors, Employees, and Agents without the authority of the management is strictly prohibited.

3.2 Care and Use of Company Properties and Facilities

• • • Every Independent Service Provider, Sub-contractor, Employee, and Agent are enjoined to make proper use of all Company properties and facilities and shall take care of them and treat them as if it was their own

    • Theft and pilferage of any Company property shall be penalized with disengagement as well as reporting the offenses to the necessary legal authorities and filing of appropriate criminal charges

    • Any Independent Service Providers, Sub-contractors, Employees, and Agents found to be removing, selling, disposing of, or withholding tools, equipment, raw materials, supplies, and other Company properties without authority shall automatically be disengaged.

    • No Independent Service Providers, Sub-contractors, Employees, and Agents shall be allowed to use or bring outside Company premises, or place of work, any tools, equipment, supplies, raw materials, and other Company properties for personal use or for other purposes or whatsoever, unless with the written approval from the Manager, President/CEO or from the Chairman

    • Independent Service Providers, Sub-contractors, Employees, and Agents shall not be allowed to bring inside the Company premises or workplace any personal tools, equipment, materials, or supplies for personal use which may be mistaken as Company property without prior written approval from the Manager, President/CEO or from the Chairman.

    • Any Independent Service Providers, Sub-contractors, Employees, and Agents found willfully destroying, defacing, or causing any damage to any tool; equipment, or property of the Company shall be disengaged automatically.

    • Theft or unlawful withholding of any money, personal property, article of value, or kind belonging to the Company or his/her co-workers shall be disengaged.

    • Unauthorized carrying of firearms, explosives, and combustible materials, or any deadly weapons or similar objects within Company premises.

    • The Company values the confidentiality of information or data that pertains to Operations, Management, and conduct of its business. Independent Service Providers, Sub-contractors, Employees, and Agents are strictly prohibited to disclose any information that would cause undue damage to the company.

    • Gambling, lottery, or any other games of chance contrary to the law whether or not done inside the Company premises or facilities is strictly prohibited.

    • Gambling or instigating any games involving money and/or anything of value during working or staging hours are strictly prohibited.

3.3 Breach of Security

• • • Any Independent Service Providers, Sub-contractors, Employees, and Agents who are found carrying or harboring firearms, explosives, or deadly weapons inside the Company premises shall be penalized with outright disengagement.

4. Prohibited Drug Addiction/Prohibited Drug Use and Alcoholism 

• • • No Independent Service Providers, Sub-contractors, Employees, and Agents shall bring or possess inside Company premises or facilities any prohibited drugs or narcotics, liquor, or alcoholic beverages. Mere possession of any prohibited drugs or narcotics, liquor, or alcoholic drinks shall be penalized as well as the Independent Service Providers, Sub-Contractors, Employees, and Agents being reported to the corresponding government agencies.

    • The taking or imbibing in Company premises or facilities of any prohibited drugs or narcotics, liquor, or alcoholic drinks is prohibited. Any Independent Service Providers, Sub-Contractors, Employees, and Agents who violate this rule shall be penalized with the appropriate action.

    • Reporting to work under the influence of drugs or alcohol shall be penalized under the Company’s recommended action.

5. Rules on Company Vehicle Use

• • • Company vehicles are strictly used for the purpose of smooth flow of operations for on-demand services, therefore, no Independent Service Providers, Sub-contractors, Employees, and Agents shall use the company vehicle for personal gain and interest.

    • Reckless driving or exceeding the speed limits that will result in damage to the company vehicle and/or another Independent Service Provider, Sub-Contractors, Employees, and Agents, or any third person shall be penalized with immediate disengagement.

    • Allowing an unauthorized person to operate a company vehicle/equipment or driving under the influence of liquor is strictly prohibited by the Company, therefore, the subject Independent Service Provider, Sub-contractors, Employees, and Agents shall be subjected to disciplinary action.

• • • 7. Non-Disclosure, Non-Solicitation, Non-Competition, and Non-Disparagement

    • 7.1 Non-Disclosure

    • During the period of employment or engagement, the Independent Service Providers, Sub-contractors, Employees, and Agents will be exposed to certain trade secrets and confidential information of the Company; said business secrets and confidential information consist of:

    • a) Procedural information, including methods, processes, configurations, inventions, technologies, computer platforms, and research plans.

    • b) Company information, including customer lists, formulas, strategies, discoveries, pricing figures, sales, and financial information, supply vendors, marketing, manufacture, selling systems, business plans; intellectual property; all communications, email, computer programs, records, software, documents, research, methods, licensing and other business agreements and developments, nor will the Independent Service Provider, Sub-contractors, Employees, and Agents use such information except as required by the Company.

    • Independent Service Provider, Sub-contractors, Employees and Agents shall not during, or at any time after the disengagement with the Company, use for himself or herself, reveal to others, or allow or agree to be used for Independent Service Provider, Sub-contractors, Employees and Agents advantage or to be revealed to others, any engagement secrets, confidential material, or any other data of the Company in violation of this agreement and/or policy.

    • 7.2 Non-Competition

    • During the period of the Independent Service Providers, Sub-contractors, Employees, and Agents’ engagement and/or at any time after the resignation, termination, and/or disengagement shall not directly or indirectly engage in any business or activity which competes with the business of the Company for a period of three (3) year within thirty (30) mile radius of any contracted sites that the Company holds following the resignation date, termination date or disengagement date. This includes but is not limited to the exclusive locations contracted and non-contracted and each location's individual clients.

    • (i) Engage in such business on his own account; or

    • (ii) Become interested in any such business, directly or indirectly, as an individual, partner, shareholder, director, officer, principal, agent, Independent Service Provider, Sub-contractor, Employee, trustee, consultant, or any other relationship or capacity; provided, however, that nothing contained in this Section shall be deemed to prohibit you from acquiring, solely as an investment, not more than 5% of the shares of capital stock of any public corporation.

    • 7.3 Non-Solicitation

    • Independent Service Provider, Sub-Contractors, Employees, and Agents hereby acknowledge this policy applies not just to himself/herself, but to anyone whom Independent Service Providers, Sub-Contractors, Employees, and Agents may associate with, inside or outside the Company. 

    • A. There will never be any favors exchanged between Independent Service Providers, Sub-Contractors, Employees, Agents, and a client, for personal gain or profit; there will always be a "professional distance" between Independent Service Providers, Sub-Contractors, Employees, Agents, and the Company’s clientele.

    • B. Independent Service Providers, Sub-contractors, Employees, and Agents: During the term of his/her engagement and for three (3) years after its disengagement for any reason, Independent Service Providers, Sub-contractors, Employees, and Agents shall not directly or indirectly solicit, induce, recruit, encourage or otherwise endeavor to cause or attempt to cause any Independent Service Providers, Sub-contractors, Employees and Agents of the Company to disengage their relationship with the Company.

    • C. Customers: The following paragraph refers to all clientele generated through the Company. Independent Service Providers, Sub-contractors, Employees, and Agents hereby fully and clearly recognize the clientele and their referrals or contacts, as being the sole property of the Company. During the term of his/her engagement and for three (3) years after its disengagement for any reason, Independent Service Providers, Sub-contractors, Employees, and Agents shall not directly or indirectly, for themselves or on behalf of any other person, partnership, company, corporation or other entity, solicit or attempt to solicit, for the purpose of engaging in competition with the Company or the Employer:

    • (i) Any person, referral, contact, or entity whose account was serviced by the Company; or

    • (ii) Any person or entity who is or has been a customer of the Company prior to Independent Service Providers, Sub-contractors, Employees and Agents disengagement; or

    • (iii) Any person or entity the Company has targeted and contacted prior to Independent Service Providers, Sub-contractors, Employees, and Agents disengagement for the purpose of establishing a customer relationship.

    • D. Business Opportunities: During the term of his/her engagement and for three (3) years after its disengagement for any reason, Independent Service Providers, Sub-contractors, Employees, and Agents will not directly or indirectly, in any capacity:

    • (i) Solicit the business or patronage of any Customer/Client for any other person or entity,

    • (ii) Divert, entice, or otherwise take away from the Company the business or patronage of any Customer/Client, or attempt to do so, or

    • (iii) Solicit or induce any Customer/Client to terminate or reduce its relationship with the Company.

    • (iv) Allow himself/herself to be put in an opportunistic situation in which the Company could lose the Customer/Client or their potential business; or even their referrals.

    • 7.4 Non-Disparagement

    • Independent Service Providers, Sub-contractors, Employees, and Agents agree that you will not, both during the term of this agreement and/or policy and at any time after termination or disengagement:

    • (i) Make any disparaging or derogatory comments, whether oral or in writing, about us, our agents, employees, or Independent Service Providers for any reason; or

    • (ii) Do anything calculated to damage our reputation, goodwill, or Intellectual Property.

    • 7.5 Specific Penalty for Violation of Article 7 and its Sub Provisions

    • Should Independent Service Providers, Sub-Contractors, Employees, and Agents ever violate this policy, the employer or the company is absolutely entitled to any and all factual financial loss and/or projected financial loss or damages. 

    • Any violation of this Provision (Article 7) shall render the Independent Service Provider, Sub-Contractors, Employees, and Agents liable to a liquidated penalty of P200,000.00 Any violation thereof shall give the right to the employer or the company to file not only administrative charges but also civil and criminal charges against the Independent Service Provider, Sub-Contractors, Employees and Agents.

    • Furthermore, Independent Service Providers, Sub-Contractors, Employees, and Agents hereby acknowledge the consequences of legal prosecution (i.e., Lawsuit, etc.) and agrees to be responsible for any legal costs that may be incurred as a result of Independent Service Providers, Sub-Contractors, Employees and Agents breach of this Agreement.

7. Non-Disclosure, Non-Solicitation, Non-Competition, and Non-Disparagement

7.1 Non-Disclosure

During the period of employment or engagement, the Independent Service Providers, Sub-contractors, Employees, and Agents will be exposed to certain trade secrets and confidential information of the Company; said business secrets and confidential information consist of:

a) Procedural information, including methods, processes, configurations, inventions, technologies, computer platforms, and research plans.

b) Company information, including customer lists, formulas, strategies, discoveries, pricing figures, sales, and financial information, supply vendors, marketing, manufacture, selling systems, business plans; intellectual property; all communications, email, computer programs, records, software, documents, research, methods, licensing and other business agreements and developments, nor will the Independent Service Provider, Sub-contractors, Employees, and Agents use such information except as required by the Company.

Independent Service Provider, Sub-contractors, Employees and Agents shall not during, or at any time after the disengagement with the Company, use for himself or herself, reveal to others, or allow or agree to be used for Independent Service Provider, Sub-contractors, Employees and Agents advantage or to be revealed to others, any engagement secrets, confidential material, or any other data of the Company in violation of this agreement and/or policy.

7.2 Non-Competition

During the period of the Independent Service Providers, Sub-contractors, Employees, and Agents’ engagement and/or at any time after the resignation, termination, and/or disengagement shall not directly or indirectly engage in any business or activity which competes with the business of the Company for a period of three (3) year within thirty (30) mile radius of any contracted sites that the Company holds following the resignation date, termination date or disengagement date. This includes but is not limited to the exclusive locations contracted and non-contracted and each location's individual clients.

(i) Engage in such business on his own account; or

(ii) Become interested in any such business, directly or indirectly, as an individual, partner, shareholder, director, officer, principal, agent, Independent Service Provider, Sub-contractor, Employee, trustee, consultant, or any other relationship or capacity; provided, however, that nothing contained in this Section shall be deemed to prohibit you from acquiring, solely as an investment, not more than 5% of the shares of capital stock of any public corporation.

7.3 Non-Solicitation

Independent Service Provider, Sub-Contractors, Employees, and Agents hereby acknowledge this policy applies not just to himself/herself, but to anyone whom Independent Service Providers, Sub-Contractors, Employees, and Agents may associate with, inside or outside the Company. 

A. There will never be any favors exchanged between Independent Service Providers, Sub-Contractors, Employees, Agents, and a client, for personal gain or profit; there will always be a "professional distance" between Independent Service Providers, Sub-Contractors, Employees, Agents, and the Company’s clientele.

B. Independent Service Providers, Sub-contractors, Employees, and Agents: During the term of his/her engagement and for three (3) years after its disengagement for any reason, Independent Service Providers, Sub-contractors, Employees, and Agents shall not directly or indirectly solicit, induce, recruit, encourage or otherwise endeavor to cause or attempt to cause any Independent Service Providers, Sub-contractors, Employees and Agents of the Company to disengage their relationship with the Company.

C. Customers: The following paragraph refers to all clientele generated through the Company. Independent Service Providers, Sub-contractors, Employees, and Agents hereby fully and clearly recognize the clientele and their referrals or contacts, as being the sole property of the Company. During the term of his/her engagement and for three (3) years after its disengagement for any reason, Independent Service Providers, Sub-contractors, Employees, and Agents shall not directly or indirectly, for themselves or on behalf of any other person, partnership, company, corporation or other entity, solicit or attempt to solicit, for the purpose of engaging in competition with the Company or the Employer:

(i) Any person, referral, contact, or entity whose account was serviced by the Company; or

(ii) Any person or entity who is or has been a customer of the Company prior to Independent Service Providers, Sub-contractors, Employees and Agents disengagement; or

(iii) Any person or entity the Company has targeted and contacted prior to Independent Service Providers, Sub-contractors, Employees, and Agents disengagement for the purpose of establishing a customer relationship.

D. Business Opportunities: During the term of his/her engagement and for three (3) years after its disengagement for any reason, Independent Service Providers, Sub-contractors, Employees, and Agents will not directly or indirectly, in any capacity:

(i) Solicit the business or patronage of any Customer/Client for any other person or entity,

(ii) Divert, entice, or otherwise take away from the Company the business or patronage of any Customer/Client, or attempt to do so, or

(iii) Solicit or induce any Customer/Client to terminate or reduce its relationship with the Company.

(iv) Allow himself/herself to be put in an opportunistic situation in which the Company could lose the Customer/Client or their potential business; or even their referrals.

7.4 Non-Disparagement

Independent Service Providers, Sub-contractors, Employees, and Agents agree that you will not, both during the term of this agreement and/or policy and at any time after termination or disengagement:

(i) Make any disparaging or derogatory comments, whether oral or in writing, about us, our agents, employees, or Independent Service Providers for any reason; or

(ii) Do anything calculated to damage our reputation, goodwill, or Intellectual Property.

7.5 Specific Penalty for Violation of Article 7 and its Sub Provisions

Should Independent Service Providers, Sub-Contractors, Employees, and Agents ever violate this policy, the employer or the company is absolutely entitled to any and all factual financial loss and/or projected financial loss or damages. 

Any violation of this Provision (Article 7) shall render the Independent Service Provider, Sub-Contractors, Employees, and Agents liable to a liquidated penalty of P200,000.00 Any violation thereof shall give the right to the employer or the company to file not only administrative charges but also civil and criminal charges against the Independent Service Provider, Sub-Contractors, Employees and Agents.

Furthermore, Independent Service Providers, Sub-Contractors, Employees, and Agents hereby acknowledge the consequences of legal prosecution (i.e., Lawsuit, etc.) and agrees to be responsible for any legal costs that may be incurred as a result of Independent Service Providers, Sub-Contractors, Employees and Agents breach of this Agreement.

8. Falsification of Documents, Misrepresentation, Forgery, and Other Deceits

• • • Any Independent Service Providers, Sub-contractors, Employees, and Agents who abuse their position for personal gain which may cause damage to an Independent Service Providers, Sub-Contractors, Employees, and Agents and to the company shall be subject to appropriate disciplinary action. 

    • Any Independent Service Providers, Sub-contractors, Employees, and Agents found to have willfully falsified records, documents, and/or forged signatures in order to obtain or secure engagement shall be penalized with outright disengagement. 

    • Any Independent Service Providers, Sub-contractors, Employees, and Agents found to have concealed any kind of disease or illness to obtain engagement shall be disengaged immediately with the understanding that the Company has no obligation monetary or otherwise for the treatment of his/her disease or illness.

    • Any Independent Service Providers, Sub-contractors, Employees, and Agents found to have willfully altered, tampered, falsified any report of Company record and/or forged the signature of his superior/s and/or co-employee(s) shall be immediately disengaged.

    • Any Independent Service Providers, Sub-contractors, Employees, and Agents found guilty of willfully substituting or attempting to substitute any Company property with a used or inferior counterpart for personal gain shall be automatically disengaged.

    • Any Independent Service Providers, Sub-contractors, Employees, and Agents found guilty of concealing, covering, removing, or destroying any defective work shall be subject to disciplinary action and/or disengagement in addition to payout or salary deduction equivalent to the cost of damage for the material/items destroyed.

    • Any Independent Service Providers, Sub-contractors, Employees, and Agents must avoid being placed in a situation where there is a potential, actual, or perceived conflict of interest if at all possible.

9. Refusal to Carry Out Duties, Concerted Actions, and Other Offenses

• • • Any Independent Service Providers, Sub-contractors, Employees, and Agents who initiate or participate in a slowdown of operation or any activity that interferes or reduces output or operation shall be immediately disengaged.

    • Any Independent Service Providers, Sub-contractors, Employees, and Agents, who conspires, instigate, or persuades his co- Independent Service Providers, Sub-Contractors, Employees, and Agents to commit an offense against Company Policies meeting the penalty of disengagement shall also be subject to the penalty of disengagement.

    • No Independent Service Provider, Sub-contractors, Employees, and Agents shall offer or accept anything of value in exchange for a job or work assignment, work schedule, work location, or any favorable conditions of engagement.

    • No Independent Service Providers, Sub-contractors, Employees, and Agents shall accept anything of value from any suppliers, contractors, or the likes unless the same is legally solicited and/or authorized by the Company.

    • Any Independent Service Provider, Sub-contractors, Employees, and Agents who maliciously reports false charges or accusations or falsely testifies against his co- Independent Service Provider, Sub-Contractors, Employees, and Agents shall be subject to the same penalty provided to the offense charged as reported.

    • Moonlighting during staging or working hours or engaging in an activity prejudicial to the Company’s business shall be subject to the penalty provided by the Company.

    • Sleeping while on duty which adversely affects the Operations is strictly prohibited. 

    • Carelessness causing injury to persons or damage to Company property, gross negligence in assigned tasks, and gross incompetence shall be subjected to appropriate disciplinary action. 

10. Miscellaneous Rules

• • • Company telephones and issued mobile phones and other communication devices shall be exclusively used for official and/or business calls. Personal calls are strictly prohibited unless in case of emergency and with the prior approval of the Management.

    • Any tolls arising from unauthorized personal calls will be charged to the responsible Independent Service Providers, Sub-contractors, Employees, and Agents and will subject Independent Service Providers, Sub-contractors, Employees, and Agents to proper disciplinary action for non-compliance to company policy.

    • No Independent Service Providers, Sub-contractors, Employees, and Agents shall be allowed to receive personal visitors during working or staging hours unless with the prior approval of his Supervisor or Manager.

    • An Unauthorized person or those without official purpose or transaction shall not be allowed to enter the Conference room/ Lounge/Café.

    • It is also the duty of every Independent Service Provider, Sub-contractor, Employee, and Agent to promptly advise the Company through the Human Resource Development Department of any changes in their status or any personal circumstance within one (1) week after the occurrence of such change or changes. The Company shall not accept any responsibility or liability for any problem which may arise by reason of the Independent Service Providers, Sub-contractors, Employees, and Agent’s non-compliance to this rule.

    • No Independent Service Providers, Sub-contractors, Employees, and Agents shall use or operate Company tools, machines, or equipment unless previously authorized by their Supervisor or Manager. Any Independent Service Provider, Sub-contractors, Employees, and Agents to whom such tools, machines, and equipment have been officially assigned who shall allow an unauthorized person (s) to use or operate said tools, machine, or equipment, shall be responsible for any loss or damage to said tools, machines, equipment and shall be responsible for the cost or repair of said tools, equipment, without prejudice to appropriate disciplinary action.

    • No Independent Service Providers, Sub-contractors, Employees, and Agents shall leave their post, or station unless proper endorsement has already been made to their reliever, or in the absence of the latter, to their Supervisor or Manager. 

    • Unauthorized contact or representation of the Company to media (TV/print/radio) is strictly prohibited. Any Independent Service Providers, Sub-contractors, Employees, and Agents found in violation of this rule are subject to outright disengagement.

    • Independent Service Providers, Sub-contractors, Employees, and Agents shall practice discretion when using social media. For the security and protection of our clients, posting pictures on any form of social media while on duty is not allowed. Confidential information about the company, your colleagues, and our clients is to be kept confidential. Social media should not be used for discriminatory statements that can harm the reputation of the company.

    • Rumor-mongering is NEVER POSITIVE AND NO GOOD INTENTION can be attributed to it. It is a VERY UNHEALTHY method of distributing information thus it is strictly prohibited practice for our Company. Any Independent Service Providers, Sub-contractors, Employees, and Agents found in violation shall be severely dealt with.

    • NO SMOKING WITHIN THE PREMISES OF THE COMPANY AND OTHER AREAS MANAGED AND CONTROLLED BY THE COMPANY. Designated Smoking Areas will be posted by the Management and only there can the Independent Service Providers, Sub-contractors, Employees, and Agents smoke during their break periods and before/after working or staging hours.

    • Failure to comply with the policy set on the proper use of computers and other IT equipment, Failure to perform (MUR) Make-Up Room and practice good housekeeping like eating in the work area, throwing trash, etc., Failure to perform Public Area Maintenance (PAM), Failure to Maintain Cleanliness, Failure to Notify Immediate Supervisor and/or Reservation Specialist, Failure to Assign, Perform, Check and Maintain (Daily Standard Operating Pre and Post Procedures) will be subjected to company’s recommended penalties.

    • Failure to perform inventory and folding of clean and dirty laundry, Failure to prepare hot towels for foot wash and hot towel, Failure to conserve Utilities (electricity and water), and Failure to perform Floor care maintenance such as Sweeping Mopping, and cleaning (all areas) will be subjected to company’s recommended penalties.

    • Failure to follow Standard Operating Procedure for On-Site and On-Demand shall be subjected to appropriate disciplinary action. 

11. Non-Exclusive Nature 

• • • The list of offenses enumerated above is non-exclusive in character and the Company may at its sole discretion, impose such disciplinary action/s or penalty/is as it may deem appropriate under the circumstances for offenses or actions not covered or listed by any provision given under these policies.

12. Supplementary Rules

• • • The Company reserves and remains to hold the right to from time to time as conditions warrant, promulgate and/or revise such policies, rules, and regulations and provide such appropriate penalties thereof on the basis of the nature, character, and gravity of the offense.

    • Additional policies, Company Rules, and Regulations created through Memoranda, circulars, and directives are deemed to be part of the Company’s Manual and shall be treated as such for purposes of application and enforcement.

13. Mandatory Provision

• • • It is the duty and responsibility of every Independent Service Provider, Sub-contractor, Employee, and Agent to know and familiarize himself with every Company Policy and/or rules and regulations. Any Independent Service Providers, Sub-contractors, Employees, and Agents who claim a lack of knowledge shall not be excused from non-compliance with the policy and/or rules and regulations herein or those policies, rules, and regulations which the Company may issue from time to time.

14. Spasify Penalties For Specific Offenses

• • • Spasify Penalties for Specific Offenses (Independent Service Providers, Contractors, Sub-contractors, Employees, Agents, Partners, and Franchisees) *Separate Document* Click this link to learn more https://docs.google.com/spreadsheets/d/10ATJu93kIOP64wG0DJeTmHDbrC6zbzgF7W-D7Ry_05o/edit#gid=0 

Acknowledgment

• • • You acknowledged that you have been oriented and the Company Policies, Rules, and Regulations have explained to you accordingly; further that you understand and agree to be governed by these policies/rules and regulations during your engagement in this Company.

    • You solemnly swear to abide and be guided by these policies/rules and regulations as set forth by the Company; and you understand that upon your violation of any policies/ rules and regulations as set forth by the Company, you will be penalized accordingly.

Effective Date: March 6, 2016

Your privacy is critically important to us. At Spasify we have a few fundamental principles: We don’t ask you for personal information unless we truly need it. We don’t share your personal information with anyone except to comply with the law, develop our products, or protect our rights. We don’t store personal information on our servers unless required for the on-going operation of one of our services. Below is our privacy policy which incorporates these goals: If you have questions about deleting or correcting your personal data please contact our support team.

1. Website Visitors

Like most website operators, Spasify collects non-personally-identifying information of the sort that web browsers and servers typically make available, such as the browser type, language preference, referring site, and the date and time of each visitor request. Spasify’s purpose in collecting non-personally identifying information is to better understand how Spasify’s visitors use its website. From time to time, Spasify may release non-personally-identifying information in the aggregate, e.g., by publishing a report on trends in the usage of its website.

Spasify also collects potentially personally-identifying information like Internet Protocol (IP) addresses for logged in users and for users leaving comments. Spasify only discloses logged in user and commenter IP addresses under the same circumstances that it uses and discloses personally-identifying information.

2. Gathering of Personally-Identifying Information

Certain visitors to Spasify’s websites choose to interact with Spasify in ways that require Spasify to gather personally-identifying information. The amount and type of information that Spasify gathers depends on the nature of the interaction. For example, we ask visitors who sign up for our website to provide a username and email address. Those who engage in transactions with Spasify – by purchasing access to the Spasify Services, for example – are asked to provide additional information, including as necessary the personal and financial information required to process those transactions. In each case, Spasify collects such information only insofar as is necessary or appropriate to fulfill the purpose of the visitor’s interaction with Spasify. Spasify does not disclose personally-identifying information other than as described below. And visitors can always refuse to supply personally-identifying information, with the caveat that it may prevent them from engaging in certain website-related activities.

3. Data Collection (Statistics)

Spasify may collect statistics about the behavior of visitors to its websites. Spasify may display this information publicly or provide it to others. However, Spasify does not disclose personally-identifying information other than as described below.

4. Protection of Certain Personally-Identifying Information

Spasify discloses potentially personally-identifying and personally-identifying information only to those of its employees, contractors and affiliated organizations that (i) need to know that information in order to process it on Spasify’s behalf or to provide services available at Spasify’s websites, and (ii) that have agreed not to disclose it to others. Some of those employees, contractors and affiliated organizations may be located outside of your home country; by using Spasify’s websites, you consent to the transfer of such information to them. Spasify will not rent or sell potentially personally-identifying and personally-identifying information to anyone. Other than to its employees, contractors and affiliated organizations, as described above, Spasify discloses potentially personally-identifying and personally-identifying information only in response to a subpoena, court order or other governmental request, or when Spasify believes in good faith that disclosure is reasonably necessary to protect the property or rights of Spasify, third parties or the public at large. If you are a registered user of Spasify website and have supplied your email address, Spasify may occasionally send you an email to tell you about new features, solicit your feedback, or just keep you up to date with what’s going on with Spasify and our products. We primarily use our various product to communicate this type of information, so we expect to keep this type of email to a minimum. If you send us a request (for example via a support email or via one of our feedback mechanisms), we reserve the right to publish it in order to help us clarify or respond to your request or to help us support other users. Spasify takes all measures reasonably necessary to protect against the unauthorized access, use, alteration or destruction of potentially personally-identifying and personally-identifying information.

5. Cookies

A cookie is a string of information that a website stores on a visitor’s computer, and that the visitor’s browser provides to the website each time the visitor returns. Spasify uses cookies to help Spasify identify and track visitors, their usage of Spasify website, and their website access preferences. Spasify visitors who do not wish to have cookies placed on their computers should set their browsers to refuse cookies before using Spasify’s websites, with the drawback that certain features of Spasify’s websites may not function properly without the aid of cookies.

6. Business Transfers

If Spasify, or substantially all of its assets, were acquired, or in the unlikely event that Spasify goes out of business or enters bankruptcy, user information would be one of the assets that is transferred or acquired by a third party. You acknowledge that such transfers may occur, and that any acquirer of Spasify may continue to use your personal information as set forth in this policy.

7. Comments

Comments and other content submitted to our website anti-spam service are not saved on our servers unless they were marked as false positives, in which case we store them long enough to use them to improve the service to avoid future false positives.

8. Privacy Policy Updates

Although most changes are likely to be minor, Spasify may change its Privacy Policy from time to time, and in Spasify’s sole discretion. Spasify encourages visitors to frequently check this page for any changes to its Privacy Policy. If you have a WordPress.com account, you should also check your blog’s dashboard for alerts to these changes. Your continued use of this site after any change in this Privacy Policy will constitute your acceptance of such change.

Effective Date: March 6, 2016

Our policy lasts 7 days for items fulfilled by Spasify. If 7 days have gone by since your purchase, unfortunately we can’t offer you a refund or exchange. To be eligible for a return, your item must be unused and in the same condition that you received it. It must also be in the original packaging. Several types of goods are exempt from being returned. Perishable goods such as food, flowers, newspapers or magazines cannot be returned. We also do not accept products that are intimate or sanitary goods, hazardous materials, or flammable liquids or gases.

1. Additional Non-Returnable Items: 

Discounted "Coupons, Gift Cards, Passes, Prepaid Cards, Tickets, Membership Cards, and Vouchers" including Downloadable Software or Digital Products Some Health, Skin and Personal Care items. To complete your return, we require a receipt or proof of purchase. Please do not send your purchase back to the manufacturer or sellers.

There are certain situations where only partial refunds are granted (if applicable) 

Book with obvious signs of use CD, DVD, VHS tape, software, video game, cassette tape, or vinyl record that has been opened. Any item not in its original condition, is damaged or missing parts for reasons not due to our error. Any item that is returned more than 30 days after delivery

2. Refunds (if applicable) 

Once your return is received and inspected, we will send you an email to notify you that we have received your returned item. We will also notify you of the approval or rejection of your refund. If you are approved, then your refund will be processed, and a credit will automatically be applied to your credit card or original method of payment, within a certain amount of days.

3. Late or missing refunds (if applicable) 

If you haven’t received a refund yet, first check your bank account again. Then contact your credit card company, it may take some time before your refund is officially posted. Next contact your bank. There is often some processing time before a refund is posted. If you’ve done all of this and you still have not received your refund yet, please contact us at marketplace@spasify.com

4. Sale items (if applicable) 

Only regular priced items may be refunded, unfortunately sale items cannot be refunded.

5. Exchanges (if applicable) 

We only replace items if they are defective or damaged. If you need to exchange it for the same item, send us an email at marketplace@spasify.com and send your item to: Seller's Address

6. Gifts 

If the item was marked as a gift when purchased and shipped directly to you, you’ll receive a gift credit for the value of your return. Once the returned item is received, a gift certificate will be mailed to you.

If the item wasn’t marked as a gift when purchased, or the gift giver had the order shipped to themselves to give to you later, we will send a refund to the gift giver and he will find out about your return.

7. Shipping 

To return your product, you should mail your product to: Seller's Address

You will be responsible for paying for your own shipping costs for returning your item. Shipping costs are non-refundable. If you receive a refund, the cost of return shipping will be deducted from your refund.

Depending on where you live, the time it may take for your exchanged product to reach you, may vary.

If you are shipping an item over P5,000 you should consider using a traceable shipping service or purchasing shipping insurance. We don’t guarantee that we will receive your returned item.

Effective Date: March 6, 2016

Please read these Terms of Service (“Terms”, “Terms of Service”) carefully before using www.spasify.com and any other URL/links associated to this website (the “Service”) operated by Spasify (“us”, “we”, or “our”).

Your access to and use of the website is conditioned on your acceptance of and compliance with these Terms. These Terms apply to all visitors, users and others who access or use the service. By accessing or using the Service you agreed to be bound by these Terms, if you disagree with any part of the terms then you may not access the website.

1. Terms

By accessing this website, you are agreeing to be bound by these website Terms and Conditions of Use, all applicable laws and regulations, and agree that you are responsible for compliance with any applicable local laws and international law. If you do not agree with any of these terms, you are prohibited from using or accessing this site. The materials contained in this website are protected by applicable copyright and trademark law.

2. Use Warrant

Permission is granted to provisionally download one copy of the materials (information) on Spasify’s web site for personal, non-commercial transitory viewing only. This is the grant of a license, not a transfer of title, and under this license, you may not (i) Modify or copy the materials; (ii) Use the materials for any commercial purpose, or for any public display (commercial or non-commercial); (iii) Attempt to decompile or reverse engineer any software contained on Spasify’s website; (iv) Remove any copyright or other proprietary notations from the materials; or (v) transfer the materials to another person or “mirror” the materials on any other server.

3. Restrictions

In no event shall Spasify or its suppliers be liable for any damages (including, without limitation, damages for loss of data or profit, or due to business interruption,) arising out of the use or inability to use the materials on Spasify’s site, even if Spasify or a Spasify authorized representative has been notified orally or in writing of the possibility of such damage. Because some jurisdictions do not allow limitations on implied warranties, or limitations of liability for consequential or incidental damages, these limitations may not apply to you.

4. Disclaimer

The materials on Spasify’s website are provided “as is”. Spasify makes no warranties, expressed or implied, and hereby disclaims and negates all other warranties, including without limitation, implied warranties or conditions of merchantability, fitness for a particular purpose, or non-infringement of intellectual property or other violation of rights. Furthermore, Spasify does not warrant or make any representations concerning the accuracy, likely results, or reliability of the use of the materials on its website or otherwise relating to such materials or on any sites linked to this site.

5. Termination

This license shall automatically terminate if you violate any of these restrictions and may be terminated by Spasify at any time. Upon terminating your viewing of these materials or upon the termination of this license, you must destroy any downloaded materials in your possession – whether in electronic or printed format.

6. Links

Spasify has not reviewed all of the sites linked to its website and is not accountable for the contents of any such linked site. The inclusion of any link does not suggest endorsement by Spasify of the site. Use of any such linked website is at the user’s own risk.

7. Revisions and Errata

The materials appearing on Spasify’s website could include technical, typographical, or photographic errors. Spasify does not warrant that any of the materials on its website is accurate, complete, or current. Spasify may make changes to the materials contained on its website at any time without notice. Spasify does not, however, make any commitment to update the materials.

8. Website Terms of Service Changes

Although most changes are likely to be minor, Spasify may change its Terms of Service from time to time, and in Spasify’s sole discretion. Spasify encourages visitors to frequently check this page for any changes to its Terms of Use. If you have a WordPress.com account, you should also check your blog’s dashboard for alerts to these changes. Your continued use of this site after any change in this Terms of Service will constitute your acceptance of such change. Spasify may revise these terms of use for its website at any time without notice. By using this website, you are agreeing to be bound by the then updated version of these Terms of Service.

9. Governing Law

Any claim relating to Spasify’s website shall be governed by the laws of Olongapo City, Philippines, without regard to its conflict of law provisions.

Effective Date: March 6, 2016

1. Same Time, Day, Advance and/or Bulk Reservation Policy (On-Site and On-Demand)

For our valued Guests who wishes to have an upfront or same time reservation our Reservation Specialists or one of our On-Site Partner (Representative) will ask you to adjust your booking request (30) minutes or (60) minutes prior to your intended starting time, upfront or same time booking requests will be automatically adjusted to the next available time-slot.

For our valued Guests who wishes to have a same day, advance and/or bulk reservation in any of Spasify Mobile Spa service(s) our Reservation Specialists or one of our On-Site Partner (Representative) will ask you to pay "One Hundred Percent (100%) Full payment of the total Service Fee" in order to book and confirm your requested massage or spa service due to limited manpower inventory and man hours that can result to loss of opportunity for Spasify Mobile Spa’s other requests’ and reservations’.

Once the booking request has been created our Booking Engine will automatically send our On-Site Partner or the Guest an email invoice on a “Waiting/Pending” booking status containing the desired reservation details.

Afterwards, once the booking has been confirmed our Booking Engine will then send the On-Site Partner or the Guest an email invoice on an “Awaiting Payment” booking status containing the Payment Link in order to pay and confirm the reservation. 

Furthermore, Spasify Mobile Spa will consider that all items stated in your email invoice are correct if no reply or correction has been made from your end two (2) minutes after the booking has been changed to "Awaiting Payment" booking status.

2. Same Day Cancellation Policy (On-Site and On-Demand) 

In the event that the Guest wishes to cancel a same day "On-Demand" and/or “On-Site” reservation within two (2) minutes after booking, Spasify Mobile Spa will not charge the Guest and refund the full payment right after, deducted the remittance charge if any.

However, if the Guest wishes to cancel a same day reservation after two (2) minutes of booking and/or after our Service Provider arrives, Spasify Mobile Spa in its sole discretion, reserves the right to charge and/or to collect the Guest One Hundred Percent (100%) Full Payment of the Total Service Fee including transportation fee as a consequence for the said same day reservation.

3. Advance and/or Bulk Cancellation Policy (On-Site and On-Demand)

In the event that the Guest wishes to cancel an advance and/or bulk “On-Demand” and/or “On-Site” reservation (7) daysprior the reserved date, Spasify Mobile Spa in its sole discretion, reserves the right to charge and/or collect the Guest fifty percent (50%) payment of the total service fee as a consequence and refund the remaining fifty percent (50%) of the total service fee from the one hundred percent (100%) full payment right after, deducted the remittance charge if any.

However, if the Guest wishes to cancel an advance and/or bulk “On-Demand” and/or “On-Site” reservation (6) days prior and/or within the reserved date, Spasify Mobile Spa in its sole discretion, reserves the right to charge and/or collect the Guest one hundred percent (100%) full payment of the total service fee for the said advance and/or bulk reservation as a consequence.

4. Change of Time and/or Change of Date Request Policy (On-Site and On-Demand)

For Change of Time Request (CTR) for same day reservation (1) hour from the time of booking and/or reservation is only allowed failure to observe the condition, the reserved time and session will be considered as consummated.

For Change of Date Request (CDR) for advance and/or bulk reservation (7) days prior to your intended reserved time and date ,Spasify Mobile Spa will not charge the Guest but the request is subject to Spasify Mobile Spa’s vacant time slots and manpower availability.

For Change of Date Request (CDR) for advance and/or bulk reservation (6) days prior to your Guest’s intended reserved time and date and/or within the reserved date, Spasify Mobile Spa in its sole discretion, reserves the right to charge and/or to collect the Guest fifty percent (50%) of the total service fee as a consequence and the request shall be subject to Spasify Mobile Spa’s vacant time slots and manpower availability.

5. Waiting Policy (On-Site and On-Demand)

Spasify Mobile Spa’s Service Providers is only allowed to wait for a maximum of (5) minutes from your intended reserved time, furthermore for more than (5) minutes of waiting, your intended duration of service will be reduced accordingly and/or Spasify Mobile Spa’s hourly rate will apply. To learn more, visit Spasify FAQ’s (Frequently Asked Questions) Page https://www.spasify.com/pages/faqs

1. Reservation Policy

For our valued Guests/Users who made a same day, advance and/or bulk reservation to any of our Merchant Partner (Property or Service) via Spasify Marketplace WebApp, our Booking Engine will automatically send the Guest/User an email invoice on a “Waiting/Pending” booking status containing the Guest/User desired reservation details.

Spasify Marketplace Booking Engine will then automatically notify the Merchant Partner in order to ensure that the Guest/User reservation is available, once confirmed our Merchant Partner will temporarily blocked the Guest/User reservation for (30) minutes.

Afterwards, our Booking Engine will then send the Guest/User an email invoice on an “Awaiting Payment” booking status containing the Payment Link in order for the Guest/User to pay and confirm the reservation. Failure to settle the required payment in (30) minutes, temporary blocking will expire automatically and can be sold to other awaiting Guests/Users.

Once the payment has been made, the Guest/Users shall now be automatically bounded to the Merchant Partner’s “RESERVATION, CANCELLATION AND REFUND POLICY” including all other Policies, especially when the Guest/User payment has been transferred successfully to our Merchant Partner.

2. Cancellation and Refund Policy

In the event that the Guest/User wishes to cancel same day, advance and/or bulk reservation within “(30) MINUTES” after receiving the “AWAITING PAYMENT” booking status email notification, Spasify Marketplace and/or the Merchant Partner will not charge the Guest/User.

However, if the Guest/User wishes to cancel same day, advance and/or bulk reservation after Spasify Marketplace received the Guest/User payment, the booking fee and other related charges is non-refundable. The booking fee, first night, price of the entire stay or purchase may still be charged depending on the Merchant Partner policy that the Guest/User agreed to at the time of their reservation.

Spasify Marketplace in its sole discretion, reserves the right to charge and/or transfer the Guest/User one hundred percent (100%) full payment or fifty percent (50%) down-payment whichever is collected, to the Merchant Partner as a consequence deducted all related fees and charges occurred for the said same day, advance and/or bulk reservation.

3. Re-Booking Policy

If the Guest/User wishes to re-book a paid reservation, re-booking is depending on the Merchant Partner policy that the Guest/User agreed to at the time of their reservation.

In the event, that the Merchant Partner allows the Guest/User to re-book their reservation, it will always be dependable to the Merchant Partner’s “AVAILABILITY” status if the Guest/User re-booking request is still possible. If not other “AVAILABLE OPTION” from the same Merchant Partner will be offered and may be subjected for additional fees or charges.

Effective Date: March 6, 2016

1. Spasify may refuse any application. Only individuals may be members of the VIP program. A person who is invited to become a member can apply in the ways provided by Spasify; and will be bound by these Terms and Conditions, as varied from time to time, upon acceptance by Spasify (for both written or electronic application forms) or upon the member using their Spasify VIP Membership Card or entering into any transaction that would, give discounts on the total bill of the VIP member only. These Terms and conditions will apply to all VIP transactions, whether before or after these Terms and Conditions become binding.

2. There are (3) VIP Membership Options; • (Spasify Regular Membership) (30) Days Trial (Non-Renewable) • (Spasify Gold VIP Membership Card) Valid for (6) Months • (Spasify Platinum VIP Membership Card) Valid for (12) Months. Upon joining Spasify VIP Membership Program, you will be provided a VIP Membership Card followed by an email notification about the VIP Membership status.

3. Spasify VIP Membership Cards are issued on the basis of one card per (1) Primary Member only, and can be extendable up to (2) Supplementary Members.

4. Spasify VIP membership will become effective on the date of card issue. Purchases made prior to joining the VIP Program are not eligible to receive discounts.

5. A member must notify Spasify immediately of any change of address or of a lost or stolen Spasify VIP Membership Card. Spasify is not liable for any delay in replacing a membership card or for any unauthorised use of a membership card.

6. Spasify may terminate a membership in the VIP program without notice for any reason without receiving a refund on the membership paid including, without limitation, if the member:

Fails to comply with these membership Terms and Conditions; Abuses any privilege accorded to the member under the VIP program; Supplies any misleading information or make any misrepresentations to Spasify in connection with the VIP program; or If the member does not use their membership card for a continuous period of 12 months or becomes bankrupt or deceased.

7. A Primary member may terminate their membership in the VIP program at any time by giving written notice to Spasify. Upon receipt of such notice the members contact details will be noted on the Spasify VIP program database as closed.

8. Spasify VIP Membership Cards are not credit or charge cards, and remain the property of Spasify.

9. Any tax, liability, or duty arising from a member’s participation in the VIP program is the responsibility of the member.

10. Spasify VIP Membership Card is valid ONLY for On-site direct bookings and reservations. Card holders must show the Spasify VIP Card to benefit from the discounts. The card holders must also present a valid identification to benefit from the discount. Participating establishments reserve the right to refuse the Spasify VIP Membership Card if no form of identification is available.

11. When you make a purchase and use the Spasify VIP Membership Card, you are accepting all the above terms and conditions.

12. To claim your discount, the Primary Member must present the Spasify VIP Membership Card before paying any deposit or when you request the bill and not after the bill is issued. Presenting the card after requesting the bill or any paid deposit forfeit member’s right for the discount.

13. Spasify participating establishments may on specific days of the week, set a maximum amount for Spasify VIP Card Membership accepted during specific days and times.

14. The Spasify VIP Membership Card discounts may not apply on Home or Hotel Massage and Spa Service, Add-On Services, Premium Massage, Public Holidays and special occasions such as Valentines’ Day, Mother’s Day, Father’s Day, Christmas Eve, Christmas Day, New Year’s Eve, New Year’s Day and Easter. Spasify establishments decide on whether to apply discounts or not on these days and on their eves.

15. The membership fee is non-refundable. Once you agree to purchase any of the Spasify VIP Membership Cards, Spasify VIP Membership Card is not bound to give back any refunds.

16. If the membership card is suspected or found to be tampered, the establishments have the right to refuse the card, and confiscate it. No refunds will be given.

17. Primary Members are responsible for the safe keeping of their membership card. There will be no refunds for lost or stolen Spasify VIP Membership Card. If lost or stolen, you have to report the case to your activating Spasify branch and a new card has to be purchased and paid in full. The lost/stolen card will become invalid.

18. We cannot be held responsible for cancellation of services, offers and discounts no longer being available by the participating establishments.

19. Spasify VIP Membership Card only provides the service of a discount card and not to be used in conjunction with any other offers and promos. Thus any problems or bad experiences arising from any of our establishments are to be tackled with the establishment itself. The Brand “Spasify” and the management is not responsible and not liable for any arising legal issues.

20. All holders of the Spasify VIP Membership Cards enter each participating establishment premises voluntarily and at their own risk.

21. We have exercised all reasonable efforts to ensure that all information contained in the Spasify VIP Membership Card is accurate at the time of printing. However conditions at any of our discounts may be subject to change. We shall not be liable for any damage, expense, inconvenience or loss incurred by any person as a result of this information. Card users utilise the information at their own risk.

22. You should also note that some participating establishments may be subject to temporary closure due to unforeseen circumstances. No refunds can be given in the event of any such closure.

23. These conditions will be governed by and construed in accordance with the laws of Philippines. Any disputes relating to these conditions shall be subject to the exclusive jurisdiction of the courts of Philippines.

By accessing this website, booking engine and, requesting, booking, reserving any Spasify Mobile Spa services, you as the ("Client", "Guest", "Customer) hereby acknowledged to have read, understood and agreed to be bound by this Spasify Mobile Spa ("The Company") Release of Liability and Waiver, you are hereby confirming that you recognize that there may be inherent risks associated with receiving certain Spa treatments provided by Spasify Mobile Spa. You hereby acknowledged and agreed that you are responsible for your own health, that the Spasify Mobile Spa service providers and/or therapists are not health care practitioners and cannot be expected to diagnose and/or treat individual health problems.

You understand that you are responsible for discussing any questions that you may have concerning your health conditions (if any) throughout any program or treatment provided and, should health-related symptoms occur, you will cease your participation and inform Spasify Mobile Spa personnel of the symptoms. In the event that you have reason to believe that medical clearance must be obtained prior to participation in any Spasify Mobile Spa treatments or therapies, you agree to first consult a physician and obtain written permission from a physician prior to the commencement of any program, treatment or activity.

You are also liable for the Service Provider during your requested and reserved session until such time that he/she finished rendering the service or has been picked up by Spasify Mobile Spa if, a Home or Hotel Massage and Spa Service is requested. Spasify will not be held liable for any future direct transaction from our independent service providers’ without any formal reservations and bookings from Spasify Mobile Spa, such unauthorized requests is strictly prohibited. The Service Provider has the discretion to stop the session at any given time when he/she senses harassment or any unnecessary activity. By voluntarily choosing to receive Spa-related treatments and/or participate in Spa-related activities and programs, you warrant that to the best of your knowledge, you have no disability, impairment or ailment that prevents you from receiving such treatments and/or engaging in such participation.

Consequently, in light of the foregoing, you as the ("Client", "Customer", "Guest") hereby release the Spa “Spasify Mobile Spa” ("The Company"), subsidiaries, affiliated corporations, and their respective officers, directors, shareholders and employees, and waive any and all claims, liabilities, or damages for personal injuries that I may experience directly or indirectly from receiving Spa related treatments and/or participating in programs or activities offered by “Spasify Mobile Spa.”

1. Spasify Explicitly Prohibits:

• • The use, possession, solicitation for, or sale of dangerous drugs on company premises or while performing an assignment.

  • Being impaired or under the influence of dangerous drugs away from the company, if such impairment or influence adversely affects the employee's work performance, the safety of the employee or of others, or puts at risk the company's reputation.

  • Possession, use, solicitation for, or sale of dangerous drugs away from the company premises, if such activity or involvement adversely affects the employee's work performance, the safety of the employee or of others, or puts at risk the company's reputation.

  • The presence of any detectable amount of dangerous drugs in the employee's system while at work, while on the premises of the company, or while on company business. "Dangerous Drugs" include those listed in the Schedules annexed to the 1961 Single Convention on Narcotic Drugs, as amended by the 1972 Protocol, and in the Schedules annexed to the 1971 Single Convention on Psychotropic Substances as enumerated in the attached annex of R.A. 9165.

2. Mandatory Drug Test

To ensure that only those qualified shall be screened and recruited to prevent the detrimental effects (e.g. lower productivity; poor decision making; increased accidents; more compensation claims; and reduced team effort) which drug use and abuse may cause in the workplace, the conduct of mandatory drug test shall be required for pre-employment.

SPASIFY designates LACEDA MEDICAL CLINIC, a duly accredited drug testing center by the Department of Health (DOH), as its authorized drug testing laboratory. 

SPASIFY may also conduct drug testing under any of the following circumstances:

• • • • RANDOM TESTING: Officer/employees may be selected at random for drug testing at any interval determined by the Company.

      • FOR-CAUSE TESTING: The company may ask an officer/employee to submit to a drug test at any time it feels that the employee may be under the influence of drugs, including, but not limited to, the following circumstances: evidence of drugs on or about the employee's person or in the employee's vicinity, unusual conduct on the employee's part that suggests impairment or influence of drugs, negative performance patterns, or excessive and unexplained absenteeism or tardiness.

      • POST-ACCIDENT TESTING: Any officer/employee involved in a “Near-Miss” incident or “Work Accident” under circumstances that suggest possible use or influence of drugs may be asked to submit to a drug test. As defined herein, “Near-Miss” means an incident arising from or in the course of work which could have led to injuries or fatalities of the workers and/or considerable damage to the employer had it not been curtailed. “Work Accident” refers to unplanned or unexpected occurrence that may or may not result in personal injury, property damage, work stoppage or interference or any combination thereof of which arises out of and in the course of employment.

All drug tests shall employ, among others, two (2) testing methods, the screening test which will determine the positive result as well as the type of the drug used and the confirmatory test which will confirm a positive screening test. Where the confirmatory test turns positive, the company’s Assessment Team shall evaluate the results and determine the level of care and administrative interventions that can be extended to the concerned employee. 

SPASIFY shall inform the officer/employee who was subjected to a drug test of the test-results whether positive or negative.

All costs of drug testing shall be borne by SPASIFY. 

3. Treatment, Rehabilitation and Referral

An officer/employee who, for the first time, is found positive of drug use, shall be referred for treatment and/or rehabilitation in a DOH accredited center. For this purpose, SPASIFY shall provide a list of at least three (3) accredited facilities which an employee who was tested positive for drugs may choose from.

Following rehabilitation, the company’s Assessment Team, in consultation with the head of the rehabilitation center, shall evaluate the status of the drug dependent employee and recommend to the employer the resumption of the employee’s job if he/she poses no serious danger to his/her co-employees and/or the workplace.

All costs for the treatment and rehabilitation of the drug dependent employee shall be charged to his account. The period during which the employee is under treatment or rehabilitation shall be considered as authorized leaves.

Repeated drug use even after ample opportunity for treatment and rehabilitation shall be dealt with the corresponding penalties under R.A. 9165 and is a ground for dismissal. 

4. Advocacy, Education and Training

SPASIFY undertakes to increase the awareness and education of its officers and employees on the adverse effects of dangerous drugs through continuous advocacy, education and training programs/activities to all its officers and employees. 

All officers and employees are required to undergo an orientation/education program before assumption of their respective duties. The program shall include the following topics: 

• • • • Salient features of R.A. 9165;

      • Adverse effects of abuse and/or misuse of dangerous drugs on the person, workplace, family and the community;

      • Preventive measures against drug abuse; and

      • Steps to take when intervention is needed, as well as available services for treatment and rehabilitation. 

To encourage all officers and employees to lead a healthy lifestyle while at work and at home, SPASIFY undertakes to conduct the following activities as often as possible:

• • • • Lifestyle assessment programs on health nutrition, weight management, stress management, alcohol abuse, smoking cessation, and other indicators of risk diseases;

      • Health wellness screenings (e.g. blood pressure and heart rate, cholesterol test, blood glucose, etc.);

      • Sports, recreational and fun-game activities; and 

      • Other activities promoting health and wellness.

5. Roles, Rights and Responsibilities of Employer and Employees

SPASIFY shall ensure that the workplace policies and programs on the prevention and control of dangerous drugs, including drug testing, shall be disseminated to all officers and employees. The employer shall obtain a written acknowledgement from the employees that the policy has been read and understood by them.

SPASIFY shall maintain the confidentiality of all information relating to drug tests or to the identification of drug users in the workplace; exceptions may be made only where required by law, in case of overriding public health and safety concerns; or where such exceptions have been authorized in writing by the person concerned.

All officers and employees shall enjoy the right to due process, absence of which will render the referral procedure ineffective.

6. Consequences of Policy Violation

Any officer or employee who uses, possesses, distributes, sells or attempts to sell, tolerates, or transfers dangerous drugs or otherwise commits other unlawful acts as defined under Article II of RA 9165 and its Implementing Rules and Regulations shall be subject to the pertinent provisions of the said Act. 

Any officer or employee found positive for use of dangerous drugs shall be dealt with administratively in accordance with the provisions of Article 282 of Book VI of the Labor Code and under RA 9165. 

7. Monitoring and Evaluation

The implementation of these policies and programs shall be monitored and evaluated periodically by management to ensure a drug-free workplace. For this purpose, an Assessment Team shall be constituted in accordance with D.O. 53-03.

8. Effectivity

The provisions of these policies and programs shall be immediately effective after its ratification by the management and the employee’s representatives and it’s posting in the company’s bulletin board.

SPASIFY believes that employees should be afforded the opportunity to work in an environment free of sexual harassment. Sexual harassment is a form of misconduct that undermines the employment relationship. No employee, either male or female, should be subjected verbally or physically to unsolicited and unwelcome sexual overtures or conduct.

Sexual harassment refers to behavior that is not welcome, that is personally offensive, debilitates morale and, therefore, interferes with work effectiveness. Such behavior may be in the form of unwanted physical, verbal or visual sexual advances, requests for sexual favors, and other sexually oriented conduct which is offensive or objectionable to the recipient, including, but not limited to: epithets, derogatory or suggestive comments, slurs or gestures and offensive posters, cartoons, pictures, or drawings.

SPASIFY will not tolerate any behavior that amounts to sexual harassment and any officer or employee found to have committed sexual harassment shall be subjected to disciplinary action, up to and including dismissal.

1. Definition of Sexual Harassment

SPASIFY has adopted, and its policy is based on, the definition of sexual harassment set forth in Section 3 of R.A. 7877. It provides that sexual harassment in workplace is committed by an employer, employee, manager, supervisor, agent of the employer, or any other person who, having authority, influence or moral ascendancy over another in a work environment, demands, requires or otherwise requires any sexual favor from the other, regardless of whether the demand, requests or requirement for submission is accepted by the object of said Act.

In a work-related or employment environment, sexual harassment is committed when:

• • • The sexual favor is made as a condition in the hiring or in the employment, re-employment, or continued employment of said individual, or in granting said individual favorable compensation, terms of conditions, promotions, or privileges; or the refusal to grant the sexual favor results in limiting, segregating or classifying the employee which in any way would discriminate, deprive or diminish employment opportunities or otherwise adversely affect said employee;

    • The above acts would impair the employees’ rights or privileges under existing labor laws; or

    • The above acts would result in an intimidating, hostile, or offensive environment for the employee.

2. Where Sexual Harassment is Committed

Sexual harassment may be committed in any work or training environment. It may include, but are not limited to the following: 

• • • In or outside the office building or training site; 

    • At office or training-related social functions;

    • In the course of work assignments outside the office;

    • At work-related conferences, studies or training sessions; or

    • During work related travel.

3. Forms of Sexual Harassment

Sexual harassment may be committed in any of the following forms: 

• • • Overt sexual advances;

    • Unwelcome or improper gestures of affection;

    • Request or demand for sexual favors including but not limited to going out on dates, outings, or the like for the same purpose;

    • Any other act or conduct of a sexual nature or for purposes of sexual gratification which is generally annoying, disgusting or offensive to the victim.

4. What is not Sexual Harassment

Sexual harassment does not refer to occasional compliments of a socially acceptable nature. It refers to behavior that is not welcome, that is personally offensive, that debilitates morale, and that, therefore, interferes with work effectiveness.

5. Employer's Responsibility

SPASIFY undertakes to provide its officers and employees a work environment free of sexual harassment by management personnel, by co-workers and by others with whom officers and employees must interact in the course of their employment in SPASIFY. Sexual harassment is specifically prohibited as unlawful and as a violation of SPASIFY's policy. SPASIFY is responsible for preventing sexual harassment in the workplace, for taking immediate corrective action to stop sexual harassment in the workplace and for promptly investigating any allegation of work related sexual harassment.

1. Complaint Procedure

Any officer or employee, who experiences or witnesses any act of sexual harassment in the workplace, shall report the same immediately to the Committee on Decorum and Investigation. They may also report acts of sexual harassment to any other member of SPASIFY's management or ownership. All allegations of sexual harassment will be quickly investigated. To the extent possible, the identity of the officer or employee shall remain confidential and that of any witnesses and the alleged harasser will be protected against unnecessary disclosure. When the investigation is completed, all parties will be informed of the outcome of the investigation.

A Committee on Decorum and Investigation shall be constituted and shall be composed of the management and the employees’ representative to receive complaints, investigate and hear sexual harassment cases. The Committee shall develop its own rules in the settlement and disposition of sexual harassment cases. The Committee shall also develop and implement programs to increase understanding and awareness about sexual harassment.

2. Retaliation

SPASIFY will permit no employment based retaliation against anyone who brings a complaint of sexual harassment or who speaks as a witness in the investigation of a complaint of sexual harassment.

3. Written Policy

All officers and employees of SPASIFY shall receive a copy of SPASIFY's sexual harassment policy upon assumption of their respective offices. If at any time an officer of employee would like another copy of the policy, please contact the Office of the Committee on Decorum. If SPASIFY should amend or modify its sexual harassment policy, all officers and employees will receive an individual copy of the amended or modified policy.

4. Effectivity

This Policy shall take place effective immediately and shall be made known to every employee. 

1. Give directions to meet at designated evacuation. 

2. Pull fire alarm, if possible. 

3. Shut off lights and close doors. 

4. Use fire extinguisher, if possible 

5. Remain low if encouraging smoke 

6. Use stairs, not elevators

1. Stay Calm 

2. Stay away from windows 

3. Stay away from tall buildings

1. Expect After Shocks 

2. Check Yourself and Co-workers for injuries 

3. Stay out of damaged areas

1. Give directions to meet at designated shelter area 

2. Shut off lights and close doors 

3. Look for severe weather shelter area signs in the building 

4. Go to shelter area/interior hallway or restroom and stay away from windows 

5. Remain in shelter until its safe 

1. Call 911.

2. State who, what, where, when, why and how the situation occurred.

   1. 1. • Medical emergency 

         • Suspicious package 

         • Suspicious Activity 

         • Suspicious person 

         • Bomb Threat

(Do not use portable radios, cellular phones, digital phones, or any other electronic devices. These devices have the capacity to detonate an explosive device.) 

(Do not turn the lights on or off, have them remain in their current position.)

3. If medical situation, locate nearest Automated External Defibrillators (AED) and follow instructions.

1. Avoid 

• • • • Pay attention to your surroundings 

      • Have an exit plan 

      • Quickly move away from the threat 

      • Put distance and barriers between you and the threat 

      • Warn other of the danger 

2. Deny 

• • • • Keep distance between you and the threat 

      • Create barriers to prevent or slow down the threat 

      • Turn off the lights 

      • Hide quietly and silence your phone

3. Defend 

• • • • Be prepared to defend yourself 

      • Be aggressive and committed to your actions

Call 911/91111 or LED +639982153634 when you are in a safe area. When law enforcement arrives, Show your hands and follow commands.

SPASIFY's Hepatitis B workplace policy and program shall be managed by its health and safety committee. Each division or department of the Company shall be duly represented. 

1. Education

• • Coverage. All employees regardless of employment status may avail of hepatitis B education services for free;

  • Hepatitis B shall be conducted through distribution and posting of IEC materials and counselling and/ or lectures; and

  • Hepatitis B education shall be spearheaded by the SPASIFY Medical Clinic in close coordination with the health and safety committee.

2. Preventive Strategies

• • All employees are encouraged to be immunized against Hepatitis B after securing clearance from their physician.

  • Workplace sanitation and proper waste management and disposal shall be monitored by the health and safety committee on a regular basis.

  • Personal protective equipment shall be made available at all times for all employees; and

  • Employees will be given training and information on adherence to standards or universal precautions in the workplace.

1. Non-discriminatory Policy and Practices

• • There shall be no discrimination of any form against employees on the basis of their Hepatitis B status consistent with the international agreements on nondiscrimination ratified by the Philippines (ILO C111). Employees shall not be discriminated against, from pre to post employment, including hiring, promotion, or assignment because of their hepatitis B status.

  • Workplace management of sick employees shall not differ from that of any other illness. Persons with Hepatitis B related illnesses may work for as long as they are medically fit to work.

2. Confidentiality

• • Job applicants and employees shall not be compelled to disclose their Hepatitis B status and other related medical information. Co-employees shall not be obliged to reveal any personal information about their fellow employees. Access to personal data relating to employee’s Hepatitis B status shall be bound by the rules on confidentiality and shall be strictly limited to medical personnel or if legally required.

3. Work-Accommodation and Arrangement

• • The company shall take measures to reasonably accommodate employees who are Hepatitis B positive or with Hepatitis B - related illnesses.

  • Through agreements made between management and employees’ representative, measures to support employees with Hepatitis B are encouraged to work through flexible leave arrangements, rescheduling of working time and arrangement for return to work.

4. Screening, Diagnosis, Treatment and Referral to Health Care Services

• • The company shall establish a referral system and provide access to diagnostic and treatment services for its employees for appropriate medical evaluation/ monitoring and management.

  • Adherence to the guidelines for healthcare providers on the evaluation of Hepatitis B positive employees is highly encouraged.

  • Screening for Hepatitis B as a prerequisite to employment shall not be mandatory.

5. Compensation

• • The company shall provide access to Social Security System and Employees Compensation benefits under PD 626 to an employee contracted with Hepatitis B infection in the performance of his duty. 

1. Employer’s Responsibilities

• • Management, together with employees’ organizations, company focal personnel for human resources, and safety and health personnel shall develop, implement, monitor and evaluate the workplace policy and program on Hepatitis B.

  • The Health and Safety Committee shall ensure that their company policy and program is adequately funded and made known to all employees.

  • The Human Resources Department shall ensure that their policy and program adheres to existing legislations and guidelines, including provisions on leaves, benefits and insurance.

  • Management shall provide information, education and training on Hepatitis B for its workforce consistent with the standardized basic information package developed by the Hepatitis B TWG; if not available within the establishment, then provide access to information.

  • The company shall ensure non-discriminatory practices in the workplace.

  • The management together with the company focal personnel for human resources and safety and health shall provide appropriate personal protective equipment to prevent Hepatitis B exposure, especially for employees exposed to potentially contaminated blood or body fluid.

  • The Health and Safety Committee, together with the employees’ organizations shall jointly review the policy and program for effectiveness and continue to improve these by networking with government and organizations promoting Hepatitis B prevention.

  • The company shall ensure confidentiality of the health status of its employees, including those with Hepatitis B.

  • The human resources shall ensure that access to medical records is limited to authorized personnel.

2. Employees Responsibilities

• • The employees’ organization is required to undertake an active role in educating and training their members on Hepatitis B prevention and control. The IEC program must also aim at promoting and practicing a healthy lifestyle with emphasis on avoiding high risk behavior and other risk factors that expose employees to increased risk of Hepatitis B infection, consistent with the standardized basic information package developed by the Hepatitis B TWG.

  • Employees shall practice non-discriminatory acts against co-employees on the ground of Hepatitis B status.

  • Employees and their organizations shall not have access to personnel data relating to an employee’s Hepatitis B status. The rules of confidentiality shall apply in carrying out union and organization functions.

  • Employees shall comply with the universal precaution and the preventive measures.

  • Employees with Hepatitis B may inform the health care provider or the company physician on their Hepatitis B status, that is, if their work activities may increase the risk of Hepatitis B infection and transmission or put the Hepatitis B positive at risk for aggravation.

Within the establishment, the implementation of the policy and program shall be monitored and evaluated periodically. The safety and health committee or its counterpart shall be tasked for this purpose.

This Policy shall take effect immediately and shall be made known to all employees.

SPASIFY's HIV/AIDS Program shall be managed by its health and safety committee consists of representatives from the different divisions and departments.

What is HIV/AIDS?

It is a disease caused by a virus called HIV (Human Immunodeficiency Virus). This virus slowly weakens a person’s ability to fight off other diseases by attaching itself to and destroying important cells that control and support the human immune system.

How HIV/AIDS is transmitted?

• • • Unprotected sex with an HIV infected person;

    • From an infected mother to her child (During pregnancy, at birth through breast feeding);

    • Intravenous drug use with contaminated needles;

    • Transfusion with infected blood and blood products; and

    • Unsafe, unprotected contact with infected blood and bleeding wounds of an infected person.

Is there a cure?

No. However, there are antiretroviral drug combinations that are available when properly used, result in prolonged survival of people with HIV. Holistic care of people living with HIV-AIDS and comprehensive treatment of opportunistic infections also dramatically improve quality of life.

This Program shall apply to all employees regardless of their employment status.

1. Preventive Strategies

1. 1 Conduct of HIV-AIDS Education.-

Who will conduct?

The Medical Clinic of SPASIFY in coordination with the Health and Safety Committee shall conduct HIV-AIDS education to all employees for free. This shall also form part of the orientation of newly hired Employees. The standardized information package developed by the Department of Labor and Employment (DOLE) may be used for this purpose.

How will it be conducted?

The HIV-AIDS education will be conducted through distribution and posting of IEC materials, lectures, counselling and training and information on adherence to standard or universal precautions in the workplace.

1. 2 Screening, Diagnosis, Treatment and Referral to Health Care Services

• • • • Screening for HIV as a prerequisite to employment is not mandatory.

      • The company shall encourage positive health seeking behavior through Voluntary Counseling and Testing.

      • The company shall establish a referral system and provide access to diagnostic and treatment services for its workers. Referral to Social Hygiene Clinics of LGU for HIV screening shall be facilitated by the company’s medical clinic staff.

      • The company shall likewise facilitate access to livelihood assistance for the affected employee and his/her families, being offered by other government agencies.

2. Social Policy

2. 1. Non-discriminatory Policy and Practices

• • • • Discrimination in any form from pre-employment to post- employment, based on the actual, perceived or suspected HIV status of an individual is prohibited.

      • Workplace management of sick employees shall not differ from that of any other illness.

      • Discriminatory act done by an officer or an employee against their co-officer or co-employee shall likewise be penalized.

2. 2 Confidentiality/Non-Disclosure Policy

• • • • Access to personal data relating to a worker’s HIV status shall be bound by the rules of confidentiality consistent with provisions of R.A. 8504 and the ILO Code of Practice.

      • Job applicants and workers shall not be compelled to disclose their HIV/AIDS status and other related medical information.

      • Co-employees shall not be obliged to reveal any personal information relating to the HIV/AIDS status of fellow workers.

2.3. Work-Accommodation and Arrangement

• • • • The company shall take measures to reasonably accommodate employees with AIDS related illnesses.

      • Agreements made between the company and employee’s representatives shall reflect measures that will support workers with HIV/AIDS through flexible leave arrangements, rescheduling of working time and arrangement for return to work.

1. Employer’s Responsibilities

1. 1 The Company, together with employees/ labor organizations, company focal personnel for human resources, safety and health personnel shall develop, implement, monitor and evaluate the workplace policy and program on HIV/AIDS.

1. 2 Provide information, education and training on HIV/AIDS for its workforce.

1. 3. Ensure non-discriminatory practices in the workplace and that the policy and program adheres to existing legislations and guidelines.

1. 4. Ensure confidentiality of the health status of its employees and the access to medical records is limited to authorized personnel.

1. 5. The Company, through its Human Resources Department, shall see to it that their company policy and program is adequately funded and made known to all employees.

1. 6. The Health and Safety Committee, together with employees/ labor organizations shall jointly review the policy and program and continue to improve these by networking with government and organizations promoting HIV prevention.

2. Employees’ Responsibilities

2. 1. The employee’s organization shall undertake an active role in educating and training their members on HIV prevention and control. Promote and practice a healthy lifestyle with emphasis on avoiding high risk behavior and other risk factors that expose workers to increased risk of HIV infection.

2. 2. The employee’s organization shall undertake an active role in educating and training their members on HIV prevention and control. Promote and practice a healthy lifestyle with emphasis on avoiding high risk behavior and other risk factors that expose workers to increased risk of HIV infection.

2. 3. Employees shall practice non-discriminatory acts against co-employees.

2. 4. Employees and their organization shall not have access to personnel data relating to a worker’s HIV status.

2. 5. Employees shall comply with universal precaution and preventive measures.

The Safety and Health Committee or its counterpart shall periodically monitor and evaluate the implementation of this Policy and Program.

This Policy shall take place effective immediately and shall be made known to every employee.

SPASIFY's TB Program shall be managed by its health and safety committee consists of representatives from the different divisions and departments.

This Program shall apply to all employees regardless of their employment status.

1. Preventive Strategies

Conduct of Tuberculosis (TB) Advocacy, Training and Education

• • • TB education shall be conducted by SPASIFY's Medical Clinic in close coordination with the health and safety committee, through distribution and posting of IEC materials and counselling and/ or lectures.

    • Engineering measures such as improvement of ventilation, provision for adequate sanitary facilities and observance of standard for space requirement (avoidance of overcrowding) shall be implemented.

Screening, Diagnosis, Treatment and Referral to Health Care Services

• • • The company shall establish a referral system and provide access to diagnostic and treatment services for its employees. The company shall make arrangements with the nearest Direct Observed Treatment (DOT) facility.

    • The company’s adherence to the DOTS guidelines on the diagnosis and treatment is highly encouraged.

2. Medical Management

• • • The company shall adopt the DOTS strategy in the management of workers with tuberculosis. TB case finding, case holding and Reporting and Recording shall be in accordance with the Comprehensive Unified Policy (CUP) and the National Tuberculosis Control Program.

    • The company shall at the minimum refer employees and their family members with TB to private or public DOTS centers.

3. Social Policy

Non-discriminatory Policy and Practices

• • • There shall be no discrimination of any form against employees from pre to post employment, including hiring, promotion, or assignment, on account of their TB status. (ILO C111)

    • Workplace management of sick employees shall not differ from that of any other illness. Persons with TB related illnesses should be able to work for as long as medically fit.

Work-Accommodation and Arrangement

• • • Agreements made between the company and employee’s representatives shall reflect measures that will support workers with TB through flexible leave arrangements, rescheduling of working time and arrangement for return to work.

    • The employee may be allowed to return to work with reasonable working

    • Arrangements as determined by the Company Health Care provider and/or the DOTS provider.

4. Compensation

The company shall provide access to Social Security System and Employees Compensation benefits under PD 626 to an employee who acquired TB infection in the performance of his/her duty.

1. Employer’s Responsibilities

• • • The Employer, together with workers/ labor organizations, company focal personnel for human resources, safety and health personnel shall develop, implement, monitor and evaluate the workplace policy and program on TB.

    • Provide information, education and training on TB prevention for its workforce.

    • Ensure non-discriminatory practices in the workplace.

    • Ensure confidentiality of the health status of its employees and the access to Medical records is limited to authorized personnel.

    • The Employer, through its Human Resources Department, shall see to it that their company policy and program is adequately funded and made known to all employees.

    • The Health and Safety Committee, together with employees/ labor organizations shall jointly review the policy and program and continue to improve these by networking with government and organizations promoting TB prevention.

2. Employees’ Responsibilities

• • • The employee’s organization is required to undertake an active role in educating and training their members on TB prevention and control.

    • Employees shall practice non-discriminatory acts against co-workers.

    • Employees and their organization shall not have access to personnel data relating to a worker’s TB status.

    • Employees shall comply with universal precaution and the preventive measures.

The Safety and Health Committee or its counterpart shall periodically monitor and evaluate the implementation of this Policy and Program. 

This Policy shall take place effective immediately and shall be made known to every employee.

1. What is occupational health and safety?

Occupational health and safety is a discipline with a broad scope involving many specialized fields. In its broadest sense, it should aim at:

• • • Promotion and maintenance of the highest degree of physical, mental and social well-being of workers in all occupations;

    • Prevention among workers of adverse effects on health caused by their working conditions;

    • Protection of workers in their employment from risks resulting from factors adverse to health;

    • Placing and maintenance of workers in an occupational environment adapted to physical and mental needs;

    • Adaptation of work to humans.

In other words, occupational health and safety encompasses the social, mental and physical well-being of workers, which is the “whole person”.

Successful occupational health and safety practice requires the collaboration and participation of both employers and workers in health and safety programs, and involves the consideration of issues relating to occupational medicine, industrial hygiene, toxicology, education, engineering safety, ergonomics, psychology, etc.

Occupational health issues are often given less attention than occupational safety issues because the former are generally more difficult to confront. However, when health is addressed, so is safety, because a healthy workplace is by definition also a safe workplace. The converse, though, may not be true - a so-called safe workplace is not necessarily also a healthy workplace. The important point is that issues of both health and safety must be addressed in every workplace. By and large, the definition of occupational health and safety given above encompasses both health and safety in their broadest contexts.

2. Poor working conditions affect worker health and safety

• • • Poor working conditions of any type have the potential to affect a worker's health and safety.

    • Unhealthy or unsafe working conditions are not limited to factories — they can be found anywhere, whether the workplace is indoors or outdoors. For many workers, such as agricultural workers or miners, the workplace is “outdoors” and can pose many health and safety hazards.

    • Poor working conditions can also affect the environment workers live in, since the working and living environments are the same for many workers. This means that occupational hazards can have harmful effects on workers, their families, and other people in the community, as well as on the physical environment around the workplace. A classic example is the use of pesticides in agricultural work. Workers can be exposed to toxic chemicals in a number of ways when spraying pesticides: they can inhale the chemicals during and after spraying, the chemicals can be absorbed through the skin, and the workers can ingest the chemicals if they eat, drink, or smoke without first washing their hands, or if drinking water has become contaminated with the chemicals. The workers' families can also be exposed in a number of ways: they can inhale the pesticides which may linger in the air, they can drink contaminated water, or they can be exposed to residues which may be on the worker's clothes. Other people in the community can all be exposed in the same ways as well. When the chemicals get absorbed into the soil or leach into groundwater supplies, the adverse effects on the natural environment can be permanent.

    • Overall, efforts in occupational health and safety must aim to prevent industrial accidents and diseases, and at the same time recognize the connection between worker health and safety, the workplace, and the environment outside the workplace.

3. Why is occupational health and safety important?

Work plays a central role in people's lives, since most workers spend at least eight hours a day in the workplace, whether it is on a plantation, in an office, factory, etc. Therefore, work environments should be safe and healthy. Yet this is not the case for many workers. Every day workers all over the world are faced with a multitude of health hazards, such as:

• • • Dusts

    • Gases

    • Noise

    • Vibration

    • Extreme temperatures

Unfortunately some employers assume little responsibility for the protection of workers' health and safety. In fact, some employers do not even know that they have the moral and often legal responsibility to protect workers. As a result of the hazards and a lack of attention given to health and safety, work-related accidents and diseases are common in all parts of the world.

4. Costs of occupational injury/disease

How much does an occupational disease or accident cost?

Work-related accidents or diseases are very costly and can have many serious direct and indirect effects on the lives of workers and their families. For workers some of the direct costs of an injury or illness are:

• • • Pain and suffering of the injury or illness;

    • Loss of income;

    • Possible loss of a job;

    • Health-care costs.

It has been estimated that the indirect costs of an accident or illness can be four to ten times greater than the direct costs, or even more. An occupational illness or accident can have so many indirect costs to workers that it is often difficult to measure them. One of the most obvious indirect costs is the human suffering caused to workers' families, which cannot be compensated with money.

The costs to employers of occupational accidents or illnesses are also estimated to be enormous. For a small business, the cost of even one accident can be a financial disaster. For employers, some of the direct costs are:

• • • Payment for work not performed;

    • Medical and compensation payments;

    • Repair or replacement of damaged machinery and equipment;

    • Reduction or a temporary halt in production;

    • Increased training expenses and administration costs;

    • Possible reduction in the quality of work;

    • Negative effect on morale in other workers.

Some of the indirect costs for employers are:

• • • The injured/ill worker has to be replaced;

    • A new worker has to be trained and given time to adjust;

    • It takes time before the new worker is producing at the rate of the original worker;

    • Time must be devoted to obligatory investigations, to the writing of reports and filling out of forms;

    • Accidents often arouse the concern of fellow workers and influence labor relations in a negative way;

    • Poor health and safety conditions in the workplace can also result in poor public relations.

Overall, the costs of most work-related accidents or illnesses to workers and their families and to employers are very high.

On a national scale, the estimated costs of occupational accidents and illnesses can be as high as three to four per cent of a country's gross national product. In reality, no one really knows the total costs of work-related accidents or diseases because there are a multitude of indirect costs which are difficult to measure besides the more obvious direct costs.

5. Health and safety programs

For all of the reasons given above, it is crucial that employers, workers and unions are committed to health and safety and that:

• • • Workplace hazards are controlled - at the source whenever possible;

    • Records of any exposure are maintained for many years;

    • Both workers and employers are informed about health and safety risks in the workplace;

    • There is an active and effective health and safety committee that includes both workers and management;

    • Worker health and safety efforts are ongoing.

Effective workplace health and safety programs can help to save the lives of workers by reducing hazards and their consequences. Health and safety programs also have positive effects on both worker morale and productivity, which are important benefits. At the same time, effective programs can save employers a great deal of money.

Points to remember

• • 1. Occupational health and safety encompasses the social, mental and physical well-being of workers in all occupations.

    2. Poor working conditions have the potential to affect a worker's health and safety.

    3. Unhealthy or unsafe working conditions can be found anywhere, whether the workplace is indoors or outdoors.

    4. Poor working conditions can affect the environment workers live in. This means that workers, their families, other people in the community, and the physical environment around the workplace, can all be at risk from exposure to workplace hazards.

    5. Employers have a moral and often legal responsibility to protect workers.

    6. Work-related accidents and diseases are common in all parts of the world and often have many direct and indirect negative consequences for workers and their families. A single accident or illness can mean enormous financial loss to both workers and employers.

    7. Effective workplace health and safety programs can help to save the lives of workers by reducing hazards and their consequences. Effective programs can also have positive effects on both worker morale and productivity, and can save employers a great deal of money.

1. Accidents

In general, health and safety in the workplace has improved in most industrialized countries over the past 20 to 30 years. However, the situation in developing countries is relatively unclear largely because of inadequate accident and disease recognition, record-keeping and reporting mechanisms.

It is estimated that at least 250 million occupational accidents occur every year worldwide. 335,000 of these accidents are fatal (result in death). (Since many countries do not have accurate record-keeping and reporting mechanisms, it can be assumed that the real figures are much higher than this.) The number of fatal accidents is much higher in developing countries than in industrialized ones. This difference is primarily due to better health and safety programs, improved first-aid and medical facilities in the industrialized countries, and to active participation of workers in the decision-making process on health and safety issues. Some of the industries with the highest risk of accidents worldwide are: mining, agriculture, including forestry and logging, and construction.

Identifying the cause of an accident

In some cases, the cause of an industrial injury is easy to identify. However, very often there is a hidden chain of events behind the accident which led up to the injury. For example, accidents are often indirectly caused by negligence on the part of the employer who may not have provided adequate worker training, or a supplier who gave the wrong information about a product, etc. The consistently high fatal accident rates in developing countries emphasize the need for occupational health and safety education programs that focus on prevention. It is equally important to promote the development of occupational health services, including the training of doctors to recognize work-related diseases in the early stages.

2. Diseases

Exposure to hazards in the workplace can lead to serious illness.

Some occupational diseases have been recognized for many years, and affect workers in different ways depending on the nature of the hazard, the route of exposure, the dose, etc. Some well-known occupational diseases include:

• • • Asbestosis (caused by asbestos, which is common in insulation, automobile brake linings, etc.);

    • Silicosis (caused by silica, which is common in mining, sandblasting, etc.);

    • Lead poisoning (caused by lead, which is common in battery plants, paint factories, etc.);

    • And noise-induced hearing loss (caused by noise, which is common in many workplaces, including airports, and workplaces where noisy machines, such as presses or drills, etc. are used).

There are also a number of potentially crippling health problems that can be associated with poor working conditions, including:

• • • Heart disease;

    • Musculoskeletal disorders such as permanent back injuries or muscle disorders;

    • Allergies;

    • Reproductive problems;

    • Stress-related disorders.

Many developing countries report only a small number of workers affected by work-related diseases. These numbers look small for a variety of reasons that include:

• • • Inadequate or non-existent reporting mechanisms;

    • A lack of occupational health facilities;

    • A lack of health care practitioners who are trained to recognize work-related diseases.

Because of these reasons and others, it is fair to assume that in reality, the numbers of workers afflicted with occupational diseases are much higher. In fact, overall, the number of cases and types of occupational diseases are increasing, not decreasing, in both developing and industrialized countries.

3. Identifying the cause of occupational disease

The cause of work-related diseases is very often difficult to determine. One factor is the latency period (the fact that it may take years before the disease produces an obvious effect on the worker's health). By the time the disease is identified, it may be too late to do anything about it or to find out what hazards the worker was exposed to in the past. Other factors such as changing jobs, or personal behaviors (such as smoking tobacco or drinking alcohol) further increase the difficulty of linking workplace exposures to a disease outcome.

Although more is understood now about some occupational hazards than in the past, every year new chemicals and new technologies are being introduced which present new and often unknown hazards to both workers and the community. These new and unknown hazards present great challenges to workers, employers, educators, and scientists, which is to everyone concerned about workers' health and the effects that hazardous agents have on the environment.

Points to remember about the extent of the problem worldwide

• • 1. There are at least 250 million occupational accidents every year worldwide, at least 335,000 of which result in death.

    2. Developing countries have more fatal accidents than industrialized nations, emphasizing the need for health and safety education programs that focus on prevention.

    3. Some occupational diseases have been recognized for many years and affect workers in different ways. Such diseases are still problems in all parts of the world.

    4. The numbers of work-related diseases in developing countries are much higher in reality than the numbers that are reported.

    5. The numbers of cases and types of occupational diseases are increasing in both developing and industrialized countries.

    6. It is often difficult to identify the cause of both occupational accidents and diseases.

There is an unlimited number of hazards that can be found in almost any workplace. There are obvious unsafe working conditions, such as unguarded machinery, slippery floors or inadequate fire precautions, but there are also a number of categories of insidious hazards (that is, those hazards that are dangerous but which may not be obvious) including:

• • • Chemical hazards, arising from liquids, solids, dusts, fumes, vapors and gases;

    • Physical hazards, such as noise, vibration, unsatisfactory lighting, radiation and extreme temperatures;

    • Biological hazards, such as bacteria, viruses, infectious waste and infestations;

    • Psychological hazards resulting from stress and strain;

    • Hazards associated with the non-application of ergonomic principles, for example badly designed machinery, mechanical devices and tools used by workers, improper seating and workstation design, or poorly designed work practices.

Most workers are faced with a combination of these hazards at work. For example, it is not difficult to imagine a workplace where you are exposed to chemicals, unguarded and noisy machines, hot temperatures, slippery floors, etc. all at the same time. Think about your own workplace. Are there various hazards there that you can think of?

• • • Hazards are often built into workplace.

    • Work processes can be designed to prevent accidents and illnesses. Existing hazards should be removed from the workplace.

Workers do not create hazards - in many cases the hazards are built into the workplace. The trade union position on occupational health and safety is to ensure that work is made safer by modifying the workplace and any unsafe work processes. This means that the solution is to remove the hazards, not to try to get workers to adapt to unsafe conditions. Requiring workers to wear protective clothing which may not be suited or designed for the climate of your region is an example of forcing workers to try to adapt themselves to unsafe conditions, which is also shifting the responsibility from management to the worker.

It is important for unions to maintain this position because many employers blame workers when there is an accident, claiming that the workers were careless. This attitude implies that work can be made safer if workers change their behavior or if employers only hire workers who never make mistakes. Everyone makes mistakes — it is human nature, but workers should not pay for mistakes with their lives. Accidents do not stop simply by making workers more safety conscious. Safety awareness may help but it does not remove unsafe work processes or conditions. The most effective accident and disease prevention begins when work processes are still in the design stage, when safe conditions can be built into the work process.

Points to remember about the range of hazards

• • 1. There is an unlimited number of hazards that can be found in almost every workplace. These include both obvious unsafe working conditions and insidious, less obvious hazards.

    2. Hazards often are built into the workplace. Therefore, trade unions must ensure that hazards are removed, rather than trying to get workers to adapt to unsafe conditions.

    3. The most effective accident and disease prevention begins when work processes are still in the design stage, when safe conditions can be built into the work process.

A successful health and safety program requires strong management commitment and worker participation.

In order to develop a successful health and safety programme, it is essential that there be strong management commitment and strong worker participation in the effort to create and maintain a safe and healthy workplace. An effective management addresses all work-related hazards, not only those covered by government standards.

All levels of management must make health and safety a priority. They must communicate this by going out into the worksite to talk with workers about their concerns and to observe work procedures and equipment. In each workplace, the lines of responsibility from top to bottom need to be clear, and workers should know who is responsible for different health and safety issues.

Points to remember about the importance of management commitment

• • 1. Strong management commitment and strong worker involvement are necessary elements for a successful workplace health and safety programme.

    2. An effective management addresses all work-related hazards, not only those covered by government standards, and communicates with workers.

Effective training is a key component of any health and safety program.

Workers often experience work-related health problems and do not realize that the problems are related to their work, particularly when an occupational disease, for example, is in the early stages. Besides the other more obvious benefits of training, such as skills development, hazard recognition, etc., a comprehensive training programme in each workplace will help workers to:

• • • Recognize early signs/symptoms of any potential occupational diseases before they become permanent conditions;

    • Assess their work environment;

    • Insist that management make changes before hazardous conditions can develop.

Points to remember about the importance of training

A comprehensive health and safety training programme in each workplace will, among other more obvious benefits, help workers to recognize any early signs/symptoms of potential occupational diseases before they become permanent conditions, to assess their work environment, and to insist that management make changes before hazardous conditions can develop.

Health and safety representative

As health and safety representative your role is to work proactively (this means taking action before hazards become a problem) to prevent workers from being exposed to occupational hazards. You can do this by making sure management eliminates hazards or keeps them under control when they cannot be eliminated.

Steps to help you reach your goals are:

• • 1. Be well informed about the various hazards in your workplace and the possible solutions for controlling those hazards.

    2. Work together with your union and the employer to identify and control hazards.

    3. Although these Modules have been developed for the protection of workers, you may occasionally need to share some of this information with your supervisors and employer in the process of working towards a safe and healthy workplace.

    4. Being a health and safety representative is not always easy, but helping to protect the lives of your fellow workers is worth all the time and effort you put into the job.

Use a variety of sources for information about potential or existing hazards in your workplace.

• • • Observe your workplace

    • Listen to complaints

    • Inspect your workplace

    • Read information

    • Ask members what they think

    • Examine records

Workers in every occupation can be faced with a multitude of hazards in the workplace. Occupational health and safety addresses the broad range of workplace hazards from accident prevention to the more insidious hazards including toxic fumes, dust, noise, heat, stress, etc. Preventing work-related diseases and accidents must be the goal of occupational health and safety programs, rather than attempting to solve problems after they have already developed.

Hazards in the workplace can be found in a variety of forms, including chemical, physical, biological, psychological, non-application of ergonomic principles, etc. Because of the multitude of hazards in most workplaces and the overall lack of attention given to health and safety by many employers, work-related accidents and diseases continue to be serious problems in all parts of the world. Therefore, trade unions must insist that employers control hazards at the source and not force workers to adapt to unsafe conditions.

Management commitment to health and safety and strong worker participation are two essential elements of any successful workplace health and safety programme. The most effective accident and disease prevention begins when work processes are still in the design stage.

Exercise. Identifying hazards in the workplace

Note to the instructor

For this exercise, ask trainees to work in small groups of two to three people. Give several of the pictures in your text to each group. You will also need a flipchart (or some large sheets of paper taped to the walls) and markers or a chalkboard and chalks.

Instructions

The pictures below show different workplaces where a variety of hazards can be found. Ask trainees to look at the pictures and imagine what sort of problems might exist in each workplace. Write the trainees' responses for each workplace on a flipchart or chalkboard. Some of the major hazards associated with each of these jobs are given below.

When you finish discussing the jobs shown in the pictures, discuss the hazards in the trainees' own workplaces. Trainees should discuss the questions listed in the section “In your own workplace” below.

Discuss the hazards that may be associated with these jobs

• • 1. Welder — a welder can be burnt from the sparks and there is always the danger of the work process starting a fire. There is the problem of the intense light which can cause permanent eye damage as well as the fumes given off by the process which can damage the lungs.

    2. Mechanic - Depending on the precise nature of a mechanic's duties, there may be safety problems from cuts and falls, etc., and exposure to chemical hazards: oils, solvents, and asbestos and exhaust fumes. Mechanics can also have back and other musculoskeletal problems from lifting heavy parts or bending for long periods.

    3. Port worker - Again hazards depend largely on the nature of the job and in particular the cargo being handled. Port workers often have no idea of the dangerous nature of the cargo; there may be a sign on the side of a box or drum, but the information may not be in their language or in words that make much sense to the average worker. The condition of the cargo is also important as leaking drums or split bags can be very hazardous for the handlers. Other risks include falls, cuts, back and other musculoskeletal problems as well as collisions with fast moving vehicles such as fork-lift trucks or delivery trucks.

    4. Textile worker - The textile worker faces a variety of problems. First there is the problem of safety with many machines around that are often unguarded, as well as the risk of fire with so much combustible material in the workplace. Then there are the hazards of noise and vibration. There is also exposure to dust from the material which can seriously affect the lungs. Exposure to cotton dust can lead to the occupational disease known as byssinosis.

    5. Tractor driver - One of the most serious problems with tractors is that they often overturn and, if they have no safety cab, the driver can easily be crushed. Other problems include noise, vibration and exposure to chemical herbicides and pesticides when being sprayed by tractor.

    6. Agricultural worker - When spraying crops the worker may be exposed to hazardous chemicals contained in the spray. Many pesticides and herbicides that have been banned in some countries because of their toxic effects are still used in many developing countries. If spraying takes place on a windy day, the spray can be breathed into the lungs and blown on to the skin where it can cause damage. It can also be absorbed into the body through the skin.

    7. Electronics assembly worker - An electronics assembly worker can suffer eye problems from doing close work, often in poor light. Because such workers sit still for long periods with inadequate seating, they can also suffer from back and other musculoskeletal problems. For some workers there are the dangers of solder fumes or solder “flecks” in the eye when the excess solder is cut off with pliers.

    8. Office worker - Many people may think that office workers have no health and safety problems; this is far from true. Stress is one of the most common complaints, as well as exposure to chemical hazards from office machines such as photocopiers. Poor lighting, noise and poorly designed chairs and stools can also present problems.

    9. Construction worker - Construction workers face a variety of hazards, particularly safety problems such as falls, slips, trips, cuts, and being hit by falling objects. There are also dangers from working high up, often without adequate safety equipment, musculoskeletal problems from lifting heavy objects, as well as the hazards associated with exposure to noisy machinery.

    10. Miner - The hazards of mining are well known and include the ever present danger of dusts, fire, explosion and electrocution, as well as the hazards associated with vibration, extreme temperatures, noise, slips, falls, cuts, etc.

Note to the instructor

Now that trainees have begun to consider the possible hazards in different workplaces, ask them to consider and discuss the hazards in their own workplaces. Trainees should answer the following questions about their own workplaces.

• • • Describe the job you do.

    • What hazards do you know exist in you workplace?

    • Are there other conditions at work that you suspect may be hazardous but you are not sure about?

SPASIFY shall notify all employees of this policy and shall establish a smoke-free workplace policy awareness program. This will also be a part of orientation for newly-hired employees. A “NO SMOKING SIGN” shall be conspicuously displayed at floor areas that were designated as a NO SMOKING AREA. The rooftop and the parking area are the only areas in the office in which employees will be allowed to smoke.

Capacity building for speakers’ bureau, counsellors and the general workers population will be part of staff development program of the company. The ill effects of smoking will be discussed during the training/orientation of employees which will be spearheaded by the Health and Safety Committee.

Worksite smoking policies aim mainly to protect non-smokers from Environmental Tobacco Smoke, (ETS), while the objective of worksite cessation program is to help employees who do smoke to give up the habit. The use of support groups of former smokers, HRDS staff, and medical staff that may act as educators/counsellors and support for workers to enable them in their wish of quitting the habit. Programs should be coordinated with managed-care providers’ offerings of tobacco assessment and counselling. Internally, physical activity, nutrition, and stress management will assist smokers to quit and to stay abstinent. 

Networking with health professionals, experts and organizations with the same advocacy is also being encouraged to create a partnership of sort. This may lead to better program implementation as their best practices may be replicated.

Strengthening workers participation may encourage ownership of the program. Team Leaders per Department maybe assigned, he/she may assign secret marshals who would monitor the no smoking policy in their workplaces. Team leaders would also monitor the smoker’s diary (mandatory to smokers enrolled in the program) and the progress of the implementation of the smoking program in their office.

Employees who wish to quit smoking shall be referred by the committee to DOH accredited smoking cessation clinics.

The implementation of the smoke-free workplace policies and programs shall be monitored and evaluated periodically by the employer to ensure that the goal of an alcohol-free workplace is met. The Health and Safety Committee or other similar Committee shall be tasked for this purpose.

All concerned shall comply with all the provisions of this company policy effective immediately.

Section 1. Workplace Safety and Health.

The following safety and health standards shall be implemented in all workplaces aligned with the objectives of the minimum health standards of the Department of Health:

A. Increase physical and mental resilience

1. Emphasize to all workers the everyday actions to stay healthy such as:

• a. Eat nutritious and well-cooked food;

• b. Drink plenty of fluids and avoid alcoholic beverages;

• c. Increase the body’s resistance by having adequate

• rest and at least eight (8) hours of sleep; and

• d. Exercise regularly.

2. Enjoin companies as far as practicable to provide free medicines and vitamins; and

3. Provide referral for workers needing counselling or presenting with mental health concerns.

B. Reducing transmission of COVID-19

1. Prior to entrance in buildings or workplaces

• A. All employers and workers shall:

  • I. Wear face masks at all times and remove the same only when eating/drinking. Employers shall provide the appropriate face masks for workers. Should cloth masks be used, the washable type shall be worn but additional filter material such as tissue papers inside the masks may be added;

  • II. Accomplish daily the health symptoms questionnaire and submit to the guard or designated safety officer prior to entry:

  • III. Have their temperature checked and recorded in the health symptoms questionnaire.

For any person with temperature>37.5C, even after a 5-minute rest, or if their response in the questionnaire needs further evaluation by the clinic staff, the person shall be isolated in an area that should be well ventilated and disinfected frequently.

Clinic staff assigned to assess the workers held in the isolation area shall be provided the appropriate medical grade PPEs by the establishment which shall include but not limited to, face masks, goggles/face shields, and/or gloves; and

• • IV Spray alcohol/sanitizers to both hands; and provide disinfectant foot baths at the entrance if practicable.

A. Equipment or vehicles entering the hub operational area must go through a disinfection process; and

B. If there will be a long queue outside the office or store premises, roving officers should instill physical distancing of one meter.

2. Inside the workplace

• a. All work areas and frequently handled objects such as door knobs and handles, shall be cleaned and disinfected regularly, at least once every two (2) hours;

• b. All washrooms and toilets shall have sufficient clean water and soap, workers are encouraged to wash their hands frequently and avoid touching their eyes, nose and mouth;

• c. Sanitizers shall be made available in corridors conference areas, elevators, stairways and areas where workers pass;

• d. Workers, whether in office workstations or in operations area, shall always practice physical distancing meaning at the minimum one (1) meter radius space (side, back and front) between workers;

• e. Eating in communal areas is discouraged. It is best to eat in individual work area and all wastes shall be disposed properly. If eating in individual work areas is not possible, the employer shall ensure that physical distancing is maintained in dining areas with one worker per table and 1-meter distance per worker. It is discouraged that workers engage in conversation with masks off during meal times. Tables and chairs shall be cleaned or disinfected after every use of the area, and before as well as the end of the work day; and

• f. Canteens and kitchens should be cleaned and disinfected regularly.

C. Minimize contact rate

1. Alternative work arrangements, such as working-hour shifts, work from home (WFH) should be implemented, where feasible and on rotation basis;

2. Prolonged face-to-face interaction between workers and with clients are discouraged and masks shall be worn at all times and not removed. Meetings needing physical presence shall be kept to a minimum number of participants and with short duration. Videoconferencing shall be utilized for lengthy discussions among workers;

3. Office tables should be arranged in order to maintain proper physical distancing. Barriers may be provided between tables;

4. Workstation layout should be designed to allow for unidirectional movement in aisles, corridors or walkways;

5. To maintain physical distancing, number of people inside an enclosed space such as a room, store or hall shall be limited. Elevator use should consider physical distancing and limit the number of persons in order to observe the 1-meter physical distancing;

6. Use of stairs should be encouraged subject to physical distancing requirements. If more than 2 stairways are accessible, one stairway may be used exclusively for going up and another for going down;

7. Online system shall be highly encouraged to be utilized for clients needing assistance from offices including the use of videoconferencing; and

8. Roving officers shall always ensure physical distancing and observance of minimum health protocols.

Section 2: Suspected Infection of COVID-19.

In the event that a worker is suspected as having COVID-19:

A. The worker shall immediately proceed to the isolation area designated in the workplace and never remove his/her mask;

1. Clinic personnel attending to the worker should wear appropriate PPEs and if needed should require the transport of the affected worker to the nearest hospital. Company protocols for transport for suspect COVID-19 cases and for PCR testing, should be in place including providing for ambulance conduction. Hospitals will report to the DOH for COVID-19 suspect; and

B. Decontamination of workplace

1. Workplace shall be decontaminated with appropriate disinfectant (e.g. chlorine bleaching solution and 1:100 phenol-based disinfectant); 

2. After decontamination of the work area, work can resume after 24 hours; and

3. Workers present in the work area with the suspect COVID-19 worker shall go on 14 days home quarantine with specific instructions from the clinic staff on monitoring of symptoms and possible next steps. If suspect COVID-19 worker has negative result, co-workers may be allowed to report back to work.

In the event that a worker is sick or has fever but is not suspected to have COVID-19 (ex., urinary infection, wound infection or any diseases not related to lungs or respiratory tract) the employer must advise the worker to take prudent measures to limit the spread of communicable diseases, as follows:

I. Stay at home and keep away from work or crowds;

II. Take adequate rest and take plenty of fluids;

III. Practice personal hygiene to prevent spread of disease; and

IV. Seek appropriate medical care if there is persistent fever, when difficulty of breathing has started, or when he/she becomes weak.

Section 3. Duties of Employers and Workers.

Employers shall:

A. Provide the necessary company policies for the prevention and control of COVID-19 in consultation with workers. Advocacy and IEC programs should be taken from DOH, WHO and reliable sources of information on COVID-19;

B. Provide resources and materials needed to keep the workers healthy and the workplace safe, e.g., masks. Soap, sanitizer, disinfectant, PPEs, including COVID-19 testing kits, etc.

C. Designate the safety officer to monitor COVID-19 prevention and control measures such as physical distancing, wearing of masks, regular disinfection, compliance to thermal scanning and accomplishing health symptoms questionnaire;

D. Where practicable, enhance health insurance provision for workers;

E. Where feasible, provide shuttle services and/or decent accommodation on near-site location to lessen travel and people movement;

F. Enjoin the hiring from the local community; and

G. Put up a COVID-19 Hotline and Call Center for employees to report if symptomatic, and daily monitoring scheme of our “suspect” employee condition.

Workers shall:

A. Comply with all workplace measures in place for the prevention and control of COVID-19, such as, frequent hand washing, wearing of masks, observe physical distancing always, etc.;

B. Observe proper respiratory etiquette;

C. Coughing and sneezing into tissue or into shirt sleeve if tissue is not available.

D. Disposing used tissues properly; and

E. Disinfecting hands immediately through proper washing with soap and water or alcohol-based sanitizer immediately after a cough or sneeze.

Section 4. Covid-19 Testing.

Employers may test workers for COVID-19. Testing kits used and procured shall be the responsibility of the employer. DOH Protocols shall be followed for the testing of workers and interpretation of results in accordance with DOH Department Memorandum No. 2020-0180: Revised Interim Guidelines on Expanded Testing for COVID-19 dated April 16, 2020 and DOH Administrative Order No. 2020-0014: Guidelines in Securing a License to Operate a COVID-19 Testing Laboratory in the Philippines dated April 7, 2020, as amended by DOH Administrative Order No. 2020-0014-A dated May 20, 2020. Company policy on COVID-19 testing shall be formulated and agreed upon by employers and workers in conformity with the DOH protocols.

Workers with a negative test shall continue to work. They should be given appropriate advice and instructions once they develop any health complaints or symptoms. The company OSH personnel shall continue to monitor all workers.

Section 5. At Risk Workers and Vulnerable Groups.

Employers are highly encouraged to allow workers with immunodeficiency, comorbidities or other health risks, and pregnant women, to do work from home arrangement. Work Agreement should be developed to detail the deliverables from these employees and there shall be no diminution in wages or benefits.

Section 6. Reporting of Illnesses, Diseases and Injuries.

The employer shall provide the Department of Labor and Employment (DOLE) through its Regional Office copy furnished the DOH and the SBMA Labor Center, a monthly report of illness, diseases and injuries utilizing the DOLE Work Accident/Illness Report Form (WAIR).

Section 7. Industry Specific Guidelines for (COVID-19).

A. Barber shops, salons, and other personal care service establishments, are allowed to operate initially at fifty percent (50%) operational capacity and capacity may be increased up to one hundred percent (100%) after three (3) weeks, however the venue capacity is only limited up to a maximum of fifty percent (50%);

B. The operation of barbershops and salons is subject to strict compliance to the DTI Guidelines on Minimum Health Protocols for Barbershops and Salons;

C. The compliance with the health protocols set by the DTI shall be assessed through a post-audit mechanism led by the DTI, DOH, LGU health office and other deputized organizations;

D. Strict Adherence to the DTI and DOLE Interim Guidelines on Workplace Prevention and Control of COVID-19 is required.

Section 8.  Effectivity

All concerned shall comply with all the provisions of this company policy effective immediately.