COMPANY SECURITY OPERATIONS MANUAL

I. Purpose and objective

Business establishments and offices can be targets for theft, unlawful

entry, kidnapping, bombings, forcible occupation and sabotage. Effective
barriers, both physical and psychological can reduce the likelihood of these
threats. This is the purpose of establishing the company security operations
policies and guidelines and for the creation of Company Security Operations
Team or CSOT.

II. Scope of operations

The company security operations involve the activities on prevention,

quick- action, and post action in cases of theft, unlawful entry, kidnapping,
bombings, forcible occupation, sabotage, fire emergency, earthquakes, floods,
typhoons and other calamities including the giving of first aid and quick
response to commotions among employees. The members of the CSOT will be
assigned to different companies of the Myvan Group of Companies to serve as
supervising personnel on the agency guards ensuring that all company security
operations are strictly performed and all security operations protocol are
implemented and executed.

III. Qualifications required

The Candidate for the member of the Company Security Operations

TEAM (CSOT) should passed the following qualifications:

1. Male
2. Have completed the required training and/or testing.
3. Be at least 25 years old.
4. At least 5’6 in height
5. Well built
6. Commanding presence
7. Possess a clean criminal record -The candidate must submit Police
Clearance and NBI Clearance. Persons who have been convicted of
any crime are not eligible, and any application they submit cannot be
processed.
8. Security guard license

IV. Uniforms

All company security guards must wear a uniform that complies

with the Uniforms Regulation. If a guard works for a licensed security
agency, his or her employer is responsible for ensuring that the uniform
meets all the requirements. Please note, security guards must also be
familiar with the regulation, as it is their responsibility to wear the proper
uniform on a daily basis. Some key points to look out for:

 The term “SECURITY” or “SECURITY GUARD” must be displayed on the

uniform in specific places and specific dimensions.
 The uniform must include an identification tag, which shows the
licensee’s name, or licence number or both.

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 A security guard uniform should not bear any traits that resemble a
police uniform, such as rank chevrons, a police-style forage cap, or
stripes down the side of the trousers.

V. General Rules and Standards of Practicei

A. Basic Security Procedures

Security guards need to respond to the following changes in their

environment:

1. Traffic movement
2. Ensuring the safety of persons between and within locations
3. Monitoring and managing the access and departure of persons
and vehicles and observing and monitoring people.
4. To assess the impact of drug use in the context of safety for
oneself and others. 

B. PHYSICAL SECURITY IN A FRONT-LINE OFFICE

"front-line" office with direct "employee-to-customer" service

1. Post a security guard at the main building entrance or at

entrances to specific offices. Officers (or guards) should have a
clear view of the controlled area at all times.
2. Install a metal detector or CCTV (closed-circuit television) camera
or other device to monitor people coming in all building entrances.
3. Issue all employees photo identification cards and assign
temporary passes to visitors--who should be required to sign in
and out of the building. Under certain conditions, FPS officers (or
contract guards) should be required to call law enforcement to
confirm an appointment and/or to request an escort for all
visitors--customers, relatives, or friends.
4. Rearrange office furniture and partitions so that front-line
employees in daily contact with the public are surrounded by
"natural" barriers--desks, countertops, partitions--to separate
employees from customers and visitors.
5. Brief employees on steps to take if a threatening or violent
incident occurs.
6. Establish code words to alert co-workers and supervisors that
immediate help is needed.
7. Provide an under-the-counter duress alarm system to signal a
supervisor or security officer if a customer becomes threatening or
violent.
8. Establish an area in the office for employees and/or customers to
escape to if they are confronted with violent or threatening people.

C. Duties of a security guard

The duties and responsibilities of a guard vary from site to site.

Guards must be well attuned to changes and developments within the

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industry and the expectations and obligations that are owed to the client, the
public, and/or their employer.

It is the role of a security guard to protect people, property and information.

This may involve but is not limited to:

 Ensuring premises and property are protected in an appropriate and

effective fashion against a variety of natural and man-made threats.
 Preventing, detecting and reacting appropriately to the commission of
criminal and quasi-criminal actions on or against the property of the
client.
 Interacting with law enforcement officials and the justice system, where
necessary, such as apprehending and detaining someone who has
committed a criminal offence. Security may be able to supplement the
efforts of police by securing crime scenes until the police can arrive.
Security personnel may also be a valuable source of information to the
police.
 Providing leadership and direction in emergencies and assisting
emergency personnel in times of crisis, e.g. directing fire fighters to the
easiest/best way to get to the scene of the fire.
 Controlling access to a site, including monitoring entrance & gate
passage, escorting people & valuables, inspecting bags.
 Controlling or restoring order to a crowd.
 Preventing work accidents by being aware of potential dangers, reporting
safety hazards and following directions to minimize the risk posed to
others.

While there can be no doubt that some situations will involve

physical intervention, the majority of tasks assigned require a security guard
to observe, deter, record and report only.

D. General Rules and Standards of Practice

These are some of the rules that security guards must be

mindful of during their day-to-day activities.

 Security guards must always carry their licence with them when they are
working (including “plain-clothes” security guards, e.g. loss prevention
personnel or bodyguards). They must also identify themselves as security
guards, and show their licence, if a member of the public asks them to
do so.
 With the exception of bodyguards and loss prevention personnel, security
guards must wear a uniform while working.
 Security guards are prohibited from carrying any symbol of authority,
other than their licence and uniform (for example, a metal badge is
prohibited).

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 Security guards are prohibited from holding themselves out as police

officers, or performing police-related duties. For this reason, they are also
prohibited from using the following words when referring to their work as
security guards:

 Detective or Private Detective

 Law Enforcement
 Police
 Officer

 Security guards are prohibited from referring to themselves as

“security officers”.

E. Access, Control and Patrol

Access Control

Access control policies vary from company to company.

Security guards may be required to observe and record who

enters and exits a site. A completed log sheet should record the individual’s
name and the time of entrance to, and exit from the site. The information
obtained will permit guards to locate visitors, either while on the property in
the event of an emergency, or at a later time after they have left.

A visitor’s pass also contains information which helps the

guards to determine whether a visitor has to be escorted, the name of the
person who has authorized the visit, the status of the visitor and their
business while on the site.

Material Access

One of the most sensitive tasks that a security guard will have
to deal with is the issue of the removal of materials from a work site. People
routinely leave a site with things like computers, computer disks, and
briefcases full of materials.

The client (for example, a warehouse owner) must determine what steps are
necessary to protect his/her property. Security should follow these
instructions carefully. The guard should comply with the rules of access and
protocols which should be provided by the security guard’s supervisor when
introducing employees to a new site.

Crowd Control

On private property, a security guard may have a role in

maintaining crowd control and if it escalates, there may be a necessity to call

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the police. When crowd control is necessary, efforts to restore the peace or to
control the crowd should be made with several things in mind:

1. the risk to life and/or property whether or not action is taken.

2. the personal risk to the security guard.

3. instructions of the guard’s supervisor or the client.

4. risks posed by leaving the post.

5. availability of support or backup.

6. urgency.

7. development of tactics or plans for dealing with the situation.

After considering these factors and if the crowd threatens to get out of
control the security guard may wish to contact the police.

Traffic Control and Parking

A security guard may be called upon to control traffic on private

property at gated entrances to buildings or in parking lots, to ensure traffic
safety and to assist in the movement of vehicles. It is important for the guard
to use conventional signals and movements in order to be understood and
seen by the drivers. Guards should be dressed comfortably according to
weather conditions. Proper reflective vests or cuffs must be worn to ensure
visibility. This control should be done in a courteous and persuasive manner,
trying to make people understand the reasons for the control.

Patrolling

The main purpose of a patrol is to maintain the security of the

premises under the security guard’s authority. Preparation for a patrol
should always begin with an understanding regarding the purpose of the
patrol. For example, is the security guard:

 Expected to keep intruders away?

 Assist members of the public who appear confused or in need of
assistance?
 Check machines and other equipment, to make sure they are still
functioning safely?

The purpose of a patrol can change from time to time, even within
a single shift. The first time that a patrol is made, security may focus on
breaches of the property by an intruder; the second time, to make sure that

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the safety equipment on machinery in the area is functioning properly; the

third time, to check again for intruders and breaches of the work site, and so
on.

A thorough knowledge of the geography of the area to be patrolled

is essential. The security guard should determine in advance where
telephones, water shut-off valves, electrical and alarm panels and light
switches are located, and where emergency lighting is provided. The guard
should also know where emergency equipment, such as back-up generators,
first aid kits, fire alarms, hydrants, and extinguishers, is located. The guard
should know the best routes to follow in an emergency, selecting the
simplest, most direct route with the least number of safety hazards.

The guard should make a list of activities that need to be done

while on a specific patrol and devise the route in advance, including a map of
the major check points, passageways, rooms, stairwells, doors and windows,
and so on. Alternate routes should be planned in case specific areas are
made inaccessible due to an emergency such as a fire, explosion, or chemical
leak. The timing and route of the patrol should be varied to ensure that it
does not become too routine or too predictable. The guard should make sure
he or she possesses the proper equipment, including appropriate clothing.

Foot Patrol

Foot patrol is the most common method of patrol in the

security industry. It is normally utilized where it is not possible to provide
the same protective coverage through other methods such as motorized
patrol or electronic surveillance. Virtually all of the senses of the security
guard (sight, hearing, smell, and touch) may conceivably be used during foot
patrol.

Advantages:

 Highly visible
 Knowledge of patterns and characteristics of an area may help to
anticipate an incident before it becomes more difficult to control
 All senses may be used
 Ability to access smaller spaces such as stairwells

Disadvantages:

 Restricted mobility and area of coverage

 Length of time to patrol
 Inclement weather prevents or curtails some activities
 Difficulty in carrying equipment such as reports, forms, and first-aid kits
 Communication may present a problem, unless portable radio or
telephone equipment is used
 Supervision of foot patrols is difficult

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Vehicle Patrol

This type of patrol normally covers areas that are too great to
be covered on foot. The vehicles may be equipped with radios or mobile
telephones and commonly are in constant communication with the
dispatcher. Precise instructions are given about the type of patrol required.
The patrols will often include parking lots, storage yards, perimeter fence
lines, outer perimeters and areas that are impractical to patrol on foot.

When a vehicle is used for patrol, security guards have the added
responsibility to check that the vehicle is functioning properly and will not
become a hindrance before taking the vehicle for patrol.

Advantages:

 Motor patrol is highly visible

 Larger areas can be covered in a shorter period of time
 Speed in responding to other areas of the site increased
 Additional equipment may be carried
 Protection from inclement weather – rain, snow, temperature extremes

Disadvantages:

 The vehicle may be restricted to particular areas, such as roads or paths

 Vision may be partially restricted inside a vehicle
 Inclement weather may prevent or curtail some activities
 The engine noise made by a motor vehicle may mask some noises or alert
others of the presence of security
 Sealed cabs on some vehicles may prevent the detection of some
dangerous situations (for example, the potentially hazardous fumes that
a guard on foot would smell might not be noticed by someone inside a
vehicle)

Surveillance (Non-mobile Patrol)

Also known as visual or fixed patrols, with the assistance of

technology, surveillance enables a guard to remain stationary but keep a
constant watch over a specific area. For example, an entrance/exit point
may be kept under continuous observation, or an entire complex could be
kept under guard with the assistance of mirrors, security cameras and
fences.

Advantages:

 Access and egress (entry and exit) of the site readily controlled
 Difficult for individuals to enter the premises and physically attack the
guard

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 Guard station or highly-visible camera placement act to deter would-be

perpetrators
 Lower number of guards required to contain the area.

Disadvantages:

 Cameras and fences may be circumvented or defeated

 All areas cannot be kept under continuous observation – blind spots will
exist despite careful planning
 Reliance on equipment that may fail, especially in adverse weather
conditions
 Personnel must concentrate on one area for long periods of time
 Reliance on only one sense – vision
 Response may be restricted to calling police or internal personnel,
especially if the guard is not on site but is monitoring from a different
location

VI. Intelligence function

The company security operations team (CSOT) will serve as the

intelligence monitoring body of the Chief Executive Officer (CEO). Members of
the CSOT assigned in the field will served as supervising personnel on the
agency guards. The member of the CSOT will report all information and
untoward situations including detected suspicious plan and sabotage directly
to the Administrative Security Head who will be reporting directly to the Chief
Executive Officer.

VII. Organizational Structure

CEO

Authority

Reporting
ADMIN SECURITY HEAD

CSOT CSOT CSOT

AGENCY GUARDS AGENCY GUARDS AGENCY GUARDS

CONSTRUCTION PRODUCTION/DISPLAY/REPAIR HOTEL/ESTATE DEVELOPMENT

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VIII. Drug Effects

Security guards may encounter individuals under the influence

of drugs or alcohol. They need to be aware of the signs of substance abuse as
well as the impact of different drugs on human behaviour (e.g. suspect going
through withdrawal) in order to deal with these individuals in a manner that
will ensure personal safety as well as that of the suspect. Guards should
have an overall understanding of different types of drugs and paraphernalia,
the impact of using drugs on human behaviour and how to address
individual behaviour depending on the type of substance.

IX. The 11 General Orders

Eleven General Orders

a. To take charge of this post and all properties in view.

b. To walk my post in a military manner, keeping always on the alert,

and observing everything that takes place within sight or hearing.

c. To report all violations of orders I am instructed to enforce.

d. To repeat all calls from posts more distant from the guard house
than my own.

e. To quit my post only when properly relieved.

f. To received, obey, and pass on to the sentry who relieves me all

orders from the commanding officer and officers of the day.

g. To talk to no one except in the line of duty.

h. To give alarm in case of fires or disorder.

i. To call the officer of the day in any case not covered by

instructions.

j. To salute all offices and all colors and standards not cased.

k. To be especially watchful at night, and during the time for

challenging, to challenge all persons on or near my post, and to
allow no one to pass without proper authority.

X. Report Writing

Security guards are required to complete written reports of

occurrences, duties performed and comprehensive descriptions of their

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tasks/observances. They should have an understanding of how to write

reports that are objective and standardized.

Note-taking

A notebook is arguably a security guard’s most important tool

– it is used on a daily basis to provide an account of the events that unfolded
on that day.

A notebook should be kept as neat as possible, be organized

chronologically, and should not be tampered with (for example, no pages
should be torn out, as it may give the impression that the security guard was
trying to remove information). Overall, the accuracy and the transparency of
the notebook will reflect the integrity and reliability of the security guard.

It is the security guard’s responsibility to make sure that their

notebook is secure (for example, the guard must not leave a notebook
unattended in a place where a member of the public could access it).
However, the notebook is ultimately the property of the security guard’s
employer, so entries should be as legible as possible, with an emphasis on
accurate spelling of names and locations.

Reports should stick to factual information and observations, rather than

opinions and assumptions, and should contain answers to the following
questions:

 Who? (names of suspects, victims, complainants, witnesses, etc.)

 What? (description of what happened, what each person involved did,
what evidence is available, etc.)
 When? (time, date, sequential account of what happened from start to
finish)
 Where? (location where the incident took place, where each person
involved was situated, where evidence was found, etc.)
 Why? (describe the motives for what happened, if they are evident)
 How? (how the incident happened, how each person involved was acting,
etc.)

Reports as Evidence

Security guards may receive a subpoena and be called upon to

testify in court in relation to a situation they dealt with. They may be asked
to recall specific details about the situation, so it is imperative for the
security guard to keep thorough and accurate notes. When on the witness
stand, the security guard may be permitted to refer to his or her notes.
However, the notes should serve as a memory aid only: if the notes are clear,
they will help the security guard recall details about a situation, but the
security guard should not have to read directly from the notes. As such,
prior to appearing in court, the guard should carefully review all notes and
try to remember as many details about the situation as possible.

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Statements

A security guard may on occasion be required to take a

statement to secure the information provided by a witness. The key purpose
of taking a statement is to ensure an accurate record of the recollection of an
event or occurrence by the witness. A statement should be taken freely with
no threat or promise made to the witness.

Statement protocols vary from company to company. General

good practice is for statements to include the following:

 Full name of the witness, date of birth, identification.

 Employment of the witness and contact information.
 Address of the witness, location of statement.
 Date of interview.
 Time commenced and concluded.
 Name of security guard and company who took the statement.
 An introduction paragraph including day’s events and observations.
 Verbatim (word for word) transcription of the witness’ recollection of the
events.
 Closing paragraph that ends the statement.

For example, the closing statement can read:

“I, (witness name), have read the above six-page statement and find it
to be accurate to the best of my recollection. I have been advised that
I could omit, delete or change any part of the statement prior to
signing it.”

As this example indicates, the security guard should give the

witness the opportunity to review the statement and ask for changes to be
made before they agree to sign it. If a change is requested, a line should be
drawn through the item being removed, with the initials of both the witness
and the security guard at the beginning of the correction and the end. ii

XI. Health and Safety

The annual medical and physical check up requirement

including drug test should be complied to ensure the occupational safety of
security guards and those with whom they interact.
Security guards should have training to understand workplace
hazards and know what controls are in place to protect them from such
materials, including operational policies or personal protective equipment.
Security guards should also be informed by their employer about procedures
to follow in case of an emergency with hazardous materials.
Security guards should be prepared to deal with an emergency
situation. This includes reviewing any available Material Safety Data Sheets
(MSDS) for potentially hazardous materials. Security guards should evaluate
the hazards they may be exposed to and consider the tools and equipment
needed in an emergency. Emergency response contact numbers should also
be posted in a visible location.

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When there is a health and safety risk that requires emergency

response, security guards should:

 know when to initiate the emergency response plan

 evacuate the area and restrict access
 contact the employer’s response team or emergency services.

Some examples of situations that may require emergency

response include chemical spills or leaks, fires or explosions, or improper
exposure to a dangerous substance.iii

XII. Emergency and Response Preparation

Security guards are expected to respond to emergency

situations and to minimize the impact caused where the security guard is
working. They may be required to perform a variety of duties during
emergency procedures and should understand the importance of scene
management.

Emergency Situations

It is important for security guards to know how to identify

potential emergencies and what procedures to follow.

Emergencies may involve fire, bombs, weapons, suspicious

packages or explosive devices. The extent of personal injury or property
damage that arises from an emergency situation can vary.

Emergency Response Procedures

Security guards should be familiar with any emergency

response procedures shared with them by their employer to ensure an
effective response during an emergency. These procedures provide a course
of action for preparing and responding to an emergency.

Security guards should be aware of any plans that are in

place to respond to any sudden, unexpected action that may cause personal
injury or property damage. Plans would be based on the best available
information as to the type of emergencies that may arise and the extent of
personal injury and property damage that may occur. These plans would
determine what equipment should be acquired and what training should be
provided in order to respond effectively and quickly to any emergency.

Potential Roles of a Security Guard During an Emergency

A security guard’s role in certain emergency situations is

determined by the employer or client and should be documented before the
security guard begins to work on the site.

For example, the expected response to an intrusion alarm will

vary depending on the employer. In some cases, the security guard will be
expected to call the clients and the police and await their arrival. In other

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cases, security guards may be asked to investigate the cause of the alarm
and secure the scene.

In the case of a fire, the security guard may be expected to

activate the fire alarm and contact the fire department. The security guard
may also be expected to assist with the evacuation of the premises, including
crowd control, and provide direction to emergency personnel when they
arrive.

Prevention and Detection of Fires

The detection and prevention of fires is an essential part of

the duties of a security guard.

Whether on patrol or operating a fixed point, a security guard

should be constantly on the lookout for fire hazards. Watching for the
common things that are likely to generate a fire (for example, electrical
equipment that produces heat or sparks when it shouldn’t, combustibles
placed near sources of heat, or routinely scanning for evidence that a fire
has already started such as alarms that have been activated or smoke and
heat in places where they shouldn’t be found) is likely to assist security
guards in the performance of their duties.

Some basic things to watch for:

 explosives or flammables should not be stored near potential sources of

ignition
 corridors, particularly those that are likely to be used in an emergency
evacuation, should always remain free of obstructions or impediments,
and combustible or flammable materials should not be stored there
 exit doors, including the floor area on both sides of the exit door, should
be kept clear and accessible at all times
 damage or deterioration of fire suppressors
 fire alarm systems must be operative.

Alarm Response

Security guards respond to alarms, and should have a basic

understanding of the principles of protective and fire alarm systems that
they are likely to encounter, with some information on the functioning of
such systems.

There are several types of alarm systems:

 infrared (most common) - detects motion in large areas by picking up

infrared (heat) changes
 physical contact - detects a door or window being opened when the two
parts of a sensor come apart
 photo-electric beams - detects a visible or infrared beam being broken,
like garage doors use

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 seismic - detects physical shocks in certain frequency ranges like glass

breaking
 vibration - detects movement using very sensitive sensors mounted on
fences or other structures
 ultrasonic (rare) - detects motion like bats, using bouncing sound waves
we can't hear
 microwave (rare) - detects motion using bouncing microwaves
 electric fields (rare) - detects presence using electrical wires, measuring
changes in amplitude
 trip wires (rare) - detects intrusion when someone physically bumps a
tightly strung wire.

During alarm response, guards should stay in touch with the

dispatcher, a supervisor, or another guard when possible. The guard’s own
safety is the priority. If a crime is witnessed or confirmed from the findings,
the guard should call police immediately and back off, observing the area
from a safe distance.

Duty of Care

Security guards need to be familiar with the concept of duty of care (what a
reasonable person should do in a particular situation) and be capable of
securing and protecting a crime scene until the appropriate personnel
arrive.iv

XIII. Code of Conduct

This regulation defines what kind of behavior is appropriate or

inappropriate for security guards to display while they are working. Security
guards will find that respecting the Code of Conduct is, in most cases, a
matter of common sense – security guards are expected to treat members of
the public in a respectful and professional manner. For instance, security
guards must:

 Act with honesty and integrity

 Comply with the Constitution, statutory laws, City and Municipal
regulations
 Treat all persons equally (without discrimination)
 Avoid using profanity or abusive language
 Avoid using excessive force
 Not be under the influence of alcohol or drugs while on duty.

XIV. Disciplinary Procedures

The main points about this procedure are as follows:

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 all employers should have agreed procedures to deal with grievances and
disciplinary matters
 all managers and supervisors should be aware of, and apply, these
procedures
 employee representatives should be able to assist employees in difficulty
 any issues arising should be deal with fairly with an opportunity for the
employee to make representations on his behalf
 a range of sanctions should be provided for and considered
 warnings should be removed from the employee’s record after a certain
period of time.

The basic principles of fair procedure  are

1. The procedure is fair and rational

2. The basis for the disciplinary procedure is clear ie the employee  knows
what he has done wrong
3. The penalties are clear
4. An internal appeals mechanism is in place.

To be able to show that fair procedures were followed (in cases other than those
of gross misconduct and/or dishonesty), warnings should be issued to the
employee setting out the cause of the complaint against him. (In cases of
dishonesty, no warning is necessary)

How to carry out a formal disciplinary procedure

The steps in the disciplinary procedure generally follow graduated steps

including a verbal warning, written warning, final written warning, and
dismissal. However, in cases of gross or serious misconduct it is permissible to
start at stage 4 of the procedure.

However, other sanctions apart from the nuclear option of dismissal should be
considered by the employer. Alternatives might include a transfer to a different
part of the workplace, different role, or demotion.

Keep in mind that an employee can be suspended on pay pending investigation

but would only be suspended without pay pending an appeal of a dismissal.

Stage 1-Verbal warning

Generally an employee should receive a verbal warning for a first transgression.

Even though the employer is “only” giving a verbal warning, it is still part of a
formal disciplinary process and the principles of natural justice, fair
procedures, and equity/fairness would apply at all times.

This would involve a meeting with the employee at which the employee could
bring a colleague or other representative. There is no right to bring a legal
representative, unless the employer agrees.

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This may be a trade union representative, even though the employer may not
formally recognise or engage with the union. His role will be as a minute taker
and witness, not an advocate or spokesperson.

At the meeting the employee should be advised of what the problem is and
invited to respond and explain his actions.

There should be no rush to judgement by the employer as the meeting is

investigatory.

Following the meeting a confirmatory letter should be given to the employee.

This letter confirms that the employee has been given a verbal/oral warning. It
should also contain the improvements required of the employee in respect of the
behaviour which led to the warning and the timeframe within which the
improvement must be made.

This letter should also state that failure to improve will lead to the 2 nd stage of
the disciplinary procedure and ultimately dismissal.

It should also state the time period for which it will remain on the employee’s
file, after which it will be removed.  3 months would be a reasonable period for
this 1st verbal warning to stay on file, but it could remain for 6 months.

If an employee was suspended with pay pending an investigation it is vital that

he knows how long the suspension is to last and the investigation must be held
within a reasonable time frame. “Justice delayed is justice denied”.

Once this disciplinary procedure has started the employer should assist the
employee to improve conduct or performance, whichever was the source of the
problem in the 1st place.

The employer should record the details of this 3 month monitoring period and
retraining or relocation should be considered, if possible and reasonable.

However, if the employee fails to improve or there is a repeat of the activity that
caused the oral warning in the 1st place the employer can then issue a first
written warning.

Stage 2-First Written Warning

The 1st written warning can be issued within the period of time advised for
monitoring after the verbal warning, provided there is no improvement in
conduct or performance.

Before issuing it the employee should be invited to another meeting, told of the
transgression, and given the opportunity to respond.

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The written warning will then be issued and last for another 3 months. This
warning should also clearly set out the nature of the problem, suggest solutions
such as retraining, and advise of the possible sanctions (including dismissal) if
no improvement is observed within the 3 months.

The employer should again afford all reasonable assistance to the employee to
help him improve conduct and/or performance. However the employer must be
mindful of his duty of care to other employees also.

Stage 3-Second Written Warning

If the required improvement is not forthcoming within the 3 month period after
the 1st written warning then a 2nd  written warning may be issued. This is
entirely a matter for the employer and it is common for many employers to only
issue a 1st and final written warning.

This warning is done in a similar fashion to the other 2 warnings referred to

above but you would consider giving a 6 month monitoring period to allow
improvement.

Stage 4-Final Written Warning

If the required improvement is not happening then a final written warning

would be issued with a 12 month monitoring period.

The letter confirming this warning will advise that if there is no improvement or
if the bad behaviour/performance is repeated then dismissal will occur.

This warning letter will be the final one prior to dismissal so it is important that
it is well drafted as it will be scrutinised closely by the employee and probably
his legal advisor.

This letter should only refer to the matters which have been the subject of the
disciplinary procedure to date, not other matters which have never been put to
the employee.

Stage 5-Dismissal or action short of dismissal

If there is no improvement after the final written warning then dismissal is the
likely outcome. A meeting should be called and the employee and his
representative invited.

The employer should remind the employee of the behaviour/conduct that has
led to this point, the repeated transgressions/failure to improve performance
sufficiently, and that the dismissal is in accordance with the disciplinary
procedure.

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The employee should be given the opportunity to appeal within 14 days. He

should also be given a letter confirming the dismissal and the right to appeal,
the time period for appeal, and who to appeal to.

Gross or serious misconduct

Gross or serious misconduct will be normally dealt with under the final stage-
stage 4 or stage 5, depending on how many stages you use in your procedure.

Concept of Serious Misconduct

Misconduct is defined as the “transgression of some established and definite

rule of action, a forbidden act, a dereliction of duty, willful in character, and
implies wrongful intent and not mere error in judgment” v

It becomes a serious misconduct when it is “grave” and an “aggravated

character”. As stated by the Supreme Court, “the employee’s misconduct must
be serious, i.e., of such grave and aggravated character and not merely trivial or
unimportant.”vi

Further, the following requirements are present. When the requirements are
met, it may be a ground for termination.

4 Requirements of Serious Misconduct

For serious misconduct to be a valid ground for dismissal, it must comply with
the following requirements:

1. It must be serious; vii
2. It must relate to the performance of the employees duties; viii
3. It must show that the employee has become unfit to continue working for
the employer;ix and
4. It must performed with wrongful intent.x

The first three requirements are discussed in a case law as follows:

One of the just causes enumerated in the Labor Code is serious misconduct.
Misconduct is improper or wrong conduct. It is the transgression of some
established and definite rule of action, a forbidden act, a dereliction of duty,
willful in character, and implies wrongful intent and not mere error in
judgment. Such misconduct, however serious, must nevertheless be in
connection with the employee’s work to constitute just cause for his separation.
Thus, for misconduct or improper behavior to be a just cause for dismissal, (a)
it must be serious; (b) it must relate to the performance of the employees duties;
and (c) it must show that the employee has become unfit to continue working
for the employer.xi

Meanwhile, the fourth requirement has been added through a separate

case, viz:

Misconduct is defined as improper or wrong conduct. It is the transgression of

some established and definite rule of action, a forbidden act, a dereliction of

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duty, willful in character and implies wrongful intent and not mere error of
judgment. The misconduct to be serious within the meaning of the act must be
of such a grave and aggravated character and not merely trivial or unimportant.
Such misconduct, however serious, must nevertheless be in connection with
the work of the employee to constitute just cause from his separation. xii

In order to constitute serious misconduct which will warrant the dismissal of an

employee under paragraph (a) of Article 282 of the Labor Code, it is not
sufficient that the act or conduct complained of has violated some established
rules or policies. It is equally important and required that the act or conduct
must have been performed with wrongful intent.

Cases of Serious Misconduct

1. Violation of Company Policy

2. Criminal Acts
3. Assault
4. Sexual Harassment
5. Drug use in the workplace
6. Accusatory and inflammatory language
7. False, malicious, and libelous remarks
8. Insulting and offensive language
9. Theft of company property
10. Intentional damage to property
11. Theft against co-employee
12. Physically assaulting a co-employee
13. Fighting within company premises
14. Forgery
15. Falsification of Records
16. Fraudulent behaviour
17. Series of irregularities
18. Dereliction of duty
19. Abuse of trust
20. Disloyalty to the employer
21. Improper pressure and influence
22. Immorality or Moral Depravity
23. Serious breach of health and safety procedure
24. Serious breaches of internet/email policy
25. Serious breaches of data protection policy
26. Other acts of similar nature

Cases of No Serious Misconduct

1. Minor misconduct

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2. First time offender

3. Fist fight between employees on private matters
4. Offensive utterances and obscene gestures in a company’s
informal party
5. Failure to have customers sign a coverage waiver
6. Error of judgment
7. Remarks and apprehensions by superior

Serious/gross misconduct should be dealt with as follows:

1.      Notify the employee of the allegation without delay

This would involve, firstly, a preliminary gathering of the facts

and, secondly, an invite to the employee to attend a meeting to lay the
allegation. The employee should be told he can bring a work colleague or union
representative to this meeting.

It is important that strict confidentiality is maintained as the

employee is innocent until proven otherwise and is entitled to the protection of
his good name.

2.      Investigation

An investigation will be carried out and the employee may be

suspended with pay pending the outcome of this investigation.

It should be carried out as quickly as possible by a party/parties

with the necessary expertise, agreeable to employer and employee, and in
accordance with the terms of reference for the investigation. The terms of
reference should set out

1. the timescale of the investigation and

2. the scope of the investigation, that is, deciding whether or not the
allegation has been upheld.

A written record of all meetings should be kept and confidentiality

maintained.

The investigator should be able to interview any employee who

may be able to assist the investigation.

The employee against whom the allegation has been made should
be given copies of all written notes prior to and during the investigation, eg
witness statements, details of the alleged misconduct, notes. He should also be
allowed representation at any meetings during the investigation process.

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Once the investigation has completed a written report setting out

the investigator’s decision, based on the balance of probabilities, will be given to
senior management and the employee.

If the allegation has been upheld a further disciplinary meeting

will be held with the employee.

Disciplinary hearing

The employee should be advised of the disciplinary meeting in writing and told

 It is a formal disciplinary meeting under Stage 4 or 5 of the disciplinary

procedure
 The purpose of the meeting is to hear representations on behalf of the
employee and to decide whether a disciplinary sanction is appropriate
 The possible outcome of the hearing
 The right to be accompanied

Once representations have been made, and the hearing is not to

look into the allegations again, the meeting will then be adjourned to allow the
decision maker to decide what action, if any, is to be taken.

The meeting will be reconvened and the decision advised to the

employee who will also be told of his right to appeal the decision.

XV. Penalties

Type of Offenses and Corresponding Sanctions:

 
Offense Frequency Sanction

A 1st Verbal Warning

2nd Written Warning

3rd Suspension of one (1) to four (4) days

4th Suspension of five (5) to fifteen (15) days

5th Dismissal

B 1st Written Warning

2nd Suspension of five (5) to ten (10) days

3rd Suspension of eleven (11) to twenty (20)

days

4th Dismissal

C 1st Suspension of ten (10) to twenty (20) days

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2nd Dismissal

D   Dismissal

Note: In the event of willful or fraudulent or negligent or other acts resulting to any
damage to the Company, the foregoing penalties shall also include the restitution of
such amounts taken by the employee or the value of such properties stolen, taken,
damaged or lost by such willful, fraudulent or negligent act. Any amount directed to be
restituted or paid for by the erring employee shall be withheld and obtained from any
receivable by the employee, whether in the form of salaries, incentives, or such other
similar amounts.

The Company reserves the right to impose a higher penalty than those prescribed
hereunder or other additional penalty in the event that the particular circumstances of
an employee’s case necessitate the same.

ARTICLE 1. ACTS OF FRAUD AND DISHONESTY

SECTION 1. Robbery, Theft, Pilferage, and Misappropriation of Funds - Stealing

D
from a Customer, Visitor, the Company and its employees or other third party.

SECTION 2. Betrayal of Company Trust - Unauthorized disclosure of confidential

information which includes, but is not limited to, Company records, trade secrets,
formula, finance operations statements and other company documents. Other D
acts that may, in any way, cause the Company to lose its trust and confidence
upon the employee.

SECTION 3. Falsification of Documents - Falsifying any documents, records or

information in any study, inquiry, research, investigation or proceeding in which
the Company is involved or interested, or falsifying employee records, production
of records, vouchers, receipts, application forms or other company documents or
D
records. Preparing or causing to be prepared or participating in the preparation of
any document that is false or does not speak of the truth; knowingly using or
submitting such falsified documents.

SECTION 4. Special Treatment or Bribery - Bribery in any form or manner,

receiving, soliciting or demanding anything of value in exchange for or in
consideration of any act, decision or service connected with the performance of the D
employee's duties or functions.

SECTION 5. Borrowing, obtaining, soliciting material favors from any supplier or

guest/customer with which the Company has a business relationship, for his own C
personal benefit.

SECTION 6. Obtaining or attempting to obtain materials based on fraudulent or

falsified order and collusion with a person doing do so; or improperly withdrawing
or releasing Company records, articles, equipments, tools, or other assets from
Company or hotel premises without proper written authority.
D
(Note: Penalty shall also include payment by the employee of any damage or loss
incurred by the Company as a consequence of such act.)

SECTION 7. Swindling- Any employee who shall, in any manner, swindle or

defraud an employee, officer, or customer through any means, false pretenses or
falsification of documents shall be deemed to have committed fraud, regardless of
the degree of participation in the act. D
(Note: Penalty shall also include payment by the employee of any damage or loss
incurred by the Company as a consequence of such act.)

SECTION 8. Unauthorized use or possession of master keys, picklocks and or

other devices which can open lockers, drawers, desks, cabinets, doors, offices, and
C
safety vaults.

SECTION 9. Engaging in Competitive Operations - Engaging in businesses

similar to those of the Company or in conflict with the Company's interest. D

SECTION 10. Kickbacks, Commissions or Similar Schemes - Entering into D

arrangements with suppliers, customers or others to gain kickbacks or

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commissions or any form of monetary compensation.

SECTION 11. Concealment, or failure to disclose- Any act of concealment or

failure to disclose one’s receipt of cash or property from a customer, supplier or
third person in behalf of the Corporation; failure to disclose the correct details C
regarding one’s receipt thereof (e.g. date of receipt, amount received and other
similar information.)

SECTION 12. Unauthorized Sale of Company Property - Engaging in

unauthorized sale of company property for one’s personal benefit or financial gain, D
regardless of value.

SECTION 13. Padding or Manipulating Customer Invoices – Padding or

manipulating customer bills/invoices/other documents, deliberate overcharging,
D
using paid invoice from another customer, using unauthorized invoices,
shortchanging and other similar acts of dishonesty.

SECTION 14. Use of Company time, premises, vehicles, tools, equipment, or

C
materials for personal benefit, whether directly or indirectly.

SECTION 15. Unauthorized Possession of Company Property & Property of Third

Persons - Unauthorized possession or use of any Company, employee, or customer
property and Company supplies. Unauthorized use or possession of property of
C
the Company, or of any guest, customer, or other third persons, including, but
not limited to vehicles, tools, equipment, supplies, or other things or materials.

SECTION 16. Unauthorized clearing of account or clearing without receiving any

C to D
payment.

SECTION 17. Unauthorized Giving of Discounts or Price Cuts - Giving of

discounts, favorable terms of payment or changing prices of products without C to D
proper written authority;

SECTION 18. Falsifying one’s daily time (DTR) or other attendance record,
intentionally punching or filling up or in any way tampering with those of others.
C
Any employee caught in the possession of, or the DTR or attendance record of
another shall be presumed prima facie as having committed any of aforesaid acts.

SECTION 19. Making false statements in employment application or personal

D
records.

SECTION 20. Making untruthful oral or written statements in relation to work

C
or Company investigations;

SECTION 21. Falsely testifying for or against a person who is the subject of any
Company investigation. C

SECTION 22. Concealing information or other matters which are of interest to

the Company during an investigation conducted by management or its duly C
authorized representative.

SECTION 23. Willfully failing to report to management one’s contagious disease. C

SECTION 24. Failing to report to management within a reasonable time an

accident occurring during working hours resulting in personal injury to the C
employee or damage to Company projects.

SECTION 25. Substituting Company materials or equipment with another of

D
lower and/or different quality or value.

SECTION 26. Engaging in fictitious transactions, fake invoicing, falsified

D
inventory listing, entry padding and other malpractice.

SECTION 27. Obtaining supplies and materials on fraudulent orders, or

knowingly procuring supplies at an over price for the purpose of getting kickbacks
D
or for other personal gain.

SECTION 28. Falsifying or attempting to falsify travel expense reports, receipts or

any other documents for purposes of obtaining reimbursement bigger than what
D
was actually spent or in order to evade an obligation to make a refund to the
Company or secure other forms or material gain.

SECTION 29. Failure to remit any/ and all collection from sales of Company D
products, outlets and other articles whether in cash, check, credit or consignment

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on the day it is expected to be remitted.

(Note: Penalty shall also include payment by the employee of any damage or loss
incurred by the Company as a consequence of such act.)

SECTION 30. Unauthorized withdrawal of one’s salary, wage or cash incentive

D
from Company cash collection.

SECTION 31. Taking out or using Company property without the required pass
C
duly authorized.

SECTION 32. Usurpation and/or misrepresentation of official Company function

C
or position resulting in prejudice to company interest.

SECTION 33. Failure to remit change funds and to liquidate petty cash funds at
the prescribed time. C

SECTION 34. Falsely representing that one is an agent who obtained sales for the
Company or participating in such misrepresentation or act of fraud. A sworn
statement by a customer that he/she did not go through any agent or referral
shall be sufficient basis to conclude that no agent’s fee or commission is due on
D
said transaction/s.
(Note: Penalty shall include the restitution or reimbursement by the employee of
all incentives, “agents fee”, commission received by him/her in relation to the
transaction.)

SECTION 35. Other Acts of Fraud/Dishonesty - Committing any other act of

dishonesty or fraud for personal gain or advantage or an act of dishonesty that is
prejudicial to the Company, its customers, officers, or to other employees of the D
Company or any third person, or when the act is made to conceal or avoid
responsibility or serious consequences.

ARTICLE 2: ACTS OF IMMORALITY

SECTION 1. SEXUAL HARASSMENT: The Management or Company will not

tolerate amongst its employees, sexual harassment and other forms of harassment
which includes, but is not limited to, sexual advances, request for sexual favors,
and other verbal or physical contact of a sexual nature when:

a. Submission to or rejection of such conduct/request is made explicitly or D

implicitly on a term or condition of an individual's employment, or any
matter that could affect one’s employment.

b. Submission to or rejection of such conduct or any response thereto by an

individual is used as a basis for employment decisions affecting such D
individual;

c. Such conduct or act has the purpose or effect of unreasonably interfering D

with an individual's work performance creating an intimidating, hostile, or
offensive work environment.

SECTION 2. INDECENT ACTS and UTTERANCES C to D

 Indecent / lewd, immoral conduct, sexual harassment, as well as grossly indecent
utterances within Company premises, or indecent/immoral communications to a
fellow employee, including electronic mails, whether done within or outside
Company premises.

SECTION 3. IMMORAL or UNETHICAL PRACTICES C-D

Engaging in any immoral or unethical practices or offering services to customers,
potential customers, visitors or co-employees, such as, but not limited to, pimping,
providing female/male companion/escorts, etc. which are immoral or unethical in
nature or engaging in any conduct which violates common decency or morality; C

SECTION 4. Committing any acts of lasciviousness within the Company premises

at any time (e.g., necking, petting, kissing, etc.);
C
SECTION 5. PORNOGRAPHIC EXHIBITS or SHOW
Showing, carrying or exhibiting pornographic materials, materials, films,
photographs or literature within Company premises; D

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SECTION 6. PRYING INTO THE PRIVACY OF CUSTOMERS AND EMPLOYEES

Peeping, entering, prying, looking into lockers, rooms, toilets, drawers or files
without official authorization;

ARTICLE 3. HEALTH, SAFETY and SECURITY

SECTION 1. Unauthorized use, possession, carrying or concealment of fire arms, D

explosives, firecrackers, or dangerous/lethal weapons, or similar implements unless
issued with a written authorization by the Officer of Company after presentation of
appropriate licenses and permits;
C to D
SECTION 2. Being a respondent or an accused in a criminal case filed in the
prosecutor’s office or in court;
D
SECTION 3. Committing an act which constitutes a crime during work hours and
or within Company premises, without need of conviction by any competent court or
authority; D

SECTION 4. Pushing, selling, possessing, supplying prohibited drugs to employees

or customers or possession and/or use thereof inside Company premises; D

SECTION 5. Financing, collecting, or placing bets, for jai-alai, jueteng, lottery, and
the like or any form of gambling is prohibited within Company premises; C to D

SECTION 6. Refusal to be subjected to inspection (e.g., frisking, bag inspections) by

security personnel, or the Company’s manager or other officer; C to D

SECTION 7. Interfering/refusing to cooperate with Company security guards or

authorized personnel in the performance of their duties;

Refusal to deposit or surrender items or any personal property found in one’s

possession which, at the discretion of the security personnel, must be deposited or
surrendered for security reasons; C to D

SECTION 8. Engaging in espionage or sabotage of Company property or operation D

processes;

SECTION 9. Unauthorized access to networks resulting in any one or a combination

of the following:
a. breach of confidentiality,
b. duplication and/or possession of corporate confidential files or data,
c. changing server/network rights of users,
d. tampering with server/network configurations,
e. placement of computer virus, worms, other forms of malware and other
damaging electronic files or physical accessories to servers or workstations,
f. alteration of files including, but not limited to, the overwriting, deletion,
padding or reducing of files,
g. creating unauthorized user names on the network/server,

SECTION 10. Giving an ID card or material to any person not entitled to it, or  
causing or assisting non-employees without a legitimate purpose to enter company C
premises or restricted areas without Management permission. Using another’s ID or
pass, or permitting another to use your ID to enter into Company premises.

SECTION 11. Intentional installation of software and other acts of piracy in regard  
thereto or introducing viruses in the computer. D

SECTION 12. Unauthorized removal of files from Company computers by any

means, such as, but not limited to the following: D
a. Copying files in flash drives, CDs or hard drives;
b. Removing hard drives; or
c. Physically removing computers from the workplace.

SECTION 13. Fighting or inflicting bodily harm upon another person inside the D
Company premises or outside Company premises but within Company time or
involving an employee or officer of the Company or with any Company customer;

SECTION 14. Intimidating, threatening another with bodily harm or performing an  

illegal or immoral act upon another employee or Company officer or doing the same D

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acts to a co-employee’s family in connection with his job, or against customers;

SECTION 15. Provoking or participating in, or instigating any riot or disorder or D

any unlawful or tumultuous concerted activity, or any activity that would unduly
disrupt or hamper the Company’s operations;

SECTION 16. Engaging in horseplay, running, scuffing, throwing things while on A to B

duty or inside Company premises;

SECTION 17. Committing any other act which is scandalous in nature or in any  
manner disturbing the peace and order, within Company premises whether on or off C to D
duty;

ARTICLE 4. OFFENSES AGAINST COMPANY CUSTOMERS, IMMEDIATE SUPERIOR,

OFFICERS, MANAGEMENT & CO- EMPLOYEES

SECTION 1. Discourtesy & insults on a customer, co-employees, or officer of the C

Company or engaging in any argument with, or any discourteous or disrespectful
gesture or act towards, a customer;

SECTION 2. Libel or Slander – Making libelous utterances or publication which C

tends to cause dishonor, discredit and contempt;

SECTION 3. Refusal by an employee to accept a work assignment, task, shift, work C to D

load or other directive, after having been given full instructions, orientation or
training for the job without valid or justifiable reason; Refusing to make an
acknowledgment of one’s receipt of any office memorandum, circular, policy or
similar documents;
C to D
SECTION 4. Verbal abuse, threatening or attempting to intimidate any superior or
management personnel by any means; Discourtesy and use of disrespectful
language; D

SECTION 5. Physical assault upon management personnel on or off Company

premises; C to D

SECTION 6. Delay of execution of work / orders that require immediate action;

SECTION 7. Insubordination - Willfully defying or disregarding the authority of any C to D
superior or Company authority;

Refusing to cooperate with Company supervisor, department heads, managers or

officials or representatives of the Company;

SECTION 8. Refusing to render overtime work despite a reasonable advance notice; C to D

Refusing to render emergency overtime work without any valid reason;

SECTION 9. Failing to carry out verbal or written job instructions, policies, and  
procedures or standard operating instructions issued by the competent authority; C to D
Refusing to comply with any directive on a transfer of assignment/ branch.

SECTION 10. Making false, vicious, or malicious statements against the Company  
or any director, officer, supervisor, personnel or any employee of the Company or C to D
filing any patently baseless actions, suits or complaints against the Company or its
officers, lawyers, managers, directors or stockholders.

SECTION 11. Refusing to leave place of work or the premises when required to do C to D
so by a supervisor or Company officer who is acting within his authority.

SECTION 12. Refusing to cooperate in giving valuable information involving a case C to D

under investigation.

SECTION 13. Failing to promptly respond to e-mail requests/ instructions from the B
General Manager, or one’s Immediate Superior, or a Department Head. For
purposes of this Section, a prompt response is understood to mean within a
maximum period of 24 hours from the time the e-mail was received by the intended
recipient.

SECTION 14. Other acts of insubordination where there is an overt act which C to D
shows disrespect, disobedience or belligerence towards supervisors and officers.

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ARTICLE 5. INEFFICIENCY, NEGLIGENCE, and VIOLATIONS of WORK

STANDARDS
SECTION 1. Under Time: Coming in late for work for more than thirty (30) A
minutes but less than two (2) hours or leaving the office or place of work not on
official mission for less than two (2) hours of any work period without asking
permission. Any unexcused tardiness of more than thirty (30) minutes;

SECTION 2. ATTENDANCE

A. Absences:
1. An Absence shall be considered unexcused when:
 Reason given for absence proves to be false and unjustifiable;
 Prior written approval was not secured from immediate Superior
or Manager; A
 Advice of absence by telephone or other means was not received
by the immediate superior or department head at least one (1)
hour prior to the start of duty

2. Failure to report for work immediately after the approved leave of A

absence;

3. Absences that show a pattern wherein it is usually annexed to a day off, A

pay, holiday, etc.;

4. Absence without approved leave for two (2) consecutive days; B

5. Absence without approved leave for three (3) to four (4) consecutive days; C

6. Absence without approved leave for five (5) consecutive days or more is D
considered abandonment of work.

B. Tardiness:
An employee is considered late when he fails to report to his work area on his
specific time shift. A
1. Accumulated tardiness for 30 minutes or less than 60 minutes in a
month;

2. Accumulated tardiness for more than 60 minutes in a month. B

SECTION 3. Negligence –any careless action or an omission that willfully or

recklessly disregards the consequences of such act upon the safety or property of
employees or customers, which act causes damage or loss on the Company or its
customers, employees or visitors, or causes a disruption of operations;
Causing damage(s) or loss(es) to company property negligently or willfully which
contribute to the material loss or damage amounting to:
A. Below Php 1,000.00
A
B. From Php 1,000.00 to Php 25, 000.00
C. From Php 25,001.00 to Php 50,000.00 B
D. From Php 50, 001 to Php 75,000.00 C
E. From Php 75,001 and above D
(IN ALL CASES PENALTY SHALL INCLUDE A RESTITUTION OF THE AMOUNT D
OF
DAMAGE/ LOSS)

SECTION 4. Incompetence in the performance of one's duties; C to D

SECTION 5. Serving two (2) successive unsatisfactory ratings in the Employee  

Performance Appraisal within a 12-month period while holding the same or an
equivalent position; D

SECTION 6. Non- observance of Company quality standards; B

SECTION 7. Loafing, loitering within the Company premises, malingering, A

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 COMPANY SECURITY OPERATIONS MANUAL

wasting time and prolonging rest period more than what is authorized;

SECTION 8. Leaving or abandoning one’s workstation and going out of Company  

premises during one’s shift without proper permission or authorization; cutting
the working hours without permission or authorization from the immediate C
superior; failure to immediately report back to the designated workplace after a
meal or rest period, or after an authorized field work.

SECTION 9. Personal telephone calls (except for emergency); Frequent visitors B

during office hours for personal purposes;

SECTION 10. Refusing to immediately resume duty after being certified as fit to C
work;

SECTION 11. Failing to obtain/secure all necessary sales/commercial B

documents needed from a customer such as, but not limited to sales invoices,
checks, promissory notes, etc. or losing such documents while the same is in his
custody/possession.

SECTION 12. Reading during duty hours (exception on reading of materials A

pertaining to an employee's work or circulation notices provided by the
management); Unauthorized surfing or use of the internet during office hours or
the Company’s e-mail system, whether on or off duty, for non-work related
purposes;

SECTION 13. Keeping or storing Company property in employee's personal A

custody other than those properties issued for staff use;

SECTION 14. Tampering, defacing, damaging or vandalizing Company property, B

machines, equipment or room facilities and amenities.

SECTION 15. Failure to immediately report the loss of Company property, C

spoilage, accident, injury, involving the Company, customers and employees. An
employee is expected to report accidents and injuries upon a customer or
employee within the hour of occurrence and a loss, spoilage or any damage to
Company property within twenty-four hours from occurrence;

SECTION 16. Unauthorized use of company time for personal benefit or engaging D
in any other employment, side jobs, part-time jobs, “moonlighting” and
businesses/sidelines while being employed or under any training contract with the
Company, are prohibited unless reported to or approved in writing by the
management. At the sole discretion of management, employees shall be either
asked to give up such part-time job/sideline or be terminated from the Company if
such other job is found to affect, in any way, one’s performance of his/her
functions;

SECTION 17. Inducing, encouraging, coercing, bribing or abetting any employees C to D

of the Company to engage in any act or practice in violation of Company Rules and
Regulations, Code of Conduct, and other policies;

SECTION 18. Unauthorized solicitations of money or any other form of C

contributions for personal gain or benefit of any person, whether Company
employees or not, within Company premises without written authorization from
the management.

SECTION 19. Unauthorized Posting & Removal of Posters: Posting, removing, C

tearing, mutilating of notices, announcements, poster, or altering the contents

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 COMPANY SECURITY OPERATIONS MANUAL

thereof or in any form of official posters, circulars or announcement and other

official company documents for dissemination and information of employees;

SECTION 20. Unauthorized recruitment, selling and vending of any kind of item B
or commodity or goods within the Company premises;

SECTION 21. Unauthorized distribution, dissemination or posting of printed A to B

materials without proper written authorization;

SECTION 22. Failure to report or turn over lost items according to the standard C to D
procedures;

SECTION 23. Failure to turnover duties after shift or before one’s extended leave B to C
of absence; Failure to turnover instructions, arrangements, orders or pending
duties to the next shift in-charge resulting to confusion, inefficiency and customer
dissatisfaction.

SECTION 24. Committing any act of racial, ethnic, religious, sexual or social B
discrimination against a co-employee, client, or guest;

SECTION 25. Spreading gossip, intrigues, making false, malicious statements

(whether true or untrue) against another employee so as to cast dishonor, C
discredit and disdain on the latter.

SECTION 26. Influencing or encouraging any employee to engage in any practice

in violation of Company rules and regulations; C

SECTION 27. Holding unauthorized or unofficial meetings within Company B

premises;

SECTION 28. Drinking liquor during working hours except in Company- D

authorized functions or taking prohibited drugs whether on or off duty;

SECTION 29. Proper use and care of Company uniform are required from all B
employees - wearing of the complete prescribed uniforms at all times when on
duty. When not on duty, all employees are also required to dress properly
especially when inside the Company premises; damage of the uniforms caused by
recklessness, carelessness and negligence shall be charged to the user;

SECTION 30. Refusal to Serve Customers – neglecting or ignoring the presence, C to D

requests or inquiries of a customer; Performing non-work related tasks or
engaging in non-work related chatting or conversation; delay in responding to
customer’s inquiry, need or request; or failing without justifiable cause to provide
prompt, efficient and courteous service to a customer;

SECTION 31. Unlawful entry to any restricted area without specific authority or C to D
permission;

SECTION 32. Sleeping while on duty; D

SECTION 33. Lending money by an employee to a co-employee at a usurious C to D

interest rate;

SECTION 34. Assigning by a superior employee of a personal task to subordinate, C

which is unrelated to or counterproductive to the latter’s company functions.

SECTION 35. Abuse of Authority : Coercion, maltreatment or any C to D

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 COMPANY SECURITY OPERATIONS MANUAL

retaliatory act towards subordinates or employees, favoritism or

partial behaviors towards subordinates;

ARTICLE 6. VIOLATION OF OTHER COMPANY RULES & REGULATIONS

I. Office & Operating Procedures  

1. Failure to Log in and out according to established policies;  A 
2. Failure to wear the nameplates along with the prescribed uniform A
while on duty;  D 
3. Logging-in or out for another employee or causing another  
employee to log in or out for him/her. The fact that another employee is
found to have logged-in or out for an employee shall be prima facie proof that
such act was made upon the instance of said employee. D
4. Unauthorized use of any company transportation or delivery
facility for a purpose other than that for which it is normally intended. Any
damage or injury caused to any employee or stranger resulting from such
unauthorized use of company property shall not be the liability of the
company but shall exclusively be that of the erring employee.  
 
II. Health, Safety Rules, Unsatisfactory Practices
Creating or contributing to poor housekeeping and unsatisfactory working B
conditions/environment:
i. Failure to report to the management (i.e., immediate superior,  
department head or Company Officer) while knowing that you or
another employee is suffering from a contagious or communicable C
disease;
 
ii. Spitting, urinating, littering, in places other than the proper B
receptacle for the purpose intended and performing other unhealthy or
unsanitary acts;
C to D
iii. Failure or refusal to submit to medical, drug, and or physical  
examination when required by the Company or to any random testing;
B
iv. Driving of any type of Company vehicle recklessly or at excessive
speed beyond the limit; C

v. Refusal to use protection gears required by law, the Company or D

one’s superiors;

vii. Driving while under the influence of liquor or any prohibited C to D

drug/substance;

viii. Failure to discard waste products after closing time or in D

accordance with established policies;

ix. Being involved in a vehicular accident where the employee is found

to be at fault or negligent; D

x. Being involved in a vehicular accident where the employee is found

to be at fault or negligent and which results in substantial damage to
either the third party’s or Company property, or in injury or death. C

III. Smoking in the Hotel premises or any Restricted Areas or Areas that are C
declared no smoking zones.

IV. Failure to comply with and submit National & Local Government requirements, D
such as, but not limited to Health Certificate, Police Clearance, NBI Clearance, etc.

V. No boyfriend - girlfriend relationship or any romantic relationship is allowed D

within the same department or when one party directly or indirectly reports to the D
other.

i. Any act in violation of the above-mentioned policy. At the sole

discretion of management, one or either party shall be transferred D
and/or demoted to another position.
ii. Failure to disclose or divulge relationship prohibited under item (i)
above;
iii. Being involved in any illicit or immoral relationship with a co-

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 COMPANY SECURITY OPERATIONS MANUAL

employee, or with anyone undergoing any training/apprenticeship or

similar agreement with the Company, regardless of rank/department,
or with another employee/trainee/apprentice within the MPDI Group
of Companies.
iv. Being involved in any illicit or immoral relationship with a customer of
the Company.

GENERAL PROVISIONS

The Code of Conduct is intended to provide guidance and to reflect

behaviors consistent with the rules and regulations of the Company and
our commitment to provide exceptional customer service.

Other violations which are not listed here but which directly affect
the interest of the Company and its employees, as well as its
customers/clients, will be dealt with by management on a case-to-case
basis.
As a General Rule, offenses will be treated individually and
independently even if they fall under the same type of penalty.
Words used in this Code shall not be construed in its technical
signification. Headings or sub-headings shall not restrict the definition
of the particular offense/s in each section.
Management reserves the right to impose a higher or lower penalty
than what is specified in the preceding pages, for a particular offense if
the damage caused and the aggravating and/ or mitigating
circumstances attending to its commission warrant it.
Imposition of any of the preceding penalties is without prejudice to
the filing of appropriate criminal and/ or civil action by the parties
concerned.
The failure of the Company to insist upon a strict performance of
any terms and conditions in this Code, or the prior or subsequent
tolerance by the company of the conduct or behavior of the employee
regardless of the company’s knowledge of such prior or subsequent
breach shall not be deemed a relinquishment or waiver of any rights or
remedy on the part of the company to impose sanction or discipline to
the employee of his any subsequent breach or violation of the Code.

-oOOo-

Page 31 of 32
i
Saskatchewan Justice – Corrections, Public Safety and Policing: Private Investigator and Security Guard Training

Manual (2012) Chapter 2 – Duties and Responsibilities of a Security Guard Chapter 5 – Access Control and Alarm

Systems

ii
Saskatchewan Justice – Corrections, Public Safety and Policing: Private Investigator and Security Guard Training Manual

(2012) Chapter 7 – Note Taking, Reports and Evidence

iii
Health Canada. Workplace Hazardous Materials Information System - Official Site Occupational Health and Safety Act
Canadian Centre for Occupational Health and Safety See Appendix A: Hazardous Materials Symbols

iv
Saskatchewan Justice – Corrections, Public Safety and Policing: Private Investigator and Security Guard Training

Manual (2012) Chapter 5 – Access Control and Alarm Systems Chapter 8 – Response to Immediate Crisis

v
Yabut v. Manila Electric Compant, G.R. No. 190436, 16 January 2012.

vi
Imasen Philippine Manufacturing Corporation v. Alcon, G.R. No. 194884, 22 October 2014.
vii
 Nissan Motors Phils. v. Angelo, G.R. No. 164181, 14 September 2011.

viii
Nissan Motors Phils. v. Angelo, G.R. No. 164181, 14 September 2011.

ix
Nissan Motors Phils. v. Angelo, G.R. No. 164181, 14 September 2011.

x
Gurango v. Best Chemical and Plastics, G.R. No. 174593, 25 August 2010.

xi
Nissan Motors Phils. v. Angelo, G.R. No. 164181, 14 September 2011.

xii
G.R. No. 164376, 31 July 2006.