Goldwing Apparel Inc

Employee Code of Discipline

Year 2022
CODE OF DISCIPLINE

A ATTENDANCE & PUNCTUALITY 1st Offense 2nd Offense 3rd Offense 4th Offense Additional Explanation

1 Unexcused absence or Absence Written 3Days 5Days Dismissal AWOL or absence without leave or not
without Leave (AWOL)* Reprimand Suspension Suspension reporting for work without the appropriate
( 3DS ) (5DS) leave notice or approved authority to go on
leave.

2 AWOL for 2 or more consecutive This offense is considered abandonment of

days work
3 Tardiness of 6 or more times Written 3DS 5DS Dismissal
within a 30-day period Reprimand

4 With no valid reason or advise Written 3DS 5DS Dismissal

sent to immediate superior, reprimand
failure to return to work upon
expiration of leave of absence
5 Malingering and /or abuse of sick Written 3DS 5DS Dismissal
leave (SL) or claiming to be sick Reprimand
but found not true
6 Submitting false medical records Dismissal This offense is laden with fraud, an Integrity
related to sick leave Issue. Integrity is a key value expected to be
manifested by all GW employees

7 Failure to submit medical Written 3DS 5DS Dismissal This will discourage self-medication which
certificate after three (3) reprimand could be dangerous and may lead to more
consecutive days or more serious health concerns.
absences due to sickness.
8 Excessive/ abuse and extension Written 3DS 5DS Dismissal a) Returning to work beyond (1) one hour of
of break time beyond what is Reprimand the break period is considered late/an
authorized extension.
b) Two (2) violations in a cut off/pay period
are considered an offense

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CODE OF DISCIPLINE

A ATTENDANCE & PUNCTUALITY 1st Offense 2nd Offense 3rd Offense 4th Offense Additional Explanation

c) Office-based staff are entitled to a total of

one hour break for every 8 hours of work.

9 Excessive absence of 3 or more in Written 3DS 5DS Dismissal Excluding those with VL and those absences
a month Reprimand approved by immediate superior.

10 Under time without permission is Dismissal

considered abandonment of post

B USE OF TIME CARD/FINGER 1st Offense 2nd Offense 3rd Offense 4th Offense Additional Explanation
SCANNING MACHINE
1 Failure to time in and time out Written 3DS 5DS Dismissal The time card shall be used when the
using the biometrics or finger Reprimand biometrics system fails to function and
scan as required. offenses subject to disciplinary action similar
to what is mentioned using the biometrics
likewise apply.

2 Unauthorized alteration of Dismissal

schedule and/or tampering of
time records in the biometrics.
3 Unauthorized change of time Written 3DS 5DS Dismissal • Request for change in time schedule may
schedule. Reprimand be approved if work related (e.g.
inventory, middle of the night
maintenance work)
• This is an offense if pursued to avoid
being guilty of tardiness.

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CODE OF DISCIPLINE

C UNIFORM 1st Offense 2nd Offense 3rd Offense 4th Offense Additional Explanation

1 Failure to wear prescribed Written 3DS 5DS Dismissal Wearing complete uniform is primarily
uniform/dress code. Reprimand complying with the company’s dress code.
It is also a way of conveying the company’s
brand to the public.
2 When not in uniform as Un-business like, unbecoming or immodest
allowed, unbecoming or wear could be any or a mix of very tightly
immodest clothes and fitting clothes, revealing clothes, miniskirts,
inappropriate footwear. and wearing slippers.

D OVERTIME 1st Offense 2nd Offense 3rd Offense 4th Offense Additional Explanation
1 Claiming for overtime not Written 3DS 5DS Dismissal
actually devoted to work reprimand
related functions
2 Failure to justify work output
for excessive overtime work.
3 Bringing along/allowing entry
to unauthorized personnel into
the company premises during
overtime work.
4 Does not report work output
after signifying to do overtime
be it on a regular day or
holiday.

E CONDUCT AND BEHAVIOR 1st Offense 2nd Offense 3rd Offense 4th Offense Additional Explanation
1 HORSEPLAYING/throwing Written 3DS 5DS Dismissal
things or other unbecoming Reprimand
acts causing business
disruption

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CODE OF DISCIPLINE

E CONDUCT AND BEHAVIOR 1st Offense 2nd Offense 3rd Offense 4th Offense Additional Explanation
2 Sleeping while on duty and/or Written 3DS 5DS Dismissal
outside designated break time Reprimand
3 Use of defamatory/obscene 10DS Dismissal After the first offense the concerned employee
language in addressing another shall undergo serious counseling from the
person/use of foul language direct superior.
4 Threatening, 10DS Dismissal
coercing/harassing, uncalled
for/unbecoming interfering
with work of a fellow employee

5 Rumor mongering/making false Dismissal Including giving false testimonies or non-

statements concerning the cooperation in any administrative investigation
good name of the company, its being conducted by the company.
officers, and products.
6 Vandalism: writing, carving, 5DS Dismissal This offense also covers unauthorized removal
etching, painting or of notices/alteration of postings /board
unauthorized posting of mounted notices without immediate superior’s
writings or drawings and other advice.
similar acts which tend to
deface company
personnel/property

7 Gambling at work (with money 5DS Dismissal Gambling in any form within company
bets) premises whether on duty or not.

8 Abuse/misuse or deliberate Dismissal Company property also pertains to goods,

destruction or attempt to physical assets other resources and privileges
damage company properties, vested to
company resources and/or employees while conducting the business of
employee and guests’ property GW.
including those specifically
vested employee privileges in
support of GW business.

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CODE OF DISCIPLINE

E CONDUCT AND BEHAVIOR 1st Offense 2nd Offense 3rd Offense 4th Offense Additional Explanation
9 Discourtesy or rudeness in 5DS Dismissal
words or action towards guest,
co-employee & Superiors.

10 Conviction of any criminal Dismissal

offense in the law involving
moral wickedness or
immorality.
11 Inciting or participating in riots, Dismissal
violence or disorder in
workplace.
12 Disorderly conduct/immoral Dismissal
indecent behavior
13 Sexual Harassment Dismissal Any form of harassment as defined by RA
7877.
14 Provoking/Instigating or 10DS Dismissal
engaging in a fight, inflicting
threat or harm to employees,
guest or superior.
15 Pilferage, stealing or Dismissal
attempting to steal, conniving
with outsiders or co-employees
covering company products/
properties
16 Abuse of position to gain profit Dismissal
or advantage from workers
under his supervision.

17 Indulging in usurious practices Dismissal

and/or lending money to fellow
employees charging
rates/interest considered
usurious inside or outside the
company.

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CODE OF DISCIPLINE

F INSUBORDINATION/DISOBEDIE 1st Offense 2nd Offense 3rd Offense 4th Offense Additional Explanation
NCE
1 Deliberate disregard in Written 3DS 5DS Dismissal
responding to communications warning
(via Mobile phones, E-mail)
made by superiors, Managers or
person of authority including
project leaders
2 Deliberately neglecting or Not following simple instructions done
refusing to obey willfully to repeatedly is considered deliberate neglect or
legitimate orders, insolence, refusal to obey
disregard and disrespect of any
superior or official or other
persons of authority
3 Utter disregard or disobedience The employee receiving memorandums or
on any implemented orders is expected to confirm receipt and
memoranda and orders/ understanding of such.
Disregard towards superiors or
officials or other persons of Confirmation of understanding is as simple as
authority. no questions asked or points of clarifications
are not raised.

4 Deliberate restraint,
interruption, disruption, or
stoppage of work for dislike of
superiors, company officials

G CONFIDENTIALITY 1st Offense 2nd Offense 3rd Offense 4th Offense Additional Explanation

1 Revealing/divulging/exposing Dismissal The items listed in this infraction are

company trades, secrets, plans, considered of strategic value (with big impact
operations, finances, inventories, on the company.)
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CODE OF DISCIPLINE

G CONFIDENTIALITY 1st Offense 2nd Offense 3rd Offense 4th Offense Additional Explanation

and matters of information *Non-disclosure agreement must be signed.

classified as confidential, restricted,
etc.
2 Bringing of company documents, Dismissal
manuals, or any other classified
confidential documents outside of
the company premises without
proper authorization.

H FRAUD 1st Offense 2nd Offense 3rd Offense 4th Offense Additional Explanation
1 Falsifying personal record Dismissal
/information when applying for
employment or during
employment.
2 Fraudulent statement of any Dismissal
nature/ alteration of company
records, inventory padding, kiting
( cash -) and lapping etc.
3 Soliciting/unauthorized Dismissal
acceptance directly/indirectly any
sum of money/ commission/offer,
gifts or presents in consideration
of any act connected with
discharge of duty
4 Malversation of funds or funds Dismissal
held in trust
5 Using company Written 3DS 5DS Dismissal
material/equipment for personal Reprimand
purpose w/out immediate
Superior’s approval.
6 Submitting false medical Dismissal
certificate

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CODE OF DISCIPLINE

I INCOMPETENCE/NEGLIGENCE 1st Offense 2nd Offense 3rd Offense 4th Offense Additional Explanation
1 Loss of trust, confidence - Dismissal
commission or omission of an
act that provides reasonable
grounds or basis to conclude
that the employee is no longer
reliable, trustworthy. Likewise,
integrity and sense of
responsibility is no longer
acceptable.
2 Conflict of interest – Dismissal
commission or omission of act
by employee which results in or
involves conflict between the
employees’ personal interest
and the interest of the
company.
3 Gross inefficiency/negligence in Dismissal
the performance of assigned
work as determined by the
immediate superior resulting to
loss of money and or delay of
work.
4 Driving company vehicle Dismissal
without authorization and /or
without valid Driver’s license
5 Driving company vehicle
without authorization and /or
valid Driver’s license resulting
to damage of property
6 Driving company vehicle
without authorization and /or
valid Driver’s license resulting
to death or injury.
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CODE OF DISCIPLINE

J HEALTH/SANITATION 1st Offense 2nd Offense 3rd Offense 4th Offense Additional Explanation
1 Littering/contributing to Written 3DS 5DS Dismissal
unsanitary conditions or poor Reprimand
housekeeping
Failure / concealing or refusal Dismissal
2 to report known “contagious”
dreaded infectious disease/use
of prohibited drugs

3 Disregard of required personal Written 3DS 5DS Dismissal

hygiene and good grooming Reprimand
while on duty

K SAFETY 1st Offense 2nd Offense 3rd Offense 4th Offense Additional Explanation
1 Failure to report an incident Written 3DS 5DS Dismissal
or area that may cause Reprimand
damage to guest, co-
employees’ safety and
company property
2 Smoking in unauthorized Written 5DS Dismissal
areas Reprimand

3 Repeated disregard of safety Written 5DS Dismissal

rules Reprimand
4 Use or possession of alcohol Dismissal
and/or prohibited drugs at
work
5 Reporting for work under the Dismissal
influence of liquor/drugs

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CODE OF DISCIPLINE

L SECURITY 1st Offense 2nd Offense 3rd Offense 4th Offense Additional Explanation
1 Refusing to submit to Written 5DS Dismissal
search, interfering with Reprimand
security officers in the
performance of their duty
2 Unauthorized possession of Dismissal
firearms/weapons/explosive
materials within company
premises
3 Engaging in sabotage or Dismissal This infraction also involves malicious
espionage surveillance and uncover activities, spying.

4 Entering restricted areas Written 3DS 5DS Dismissal

w/out permission from Reprimand
immediate Superior
5 Misuse/removal of Dismissal
company’s confidential
records of any nature or of
properties within the
company premises without
authorization

M Work performance 1st Offense 2nd Offense 3rd Offense 4th Offense Additional Explanation
1 Manifesting lack of Written 3DS 5DS Dismissal Superiors normally give instructions (day to
understanding of routine reprimand day, once a week, once a month) before a task
and critical work or a project is to be performed by an employee.
responsibilities,
accountabilities and when Understanding and agreement on steps to take
making decisions not always happen when superiors and
knowing who to consult and subordinates interact /communicate with each
who to inform before a other.
decision is taken.
The infraction means the offender is not
taking the initiative to confirm with superiors
any arising work /routine work with evolving
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CODE OF DISCIPLINE

exceptions and clarifying his/her marching

orders and accountabilities
2 Moonlighting/rendering Dismissal Moonlighting by a regular employee is a
services similar or related manifestation of divided loyalty to the
services for other entities company.
Clear evidence is when engaged by a
competitor or performing work with another
organization similar to his work mandate.
*Non-competing agreement must be signed.
3 Deliberately restricting Written 3DS 5DS Dismissal This infraction is also manifested by using
(delaying or slowing down) reprimand company time for personal gain or doing
production / stopping work something for personal purposes during
/loitering during working working hours.
hours/ leaving or preparing
to leave work before Playing computer games during working hours;
specified time. Not submit ceasing to work 1 hour before or just waiting
work outputs/deliverables for knock off time doing nothing. This also
on time covers extended hours/minutes set for lunch
and break time.

4 Unauthorized use of Written 3DS 5DS Dismissal

facilities set for guests and Reprimand
other restricted company
facilities/entering areas
known or marked as
“restricted” for GW people
5 Inefficient performance (e.g. Written 3DS 5DS Dismissal This infraction generates a decreasing trust on
unmet work deadlines, Reprimand the offender because of a second and nth
favoritism and repetition of the mentioned infraction.
discrimination on the job) or
similar offenses which It also involves acceptance of an assignment
reflect negatively on both but failing to perform and or absenting oneself
the person and the company from set meetings/discussions, action taking.

It also raises questions on the competency of

the offender to do the job correctly. In the
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CODE OF DISCIPLINE

conducted job coaching/counseling by

superiors, including the formal reviews of
performance they should be discussed with the
offender.
6 Abuse of company hours Written 3DS 5DS Dismissal Enterprising activity ( typically known as
e.g. frequent receiving of Reprimand sideline work/conduct of personal business
visitors or excessive use of within the company ) performed during office
company telephone for hours is also violating work time commitments
personal calls which may and abuse of company hours.
prove to be prejudicial to
work during work time.

N NEGLIGENCE / Offense 1st Offense 2nd Offense 3rd Offense 4th Offense Additional Explanation
against company property
1 Negligence in handling/use 10DS Dismissal All offenses resulting to damage to property,
of company property and in resources (inventory, supplies, equipment shall
performing one’s duty. render the employee liable for the amount of
damage sustained in addition to this
disciplinary action.
2 Gross negligence resulting to Dismissal
loss, wastage or damage to
company property,
materials, equipment, tools,
records and other classified
properties.

O OFFENSE AGAINST 1st Offense 2nd Offense 3rd Offense 4th Offense Additional Explanation
AUTHORITY
1 Deliberate negligence or Written 3DS 5DS Dismissal This includes not acknowledging receipt of
failure to submit required or reprimand communications and /or unanswered
routine reports; consistent communications sent by superiors or
disregard to follow-ups on authorized requesting party whether reply is

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CODE OF DISCIPLINE

O OFFENSE AGAINST 1st Offense 2nd Offense 3rd Offense 4th Offense Additional Explanation
AUTHORITY
such requirements made by expected by text, by memo, by email or by call.
immediate superior. Replies or response shall be:
1. URGENT or ASAP is –immediately
2. Normal reply time- within half of the
working day
3. Maximum time - if some research/analysis
is to be done unless specified, should not
be more than 72 hours ( or 3 working days)
2 Non-acknowledgement of Written 3DS 5DS Dismissal Communications reply/feedback is standard in
received communications reprimand any organization. The availability of advanced
(e.g. text, email, fax, missed communications tools makes this an easy task.
call or

Not documenting Nonresponse also means prevention of

communications coursed business flow/transactions of the company, no
through text or calls in a reaction to arising work that have to
simple memorandum to accomplished/inattention to emergencies, etc.
files and pro-forma forms
and templates for ready
and future reference or

Not maintaining a readily

accessible file (either in soft
or print format) for
tasks/projects that will take
more than 2 days to
complete.
3 Keeping arising issues, Written 3DS 5DS Dismissal
problems from the reprimand
knowledge of superiors to
hide work errors, wrong
decisions,
4 Submitting or requesting for Written 3DS 5DS Dismissal This offense is equivalent to putting pressure to
urgent approval for reprimand superiors or management to decide based on
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CODE OF DISCIPLINE

O OFFENSE AGAINST 1st Offense 2nd Offense 3rd Offense 4th Offense Additional Explanation
AUTHORITY
procurement and other the offenders stand and not on the basis of
action requiring what is the result of fully discussed and
management decisions deliberated actions involving the offender, his
without sufficient basis superior and higher level of management (as
(report, analysis, physical appropriate)
evidence) of need for the
urgent or quick This is tantamount to making decisions beyond
decision/approval the authority of the offender.

This is also manifested by not following

standard operating procedures that may place
decision makers on the spot to make a hurried
and less deliberated decision.

Other offenses defined by law or jurisprudence that will render the nature or gravity of the offences proper for disciplinary action or dismissal.

The foregoing enumeration of the offense is not exclusive, but shall include all violations, regulations, policies, guidelines prescribed in this manual or any
company issuance imposing obligations on employees. Other offenses and violations not provided for this handbook/manual or those provided for which
no specific penalty has been prescribed shall be penalized in the manner most appropriate, in the sole prerogative of management.

SEPARABILITY

In the event any provision of this handbook manual shall be declared invalid under any future law, the provision of such law shall prevail without affecting
the other provisions of this handbook/manual.

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CODE OF DISCIPLINE

ACKNOWLEDGMENT

I hereby certify that I have received, read, and understood the provisions of Goldwing Apparel Inc.’s employee code of discipline.

_________________________________ ______________________
Printed Name & Signature Date

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