EMployee orientation

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DUROS DEVELOPMENT CORP.

• EMPLOYEE ORIENTATION

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ORIENTATION CHECKLIST

• COMPANY BACKGROUND
• DUROS GROUP OF COMPANIES
• ORGANIZATION CHART
• EMPLOYEE CLASSIFICATION
• EMPLOYEE BENEFITS
• WORKING HOURS
• PAYROLL
• DISCIPLINARY PROGRAM

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WHO IS DUROS?

• Duros Development Corporation is a 100 Filipino
  owned Family Corporation, established on
  September 25, 1990. It is a spin-off from its
  mother company, SAN-VIC HOLDINGS COMPANY, INC.,
• Duros Development Corporation is a general
  construction firm which started as a painting
  contractor and later engaged in road construction
  in 1995.

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• Chairman of the board, Mr. Rafaelito Alducent
  Barino who hailed from Barili, Cebu married to Fe
  Mantuhac-Barino whose ancestry are from San
  Vicente, Liloan Cebu.
• From humble beginnings, the couple led the
  Mantuhac siblings and some relatives to start
  San-Vic Traders, Inc. in 1987. It started from
  selling peanuts, farm products and later on,
  trading goods including paint products.

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• The word DUROS is taken from the latin word
  dura, meaning strong, tough, durable.
• Started as a contractor of San Miguel Corp. for
  the regular painting maintenance of buildings and
  machineries since 1990 up to the present.
• In 1995, DUROS entered into sub-contract with
  Dongsung Construction Co., Inc., a Korean firm
  who was awarded the contract for the
  reconstruction of Cebu North Road Asphalting
  project from Consolacion to Danao City.
• It was the first road project of DUROS which
  costs P60 M.

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• Member of Philippine Contractors Accreditation
  Board (PCAB) with License category of AAA.
• Known in Asphalt industry both in private and
  government sector.

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• Duros Development Corp.
• BOARD OF DIRECTORS

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RAFAELITO A. BARINO CHAIRMAN OF THE BOARD
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JOSELITO H. MANTUHACPRESIDENT
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FE M. BARINOVICE-PRESIDENTADMINISTRATION
FINANCE
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HILARIO H. MANTUHACVICE-PRESIDENTOPERATION
SUPPORT
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(No Transcript)
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.

• SAN-VIC HOLDINGS COMPANY INC.
• Mother Holding Company of Duros Group of
  Companies
• Establish in May 17, 2016
• Managed under the leadership of Ms. Fe
  Mantuhac-Barino as the President.

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• SAN-VIC TRADERS, INC.
• A trading company for industrial safety equipment
  and industrial supplies.
• Furniture manufacturer
• SVTI is managed under the leadership of MS.
  RITCHEL M. ABELLA as the President.

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• DIVINE LIFE INSTITUTE OF CEBU, INC.
• Divine Life Institute of Cebu, Inc. is a DepEd
  recognized educational institution primarily
  located along the central nautical highway in
  Yati, Liloan, Cebu.
• A member school of the Catholic Education
  Association of the Philippines (CEAP) and a
  Service Education Contracting (ESC) Certified
  school.
• DLIC offers quality and relevant basic education
  from Pre-school (Nursery and Kindergarten),
  Elementary (Grade 1 6), Junior High School
  (Grade 7 10), and to Senior High School (Grade
  11 and 12).

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• DLIC is managed under the leadership of Mdm.
  Ingrid Mantuhac-Bohol as the school directress
  and Mr. Romelito H. Mantuhac as the President.

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• CEBU ECO-THERMAL HORIZONS, INC.
• A Trading Company established in 1994, engaged in
  the buying, importation, selling and/or
  distribution, marketing at wholesale, industrial
  supplies and materials such as but not limited to
  Thermal and Acoustic Insulation Materials,
  Packaging Materials, Hardware Items and other
  Construction Supplies.
• CEBU ECO-THERMAL HORIZON INC. has expanded its
  operations to cater to the growing and diverse
  demands of the construction industry to include
  installation services such as Roofing,
  Insulation, Ceiling, Painting and various trade
  works.
• CEBU ECO-THERMAL HORIZON INC. is managed under
  the leadership of MS. CHONA T. GABIJAN as the
  president.
•  

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• SAN-VIC FOODCAHIN CORP.
• Established in September 8, 2006
• Managed under the leadership of Ms. Melba M.
  Laspoña as President.
• Products/Services
• Canteen, Catering, Pansit Malabon Franchisee

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• SAN-VIC AGRO BUILDERS, INC.
• Established in February 19, 2007.
• Agro-industrial development and services company
  engaged in limestone processing, mineral mining
  and agri-business development.
• Managed under the leadership of Mr. Edgardo H.
  Mantuhac as President.

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• DUROS LAND PROPERTIES, INC.
• A real estate company and developer of nature
  friendly homes.
• Established in June 15, 2011.
• Managed under the leadership of Ms. Rhea
  Mantuhac-Andales as the Vice-President and Ms. Fe
  M. Barino as the President.

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• RAFAELITO AND FE BARINO FOUNDATION

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• LILOAN GOLF LEISURE ESTATE

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• DUROS HOTELS INC.

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• FIRST EQUESTRIAN PROPERTY MANAGEMENT CORP.

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• TABLE OF ORGANIZATION

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OPERATIONS DIVISION JOSELITO H. MANTUHAC
MAR BRIAN B. MANTUHAC Construction Manager
ENGINEERING DEAPRTMENT LEMUEL ALCOBA
QA/QC DEPARTMENT PRAXY OGA/MARJORIE YUSON
CONSTRUCTION DEPARTMENT MAR BRIAN B. MANTUHAC
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BUSINESS DEVELOPMENT DIVISION RAFAELITO A. BARINO/ KIM M. RAZA
KIM M. RAZA Business Development Director
MARKETING KIM RAZA/CESAR LINDIO
SALES EDNORMAN CATALUÑA
BUSINESS RELATIONS KIM M. RAZA
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SUPPLY CHAIN DIVISION JOSELITO MANTUHAC/ MICHAEL VILLARICO
PLANNING CONTROL Michael Villarico
PROCUREMENT Charlie Cortes
PRODUCTION Michelle Igot
WAREHOUSE Michelle Igot
QUALITY CONTROL PRAXY OGA
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PLANT EQUIPMENT DIVISION HILARIO H. MANTUHAC JR.
PLANT MACHINERIES HENRY TAN
FLEET MANAGEMENT JAYPEE T. PRIMAVERA
EQUIPMENT MAINTENANCE HENRY TAN
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ADMIN FINANCE DIVISION FE M. BARINO
FINANCE BERNARDO E. JACOBE
BUSINESS ADMINISTRATIVE BERNARDO E. JACOBE
IT JAY Fresnoza
SYSTEM AUDIT COST CONTROL
TREASURY Arlen Alloso
ADMINISTRATION Bernardo Jacobe
ACCOUNTING Shirley Tañeca
HUMAN RESOURCES Chefel Camoro
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INTEGRATED MANAGEMENT SYSTEM FE M. BARINO / JESSIE JAMES RUSSEL
IMS DOCUMENT CONTROL SHUN ZHINE MAY PO
IMS INTERNAL AUDIT SHUN SHINE MAY PO
ENVIRONMENT, HEALTH SAFETY DIXTER YBALLE
DOCUMENTATION IMPLEMENTATION CONTROL SHUN ZHINE PO
COMPLIANCE OBLIGATIONS JAMES RUSSEL
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VISION
A RESPONSIBLE AND RECOGNIZED LEADER IN THE
CONSTRUCTION INDUSTRY
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MAKING COMMUNITIES BETTER PLACES TO LIVE, WORK
AND GROW
Mission
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ISO CERTICATIONInternational Standards for
Organization

• CERTIFIED STANDARDS
• ISO 90012015
• Quality Management System
• ISO 140012015
• Environmental Management System
• ISO 450012018
• Occupational Health Safety Management

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CORE VALUES

• F - Faith In God
• I - Integrity
• Q - Quality in work
• R - Responsibility

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GOALEXCELLENCE IN ALL WE DO AND SUSTAINABILITY
OF OUR BUSINESS
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QEHS POLICY STATEMENT

• DYNAMIC HUMAN RESOURCES Pagmadasigon sa
  trabaho
• UNLIMITED INNOVATION AND CONTINUAL IMPROVEMENT
  Pagkat-on ug Bag-ong Pamaagi
• RESPONSIBLE USE OF ASSETS AND ENVIRONMENT
  Pagdaginot og Pag-amping sa Kabtangan ug
  Kinaiyahan
• OBSERVING HEALTHY, SAFE and QUALITY WORK
  Pagbaton ug Himsog, Luwas ug Kalidad nga
  Trabaho
• STRENGTHENING RELATIONSHIP WITH STAKEHOLDERS
  Paglig-on sa Maayong Relasyon

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EMPLOYMENT STATUS

• PROBATIONARY EMPLOYEE
• PROJECT-BASED EMPLOYEE
• REGULAR EMPLOYEE

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Employee Benefits

• Your benefit as an employee
• SSS, HDMF, and Philhealth benefits
• Maternity Leave Benefit under the SSS law
• Paternity Leave Benefit
• Solo Parent Leave
• SSS Sickness Benefit
• Magna Carta Law for women

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SCHEDULE OF DEDUCTIONS (FOR WEEKLY) SCHEDULE OF DEDUCTIONS (FOR WEEKLY)
1st week Pag-ibig premium , sss/ pag-ibig calamity loans)
2nd week sss salary loans
3rd week Phic premium, pag-ibig salary loan
4th week Sss premium
5th week no deduc.
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SCHEDULE OF DEDUCTIONS (FOR MONTHLY) SCHEDULE OF DEDUCTIONS (FOR MONTHLY)
Every 15th of the Month Government Contributions
Every 15th 30th of the Month Loans (Salary Calamity Loans, Cash Advances others) and Tax
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Leave Policy
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Service Incentive Leave

• Rules and Procedures
• An employee can avail SIL of five (5 days) upon
  reaching 1 year of employment service.
• Leave credits may be used for planned leaves or
  sickness-related absences.
• Planned leaves must be approved by the supervisor
  3-5 days prior to the scheduled leave of absence.
  

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• Employee filing for a sick leave shall submit a
  valid attaching documents (i.e medical records)
• Unused SIL within one year will be carried over
  for the following year.
• Unused SIL shall only be commutable to its
  monetary equivalent only upon separation of the
  employee from the company. It shall be included
  in the last and final computation.
•  

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• VACATION LEAVE
• All monthly paid employees are given additional
  five (5) days Vacation Leave.
• Vacation Leaves can be used only on Planned
  leaves applied 3-7 days before the scheduled
  leave.
• Vacation leave is not commutable and must be
  availed of by the employee within one (1) year
  from the time it is earned.

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BIRTHDAY LEAVE BENEFIT

• Purpose To promote the value of family,
  togetherness and unity, and to give time to
  celebrate life, to be thankful for the gift of
  life and the gift of one another.
• (1)day paid birthday leave
• Qualifications
• An employee must have rendered at least one year
  of service to the company.

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BIRTHDAY LEAVE BENEFIT

• Availed only if the birthday of the employee
  falls on a regular working day, should the
  birthday falls on a Sunday or on a holiday,
  benefit is forfeited.
• Birthday leave cannot be postponed, re-scheduled
  nor transferred to another date.
• Birthday leave is not convertible to cash

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Attendance Policy
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Working Schedule

• Mondays to Saturdays 800 a.m.-500 pm.
• Grace Period 15 minutes
• Morning break 1000 a.m 1015 a.m
• Lunch break 1200 nn- 100 p.m.
• Afternoon break 300 p.m.- 315 p.m.

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Definition of Terms

• Tardiness-- Late for 16 to 60 minutes
• Undertime
• Leaving work before the proper time for not
  more than 4 hours
• Tardy for more than 1 hour but not more than 4
  hours
• Absence
• Physically absent during the entire shift
• Tardy or undertime for more than 4 hours

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• NOTES
• T and A (Time and Attendance Slip)
• An employee who could not make it to work due
  to emergency or sickness must notify his
  supervisor and timekeeper at least two (2) hours
  prior to start of duty.

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• NOTES
• If timekeeper and supervisor is not available,
  then employee shall notify the HR.
• If for any unavoidable reason the employee
  cannot notify about his absence, an authorized
  representative, such as the immediate family
  member, must notify the employees supervisor.
• An acknowledgment of the message is not
  considered an approval. Valid supporting
  documents to substantiate the absence must first
  be submitted to the supervisor upon return.

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• NOTES
• Employee calling in sick must inform the
  supervisor the date of his return. If he cannot
  return on such date, he must notify again his
  supervisor and inform him of the absence and the
  reason.
• The company at its discretion may disallow an
  unscheduled leave.

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NCNS (1 Day)
Attendance Policy
Occurrence Corrective Action Clearing Period
1st offense 2nd Written Warning 60 days
2nd offense DML with Reform Agreement 6 months
3rd offense Termination N/A
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NCNS (2 Consecutive Days)

Occurrence Corrective Action Clearing Period
1st offense DML with Reform Agreement 6 months
Another absence of at least 1 day within the clearing period Termination N/A
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NCNS (3 Consecutive Days)

Occurrence Corrective Action Clearing Period
1st offense Termination N/A
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AWOL (1 Day)

Occurrence Corrective Action Clearing Period
1st offense 1st Written Warning 60 days
2nd offense 2nd Written Warning 60 days
3rd offense DML with Reform Agreement 6 months
4th offense Termination N/A
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AWOL (2 Consecutive Days)
Occurrence Corrective Action Clearing Period
1st offense 2nd Written Warning 60 days
Another absence of at least 1 day within the clearing period DML with Reform Agreement 6 months
Another absence of at least 1 day within the clearing period Termination N/A
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AWOL (3 Consecutive Days)

Occurrence Corrective Action Clearing Period
1st offense DML with Reform Agreement 6 months
Another absence of at least 1 day within the clearing period Termination N/A
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AWOL (4 Consecutive Days)
Occurrence Corrective Action Clearing Period
1st offense Termination N/A
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Tardiness

Occurrence Corrective Action Clearing Period
1st offense Verbal Warning 30 days
2nd offense Written Warning 30 days
3rd offense Written Reprimand 30 days
4th offense DML with Reform Agreement 6 months
5th offense Termination N/A
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Undertime T A Form

Occurrence Corrective Action Clearing Period
1st offense 1st Written Warning 30 days
2nd offense 2nd Written Warning 30 days
3rd offense DML with Reform Agreement 6 months
4th offense Termination N/A
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Discipline Program
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• 4 Classifications of Offenses
• Minor (Class M)
• Less Serious (Class LS)
• Serious (Class S)
• Very Serious (Class VS)

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• 4 Steps of the Discipline Process
• Verbal Reminder
• Written Warning
• Final Warning
• Dismissal/Termination

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• Due Process
• Employee concerned will be given all avenues to
  air his/her side with the following due process
  to be followed
• Show Cause Memo/ Notice to Explain
• Admin Hearing/Investigation
• Notice of Decision

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MINOR OFFENSES (Class M) MINOR OFFENSES (Class M)
1 Failure to display or wear company identification card within the site or company premises
2 Failure to observe parking and traffic regulations within company premises
3 Refusal or failure to follow the official Dress Code or of the company except during designated dress down or wash days
4 Unnecessarily distracting co-employees in their work
5 Violation of sanitary practices in company premises
6 Violation of the Clean Desk Policy

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LESS SERIOUS OFFENSES (Class LS) LESS SERIOUS OFFENSES (Class LS)
1 Careless use of authority (e.g. favoritism, discrimination, ordering subordinates to perform chores for one's own personal benefit, etc.)
2 Causing moral or personal damage or inconvenience to others (e.g. rumor mongering, gossiping)
3 Engaging in usurious money- lending activities within company premises
4 Entering restricted areas without permission or allowing unauthorized persons to enter restricted areas
5 Failure of superiors to reprimand subordinates with habitual violation
6 Failure to comply with health, safety, and security requirements of the company
7 Failure to meet individual deadlines without justifiable reasons
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Class LS (Less Serious) contd.
8 Failure to report known offenses of others, which cause harm to the company, to other employees, or other stakeholders
9 Gambling or other related activities within company premises
10 Loss or failure to locate important office materials/documents/files under one's responsibility
11 Malingering or pretending illness
13 Posting on or removing from Company Bulletin Boards materials without permission
14 Refusal to submit to reasonable inspection conducted within company premises by authorized company security personnel
15 Using discourteous language within company premises
16 Using official time for unauthorized activities, inside or outside work premises, which hinder one's or other's work
17 Wasting official time during work hours (e.g. prolonged breaks)
18 Reckless driving or any acts of negligence causing damage in company properties amounting to less than P5,000.00 or incurring expenses of less than P5,000.00
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SERIOUS OFFENSES (Class S) SERIOUS OFFENSES (Class S)
1 Changing day(s) off without the superior's permission
2 Creating, initiating or facilitating trouble or any physical harm to fellow workers/employees
3 Defacing any part of the company property like buildings, structures, etc.
4 Engaging in any activity which is directly competitive with the business of the company or any part of its operation
5 Engaging in horseplay, running, or throwing things within company premises
6 Failure to give due notification or to provide the needed information to person/s concerned resulting in loss or damage to company property
7 Reckless driving or any acts of negligence causing damage in company properties in the amount of P5,000.00 to P15,000.00 or incurring expenses in the same amount
8 Failure to report immediately loss or damage to company property that could result in work disruption and/or further damages
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Class S (Serious Offenses) contd.
9 Negligence in the performance of one's job, or failure to follow specific instructions or established procedures
10 Raffling, vending, soliciting, or collecting contribution for any purpose whatsoever at any time on the premises, unless authorized by the management
11 Refusal or failure to comply with an order on reassignment or transfer
12 Refusal or failure to report for overtime work after being scheduled to work due to emergencies
13 Refusal to cooperate in legitimate team activities
14 Cash shortage without justifiable cause, even if replenished
15 Sleeping while on duty, unless on official break
16 Smoking in "no smoking" areas
17 Threatening, intimidating, coercing, or acting in a disorderly manner like shouting, cursing, or creating disturbances during working hours or within company premises
18 Unauthorized installation and use of unlicensed software or unauthorized copying of licensed software in company's personal computers
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Class S (Serious Offenses) contd.
19 Unauthorized possession of keys, picklocks, and other devices that can open other locks
20 Unauthorized use of the internet, chat accounts, or other software programs without prior notice to and consent of the company
21 Using personal mobile phones and other gadgets within working hours, or bringing them to the production or other areas where such gadgets are prohibited.
22 Using the company's information and electronic communications systems in such a way as to create the perception or reality of impropriety, or storing and/or transmitting data or any electronic media, in whatever form, which is offensive to employees, customers, and other users thereof
23 Drinking intoxicating beverages while on duty, or reporting to work under the influence of alcohol
24 Leaving work assignments/duties without proper authority, which results in work disruption and/or inconvenience to others
25 Willfully divulging confidential documents/information to unauthorized persons
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VERY SERIOUS OFFENSES (Class VS) VERY SERIOUS OFFENSES (Class VS)
1 Behaving with disrespect, discourtesy, or improper conduct towards clients and other persons transacting business with the company
2 Commission of a crime against the company or any of its duly-authorized representatives
3 Commission of an act involving moral turpitude
4 Concealment of disqualification or willful misrepresentation to secure employment or promotion in the company
5 Damaging or jeopardizing company interest through acts or omissions affecting clients, visitors, or customers of the company
6 Falsification or irregularities in the accomplishment or keeping of time records
7 Forging, falsifying, or altering official document in such a way as to mislead the user thereof
8 Fraud, or willful breach by the employee of the trust reposed in him by management or by his duly-authorized representative
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Class VS (Very-Serious Offenses) contd.
9 Gross or habitual neglect in the performance of assigned duties
10 Knowingly giving untruthful statements or concealing facts or evidences in an investigation conducted by authorized representatives of the company
11 Misusing, destroying, or damaging any company property, or allowing any unauthorized persons to do so
12 Obtaining or accepting anything of value by entering into an unauthorized arrangement with supplier, client, or other persons
13 Open gross disrespect of co-employees in public
14 Pilfering, stealing, misappropriating, or embezzling funds/property of the company or co-employees
15 Provoking a fight, threatening, assaulting, or attacking a superior for reasons directly connected with superior's discharge of official duties
16 Serious misconduct or willful disobedience of the superiors lawful instructions
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Class VS (Very-Serious Offenses) contd.
17 Sexual harassment
18 Soliciting money, gifts, benefits, or favor from any person, or through another, as a condition for employment or continued employment
19 Submission of false reports or false information or false certification resulting in loss of revenue or damage to the company
20 Unauthorized possession of firearms, explosives, or other deadly weapons
21 Unauthorized solicitations or using the name of the company for personal gain
22 Unauthorized use or possession of company property
23 Use or possession of prohibited drugs
24 Uttering words, doing acts, or making gestures which are manifestly insulting or grossly disrespectful to the superior, or vice versa
25 Accident in driving resulting to a loss of life
26 Accumulation of two (2) Final Written Warnings within twelve (12) months
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Dress Code
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• Mondays to Saturdays
• You may WEAR any of these

FEMALE MALE

• Tailored trousers/slacks
• Suits
• Polo
• Polo shirts
• Business shoes
• Sneakers
• Denim jeans (modest, not tattered or torn)

• Tailored trousers/slacks
• Suitable dresses/smart tops
• Skirts (modest- no denim skirts)
• Blouses/tailored Shirts (no low-cut)
• Polo shirts with collars
• Business shoes
• Strapped sandals
• Denim jeans (modest, not tattered or torn)

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Dress Code

• Unacceptable Any Day of the Week
• DO NOT wear any of these

MALE and FEMALE

• T-shirts
• Mini skirts
• Shorts
• Tracksuits/leggings/ski pants
• Any clothing with bold slogans/signs/pictures/offe
  nsive graphics or language
• Shirts with product slogans/endorsements/company
  shirts other than that of DUROS DEVELOPMENT, INC.
• Torn garments
• Sleeveless blouses
• Revealing clothes such as but not limited to
  those that are too short, transparent or
  see-through, low-cut rise, backless, strapless or
  show midriff, or off-shoulders
• Spaghetti-strapped blouses
• Swimwear
• Flip flops
• Slippers

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Dress Code
The following are also unacceptable
MALE and FEMALE

• Visible body tattoos
• Tongue-piercing
• Earrings (for male employees)
• The use of ID slings that bear logos of other
  companies or of schools and universities
• Cross-dressing

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Dress Code
Thank you for listening God Bless!