Management and Personnel Requirements

Operation Manager
● Job Description
- Has the overall responsibility for all the operations of the business.
- Oversees the formulation of high-level strategy and evaluates the performance of
the business to determine if goals and objectives are being attained efficiently.
- Ensures productivity, product innovation and financial cost minimization.

● Job Qualification
- Bachelor’s degree in operations management or related field.
- Experience in management, operations, and leadership.
- Understanding of general finance and budgeting, including profit and loss,
balance sheet, and cash-flow management.

Admin officer/ Human Resource Manager

● Job Description
- Overseeing resource requirements, production schedules and safety regulations.
- Overseeing product testing to determine if standards are being met.
- Organizing training sessions to develop employees professionally.
- Keeping up-to-date with technological advancements.

● Job Qualification
- Possesses project management and technical skills.
- Proven experience as admin officer.

Purchaser
● Job Description
- Conducting research on potential products, vendors, and services, and
comparing price and quality to ensure the best deal.
- Meeting with vendors and clients to negotiate the best contracts.
 - Liaising with delivery and warehouse teams to ensure goods are received on
time.

● Job Qualification
- Strong effective communicator.
- Bachelor’s degree in Marketing or relevant field
- Excellent skills in negotiations, customer-focused, and can effectively improve
methods and approaches.

Accountant
● Job Description
- Compiling, analyzing, and reporting financial data.
- Presenting data to managers, investors, and other entities.
- Performing audits and resolving discrepancies.

● Job Qualification
- Bachelor’s degree in Accounting or related field.
- Special licenses or certification may be required.
- Understanding of mathematics and accounting and financial processes.

Tailor
● Job Description
- Constructing garments for customers based on their design ideas, specifications,
and preferences.
- Attaching labels to customers' garments to prevent any errors.
● Job Qualification
- High school diploma.
- Proven experience working as a tailor.
- Excellent organizational, problem-solving, and time management skills.

Packager
 ● Job Description
- Pack, weigh, and label completed items for shipment or storage.
- Follow all company guidelines regarding packaging.
- Keep complete records of all materials that go through the warehouse.
● Job Qualification
- High school diploma.
- Experience in manufacturing or related field is preferred.
- Ability to follow verbal and written instructions.

Driver
● Job Description
- Delivering products to customers
 Job Qualification
- Must be a high school graduate
- Has a professional license from LTO
- Familiarity with the roads and transportation routes in Metro Manila

Security Guard
● Job Description
- Ensure that guests sign in upon arrival and exit.
- Make guests aware of rules that must be adhered to.
- Record any suspicious activities to the supervisor.
 Job Qualification
- Must be a high school graduate
- Basic first aid skills would be advantageous.
- Physical strength and fitness.
Company Policy, Rules, and Regulation
I. Work hours and Turnaround Time Policy

A. From Monday through Saturday, any member of the staff's typical

working hours are 9:30 a.m. to 5:30 p.m.
B. 12:00 p.m. to 1:00 p.m. lunch break
C. During each workday, a fifteen-minute rest period is available. The
break will occur in the second half of the working day.
D. Hours done outside of regular working hours or on a paid holiday are
equivalent to overtime hours.
E. All overtime pay shall be equal to 25% of the employee's hourly
working rate on regular pay. For a rest day, special day, or regular
holiday, add 30% to the hourly wage.

II. Employee Attendance Policy

A. By 9:30 a.m., all employees should be in the office.
B. At the start and end of each scheduled shift, as well as during the lunch
break, employees are provided a 15-minute grace period.
C. Employees must notify their boss if they are unable to work.
D. If an employee is absent for four or more days in a row, evidence of the
absence must be presented, such as a medical certificate.
E. Funerals, grief, childbirth, a vehicle accident, a medical appointment, and
unexpected crises are all acceptable reasons for unpaid absences.
Employees must produce paperwork to justify the reason for their absence
in these situations.
F. Each shift requires employees to clock in and out. Employees should
promptly notify the manager if there is a problem documenting clock-in or
clock-out.

III. Paid Time Off Policy

A. Employees are entitled to 11 days of sick leave (SL) and 11 days of
vacation time (VL).
B. b. Working on a national holiday or special day is deemed two
working days under the law, and pay is consequently doubled.
C. Maternity Leave: 60 days for a regular delivery, 78 days for a
caesarian section.
D. A 7-day paternity leave

E. A ten-day leave of absence for victims of violence against women and

their children (VAWC).
IV. Dress Code Policy

A. Unless the day's task dictates differently, employees are required to

dress in business casual or smart casual wear.
B. Employees must have a neat and professional look at all times.
Everyone should be well-dressed and wear clean clothing that is free
of holes, tears, and other evidence of wear.
C. Clothing should not be overly exposed.
D. Religious or ethnicity-based clothing and grooming styles are exempt.

V. Company Travel Policy

A. All travel arrangements must be made at least two weeks prior to the
scheduled departure date. The financial officer is in charge of booking
and paying for all forms of transportation, lodging, and travel-related
charges.
B. Any personal expenses or travel plans will not be covered by the firm
financially. If an employee travels with a companion, the firm is not
responsible for their companion's lodging or travel expenditures.
C. An employee must submit travel expense information to the financial
officer and only produce salary slips for their own expenses.
 VI. Employee Minor and Major Misconduct

Minor Misconduct Major Misconduct

 Absence from work without  Habitual late coming/absence from
notifying the stall work
 Reporting to work after the  Insubordination
grace period given  Fraud and Theft
 Failure to wear appropriate  Damaging the company’s property,
clothes and ID its employee and clients
 Ceasing work before the  Corruption – Obtaining gratification to
stipulated end of finishing time carry out one’s duties
without permission  Conflict of Interest – acting in a
 Improper Use of tools and manner contrary to the interests of
equipment the company
 Leaving the workplace without  Fighting with other employees
permission  Indecent behavior – use of foul
 Quarreling in the company language, inappropriate dress code
premises immoral act.
 Excessive usage of cell phones  Sexual harassment
during work hours  Working under the influence of
alcohol or drugs
 Smoking in the company’s premise
 Engaging in any gambling activities
during working hours
 5 unnotified absences
 Breach of confidentiality
Table 1 Minor and Major Misconduct

VII. Sanctions for Offenses

Minor Offenses Major Offense
 1st offense – verbal  Any major offense committed would be
warning or notice subject to investigation by the manager and
 2nd offense – written company’s owner
warning or notice
 3rd offense – warning for
counseling
  4th offense – merit the
employee for counseling
 5th offense – 1-week
suspension without pay
 6th offense - Termination
Table 2 Sanctions for Offenses