COD 3.1.2023

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[Audio] Document No. Code of Discipline 001 - 2022 Revision No. 01 Issuance Date 02 June 2022 Page 1 of 36 Prepared By Reviewed Approved Date Robert B. Sabio Policy Reviewed Ricardo L. Sargan 02 June 2022 HR & Admin Manager And Discussed President.

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[Audio] QUALITY POLICY We are committed to consistently provide quality aggregates that meet or exceed the require ments and expectations of our customers while complying with industry standards and government regulations. We strive to continuously improve our quality management system through strict adherence to our policies and procedures and through implementation of quality programs. RICARDO L. SARGAN PRESIDENT.

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[Audio] QUALITY MANAGEMENT SYSTEM PROCEDURE ENVIRONMENTAL POLICY PINAGPALA PT AGGREGATE CORPORATION (PPTAC) IS COMMITTED TO CONDUCT ITS BUSINESS RESPONSIBLY THROUGH EFFECTIVE STEWARDSHIP, PROTECTION, AND ENHANCEMENT OF THE ENVIRONMENT IN AND AROUND THE AREAS WHERE IT OPERATES. ADDITIONALLY, PPTAC SHALL: - Comply with all applicable environmental laws, rules, regulations, and standards; - Establish and implement an effective environmental management system (EMS) which includes waste management and pollution prevention through hands-on leadership, effective communication and training; - Monitor and improve environmental performance continually through the conduct of environmental audits and performance evaluation of policy objectives and improvement targets on a regular basis; - Contribute to sustainable development and enhancement of biodiversity through the efficient use of resources, sound environmental principles, practices and programs; and respect the general environment and wildlife habitats in all areas of our operations; - Develop and maintain procedures for promptly and effectively dealing with environmental emergencies. This Quality Management System (QMS) Procedure describes the company's activities and practices in terms of management, planning, provision of support, operation, performance evaluation and improvement so as to consistently provide high quality products (aggregates) that meet or exceed our customers' requirements while complying with applicable standards and regulations. The purpose of the QMS is to implement the company's quality policy, procedures and plans to ensure customer satisfaction, compliance to applicable requirements and obligations and continuous improvement. Our company's QMS framework includes the following activities: - Determine and address the internal and external issues and relevant interested parties' needs and expectations - Identify and address risks and opportunities - Provide adequate resources to support mining operations - Educate and train workers and support personnel to raise their awareness and competence and foster teamwork - Certify 4M's (Man, Material, Machine, Method) prior to use in mining operations - Execute process and quality controls in planning, production, inspection and testing and delivery of aggregates - Perform audits on a regular basis and implement correction and corrective action timely and efficiently - Respond to customer feedback and resolve complaints effectively - Take proactive approach to prevent nonconformities - Manage all aspects of the business with strong leadership commitment. Our PPTAC Team shall continually improve the suitability, adequacy and effectiveness of our QMS to enhance our quality performance and customer satisfaction. RICARDO L. SARGAN PRESIDENT.

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[Audio] - Encourage suppliers and contractors to adhere to the intent of this policy and behave responsibly; - Respond timely to the concerns and issues of our host and neighboring communities and other concerned stakeholders and; PINAGPALA PT AGGREGATE CORPORATION (PPTAC), as a responsible mining company shall continue to uphold its environmental and social commitments to ensure the protection of the environment and the general welfare of the stakeholders. RICARDO L. SARGAN PRESIDENT SUSTAINABLE PROCUREMENT POLICY We, at Pinagpala PT Aggregate Corporation (PPTAC), are committed to conduct our business responsibly by working together with our suppliers and customers through effective management of our supply chain to promote environmental conservation, social responsibility and good governance. We are guided by the following policies for sustainable procurement: 1. Compliance to Legal and other Requirements We commit to comply with all applicable legal and other requirements and to promote the same compliance to our suppliers and customers. 2. Respect for Human Rights We abide and promote respect for all human rights including prohibition of inhumane treatment, child labor, forced labor and discrimination. We commit and promote to provide a safe, healthy and hygienic work environment. 3. Conservation of Environment and Biodiversity We strive to conserve the environment and biodiversity and to promote a society in harmony with nature. 4. Contribution to Social Issues Resolution We engage in sourcing activities that help solve social issues faced by our stakeholders. We improve the transparency in our supply chain and strive to establish traceability to the production sites. 5. Utilization of New Technologies We design and develop new processes to build new products that meet customer requirements while conforming to environmental and social standards. As a responsible mining company, we shall uphold and promote across our supply chain our commitment to conserve the environment and to safeguard the general welfare of our stakeholders. RICARDO L. SARGAN.

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[Audio] SAFETY AND HEALTH POLICY PINAGPALA PT AGGREGATE CORPORATION do hereby commit to comply with the requirements of the Consolidated Department of Environment and Natural Resources Administrative Order (DAO) No. 2010 -21, the Revised Implementing Rules and Regulations of Republic Act (RA) No. 7942, the Philippine Mining Act of 1995, DAO No. 2000-98, the Mine Safety and Health Standards, and the applicable provisions of RA No. 11058, Occupational Safety and Health Law and other pertinent applicable legislations. We acknowledge the company's obligation and responsibilities to provide appropriate resources for implementing this SHP including the orientation and training of its employees on safety and health, dissemination of information, education and communication (IEC) materials on safety and health, provision of personal protective equipment (PPE), and other safety and health activities that will ensure the protection of the workers against injuries, illnesses and death through a safe and healthy work environment. We commit to conduct hazard-risk assessment as required to prevent and address workplace incidents as well as comply with other provisions of this SHP, and that we are also fully aware of the penalties and sanctions for safety and health violations as provided for in RA No. 7942, And RA No.11058 and its implementing rules and regulations. RICARDO L. SARGAN PRESIDENT.

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[Audio] Vision To be the Leading Aggregate Supplier in the Philippines Mission Provide aggregate produced by motivated employees that satisfy customer needs while preserving the environment and in service with the community. Core Values Customer Satisfaction Continuous Improvement Competency Pro-active Teamwork INTRODUCTION PAGPAPAKILALA The Management believes in a mutually satisfying relationship with its employees through the protection of the company's interests as well asof those of the employees. Thus, setting standard parameters through a Code of Discipline that aims to: Naniniwala ang Management sa isang kapwa nagbibigay-kasiyahan na relasyon sa kanyang mga empleyado sa pamamagitan ng proteksyon ng interes ng kumpanya pati na rin ng mga empleyado. Kaya , ang pagtatakda ng standard na mga parameter sa pamamagitan ng isang Kodigo ng Disiplina na naglalayong : 1. Guide the employees to act in accordance to the standards of conduct and professionalism deemed appropriate to the Company's' corporate culture. Gabayan ang mga empleyado upang ku milos alinsunod sa pamantayan ng pag- uugali at propesyonalismo itinuturing na naaangkop sa 'corporate culture ng Kumpanya . 2. Provide a structure for effectively pre vent ing, reporting and addressing issues of misconduct or deviations. Magbigay ng isang istraktura para sa epekt ibong pagpigil , pag-uulat at mga Pagtugon sa mga problema ng maling gawain o pagli his ng gawain. 3. Promote an orderly and harmonious work environment for bet ter employer-employee relationships. Itaguyod ang isang maayos na kapaligiran sa trabaho para sa mas mahusay na relasyon employer- empleyado The Company recognizes that incidences of misconduct or any deviations from the set standard which are not addressed may become significant issues. Thus, Management endeavors to address these incidences through prudent action following due process to ensure objectivity, fairness firmness and at all time uphold confidentiality in dealing with the issues. Kinikilala ng Kumpanya ang mga maling saklaw ng maling pag-uugali o anumang paglihis mula sa itinakdang pamantayan na maaaringmaging makabuluhang mga isyu. Kaya, nagsisikap Pamamahala ng kumpanya upang matugunan ang mga saklaw sa pamamagitan ng masinop aksyon na sumusunod sa angkop na paraan upang matiyak ang kawalang-kinikilingan , pagkamakatarungan katatagan at sa lahat ng oras panindigan sa pagiging kompidensiyal sa pagharap sa mga problema. The Code of Discipline outlines disciplinary actions to cover specific offenses and sanctions with the end objective of helping employees improve andcorrect inappropriate behavior. The over-all intent is more of the prevention of infractions rather than the imposition of the penalties. It isa basic responsibility of every employee to safeguard the full implementation of the Code of Discipline. The employees should realize that the rules and regulations are enforced for their own benefit. Ang Kodigo ng Disiplina ay binabalangkas ang aksyong pandisiplina upang masakop ang mga tiyak na pagkakasala at mga parusa hanggang sa dulo ng layunin ng pagtulong sa mga empleyadong mapabuti at hindi tamang naaangkop na pag-uugali . Ang kabuuang layunin ay higit pa sa pag-iwas ng pagsaway sa halip na pagpapataw ng parusa. Isa ito sa pangunahing responsibilidad ng bawat empleyado upang pangalagaan ang buong pagpapatupad ng Kodigo ng Disiplina. Ang mga empleyado ay dapat alalahanin na ang mga patakaran at regulasyon sa pagpapatupad para sa kanilang sariling benepisyo 2 1.

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[Audio] I. Policy Statement PAHAYAG NG PATAKARAN Discipline is essential to the attainment of the Company's objectives. Every employee therefore is expected to observe discipline in his/her attendance to his/ her jobs and in interacting with other employees and the public in general. Disiplina ay napakahalaga sa pagkakamit ng layunin ng Kompanya. Ang bawat empleyado sa gayon ay inaasahang sumunod sa disiplina sa kanyang pagdalo sa kanyang trabaho at sa pakikipag-ugnay sa iba pang mga empleyado at ang publiko sa pangkalahatan. Rebisyon SELF- DISCIPLINE rather than imposed discipline is preferred. This means that, employees out of their own sense of responsibility and not out of fear, should discharge their functions with diligence and dedication. Ultimately, all employees are partners in the pursuit of goals and doing their job is their basic contribution to this end. Disiplina sa sarili ito ay sa halip na ipinataw na disiplina. Nangangahulugan ito na, ang mga empleyado mula sa kanilang sariling kahulugan ng responsibilidad at hindi sa labas ng takot, dapat gampanan ang kanilang mga tungkulin na may sipag at dedikasyon. Sa huli, ang lahat ng mga empleyado ay mga kasosyo sa pagtugis ng mga layunin at ginagawa ang kanilang mga trabaho sa kanilang mga pangunahing kontribusyon hanggang sa dulo. Employees who violate the Company's policies and regulations and manifestly lack discipline will be meted appropriate penalties. Mga empleyado na lumalabag sa mga patakaran at regulasyon ng Kumpanya at mahayag ang kakulangan ng disiplina ay sinusukat naaangkop na parusa. Penalties are meant to reform and rehabilitate the erring employee and should not merely punish his/her. Parusa ay sinadya upang maging mapabuti at magpanibagong-buhay ang nagkasalang empleyado at hindi dapat parusahan lamang siya. 3 II. Scope Saklaw This policy will apply to all Company personnel, regardless of employment status and work location. Ang patakaran na ito ay ilalapat sa lahat ng mga tauhan ng kumpanya, hindi alintana sa mga kalagayan sa trabaho at lokasyon ng trabaho. III. Accountability Pananagutan IMMEDIATE SUPERVISORs should foster self-discipline. They should emphasize to their subordinates the importance of the employees' roles in the operation of their respective units, the need for dedication and sense of responsibility and the rationale of maintaining discipline among themselves. Above all, the supervisor should set a good example to subordinates and apply intelligently the accepted principles of good supervision. Agarang Tagapangasiwa ay dapat pagyamanin ang disiplina sa sarili. Sila ang dapat na bigyang-diin sa kanilang mga nasasakupan,ang kahalagahan ng tungkulin ng mga empleyado sa pagpapatakbo ng kanikanilang mga pangkat, ang pangangailangan para sa pagtatalaga at kahulugan ng responsibilidad at ang mga makatwirang paliwanag ng pagpapanatili ng disiplina sa kanilang sarili. Higit sa lahat, ang tagapangasiwa ay dapat magtakda ng isang magandang halimbawa sa mga nasasakupan at ilapat sa kanilang matalas na pagiisip ang pagtanggap ng prinsipyo sa mabuting pangangasiwa. HRAD DEPARTMENT is tasked to serve as consultant to Superiors in the event imposed discipline becomes inevitable. It is therefore sound to consult HRAD for possible courses of action that may be taken against erring employees. KAGAWARAN NG HRAD ay inatasang maglingkod bilang kasangguni sa Tagapangasiwa sa kaganapang ipinataw na disiplina na hindi mapigilan. Samakatuwid ito ay nangangahulugan na kumunsulta sa HRAD para sa posibleng mga kurso ng aksyon na maaaring kinuha laban sa nagkakamaling empleyado. 4.

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[Audio] IV. Definitions a. WARNING is a mild form of reprimand, either oral or written, intended to call the attention of the erring employee. BABALA ay isang malumanay na pormang mahigpit na pangangaral, alinman sa bibig o nakasulat, inilaan upang tawagin ang pansin ng mga nagkasalang empleyado. B. SUSPENSION is a form of reprimand in which employee is relieved of duties for a specific and definite period. All suspensions are without pay and benefits are likewise forfeited during said period. SUSPENSYON ay isang anyo ng mahigpit na pangangaral sa empleyado na hinalinhan ng mga tungkulin para sa isang tiyak at malinaw na tagal ng panahon. Lahat ng mga pagsuspinde ay walang bayad at mga benepisyo ay gayon din naman pagkatapos sa nasabing panahon C. PREVENTIVE SUSPENSION is not a reprimand but a means to re strain an employee who has been charged with serious offense from compromising the office or the proceedings of his/her case threat to emps. & co. properties.. An employee who has been placed under preventive suspension may either be reinstated if exonerated or terminated for cause. In no case shall preventive suspension be longer than 30 days. If exonerated, the employee will be reinstated to his/her position with full payment of salaries and benefits for the duration of the suspension. However, if found guilty, the period of preventive suspension will not be considered as part of the actual penalty of suspension to be imposed. Preventive SUSPENSION ay hindi isang mahigpit na pangangaral ngunit isang paraan upang sugpuin ang isang empleyado na sisingilin sa mabigat na pagkakasala mula sa kumpromiso sa opisina o ng paglilitis ng kanyang kaso. Ang isang empleyado na ito ay nakalagay sa ilalim ng preventive suspension ay maaaring alinman sa ma-reinstate kung mapawalang-sala o itinigil para sa dahilan. Walang kaso na nasa preventive suspension na mas matagal kaysa sa 30 na araw. Kung mapawalang-sala, ang empleyado ay ibabalik sa kanyang posisyon sa buong pagbabayad ng sweldo at mga benepisyo para sa tagal ng suspensyon. Gayunpaman, kung napatunayang may kasalanan, ang panahon ng preventive suspension ay hindi isinasaalang-alang bilang bahagi ng aktwal na parusa ng suspensyon na ipinataw. 5 D. DEMOTION is a serious form of reprimand, which may be taken against an employee whose infraction manifests incompetence or neglect of duty. Demotion does not include reduction of salary Pagbababa ay isang malubhang anyo ng mahigpit na pangangaral, na maaaring kinuha laban sa isang empleyado na mahayag ang pagsuway sa kawalan ng kakayahan o pagpapabaya ng mga tungkulin. Ang pagbababa ay hindi kasama ang pagbabawas ng suweldo. PAKSA NG PAGKAKASALA ay KILOS PAGDIDISIPLINA (OSDA). Ang listahan ng mga halimbawa ng ganitong pagkakasala ay ibinigay sa nararapat na mga numero para sa madaling sanggunian. V. Implementing Guidelines / Procedures Patnubay sa Pagpapatupad / Pamamaraan A. The disciplinary measures that can be taken against erring employees are: Ang mga hakbang na pandisiplina na maaaring kinuha laban sa nagkasalang mga empleyado ay ang mga: Verbal or Written WARNING, SUSPENSION, DEMOTION and/ or; TERMINATION BABALA pasalita o pasulat, PAGKASUSPINDE, Pagbababa at / o PAGWAWAKAS B. Prescriptive period for less serious offense is one (1) year. Panahong Diktaotryal para sa mas mabigat na pagkakasala ay isang (1) taon 6.

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[Audio] C. Progressive penalties will be imposed on successive violations of the same rule. This rule, however, depends greatly upon the nature of the offense. Such offense like dishonestly, theft, wilful destruction of property, among others, may merit immediate dismissal or termination.- Umaasensong parusa ay ipapataw sa mga sunud-sunod na paglabag sa mga parehong panuntunan. Ang patakaran na ito, gayunpa man, ay depende malaki sa uri ng pagkakasala. Ang ganitong pagka kasala tulad ng pagsisinungaling, pagnanakaw, sadyang pagsira ng ari- arian, bukod sa iba pa, ay maaaring maging marapat sa agarang pagpapaalis o pagwawakas D. In meting out sanctions, only one penalty will be imposed for each administrative case. Where a single act constitutes two or more violations of the Code of Discipline, the penalty for the more serious offense will be applied. Sa paggawad ng kapahintulutan, isa lamang na parusa ang ipapa taw para sa bawat pamamahala ng kaso. Kung saan isang pagkilos ang siyang bumubuo ng dalawa o higit sa mga paglabag sa Kodigo ng Disiplina, ang parusa para sa mas mabigat na pagkakasala ay ilalapat. E. Infractions, more often are discovered at the Department level customarily by the immediate supervisor. It is then the responsibility of the Immediate Supervisor of the erring employee to ferret out the truth and discuss the matter with the concerned employee and document such and any action taken by submitting a report to HRD. Ang paglabag ay madalas ay natutuklasan sa Department level at kadalasan ang Immediate Supervisor ng empleyado. Ito ay tungkulin ng Immediate Supervisor ng nagkamaling empleyado na tuklasin ang katotohanan at pag-usapan, itala, gawan ng aksyon at isumite ang report sa HRD. F. The infraction may also be reported in the form of a complaint, may be formal or informal, and submitted either to the immediate supervisor of the erring employee or directly to the HRAD Department. Ang paglabag ay maaari ring ireport sa pamamagitan ng reklamo, ito man a pormal o impormal at isumete sa Immediate Supervisor ng empleyadong lumabag o di kaya idiretso sa HRD. The Immediate Supervisor, in consultation with HRD, prepares the No tice To Explain (NTE) [Annex A], which shall be released to the erring employee. For minor offense, the Immediate Supervisor can facilitate the investigation, and prepares Notice of Disciplinary Action (NDA) (Annex B) to be released to the employee. Ang Immediate Supervisor, ayon na rin sa sinagawang pagkunsulta sa HRD, ay maaaring gumawa ng Notice to Explain (NTE) G. Should the infraction carry the penalty of suspension or possible termi nation for serious and grave offenses, the immediate supervisor should immediately inform HRAD to ensure proper handling of the case and that due process is observed. This detailed the procedure in handling cases due for suspension/ termination. COD specify that thorough investigation is conducted by HRAD along with recommendation for Termination. Moreover, Group Head has the liberty to impose penalty of discipline except termination. Group Head can recommend to lower the penalty of discipline. Code of discipline defined specific penalty. Group Head handles minor cases including sanction/ guidance from HRAD. Dapat ang pagsuway ay dalhin ang parusang suspensyon o posibleng pagwawakas para.

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[Audio] J. HRAD shall work in conjunction with the President as it serves as judiciary body. For sensitive cases, an external specialist provider maybe outsourced to facilitate the investigation process thereby hearing the side of the accused employee and serve as jury to determine if the alleged violation has been committed. HRAD ang dapat magtrabaho na kasabay ang Tagapagpaganap na Presidente na nagsisilbing katawan ng panghukuman. Para sa mga sensitibong mga kaso, ang isang panlabas na espesyalista na tagapagtustos upang mapadali ang proseso ng imbestigasyon sa ganyang pagdinig ang panig ng akusado empleyado at maglingkod bilang hurado upang matukoy kung ang mga diumano'y paglabag ay nakatuon. J. External Specialist Provider shall submit to the HRAD Manager its findings. HRAD Manager shall validate the findings and as deemed appropriate disciplinary action shall be recommended to the Management. Panlabas na Espesyalistang Tagapagtustos ay dapat isumite sa HRAD na Tagapangasiwa ang kanyang natuklasan. Ang HRAD ng Tagapangasiwa ay dapat patunayan ang mga natuklasan at ang naaangkop pagdidisiplina ay dapat na inirerekomenda sa Opisina ngtagapagpaganap. K. The Immediate Supervisor/ Department Head of the erring employee shall likewise be asked to join in the proceedings to serve as Management representative in initiating the investigation for serious offense. Ang Immediate Supervisor / Pinuno ng Departamento ng nagkasalang empleyado ay dapat ding tanungin at isali sa paglilitis upang maglingkod bilang kinatawan ng Pamamahala sa pagsisimula ng imbestigasyon para sa malubhang pagkakasala. L. Decisions on Serious offenses are subject to the approval of the Management. Desisyon sa Malubhang pagkakasala ay napapailalim sa pag-apruba ng Bise Presidente. M. For offenses which involved damage to properties and has monetary implication, employee & superior's participation shall be determined by the management. On ordinary cases, maximum participation shall not be more than P/ 10,000.00. Para sa mga pagkakasala kung saan kasangkot ang pinsala sa mga ari-arian at may pahiwatig hinggil sa pananalapi, empleyado at pakikilahok ng higit na mahusay ay dapat ipasiya ng pamamahala. Sa karaniwang mga kaso, ang pinakamataas na pakikilahok ay hindi dapat higit sa P / 10,000.00. HRAD shall provide a copy of NDA to Immediate Supervisor/ Department Head. The Guard shall likewise be given notice for dismissed employees. N. All cases should be resolved within 30 working days from the date of the discovery of the infraction of the date of release of the preventive suspension. Lahat ng mga kaso ay dapat na nalutas sa loob ng 30 araw ng trabaho mula sa petsa ng pagtuklas ng pagsuway sa petsa ng pagbigay ng Panlaban na pagsususpinde. O. APPEAL PAGHAHABOL 1. Decisions maybe appealed within 24 Hours from the date of the release of the said decision. Ang mga desisyon ay maaaring mag-apela sa loob ng 24 Oras mula sa petsa ng pagbigay ng nasabing desisyon. 2. Appeal may be submitted to the next level of reviewer particu larly: Paghahabol ay maaaring isumite sa susunod na antas ng tagasuri lalo na: * Decisions of the Immediate Supervisor, maybe appealed to the Management represented by HRAD Manager. Mga desisyon ng Agarang Tagapangasiwa, baka magapela sa Pamamahalang kinakatawan ng Tagapamahala ng HRAD. 10 9.

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[Audio] * HRAD Manager shall review within 24 Hours upon receipt of grievance by calling the parties concerned. Tagapamahala ng HRAD ay dapat suriin sa loob ng 24 Oras sa pagtanggap ng reklamo sa pamamagitan ng pagtawag sa mga partidong nababahala. 3. Approval of the decision shall be escalated to the Management. The decision shall be final and signifies exhaustion of all administrative remedies. Pag-apruba ng desisyon ay dapat na tumaas sa Pangulo. Ang desisyon ay pangwakas at nagpahayag ng pagkaubos ng lahat ng mga administratibong remedyo. P. APPEAL * Decisions of the Immediate Supervisor, maybe appealed to the Management represented by HRAD Manager. * HRAD Manager shall review within 24 Hours upon receipt of grievance by calling the parties concerned. 6. Approval of the decision shall be escalated to the President. The decision shall be final and signifies exhaustion of all administrative remedies. Q. Offense classification may range from less serious to grave depending on the Company's acceptable demeanour and shared values. R. Schedules of penalties are prepared and prescribed to deal with this wide range of offense classification. To facilitate citation, the penalty schedules are labelled A,B, C, D and E. Schedules A & B are taken as less serious offenses; C & D are considered serious while schedule E covers offenses considered Grave. S. SOME PUNISHABLE ACTS ILANG GAWAING MAPAPARUSAHAN Certain acts considered offenses in the Company and their corresponding penalties are listed on the succeeding pages. This list is not exhaustive to cover every possible offense. Ang ilang mga kilos na itinuturing na paglabag sa Kumpanya at ang kanilang mga kaukulang parusa ay nakalista sa susunod na pahina. Ang listahang ito ay lubos na nakalathala upang masakop ang lahat ng posibleng pagkakasala; ito ay dapat na maghatid ng higit na listahan ng mga halimbawa sa halip na bilang isang hanay ng mga pagkakasala. 11 12.

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[Audio] COMPANY HISTORY ELECTA INTERNATIONAL AGGREGATE RESOURCES, INC. (EIARI) was conceptualized by Mr. Francisco S. Tanjangco in the late '80's in response to the growing market opportunities in the industry of construction particularly aggregate business contractors and dealers in South Luzon areas. Together with Gene Cuadra and Mr. Tanjangco, Lagnas river was explored from Tiaong to Dolores, Quezon. It was a stretched of 8 kilometers between two towns. Permit Application 7 Months MGB- IV Approval Installation of Plant at Brgy. Dagatan, Dolores, Quezon September 28, 1989 – 8 Months May 22, 1990 – Full Blast Operation Produce 150 tons/hr of washed aggregates and sand products 1-1/2". ¾", and 3/8". Business Area: CALABARZON areas and Manila. The plant was less than 100 kms. from Manila. Its good performance in South Luzon almost leave no stockfile of aggregates at the plant. EIARI has been known among small and big players in the industry. Among its loyal customers were the contractors of: •South Luzon Express Way •Batangas •Quezon October 21, 2009 Company to change its name from EIARI to Pinagpala PT Aggregates Corp. (PPTAC) and registered to Securities and Exchange Commission (SEC). Our Commitment to the neighbouring communities: •Protection through Rehabilitation of the river course To date, the Company had filed New applications for inland source was filed in MGB-IVA and PMRB Lucena with 21 hectares combine area. Simultaneous to the operation of EIARI, In 2001 , the second plant was installed in Floridablanca, Pampanga. It was a combined Crusher and a Sand Screening plant that served: Clark Special Economic Processing Zone in Pampanga •Bataan •Subic •Olongapo Took Part in: Subic Clark Tarlac Expressway (SCTEX) Hanjin Heavy Industries in Subic. 13 14.

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[Audio] March 9, 2008 Electa Tarlac Aggregate Corp. (ETAC) The plant was transferred to Brgy. Cubcub, Mayantoc, Tarlac Upgraded to 350 ton/hr -Trio Machineries of China. Wet-type screening : 1-1/2", ¾", 3/8", and S-1 products. The plant serves: •Tarlac Pampanga La Union Expressway Project (TPLEX) •Tarlac area and local dealers Consistent to its supportive and beneficial relations with the host communities, it prides itself to the competent and loyal recruits mostly from the community. January of 2013 PPTAC Dolores branch out in Tarlac: PPTAC San Jose The 3rd plant was installed in Brgy. Moriones, San Jose, Tarlac with a designed capacity to produce 320 ton per hour or 200 cu.m./hr of finished products Almost 4 million reserve of quarry raw materials in its permit applications in the area. Compliance to government mandate: 60% Community 40% Outside the Community The plant cater the business requirements of: Tarlac Nueva Ecija Pampanga Clark areas Growth and Expansion After more than 20 years of moderate phase of operation: Executive Vice-President Ricardo Sargan entered with the help of a more competent and experienced teams of workforce. New systems are being introduced with complete with Management trainings and seminars. The management is also into the practice of 5S, a spring board in preparation for higher Productivity Improvements Programs leading towards ISO certified company. Today the company increasingly employs number of employees and is continuously growing. 15 Barangay Mariones San Jose Tarlac Barangay Dagatan , Dolores Quezon Barangay Cub-Cub Mayantoc Tarlac 16.

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[Audio] 1: INTRODUCTION The employees Code of Conduct is a framework of guiding principles for employees of Electa Tarlac Aggregates Corporation and its contractors to ensure compliance with all legal and ethical standards in work related matters. The code specifies the standards of behavior for employees in the performance of their duties. The following principles embody the code:  To act with integrity and professionalism in the performance of their duties and be scrupulous in the proper use of Electa Tarlac Aggregates Corporation information, funds, equipment and facilities.  To exercise fairness, equity, proper courtesy, consideration and sensitivity in all their dealing in the course of carrying out their duties: and  To avoid real, apparent or perceived conflict of interests that might hinder their capability or willingness to perform their job duties. Employees need to understand that the Code of Conduct also applies to and embraces adherence of the formal policies and procedures of the Company in the conduct of their roles 2: Purpose This code of Conduct (COC) is adopted in recognition of the importance of maintaining good discipline, a proper work attitude, conduct and ethics on the part of all employees of Electa Tarlac Aggregate Corporation. Employees must be aware of, and adhere to, company policies, especially those relating to health and safety, equal opportunity, privacy , trade practices and continuous disclosure. In the course of their duties, employees must comply with relevant legislation. 3: COVERAGE This Code of Conduct shall apply to ALL employees of Electa Tarlac Aggregate Corporation regardless of employment status and rank or level. This Code supersedes all current policies, rules and regulations not in accordance with or contrary to it. 4: RELATED DOCUMENTS  Fitness for Work Policy Alcohol Possession & Testing Procedure. AWOL Policy Attendance Policy  Safety Infringement Policy  Procedure in Handling Administrative Cases 5: DEFINITIONS For the purposes of this document the following definition only.  The term "Company" refers to Electa Tarlac Aggregate Corporation  "Employee" means all employees of the Company whether or not in a full time, consultants, temporary project or permanent capacity.  Electa personnel shall mean employees of Electa Tarlac, the contractors and its authorized visitors to the site. 6: COMPONENT All employees are bound to follow the Company's Code of Conduct while performing their duties. Components of the Code of Conduct are outlined below:  Gender Sensitivity. Employees should see gender equality and diversity as one of the main pillars of this Company and therefore all should commit to prioritize this value and incorporate it into the workplace culture, professional relationship and business practices.  Respect in the Workplace. All employees should treat their colleagues with respect. Any kind of discriminatory behavior, harassment of bullying is not allowed. Employees should conform with the guiding principles of Approach to People Management in all aspects of their work, from recruitment and performance evaluation to interpersonal relations.  Protection of Company Property. All employees should treat the Company's property whether materials or intangible with respect and duty of care.  Professionalism. All employees must show integrity and professionalism in the workplace, this may include.

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[Audio] >Collaboration. Employees should be friendly and collaborative. They should try not to disrupt the workplace or present obstacles to their colleagues 'work , >Benefits. All employees should not abuse their employment benefits. This can refer to insurance , facilities , or other benefits the company offers. > Policies. All employees should read and follow the Company policies . Should there be any questions, they should ask their managers or Human Resources (HR) Department . Open communication with their colleagues, supervisors and managers are encouraged. 7: GENERAL POLICIES  Any and all acts violating and/or constituting a violation of the comprehensive policies detailed in the foregoing section will be considered a violation and liable to disciplinary action in accordance with this code.  Ignorance of the policies declared in this code as well as notices or memoranda that may be promulgated in the future shall not justify an employee from non-observance nor from the disciplinary action to be imposed thereon.  Disciplinary Actions are imposed in progressively increasing weight and degree.  The underlying rationale of this Code is to improve the employee's performance and to correct rather than to punish employees. Corrective actions are taken in the form of Verbal and Written Warnings, Suspensions and, as a last resort, dismissal or discharge.  These categorizations may not apply when considering grave or very grave offenses against life or property for which the individual may be automatically discharged and dismissed.  Only a maximum of two verbal Warnings shall be given provided that verbal Warnings would be applied only for offenses under category A (Section 11, below). These shall be handled by the Department heads in coordination with HR for proper documentation.  In Cases where the infractions or offenses committed violate more than one provision of this Code, these shall be dealt with separately.  The imposition of disciplinary actions hereunder is without prejudice to, and independent of any prosecution or action under the law of the land.  The Company may place the worker concerned under preventive suspension without pay if his or her continued employment poses a serious and imminent threat to the life or property of the employer or of their co-workers. The maximum number of preventive suspension should not exceed 30 days as stated in the Labor Code.  The list of infraction in this Code is Not exclusive. The Company may impose corrective or disciplinary measures for any other act that is illegal or contrary to good moral, good customs and generally accepted standards or practices. 8: GUIDELINES FOR IMPLEMENTATION The task of ensuring that this code will be understood and strictly complied with is collectively entrusted to the Human Resource Department in close coordination with the Legal Counsel and the Department where the employee is affiliated.  HRD will be responsible for the following: Making sure that suitable measure are continuously taken to educate all employees on the policies of this code.  Making sure that suitable measures are continuously taken to ensure that the policies of this Code are updated and consistent with the requirements of all operating areas.  Making sure that suitable control measure are established to assist in the progress and implementation of corrective actions, to assist erring employees and to continuously forewarn department heads on the negative standing if any, of employees under them; and  Preparing all documents and reports.

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[Audio] All Managers, Superintendents and Supervision of each department shall be responsible for:  Administering the policies made known in this Code, including the enforcement of disciplinary actions to erring employees.  Facilitating or assisting in the resolution or settlement of any grievance that may come to light relating to this Code: and  Preparing and submitting to HRD the required reports and documentation. 9: PRESCRIPTIVE PERIOD OF OFFENSE In computing the frequency of the commission of the offense, a prescriptive period of 12 rolling months, computed backwards from the date the current offense was committed, must be applied. Any repetition of violation committed after 12 months from the last prior incident will be considered first offense. 10: CONTINGENCIES Other violation which are not listed her but which directly affect the interests of the company and its employees will be dealt with by management on a case by case basis. Due process will be conducted in accordance with the Philippine Labor Law and company policy. The disciplinary matrix is subject to enhancement on an ongoing basis. 11: EQUITABLE TREATMENT The schedule of corrective action shall be used as a general guide in determining sanctions. However, each performance/behavioral problem is unique and therefore should be treated accordingly. Management therefore reserves the right to increase od decrease severity of corrective action based on existing mitigating/ aggravating circumstances. (i.e., willfulness of the offense, business impact, pattern of misconduct, history of previous offenses, length of service, etc.) 12: NATURE & CLASSIFICATION OF OFFENSES The offenses and/or violations under this code of Conduct are classified according to the following types or groups against: I: Person II: Property III: Company Interest and Policy IV: Internet Usage V: Safety, Health , Security and Public Order VI: Decency , Good Custom, Honor and Morality VII: Administration VIII: Authority (Insubordination) & Responsiblities IX: Zero Tolerance on Misrepresentations CATEGORY 1st offense 2nd offense 3rd offense 5th offense 4th offense A Verbal/ Written Warning 5 Days Suspension 10 days Suspension DISMISSAL 15 Days Suspension B 5 Days Suspension 10 days Suspension 15 Days Suspension DISMISSAL C 15 days Suspension 30 Days Suspension DISMISSAL D 30 Days Suspension DISMISSAL E DISMISSAL 21 22.

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[Audio] 13: ARTICLE 1—OFFENSES AGAINST PERSON The Rules that follow are intended to encourage everybody towards friendship, respect and humility, as well as the practice of cheerfulness. All of these are geared towards establishing smooth interpersonal relationships in the workplace, in our families and in the community. Therefore, behaviors that do not conform to these virtues are as follows: 14: ARTICLE II—OFFENSES AGAINST PROPERTY Responsible control over Company properties requires to always practicing honesty in its highest sense. This also includes practicing justice by respecting the rightful property of our fellow workers and that of the companies we work with. This implicates any other person conniving or in collusion with the employee doing it. The following do not conform to the above mentioned virtues: Section Nature of Violation Category 1 Commission of a crime or offense by the employees against any personnel of the Electa Tarlac or any immediate member of the family or duly authorized representative E 2 Inflicting physical injury on any employee or person, or having in fact inflicted physical injury while within or outside company property or premises or job sites where such outside incident has relation to work or company activities E Otherwise, if the act merely constitutes an attempt to inflict such physical injury, the offense may be reduced depending on the nature or gravity of the attempted offense. D 3 Any act constituting any form of discrimination, bullying, threats, intimidation or coercion against any person, or in any manner unduly interfering with or obstructing plant or company operation or other employees from performing their work while within company property or premises. D 4 Fighting or actually engaging another in a fight while within or outside Company property or premises or job sites provided such outside incident has relation to work or has arisen while inside company premises , with or without weapons. E 5 Intimidating, inciting or provoking a fight under the circumstances described in Section 4 above, but where a fight does not actually occur. C 6 Persistently telling smutty jokes or gender based ridicule that are found offensive by others within company premises C 7 Causing Physical injuries to the persons inside work areas due to horseplay E 8 Any immoral act by the employee either by oneself or with another person; including but not limited to sexual harassment committed within company property or premises or during company activities E Section Category Nature of Violation 1 E Theft, robbery or appropriation for personal gain, benefits or profit of any property of the Company or of a fellow employee or a client or customer of the Company, regardless of the amount involved. 2 E Swindling or malversation (estafa) of funds or property of the company or of a fellow employee or of a client or of a customer of the Company 3 E Obtaining supplies or materials on fraudulent orders 4 E Unauthorized substitution of Company material or equipment with another or of poorer quality, or of lesser value. 5 E Alteration or removal , without authorization, of any property of the company or of other employees resulting in irreparable damage thereto. If damage is reparable, the penalty may be mitigated to Category D. 6 D Using Company.

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[Audio] 15. ARTICLE III—OFFENSES AGAINST INTERNET USAGE Internet is provided to employees when there is a necessity and the access has been specifically approved. No use of the internet should conflict with the primary purpose of the company , its ethical responsibilities or with applicable laws and regulations. The company may monitor usage of the internet by employees, including reviewing a list of sites accessed by an individual. No individual should have any expectation of privacy in terms of his or her usage of the internet. In addition, the company may restrict access to certain sites that it deems are not necessary for business purposes. The following do not conform to the foregoing: 16. ARTICLE IV—OFFENSES AGAINST COMPANY INTEREST & POLICY This article includes the practice of virtues and honesty, concern and loyalty to wards the company which should go beyond self-interest. This hopes to instill a true spirit of service with a high sense of responsibility. The following do not conform to the foregoing: SEC TIO N NATURE OF VIOLATION CATEGORY 1 Falsification of documents detailing personal records or data or misrepresentation of any information concerning personal circumstances and qualification D 2 Falsification or unauthorized alteration of personnel or company record and/or using said falsified records for personal gain or benefits. D 3 Any attempt to falsify expense reports, receipts, invoices, time records as basis for payment of salaries or any other document, upon which reimbursement is based. E 4 Favoring suppliers, media, customer or any other person in consideration of personal rebates or any valuable consideration, without approval of the President or General Manager. If the value of the consideration to the employee is above 10,000 then E will apply D 5 Offering or accepting anything of value in exchange for a job, work assignment, , work location, or favorable condition of employment. D 6 Directly or indirectly requesting or receiving any gift, present, share, percentage or any form of benefits or favor, for themselves or for any other person, in connection with any business, contract, application or transaction between the company and any other party wherein the employee in their official capacity has to intervene. E 7 Directly or indirectly having financial or pecuniary interest in any business, contract or transaction in connection with which he/she intervenes or takes part in their official capacity without prior disclosure D 8 Unauthorized actions clearly in excess of one's authority such as but not limited to performance of job duties, acts of disbursing, releasing or authorizing disbursement of company funds without written authority by one's supervisor or similar acts that go beyond or outside their authority or responsibility, where the interest of the company is prejudiced. E Section Nature of Violation Category 1 Exploring the internet during working hours for non-business related purposes A 2 Accessing unauthorized sites (including but not limited to pornographic sites) C 3 On Line Gambling , soliciting for personal gain or profit during work hours. C 4 Willfully making or posting indecent or defamatory remarks and proposals where an individual may be identified as a member of Electa tarlac E 5 Uploading or downloading commercial software in violation of its copyright or downloading software or programs without clearance from the IT Department C 6 Computer hacking; Unauthorized use, or attempts to circumvent or bypass the security mechanisms of information system/network following changing the computer settings to access the internet E 7 Unauthorized use or disclosure of employee's login or password E 25 26.

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[Audio] 17: ARTICLE V OFFENSES AGAINST HEALTH, SAFETY, SECURITY & PUBLIC ORDER This item pertains to the companies requirement to provide a safe and secure environment in which all employees have the freedom to pursue daily activities without fear of violence, injury or death. Such environment is characterized by an adequate level of public order the protection of key Section Nature of Violation Category 9 Giving a company ID or identification material to any person not entitled to it, or assisting non-employees to enter the company premises and restricted areas without the company's permission C 10 Failure to wear Company ID and appropriate work wear B 11 Giving away or unauthorized disclosure of company trade secrets and/or trade practices, processes or any valuable information acquired by their office, or on account of their position, to unauthorized persons, or making available such information in advance of its authorized release date and where in the process, the interest of the company is prejudiced. E 12 Loitering , wasting time, leaving place of work during working hours without permission from their supervisor, department head or any designated person or leaving the company compound without permission at any time before the end of the employee's work shift or as previously agreed with the supervisor. B 13 Malingering or feigning illness to avoid doing assigned work or reporting for work. ( This includes absence due to sick leave but employee is neither at home or medical institution.) B 14 Sleeping in company time or while on duty C 15 Failure to follow written or oral instruction made by company supervisors, as well as company memorandum, policies and procedure of failure to perform assigned work. B 16 Persuading , inducing or influencing another employee to perform an act constituting a violation of this code or other existing company rules and regulations or policies E 17 Negligence and or Gross Negligence in the WOPA/SLA Submission B Section Category Nature of Violation 1 E Unauthorized possession and carrying of firearms, explosives or other deadly weapon while on company premises 2 D Making false, vicious or malicious statement concerning any employee or giving false testimony during company conducted or initiated investigations. 3 C Entering restricted areas without permission. 4 A Creating or contributing to unsafe and unsanitary conditions inside company premises. 5 B Violation or failure to follow a general safety rule and/or practice without damage or injury. . Refer to safety infringement Policy. 6 A Littering inside the company premises and immediate surrounding area. 7 B Operating and/or tampering with switches, controls, installations, machines or equipment without authorization. Refer to safety infringement Policy. 8 Failure to report immediately a personal injury occurring on company time or property, Refer to safety infringement Policy. B 9 Willful disregard of office directive relating to sanitary conditions, cleanliness and orderliness of the office, security of office supplies and equipment or performing any act contributing to unsanitary condition or practice on company premises or job sites. C 10 Reporting for work while having a serious contagious disease which may endanger the health of other employees, knowing about it, yet failing to report or willfully withholding information thereof to company authorities.. D 11 Unjustified refusal to submit to random alcohol and drug testing. Refer to fitness for Work Policy. D 12 Unjustified refusal to undergo Annual Physical Examination as scheduled by the company and failure to.

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[Audio] 18. ARTICLE VI: OFFENSES AGAINST DECENCY. GOOD CUSTOM, HONOR AND MORALITY There are practical reasons to be courteous and fair. Management desires to create a work environment that is dignified, pleasant and conductive to a serious professional level of work and quality. Such an environment calls for adoption and observance of certain standards of propriety, refinement and formality that, along with competence and moral integrity , mark a true professional. It is expected that all employees must show integrity and shall conduct themselves in a manner that expresses good taste and professionalism. The following do not conform to the forgoing: 19: ARTICLE VII –OFFENSES AGAINST ADMINISTRATION Everyone is responsible to support and conform to the Company's goal. This will require the practice of Order, Self– discipline, Industry and Loyalty, among other virtues. The following do not conform with the foregoing. 6 Any , and all acts constituting sexual harassment and/or any sexual advances committed against co-employees regardless of position, rank or gender. The following acts constitute sexual harassment:  Persistently telling smutty jokes to a co-employees who has indicated that they find them offensive.  Taunting a co-employee with constant talk of sex or sexual innuendoes.  Displaying offensive pictures or publications in the work place.  Asking co-employees intimate question on their sexual activities  Making offenses hand or body gestures at a co-employee.  Making obscene phone calls to a co-employee during and outside work hours, etc.  Pinching, unnecessarily brushing up against a co-employee's body.  Requesting for dates or favors in exchange of a job, favorable working conditions or assignment, etc.  Touching a co-employee in sensitive parts of their body, making threats of a sexual nature and actual sexual assault D 7 Attempting to commit or committing any sexual act while in company premises or at job sites or committing any act constituting immorality of such scandalous proportions as to offend the moral sensibilities of your peers. E 8 Taking part in any gambling, unauthorized lottery lottery, load sharking, or any other game of chance during company time or while on the company premises. C 9 Conviction of any crime punishable under the revised penalty code of the Philippines and other existing laws of the country. E Section Nature of Violation Category 1 Reporting for work while under the influence of liquor and/or intoxicating drinks. Refer to fitness for work Policy/Alcohol Possession & Testing C Reporting for work while under effects of therapeutic drugs without written prescription from any licensed medical practitioner D Reporting for work while under the influence of, or being in possession of prohibited drugs. E 2 Drinking or bringing alcohol or intoxicating drinks into the workplace E Making false, vicious or malicious statement concerning any employee. E 3 Making false, vicious or malicious statement concerning any employee. C 4 Any act constituting an offense against honor (libel, defamation, slander) committed while on company premises or in relation to work. C 5 Conduct of a grossly scandalous or indecent nature or using profane or indecent.

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[Audio] 20: ARTICLE VIII– OFFENSES AGAINST AUTHORITY (INSUBORDINATION) & RESPONSIBILITY An encompassing trait to elicit the correct behavior under this category is that or respect for authority coupled with our correct understanding of Unity , Subsidiary and Responsibility. 21: ARTICLE IX– OFFENSES AGAINST ZERO TOLERANCE OR MISREPRESENTATION 22: PROGRESSIVE CORRECTIVE ACTION The primary objective of progressive corrective action is to correct behavior—not to punish erring employees. We are geared towards positive change in behavior and performance. The ensures that the measures taken are in proportion to the nature and seriousness of the offense committed. Steps taken may include counseling, suspension from work or dismissal from employment. For serious performance problems or cases of misconduct, dismissal may be the only appropriate action to take. Section Nature of Violation Category 1 Tardiness. Failure to report for work after fifteen (15) minutes of the set start of work. A 2 Absence without official leave (AWOL) - Based on Existing Policy B Failure to return to work on the working day immediately following the expiration of leave of absence, unless such leave is extended with proper approval. Refer to AWOL Policy. B 3 Failure to report for overtime work after having been duly advised and scheduled to work according to overtime policy without justifiable reason, or doing overtime work in lesser time than what is sought to be charged. B 4 Posting of any derogatory articles, prints or drawings on any company property or premise be it against any fellow employee, or removal of any company matter or information from Bulletin Board at any time unless specifically authorized. C 5 Willfully holding back , slowing down, hindering, or limiting work output, road barricading that would prejudice business operations or otherwise "feather bedding", or giving instructions to fellow employees to hold back, slow down, hinder business operations or limit work output. E 6 Causing loss of company time or money or property because of unauthorized use, operation or possession of machines, tools, vehicles or equipment's or while performing work other than those assigned to the employee: Where the unauthorized use resulted in irreparable damage to the property or business operation.  With damage of less than Php 10,000-C  With damage of more than Php 10,000-D C D 7 Selling, soliciting, collecting contributions for any purposes whatsoever or conducting private business during office hours on company premises or job sites without proper authorizations from the company C 8 Allowing unauthorized rider's or passenger's in company vehicles C 9 Unauthorized defacing of any company property or willful defacing , tampering, smudging , printing, painting, or "dirtying" of walls or façade of any company property or any form of vandalism committed on company properties C Section Nature of Violation Category 1 Refusing to accept job assignments without justifiable reason D 2 Willful disobedience of the lawful orders of the company and any of its officers E 3 Any Act constituting disrespect and disregards of authority of company supervisors and officers D 4 Any Act which constitutes insubordination, resistance, threat, intimidation or assault against a person of authority in the company. B 5 Failure to disseminate and/or implement policies, work rules, {work.

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[Audio] 23: EMPLOYEE COMPLAINTS Any employee may initiate the filling of a com plaint against another employee. Complaints must cite one or more specific incidents as the basis for the complaint must also state the provisions of the handbook which the respondent is charged with violation. The investigation panel (HRAD, Department Head/Immediate Superior of the erring employee and the Employee's Counsel) shall investigate all grievances. Once the decision is finalized, the HR shall issue the Notice of Decision to the Respondent and complainant. 24: NON-RETALIATION POLICY All employees shall be allowed to freely discuss and raise questions to managers/officers or to the appropriate personnel about situations they feel are in violation of policies, procedures or Philippines Laws. All employees have a personal obligation to re port any activity that appears to violate applicable laws, regulations, rules, policies, procedures or the standards of conduct through the normal administrative process and procedures. Employees shall be protected from any form of reprisal as a result of raising concerns. However, employees who file reports or provide evidence which they know to be false or without a reasonable belief in the truth and accuracy of such information will not be protected by the above policy statement and may be subject to disciplinary action, including termination of the employment. 25: PROCEDURAL DUE PROCESS: In checking the validity of the report submitted , the 5 W's (Who, What, Where, When, Why) and 1 H (How) fact finding method is a proven effective guide. 1. All administrative cases must be reported formally to the employee's Immediate Superior. 2. The immediate superior of the reported employee will review, study and validate the report submitted within TWENTY-FOUR (24) hours and inform HR. 3. HR will initially evaluate the alleged case, set-up the hearing committee (for grave offenses only) and serves employee with Notice to Explain (NTE) 4. Employee replies to NTE served by HR within 5 Calendar Days upon receipt of the notice. 5. Hearing committee evaluates the reply, gathers data, start investigation. 6. HR serves notice of Administrative Hearing to the employee, witnesses, and all other concerned personnel if deemed necessary 7. Hearing committee conducts administrative hearing and investigation to all concerned persons. 8. Hearing committee evaluates the result of the Administrative Hearing writes detailed report on the matter and secure approval of the President. 9. HR prepares the Notice of Decision (Written Reprimand, Notice of Suspension or Notice of Termination) depending on the gravity of the offense committed. 10. HR serves to employee the Notice of Decision and conducts counseling. 11. HR serves to the employee the Notice of Decision-Termination and progress with exit requirement processing. This includes corresponding Quit Claim Handling & Regulatory Report Submission. 12. Case Closed. 33 34.

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[Audio] 26: FLOW TCHART OF THE DISCIPLANARY PROCESS. FORMAL DISCIPLINARY ACTION (INVESTIGATION) Step 1: Inform employee & witnesses and invite to meeting within 7 days from receipt of the Written Explanation Step 2: Hold Meeting Hearing committee evaluates the results of the Administrative Hearing writes detailed report on the matter and secure approval of the P-GM Step 3: Confirm outcome and right to appeal within twenty four hours from date of receipt. HR serves Notice of Written Reprimand/Suspension/ Termination. Step 4: Hold appeal meeting and confirm outcome HR Serves final Decision (CASE CLOSED) 27: RECORDS MANAGEMENT This procedure will be reviewed at least every 2 years and a signed original on file. Obsolete electronic versions will be retained within the HRAD electronic filing system for record purposes. 28. ADMINISTRATION AND AMENDMENT A. Management reserves its inherent right to amend, alter, modify, or ex change this code as exigencies of the time or circumstances may warrant. B. Management shall be responsible for the review of this Code with the view of Updating the same when necessary. C. All questions with regards to the enforcement and application of this Code shall be documented and shall be submitted to HRAD Department D. All employees, regardless of the status, are subject to the rules and regula tions of the company. Any violation of the rules, regulations and policies, stated herein, is subject to disciplinary action in accordance with the Company Code of Discipline. "DISCIPLINE BRIDGES THE GAP BETWEEN GOALS AND ACCOMPLISHMENTS" MISCONDUCT ISSUE IDENTIFIED The Immediate Supervisor of the reported employee will review, study and validate the report submitted within 24 hours. DETERMINE LEVEL OF MISCONDUCT Department Head to come up a decision on action required APPEARS TO BE MINOR MISCONDUCT APPEARS TO BE SERIOUS OR GRAVE MISCONDUCT EMPLOYEE MEET WITH DEPARTMENT HEAD informal discussion with verbal admonition (oral reprimand) that repetition of the same shall be dealt with accordingly (maximum of 2 recorded verbal warning only within HOD level) DEPARTMENT HEAD NOTIFY HR WITHIN 24 HOURS FORMAL INVESTIGATION HR initially evaluate the alleged case, set-up the hearing committee and serves Notice to Explain. CASE CLOSED Employee refuse to reply to the NTE received Employee replies to NTE served by HR upon receipt of the notice within five (5) calendar days. For grave offenses, with preventive suspension if necessary HR explain to the employee the consequences. Another notice may be served to be answered within 24 hours upon receipts. DISCUSSION ON ACTION Evaluates the reply, gathers data. 35 36.

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[Audio] RECEIPT AND ACKNOWLEDGMENT The undersigned employee hereby acknowledge, read and understand the Code of Discipline of the company. I understand that the policies and benefits described herein are subject to change and may be done so by the company at any time for reasons it deems fit. I further understand that my employment is governed by the following agreement: That I agree to diligently perform the duties and responsibilities pertaining to the job which I have been hired for and other such duties that the management may assign from time to time. That I shall faithfully comply with the company rules and regulations and meet the standards of performance prescribed by the company. That it is understood that in case of resignation, a thirty (30) days prior no tice of intention to resign should be given to the Management. That it is understood that if, at any time, I am found unqualified or unfit for employment after due process and careful evaluation of my work performance vis-a-vis the prescribed standards of performance, The Company may, in its exclusive discretion, terminate my employment. That mere possession, knowledge and understanding of this Code of Disci pline does not give rise to employer-employee relationship with The Company unless a written employment contract is executed. Confidential Information I am aware that during the course of my employment confidential information will be made available to me (i.e. salaries, benefits, product designs, marketing strategies, customer lists, pricing policies and other related information, etc.). I understand that this information is proprietary and critical to the success of The Company and must not be given out or used outside of the Company's premises or with non- employees. In the event of termination of employment, whether voluntary or involuntary, I hereby agree not to utilize or exploit this information with any other individual or company, or else risk litigation. __________________________________ Signature __________________________________ Employee Name __________________________________ Date Note: Please sign and return to HR..