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CODE OF EMPLOYEE DISCIPLINE (COED). 16e-BM/MAS/HDCV/FSOFT v1.2.

[Audio] Go thru table of contents. Coverage:.

[Audio] FPT believes that a professional, trustworthy, responsible and well-disciplined workforce contributes to a harmonious and productive work environment and to the success of the organization. FPT expects each employee to observe reasonable standards of conduct in the performance of his work, in his relationship with fellow employees and in his dealings with the public which are consistent with the corporate objectives, values as well as that of the local government policies and regulations. The FPT Code of Employee Discipline is meant to protect the interest of FPT and its employees from actions and decisions that can be deemed to be unlawful or unjust and unreasonable. This Code is established for the proper conduct of all and to make sure that a clear standard/basis for discipline and due process are in place. It is not meant to curtail employee rights or movements. It is FPT's policy to process workplace disciplinary matters in a manner which ensures fairness in the treatment of individuals at all levels in the Company and the protection of Company resources and assets. PURPOSE The purpose of this Code is to provide guidance to all employees of the expected personal conduct and to emphasize the importance of discipline in the entire organization. Disciplinary action measures are generally imposed to correct, reform or rehabilitate the employee and to maintain a general standard of discipline in the Company. These shall be progressively applied depending upon the nature and seriousness of the offense and the entire performance record of the employee. It is every employee's basic and fundamental obligation to follow this Policy during the entire course of their employment with FPT. This Code is intended to provide guidance on the established disciplinary actions whenever there are violations committed against the established guidelines and procedures..

[Audio] FPT believes that a professional, trustworthy, responsible and well-disciplined workforce contributes to a harmonious and productive work environment and to the success of the organization. FPT expects each employee to observe reasonable standards of conduct in the performance of his work, in his relationship with fellow employees and in his dealings with the public which are consistent with the corporate objectives, values as well as that of the local government policies and regulations. The FPT Code of Employee Discipline is meant to protect the interest of FPT and its employees from actions and decisions that can be deemed to be unlawful or unjust and unreasonable. This Code is established for the proper conduct of all and to make sure that a clear standard/basis for discipline and due process are in place. It is not meant to curtail employee rights or movements. It is FPT's policy to process workplace disciplinary matters in a manner which ensures fairness in the treatment of individuals at all levels in the Company and the protection of Company resources and assets. PURPOSE The purpose of this Code is to provide guidance to all employees of the expected personal conduct and to emphasize the importance of discipline in the entire organization. Disciplinary action measures are generally imposed to correct, reform or rehabilitate the employee and to maintain a general standard of discipline in the Company. These shall be progressively applied depending upon the nature and seriousness of the offense and the entire performance record of the employee. It is every employee's basic and fundamental obligation to follow this Policy during the entire course of their employment with FPT. This Code is intended to provide guidance on the established disciplinary actions whenever there are violations committed against the established guidelines and procedures..

[Audio] An FPT SOFTWARE PHILIPPINES CORP. employee should: Exercise corporate citizenship and FPT's interest by conducting business affairs in fairness, honesty and in compliance with the law. Protect with zeal and caution confidential knowledge or data on products, business strategies, processes, systems or other important information during or even after employment with FPT. Uphold FPT's interest and not grant undue personal favors, especially in the matters of awarding contracts or in hiring and similar activities. Engage only in such private activities or businesses that are consistent with his responsibilities as an employee, and are not detrimental to the interest of FPT. Exercise utmost discretion in accepting personal favors from individual or entities seeking or doing business with FPT and refuse any gift that might be considered as bribery of any form. Utilize Company property, funds, equipment and time solely for the purpose required by FPT. Exercise utmost caution in ensuring safety of employees and Company property. Seek clearance from Management prior to engaging in outside work or assuming simultaneous positions in other companies. Accept the responsibility to ensure that the Code of Ethics is being enforced and complied at all times..

CODE OF EMPLOYEE DISCIPLINE- CONTRACT. 113,151 Confidential Stock Photos and Images - 123RF.

CODE OF EMPLOYEE DISCIPLINE. USE OF COMPANY RESOURCES All employees are expected to use any company resources (e.g. Telephones, Laptops, Business machines, Equipment/Devices, Time, etc ) strictly for business purposes only. Vending, selling during official work hours or collecting for any purpose are not allowed..

CODE OF EMPLOYEE DISCIPLINE. ANTI-SEXUAL HARASSMENT Sexual Harassment can be in a form of the following: Physical Harassment, Hostile Environment. The CODI (Committee on Decorum Investigation) will handle cases related to violation of the Anti-Sexual Harassment Policy.

[Audio] An FPT SOFTWARE PHILIPPINES CORP. employee should: Exercise corporate citizenship and FPT's interest by conducting business affairs in fairness, honesty and in compliance with the law. Protect with zeal and caution confidential knowledge or data on products, business strategies, processes, systems or other important information during or even after employment with FPT. Uphold FPT's interest and not grant undue personal favors, especially in the matters of awarding contracts or in hiring and similar activities. Engage only in such private activities or businesses that are consistent with his responsibilities as an employee, and are not detrimental to the interest of FPT. Exercise utmost discretion in accepting personal favors from individual or entities seeking or doing business with FPT and refuse any gift that might be considered as bribery of any form. Utilize Company property, funds, equipment and time solely for the purpose required by FPT. Exercise utmost caution in ensuring safety of employees and Company property. Seek clearance from Management prior to engaging in outside work or assuming simultaneous positions in other companies. Accept the responsibility to ensure that the Code of Ethics is being enforced and complied at all times..

[Audio] An FPT SOFTWARE PHILIPPINES CORP. employee should: Exercise corporate citizenship and FPT's interest by conducting business affairs in fairness, honesty and in compliance with the law. Protect with zeal and caution confidential knowledge or data on products, business strategies, processes, systems or other important information during or even after employment with FPT. Uphold FPT's interest and not grant undue personal favors, especially in the matters of awarding contracts or in hiring and similar activities. Engage only in such private activities or businesses that are consistent with his responsibilities as an employee, and are not detrimental to the interest of FPT. Exercise utmost discretion in accepting personal favors from individual or entities seeking or doing business with FPT and refuse any gift that might be considered as bribery of any form. Utilize Company property, funds, equipment and time solely for the purpose required by FPT. Exercise utmost caution in ensuring safety of employees and Company property. Seek clearance from Management prior to engaging in outside work or assuming simultaneous positions in other companies. Accept the responsibility to ensure that the Code of Ethics is being enforced and complied at all times..

[Audio] Proper dress code should be observed inside the company premises during regular work hours. Employees engaged in wellness and sports programs are encouraged to change back to proper attire when going back to work. Wearing of Shorts and Slippers are not allowed within work premises. Employees, OJTs & FPT-assigned contractors are required to dress appropriately when reporting for work..

[Audio] Orange Mondays – every 1st and 3rd Monday of the month (encouraged) Client Visits – need to wear Orange shirts Dress down Fridays – can wear shorts but still no slippers If client visit falls on a Friday, client visit policy applies.

[Audio] 8.0 BASIC DISCIPLINARY MANAGEMENT The key to effective disciplinary management is to carefully and objectively scrutinize each case/incident report as well as ensure that you have all the facts and evidence relevant to the case. Should you have sufficient information, these then must be evaluated based on existing company policies and the FPT Code of Employee Discipline. Under our labor laws, due process must be observed in all disciplinary and /or termination cases. 8.1 DISCIPLINARY MANAGEMENT PROCESS This pertains to a process for dealing with job-related behavior that does not meet expected and communicated performance standards. The purpose herewith is to assist the employee to understand that a performance problem or opportunity for improvement exists..

[Audio] Due process, in relation to employment termination proceedings, is composed of two aspects. One, there must be a just or authorized cause for the dismissal or any administrative disciplinary acton (substantive due process). Two, the requirements of procedural due process must be complied with. The separate procedural due process requirements for just causes and authorized causes for employment termination are discussed below. Just causes: * 1. Serious misconduct * 2. Willful disobedience or insubordination * 3. Gross and habitual neglect of duties * 4. Fraud or willful breach of trust * 5. Loss of trust and confidence * 6. Commission of a crime or offense * 7. Analogous causes Authorized causes: * 1. Installation of labor-saving devices * 2. Redundancy * 3. Retrenchment or downsizing * 4. Closure or Cessation of Operation * 5. Disease DUE PROCESS IN AUTHORIZED CAUSES The requirements of procedural due process depend on the ground relied upon for the dismissal. For authorized causes, due process requires the service of a written notice to both the employee and the appropriate Regional Office of the Department of Labor and Employment (DOLE) at least thirty (30) days before the effectivity of the termination, specifying the ground or grounds for termination. For just causes of termination, procedural due process requires two written notices and an ample opportunity to be heard. DUE PROCESS IN JUST CAUSES There are two written notices that must be complied with in order for a dismissal, based on just cause, to be valid. Note that "valid dismissal" is used in a general context, as the failure to comply with the requirements of procedural due process does not make the dismissal "illegal," but entitles the employee to the payment of damages (discussed in a separate post). It is also important to emphasize that the twin notices must be WRITTEN. A verbal notice is equivalent to no notice. (a) FIRST WRITTEN NOTICE. The first written notice should contain: 1. The specific causes or grounds for termination as provided for under Article 297 of the Labor Code, as amended, and company policies, if any; 2. Detailed narration of the facts and circumstances that will serve as basis for the charge against the employee. A general description of the charge will not suffice; and 3. A directive that the employee is given opportunity to submit a written explanation within a reasonable period. "Reasonable period" should be construed as a period of at least five (5) calendar days from receipt of the notice to give the employee an opportunity to study the accusation, consult or be represented by a lawyer or union officer, gather data and evidence, and decide on the defenses against the complaint..

[Audio] 8.5 PROGRESSIVE DISCIPLINE It is FPT's obligation to ensure that in disciplinary action cases, all employees are afforded fair and ample opportunity to be heard based on the established principles and proceedings of the Code. FPT SOFTWARE PHILIPPINES CORP Disciplinary Management enforces the Progressive Discipline where disciplinary action is imposed in progressively increasing weight, after he has been given the opportunity to be heard or after due process. Progressive Discipline is a system of discipline where the penalties increase upon repeat occurrences. The stage chosen for a particular infraction will depend on a variety of factors that include the severity of the infraction, the previous work history of the employee and how the choice will affect others in the organization. Progressive disciplinary action may be applied in the following forms: Written Warning – serves as a written notice to the employee that the repetition of the same offense shall result in a heavier penalty such as suspension or dismissal. Supporting documents or report of the violation must be attached to the disciplinary action form. Suspension – compulsory and temporary absence from work on a no-pay status as a result of a repeated violation of this Code. This may also be applied to a more serious infraction that requires drastic action to prevent further damage to company property and/or to the employees. Implementing suspension as a disciplinary action should be done only after thorough evaluation of the full merits of the case. This has to be imposed within one month from the date the notice of disciplinary action is issued to the employee. Suspension of more than one day can be made in a staggered basis. Dismissal - the most serious form of employee discipline, which only becomes necessary when all attempts to correct the misdemeanor have failed, except in cases where the penalty of dismissal is specifically prescribed, as per this Code. This must be resorted to only after thorough and factual investigation has been done in consultation with HR Senior Manager and Business Area Managers. Depending on the history, circumstances and gravity of the offense/situation, progressive disciplinary action may be applied in the above applicable disciplinary actions. The progressive discipline process, as stated above, does not apply to grave offenses where the penalty of dismissal is proper under this Code or any material and relevant laws, decrees, company policy, rule and regulations, directive, orders and the like..

[Audio] 8.3 PRESCRIPTIVE PERIOD Except as otherwise qualified or provided for herein in any other policy or regulation, disciplinary actions shall have a prescriptive period or shall be written off after the lapse of: Six (6) months – for penalties ranging from corrective counseling to written warning One (1) year - for suspension Notwithstanding the foregoing provisions, however, all past offenses of the associate concerned shall be taken into consideration and shall not be deemed as written off for the purpose of determining his or her guilt for gross and habitual neglect of duty, inefficiency or incompetence. In such cases, his or her offenses and infractions may be used as basis to determine if he or she should be dismissed..

AGGRAVATING VS MITIGATING FACTORS. AGGRAVATING FACTORS Circumstances relating to the commission of a crime or violation that makes it more grave than the average instance of that crime. MITIGATING FACTORS Circumstances relating to the commission of a crime or violation that may be considered to reduce the blameworthiness of the defendant. Remorse Infraction was an isolated incident Provocation Calls for a tougher or more serious penalty. Conduct was premeditated or intentional Employee’s position / level Employee record such as length of service, Performance, feedback from peers. history of offenses Calls for a lesser sentence or less serious penalty. Examples: Admission Examples:.

PISCIPLINARY ACTION PROCESS Observation/ Informa tion OPEN Gather facts & M emo Review submitted Written explanation Of the respondent Notice Of Discipl i nary Action (document should indicate the decision) YES NO NO YES Issue Notice Of Admin Hearing IMPORTANT: In managing disciplinary cases, always work closely with your HR every step Of the way. Admin Hearing proceedi ngs Review merits Of the HR/i nvest igating (if applicable) Vio YES NO Of Non—violation/ CLOSE.

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[Audio] TIME & ATTENDANCE WORK HOURS refers to the period when work starts and ends. ON-THE-DOT means exactly at the right time (no flex) SEMI-FLEXIBLE TIME refers to the time allowance an employee may start and end his work hours in a given day which is determined to be at most, plus two hour(s) before and after the regular shift schedule TARDINESS refers to the failure to report on the correct or usual or expected start of work hours. Employees who report to work after the latest start time of their applicable work schedules / shifts are considered tardy with corresponding deductions in pay/sanction as applicable. INCIDENT refers to an occurrence, an event.

[Audio] TIME & ATTENDANCE ABSENCE WITHOUT OFFICIAL LEAVE (AWOL) Incidence is reckoned on per day basis within a calendar year ABANDONEMENT OF WORK Failure to report for work for five (5) days without prior approval from the immediate superior will result to dismissal..

[Audio] RESPONSIBILITY 5.1 HUMAN RESOURCE TEAM It is the primary responsibility of the Human Resource ("HR") and the Management personnel to ensure that this Code is properly promulgated, disseminated and clearly understood by all FPT employees and consistently implemented throughout the entire organization. It is also HR's responsibility to: Initiate review and update with managers the content of this Code and make the necessary amendments or additions, as often as needed. Provide guidance to managers and employees in the proper interpretation and understanding of this policy and refer to legal counsel any need for clarification and guidance. 5.2 LINE MANAGEMENT Although it is both the management's as well as the employees' responsibility to contribute to a positive work environment by ensuring consistent compliance to the company policies, as a manager, it is management's primary responsibility to: Act as role-models for these standards, visibly demonstrating support and regularly encouraging employee compliance. Ensure that all their employees receive guidance, training and communication on the Code and to all existing applicable policies of FPT relevant to their immediate duties and responsibilities. Remain alert to call out and conduct disciplinary action to behaviours which are inappropriate in the workplace including but not limited to harassment, violence, threats of violence, offensive language or other behaviour not in accordance with the company policy. Report such violations to the respective HR and/or appropriate personnel (encourage employee to report any violations of the code). Management personnel have the duty and responsibility to exercise their management skills in a fair, equitable and consistent manner in line with the company's goals and objectives. In their authority to discipline, Management personnel must consider carefully any disciplinary action that are accorded to erring employees to ensure fair and consistent implementation of the Policy. Immediate Line/Department Managers shall collaborate with HR for cases as a result of violations or potential violations against this Code for advice, guidance and assistance in planning of remedial action. Area Managers (or Up-line Managers) shall make the final decision for cases that will lead to termination. Work with HR to investigate further and address any inappropriate conduct or behaviour which are not in accordance to the Company Code of Conduct. 5.3 HR OFFICER/BUSINESS PARTNER HR should serve as a resource to all employees in ensuring the general practice and implementation of the Code. In instances of violation, HR shall be an internal resource to both the Management and the employee in ensuring impartiality in upholding the process. HR must be available for advice and guidance and to assist the Managers through the investigation, planning and remedial action, if necessary. It is the primary responsibility of HR to ensure that the requisite due process requirements and appropriate procedures (including but not limited to the proper documentation of the administrative case and proceedings) are complied with before any disciplinary action or dismissal is meted out. The HR Business Partner serves as an advisor/partner to line managers. The latter in turn are encouraged to work closely with their HR Business Partners at the onset of the disciplinary process 5.4 FPT EMPLOYEE Is expected to study, understand and follow FPT's Code of Discipline Should seek clarification for unclear provisions and processes Should be aware that he is given the right to exercise his rights for due process Should commit and cooperate to resolve any issue related to this Code… Must act professionally in dealing with the issue related to this Code of Employee Discipline Is responsible to report.

[Audio] CODE OF EMPLOYEE DISCIPLINE DOCUMENTS OTHER POLICIES & GUIDELINES Information Security Policies (ISMS) Training Agreements (MOA) Other Rules & Regulations prescribed by FPT. PEZA guidelines Finance-related policies established work-specific processes, etc..

TABLE OF OFFENSES. Attendance Tardiness Abandonment of Work Inefficiency/ Incompetence Abuse of Company Time Insubordination Negligence Violations against Co-employee & Others Disruption of work Abuse of Authority Morality Disruption of work Abuse of Authority Morality.

Q & A.

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