Digital Self-Assessment Checklist

Digital Self-Assessment Checklist (2023)

Step 1 of 12

I. Company Profile

Please tell us more about you and your organization.

General Description

Name of Company:(Required)

Year Established:(Required)

Ownership

Address

City State / Province / Region ZIP / Postal Code Country

Industry Classification:(Required)

Other industry classification/s:(Required)

Products or Services Provided:(Required)

Workforce Profile

Number of Employees:(Required)

Less than 10 employees (Micro)

10-99 employees (Small)

100-199 employees (Medium)

200 and more employees (Large)

Breakdown of Workforce by Position

Executives

Male

Female

TOTAL

Senior/Department Managers

Male

Female

TOTAL

Supervisors

Male

Female

TOTAL

Specialists

Male

Female

TOTAL

Rank and File/ Associates/ Assistants

Male

Female

TOTAL

Breakdown of Workforce by Age

Below 18 years old

Male

Female

TOTAL

18-25 yrs. Old

Male

Female

TOTAL

26-35 yrs. Old

Male

Female

TOTAL

36-45 yrs. Old

Male

Female

TOTAL

46-55 yrs. Old

Male

Female

TOTAL

56 yrs. And older

Male

Female

TOTAL

Breakdown by Status

Regular

Male

Female

TOTAL

Probationary

Male

Female

TOTAL

Contractual/ Fixed-Term Contracts

Male

Female

TOTAL

Apprentices/ Learners/ OJTs

Male

Female

TOTAL

Third-Party Providers (under job contracting)

Male

Female

TOTAL

Others:

Specify

Male

Female

TOTAL

Breakdown by Nationality

Filipinos

Male

Female

TOTAL

Non-Filipinos

Male

Female

TOTAL

Number of Employed Persons with Disabilities

Do you hire PWDs?

Yes

Less than 10

Male

Female

TOTAL

10-20

Male

Female

TOTAL

More than 20

Male

Female

TOTAL

Market Orientation

Market

Direct (Direct and Indirect)

Domestic

If export, destination countries (multiple answers):

ASEAN

China

Japan

Rest of Asia

Australia

Europe

Africa

Other countries

Specify the country in Europe

Other countries, specify

Submitted by:

Position in the Company:(Required)

II. Compliance to Core Labor Standards

A. Child Labor

Child labor refers to work that is harmful to the health, education, welfare and development of children. The general criteria that determine the exploitation of children are the age of the child and the nature of work. A guiding principle is that work should not interfere with education and the full mental and physical development of the child. Under ILO standards, the minimum age of entry to employment should be no younger than 15 years of age. (References: Convention No. 132, minimum age; Convention 182, Worst Forms of Child Labor, Labor Code of the Philippines (LCP); RA 9231, DO 149 s.2017; TESDA Circular No. 16, s. 2004).

Age Verification System

The Company requires applicants to provide copies of their birth certificates or other official documents to verify their age before being hired.(Required)

Yes

N/A

Communication on Anti-Child Labor Policy

The Company ensures that Policy on anti-child labor is communicated to all departments, suppliers and third- party providers.(Required)

Yes

N/A

Minimum Age for Employment

The Company only hires workers at least 18 years of age.(Required)

Yes

N/A

Employment Contract for Young Employees

The Company provides employment contracts to young employees.(Required)

Yes

N/A

If the Company hires children below 15 years of age:

Work Permit

The Company secures a work permit from DOLE for the young worker.(Required)

Yes

N/A

Night Work Prohibition

The company prohibits night work for child employees.(Required)

Yes

N/A

Work Hours

Young employees are allowed to work maximum of 4 hours per day or 20 hours/week.(Required)

Yes

N/A

Supervision of Adults

The company ensures that young employees work under the direct supervision of family members/ parents /adults.(Required)

Yes

N/A

Nature of Work

The company ensures that the nature of work of young employees is not harmful to their health, safety, welfare and development.(Required)

Yes

N/A

Worst Forms of Child Labor

The company is aware of and not involved in any of the worst forms of child labor.(Required)

Yes

N/A

Monitoring of Child Labor in the Supply Chain

The Company requires and regularly monitors all its contractors and suppliers to comply with the minimum age for employment which is no less than 15 years of age.(Required)

Yes

N/A

Where there are employees hired below 15 years of age, the Company regularly monitors said contractors and suppliers to be compliant with the permissible forms of child labor as provided by law.(Required)

Yes

N/A

Apprenticeship/Learnership OJT Programs

The company ensures that apprentices/ learners/OJTs are no less than 15 years of age.(Required)

Yes

N/A

Apprentices/ learners/OJTs observe all the provisions for young workers as stated above.(Required)

Yes

N/A

Remediation System

The Company has a remediation system in place to review and address non-compliant practices on child labor.(Required)

Yes

N/A

B. Forced Labor

Forced labor can be defined as all forms of work or services which is performed involuntarily under threat of penalty. Company-involved forced labor usually takes the forms of forced overtime, debt bondage and human trafficking. Compelled, involuntarily overtime occurs when the company locks the employee inside the workplace or threatens the employee with penalty such as deduction in wages, physical violence or termination when the employee refuses to perform overtime work. (References: Convention 29; Convention 105 on Abolition of Forced Labor, RA 10634, RA 9208, Labor Code of the Philippines).

Freedom to leave work

The company allows all employees to leave company premises at the end of their shifts.(Required)

Yes

N/A

The company allows all employees to resign from the company after 30-day notice or as mutually agreed by the parties.(Required)

Yes

N/A

Force Overtime

The company ensures that overtime work is voluntary and paid in full without threat of pay deductions, withholding of wages, termination or other sanctions.(Required)

Yes

N/A

Assurance that Third-Party or Recruitment Agencies Do Not Use Forced Labor

The company verifies that its recruitment agencies or third parties do not use forced labor.(Required)

Yes

N/A

The company verifies that recruitment agencies or third parties do not charge hiring fees that require employees to be indebted and have to work for the agency or third party to pay off the debt.(Required)

Yes

N/A

Remediation System

The Company has a remediation system in place to review and address non-compliance with anti-forced labor policy.(Required)

Yes

N/A

C. Discrimination, Harassment and Violence against Women and Children

Convention 111 defines discrimination as any distinction, exclusion or preference on the basis of a distinguishing personal characteristic such as gender, age, nationality, ethnicity, colour, religion, political opinion, organizational membership, mental and physical disability, health status (e.g., HIV/AIDs), sexual orientation, birth, civil status etc., which negatively impacts the employee’s employment opportunities or otherwise result in unequal treatment in the workplace. Discrimination can be direct or indirect. Direct discrimination occurs whenever company practices specifically targets a specific group of people because of a distinguishing personal characteristic. Indirect discrimination occurs when the practical application of a company policy negatively impacts a specific group of people even when said policy appears to be neutral. Harassment at the workplace, particularly sexual harassment, is leading example of discrimination. (References: Convention 100, Equality of Remuneration, Convention 111, RA 7877, RA 10911, RA 6725, RA 9710, RA 7277, RA 10524, Labor Code of the Philippines)

Compliance to Anti-Discrimination Laws

The Company has an Anti-Sexual Harassment Policy that is communicated to all employees.(Required)

Yes

N/A

The Company has a policy against discrimination on HIV/AIDs affected employees that is communicated to all employees.(Required)

Yes

N/A

The company has existing awareness raising programs on Violence Against Women and Children. (VAWC)(Required)

Yes

N/A

Policy on Anti-Discrimination

The Company has a policy on Equal Employment Opportunity that is communicated to all employees, i.e., hiring, placement, training, promotion, remuneration, discipline, retirement and termination decisions are based only on objective factors and not connected to age, marital status, gender, sexual orientation, race, color, religion, ethnicity, political affiliation, physical disability of the employee.(Required)

Yes

N/A

Non-discriminatory Pay and Benefits

The company has measures in place to ensure that health care benefits, sick leave, vacation leave and all other benefits are provided in a non-discriminatory manner.(Required)

Yes

N/A

Wages or pay is based on objective factors and is implemented in a non-discriminatory manner.(Required)

Yes

N/A

Non-discriminatory Hiring and Promotion Practices

Job descriptions are clearly defined, used and regularly updated by hiring managers, to ensure that the employees hired or promoted only on the basis of having the required skills, qualification and competence for the job.(Required)

Yes

N/A

System to address harassment or discrimination

The Company has a committee, composed of representatives of management and employees to receive, process and address issues of sexual harassment as provided by law.(Required)

Yes

N/A

Non-discriminatory Hiring and Employment Practice

The company ensures that employment advertisements do not reference discriminatory criteria, such as gender, religion, ethnicity, physical disability, body marks, physical appearance or age (unless listed as part of a legal equal opportunities promotion).(Required)

Yes

N/A

The company ensures that recruitment practices do not discriminate against pregnant women.(Required)

Yes

N/A

All hiring managers receive training regarding the company's non-discrimination policies.(Required)

Yes

N/A

The company takes reasonable steps to enable qualified persons with disabilities or health conditions to gain employment opportunities with the company, for example by providing wheel chair access, flexible working hours, longer breaks etc.(Required)

Yes

N/A

The company provides training programs, without discrimination, to help employees achieve qualifications necessary to advance their career in the company.(Required)

Yes

N/A

Company training programs are gender neutral, culturally appropriate and respectful of diversity.(Required)

Yes

N/A

Company benefits and vacation policies allow for the observance of different cultural/ religious practices.(Required)

Yes

N/A

Remediation System

The Company has a system in place to review and address non-compliance with anti-discrimination policies.(Required)

Yes

N/A

D. Freedom of Association and Collective Bargaining

Freedom of association refers to the rights of employees to exercise their freedom to associate for the purpose of protecting their interests usually through collective bargaining. The company must respect the role of employees’ associations and allow them to function without interference. The company must also respect the right of employees to bargain collectively on the terms and conditions of employment and on the rights and responsibilities of the trade union and employer. (References: Convention 87, concerning freedom of association and protection of the right to organize; Convention 98, concerning the right to organize and collective bargaining; Book V, Labor Code of the Philippines).

Freedom of choice

The company recognizes the right of employees to join workers’ organization of their choice.(Required)

Yes

N/A

Right to Organize Union for Collective Bargaining Purposes.

The company has an existing union organized for collective bargaining purposes.(Required)

Yes

N/A

Freedom from Discrimination and Harassment Due to Participation or Membership in Union or Social Organizations of their Choice

The company takes adverse actions, threatens or harasses employees due to their membership in union and/or participating in lawful union activities or reporting suspected legal violations.(Required)

Yes

N/A

The company does not interfere in the membership or participation of employees in union activities.(Required)

Yes

N/A

Independence of Trade Unions or Social Organizations of Employees

The company allows independence for trade union/ employees’ organizations’ activities.(Required)

Yes

N/A

Right to Collective Bargaining

The company engages in collective bargaining and holds regular consultation with employees' representatives to clarify interpretation and application of collective agreements on working conditions, remuneration, dispute resolution, internal relations and others matter of mutual concern.(Required)

Yes

N/A

Resolution of Grievances or Disputes

The company has a committee, with participation of employee-elected representatives, which is responsible for hearing, processing, and settling issues arising from interpretation of collective bargaining agreements, disciplinary cases, employee grievances and other matters of mutual concern in a fair and systematic manner.(Required)

Yes

N/A

Employees’ Access to Collective Bargaining Agreements

The company allows employee representatives reasonable access to collective bargaining agreements, company premises, employees and other relevant documentation needed to fulfil their duties.(Required)

Yes

N/A

The company makes copies of the current collective bargaining agreements available to employees' representatives so that the terms to be negotiated are easily accessible.(Required)

Yes

N/A

Collective Bargaining in Good Faith

The company allows employee representatives reasonable access to the company documentation needed to fulfill their duties, negotiate with the company and obtain a true and fair view of the performance of the company.(Required)

Yes

N/A

The company does not employ coercive and non-coercive tactics to improperly interfere with the ability of employees’ representatives to negotiate in behalf of its members during the bargaining process.(Required)

Yes

N/A

Employees Access to Trade Unions

The company allows employee representatives reasonable access to the employees and company facilities necessary to carry out their responsibilities.(Required)

Yes

N/A

Right to Meet Without Presence of Management Representatives

Employees and their employees’ representatives can meet without the presence of managers or company’s representatives.(Required)

Yes

N/A

Protection of Employees from Union Harassment

The company takes efforts to protect employees from union-related harassment by other employees.(Required)

Yes

N/A

Right to be informed of organizational changes that can affect the union

The Company provides reasonable notice of impending organizational changes in operations that will affect employment such as mergers, lay-offs(Required)

Yes

N/A

Problem-Solving Mechanism (For Non-unionized Firms)

Management meets regularly with employees and/or their representatives to discuss and address work-related problems, grievances and other matters of mutual concern that employees may wish to raise.(Required)

Yes

N/A

Remediation System

The Company has a remediation system (e.g., grievance machinery) to review and address non-compliance with policy on freedom to organize and bargain collectively.(Required)

Yes

N/A

E. Minimum Wages

Minimum wage is defined as the minimum amount of remuneration that an employer is required to pay wage earners for the work performed during a given period which cannot be reduced by collective bargaining or an individual contract. The purpose of setting minimum wage is to protect employees against unduly low pay. This mechanism helps ensure a just and equitable share of the fruits of progress for all. In the case of men and women, this mechanism reduces inequality by promoting the right to equal remuneration for work of equal value. In the Philippines, minimum wages are set by regions through the Regional Tripartite Wage and Productivity Boards.

Minimum Wage = Basic Wage + COLA, if applicable + Facility evaluation Order, if applicable

The Company pays at least the minimum wage rates to its employees for normal working hours.*

*Under RA 9178 or the Barangay Micro Business Enterprises (BMBE) Act of 2012, BMBEs with total assets (excluding land) of P3M are exempted from minimum wage provided that they are registered and certified by the DTI thru its Negosyo Center in the area where they are located.

a. Regular employees(Required)

Yes

N/A

b. Probationary employees(Required)

Yes

N/A

c. Casual/ Temporary employees(Required)

Yes

N/A

d. Pakyaw or Piece Rated employees(Required)

Yes

N/A

Payment Method

The company ensures that employees are paid on time and as agreed in their employment contracts.(Required)

Yes

N/A

The company pays its employees twice a month, at an interval not exceeding 16 days.(Required)

Yes

N/A

Service Charge*

*Applicable to establishments such as hotels, restaurants, etc. that collect service charge

The company distributes 100% of all service charges collected among the covered employees.(Required)

Yes

N/A

Payment for Apprentices/ Learners

The company pays at least 75% of the applicable minimum wage rates to apprentices/ learners.(Required)

Yes

N/A

13th Month Pay

The company pays 13th month pay not later than December 24 of every year.(Required)

Yes

N/A

Non-Interference in Disposal of Wages (Art. 113-115, LCP; LA #11, 2014)

The company pays wages at regular times and does not take deductions from wages for disciplinary action, or other deductions that are not authorized by law without the freely given consent of the employee.(Required)

Yes

N/A

Documentation of Compensation Records

The company maintains updated records of compensation and other benefits.(Required)

Yes

N/A

Access to Information

The company provides pay slips to inform employees of the detailed computation of their wages and deductions.(Required)

Yes

N/A

Remediation System

The Company has a remediation system in place to review and address non-compliance in wage policies and procedures.(Required)

Yes

N/A

F. Working Schedule

The working day is the number of hours that the employee works per day or per week, under the guidance of the employer, in exchange for wages. Limiting the number of hours worked is a fundamental right of employees. The law defines the maximum limit of working hours as the right of the employee to guaranteed breaks. Under Philippine law, the normal working hours shall not exceed 8 hours a day (Book Three, Conditions of Employment, Book Four, Labor Code of the Philippines, RA 10028, RA 11210, RA 8187, RA 8972, RA 9262, RA 9710).

Normal Working Hours

Normal company working hours is limited to at most 8 hours a day.(Required)

Yes

N/A

The company ensures that daily working hours reflect hours actually worked.(Required)

Yes

N/A

Weekly Rest Period

The company provides weekly rest period of at least 24 hours after 6 consecutive days of work.(Required)

Yes

N/A

Meal Periods

The company provides no less than one-hour non-compensable break for regular meal. Rest periods of shorter duration, between 5 to 20 minutes, during working hours shall be counted as hours worked.(Required)

Yes

N/A

Breastfeeding Break (RA 10028)

The company provides nursing employees break intervals in addition to the regular time-off for meals to breastfeed or express milk and shall not be less than a total of forty (40) minutes for every eight (8)-hour working period.(Required)

Yes

N/A

Overtime Pay

The company pays overtime pay for work performed beyond eight (8) hours a day equivalent to at least twenty-five percent (25%) of regular basic pay on top of regular hourly rate.(Required)

Yes

N/A

Night Differential Pay

The company pays night shift differential of not less than 10% of his basic wage for each hour of work performed between 10 in the evening to 6 in the morning of the following day.*(Required)

*Exempted are those enterprises employing 5 or fewer workers.

Yes

N/A

Limitations on Night Work

The company recognizes the rights of employees assigned to night work as follows:

Request for health assessment, without cost to them, before or during an assignment, or when experiencing health problems during an assignment that are not work-related;(Required)

Yes

N/A

Mandatory facilities for night workers(Required)

Yes

N/A

Be transferred to similar job, whenever applicable, if unfit to work at night(Required)

Yes

N/A

Alternatives to night work for pregnant women(Required)

Yes

N/A

Holiday Pay

The company pays for regular holidays even if unworked.(Required)

Yes

N/A

Premium Pay on Rest Days and Special Days

The company provides premium pay for work rendered on rest days and special days.(Required)

Yes

N/A

Premium Pay on Holidays

The company provides premium pay for work rendered on regular holidays.(Required)

Yes

N/A

Service Incentive Leave (SIL): Art. 95, PLC

The company provides 5 days paid service incentive leave for employees who have rendered at least one year of service or other form of equivalent leave benefits.*(Required)

*Not applicable to micro service/retail establishments

Yes

N/A

Maternity Leave: RA 11210

The company provides maternity leave benefit for one hundred five (105) days with full pay.(Required)

Yes

N/A

The company provides maternity leave benefit for 60 days in case of miscarriage or emergency termination of pregnancy.(Required)

Yes

N/A

The Company provides additional 60 days of leave without pay subject to certain conditions.(Required)

Yes

N/A

Paternity Leave: (RA 8187)

The company provides paternity leave of seven (7) calendar days, with full pay including allowance, for all married male employees regardless of employment status.(Required)

Yes

N/A

Parental Leave for Solo Parent: (RA 8972)

The company provides Parental leave for solo parents of seven (7) days with full pay.(Required)

Yes

N/A

Leave with pay for Victims of Violence Against Women and their Children (VAWC):(RA 9262)

The company grants 10 days leave with pay to women employees who are victims of physical, sexual, psychological harm or suffering, or economic abuse.(Required)

Yes

N/A

Special Leave for Women: (RA 9710)

The company provides a maximum 2 months with full pay for women following surgery caused by gynecological disorders.(Required)

Yes

N/A

Monitoring of Suppliers and Vendors

The company requires and monitors compliance of all vendors and suppliers to working schedule and benefits guidelines.(Required)

Yes

N/A

Remediation System

The Company has a remediation system in place to review and address non-compliance with working schedule and benefits policies.(Required)

Yes

N/A

G. Working Conditions

The improvement of working conditions is one of the main goals of any government. Working conditions cover the management of selecting, contracting, training, employing, retaining and concluding the relationship with the workers of a firm, overseeing the conditions and terms of employment. Every firm is responsible for complying with the laws on contracting and working conditions and those firms that have collective agreements should respect the terms established therein. In the Philippines, Books III to VI of the Labor Code stipulates the guidelines on working conditions from selection to conclusion of employment arrangements.

Human Resource Policy

The company has written policies and procedures which regulate all issues regarding recruitment, contracting, regularization, among others.(Required)

Yes

N/A

Dedicated Trained HR Staff

The company has qualified staff to lead Human Resource processes and set working conditions.(Required)

Yes

N/A

Compliance of Employment Contract to Labor Law

The company’s individual employment contract specifies the conditions to perform the work in accordance with the Labor Code requirements.(Required)

Yes

N/A

Communication to Employees

The company provides a copy of the employment contract to each employee and explains the general terms and conditions of employment are specified.(Required)

Yes

N/A

Employment of Foreign Workers

The company complies with labor law requirements for employing foreign workers.(Required)

Yes

N/A

Hiring of Contractual/ Fixed term contract workers

The company has written policy and procedure to contract casual, temporary and fixed term contract workers that complies with labor law requirements.(Required)

Yes

N/A

Employment Agreement

The company provides a copy of the employment agreement to each temporary worker which sets the terms and conditions of employment.(Required)

Yes

N/A

Monitoring of Third-party Providers

The company requires third party providers to ensure that terms and conditions of work of their employees are compliant with labor regulations.(Required)

Yes

N/A

Code of Discipline

The company has a written Code of Discipline or Conduct that is communicated and understood by all employees.(Required)

Yes

N/A

Discipline and Due Process Procedure

The company observes positive disciplinary and due process procedure based on labor law requirements.(Required)

Yes

N/A

Termination of Employment Contracts

The company has a written policy and procedure in case of termination of employment contracts which complies with labor law.(Required)

Yes

N/A

Remediation System

The Company has a remediation system in place to review and address non-compliance with terms and conditions of employment.(Required)

Yes

N/A

H. Social Security

Social security is the protection that a society provides to individuals and households to ensure access to health care and to guarantee income security, particularly in cases of old age, unemployment, sickness, invalidity, work injury, maternity or loss of a breadwinner. In the Philippines, the Social Security System (SSS) provides for a replacement of income lost on account of the aforementioned contingencies (RA 1161, as amended by 11199, RA 7875, as amended by RA 9241, RA 9679)

Social Security System (SSS) RA 9241

Registration of Employees

The company ensures that remittances are made on time and in full.(Required)

Yes

N/A

Timely and Correct Remittance

The company ensures that remittances are made on time and in full.(Required)

Yes

N/A

National Health Insurance Program (PhilHealth) RA 11199

Registration of Employees

The company ensures that all employees, regardless of status, age and gender are registered under the PhilHealth Program.(Required)

Yes

N/A

Timely and Correct Remittance

The company ensures that remittances are made on time and in full.(Required)

Yes

N/A

Home Development Mutual Fund (Pag-IBIG) RA 9679

Registration of Employees

The company ensures that all employees, regardless of status, age and gender are registered under the Pag-Ibig Program.(Required)

Yes

N/A

Timely and Correct Remittance

The company ensures that remittances are made on time and in full.(Required)

Yes

N/A

Monitoring of suppliers and vendors

The company requires and monitors compliance of all vendors and suppliers to timely and correct remittance of social security benefits to its employees.(Required)

Yes

N/A

Remediation System

The Company has a remediation system in place to review and address non-compliance with social security policies.(Required)

Yes

N/A

I. Occupational Safety and Health

OSH Standards are mandatory rules and standards set and enforced to eliminate or reduce occupational safety and health hazards in the workplace. They aim to provide at least the minimum acceptable degree of protection that must be afforded to every worker in relation to the working conditions and dangers of injury, sickness or death that may arise by reason of the worker's occupation. The provision of OSH Standards by the State is an exercise of police power, with the intention of promoting the welfare and well-being of the workers. RA 11058 details the OSH standards observed in the Philippines. The actual type and number of safety precautions will differ depending upon the industry of operation and the uniqueness of the company, location of the company and the demographics of its workforce. It is imperative that every company design their health and safety management system that will capture their specific needs taking into account its size and infrastructure. Special reference is given to the health and safety protocols to prevent and control the transmission of Covid 19 in the workplace. (References: Convention 148, Convention 155, DO 198, Book Four, Labor Code of the Philippines, DTI-DOLE JMC 20-04-A, DO 224 Series of 2021, LA 03-21, RA 11525).

Rule 1020, OSHS

The establishment is registered with DOLE. If there are more than 1 workplace, each should be registered with DOLE.(Required)

Yes

N/A

OSHS Program and Policy

The company has OSH Policy and Program in place that comply with national and industry standards.(Required)

Yes

N/A

Policies

The company has a policy on Workplace Hepatitis B in place and communicated to all employees.(Required)

Yes

N/A

The company has a policy on Workplace Tuberculosis and communicated to all employees.(Required)

Yes

N/A

The company has a policy on Drug-Free workplace and communicated to all employees.(Required)

Yes

N/A

The company has a policy and program on Mental Health and communicated to all employees.(Required)

Yes

N/A

The company has policy on prevention and promotion of HIV/AIDS Awareness to all employees.(Required)

Yes

N/A

The company has policy and program on prevention and mitigation of COVID-19 and other serious illnesses at the workplace.(Required)

Yes

N/A

Risk Assessment

The company conducts regular, annual hazard identification risk assessment and control (HIRAC) to map risks and verify status.(Required)

Yes

N/A

Rule 1030 – Certified Safety Officer

The company has Safety Officer/s duly trained and accredited by DOLE(Required)

Yes

N/A

OSH Personnel

The company has certified OSH medical personnel. *(Required)

*Micro and small enterprises and low risk enterprises with 50 workers or less require certified first aider/s

Yes

N/A

Emergency Medical Services

First aid and emergency medical and dental services are free, adequate and readily available.*(Required)

*Micro and small enterprises and low risk enterprises with 50 workers or less require first aid and emergency medical services only

Yes

N/A

Rule 1040 - OSH Committee

The company has a Health and Safety Committee that implements OSH programs.(Required)

Yes

N/A

Maintenance and Submission of OSH Reports

The company has established procedures to document and maintain records of work accidents and occupational illnesses.(Required)

Yes

N/A

The company submits all reportorial requirements for work accidents to relevant government agencies as provided by law.(Required)

Yes

N/A

OSH Training

The company conducts training of workers and OSH personnel.(Required)

Yes

N/A

The company provides disciplinary action to violations to health and safety procedures that are communicated to all employees and included in the Code of Discipline.(Required)

*Exempted are micro enterprises

Yes

N/A

Good Housekeeping

The company maintains cleanliness of building, yards, machines, equipment, regular and proper waste disposal, and orderly arrangement of process operations, storage and filing materials.(Required)

Yes

N/A

Handwashing, Toilet and Designated Dressing Facilities

The company provides separate toilet, handwashing and dressing areas for men and women.(Required)

Yes

N/A

Drinking Water

Potable water is available free for all employees.(Required)

Yes

N/A

Designated Eating Areas

Clean and sanitary food storage facilities and designated eating areas are available for all employees.(Required)

Yes

N/A

Living Accommodations, As Needed

Residential or overnight facilities are safe and sanitary and meet the basic needs of employees including with regard to safety, space, temperature, lighting, ventilation, food, water, sanitary facilities, privacy, and affordability.(Required)

Yes

N/A

Lactation station

The company provides sanitary lactation station that provides privacy where nursing mothers can express and store milk.(Required)

Yes

N/A

Provision of Personal Protection Equipment (PPE), and Other Safety Equipment

The Company provides workers with appropriate safety devices like protective gears, masks, helmets, safety boots, coats or first-aid kit.(Required)

Yes

N/A

The Company provides workers with appropriate and free protective equipment and clothing such as overall head coverings, goggles, gloves aprons and respirators.(Required)

Yes

N/A

The Company conducts regular training for workers on right use of safety equipment.(Required)

Yes

N/A

Provision of Safety Training

The Company provides hands-on training on how to use tools and machinery safely.(Required)

Yes

N/A

The company routinely monitors its production processes, machinery and equipment to ensure that they are safe and in good working order.(Required)

Yes

N/A

Where relevant, the company has put in place special health and safety precautions for pregnant women, employees with disabilities, night employees, young employees and other vulnerable groups.(Required)

Yes

N/A

Provision of Safety Signages

The Company installs adequate and visible safety signages in prominent positions in strategically located areas in accordance with OSH standards of color and design.(Required)

Yes

N/A

Conduct of Emergency Drills

The Company conducts regular fire and earthquake drills among employees.(Required)

Yes

N/A

Environmental Management

The company has an Environment Sustainability Policy that is communicated to all employees and stakeholders.(Required)

Yes

N/A

The company has assigned personnel to handle environmental management (emission control, solid waste management, resource management).(Required)

Yes

N/A

The company conducts regular training on environment and resource management for all employees.(Required)

Yes

N/A

The company implements community-based “green” programs.(Required)

Yes

N/A

Solid Waste Management System

The Company implements a solid waste management system (disposal and recycling) that complies with industry and OSH standards.(Required)

Yes

N/A

Energy Management Program

The company implements an energy conservation program that complies with industry and OSH standards.(Required)

Yes

N/A

Water Conservation Management Program

The company implements a water conservation program that complies with industry and OSH standards.(Required)

Yes

N/A

Dust Control and Management System

The Company implements a dust control and management system that complies with industry and OSH standards.*(Required)

*Applicable to medium to high risk establishments with 10-50 workers and low to high risk > 50 workers

Yes

N/A

Licenses and Permits to Operate

The Company ensures that employees have the necessary licenses and permits to operate specialized and/or moving tools and machines such as the following:

Boiler – permit to operate(Required)

Yes

N/A

Pressure vessel – permit to operate(Required)

Yes

N/A

Internal combustion engine(Required)

Yes

N/A

Elevators and other related equipment(Required)

Yes

N/A

Power piping line inspection(Required)

Yes

N/A

Crane and hoist equipment(Required)

Yes

N/A

Turbine(Required)

Yes

N/A

Electrical wiring installation inspection(Required)

Yes

N/A

The workplace is maintained to ensure clean and comfortable conditions including appropriate chairs, suitable temperature, ventilation and lighting.(Required)

Yes

N/A

Proper storage of hazardous materials

The company provides a designated safe smoking and welding areas far from combustible, flammable or explosive materials, containers filled with explosives or flammable substances, and containers that have held explosives or flammable materials.(Required)

Yes

N/A

Proper procedures in handling hazardous materials

The company strictly implements proper procedures in handling hazardous materials in compliance with OSH and industry standards.(Required)

Yes

N/A

Safety Guidelines in Gas and Electrical welding

The company strictly implements safety procedures when performing gas and electrical welding in compliance with OSH and industry standards.(Required)

Yes

N/A

Safety Guidelines in Electrical Installation

The company strictly implements safety guidelines in working with electrical installation in compliance with OSH and industry standards.(Required)

Yes

N/A

Communication of emergency Plan

The emergency plan is communicated and posted prominently in strategical locations in the employees’ language and in accordance with OSH standards on colors of signages.(Required)

DOLE approved Construction Safety and Health Program, for contractors and subcontractors

Yes

N/A

Fire detection and alarm systems

Emergency exits are adequate, clearly marked and free from obstruction.(Required)

Yes

N/A

There are adequate number of fully functional fire extinguishers, fire detection devices, fire hoses and fire escapes in all work areas.(Required)

Yes

N/A

Safety Guidelines for Construction Industry*

*DOLE-approved Construction Safety and Health Program, for contractors and subcontractors

Registration with Philippine Contractors Accreditation Board(Required)

Yes

N/A

Construction safety signages(Required)

Yes

N/A

Construction Heavy Equipment testing(Required)

Yes

N/A

Construction Heavy Equipment Operation TESDA Certified(Required)

Yes

N/A

Construction Workers’ Skills Certificate for critical occupations(Required)

Yes

N/A

ECC Logbook

The company maintains and updates ECC logbook.(Required)

Yes

N/A

Handling of Occupational/ industrial accidents

The company has documented procedure based on industry standards on handling of occupational/ industrial accidents and is communicated to all employees.(Required)

Yes

N/A

Remediation System

The Company has a remediation system in place to review and address non-compliance with OSH and environment management policies.(Required)

Yes

N/A

IV. GOVERNANCE

Governance principles refer to those that help firms to observe compliance with government regulations and promote industry best practices and corporate policies.

Preventive/ Control Measures Before Entry

The company has a Code of Business Ethics that is communicated to all employees and stakeholders.(Required)

Yes

N/A

The Company operationalizes the Code of Ethics in all its policies and practices.(Required)

Yes

N/A

Whistleblower Program

The Company has a whistleblower program that is communicated to all employees and stakeholders.(Required)

Yes

N/A

The Company has set up a system accessible and secure for potential whistleblowers.(Required)

Yes

N/A

Risk Management Policy

The company has a Risk Management policy and program that is communicated to all employees.(Required)

Yes

N/A

Data Privacy Policy

The company has a data privacy policy that is operationalized in all relevant procedures.(Required)

Yes

N/A

Cybersecurity Policy

The company implements a cybersecurity policy.(Required)

Yes

N/A

Anti-Corruption Policy

The company has an anti-corruption policy that is communicated to all employees and stakeholders.(Required)

Yes

N/A

Political Engagement and Contribution Policy

The company has policy on political engagement and contribution that is communicated to all employees and stakeholders.(Required)

Yes

N/A

IEC (Information, Education, Communication) Strategies

The Company has a remediation system in place to review and address non-compliance with governance policies.(Required)

Yes

N/A

V. INDUSTRIAL RELATIONS

Pending Labor Cases:(Required)

Yes

Nature of Pending Labor Cases:

Non-payment of wages

Illegal Dismissal

CBA deadlock

Others, specify

Specify the nature of pending labor cases

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