DSAC 2023 – Test View

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I. Company Profile

Please tell us more about you and your organization.

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General Description

Name of Company:

ECOP

Year Established:

1975

Ownership

Corporation

Address

A, A A
Philippines
Map It

Industry Classification:

Agriculture, Hunting, Forestry, and Fishing

Products or Services Provided:

Shrimp

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Workforce Profile

Number of Employees:

Less than 10 employees (Micro)

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Breakdown of Workforce by Position

Executive

Male	Female	TOTAL
0	0	0

Senior/Department Manager

Male	Female	TOTAL
0	0	0

Supervisor

Male	Female	TOTAL
0	0	0

Specialists

Male	Female	TOTAL
0	0	0

Rank and File/ Associates/ Assistants

Male	Female	TOTAL
0	0	0

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Breakdown of Workforce by Age

Below 18 years old

Male	Female	TOTAL
0	0	0

18-25 yrs. Old

Male	Female	TOTAL
0	0	0

26-35 yrs. Old

Male	Female	TOTAL
0	0	0

36-45 yrs. Old

Male	Female	TOTAL
0	0	0

46-55 yrs. Old

Male	Female	TOTAL
0	0	0

56 yrs. And older

Male	Female	TOTAL
0	0

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Breakdown by Status

Regular

Male	Female	TOTAL
0	0	0

Probationary

Male	Female	TOTAL
0	0	0

Contractual/ Fixed-Term Contracts

Male	Female	TOTAL
0	0	0

Apprentices/ Learners/ OJTs

Male	Female	TOTAL
0	0	0

Third-Party Providers (under job contracting)

Male	Female	TOTAL
0	0	0

Others:

Specify	Male	Female	TOTAL
0	0	0	0

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Breakdown by Nationality

Filipinos

Male	Female	TOTAL
0	0	0

Non-Filipinos

Male	Female	TOTAL
0	0	0

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Number of Employed Persons with Disabilities

Less than 10

Male	Female	TOTAL
0	0	0

10-20

Male	Female	TOTAL
0	0	0

More than 20

Male	Female	TOTAL
0	0	0

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Market Orientation

Market

Direct (Direct and Indirect)

If export, destination countries (multiple answers):

ASEAN
Japan
Australia

Submitted by:

ECOP

Position in the Company:

ECOP

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.

Yes

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.

Yes

Minimum Age for Employment

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

Yes

Employment Contract for Young Employees

Work Permit

If the Company hires children below 15 years of age:

Work Permit

Night Work Prohibition

Work Hours

Supervision of Adults

Nature of Work

Worst Forms of Child Labor

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

Yes

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.

Yes

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.

Yes

Apprenticeship/Learnership OJT Programs

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

Yes

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

Yes

Remediation System

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

Yes

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

Freedom to leave work

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

Yes

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

Yes

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.

Yes

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.

Yes

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.

Yes

Remediation System

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

Yes

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.

Yes

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

Yes

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

Yes

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.

Yes

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.

Yes

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

Yes

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.

Yes

System to Address Harassment or Discrimination

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.

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).

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

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

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.

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

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

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

Yes

Remediation System

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

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.

Yes

Right to Organize Union for Collective Bargaining Purposes

Right to Organize Union for Collective Bargaining Purposes.

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

Yes

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.

Yes

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

Yes

Independence of Trade Unions or Social Organizations of Employees

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

Yes

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.

Yes

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.

Yes

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.

Yes

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

Yes

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.

Yes

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.

Yes

Employees Access to Trade Unions

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

Yes

Right to Meet Without Presence of Management Representatives

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

Yes

Protection of Employees from Union Harassment

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

Yes

Right to be Informed of Organizational Changes that Can Affect the Union

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

Yes

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.

Yes

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.

Yes

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

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.

Payment Method

Service Charge

Service Charge*

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

Payment for Apprentices/ Learners

13th Month Pay

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

Documentation of Compensation Records

Access to Information

Remediation System

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

Weekly Rest Period

Meal Periods

Breastfeeding Break (RA 10028)

Overtime Pay

Night Differential Pay

Limitations on Night Work

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

Holiday Pay

Premium Pay on Rest Days and Special Days

Premium Pay on Holidays

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

Maternity Leave: RA 11210

Paternity Leave: (RA 8187)

Parental Leave for Solo Parent: (RA 8972)

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

Special Leave for Women: (RA 9710)

Monitoring of Suppliers and Vendors

Remediation System

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

Dedicated Trained HR Staff

Compliance of Employment Contract to Labor Law

Communication to Employees

Employment of Foreign Workers

Hiring of Contractual/ Fixed term contract workers

Employment Agreement

Monitoring of Third-party Providers

Code of Discipline

Discipline and Due Process Procedure

Termination of Employment Contracts

Remediation System

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 11199 -Registration of Employees

Social Security System (SSS) RA 9241

Registration of Employees

Timely and Correct Remittance

National Health Insurance Program (PhilHealth) RA 9241 - Registration of Employees

National Health Insurance Program (PhilHealth) RA 11199

Registration of Employees

Timely and Correct Remittance

Home Development Mutual Fund (Pag-IBIG) RA 9679 - Registration of Employees

Home Development Mutual Fund (Pag-IBIG) RA 9679

Registration of Employees

Timely and Correct Remittance

Monitoring of suppliers and vendors

Remediation System

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

OSHS Program andPolicy

OSHS Program and Policy

Policies

Risk Assessment

Rule 1030 – Certified Safety Officer

OSH Personnel

Emergency Medical Services

Rule 1040 - OSH Committee

Maintenance and Submission of OSH Reports

OSH Training

Good Housekeeping

Handwashing, Toilet and Designated Dressing Facilities

Drinking Water

Designated Eating Areas

Living Accommodations, As Needed

Lactation station

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

Provision of Safety Training

Provision of Safety Signages

Conduct of Emergency Drills

Environmental Management

Solid Waste Management System

Energy Management Program

Water Conservation Management Program

Dust Control and Management System

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:

Proper storage of hazardous materials

Proper procedures in handling hazardous materials

Safety Guidelines in Gas and Electrical Welding

Safety Guidelines in Gas and Electrical welding

Safety Guidelines in Electrical Installation

Communication of Emergency Plan

Communication of emergency Plan

Fire detection and alarm systems

Safety Guidelines for Construction Industry

Safety Guidelines for Construction Industry*

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

ECC Logbook

Handling of Occupational/ industrial accidents

Remediation System

IV. GOVERNANCE

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

Code of Business Ethics

Preventive/ Control Measures Before Entry

Whistleblower Program

Risk Management Policy

Data Privacy Policy

Cybersecurity Policy

Anti-Corruption Policy

Political Engagement and Contribution Policy

Remediation System

IEC (Information, Education, Communication) Strategies

V. INDUSTRIAL RELATIONS

General Description

Workforce Profile

Breakdown of Workforce by Position

Breakdown of Workforce by Age

Breakdown by Status

Breakdown by Nationality

Number of Employed Persons with Disabilities

Market Orientation

Age Verification System

Communication on Anti-Child Labor Policy

Minimum Age for Employment

Employment Contract for Young Employees

If the Company hires children below 15 years of age:

Work Permit

Night Work Prohibition

Work Hours

Supervision of Adults

Nature of Work

Worst Forms of Child Labor

Monitoring of Child Labor in the Supply Chain

Apprenticeship/Learnership OJT Programs

Remediation System

Freedom to leave work

Force Overtime

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

Remediation System

Compliance to Anti-Discrimination Laws

Policy on Anti-Discrimination

Non-discriminatory Pay and Benefits

Non-discriminatory Hiring and Promotion Practices

System to address harassment or discrimination

Non-discriminatory Hiring and Employment Practice

Remediation System

Freedom of choice

Right to Organize Union for Collective Bargaining Purposes.

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

Independence of Trade Unions or Social Organizations of Employees

Right to Collective Bargaining

Resolution of Grievances or Disputes

Employees’ Access to Collective Bargaining Agreements

Collective Bargaining in Good Faith

Employees Access to Trade Unions

Right to Meet Without Presence of Management Representatives

Protection of Employees from Union Harassment

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

Problem-Solving Mechanism (For Non-unionized Firms)

Remediation System

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.

Payment Method

Service Charge*

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

Payment for Apprentices/ Learners

13th Month Pay

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

Documentation of Compensation Records

Access to Information

Remediation System

Normal Working Hours

Weekly Rest Period

Meal Periods

Breastfeeding Break (RA 10028)

Overtime Pay

Night Differential Pay

Limitations on Night Work

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

Holiday Pay

Premium Pay on Rest Days and Special Days

Premium Pay on Holidays

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

Maternity Leave: RA 11210

Paternity Leave: (RA 8187)

Parental Leave for Solo Parent: (RA 8972)

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

Special Leave for Women: (RA 9710)

Monitoring of Suppliers and Vendors

Remediation System

Human Resource Policy

Dedicated Trained HR Staff

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.