| I. Company Profile | Please tell us more about you and your organization. |
|---|---|
| HTML Block | General Description |
| Name of Company: | Content Hacker |
| Year Established: | 2018 |
| Ownership | Single Proprietorship |
| Address | Makati, Metro Manila Philippines Map It |
| Industry Classification: | Others please specify: |
| Other industry classification/s: | Advertising and Marketing |
| Products or Services Provided: | Professional Service |
| HTML Block | Workforce Profile |
| Number of Employees: | 10-99 employees (Small) |
| HTML Block | Breakdown of Workforce by Position |
| HTML Block | Breakdown of Workforce by Age |
| HTML Block | Breakdown by Status |
| HTML Block | Breakdown by Nationality |
| HTML Block | Number of Employed Persons with Disabilities |
| HTML Block | Market Orientation |
| Market | Direct (Direct and Indirect) |
| If export, destination countries (multiple answers): |
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| Specify the country in Europe | UK, Germany |
| Submitted by: | Test |
| Position in the Company: | Managing Director |
| 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 | 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 | 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 | Minimum Age for Employment |
| The Company only hires workers at least 18 years of age. | Yes |
| Employment Contract for Young Employees | Employment Contract for Young Employees |
| Work Permit | If the Company hires children below 15 years of age:Work Permit |
| Night Work Prohibition | Night Work Prohibition |
| Work Hours | Work Hours |
| Supervision of Adults | Supervision of Adults |
| Nature of Work | Nature of Work |
| Worst Forms of Child Labor | 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 | 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. | No |
| 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. | No |
| Apprenticeship/Learnership OJT Programs | Apprenticeship/Learnership OJT Programs |
| The company ensures that apprentices/ learners/OJTs are no less than 15 years of age. | N/A |
| Apprentices/ learners/OJTs observe all the provisions for young workers as stated above. | N/A |
| Remediation System | Remediation System |
| The Company has a remediation system in place to review and address non-compliant practices on child labor. | No |
| 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 | 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 | 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. | No |
| 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. | No |
| Remediation System | Remediation System |
| The Company has a remediation system in place to review and address non-compliance with anti-forced labor policy. | No |
| 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 | 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 | 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 | 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 | 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. | No |
| Non-discriminatory Hiring and Employment Practice | 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). | Yes |
| The company ensures that recruitment practices do not discriminate against pregnant women. | Yes |
| All hiring managers receive training regarding the company's non-discrimination policies. | No |
| 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. | Yes |
| The company provides training programs, without discrimination, to help employees achieve qualifications necessary to advance their career in the company. | Yes |
| Company training programs are gender neutral, culturally appropriate and respectful of diversity. | Yes |
| Company benefits and vacation policies allow for the observance of different cultural/ religious practices. | Yes |
| Remediation System | Remediation System |
| The Company has a system in place to review and address non-compliance with anti-discrimination policies. | No |
| 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 | 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. | No |
| Freedom from Discrimination and Harassment Due to Participation or Membership in Union or Social Organizations of their Choice | 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 | Independence of Trade Unions or Social Organizations of Employees |
| Right to Collective Bargaining | Right to Collective Bargaining |
| Resolution of Grievances or Disputes | Resolution of Grievances or Disputes |
| Employees’ Access to Collective Bargaining Agreements | Employees’ Access to Collective Bargaining Agreements |
| Collective Bargaining in Good Faith | Collective Bargaining in Good Faith |
| Employees Access to Trade Unions | Employees Access to Trade Unions |
| Right to Meet Without Presence of Management Representatives | Right to Meet Without Presence of Management Representatives |
| Protection of Employees from Union Harassment | Protection of Employees from Union Harassment |
| The company takes efforts to protect employees from union-related harassment by other employees. | N/A |
| 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 | N/A |
| Problem-Solving Mechanism (For Non-unionized Firms) | 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 | 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 applicableThe 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 | Yes |
| b. Probationary employees | Yes |
| c. Casual/ Temporary employees | N/A |
| d. Pakyaw or Piece Rated employees | N/A |
| Payment Method | Payment Method |
| The company ensures that employees are paid on time and as agreed in their employment contracts. | Yes |
| The company pays its employees twice a month, at an interval not exceeding 16 days. | Yes |
| Service Charge | 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. | N/A |
| Payment for Apprentices/ Learners | Payment for Apprentices/ Learners |
| The company pays at least 75% of the applicable minimum wage rates to apprentices/ learners. | N/A |
| 13th Month Pay | 13th Month Pay |
| The company pays 13th month pay not later than December 24 of every year. | Yes |
| Non-Interference in Disposal of Wages (Art. 113-115, LCP; LA #11, 2014) | 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. | Yes |
| Documentation of Compensation Records | Documentation of Compensation Records |
| The company maintains updated records of compensation and other benefits. | Yes |
| Access to Information | Access to Information |
| The company provides pay slips to inform employees of the detailed computation of their wages and deductions. | Yes |
| Remediation System | Remediation System |
| The Company has a remediation system in place to review and address non-compliance in wage policies and procedures. | Yes |
| 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 Working Hours |
| Normal company working hours is limited to at most 8 hours a day. | Yes |
| The company ensures that daily working hours reflect hours actually worked. | Yes |
| Weekly Rest Period | Weekly Rest Period |
| The company provides weekly rest period of at least 24 hours after 6 consecutive days of work. | Yes |
| Meal Periods | 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. | Yes |
| Breastfeeding Break (RA 10028) | 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. | N/A |
| Overtime Pay | 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. | Yes |
| Night Differential Pay | 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.* | Yes |
| Limitations on Night Work | Limitations on Night WorkThe 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; | N/A |
| Mandatory facilities for night workers | N/A |
| Be transferred to similar job, whenever applicable, if unfit to work at night | N/A |
| Alternatives to night work for pregnant women | N/A |
| Holiday Pay | Holiday Pay |
| The company pays for regular holidays even if unworked. | Yes |
| Premium Pay on Rest Days and Special Days | Premium Pay on Rest Days and Special Days |
| The company provides premium pay for work rendered on rest days and special days. | Yes |
| Premium Pay on Holidays | Premium Pay on Holidays |
| The company provides premium pay for work rendered on regular holidays. | Yes |
| Service Incentive Leave (SIL): Art. 95, PLC | 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.* | Yes |
| Maternity Leave: RA 11210 | Maternity Leave: RA 11210 |
| The company provides maternity leave benefit for one hundred five (105) days with full pay. | Yes |
| The company provides maternity leave benefit for 60 days in case of miscarriage or emergency termination of pregnancy. | Yes |
| The Company provides additional 60 days of leave without pay subject to certain conditions. | Yes |
| Paternity Leave: (RA 8187) | 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. | Yes |
| Parental Leave for Solo Parent: (RA 8972) | Parental Leave for Solo Parent: (RA 8972) |
| The company provides Parental leave for solo parents of seven (7) days with full pay. | Yes |
| Leave with pay for Victims of Violence Against Women and their Children (VAWC):(RA 9262) | 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. | Yes |
| Special Leave for Women: (RA 9710) | Special Leave for Women: (RA 9710) |
| The company provides a maximum 2 months with full pay for women following surgery caused by gynecological disorders. | Yes |
| Monitoring of Suppliers and Vendors | Monitoring of Suppliers and Vendors |
| The company requires and monitors compliance of all vendors and suppliers to working schedule and benefits guidelines. | No |
| Remediation System | Remediation System |
| The Company has a remediation system in place to review and address non-compliance with working schedule and benefits policies. | Yes |
| 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 | Human Resource Policy |
| The company has written policies and procedures which regulate all issues regarding recruitment, contracting, regularization, among others. | Yes |
| Dedicated Trained HR Staff | Dedicated Trained HR Staff |
| The company has qualified staff to lead Human Resource processes and set working conditions. | Yes |
| Compliance of Employment Contract to Labor Law | 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. | Yes |
| Communication to Employees | 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. | Yes |
| Employment of Foreign Workers | Employment of Foreign Workers |
| The company complies with labor law requirements for employing foreign workers. | N/A |
| Hiring of Contractual/ Fixed term contract workers | 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. | Yes |
| Employment Agreement | Employment Agreement |
| The company provides a copy of the employment agreement to each temporary worker which sets the terms and conditions of employment. | Yes |
| Monitoring of Third-party Providers | 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. | No |
| Code of Discipline | Code of Discipline |
| The company has a written Code of Discipline or Conduct that is communicated and understood by all employees. | Yes |
| Discipline and Due Process Procedure | Discipline and Due Process Procedure |
| The company observes positive disciplinary and due process procedure based on labor law requirements. | Yes |
| Termination of Employment Contracts | Termination of Employment Contracts |
| The company has a written policy and procedure in case of termination of employment contracts which complies with labor law. | Yes |
| Remediation System | Remediation System |
| The Company has a remediation system in place to review and address non-compliance with terms and conditions of employment. | Yes |
| 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 9241Registration of Employees |
| The company ensures that remittances are made on time and in full. | Yes |
| Timely and Correct Remittance | Timely and Correct Remittance |
| The company ensures that remittances are made on time and in full. | Yes |
| National Health Insurance Program (PhilHealth) RA 9241 - Registration of Employees | National Health Insurance Program (PhilHealth) RA 11199Registration of Employees |
| The company ensures that all employees, regardless of status, age and gender are registered under the PhilHealth Program. | Yes |
| Timely and Correct Remittance | Timely and Correct Remittance |
| The company ensures that remittances are made on time and in full. | Yes |
| Home Development Mutual Fund (Pag-IBIG) RA 9679 - Registration of Employees | Home Development Mutual Fund (Pag-IBIG) RA 9679Registration of Employees |
| The company ensures that all employees, regardless of status, age and gender are registered under the Pag-Ibig Program. | Yes |
| Timely and Correct Remittance | Timely and Correct Remittance |
| The company ensures that remittances are made on time and in full. | Yes |
| Monitoring of suppliers and vendors | 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. | No |
| Remediation System | Remediation System |
| The Company has a remediation system in place to review and address non-compliance with social security policies. | Yes |
| 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 | Rule 1020, OSHS |
| The establishment is registered with DOLE. If there are more than 1 workplace, each should be registered with DOLE. | Yes |
| OSHS Program andPolicy | OSHS Program and Policy |
| The company has OSH Policy and Program in place that comply with national and industry standards. | No |
| Policies | Policies |
| The company has a policy on Workplace Hepatitis B in place and communicated to all employees. | No |
| The company has a policy on Workplace Tuberculosis and communicated to all employees. | No |
| The company has a policy on Drug-Free workplace and communicated to all employees. | Yes |
| The company has a policy and program on Mental Health and communicated to all employees. | Yes |
| The company has policy on prevention and promotion of HIV/AIDS Awareness to all employees. | Yes |
| The company has policy and program on prevention and mitigation of COVID-19 and other serious illnesses at the workplace. | Yes |
| Risk Assessment | Risk Assessment |
| The company conducts regular, annual hazard identification risk assessment and control (HIRAC) to map risks and verify status. | No |
| Rule 1030 – Certified Safety Officer | Rule 1030 – Certified Safety Officer |
| The company has Safety Officer/s duly trained and accredited by DOLE | No |
| OSH Personnel | OSH Personnel |
| The company has certified OSH medical personnel. * | No |
| Emergency Medical Services | Emergency Medical Services |
| First aid and emergency medical and dental services are free, adequate and readily available.* | Yes |
| Rule 1040 - OSH Committee | Rule 1040 - OSH Committee |
| The company has a Health and Safety Committee that implements OSH programs. | No |
| Maintenance and Submission of OSH Reports | Maintenance and Submission of OSH Reports |
| The company has established procedures to document and maintain records of work accidents and occupational illnesses. | No |
| The company submits all reportorial requirements for work accidents to relevant government agencies as provided by law. | No |
| OSH Training | OSH Training |
| The company conducts training of workers and OSH personnel. | No |
| 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. | No |
| Good Housekeeping | 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. | Yes |
| Handwashing, Toilet and Designated Dressing Facilities | Handwashing, Toilet and Designated Dressing Facilities |
| The company provides separate toilet, handwashing and dressing areas for men and women. | Yes |
| Drinking Water | Drinking Water |
| Potable water is available free for all employees. | Yes |
| Designated Eating Areas | Designated Eating Areas |
| Clean and sanitary food storage facilities and designated eating areas are available for all employees. | Yes |
| Living Accommodations, As Needed | 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. | Yes |
| Lactation station | Lactation station |
| The company provides sanitary lactation station that provides privacy where nursing mothers can express and store milk. | Yes |
| Provision of Personal Protection Equipment (PPE), and Other Safety Equipment | 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. | No |
| The Company provides workers with appropriate and free protective equipment and clothing such as overall head coverings, goggles, gloves aprons and respirators. | No |
| The Company conducts regular training for workers on right use of safety equipment. | No |
| Provision of Safety Training | Provision of Safety Training |
| The Company provides hands-on training on how to use tools and machinery safely. | N/A |
| The company routinely monitors its production processes, machinery and equipment to ensure that they are safe and in good working order. | 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. | N/A |
| Provision of Safety Signages | 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. | Yes |
| Conduct of Emergency Drills | Conduct of Emergency Drills |
| The Company conducts regular fire and earthquake drills among employees. | Yes |
| Environmental Management | Environmental Management |
| The company has an Environment Sustainability Policy that is communicated to all employees and stakeholders. | No |
| The company has assigned personnel to handle environmental management (emission control, solid waste management, resource management). | No |
| The company conducts regular training on environment and resource management for all employees. | No |
| The company implements community-based “green” programs. | No |
| Solid Waste Management System | Solid Waste Management System |
| The Company implements a solid waste management system (disposal and recycling) that complies with industry and OSH standards. | Yes |
| Energy Management Program | Energy Management Program |
| The company implements an energy conservation program that complies with industry and OSH standards. | No |
| Water Conservation Management Program | Water Conservation Management Program |
| The company implements a water conservation program that complies with industry and OSH standards. | No |
| Dust Control and Management System | Dust Control and Management System |
| The Company implements a dust control and management system that complies with industry and OSH standards.* | No |
| Licenses and Permits to Operate | Licenses and Permits to OperateThe 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 | N/A |
| Pressure vessel – permit to operate | N/A |
| Internal combustion engine | N/A |
| Elevators and other related equipment | N/A |
| Power piping line inspection | N/A |
| Crane and hoist equipment | N/A |
| Turbine | N/A |
| Electrical wiring installation inspection | N/A |
| The workplace is maintained to ensure clean and comfortable conditions including appropriate chairs, suitable temperature, ventilation and lighting. | Yes |
| Proper storage of hazardous materials | 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. | Yes |
| Proper procedures in handling hazardous materials | Proper procedures in handling hazardous materials |
| The company strictly implements proper procedures in handling hazardous materials in compliance with OSH and industry standards. | N/A |
| Safety Guidelines in Gas and Electrical Welding | 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. | N/A |
| Safety Guidelines in Electrical Installation | Safety Guidelines in Electrical Installation |
| The company strictly implements safety guidelines in working with electrical installation in compliance with OSH and industry standards. | N/A |
| Communication of Emergency Plan | 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. | N/A |
| Fire detection and alarm systems | Fire detection and alarm systems |
| Emergency exits are adequate, clearly marked and free from obstruction. | Yes |
| There are adequate number of fully functional fire extinguishers, fire detection devices, fire hoses and fire escapes in all work areas. | Yes |
| Safety Guidelines for Construction Industry | Safety Guidelines for Construction Industry**DOLE-approved Construction Safety and Health Program, for contractors and subcontractors |
| Registration with Philippine Contractors Accreditation Board | N/A |
| Construction safety signages | N/A |
| Construction Heavy Equipment testing | N/A |
| Construction Heavy Equipment Operation TESDA Certified | N/A |
| Construction Workers’ Skills Certificate for critical occupations | N/A |
| ECC Logbook | ECC Logbook |
| The company maintains and updates ECC logbook. | N/A |
| Handling of Occupational/ industrial accidents | 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. | N/A |
| Remediation System | Remediation System |
| The Company has a remediation system in place to review and address non-compliance with OSH and environment management policies. | 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. |
| Code of Business Ethics | Preventive/ Control Measures Before Entry |
| The company has a Code of Business Ethics that is communicated to all employees and stakeholders. | Yes |
| The Company operationalizes the Code of Ethics in all its policies and practices. | Yes |
| Whistleblower Program | Whistleblower Program |
| The Company has a whistleblower program that is communicated to all employees and stakeholders. | No |
| The Company has set up a system accessible and secure for potential whistleblowers. | No |
| Risk Management Policy | Risk Management Policy |
| Data Privacy Policy | Data Privacy Policy |
| The company has a data privacy policy that is operationalized in all relevant procedures. | Yes |
| Cybersecurity Policy | Cybersecurity Policy |
| The company implements a cybersecurity policy. | Yes |
| Anti-Corruption Policy | Anti-Corruption Policy |
| The company has an anti-corruption policy that is communicated to all employees and stakeholders. | No |
| Political Engagement and Contribution Policy | Political Engagement and Contribution Policy |
| The company has policy on political engagement and contribution that is communicated to all employees and stakeholders. | No |
| Remediation System | IEC (Information, Education, Communication) Strategies |
| The Company has a remediation system in place to review and address non-compliance with governance policies. | No |
| V. INDUSTRIAL RELATIONS | |
| Pending Labor Cases: | No |
