DSAC 2023 – Test View

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I. Company Profile	Please tell us more about you and your organization.
HTML Block	General Description
Name of Company:	Ruiyuan engineering Co. Ltd
Ownership	Corporation
Address	Philippines Map It
Industry Classification:	Construction
HTML Block	Workforce Profile
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
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
Communication on Anti-Child Labor Policy	Communication on Anti-Child Labor Policy
Minimum Age for Employment	Minimum Age for Employment
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
Monitoring of Child Labor in the Supply Chain	Monitoring of Child Labor in the Supply Chain
Apprenticeship/Learnership OJT Programs	Apprenticeship/Learnership OJT Programs
Remediation System	Remediation System
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
Force Overtime	Force Overtime
Assurance that Third-Party or Recruitment Agencies Do Not Use Forced Labor	Assurance that Third-Party or Recruitment Agencies Do Not Use Forced Labor
Remediation System	Remediation System
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
Policy on Anti-Discrimination	Policy on Anti-Discrimination
Non-discriminatory Pay and Benefits	Non-discriminatory Pay and Benefits
Non-discriminatory Hiring and Promotion Practices	Non-discriminatory Hiring and Promotion Practices
System to Address Harassment or Discrimination	System to address harassment or discrimination
Non-discriminatory Hiring and Employment Practice	Non-discriminatory Hiring and Employment Practice
Remediation System	Remediation System
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
Right to Organize Union for Collective Bargaining Purposes	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	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
Right to be Informed of Organizational Changes that Can Affect the Union	Right to be informed of organizational changes that can affect the union
Problem-Solving Mechanism (For Non-unionized Firms)	Problem-Solving Mechanism (For Non-unionized Firms)
Remediation System	Remediation System
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	Payment Method
Service Charge	Service Charge* *Applicable to establishments such as hotels, restaurants, etc. that collect service charge
Payment for Apprentices/ Learners	Payment for Apprentices/ Learners
13th Month Pay	13th Month Pay
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)
Documentation of Compensation Records	Documentation of Compensation Records
Access to Information	Access to Information
Remediation System	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	Normal Working Hours
Weekly Rest Period	Weekly Rest Period
Meal Periods	Meal Periods
Breastfeeding Break (RA 10028)	Breastfeeding Break (RA 10028)
Overtime Pay	Overtime Pay
Night Differential Pay	Night Differential Pay
Limitations on Night Work	Limitations on Night Work The company recognizes the rights of employees assigned to night work as follows:
Holiday Pay	Holiday Pay
Premium Pay on Rest Days and Special Days	Premium Pay on Rest Days and Special Days
Premium Pay on Holidays	Premium Pay on Holidays
Service Incentive Leave (SIL): Art. 95, PLC	Service Incentive Leave (SIL): Art. 95, PLC
Maternity Leave: RA 11210	Maternity Leave: RA 11210
Paternity Leave: (RA 8187)	Paternity Leave: (RA 8187)
Parental Leave for Solo Parent: (RA 8972)	Parental Leave for Solo Parent: (RA 8972)
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)
Special Leave for Women: (RA 9710)	Special Leave for Women: (RA 9710)
Monitoring of Suppliers and Vendors	Monitoring of Suppliers and Vendors
Remediation System	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	Human Resource Policy
Dedicated Trained HR Staff	Dedicated Trained HR Staff
Compliance of Employment Contract to Labor Law	Compliance of Employment Contract to Labor Law
Communication to Employees	Communication to Employees
Employment of Foreign Workers	Employment of Foreign Workers
Hiring of Contractual/ Fixed term contract workers	Hiring of Contractual/ Fixed term contract workers
Employment Agreement	Employment Agreement
Monitoring of Third-party Providers	Monitoring of Third-party Providers
Code of Discipline	Code of Discipline
Discipline and Due Process Procedure	Discipline and Due Process Procedure
Termination of Employment Contracts	Termination of Employment Contracts
Remediation System	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	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	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	Timely and Correct Remittance
Monitoring of suppliers and vendors	Monitoring of suppliers and vendors
Remediation System	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	Rule 1020, OSHS
OSHS Program andPolicy	OSHS Program and Policy
Policies	Policies
Risk Assessment	Risk Assessment
Rule 1030 – Certified Safety Officer	Rule 1030 – Certified Safety Officer
OSH Personnel	OSH Personnel
Emergency Medical Services	Emergency Medical Services
Rule 1040 - OSH Committee	Rule 1040 - OSH Committee
Maintenance and Submission of OSH Reports	Maintenance and Submission of OSH Reports
OSH Training	OSH Training
Good Housekeeping	Good Housekeeping
Handwashing, Toilet and Designated Dressing Facilities	Handwashing, Toilet and Designated Dressing Facilities
Drinking Water	Drinking Water
Designated Eating Areas	Designated Eating Areas
Living Accommodations, As Needed	Living Accommodations, As Needed
Lactation station	Lactation station
Provision of Personal Protection Equipment (PPE), and Other Safety Equipment	Provision of Personal Protection Equipment (PPE), and Other Safety Equipment
Provision of Safety Training	Provision of Safety Training
Provision of Safety Signages	Provision of Safety Signages
Conduct of Emergency Drills	Conduct of Emergency Drills
Environmental Management	Environmental Management
Solid Waste Management System	Solid Waste Management System
Energy Management Program	Energy Management Program
Water Conservation Management Program	Water Conservation Management Program
Dust Control and Management System	Dust Control and Management System
Licenses and Permits to Operate	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 storage of hazardous materials
Proper procedures in handling 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	Safety Guidelines in Electrical Installation
Communication of Emergency Plan	Communication of emergency Plan
Fire detection and alarm systems	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	ECC Logbook
Handling of Occupational/ industrial accidents	Handling of Occupational/ industrial accidents
Remediation System	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	Whistleblower Program
Risk Management Policy	Risk Management Policy
Data Privacy Policy	Data Privacy Policy
Cybersecurity Policy	Cybersecurity Policy
Anti-Corruption Policy	Anti-Corruption Policy
Political Engagement and Contribution 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.