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
Year Established:	1997
Ownership	Partnership
Address	Dar es salaam, Dar es salaam Tanzania, the United Republic of Map It
Industry Classification:	Construction
Products or Services Provided:	construction
HTML Block	Workforce Profile
Number of Employees:	100-199 employees (Medium)
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
Position in the Company:	Quantity Surveyor
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.	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.	N/A
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.	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	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.	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	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	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.	Yes
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.	Yes
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.	Yes
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.	Yes
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
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	Independence of Trade Unions or Social Organizations of Employees
The company allows independence for trade union/ employees’ organizations’ activities.	Yes
Right to Collective Bargaining	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	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	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	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	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	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	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)	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 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	Yes
b. Probationary employees	Yes
c. Casual/ Temporary employees	Yes
d. Pakyaw or Piece Rated employees	Yes
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.	N/A
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.	Yes
Payment for Apprentices/ Learners	Payment for Apprentices/ Learners
The company pays at least 75% of the applicable minimum wage rates to apprentices/ learners.	Yes
13th Month Pay	13th Month Pay
The company pays 13th month pay not later than December 24 of every year.	N/A
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.	Yes
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 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;	Yes
Mandatory facilities for night workers	Yes
Be transferred to similar job, whenever applicable, if unfit to work at night	N/A
Alternatives to night work for pregnant women	Yes
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.	Yes
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.	Yes
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.	Yes
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 9241 Registration 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 11199 Registration 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 9679 Registration 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.	Yes
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.	Yes
Policies	Policies
The company has a policy on Workplace Hepatitis B in place and communicated to all employees.	Yes
The company has a policy on Workplace Tuberculosis and communicated to all employees.	Yes
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.	Yes
Rule 1030 – Certified Safety Officer	Rule 1030 – Certified Safety Officer
The company has Safety Officer/s duly trained and accredited by DOLE	Yes
OSH Personnel	OSH Personnel
The company has certified OSH medical personnel. *	Yes
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.	Yes
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.	Yes
The company submits all reportorial requirements for work accidents to relevant government agencies as provided by law.	Yes
OSH Training	OSH Training
The company conducts training of workers and OSH personnel.	Yes
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.	Yes
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.	Yes
The Company provides workers with appropriate and free protective equipment and clothing such as overall head coverings, goggles, gloves aprons and respirators.	Yes
The Company conducts regular training for workers on right use of safety equipment.	Yes
Provision of Safety Training	Provision of Safety Training
The Company provides hands-on training on how to use tools and machinery safely.	Yes
The company routinely monitors its production processes, machinery and equipment to ensure that they are safe and in good working order.	Yes
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.	Yes
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.	Yes
The company has assigned personnel to handle environmental management (emission control, solid waste management, resource management).	Yes
The company conducts regular training on environment and resource management for all employees.	Yes
The company implements community-based “green” programs.	Yes
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.	Yes
Water Conservation Management Program	Water Conservation Management Program
The company implements a water conservation program that complies with industry and OSH standards.	Yes
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.*	Yes
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:
Boiler – permit to operate	Yes
Pressure vessel – permit to operate	Yes
Internal combustion engine	Yes
Elevators and other related equipment	N/A
Power piping line inspection	Yes
Crane and hoist equipment	Yes
Turbine	Yes
Electrical wiring installation inspection	Yes
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.	Yes
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.	Yes
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.	Yes
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.	Yes
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	Yes
Construction Heavy Equipment testing	Yes
Construction Heavy Equipment Operation TESDA Certified	Yes
Construction Workers’ Skills Certificate for critical occupations	Yes
ECC Logbook	ECC Logbook
The company maintains and updates ECC logbook.	Yes
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.	Yes
Remediation System	Remediation System
The Company has a remediation system in place to review and address non-compliance with OSH and environment management policies.	Yes
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.	Yes
The Company has set up a system accessible and secure for potential whistleblowers.	Yes
Risk Management Policy	Risk Management Policy
The company has a Risk Management policy and program that is communicated to all employees.	Yes
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.	Yes
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.	Yes
Remediation System	IEC (Information, Education, Communication) Strategies
The Company has a remediation system in place to review and address non-compliance with governance policies.	Yes
V. INDUSTRIAL RELATIONS
Pending Labor Cases:	No

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.