Philippines Handbook - Dec2014 (3916951 - 1) Integrated

Employee Handbook
Philippines
Last Modified: December 2014 | For Internal Use Only
For Internal Use Only

For technical or content issues, please
contact:
the HR Advisory and Service Line : 1921
67670
Table of Contents
Welcome to UBS AG Philippines......................................................................................4
Section 1 Employment Issues..........................................................................................5
General Employment Issues...........................................................................................5
Employee Definition.....................................................................................................5
Employee Classification...............................................................................................5
Other Definitions..........................................................................................................5
Personnel Records........................................................................................................6
Termination of Employment.........................................................................................6
Work Arrangements........................................................................................................9
General Working Arrangement....................................................................................9
Rest Days.....................................................................................................................9
Performance Measurement & Management (PMM)...................................................10
Promotion...................................................................................................................10
Career Development..................................................................................................10
Internal Mobility.........................................................................................................10
Pay Philosophy...........................................................................................................12
Pay Period..................................................................................................................12
Base Salary................................................................................................................12
Discretionary Incentive..............................................................................................13
Meal and Taxi Reimbursement/Allowances................................................................13
Leave Policy..................................................................................................................14
General Regulations...................................................................................................14
Public Holidays...........................................................................................................15
Annual Leave.............................................................................................................15
Block Leave................................................................................................................16
Sick Leave..................................................................................................................17
Maternity Leave.........................................................................................................18
Paternity Leave..........................................................................................................19
Adoption Leave..........................................................................................................20
Marriage Leave..........................................................................................................20
Compassionate Leave................................................................................................21
Family Care Leave......................................................................................................21
Examination Leave....................................................................................................21
Study Leave...............................................................................................................22
Volunteering Leave....................................................................................................22
Extended Leave.........................................................................................................22
Unpaid Leave.............................................................................................................23
Advance Leave...........................................................................................................23
Emergency Leave......................................................................................................24
Section 2 Employee Benefits.........................................................................................25
Health Care...................................................................................................................25
Group Hospitalization Insurance Program.................................................................25
Prescription Claims Reimbursement..........................................................................25
Maternity Hospitalization Claims Reimbursement.....................................................27
Life Insurance Scheme..................................................................................................28
Retirement Schemes.....................................................................................................29
Retirement Plan.........................................................................................................29
Travel & Accidental Death and Disablement Insurance................................................30
Professional Membership..............................................................................................30
Long Service Award.......................................................................................................30
2
Work Life Coaching (EAP)..............................................................................................30

Business University.......................................................................................................31
ihire Policy.....................................................................................................................31
Flexible Working Arrangements....................................................................................31
Section 3 Policies...........................................................................................................34
Conduct.........................................................................................................................34
UBS Principles & Behaviors...........................................................................................34
Communications with the Media...................................................................................35
Community Affairs........................................................................................................35
Confidentiality, Intellectual Property and Inventions....................................................36
Disciplinary Measures...................................................................................................36
Diversity........................................................................................................................37
Dress Code Policy..........................................................................................................37
Electronic Mail, Chat and Text Messaging.....................................................................38
Firm Property, Equipment and Supplies........................................................................38
Gifts and Business Entertainment.................................................................................38
Anti-Harassment, Bullying & Non-Discrimination.........................................................39
Internal Entertainment and Events...............................................................................42
Mandatory Notification..................................................................................................43
External Directorships and Positions.............................................................................43
Personal Conflicts of Interest........................................................................................43
Personal Data / Privacy.................................................................................................43
References....................................................................................................................44
Security Risk Security Awareness.............................................................................44
Signing Authority..........................................................................................................44
Smoking in the Office....................................................................................................44
Use of social media.......................................................................................................45
Use of Drugs and Alcohol..............................................................................................46
Whistleblowing..............................................................................................................47
Workplace Health & Safety...........................................................................................47
Workplace Policy and Program on HIV and AIDS...........................................................48
Workplace Policy and Program on Tuberculosis (TB).....................................................50
Workplace Policy and Program on Hepatitis B..............................................................51
Workplace Surveillance.................................................................................................53
Welcome to UBS AG Philippines

This Employee Handbook (hereinafter referred to as "Handbook") has been specially
prepared for all employees of UBS AG, its designated subsidiaries, and affiliates in the
Philippines (hereinafter referred to as the Firm or UBS). You will be notified if
this Handbook applies to you.
This Handbook sets out the employment policies, practices and programs of the Firm so
that you are aware of what is expected of you.
You are required to comply with the provisions of the Handbook as implemented and/or
amended from time to time.
In keeping with the changing statutory and business conditions, the Firm reserves the
right to modify, add or delete any policy or practice at its discretion from time to time.
Such changes will supersede the previous policies or practices set and will be
communicated to all employees as soon as practicable. It is your responsibility to
review this Handbook periodically to ensure your awareness of and compliance with any
changes that may occur to this Handbook.
Furthermore, employees should be aware that whilst this Handbook does not form part
of their contract of employment and consequently does not create any rights against
UBS, it does refer to certain UBS policies, practices, programs, procedures and
directives which employees are required to abide by as a condition of their
employment.
Please study this Handbook carefully. If you have any questions or need assistance,
please contact any one of the Human Resources personnel or HR Advisory & Services
Centre (HR ASC) at ext 1921-67670. We are pleased to answer any question you may
have. Your managers within your own department will also be able to help you.
The information shown here is subject to modifications from time to time. The latest
version of the
Handbook is available on the HR web:
https://intranet.ubs.net/en/corporate-center/human-resources/reward-center-ofexpertise/employee-relations/apac.html
Section 1 Employment Issues

General Employment Issues
Employee Definition
Employees or employees. All people who are employed by the Firm.
Associate Directors and above. Employees who hold any of the following corporate
titles: Managing Director, Executive Director, Director or Associate Director.
General Staff. All employees who are not Associate Directors and above, including
employees who hold the corporate title of Authorized Officer, if applicable.
4
Employee Classification
Full-time Employees. Employees employed on a full-time basis on open-ended
contracts excluding Temporary Employees.
Part-time Employees. Employees employed on a part-time basis on open-ended
contracts excluding Temporary Employees. Part-time Employees' entitlement to benefits
may be different from that of Full-time Employees in this Handbook in addition to any
differences set out in their respective Employment Contracts.
Temporary Employees. Employees employed on Employment Contracts that have a
specific termination date. Temporary Employees' entitlement to benefits may be
different from that of Full-time and Part-time Employees in this Handbook in addition to
any differences set out in their respective Employment Contracts.
Other Definitions
Employment Contract. The terms and conditions of employment set out in your offer
of employment letter from the Firm, including any subsequent amendments or
variations. Where there is any inconsistency between your Employment Contract and
this Handbook, the terms in your Employment Contract will prevail to the extent of that
inconsistency.
Significant Other. A person who has cohabited with an Employee for a continuous
period of 12 months but who is not considered a legal spouse or dependant under local
law. Employees and their Significant Others should have an exclusive, committed, nonplatonic relationship and be mutually responsible for each others welfare on a
continuing basis. Neither of them should be legally married to anyone else. For the
avoidance of doubt, members of an Employee's immediate family will not be considered
a Significant Other. The Firm will recognize a Significant Other upon satisfactory proof
of the relationship provided always that the relationship is not contrary to or limited by
applicable laws, rules and regulations. Examples of such proof may be bank statements
or other similar documents showing same address and proving that the Employee and
the Significant Other have cohabited for at least 12 months.
Spouse. A person who is recognized as an Employees legal spouse in accordance
with local law.
UBS Group. The branches, subsidiaries, business divisions and affiliates of UBS AG
wherever incorporated or carrying on business, including the Firm, and Group
Company shall be construed accordingly.
Personnel Records
Employee Personnel Records. The Firm needs to keep records of all employees'
personal information for payroll and management purposes. The information will be
kept in each respective employee's confidential personnel file.
All employees are required to furnish personal information, copies of certificates and
other documents and employment references from past employers for their personnel
files.
Changes to Personnel Records. All employees are responsible for immediately
notifying Human Resources of any changes or correction to their personal details
previously provided to the Firm, in particular, the following information:
Your name
Your marital status (married, divorced, legally separated)
Name and birth date of your spouse and/or children
Residential address and telephone number
Nationality
Professional/educational qualifications
Emergency contact
Memberships and directorships of professional organizations,
corporations
societies,
or
All of the above changes can be made via "Personal Profile" in Hri: goto/hri.
If there is a change in your family status (e.g. getting married or having a new-born
baby), you are required to complete a change in personal data form. To access the
appropriate form, please go to My HR Tools.
To view further information regarding this topic, please goto/hr-apac and select "Search
HR".
Please also refer to Personal Data / Privacy in Section 3 of this Handbook.
Termination of Employment
Your employment may be terminated as provided in your Employment Contract, the
Firms regulations, policies and procedures (including but not limited to this Handbook)
or otherwise as permitted under applicable local laws.
Garden Leave.
If you have given or received notice of termination or you
have been suspended from your employment, the Firm may, without limiting
its rights, by notice given orally or in writing require you to do any of the
following during part or all of the period of notice of termination or
suspension:
(a)
(b)
not to carry out all or some of your duties;

not to attend for work or enter the premises of the Firm or any other Group
Company;
(c) not to access any computer system of the Firm or any other Group Company;
(d) to perform duties which are different to those which you had been required to
perform, provided only that you have the necessary skills and competence to
perform the duties;
(e) not to have any contact with any client, supplier, employee, officer, director, agent
or consultant of the Firm or any Group Company except for normal social contact
with friends, relatives and other persons provided that such contact does not lead
to a breach of any provisions of your terms of employment;
(f) to return any property belonging to the Firm;
without limiting the Firm's rights and in accordance with law, direct you to take
annual leave or (if applicable) long service leave to the extent permitted by la w;
6
(g)
(h)
to resign any or all directorships which you may hold as a consequence of your
employment; or
any combination of the above.
If you or the Firm have given notice of termination to the other, Firm, the
Firm may, without limiting its rights, appoint a replacement to your position.
If the Firm has given you notice of termination for any of the just causes
recognized by the Philippine Labor Code and/or for any of the grounds
provided in your Employment Contract, the Firms regulations, policies and
procedures (including but not limited to this Handbook) , the Firm may
appoint a replacement to your position.
For the avoidance of doubt, during any period of notice of termination or
suspension, the Firm will not have any obligation to provide you with work. If
you continue to receive your base remuneration and any other contractual
benefits during such period, please note that you are not entitled to
discretionary incentive awards in respect of such period. You will also remain
bound by all of the express and implied obligations arising out of your
employment with the Firm, including the obligations of good faith and
fidelity.
Dismissal for Just Cause. The Firm may dismiss an employee for just cause as
provided in his/her Employment Contract, the Firms regulations, policies
and procedures (including but not limited to this Handbook) or otherwise as
permitted under applicable local laws. For the avoidance of doubt, such
circumstances include where:
(a)
(b)
(c)
(d)
(e)
(f)
(g)
(h)
(i)
an employee willfully disobeys a lawful and reasonable order of the Firm

or its representative in connection with his/her work;;
an employee commits serious misconducts in connection with his/her
work himself or herself in a manner inconsistent with the due and faithful
discharge of his/her duties;
an employee seriously breaches the UBS Code of Conduct and Ethics and/or the
UBS Principles and Behaviours;
an employee acts in a fraudulent or dishonest manner, or is guilty of
fraud or dishonesty, causing injury to the Firms business or reputation, whether it is
against the Firm or its clients, or any other party;
an employee is grossly and habitually neglectful in his/her duties or
engages in conduct which is inconsistent with due and faithful discharge of his/her
duties;
if the Firm has reasonable grounds to believe the employee is d guilty of
gross misconduct, neglect of duty or other material breach of any of the terms of
his/her employment contract; or
an employee fails to maintain any license, authorization, permit and/or
approval required to enable the employee to perform his/her duties to the Firm or
any such license, authorization, permit and/or approval is revoked; or
an employee ceases to be able to lawfully reside in the Philippines; or
any other grounds exist which would permit an employer to do so under
applicable law.
The Firm shall observe the requirements of procedural due process in employee
termination or dismissal as prescribed by applicable laws.
Retirement. Unless otherwise provided under applicable law, the mandatory
retirement age of all employees of the Firm is 60 and you shall be required to
retire from the Firms employment at the end of the month when you
celebrate your 60th birthday. The mandatory retirement age may be extended
7
at the sole and absolute discretion of the Firm upon your request.
Return of Firm Property.
On termination of employment (for whatever
reason), all articles or property belonging to the Firm must be returned to
your line manager or the Human Resources Department in good condition on
or before your last working day. Such items include, but are not limited to,
your access card, club membership cards, corporate credit cards, medical
cards, keys, manuals, portable telephones, computers, blackberries and
software.
In addition, all documents, data, manuals and other materials (whether in
hard copy or electronic form) either prepared, received or accessed by you
during your employment, whether or not comprising or containing any of the
Firms confidential information, must be returned or surrendered to your line
manager or the Chief Operating Officer (or designee) without retaining it (or
any copies thereof) in any form. All such data located on premises outside
the Firm and which is physically incapable of being returned to the Firm must
be deleted, unless the Firm notifies you otherwise.
HR".
Work Arrangements
General Working Arrangement
Unless otherwise agreed with your line manager,
all employees are generally required to work a minimum of 37.5 hours per week
excluding lunch breaks;
all employees are required to attend for work during the Firms normal working
hours, currently being 9:00am to 5:30pm Monday to Friday; and
these hours may be worked over a minimum of five days per week, depending on
the needs of the Firms business and operations, and the nature of your job
responsibilities and requirements.
Rest Days /Non-working Days

Saturdays, Sundays, Public Holidays and Special Days (per Executive Order
No. 203 and any other executive order that may be issued by the Office of the
President) will normally be taken as rest or non-working days, as the case
may be. However, if the nature of your job or business requires you to work on
such days, it may be necessary to reschedule your rest or non-working day.
Your Career
Performance Measurement & Management (PMM)
There is an established process for regular performance appraisal, details of
which should be discussed with your line manager.
Promotion
The Firms policy is, where possible, to promote from within and to fully
develop the potential of all employees.
Employees who show superior
performance, technical and managerial skills and potential for further
development will be promoted as opportunities arise.
Promotions must be approved by the relevant business division of UBS. No
commitment should be made by anyone to the employee before this stage.
Career Development
The Firm believes very strongly in providing opportunities for individuals to
enhance their capabilities, knowledge and skills so that they may take on new
and challenging responsibilities within the Firm. While the Firm will provide
opportunities for career enhancement in the form of on-the-job training,
formal seminars and job rotations, it is the responsibility of each employee to
identify personal and professional needs and interests, and seek applicable
career development opportunities which will meet those needs.
Internal Mobility
The Firm is entitled to transfer you within the Firm or the UBS Group into a
similar or different position, or second you to associated companies or clients
in or outside the Philippines. You will be informed in writing of any such
transfer or secondment.
All Full-time and Part-time employees are eligible to apply for internal positions within
the UBS Group as they arise providing provided they satisfy the following requirements:
(a)
The employee must have worked in his or her current position for a minimum of 18
months; however, depending on the specific role, the service requirement may be
reduced to 12 months;
(b)
The employee must be of good standing with a satisfactory performance level;
All employees have the right to approach hiring managers to determine relevance of the
potential opportunity. If it appears that there is further mutual interest following the
initial conversation, employees are encouraged to discuss the opportunity with their
current manager. Line Managers must be informed before any informal/formal offer is
made. Until then, candidate confidentiality should be respected.
If the hiring manager identifies a potential candidate, he/she must inform the potential
10
candidates current manager before contacting the employee about an opening.

Once all responsible parties have agreed that the employee is selected for the open
position, the next steps are as follows:
Terms of new position should be formalized. Generally, no out-of-cycle changes to

corporate title or base salary are permitted, except with significantly increased
responsibility.
If the transfer is between divisions, the employees may be required to agree to the
relevant contractual terms in the receiving division.
The hiring manager and current manager, as well as the relevant HR managers,
need to agree on the timeframe of the release period. Where a contractual notice
period exists, the release period should be no more than 2 3 months. Where no
contractual notice period exists, the release period should be no more than 2
months or local market practice, whichever is the shorter.
All internal candidates who apply for a position via the intranet job boards will be
provided with feedback. Responsibility for providing this feedback may vary and
may
include
recruiters
or
HR
managers.
11
Remuneration
Pay Philosophy
During your employment with the Firm you may become eligible for various
awards and benefits, in addition to a discretionary bonus, depending on a
variety of factors including your performance, position and potential.
It is the Firm's philosophy that your remuneration be reviewed on a total
compensation basis (i.e. base salary plus any allowances and discretionary
incentives). For further details on the Firms compensation structure and
philosophy for all staff please refer to the Total Reward Principles. These
Principles have been reviewed by the Group Executive Board and by the Board
of Directors Human Resources and Compensation Committee and were
approved by the UBS Board of Directors.
Your compensation arrangements are strictly confidential and should not be
discussed with anyone other than your immediate line manager.
Pay Period
Pay Frequency. Base salary is paid in 12 equal monthly installments.
Additionally, all employees locally hired in the Philippines will be entitled to
payment of 13th month salary which will be paid no later than December in
each year. The 13th month pay is in compliance with P.D. 851, as amended,
otherwise known as the 13th Month Pay Law. The 13th month salary is
payable against complete service for the full calendar year or pro-rata for part
thereof.
A pay period runs from the first day through the last day of a calendar month.
Pay Date. Salaries will normally be credited to your personal bank account on
the 15th day of each month. If the 15th is a Sunday or public holiday, salaries
will be credited on the preceding working day.
Base Salary
Review. It is UBSs philosophy that an employees salary be reviewed on an annual
basis. UBS determines salaries by considering your performance, level of
responsibilities, qualifications, experience and the market value of the position.
Changes, if any, are effective from 1 March each year subject to any changes at the
Firms discretion.
Discretionary Incentive
Eligibility.
(a)
Eligibility for consideration for the payment of, or the payment of a
discretionary incentive award is at the total discretion of UBS.
(b)
Factors which may lead to eligibility for consideration for the payment of
12
(c)
(d)
(e)
(f)
(g)
(h)
(i)
a discretionary incentive award include, amongst other things, individual

performance and results, business unit performance and results, UBS performance
and results, and UBS global performance and results.
The payment of a discretionary incentive award does not constitute any
express or implied contractual right to any payment, regular, annual or otherwise
in respect of any discretionary incentive award.
Any discretionary incentive award made is a one off payment. It does
not constitute part of wages or for calculation purposes for annual leave, sickness
allowance or any termination payment including any statutory, notice, severance,
long service or redundancy payment.
An employee may only be considered for the payment of discretionary
incentive award if the employee is employed by UBS at the time any discretionary
incentive award is due to be paid and has not given notice of resignation or
received notice of termination of employment for any reason. In the event of the
termination of an employee for any reason including redundancy, the employee is
not entitled to any discretionary incentive award on a pro rata basis or otherwise or
at all in respect of the year during which the termination occurred or in respect of
any notice period which may take place in a succeeding year.
In the event of an employee resigning from UBS, the employee will not
be entitled to any discretionary incentive award on a pro rata basis or otherwise or
at all in respect of the year during which the resignation was tendered.
The criteria for the awarding of a discretionary incentive award may
change from time to time based upon a variety of factors including changing
economic conditions.
Any discretionary incentive award may consist of cash, equity and/or deferred
instruments (which may include, without limitation, restricted shares, conditional
future payments, or debt instruments), and may be granted subject to the rules of
an applicable incentive award plan (as amended from time to time)
Any discretionary incentive award may also be subject to vesting and forfeiture
conditions including but not limited to individual, team, divisional and/or UBS
Group performance conditions as set out in the applicable plan rules.
Note: Employees covered by other incentive or commission based programs

are not eligible to receive a discretionary incentive under this scheme.
Meal and Taxi Reimbursement/Allowances

Meal Reimbursement. Except for shift workers, employees who are required to work
overtime for longer than three hours will be entitled to be reimbursed up to PHP250 if a
meal is not provided. Drivers and office workers who need to work during lunch hours
will also be considered, on an exceptional basis, for a meal reimbursement of up to
PHP250 per meal, subject to provision of a receipt and Department Head approval. On
weekends and public holidays, meal reimbursement of up to PHP250 can be claimed for
every four completed hours worked on such days, with a maximum of two meals per
day. You are required to obtain prior approval for any type of meal reimbursement from
your line manager.
Taxi Reimbursement or Allowance. If you are required to work late, you may claim a
reimbursement from the Firm for the taxi fare from your place of work to your home by
providing a valid taxi receipt. If a valid taxi receipt cannot be provided, you will be
entitled to an allowance of PHP150. This arrangement is subject to the following
conditions:
(a)
13
"Working late" is defined as working after 9:00 p.m. if you have worked
(b)
(c)
(d)
(e)
more than 12 hours (including lunch hour) on that day.

Public transport between the place of work and your home has either
ceased for the day, or it would not be reasonable to expect you to use it (e.g., the
journey would take much longer than usual due to reduced level of service, or fear
for your safety).
Pre-approval by your Department Head is required.
Use of taxis in these circumstances is on a strictly occasional basis and,
in general, does not apply to employees working approved shift rosters. This must
not become a regular practice of any individual and line managers must monitor
the use of taxis.
You may either claim reimbursement with the provision of a valid taxi
receipt or get the cash allowance of PHP150 for each overtime transportation
claim.
Claim Forms. To claim for meal or taxi expenses, you have to complete a Meal and Taxi
Reimbursement Claim Form. If you do not have the original meal receipt, you will not
receive the reimbursement. Taxi reimbursements are subject to line manager approval.
Line Managers are responsible for verifying the accuracy of the claim forms which must
then be submitted to the Finance Department by the 15 th of each month.
It is the responsibility of the approver of the meal or taxi reimbursement claim to verify
the accuracy of the claim against the above mentioned guidelines.
Payment. Meal and taxi reimbursement/allowances are paid through petty cash (large
amounts may be reimbursed by cheque).
HR".
Leave Policy
General Regulations
Attendance. Attendance and punctuality are evidence of responsibility and
commitment and will be included as evaluation criteria in the performance
appraisal process.
Leave Notification. If you are unable to report for work on time due to illness,
emergency, or for any other reason, you must notify your line manager by
telephone or email by 10:00 a.m. on the day of absence or within an hour of
the starting time of your shift, whichever is applicable. You must submit your
leave application via Global Leave & Absence in HRi (GLA) to your line
manager upon returning to work.
Failure to Notify. Failure to notify the Firm of any anticipated absence or delay
in reporting for work without good reason and an explanation satisfactory to
the Firm will result in loss of compensation during absence and may be
grounds for disciplinary action up to and including dismissal.
Application. Authority to grant leave shall rest with the management of the
Firm. To apply for leave, you are required to discuss and agree with your line
manager before submitting your leave application via GLA. Your leave history
will also be available on GLA.
14
Termination of Employment. Apart from annual leave, certified sick leave and
maternity leave, all other leave entitlements will be forfeited without compensation
upon the date you tender your resignation even if the leave has been approved
beforehand, to the extent permitted by law. The Firm may also direct you to take
annual leave during your notice period, to the extent permitted by law.
Any exceptions to the rules of this leave policy can only be approved by the
Head of Human Resources The interpretation of all leave policies shall rest
entirely with the Human Resources Department
You may be required to submit certain documents to the human resources department
under this policy.
Calculation of Leave Pay. Unless otherwise required by applicable law, any
entitlement to paid leave in accordance with the benefits set out in this Handbook shall
generally be calculated on the basis of your base salary only unless otherwise specified
in respect of a particular type of leave.
Public Holidays
The Firm observes all public holidays (per Executive Order No. 203 and any other
executive order that may be issued by the Office of the President) and you are not
ordinarily required to attend for work on such days. However, you may be required to
attend for work on such days if the nature of your job or business requires you to work
on a public holiday.
Annual Leave
Eligibility. All Full-time and Part-time Employees are entitled to annual leave in
accordance with this policy. The annual leave entitlement for Temporary Employees will
be set out in their Employment Contract, where applicable.
Entitlement. The entitlement to annual leave for Full-time Employees is stated below.
The Firms holiday year begins on 1 January and ends on 31 December. The annual
leave entitlement for part years of employment will be pro-rated accordingly (e.g. in
years of joining and leaving the Firm).
Entitlement
Staff Category
year)
(working days per holiday
Executive Directors and Managing Directors
24
Associate Directors and above
20
Others
15
The annual leave entitlement for Part-time Employees will be pro-rated based on the
actual number of standard hours/days worked by the Part-time Employee against the
standard hours/days normally worked by Full-Time Employees.
Holidays during probationary period. You are not entitled to take annual leave
during your probationary period, unless otherwise approved by your line manager. After
15
completion of the probationary period, your annual leave entitlement will be prorated
on the basis of calendar days worked with effect from the commencement date of your
employment. If your employment is terminated during the probationary period, you will
not be entitled to any payment in lieu of unutilized leave.
Unused annual leave. All earned annual leave should be taken within the same leave
year. In principle, no annual leave should be carried forward to the next leave year.
Nevertheless, you may carry forward a maximum of five days balance from one holiday
year to the next with your Department Heads approval. All carried forward annual
leave must be taken by 31 March of the following year (i.e. within three months of being
carried forward).
The Firm reserves the right to forfeit any unused annual leave in excess of your
entitlement, including excess annual leave which is not taken within the holiday year it
accrues. You will be deemed to have taken your statutory annual leave entitlement
prior to taking any excess annual leave to which you may be entitled under this
Handbook. Subject to applicable law, no cash payments will be granted in lieu of
earned and unused leave during your employment.
Termination of Employment. If your employment ceases, you are entitled to a
payment in lieu of earned but unused annual leave. In cases where you have taken
annual leave in excess of your entitlement, a corresponding deduction will be made by
the Firm from any payment due to you.
You are not allowed to use your accrued annual leave to offset, wholly or partially, the
notice period required for termination of employment. However, the Firm may direct
you to take annual leave during your notice period, to the extent permitted by law.
HR".
Block Leave
General Policy. All Full-time and Part-time Employees are required to take at least two
consecutive weeks leave (14 calendar days or 10 consecutive working days) away from
the office in each leave year. For employees who have an annual leave entitlement of
15 days or less (excluding those employees in deemed sensitive positions in the
Investment Bank business division or in Investment Bank-aligned support
organizations), this requirement can be met by an absence of one week (seven calendar
days) unless regulatory or legal requirements dictate otherwise.
Global Block Leave Policy for Sensitive Staff.
In addition, all staff identified as "Sensitive Staff" for block leave purposes are
required to comply with the Global Block Leave Policy (1-P-004732), which may impose
additional requirements. Employees will be notified by their line manager, local
manager or Block Leave Co-ordinator, if they are required to take block leave.
While Business Divisions are responsible for defining the scope of "Sensitive Staff", the
following types of role are provided as implementation guidance. Sensitive Staff may
include those members of staff whose day-to-day activities include:
16
Execution of business transactions (including commitments), payments, transfer

assets, or line management authority to instruct others to do so; or
Handling or processing of physical assets including cash or securities on a daily basis
or line management authority to instruct others to do so; or
Accessing the data, systems and operational processes that directly impact client
relationship management systems, transactional (including trading and payment
systems) or financial books and records, and the ability to affect such data; or
Exercising independent
reconciliation roles.
control
directly
over
such
activities,
including
daily
Adherence to the block leave requirement is mandatory and employees who are subject
to block leave must ensure that the appropriate period of leave is allocated sufficiently
well in advance to enable proper business planning for absences.
Unless explicitly excepted under Business Divisional block leave arrangements, while
Sensitive Staff are on block leave they must not:
Attend any UBS premises to undertake or influence any activity defined in the policy
on behalf of UBS, or where related Business Divisional implementation arrangements
apply;
Approve, record, or reconcile transactions or payments, or influence others to do so;
Directly or indirectly access any of UBSs processing, payment or transactional
systems;
Issue any directions or authorizations to another employee or any other individual
affiliated with UBS to execute or suppress transactions, mark positions or make
accounting entries; and
Access UBS email and voicemail except through a device type and configuration
approved for block leave purposes1, and must not contravene any cross-border
restrictions concerning business communication while on block leave.
Further details on the Global Block Leave Policy can be found on POLO and in the FAQ on
the Sensitive Staff and Block Leave intranet page.
New employees who join the Firm, or employees who transfer to the Firm from other
UBS Group locations, on or after 1 April are not subject to this requirement in the year of
hire or transfer.
Combination of Block Leave with Other Types of Leave. Block Leave can be
satisfied by any combination of the following types of absences:
Annual leave
General or statutory holidays (limited to a maximum of 3 days for those

staff in deemed sensitive positions per the Global IB Block Leave Policy)
Off-site training
Illness
Authorized leave of absence (including but not limited to maternity,

adoption, marriage, paternity, parental, compassionate, unpaid, extended, study,
1
As at publication date, approved devices for email access include Blackberry and GOOD
implementation on iPAD
17
examination, .and jury service leave
Any breach of this policy - or knowingly providing assistance to another employee to

breach this policy - can result in disciplinary action up to and including dismissal.
Responsibilities. Employees are responsible for their own leave planning and line
managers are responsible for compliance with this policy. Line managers are expected
to assist employees as necessary with planning their time away from the office to
ensure that both the needs of the employee and their business area are met, and that
the employee is able to comply with this policy.
HR".
Sick Leave
Employees who are sick and unable to attend for work are entitled to an aggregate of
15 working days of full paid sick leave for each calendar year if no hospitalization is
necessary; where hospitalization is required, it can be extended to a total of two
calendar months, subject to the rules on Additional Entitlement.
Additional Entitlement. If your sick leave entitlement has been used up and you are
still unfit to perform your duties, you may be granted, at the discretion of management,
sick leave with 50% of pay for a further two month period. At your request, and with the
Firms approval, you may utilize your annual leave for which you are eligible before
you are granted sick leave with 50% pay.
In addition, any female employee is eligible for special sick leave benefits in cases of
surgery for gynecological disorders if she has continuously served the Firm for six
months during the previous 12 months prior to surgery (per Republic Act No. 9710
Magna Carta for Women).
Prolonged sick leave. Extension of sick leave beyond the above-stated period will be
without pay. Termination of employment due to extended illness is governed by the
provision of Section 8, Rule 1, Book VI of the Labour Code Implementing Rules.
Any annual leave, sick leave or public holidays which you accrue or take during the
period of prolonged sick leave (as applicable) shall be counted as part of the prolonged
sick leave. Accordingly, you shall not have any accrued annual leave, sick leave or
public holiday pay at the end of any period of prolonged sick leave granted, to the
extent permitted under applicable law.
Notification. If you are unable to come to work because of sickness or injury, you must
notify your line manager on the first day of absence before 10:00 a.m. or within an hour
of the starting time of your shift, whichever is applicable. You must notify your line
manager by telephone or email. Failure to notify the Firm of your absence without good
reason and an explanation satisfactory to the Firm may result in loss of compensation
during absence and may be grounds for disciplinary action up to and including
dismissal.
Sick Leave Application. You must submit your leave application via GLA to your line
manager upon returning to work.
If you are absent for more than one day, you are required to submit to your the Human
Resources Department a medical certificate issued by a registered medical practitioner
18
(who may be nominated by the Firm), specifying the recommended period of sick leave.
In all cases, the Firm reserves the right to have an employee examined by a doctor
appointed by the Firm to determine his or her state of health for verification purposes.
In such cases, all expenses will be paid by the Firm.
Falling Sick While on Leave. If you fall sick while on any other type of leave, you are
not eligible for the grant of sick leave until your approved leave expires.
HR".
Maternity Leave
Eligibility. All female employees shall be entitled to maternity leave in accordance
with this policy.
Maternity Leave Entitlement.
(a) All female Full-Time and Part-Time Employees shall be entitled to a maximum
period of 15 calendar weeks maternity leave on full pay together with three weeks
unpaid maternity leave subject to compliance with the terms of this policy.
(b) All female Temporary Employee shall be entitled to maternity leave in accordance
with applicable law.
In order to qualify for maternity leave under this policy, you must notify the Firm in
accordance with the notification provisions set out below and you must also submit the
SSS Maternity Notification Forms and any other documentation necessary to allow the
Firm to claim reimbursement of the statutory portion of the maternity leave entitlement
in accordance with the Social Security Act. If you fail to assist the Firm by submitting
the relevant documentation, the Firm reserves the right to pay you only for the portion
of the maternity leave as set out in the Social Security Act and the remaining portion of
the leave will be unpaid.
Maternity leave shall normally commence four weeks before the expected delivery date.
However, you may instead decide to commence your maternity leave two to four weeks
before the expected date if the Chief Operating Officer agrees.
Employees are not expected to perform any work duties during maternity leave, and it
is Firm policy to block access to a primary care givers email account during this period
of leave.
Notification. If you intend to take maternity leave, you are required to discuss and
agree with your line manager and submit your leave application via GLA at least 12
weeks before your expected date of confinement. Please specify the expected date in
the Remarks box and submit the medical certificate (which must be issued by a
registered midwife or medical practitioner) certifying the pregnancy and the SSS
Maternity Notification Form. You must also specify the expected date to the Human
Resources Department To access the appropriate form (Maternity Request form) please
go to My HR Tools. You must notify the Human Resources Department of the date you
are due to return to work within seven days after your actual date of confinement.
Please forward a copy of your baby's birth certificate to the Human Resources
Department within one month from the date of birth.
Holidays During Maternity Leave. Any rest day or statutory holiday falling within the
19
period of maternity leave will be counted as part of maternity leave.

Termination of Pregnancy. An employee who has given notice under the provisions
stated above shall, if her pregnancy ceases other than by reason of confinement, give
notice of such cessation of pregnancy to the Human Resources Department as soon as
it is reasonably practicable to do so. Payment and leave entitlements in respect of a
miscarriage will be in accordance with applicable law.
Any leave taken in respect of post-confinement medical treatment that is not covered
by the above policy, shall be taken as sick leave.
HR".
Paternity Leave
Eligibility. All Full-Time and Part-Time Employees who expect to have responsibility for
a childs upbringing and who are also the biological father of the child or the mothers
Spouse or Significant Other are eligible for paternity leave .
Paternity Leave Entitlement. All Full-Time and Part-Time Employees shall be entitled
to seven days paid leave per delivery (only for the first four (4) deliveries, per Republic
Act No. 8717 Paternity Leave Act of 1996).. However, if the employee is a primary
care giver (defined as a parent who is responsible for the predominant care of their child
at home immediately after the birth date), the employee will be entitled to a maximum
period of 15 continuous calendar weeks leave on full pay together with another three
weeks unpaid leave per delivery. The Firm may require appropriate evidence of the
primary-care giver status of an employee before such leave is granted.
Employees are not expected to perform any work duties during paternity leave, and it is
Firm policy to block access to a primary care givers email account during this period
of leave.
Timing. The paternity leave (other than where the employee is a primary care giver)
must be completed within the first month after your Spouse's or Significant Others
delivery.
If you are to be the primary care giver and intend to take the extended period of
paternity leave permitted under this policy, your paternity leave must commence within
the first week after your Spouses or Significant Others delivery.
Holidays During Paternity Leave. Any rest day or statutory holiday falling within the
period of paternity leave will be counted as part of paternity leave.
Application. You are required to discuss and agree with your line manager and submit
your application via GLA. Please forward a copy of your baby's birth certificate to the
Human Resources Department
To view further information regarding this topic, please goto/hr-apac

and select "Search HR".
Parental Leave for Solo Parents
Eligibility. All Full-Time and Part-Time Employees who fall under the definition of solo
parent under the Solo Parents Welfare Act of 2000 (R.A. 8972) who have rendered
20
service to the Firm for at least one (1) year are eligible for parental leave.
Paternity Leave Entitlement. All eligible Full-Time and Part-Time Employees shall be
entitled up to seven (7) days paid leave per year to enable him/her to perform parental
duties and responsibilities where physical presence is required. The Firm may require
the presentation of the Solo Parent Identification Card before such leave is granted.
Unused parental leave at the end of a year shall not be convertible to cash and shall be
deemed forfeited.
Holidays During Solo Parent ParentakLeave. Any rest day or statutory holiday falling
within the period of solo parent parental leave will be counted as part of such paternal
leave.
Application You are required to discuss and agree with your line manager and submit a
leave application via GLA stating the application reasons at least ___ days before your
intended parental leave.
Adoption Leave
Eligibility. All Full-time and Part-time Employees who adopt a child are eligible for
adoption leave. This only applies to employees who are newly matched with a child for
adoption by an approved adoption agency.
Adoption Leave Entitlement. If the employee is a primary care giver (defined as a
parent who is responsible for the predominant care of their child at home immediately
after the adoption date), he/she will be entitled to a maximum period of 15 continuous
calendar weeks leave on full pay together with another three weeks unpaid leave per
adoption. The Firm may require appropriate evidence of the primary-care giver status of
an employee before such leave is granted. If the employee is not a primary care giver,
he/she will be eligible for a period of five continuous days leave on full pay.
Employees are not expected to perform any work duties during the period of adoption
leave, and it is Firm policy to block access to a primary care givers email account
during this period of leave.
Timing. You may begin your adoption leave from the date of the child's placement or
up to two weeks before the expected date of placement.
Holidays During AdoptionLeave. Any rest day or statutory holiday falling within the
period of adoption leave will be counted as part of adoption leave.
Application. You should inform your line manager once you have an intention to adopt
a child and keep your line manager and the Human Resources Department informed as
to the progress and status of your adoption application. This is to assist your line
manager with resources planning.
You should notify your line manager within 14 days after you have been notified by your
adoption agency that you have been matched with a child. You must submit your
application via GLA. Please forward a copy of all relevant documents, for example,
matching certificate or letter from the approved adoption agency to the Human
Resources Department
21
HR".
.
Marriage Leave
Eligibility. All Full-time and Part-time Employees who are getting married or entering a
legally recognized union, such as a Civil Union, and who have not given notice of
resignation with the Firm, are eligible for marriage leave.
A legally recognized union must be legally recognized in the country or jurisdiction in
which it takes place. It is not necessary for the union to be legally recognized in the
country or jurisdiction in which the employee resides.
Eligibility for marriage leave does not necessarily equate to eligibility for other spousal
benefits in this handbook. Employees should refer to relevant definitions and eligibility
criteria as required.
Marriage Leave Entitlement. All eligible employees are entitled to three consecutive
working days of marriage leave on full pay.
Timing. The marriage leave must be commenced within the period from one week
before to three weeks after the date the marriage / civil union certificate is issued.
Notification. If you intend to take marriage leave, you shall give notice to your line
manager at least four calendar weeks before the scheduled date of marriage / civil
union.
your application via GLA. Upon your return to work, please forward a copy of your
Marriage Certificate or Civil Union Certificate (or similar) to the Human Resources
Department for record purposes.
HR".
Compassionate Leave
Eligibility. All Full-time and Part-time Employees.
Compassionate Leave Entitlement. The Firm may, at its discretion, grant you
compassionate leave of up to 10 working days on full pay in the event of the death of
an immediate family member (including spouse, child, parent) and up to two working
days in the event of the death of other family members (parent-in-law, grandparent,
grandparent of spouse, brother, sister, grandchild) or respective in laws.
Application. You are required to notify and agree with your line manager and submit a
leave application via GLA stating your relationship with the deceased.
HR".
Family Care Leave

22

Family Care Leave Entitlement. The Firm may, at its discretion, grant you family care
leave of up to five working days on full pay per calendar year in the event that you need
to take care of your child, Spouse, or parent who has a serious health condition. All
unused family care leave cannot be carried forward to the next calendar year.
a leave application via GLA stating the application reasons.
HR".
Examination Leave
Eligibility. All Full-time and Part-time Employees who have completed their
probationary period. Examination leave shall only be granted if the examination is
associated with a course that has been approved by the Firm and is therefore directly
related to your job.
Duration of Leave. The Firm may, at its discretion, grant you a maximum of two days
leave on full pay per calendar year, to be taken only on the day(s) of your
examination(s). All unused examination leave cannot be carried forward to the next
calendar year.
Application. You are required to discuss and agree with your line manager in advance
before submitting your application for examination leave via GLA. You are required to
submit the evidence of the examination (such as the admission ticket) to the Human
Resources Department for verification purposes.
HR".
Study Leave
The Firm recognizes the need for external training and professional qualifications that
are directly related to your job. If you need to sit for an examination associated with a
course that has been approved by the Firm, you may be granted a reasonable paid
study leave period to prepare for the examination.
Eligibility. All Full-time and Part-time Employees who have completed their
probationary period.
Application. You are required to discuss and agree with your line manager in advance
before submitting your application for study leave in GLA with the evidence of the
examination (such as admission ticket) to be submitted to the Human Resources
Department for verification purposes.
HR".
Volunteering Leave
23
All Full-time and Part-time Employees, and Temporary Employees who have a minimum
of three months service, are eligible to apply for up to two paid days of leave each
year for volunteering activities. Please see the Community Affairs website for further
details.
http://bw.ubs.com/page/0/19/0,1080,5419-260022-1-225208,00.shtml
HR".
Extended Leave
The Extended Leave policy was introduced in response to the personal life/work balance
initiative of Diversity.
Eligibility. All Full-time and Part-time Employees who have a minimum of 10 years'
service may apply for unpaid extended leave.
Extended Leave Entitlement. All eligible employees may apply for extended leave
for a period of up to eight continuous weeks, with the option to add on up to two
additional weeks from their accrued and unused annual leave. Extended leave may not
be added to any other existing leave policies, other than at the discretion of the Firm.
Employees will only be entitled to take a maximum of two such periods of extended
leave during their career with the Firm. Once an extended leave period has been
granted, an employee will need to complete an additional 10 years' continuous service
before being eligible to be considered again for extended leave.
Conditions. All Extended Leave will be unpaid and will be granted at the sole discretion
of the Firm, taking into account business requirements, work volumes and
available/suitable cover arrangement.
All employee benefits will remain in effect during extended leave, provided the
employee continues to make contributions to the relevant benefits program (where
applicable). However, annual leave and sick leave entitlements will accrue only to the
extent required by law. Extended leave will not affect other service-related benefits.
HR".
Unpaid Leave
Eligibility. All Full-time and Part-time Employees. Under special circumstances, the
Firm may consider granting leave without pay to you if your annual leave entitlement
has been exhausted. Any such unpaid leave will be for a maximum duration of up to 12
weeks with proper justification and must be approved by your line manager, your line
managers manager and the Country Head of Human Resources for the location where
you are based.
Upon return to work after the expiration of an approved unpaid leave period, you may
be able to return to your former position if that position is still available. The Firm
cannot, however, guarantee the availability of a position. An employee who fails to
return to work at the end of an approved unpaid leave period will be considered to have
voluntarily resigned.
24
Holidays During Unpaid Leave. Any rest day or statutory holiday falling within the
leave period will be counted as part of the unpaid leave period.
Benefits During Unpaid Leave. The provision of benefits during unpaid leave is at
the discretion of the Firm. Annual leave and sick leave entitlements will accrue only to
the extent required by law.
HR".
Advance Leave
Eligibility. All Full-time and Part-time Employees. Under special circumstances, a
Department Head, with the approval of the Chief Operating Officer, may consider
granting advance leave to you if your annual leave for the current leave year has been
exhausted.
Conditions. The duration of advance leave granted is at the sole discretion of the
Department Head and the Chief Operating Officer. In order to ensure that no disruption
is caused to the Firms daily operations, the maximum advance leave that may be
granted in any one leave year is 10 days.
Any advance leave which is granted to you shall be set off against your annual leave
entitlement for the following leave year.
It must also be noted that the Firm shall have the absolute discretion to grant unpaid
leave instead of advance leave.
HR".
Emergency Leave
In case of a natural calamity affecting your ability to attend work, emergency leave of
up to three working days for each occasion may be approved by your Department Head
or Chief Operating Officer.
25
Section 2 Employee Benefits

The Firm reserves the right at any time, at its absolute discretion, to terminate your
participation in any of the benefits specified in this section and/or to withdraw or amend
any such benefits (including the level of cover) without providing a replacement or other
compensation.
Health Care
Group Hospitalization Insurance Program
The Group Hospitalization Insurance Program is underwritten by Maxicare Healthcare
Corporation (Maxicare). It undertakes to arrange and provide for preventive, diagnostic
and treatment service for Members by Maxicare Accredited Hospitals, Clinics and Staff,
subject to certain exclusions, limitations and conditions.
Gold Plan is provided to all Full-Time Employees.
Details about the current benefits available can be found in the following information
provided by Maxicare. Please note that all the information provided is subject to the
terms and conditions of the policy issued by Maxicare.
Group Hospitalization Insurance Program
This Group Hospitalization Insurance Program is only available to employees of the Firm
and their eligible dependents. Eligibility for spousal and dependent benefits is
determined by the rules and regulations of this third party provider and not UBS.
Employees should refer to relevant definitions and eligibility criteria of the third party
when seeking coverage for spouses and dependents.
Prescription Claims Reimbursement

Purpose. To assist eligible employees with medical expenses incurred on prescribed
medicines which are not covered under the existing medical insurance plan.
Eligibility. All Full-time and Part-time Employees, their spouse or significant other aged
below 65 years, and children aged above 15 days and below 21 years, are eligible with
effect from the first day of employment of Employees.
Temporary Employees with consecutive service of six months or above, and Interns on
formal global program, are eligible with effect from the first day of contract. If initial
contract period of Temporary Employees is less than six months and contract is
subsequently extended with total duration of contract of six months or above, eligibility
will commence on the contract renewal date.
Policy Year. 1 January 31 December
Reimbursement Limit Per Year. Up to PHP5,000 per family
26
Annual reimbursement limit for part years of employment will be pro-rated (e.g. in years
of joining or leaving the Philippines office).
The limit for Part-time Employees,
Temporary Employees with consecutive service of six months or above, and Interns on
formal global program will be pro-rated in accordance to with their duration of
employment.
Unused reimbursement limit will be forfeited at the end of each year. No carry forward
across years is allowed.
In the event whicha claims reimbursement is made outside the limit (e.g. a Full-time
employee leaves in the middle of policy year, or a Temporary employee leaves earlier
than the original contract end date), such shortfall will be a debt owed by the relevant
Employees to the Firm with immediate effect which the Employees authorize to be
recovered from them in such manner as the Firm deems fit in its sole and absolute
discretion, including but not limited to deducting from their remuneration.
Claims Procedures. Completed Claim Form and Receipts (showing expenses incurred
date and amount of expenses incurred), and Doctor Referral for prescription (showing
patient name) must be submitted to Human Resources. Original Claim Form and
Receipts, and copies of the Doctor Referral for prescription must be sent to the Finance
Department in the Philippines.
If the claim is covered by another insurance policy, healthcare plan, or similar schemes,
only unclaimed balance of eligible medical expenses would be processed. For such kind
of secondary claim, receipts must show name of primary provider, date and amount
reimbursed.
Documents must be received by both Human Resources and the Philippines Finance
Department within 90 days from the date that the medical expenses were incurred. Any
claims received after that will not be processed.
Reimbursement claims will be processed on a monthly basis. Claims submitted on or
before 5th of the month before noon will be processed within the same month. Claims
submitted after that will be processed in next month.
Covered Items. Medically necessary medication, prescribed by medical practitioner,
and purchased from a clinic, pharmacy or dispensary.
Items not covered
Claims received after 90 days from the date that the medical expenses were
incurred
Expenses incurred before the date the employee joined the Philippines office, or
after last employment date
Drugs and medicines not prescribed by a medical practitioner
Any elective treatment or procedure such as but not limited to cosmetic, plastic
surgery or beautification
Expenses provided or covered by law or government, or treatment provided free
of charge by local or national government, or treatment provided free of charge
for any communicable disease declared by any government agency or entity as
causing a state of emergency in an area
Others. The Firm has the right to accept or reject any individual claim reimbursement,
and to amend or withdraw the reimbursement policy at its sole and absolute discretio n.
The Firm also reserves the right to review and revise the policy and procedures from
time to time.
27
Under current tax legislation and practices, total medical claims reimbursement
(including those made under Prescription Claims Reimbursement and those made under
Maternity Hospitalization Claims Reimbursement policy, but not including maternity
reimbursement from SSS up to the applicable limits as detailed in Maternity
Hospitalization Claims Reimbursement policy) of up to PHP10,000 per year is nontaxable for employees with no dependeant, and an additional PHP1,500 non-taxable
amount for employees with dependeant(s). Reimbursement received on top of the
above will be subject to income tax.
The actual tax charged on compensation and
benefits will be subject to assessment to the appropriate withholding or fringe benefit
tax to be remitted by the Firm by the Bureau of Inland Internal Revenue.
Employees are accountable for taxes, if any, arising from the provision of the
prescription claims reimbursement as assessed by the tax authority. The Firm accepts
no responsibility for any tax, penalties or surcharge that may arise in respect of the
provision of the prescription claims reimbursement.
Maternity Hospitalization Claims Reimbursement

Purpose. To assist eligible employees with medical expenses incurred on maternity
hospitalization which are not covered under the existing medical insurance plan.
Eligibility. All female Full-time and Part-time Employees, or the spouse or significant
other of male Full-time and Part-time Employees, are eligible upon completion of one
year of service by Employees prior to the expected confinement date.
Policy Year. 1 January 31 December
Notification. Pregnancy must be notified to the HR Advisory & Services Centre at least
12 weeks before expected date of confinement. Medical certificate (which must be
issued by a registered midwife or medical practitioner), certifying the pregnancy and
also specifying the expected due date must be submitted as proof of pregnancy. Failure
to do so may result in maternity hospitalization claim denial under UBS policy and/or
Social Security System (SSS).
Reimbursement Limit Per Pregnancy
Up to PHP20,000 for normal delivery
Up to PHP35,000 for caesarean
Up to PHP15,000 for miscarriage
The reimbursement limits apply on a basis of per pregnancy, and is not dependent on
the number of children for that pregnancy.
Unused reimbursement limit will be forfeited at the end of each year. No carry forward
across years is allowed.
If reimbursement or benefit amount is received under SSS, another insurance policy,
healthcare plan, or similar schemes, reimbursement under this policy will only be made
against the remaining eligible amount.
In the event a claims reimbursement is made outside the limit (e.g. a Full-time
employee leaves in the middle of policy year), such shortfall will be a debt owed by the
relevant Employees to the Firm with immediate effect which the Employees authorize to
be recovered from them in such manner as the Firm deems fit in its sole and absolute
discretion, including but not limited to deducting from their remuneration.
28
Claims Procedures. Completed Claim Form, Medical Certificate and Hospital Receipts
(showing patient name, diagnosis, expenses incurred date, amount of medical expenses
& breakdown of charges) must be submitted to Human Resources. Original Claim Form
and Hospital Receipts, and a copy of the Medical Certificate must be sent to the Finance
Department in the Philippines.
If the claim is covered by SSS, another insurance policy, healthcare plan, or similar
schemes, only the unclaimed balance of eligible medical expenses would be processed.
For such kind of secondary claim, receipts must show name of primary provider, date
and amount reimbursed.
Documents must be received by both Human Resources and the Philippines Finance
Department within 90 days from the date that the medical expenses were incurred. Any
claims received after that will not be processed.
Reimbursement claims will be processed on a monthly basis. Claims submitted on or
before 5th of the month before noon will be processed within the same month. Claims
submitted after that will be processed in next month.
Covered Items (Hospitalized)
Room and board
Physicians fees
Surgeons fees
Anaesthetists Anaestheticians fees
Operating TheatreRoom
Specialists fees
Miscellaneous hospital charges: admission charges, registration charges
Items not covered
Claims received after 90 days from the date that medical expenses were incurred
Expenses incurred before the date the employee joined the Philippines office, or
after last employment date
Pre-natal and post-natal outpatient expenses (this is to be claimed under
Outpatient Services of Group Hospitalization Insurance Program provided by
Maxicare)
Pregnancy test to determine if pregnant
Birth control measures
Infertility
Impotency treatments
In-vitro fertilization
Assisted conception operation
Home delivery
Permanent sterilisation procedure
Non-medical services, e.g. telephone, radio, TV, extra bed, extra food, laundries,
toilet articles and the like, private duty nurse or physician
Extra benefit for multiple births, like twins or triplets, etc.
Childhood immunisation vaccination
Paediatrician consultation
Child care services
Expenses provided or covered by law or government, or treatment provided free
of charge by local or national government, or treatment provided free of charge
for any communicable disease declared by any government agency or entity as
causing
a
state
of
emergency
in
an
area
29
Others. The Firm has the right to accept or reject any individual claim reimbursement,
and to amend or withdraw the reimbursement policy at its sole and absolute discretion.
The Firm also reserves the right to review and revise the policy and procedures from
time to time.
Under current tax legislation and practices, total medical claims reimbursement
(including those made under Prescription Claims Reimbursement policy and those under
Maternity Hospitalization Claims Reimbursement policy) of up to PHP10,000 per year is
non-taxable for employees with no dependantdependent, and an additional PHP1,500
non-taxable amount for employees with dependantdependent(s). Reimbursement
received on top of the above will be subject to income tax. The actual tax charged on
compensation and benefits will be subject to to the appropriate withholding or fringe
benefit tax to be remitted by the Firm
the Bureau of Internal Revenue. assessment
by the Bureau of Inland Revenue.
It should be noted that other than the reimbursements received under this policy,
maternity claims reimbursement received from SSS are non-taxable for the following
limits up to PHP39,000 for caesarean and up to PHP 30,000 for normal delivery or
miscarriage.
Employees are accountable for taxes, if any, arising from the provision of the maternity
hospitalization claims reimbursement as assessed by the tax authority. The Firm
accepts no responsibility for any tax, penalties or surcharge that may arise in respect of
the provision of the prescription claims reimbursement .
Life Insurance Scheme

Purpose. To provide benefits in the event of death and permanent total disablement.
Eligibility. All permanent full-time employees, subject to the rules and regulations of
the scheme as amended from time to time.
Eligibility for spousal and dependent benefits is determined by the rules and regulations
of the third party provider of this scheme and not UBS. Employees should refer to
relevant definitions and eligibility criteria of the third party when seeking coverage for
spouses and dependents.
Benefit summary. A summary of the scheme and benefits can be found at Group Life
Insurance Benefit.
HR".
Retirement Schemes
Retirement Benefits are provided for long service staff as per the Labor Code of the
Philippines.
Eligibility. Employees who reach the age of 60 years or more, but not beyond 65 years,
and who have worked for the Firm for more than five consecutive years.
30
At the time of retirement, the retiree will receive retirement pay equivalent to half a
months salary for every completed year of service. A fraction of at least six months will
be considered as one whole year. A fraction of less than six months will be pro-rated to
the actual number of months.
Definitions.
Salary: basic monthly salary of the last working month
Half month salary: 15 days plus 2.5 days representing one-twelfth of the 13 th month pay
plus five days of service incentive leave equaling 22.5 days.
Retirement Plan
The Firm has established a retirement trust fund (Retirement Plan) and additional
retirement benefits may be provided in accordance with this Retirement Plan. Details of
the Retirement Plan as it currently exists follow. The terms of the Retirement Plan may
be varied, substituted or withdrawn at any time .
Eligibility. All permanent Full-Time Employees who retire in accordance with the
Retirement Plan rules and regulations.
Eligibility for spousal and dependent benefits is determined by the rules and regulations
of the retirement plan. Employees should refer to relevant definitions and eligibility
criteria of the retirement plan when seeking coverage for spouses and dependents.
Benefits. The Firm will make contributions to employee accounts under the Retirement
Plan. Employees are not required to make contributions.
A retiring employee will normally be entitled to either retirement benefits due under the
Labor Code of the Philippines or his/her account balance under the Retirement Plan,
whichever is greater.
Travel & Accidental Death and

Disablement Insurance
All Employees under the age of 80 are currently covered under the Firms Travel &
Accidental Death and Disablement Insurance Policy in accordance with the Firm's
prevailing policies and subject to the insurers' requirements and policy terms (as may
be amended from time to time).. This policy provides insurance cover whilst traveling on
UBS business. In addition, for all Full-time and Part-time Employees under the age of 80,
this policy provides 24/7 personal accident cover. Please refer to the Group Insurance
website for information about the eligibility conditions, details on the coverage of the
policy and contact information for emergency assistance.
Professional Membership
Purpose. To acknowledge the professional qualification of employees.
Entitlement. Subject to Line Manager approval, you may claim reimbursement of one
job related professional membership fee per year.
31
Procedures. To claim for reimbursement of the membership fee, you shall submit your
application to Finance. All applications must be approved by your Department Head
and the Chief Operating Officer.
Long Service Award

The Firm realizes that the success of the organization is due to the dedication and
commitment of its employees. This program has been established to express the Firms
appreciation to you for your service and contributions to the Firm.
Eligibility. All locally hired Full-time and Part-time Employees who have completed the
required length of continuous service from their date of hire. For the avoidance of
doubt, employees who are under notice of termination (given by either party) for any
reason other than redundancy, disability or death will not be eligible for the award. For
International Assignees, the recognition award will be administered through their
respective home country program.
Recognition Awards. If you have completed 5 years of continuous service with the
Firm, and for every 5 years thereafter, you will be entitled to a long service recognition
award in a form to be determined at the Firms absolute discretion.
Work Life Coaching (EAP)

Work Life Coaching (EAP) is offered to all employees and their immediate family
members living in the same household (i.e. spouse, parents, parents-in-law, and
children under 18), through Human Dynamic Asia Pacific, an external specialist for such
programs.
Human Dynamic has a team of trained consultants who are also professionals from
various fields - for example counselors, lawyers, accountants, and psychologists etc.
They can work with you on:
Work and Life Stress
Marital, Family & Children
Personal Growth & Development
Mental Health (e.g. anxiety, depression)
Grief & Loss and Traumatic Events
Other personal and work-related challenges
You are free to choose how you want to do your consultation - either face-to-face or by
telephone. All you need to do is to contact Human Dynamic. Please see the attached
information sheet for local contact details.
Human Dynamic provides this service independently and the Firm will not be informed
of any of your / your family members' details, the reason for the consultation or any of
the details of the conversations held with you or your family members. All consultations
are completely confidential so as to enable you to use this service freely.
You can access My WorkLife Online to register your personal account. Please click on the
Register link. It contains useful information including:
Work Life Coaching eHandbook where you can find the contact numbers and
more information of Human Dynamic;
32
Work Life Compass, a monthly newsletter which provides useful tips on managing
your work and life issues, self-help tips, and people management advice written
by Human Dynamic coaches.
HR".
Business University
Information on the Education & Development (External Education for Asia Pacific
Employees) policy can be found at
https://bw.docweb.ubs.com/doc/livelink/APAC_Staff_External_Training_Policy.pdf?
func=doc.fetch&nodeId=27595356&viewType=1
ihire Policy
ihire is an Employee Referral program that rewards our employees for helping to bring
the right people into the organization.
Information regarding referral eligibility, referral awards, procedures and guidelines is
available at the following website:
http://stmweb.stm.swissbank.com/careers/new/ihire/index_apac.html
Flexible Working Arrangements

(FWA)
Some employees may work according to different work arrangements from time to time
on an ad hoc basis due to the nature of the Firms business and operations or their job
requirements. Ad-hoc arrangements mean those arrangements which are temporary in
nature and are usually on a one off basis. If there is going to be a regular change to
working arrangements which will last longer than a 2 week period, these must go
through the change to formal work arrangements application process outlined below.
Ad-hoc changes to working arrangements. Ad-hoc changes to working
arrangements must be agreed between the employee and their line manager on a caseby-case basis and are permitted only where such alternative working arrangements will
not adversely affect the performance of the employees work requirements and the
Firms operations. However, please note that the Firm reserves the right to stipulate
specific working hours, or adjust or stagger the hours of work, in accordance with its
needs and requirements to ensure maximum efficiency of operations. There must also
be a written record of this type of ad-hoc working arrangement. An email between line
manager and employee agreeing the temporary arrangement is sufficient for these
purposes. The email should set out the type of arrangement (e.g. working from home),
the date and duration and should be copied to the relevant HR Manager or HR Business
Partner.
33
Changes to formal work arrangements. UBS will also consider requests from
employees to amend their formal work arrangements and will 34endeavor to
accommodate individual requirements if possible, whilst ensuring they meet the needs
of the business. Our overall priority remains maintaining business success in a highly
competitive environment. All flexible working arrangements are subject to the Firms
business requirements and the needs of the business should always be catered for
when assessing requests for flexible working arrangements.
Eligibility. All Full-time and Part-time Employees are entitled to apply for Flexible
Working Arrangements.
Types of Flexible Working Arrangements.
The types of flexible working arrangements that UBS will consider include:
Part Time Working
Home Working
Variable Working Hours
Non-Standard Working Hours
Application Process
Employees who are interested to apply for FWA should contact their line manager and
their Human Resources Manager. Solo parents within the coverage of the Solo Parents
Welfare Act are entitled to a variation of their arrival and departure hours, so long as it
shall not affect the Firms core work hours. For further detail on the application process,
including the factors that are considered in assessing a request, please refer to the
Flexible Working Arrangement Request and Approval Form and the FWA Guidelines. You
should familiarize yourself with these documents and include any relevant information
in the application form.
Each request will be considered on a case by case basis, taking into consideration
reasonable business requirements, including but not limited to: work volume, staffing,
coverage and other business considerations of the relevant Department, and applicable
laws. FWA is not an entitlement (save for non-standard working hours for solo parents)
and whether the request is approved or not is at the absolute discretion of the Firm and
depends on the factors mentioned above. Your HR Manager will also contact you to
discuss your request. Such requests are also subject to the Firm and the employee
entering into a written agreement outlining details of the arrangement.
Any agreed changes to your contractual working hours, times or places of work will be
subject to review by the Firm.
The Firm will not consider requests for home working arrangements outside of the
Philippines under this policy.
Successful applicants will be subject to the procedures and policies as set by Human
Resources in relation to flexible working arrangements, and all other Firm policies and
procedures will continue to apply.
UBS reserves the right to amend or withdraw this Flexible Working Arrangement policy
from time to time.
HR".
34
Section 3 Policies
Conduct
As an employee and representative of UBS, your conduct reflects not only on you, but
also on the reputation and professional standing of UBS. It is therefore important that
you conduct yourself, both during and outside normal working hours, in a manner that is
not prejudicial or in any way detrimental to the interests of UBS. All employees must
comply with the Code of Business Conduct and Ethics (1-C-001254) and the UBS
Principles and Behaviours which require all employees to act with integrity at all times.
Failure to conduct yourself appropriately will result in disciplinary action, which in some
circumstances may lead to summary dismissal for just cause.
A copy of the Code of Business Conduct and Ethics can be found at:
http://goto/code
Please note that you are also required to comply with, among other things, the following
UBS policies:
Your local Compliance Manual (Investment Bank and Corporate Center only)
Global Policy on Personal Investment
UBS Travel & Entertainment Policy
Furthermore, all employees are expected to conduct themselves in a manner that is
consistent with the UBS Principles and Behaviours which require employees to act with
integrity at all times.
Failure to comply with any of the above policies may result in disciplinary action, up to
and including dismissal for just cause.
UBS Principles & Behaviors

At UBS we want to create superior value for our clients, employees and shareholders.
We have identified our three keys to success, the Pillars, Principles and Behaviors,
which are critical to us creating a winning culture that is a source of pride and
competitive advantage at UBS. The following UBS Principles and Behaviors define
how UBS expects all of its employees to behave at all times. They form part of, and are
embedded into all our UBS policies and processes and are a non-negotiable part of life
at UBS.
The Principles define what we stand for as a firm and help us prioritize when
making decisions:
35
Client focus we demonstrate an unrivalled client focus at every level of our

business, building relationships that make us stand out from our peers.
Excellence we strive for excellence in everything we do, from the people we
employ to the products and services we offer to our clients.
Sustainable performance we focus on the long-term and work continuously

to strengthen our reputation as a rock-solid firm providing consistent returns to
our stakeholders.
The Behaviors define what we stand for individually and are bringing our
principles to life every day.
Integrity
I am responsible and accountable for what I say and do; and for UBS's reputation
I care about our clients, our investors and my colleagues
I act as a role model by treating others the way I would like to be treated
Collaboration
I put the benefits of our clients and the firm before my own or those of my
business
I work across the firm
I respect and value diverse perspectives
Challenge
I encourage myself and others to constructively question the status quo
I learn from past mistakes and experiences
I speak up if I see something that does not exemplify our high standards
Employees should actively live these principles and behaviors and embed them into
everything they do. All our processes and decisions should reflect the three keys,
represent our DNA and influence people processes and decisions around hiring,
evaluating, promoting, identifying and developing talent as well as rewarding
employees. . Leadership and role-modeling are important: Leadership drives Culture
and Culture drives Performance.
Communications with the

Media
All employees are required to comply with the Media Policy of the UBS Group.
You are expected to familiarize yourself with the policies found at the above links and
ensure that you comply with them at all times.
No -one in the Firm is authorized to speak to the press on any matter except for
individuals who are authorized to do so in accordance with the above policies.
Where an authorized spokesperson is unclear about what may be communicated to the
press, he or she must contact the Head of Corporate Communications. All requests for
staff to contribute articles or deliver speeches must be agreed with the Head of
Corporate Communications, and the relevant Business Area Head.
Unauthorised media contact is a serious disciplinary offence and may result in
disciplinary action up to and including summary dismissal. In the first instance, all
media enquirees should be forwarded to Corporate Communications.
36
Community Affairs
UBS's Community Affairs program in Asia Pacific focuses on education and community
regeneration and strives to build goodwill in fulfilling our role as a leading corporate
citizen, widen access to education for all people regardless of social, racial, religious or
physical state, and enhance the well-being of the community by delivering sustainable
improvements in society to meet UBSs obligations to the community at large.
The APAC Community Affairs program is focused on building core partnerships,
supporting employee volunteering programs and establishing matched-giving facilities
for employee contributions to UBSs core partner charities in all the locations we have a
business presence in Asia Pacific. Please visit the Community Affairs APAC website for
further information about our programs including our selected charity partners, our
matched-giving program and volunteering opportunities around the region.
Confidentiality, Intellectual
Property and Inventions
It is the responsibility and obligation of all employees, during the course of their
employment and even after it has ended, to maintain the highest professional standards
to ensure that intellectual property or information that is commercially sensitive or
secret to the Firm, is properly and professionally handled to protect the Firm's interests
and to ensure compliance with regulatory and legal requirements.
All trade secrets, inventions, writings and other confidential information developed or
created by any employee or with an employees assistance or in the context of the
Firm's business or related activities are the property of the Firm.
You will, at the request and expense of the Firm:
give and supply all such information and assistance that may be reasonably
necessary to enable the Firm to use this intellectual property to its best advantage;
and
execute all documents that may be necessary or desirable for obtaining the patent
or other appropriate protection for this intellectual property in such parts of the
world as may be specified by the Firm.
You must not use any such intellectual property (including but not limited to patents,
trade marks, design rights, inventions, improvements to procedures and confidential
information arising or existing anywhere in the world) in any way other than in the
direct interest of the Firm unless proper written permission is obtained.
A breach of any of the responsibilities set out above may constitute misconduct and
may result in disciplinary action up to and including dismissal for just cause.
All confidential information, together with other documents, data, passwords, security
keys and other items which are the Firm's property must be returned to the Firm when
your employment is terminated.
37
Disciplinary Measures
All employees are expected to comply with the Firms policies, standards and
instructions as well as local laws and regulations at all time. Additionally, all employees
must comply with the Code of Business Conduct and Ethics (1-C-001254) and the UBS
Principles and Behaviours which require employees to act with integrity at all times. If
an employee is suspected of breaching the law and/or Firm policies, standards or
instructions, disciplinary proceedings may be initiated against the employee. HR or,
where relevant, HR in conjunction with Legal and Compliance or other control functions
(as appropriate) will investigate the circumstances of the alleged breach and the
employee will be given an opportunity to respond to any allegations.
Depending on the outcome of the investigation and the circumstances of a particular
case, an employee may receive any of the following disciplinary sanctions, after due
notice and hearing:
verbal warning;
written warning;
final written warning;
suspension; or
termination of employment, up to and including dismissal for just cause.
In addition, there may be financial or other consequences, such as demotion, for an

employee depending on the nature and seriousness of the violation. In all cases
involving loss or damage to Firm property, the employee must pay back the amount
involved or make the appropriate restitution based on the replacement value of the lost
or damaged Firm property. An employee may be placed under preventive suspension
pending an investigation or enquiry by written notice to keep the integrity of the
investigation and in order protect the Companys assets and operations pending the
investigation. HR and/or line management will communicate the outcome of any
disciplinary investigation to the affected employee in writing.
The penalties imposed under this Handbook shall be without prejudice to any other
available legal remedy of the Firm against the erring employee.
Diversity
UBS is committed to developing and sustaining a diverse workplace, and actively works
to foster an inclusive corporate culture both for the benefit of the Firm and in order to
more successfully meet the needs of our clients.
Diversity is about recognizing and appreciating employees of different backgrounds
within our organization and providing them with an environment that supports
differences, and encourages contribution from all perspectives. UBS provides equal
opportunities and advancement opportunities regardless of race / ethnicity, gender,
national origin, age, disability, sexual orientation and religion. We treat our colleagues
fairly and respectfully and collaborate with them based on trust and mutual support.
When our clients look to us for advice and service, they expect us to provide them with
creative solutions and options. And they expect to find something of themselves in us. A
38
team that is diverse in multiple ways provides different perspectives and often a wider
range of solutions. Therefore, at UBS, we are letting our differences make a difference
especially when it comes to connecting with clients.
Diversity is one of the key principles which forms part of the Code of Business Conduct
and Ethics of UBS and is something which all employees are expected to follow
unreservedly.
For more information about the Firms diversity initiatives in APAC please go to the
Diversity Asia Pacific website. You can also find out more information on the Firms
global diversity policies initiatives and policies here.
Dress Code
The following sets out the Firm's current business casual dress guidelines, which are
subject to review from time to time:
(a)
There is no requirement for staff to wear formal business attire, but staff should
wear smart casual clothing (except if more formal business attire is appropriate
to meet clients or conduct external meetings - see (b) below). Smart casual
clothing generally does not include: tee-shirts, torn and/or worn jeans, shorts,
sports clothes/shoes, revealing clothing or clothes displaying large logos.
(b)
All staff must be able to meet clients and conduct external meetings during the
working week in appropriate formal business attire.
Failure to do so is
unacceptable conduct and will be viewed very seriously. In addition, employees
who attend the office in business casual wear are reminded to keep a set of
formal business attire in the office
(c)
It is at the discretion of each department manager to implement the dress code

within these guidelines, as they consider appropriate for their business area. The
primary purpose of these guidelines is to maintain the integrity of UBS's
professional presentation to clients, vendors, etc. Check with your line manager
or your HR Manager if you are not sure of the appropriate protocol for your
business area.
As a general guideline for office attire, if you have any doubts about the
appropriateness of an article of clothing, please do not wear it.
Employees who attend work improperly dressed may be subject to disciplinary action.
Managers should ensure that visitors to their department from other offices of the Firm
are made aware of, and comply with, the dress code that applies in the local UBS office.
Electronic Mail, Chat and Text

Messaging
The Firm has guidelines on the use of electronic mail, chat (Interchange and similar
instant messaging systems) and text messaging. All staff must comply with the E-Mail
39
and Electronic Messaging policy.

Details on the minimum requirements that Investment Bank staff must observe when
using electronic communication tools are in the policy Use of Electronic Mail, Chat and
Text Messaging. This policy covers amongst other issues, the proper use of messages,
receipt and acknowledgement of orders, disclosure in legal and regulatory proceedings,
personal use, privacy, monitoring, storage and retention.
Inappropriate use of electronic mail, chat and text messaging can create serious
reputation, liability and compliance risks to the Firm. You are required to be familiar with
relevant policies on the use of the Firms different forms of communication and comply
with such policies at all times. Failure to comply may result in disciplinary action, up to
Firm Property, Equipment and

Supplies
You must not use the Firms property or equipment for private purposes. The following
are examples of the Firm's property: fax facilities, telephones, stationery supplies,
mobile phones, photocopiers and computers.
You must take proper care of the Firms property and equipment and notify the Firm
immediately of any loss, theft or damage to any such property. You may be required to
reimburse to the Firm the appropriate costs where the loss, theft or damage was caused
by or contributed to by your personal conduct.
Gifts and Business

Entertainment
You must not offer or provide, solicit or accept any gift, cash or other inducement from
any person outside the Firm, which could compromise your independence or conflict
with the duties you owe to your customer and/or the Firm. More information on the
Gifts and Business Entertainment Policy can be found in the UBS Policies Online website
at http://bw.policies.ubs.com/policies/1/8/1/0/1/1-P-001056.pdf
In addition, all UBS-IB and UBS-IB aligned staff should ensure that they read, understand
and comply with the Global IB Business Gifts and Entertainment Procedures. These
procedures should be read in conjunction with the Global Gifts and Business
Entertainment Policy.
Anti-Harassment, Bullying &

Non-Discrimination
40
Conduct in the Workplace - The UBS Creed
UBS believes that everyone has a right to feel comfortable in his or her workplace
environment and is entitled to enjoy their time at work free from any form of
harassment, bullying, discrimination or vilification.
UBS requires all employees to refrain from any form of harassment, bullying,
discrimination or vilification.
It is unacceptable to participate in work-related activities, whether inside or outside
the workplace, that place an individual in a situation where they feel harassed,
bullied, discriminated against or vilified.
UBS encourages employees to report any incidents of harassment, bullying,
discrimination or vilification to their line manager or a member of Human Resources.
Any complaints will be dealt with promptly and will be treated seriously, impartially
and as privately as possibly. No person making a complaint, nor a person called as a
witness with respect to a complaint, will be victimised in any way. The same fairness
and courtesies accorded to a complainant will also be accorded to the person
accused of harassment, bullying, discrimination or vilification.
All UBS employees are required to conduct themselves in a manner that is consistent
with the Code of Business Conduct and Ethics and the UBS Principles and Behaviours
which require all employees to act with integrity, work collaboratively and to
constructively challenge the status quo.
Harassment
What is Harassment?
Harassment is any unwelcome behaviour that intimidates, humiliates or offends a
reasonable person. It can range from obvious to subtle behaviours and can take on the
form of physical, verbal or non-verbal conduct. Harassment can occur in a single act or
continuing acts.
Whether conduct is harassment largely depends on whether or not the behaviour is
welcome. The intention or motive of the alleged harasser is not relevant when
determining whether the behaviour is unwelcome. The conduct does not have to be
intentionally designed to harass a person for it to be considered harassment. The focus
is on how the behaviour is seen or perceived by the recipient.
Some examples of behaviour that can amount to harassment include:
uninvited physical contact;
intrusive questions or insinuations about a persons private life (eg. religion,

sexual preferences);
intrusive references to physical appearance including dress or disability;
comments, jokes or innuendo relating to race, marital status etc.;
offensive or threatening communication by phone call, text message, email or

other electronic forum;
social exclusion;
displaying, transmitting or downloading offensive material in the workplace, by email, fax or the Internet;
behaviour which is a criminal offence e.g. physical assault;
bullying.
Sexual Harassment
41
Sexual harassment is a specific type of harassment. Some examples of behaviour that

could amount to sexual harassment include:
sexual gestures;
sexually explicit comments, jokes or conversations;
uninvited and unwelcome conversations about sexual matters;
leering or staring at a person or their body parts;
sexually offensive communication by phone call, text message, email or other

electronic forum;
continuing invitations for social dates or drinks after refusal;
behaviour that is accompanied by a direct or implied threat or benefit e.g. sexual

compliance is demanded in return for employment advantages, such as a
condition in the continued employment of said individual, or in granting said
individual favorable compensation, terms of conditions, promotions, or privileges,
or for the avoidance of employment detriment which in any way would
discriminate, deprive or diminish employment opportunities or otherwise
adversely affect said employee;
any other act or conduct of a sexual nature or for purposes of sexual gratification
which is generally annoying, disgusting or offensive to the victim, resulting in an
intimidating, hostile, or offensive environment for the employee.
Discrimination
What is Discrimination?
Discrimination means treating one person or group of people less favourably, or causing
them disadvantage because they belong to a particular group or possess certain traits.
There are a number of grounds for discrimination, including:
parental status or family responsibilities;

race, colour, nationality, national origin, ethnicity or religion;
sex, marital or domestic status, pregnancy or breastfeeding;
gender re-alignment or transgender identity;
sexual orientation;
disability or impairment;
age;
political or religious belief or activity;
union membership or activity;
physical features (including height, weight, disfigurement);
any other categories protected by applicable local, national or state law.
Bullying
What is Bullying?
Bullying is a serious form of harassment which involves the persistent less favourable
treatment of a person by another individual or group of people. Bullying may be subtle
or explicit in nature and may be carried out verbally, physically or in writing, and is
behaviour which a reasonable person observing the situation would consider to be
bullying. A single incident of unreasonable behaviour may have the potential to
escalate into bullying and therefore should not be ignored.
Some examples of behaviours that could amount to bullying include:
42
belittling remarks and ridiculing or demeaning an individual in front of others;

spreading malicious rumours;
unreasonable and persistent criticisms;
verbal and physical abuse, such as offensive language, throwing objects;
isolation from colleagues;
refusing to delegate or undermining work performance by withholding
information necessary for work performance;
removing responsibility and/or imposing menial tasks without foundation;
intimidation and psychological harassment;
making direct or indirect threats about job security without foundation.
This does not prevent legitimate actions which may include:

differences of opinion, and non-aggressive conflicts and problems in working
relationships;
warranted and reasonable workplace counseling and performance management;
constructive feedback;
allocating work to an employee;
setting performance goals, standards and deadlines;
informing an individual about behaviour that is inappropriate, offensive or
otherwise in breach of UBS policies.
Vilification
What is Vilification?
Vilification means inciting, through any public activity, hatred towards, serious contempt
for, or severe ridicule of, a person or group of people because they belong to a
particular group or possess certain traits.
Behaviour in the workplace can be considered a public activity.
Vilification can occur by way of:
speeches or statements (e.g. which vilify people because of their disability);
people wearing symbols, such as badges or clothing with e.g. racist slogans, in
public;
gestures made in public
signs, flags, posters or stickers in a public space.
Dealing with Harassment, Bullying, Discrimination and Vilification Issues

What are your obligations?
As a member of UBS staff, you create and are responsible for the working environment
at UBS. It is your responsibility to ensure that:
You are aware of and understand UBSs policy on harassment, bullying,
discrimination and vilification;
You conduct yourself at all times in a professional manner;
You must always consider how your behaviour will be viewed by the person or
people who you are dealing with, as it is sometimes difficult to know whether
someone will find your behaviour acceptable;
43
You must not distribute documents or statements with offensive content by

electronic or physical medium;
Wherever possible, you create an inclusive environment that is open and free
from harassment, bullying, discrimination and vilification;
You respect the dignity of all individuals that you come into contact with during
the course of your employment, including employees, contract workers, suppliers
or visitors.
You should be alert to harassment, bullying, discrimination and vilification in your area
and contact HR, your line manager or a more senior manager in your area promptly if
you have any concerns regarding the welfare of others (including any direct reports in
your team), or if any staff member comes to you with a complaint of harassment,
bullying, discrimination or vilification. Your contact will be treated in a discrete and
confidential manner, with escalation as appropriate. You should also treat the matter
with similar discretion and not discuss it unnecessarily with others.
What should you do if you feel that you have been harassed, bullied,
discriminated against or vilified?
If you believe that you have been harassed, bullied, discriminated against or vilified by
an employee, contract worker, client or other individual connected with UBS, you should
take the following action:
As a first step, you should consider speaking directly to the person involved and tell him
or her that his or her behaviour is unwelcome and unacceptable and ask him or her to
stop. It may be helpful for this individual to be made aware of the impact of his or her
behaviour, as it is possible that he or she did not intend to cause any offence. You do
not need to take this approach if you are not comfortable speaking to the person, or if
the matter is of a serious nature.
Alternatively, if the issue is serious, persistent or you prefer not to speak with the
individual concerned, you should inform your line manager, and/or a Contact Officer or
another member of the HR team.
The Contact Officers are the HR Managers and members of the Employee Relations
team or other employees trained to assist. Please contact your HR Manager or another
member of the HR team for details of the Contact Officers for your location.
The Contact Officers can give you advice about the best way to deal with your problem
and where to go if you need more help. A Contact Officer may help to:
(a)
clarify whether the issue(s) you have could constitute harassment,
bullying, discrimination or vilification; and
(b)
advise on various ways you can deal with your issue(s).
All complaints taken to the Contact Officer will be treated as privately as possible with
escalation as appropriate.
If the issue is related to your line manager, you should notify a more senior manager in
your area, your HR Manager or another member of the HR team.
Although you may feel the need to tell a trusted friend or work colleague about the
matter,
you
should
be
careful.
Accusations
of
unlawful
discrimination/harassment/bullying/vilification can harm the reputations of those
involved the situation should not become the source of office gossip and prejudice.
How will UBS respond to any Harassment, Bullying, Discrimination or
Vilification matters?
44
UBS will treat all complaints of harassment, bullying, discrimination or vilification very
seriously and will look into the matter promptly. If you would like UBS to make a formal
decision about your grievance, this will usually require a formal investigation.
The matter will be kept as confidential as possible. If an investigation is carried out, this
will generally require speaking to the person/s involved in your grievance. Individuals on
both sides of a complaint will be given the opportunity to put forward their cases.
Complaints of sexual harassment shall be immediately investigated by the Committee
on Decorum and Investigation, pursuant to the Anti-Sexual Harassment Act (R.A. No.
7877).
There will be no victimization of any individual who makes a complaint of harassment,
bullying, discrimination or vilification, or who assists an individual who makes a
complaint. However, if you lie about a grievance, this will be treated seriously and you
may be subject to disciplinary action.
UBS will take appropriate action if an investigation results in a finding that harassment,
bullying, discrimination or vilification has occurred. This may involve taking disciplinary
action in line with UBSs Disciplinary Measures (see this Handbook.) Disciplinary action
could range from an apology, financial consequences, verbal warning, written warning
or termination of employment (up to and including summary dismissal.)
Internal Entertainment and

Events
The Firm has an internal entertainment policy which has been implemented to support
an open workplace and to uphold UBS's reputation. It governs events occurring both on
and off UBS premises, including training sessions, off-site meetings, work-related social
gatherings or any other event where an employee is engaged in UBS sponsored
activities
with
colleagues.
It is important that all staff familiarize themselves with the policy and are aware of the
importance of exercising professional judgment when planning and participating in
internal
entertainment
events.
The policy is found as part of the UBS Travel and Entertainment Policy and can be
viewed at:
http://bw.policies.ubs.com/policies/1/14/1/0/1/1-P-000169.html
Mandatory Notification
All employees are required to inform their Compliance Manager and the Chief Operating
Officer if they become bankrupt or have suspended payments with creditors and/or
when they are involved in proceedings that might lead to or has been convicted in any
country of an offencse involving dishonesty or fraud.
External Directorships and

Positions
45
All employees are required to be familiar with the Group Policy on Outside Directorships
and other External Functions, and comply with it at all times. For guidance on holding
outside directorship and/or external functions, please contact the Compliance
Department.
Additionally, all employees are not permitted to accept or continue employment or
consultancy services outside the Firm for any form of remuneration, without prior
written consent from the Firm.
Personal Conflicts of Interest

The Firm recognizes that where personal relationships overlap with working
relationships, there is the possibility for conflicts of interest and the perception of
impropriety, bias and abuse of authority to arise. All employees are required to be
aware of and comply with the Firms policy on Personal Conflicts of Interest.
Personal Data / Privacy

From time to time the Firm and/or any member of the UBS Group, including through its
authorized agent, may collect and/or request the voluntary provision of data/information
from you for the purposes of the Firm's administration and management of its
employees and its businesses and for compliance with applicable procedures, law and
regulations. These purposes include, but are not limited to, manpower planning,
provision of compensation and benefits, performance appraisals, personnel
appointment announcements inside and outside the UBS Group world-wide, personnel
related surveys, government statistics, returns or data request, insurance requirements,
background and/or reference checks, avoidance of existing or potential conflicts of
interest, monitoring for compliance with internal policies and procedures and fulfillment
of requirements of regulatory or governmental authorities located inside or outside the
Philippines, etc.
Please note that if you choose not to provide the aforesaid data/information to the Firm
or its authorized agent, you may (if applicable) be deniedthe
Firm may be constrained from processing the provision of benefits, promotions, or
transfers , employment or continued employment and/or have access or authorizations
to the Firm's premises or properties revoked as a result of your decision.
The data/information collected may be held, used, processed, disclosed or transferred,
in or out of the Philippines, to any member of the UBS Group or its internal or external
consultants, or advisers; any third party service providers or agents providing services
for or at the request of the UBS Group; any regulatory or governmental authorities or
authorized bodies having jurisdiction over the UBS Group; any persons or bodies where
the UBS Group is required to do so by law or where the interests of the UBS Group or
public interest require disclosure; any actual or proposed assignee or successor of any
part of the UBS Group; any person with your express or implied consent and any other
person to achieve the aforementioned purposes, subject to the requirements of the
Data Privacy Law of 2012 (Republic Act 10173).
Your personal data/information held by the Firm or any member of the UBS Group will be
retained in accordance with the Group Policy on Records Management, to the extent
permitted by law.
46
References
In the event that you are asked by a colleague (or a former colleague) to provide a
business reference, please refer the matter to the Human Resources Department who
will respond on behalf of the Firm. Personal references may be given in your private
capacity, and should be made on your personal stationery and not UBS letterhead.
Security Risk Security

Awareness
The Firm has implemented a number of policies and protocols designed to ensure the
security of its information, premises and operations. All employees must comply with
the UBS Information Security Policy Statement. Employees should also refer to the
following Security Risk Web Sites for a full listing of Information Security Policies:
Security4You.
You are required to be familiar with these policies and comply with them at all times.
Failure to comply with these policies may result in disciplinary action, up to and
including summary dismissal from employment.
Signing Authority
All employees are required to comply with the Group Policy on Signing Authority which,
among other things, requires that external correspondence which commits the Firm
must be signed by two authorized signatories who are employees of the rank of
Associate Director and above, subject to a limited number of exceptions. The names
and corporate titles of the signatories must be stated.
For more information about the policy, or to search the Global Directory of UBS
Authorized Signatories, click here:
Smoking in the Office

The Firm has a strong commitment to provide a safe and healthy work environment.
Employees, contractors and consultants are prohibited from smoking in all premises
which the Firm occupies. This policy applies to:
(a)
lighted cigarettes, cigars, pipes or any other matter or substance which contains
tobacco; and
(b)
all areas of the Firm's premises including but not limited to all public spaces,
including work areas, lobbies, private offices and open offices, corridors, lifts,
reception areas, rest rooms, kitchens, pantry and coffee stations, toilets, stairwells,
47
conference and meeting rooms, file rooms and areas containing equipment used
by employees in common.
Employees who fail to adhere to this policy may be subject to disciplinary action, up to
Use of social media

The use of social media for business purposes presents risk as well as opportunities.
The Social Media Policy (1-P-004275) applies to any social media used for external
communication, any social media used by UBS staff for business purposes and any
internal social media that may be accessed by users outside of UBS. In addition, the
policy provides guidance on responsible use of social media for private purposes.
All use of social media for business purposes and any personal use of social media
(where employees have identified their affiliation with UBS) must comply with this
policy, the Social Media Policy and any other relevant policies, such as Email, the
Internet and other Electronic and Telephonic Communications Policy (1-P-001871) and
the Code of Business Conduct and Ethics of UBS (1C001254).
Employees must not make use of work related social media for personal purposes, or
personal social media for business purposes.
Business Use
Employees must obtain approval from their line manager (and in some circumstances
Communications and Branding and Legal and Compliance) regarding the use and
accessing of any potentially work related social media sites.
UBS reserves the right to withdraw access to a work related social media site, or to
impose restrictions on an employee's work related social media activities at its absolute
discretion.
Any contact information relating to business contacts, made during the course of
employment, whether through a social media context, or otherwise remain UBS
confidential information. Copies of such contact information must be provided to UBS
on termination and any information stored on an employee's personal social media sites
(and any further copies of such information) must be deleted.
Personal Use
UBS recognises that many employees make use of social media in a personal capacity.
Employees who access or contribute to social media sites (including but not limited to
Facebook, Twitter, LinkedIn, Myspace, Youtube, Flickr and Wikipedia) for personal
purposes must ensure that where they have identified UBS, or indicated their affiliation
with UBS in their private social media presence, that any comments, views or affiliations
noted do not damage the image or are otherwise contrary to the aspirations of UBS.
By posting content onto any personal blog or social media site, employees must be
clear that any content represents their own views, thoughts and opinions and is not in
any way representing UBS.
Employees may not use the UBS name to endorse or promote any product, opinion,
cause or potential political candidate. Representation of personal opinions as endorsed
by UBS is strictly prohibited.
Accessing or posting content on a personal social media site or personal web-log (blog)
on UBS systems is strictly prohibited.
48
Any access to personal social media on a personal device during working hours should
be limited, must not interfere with an employee's duties or responsibilities and must not
involve unprofessional or inappropriate content.
Inappropriate Use/Content (Business & Personal)
As set out above, employees must ensure that the content of their blog or posts on
work related social media sites, or on personal social media sites (where they have
identified UBS or an affilation with UBS has been indicated), complies with UBS policies,
for example, employees must ensure that any content is not:
illegal, obscene, vulgar, defamatory, threatening, intimidating, harassing, or a

violation of UBS policies against harassment and discrimination;
infringing of copyright or intellectual property rights;
invasive of privacy;
disclosing confidential, proprietary or financial information about UBS or any

personal or sensitive personal data about UBS staff, clients or third parties
connected to or associated with UBS;
making false or misleading statements;
impersonating colleagues or third parties; or
otherwise injurious or objectionable or could potentially damage the reputation,

standing or interests of UBS or any employee, clients or third party connected to
or associated with UBS.
Failure to comply with this or related policies, or bringing UBS into disrepute as a result
of any blog or post on a social media site, will result in disciplinary action up to and
including summary dismissal from employment. You may also be asked to remove
internet blogs or postings which are deemed to constitute a breach of this policy. Failure
to comply with such a request may in itself result in disciplinary action. Evidence
obtained from social media may be used as evidence in any disciplinary proceedings.
Use of Drugs and Alcohol

UBS is required by law to provide a safe working environment. Equally, employees have
a legal duty to take reasonable care of themselves and others who may be affected by
their behavior at work and the way they carry out their work. The use of any
substances which affect job performance or the welfare of other employees will give rise
to disciplinary action, possibly leading to dismissal for just cause depending on the
seriousness of the case. The consumption of illegal drugs during work, provision or
purchase of such drugs to or from third parties whilst at work, possession of illegal
substances on UBSs premises or conviction for use of such substances will be treated
as gross misconduct which will render the employee liable to dismissal with immediate
effect.
UBS is committed to positive employee health promotion and as such recognizes that
alcohol abuse, drugs and substance misuse, including dependence on prescribed drugs
such as tranquilizers or antidepressants, are problems for which treatment is available.
UBS will provide support wherever practicable, however employees are still expected to
maintain satisfactory standards of conduct. The following are examples of behavior
which will be regarded as gross misconduct and may lead to dismissal for just cause:
49
(a)
drunkenness or disorderly conduct whilst at work, on UBSs business or otherwise

on UBSs premises;
(b)
being under the influence of drugs or unauthorized substances or misusing such

substances whilst at work, on UBSs business or otherwise on UBSs premises;
(c)
use, possession, production of, or dealing in, any drugs or other unauthorized
substances on UBSs premises; and
(d)
excessive consumption of alcohol resulting in impaired performance whilst at work,

on UBSs business or otherwise on UBSs premises.
In the interest of creating and maintain a drug-free workplace, the Firm shall
support the mandate of Republic Act 9165 (Comprehensive Dangerous Drugs
Act of 2002), the Department of Labor and Employment Department Order No.
53-03, which provides for the Guidelines for the Implementation of a DrugFree Workplace Policies and Programs for the Private Sector, and other
applicable regulations.
Whistleblowing
Whistleblowing is the disclosure of information by an employee, which relates to any
conduct connected to the workplace that violates any laws, regulations or codes of
ethics or ethical standards.
Employees are encouraged to report promptly any conduct which they reasonably
believe violates any laws, regulations or codes of ethics or ethical standards. Procedures
for reporting such violations and for investigating and handling any report made are set
out in UBSs Whistleblowing Protection for Employees Policy and also on the unified
Whistleblowing webpage found at goto/whistleblowing. This webpage contains a single
procedure and common reporting mechanism for all staff.
An employee will not be discharged, demoted, suspended, threatened, harassed or in
any other manner unlawfully discriminated against in the terms and conditions of their
employment because of any lawful act in accordance with the Whistleblowing Policy.
Workplace Health & Safety

UBS strives to ensure the health, safety and welfare of all employees and visitors in
accordance with its legislative obligations. Whilst managers must accept responsibility
for their work areas, employees must also acknowledge their responsibilities, including
but not limited to the following:
(a)
Employees must take reasonable care of the health and safety of others, and cooperate with management in our efforts to comply with statutory requirements.
(b)
Employees must not interfere with or misuse things provided for the health, safety
or welfare of persons at work.
(c)
Employees must not obstruct attempts to give aid or attempts to prevent a serious
risk to the health and safety of a person at work.
(d)
Employees must not refuse a reasonable request to assist in giving aid or
50
preventing a risk to health and safety.

Accidents & First Aid. If an accident occurs at work, employees are encouraged to
report immediately to the Human Resources Department.
Infectious Viruses and Diseases. In the event of an outbreak of a serious infectious
virus or disease, such as a viral strain of avian influenza, the Firm may follow guidelines
or procedures recommended by health or other organizations. Depending on the
seriousness of any outbreak, the Firm may at its discretion instruct an employee to
comply with any or all of the following requirements:
(a)
disclose details of travel outside of the Philippines by the employee or a member of

the employee's household;
(b)
work from home for a period of time upon the employee (or a member of the
employee's household) returning from an infected area. The employee will receive
his or her usual remuneration and other benefits during the quarantine period;
(c)
work from home, or otherwise work flexibly, for any length of time whilst there is a
threat to employee health and safety in the Philippines. The employee will
normally receive his or her usual remuneration and other benefits whilst working
from home or flexibly;
(d)
attend a medical screening or examination (at the expense of the Firm) to confirm
that the employee is fit to attend work; and
(e)
any other requirement considered by the Firm to be necessary.
Access to the workplace may be refused if an employee is reasonably suspected or

medically confirmed to be infectious.
Employees have an obligation to report to the Human Resources Department suspected
cases of infection.
Failure to comply with any of the above instructions, if given, may result in disciplinary
action, up to and including dismissal for just cause.
Workplace Policy and Program

on HIV and AIDS
There is a growing concern for HIV and AIDS worldwide. Misconceptions on HIV and AIDS
have led to unwarranted discrimination against those infected by them. UBS values
each employee and understands that everyone has an important role in the Firm. Proper
education and understanding on HIV and AIDS will prevent discrimination in the
workplace and educate everyone on the proper office conduct when dealing with a coworker who is infected with HIV or AIDS.
What is HIV?
HIV, which stands for human immunodeficiency virus, is a virus that attacks and
destroys the infection-fighting CD4 cells of the immune system. Loss of CD4 cells makes
51
it difficult for the body to fight infections and certain cancers. HIV alters the immune
system, making people much more vulnerable to infections and diseases. This
susceptibility worsens as the disease progresses.
What is AIDS?
AIDS stands for acquired immunodeficiency syndrome. AIDS is the most advanced stage
of HIV infection. Without treatment, HIV can advance to AIDS. The time it takes for HIV
to advance to AIDS varies, but it can take 10 years or more. Both the virus and the
disease are often referred to together as HIV/AIDS. People with HIV have what is called
HIV infection. As a result, some will then develop AIDS. The development of numerous
opportunistic infections in an AIDS patient can ultimately lead to death.
How are AIDS and HIV different?
HIV is the virus which attacks the T-cells in the immune system.
AIDS is the syndrome which appears in advanced stages of HIV infection.
HIV is a virus.
AIDS is a medical condition.
HIV infection causes AIDS to develop. However, it is possible to be infected with HIV
without developing AIDS. Without treatment, the HIV infection is allowed to progress
and eventually it will develop into AIDS in the vast majority of cases.
HIV testing can identify infection in the early stages. This allows the patient to use
prophylactic (preventive) drugs which will slow the rate at which the virus replicates,
delaying the onset of AIDS.
AIDS patients still have the HIV virus and are still infectious. Someone with AIDS can
pass HIV to someone else.
How is HIV spread?
The ways of acquiring HIV are limited. HIV is a retrovirus that infects the vital organs of
the human immune system. The disease progresses in the absence of antiretroviral
therapy. The rate of disease progression varies widely between individuals and depends
on many factors (age of the patient, body's ability to defend against HIV, access to
health care, existence of coexisting infections, the infected person's genetic inheritance,
resistance to certain strains of HIV).
HIV can be transmitted through:
Sexual transmission. It can happen when there is contact with infected sexual
secretions (rectal, genital or oral mucous membranes). This can happen while
having unprotected sex, including vaginal, oral and anal sex or sharing sex toys
with someone infected with HIV.
Perinatal transmission. The mother can pass the infection on to her child during
childbirth, pregnancy, and also through breastfeeding.
Blood transmission. The risk of transmitting HIV through blood transfusion is
nowadays extremely low in developed countries due to meticulous screening and
precautions. Among drug users, sharing and reusing syringes contaminated with
HIV-infected blood is extremely hazardous. Individuals who give and receive
tattoos and piercings are also at risk and should be very careful.
Myths. There are many misconceptions about HIV and AIDS. The virus CANNOT be
transmitted from:
Shaking hands
52
Hugging
Casual kissing
Sneezing
Touching unbroken skin
Using the same toilet
Sharing towels
Sharing cutlery
Mouth-to-mouth resuscitation
Other forms of "casual contact".
Coverage
The program shall be applicable to all employees, regardless of their employment
status.
Social Policy
(a) Non-Discriminatory Policy
There shall be no discrimination of any form against employees on the basis of
their HIV or AIDS status. Employees shall not be discriminated against, from pre
to post employment, including hiring, promotion or assignment.
Employees shall not be terminated on the basis of actual, perceived or suspected
HIV or AIDS status. Screening for HIV or AIDS as a prerequisite to employment is
unlawful.
(b) Confidentiality
Both applicants and employees shall not be compelled to disclose their HIV or
AIDS status and other related medical information. Co-employees shall not be
obliged to reveal any personal information about their fellow employees. Access
to personal data relating to an employees HIV or AIDS status shall be bound by
the rules on confidentiality and shall be strictly limited to medical personnel or if
legally required in accordance with the provisions of Republic Act No. 8504
otherwise known as the Philippine AIDS Prevention and Control Act of 1998 and
its implementing rules and regulations.
(c) Work-Accommodation and Arrangement
UBS undertakes to reasonably accommodate employees who are HIV or AIDS
positive or with AIDS related diseases.
Agreements formulated between UBS and the employees shall allow for flexible
leave arrangements, rescheduling of working time and arrangements for return
to work for those affected with HIV or AIDS, in accordance with the Firm policies.
(d) Policy on Diagnosis, Treatment and Referral for other services
UBS shall establish a referral system to direct those with HIV or AIDS status to
diagnostic and treatment services in accordance with the current health plan and
benefits made available by UBS.
Implementation and Monitoring
The Safety and Health Committee or its counterpart shall periodically monitor and
evaluate the implementation of this Policy and Program.
53
Workplace Policy and Program

on Tuberculosis (TB)
UBS recognizes the importance and severity of Tuberculosis (TB) as a global epidemic and concern.
While 80% of TB cases belong to the economically productive individuals, it is also treatable and its
spread can be curtailed if proper control measures will be implemented. The Firm supports national
efforts to reduce the spread of infection and minimize the impact of the disease.
What is Tuberculosis?
Tuberculosis (TB) is a chronic infectious disease caused by mycobacterium tuberculosis, a bacteria
transmitted through airborne droplets from the sputum of persons with pulmonary tuberculosis while
coughing or sneezing. It is a curable disease. However, if left untreated, it can lead to a disabling
condition and even death. Also, partial treatment of cases may cause multi-drug resistance that can
lead to non-cure.
Coverage
The program shall be applicable to all employees, regardless of their employment status.
Preventive Strategies
(a) TB awareness and education programs shall be conducted by UBS in close coordination
with the Human Resources Department through distribution and posting of materials,
counseling, and lectures.
(b) Engineering measures such as improvement of ventilation, provision for adequate sanitary
facilities and observance of standard for space requirement (avoidance of overcrowding)
shall be implemented.
(c) UBS shall establish a referral system and make arrangements to ensure access to
diagnostic and treatment services for its employees in accordance with the current health
plan and benefits made available by UBS.
Social Policy
Employees who have or had TB will be protected against discrimination, victimization, or
harassment.
Employees found to be TB positive shall not be declared unt to work without appropriate
medical evaluation and counseling.
Workplace management of employees with TB shall not differ from that of any other illness.
(b) Work-Accommodation and Arrangement
Agreements formulated between UBS and the employees representatives, shall allow for
flexible leave arrangements, rescheduling of working time and arrangements for return to
work for those affected with TB.
Compensation
UBS shall provide access to SSS and Employees Compensation benefits under Presidential Decree
No. 626 otherwise known as the Employees' Compensation and State Insurance Fund of the Labor
Code of the Philippines to an employee who is proven to have acquired TB infection in the direct
performance of his/her duty in accordance with the said laws and other applicable Philippine labor
laws.
How will UBS respond to TB matters?
1. UBS, together with its employees, undertakes to develop, implement, monitor and evaluate
the workplace policy and program on TB.
54
2. UBS will ensure that the UBS insurance policy and education program are adequately
funded, made known to all employees.
3. UBS seeks to provide information and training on TB prevention for its employees.
4. UBS, together with its employees, shall regularly review the policy and program for
effectiveness.
5. Notwithstanding confidentiality treatment, UBS will record and set-up a database for
reporting of all diagnosed cases of TB to the Department of Labor and Employment (DOLE)
in its Annual Medical Report, which information shall be part of the TB registry of the DOH.
What are your obligations as employees?
1. Employees are expected to actively participate in the education and training programs
implemented by UBS on TB prevention and control.
2. Employees shall practice non-discriminatory acts against co-employees who are infected
with TB.
3. Employees and their organizations shall not have access to personnel data relating to an
employees TB status.
4. Employees shall comply with universal precaution and preventive measures with respect to
TB.
5. Employees with TB may inform the company physician on their TB status when their work
activities may increase the risk of TB infection and transmission or put the TB positive
employee at risk for aggravation.
6. Upon discovery of TB, employees are obliged to inform the company their status for the
necessary reporting to the Department of Labor and Employment (DOLE).
The Safety and Health Committee or its counterpart shall periodically monitor and evaluate the
implementation of this Policy and Program.
Workplace Policy and Program on

Hepatitis B
UBS is committed to conform to the established standards of health and safety in the workplace. It
promotes and ensures a healthy environment through its Workplace Policy and Program on
Hepatitis B to safeguard its employees. This program is designed to address the stigma attached to
Hepatitis B and to ensure that the employees right against discrimination and confidentiality is
maintained.
UBS believes that employees with Hepatitis B are valued employees who do not endanger the
health of other employees in the workplace. Employees living with Hepatitis B are encouraged to
remain at work as long as possible and shall not be declared unfit to work without appropriate
medical evaluation and counseling. They will receive the support and consideration of the employer
and will not be subjected to any discriminatory practices.
What is the Hepatitis B?
Hepatitis B is a contagious liver disease that results from infection caused by viruses. It can be
transmitted through blood and exchange of body fluids.
Coverage
The program shall be applicable to all employees, regardless of their employment status.
Hepatitis B Preventive Strategies
55
(a) UBS will provide education on Hepatitis B to all employees that may include topics such as
the transmission, diagnosis, treatment and prevention of Hepatitis B.
(b) It shall maintain adequate hygiene facilities.
Social Policy
There shall be no discrimination of any form against employees on the basis of their
Hepatitis B status. Employees shall not be discriminated against, from pre to post
employment, including hiring, promotion or assignment.
Employees found to be Hepatitis B positive shall not be declared unt to work without
appropriate medical evaluation and counseling.
Employees shall not be terminated on the basis of actual, perceived or suspected Hepatitis B
status. Screening for Hepatitis B as a prerequisite to employment shall not be mandatory.
Workplace management of sick employees shall not differ from that of any other illness.
(b) Confidentiality
Both applicants and employees shall not be compelled to disclose their Hepatitis B status
and other related medical information. Co-employees shall not be obliged to reveal any
personal information about their fellow employees. Access to personal data relating to an
employees Hepatitis B status shall be bound by the rules on confidentiality and shall be
strictly limited to medical personnel or if legally required.
(c) Work-Accommodation and Arrangement
UBS undertakes to reasonably accommodate employees who are Hepatitis B positive or with
Hepatitis B related diseases.
Agreements formulated between UBS and the employees representatives, shall allow for
flexible leave arrangements, rescheduling of working time and arrangements for return to
work for those affected with Hepatitis B.
Compensation
UBS shall provide access to SSS and Employees Compensation benefits under Presidential Decree
No. 626 otherwise known as the Employees' Compensation and State Insurance Fund of the Labor
Code of the Philippines to an employee who is proven to have acquired Hepatitis B in the direct
performance of his/her duty in accordance with the said laws and other applicable Philippine labor
laws.
How will UBS respond to Hepatitis B matters?

1. UBS, together with its employees, undertakes to develop, implement, monitor and evaluate
the workplace policy and program on Hepatitis B.
2. UBS will ensure that the policy and education program on Hepatitis B are adequately funded,
made known to all employees.
3. UBS seeks to provide information and training on Hepatitis B prevention for its
employees.
4. UBS, together with its employees, shall review the policy and program for effectiveness. The
Firm shall continue to improve these programs by, among other things, networking with the
Philippine government and other organizations advocating Hepatitis B prevention.
What are your obligations as employees?
1. Employees are expected to actively participate in the education and training programs
implemented by UBS on Hepatitis B prevention and control.
56
2. Employees shall practice non-discriminatory acts against co-employees who are infected
with Hepatitis B.
3. Employees and their organizations shall not have access to personnel data relating to an
employees Hepatitis B status.
4. Employees shall comply with universal precaution and preventive measures put in place by
UBS.
5. Employees with Hepatitis B should inform the company physician on their Hepatitis B status
when their work activities may increase the risk of Hepatitis B infection and transmission or
put the Hepatitis B positive employee at risk for aggravation.

The Safety and Health Committee or its counterpart shall periodically monitor and evaluate the
implementation of this Policy and Program.
Workplace Surveillance
The Firm carries out ongoing and intermittent surveillance of employees and their use of
the Firms computer communications and other systems and infrastructure including
emails, internet, voice mail, telephone calls, sms/text messages, files (including files
stored on employees' work computers) and records obtained from any such systems or
infrastructure, to the extent permitted by law.
The surveillance of employees activities while using the Firms communication systems
is carried out by all means available to the Firm which may include:
(a)
(b)
(c)
(d)
(e)
(f)
camera surveillance
accessing employees' email accounts or emails;
accessing files of employees;
accessing employees' work computers;
recording employees communications (including internet activity such as sites and
pages visited, files downloaded, apps, video and audio files accessed, and details
of phone calls and details and content of sms/text messages and data input) and
accessing those records; and
some emails are automatically sent to Compliance or other monitoring or
surveillance functions depending on who the emails are between and/or what
they contain.
Some emails may also be automatically blocked, again depending on who the emails
are between and/or what they contain.
Communications in particular areas (including phone and sms/text via UBS devices) may
be automatically recorded and these records may be accessed by UBS. In some
business divisions/business areas of UBS communications may be recorded in order to
comply with applicable legal, regulatory and exchange requirements and for other
business purposes in accordance with UBS's internal policies and procedures and any
applicable laws and regulations. This includes calls and sms/text made via UBS mobile
devices.
Such records will be retained for the relevant period prescribed by the regulatory,
exchange or legal requirement, or for no longer than is necessary for the purposes for
which the recording was made.
These records may be reviewed to in certain circumstances, for example as part of a
regulatory investigation, trade dispute or other internal investigation.
57
Employee consent to such recording, monitoring and review is presumed by use of the
Firm's communication systems.
UBS Investment Bank also has a specific policy in relation to the Electronic Monitoring of
Staff Communications and Activities. Such electronic monitoring may take place via
computer (including monitoring of audio, video and instant messaging communications
as well as e-mail and internet use in the Firms communication system), telephone, fax,
closed circuit television equipment, security access equipment or other electronic
equipment or any records (including optical disk or magnetic tape) obtained from any
such equipment.
This policy can be accessed on POLO by going to:
http://bw.policies.ubs.com/policies/0/0/0/0/1/5-P-001608.pdf
58

Philippines Handbook - Dec2014 (3916951 - 1) Integrated

Загружено:

Сведения о документе

Оригинальное название

Авторское право

Доступные форматы

Поделиться этим документом

Поделиться или встроить документ

Параметры публикации

Этот документ был вам полезен?

Это неприемлемый материал?

Авторское право:

Доступные форматы

Philippines Handbook - Dec2014 (3916951 - 1) Integrated

Загружено:

Авторское право:

Доступные форматы

Employee Handbook

Last Modified: December 2014 | For Internal Use Only

For Internal Use Only

For Internal Use Only

For Internal Use Only

Work Life Coaching (EAP)..............................................................................................30

For Internal Use Only

Welcome to UBS AG Philippines

Section 1 Employment Issues

For Internal Use Only

For Internal Use Only

Please also refer to Personal Data / Privacy in Section 3 of this Handbook.

not to carry out all or some of your duties;

For Internal Use Only

an employee willfully disobeys a lawful and reasonable order of the Firm

For Internal Use Only

For Internal Use Only

Rest Days /Non-working Days

For Internal Use Only

The employee must be of good standing with a satisfactory performance level;

For Internal Use Only

candidates current manager before contacting the employee about an opening.

Terms of new position should be formalized. Generally, no out-of-cycle changes to

For Internal Use Only

For Internal Use Only

a discretionary incentive award include, amongst other things, individual

Note: Employees covered by other incentive or commission based programs

Meal and Taxi Reimbursement/Allowances

For Internal Use Only

more than 12 hours (including lunch hour) on that day.

For Internal Use Only

(working days per holiday

Executive Directors and Managing Directors

Associate Directors and above

For Internal Use Only

For Internal Use Only

Execution of business transactions (including commitments), payments, transfer

General or statutory holidays (limited to a maximum of 3 days for those

Authorized leave of absence (including but not limited to maternity,

For Internal Use Only

examination, .and jury service leave

Any breach of this policy - or knowingly providing assistance to another employee to

For Internal Use Only

For Internal Use Only

period of maternity leave will be counted as part of maternity leave.

To view further information regarding this topic, please goto/hr-apac

For Internal Use Only

For Internal Use Only

Family Care Leave

For Internal Use Only

Eligibility. All Full-time and Part-time Employees.

For Internal Use Only

For Internal Use Only

For Internal Use Only

Section 2 Employee Benefits

Prescription Claims Reimbursement

For Internal Use Only

For Internal Use Only

Maternity Hospitalization Claims Reimbursement

For Internal Use Only

For Internal Use Only

Life Insurance Scheme

For Internal Use Only