96 GROUP ATTENDANCE POLICY

PURPOSE

At The 96 Group, employee attendance is important to achieving individual and team

goals. ALL EMPLOYEES, probationary or confirmed, are required to follow
procedures in taking leaves and notifying absences.

As we are working in a customer driven industry, the company depends heavily on the
reliability of the workforce. An unmanned stall or post, as a result of unplanned and
unexpected absences and leaves; does not only affect operational synergies but also
immediately cause losses in earnings, revenues and penalties and strain among co-team
members.

GUIDELINES

Maintenance of Discipline is primarily a function of the immediate superior.

The immediate superior is responsible in installing a healthy and harmonious working
environment that encourages and maintains a high level of self-discipline in his unit, in
any minor infraction, he shall exert best effort to obtain a problem-solving arrangement
together with the employee. However, in certain instances, major infractions of company
rules and regulations and procedures are committed that would warrant the imposition of
graver penalties such as suspension or termination.

Definition:

Scheduled Leave of Absence - Scheduled absence or Leave Requests are pre-approved

at least (2) weeks in advance.

Unscheduled Absence - Any absence from regular programmed work schedule not pre-
approved by Manager at least 24 hours before start of shift.

Unauthorized Absence - Any occurrence whereby employee is denied leaves request or

day-off requests and still has committed absence anyway. It is also an occurrence where
an employee fails to present appropriate Medical Certificate after reporting back from an
absence due to medical reason.

Tardiness - Tardiness occurs when an employee is not available for work at the
beginning of any scheduled shift or is late returning from breaks or lunch.
POLICY

The 96 Group will consider all requests for time off in accordance to established
attendance policy. However, one of the requirements of continued employment is that all
employees must be consistently available to work. When tardiness or absenteeism by an
employee becomes excessive, corrective action may be necessary.

✓ All leave requests are required to be requested and scheduled 2 weeks in advance
whenever possible. If time out of work is unplanned due to sudden sickness or an
emergency, your Manager should be notified prior to the beginning of your shift.
A medical certificate duly certified by a health professional is to be submitted to
HR when reporting back to work. Failure to do so warrants an Unauthorized
Absence offense basing from our company Code of Conduct.
✓ If an employee is unable to report to work for any reason, they must notify the
appropriate sick line AT LEAST TWO HOURS PRIOR TO THEIR
SCHEDULED SHIFT. (In the event of an emergency the employee should
notify the appropriate sick line as soon as possible). If an employee fails to notify
the appropriate sick line two hours prior and the employee’s manager finds no
unusual circumstances that justify a failure to give notice; it will be considered
non-adherence to this policy and will result in a final written warning.
✓ An absence of more than 3 consecutive days without notification (No Call No
Show) will be considered a voluntary termination of employment by the
employee.
✓ Employees are responsible for their attendance and accountable for knowing their
attendance status in accordance with the company attendance policy.

Unauthorized Absences

An employee is expected to maintain a 100% attendance rate based upon scheduled work
hours, taking into account authorized time off. If an employee obtains less than 90% in a
given month, the following action will be taken, generally in the order as follows:

✓ If current warning status is none, Written warning will be administered.

✓ If current warning status is Written, Final warning will be administered.
✓ If current warning status is Final, Termination.

Any additional occurrences (including tardiness) received within the next 30 days
following the initial warning will escalate to the next level as described above. Warnings
will remain active for a 60 day period and will either escalate or roll back.
Tardiness:

Employees must have no more than (3) occurrences of tardy in a 30-day period. This
includes, but is not limited to absence, tardy, or leaving early, which could occur at the
beginning of the shift, lunch, breaks or end of shift, etc. If an employee accumulates (5)
tardiness in a 30-day period, the following disciplinary steps will begin.

✓ If current warning status is none, Written warning will be administered.

✓ If current warning status is Written, Final warning will be administered.
✓ If current warning status is Final, Termination.

Any additional occurrences (including unauthorized absences) received within the next
30 days following the initial warning will escalate to the next level as described above.

Warnings will remain active for a 60-day period and will either escalate or roll back, with
the exception of Final Warnings, which will remain active in employees file for a 60 day
period.

PERFECT ATTENDANCE BONUS

All employees are eligible to receive a PHP 1,000 Monthly Attendance Bonus, provided
there are NO ABSENCES and NO LATES recorded in their attendance. The Bonus is
rewarded every 15th pay date, covering the attendance from the previous month. This
motivational bonus is effective February 1, 2020.

SICK OR EMERGENCY HOTLINE  0949 328 2800

HR  hr.96group@gmail.com