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ASKI Human Resource Development Department

HR Manual 2014 Edition

Employee Manual

Human Resource Development Department

October 2014 Edition



PURPOSE OF THE MANUAL

ASKI Employee Manual is intended to provide accurate and updated information on

ASKI policies relating to employees and their relationship with the entire organization. This

manual provides details and procedures on employee benefits and proper guidance on the

application of ASKI Human Resources policies and practices.

The policies and benefits referred to in this manual are intended to be ongoing,

however, ASKI reserves the right to amend, modify or terminate these plans at anytime.

This manual is intended to all ASKI personnel regardless of the employment status

starting from the Executive Director, Senior Management members, Middle Management and

Branch Managers, Supervisors to Rank and File employees.



I. INTRODUCTION

ASKI HRD Department was set up and formally recognized as a separate department in October

1998. The primary aim is to meet the needs and development goals of its human resources in the whole

organization.

The department aims to complement quality program and system in acquiring, motivating,

maintaining and developing human resources in their jobs aligned to the vision, mission and strategic

directions of ASKI.

1. ASKI HRD Department Vision, Goals and Objectives

“…A pool of skillful and progressive employees responding to the call of development”.

Goals and Objectives:

1. To provide sustainable development program for knowledge, skills and abilities of every employees and therefore help the whole organization to deliver quality and effective employees services in all levels;

2. To help in generating sufficient funds for continuous capacity development of staff; 3. To encourage and institutionalize “multi-tasking” for cost efficiency and to respond to the very

competitive micro-finance industry; 4. To post qualified project implementers and develop more “home –grown” leaders; 5. To support the advocacy of the whole organization in promoting Gender Balance and Gender

Equality; 6. To ensure that the organization provides sufficient and relevant working environment for each

staff member; 7. To ensure and promote proper work balance to every level of e employees; 8. To sustain and promote strong adherence of every staff member to the organization’s Core

Values and Staff Transformation Program.

2. ASKI HR Department Core Functions:

1. Job Organization and Information 2. Acquisition ( Hiring and Screening) 3. Maintenance (Compensation and Benefits System) 4. Proper placement, posting and recycling based on employees competencies and required skills

for each position



5. Continuous Staff Development (Staff Training Program, design of career path and growth as well as developing people in their respective tasks in relation to the organization’s Vision, Mission and Resources.

II. ASKI Organization Structure

1. Corporate Head Office Structure

Executive Director

Human Resource

Development

Finance , Accounting

& Admin

Internal Audit

Corporate

Planning

Senior Auditors

Junior Auditors

Junior Auditors

Audit Assistants

Audit Assistants

HR Manager

Finance( Fund

Mgt.)

Fringe & Benefits

Personnel

Recruitment

Recruitment Officer

Admin Manager

Executive

Secretary

Payroll

Accounting

Resource Mob &

Corporate

Communications

Staff Training

Reports

Consolidation

Corporate Nurse

Research &

Development

Compliance

Officer

Information

Officer

2. Brief Description of Core Functions of other Head Office Key department:

1. Finance, Accounting and Admin or FAMAD - is directly responsible and over all in -charge of

administration, accounting and treasury management of the Organization. FAMAD is also

responsible in general services concerning ASKI property, equipments, machines and service

vehicles. Building Maintenance of ASKI offices including branch offices and other secondary

company is also under the direction of FAMAD.

2. Resource Mobilization and Corporate Communications –liaise with funders to mobilize funds

and monitor payments. Prepares project proposals, marketing brochures, flyers and annual

reports and other similar promotional materials (printed and AVP) including corporate brand

building for the whole organization.



3. Corporate Planning Department of CORPLAN- under Executive Directors’ office and guidance is

directly responsible in drawing up design necessary for strategic planning of the whole

organization; monitors corporate performance through approved metrics and parameters ; risk

management; organizational excellence; alignment of methods of operations; products and

policy formulation. CORPLAN also handles special projects of ASKI before its full implementation

to concerned business units.

4. Compliance Unit - The general responsibility of the Compliance Officer is to provide an in-house

compliance service that effectively supports business areas in their duty to comply with relevant

laws and regulations and internal procedures.

5. Internal Audit – conducts internal auditing of all business unit of ASKI , prepares reports and

results of evaluation and investigation with appropriate recommendations based on objective

assurance designed to add value and improve organizational operations. Internal Audit serves as

the management advisory in ensuring that objectives shall be accomplished by bringing a

systematic, disciplined approach to evaluate and improve the effectiveness of risk management,

control and governance process.

6. Research and Development – conduct periodically research on clients satisfaction, impact,

needs assessment.

7. Credit Operations (MFI) – responsible for servicing microfinance clients. They are the primary

responsible in clients identification, assessment, loans disbursement and collection.



III. HR SYSTEM PROCEDURES, GUIDELINES AND EMPLOYEE BENEFITS

SECTION 1: HIRING AND RECRUITMENT

HR Department shall hire and post new employee based on approved manpower projections for each

branches and business unit. Approved manpower request must be submitted to HR Department to

facilitate placement of needed personnel.

A. QUALIFICATIONS FOR EMPLOYMENT: 1. Hiring Standards

a. Age for Trainee Position ( Field & Support Staff) a.1. All applicants should be at least 18 years old;

b. Education b.1. Applicants for regular positions must be a graduate of at least four-year course relevant

to the field of social sciences and development; Business Management.

b.2. Applicants who are undergraduate and or graduates of 2 years Associate Degrees

courses may be included and maybe considered in the screening provided they will qualify

in the HRD Screening & Training program and their skills and attitude will match with the

requirement of the position.

2. Equal Employment Opportunity

ASKI do not discriminate in the terms, condition, or privileges of employment on the

account of race, color, gender, marital status, national, ethnic origin, physical disability

or religion. This policy of equal employment opportunity is an evidence that ASKI is an

equal opportunity institution.

Non –discrimination policy is an affirmative action for the whole organization.

Nevertheless the approved HR screening guidelines and required competencies for

employment to ASKI based on the vacant post shall be observed in the final selection of

candidate for employment.

3. Procedure for Hiring and Placement a. Preliminary Screening

a.1. All Applicants must secure and submit first the following documents:

Resume with pictures ( 2 pcs. 2x2 and 2 pcs 1x1)



Application Letter ( Letter of Intent to work in ASKI) Character References with Police Clearance & NBI Clearance Barangay Clearance and Medical Certificate Transcript of Records or School Certification Valid Driver’s License for all Male applicants SSS Number and Community Tax Certificate TIN (if previously employed)

b. Screening Process

b.1. Written Examination after completing Employee Information Sheet

b.2 Initial Interview

b.3 Pre Orientation ( half day)

b.4 One week actual field exposure

b.5 Final Interview – All applicants will undergo interview with Department Heads. Final

Interview and confirmation will be provided by HR and the Executive Director.

b.6 Contract Signing and On boarding program / Employee Induction

c. Guidelines on Consanguinity or affinity

c.1. No two related employees within 3rd degree of consanguinity shall be assigned to work

on the same department or branch.

c.2. No relationship (up to 3rd degree) shall exist between personnel of the following

offices/units:

Cash section to accounting Accounting to auditing Cash section to auditing

d. Pursuance of political ambition Any employee running local or national elective position shall be considered resigned from

the time he/she officially filed his/her candidacy with the COMELEC.

e. Outside employment Upon acceptance of employment in ASKI, an applicant should refrain from having any

outside employment unless given a written approval by the authorized officer of the

company to continue the same. Any violation of this provision shall be sufficient ground for

dismissal from the service.

f. Re-Hiring

Employees who have been separated from ASKI should not be re-hired especially if due to

serious misconduct or violation of any prohibited acts under ASKI Code of Discipline.

However, upon recommendation of the employees former immediate head, re –hiring may



be an option subject to approval of HR Department and HR Committee of ASKI Group of

Companies.

SECTION 2: TERMS OF EMPLOYMENT AND CLASSIFICATION

1. Trainee Staff member: All applicants who passed the screening and exposure period will be accepted as a trainee and must undergo an On the Job Training for 3 months. KRA/Requirements for promotion:

A staff under trainee status must produce 60 clients with 0% Portfolio At Risk (PAR) to qualify as

Probationary Staff Member.

2. Probationary Staff member: Staff under probationary shall not exceed six months of continuous services, during which time, he/she may be terminated for a just cause, or when he/she fails to quality as a regular member in accordance with standard requirements. KRA/Requirements for promotion:

A staff under probationary status must produce a minimum of 180 clients with 0% PAR to qualify

as Regular /Permanent Staff Member.

3. Regular or Permanent Staff member: One who has satisfactorily undergone the probationary period, complied with all the company’s requirements for regular staff members (as stated above), and received a letter of regular appointment duly signed by the authorized officer of the company.

4. Temporary or On call Employee: A staff hired for occasional or seasonal work, or as a temporary replacement of a staff member on leave. Upon completion of the assignment or when reason for employment is no longer present, he/she shall be separated from the employee. Falsity in facts furnished in connection with his/her application, shall be sufficient ground for dismissal, without prejudice to the filing of such action – criminal or otherwise, as warranted by the evidence.

5. Project or Contractual Employee: This is different from temporary or on call employee. Employee under this classification maybe hired if there is an approved special project for ASKI and its subsidiary unit/ company. Contractual employee will be hired for a minimum of 6 months to a maximum of 1 year only.

6. Outside Employment: Upon acceptance for employment in Alalay Sa Kaunlaran Incorporated, Inc. (A.S.K.I.), one should refrain from having any outside employment unless given a written approval by the authorized officer of the company to continue the same. Any violation of this provision shall be sufficient ground for dismissal from the service.



SECTION 3: EMPLOYEE MOVEMENT AND PROMOTION& STAFF TRAINING

A. PROMOTION: 1. VACANCIES FOR HIGHER POSITIONS shall be filled from within the ranks except in instances

where certain special qualifications, experience and training are required for the job.

2. FACTORS FOR PROMOTION: All promotions shall be based on the competencies and excellent past performances of staff member as recommended by his/her immediate head and must be indicated in the performance appraisal rating. This shall take into consideration the following factors: a. Ability

(1) Knowledge and understanding of the scope of assigned tasks (2) Judgment and Common Sense (3) Ability and willingness to learn New Duties

b. Conduct (1) Character and ethics (2) Initiative (3) Cooperation

c. Quality of Work d. Extent of Work and Responsibilities e. Attendance

3. PROMOTION TO SUPERVISORY AND MANAGERIAL POSITIONS : Whenever possible, higher

level positions within the Company will be filled in from within. However, no employee may be considered for promotion unless his performance on his job is excellent. To qualify, staff members should fill the following requirements:

a. Educational Attainment: The staff member must be at least a four-year degree holder. b. Residence: He/she must be in the company for at least (2) years from probationary

appointment. c. Job History: He/she should have no adverse records that will materially affect his/her over-

all record. d. Work Performance: A Performance Appraisal Rating (PAR) of 90% (Outstanding) shall be

required for at least 3 quarters. e. Have attended complete series of Supervisory Training or a potential candidate for

supervisory training program. f. For candidate for Managerial position, staff member must attend and comply with the

requirement for Comprehensive Management Training Program or any equivalent management training program outside ASKI.

4. PERFORMANCE EVALUATION AND ASSESSMENT: Staff member should be evaluated based on approved KPRA or Key Performance Results Area. Frequency of performance review and evaluation will be based on the following:



EMPLOYMENT STATUS Period of Performance Review

Trainee Staff On or before the end 3 months training period

Apprentice On or before the end of 6 months Apprentice

Probationary On the fifth month of probationary appointment

Permanent and all Regular Personnel

Annual performance review

Staff assigned on probation for a new position ( including newly promoted unit/department and or branch head)

After 6 months

5. RECOMMENDATION AND APPROVAL FOR PROMOTION:

Recommendation and approval for promotion may be done any time especially if the employee

had shown exceptional performance and output and his/her competencies to a great extent is

needed in the expansion . This does not exclude the staff member from merit salary increase

during the same period.

Promotional increase for a promoted employee will be in accordance with guidelines set forth in

the policy on Salary Administration.

6. STAFF TRAINING AND CAPACITY BUILDING

All new employees must complete the Employee Induction /Orientation Program provided by HR.

Confirmed new employees with complete contract of employment regardless of employment terms

and status must complete the following basic training program:

- NAVIGATORS’ Training for new employees

- Policy Enhancement and Leadership Training for Probationary employees

- Other basic training program as maybe determined by HR and as a result of further

training needs assessment .

All potential candidate for promotion and other new position will be required to complete basic training

for supervisors, management training and approved enhancement training for new positions.

B. TRANSFERS/ROTATIONS: 1. CONDITIONS FOR TRANSFERS: Transfer of staff members may be made by the company

anytime it deems necessary to meet the exigencies of the service. Such transfer shall be without any change in pay, status and benefits for the staff members.



a. Staff members may request for transfer to other departments or offices. Such request may be granted by the Executive Director if circumstances so warrant.

b. The Executive Director may initiate the transfer of any staff member to any department/office/branch anytime it is deemed necessary to meet the exigencies of the service.

2. EMPLOYMENT OF HUSBAND AND WIFE. When marriage occurs between staff members of the same department or branch, arrangements will be made to transfer one of the parties involved to another department/office/branch. In no case will the couple be permitted to work in the same department or branch.

3. ROTATION OF ASSIGNMENT OF STAFF MEMBERS. The company may rotate the assignment of staff members within the unit or between units to broaden their knowledge of the different phases of company operations.

SECTION 4: RESIGNATION

1. ADVANCE WRITTEN NOTICE. Any staff member who wants to resign from the company is required to give written notice of at least 30 days in advance of the effective date of resignation. The notice shall be filed with the Branch /Department Head and forward to the HR Department. No clearance shall be issued for resignations filed without the 30 days’ notice and employer checking will not be granted. Certification of Employment maybe requested from HR stating only the date of hiring and the end of employment period with ASKI.

2. CLEARANCE OF ACCOUNTABILITIES. After the staff member has filed his written notice of resignation and prior to the effective date of resignation, he/she must clear all his/her accountabilities and other responsibilities with the company. All company properties, documents, records and other assets in the staff member’s custody must be surrendered to the company not later than one day immediately preceding the effective date of resignation for the issuance of clearance. Clearance shall be released 30 days after the resigned employee completed the required condition on the clearance form.

3. USE OF VACATION LEAVE. Vacation leave credits cannot be used to form part of the 30-day notice

but instead will be commuted to its cash value if the resigned staff member served the company for at least one year from permanency. However if the staff will need to apply for vacation leave, prior to the effective date of his /her resignation, approval must be obtained from ASKI authorized personnel /immediate head.



SECTION 5: WORKING SCHEDULES

1. WORKING DAYS AND HOURS. The regular working days of the company are Mondays to Fridays. Regular working time is 40 hours a week, exclusive of the one hour daily lunch break.

2. SHIFTS. Staff members may report in different shifts, whenever necessary.

3. BREAKS. The schedule of lunch breaks and coffee breaks shall be set by the supervisor and can be given on a staggered in order not to provide the best possible service without interruption during such breaks. a. Staff members shall be allowed a lunch break of one hour, a 15-minute coffee break in the

morning as well as in the afternoon.

4. CHANGES IN SCHEDULES a. Deviation from one change in work schedules may be made from time to time as the need

arises such as but not limited to vacations, leaves of absence, absences, staff member’s request, business requirements and emergencies.

b. Change of time schedule for a particular day or period may be considered, provided the Department Head/Branch Manager/Supervisor signs the time card signifying approval of the change of time schedule.

5. TIME RECORDS: 1. RECORDING OF ATTENDANCE. Staff members shall register in their time cards the following:

Time In, Time in Lunch Break, Time out Lunch Break, Time Out

For field workers, their destination should also be written in the time cards.

2. RECORDING OF TIME: The staff members may not register in their time cards earlier than 45 minutes before the scheduled hour of reporting for work, and not later than 45 minutes after their scheduled hour of dismissal.

3. HANDLING OF TIME CARDS: Staff members are not allowed to: a. “Time In” or “Time Out” time cards of others than their own b. Simultaneously “time in” and “time out” c. Tamper, make corrections, or in any way disfigure the time cards.

4. SUBMISSION OF TIME CARDS. At the end of every payroll period, staff members shall submit their individual time cards duly signed, to their managers/immediate head. All corrections made on the cards for valid reasons should be confirmed by the immediate head. If excused for salary deductions, the supervisor should affixed his/her signatures to the pertinent entry. Staff members who will not submit their time cards will not be included in the payroll. All time

cards and attendance sheet must be submitted to HR every 7th and 22nd of each month. Failure

to submit these documents which will be the basis for computing payroll ( reference also in

checking leaves, tardiness and absences) will result to non- payment of salary on the covered

pay period.



5. A staff member found guilty of violation of any of the above prohibition or committing other acts of dishonesty shall be subject to disciplinary action and/or immediate dismissal, without prejudice to the filing of criminal charges against the guilty parties if the evidence so warrants.

SECTION 6: ATTENDANCE

Regular and punctual observance of starting time and working hours is expected of every staff

members. Lunch and break periods as authorized should be strictly observed.

A. ABSENCES: 1. COMMUNICATION OF ABSENCE:

a. Staff members shall seek prior permission from their supervisor at least 1 day before being absent. In highly exceptional cases, notification may be made on the first hour of the day of absence (not later than 9:00 a.m.), provided there is very good and valid reason why permission could not be asked before.

b. Should it be necessary to prolong absence, the staff member must fill-up a Request for Leave form.

c. Absences not falling under paragraphs a and b, shall be considered “absence without leave.” Only in emergency or in extraordinary case, and upon satisfactory written explanation by the staff member, may he/she be admitted back to work.

d. Staff members who have radio equipment assigned to them should monitor in the official radio frequency of ASKI from 6:00 a.m. to 7:00 p.m. If they go directly to their field of assignment, they should relay the time of departure through radio in any existing ASKI base. They are also required to report through radio if they were able to go home safely.

B. TARDINESS

1. DEFINITION. Tardiness shall mean coming to work past the required official working time of the staff member.

2. EXCUSED TARDINESS. Tardiness may either be excused or unexcused. It shall be considered excused for payroll purpose if: a. brought about by circumstances entirely beyond the staff member’s control; b. due to justifiable reasons as judged by the supervisor or manager; c. previously brought to the attention of the staff member’s immediate supervisor, before

said staff member reports for work, provided that such tardiness shall be for a valid reason.

3. WAIVER OF TARDINESS. General waiver of tardiness may be made by the Executive Director and the staff respective manager in highly exceptional cases.

4. DEDUCTIONS FOR UNEXCUSED TARDINESS. Deductions for unexcused tardiness shall be made against the salary of the staff member according to the following procedures:



Tardiness Deduction

a. 1 to 15 minutes Actual b. 16 minutes to 1 hour tardiness considered of one (1) hour c. more than 1hour but less considered than three & one half (31/2) hours ½ day of absence

C. UNDER - TIME: 1. DEFINITION. Under-time shall refer to the period the staff member left the work before end of

official working hours. It also refers to lunch break taken in excess of 1 hour.

2. UNDER -TIME DUE TO EMERGENCY. Should undertime be unavoidable and necessary in the judgment of the supervisor or manager, undertime may be excused for payroll purposes. Should the staff member become suddenly ill during office hours, he/she must seek permission to leave and have his/her time card noted “excused” by his/her supervisor or manager.

3. DEDUCTIONS FOR UNEXCUSED UNDER - TIME. Unexcused undertime shall be deducted from the salary of staff members, and noted down in the staff members file for purposes of disciplinary action and/or evaluating over-all efficiency of the staff member. Deduction is based on actual number of hours/minutes undertime.

D. ABSENCES, TARDINESS AND UNDER - TIME:

1. ABSENCE , TARDINESS and/or UNDER - TIME shall be deemed habitual when incurred in excess

of three (3) times in a month.

2. OFFENSES. Each of the following conditions shall constitute one offense. a. Habitual absences not due to scheduled vacation leave, emergency leave, and/or sick leave,

which are in excess of three times in a month, constitute one offense. b. Habitual tardiness in excess of three (3) times in a month constitutes one offense. c. Habitual undertime in excess of three times in a month, constitute one offense. d. Any tardiness, undertime, or absence not due to schedule vacation leave or emergency

leave and sick leave, to aggregate in excess of three (3) times in a month, constitute one offense.

3. ACTIONS TAKEN ON HABITUAL ABSENCES, UNDERTIME and TARDINESS are all specified on ASKI Code of Discipline



SECTION 7: OVERTIME

1. DEFINITION. Overtime work is the work rendered in excess of the regular working hours upon authorization by the Executive Director or request of Supervisor. As a matter of policy, it shall be discouraged and disallowed except in emergency cases or when operational exigencies demand such services to be rendered. No staff member shall slow down or accumulate work unnecessarily in order to have an excuse to render overtime. Thus, if for reasons attributable to the fault of the staff member, he/she fails to accomplish his/her regular duties and as result, he/she finds it necessary to work beyond regular working hours, such service shall not be considered overtime. Likewise, time spent in the company travelling from work to home, sleeping, resting, waiting, or any such activity, shall not be deemed overtime.

2. OVERTIME SERVICES. When exigency demands, a staff member shall be required to render overtime by his/her supervisor or the Executive Director. Any staff member who refuses to render emergency overtime for no valid reason shall be subject to administrative action as the gravity of the offense so warrants.

3. OVERTIME RESTRICTIONS a. Staff members on full time basis, who for one reason or another, report for half-day work

only shall not be allowed to render overtime for that particular day. b. Probationary and temporary staff shall not be required to render overtime work unless

extremely necessary. c. Guidelines on rendering overtime work:

c.1. Staff members must always secure request for overtime indicating the purpose,

date, and time. No staff will be allowed for overtime unless his/her immediate supervisor

approved such request. Overtime requests must be prepared in duplicate, one for

Accounting Office and another copy for the guard on duty.

c.2. Staff members who will render overtime during weekdays/regular working days

shall be allowed from 5:00 p.m. up to 8:00 p.m. only. However, for extreme cases, overtime

beyond 8:00 p.m. (such in the case of staying overnight in the office) shall be allowed only

upon presentation of justified reasons. Moreover, for proper security and safety of the

office premises and the staff as well, you are encouraged not to have an overtime work

beyond 8:00 p.m.

c.3. Overtime must be in accordance with the date and time stated in the overtime

request. If the scheduled overtime will be on weekend (Saturdays and Sundays), it shall be

coordinated first with the guard on duty. Overtime during Sundays and Holidays are limited

to eight (8) hours only but should not be beyond 5:00 p.m. In cases wherein no guard on

duty is available, the supervisor of that particular branch/department is required to

supervise the overtime work.



c.4. Only those authorized persons will be admitted or allowed to be within the office

premises when rendering overtime work. (Unauthorized person must not be allowed within

the office premises).

c.5. If possible, try to limit your overtime. Maximize your workload. Remember that

expenses incurred during overtime hours will be charged to that particular branch/project.

4. ADMITTANCE IN COMPANY PREMISES FOR OVERTIME WORK. For security reasons, no staff member shall be allowed to enter the company premises on

Sundays and Holidays unless authorized in writing, and only in accordance with the date and time

specified in the overtime request.

5. NUMBER OF HOURS CONSIDERED AS OVERTIME. Payment of overtime services shall be made only for overtime work rendered for at least one hour during regular days and at least four hours during Saturdays and Holidays. No overtime may be started earlier than 8:00 a.m.

6. OVERTIME RATES. Overtime rates shall be based on the gross salary, computed as follows: a. Regular days: Overtime on regular days shall be paid 100% up to eight (8) hours and 125% in

excess of eight (8) hours. b. Saturdays and Holidays: Overtime on Saturdays and/or special public holidays shall be paid

150% on the first 8 hours of overtime and 225 % on subsequent hours. c. Regular and legal holidays. Overtime on legal holidays shall be paid 200% on the first 8 hours

of overtime and 230% on subsequent hours. d. Legal holidays that fall on Sundays and Non-Working Days. Overtime on legal holidays that

fall on non-working days shall be paid 230% on the first 8 hours of overtime and 260% on subsequent hours.

7. REPORTING TIME OF STAFF MEMBERS AFTER RENDERING OVERTIME WORK.

a. Staff members who render overtime work from one to four hours on a regular working day shall report at their regular working time the following day.

b. The schedule of staff members who render from five to eight hours of overtime on a regular working day may be adjusted the following day subject to the approval of the supervisor or Executive Director.

c. Staff members who render overtime for more than eight hours on a regular working day may be excused from work the following day, but for attendance purposes, the first eight (8) hours of their overtime shall be considered their regular time the following day. Only the difference between the supposed overtime pay and regular rate for eight (8) hours shall be paid.

8. SUPERVISON OF OVERTIME WORK. All overtime work shall be under the supervision of a supervisor.



SECTION 8: EMPLOYEE CONDUCT

A. LOYALTY Everyone in the organization should exert all efforts to help promote the services of the company

and improve overall efficiency in the organization. Since the growth and stability of the company

depends on the dedication and loyalty of everyone concerned, any staff member who tends to

negate such expectations, commit acts of disloyalty to the company in work or deed, and circulated

malicious rumors calculated to harm or destroy the reputation of any of its officers and staff

members, shall be subject to disciplinary actions based on approved Code of Discipline of ASKI.

B. TRUSTWORTHINESS: Under no circumstances may a staff member reproduce company records, and /or discuss with

anyone, confidential matters affecting the relationship of the company with its customers.

Unauthorized releasing of such information shall be sufficient ground for dismissal and legal

prosecution. The honesty of staff members shall likewise beyond doubt. Any dishonesty of whatever

proportion or falsehood of any kind shall be sufficient ground for dismissal.

C. HIGH MORALS : The moral character of staff members should be beyond reproach and these high standards of

morality should be present even in their associations outside the company. Gambling and other

forms of dissipation, such as alcoholism, drug addiction, frequenting night clubs, bars and indulging

in other undermine in one way or other, the staff member’s integrity and dignity, are strictly

prohibited, and shall be sufficient grounds for suspension or dismissal, depending upon the gravity

of the circumstances. Any immoral or indecent act or entanglement shall be sufficient ground for

dismissal.

D. DICRIMINATORY HARRASMENT

Harassment or intimidation of any employee, regardless of employment status or any guest because

of the person’s race, color, gender, marital status, national, ethnic origin, physical disability or

religion shall be prohibited and maybe subjected for disciplinary.

Discriminatory harassment or intimidation includes any discrimination issues concerning career

progression of employee.

ASKI shall not in any manner categorize employee promotion just because of their race, color,

gender, marital status, national, ethnic origin, physical disability or religion.

HR shall be the lead and responsible department in ensuring that discrimination shall never happen

to employee members/candidate for employment.



Immediate head of the staff should equally observe proper compliance on policy of non –

discrimination. Any complaints suggestions, reporting of any discriminatory harassment may be sent

directly to HR Department or through ASKI’s feed backing scheme. (Komento Mo, I-text Mo)

E. CONFIDENTIALITY

ASKI employees shall not reveal any trade secret of the organization. The same prohibition applies to

all documents, papers and records which are properties of ASKI. Employees shall not published in

any manner, share, distribute, email, upload, cite, quote or converted in any written form without

prior written consent from ASKI any document, record or papers of ASKI. However, these maybe

done if it is relations to one’s duty, except those information which are classified as highly

confidential. Violation of this guidelines shall be subject to disciplinary actions based on approved

Code of Discipline of ASKI.

F. OFFICE RELATIONSHIP: The proper relationship between a superior and his subordinates must be based on mutual respect

and sincerity, each bearing in mind, the interest of the company.

1. In subordination, disrespect, discourtesy, insult or use of foul language towards any co-employee, supervisor, or member of management, shall not be tolerated and shall be subject to disciplinary action depending upon the gravity of the offense.

2. Fighting, provoking fights, and inflicting or attempt to inflict injuries to co-staff members and/or other individuals during working time or in company premises, shall likewise be subject to disciplinary action.

G. PERSONAL MAILS AND PRIVATE VISITORS : To facilitate the handling and proper distribution of company mail, staff members should not have

their personal mail sent to them in care of the company.

Receiving private visitors during office hours, making or accepting calls for business not connected

with the business of the company should be avoided.

H. STATIONERY AND SUPPLIES : Thrift must be observed in the used of the company’s supplies and stationery. Appropriating them

for personal purposes shall be subject to disciplinary action.

I. ASKI PROPERTY : Staff members shall take proper care of the company’s property. Theft or removal from the

company of any property without proper authorization, and the deliberate destruction of company’s

property shall be sufficient grounds for dismissal or legal prosecution.

Any injury, damage to property, or losses sustained by the company by reason of imprudence or

negligence shall be borne by the staff member concerned and can be a cause for administrative

action.



J. CLEAN HOUSEKEEPING : Cleanliness is an earmark of a well-organized business. Staff members shall keep their work place

neat and clean. Records, files and other types of paper should be cleared away from unoccupied

desks. In closing the day’s work, all typewriters, adding machines, computers and other equipment

should be unplugged and covered. All cabinets must be locked.

K. FINANCIAL OBLIGATIONS : Staff members shall manage their finances carefully. A staff member who is continually in need

would tend to be more of a burden to the company than an asset. Therefore, a staff member who is

continually in financial distress shall be separated from the service.

L. INVOLVEMENT IN LAWSUITS : Any staff member who is named a responded, accused or dependent in a lawsuit involving moral

turpitude, violation of the revised penal code, ordinances or special laws, can be recommended by

his/her supervisor for a forced leave of absence, suspension or dismissal, depending on the gravity

of the situation.

M. REPORT OF LOSSES, VIOLATIONS AND UNTOWARD INCIDENTS : Every staff member shall immediately report verbally or in writing, any violations of the rules and

regulations, losses of cash, etc., discourtesy to the company clients, and any untoward incident

when any of these come to his/her direct knowledge. A staff member who knowingly hides such

incident or violation, can be considered party to such and shall be subject to the same disciplinary or

administrative action as those directly involved.

N. SOLICITATIONS AND CONTRIBUTIONS : Staff members shall not receive directly from clients and business associates, gifts to expedite

transactions. No contribution for any purpose including the sale of tickets for civic or charitable

organizations shall be initiated without the specific approval of management. Selling of merchandise

or canvassing among staff members shall not be permitted during office hours.

Violation of this provision shall be subject to such disciplinary action as the gravity of the offense

warrants.

O. PURSUANCE OF FURTHER STUDIES : Staff members who wish to pursue further studies after office hours shall submit a written request,

duly recommended by their immediate head for approval prior to the enrollment in any course they

wish to take.

P. ADDITIONAL EMPLOYMENT: Staff members shall seek prior written approval from the Executive Director thru their Supervisor

before accepting any outside occupation or engaging in any business.



Q. COURTESY : Discourtesy of any form shall not be tolerated. Any disrespect, insult, or use of foul language

towards the company clients, officers and staff shall be sufficient grounds for dismissal from the

service.

R. REPORT OF CHANGES :

Staff members shall report immediately to his/her supervisor any change in address, civil status,

educational attainment or increase/decrease in the number of dependents.

S. PERFORMANCE OF ANOTHER’S JOB, REPAIR OF EQUIPMENT : Staff member shall not venture to do another’s task or assigned work, nor repair company

equipment or property without prior permission and authorization of his/her supervisor.

T. ABSENCE FROM WORK SPACE : If a staff member finds it extremely necessary to be away from his/her workspace or desk for some

time during office hours, he/she should seek prior permission from his/her direct supervisor and

leave word where he/she can be reached and when he/she expects to return. A staff member who

leaves the company premises without prior permission can be suspended and, if he/she repeats this

offense, shall be dismissed.

S. OFFICE DECORUM. During working hours, staff members may not:

a. Unnecessarily leave the place of work assigned to them. b. Wander or loiter. c. Engage in unnecessary conversation with co-staff members. d. Sleep, read newspaper, books, magazines, or other literature. e. Engage in activity not connected/ required by the particular work. f. Remain in the company premises 45 minutes before or after their designated working hours

unless duly authorized to perform overtime work. Violation of any of the above prohibitions shall be sufficient ground for reprimand, demotion,

forfeiture of privilege, suspension, or dismissal, depending on the gravity of the offense.

S.1. LOAFING, GOSSIPING AND IDLE TALK DURING OFFICE HOURS.

1. Loafing during office hours is strictly prohibited during office hours is also prohibited in order

not to duly disrupt the work performance of other staff in other offices. Staff presence in other

offices other than their assigned workplace should only in response to official matters intended

for the personal attention of an officer or staff. Gossip and idle talk should be avoided.

2. Reading of printed books and papers other than those related to the business of the organization is likewise prohibited.



S.2. LEAVING THE POST

1. Employees achieve result by working diligently in their respective jobs at their designated posts or places of work. Leaving their post without notifying their immediate superior either returning after a long period of time or not returning must be avoided. Staff must inform their immediate superior first if

they desire to leave their post for an extended period of time.

S.3. USE OF TELEPHONE AND FAX MACHINES/TELEPHONE ETIQUETTE

1. All telephone calls must be answered promptly and all inquiries should be handled in the most polite way.

2. If needed information cannot be supplied, caller must refer to the right person or the caller’s name and telephone number is jotted down.

3. If possible, employees should refrain from using official communication lines for personal business during office hours.

4. When absolutely necessary, personal calls shall be allowed but upon permission of an authorized personnel and recording in a record book provided for the purpose of accounting personal telephone bills.

S.4. WEARING OF IDENTIFICATION CARD.

All ASKI employees shall wear proper Identification Card while performing any official function

or while inside the office premises. No ASKI employees will be allowed to enter company

premises without ID.

S.5. CLIENT / CUSTOMER RELATION

1. Proper conduct and courtesy towards client must be observed at all times. 2. Acceptable conduct and attitude in dealing with other people regardless of their social

status must be reflected in the over-all organizational culture. 3. Every employee shall strive to be honest, sincere, helpful and respectful towards other

people.

S.7. DISGRACEFUL AND IMMORAL CONDUCT

1. An employee involved in illicit (immoral) relationship shall be expelled from the organization. Refer to ASKI Code of Discipline on the complete details of sanctions under this improper conduct.

S.8. OCCUPATIONAL SAFETY DURING FIELD WORK

1. The wearing of a helmet for every employee with motorcycle is compulsory. This is to ensure safety and avoid risk of fatal accidents of field personnel riding a motorcycle. This is also in compliance with safety rules and guidelines of Land Transportation Office. Wearing



of motorcycle protective gears should be observed at all times including Saturdays, Sundays and Holidays.

2. Non-compliance with the above mentioned policy will be subject to disciplinary action based on approved Code of Discipline of ASKI:

First Offense Written Warning

Second Offense Stern Warning

Third Offense Written Reprimand

Fourth Offense 3 days suspension

SECTION 9:DISCIPLINARY MEASURES FOR VIOLATIONS OF RULES AND REGULATIONS

The enforcement of office discipline, order and efficiency as well as of these rules and regulations, is

vested in the Supervisors, Branch Managers and employees immediate head. Final sanctions for severe

offenses must be approved and confirmed by HR Grievance Committee and the Executive Director.

Administrative proceedings or preliminary inquiries into violation of rules and regulations by a staff

member shall commence upon compliant or accusation, written or oral.

After a careful study of the nature and gravity of the offense and after taking into consideration all

circumstances, the employees immediate head or direct supervisor may warn, reprimand, discipline,

demote, impose forfeiture of privileges, suspend or dismiss the staff member concerned.

Any case of employees’ dismissal or termination must pass thru proper preliminary and grievance

meeting. Members of the Grievance Committee must be confirmed thru the HR Department.

For the complete lists of sanctions and disciplinary action for employees, refer to approved ASKI Code of

Discipline.

SECTION 10: EMPLOYEES BENEFITS ON L E A V E S

A. VACATION LEAVE:

1. STAFF ENTITLED. Regular staff members upon completing one (1) year of continuous service from date of permanency shall be entitled to vacation leave with full pay equivalent to 15 working days exclusive of Saturdays , Sundays and Holidays. The scheduled Vacation Leave (VL) can be taken in excess of 15 days a year provided that there

are sufficient Vacation Leave credits and provided further, that a request for leave form shall be

filed at least 15 days before it’s effective date of vacation leave.



2. ACCUMULATION OF CREDITS. Vacation leaves credits start to accumulate from the date of permanent appointment. However, vacation leave can be granted only after every full year of continuous service from date of permanency, except under the following circumstances. a. When the regular staff member has exhausted all his/her sick leave credits, he/she may

charge his/her absences due to illness, against earned vacation leave credits; b. When a regular staff member gets married, he/she may charge such absence against earned

vacation leave credits.

3. PERIOD FOR GRANTING VACATION LEAVES. Vacation leaves may be granted any time, except on the first working day and weeks after a long holiday (i.e. Christmas long vacation, Holy Week). However, approval for scheduled leave on the first working days of the aforementioned holidays maybe granted provided that the employee filed his/ her leave application at least 15 days before its effective date of vacation leave.

4. FORCED/COMPULSORY VACATION LEAVE. Upon recommendation of the employees immediate head and as approved by HR and the Executive Director, forced or compulsory leave maybe granted to qualified employees anytime. Employees obliged to take compulsory leave as approved by HR must abide accordingly.

5. SCHEDULES OF VACATION LEAVES. Each staff member is required to take a vacation leave every year at schedules arranged by the employees immediate Supervisor subject to the approval of the Department Head/ Executive Director.

6. CHANGES IN VACATION LEAVE SCHEDULE. Vacation leave schedule should be strictly followed, except in the following circumstances:

a. Recall for work. In case of urgent necessity, the company may recall for work, any staff

member who is on vacation. In such event, the balance of the staff member’s leave shall be re-scheduled for another period by his/her supervisor. Any staff member who refuse to be recalled without any valid reason shall be subject to administrative action.

b. Postponement. Vacation leave may be subject to the postponement when the exigency of the service so require as determined by the Executive Director.

c. Leave foregone. In the event where the employees’ immediate head of the Executive Director requested staff member to forego his/her vacation leave because of exigencies of the service and not because of the staff members choice, a staff member may add the unused vacation leave credits to that of the succeeding year and may be accumulated for a period not exceeding (30) days.

7. COMMUTATION TO CASH. Vacation leave may not be commuted to its cash equivalent except in the following circumstances: a. When a staff member resigns, all accumulated vacation leave credits shall be commuted to

cash provided he has worked with the company for one (1) year after permanency.



b. In cases where vacation leave credits have accumulated in excess of thirty (30) days, because of exigencies of the service, in which case, credits in excess of 30 days may be applied for conversion into loan payments upon approval of the Executive Director.

8. ADVANCE PAYMENT OF SALARY WHEN ON VACATION LEAVE. When A staff member goes on vacation leave, his/her salary period may be paid in advance upon his/her request, the approval of which is at the discretion of the Executive Director.

9. APPROVAL TO GO ON LEAVE. All requests for Vacation Leave must be approved by the employees immediate head. HRIS system on Leave approval must be observed. Therefore, staff member, should not go on leave unless he/shereceived his/her approval copy thru SMS or thru the approved HRIS system on leave approval. A staff member who goes on leave without due authority shall be considered to have abandoned his work and shall be discipline accordingly.

10. LEAVE CREDITS DURING SUSPENSION/ LEAVE WITHOUT PAY/TERMINATION: Vacation leave credits do not accrue during the period of suspensions, or when on a leave without pay. All unutilized vacation leave credits are forfeited if a staff member’s service is terminated for cause.

B. SICK LEAVE:

1. STAFF ENTITLED. Upon permanency, regular staff members may charge absences due to illness against earned sick leave credits.

2. ACCUMULATION OF CREDITS. Sick leave is credited at the rate of 1.25 days each month, and the accumulated leaves is only 15 days per year.

3. EARNED SICK LEAVE. Sick leave credits not yet earned cannot be taken in advance by the staff

members.

4. ABSENCES CHARGEABLE TO SICK LEAVE. Sick leave privileges may be used only for the illness of staff members except herein provided under Section 1-C. Sick leave with pay will not be granted to staff members suffering from venereal diseases, drug addiction, alcoholism, self-inflicted

5. GROUNDS FOR REFUSAL OF SICK LEAVE PAY. The company shall check on the illness of a staff member and refuse sick leave pay if it believes such payments to be unjustified. Any misrepresentation in the application of Sick leave benefits shall be subject to immediate dismissal as this affects honesty of staff members.

6. CONVERSION OF UNUSED SICK LEAVE CREDITS TO CASH. Unused sick leave/sick leave in excess

of 15 days is commutable to cash at the end of the Calendar Year. This is to recognize and reward hardworking and physically fit employees of ASKI. Sick leave credits will not be converted to cash if the staff member is already resigned from ASKI.

7. REQUIREMENTS FOR SICK LEAVE APPLICATION



a. Absences of two (2) days or more. In case of absences due to illness of 2 days or more, a medical certificate is required. The certification should be presented not later than the second day the staff member reports for work. In instances where the staff member did not avail himself of a physician’s services, a written justification favorably endorsed by his/her supervisor should be submitted to the Executive Director not later than the second day the staff member reports for work.

b. Absence for one day. In case of absence for one day preceding or succeeding a Sunday or Holiday, the same procedures as in 9-a shall apply. In other instances, the Executive Director may forego the need for medical certificate. However, the staff member should submit a notice of absence form immediately upon reporting for work duly approved by his/her supervisor. If his/her absence is not justified, his/her absence will be charged to his/her pay and the staff member shall be subjected to disciplinary action.

c. Illness of fifteen (15) days or more. Staff members who have been sick for 15 days or more, are required to go under physical examination by the physician appointed by the company and shall be allowed to report for work only upon written certification of the said physician that the staff member is well enough to resume work.

C. EMERGENCY LEAVE. Staff members are entitled to emergency leave of three (3) days which shall be chargeable to sick

leave in case of illness requiring hospitalizations, death and natural catastrophe affecting the home

and the immediate members of the family of such staff members limited to his or her parents,

brothers, sisters, husband, wife and children.

Staff members who take the emergency leave for reason of illness requiring hospitalization of the

immediate members of the family are required to submit medical certification from the attending

physician attesting to the illness, attached to the leave request form/notice of absence form.

The said emergency leave could be availed of the staff member once, twice or even thrice a year,

provided it does not exceed the maximum number of days allowable (3 days) for a year.

In line with the provisions of the SSS policies on sickness benefits and the company’s policies on the

medical and hospitalization benefits, normal obstetrical service/delivery is not considered an illness.

D. MATERNITY LEAVE. Any confirmed pregnancy of ASKI employee should be notified to HR Department as soon as possible. This is to ensure that appropriate notification forms will be submitted to SSS. Failure to submit proper notification to ASKI may possibly deny employees’ maternity benefits claim. Upon notification to HR Department, pregnant employee must complete SSS Maternity notification form and submits other required documents such as ultra sound result or pregnancy test result. SSS Maternity Notification Form can be secured thru SSS website or can be requested thru HR Department.

1. DURATION OF MATERNITY LEAVE. Married female staff members who have paid three (3)

monthly maternity contributions within the 12 month period immediately before the semester



of contingency, are entitled to maternity leave of 60 days with full pay. Maternity leave for qualified employees may starts two weeks prior to delivery and ends four weeks and three days after delivery.

2. APPLICATION FOR MATERNITY BENEFITS. To be entitled to pre-delivery maternity benefits pursuant to the law, female staff members must apply for maternity leave. Application for such leave must be in writing, filed at least 15 days before the expected leave, and accompanied by a medical certificate showing the expected date of delivery, and obstetrical examination record, and a case history.

3. NOTICE OF DELIVERY OR MISCARRIAGE. After delivery or miscarriage, the staff member should immediately notify ASKI of her miscarriage thru HR Department . Failure to notify ASKI thru HR Department may deny her maternity benefits claim in SSS Maternity Benefits.

4. DELIVERY BEFORE THE SCHEDULED DATE. If the delivery date is delayed, causing the pre-delivery date to be longer than two weeks, the days in excess of two weeks (counting back from date of delivery) will be charged against available vacation leave credits, if any, and against pay, if the staff member has no vacation leave credits.

5. DELIVERY AFTER THE SCHEDULED DATE. If the delivery date is delayed causing the pre-delivery date to be longer than two weeks (counting back from date of delivery) will be charged against available vacation leave credits, if any, and against pay, if the staff member has no vacation leave credits.

6. ATTACHMENT OF SICK LEAVE TO EXPIRED MATERNITY LEAVE. Sick leave may be attached to expired maternity leave for reasons of illness arising from pregnancy, delivery, complete abortion or miscarriage, which renders the staff member unfit for work as medically certified by her personal physician confirmed by the company physician. Requests for attachment of sick leave to expired maternity leave should be submitted at least one week before the expiration of the maternity leave. The sick leave as approved will be with pay only up to the extent of the available sick leave or vacation leave credits. Starting from the time the sick leave is charged to vacation leave credits, the employee is covered by the SSS sickness benefit.

7. DELIVERY BY CAESAREAN SECTION. Cost of delivery by cesarean section is reimbursable under the SSS Maternity Benefit. Benefit maybe given in advance by ASKI. All required documents and medical records required by SSS for approval of Maternity benefits after caesarian delivery must be submitted to HR Department one week upon resume of her work. Failure to comply and or submit the necessary medical records may possibly deny approval from SSS, for this reason, employees who may have neglected submission of the required documents will pay back to ASKI in full the cash advances for her maternity benefits.



8. SCHEDULED VACATION LEAVE AFTER MATERNITY LEAVE. Scheduled vacation leave may be planned after the expired maternity leave according to the unit/department/branch schedule at the beginning of the Calendar year provided that it will not disrupt the scheduled vacation leave of the other unit/department/branch members.

9. ADVANCE PAYMENT OF MATERNITY BENEFIT. Maternity leave benefits thru SSS is advanced to

the staff member when she goes on maternity leave. Upon her return to work, employees must the necessary medical certificate, medical abstract and SSS reimbursement form. Failure to comply and or submit the necessary medical records may possibly deny approval from SSS, for this reason, employees who may have neglected submission of the required documents will pay back to ASKI in full the cash advances for her maternity benefits.

10. LIMITATIONS TO MATERNITY LEAVE BENEFITS WITH PAY. The maternity benefits under this guidebook are with pay only for the first four deliveries, counting from the effective date of Presidential Decree no. 148 on March 13, 1973.

E. PARENTAL LEAVE

RA 8972 or the Solo Parent’s Welfare Act A solo parent, as defined by law, allows parental leave with pay of seven working days provided the employee is able to submit appropriate documents proving his/her status.

The parental leave shall be availed of every year and shall not be convertible to cash. If not availed

within the calendar year, said privilege shall be forfeited within the same year.

The parental leave shall be availed of on a continuous or staggered basis, subject to the approval of

the employees’ immediate head. In this regard, the solo parent shall submit the application for

parental leave at least one (1) week prior to availing the solo parent leave, except on emergency

cases.

The solo parent employee may avail of parental leave under any of the following circumstances:

a. Attend to personal milestones of a child such as birthday, communion, graduation and other

similar events;

b. Perform parental obligations such as enrollment and attendance in school programs, PTA

meetings and the like;

c. Attend to medical social, spiritual and recreational needs of the child;



d. Other similar circumstances necessary in the performance of parental duties and

responsibilities, where physical presence of the parent is required.

F. OTHER LEAVES OF ABSENCE

1. PURPOSE. Leaves of absence may be granted to regular staff members for education, bar, board and medical purposes. 1.1 Study leave: Leaves of absence for study abroad may be granted for a period not exceeding two years. If such leave is intended to be spent in the Philippines, the period may not exceed one year. Such leaves of absence are subject to submission of the following requirements:

a.1. Prior to the effective date of study leave:

a.1.1. School Acceptance for Enrollment

a.1.2. Student Visa (for study abroad only)

a.1.3. Certification by the staff member of the course he/she intends to take.

a.2. Periodic report of his/her academic standing.

a.3. At the end of the course, Certification of Completion.

a.4. On or before the end of the study leave, notice of the date he/she shall report for work.

Study leave may be granted only once, the approval of which is subject further to the exigencies

of the service of the staff member concerned, and to the limitations as to the total number of

staff members, supervisors who can be allowed to go on leave at any one time.

1.2 Leave of absence for Bar/Board Examinations

Bar Examinations……….. .maximum of 120 days

CPA Board Examinations. maximum of 90 days

Said leave of absence is to expire on the last day of the examination, provided that their service

can be spread during the time applied for, without impairing the efficiency of their respective

officers and/or units.

This leave is with pay up to the extent of all vacation leave credits earned after one year from

permanency, and thereafter, is without pay. Unlike other leaves of absence, this leave shall

form part of the length of service; provided it does not exceed the maximum number of days

allowed and is taken only once. Such leaves of absence are subject to post leave checking as

follows:

b.1. Within 5 days from resumption of work, staff members who went on leave for CPA

examinations are required to submit their EXAMINEE’S IDENTIFICATION SLIP duly signed by the

watchers.



b.2. Within 5 days from resumption of work, staff members who went on Bar leave are

requested to submit a certification that they have taken the BAR Examinations, obtained from

the BAR CONFIDANT OFFICE.

Failure to comply with these requirements shall be treated as follows:

1) The leave taken shall not form part of the length of service. 2) The staff member shall be subject to disciplinary action in the absence of a

satisfactory justification deemed acceptable by the company. 3) Justifiable reasons notwithstanding, staff members who go on leave without taking

the examination shall not be allowed to take another leave for the same purpose.

1.3 Prolonged Leave of Absence due to Serious Medical Condition

a. Prolonged Leave of absence may be granted to staff members who are required to take

complete bed rest as a result of illness that may arise due to serious medical infections and

virus such as HIV/AIDS, pulmonary tuberculosis, Hepatitis B, cardiac irregularities, cancer and

other critical illnesses considered as terminal. Such leave may be granted only upon

presentation of a medical certificate executed by the personal physician of the staff member,

and duly confirmed by the company physician.

b. This leave is without pay up to the extent of all sick leave credits of the staff member

concerned. In case exhaustion of all sick leave credits, the remainder of his leave are charged

to vacation leave credits and thereafter, against pay. The staff member shall then be paid the

equivalent sickness allowance as provided for under the SSS law, starting from the time that

the sickness is charged against vacation leave.

c. If the sickness of the employee is such that he/she is not fit for employment despite

proper medical treatment for certain period provided by law, he/she may be dismissed by

ASKI in accordance with Article 284 of the Labor Code, as amended and its implementing

rules and regulations.

d. Employees under serious medical condition validly dismissed on account of his/her

sickness shall be entitled to separation pay of at least one month per year of service if

he/she has served five years of continuous service with ASKI. ( under ASKI Self Manage

Retirement Fund.

e. Total Permanent Disability Benefits will be applied and maybe granted for the sick

employee. Benefits will come from the provided of insurance of ASKI. Processing of benefits

will start upon confirmation of the Attending Physician of the employees’ serious medical

condition. Attending Physician’s statement must clearly confirm that the employee may not

recover and is unfit to work. Approval for this kind of benefit shall depend on the evaluation

of ASKI’s insurance provider.



2. SUBMISSION OF REQUEST. All requests for leave of absence should be submitted at least 30 days before the expected leave, subject to the approval of the Executive Director.

3. SETTLEMENT OF ACCOUNTABILITIES. Before a staff member is allowed to go on leave of absence, he/she is required to settle all accountabilities with the bank. Financial obligations not fully paid shall serve as basis for denial of the leave request.

4. ABSENCE WITHOUT LEAVE. Any staff member who shall be absent without official leave is

considered to have abandoned his/her work and accordingly, shall be automatically dismissed. All rights, privileges, and benefits accruing to him/her shall be deemed forfeited. Likewise, any staff member who is denied permission to be absent but nevertheless, absents himself, shall be summarily dismissed unless his/her absence is for valid reasons other than that denied and such reason could not have been communicated before incurring the absence.

5. FORFEITURE OF PRIVILEGES. During the duration of the staff member’s leave, he/she forfeits all

privileges except for the 13th month pay which is pro-rated to the inclusive days he/she was in the company for the year and paid to him/her upon resumption of work. All privileges resume when the staff member returns to the company for duty.

6. REPORTING FOR WORK BEFORE EXPIRATION OF LEAVE. When the purpose for which a leave of

absence has been granted and no longer exists, the staff member shall forthwith return to work even before the expiration of the leave granted. Any violation hereof, shall be subject to such disciplinary action as the gravity of the offense may warrant.

7. PROLONGED LEAVE OF ABSENCE. Any request for leave without pay in excess of 2 weeks shall

be considered prolonged leave. All such request are subject to the approval of the Executive Director.

8. FAILURE TO RETURN FOR WORK AFTER TERMINATION OF LEAVE. If a staff member fails to

report for duty upon termination of his/her leave, unless otherwise authorized, he shall be deemed to have abandoned his post and shall be immediately terminated from the service. All rights, privileges, and benefits accruing to him shall be deemed forfeited.

G. BIRTHDAY LEAVE 1. STAFF ENTITLED: All permanent workers/staff of the organization. 2. Every permanent employee is entitled to avail a one (1) day leave of absence on the date of

his/her birthday. 3. Such leave of absence is not deductible in the employee’s vacation leave provided said leave of

absence will be availed on the day of his/her birthday. Birthday leave may not be availed on weekdays if the date of his/her birthday will fall on Saturdays or Sundays.



H. PATERNITY LEAVE ( Per Republic Act No. 8187)

1. STAFF ENTITLED: Paternity Leave refers to leave credits granted to all married male employees to allow him to earn compensation for seven (7) working days without reporting for work, provided that his spouse has delivered a child or had a miscarriage or an abortion for the purpose of lending support to his wife during her period of recovery and/or the nursing of the newly born child. This benefit shall be applicable up to the 4th child delivery only. Such leave is neither cumulative

nor convertible to cash.

Coverage

Every married male employee cohabiting or residing with his wife shall be entitled to Paternity

Leave benefits of seven (7) working days with full pay only for the first four (4) deliveries by his

lawful spouse.

Availment

The benefit may be enjoyed before, during or after the delivery by his wife; that the total

number of days shall not exceed seven (7) working days for each delivery; that the benefit shall

be availed of not later than sixty (60) days after the date of said delivery.

Non-conversion of benefits

In the event that the paternity leave benefit is not availed of, said leave shall not be convertible

to cash.

SECTION 11: SALARY ADMINISTRATION

I. Objectives:

To establish compensation levels which are internally fair, equitable and which can be utilized as

positive instrument to recognize and reward employee performance, in conformity with the existing

Philippine Labor Law.

II. Approach

1. Salary levels are set in accordance with approved salary structure. 2. Salary increases are designed for specific purpose, in accordance with set guidelines for

implementation. 3. The Board of Trustees deliberates on all matters concerning salaries, upon recommendation of

the Executive Director.



III. Salary Structure: Each position will have a salary range of:

1. Minimum – represents the hiring salary or salary for people having the minimum qualifications for the position.

2. Maximum – represents the maximum worth of a person’s contribution to the company in a give position.

IV. Salary Increases:

All increases will be jointly recommended by the respective Department Heads and the

Executive Director and duly approved by the Board of Trustees.

1. Types of Salary Increases: a. Increase after Probation – may be given to an employee upon completion of probation

period provided his performance during probation is rated as Outstanding or Excellent. b. Promotional Increase – will be granted to an employee promoted to a job with a higher

position classification and a higher salary range, effective upon assumption of the new position.

c. Merit Increase – a salary adjustment within the applicable salary range for consistently extra-ordinary job performance over a period of time.

d. General Increase – salary adjustment in compliance with the law, as a result of a revision of the salary structure, or because of extra-ordinary inflationary conditions which the Board of Trustees may, in its discretion, determine.

2. Guidelines for Salary Increases a. Starting Salaries: As a rule newly hired employees will be paid the minimum of the

salary scale. However, a higher hiring rate may be given for a candidate whose qualifications and experience far exceed the minimum requirements of the position.

b. Increase after Probation: For those rated “Above Average” adjustment may not exceed 10% of gross monthly pay: for those rated “Excellent” not more than 15% of gross monthly pay.

c. Promotional increases: When a person is promoted to a higher position, the salary increase will depend on the amount of his monthly pay as compared to the minimum monthly basic pay of the position to which he is promoted. c.1. Below minimum of Salary Range:

Increase should be the minimum of the range of the new position or 15% of his

present monthly basic pay whichever is higher.

c.2. Within a Salary Range: Increase of 15% of his monthly pay or Ps 1,000.00

whichever is lower.

d. Merit Increase. d.1. Those whose annual performance is rated from Satisfactory to Outstanding may

qualify for merit increases in accordance with policies set by the Board of Trustees from

time to time.



d.2. Merit adjustment must be based on the employee’s monthly pay at the time of the

annual performance review as scheduled under the policy on performance appraisal.

d.3 Merit Increases will be based on the following:

Excellent Performance Rating = 15%

Above Average Performance Rating = 10%

Average Rating = 5%

e. General Increase. e.1. Salaries may be adjusted in compliance with minimum requirements of the law.

e.2. Salaries may also be adjusted if existing salary structure has been revised.

e.3. Across the Board salary adjustments may also be made to meet extraordinary

inflationary situations.

3. Effective Date of Salary Increases. a. All adjustments should be made effective on either the 1st or 16th of the month b. Retroactive salary adjustments must be avoided unless there are sufficient justifications

therefore.

V. Administration

1. The Executive Director will administer the policy and recommend changes as warranted. 2. Implementation of salary adjustments is made by issuing a Notice of Personnel Action. This is

made in duplicate, one copy of the employee and the other copy of his personnel file.

SECTION 12:ALLOWANCE

A. FIELD ALLOWANCE: Any staff member who is on field assignment is entitled to a fixed allowance of Ps 70.00 to cover

meal expenses incurred while on file assignment, provided that the staff member is outside of his

regular place of work from 10:00 a.m. to 5:00 p.m. This field allowance applies to all staff members

of the ASKI, subject to the prior approval of the Supervisor or the Branch Manager. For head office

personnel – approval will be obtained from the employees immediate head and will depend on the

key performance task outside to be accomplished at the field level.

B. TRANSPORTATION ALLOWANCE: Staff members on field work are entitled to reimbursement of actual transportation expenses

incurred upon presentation of receipts or breakdown of costs incurred, provided such is authorized

by his Supervisor or the Executive Director.



C. RELOCATION ALLOWANCE

Staff member who are on the level two positions shall be entitled to receive relocation allowance

depending on the distance of his/her assignment from his/her residing province. (Refer to approved

policy on Relocation Allowance dated June 01, 2014)

D. PER DIEM: Staff member on temporary out-of-town assignment are entitled to Per Diem (refer to approved

policy on Per Diem and Hotel Allowances).

The allowance shall be a fixed amount and presentation of receipts shall no longer be required.

Regulations governing Per Diem for out-of-town assignments shall be as follows:

1. Assignment of less than 30 days a. Staff members and supervisors may claim reimbursement of hotel room expenses per

policy on approved amount for Hotel Accommodation. b. Staff members and supervisors who stay with relatives may avail of daily allowance in

lieu of the above. c. The usual procedure on cash advances subject to liquidation after the trip shall stay as

is.

2. Assignment of 30 days or more. For employees who will be transferred or will be relocated for 30 days or more due to the

exigency of the service shall be given Relocation Allowance and not the daily per diem.

Approved policy on Relocation allowance shall be observed.

E. COMMUNICATION ALLOWANCE

All permanent field staff such as Project Officers are entitled to receive communication allowance to

be used in the performance of their duties. All permanent Project Officer under rank & file level and

field supervisors are entitled to P150.00 and P300.00 communication allowance per month

respectively.

SECTION 13:PERFORMANCE INCENTIVES, 13TH MONTH PAY AND OTHER BONUSES

A. 13th MONTH PAY: 13th month pay equivalent to one month salary is granted to all permanent employee who have

rendered at least one year of continuous service from his probationary period. For probationary and

contractual employees, the 13th month pay is computed based on their length of service. 13th month

pay is being given on or before the end of November of each year.



B. CHRISTMAS GIFT or CHRISTMAS BONUS: Christmas Gift is being given to all employees depending upon the discretion of the Board of

Trustees of ASKI/ Board of Directors of their respective Business Unit.

C. SEMESTRAL PERFORMANCE INCENTIVE : At discretion of the Board of Trustees/ Board of Directors and depending on the financial

capability of the company, Performance Incentives may be given to all employees based on the

percentage of delivery of the indicators for the covered semestral performance, as approved by

ASKI Board of Trustees/ Board of Directors. These incentives maybe given every 15th of July and

every 15th of December.

Performance Incentives may be given every end of semester or at the end of the Calendar year

depending on the approval of the business unit Board of Trustees or Board of Directors.

Any recommendation and request for approval will primarily depend on the financial capability of

the unit and the result of employees’ individual performances.

SECTION 14:OTHER BENEFITS FOR ASKI EMPLOYEES

A. HEALTH CARE INSURANCE: All permanent staff members are entitled to health care insurance.(see Annexure of this Guidebook

- Policies and guidelines on ASKI Health Care Insurance)

B. RICE SUBSIDY: All permanent employees are entitled to rice subsidy in the amount of Ps 500.00 per month.

Employees starting from the supervisory to managerial positions are given Ps 1,000 Rice Subsidy per

month.

C. LIFE INSURANCE: All permanent employees are given Group Life Insurance thru Sun Life Financials.

( See Annexure of this guidebook for complete details)

D. ASKI SELF MANAGE RETIREMENT FUND:

1. ELIGIBLE MEMBERS: All permanent and full-time employees of ASKI. 2. Eligibility After Effective Date: Any officer or staff member of ASKI is automatically eligible for

membership on the first day of the month he/she is permanently appointed to his position in ASKI retroactive to the date of probationary appointment.

3. Reinstatement of Former Member: If an officer or staff member who has been separated from the service of ASKI for any cause is subsequently re-instated, he will be considered, for purposes of eligibility in the Fund, to be a newly appointed officer or staff member.

4. Termination of Membership: Membership in the Fund continues until the member is retired, has resigned, or is separated for any cause from the service of ASKI.



5. Normal Retirement: The normal retirement date of a member is on the first day of the month coincident with or next to this attainment of age 65, provided he has completed at least 5 years of service to the company.

6. Early Retirement Benefit. Any member desiring to retire prior to the attainment of age 55, will be entitled to full retirement benefits listed below, provided he has completed at least 5 years of continuous service to ASKI, and provided further, that if he is not at least 50 years of age as of last birthday, his retirement benefits will not be tax exempt in accordance with R.A. No.

7641.

Years of Credited Percentage of Full

Service Retirement Benefits

5 50% 6 60% 7 70% 8 80% 9 90% 10 100% 11 110% 12 120% 13 130% 14 140% 15 150% 16 160% 17 170% 18 180% 19 190% 20 200% 21 210 % 22 220% 23 230% 24 240% 25 250% 26 260% 27 270% 28 280% 29 290% 30 300%

7. Advance Payment of Benefit in the form of “Retirement Loan”. Permanent employee with continuous service of five (5) years or more may apply for an advance payment of retirement or “retirement loan” thru the Corporate Office – Finance Department. Eligible employees for this loan can avail of 70% of his/her total retirement benefits, provide the condition on at least 40% net take home pay shall be observed.



8. Death Benefits: Should a member of the fund die while in the service of the company, his beneficiary or beneficiaries’ service.

9. Denial of Death Benefits: Should the death of a staff member arise on account of any criminal act on his part as may be the conclusion of the Fund’s Private investigation and independently of any proceedings, no death benefit will be paid to the

staff member’s designated beneficiaries from the Fund.

Should the death of a staff arise on account o self-inflicted injuries or suicide within 2 years from

his membership in the Fund, no death benefit will be paid to the staff member’s beneficiaries.

10. Separation from Service: A staff member who may be separated from the service of the company cause by reason of sickness or other causes not imputable to the staff member’s own fault, is entitled to receive the full normal retirement benefit. Any staff member separated from the service of the company for cause, automatically forfeits any benefit there-under.

11. Benefit Payment: All benefits mentioned in this Fund is payable to the retired staff member or his beneficiary in one (1) lump sum.

If at the time of the staff member’s death, his beneficiary or beneficiaries as designated by him

are still minors, the death benefit will be paid to the guardian or such other person to whose

care the beneficiaries are for the time being entrusted. Should it appear to the Fund at any time

that this amount given could be misapplied; the Fund may take any such steps which it deems

necessary in the best interests of the beneficiaries.

Any benefit payable to or in respect of a staff member of his beneficiaries as designated by him,

not claimed within 5 years they have become due, will cease to be claimable and revert to the

company.

12. Limitation of Payment: The Company has a first and paramount lien upon the amount standing to the credit of any member to cover all losses, costs, and expenses which the company may sustain through his dishonesty, defalcation, embezzlement, falsification, or from any debt due to the company from the member.

13. Nomination of Beneficiaries: A staff member could, upon joining the Fund, nominate in writing who is to receive the amount which may be due in case of his death. A staff member may, in his nomination distributed the available amount to his nominees at his own discretion. Nomination must be made in the following order:

a. Wife or Husband b. Children c. Grandchildren d. Parents e. Grandparents f. Collateral’s



Every nomination or appointment remains in force until the death of the nominee, or until

revoked or amended by the staff member making it, by delivering to the fund, written request for

change of beneficiary. If a designated beneficiary predeceases the staff member, the staff member has

to nominate or appoint another person in place of the deceased beneficiary. If at the death of a staff

member there exists no valid nomination by him of a beneficiary, he will be exclusively presumed to

have appointed his estate, as his beneficiary, which may be distributed by judicial or extra-judicial

partition.

E. FUNERAL ASSISTANCE: ASKI shall grant a funeral assistance of Ps 100.00 multiplied by the total number of Employees of

ASKI to the immediate family or designated dependent upon the death of a permanent staff member,

provided he was in the active service of the company at the time of death. On the other hand – death of

immediate family members such as Parents, Legal Spouse and children and siblings will be given

Funeral Assistance of Ps.50.00 multiplied by the total number of permanent employees.

F. CALAMITY BENEFIT: All permanent staff members who are victims of fire, earthquake, or typhoon shall be given a

maximum calamity assistance of Ps 5, 000.00 a year, but which is not cumulative.

1. The benefit may be granted only upon showing proof of damage suffered by the staff member in their dwelling as certified by the local barangay official, municipal mayor confirmed by and approved by the Branch Manager / Area Manager.

2. Upon confirmation of the cost of damage, ASKI shall grant the staff member a calamity assistance benefit equivalent to the amount of damage or Ps 5, 000.00 whichever is lower.

3. The authority to pay shall emanate from the employees Branch Manager / Immediate Head and must be approved by the Executive Director of ASKI.

III. UPDATING AND REVISIONS - HR Manuals and all other guidelines will be reviewed annually if necessary during HR Committee meeting every start of the calendar year. ASKI Management in the exercise of its sole and exclusive prerogative may ADD, AMMEND and /or REVIEW this manual.

References in completing this Employee Manual 2014 Edition

HR Forms, Notices and Contracts – Volume 2, 2012 Edition

by Atty Elvin B. Villanueva and Mary Christine Florido, JD

2011 ASKI HR Department Guide Book

2001 ASKI Personnel Manual

Labor Code of the Philippines -2009-2010 Edition



Annexure : Insurances and Other Employee Benefits

PART II: Helpful Guidelines & Employees Responsibilities in processing Benefits:

SOCIAL SECURITY SYSTEM

Covered employees are entitled to a package of benefits under the Social Security and Employees’

Compensation (EC) Programs in the event of death, disability, sickness, maternity and old age. Self-

employed and voluntary members also get the same benefits as covered employees, except those

benefits under the EC program. Basically, the SSS provides for a replacement of income lost on account

of the aforementioned contingencies. The benefits under the social security program are:

I. SICKNESS BENEFIT

1. What is the sickness benefit? The sickness benefit is a daily cash allowance paid for the number of days a member is unable to

work due to sickness or injury.

2. How does an SSS member qualify for the sickness benefit?

A member is qualified to avail of this benefit if:

a. He is unable to work due to sickness or injury and confined either in a hospital or at home for at least four days;

b. He has paid at least three months of contributions within the 12-month period immediately before the semester of sickness or injury;

c. He has used up all company sick leaves with pay; and d. He has notified the employer or the SSS, if unemployed, voluntary or self-employed member

regarding his sickness or injury.

3. How much sickness benefit is a member entitled to receive? The amount of sickness benefit per day is equivalent to ninety percent (90%) of the member’s

average daily salary credit.

4. HOW MANY DAYS IN A YEAR CAN A MEMBER AVAIL OF THE SICKNESS BENEFIT? A MEMBER CAN BE GRANTED SICKNESS BENEFIT FOR A MAXIMUM OF 120 DAYS IN ONE CALENDAR

YEAR. ANY UNUSED PORTION OF THE ALLOWABLE 120 DAYS SICKNESS BENEFIT CANNOT BE CARRIED

FORWARD AND ADDED TO THE TOTAL NUMBER OF ALLOWED COMPENSABLE DAYS FOR THE

FOLLOWING YEAR. THE SICKNESS BENEFIT SHALL NOT BE PAID FOR MORE THAN 240 DAYS ON ACCOUNT

OF THE SAME ILLNESS. IF THE SICKNESS OR INJURY STILL PERSISTS AFTER 240 DAYS, HIS CLAIM WILL BE

CONSIDERED A DISABILITY CLAIM.

5. WHO SHOULD AN EMPLOYEE NOTIFY REGARDING THE SICKNESS OR INJURY?



A MEMBER SHOULD NOTIFY THE EMPLOYER WITHIN FIVE (5) CALENDAR DAYS AFTER THE START OF

SICKNESS OR INJURY. THE EMPLOYER, IN TURN, MUST NOTIFY THE SSS OF THE CONFINEMENT WITHIN

(5) CALENDAR DAYS AFTER RECEIPT OF THE NOTIFICATION FROM THE EMPLOYEE MEMBER.

Notification to the employer shall be made within one year from start of confinement if the member’s

confinement is in a hospital.

If the member got sick or was injured while working or while he was within the company premises,

sickness notification shall be made within ten days from the start of confinement. In this case, the

employer must notify the SSS within ten (10) calendar days from the start of the employee’s sickness or

injury while he was working or while he was within the company premises.

6. What are the effects of failure or delay in notification? a. If the employer notifies the SSS beyond five (5) calendar days after receipt of the notification

from the employee, the employer shall be reimbursed only for each day of confinement starting from the 10th calendar days immediately preceding the date of notification to the SSS.

b. REMEMBER : ASKI EMPLOYEES MUST NOTIFY HRD the soonest possible time FOR CASES QUALIFIED FOR SICKNESS BENEFITS ( please refer to page one of handout for qualified members in the Sickness Benefits)

7. How would an employed member be paid sickness benefit? The payment of the daily sickness allowance is advanced by the employer every regular payday. The SSS

will then reimburse the employer of the amount legally advanced upon receipt of satisfactory proof of

such payment and legality thereof.

The SSS will reimburse the employer only for confinements within the one-year period immediately

preceding the date the claim for benefit or reimbursement is received by the SSS, except for

confinements in hospital (i.e. SSS receives the employer’s reimbursement claim on Oct. 3, 2008 for the

sickness period September 23 to Oct. 14, 2007. The employer will be reimbursed for the period Oct. 4 to

14, 2007 only as Sept. 23 to Oct. 3, 2007 falls outside the prescribed one-year period for reimbursement

claim.

8. WHAT IS THE PRESCRIBED PERIOD IN FILLING A CLAIM FOR SICKNESS BENEFIT OF A MEMBER CONFINED IN A HOSPITAL?

FOR HOSPITAL CONFINEMENT, THE CLAIM FOR BENEFIT MUST BE FILED WITHIN ONE (1) YEAR FROM

THE LAST DAY OF CONFINEMENT FROM THE HOSPITAL. FOR HOME CONFINEMENT, THE CLAIM FOR

REIMBURSEMENT BY THE EMPLOYER MUST BE FILED WITHIN ONE (1) YEAR FROM THE START OF

ILLNESS. FAILURE TO FILE THE CLAIM WITHIN THE PRESCRIBED PERIOD WILL RESULT TO DENIAL OF THE

CLAIM.



9. What forms are needed in filling for sickness benefit? 1. For the employed members.

SS Form CLD-9N (Sickness Notification).

2. For the employer

b. SSS Form B-304 (Sickness Benefit Reimbursement Application)

c. SSS ID card or Acknowledgment Stub of SS Form E-6 with two valid IDs, one of which with recent

photo.

To ensure receipt of benefits by members, the authorized company representatives who file sickness

benefit claims shall present the members’ SSS ID card or Acknowledgment Stub of SS Form E-6 with two

valid IDs, at least one with photo. This requirement is in addition to the presentation by the company

representative’s own SS ID card and blue card.

10. Where does the member file the claim for sickness benefit?

For the employed member- claims must be filed at the SSS servicing branch. Processing of claims are

done at branch where the employer and employee records are based.

FOR THE SEPARATED/VOLUNTARY/SELF-EMPLOYED MEMBERS- CLAIMS MUST BE FILED AT THE SSS

SERVICING BRANCH THAT HAS JURISDICTION OVER YOUR AREA OR PLACE OF RESIDENCE. PROCESSING

IS DONE AT THE BRANCH WHERE THE RECORD IS BASED.

MATERNITY BENEFIT

What is the maternity benefit?

The maternity benefit is a daily cash allowance granted to a female member who was unable to work

due to childbirth or miscarriage.

WHAT ARE THE QUALIFICATIONS FOR ENTITLEMENT TO THE MATERNITY BENEFIT?

1. SHE HAS PAID AT LEAST THREE MONTHLY CONTRIBUTIONS WITHIN THE 12-MONTH PERIOD (member

for at least one year) IMMEDIATELY PRECEDING THE SEMESTER OF HER CHILDBIRTH OR MISCARRIAGE.

SHE HAS GIVEN THE REQUIRED NOTIFICATION OF HER PREGNANCY THROUGH HER EMPLOYER IF

EMPLOYED, OR TO THE SSS, IF SEPARATED, VOLUNTARY OR SELF-EMPLOYED MEMBER.

IS THE VOLUNTARY OR SELF-EMPLOYED MEMBER ALSO ENTITLED TO THE MATERNITY BENEFIT?



YES. A VOLUNTARY OR SELF-EMPLOYED MEMBER IS ENTITLED TO THE MATERNITY BENEFIT PROVIDED

THAT SHE MEETS THE QUALIFYING CONDITIONS.

HOW MUCH IS THE MATERNITY BENEFIT?

THE MATERNITY BENEFIT IS EQUIVALENT TO 100 PERCENT OF THE MEMBER’S AVERAGE DAILY SALARY

CREDIT MULTIPLIED BY 60 DAYS FOR NORMAL DELIVERY OR MISCARRIAGE, 78 DAYS FOR CAESARIAN SECTION DELIVERY.

HOW IS THE MATERNITY BENEFIT COMPUTED?

1. EXCLUDE THE SEMESTER OF CONTINGENCY (DELIVERY OR MISCARRIAGE).

A SEMESTER REFERS TO TWO CONSECUTIVE QUARTERS ENDING IN THE QUARTER OF CONTINGENCY.

A quarter refers to three consecutive months ending March, June, September or December.

2. COUNT 12 MONTHS BACKWARDS STARTING FROM THE MONTH IMMEDIATELY BEFORE THE

SEMESTER OF CONTINGENCY. IDENTIFY THE SIX HIGHEST MONTHLY SALARY CREDITS WITHIN THE 12-

MONTH PERIOD.

Monthly salary credit means the compensation base for contributions and benefits related to the total

earnings for the month. Please refer to the SSS table which can be obtained from SSS website or thru SSS

Guidebook. (SSS Guidebook is available at HR Department)

3. Add the six highest monthly salary credits to get the total monthly salary credit.

Divide the total monthly salary credit by 180 days to get the average daily salary credit. This is

equivalent to the daily maternity allowance.

Multiply the daily maternity allowance by 60 (for normal delivery or miscarriage) or 78 days (for

caesarian section delivery) to get the total amount of maternity benefit.

For example, let us say that an SSS member gives birth in December 2008.

THE SEMESTER OF CONTINGENCY WOULD BE FROM JULY 2008 TO DECEMBER 2008.

THE 12-MONTH PERIOD BEFORE THE SEMESTER OF CONTINGENCY WOULD BE FROM JULY 2007 TO JUNE 2008.

LET US ASSUME THAT THE SIX HIGHEST MONTHLY SALARY CREDITS ARE P15, 000 EACH. THUS, THE TOTAL MONTHLY SALARY CREDITS WOULD BE P90, 000 (P15, 000 X 6).

THE DAILY MATERNITY ALLOWANCE WOULD BE P500 (P90, 000/180).

THE TOTAL MATERNITY BENEFIT DUE WOULD BE P30, 000 (P500 X 60 DAYS) FOR NORMAL DELIVERY OR P39, 000 (P500 X 78) FOR CAESARIAN CASES.

HOW MANY DELIVERIES ARE COVERED UNDER EXISTING LAWS?



THE MATERNITY BENEFIT SHALL BE PAID ONLY FOR THE FIRST FOUR (4) DELIVERIES OR MISCARRIAGES.

Can a member apply for sickness benefit if she has been paid the maternity benefit?

No. A female member cannot claim for sickness benefit for a period of 60 days for normal delivery or

miscarriage or 78 days for caesarian delivery within which she has been paid the maternity benefit. As a

rule, no member can be entitled to two benefits for the same period.

Is it necessary to notify the SSS of a member’s pregnancy?

Yes. As soon as a member’s pregnancy is confirmed, she must immediately notify her employer (if

employed) or the SSS (if unemployed/voluntary/self-employed) of such pregnancy and the probable

date of her childbirth at least 60 days from the date of conception. She must accomplish SS Form

MAT-1(Maternity Notification Form) and submit with the proof of pregnancy to her employer or SSS.

The employer must, in turn, notify the SSS through the submission of the maternity notification form

and proof of pregnancy immediately after the receipt of the notification from the employee member.

Failure to observe the rule on notification may result to the denial of the maternity claim.

How would the claimant be paid the maternity benefit?

For employed members – the benefit is advanced by the employer to the qualified employee, in full,

within 30 days from the date of filing of the maternity leave application. The SSS, in turn, shall

immediately reimburse the employer 100 percent of the amount of maternity benefit advanced to the

female employee upon receipt of satisfactory proof of such payment and legality thereof.

If the member gives birth or suffers an abortion/miscarriage but the required contributions were not

remitted by the employer, or the SSS was not notified of her pregnancy by the employer, the benefits

that the member would have been entitled to shall be paid by the employer.

What are the forms needed in filing for maternity benefit?

1. For employed members:

a. SS Form MAT-1 (Maternity Notification) duly stamped and received by SSS;

SS FORM MAT-2 (MATERNITY REIMBURSEMENT);

Other documents:

Normal delivery – certified true or authenticated copy of duly registered birth certificate. In case the child dies or is a stillborn, duly registered death or fetal death certificate.

Caesarian delivery – certified or authenticated copy of duly registered birth certificate and certified true copy of operating room record/ surgical memorandum.



Miscarriage or abortion – pregnancy test report before and after abortion or ultrasound report, obstetrical history stating the number of pregnancy including hydatidiform mole to be certified by the attending physician, histopath report, dilation and curettage (D&C report).

b. SS ID card or Acknowledgment Stub of SS Form E-6 with two valid IDs, one of which with recent photo.

All documents to file any application concerning SSS must be submitted directly to : ASKI Human

Resource Development Department – Fringe Benefits Section

ASKI HRD then will facilitate the application at the SSS servicing branch or the branch where the

employer and employee’s records are based.

OTHER SSS Benefits:

1. SSS Salary Loan

What is a salary loan?

It is a loan intended to meet a member's short-term credit needs.

Who may qualify for a salary loan?

A currently employed, self-employed or voluntarily paying member who has paid at least 36

monthly contributions;

He is up-to-date in the payment of his loan obligations such as salary, calamity, educational,

emergency, stock investment, privatization, member assistance for the development of

entrepreneurship (MADE), Y2K conversion training or housing loan;

His employer must be up-to-date in the remittance of contributions and loan repayments;

He has not been granted a refund of contributions, retirement or total permanent disability

benefits;

He has not been disqualified by the Social Security Commission (SSC) for having filed a fraudulent

loan application with the SSS.

How much is the interest charged on a salary loan?

A salary loan of up to P15, 000 is charged six per cent interest a year, not deducted in advance.

The loan amount in excess of P15, 000 is charged eight per cent interest a year, deducted in

advance.

How much is the loanable amount?

The maximum loanable amount is P24, 000.

A member with at least 36 monthly contributions is entitled to a one month salary loan.

In addition, a member with 24 continuous monthly contributions within the last three-year



period prior to the filing of application shall be entitled to a two-month salary loan of up to

P15,000.

Furthermore, a member with at least 48 monthly contributions, 36 of which must be continuous

within the four-year period prior to filing of application, is entitled to a two-month salary loan of

up to P24, 000.

A two-month salary loan is equivalent to twice the average of the member’s last 12 monthly

salary credits posted in the SSS master file. If the computed average salary credit is not an exact

monthly salary credit based on the contribution schedule, the next higher monthly salary credit

will be chosen.

2. Calamity Loan (If you are residing in areas affected by a certain calamity as declared and

approved by the government.

What is meant by monthly salary credit?

The monthly salary credit is the basis of the computation of benefits and loans

In case a loan is not paid, how much is the delinquency interest?

Any balance of the loan not paid on time will be charged an interest of one per cent a month until it is

fully paid.

Reference: SSS Guidebook of 2009 -



PHILHEALTH INSURANCE FOR EMPLOYED MEMBERS UNDER PRIVATE SECTOR

Employees’ Salary Deduction for Philhealth Insurance of ASKI :

Example: If basic salary: Php 5,000.00

Philhealth Contribution

employee= Php 62.50

employer = Php 62.50

PHILHEALTH Hospitalization Benefits

How to process?

Secure form at the Philhealth Accredited Hospital where you were confined

Forward Phil Health Form to HRD –Benefits Section of ASKI

Request for a photocopy of your quarterly remittances and receipt to your employer

Request for a certificate to your employer.

Attached Member’s data record (MDR)

Who are qualified?

Members with 9 months continuous contribution.

PAG – IBIG FUND:

Premium Contribution: ( required upon regular appointment/ permanency)

Employer = Php 100.00 Employee = Php 100.00

BENEFITS:

Pag-ibig Multi-Purpose Loan Application (HDMF P2-1) for members with at least 24 monthly

contributions

Who are qualified?

Member has made at least 24 monthly contributions.

How to file?

Secure a Pag-ibig Multi-Purpose Loan Application (HDMF P2-1)

Loan Features



The loan amount available to each eligible borrower shall be 60% of the Total Accumulated

Value of his savings.

Loan shall bear interest at the rate of 10.75% per annum to be capitalized and paid equally over

twenty-four months

Loan released through check and may claim the check upon presenting a 2 valid identification

card and cedula.

Loan shall be paid in equal monthly payments thru salary deductions

Penalty of delayed payments- ½% of any unpaid amount shall be charged to the borrower for

every month of delay.

Renewal of Loan

A borrower may renew his Multi-purpose loan upon anniversary date of the loan and payment

of the loan principal..

Expanded housing loan program

(Filing and processing of application is done at any Pag – Ibig Branch Office. For qualified and

interested member, please coordinate directly to Pag-Ibig Branch Office at 2nd Floor of DBP Bdlg.

Burgos, Cabanatuan City)

Section 4:

Pioneer insurance will take effect to Alalay sa Kaunlaran (ASKI) Incorporated on February 27, 2009.

What is Group Personal Accident

Protection against loss of life, dismemberment or disablement within 180 days from the date of

accident. This also provides benefits for bodily injuries based on the Schedule of Losses. Accident 24

hours needed to report in the respective officer.

Under section III

BURGLARY and ROBERRY (Including Money inside premises)



Pioneer Insurance will pay direct physical loss of or damage of property covered. Including Money and

securities contained at the described premises resulting directly from actual or attempted.

1. BURGLARY – Taking of property from inside the described premises by a person unlawfully entering or leaving the premises as evidenced by marks of forcible entry.

2. ROBBERY – Taking of property from the care and custody of a person by one who is:

Caused or threatened to cause that person bodily harm.

Committed an obviously unlawful act witnessed by the person from whom the property was taken.

These are the list of claim requirements to be attached on Pioneer claim file.

BURGLARY/ROBERRY

Police Report (Original Copy)

Affidavit of loss / Incident report

Signed statement of witness

Audit report

Check vouchers

Replenishment record (for petty cash)

Collection report ( for cash collection)

Pictures of damaged property

201 file

Certificate of employment – with duties and responsibilities c/o HRD Personal Accident benefits included:

Under section VI

Accidental Death, Dismemberment or Disablement Medical Reimbursement (Due to Accidental Cause) Burial Assistance

Accidental Death, Dismemberment or Disablement

Subject to the terms on the policy Pioneer Insurance will pay to the Insured Employee

named under the schedule (or the event of death of the Insured Employee) the sum of or sums of

money herein specified if the Insured Employee during the period of Insurance shall sustain any

Accidental Bodily Injury. Death Dismemberment and / or Disablement within twelve calendar

months of the accident bodily injury. Accident within 24 hours.

Required requirements that will past of the employee:

1. Official Accident report



2. Certified copy of operating room record

3. Doctor’s prescription

4. Pioneer Insurance Form c/o HRD

Note: Accidental death, dismemberment or disablement will cover only for the amount of

100,000.00.This is for benefits per person.

Medical Reimbursement (Due to Accidental Cause)

In case the accidental bodily injury sustained by an Insured, within fifty two weeks (52)

from the date of accident requires:

1. Police report(if vehicular accident)

2. Pioneer Insurance form filled up by Insured employee and attending Physician

3. Statement of witness (if applicable)

4. Hospital Statement of account with charge slips (if applicable)

5. Medical certificate

6. Discharge Slip

7. Accident report

8. Original copy of bills

9. Original copy of official receipts

10. Doctors prescription

11. Certificate of employment c/o HRD

12. 2 valid ID’S Xerox

Note: Medical reimbursement will cover for the amount of 10,000.00 pesos only .This is for

benefits per person

DEATH or Burial assistance

In the event of accidental death covered by the policy, the Insurer will pay for the actual

reasonable and necessary expenses normally incurred for the disposition of the Insured

Employee’s remains, but not to exceed the limits shown coverage in the schedule of coverage.

And Reimbursement should be to the person named as beneficiary.

Required requirements that will past of the employee:

1. Death certificate

2. Pioneer Insurance form filled up by the attending physician statement

3. Medical Certificate

4. Birth certificate

5. Police report

6. Statement of witness – if applicable only

7. O.R for burial expenses (If burial benefits is included)

8. Certificate of employment c/o HRD



Note: Accidental death, dismemberment or disablement will cover only for the amount of

100,000.00.This is for benefits per person.

Note: Burial will cover only for the amount of 10,000.00.This is for benefits per person.

Under section VII

GROUP HOSPITAL INCOME PLAN

The insured employee shall be necessarily confined continuously on a 24 hours basic

commencing while this policy is in effect, within as a resident patient under the professional care

of a currently ;licensed physician or surgeon, Pioneer insurance will pay the Daily Cash Indemnity

allowance. The insured employee shall be confined therein, up to maximum of ten days per

confinement.

Daily Cash Indemnity Limit – 500.00

Hospital Confinement within Philippines only – Maximum of (10) ten days

HOSPITAL INCOME PLAN

Hospital statement of account with charge slips (if applicable)

Medical certificate

Discharge slip

Under section IV – FIDELITY GUARANTEE

Fidelity Guarantee

1. 201 File of the defaulting employee (i.e. application for employment with picture) 2. Police report 3. Affidavit of loss / Incident report 4. Signed statement of witness, if applicable 5. Affidavit of person who discovered the loss 6. Certificate of employment w/ duties and responsibilities 7. Audit report with complete attachments 8. Proff of erring employee’s termination 9. Legal documents (demand letters, complaints) 10. Fiscal resolution

Note: Limit of Fidelity guarantee per person is 100,000.00



Group insurance

Through our member company Sun Life of Canada (Philippines), we offer organizations in the Philippines

the opportunity to provide life insurance protection for their members through a comprehensive Group

Life Insurance package. Our unique approach in packaging benefits helps organizations provide a

comprehensive life insurance plan for their members at very affordable premium rates. Our group

insurance plans can be specially designed to fit your organization’s needs and budget.

How to file a claim

STANDARD DEATH CLAIM REQUIREMENTS

Notice of Claim Form (to be released with the official letter)-to be signed by the authorized signatory of the Company

Time Cards or Attendance Record for the last month prior to death (CERTIFIED COPY)

Claimant’s Statement (to be released with the official letter)

Attending Physician’s Statement (to be released with an official letter)

Original/Certified true copy of the Death Certificate

Original/Certified true copy of the insured’s proof of age (i.e. passport, birth/baptismal certificate

Obituary/Newspaper clippings, if any

Proof of Salary, in case amount of insurance is based on salary

All ASKI staff enrollment to Sunlife Group Life Insuran shall take effect on the date of permanency of

employee .



ASKI Self - Manage Health Care Insurance Program (Revised and updated January 2010)

II. Coverage:

a. Regular Members Each Permanent Employees shall be covered by ASKI Health Care Program according to the following

schedule of benefits:



b. Regular Members Each Permanent Employees shall be covered by ASKI Health Care Program according to the following

schedule of benefits:

LEVEL

/CLASS

CLASSIFICATION MAXIMUM COVERAGE OF HEALTH CARE

BENEFITS (will increase by 10% every year

until Year 2014)

1 Senior Management Team, Managers &

Acting Managers

Yr 2010= Php. 150,000

Yr 2011= Php.165,000

Yr 2012 = Php. 181, 500

Yr 2013 = Php. 199, 650

Yr 2014 = Php. 219, 615

2 Supervisors to Rank & file Yr 2010 = Php.120,000

Yr 2011= Php.132,000

Yr 2012 = Php. 145, 200

Yr 2013 = Php. 159. 720

Yr 2014 = Php. 179,692

c. Additional Beneficiaries

LEVEL /CLASS QUALIFIED ADDITIONAL

BENEFICIARIES

BENEFITS

Employees serving for

at least 10 years but

less than 20 years

One legal child below 21

years old

Php. 10,000 hospitalization support provided

that the child was confined for at least 3 days

20 years and above

Employees

One legal child below 21

years old

Php. 20,000 hospitalization support provided

that the child was confined for at least 3 days

c. Spouses as Additional Dependent:

Legal Spouses of employees serving the organization for at least 10 years maybe enrolled in the Health

Care Program provided they will pay the annual premium of at the start of the calendar year. Premium

will be increased by 10% every year until year 2014. Annual Premium must be paid in full at the start of

the calendar year in order to avail of the total health care benefits based on the following schedule:

LEVEL /CLASS BENEFITS Supervisors to

Rank & File

BENEFITS Legal Spouse of Senior

Management Team Managers , ABM and

OIC

Annual Premium as approved in January 2010 will increase by 10% every

year until Year 2014)



Spouses of Employees serving for at least 10 years

Php.120,000 Php. 150,000 Yr 2010 = Php.6,600.00

Php. 132, 000 Php. 165,000 Yr 2011 = Php. 7, 260.00

Php. 145, 200 Php. 181, 500 Yr 2012 = Php. 7,986.00

Php. 159, 720 Php. 199, 650. Yr 2013 = Php. 8, 784.60

Php. 175, 692 Php. 219, 615 Yr 2014 = Php. 9, 663.06

III. MAXIMUM HEALTH CARE BENEFITS: Amount of Healthcare Benefits will be increased to 10% every year up to 2014. Health care benefits and premium will be reviewed before the end of year 2014. Any changes as approved will supersede the conditions stipulated in this policy.

IV. MAXIMUM ROOM ACCOMMODATION

1. Big Private for Senior Management , Managers and their legal spouses (from Acting BM & Branch

Officer in Charge)

2. Regular Private for all rank & file (from Supervisor and below)

V. Date of Effectivity : January 01, 2010

VI. Benefits to be provided to Covered Employees / Members:

The benefits to be provided are the following:

1. Out Patient Benefits which includes the following:

a. Annual Physical Examination (APE)1 - Taking of Medical History; - Physical Examination; - Chest X- Ray; - Urinalysis; - Stool Examination; - Complete Blood Count; - ECG for members ( if required) - Pap smear for female members (if required).

2. Preventive Health Care such as: a. Wellness program and Proper Oral Hygiene such as Oral Propylaxis and Simple tooth

extraction with a maximum reimbursement of up to Php.5,000 a year. b. Periodic Monitoring of Health problems; and

1 Schedule of APE is based on the available schedule of ASKI Healthcare member but must be conducted at least

every calendar year. Member shall be required to submit Medical Certificate to HRD every calendar year.



c. Family Planning Consultation and Counseling. d. Vaccines such as Flu Vaccines and Anti Cervical Cancer Vaccines.

3. Out patient Services – These are services which are provided to members for treatment of illness or injury which does not require hospitalization such as:

a. Consultation, including specialist’s evaluation; b. First Aid treatment of injury or illness; c. Necessary x-rays and laboratory examinations as required by the physician; (All

Laboratory procedures must be properly endorsed by the attending physician) d. Minor surgery not requiring confinement; e. Eye, ear, nose and throat care; and f. Pre-natal and postnatal consultation. Pre – Natal and post natal outside accredited

hospital shall be reimbursed subject for audit and approval. g. All medicines required by the Physician during procedures and follow up

consultation. h. Medications for dreaded diseases which will be prescribed by medical doctor for a

minimum period of one month shall be allowed for reimbursement provided that the member shall not exceed the maximum limit of healthcare coverage. The member/employee shall submit clinical diagnosis and prescriptions from the doctor.

4. In – Patient Benefits – This refers to an ailment, which will require hospitalization. The following will be provided to covered employees:

1. Services of Physician and surgeon, including surgery; 2. Room and Board according to the type of room accommodation as specified below:

a. Senior Management Officers & Managers (from Acting BM, Branch OIC)

: Big Private2

b. Rank and File employees : Regular Private3 (starting from

Supervisor and below)

3. General Nursing Service; 4. Use of Operating Room and Recovery Room; 5. Anesthesia and its administration; 6. Drugs and Medications for use in the hospital; 7. Oxygen and its administration; 8. Dressing, plaster cast and other medical supplies; 9. Laboratory tests, X-rays and other necessary diagnostic services; 10. Transfusion of blood and other blood elements; and 11. Dialysis / ICU coverage based on the maximum limit of every covered member. 12. Bed Pan, Urinal and hospital Admitting Kit

2 Cost of Room and Board for Big Private is based on the prevailing rate of NEDH

3 Cost of Room and Board for Regular Private is based on the prevailing rate of NEDH



VII. Conditions required for hospitalization:

a. The hospitalization must be with proper endorsement of the accredited doctor; b. Confinement of Members in accredited hospitals shall be in accordance with the

approved amount of Room and Board (Big Private for Management staff and Officers and Regular Private for Rank & file to Supervisors).

c. For confinement of members in non accredited hospitals, members shall properly inform his/her manager. Members will be allowed for Cash Advance upon proper endorsement of his/her manager. If discharged to hospital has been authorized already by the attending physician, and the member shall fail or refuse to do so, ASKI will not be responsible for any charges for hospital services rendered after the day and time for which discharge has been authorized.

VIII. General Exclusions on Benefits:

Only the benefits stated above will be covered by ASKI Self-manage Health Care Program.

The following are considered exclusions for this new health care benefits program:

1. Additional Hospital charges over the maximum coverage per member including a room accommodation different from the approved amount for ASKI (such as additional personal comforts items such as telephone, television, refrigerator and the like);

2. All pregnancy related conditions requiring medical and surgical care except for pre-natal and post natal consultation;

3. Also Laboratory examinations and procedures for pregnant members will not be included; 4. Circumcision, sterilization of either sex or reversal of such, artificial insemination, sex

transformation or diagnosis and treatment of infertility; 5. Rest cures, custodial, domiciliary or convalescent care; 6. Cosmetics surgery and oral surgery for the purpose of beautification except constructive surgery

to treat functional defect due to disease or accidental injury; 7. Dental fillings and braces, false teeth, jacket, tooth implant and the like. 8. Psychiatric disorders, psychosomatic illnesses, any injury, illness or condition which the member

may suffer after he has taken intoxicating liquors or drugs, and or conditions or illness resulting from ALCOHOLISM;

9. Congenital anomalies and conditions, and their complications; 10. Medical or surgical procedures which are experimental in nature or not generally accepted as

standard medical treatment by the medical profession; 11. Procurement or use of corrective appliances, artificial aids and durable equipment; 12. All expenses incurred in the process of organ donation; 13. Physical examination required for obtaining or continuing, employment, insurance or

government licensing; 14. Injuries or illness due to military service or suffered under conditions of war; 15. Executive check-ups and confinement which are for purely diagnostic purposes; 16. Injuries or illness which are self-inflicted, caused by attempt at suicide, or incurred as a result of

or while participating in the commission of a crime or acts involving the violation of laws/ordinances;



17. Take homes medicine; out patient medicines except intravenous chemotherapy medicine and medicine administered during an emergency treatment; vaccines except the first dose of passive immunization for rabies, tetanus and snake bites, if medically prescribed;

18. All hospital charges and professional fees incurred after the day and time the discharge from hospital has been duly authorized; and

19. Laser treatment for the purpose of corrective eye refraction. 20. Cataract extraction with lens to be installed.

IX. Accreditation of Other Hospitals in areas covered by ASKI

1. For Branch Staff assigned in ASKI covered areas and regions with no accredited hospital yet, Area Managers may recommend to HRD Department the hospital to be accredited.

2. HRD then will prepare for the necessary documentation required for accreditation which will be facilitated by the assigned Area Manager in the covered areas of operations of ASKI.

3. Hospitals to be recommended for possible accreditation must be PHILHEALTH accredited hospitals.

4. The final Memorandum of Agreement (MOA) shall be signed and approved / represented by the Executive Director.

X. Others:

1. The organization will pay hospital bills (after deducting the PhilHealth benefits) and other utilization cost upon discharged of the confined member (in case of Hospitalization).

2. Expenses incurred In case of check – up or Out patient care, ASKI will be billed by the accredited hospital every 15th and 30th day of the month.

3. For hospitalization requiring deposit, especially for hospitals outside Region 1,2 and 3, covered employees or family members of the confined staff shall properly inform the organization prior to acceptance to hospital for confinement to prepare necessary Cash Advances.

4. Members shall properly inform their respective managers prior to confinement especially for hospitalization outside Region1, 2 and 3.

5. In case of emergency cases or Medical treatment which will be availed in Manila, the employee can reimburse all necessary and qualified expenses as stipulated in the guidelines of benefits stated above, which shall be supported by proper documentations such as Official receipts etc.

6. Members who will reimburse the expenses incurred shall properly complete the “Member’s Reimbursement Form” which shall be supported by valid Official Receipts and Hospital Certifications.



7. Any excess on the hospital bills shall be paid directly by the covered regular employee to the Hospital before discharge.

ASKI DENTAL BENEFITS

ASKI Self - Manage Health Care Insurance Program:

DENTAL BENEFITS

(under Preventive Health Care Section of ASKI Health Care)

II. Coverage :

d. All Regular /Permanent Members of ASKI Health Care ( Permanent / Regular members refers to all permanent employees of ASKI NGO, ASKI MBA, ASKI Foundation, ASKI Marketing Cooperative and ASKI Skills and Knowledge Institute, Inc. and all ASKI Business Units)

III. Details of Dental Benefits :

Maximum Dental Care

Benefits

Approved Dental Services covered

by the Dental Benefits

(as of January 10, 2010)

Benefit Payment

Five Thousand Pesos

(Php.5,000.00) per year

a. Oral Prophylaxis b. Restoration/ Fillings c. Tooth Extraction

Actual reimbursement of

payments made to dental

services but not to exceed Php.

5,000 per year.

The above Dental Benefits was approved by ASKI Board of Trustees Effective January 2010.

IV. Conditions required in claiming dental benefits:

d. Valid Official Receipts must be attached in the duly approved ASKI Health Care Reimbursement Form;

e. All Requests for Reimbursement must be duly approved by the members’ immediate head before submitting to HRD.

f. Regular Members must avail of the dental services on ASKI Accredited Dental Clinics per area. Reimbursement under Dental Clinics which are not yet included in the “LIST OF ACCREDITED Dental Clinics must be required to attached full explanation of dental services rendered to ASKI Health Care Members.

g. Dental Services & Professional Fee must be in accordance with the minimum standard of Philippine Dental Association (please see attached dental professional fee from the Philippine Dental Association). Actual Reimbursement for all dental



benefits shall be based on the actual and or discounted rates ( if any) of the Accredited Dentist.

V. GENERAL EXCLUSIONS

Only the benefits stated above will be covered by ASKI Health Care- Dental Benefits

Program. The following are considered EXCLUSIONS AND ARE NOT ALLOWED TO BE REIMBURSED:

21. Root Canal Treatment; 22. Fixed Prosthesis (jackets); 23. Braces; 24. Complete and Partial Dentures; 25. Unbreakable Dentures; 26. Orthodontic (preventive and Interceptive) such as retainer, space maintainer, incline plane and

expansion; 27. Orthodontic / Braces (Corrective Treatment) like Stainless Steel U/L, Ceramics U/L,Self Ligating

and Synergy 28. Dental implant; 29. Hygiene (i.e. Teeth Bleaching UL) 30. Medicines and ALL other oral care supplements that will be required by the Dentist;



ASKI EMPLOYEE MANUAL 2014 EDITION APPROVAL SHEET

ASKI Employee Manual 2014 Edition is approved for circulation and implementation to all

ASKI Group of Companies, ASKI branches and all its secondary company.

Effective October 01, 2014

No portion of this manual maybe copied or reproduced without the permission of ASKI Human

Resource Development Department.

Signed this 25th

day of September 2014 at ASKI Corporate Office, Cabanatuan City

ROLANDO B. VICTORIA ALICIA G. CALIWAG

ASKI Executive Director ASKI Chairman and President

AURORA DJ MANGALILI

ASKI HR Committee Chairman

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