2025 GJE BUILDERS CORPORATION EMPLOYEE HANDBOOK PROPERTY OF GJE BULDERS CORPORATION
TABLE OF CONTENTS INTRODUCTION About the Handbook ………………………………………………………............ 2 MISSION and VISION ……………………………………………………………..….. 3 ORGANIZATIONAL CHART ................................................................ 4 PART I I. STATUS OF EMPLOYMENT …………………………………..................... 5 II. PERSONNEL MOVEMENT ……………………………………….......…….. 6 III. EMPLOYMENT CONDITIONS A. Regular Work days and Hours ………………………………........…... 7 B. Benefits and Compensation ………………………………....……...….. 10 C. House Rules ………………………………………………..……......................……. 12 IV. EMPLOYEE RECOGNITION PROGRAMS ………….…...….…. 14 PART II I. CODE OF CONDUCT AND DISCIPLINE A. General Policy …………………………………………………...........................… 15 B. Implementing Rules and Regulations ………………............... 15 C. Definitions of Disciplinary Actions ……………………………....….. 17 D. Offenses and Violations ……………………………………….…............…. 17 II. GOVERNING PROCEDURES ………………………………….......……… 25 III. NON-EXCLUSIVE CHARACTER OF THE CODE …....….... 26 IV. EFFECTIVITY ………………………………………………........................……….. 26 SIGN SHEET 2025
2025 INTRODUCTION WELCOME TO GJE BUILDERS CORPORATION This handbook is designed to provide you with a clear understanding of the Company's rules and regulations, policies and procedures, employee benefits and code of conduct and discipline in order to promote understanding and harmony within the organization. The manual aims to introduce you to GJE BUILDERS CORPORATION and its services. It also explains employment conditions and management's expectations from you and conversely, what you can expect from the Company. We believe that by knowing all these, you will be able to perform your job effectively in accordance with the guidelines and standards set. If you have some suggestions, please feel free to discuss them with the Human Resource Department. Page 2
2025 OUR MISSION To be the Leading Construction Firm, While Delivering Projects that consistently exceed International Standards and to provide exceptional customer satisfactory Using modern principles and sophisticated technologies, GJE BUILDERS CORPORATION performance and reliability in all types of constructions. OUR VISION GJE BUILDRS CORPORATION is dedicated to providing quality construction, technical and management, Services to the customer, we will strive to implement quality and safety STANDARD we will treat all employees fairly and involve them in the quality improvement process to insure responsiveness and cost effective work execution and to maintain the highest levels of professionalism, integrity, honesty and fairness To adopt and practice quality management system in all levels of services and demonstrate the ability to sustain such a commitment. QUALITY POLICY GJE BUILDERS CORPORATION was first known as GJE Builders under the leadership of Mr. Victorio L. Miranda, with office address at San Sebastian Village, Tarlac City, Tarlac, which was started on October 07, 1994.It was a sole proprietorship having principal classification as General Engineering (General Building) Category B GJE BUILDERS became GJE BUILDERS CORPORATION on November 11, 2016, under Mr. Romel C. Miranda, as AMO(Authorized Managing Officer) with the office address at Romulo Highway, Sitio Kumintang, Sapang Maragul, Tarlac City, Tarlac. At present, the GJE BUILDERS CORPORATION has the same as GJE Builders’ principal classification and category and recognized to undertake projects with size ranges Small B for Building and Industrial Plant, Medium A for Irrigation and Flood Control, Medium A for Road, Highway Pavement and Railways, Airport Horizontal Structures and Bridges, Small B for Sewerage and Sewage System and Small B for Water Supply. Quality is important to our business because we value our customers as well as all other stakeholders. We strive to provide our customers with products and services which meet and exceed their expectations. We are committed to continuous improvement and have established a Quality Management System which provides a framework for continuously measuring and improving quality performance. Our Management has ultimate responsibility for Quality, but we ensure all employees understand their responsibilities within their own areas of work to help ensure that Quality is embedded within the whole company. Page 3
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2025 PART I I. STATUS OF EMPLOYMENT An employment contract is for: 1. Regular or Permanent Employment. This is given to an employee who has satisfactorily passed the probationary period after 6 months. Managers, by virtue of the positions they occupy, may be hired as regular or permanent employees. Those hired as regular employees are entitled to performance appraisal only after one (1) year of service or even prior thereto, at the sole discretion of Management for meritorious reasons or when the interest of the Company so requires. 2. Probationary Employment. This is given to a newly hired employee. The standard probationary period is six (6) months. The employee's performance during this probationary period will be reviewed before the end of 6 months. A probationary employee may be terminated anytime for valid reasons as stipulated in the Code of Conduct and in accordance with the Labor Code. 3. Temporary or Contractual Employment. This is given to those who are hired for occasional or seasonal work covering a limited period of time, or those employed as a temporary replacement for a regular employee on leave, or for specific projects with a definite term through designated employment agencies. If a contractual's status of employment is converted from temporary to probationary, he must undergo a probationary employment of 6 months. Employment of Relatives. It is the policy ofGJE BUILDERS CORPORATION to hire the “best qualified” candidate for each job opening. It is GJE BUILBERS CORP.’ goal to place individuals into jobs /departments in which they can make the most effective contribution to the success of GJE BUILDERS CORPORATION. Relatives of active GJE BUILDERS CORPORATION employees will not be given special consideration. Outside Employment. The Company does not allow its officers and employees to engage in outside employment particularly those that directly conflict with the Company’s interest and/or those that conflict with its official working hours while in the employ of GJE BUILDERS CORPORATION Page 5
2025 PART I II. PERSONNEL MOVEMENT 11. Promotion. This is the movement of an employee to a higher position or level. Promotion shall be based on efficiency, education, experience and seniority. 2. Lateral Transfer. This is the movement of an employee from one job to another within or outside of a department without change in level and salary. Transfers may be initiated by either Management or the employee. 3. Suspension. “Suspension” is a temporary cessation of employment of an employee as a result of a disciplinary action for an offense committed, in accordance with the provisions of the GJE BUILDERS CORPORATION Code of Conduct and Discipline. 4. Separation from Employment. Separation from employment is the permanent cessation of the employer-employee relations which may be initiated by the employee, by management or by reasons or causes not directly attributed to either of the two, within the limits of the Labor Code. Situations under which separation from employment occurs may be due to but not limited to the following: - Voluntary Resignation - Permanent and total disability - Unsatisfactory performance during probation - Retirement - Death - Termination for cause 5. Resignation.GJE BUILDERS CORPORATION requires prior notice of thirty (30) days from employees who intend to resign to give ample time to look for qualified replacements. Page 6
2025 PART I III. EMPLOYMENT CONDITIONS A. REGULAR WORK DAYS AND HOURS 1. Office Mondays through Fridays from 8:00am to 5:00pm 2. Lunch break from 12:00nn to 1:00pm or as scheduled by the Department Heads (related to customer service transactions) 3. Coffee break for 15 minutes each in the morning & in the afternoon to be scheduled as follows: 3.1 Morning break - 10:00-10:15; 10:15-10:30 3.2 Afternoon break - 3:00-3:15; 3:15-3:30 TARDINESS / UNDERTIME A 15-minute grace period in the morning shall be allowed, i.e., 8:15am and shall be considered excused. An employee is considered tardy if he/she arrives after 8:10am of a regular working day and the resulting undertime, counted from 8:00am, shall be deducted in his/her salary. The following schedule of penalties shall apply for tardiness exceeding 6 times or an accumulation of 120 minutes whichever comes first in a month for a period of one year: 1st Offense Oral Reprimand 2nd Offense Written Reprimand 3rd Offense One (1) Day Suspension 4th Offense Two (2) Day Suspension 5th Offense Four (4) Day Suspension 6th Offense Eight (8) Day Suspension 7th Offense Fifteen (15) Day Suspension 8th Offense Termination ABSENCES 1. Absence from work because of emergency may be excused in the following cases: a) when the employee is sick b) when an immediate relative is sick and the employee’s presence is needed c) when an employee has to attend to some personal matter requiring his/her immediate attention Page 7
2024 PART I III. EMPLOYMENT CONDITIONS ABSENCES 1. Absence from work because of emergency may be excused in the following cases: a) when the employee is sick b) when an immediate relative is sick and the employee’s presence is needed c) when an employee has to attend to some personal matter requiring his/her immediate attention With any of the above reasons, an employee must inform early during the day, thru telephone calls, e-mail, SMS, or any other similar means to immediate supervisor or HRD. If an employee has been sick for 4 days or more, he/she must present a medical certificate to HRD and must fill up the Request for Leave of Absence Form Vacation leaves (with or without pay), must be approved by department heads at least 3 working days prior to the first intended vacation date a) Absences not covered by the above requirements shall be considered as unexcused and therefore, subject to appropriate disciplinary action and/or salary deductions as may be required b) A Request for Leave of Absence must be accomplished duly approved by the employee’s department head. For Absence Without Official Leave (AWOL), the following schedule of penalties shall apply: 1st Offense Written Reprimand 2nd Offense Two (2) Day Suspension 3rd Offense Four (4) Day Suspension 4th Offense 5 days of absence without notice, Termination Page 8
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