MESSAGE FROM THE PRESIDENT AND CEO
“ Run a business with a firm but caring hand”
With the advent of globalization, many of our customers have shown growing interest
in the social and environmental conditions under which goods consumed in
European and other developed countries are produced.
Despite gloom in knowing that garment industry is a downward business in the Philippines
and nearby regions, we pursue the opposite strategy by investing heavily in the latest
technological innovations and HRD. Not only that, the company still has a continuing
commitment to behave ethically and responsibly while improving the lives of the employees
and their families, the local community and society at large.
We believe that Corporate Social Responsibility makes good business sense.
Through this difficulties, the company’s approach to corporate social responsibility
( CSR ) had survived, it still was able to implement plans and programs which primarily
focus on effective ways to make improvements including good working condition, safe
and healthy environment, industrial peace and harmony and community outreach.
We believe that CSR provides an opportunity for us to demonstrate the “ human face “
of business. Even before we initiated CSR, our approach goes beyond the mere
observance of the minimum requirements of law, we are willing to share more. One
of the primary goals of the company is to provide quality life to our stakeholders.
Initially we started with the creation of CODE of CONDUCT that is responsive to the
worldwide demand that products must be environmental-friendly and socially acceptable.
This COC is anchored on respect for human rights, compliance to all applicable laws
including fair payment of wages and benefits, provision of safe working condition,
non-impairment of employees, freedom of association, prohibition against the use of corporal
punishment, physical and mental coercion, programs to combat child labor, forced labor etc.
To add value to CSR, the management has decided to subscribe to the nine universallyaccepted principles of the Global Compact, a decision which strengthened more the
company’s advocacy programs to support various sectors measure and initiatives positively
affecting sustainable development through an economic activity. To put our awareness
of GC into action, we have continuously collaborated with various sectors of the society to
expand more our views and ideas to concretize implementation of the GC. We have
implemented also a new supplier agreement that mandates adherence to the principles
of the GC, otherwise, they can no longer be our partner in future. We are committed to
put our heart and resources to it.
This is the first time that we will do our global reporting and hopefully we can have a
sharing of our best workplace practices to all of you. In being part of the UN Global
Compact, we assume more aggressive role in protecting human rights, labor standards
and the environment. We have been invited so many times to attend Roundtable Discussions
to collect concepts and good examples of voluntary codes of conduct. Our partnership with
GO’s, NGO’s and stakeholders will be a key competitive advantage to ensure success
of the program related to corporate citizenship. The measure of business success is not
solely on financial terms but whether or not you have accomplished your social responsibilities
to community and people to uplift the quality of their lives.
VALUE CREATION is what C S Garment, Inc. does best where it devotes most of its
resources and innovation, how it rewards its team members and how it extend its assistance
to community to make this world a better place to live.
C S GARMENT, INC.
Communication on Progress ( COP )
Human Rights
Relevant GRI Indicators
Business to support and respect the protection of
internationally proclaimed human rights within their
sphere of influences.
Code of Conduct
Since inception, one of the vital principles
of C S Garment, Inc. is the protection and
high respect for human rights thus we
created the CODE OF CONDUCT that
adhere to the following ;
1. compliance to all applicable laws
2. pay team members fairly in accordance
to law.
3. prohibition in the use of child labour
4. no discrimination on the basis of
personal characteristics.
5. working conditions are safe and do
not impair the health of the employees.
6. Constitutional rights of the employees
to form LMC and join mature and
responsible trade organization of their
choice.
7. prohibition in the use of corporal
punishment, forced labor, physical
as well as mental coercion.
8. team members shall be provided with
service and assistance in matters
that affects their welfare and interest.
9. provide team members with fair and
considerate treatment, job satisfaction,
good working condition, friendly
environment and recognition for a
job well done.
Aside from clear dissemination to our
employees, the CODE OF CONDUCT is
framed and displayed at the lobby of the
company visible to all. HR staffs are
assigned to ensure that COC is religiously
implemented in the company. An Executive
is tasked to regularly attend Roundtable
Discussions and meetings to update us
with COC-related issues.
1/18
We have harmoniously worked with our
people through the years and we have no
pending complaints with labor office from
year 2003-2004.
Suppliers Agreement
.
Last year C S Garment, Inc. started its
implementation of the new supplier
agreement that mandates adherence
to the nine principles of the Global
Compact. We require suppliers
to adhere to the GC principles and give them
consideration to follow at least few principles
of the GC to have long-term partnership with
us. We inform our suppliers about the
Global Compact and its principles. Though
many has responded and has signified their
interest to comply, we are committed to
continuously require the rest to be part of the
the undertaking. Around 45% of the
Suppliers Agreement has been returned
with signatures from General Manager
and/ or Operating Officers. Other suppliers
promptly responds and even furnished us
copies of their Child Labor Policy and
programs etc, clear sign that they too are
aware about the universal mandates of law.
C S Garment, Inc. is not complicit in human rights abuses.
Compliance with AVE Sector
Model for Social
Responsibility
2/18
Company initiate an independent audit from
TUV Rheinland to verify the company's
compliance based on AVE Sector Model
for Social Responsibility standards similar
to SA8000. It was conducted last year 2004.
There were 12 covered areas audited and those
are;
1. Management Practice
2. Documentations
3. Working time
4. Compensation
5. Child labour/ Young employees
6. Forced labour
7. Freedom of Association
8. Discrimination
9. Working Condition
10. Health and Social facilities
11. Occupational Health and Safety
12. Dormitories ( N/A )
13. Environment
Social audit was carried out on all covered areas
and part of it is the interview of employees
privately to verify crucial concerns. The company
though with minimal deviations ( 3 out 12 ) was
able to comply and pass the audit. To ensure
continuous compliance to the standards of AVE
Sector, social audit is required annually.
Management Representative handles this task.
Labor
Relevant GRI Indicators
Business are asked to uphold freedom of association and the
effective recognition of the rights to collective bargaining.
Labor-Management
Cooperation
Since 1993, the company has organized
a Labor-Management Council ( LMC )
which composes of representatives from
the rank and file. The team members are
conducting a voting scheme for them to
be able to choose any co-employee whom
they feel can best represent their group
in matters affecting their welfare.
The presence of LMC encourage a collaborative
behavior among various levels of the organization.
The philosophy is that greater cooperation between
labor and management on matters of mutual
interest and concern will create a more satisfying
and productive workplace.
Company respects team members constitutional
rights to join and establish responsible and
matured employee organization.
We also have open door policy which enhances
more the harmonious relationship between labor
and management.
The measure of cooperation was yielded in the
company's increase in production capacity of
about 15% in year 2004. Company efficiency
has gone up from 65 % in 2003 to 80 % in 2004.
Suggestion Box
Suggestion or complaint box placed at the
employees locker room tracks and responds to
employees needs and internal concerns affecting
their welfare. Although we already have the
"open door policy" in the company, still we allow
the use of suggestion box. So far, in 2004, we
only got 2 complaints and several suggestions
which concerns canteen matters, attitude of
employees and favoritism among line leaders.
These cases has been reviewed and promptly
resolved.
We feel that the presence of suggestion box is one
of the anti- corruption strategy. Employees are
allowed to report questionable practices inside and
outside company premise.
3/18
Elimination of all forms of forced and compulsory labour.
Personnel Policy Manual
Company complied with the labor law that
allows 8 hours work per day and one (1) day
rest every week. Workers are requested
to sign an overtime requisition slip to signify
their willingness to extend extra working hours with
pay especially if there is an urgent need in the
production. Personnel Policy Manual defines the
hours of work and rest days.
Employees are allowed to work undertime or
file long leave of absences for justifiable reasons
especially if it involves family members.
They are provided with communication facilities like
telephone situated in the canteen area so they can
call their family members even in far flung
provinces. In case of emergency, employees are
allowed to have access in the phone.
During breaks, they are allowed to attend to
personal needs ( eg. pay bills, go to bank, etc. )
provided they consume only the time allotted for
their break.
Family members and personal visitors are allowed
to talk or wait for them at the receiving area.
Computation of basic pay, overtime, holiday pay
etc. together with all the benefits and compensation
to be received by the team members are visibly
posted at the bulletin board. Breakdown of wages,
bonuses and incentives are indicated in their
pay slip.
Management Review
Conduct of Management Review twice a year
is a practice in C S Garment, Inc. to
focus more on ways and means to avoid and
reduce overtime work especially in the production
department. President and CEO himself require
strict implementation of the 8 hours work per day
48hr/ week and rest day every week. The Vice
President urged the staff especially the frontline
leaders to exert their effort in doing their task and
properly plan their section including monitoring of
quality and efficiency of their respective section to
meet given delivery time and avoid extension of
work hours. Minutes of the meeting regarding
working time are documented and kept by
Document Control Section ( DCS ), copy of which
are distributed to all the concerned personnel. This
Management Review is in compliance to the
requirements of AVE Sector Model for Social
Responsibility.
4/18
Effective abolition of child labour
Hiring Procedure
Even in placing advertisements, we made
sure that 18 years above are posted.
We hire only those 18 years and above and those
who have finished secondary high school to do
production work. HR Staff required for original
birth certificates for age verification.
Young looking applicants are subject for further
verification. Submitted copies of school diplomas
are sent to their respective schools to check if they
really graduated secondary school and to know the
correct age. Enclosed with our verification letter is a
blank form and a return envelop with ready stamps
so that schools officials can promptly send their
response. Random background check was
conducted and out of 12 applicants, we have 4
who falls under 18 years old and did not finish
high school. We advised them finish first their
studies and come back if they are already 18 years
of age.
Rigid interview is conducted by HR staff for
suspected young workers. Masterlist of employees
is submitted monthly to HR Manager to check
not only profile of employees but also the age of
the youngest employee.
Child –friendly firm
The company was cited as Child-friendly firm due
to various programs for the benefits of the children.
These includes Family Welfare Program now called
Population Management Program consistent with
Article 134 of the Labor Code.
FW is composed of 10 components like responsible
parenthood, education, spirituality, livelihood,
hygiene and sanitation, health and medical care,
transport, leisure and sports, nutrition and housing.
Single and married employees are educated on
responsible parenthood and other family and health
related matter. The program give focus to
family values. Responsible parenthood starts with
family planning to ensure the future of the children.
They are informed about right birth spacing for
them to give quality time to their children and family
as well. Pregnant employees are taken care of up
to the time they give birth.
5/18
Children of the employees are part of our company
yearly activities. Children actively participates in
company gatherings. Because of the various
programs of the company related to child care and
responsible parenthood complemented by the good
benefit package offered to employees, 99% of
the dependents are provided by their parents with
good education either in secondary school,
vocational courses or college.
Other Child-friendly program are Educational tours,
Supplemental feeding, health services and giving of
donations to less fortunate children. Child-related
activities has been undertaken by the company in
collaboration with GO's, NGO's, Employers
organization and other sectors of society. The
program has helped hundreds of children inside
and outside our community.
Employers Confederation of the Phils. ( ECOP )
has provided us with hundreds of copies of
Monogram as Child-friendly firm distributed to the
stakeholders and clients. These monograms
promote company's best practices and it confirms
that we are producing child-labor free products.
Company was cited as Child-friendly Firm by
the International Labor Organization ( ILO )
Geneva, Switzerland and the Employers
Confederation of the Philippines ( ECOP ).
Dual Training System
Program
Since 1995, we have initiated major interventions to
bring about free skills training and education to
several hundreds of out-of school youth particularly
those who belongs to indigent families in far flung
regions as far as Mindanao.
The company introduced Dual Training System
( DTS ) program in partnership with GTZ Germany,
as innovative approach to provide the foundation in
developing multi-skilled and proficient workers.
It is a structured 3-month, 6-month, 12- month
training courses on general theories and
manufacturing processes in garment production.
We are on our 9th Batch this year with 30–35. The
basic theoretical and practical phase of training is
held in a well-defined Training area and TESDA
Training Center.
6/18
Parents are present during the orientation / briefing
for them to be aware about the program and the
covered areas of cooperation we need during the
course of training period. During training, students
enjoy free tuition fees, materials, tools, machinery
equipment and other things used during their
training. We provide training allowances equivalent
to 75% of the prevailing minimum wage in the
country as required by the Technical Education and
Skills Development Authority. (TESDA)
Over 300 completed training in DTS, by graduation
time, 95% of the trainees are assured of
employment not only locally and abroad but also
as self-employed.
Trainees are given two Certificates of Completion
And Skills of Competency from the government
( Technical Education Skills Development Authority
– TESDA ) and one from CS Garment, Inc.
DTS initiatives helps eradicates poverty prevents
social cancer like juvenile delinquency and
unemployment among the youth. Currently, we
have graduates who are assigned in key position
like Pattern Maker, Computer –aided operator,
Sample makers, QA's Trainers, Supervisors,
Merchandiser and some are self-employed.
TESDA has recognized the company's effort thru
"Kabalikat Award" and has put C S Garment, Inc.
in the " Elite Circle of Trailblazers of the
Philippines" practicing Dual Training System
Program.
Informative Materials
Informative materials regarding prohibition in the
use of child-labor are posted at designated
areas of the factory. (eg. posters from ILO
that child must be taken care of and has the right
to play) Posting of promotional materials visible
to all confirms company commitment to combat
child-labor. Can be read not only by employees
but also to the stakeholders and visitors who
frequents the office.
7/18
The elimination of discrimination in respect of employment and
occupation.
Equal Employment
Opportunities ( EEO )
The principles of Equal Employment Opportunity
( EEO ) is integrated in our Personnel Policy
starting from recruitment and hiring up to
salary payments, promotions and training
opportunities.
We do not discriminate anyone, we hire them
regardless of character, sexual orientation, religion,
gender, nationality, ethnic origin, political belief etc.
This rule on discrimination is written in our
Personnel Policy Manual # 001 under Recruitment
and Hiring.
Consideration is given to old employees and those
who just recuperated from serious illness
( eg. cancer )
Company also hires physically challenged
individual. They are given opportunity to
work in the factory. We have gained their
loyalty and it can be justified by their length of
service with CSGI.
Drug Free Workplace
Policy
Maternal Care
8/18
In valuing our Human Resources, the company
has formulated a comprehensive drug abuse
prevention program that will prevent and control
alcohol and drug abuse in the workplace. Seminar
attended by all employees was conducted by an
accredited Drug Testing Company after which drug
testing of employees chosen at random follows.
Any employee who voluntarily request assistance
of the company in dealing with drugs or alcohol
problem may do so without jeopardizing their
continued employment, provided they strictly
adhere to terms of their treatment and counseling.
A procedure to test employee was also written in
the Drug Free Workplace Policy. Initially, random
selection of 20% of employees had been tested
and all with negative results. Before the end of the
year, we will conduct again drug abuse related
seminar. By year 2006, we targeted 100% of
manpower be subjected to drug testing.
Company has Family Welfare Program where
pregnant employees are taken care of. 99 % of
the pregnant employees gave birth to healthy
babies. Even if they are pregnant, they are given
equal opportunity for work, training, promotion etc.
Paternal Leave
Male employees whose spouse/partners give birth
are allowed seven (7) days paid leaves when wife
gives birth as mandated by law. We allow leave
extensions to take care of the spouse and newly
born child.
Wages, Compensation, Training
Opportunities and
Promotion
Regardless of sexual orientation, employees are
receiving equal compensation for work of equal
value. Favors are not given to any employee with
respect to wage, compensation, promotion and
training opportunities.
We have written policy under " Promotion" where
any vacancy in the company is offered first to
qualified team members instead of hiring new
applicants. The management seek
recommendations from the immediate superior and
base the promotion on previous and current
performance appraisal.
On record, 70 % of the Managerial, Supervisorylevel team members, staffs came from in-house
promotion. They are considered high-performers
of the company.
CODI
Company also created Rep. Act 7877- known as
Anti-Sexual Harassment Act of 1005. Company
organized a Committee On Decorum and
Investigation ( CODI ) which focuses on Sexual
Harassment and Violence against Women.
It recognizes the value of women in our society
especially their role in nation- building and
guarantees full respect for human rights of every
individual.
The committee is created to maintain sound work
environment free of sexual harassment and all
forms of sexual intimidation and exploitation. In
keeping with these commitment, the top
management in cooperation of those in the
supervisory level, committee members and rank
and file employees are bound to help in the
prevention of sexual harassment and any
form of intimidations and exploitations.
CODI function is to receive complaints, conduct
further investigation and submit corresponding
recommendations for submission to Advisory Board
subject for appropriate action.
9/18
Investigation procedure is included in the policy.
Schedule of penalties from 1st degree, 2nd degree
and 3rd degree offenses forms part of the policy.
" Retaliation Clause" is written in the policy
wherein any person whom a complaint of sexual
harassment is filed cannot discipline or change the
work assignment of the complainant or intentionally
pressure or threaten the same otherwise the
violator will commit the retaliatory acts under
Article 248 (f) of the Labor Code.
No complaint or record on file regarding violation of
this article 7877 from year 2003-2004.
Environment
Relevant GRI Indicators
Company to support precautionary approach to environmental changes.
Waste Management Program
The company is situated inside the
government owned Philippine Economic Zone
Authority ( PEZA )and company is required to
subject itself to programmatic compliance
procedures and secure an Environmental
Compliance Certificate ( ECC ) issued by the
Department of Environment and Natural
Resources ( DENR ). Companies are required by
DENR to submit a Quarterly Self Monitoring Report
to Environment Management Bureau of the
DENR.
Republic Act No. 6969 is the Waste Management
Program where waste materials of the company
like cut fabrics, plastics, dust, twigs, office
supplies, food wastes etc. are properly
segregated, collected, transported and
disposed in a controlled dumping site
accredited by the Dept. of Environment
and Natural Resources ( DENR).
Hazardous materials like battery of UPS ( acid
and lead ) and fluorescent light ( which contains
mercury that is toxic ) are collected by an
accredited transporter to ensure that necessary
process will be done to the waste materials to
avoid damage to environment.
PEZA-DENR has strictly controlled all deliveries of
chemicals inside the zone. Any chemicals being
used by various manufacturing firms are subject
for clearance by their office before use. PEZA
assigned guards at the gate are inspecting all
deliveries.
10/18
User-friendly machinery,
tools and equipment
Company machinery, tools and equipment are
user –friendly ;
1. sewing machine – the work height can
be adjusted at elbow height to reduce
backpains. ( can be set at 750 mm to
900 mm measured to top of table ).
It can be operated with automatic thread
Trimming and light foot lifting. Special
machine like buttonhole, button attach,
embroidery are easy to operate since they are
all automated. This makes any sewing
operation faster.
It also applies to the automatic spreading
machine with fabric slicer. Machine is
programmable to the required length of the
markers.
These state-of the art machinery makes
it easier for the operator or worker to
do the work. It reduces fatigue that
employees can still attend to family and
household chores.
All machine has safety devices ;
1. emergency stop button switches.
2. machine houring
3. safety guards which protect moving
and powered machine components,
4. protection from accident contact
5. safety signs and marking are provided.
Noise - machine sound pressure level is
minimal. It is below 85 decibel.
Steam boilers has no emission because
the company is using portable electric
boiler.
Machine has its pulley guards, eye protectors
and automatic control switches that protects
the user from harm or danger. Machine
lubrication is non-flammable, combustible and
not hazardous.
There were no record of major accident
involving machinery/ equipment in previous
years up to now.
11/18
AC units hydrocarbon refrigerant
All air-conditioned units are using
hydrocarbon refrigerant instead of CFC’s,
HFC’s etc. Hydrocarbon refrigerant is
made from naturally occurring gases, no
chemicals and it cause no damage to the
ozone layer and to the environment.
They are energy efficient, have no chemical
or acid reaction and are highly economical.
Previously, our AC units consumed 5 kilos
but now using hydrocarbon refrigerant
The savings is 3 kilos.
Health and Safety Committee
Aside from clinic facilities provided by the
company, it is mandatory to have Health and
Safety Committee composes of medical staff,
one from managerial position and committee
members. This committee contributes in
developing a healthy workplace, reducing
pollutants harmful to human and
environmental health.
Activities of the committee are annually
reported to Department of Labor and
Employment. ( DOLE ).
Every first quarter of the month, PEZA is
conducting their annual inspection of the
company. It includes inspection of equipment
and machinery, canteen, sanitary facilities,
fire extinguishers, fire drill records, building
insurance, clinic facilities etc. Certificate of
Inspection are issued separately for
mechanical, electrical, sanitary. These
certificates are posted at a designated
area visible to all.
We recommend ill employees to a medical
Specialist is there is a need for assistance.
Training of Safety Officers and
Pollution Officer
12/18
Crucial factor to ensure protection of
environment is the company’s
commitment to training team members
especially in the area of Environmental
Management System ( EMS ) and OSH.
PEZA required regular meetings with
accredited Safety and Pollution Officer for
update. It is mandated under Executive
Order 307 Art. 162 of Labor Code and PD.
984 . Occupational Safety and Health (OSH ).
Company sends Pollution Officer and Safety
Officer in meetings, seminars and trainings
related to EMS and OSH.
Health and Safety Checklist
Maintenance Supervisor is conducting
a quarterly round in the factory using
Safety and Health Checklist. He was able to
identify and monitor area that needs attention
and improvement. It simply pays attention to
safe workplace, cleanliness and orderliness.
Other applicable improvements that
is being monitored are in the areas of;
a. Materials Handling and Storage
b. Work Station/ Product Design
c. Productive Machine Safety
d. Lighting and Ventilation
e. Work- related Welfare Facilities
f. Premises
g. Work Organization
Every incoming and outgoing deliveries are
strictly checked and supervised by the
company Security guards, Q.A. and
Warehouse in-charge to make sure that
goods are safe for use.
In-house Risk Assessment
Preventive Maintenance
Work Environment Measurement
13/18
The company physician is also conducting risk
assessment using Risk Assessment Form to
identify types of hazards or risk, ( small or big )
its location, inside the factory, who the person
responsible are and the corrective and
preventive action to address problem.
We put priority on low-cost improvements and
allot budget for those that require huge
amount of investment. ( eg. Of action taken –
heighten tables for tall employees, provide
safety guides and eye protectors for some
machine etc. ) PPE's are also put in place with
corresponding instructions on how to use it.
Checking of building facilities in preparation to
any calamities ( eg. Typhoon, etc )
Last year 2004, company has requested the
Occupational Safety and Health Center
( OSHC ) to conduct Work Environment
Measurement ( WEM ). Technical services
done was concentrated in the work floor
Industrial Hygiene Services -dust, noise,
illumination and general ventilation.
The objective of this activity is to see to it that
the work area is accident free . It also identify
strategic risk in the company. It ensures that
workplace is free from harm against dust,
noise and illumination. This initiative forms
part of company’s health and safety program.
Oeko- Tex Standard
Dealing with European buyers, entails a lot
of compliance to their requirements. One of
this is the Oeko-Tex Standard 100, world’s
eco label for textiles. Materials and
accessories we are using in our shirts
have been tested to the defined criteria
of Oeko-Tex 100. It provides a guarantee
that product poses no perceivable health
risk to end- consumers or any human beings.
We make sure that all our suppliers are
delivering to us materials that pass Oeko-Tex
standards.
The idea of Oeko-Tex Standard
means creating a quality product
that is universally valid as this
quarantee the consumers or buyers that
the products or materials used are
ecologically harmless.
Using materials and accessories like
fabrics, threads, buttons, interlinings
and others that are tested and
considered as environment -friendly
proved the company’s initiative to
address environment- related issues.
This is also our chance to raise
awareness to other companies within
the supply chain to meet the ecological
standards required to compete on a
global basis.
Increased in customers demand by 55% in
2004, we intend to continue giving
satisfaction to our customers by providing
them not only quality but environmentfriendly products.
14/18
Anti- corruption
Relevant GRI Indicators
Business should work against corruption in all its forms, including
extortion and bribery.
Corporate Values/ Beliefs
In the company’s Group Beliefs
posted in our factory, one of its
components is “INTEGRITY “ being
honest in words and action.
Awareness of Corporate Values which
includes honesty among others, concretize
the company’s aim at promoting anticorruption campaign.
Voluntary Compliance
We have no detailed statement of
the Anti-corruption policy, but in the
company orientation, it is clearly
disseminated that no employee is allowed
to deal with any corrupt practices
especially in the areas of procurement,
payroll, contracting, forwarding etc.
Anti-corruption effort is implemented in all
levels of organization. During orientation of
the new employees, they are informed
about prevention of corrupt practices in all
sort.
External auditors conduct audit on various
reports and different documentations that
would involve monetary transactions.
Department Managers and staffs are
strictly urged by the management to resort
only on legal papers and documents.
Bribery and/or extortions has not been
a practice of C S Garment, Inc. , we
operate only in legal manner.
There are some challenges in the process
wherein it is difficult to distinguish lavish
gift practices to bribes especially when
there is an occasion. Company considered
these gifts ( in kind but not cash ) to be
raffled out to the employees and not to be
given directly to the person in-charge.
15/18
Transpro System
For the preparation of payroll, company
has provided a Transpo System wherein
operators/ employees attendance are
generated by the computer. Employees
scan their ID barcodes. They are required
to properly and correctly do the scanning
as these will be the basis of their hours of
work, attendance bonuses and incentive
pay.
Thru the Transpo System, employees
know already how much their salary would
be for a certain period. Each employee are
asked to acknowledge/ sign in the pay slip
with the corresponding breakdown of
payments. They are open and free to ask
questions should they have discrepancies
found.
Equal pay for equal work
Equal fair pay for a job well done, there will
not be corruption in salary pays. Seniority
pay and productivity-based bonuses are
provided.
Regular review of payroll, production record
for incentive is conducted by the HR
Manager to verify accuracy. Payroll
padding will be avoided also.
No nepotism
Avoid nepotism is another one. One section
or department must be composed of
people who are not related. We also
consider employee dependents.
In recruitment and hiring, company does
not depend on recommendations from
any influential person. Recruitment and
hiring is based purely on equality. With this,
anti-corruption will be wiped out.
Corporate Social Responsibility
16/18
The best program on anti-corruption is
the integration of corporate social
responsibility ( CSR ) programs and
practices
Top management has assigned a
Senior Executive to explicitly be in-charge
with developing and coordinating all CSR
related activities and apply sound measures
to effectively implement the program.
The employees will feel a sense of
ownership and knowing that the
company takes care of their family would
remind them to love their work and stay
loyal to the company where they work.
As for the community, CSR programs like
scholarship, skills training etc. will help in
the prevention of social cancer because
the youth will engage themselves to work
and study and not to vices. Their potentials
will be developed and they have better
chance for employment locally and abroad
and become self-employed.
Corruption usually happens not only inside
the company but outside of it. People
especially those who came from low-income
group and the unemployed are susceptible
to corrupt practices thus, teaching them
how to fish will uplift the quality of their
lives and divert their attention to a more
productive and dignified job.
Good Benefits Package
17/18
The company believe that giving employees
better benefits will help them avoid corrupt
practices. Productivity- based incentives
and bonuses will enhance more the
employees efficiency level. It is chain
reaction, in return, company offers more
attractive benefits and compensation.
.
Aside from the salary , we provide the
following;
a. Social Security System contribution
b. Pag- Ibig contribution
b. Philhealth contribution
c. attendance bonus
d. performance incentives
e. seniority pay
f. sick leave/ vacation leave
g. birthday bonus/ birthday leave
h. 13th month
i. Anniversary bonus
j. hospitalization assistance extended to
family members
k. medical/dental services extended to
family members
l. cash advances
m. Position Allowances
n. free family planning contraceptives
and free medicine
As a result, we have sharp productivity
increase to employees efficiency.
More than 60 % of the employees can
receive incentives due to high efficiency in
year
2004.
- end -
18/18