Our employee attendance policy outlines our expectations about our employees’ coming to work. Being punctual when to work helps maintain efficiency in our workplace. 


This company attendance applies to all non-exempt employees regardless of position and type of employment. 


Most employees need to collaborate with their colleagues to do their job. To make this collaboration easier, we expect you to be punctual and follow the schedule you and your manager have agreed on. If you are absent or late on occasion, you should have a good reason. 

Being consistently tardy or absent can cause problems to your colleagues who may have to shoulder your work. This behavior may bring about a “bad attendance” record and you may need to go through progressive discipline.


Absenteeism refers to frequent absence from an employee’s job responsibilities. This includes not coming to work frequently or taking excessive sick leave without being able to submit doctor’s notes. 


Employee is also considered absent if he fails to report for work for at least one-half (½) of the normal working day (approximately for (4) hours), without informing the Human Resources or immediate Manager for any cause whatsoever.


Absence without official leave (AWOL) refers to employee’s failure to report for work without obtaining prior written approval from the Manager or HR, or without informing any of the latter for the reason of his absence in the event that prior leave cannot be obtained.  


Employee is considered AWOL if he extends his pre-arranged leave without seeking prior approval from the Manager or HR of the company.


Presenteeism refers to being present at work beyond your schedule even when we don’t require overtime. This can cause you to overwork and have an impact on your productivity and job satisfaction. We want to ensure that you keep your schedule both when coming to work and leaving.


Tardiness refers to coming in late, taking longer breaks than you’re entitled to and constantly leaving earlier from work without reason. We probably won’t mind if you’re a bit late one morning or leave a little earlier on a Friday. But, we want to make sure you generally follow your schedule and you don’t cause disruption in our workplace.


You are responsible for monitoring your working hours through our timekeeping system (HRSprout) please be diligent in recording your hours, so you can receive your due payment.


Undertime means when Employee leaves the work premises before the designated end of work schedule. This may either be 


Section 1.  Authorized absence. Subject to the requirements established , an absence is considered authorized if Employee is: 

  1. On a Pre-arranged Leave;

  2. On Vacation Leave;

  3. On Sick Leave;

  4. On Emergency Leave;

  5. On Maternity Leave; and

  6. Other grounds deemed justifiable under the premises to be determined by the company and the Human Resources Manager. 

Section 2. Unauthorized absence. An absence is considered unauthorized when no prior written approval is obtained by the Employee. An unauthorized absence shall be treated as a leave without pay. 

Section 3. Discretionary. Management has the prerogative to grant, deny,or re-schedule the request for leave of absence and/or undertime, after evaluating validity, necessity, and the nature of leave/ and or undertime; Provided, that, no request for leave of absence shall be approved if substantial interruption of business operations shall result.     



Section 1. Secure Application - Employee must secure and accomplish in full the application leave form using our hr system HRSprout.

Section 2. Time of Filing - Employee should file a leave for the approval of immediate Manager and by the HR Manager following the notice of days prior to the intended leave. (table is available)

Section 3. Crediting of Leave - Each approved leave in accordance with this Rule shall be credited against available leave credits allotted to Employee and shall be considered as leave with pay. As soon as leave credits are exhausted, the leave referred by this Rule shall be deemed as leave without pay.



Section 1. Definition - Emergency leave refers to an absence that is urgent in nature such that a pre-arranged leave cannot be obtained. 

Section 2. Classification - The following are considered valid grounds for emergency leave: 

  1. Force Majeure - refers to natural calamities and other fortuitous and/ or unforeseen events listed below, but not necessarily limited thereto:

  1. Typhoon - pertains to the kind of typhoon declared by the proper government weather bureau as Signal No. 3. It may also refer to a situation wherein said typhoon is accompanied by inundation, and or strong and gusty winds per official weather advisory. 

  1. Fire - refers to a situation wherein Employee’s residence has been beset by fire, as well as, fire located near the area of residence of Employee, thereby causing imminent danger upon Employee’s person, property, and family. 

  1. Mass Transportation Strike - pertains to unavailability of public transportation which paralyzes commuters at a large scale. 

  1. Violent Rallies - refers to rallies found within or near the area of the work premises obstructing Employee to proceed thereto or that such rallies may pose to be detrimental to the safety of Employee

  1. Coup d’etat

              B.  Death in the family, which refers to any of the following:

  1. For married employees - death of spouse or child. 

  2. For unmarried employees - death of parent/s, brother/s, or sister/s

               C.  Miscarriage of a pregnant female employee, or of a pregnant wife of 

       D.  Child delivery of wife

               E.   Sudden illness of an immediate member of Employee’s family where 

no one can attend except Employee himself

The term “immediate member of the family” is limited to the following relatives: 

    i.  Employee’s parent’s;

    ii. Employee’s spouse;

    iii. Employee’s brother’s or sister’s; and

    Iv. Employee’s child.


Section 1.     Notification by Employee  -  

a)     Employee should notify the immediate Manager and/Human Resources Manager within the first hour of work on the day of his emergency leave, either by telephone, through employee’s messenger, or a letter addressed to any of the aforementioned officers.  If notification was through telephone, employee must leave his message either with immediate Manager and/or Human Resources.  Said officers must be informed of the duration of employee’s emergency leave or the latter must call in on a day to day basis if the period for his leave cannot be immediately known upon first notice.

b)    The Manager/Supervisor who received the call/notification of absence must completely fill up the Absence Notification Form (ANF) for the employee concerned. This is immediately submitted to Human Resources Department 

Section 2.    Failure to Notify  -  In the event Employee fails to comply with the requirements provided in Section 1 of this Rule, his absence will be considered as unauthorized and classified as Absence Without Official Leave (AWOL).   Said unauthorized leave shall be deemed as leave without pay.

Section 3.    Request For Admittance  -  On the first day Employee reports back for work, he must obtain permission for admittance with his ANF from the Manager/and or Human Resources of the company..

Section 4.    Show Proof To Justify Emergency Leave  -  The employee must be able to present any of the following documents, as the case may be, to justify the emergency leave:

    a)    For Force Majeure  -  A letter of explanation from the employee stating the certain circumstances that gave rise to the leave of absence.

    b)    For death of an immediate member of the employee’s family  -  any document to justify the cause of absence (e.g. death certificate, receipts of expenses).

    c)    For Miscarriage/Child Delivery of wife/Illness of An Immediate Member of the Family  -  doctor’s certificate.

Section 5.    Regularization of Emergency Leave  -  When the permission for admittance is approved and his absence is deemed excused by the immediate Manager/ and or Human Resource Manager, Employee can credit his absence against his leave credits.   In case Employee’s Leave credits have been exhausted,  the emergency leave availed shall be treated as leave without pay.

Section 6.    Failure to Regularize Emergency Leave  -  In the event the employee fails to comply with Section 4 of this Rule, the employee shall not be entitled to any leave credits with pay.  The absence will be considered as unauthorized and classified as AWOL.   Said leave, if not regularized in accordance with this Rule, will be deemed as leave without pay.


Section 1.    What Constitutes Sickness - Sickness refers to Employee’s physical condition whereby Employee is afflicted with a disease, causing the latter to be unable to perform work and thus must be confined at home or at the hospital.

Section 2.    Procedure -    The same procedure set in Rule V, Sections 1 to 3 shall apply in the case of sick leave availed by Employee without the required prior application.

Section 3.    Doctor’s Certificate -  In case Employee has been on leave for at least two (2) consecutive days, he is required to submit a doctor’s certificate on his first day to report back for work.

Section 4.    Regularization of Sick Leave -    As soon as permission for admittance is approved and his absence is deemed excused by the immediate Manager, Employee can credit his sick leave against his leave credits.. In case Employee’s Leave credits have been exhausted,  the sick leave availed shall be treated as leave without pay.

Section 5.    Failure to Regularize Sick Leave -   Employee’s failure to comply with Section 4 of this Rule shall not entitle him to leave credits with pay.  


The absence will be considered as unauthorized and classified as AWOL.   Said leave, if not regularized in accordance with this Rule, shall be deemed as leave without pay.




Section 1.    Request for Undertime -    As a general rule, undertime is prohibited in the Company, unless if the need to avail such is necessary under the premises and subject to the further discretion of the immediate Manager/ and or Human Resources.   At no instance will undertime be allowed if such will result to substantial interruption of business operations.


Section 2.    Procedure -    Employee must fully accomplish the Undertime Slip (US) and file the same for approval of  the Manager/ and or Human Resources Manager.


Section 3.    Failure to Comply With Procedure -   In case Employee fails to comply with the procedure provided under this Rule shall render the undertime unauthorized and proper disciplinary action shall be imposed.

        VIII.    TARDINESS


Section 1.    Official Time -    Employee is required to report for work from ________ to ________ . Such schedule is subject to change as Employer may deem necessary from time to time.


Section 2.    Grace Period -    There shall be a grace period of fifteen (15) minutes from the official time.   Employee will not be considered late for the particular working day if he arrives in the work premises within said period.


Section 3.    Deduction -    Every week, the total minutes of tardiness shall be computed and deducted from Employee’s salary every one (1) minute incurred.   The deduction referred to under this provision is subject to the discretion of Employer.          


Section 4.    Notice -    If due to unforeseen circumstances Employee cannot avoid to report late for work, the latter must notify the Manager and or/Human Resource Manager within the first hour of the particular working day.   Employee must further inform the concerned officers as to the exact time he can report for work.  



Section 1.    Definition    Half-day refers to a situation wherein Employee reports for work for approximately four (4) hours during a particular 5 working day.

At no instance shall half-day be approved by the Company if the same shall cause substantial interruption of business operations.

Section 2.    Notice 

(a) Employee must accomplish in full the Application for Leave (using the Sprout system) and submit the same for approval at least one (1) day prior to the intended day for half-day in work.  

(b)    If due to unforeseen circumstances, Employee cannot report for work for the first four hours of his official time, he must notify the immediate Manager and/ or Human Resource Manager within the first hour of the working day.   The procedure provided in Sections 1 to 3, Rule V shall apply.   As soon as Employee reports for work, he must accomplish the Absence Notification (using the Sprout system ) in full to regularize his half-day in accordance with Sections 3 & 5, Rule V.     

Section 3.    Credit of Half-Day -      An authorized half-day shall be deducted from the allotted leave credits of Employee.   In case, Employee has no more leave credits remaining, the authorized half-day shall be treated as one-half (1/2) day without pay.

Section 4.    Failure to Obtain Approval -    Failure to comply with any of the situations provided in Section 2 hereof shall render said half-day unauthorized.   The unauthorized half-day shall be treated as one-half (1/2) day without pay.

        X.    TERMINATION



Section 1.    Ground for Termination -    Excessive tardiness and absenteeism shall call for disciplinary action to be imposed by management and/or may result to termination from employment.