Policy/ Guidelines on Force Majeure & Other Contingencies (Oct 18, 2014)

POLICY/ GUIDELINES ON FORCE MAJEURE & OTHER CONTINGENCIES (OCT 18, 2014)

TO / FOR : ALL CONCERNED
FROM : HR Department
SUBJECT : POLICY/ GUIDELINES ON FORCE MAJEURE & OTHER CONTINGENCIES
DATE : 18 October 2014

 It is the company’s standing practice to take prompt and necessary action to ensure that practical and reasonable work arrangements are in place whenever force majeure or contingencies especially weather disturbances occur.

Force majeure means “a cause, event and/ or circumstance that is NOT reasonably foreseeable/ caused by/ under the control of neither the company nor its employees thereby the effects thereof and/ or personnel’s failure to perform his/ her obligations cannot be attributed to any of the party”.

Below are examples of force majeure among others:

In assertion however of our goal which ensures that all our personnel will be safe from hazards, the following policy and guidelines shall take effect immediately once there is no declaration from the government:

The declaration of the President/ CEO and/ or Vice-President shall be cascaded to or verified by the Executive Secretary (and/ or HR Department) who shall relay the same to all Department Heads to in turn inform their respective subordinates.

Forced leave of absence shall be charged to unused leave credits (VL first then SL) for those who are entitled. More so, it must be filed whether with pay or without pay in order not to be considered AWOL during the day.

In the event wherein works are only performed less than eight (8) hours for whatever justifiable reasons, the special incentive shall be treated equitably or on a pro-rated basis.

Whereas tardiness shall be excused in terms of deductions and disciplining during the days with force majeure, overtime shall only be allowed and eligible for due compensation per standing policy and practice in cases where operational expediency requires and/ or with prior approval of the Department Head concerned.

Further, when there is a force majeure immediately preceding the holiday, it will have no bearing and qualified employees shall be entitled to holiday pay.

This policy shall take immediately and supersede practices inconsistent thereto.