JANTZEN INTERNATIONAL FASHION Co. Ltd. Inc.

• Technical Support: Quality Control Department
• Staff:
• Staff: Quality Control Personnels will check the Raw Materials to determine if the quality is

Code of Conduct  Objectives of the Code of Conduct To provide both of the employees and the management of Jantzen International Fashion Co. Ltd. Inc., a guideline which must be observe in able to eliminate misunderstanding in official business transactions. This Code of conduct is instituted to create a positive work environment wherein there is equity, teamwork, trust and respect between the company and its employees. The establish policies and procedures shall serve as a basis to impose a uniform, appropriate and unbiased sanction for every violation committed. Employees who shall commit offense which are grave in nature shall undergo due process that will enable him/her to confute the complaint against him/her.   Classifications and Corresponding Penalties of Offenses Class A 1st Offense - Verbal Warning     Minor Offenses 2nd Offense - Written Warning    3rd Offense - 2nd Written Warning    4th Offense - Final Written Warning    5th Offense - Termination  Class B 1st Offense - Written Warning            Less Serious Offense 2nd Offense - Final Written Warning 3rd Offense - Termination Class C 1st Offense - Final Written WarningSerious Offense 2nd Offense - Termination Class D 1st Offense - TerminationGrave Offenses Definitions of Corrective ActionsVerbal Warning - It is defined as an oral reprimand in which an employee is reminded that repetition of the same offense may result to more serious sanctions.Written Warning - An action wherein an employee is informed through a written memorandum regarding his/her unacceptable conduct.Termination - It is the complete separation of an employee from the company due to offenses which affects the interest of the company and/or co-employees.Administrative Investigation ProcedureFor minor and less serious offenses, immediate supervisor shall talk to the concern employee upon the discovery of the offense committed in private and shall give the employee a chance to verbally explain his/her side. If the immediate superior was convinced by the verbal explanation he/she shall issue a verbal warning to the employee that repetition of such offense might result to much severe sanction. But if the employee does not prove innocence immediate supervisor shall inform the HR Department regarding the incident.While for serious and grave offenses, immediate supervisor shall request for a Violation Report Form (VRF) upon the discovery of the offense. After the submission of the Violation Report Form to the HR Department the employee involved will be given a chance to explain his/her side through written explanation. Moreover, if the employee committed a violation which is subjected for dismissal but he/she was able to convinced the company of his/her ingenuousness the said employee shall be allowed to continue his/her work but under the strict supervision of immediate supervisor.  I. ATTENDANCE POLICY CLASS A – MINOR OFFENSESA – 1 Tardiness of at least 3 times a month or an accumulated tardiness of at least 48 minutes within a month without notification in advance to immediate superior. A – 2 Habitual Absenteeism or committing two (2) unexcused absences within a month without notification in advance to immediate superior and HR department. A – 3 Committing more than two (2) excused tardiness during the training period (for trainees).  A – 4 Extending approved vacation leave without prior notice to the management (for regular employee).A – 5 Borrowing of proximity card from co-employees. CLASS B – LESS SERIOUS OFFENSESB – 1 Failure to advice immediate superior during unscheduled or emergency leaves.B – 2 Application of sick leave not supported by a medical certificate from an accredited hospital of the company.B – 3 Unauthorized extension of break time or over break.B – 4 Unauthorized under time or leaving place of work before official end of the shift without approval from direct superior.B – 5 Loafing, loitering, or leaving work area temporarily during work hours, without prior permission.B – 6 Failure to report for overtime work after having agreed to work, without a valid justifiable reason.B – 7 Unauthorized change of time schedule CLASS C – SERIOUS OFFENSES C – 1 Extension of leaves despite denial of request to extend leave was not approved by the management.C – 2 Committing 2 consecutive absences during training period (for trainees only).C – 3 Deliberately logging-in or logging-out for another employee; requesting an employee to log-in or log-on his behalf. CLASS D – GRAVE OFFENSES D – 1 Absence without official leave, acquiring three (3) days absences without proper notification to immediate superior. II. OPERATIONAL STANDARDS AND PROCEDURES POLICY  CLASS A – MINOR OFFENSES A – 6 Having unnecessary conversations with co-workers during work time.A – 7 Bringing of mobile phones or any electronic gadget inside the workstations.A – 8 Entering unauthorized or restricted area inside the company.