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oThis handbook contains the Company’s policies, code of conduct, and employee benefits. It serves as a guide to promote a professional, respectful, and compliant workplace.EMPLOYEE HANDBOOK 2026 Edition Effective Date: August 1, 2026 Issued by: Human Resources Department
TABLE OF CONTENTSTABLE OF CONTENTS Welcome Message from Management About Achieve Without Borders Networks, Inc. Our Office Locations Company Policies and Benefits Leave Benefits Vacation Leave (VL) Sick Leave (SL) SSS Sickness Benefit Maternity Leave Shared Maternity Leave Paternity Leave (PL) Parental Leave for Solo Parents Special Leave for Women VAWC Leave Leave Without Pay (LWOP) HMO Benefit Annual Physical Examination (APE) Bereavement Assistance Salary Loan Allowable Purposes Loanable Amount Repayment Terms Government Salary Loans Communication Policy Work Hours and Overtime Authorization Voluntary Separation8 91 2 3 4 56 710 11 12 12 13 1314 15 16 18 1819 20 21 22 2425 ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC.
TABLE OF CONTENTSTABLE OF CONTENTS ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC. Company Code of Conduct Chart of Offenses Offenses Against Property of AWB Offenses Against Persons Offenses Against Company Interests Violations Against Health, Safety, and Security Regulations Work-Related Offenses Offenses Against Public Morals Employee Handbook Acknowledgment27 28 28 29 3031 3234 35
WELCOME MESSAGE FROM MANAGEMENT WELCOME MESSAGE FROM MANAGEMENT Welcome to Achieve Without Borders Networks, Inc. (AWB Networks). At AWB Networks, we believe that our people are our greatest strength. The Company’s success is made possible through the dedication, hard work, and teamwork of every employee. This Employee Handbook serves as your guide to the Company’s policies, workplace standards, and employee benefits. It is designed to help you better understand your responsibilities and support you throughout your journey with us We encourage you to read this handbook carefully and use it as a valuable resource. Together, let us continue to build a professional, respectful, and productive workplace where both our employees and the organization can grow and succeed. Thank you for being part of AWB Networks. _ Management 11ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC.
ABOUT AWB NETWORKSABOUT AWB NETWORKS 22ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC. WHO WE AREWHO WE ARE Achieve Without Borders Networks, Inc. (AWB Networks) is a premier IT value- added distributor specializing in wireless and wired internet solutions. We provide reliable connectivity technologies and networking products that help businesses and communities stay connected. Our extensive portfolio offers solutions for both indoor and outdoor environments, supporting connectivity requirements ranging from short-range coverage to long- distance network solutions exceeding 100 kilometers. Achieve Without Borders Networks, Inc. (AWB Networks) is a premier IT value- added distributor specializing in wireless and wired internet solutions. We provide reliable connectivity technologies and networking products that help businesses and communities stay connected. Our extensive portfolio offers solutions for both indoor and outdoor environments, supporting connectivity requirements ranging from short-range coverage to long- distance network solutions exceeding 100 kilometers. WHAT WE DOWHAT WE DO OUR COMMITMENTOUR COMMITMENT We are committed to delivering high- quality products, reliable service, and innovative technology solutions while fostering a culture of professionalism, collaboration, and excellence. Through continuous improvement and strong partnerships, we aim to empower our employees, partners, and customers to achieve sustainable growth and success. We are committed to delivering high- quality products, reliable service, and innovative technology solutions while fostering a culture of professionalism, collaboration, and excellence. Through continuous improvement and strong partnerships, we aim to empower our employees, partners, and customers to achieve sustainable growth and success. Wireless Networking SolutionsWireless Networking Solutions Wired Connectivity SolutionsWired Connectivity Solutions Fiber Optic TechnologiesFiber Optic Technologies Point-to-Point & Point-to-Multipoint Solutions Point-to-Point & Point-to-Multipoint Solutions Network Infrastructure ProductsNetwork Infrastructure Products Technical Support ServicesTechnical Support Services
1 MAKATI (HEAD OFFICE)MAKATI (HEAD OFFICE) Bangkal, Makati CityBangkal, Makati City +63 (19) 086 4042+63 (19) 086 4042 OUR OFFICE LOCATIONSOUR OFFICE LOCATIONS AWB Networks operates across key locations in the Philippines to support business operations, logistics, and customer service nationwide. 2 CEBU OFFICECEBU OFFICE Tipolo, Mandaue, Cebu City Tipolo, Mandaue, Cebu City (032) 401-1673 (032) 383-2798 (032) 401-1673 (032) 383-2798 3 DAVAO OFFICEDAVAO OFFICE Cabantian Rd., Buhangin Dist., Davao City Cabantian Rd., Buhangin Dist., Davao City 33ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC. (082) -291-7729(082) -291-7729
44ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC.COMPANY POLICIES AND BENEFITS COMPANY POLICIES AND BENEFITS
Type of Leave Entitlement Vacation Leave (VL) 5 / 10 / 15 working days Sick Leave (SL) 5 / 10 / 15 working days Maternity Leave 105 calendar days with full pay, plus 15 calendar days for solo mothers Shared Maternity Leave Up to 7 calendar days transferable to the father or an alternate caregiver Paternity Leave 7 calendar days with pay, for the first four (4) deliveries of the legitimate spouse Solo Parent Leave 7 working days per year Special Leave for Women 2 months (equivalent to 60 calendar days) with pay following surgery due to gynecological disorder VAWC Leave Up to 10 working days, extendible when necessary as determined by the court Leave Without Pay As approved, if no paid leave credits are available LEAVE BENEFITSLEAVE BENEFITS Achieve Without Borders Networks, Inc. (the “Company”) recognizes the importance of work–life balance and is committed to supporting the overall well- being of its employees. To achieve this, the Company provides different types of leave benefits that enable employees to rest, recover, and attend to personal and family responsibilities. This policy outlines the types of leave available to employees, consistent with the Labor Code of the Philippines and other applicable laws, and sets forth the guidelines for their proper availment and administration. 55ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC.
Years of Service Vacation Leave Credits ≥ 1 year and < 3 years 5 days ≥ 3 years and < 5 years 10 days ≥ 5 years 15 days All regular employees with at least one (1) year of service are entitled to vacation leave. Leave credits are granted based on length of service, as shown below: 2.1 VACATION LEAVE (VL)2.1 VACATION LEAVE (VL)LEAVE BENEFITS — DETAILED POLICIESLEAVE BENEFITS — DETAILED POLICIES How to Apply for Vacation Leave 1.Vacation leave may be used at any time of the year, subject to prior approval from the immediate manager. 2.Employees must first discuss their intended leave with their immediate manager. 3.After verbal approval, employees must submit a formal leave request within the following timelines: At least 1 week before for a 1–2 day leave. At least 1 month before for any leave spanning 3 or more consecutive days. These timelines are intended to help prevent disruption to operations. 4.If formal approval has not been received, employees are responsible for following up with their immediate manager to confirm the status of their request. Validity and Use of VL Credits 1.Unused VL credits may be carried over until March 31 of the following year. 2.Any unused credits beyond this date will be forfeited effective April 1. 66ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC.
Years of Service Vacation Leave Credits ≥ 1 year and < 3 years 5 days ≥ 3 years and < 5 years 10 days ≥ 5 years 15 days All regular employees with at least one (1) year of service in the Company are entitled to sick leave. The number of sick leave credits is based on tenure, as follows: 2.2 SICK LEAVE (SL)2.2 SICK LEAVE (SL)LEAVE BENEFITS — DETAILED POLICIESLEAVE BENEFITS — DETAILED POLICIES How to Apply for Sick Leave 1.Employees must inform both their immediate manager and the HR Department via SMS, call, or email as soon as possible, and no later than two (2) hours before the start of their work schedule. In case of an emergency (e.g., hospitalization or accident), notification may be made by a family member or representative. 2.Failure to notify as required may result in the absence being recorded as Leave Without Pay (LWOP) or Absence Without Official Leave (AWOL), unless a valid emergency reason is provided. 3.If the sick leave lasts more than two (2) consecutive workdays, a medical certificate issued by a licensed physician must be submitted. The certificate must include the diagnosis, the expected duration of illness, and confirmation of fitness to return to work. 4.Upon returning to work, employees must file their sick leave request in the HR/payroll system and attach any required supporting documents. Validity and Conversion of SL Credits 1.Sick leave credits are valid until March 31 of the following year. 2.Up to five (5) unused sick leave credits will be converted to cash and credited to the employee not later than May 31 of each year. 77ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC.
LEAVE BENEFITS — DETAILED POLICIESLEAVE BENEFITS — DETAILED POLICIESIf an employee has fully used all available company sick leave credits due to prolonged illness or injury, they may be eligible for the SSS Sickness Benefit. This is a daily cash allowance provided by the Social Security System (SSS) to qualified members who are unable to work for at least four (4) consecutive days, either due to hospital or home confinement. 3.Any additional unused sick leave credits beyond the five (5) convertible days must be used before March 31; otherwise, they will be forfeited effective April 1. 4.Sick leave is intended strictly for medical purposes and may not be used to extend vacation, offset tardiness, or substitute for other types of leave. Employee Responsibilities: Notify the HR Department within five (5) calendar days from the start of sickness or confinement. File the required SSS Sickness Notification online and submit supporting documents (e.g., medical certificate, confinement papers). Company’s Role: The Company will certify and assist in processing the employee’s SSS claim, in line with the latest SSS rules. Note: The rules and coverage of the SSS Sickness Benefit are determined by SSS and may change from time to time. The Company will comply with and apply the most current regulations SSS Sickness Benefit 88ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC.
4.3 MATERNITY LEAVE4.3 MATERNITY LEAVEEntitlement Childbirth (normal or cesarean): 105 calendar days with full pay. Miscarriage or emergency termination of pregnancy: 60 calendar days with full pay. Solo mothers: An additional 15 calendar days with full pay. Optional extension: Up to 30 calendar days without pay, upon request and approval. General Rules Maternity leave must be taken in one continuous and uninterrupted period. At least 60 days must be taken after delivery for proper recovery and child care. Leave may be split between prenatal and postnatal, but must not exceed the total entitlement. Deferment or postponement of maternity leave is not allowed. The Company provides maternity leave benefits to support the health, recovery, and family needs of female employees in cases of childbirth, miscarriage, or emergency termination of pregnancy. These benefits apply to every instance of pregnancy or delivery, regardless of frequency.LEAVE BENEFITS — DETAILED POLICIESLEAVE BENEFITS — DETAILED POLICIES 99ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC.
4.4 SHARED MATERNITY LEAVE4.4 SHARED MATERNITY LEAVE1010ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC.LEAVE BENEFITS — DETAILED POLICIESLEAVE BENEFITS — DETAILED POLICIES How to Apply 1.Notify HR of your pregnancy and expected delivery date as soon as possible. 2.File a formal maternity leave application at least three (3) weeks before the intended start date. 3.Submit the following documents to HR: A female employee entitled to maternity leave may allocate up to seven (7) days of her maternity leave benefits to the child’s father, regardless of marital status. If the father is absent, deceased, or incapacitated, the leave may instead be allocated to an alternate caregiver, such as a close relative or a live-in partner of the employee. Shared maternity leave is not applicable in cases of miscarriage or emergency termination of pregnancy. Medical certificate confirming pregnancy and expected delivery date. SSS Maternity Notification Form and supporting documents (if applicable). 4.For optional extension (up to 30 days): Submit a written request at least 45 days before the end of maternity leave. Attach a physician’s certificate confirming that the condition is related to pregnancy, delivery, or miscarriage. Available sick or vacation leave credits will be applied first; any remaining period will be recorded as Leave Without Pay (LWOP). To avail of this benefit, the following must be submitted to HR: 1.A written request from the female employee indicating the number of days to be shared and the name of the recipient. 2.A signed confirmation from the recipient accepting the allocation. 3.Supporting documents required to complete the process (e.g., proof of relationship or certification of the father’s incapacity, if applicable).
Entitlement Seven (7) working days with full pay for each of the first four (4) deliveries or miscarriages of the employee’s lawful wife. May be availed before, during, or within sixty (60) days after childbirth or miscarriage. Applies to all male employees, whether probationary or regular. 4.5 PATERNITY LEAVE (PL)4.5 PATERNITY LEAVE (PL) Paternity leave is granted to a married male employee to support his wife during childbirth, recovery, or miscarriage.LEAVE BENEFITS — DETAILED POLICIESLEAVE BENEFITS — DETAILED POLICIES A married male employee is entitled to paternity leave if: 1.He is employed at the time of childbirth or miscarriage. 2.He is living with his spouse at the time of childbirth or miscarriage. 3.He applies for paternity leave within a reasonable period from the expected delivery date. 4.His wife has given birth or suffered a miscarriage. How to Apply for Paternity Leave 1.Notify HR at least thirty (30) days before the expected delivery date of the spouse to allow proper scheduling and planning. 2.In cases of miscarriage or unexpected early delivery, the application may be filed immediately after the event. 3.Submit the following documents to HR upon return: Medical certificate confirming pregnancy and expected delivery date. SSS Maternity Notification Form and supporting documents (if applicable). 1111ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC.
4.6 Parental Leave for Solo Parents4.6 Parental Leave for Solo Parents4.7 Special Leave for Women4.7 Special Leave for WomenParental leave refers to paid leave granted to a qualified solo parent to enable the performance of parental duties and responsibilities where physical presence is required or beneficial to the child. Parental leave of not more than seven (7) working days every year shall be granted to solo parent employees provided that: 1.They have rendered at least six (6) months of service. 2.They have notified the HRD and filed their application at least three (3) days before the exact day of leave in the payroll system. 3.They have presented a valid Solo Parent Identification Card (SPIC) issued by DSWD. Parental leave shall be granted every year. In the event that parental leave is not availed of, said leave shall not be convertible to cash. 1212ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC.LEAVE BENEFITS — DETAILED POLICIESLEAVE BENEFITS — DETAILED POLICIES Validity and Conversion Paternity leave is not cumulative and not convertible to cash if unused. Must be availed within sixty (60) days from the date of delivery or miscarriage. Special leave for women refers to the paid leave granted to a female employee, allowing her to recuperate following surgery caused by gynecological disorders for a period of up to two (2) months. Any female employee, regardless of age and civil status, shall be entitled to this leave, provided she has complied with the following conditions: 1.She has rendered service of at least six (6) months in the last 12 months. 2.She has filed an application for special leave in the payroll system. 3.She has undergone surgery due to gynecological disorders as certified by a physician.
Female employees and/or their children who are victims of violence are entitled to a leave of up to ten (10) days with full pay. The said leave shall be extended when the need arises, as specified in the protection order issued by the barangay or the court. The leave benefit shall cover the days that the employee has to attend to medical and legal concerns. The employee must present a certification from the barangay chairman, barangay councilor, prosecutor, or Clerk of Court indicating that action relative to the matter is pending. The usage of the ten-day leave shall be at the option of the employee. In the event that the leave benefit is not availed of, it shall not be convertible into cash and shall not be cumulative. 1313ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC.4.8 Leave for Victims of Violence against Women and their Children (VAWC) 4.8 Leave for Victims of Violence against Women and their Children (VAWC)LEAVE BENEFITS — DETAILED POLICIESLEAVE BENEFITS — DETAILED POLICIES The employee shall file her leave at least seven (7) days from the expected date of surgery. Prior application of leave shall not be necessary in cases requiring emergency surgical procedure, provided that the immediate manager and HR are notified. The employee shall apply for leave in the payroll system upon returning to work This special leave shall be non-cumulative and non-convertible to cash. In case of prolonged sickness exceeding 2 months, the employee can use their sick leave. In the absence of sick leave, SSS Sickness benefit shall take place. 4.9 Leave Without Pay (LWOP)4.9 Leave Without Pay (LWOP) If an employee’s absence does not fall under any of the recognized types of leave, or if the applicable leave credits have already been exhausted, the absence shall be classified as Leave Without Pay (LWOP). How to Apply 1. The employee must file an LWOP application with HR at least three (3) days before the intended leave date. 2. In cases of emergencies or unforeseen circumstances, the employee must notify their immediate manager and HR at the soonest possible time and submit the LWOP application upon return to work. 3. Approval of LWOP is subject to the discretion of the immediate manager and HR, based on operational requirements.
STATEMENT OF POLICY To support the health and well-being of employees, the Company provides HMO coverage to eligible employees to help ensure access to quality healthcare services when needed. This benefit is provided in addition to mandatory government health coverage (PhilHealth). 5.1 HMO BENEFIT5.1 HMO BENEFIT Policy Provisions 1.Eligibility Employees become eligible for HMO coverage one (1) month after their date of hire Coverage is extended to employees as part of the Company’s commitment to their health and well-being. 2.Coverage HMO coverage may include outpatient consultations, hospitalization, emergency care, and other healthcare services, subject to the terms, conditions, exclusions, and benefit limits of the accredited HMO provider. 3.Premiums The Company shall fully shoulder the cost of the HMO premium for employees. 4.Plan Updates The Company reviews the HMO plan regularly to ensure it remains responsive to employee needs. Any updates to the provider or plan details will be communicated to employees in a timely manner. 1414ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC.
5.2 ANNUAL PHYSICAL EXAMINATION (APE) 5.2 ANNUAL PHYSICAL EXAMINATION (APE)HEALTH AND WELLNESS BENEFITSHEALTH AND WELLNESS BENEFITS STATEMENT OF POLICY The Company is committed to supporting the health and well-being of its employees. To help monitor overall wellness and detect health concerns early, the Company provides an Annual Physical Examination (APE) free of charge to eligible employees. Policy Provisions 1.Eligibility All employees with at least one (1) year of service are required to undergo the APE. 2.Administration The APE will be conducted through partner clinics, hospitals, or company-designated physicians arranged by HR. The Company shall cover the full cost of the prescribed examinations. 3.Scope of Examination The APE may include, but is not limited to, the following examinations: Physical Examination Complete Blood Count (CBC) Urinalysis Fecalysis Chest X-ray Additional tests may be provided as part of the Company’s wellness initiatives, subject to management approval. 4.Compliance Employees must complete all prescribed examinations within the schedule set by HR. Examination results shall be handled with strict confidentiality and in accordance with applicable data privacy laws and Company policies. Failure to comply without valid justification may be subject to appropriate administrative action in accordance with Company policy. 1515ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC.
5.3 BEREAVEMENT ASSISTANCE 5.3 BEREAVEMENT ASSISTANCEHEALTH AND WELLNESS BENEFITSHEALTH AND WELLNESS BENEFITSSTATEMENT OF POLICY The Company provides bereavement assistance to eligible employees to help ease funeral and related expenses in the event of the death of an immediate family member. This benefit is provided to support employees during times of loss. Policy Provisions 1.Assistance Amount Probationary Employees: ₱3,000.00 Regular Employees: ₱5,000.00 For purposes of this benefit, immediate family includes: Legal spouse Parents Children (biological, legally adopted, or legally recognized dependents) Bereavement assistance may be extended in special cases where the employee has been the legal guardian or primary caregiver of another dependent (e.g., sibling, grandparent, niece/nephew), subject to submission of required documentation and management approval. 1616ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC. 3.Process and Documentation Employees must submit the following documents to HR: Death Certificate of the deceased family member 2.Definition of Immediate Family
HEALTH AND WELLNESS BENEFITSHEALTH AND WELLNESS BENEFITSFor special cases, the following must also be submitted, in addition to the Death Certificate: Barangay Certification confirming that the deceased was under the employee’s care or support; or Affidavit of Guardianship or Affidavit of Support, duly notarized; or Adoption papers (for legally adopted children); or Court or DSWD documents establishing legal custody or guardianship 4. Approval and Release HR shall review all submitted documents, subject to final approval by Management. Approved bereavement assistance shall be released within twenty-four (24) hours, or on the next working day if the request is submitted outside business hours, upon complete submission of requirements and approval. 1717ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC.
Purpose Examples Required Documentation Medical Emergencies Hospitalization, emergency treatment, or sudden major illness of employee or dependent Medical certificate, hospital bill/SOA, prescription/ treatment order (if applicable) Eligibility Salary loans are available to regular employees. Employees are ineligible to apply if they are: On probationary status. Under a Performance Improvement Plan (PIP). Under suspension or with an active disciplinary case. With a record of serious or repeated policy violations. With an existing unpaid or unresolved Company salary loan With an Outstanding financial obligations to the company Allowable Purposes Salary loans are strictly for emergencies. They may be availed for the following purposes only and must be supported by valid documentation: STATEMENT OF POLICY The Company provides a salary loan to assist employees during urgent and unforeseen emergencies. This benefit is a form of company assistance, separate from government loan programs, and is subject to eligibility requirements, proper documentation, and Management approval. SALARY LOANSALARY LOAN POLICY PROVISIONS 1818ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC.
Funeral Expenses Burial/funeral costs of immediate family (as defined in the Bereavement Assistance policy) Death certificate and, when necessary, proof of relationship Calamity-Related Damages House/property damage caused by typhoon, flood, fire, earthquake, or other disasters Barangay/LGU certification, photos of damage, repair quotation Vehicle Repair Breakdown or accident of employee’s primary vehicle used for daily commute to work OR/CR, repair quotation or receipt Education- Related Urgency Expenses such as tuition or exam fees with immediate deadlines SOA or billing from school, official receipt Other Exceptional Cases Urgent situations not listed above but deemed reasonable by Management Written justification, supporting proof, subject to HR and Management approval TENURE MAXIMUM LOANABLE AMOUNT 6 months to less than 2 years Up to 1 month net salary 2 years and above Up to 2 months net salary Loanable Amount The maximum loanable amount is based on the employee’s current monthly net salary and length of service, as shown below:EMPLOYEE ASSISTANCE BENEFITSEMPLOYEE ASSISTANCE BENEFITS 1919ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC.
Loan Amount Repayment Period Mode of Payment ₱10,000 or less 3 to 6 months Deducted every 15th and 30th More than ₱10,000 6 to 12 months Repayment Terms Salary loans will be repaid through automatic salary deductions, as shown below: Repayment will begin on the next payroll cut-off following the release of the loan. Salary deductions shall be made in compliance with applicable labor laws and regulations and shall not reduce the employee’s net pay below the applicable statutory minimum, unless otherwise permitted by law. Employees may settle the loan in full before the scheduled end of the term. Any outstanding balance will be deducted in full from the employee’s final pay and/or separation benefits in case of resignation or separation. How to Apply 1.The employee must submit a formal request through the HR Department via email. 2.The application must include: a. A clear explanation of the purpose of the loan. b. Supporting documents required for the specific purpose (see Allowable Purposes table). c. Signed Authorization to Deduct.EMPLOYEE ASSISTANCE BENEFITSEMPLOYEE ASSISTANCE BENEFITS 3. HR will review the application within three (3) working days of submission to verify eligibility, completeness of documents, and alignment with policy. 4. Once verified, HR shall endorse the application to Management for approval. 5. Approved salary loans shall be released on the next payroll cut-off, unless earlier release is approved by Management for urgent cases. 2020ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC.
Government agencies like the Social Security System (SSS) and Home Development Mutual Fund (HDMF) offer different kinds of loans to paying members of the institutions. These loans are subject to interest defined by the specific agencies and have payment terms of two (2) years or less. The employee may apply for these loans through the agencies' online or manual platform. 1. Social Security System (SSS) The employee-borrower should have an online SSS account and must complete the disbursement account module. From there, he can already apply for either a salary or calamity loan which upon submission, SSS will notify the Company through an e- mail notification. The Company, through the HR Manager, will then certify if the member applying is an employee of the Company. The HR Manager will send an email notification to the employee-borrower of the certified loan and instructions for the deduction of the amortization. SSS will then evaluate the loan application and will send an e-mail notification to both the employee-borrower and Company if the loan is approved or not. Once approved, the employee-borrower should send a copy of the Statement of Account to the HR Manager for payroll deduction purposes. 2121ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC. Management Discretion While the Company aims to extend assistance whenever possible, approval of salary loan requests is not automatic. All applications are subject to eligibility verification, completeness of supporting documents, repayment capacity, existing salary deductions, financial obligations, and Management approval. The Company reserves the right to approve, adjust, or decline any application based on its evaluation. GOVERNMENT SALARY LOANSGOVERNMENT SALARY LOANSEMPLOYEE ASSISTANCE BENEFITSEMPLOYEE ASSISTANCE BENEFITS
COMMUNICATION POLICYCOMMUNICATION POLICY 2. Home Development Mutual Fund The employee-borrower should have a Loyalty Card with Disbursement Account. The employee-borrower has the option to apply through the online Virtual PAG-IBlG account, which will be certified by the HR Manager through an e- mail notification or manually by submitting the required documents to the nearest PAG-IBlG office. HDMF will evaluate the loan application and will send a notification to the employee borrower if the loan is approved or not. HDMF will then send a Statement of Account to the Company every month informing the Company of the processed loans for the month and the details of the amortization for payroll purposes.EMPLOYEE ASSISTANCE BENEFITSEMPLOYEE ASSISTANCE BENEFITS A new hire employee-borrower that has an existing government agency loan must communicate and send the latest Statement of Account to HR to continue the deduction of amortization of the loan. Upon resignation, the balance of the loan will be deducted from the resigned employee borrower's final pay and should be remitted to the agency the month after the resignation. – Offensive or profane language – Discriminatory, racist, sexist, or derogatory remarks – Harassment, bullying, or threats (including via chat, text, or email) Violations may result in disciplinary action under the Chart of Offenses. POLICY PROVISIONS Always maintain professionalism in all communication (verbal, written, electronic). Use respectful and courteous language at all times. The following are strictly prohibited: 1.Professional Conduct AWB Networks values clear, respectful, and professional communication as the foundation of a productive workplace. This policy establishes the standards for communication within the Company to ensure professionalism, confidentiality, and accountability. STATEMENT OF POLICY 2222ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC.
COMMUNICATION POLICYCOMMUNICATION POLICYUse professional and concise language; always include a clear subject line. Respond to work-related emails within 24 hours or the next business day. Acknowledge receipt of important messages when action is pending. Do not forward irrelevant, confidential, or non-work-related emails. 2.Email and Written Communication Employees must use official platforms (Google Workspace, Odoo, and other Company-approved systems) for all work-related communication. These channels must be used exclusively for business purposes. Personal mobile numbers may only be used for work matters if no company- issued line is available. 3.Use of Company Communication Tools Employees must safeguard sensitive, proprietary, and client information. Do not disclose internal or client-related information to external parties without written authorization. Discussions of work matters in public places should be avoided. All employees are required to comply with the Data Privacy Act of 2012 (RA 10173) and Company confidentiality agreements. Unauthorized disclosure of information is a serious offense and may result in disciplinary action, up to and including termination. 4.Confidentiality and Data Privacy Employees may not post, share, or disclose: 5.Social Media and Public Representation – Confidential or internal company information – Client details, or transactions – Photos or screenshots of workplace systems, chats, or emails Employees must not make negative, defamatory, or misleading statements about the Company, colleagues, or clients on social media. Any breach of this policy will be addressed in accordance with the Company’s Chart of Offenses. Penalties may range from verbal/written warning to suspension or termination, depending on the severity of the violation. 6.Consequences of Violation 2323ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC.
WORK HOURS AND OVERTIME AUTHORIZATION WORK HOURS AND OVERTIME AUTHORIZATION The Company is committed to optimizing employee productivity and promoting work-life balance by ensuring compliance with all provisions of the Labor Code of the Philippines regarding hours of work. Employees are required to complete all assigned duties efficiently and effectively within their regular, prescribed work schedule (as defined by their contract, whether standard or compressed). No work shall be performed or compensated outside of this scheduled time unless formally authorized by Management in advance. STATEMENT OF POLICY POLICY PROVISIONS Excess Work is defined as any time spent performing duties beyond the employee’s prescribed daily or weekly schedule. This includes working beyond the scheduled shift, or performing work on a designated rest day or legal holiday 1.Definition of Excess Work 2.Mandatory Authorization Protocol via HRIS (Odoo) To be eligible for compensation, all Excess Work must be necessary, requested by Management, and authorized prior to being performed. The employee must submit a formal Overtime Request through the Company's designated HR Information System (Odoo). Requests must detail the specific business necessity, the tasks to be completed, and the estimated duration. Requests submitted via Odoo require the sequential digital approval of both the Immediate Supervisor and the Human Resources Department to be considered validly authorized. The Odoo system record serves as the sole proof of approved authorization. Any work performed outside of the employee's prescribed schedule without prior, approved authorization documented in Odoo is considered unauthorized, voluntary, and unrequested by the Company. In such cases, the Company shall not be liable for any corresponding compensation or premium pay. 2424ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC.
2525ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC. VOLUNTARY SEPARATIONVOLUNTARY SEPARATION Compensation for authorized Excess Work shall be calculated based on the employee's contractual Basic Salary and shall adhere strictly to the premium rates required by the Labor Code of the Philippines. 3.Calculation of Compensation Employees must adhere strictly to their scheduled hours and the Odoo request protocol. Supervisors and Managers are responsible for effectively managing their team's workload and ensuring that this policy is strictly enforced to prevent unauthorized or unnecessary Excess Work. 4.Employee and Management Responsibility The Company values the contributions of its employees and recognizes that some may choose to resign for personal or professional reasons. This policy ensures that voluntary separation is handled in a fair, orderly, and legally compliant manner while protecting business continuity STATEMENT OF POLICY POLICY PROVISIONS Employees who decide to resign must submit a formal written resignation letter at least thirty (30) calendar days before the intended effectivity date. A shorter notice period may be accepted only with the written approval of Management. For managerial and critical positions, the Company may require a longer turnover period beyond thirty (30) days to ensure operational continuity. The specific duration will depend on the scope and complexity of the role and shall be confirmed in writing by Management. 1.Notice of Resignation Employees are required to complete a proper turnover of work, responsibilities, and accountabilities prior to the effectivity of their resignation. HR will issue a Clearance Form and Turnover Checklist, which must be completed and duly signed by all concerned departments. Final separation will not be processed without the completed clearance. 2.Turnover and Clearance
The last payroll payout will be withheld and consolidated into the employee’s final pay. Final pay will consist of the last salary, pro-rated 13th month pay, and any other benefits due under Company policy. Release of the final pay is subject to clearance and will be processed in accordance with DOLE regulations, generally within thirty (30) calendar days from the employee’s last working day. 3.Final Pay 2626ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC.
2727ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC.CODE OF CONDUCTCODE OF CONDUCT
2828ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC. All employees are expected to adhere to proper and acceptable office conduct to ensure the orderly operation of the Company and safeguard the rights, safety, and benefits of the entire workforce. As part of the management prerogative, the schedule of penalties outlined in the Chart of Offenses of this policy may be adjusted, either increased or decreased, based on mitigating and aggravating circumstances involved in the case. PROVISION STATEMENT OF POLICY 1.OFFENSES AGAINST PROPERTY OF AWB OFFENSES PENALTIES 1 Offensest 2 Offensend 3 Offenserd 1.1 Deliberately damaging or attempting to damage company/client property. DISMISSAL 1.2 Unauthorized use of Company materials, tools, machinery, equipment, or vehicles for personal profit gain or use. WRITTEN WARNING 10 DAYS SUSPENSION DISMISSAL 1.3 Robbery, theft, or pilferage or its attempt in any form from the Company or others within the Company premises. DISMISSAL (WITHOUT PREJUDICE OF FILING CRIMINAL COMPLAINT) 1.4 Improper or incorrect use or handling of materials, tools, vehicles, equipment, and others. WRITTEN WARNING 10 DAYS SUSPENSION DISMISSAL 1.5 Failure of employee-user to immediately report any damage or defect of Company equipment, vehicle, machine, and similar items. 2 DAYS SUSPENSION 10 DAYS SUSPENSION DISMISSAL 1.6 Failure to report loss of Company property. WRITTEN WARNING 5 DAYS SUSPENSION 10 DAYS SUSPENSION OR DISMISSAL CHART OF OFFENSESCHART OF OFFENSES
2.OFFENSES AGAINST PERSONS Offenses PENALTIES 1 Offensest 2 Offensend 3 Offenserd 2.1 Inflicting or attempting to inflict harm or injury to fellow employees. 30 DAYS SUSPENSION OR DISMISSAL (DEPENDING ON THE GRAVITY OF THE OFFENSE) 2.2 Threatening, intimidating, coercing, or harassing fellow employees that create hostile environment. 15 DAYS SUSPENSION 30 DAYS SUSPENSION DISMISSAL 2.3 Provoking or instigating a fight or fighting inside the Company premises. 15 DAYS SUSPENSION DISMISSAL 2.4 Making vicious, offensive, malicious, or disrespectful statements or use of discriminatory, demeaning and defamatory unacceptable language that prejudices co- employees whether face to face or via social media. 15 DAYS SUSPENSION 30 DAYS SUSPENSION DISMISSAL 2.5 Insulting or wilful disrespect on the honor of a supervisor or manager or improper conduct and acts of disrespect to visitors/guests. 15 DAYS SUSPENSION 30 DAYS SUSPENSION DISMISSAL 2.6 Making offensive statements or actions that constitute sexual harassment. DISMISSAL 2929ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC. OFFENSES AND CORRESPONDING PENALTIESOFFENSES AND CORRESPONDING PENALTIES
OFFENSES AND CORRESPONDING PENALTIESOFFENSES AND CORRESPONDING PENALTIES 3. OFFENSES AGAINST COMPANY INTERESTS Offenses PENALTIES 1 Offensest 2 Offensend 3 Offenserd 3.1 Soliciting or accepting any favor, money, gifts, or anything of value from anyone to perform an act prejudicial to the Company or as a condition for the performance of one’s duty or if such favor might influence the employee’s impartiality in performing his job. DISMISSAL 3.2 Misappropriation or malversation of Company funds regardless of amount. DISMISSAL 3.3 Unauthorized disclosure of Company’s classified information, trade secrets, or permitting or assisting any person in accessing such confidential information. DISMISSAL 3.4 Engaging, participating or involving oneself in any transaction, undertaking, or business enterprise where such engagement, participation, or involvement is in conflict with or improper or prejudicial to the interest of the Company. DISMISSAL 3.5 Soliciting or collecting contributions, money, or material objects, for any purpose not sanctioned by the Company WRITTEN 5 DAYS SUSPENSION 10 DAYS SUSPENSION OR DISMISSAL 3030ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC.
OFFENSES AND CORRESPONDING PENALTIESOFFENSES AND CORRESPONDING PENALTIES 4.VIOLATIONS AGAINST HEALTH/SAFETY/SECURITY REGULATIONS Offenses PENALTIES 1 Offensest 2 Offensend 3 Offenserd 4.1 Assisting any non-employee to enter the Company premises without due permission from his superior / Unit Head. 5 DAYS SUSPENSION 10 DAYS SUSPENSION DISMISSAL 4.2 Unauthorized possession or carrying of deadly weapons explosives inside Company premises. DISMISSAL 4.3 Unauthorized entry to any restricted area designated by the Company. WRITTEN WARNING 5 DAYS SUSPENSION DISMISSAL 4.4 Acts creating or contributing to unsanitary conditions. WRITTEN WARNING 5 DAYS SUSPENSION DISMISSAL 4.5 Failure or refusal to comply with medical requirements. WRITTEN WARNING 5 DAYS SUSPENSION DISMISSAL 3131ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC.
5. WORK-RELATED OFFENSES Offenses PENALTIES 1 Offensest 2 Offensend 3 Offenserd 4th Offense 5th Offense 5.1 Gross negligence in the performance of duties and responsibilities resulting to: a. Serious losses or disruption of operations b. Serious reputational damage to integrity of AWB whether or not said damage results to actual financial losses 12 - 30 DAYS SUSPENSION OR DISMISSAL (DEPENDING ON THE GRAVITY OF THE OFFENSE) 5.2 Wilful disobedience or refusal without valid, justified reason to comply with or obey official, lawful order to carry out assigned duties or works. 5 DAYS SUSPENSION 15 DAYS SUSPENSION DISMISSAL 5.3 Failure to comply with standard operating procedures and established practices. WRITTEN WARNING 2 DAYS SUSPENSION 5 DAYS SUSPENSION 10 DAYS SUSPENSION DISMISSAL 5.4 Leaving work assignment or Company premises during working hours without permission or approval of the immediate head. WRITTEN WARNING 5 DAYS SUSPENSION 10 DAYS SUSPENSION OR DISMISSAL OFFENSES AND CORRESPONDING PENALTIESOFFENSES AND CORRESPONDING PENALTIES 3232ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC.
5.5 Sleeping during work hours WRITTEN WARNING 3 DAYS SUSPENSION 5 DAYS SUSPENSION 10 DAYS SUSPENSION DISMISSAL 5.6 Failure to wear the prescribed dress code ORAL REPRIMAND WRITTEN WARNING 5 DAYS SUSPENSION 10 DAYS SUSPENSION 5.7 Submission of falsified time record or non- compliance to daily attendance monitoring requirement thru biometrics 6 DAYS SUSPENSION 12 DAYS SUSPENSION DISMISSAL 5.8 Absence Without Official Leave 5 DAYS SUSPENSION 15 DAYS SUSPENSION DISMISSAL DISMISSAL 5.9 Habitual tardiness (5 times tardiness within a month or accumulated tardiness of 60 minutes within a month). WRITTEN WARNING 5 DAYS SUSPENSION 10 DAYS SUSPENSION DISMISSAL 5.10Abuse of break time in excess of authorized break period ORAL REPRIMAND WRITTEN WARNING 5 DAYS SUSPENSION 10 DAYS SUSPENSION 5.11Abandonment of work or 3 days of consecutive absence without any advice or notice to immediate supervisor or HR DISMISSAL OFFENSES AND CORRESPONDING PENALTIESOFFENSES AND CORRESPONDING PENALTIES 3333ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC.
6. OFFENSES AGAINST PUBLIC MORALS Offenses PENALTIES 1 Offensest 2 Offensend 3 Offenserd 6.1 Immoral conduct or indecency or any scandalous act inside Company premises. 15 DAYS SUSPENSION DISMISSAL 6.2 Engaging in malicious gossip or rumor-mongering. WRITTEN WARNING 15 DAYS SUSPENSION DISMISSAL 6.3 Reporting for work or loitering inside Company premises under the influence of liquor or intoxicating drinks and/or drugs. 15 DAYS SUSPENSION DISMISSAL 6.4 Bringing or attempting to bring into Company premises alcoholic beverages except if the purpose is for Company- authorized occasions. WRITTEN WARNING 15 DAYS SUSPENSION DISMISSAL 6.5 Drinking alcoholic beverages during working time and inside Company premises, except on Company authorized occasions. 15 DAYS SUSPENSION DISMISSAL 6.6 Possessing or using narcotics or prohibited drugs inside Company premises. DISMISSAL 6.7 Gambling in any form, promoting or assisting gambling operators, betting, lottery, or any game of chance within Company premises. 7 DAYS SUSPENSION 15 DAYS SUSPENSION DISMISSAL 6.8 Engaging or playing any game of skill (i.e., chess, dama, etc.) or mobile application games during work hours. WRITTEN WARNING 2 DAYS SUSPENSION 10 DAYS SUSPENSION OR DISMISSAL 6.9 Engaging in disorderly conduct (i.e., horseplaying, scuffling, shouting or throwing things or similar behavior) and making insulting jokes or pranks to co-employees or supervisors. WRITTEN WARNING 5 DAYS SUSPENSION DISMISSAL OFFENSES AND CORRESPONDING PENALTIESOFFENSES AND CORRESPONDING PENALTIES 3434ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC.
I, ______________________________, acknowledge that I have received a copy of the Employee Handbook of Achieve Without Borders Networks, Inc. I understand that this handbook contains the Company’s policies, guidelines, procedures, workplace standards, and employee benefits. I acknowledge that it is my responsibility to read, understand, and comply with the provisions outlined in this handbook. I understand that this handbook is intended as a guide and does not create a contract of employment, express or implied. I further understand that the Company reserves the right to review, modify, amend, or update any policy, guideline, or provision in this handbook at any time, subject to applicable laws and regulations. Any updates will be communicated through official Company channels. Should I have any questions or require clarification regarding any policy, I understand that I may coordinate with the Human Resources Department. By signing below, I confirm that I have read and understood this acknowledgment. Employee’s Full Name: ___________________________ Employee’s Signature: ___________________________ Date: ___________________________ Note: A signed copy of this acknowledgment shall be retained in the employee’s 201 file. EMPLOYEE HANDBOOK ACKNOWLEDGEMENT EMPLOYEE HANDBOOK ACKNOWLEDGEMENT 3535ACHIEVE WITHOUT BORDERS NETWORKS, INC.ACHIEVE WITHOUT BORDERS NETWORKS, INC.
THANK YOU! This Employee Handbook serves as your guide to understanding the company's policies, workplace standards, employee benefits, and your roles and responsibilities as a valued member of our organization. It is designed to provide you with the information you need to navigate your employment with confidence and to help ensure a consistent, fair, and productive work environment. At AWBNI, we are committed to fostering a workplace built on integrity, professionalism, teamwork, mutual respect, and continuous growth. We believe that our people are our greatest asset, and by working together with a shared commitment to excellence, we can achieve both individual success and the continued growth of the company. We encourage you to familiarize yourself with the contents of this handbook and refer to it whenever guidance is needed throughout your employment. TOGETHER, WE ACHIEVE WITHOUT BORDERS NETWORKS, INC.Together, let us continue to uphold our values, embrace innovation, work collaboratively, and deliver excellence every day as one AWB Networks teamhrad@achievewithoutborders.com+63 (19) 086 4042Unit 1102 Global Tower Gen. Mascardo cor. M. Reyes Sts., Bangkal, Makati City, Philippineswww.awbnetworks.com IMPORTANT REMINDERSOur vision and values, conversations, standards, and instruments guide our endeavors.Employees' code of conduct, workplace environment, benefits, and professional behavior.Comprehensive employee benefits, welfare programs, and support services.Commitment to maintaining a safe and healthy workplace in compliance with Philippine labor laws. For questions or clarifications about any policy or procedure in this handbook, please reach out to the Human Resources Department.