COMPANY INFORMATION

Company History
Aroma Cafe was created by a husband and wife team – Anastasia and Joseph
Aroma – whose inspiration was born out of their experience of specialty coffee brands
in their hometown of Batangas. They had been living in Batangas for years.

 1998

Aroma Cafe opens in Lipa City Batangas.

 2001

Aroma Cafe opens in Ema Town Center, Meycauyan Bulacan.

 TODAY
Today, Aroma Cafe offers superior quality coffees and also cakes in multiple forms, by sourcing
the best quality coffee beans and tea leaves in the Philippines, adhering to strict high-quality and
taste standards, and controlling product quality through its unique direct store delivery selling and
merchandising system. Aroma is committed to strategically growing its business through many
channels while maintaining the extraordinary quality of its coffees and teas. Aroma Cafe continue
operating, with over 20 stores countrywide.

1
 COMPANY PROFILE

Aroma Café’s success depends on our people. Our cafeteria can only prosper and
provide opportunities for employment and growth when we continually improve
ourselves, and the work we do.
We recognize however, that success is not measured by sales; guest counts, and
numbers alone. We are measured as much by the way in which we achieve our goals, as
we are by the actual achievements themselves. We believe that a commitment to
uncompromising values and integrity should always guide our decisions and actions as
we pursue our goals.

2
THE SECRETARIAL

Ms. Angelica T. Edades, DBA

General Manager
Graduated at University of the East
 Provide visionary and strategic leadership for the organization.
 Hire, train, and terminate employees.
 Owner of Aroma Cafe

Ms. Jacqueline Livid, MBA

Financial Manager
Graduated at Pamantasan ng Lungsod ng Maynila
 Monitor and control the flow of cash receipts and disbursements.
 Summarize and forecast on the state of the company's financial
affairs.

Ms. Ara Mae Polo

Food Service Manager
Graduated at Far Eastern University
 Oversee the day-to-day operations at cafeterias and other places that
serve and prepare food and beverages.
 Plan for and purchase food for food service program.
 Ensure food in storage meets adequate levels of nutrition and
sustenance.

3
 Ms. Gielina B. Tolentino, MBA
Graduated at New Era University
Store Manager
 Responsible for managing the day-to-day store operations,
 Maintaining high store standard and conditions, and fostering a positive environment

Mr. Clyde Tyrone Reyes

Graduated at New Era University
Supervisor
 Overseeing Operations

4
ORGANIZATIONAL CHART

5
 COMPANY MISSION, VISION, GOAL AND OBJECTIVES

Our Mission
• To set and maintain the highest standard of quality and ethics in everything we do.
• To provide perfect, delicious coffee products and excellent, reliable services to our customers.
• To earn the trust of our customers, employees, partners and our community and to contribute to
good development and prosperity.
• To inspire and to connect people.
Our Vision
• To be established and trusted as the perfect coffee business partner.
• To be a leader in innovation, service and quality.
• To be among the most admired and respected companies in our industry.
• To be the leader in our markets.
Our Goals and Objectives
At Aroma Cafe, we aspire for quality, character and excellence in all we do.

• Product – We aim to serve the best quality and most interesting varieties of coffees, teas, espresso
drinks and accompaniments at all times to everyone.
• Service – We strive to treat our customers respectfully as our guests; we intend to offer our guests
service that is prompt, efficient, friendly, and relaxed.
• Atmosphere – We will provide a pleasant, welcoming environment, and will maintain a clean and
attractive coffee house at all times.
• Work Environment – We want Aroma Cafe to be a great place to work. We aim to create a positive,
respectful workplace and to empower our staff to be themselves and to achieve their fullest
potential.

6
JOB SPECIFICATION AND DESCRIPTION

All duties are as follows but not limited to.

 GENERAL MANAGER (P40,000 - P45,000)

Job Description
 To manage the Café and optimize profit, whilst remaining consistent with its green ethos and
community focus. To collaborate with the Store Manager, providing administrative and
general support, outside busy periods and perform certain management duties in her absence.

Key accountabilities for the café administration

 To work in close relationship with the Store Manager
 To develop and manage relationships with customers, staff and suppliers.
 To train and manage café staff.
 To manage all aspects of the daily running of the Café including some food preparation,
restocking and delivery of goods to the café in liaison with the Shop Manager, ensuring
its smooth running and proper administration.
 Provide reports on request and liaise with the accountant as necessary, including
contributing to the preparation of the annual tax return for the Café and maintenance of
the appropriate records, reports and annual returns.
 Prepare information for the payroll to pass to the Payroll administrator.
 To contribute to the successful implementation of new cafe developments.

 FINANCIAL MANAGER (P35,000 - P39,000)

General Responsibilities

Provide support to Operations group, through information analyses (e.g. current processes, actual
performance vs. budget and prior year, budget, etc.), preparation of operational data/analyses for
publication to various constituents throughout company (Management, Sales, Product Management,
Operations, etc.) who rely on/benefit from the information to make informed business decisions.
Primary responsibilities will include assisting Operations team in the Monthly Operations Review,

7
 identification of areas for cost reductions and operational improvements, annual budget process,
periodic forecasting, and periodic analysis of operations performance.

Specific Responsibilities:

 Direct the organization's financial goals, objectives, and budgets.

 Implement the organization's guidelines on a day-to-day basis.
 Preside over quality control.
 Hire, train, and terminate employees.
 Develop and implement strategies and set the overall direction of a certain area of the
company or organization.
 Oversee the investment of funds and manage associated risks, supervise cash management
activities, execute capital-raising strategies to support a firm's expansion, and deal with
mergers and acquisitions.
 Provide visionary and strategic leadership for the organization.

 Direct staff, including organizational structure, professional development, motivation,

performance evaluation, discipline, compensation, personnel policies, and procedures.

 FOOD SERVICE MANAGER(P28,000 - P30,000)

Job Description

 Oversee the day-to-day operations at restaurants and other places that serve and prepare
food and beverages.
 Plan for and purchase food for food service program.
 Ensure food in storage meets adequate levels of nutrition and sustenance.
 Maintain required records including food production, inventory, income/expense, meal
counts and personnel records.
 Ensure program follows proper sanitation procedures.
 Preside over food service employees, including cooks, food preparers, cashiers, and other
employees.
 Ensure safety standards are maintained while food is being cooked.
 Prepare and serve the food.
 Respond to customer preferences and complaints.
 Set prices for each product on menu.
 Purchase and maintain equipment, including refrigerators, stoves, and microwaves.
 Ensure dining experience is satisfactory.
 Direct the cleaning of the dining area and kitchen including the utensils.
 Keep records of supplies and purchases

8
 Knowledge and Abilities of:

Knowledge of:

 Meal production, planning and scheduling.

 Nutrition, sanitation, operation regulations and requirements and use and care of institutional
equipment and utensils.
 Procedures used in ordering, receiving, storing and inventorying food and supplies.
 Health and safety rules and regulations pertaining to food establishments including sanitation
and maintenance regulations.
 Budget preparation, control and record-keeping techniques.
 Principles and practices of supervision and training.
 Oral and written communication skills.

Ability to:

 Manage and coordinate the day-to-day food service operation.

 Train others in the preparation and serving of food in large quantities.
 Read, interpret, apply and explain rules, regulations, policies and procedures.
 Analyze situations accurately and adopt an effective course of action.

 STORE MANAGER (P20,000-P25,000)

Job Description
The Store Manager is responsible for maintaining the store in order to ensure residents and
visitors have access to necessary supplies and accommodations.
Responsibilities
 Recruiting employees for the store is the store manager’s prime responsibility.
 The store manager must make sure his store is meeting the targets and earning profits.
 The store manager is responsible for maintaining the overall image of the store.
 One of the major responsibilities of the store manager is to make the customers feel safe and
comfortable in the store. It is his key responsibility to make sure that the customer leaves the
store with a pleasant smile.
Service:
 Is the Role Model for outstanding service and “owner” of the service initiative at his/her store.
 Pro-active in solving customer problems and satisfying customers in various situations.
 Ensures that all team members are committed to and demonstrate our Guiding Principles and
House Rules.

9
  Ensures that all team members provide customers with efficient, friendly, superior service on a
consistent basis.
 Consistently monitors, coaches and encourages team members to meet the Company’s service
standards.

 SUPERVISORS (P18,000 - P19,580)

A. Opening Supervisors
(The supervisor is not expected to physically do ALL this, rather do some of it and supervise
others to be sure it is all completed)

1. Done by 7:00am (or 8am on Sunday):

Standard procedures for opening team – turn on oven, grill, toaster, soup warmer,
espresso machine, lights (Display coolers too), check bathrooms, brew coffee, creamers, ice
water, ceiling and floor fans, rugs down, doors open, umbrellas, open sign on, music, cash
drawers, pastry display, check tables and dining area (clean).

2. Done by 9:00am (or 10am on Sunday):

 Baking.
 Check for special orders.
 Clean and stock dessert display case. Check all backups.
 Review/Assign/monitor side work for staff on eraser board.
 Review staff and schedule/Assign breaks and rotation.
 Walk entire front of house to see if everything is presentable, clean and stocked.
 Check that all staff is in uniform and good hygiene.

3. By 11:45am – recheck that all items above have been completed.

Monitor and ensure quick friendly customer service and a clean dining area.
4. By 2:00pm – note on checklist items to communicate with closing or afternoon supervisor
(any special orders, staffing assignments, unusual occurrences, low stock, need to do,
86’d, need to order etc.).
5. Before clocking out
 Clean up/wipe down all side work areas and items.
 Dining room as clean and organized as possible.
 Take all dirty rags to laundry and replace with clean ones.
 Stock Barista cooler.
 Settle any open orders.
 Speak with new supervisor.
 Clock out.
6. Note, sign and date Supervisor check list.

10
 B. Closing Supervisors
(The supervisor is not expected to physically do ALL this, rather do some of it and supervise
others to be sure it is all completed)
1. Done in first hour of shift:
 Communicate with morning supervisor before they go home.
 Check for special orders/86 board.
 Review/Assign/Monitor side work for staff on eraser board.
 Quick check of kitchen prep for dinner (breads out, units stocked etc.).
 Review staff and schedule/Assign breaks and rotation.
 Walk entire front of house to see if everything is presentable, clean and stocked.
 Check that all staff is in uniform and good hygiene.
2. Throughout your shift:
Monitor and ensure quick friendly customer service and a clean dining area.
3. Started by 7:00 pm and should be done by 9:00 pm:
 Write staff names and beginning side work jobs for the next day (transfer any items
undone).
 Muffins and pastries put away with parchment paper in between.
 Dining room windows closed.
 Counters out front have been wiped down.
 Garbage is taken out.
 Check all 3 bathrooms (sweep, mop, clean, restock).

Job Specifications
 Thorough knowledge of Food & Beverage outlet operations including foods, beverages,
supervisory aspects, service techniques and guest interaction.
 Considerable skill in math and algebraic equations using percentages.
 Ability to walk, stand, and/or bend continuously to perform essential job functions.
 Ability to communicate in English, both orally and in writing, with guests and employees,
some of whom will require high levels of patience, tact, and diplomacy to defuse anger
and to collect accurate information and to resolve problems.
 Ability to work under pressure and deal with stressful situations during busy periods. •
Ability to accomplish necessary tasks on a computer.
 Meet governmental regulations dealing with the sale of alcoholic beverages.
 Meet governmental health requirements.
 Knowledge of food and beverage operations and products, basic drink service and
supervisory knowledge.

NO PRIOR EXPERIENCE REQUIRED. PRIOR HOSPITALITY EXPERIENCE PREFERRED.

11
 CASHIER AND SERVICE (P17,500 - P18,000)
Job Description
 Always greet customers with a friendly smile and greeting as they approach the counter
even if they are not yet ready to order, simply to acknowledge that you are ready to answer
questions and take their order when they are ready.
 Check all displays for cleanliness and organization.
 Check that price tags and labels are visible and correct.
 Keep display cases full at all times.
 Use symbols for tracking orders as it begins to get busy.
 Use notes to add customer names for take-out orders.
 Always tell the customer thank you and to have a nice day at the end of a transaction.
 Never leave the cash drawer open unattended.
 Feel free to call a kitchen staff person to help describe items that you may need help with.
 Brew coffee as needed but coordinate with the manager to brew less as you approach
closing time.
Job Specification
 Must be a graduate of any 2 or 4 year course.
 Must have at least experience working as a store cashier.
 Knowledge in basic mathematics.
 Must be highly motivated and must be keen to details.
 Must be trustworthy and have pleasing personality.
 Ability to operate all equipment necessary to perform a job.

 BARISTA (P13,000 – P15,000)

Job Description
 Keep counters free of grounds and spills at all times.
 Always empty group/espresso handles immediately after making drinks in preparation for
the next order and place back onto the machine to stay warm.
 Check all supplies to be full and ready (especially dairy).
 Make eye contact with customers as you put up their drinks.
 Always repeat what the drink is as you put it up for pick up.
 Never yell out drink orders loudly.

12
  If a drink is sitting without pick up walk to the end of the counter and calmly repeat the drink
name as the customer may have walked away.
 Place drinks on the counter for pick up rather than handing them to customers, to avoid spills
and possible burns.
 Remember cup sleeves and lids.
 Always use a thermometer when steaming milks and stay between 150 and 160 degrees.
 When it is extremely busy it is okay to pull shots slightly ahead of time in order to build
drinks quickly (not more than 5 minutes).
 Never leave dirty towels in customer view and change dirty rags for clean ones regularly.
 Always keep one wet towel on top left of machine for steam wand wiping only. Wipe steam
wand immediately after each use.
 Be ready to make drinks per customer’s requests (dry, lots of foam, wet, extra hot etc.).
 Always stab tickets when orders are complete and not before.
Job Specification

 Good previous experience in similar type of post

 Ability to prepare a range of specialty coffees
 Current Basic Food Hygiene certificate
 Ability to serve coffee in an attractive manner
 Possess knowledge of specialty coffees and awareness of new trends
 Ability to prepare coffee bar for daily service

 KITCHEN STAFF (P10,650 – P12,000)

Job Description
 Keep kitchen clean at all times.
 Always put all food and equipment back in the same position as you are working in order to not
clutter the station.
Think ahead and continue to stock all foods in order to be ready for business.
 When orders are complete call them out by symbol name and ring the bell, if there is no symbol
call item names, not cashier names.
 Always tell cashier or manager if you will leave the kitchen to work at storeroom or go to the
bathroom etc.
 Always check printer for tickets immediately when you return.

13
  Always stab tickets when orders are complete.
 Change knife sanitizing water often.
 Ask for help before you get too behind when many orders come in.
 Use kitchen checklist when closing station.
 FIFO, always rotate stock first in first out.

Job Specification

 Basic Health and Safety

 Good previous experience of similar type of post
 May be required to do basic food preparation (e.g. vegetable preparation)
 Knowledge and experience of hygiene requirements of the department
 Good understanding of the use and cleaning of kitchen equipment
 Ability to accept and carry out reasonable instructions

 DISHWASHER (P9,500 - P10,000)

Job Description
 Maintain sanitary three bay sink system as posted above sinks (wash, rinse, sanitize).
 Do not leave sharp objects in sink water.
 Maintain clean bus bins and cart.
 Rotate clean dishes and utensils back into service and storage areas.
Job Specifications
 Knowledge of basic sanitary guidelines.
 Can operate dish machines to company and manufacturer specifications.
 Knowledge of basic dish machine operations.
 Comprehensive understanding of the English language.
 Must possess a positive attitude and work well with other team members
 Must be able to work unsupervised
 Must be able to communicate clearly with managers, kitchen and dining room pers
onnel. Be willing to follow direction and ask questions for clarification if needed.

14
 JANITOR (P7,000 - P8,000)
Job Descriptions
 Cleans and services restrooms.
 Sweeps, vacuums, and mops floors and stairways. Gathers and disposes of rubbish and
waste materials by hand or with the use of powered equipment.
 Makes rounds of buildings and grounds at regular intervals at night; inspects doors,
windows, and locks to see that they are properly and securely fastened; answers night
telephone and doorbells.
 Locks and unlocks buildings.
 Observes appearances and conditions of premises and equipment; reports needed
repairs, safety hazards, or conditions requiring outside vendor services.
Job Specifications
 Knowledge of standard methods, practices, tools, and equipment of the janitorial
service. Knowledge of occupational hazards and safety rules.
 Ability to follow instructions.
 Ability to operate and use janitorial tools, equipment, and supplies such as floor buffers,
vacuum cleaners, and cleaning compounds and solutions.

 Other Service/Runners
 Always bring napkins and utensils with food deliveries.
 Be sure to bring symbols back once all food is delivered.
 Wipe tables and pick up stray garbage as you walk the dining room.
 Periodically check bathrooms for cleanliness.
 Periodically check condiment hutch for supply stock and cleanliness.
 Crumb couches and chairs.
 Return magazines to rack and papers to side tables. .
 Clean display cases, doors and entrance foyer.

15
EMLOYMENT POLICIES AND PRACTICES

VOLUNTARY AT-WILL EMPLOYMENT

Employment with the Aroma Cafe is voluntarily entered into, and you are free to resign at will
at any time, with or without cause. Similarly, the Company may terminate the employment relationship
with you at any time, with or without notice or cause, so long as there is no violation of applicable for
state law. Policies set forth in this Handbook are not intended to create a contract with you and should
not be construed to constitute contractual obligations of any kind. Nor is this Handbook a contract of
employment between the Aroma Cafe and any of its employees. The provisions of this Handbook have
been developed at the discretion of the company President and, except for its policy of employment-at-
will, may be amended or cancelled at any time. These provisions supersede all existing policies and
practices and may not be amended or added to without the express written approval of the company
President.

EQUAL EMPLOYMENT OPPORTUNITY

It is a fundamental policy of Aroma Cafe not to discriminate on the basis of race, color, religion,
sex, national origin, age, handicap or disability, with respect to recruitment, hiring, training, promotion
and other terms and conditions of employment
It is the policy of this Company to base decisions on employment solely upon an individual's
qualifications and availability relating to the requirements of the position for which the individual is
being considered. The Company will recruit, hire, and promote the best-qualified persons for all jobs
without regard to race, color, religion, gender, sexual orientation, marital status, national origin, age,
handicap or disability.
The Company will ensure that all personnel actions such as compensation, benefits, transfers,
layoffs, Company-sponsored training, promotions, terminations and disciplinary actions are applied
equally.

(Presidential Decree No. 442 Art. 3. Declaration of Basic Policy. The State shall afford protection to labor, promote full
employment, ensure equal work opportunities regardless of sex, race or creed and regulate the relations between workers
and employers. The State shall assure the rights of workers to self-organization, collective bargaining, security of tenure,
and just and humane conditions of work.)

16
RECRUITMENT AND SELECTION PROCESS
This section describes the Aroma Cafe's general hiring policies and practices.

When hiring employees the Company follows the following guidelines:

1. The manager will post a job announcement on the Aroma Cafe corporate website.
Employees who wish to apply for the open position may submit a resume via the online website
application. All interested employees will be given the opportunity to interview for the position.

2. In addition to the job posting, the manager and company president will review the qualifications of
existing employees. Employees with sufficient qualifications will be invited to apply for the open
position.

3. If no current employee is qualified or is interested, the open position will be advertised to the public
using one or more of the following methods: newspaper advertising, notices to local schools and
professional associations or contacts, or the Internet. Responding applicants will be reviewed,
interviewed, and if a match can be found, an offer of employment will be extended. If an applicant
declines an offer, or if a suitable applicant is not found, the position will be re-advertised.

4. If a suitable applicant cannot be found after two advertisements, the position qualifications and
expectations will be re-evaluated and the hiring process will begin again.

5. All applicants are subject to a review and verification of the qualifications listed on their resumes or
applications. If the information cannot be verified or is found to be false, the employment offer will be
withdrawn, or if employment has begun, the applicant will be terminated.

17
EMPLOYEE ORIENTATION AND SOCIALIZATION

Orientation Period
You have been through our employee selection process, have been selected for employment and
appear to have the potential to develop into a successful employee. However, we want the opportunity
to begin the training period, get to know you, see how you fit in with your co-workers and determine if
you are willing and able to carry out the responsibilities for the position in which you were hired. It’s
also important for you to get to know us and become familiar with how we operate to find out if this job.
We, therefore, have a 30 day Orientation Period for that purpose referred to above. The 30 day
period allows both you and the Company to see whether or not it’s a good fit and if not, part company
as friends. During the Orientation Period you will begin your training and be observed by management.
Also, during this time if you feel you do not understand what’s expected of you or that you need
additional training, we encourage you to ask questions and seek additional help from our management
staff.

Training
To help you be successful in your job you will receive adequate training. You will not be
expected to be on your own until you are ready. You will participate in detailed training programs and
receive training materials to help you perform your job the right way. Your trainers are considered our
“best” and have been certified to train for that position. We spend considerable time and money
educating our trainers to prepare each new employee for their job. We want you to be a knowledgeable
and productive member of our staff.

18
JOB PLACEMENT
Career Opportunity
Assistant Store Manager

Location: Scout Lozano, Brgy. Sacred Heart corner Tomas Morato

Contact Number: Tel: (02) 410-4256
Summary: Highly commercial with an understanding of the importance of customer service and product
knowledge.

Duties:
 Develops and executes sales and profit plans that are in-line with budgetary goals.
 Ensures and is accountable for profitability of the store by growing sales and controlling costs of
goods, inventory levels, labor, supplies and expenses.
 Maintains and utilizes daily, weekly, quarterly and annual financial reporting tools.
 Ensures proper team member coverage, scheduling according to the needs of business while
maintaining target labor costs.
 Oversees all cash and media management functions. Able to perform all POS duties, front and
back of house functions including opening and closing procedures, coordinating with the
Corporate Office as necessary.
 Maintains proper loss prevention standards, reviewing cash handling procedures, deposits and
safe procedures.
 Maintains a clean well-merchandised store, following visual presentation plans and standards.

Qualifications:
 College education preferred. 3 years retail management experience required.
 Proficient on a computer; familiar with software programs such as Microsoft Word, Excel,
Outlook.
 Must be able to work overtime, including weekends, evenings and special events as needed.
 Well-organized, detail-oriented and able to multi-task.
 Must have effective problem solving/decision making abilities.
 This position will require frequent standing and use of hands and arms.
 Must be able to lift up to 30lbs and frequently bend and twist from the waist.
 Frequently required to use hand and finger motions, handle or feel objects, reach with hands and
arms.
 Must be able to adjust vision to both day and night lighting, and be able to focus on distant and
close-range projects. Regularly required to handle food, hot beverages, and work with sharp
objects.
 Must have excellent verbal and written English communication skills.

19
TERMS OF EMPLOYMENT

DEFINITION OF TERMS
Casual
 An employee that has no guarantee hours of work (Week to week; Shift to shift). Usually
work, irregular hours.
 An employee doesn’t get paid sick leave or annual leave.
 Can end employment without notice, unless notice is required by a registered agreement,
award or employment contract.
 A casual employee is one who is not a seasonal or project employee, and has rendered service
less than one year. Usually, he performs tasks that are only incidental to the main business
of the employer.
(Art. 106. Contractor or subcontractor. Whenever an employer enters into a contract with another person
for the performance of the former’s work, the employees of the contractor and of the latter’s subcontractor, if
any, shall be paid in accordance with the provisions of this Code.)
Regular
 A regular employee is an employee or directly employed who committed to perform
activities, work for and paid directly by the employer.
 They are usually who get those mandatory benefits like (SSS,PHILHEALTH,PAG-IBIG)
 An employee who has also rendered at least one (1) year of service, whether such service is
continuous or broken, shall be considered as regular employee with respect to the activity in
which he is employed and his employment shall continue while such activity exists.
 They may be eligible to join a union, and may enjoy both social and financial benefits of their
employment.
 In cases of regular employment, the employer shall not terminate the services of an employee
except for a just cause or when authorized by this title.
Part-time
 Part-time work is “a single, regular or voluntary form of employment with hours of work
substantially shorter than those considered as normal in the establishment.
 A part-time employee is one who is under a contract of service to work less than 35 hours a
week.
 The part-time worker performs the same work as the full-time worker under the same or
similar conditions (or both workers are interchangeable with the other in relation to the work)
 Is a permanent employee or on a fixed-term contract.
 Part-time employees are covered by the Employment Act (except for those who are
managers, executives, domestic workers or seamen).
(Art. 280. Regular and casual employment. The provisions of written agreement to the contrary notwithstanding and
regardless of the oral agreement of the parties, an employment shall be deemed to be regular where the employee has been
engaged to perform activities which are usually necessary or desirable in the usual business or trade of the employer, except
where the employment has been fixed for a specific project or undertaking the completion or termination of which has been
determined at the time of the engagement of the employee or where the work or service to be performed is seasonal in nature
and the employment is for the duration of the season.)

20
HOUSE OF WORK, ATTENDANCE AND PAYMENT

Schedules
Schedules are prepared to meet the work demands of the cafeteria. As the work demands change,
management reserves the right to adjust working hours and shifts.
Schedules are posted weekly on Sunday after 2 P.M. Each employee is responsible for working their
shifts.
You should arrive for your shift with enough time to make sure you’re ready to work when your
shift begins. We suggest that you arrive 10 to 15 minutes before your shift begins so that you have time
to get settled and ready for your shift. You should clock in when your shift begins and be ready to start
work immediately. Employees must enter and exit through the front door during business hours – not
the back door.
Schedule changes may be allowed only if you find a replacement and get a manager’s approval.
To be valid, the manager must indicate and initial the change on the posted schedule. The cafeteria
usually requires high levels of staff on or around holidays, sporting and other special events. We
understand that you have a life outside of the cafeteria and will always try to find a way to work with
you on your schedule requests. We do, however, ask you to remember just how crucial each position is
to the proper functioning of the cafeteria. Please remember that even though we will try to comply with
your requests, there is no assurance that you will get the requested time off.

Overtime
In accordance with the law, employees are paid overtime when they work more than 40 hours in
one week. Hourly employees are paid at one and one-half times their basic straight time rate for all
overtime hours worked. Tip credit will be factored into the hourly rate for tipped employees.

(Art. 87. Overtime work. Work may be performed beyond eight (8) hours a day provided that the employee is paid for the
overtime work, an additional compensation equivalent to his regular wage plus at least twenty-five percent (25%) thereof.
Work performed beyond eight hours on a holiday or rest day shall be paid an additional compensation )

21
Resignations
You are requested to give a two-week notice of your plans to leave the cafeteria. A notice is
important so that we have time to hire someone to take your place. Giving a two- week notice is a
professional courtesy and assures that you are eligible for re-hire and will not have a “left without
resignation notice” on your employment record.

Work Procedures
You should arrive at the cafeteria 10 to 15 minutes before you are scheduled to start work. Notify
the Manager on duty that you have arrived for your shift. You may clock in within 5 minutes of the start
of your shift. All hourly employees are given an employee ID number to clock in and out on the
Cafeteria’s timekeeping system.
Tampering, altering, or falsifying time records or recording time on another employee’s ID
number is not allowed and may result in disciplinary action, up to and including termination.

Salary Payment

Salaries are paid in accordance with the minimum wage of Php 481 must be paid for every 8
hours of duty and company's grading structure currently in force. Such salaries take into account the
employee's education/technical qualifications, experience and degree of responsibility pertinent to the
job. Salaries are paid monthly in arrears by direct credit to the employee's bank account on or before
28th of each month.

Salary advice slips with details of calculations of the salary payable and items of deduction for
the month will be issued to the employees prior to payment date. Any query should be referred to the
Accounts Department immediately.
(Art. 83. Normal hours of work. The normal hours of work of any employee shall not exceed eight (8) hours a day.
Art. 86. Night shift differential. Every employee shall be paid a night shift differential of not less than ten percent (10%) of
his regular wage for each hour of work performed between ten o’clock in the evening and six o’clock in the morning.
Art. 96. Service charges. All service charges collected by hotels, restaurants and similar establishments shall be distributed
at the rate of eighty-five percent (85%) for all covered employees and fifteen percent (15%) for management. The share of
the employees shall be equally distributed among them. In case the service charge is abolished, the share of the covered
employees shall be considered integrated in their wages.
Art. 102. Forms of payment. No employer shall pay the wages of an employee by means of promissory notes, vouchers,
coupons, tokens, tickets, chits, or any object other than legal tender, even when expressly requested by the employee.
Art. 103. Time of payment. 1. That payments are made at intervals not exceeding sixteen (16) days, in proportion to the
amount of work completed; 2. That final settlement is made upon completion of the work
Art. 105. Direct payment of wages. Wages shall be paid directly to the workers to whom they are due.)

22
COMPUTATION OF NIGHT SHIFT

Ordinary day Night Shift

 Ordinary Day Night Differential = (Hourly rate X 10% % X 8 hours)
Rest day Night Shift
 Rest Day Night Differential = (Hourly rate X 130 % X 10% X 8 hours)
 Php 59.28 = (Php 57.00 X 1.3 % X0.10% X 8 hours)
Special Holiday Night Shift
 Special Holiday Night Differential = (Hourly rate X 130 % X 10% X 8 hours)
 Php 59.28 = (Php 57.00 X 1.3 % X0.10% X 8 hours)
Special Holiday and at the same time Rest day Night Shift
 Special Holiday Rest day Night Differential = (Hourly rate X 150 % X 10% X 8 hours)
 Php 68.40 = (Php 57.00 X 1.5 % X0.10% X 8 hours)
Regular Holiday Night Shift
 Regular Holiday Night Differential = (Hourly rate X 200 % X 10% X 8 hours)
 Php 91.20 = (Php 57.00 X 2.0 % X0.10% X 8 hours)
Regular Holiday and at the same time Rest day Night Shift
 Regular Holiday Rest day Night Differential = (Hourly rate X 260 % X 10% X 8 hours)
 Php 118.56 = (Php 57.00 X 2.6 % X0.10% X 8 hours)
Double Holiday Night Shift
 Double Holiday Night Differential = (Hourly rate X 330 % X 10% X 8 hours)
 Php 150.48 = (Php 57.00 X 3.3 % X0.10% X 8 hours)
Double Holiday and at the same time Rest day Night Shift
 Double Holiday Rest day Night Differential = (Hourly rate X 390 % X 10% X 8 hours)
 Php 177.84 = (Php 57.00 X 3.9 % X0.10% X 8 hours)

COMPUTATION OF OVERTIME

Ordinary day Overtime

 The overtime rate is Php89.36
 Php89.36= (Php71.50 x 1.25)
On Rest Day Overtime
 Overtime rate/hour = (hourly rate on rest day and special holiday x169%)
On Special Holiday Overtime
 Overtime rate/hour on rest day and special holiday x 169%
On Regular Holiday and at the same time Rest Day Overtime
 Overtime rate/hour= (hourly rate on rest day and special day x 507%)

23
EMPLOYEE RECORDS

24
 APPLICATION FOR EMPLOYMENT

PERSONAL INFORMATION
DATE OF APPLICATION:______________

Name: ___________________________________________________________________________
Last First Middle

Address: _________________________________________________________________________
Street (Apt) City/State Zip

Alternate Address: _________________________________________________________________

Street City/State Zip

Contact Information: ______(_____)________________(____)_______________________________

Home Telephone Mobile Telephone Email

How did you learn about our company?

POSITION SOUGHT: _________________________ Available Start Date:______________

Desired Pay Range: ________________ Are you currently employed? _________________

Hourly or Salary

EDUCATION
Name and Location Graduate? – Degree? Major / Subjects of Study

High School

College or University

Specialized Training,
Trade School, etc…

Other Education

Please list your areas of highest proficiency, special skills or other items that may contribute to your
abilities in performing the above mentioned position.

_________________________________________________________________________________________

_________________________________________________________________________________________
________________________________________________________________________________________

25
 Drug/Alcohol Testing
Consent Form

Company Name: ___________________________________________________

Applicant/Employee Name: __________________________________________

I hereby agree to submit to a drug or alcohol test by furnishing a sample of my

urine, breath, and/or blood for analysis. I have been fully informed of the reason
for this test and I understand what I am being tested for and the procedure
involved. I am fully aware that the results of this test will be forwarded on to my
potential employer or current employer and will become part of my record.

I understand that if at any time I refuse to submit to a drug or alcohol test, or if

I otherwise fail to cooperate with the testing procedures, my application for
employment may be immediately withdrawn from consideration or I may be
subject to immediate termination.

______________________________________________________ ___________________________________
Signature of Applicant/Employee Date

______________________________________________________ ___________________________________
Company Representative Date

26
EMPLOYEE TRAINING AND DEVELOPMENT

Training Policies
Each employee shall develop their own training objectives and the Company will provide
suitable training and development opportunities to assist employees to meet their training
objectives as well as achieving business goals. Details of the in-house training programs will be
displayed at the bulletin board from time to time for employees’ information.
New Employee Orientation
Employees are required to attend an orientation programed within the first week of
employment. The program me will provide information on the following: - the Company’s
structure and mission, - the employee’s role in contributing to business success and objective, -
different departments of the Company through a visit around the office, - the relationship of the
employee’s own department with other departments, and - office procedures.
(Art. 12. Statement of objectives. It is the policy of the State: To promote and maintain a state of full employment
through improved manpower training, allocation and utilization)

Education Sponsorship
The Company encourages self-development of employees through the taking up of external
training programs and seminars. Permanent employees who have completed one year of service
can apply for Company sponsorship of the external training programs relevant to their jobs. Prior
approval from their department managers is required and employees will be reimbursed the
program fees on their completion of the course of study with passing grades or satisfactory
attendance. Such evidence as the tuition receipts and proof of the successful attainment of a certain
grade or completion of the program will be necessary for claiming reimbursement. Employees
taking examinations for acquiring professional qualifications relevant to their jobs can apply for
reimbursement of the examination fees from the Company. The amount of reimbursement ranges
from 30% to 100% of the total cost, depending on the benefits and relevance of such training or
examinations to the Company as well as the individual employee. However if employee leaves the
Company within 12 months after the completion of the training program in respect of which the
employee has claimed reimbursement, the employee is required to repay the Company.
(Art. 63. Venue of apprenticeship programs. Any firm, employer, group or association, industry organization or
civic group wishing to organize an apprenticeship program may choose from any of the following apprenticeship
schemes as the training venue for apprentice: a. Apprenticeship conducted entirely by and within the sponsoring firm,

27
establishment or entity; b. Apprenticeship entirely within a Department of Labor and Employment training center or
other public training institution; or c. Initial training in trade fundamentals in a training center or other institution
with subsequent actual work participation within the sponsoring firm or entity during the final stage of training.
Art. 64. Sponsoring of apprenticeship program. Any of the apprenticeship schemes recognized herein may be
undertaken or sponsored by a single employer or firm or by a group or association thereof or by a civic organization.
Actual training of apprentices may be undertaken: a. In the premises of the sponsoring employer in the case of
individual apprenticeship programs; b. In the premises of one or several designated firms in the case of programs
sponsored by a group or association of employers or by a civic organization; or c. In a Department of Labor and
Employment training center or other public training institution.
Art. 164. Training programs. The Department of Labor and Employment shall develop and implement training
programs to increase the number and competence of personnel in the field of occupational safety and industrial
health.)

EMPLOYEE COMPENSATION AND BENEFITS

MANDATORY BENEFITS
 Social Security Systems (SSS) Contributions

Republic Act No. 8282, otherwise known as the Social Security Act of 1997, refers to
the social security system in the Philippines that is initiated, developed and promoted by its
Government. The social security system is aimed at providing protection for the SSS member
against socially recognized hazard conditions, such as sickness, disability, maternity, old age
and death, or other such contingencies not stated but resulted in loss of income or results to a
financial burden.
The employee and employer(s) are to contribute for the social security benefits of the said
employee in accordance to a given schedule by the Philippine Social Security System. Monthly
employee contribution depends on the employee's actual monthly salary.

 Contribution to National Health Insurance Program (NHIP)

The employee and employer(s) are to contribute for the medical insurance of the said
employee in accordance to the Republic Act 7835 on Medicare Program which is
administered by the Philippine Health Insurance Corporation (Philhealth). Monthly employee
contribution depends on the employee's actual monthly salary. The contribution schedule is
provided by Philhealth.

 Contribution to Home Development and Mutual Fund (HDMF)

The employer(s) is required to contribute per month not less than P100.00 to the employee's
Home Development and Mutual Fund. In accordance to the periodic remittance schedule
provided by HDMF, the employer(s) will remit this contribution, in addition to that of the
employee's, which is to be deducted from his/her payroll.

28
COMPANY BENEFITS

Family Leave
An employee who has been employed for at least 12 months of service may be granted
unpaid leave for one or more of the following reasons:
 Birth of son/daughter and in order to care for such son/daughter.
 Placement of son/daughter with the employee for adoption or foster care.
 To care for a spouse, son, daughter or parent who has a serious health condition.
 A serious health condition that renders the employee incapable of performing the
functions of his/her position.
A total of 7 days of leave during any 12-month period may be granted under this policy.
Such leave must be taken on a sustained or uninterrupted basis, except that intermittent leave may
be taken for serious health care of the employee, child, spouse or parent. You must provide as prior
notice as reasonably possible.
(Art. 134. Family planning services; incentives for family planning. a. Establishments which are required by law
to maintain a clinic or infirmary shall provide free family planning services to their employees which shall include,
but not be limited to, the application or use of contraceptive pills and intrauterine devices. b. In coordination with
other agencies of the government engaged in the promotion of family planning, the Department of Labor and
Employment shall develop and prescribe incentive bonus schemes to encourage family planning among female
workers in any establishment or enterprise.)

Holidays
Due to the nature of the business you may be required to work holidays. It is currently our
policy to close the business on the following holidays: Christmas Day and half day on Christmas
Eve.
(Eleven (11) paid holidays regular holidays and nine (9) national special holidays and one (1) local special holiday
per year as provided under Proclamation No. 1105 (2016 Declared Holidays)
(Article 94 Right To Holiday Pay, The employer may require an employee to work on any holiday but such employee
shall be paid a compensation equivalent to twice his regular rate; and, as used in this Article, "holiday" includes:
New Year’s Day, Maundy Thursday, Good Friday, the ninth of April, the first of May, the twelfth of June, the fourth
of July, the thirtieth of November, the twenty-fifth and thirtieth of December and the day designated by law for holding
a general election.)

Vacations
Vacations are provided to enable employees to leave their work environment for a period
of time and must be taken within the year in which they are earned. Request forms (Employee
Leave Request) for vacation are available from the manager on duty and are to be submitted to the
employee’s immediate supervisor and approved prior to granting vacation leave. Employees are

29
asked to submit requests for vacation at least one month prior to the scheduled vacation date, unless
the request is due to an unexpected situation. Efforts will be made to grant vacation time as
requested, but business needs may require an employee to adjust his or her vacation time. Thirteen
(13) vacation days, with additional 1 vacation day every year starting on 2nd year of service and
convertible to cash at the end of each year. Maximum total vacation leave is 18 days.
(Art. 95. Right to service incentive leave. Every employee who has rendered at least one year of service shall be
entitled to a yearly service incentive leave of five days with pay.)

LEAVE BENEFITS AND OTHER WRITE POLICIES

Sick leave
Employees who are not able to report for duty due to illness must notify their immediate
supervisor as soon as possible. Sick leave must be certified by a registered doctor or dentist (if
appropriate). Twelve (12) days per year for the first two years of service. With additional 1 sick
leave every year starting on 2nd year of service. Maximum total sick leave is 15 days. All unused
leave days are convertible to cash in December of each year.

Short-term disability leave

You may be eligible for paid short-term disability leave for an absence due to illness or
disability, which extends for six or more consecutive scheduled working days. Full-time
employees are permitted ten days of short-term disability leave per calendar year. You are not paid
for unused short-term disability at the end of your employment, nor may it be carried into
subsequent years. To apply for short-term disability leave benefits, you must submit a doctor's
statement demonstrating that you are unable to perform your job due to illness or injury, and the
anticipated length of your inability to work. If the medical reason is not, in the opinion of the
Company, sufficient to establish inability to work, you may be required to be examined by a doctor
selected and paid by the Company.
(Art. 191. Temporary total disability. Under such regulations as the Commission may approve, any employee under
this Title who contracts sickness or sustains an injury resulting in his permanent total disability shall, for each month
until his death, be paid by the System during such a disability, an amount equivalent to the monthly income benefit,
plus ten percent thereof for each dependent child, but not exceeding five, beginning with the youngest and without
substitution: Provided, That the monthly income benefit shall be the new amount of the monthly benefit for all covered
pensioners, effective upon approval of this Decree.)

30
Maternity Leave
Maternity Grant: assistance is provided to regular female employees & legal spouse of male
employees: Php 3,000 for miscarriage; Php 1,500 for home delivery; Php 5,000 for normal
delivery; 80%-20% for caesarian delivery (requires Philhealth membership).

(Art. 133. Maternity leave benefits. a. Every employer shall grant to any pregnant woman employee who has
rendered an aggregate service of at least six (6) months for the last twelve (12) months, maternity leave of at least two
(2) weeks prior to the expected date of delivery and another four (4) weeks after normal delivery or abortion with full
pay based on her regular or average weekly wages. The employer may require from any woman employee applying
for maternity leave the production of a medical certificate stating that delivery will probably take place within two
weeks. b. )The maternity leave shall be extended without pay on account of illness medically certified to arise out of
the pregnancy, delivery, abortion or miscarriage, which renders the woman unfit for work, unless she has earned
unused leave credits from which such extended leave may be charged. c.) The maternity leave provided in this Article
shall be paid by the employer only for the first four (4) deliveries by a woman employee after the effectivity of this
Code)

Paternity Leave
All legally married male employees are eligible for 7 working days up to four (4) child
birth or miscarriage of legitimate spouse to be availed within sixty (60) days from deliver /
miscarriage.

Bereavement leave
Full-time, permanent employees with one year of service are eligible for three days of
Bereavement leave in the event of the death of an immediate family member. An immediate family
member is described as your spouse, parent, child or sibling. Your manager must approve
bereavement leave.
(Art. 92. When employer may require work on a rest day. The employer may require his employees to work on
any day: In case of actual or impending emergencies caused by serious accident, fire, flood, typhoon, earthquake,
epidemic or other disaster or calamity to prevent loss of life and property, or imminent danger to public safety )

31
Worker’s Compensation.
Worker’s compensation provides benefits for employees who suffer personal injury from
accidents or illnesses arising out of, and in the course of, their employment with the Cafeteria. An
employee who is injured on the job, regardless of the severity of the injury or illness, should:
 Report the occurrence to the manager on duty.
 The manager on duty will need to obtain information as to exactly what happened,
how the injury or illness occurred, the exact time and location, as well as any
witnesses to the occurrence.
(Art. 183. Employers’ contributions. When a covered employee dies, becomes disabled or is separated from
employment, his employer’s obligation to pay the monthly contribution arising from that employment shall cease at
the end of the month of contingency and during such months that he is not receiving wages or salary.)

Meal Subsidy.
The Company provides its associates with a meal subsidy to partially cover for meals every
day that the associate reports for work and to alleviate his daily expenses. An employee must have
rendered the minimum number of hours per day to get a full or half-meal credit.
(Art. 85. Meal periods. Subject to such regulations as the Secretary of Labor may prescribe, it shall be the duty of
every employer to give his employees not less than sixty (60) minutes time-off for their regular meals.)

13th Month Pay

The Company grants a 13th month pay equivalent to one (1) month’s pay to all eligible
associates every November of each year. Associates with at least one (1) year of service as of
November 20th shall receive a full bonus equivalent to one (1) month’s basic monthly salary while
those less than one (1) year of service shall receive a pro-rated bonus provided they have worked
for 1 month.

(As mandated by Presidential Decree No.851 the employee shall receive a bonus salary equivalent to (1) month,
regardless of the nature of his/her employment not later than December 24 of every year.)

32
HEALTH BENEFITS
Medical Benefit
On completion of probation, employees can be admitted to the Company’s group medical
scheme which covers out-patient visits and hospitalization worldwide. The scheme rules and the
coverage may change from time to time according to the agreement made between the Company
and the medical scheme provider.
(Art. 185. Medical services. Immediately after an employee contracts sickness or sustains an injury, he shall be
provided by the System during the subsequent period of his disability with such medical services and appliances as
the nature of his sickness or injury and progress of his recovery may require, subject to the expense limitation
prescribed by the Commission.
Art. 187. Attending physician. Any physician attending an injured or sick employee shall comply with all the
regulations of the System and submit reports in prescribed forms at such time as may be required concerning his
condition or treatment. All medical information relevant to the particular injury or sickness shall, on demand, be
made available to the employee or the System. No information developed in connection with treatment or examination
for which compensation is sought shall be considered as privileged communication.)

Life & Accident Insurance

On completion of probation, employees will be included in the Company’s group life and
personal accident insurance policy the maximum cover under which is a maximum of 24
month’s salary.
Life Insurance Benefit Limit - 26 x monthly base salary base on the employee’s latest basic
rate.

(Art. 194. Death. The monthly income benefit provided herein shall be the new amount of the monthly income benefit
for the surviving beneficiaries upon the approval of this decree. (As amended by Section 8, Presidential Decree No.
1368)

33
PERFORMANCE APPRAISAL

All employees receive written and verbal performance evaluations four times a year, in
January, April, June, and September. The evaluation process is intended to let you know how well
you’re performing and help you be more effective and productive. The evaluation also gives you
the opportunity to share your thoughts about your performance and future goals with your
manager.
The evaluation process is an opportunity to identify accomplishments and strengths as well
openly discuss areas and goals for any improvement. Depending on your position and
performance, you may be eligible for a pay increase and or promotion. Pay increases are not.
Rewards are based solely on a person’s job performance and results.

34
35
EMPLOYEE- EMPLOYER RELATION

Our managers are committed and trained to provide you with the tools and positive working
environment for you to do your job to the best of your ability with minimal distractions. You will
be treated with respect and dignity by all of our management personnel and we will try our best to
recognize and reward your hard work and accomplishments.
We recognize there may be occasions for misunderstandings and problems to come up. We
want to clear up these types of situations in a fair and timely manner and in order to do this we
need your help in bringing them to our attention. We want you to know that “management is never
too busy to be informed of work- related problems, complaints or disputes of any employee.”
If you have such a problem, you should promptly talk to your manager on duty. They will
listen in an open, objective and courteous manner. We want to understand and solve if the problem
is not resolved to your satisfaction, you should take up the matter with the owner.
Every necessary action will be taken to resolve a problem or settle a dispute in a fair and
equitable manner. As we said in the “Welcome Letter,” we recognize our employees as our most
valuable resource and we take all employee problems and complaints very seriously. No problem
is too small or insignificant and each issue will be given the utmost attention and consideration.

Rights of Employees to Create and Join

It is the right of workers and employees to form, join or assist unions, organizations or
associations for purposes of collective bargaining and negotiation and for mutual aid and
protection. It also refers to the right to engage in peaceful concerted activities or to participate in
policy and decision-making processes affecting their rights and benefits.

(Article I, Rule XVI Collective Bargaining Section 1. Policy. It is the policy of the State to promote and emphasize
the primacy of free and responsible exercise of the right to self-organization and collective bargaining, either through
single enterprise level negotiations or through the creation of a mechanism by which different employers and
recognized or certified labor unions in their establishments bargain collectively.)

36
Negotiation
Form of decision making where two or more parties approach a problem or situation
wanting to achieve their own objectives- which may or may not turn out to be the same. In the
employee’s relations arena, negotiation usually takes place within the collective bargaining
environment.
(Art. 125. Freedom to bargain. No wage order shall be construed to prevent workers in particular firms or
enterprises or industries from bargaining for higher wages with their respective employers. (As amended by Republic
Act No. 6727, June 9, 1989
Art. 231. Registry of unions and file of collective bargaining agreements. The Bureau shall keep a registry of
legitimate labor organizations. The Bureau shall also maintain a file of all collective bargaining agreements and
other related agreements and records of settlement of labor disputes and copies of orders and decisions of voluntary
arbitrators. The file shall be open and accessible to interested parties under conditions prescribed by the Secretary
of Labor and Employment, provided that no specific information submitted in confidence shall be disclosed unless
authorized by the Sec
Art. 253. Duty to bargain collectively when there exists a collective bargaining agreement. When there is a
collective bargaining agreement, the duty to bargain collectively shall also mean that neither party shall terminate
nor modify such agreement during its lifetime. However, either party can serve a written notice to terminate or modify
the agreement at least sixty (60) days prior to its expiration date. It shall be the duty of both parties to keep the status
quo and to continue in full force and effect the terms and conditions of the existing agreement during the 60-day period
and/or until a new agreement is reached by the parties.)

37
 PROPOSED COLLECTIVE BARGAINING AGREEMENT
2013-2017

KNOW ALL MEN BY THESE PRESENTS:

This Collective Bargaining Agreement, made and entered into by and between:

The AROMA CAFE a corporation duly organized under Philippine law with principal
office at Lipa City Batangas, represented herein by its General Manager, Angelica Edades and
Financial Manager Jacqueline Livid _, herein referred to as the COMPANY.

-and-

The PHILIPPINE CENTER FOR ECONOMIC DEVELOPMENT (PCED), a legitimate

labor organization duly registered with the Department of Labor and Employment, with office
address at 3F Room 303 School of Economics University of the Batangas State University, herein
represented by PCED President Marites Limbauan and Vice-President Roy Kantuna, herein
referred to as the UNION.

-WITNESSETH-

WHEREAS, the UNION, through its list of membership and other pertinent evidence, has
established to the satisfaction of the COMPANY that it represents a majority of the regular rank
and file personnel employed by the COMPANY in the Philippines;

WHEREAS, it is the mutual desire of the parties to establish, maintain and regulate the
standard hours of work, rates of pay and other terms and conditions of employment under which
the members of the UNION who are employees of the COMPANY shall work for the latter without
any fear of any unjust act and reprehension.

WHEREAS, it is the mutual desire of the parties hereto to advance the general welfare,
health and safety and the best interests of the employer and employees by the settlement of issues
respecting terms and conditions of employment and by providing methods for the fair, peaceful
adjustment of disputes that may arise between the UNION and the COMPANY.

38
SECURITY, SAFETY AND HEALTH OF EMPLOYEE

SAFETY PROCEDURE AND GUIDELINES

Safety
Aroma Cafe is committed to maintaining a safe workplace for all of our employees. The
time to be conscious about safety is before an accident happens. Safety is everyone’s responsibility
and is a regular, ongoing part of everyone’s job.
You will receive more specific, detailed information and training on safety issues as an
ongoing part of your employment. However, here are some basic guidelines and safety rules to
always keep in mind:
 Wipe up spills immediately.
 Never run in hallways or the kitchen, always walk carefully. Even when it’s busy, take
small steps and pay attention.
 Wear shoes with non-slip soles. They cost no more that standard shoes. Ask your
manager about where to purchase them.
 Report defective equipment or tools to a manager immediately.
 Never operate equipment unless you have been trained how to use it properly.
 Pay special attention when using slicers. They are very sharp and move very fast.
 Wear nylon, no-cut gloves when cleaning slicers. If you don’t have a pair, see a
manager.
 Never try to catch a falling knife. Knives are easier to replace than fingers.
 Let people know when you’re carrying anything hot. Don’t be shy, yell out something
like, “HOT STUFF COMING THROUGH.”
 Use proper lifting techniques. Never lift too much. If it’s uncomfortable, make two
trips or get some help. Remember to always bend at the knees, lift with your legs, not
your back.

39
Sanitation

We are obsessed with sanitation and food safety! Due to the nature of the cafeteria business,
it is ABSOLUTELY ESSENTIAL that EVERYONE follows safe food handling procedures. This
is one area of the Cafeteria where there is absolutely no compromise. NEVER take shortcuts on
food safety and handling. Every day we are entrusted with the health and even lives of our
customers. This is a huge responsibility, one that we must never take lightly.
While you will receive additional and ongoing training on food safety issues following are
some of the basic rules we ALWAYS follow and enforce:
Keep your hands washed. Always wash your hands after using the restroom, smoking,
touching your hair, eating, sneezing or coughing. If you use latex gloves, change them frequently.
Sanitize everything. Besides clean hands, use sanitizing solution to constantly keep
counters, cutting surfaces, and utensils. This helps to keep food handling areas and preparation
tools free of bacteria.
Prevent cross-contamination. For example, same for utensils like knives and portioning
tools, always wash and sanitize them after every use.
Keep food at the proper temperatures.
Store food correctly. Keep chemicals and cleaning products away from food products.

Smoking in the Workplace

The Company undertakes to provide a healthy working environment for its employees.
Smoking inside the cafeteria including toilet is strictly prohibited. Employees should ensure that
their guests/visitors also adhere to the same rules while they are in the cafeteria.

40
Fire
Specific instructions in respect of fire occurring in certain buildings or installations are
appropriately displayed, and employees must adhere rigidly to these instructions.
The following guide is intended to assist employees to take sensible immediate action when
discovering a fire. Circumstances will vary and common sense must be exercised when deciding
on the exact course of action to be taken.

(a) Raise the alarm by activating the nearest fire alarm and by shouting “Fire” continuously.
(b) If there is a telephone readily available, dial 999 and report the locality of the fire to the
Police.
(c) If the fire is within the capability of portable extinguishers and these are readily available, an
attempt should be made to control or extinguish the fire until the arrival of assistance.
(d) Report the fire to the nearest supervisor.
(e) Employers not required for firefighting duties should leave the premises in an orderly
manner. They should walk and not run.
(f) On leaving the premises, employees should assemble as directed by supervisory staff in order
that a roll call can be made.
(g) Lifts must not be used.
(h) Doors and windows should be closed when leaving a building but should NOT be locked.
(i) All fires must be reported to the Company’s main security control room as appropriate as
soon as possible.

(Art. 162. Safety and health standards. The Secretary of Labor and Employment shall, by appropriate orders, set
and enforce mandatory occupational safety and health standards to eliminate or reduce occupational safety and
health hazards in all workplaces and institute new, and update existing, programs to ensure safe and healthful working
conditions in all places of employment.)

41
GUIDELINES ON SEXUAL HARASSMENT

Sexual harassment of our employees by their colleagues is unlawful under the Sex
Discrimination Ordinance and the Company will take appropriate disciplinary action against
anyone who is in breach of the regulations.
Employees who believe that they have been or are being sexually harassed should inform
the offenders that their behavior is unacceptable and unlawful. They can further lodge their
complaints to the Human Resources Department who will investigate thoroughly and
confidentially in accordance with the guidelines in handling sexual harassment complaints, a copy
is available at the Human Resources Department.

Sexual harassment may take many forms, for example:

 Physical assault.
 Direct or implied threats that submission to sexual advances will be a condition of
employment, work schedule, promotion, job assignments, evaluation, wages or any other
condition of employment.
 Direct propositions of a sexual nature.
 Comments of a sexual nature.
 Sexually explicit statements, questions, jokes or anecdotes.
 Unnecessary touching, patting, hugging or brushing against a person’s body.
 Remarks of a sexual nature about a person’s clothing, body, sexual activity or previous
sexual
 Employees need to be concerned not only with the intent of their actions of this kind but
also the effects; while sexual harassment involves repeated, unwanted sexual attention,
persons involved in isolated or inadvertent incidents demonstrate insensitivity toward
others. Repeated occurrences will be considered intentional violations of the policy.

Anyone who feels it necessary to discuss what may appear to be sexual harassment should
report the harassment promptly to at least two people who are in a supervisory or management
capacity. Your report will be kept as confidential as possible. The Company will take immediate
and appropriate action, including discipline and possible termination.

42
HOUSE RULES

Absences
All employees are expected to work on a regular, consistent basis and complete their
regularly scheduled hours per week. Excessive absenteeism may result in disciplinary action, up
to and including termination. Disciplinary action taken because of absenteeism will be considered
on an individual basis, following a review of the employee’s absentee and overall work record.

 If you are going to be late or miss work, employees are expected to call and talk to Manager
on Duty at least 2 hours before they are scheduled to work.
 Any employee who does not call or report to work for two consecutive shifts will be considered
to have voluntarily resigned employment at Aroma Cafe.
 Prior to taking a leave of absence for purposes of vacation, personal leave, military or jury
duty, or other planned absence, an Employee Leave Request Form, available from your
Manager or Supervisor, should be submitted to and approved by the Manager on Duty.
 Employee Leave Requests should be submitted at least two weeks prior to the scheduled leave
date, unless the request is due to an unexpected emergency. The nature of the emergency
should then be shared with the Manager on Duty.
 To return to work from an accident or medical leave, all To return to work from an accident or
medical leave. Any employee who fails to return to work at the expiration of a personal leave
of absence will be deemed to have abandoned their job, unless Aroma Cafe is notified of a
reason, satisfactory to management, for not returning to work at the end of the leave of absence.

Tardiness
Employees must be prepared to start work promptly at the beginning of the shift. Always
arrive at the Cafeteria 10 to 15 minutes before your shift. Your scheduled time is the time you are
expected to be on your job, not arrive at the Cafeteria. Repeated tardiness is grounds for
termination. If it is not possible for you to begin work at your scheduled time, call the Cafeteria
and speak to the Manager on duty.

43
Punctuality
Employees are required to report for duty on time. Habitual late attendance is considered
as misconduct and will result in disciplinary action.

Dress Code
To maintain our image as an exceptional, high quality cafeteria we need to dress the part.
Following are detailed descriptions of dress for both the dining room and kitchen positions. If you
have any questions regarding our dress code please ask the manager on duty.

Dining Room and Kitchen Dress Code.

 Shoes - Black shoes only with non-slip soles that permit walking safely on wet or greasy
floors. Shoes must be clean. Socks must be dark, preferably black.
 Pants & Belts - Khaki pants only. Pants must be long enough to touch the top of the shoe.
Solid color brown belts must be worn with pants that have belt loops.
 Shirts - Shirts must be in good condition, not soiled or stained. Shirts must fit at the sleeve.
 Appearance - Clean and well-groomed hair. Hair pulled back off the shoulder. Well-
groomed hands, fingernails and fingernail polish. Facial hair should be neat and well-
trimmed.
 Accessories - No excessive cologne, perfume, make-up or jewelry. No earrings longer than
1 inch. No hat or unauthorized buttons can be worn.

44
EMPLOYEE CODE OF CONDUCT

Employees are required to observe the Company’s rules and regulations as well as the Code
of Conduct in order to maintain the integrity and effectiveness of the Company. If the employee
has doubt on any course of action that he will be taking, he should consult his department
manager or the Human Resources Department. The key guidelines under the Code of Conduct
are listed below:

 General Conduct & Behavior

Employees are expected to behave in a responsible and professional manner at all
times, and to treat their colleagues, customers and third party they come into contact with
courtesy and respect.

 Corruption, Theft, Fraud and Embezzlement

Employees should not offer, solicit or accept anything of material value to or from their
colleagues, customers, suppliers or other business partner of the Company unless the Company
has given its consent. Gifts or favors of a token nature or generally available to others are
however acceptable. Employees are required to report to management through their department
manager or the Human Resources Department of incidents or suspected cases of corruption,
theft, fraud and embezzlement. Management will make an investigation and report to the
police.

 Conflicts of Interest
On engagement, each employee is required to read and sign the Company's statement
of policy governing conflicts of interest. The policy of the Company with respect to conflicts
of interest requires all its employees to avoid any conflict between their personal interest and
the interest of the Company in dealing with suppliers, consumers and all other organizations
doing or seeking to do business with the Company or any subsidiaries/associates.

45
  Confidentiality
Employees are not allowed to disclose, exploit or use directly or indirectly
confidential information regarding the Company to which they have access as a result of their
employment. Failure to observe this rule may lead to summary dismissal without
compensation by the Company.

 Outside Employment or Business

Employees are not permitted to undertake outside paid employment or conduct their
own business unless prior approval has been obtained from their department manager.
Failure to comply with this requirement will lead to summary dismissal by the Company.

DISCIPLINE

In order to achieve and maintain efficient operational standards, it is essential that all
employees should comply with acceptable standards of conduct. Disciplinary regulations are laid
down with the object of protecting the best interests of the Company and its employees.

Disciplinary Procedure

Verbal Warning
A verbal or informal warning is given to the employee in the first instance or instances of
minor offences.

Written Warning
A written or formal reprimand is given to the employee in the first instance of more
serious offences or after repeated instances of minor offences. The Company’s standard
Disciplinary Action Advice form should be used.

46
Suspension without Pay
A written or formal advice is given in case of serious or persistent breaches of discipline
or when criminal procedures have been instituted against the employee. When an employee is
suspended from duty, he will not be entitled to any salary payment. Except when criminal
proceedings have been instituted against an employee, the maximum period of suspension shall
not exceed fourteen days. The Company’s standard Disciplinary Action Advice form should be
used. When the criminal proceedings have been instituted against an employee, the suspension
shall be extended until the conclusion of the criminal proceeds. If an employee is convicted of a
criminal offence, his service with the Company shall be terminated with effect from the date of
suspension and he shall not be entitled to any salary payment for such period of suspension. If the
employee is acquitted of the criminal charge, he may at the absolute discretion of the respective
General Manager of his department be reinstated in his post and paid such salaries in regard to the
period of suspension as the General Manager may determine.

Dismissal
An employee may be dismissed in case of serious or persistent breaches of discipline or
convicted of a criminal offence.

Documentation
Details in respect of reprimands and suspensions will be entered in the employee’s personal
record where they will remain for a period of one year and two years respectively before being
expunged from the record.

47
EMPLOYEE TERMINATION

Immediate Termination
The following offenses will result in your immediate dismissal without further review.
Managers have full authority to terminate your employment under these circumstances.
• Violence of any kind against employees, customers, visitors, or property.
• Possession of illegal substances in the workplace.
• Coming to work while under the influence of alcohol or other drugs. Disrupting the
workplace while under the influence of alcohol or other drugs.
• Theft of Aroma Cafe property, proprietary information or the property of any employee,
customer or visitor.
• Possession of weapons, explosives or other dangerous substances in the workplace
whether legally registered or not.

Termination after Review

After a review of the circumstances of an offense, if your manager find you have engaged
in the type of conduct described below, your employment will be terminated immediately. You
will be suspended without pay while the investigation is conducted. If you fail to cooperate with
the investigation, your employment will be terminated. If you withhold information necessary to
the investigation, you will be terminated. If you are found not to have been in violation of these
rules, you will be reinstated to your position and paid for the time you spent on suspension.
If you are found to have violated a lesser rule, you will be re-instated with a 90-day
probation. You will not be eligible for pay while on suspension.
 Disruptive, abusive, or disrespectful conduct directed at any employee of the Company.
This includes use of racial slurs, sexual harassment, or harassment and /or intimidation of
any kind.
 Substance abuse during non-working hours that affects the employee's job performance.
Discovery that an employee is under the influence of intoxicating substances while he is
being treated for a workers compensation injury.
 Engaging in business practices that present a conflict of interest with the Company.

48
Termination after a Written Warning
If you have been warned about a violation in this category, but continue to engage in the
behavior, your employment with the company will be terminated. Managers may issue a three-day
suspension without pay when the warning is given. Warnings must be given in writing, clearly
stating the unacceptable behavior, the required corrective action, any suspension dates, and a time
limit for improvement. Employees will be placed on a 90-day probationary period after a warning
is issued.

• Making inappropriate statements to other employees not intended to be abusive.

• Talking to your manager in an insubordinate manner. Disregarding a directive from your
manager.
• Disruptive behavior that is not intended to be abusive, such as ignoring customers, constant
talking while others are working, gossip, whistling, unauthorized sales, etc.
• Failure to come to work when scheduled and failure to call the manager and notify him of your
absence.
• Damage to property belonging to the Aroma Café or its employees through carelessness or
negligence.
• Expressing anger in an inappropriate manner such as yelling, door slamming, or throwing things.
• Disclosure of confidential or proprietary Aroma Café information.

Termination after Two or More Warnings

If you engage in behavior in this category, you will first be given a verbal warning by your
manager and reminded of Aroma Cafe policy regarding the behavior. If your behavior continues
to include these actions, your manager will issue a written warning detailing the problem behavior,
the corrective steps required, and a time limit for improvement. You will be placed on a 90-day
probationary period. When a written warning is issued, you manager may suspend you for 3 days
without pay. If your problem behavior continues, your employment will be terminated.
• Unauthorized use of Company equipment including phones, materials, computers, e-mail,
etc.
• Excessive tardiness or absenteeism.

49
 • Performing work in an unsanitary manner. Violating sanitary or health procedures and
regulations.
• The unauthorized removal of materials or property from the Company premises whether
with the intent to steal or not.
• Violations of the policies outlined in this employee handbook.
• Behavior intended to annoy or irritate other employees. Behavior intended to create a minor
disturbance.
• Bringing false or distorted claims against other employees.
 Failure to perform duties in a consistently acceptable manner.

Performance Issues
You may have excellent work habits, but be unable to perform the duties of your position
in an acceptable manner. If this happens after you have passed the evaluation period, your manager
will have the following choices:

1. You will receive additional training.

2. If additional training is unsuccessful, your position will be downgraded with a corresponding
adjustment in compensation.
3. You may be re-assigned to a different position if a suitable position is available.
4. You may be placed on a 90-day probationary period.
If your performance has not improved after two warnings, you will be terminated.
If you are unable to pass your 90-day evaluation period for lack of acceptable performance, your
manager may choose one of the following actions:
1. Termination of your employment.
2. Downgrading your position and compensation.
3. Re-assignment to a position more suited to your abilities if one is available.

50
Involuntary Termination
If you are unable to perform at an acceptable level, are unable to demonstrate acceptable
work habits, or fail to demonstrate an acceptable attitude in the work place, your employment with
AROMA CAFE may be terminated.
The Company considers termination to be a serious step and it is guided subject to the
provisions of Aroma Cafe's disciplinary policy. If you are involuntary terminated, you will not be
paid severance or for any accrued leave.

(Art. 279. Security of tenure. In cases of regular employment, the employer shall not terminate the services of an
employee except for a just cause or when authorized by this Title. An employee who is unjustly dismissed from work
shall be entitled to reinstatement without loss of seniority rights and other privileges and to his full backwages,
inclusive of allowances, and to his other benefits or their monetary equivalent computed from the time his
compensation was withheld from him up to the time of his actual reinstatement. (As amended by Section 34, Republic
Act No. 6715, March 21, 1989)
Art. 282. Termination by employer. An employer may terminate an employment for any of the following causes:
Serious misconduct or willful disobedience by the employee of the lawful orders of his employer or representative in
connection with his work; Gross and habitual neglect by the employee of his duties; Fraud or willful breach by the
employee of the trust reposed in him by his employer or duly authorized representative; Commission of a crime or
offense by the employee against the person of his employer or any immediate member of his family or his duly
authorized representatives; and Other causes analogous to the foregoing.
Art. 284. Disease as ground for termination. An employer may terminate the services of an employee who has been
found to be suffering from any disease and whose continued employment is prohibited by law or is prejudicial to his
health as well as to the health of his co-employees: Provided, That he is paid separation pay equivalent to at least one
(1) month salary or to one-half (1/2) month salary for every year of service, whichever is greater, a fraction of at least
six (6) months being considered as one (1) whole year.
Art. 285. Termination by employee. An employee may terminate without just cause the employee-employer
relationship by serving a written notice on the employer at least one (1) month in advance. The employer upon whom
no such notice was served may hold the employee liable for damages; An employee may put an end to the relationship
without serving any notice on the employer for any of the following just causes: Serious insult by the employer or his
representative on the honor and person of the employee; Inhuman and unbearable treatment accorded the employee
by the employer or his representative; Commission of a crime or offense by the employer or his representative against
the person of the employee or any of the immediate members of his family; and Other causes analogous to any of the
foregoing.
Art. 286. When employment not deemed terminated. The bona-fide suspension of the operation of a business or
undertaking for a period not exceeding six (6) months, or the fulfillment by the employee of a military or civic duty
shall not terminate employment. In all such cases, the employer shall reinstate the employee to his former position
without loss of seniority rights if he indicates his desire to resume his work not later than one (1) month from the
resumption of operations of his employer or from his relief from the military or civic duty)

51
EMPLOYEE MANUAL RECEIPT ACKNOWLEDGMENT

I have received my copy of the Aroma Cafe Employment Manual. It is my

responsibility to read and understand the matters set forth in this Manual. It is a guide
to company policies and procedures.
I understand that no statement contained in this Manual creates any guarantee
of continued employment or creates any obligation, contractual or otherwise, on the
part of Aroma Cafe. I will rely on any promises, statements or representations to the
contrary only if they are in writing and signed by an authorized member of the
Company’s management.
I understand and acknowledge that the company has the right, without prior
notice, to modify, amend or terminate policies, practices, and other institutional
programs within the limits and requirements imposed by law.

Dated: ______________

Signature _______________________________________

52
 005 ZAMBOANGA ST.
BRGY. VASRA QUEZON CITY
+639358898993
atedades@neu.edu.ph

ANGELICA T. EDADES

To work for a progressive organization in a highly motivating and challenging

environment that provides the best opportunities to grow and utilize my
OBJECTIVE
potential to the fullest to achieve the organization’s goal while achieving my
personal goals.

Interpersonal and relationship building skills proven

KEY STRENGTHS Presentable – Polite, diplomatic, approachable, confident and assertive
AND People oriented – Enjoy working with the general public
COMPETENCIES Stamina – Tolerant, positive attitude and energetic
Computer Literate

Clerical Work
Work History Environmental Protection and Waste Management
SPES Program
Quezon City Hall
April-May 2015

Tertiary, UNIVERSITY OF THE EAST

Education
Bachelor of Science in Business Administration Major in Financial
Management

LHYNNE CASILANG
References Auditor
PANELCO
09228634955

I hereby certify that the above statements are true and correct to the best of my knowledge
and belief.

53
 JACQUELINE B. LIVID
Blk. 5 Poinsettia St. Litex Rd. Comm., Quezon City
Contact Number: +639100568866
Email Address: lividjacqueline@gmail.com

CAREER OBJECTIVE
To apply a job which I could impart my skills, knowledge and ability in
the field of business activity and to provide meaningful service to the
company such a way that I could contribute in some way to achieve
common goals.
EDUCATIONAL BACKGROUND

PRIMARY PERSONAL INFORMATION

BALETE ELEMENTARY SCHOOL  18 years old
Balete, Diadi,  August 11, 1998
Nueva Vizcaya  Single
S.Y. 2004-2010  Filipino
 Iglesia Ni Cristo
SECONDARY
DIADI NATIONAL COMPETENCY SKILLS
HIGH SCHOOL  Knowledge of basic computer skills
Poblacion, Diadi,  To work cooperatively and effectively with clients
Nueva Vizcaya  Possess effective and written communication skills
S.Y. 2010-2014
SEMINARS/ TRAINING ATTENDED
TERIARY  National Finance Summit- SMX Convention Center, Pasay City (January
BSBA- Financial Management 6, 2016)
Pamantasan ng Lungsod ng
Maynila CHARACTER REFERENCES
Manila
Philippines Melody Azañes Teacher
S.Y. 2014-present National College of Business and Arts
09502085009
Glydel De Chavez New Era University
AFFILIATION
09362911014
 Christian Brotherhood
International (CBI)
I hereby certify that the above information is true and correct to the
 JCFAP
best of my knowledge and belief.

JACQUELINE B. LIVID
Applicant

54
ARA MAE B.
POLO
#103 Banlat Road, Tandang Sora, Quezon City
Contact no. 09159553660
ambpolo@neu.edu.ph

CAREER OBJECTIVE

To provide dedication & excellence in quality of work, motivating, discipline, flexibility & provides value in
everything I do and consistent striving hard to exceed the company’s expectation and satisfaction.

EDUCATION:

FAR EASTERN UNIVERSITY

Bachelor of Science in Business Administration major in Financial Management

2014- PRESENT

SEMINARS ATTENDED

JCFAP National Finance Summit 2015

SMX, Mall of Asia

The New Employment Landscape for Business and Finance Students and Graduates in the midst of ASEAN
Integration and Globalization (Bloomberg)

2016

College Ministry Auditorium, New Era University

CHARACTER REFERENCES

JAYSON PLATON

ROUTE SETTLEMENT CLERK (COCA COLA Philippines)

09770823477

DR. KATRINA S. APO

DENTIST (White Smile Dental Clinic)

09326916651

I hereby to certify that all information given above is true and correct to the best of my knowledge and
belief.

ARA MAE POLO

55
 Gielina B. Tolentino

Phone: 09477757162
Email: gielinatolentino@yahoo.com
Address: Block 1 Lot 23 Sagana Homes, Culiat, Quezon City, Philippines

CAREER OBJECTIVE

Seeking a job with a progressive organization that provides an opportunity to enhance my skills in the
field of Finance and prepare myself on the outside world working within the organization.

EDUCATION

NEW ERA UNIVERSITY

Bachelor of Science in Business Administration major in Financial Management
2016 - PRESENT

SEMINARS/TRAININGS ATTENDED
 The New Employment Landscape for Business and Finance Students and Graduates in the
midst of ASEAN Integration and Globalization 2016 (Bloomberg)
College of Ministry Auditorium, Quezon City

 SAP 2015
New Era University, Quezon City

CHARACTER REFERENCES
LADY GENG LLIETHA BARRO
ACCOUNT ASSISTANT – LOANS (MetroSouth)
09213567482

BRET JHON BARRO

TELLER (BPI – Ortigas)
09468523102
I hereby to certify that all information given above are true and correct to the best of my
knowledge and belief.

GIELINA B. TOLENTINO
Applicant

56
 CLYDE TYRONE B. REYES
#126 Naranghita Street Project 2, Quezon City, 1102
Mobile Number: (0936)6549772
Email Address:clyrone@gmail.com

OBJECTIVE

To acquire valuable knowledge and skills to complement those that ihave learned from school in
an actual job environment. in return, i offer my service and determination to be an asset to your
company throughout the duration of my training period

EDUCATION

TERTIARY: New Era University (NEU)

Bachelor of Science in Business Administration Major in
Entrepreneurship
(BSBA-ENTREP)
Year 2014-Present

SECONDARY: Quirino High School

Molave St. Project 3, Quezon City
Year 2008 - 2012

ELEMENTARY: Quirino Elementary School

Anonas, Quezon City
Year 2002 – 2008

EXPERIENCES AND TRAININGS

From December 2014 - March 2015, Fast food Crew at Mcdonald’s

57
SKILLS AND INTERESTS

Computer literate (MS Offices including MS Word, MS Excel, MS PowerPoint, MS Vision)

CHARACTER REFERENCES

Mr. Efren C. Busi

Barangay Kagawad, Barangay Quirino 2-A Quezon City
Contact No: 09175619743

Mr. Wesley Cabotage

Professor, New Era University
Contact No: 0906941699

Ms. Eddith R. Eca

Teacher I, Quirino Elementary School Quezon City
Contact No: 09156671212

I hereby certify that the above information is true and correct to the best of my knowledge and
belief.

__________________________
CLYDE TYRONE REYES

58