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BIG CHIEF TRUCKING AND ALLIED SERVICES
B14 L17 Guijo St. Rosario Village, Lagao

9500 General Santos City
Tel. No. (083) 301-5120
TIN No. 183-562-667
EMPLOYEE HANDBOOK AND SAFETY MANUAL
1 B14 L17 Guijo St. Rosario Village, Lagao

General Santos City Tel. No. (083) 301-5120 |TIN No. 183-562-667
Doc. Title : BCTAS POLICIES AND PROCEDURES
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Big Chief Trucking and Allied Services

October 2017
Welcome to Big Chief Trucking and Allied Services!
Starting a new job is exciting but can be overwhelming too. This

employee handbook is designed to answer your questions and point you in the
right direction. This handbook will also provide you a quick reference about Big
Chief Trucking and Allied Services.
As an employee of Big Chief, you are our most important resource. Our
goal is to provide the highest level of Customer Satisfaction, which is greatly
impacted by you. By satisfying our customers they will continue to do business
with us and recommend us to other customers. This will benefit Big Chief
Trucking and you by continued growth and availability of freight.
Success always comes from effort and hard work. But this is not a one-
minute process. It takes a lot of time to achieve that success. Furthermore,
reaching that goal requires team work and we need your cooperation to
achieve that. To the employees, our reputation depends on your actions and
the way you represent our company. Please be courteous and professional, as
you directly affect the customer’s perception of Big Chief Trucking.
In brief, this handbook explains our procedures and policies and

provides you the information about working conditions from employee policy
to standards of conduct and corrective action. Since the inception of Big
Chief Trucking in 2011, we have seen tremendous growth in our organization.
As we grow and grow, we must abide and follow the policies that were set
before us by the management. Let us always remember that our growth as a
company and as individuals depends upon adherence to these policies and
guidelines.
We are glad you have decided to join the company and hope you will
find it both challenging and rewarding!

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Mission
To provide trucking service to our valued customers effectively,
efficiently and of quality at a competitive cost by utilizing all of its available
resources.
Vision
To become one of the dependable trucking services and be
recognized as the premier provider of truck load transportation services in
General Santos City by 2020.
Company Values
Best People
Integrity- working with highest level of honesty, responsibility and trust
Goal-oriented- focuses on the Vision, Mission, Goals and Objective of the
Company
Courageous- Stand up for what you believe is just and good.

Hard work-
Innovative-
Efficiency- ability to produce expected outcome, desired gain and
anticipated productivity with flexibility;
Friendly-

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Big Chief Trucking and Allied Services’ History
Big Chief Trucking and Allied Services was founded in 2011 by Mr. Joel
and Mrs. Johna Laureto. It started with an ambitious dream for the both of
them- to become one of the most sought-after trucking services in General
Santos City and neighboring municipalities.
On its first year, we began to operate with only one truck, the RFH-165.
Our company mainly provides and caters the needs of handful companies in
hauling and transporting goods from the port to the different areas in the city.
It was a modest start for a simple entrepreneur like us.
Over the years, we continued to chase that dream. We grew from one
simple trucking service to an expanded trucking service that caters immense
number of companies. Currently, we are proud and honor to say that from one
truck in the start of the company’s operations, we flourish to 14 trucks, 2 forklifts
and 2 multi cabs used in day-to-day operation.
In the coming years, we will continue to chase our dream. With the
newly built functional company office, experienced and skilled drivers and
trained and highly motivated employee, we will surely provide the highest and
of quality service to our customers. With that, we will reach and achieve the
success that we always wanted for.

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REVISIONS TO MANUAL
This employee handbook attempts to keep you informed of the terms

and conditions of your employment, including company policies and
procedures. The handbook is not a contract. The company reserves the rights
to revise, add, or delete from this handbook as it determines to be in its best
interest. When changes are made to the policies and guidelines, we will
communicate them in a timely fashion, typically in a written supplement to the
handbook or in a posting on company bulletin boards.
Article 1 – Name, Logo and Domicile
Section 1. The Company shall be known as Big Chief Trucking and Allied
Services.
Section 2. The Company shall adopt its own logo.
Section 3. Its domicile shall be at B14 L17 Guijo St. Rosario Village, Lagao 9500
General Santos City
Article 2 – Legal Basis of Policies
Section 1. Adhering to Labor Code
The Labor Code (P.D. No. 442, as amended) is a set of substantive and
procedural laws that prescribe the principal rights and responsibilities of
employers, employees and other industrial participants, as well as the role of
Government, in employment and related activities, so as to institute social
justice. The labor code lays down the fundamental rights and corrective
obligations of employers and employees to each other, such as those about
work days and work hours, wage and wage protection. (C.A. Azucena, Jr.,
2013)

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The company hereby adheres and follows the policies of the labor
code of the Philippines to protect the employees and the employers.
Moreover, the company believes the importance of three actors in industrial
relations system; the employees, employers and government agencies. Good
relationship among these three actors will create a positive impact to the
society.
Article 3 - Employment Policies
Section 1 . Contract of Employment
The Big Chief Trucking and Allied Services uses contract of employment
to attribute rights and responsibilities of the employee and the employer. That
means employees have the right to a minimum wage, holiday pay, sick leave,
fair dismissal, a written statement of the contract, the right to organize in a
union, and so on.
1.1 Terms of Employment

The terms of employment means that the Big Chief Trucking and
Allied services must issue its Employees with a written statement of terms
and conditions relating to their employment within two months of
commencing employment. It also provides the BCT must notify the
employee of any changes in the particulars as given in the statement.
This term of employees only applies to a person working under a
contract of employment and employed through an employment
agency.
1.2 Written Statement of Terms

The written statement must include the following:
a. The full names of the employer and the employee

b. The address of the employer
c. The place of work or, where there is no main place of work, a
statement indicating that an employee is required or permitted to
work at various place
d. Job title or nature of the work
e. Date of commencement of employment
f. If the contract is temporary, the expected duration of employment
g. The rate of pay or method of calculating pay
h. Terms and conditions relating to hours of work, including overtime

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i. Terms and conditions relating to paid leave (other than paid sick
leave)
j. Any terms or conditions relating to incapacity for work due to
sickness or injury
k. Any terms or conditions relating to pensions and pension shemes
l. Periods of notice or method for determining periods of notice
m. A reference to any collective agreements which affect the terms of
employment
The management reserves the right to modify, revoke, or replace any

written statement of terms of employment if may deemed necessary.
Section 2. Equal Employment Opportunity
Big Chief Trucking and Allied Services is committed to a policy of equal

employment opportunity. Regardless the individual’s race, color, religion,
gender, national origin, age, disability, sexual orientation, or any unlawful basis,
employment decisions affecting applicants and employees will not be based
on it. Complaints that will be coming from employees regarding unlawful
discrimination will be subjected to a disciplinary action. For criticisms against
you, you should notify the human resource, manager, owner, or any person in
management whom you are comfortable to approach with.
Section 3. Job Description
1.1 Job Requirements (knowledge, skills and abilities)

1. Driver must be at least 18 years of age
2. Duly accomplished Bio-data or Resume
3. Photocopy of Driver’s License
4. Photocopy of NSO/Birth Certificate
5. PhilHealth Member Data Record
6. SSS Number
7. Pag-Ibig Number
When the above criterion is met, the prospective driver shall be

allowed to complete an application for employment which must be
completed on company premises. Upon completing the information for
employment, the applicant must sign a consent form to allow the
company to seek information from each employer worked for within the
past ten years.
1.2 Driver Duties and Responsibilities

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1. Drive a trailer/prime mover, 10-wheeler truck or straight truck in a safe

and efficient manner.
2. Load and Unload freight in a safe manner.
3. Ensure that all freight picked up or delivered is:
 Checked in and properly recorded

 Secured properly
 Loaded according to vehicle size and weight restrictions
4. Comply with all Big Chief Trucking safety standards including submitting
all documents as requested.
5. Ensure all overages, shortages, and damages are reported on time and
properly to your manager
6. Complete the following as needed according to our standards: o
Standard forms
 Pre/Post Trip Inspection

 Log Books
 Inspect and Report the following Accidents
 Incidents
 Injuries
 Plant equipment damage Freight overage, shortage or damage
In accordance with Big Chief trucking procedures:

 Please extend courteous behavior to the motoring public, shippers,
plants, enforcement officers and fellow drivers.
 Be well acquainted with Philippine Port Authority and obey the
provisions relating to drivers, equipment, and cargo being
transported in states and municipalities in which you operate.
 Pick up and deliver freight on time without exception.
 Drive only when you are in good mental and physical health.
 Never operate a vehicle while you are impaired by fatigue, illness or
any other condition that may make it unsafe for you to drive.
1.3 Grounds for the refusal of application
a. Does not meet the above criteria

b. Applies while on duty for another employer
c. Appears to be the influence of alcohol and drugs
d. Has derogatory record from past employer

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1.4 Probation Policy
It is the policy of the company that all new drivers shall be

placed on probation for a period of ninety (90) days. Upon successful
completion of the probationary period, that employee will be given
regular status. A period of probation gives the employee an opportunity
to become acquainted with the job and gives the company an
opportunity to evaluate the employee.
1.4.1 During the probationary period, the employee’s job

performance will be carefully observed by the supervisor.
Weaknesses in performance or attitude shall be brought to the
employee’s attention in a manner appropriate for understanding
and self-correction.
1.4.2 The probation period may be extended by the number of

days the employee is absent from scheduled work while in
probationary status.
1.4.3 New employee whose job performance is deemed by the

supervisors to be unsatisfactory after reasonable efforts have
been made to improve their performance may have their
probation period extended or be terminated at any time prior to
completion of the probation period.
1.4.4 An employee will be granted regular status only after the

period of probation has been satisfactorily completed.
Section 4. Employee Communications Policy
The purpose of this policy is to identify the various channels of

communication within Big Chief Trucking, their intended purpose and the roles
and responsibilities of employees in accessing and using them. The company
believes that effective communications are vital in developing successful and
productive working relationships.
4.1 Open Door Policy
An open door policy means that every manager's door is open to every
employee if you have suggestions for improvement, questions or concerns, or
any work-related problem or issue. The purpose of an open door policy is to
encourage open communication, feedback, and discussion about any matter
of importance to an employee. With this policy that Big Chief Trucking has,

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employees are free to talk with any manager at any time as long as the
manager is available.
4.2 Personal Cellular Phones
While at work, employees are expected to exercise discretion in using

personal cellular phones. Personal calls during the work hours, regardless of the
phone used can interfere with employee productivity, safety and may be
distracting to others. Employees are encouraged to make personal calls during
breaks and lunch except when it is deemed necessary. Employees are
prohibited from using their cell phones in any illegal, illicit or offensive manner.
Drivers shall comply with all federal, state, and local laws and
regulations regarding the use of mobile technology devices including cell
phones. Incoming or outgoing cellular phone calls are not allowed while
driving. Sending or reading text messages, emails, dialing cellular phones,
viewing television, videos, or DVD’s and inputting data into laptop computers,
personal digital assistants or navigation systems are prohibited while driving.
4.3 Sanctions for using cellphone while driving
A driver that will be caught by the LTO of using cellular phones while
driving will pay the penalty ranging from P5, 000 - P20, 000.
4.4 Sanctions for NOT answering important calls
The best way to provide quality service to its customers is through

communication. Unanswered calls coming from the drivers cause delay to the
service of the company. Sanctions are to be followed:
a. First Violation- warning letter

b. Second Violation- fines of 500 as salary deduction
c. Third Violation- One-day suspension
d. Fourth Violation- Three-day suspension
4.5 Company Meetings
Company meetings will be held monthly and are mandatory for all
employees to attend. There will be an open forum to discuss every concern of
the employees and the management. Employees will be informed a week or a

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day prior the meeting. They will be given memo which includes the date,
place and agenda of the meeting.
4.6 Information Management
Employees of Big Chief Trucking will be informed of and/or have access

to the following:
 Incident and accident reports

 Follow up actions
 Any current industry alerts, safety information, legislation
 Last meeting minutes
 Any new or revised policy, procedures, laws or regulations
Through this process Big Chief Trucking management will:
 Keep documentation on all communications and meetings

 Provide feedback to employees on any concerns
 Provide an open forum for employees to discuss and have concerns
addressed
To ensure that all communications are available to everyone, Big Chief

Trucking management will:
 Post all communications on bulletin board

 Review previous meeting minutes
 Give memorandum letter to all employees
 Send text messages to all employees
Section 5. Employment Status
In order to meet its organizational needs, Big Chief Trucking and Allied
Services employs variety of types of employees as follows:
Full time- any employee regularly scheduled to work (40) days or more hours
per work week.
Part time- any employee regularly scheduled to work less than forty (40) hours
per week
Supplemental or Reliever- any employee who works on an “as needed” basis

without a fixed schedule, including “extra” line drivers
Evidence of Employment

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In a business establishment, an identification card is usually provided not

only as a security measure but mainly to identify the holder thereof as a bona
fide employee of the firm that issues it. Together with the cash vouchers
covering petitioner’s salaries for the months stated therein, are substantial
evidence adequate to support a conclusion that petitioner was indeed an
employee of private respondent or employer. (Art. 82 Section 2.3, The Labor
Code, Azucena)
Section 6. Meal and break periods
Big Chief Trucking gives the employees not less than sixty (60) minutes
time-off for their regular meals. However, meal time is not compensable
except in cases where the lunch period or meal time is predominantly spent for
the employer’s benefit or where it is less than 60 minutes.
1. When meal time worked: Continuous Shifts

Where work is continuous for several shifts, the meal time breaks should
be counted as working time for purposes of overtime compensation.
Ruling: The idle time that an employee may spend for resting during
which he may leave the spot or place of work, is not counted as
working time only where the work is broken or not continuous.
2. Shortened meal break upon employees’ request
But the employees themselves may request that their meal period be
shortened so that they can work earlier than the previously established
schedule. In such situation, the shortened meal period is not
compensable.
3. The employees should have “coffee breaks” in the morning and
afternoon.
Section 8. Absenteeism and tardiness
Big Chief Trucking and Allied Services expects regular and timely
attendance from all employees, including those on restricted duty due to an
on-the-job injury. The company recognizes there may be justifiable causes for
absence on occasion and, therefore, adopts a system of progressive
discipline. Absenteeism will result in a series of warnings, and ultimately
discharge from employment, if there is no improvement.
If you are going to be late or absent for any valid reason, you must:

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1. Call or text the HR Officer of any person in the management two (2)
hours prior to your scheduled time.
2. Explain why you are going to be late or absent and when you expect to
be available.
3. It is your responsibility to insure that proper timely notification is given.
An employee who fails to give proper notification will be charged with

an unexcused absence.
I. Absent
An employee is deemed absent when he/she is unavailable for work as
assigned/scheduled and such time off was not scheduled/approved in
advance as required by department notification procedure.
II. Tardy
An employee is deemed to be tardy when he/she:
 Fails to report for work at the assigned/scheduled work time.

 Leaves work prior to the end of assigned/scheduled work time without
prior supervisory approval.
 Takes an extended meal or break period without approval
 Arrives to work past his/her scheduled start time may be replaced for
the full shift at the discretion of his/her supervisor.
III. Time Clocks and Failure to Clock in/out

Employees are required to follow established guidelines for recording their
actual hours worked. A missed clock in/out is a violation of this policy and
includes:
 Failure to clock in/out on their designated time clock

 Failure to clock in/out on their designated time clock for the meal
break;
 Failure to accurately and timely report time worked.
 Clocking in/out early (or late) of assigned shift without prior approval.
OFFENSE OF TARDINESS is committed when an employee comes late for

work or leaves his/her work before the end of his/her scheduled work shift
at least 3 times in a month.
 In case of an accumulated number of more than three (3) occurrences

of unpunctuality, the following shall apply:

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Number of Occurrence in a Number of Offenses

Month
3 Times First Offenses
6 Times Second Offenses
8 Times Third Offenses
10 Times Fourth Offenses
12 Times Fifth Offenses
 The Commission of the offense of tardiness within a period of one (1)

year shall be treated with the following disciplinary action:
Offenses Disciplinary Action

First Offense Stern Warning
Second Offense Five (5) Days Suspension
Third Offense Fifteen (15) Days Suspension
Fourth Offense Thirty (30) Days Suspension
Fifth Offense DISMISSAL
 In addition to the above penalties, every time an employee comes late

for work, his/her salary will be deducted as follows:
Minutes Late Equivalent Salary Deduction
5 to 9 minutes 15 minutes
10 to 15 minutes 30 minutes
16 to 30 minutes 1 hour
31 to 50 minutes 1 hour and 30 minutes
60 minutes 4 hours ( AWOL)
 If an employee comes late for an hour, he/she will be required to

explain in writing the reason for such. If the reason is found to be

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unsatisfactory, the employee will be considered AWOL for that

particular period.
 If an employee comes before 08:05 AM, he/she is not considered late.
However, succeeding minutes of late constitute salary deduction
provided in the above table.
 Management reserves the right to bypass the progressive discipline as
outlined above and move directly to termination of employment
regarding problems related to absenteeism and tardiness.
SCOPE:
This policy shall apply to all employees who are required to report for work
regularly.

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Absence without Official Leave (AWOL)
This policy outlines the process that will be undertaken in the event that an
employee is absent from work without authorized leave.
The purpose of the policy is to ensure that there is a fair and consistent
approach to unauthorized absence across the council and that managers
discharge their duty of care to their employees.
This policy on unauthorized absence without leave applies to all employees.

It applies if an employee:
o fails to comply with the sickness absence reporting procedure (or
provide the required evidence within the required time period),
o fails to attend work,
o fails to return from holiday, or
o is absent from work for any other reason without permission.
o The employee was instructed to report for duty and fails to do so
If an employee is absent from work without good cause and/or fails to properly
and effectively notify the manager of his/her absence, this may be treated as
a serious disciplinary offence, potentially constituting gross misconduct.
Procedure
Where an employee appears to be AWOL the following procedure

should be applied. This procedure will be applied after initial attempts to
contact the employee as outlined below have been unsuccessful.
The application of this procedure could result in disciplinary action
being taken against the employee, including the termination of the
employee’s contract. Therefore, the manager must contact their HR Advisor
prior to implementing this procedure and issuing any correspondence. All
letters in association with the procedure are available from the HR Team.
Timeline Actions
Working Day 1 • The Manager will try to make telephone contact with
the
employee, and keep notes (the date; time; duration;
message left and response received (if any) and retain
them).
• If the Manager has been unable to contact the
employee

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by the afternoon of the first day of unauthorized

absence, efforts will be made to contact the employee’s
next of kin/emergency contact.
• The next of kin/emergency contact should be asked to
contact the Manager in the event that the employee is
located and unable to make contact themselves.
Day 2 of • The Manager will try to make telephone contact with
absence employee again, and keep notes as stated
above.
• If unable to make contact, the Manager will send a
letter
by recorded delivery, and also by standard post. A copy
should also be delivered by hand, to the employee’s last
known address where practical.
• The letter will remind the employee of the absence
reporting procedure and ask them to make
contact.
• The letter will notify the employee that no salary will be
paid for the unauthorised days of absence unless
medically certified and remind them that being AWOL
may result in pay being suspended and disciplinary
action being taken if no contact is made.
Day 4 of • If no contact has been made, the Manager will try to
absence make telephone contact with the employee again and
keep notes of details as stated above.
• If contact cannot be made, the Manager will send a
second letter by recorded delivery and also by standard
post. A copy should also be delivered by hand, to the

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employee’s last known address if practical.

• The letter will again ask the employee to make
contact
urgently and advise that if they do not provide a
medical
certificate or make contact by the date specified
in the
letter their pay will be stopped (suspended)*
• It will against state that being AWOL maybe
considered
an act of gross misconduct which may result in
disciplinary action being taken if they fail to
make
contact.
*NB Payroll Action - Managers must ensure that prompt
action
is taken where it is necessary to suspend pay.
Day 7 of • The Manager will try to make telephone contact
with the
absence employee again, keeping notes as stated above.
• If contact is not made, the Manager will send
by
recorded deliver a third letter and also by standard
post.
A copy should also be delivered by hand, to
the
employee’s last known address if practical.
• The letter will give precise dates of
unauthorized
absence and explain actions taken so far to
contact the
employee.
• The letter will call the employee to a disciplinary
hearing
for Gross Misconduct (providing 7 calendar days’
notice
of the meeting) and clarifying that if they do not
attend or
provide a reason for their continued absence,
the
19 B14 L17 Guijo St. Rosario Village, Lagao General Santos

City Tel. No. (083) 301-5120 |TIN No. 183-562-667
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hearing will proceed in their absence.

• The letter will advise the employee of their right to
be
accompanied at the hearing.
After Day 14 of • The hearing will be convened no earlier than 7
Calendar
absence days, after working day 7.
• The disciplinary hearing for Gross Misconduct will
be
held involving a manager with the authority to
dismiss (ie
a member of Senior Management Group).
The Table of Disciplinary Actions for the offense of AWOL shall be implemented within a
period of one (1) year:
FIRST OFFENSE WARNING
SECOND OFFENSE 05 DAYS SUSPENSION
THIRD OFENSE 15 DAYS SUSPENSION
FOURTH OFFENSE 30 DAYS SUSPENSION
FIFTH OFFENSE DISMISSAL
Note: The “ONE (1) YEAR PERIOD” of penalty implementation shall commence
from day of the commission of the first offense of AWOL up to its anniversary
date.
1. All records pertaining to AWOL violations shall be properly documented as basis

for subsequent actions.
2. Consideration for penalty imposition:

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At the end of approving authority, the above Table of Disciplinary Actions

maybe subject to the following considerations:
 Length of period of Absence

 Extent of acceptable form of advice or notification
 Evaluation on the reasonableness of absence
3. In case of continued absence for eight (8) calendar days or more without proper
notice like telephone calls or satisfactory reply to a maximum of two (2)
telegrams, the following implications shall be considered:
 Non-reply to the telegram shall be considered as a waiver of the

employee’s right to justify his/her long absence.
 The employee shall be deemed to have lost interest in the job and shall
be charged for abandonment of employment
 Abandonment of employment is an offense punishable with DISMISSAL.
 Seven (7) days continuous absence will always be counted as a single
offense.
FOR EXAMPLE:
1. An employee who reports after eight (8) days of continuous absence

will be considered as having committed two (2) offenses.
2. A first time offender employee who reports after fifteen (15) of
continuous absence commits three (3) offenses.
 The corresponding disciplinary action of FIFTEEN (15) days will be meted

out on the employee.
 Likewise, the employee has to serve the corresponding disciplinary action
for the previous disciplinary action of AWOL, which are as follows:
FIRST OFFENSE STERN WARNING
SECOND OFFENSE FIVE (5) DAYS SUSPENSION
THIRD OFFENSE FIFTEEN (15) DAYS SUSPENSION

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 In Other words for the above case the employee gets a total of TWENTY (20)
DAYS SUSPENSION.
4. Any employee requested to work on rest day and/or holidays but absents
himself on said dates will be considered AWOL.
Responsibility:
1. Each Department/Section Head shall conduct the day to day monitoring and
reporting of employee absence to determine appropriate action on violation of
policy.
2. Each Department/Section Head shall determine on the reasonableness of the

employee’s reasons for absence.
3. HRD regularly checks and monitors employee’s time cards for counter checking
and correcting possible errors. Likewise makes reminder to respective Section
Head for any un-acted violation related to AWOL for appropriate action.
4. Payroll Section shall effect the corresponding wage deductions due to

employee’s suspension.
JOB ABANDONMENT
If an employee fails to show up for work or call in with an acceptable reason for
their absence for a period of three consecutive days, they will be considered to have
abandoned their job and voluntarily terminated their employment
Normal Hours of Work
The normal hours of work of any employee shall not exceed eight (8) hours a
day.

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1. The eight-hour labor law was enacted not only to safeguard the health and
welfare of the laborer or employee, but in a way to minimize unemployment by
forcing employers, in case where more than 8-hour operation is necessary, to
utilize different shifts of laborers or employees working only for 8 hours each.
2. Through a contract freely entered into, the work shift may exceed eight hours,
with corresponding overtime pay.
3. Regular working hours. A normal workday shall consist of not more than eight (8)
hours. The regular working hours for the Big Chief Trucking shall be from 8:00 AM
to 5:00 PM for office employee. For truck drivers and helpers, working time is
based on the availability of the contracted ship at Makar Port be it day shift or
night shift. The schedule of shift work shall be maintained; however, Big Chief
Trucking may change the prevailing work time at its discretion, should such
change be necessary in the operations of the company. All employees shall
observe such rules as have been laid down by the company for the purpose of
effecting control over working.
4. Working While Eating. The employee must be completely relieved from duty for
the purpose of eating regular meals. The meal time is not compensable if he is
completely freed from duties during his meal period even though he remains in
the workplace. But the employee is not relieved if he is required to perform his
duties, whether active or inactive, while eating.
5. Lectures Meeting, and Training Programs. Attendance at lectures, meetings,
training programs, and similar activities need not be counted as working time if
the following three criteria are met:
a. Attendance is outside of the employees regular working hours;
b. Attendance is in fact voluntary; and
c. The employee does not perform any productive work during such
attendance.
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 (25%) percent thereof. Work performed beyond
eight hours on a holiday or rest day shall be paid an additional compensation
equivalent to the rate of the first eight hours on a holiday or rest day plus at least
thirty(30%) percent thereof.

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Administrative Rules and Regulations – Overtime
Guidelines:
1. Overtime Work shall be understood as:
 Work rendered in excess of eight hours on regular working days.

 Required attendance in out-company seminars and in-house
seminars/workshops on scheduled rest days.
 Work rendered during rest days.
2. Only rank and file employees are qualified for overtime pay. Manager,
Superintendents and Supervisors are not entitled to receive any overtime pay.
3. An overtime work less than one hour is not allowed.
4. No overtime shall be allowed in excess of 12 hours per regular working day unless
extremely necessary such that it may result to temporary impairment of the
operation or may have serious and adverse effect on our normal flow of
business.
5. Work rendered on an employee’s rest day shall not be paid at an overtime rate
unless a full 48-hour work within the week has not been rendered. However, an
employee can be allowed overtime work if his department head approves the
request.
6. Should an employee work beyond the regular work period and is authorized and
required to do so by his supervisor due to exigencies of the service, he is entitled
to overtime payments for every hour that he renders overtime work.
7. During holidays, at last a day before the day of overtime work, the employee
should file for a request for overtime using the standard Request for Overtime Slip

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for,. It should indicate the number of hours rendered duly approved by his
immediate superior and department head.
8. The employee should prepare the accomplishment report form immediately

after the overtime work is rendered. It should indicate the actual start and end
approved overtime work rendered. His Department Head should approve it
again and the employee concerned should immediately forward both request
and the accomplishment report to payroll.
To facilitate the processing of payment for Overtime work, everyone should to strictly
follow and observe the following guidelines:
1. Daily submission of Request of Overtime Slip by concerned employee t

Finance Department.
2. Supervisors should see to it that forms are properly accomplished, signed by

concerned signatories and forwarded to the Finance Department
immediately.
3. In case deadlines fall on Sunday or Holidays, Request for overtime Slip must
be submitted to Finance Department in the morning of the following regular
working day.
4. Late submission of Request of Overtime Slip for particular period will no longer
be entertained for processing, and will be processed to the next scheduled
processing of Overtime.
5. Schedule for submission of Overtime Request to HRD.
Overtime work rendered for Schedule of submission to

Payroll Date
the period covering HRD
26th to 10th 10th 15th of each month
11th – 25th 25th 30th of each month

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Administrative Rules and Regulations- Undertime
1. Every employee has the responsibility to complete the eight (8) hours work to
effectively and efficiently perform him/her work.
2. the act of going home earlier than the scheduled time unless with the permission
of the superior due to justifiable reasons constitutes the offense of abandonment
of place of work and is subjected to the following disciplinary actions:
FIRST OFFENSE STERN WARNING
SECOND OFFENSE 5 DAYS SUSPENSION
THIRD OFFENSE 10 DAYS SUSPENSION
FOURTH OFFENSE 15 DAYS SUSPENSION
FIFTH OFFENSE 30 DAYS SUSPENSION
SIXTH OFFENSE DISMISSAL
3. All Department Heads, Superintendents, and Supervisors have the responsibility

to remind employees’ who punch out their time cards earlier from their official
scheduled time. This case should not be tolerated to the extent of being abused.
4. All cases of undertime shall be monitored by the HRD.

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5. Likewise, the above policy shall be strictly imposed on all employees reported
bythe Security Guards queuing/lined up in front of the Bundy clock earlier than
the official time-off.
6. HRD Clerk shall conduct the day to day monitoring and reporting of employees’
Tardiness to determine any violation and appropriate action.
7. HRD Clerk shall prepare a bi-monthly report of employees’ unedrtime, which will
serve as the basis of Department Heads to impose appropriate disciplinary
actions.
8. Payroll Section shall effect the corresponding wage deductions due to

employee’s suspension.
Weekly Rest Periods
The Big Chief Trucking provides weekly rest periods to its employees of not less
than twenty-four (24) consecutive hours after every six (6) normal work days.
Employee working on his/her scheduled rest day shall be paid an additional
compensation of at least thirty percent (30%) of his regular wage.
When the nature of the work of the employee is such that he has no regular
workdays and no regular rest days can be scheduled, he shall be paid an additional
compensation of at least thirty percent (30%) of the regular wage for work performed
on Sundays and holidays.
Work performed on any special holiday shall be paid an additional

compensation of at least thirty percent (30%) of the regular wage of the employee.
Where such holiday work falls on the employees scheduled rest day, he shall be entitled
to an additional compensation of at least fifty percent (50%) of his regular wage
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.
Paid vacation is provided to full-time employees to allow a reasonable period of

time to be free of job responsibilities and to enjoy rest and relaxation. Vacation will be
compensated using the employee’s hourly pay rate at eight hours per day.

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Vacation is accrued and earned based on the length of full-time service the
employees had rendered.
Employees may not take vacation time without the approval of the manager of
the human resource officer. Vacation not used within one year of the date on which it
is earned cannot be carried forward and will result in forfeiture, unless state law requires
otherwise.
Paternity and Maternity Leave
R.A. No. 8187, grants paternity leave of seven days with full pay to all married
male employees in the private and public sectors. Paternity leave is available only for
the first four deliveries of the legitimate spouse with whom the husband is living.
“Delivery” includes childbirth, miscarriage or abortion. The purpose of paternity leave is
to enable the husband to lend support to his wife during the period of recovery and/or
in the nursing of the newly born child.
Sick Leave and Vacation Leave as voluntary benefits
While the five-day service incentive leave is mandatory because it is legally

required, vacation and sick leave are voluntary. Their grant in a private enterprise results
from the employer’s discretionary policy or from bargaining with the employees or their
representative.
BUSINESS EXPENSES
This policy defines approved employee business expenses and the authority for
incurring and approving such expenses.
Approved business expenses are the reasonable and necessary expenses incurred by
employees to achieve legitimate business purposes that are not covered by normal
company procurement processes.
Approved employee business expenses:
Business Meetings (company-sponsored Events and Meetings)

The company pays for expenses necessary to achieve a valid business purpose
when meetings are held with customers, vendors or other company employees. The
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most senior company employee present pays and reports all expenses. The company
will strive to have a master account set up for company-wide and large group events.
However, if you are at a small meeting or staying by yourself at a hotel, pay individually
and submit for reimbursement accordingly.
Entertainment
The company pays for entertainment expenses only when they benefit the
company and include customers and are promotional in nature. The most senior
company employee present pays and reports all expenses.
Technical and Training Seminars

The company pays for expenses associated with attendance at classes and
seminars that enhance job-related skills. Prior approval must be obtained by the
employee’s supervisor and appropriate management.
Other Expenses
The company will pay for postage and telephone expenses that are for business.
Travel
For most employees and travel assignments, the company pays amounts
incurred for approved expenses (refer to Travel Expense Policy). Employee
Reporting
Employees report their approved expenses on the standard Expense Report Form
and must describe the expense, its business purpose, date, place, and the participants.
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 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.
Service Awards
Big Chief Trucking and Allied Services values its employees and strives to
recognize those who achieve established milestones. As an example, milestones in
years of service are recognized.
 Most Outstanding Driver

It is a monthly award given to a driver whose performance exceeds the
expectation of the management. The criteria are as follows:
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-Approachable
-Can easily be contact & communicate during operations
-No Memorandum and Penalty received within a month
-Most Punctual
-Has the best customer service
-On-time service
-Has good fuel performance and management
-Communicate Delays and Availability
-Has no negligence and chargeable accidents made
 Most Outstanding Employee

It is a monthly award given to any employee whose performance exceeds the
expectation of the management. The criteria are as follows:
-No Memorandum and Penalty received within a month

-Has an exceeding work performance
-Reports on time
-No absences and/or late within a month
-Has good interpersonal skills
-Has the best customer service
 Most Well-Groomed Truck

It is a monthly award given to a driver whose truck is well-maintained. The criteria
are as follows:
-Maintains truck cleanliness within a month

-Has no negligence and chargeable accidents made
-Has no damages made either on his truck or equipment
-Performs well during operations
PROMOTIONS
It is the company's policy to promote from within the company only when the
most qualified candidate is available. Promotions are made on an equal opportunity
basis according to the results of performance assessment, and an analysis of the
education, experience, knowledge, personality and skills required for the available
position.

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Uniform Policy
Our dress code company policy outlines how we expect our employees to dress at
work. Employees should note that their appearance matters when representing our
company in front of clients, visitors or other parties. An employee’s appearance can
create a positive or negative impression that reflects on our company and culture.
Policy elements
These dress code rules always apply:
 All employees must be clean and well-groomed. Grooming styles dictated by religion
and ethnicity aren’t restricted.
 All clothes must be work-appropriate. Clothes that are typical in workouts and outdoor
activities aren’t allowed.
 All clothes must project professionalism. Clothes that are too revealing or inappropriate
aren’t allowed.
 All clothes must be clean and in good shape. Discernible rips, tears or holes aren’t
allowed.
 Employees must avoid clothes with stamps that are offensive or inappropriate.
1. All employees shall wear the uniforms provided by the Company. The Company
shall prescribe the kind of uniforms to be worn from Monday to Friday.
2. Entitled to Company uniforms are regular employees, both monthly and daily
paid employees
3. Allocation of uniform is as follows:
All Employees- 2 Shirts and 2 Polo Shirts
4. An employee may be excused from wearing the prescribed Company uniforms

only for justifiable reasons, such as:
 Uniforms undergoing major repairs
 Pregnancy
 Newly hired employee not included in the latest uniform requisition.

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5. A written request for exemption shall be submitted to HRD at least a day before
the requested day.
6. Violations which maybe committed in connection with the wearing of uniforms
are as follows:
 Not wearing the official uniform on the designated day.
 Wearing incomplete uniform.
 Altering the uniform’s design or color
 Wearing slippers or walking barefoot in the place of work.
7. Failure to wear the prescribed company uniform without a valid reason

approved by the Department Head shall subject the employee to proper
disciplinary action. Penalties are as follows:
First Offense Written Reprimand
Second Offense 5 Days Suspension
Third Offense 15 Days Suspension
Fourth Offense 30 Days Suspension
Fifth Offense Dismissal
8. Department Managers, Supervisors and Superintendent are appointed and

empowered to monitor their respective personnel to issue a violation
memorandum. The violation memo will then be sent to HRD for proper action.
9. Management Rotation Officers are also authorized to monitor completeness of
Company Uniforms including the wearing of Company ID and safety gears.
Disciplinary Consequences
When an employee disregards our dress code, manager or HR officer should reprimand
them. The employee should start respecting our dress code immediately. In some cases,
supervisors may ask employees to returning home to change. If not, dress code
violation will have a penalty of P50.00 and together with a memorandum.

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Article 4- Compensation Policy
General
The goal of Big Chief Trucking and Allied Services’ compensation policy is to pay
wages that are competitive with those in the community and the industry, recognizing
individual effort and contribution to the company’s overall success.
Records of time worked
All hourly employees must keep accurate records of their work time by securing
their time ins and outs in their personal Daily Time Record (DTR). Your time in and out
provides the basis for your compensation. Employees must never enter the time in or
out for another employee. Any employee who falsifies his or her own time or who
punches in or out for another employee, will be subject to disciplinary action.
Pay Periods and Payroll Deductions
Normal payday for all BCT employees is on every 15 th and 30th of the month. The
cut-off for the payroll is on every 10th for the 15th day payroll and 25th day for the 30th
payroll the month.
BCT will deduct amounts authorized in the contract such as deductions for SSS,
PhilHealth, Pag-Ibig, cash advancements and other pertinent charges.
If you do not believe your salary is accurate, please immediately contact Human
Resources or the accounting department. Any questions about your payroll should be
directed to your supervisor or Human Resources.
Way Bill Submission
All drivers must submit their WAY BILLS on the scheduled cutoff date of the
payroll- on the 10th and 25th of the month. If unfavorable circumstances might happen
that the driver will not be able to submit his way bill, he will be given an extension of
TWO (2) days to submit his way bill- on the 12th and 27th of the month. Failure of
submission will not be anymore included in the computation of your salary in the payroll.
Thus, it will fall on the next payroll.
Cash Advancements
Employees of BCT are entitled to advance their salaries provided that it will not
exceed their salaries. Cash Advancements will fall on the 10th and 20th of the month.
BCT employees must notify the accounting department prior to cash advancement
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day so that she can prepare all the total cash advances. Cash advances must be
approved by the general manager before releasing it.
Wage Garnishments
A wage garnishment is an order from a court or government agency directing us

to withhold a certain amount of money from an employee’s paycheck and send it to a
person or agency. Wages can be garnished to pay child support, spousal support or
alimony, tax debts, outstanding student loans, or money owed as a result of a judgment
in a civil suit.
If we are instructed by a court or agency to garnish an employee’s wages, the

employer will be notified of the garnishment immediately. Please note that we are
legally required to comply with these orders. If you dispute or have concerns about the
amount of a garnishment, you must contact the court or agency that issued the order.
Overtime pay rates computation for Driver
Overtime pay rates for driver depends on the Truck he is driving (Prime Mover,
Ten-Wheelers, Dumptruck), location of delivery and employment status (regular or
reliever). Overtime pay rates only include work hours beyond 12:00 am. The standard
overtime pay rates are as follows:
Prime Mover Regular-200

Relievers-150
Ten-Wheelers Regulars-150
Relievers-150
Dumptruck Depends on the
management
Take note that standards overtime pay may change without prior notice. It is the
discretion of management to change the overtime pay rates.
Overtime pay rates computation for Non-Driver Employees
The COLA shall not be included in the computation of overtime pay. The
minimum overtime pay rates vary according to the day the overtime work is performed,
as follows:
1. For work in excess of eight (8) hours performed on ordinary working days: Plus
25% of the hourly rate

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Basic Salary/Rate Computation

Php 295.00 P295/8 x 125%= 36.875 x
125% = Php 46.09 x number
of hours of OT work
2. For work in excess of eight (8) hours performed on a scheduled rest day or a
special holiday: Plus 30% of the hourly rate on the said days

Php 295.00 P295/8 = 36.875 x 130% x
of hours of OT work
3. For work in excess of eight (8) hours performed on a regular holiday: Plus 30% of
the hourly rate on the said days

Php 295.00 P295/8 = 36.875 x 200% x
of hours of OT work
4. For work in excess of eight (8) hours performed on a regular holiday which falls on
a scheduled rest day: Plus 30% of the hourly rate on the said days

Php 295.00 P295/8 = 36.875 x 260% x
130% = Php 124.63 x
number of hours of OT work
Holidays, Service incentive leaves and service charges
1. Right to Holiday Pay
a. Every worker shall be paid his regular daily wage during regular holidays
b. 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
c. Regular 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 of December and the day designated
by law for holding a general election.

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2. Holiday pay for only twelve regular holidays
a. Holiday pay is a one-day pay given by law to an employee even if he does

not work on a regular holiday. This gift of a day’s pay is limited to each of the
twelve regular holidays.

Php 295.00 P295 x 200% = P590.00
b. Where the holiday falls on the scheduled rest day of the employee, work
performed on said day merits at least an additional 30% of the employee’s
regular holiday rate of 200% or a total of at least 260%.
c. When a regular holiday falls on a Sunday, the following Monday shall not be
a holiday, unless a proclamation is issued declaring it a special day.
d. Formulas to compute wages on Holidays
i) For regular holidays
If it is an employee’s regular workday
Unworked 100%
Worked 200%
Excess Hours Plus 30% of hourly rate
If it is an employee’s rest day
Unworked 100%
Worked 230%
ii) For special holidays
If it is an employee’s regular workday
Unworked No pay
Worked Plus 30 %
If it is an employee’s rest day

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Unworked No pay
Worked Plus 50 %
Standard Pay Rate per Trip
STANDARD PAY PER TRIP PRIME MOVER TEN WHEELERS DUMPTRUCK

(FROM MAKAR)
PHP 200.00 PHP 150.00 PHP 200.00
ECCO PHP 200.00 PHP 150.00
MANDAYAO PHP 200.00 PHP 150.00
REGENTI PHP 200.00 PHP 150.00
ESPINA PHP 200.00 PHP 150.00
SAN VICENTE PHP 200.00 PHP 150.00
HEXAMINDZ PHP 200.00 PHP 150.00
GOIPENG PHP 200.00 PHP 150.00
BALUAN PHP 200.00 PHP 150.00
GLAMANG PHP 200.00 PHP 150.00
J DEENA PHP 200.00 PHP 150.00
CALUMPANG PHP 200.00 PHP 150.00
LAGAO PHP 200.00 PHP 150.00
HALONG/BONJOURNO PHP 200.00 PHP 150.00
ROBSON PHP 200.00 PHP 150.00
S.I PHP 200.00 PHP 150.00
FIESTA PHP 200.00 PHP 150.00
DADIANGAS GLASS PHP 200.00 PHP 150.00
ESPINA PHP 200.00 PHP 150.00
BOUNTY PHP 200.00 PHP 150.00
TAMONI PHP 200.00 PHP 150.00
DRYER PHP 200.00 PHP 150.00
LANOY PHP 200.00 PHP 150.00 PHP 200.00
CARGILL PHP 200.00 PHP 150.00
TAMONI PHP 200.00 PHP 150.00 PHP 200.00
CALUMPANG PHP 200.00 PHP 150.00
CARGILL PHP 200.00 PHP 150.00
ARTEMIS PHP 200.00 PHP 150.00
FRABELLE PHP 200.00 PHP 150.00
RD PHP 200.00 PHP 150.00
MARBEL PHP 300.00 PHP 300.00
ISULAN PHP 300.00 PHP 300.00

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Standard Allowance Rate
Allowances are given to any regular or non-regular truck drivers. It will be given
at any day and any time provided that they shall gather the required number of
waybills. Corresponding trips are as follows:
STANDARD PRIME MOVER TEN WHEELERS DUMPTRUCK

ALLOWANCE
PHP 200.00 PHP 150.OO PHP 200.00
(FROM MAKAR)
ECCO
MANDAYAO 8 TRIPS 10 TRIPS
REGENTI
ESPINA 12 TRIPS 14 TRIPS
SAN VICENTE 14 TRIPS 16 TRIPS
HEXAMINDZ
GOIPENG 8 TRIPS 10 TRIPS
BALUAN 8 TRIPS 10 TRIPS
GLAMANG 5 TRIPS 6 TRIPS
J DEENA
CALUMPANG 8 TRIPS 10 TRIPS
LAGAO 8 TRIPS 10 TRIPS
HALONG/BONJOURNO 14 TRIPS 16 TRIPS
ROBSON 14 TRIPS 16 TRIPS
S.I
FIESTA 14 TRIPS 16 TRIPS
DADIANGAS GLASS
ESPINA 12 TRIPS 14 TRIPS
BOUNTY
TAMONI 20 TRIPS
DRYER 5 TRIPS 6 TRIPS
LANOY
CARGILL
TAMONI 20 TRIPS
CALUMPANG 8 TRIPS 10 TRIPS
CARGILL 12 TRIPS 14 TRIPS
ARTEMIS
FRABELLE
RD

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Standards of conduct and corrective action
BCT wishes to create a work environment that promotes job satisfaction, respect,
responsibility, integrity and value for all of our employees, clients, customers and other
stakeholders. Every employee has a shared responsibility toward improving the quality
of our work environment.
By working at this company, you agree to follow the company’s rules. The
prohibited conduct listed below is not an all-inclusive list. This policy is not intended to
limit the company’s right to discipline or discharge employees for any reason permitted
by law. While we value our employees, the company retains the right to terminate an
employee on an “at-will” basis.
Examples of inappropriate conduct include:

• Violation of the policies and procedures in this handbook.
• Possessing, using, distributing, selling, negotiating the sale of, drugs or other controlled
substances or being under the influence of alcohol, during working hours, on company
property (including company vehicles), in company uniform, or on company business.
• Inaccurate reporting of the hours worked by you or any other employee.
• Providing inaccurate, incomplete or misleading information in interviews or preparing
any employment related document including, but not limited to, job applications,
personnel files, employment review documents, intra-company communication,
communications with those outside the company, or expense records.
• Taking or destroying of company property or that of visitors, clients or fellow
employees.
• Possession or custody of potentially hazardous or dangerous property, where not
permitted such as firearms, weapons, chemicals, etc., without prior authorization.
• Fighting with, or harassment of, any fellow employee, vendor or customer.
• Unauthorized or excessive use of company property, or the property of any visitor,
customer, fellow employee. This includes but is not limited to, vehicles, supplies,
telephones, mail and computers.
• Disclosure of company trade secrets or proprietary information of the company, its
customers or fellow employees.
• Refusal or failure to follow directions or to perform a requested or required job task.
• Refusal or failure to follow safety rules and procedures.
• Excessive tardiness or absences.
• Smoking in non-designated areas.
• Working unauthorized overtime.
• Solicitation of fellow employees on the company premises during working time.
• Failure to dress appropriately.
• Use of obscene or otherwise inappropriate language or conduct in the work place.
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• Failure to provide timely medical authorizations for medical absences longer than two
days.
• Inappropriate horseplay that is distracting to fellow employees or creates a danger to
others.
• Criminal activity at or outside of the work place.
• Outside employment which interferes with your ability to perform your job at this
company.
• Gambling on company premises.
• Taking unauthorized gratuities for company business.
• Lending keys to company property to unauthorized persons or allowing duplicate
keys to be made without prior authorization.
• Being absent from the work area without prior authorization.
• Harassment of, or discrimination against, an employee, customer or visitor because of
that person’s race, religion, color, sex, age, sexual preference, disability or national
origin.
• Bad-mouthing or spreading rumors about others.
Nothing in this policy is intended to negate the employee’s rights under the National
Labor Relations Act.
CRIMINAL ACTIVITY; ARRESTS
Involvement in criminal activity, whether on or off company property, may cause

disciplinary action including suspension or termination. Disciplinary action depends
upon a review of all factors involved, including whether the employee's action was
work-related, the nature of the act, or circumstances, which adversely affect
attendance or performance. Any disciplinary action is not dependent upon the
disposition of any case in court.
Employees are expected to be on the job, ready to work, when scheduled. Inability to
report to work as scheduled because of an arrest may lead to disciplinary action, up to
and including termination, for violation of the attendance policy or job abandonment.
Any disciplinary action taken will be based on information reasonably available. This
information may come from witnesses, police, or any other source if management has
reason to view the source as credible.
UNLAWFUL USE OF COMPANY EQUIPMENT OR PROPERTY
The company will not condone or tolerate the use of company equipment or
property for any illegal activity or personal use or hire.
FIREARMS AND ILLEGAL WEAPONS

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Firearms and illegal weapons are forbidden in or on company equipment or

property. Any driver found or in possession of a firearm or illegal weapon will be subject
to severe disciplinary action, up to and including termination.
THEFT
The theft of customer, company or another employee’s property, regardless of

amount, will result in immediate discharge.
UNAUTHORIZED PASSENGERS
Only company employees are authorized passengers in company vehicles.
MAJOR VIOLATIONS
FIRST SECOND THIRD FOURTH
OFFENSE OFFENSE OFFENSE OFFENSE
Possessing, using, distributing, Dismissal
selling, negotiating the sale of,
drugs or other controlled
substances or being under the
influence of alcohol, during
working hours, on company
property (including company
vehicles), in company uniform, or
on company business.
Providing inaccurate, incomplete Dismissal
or misleading information in
interviews or preparing any
employment related document
including, but not limited to, job
applications, personnel files,
employment review documents,
intra-company communication,
communications with those outside
the company, or expense records.
Taking or destroying of company Dismissal
property or that of visitors, clients or
fellow employees.
Possession or custody of potentially Dismissal
hazardous or dangerous property,
where not permitted such as

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firearms, weapons, chemicals, etc.,

without prior authorization.
Unauthorized or excessive use of Dismissal
company property, or the property
of any visitor, customer, fellow
employee. This includes but is not
limited to, vehicles, supplies,
telephones, mail and computers.
Disclosure of company trade Dismissal
secrets or proprietary information
of the company, its customers or
fellow employees.
Excessive tardiness or absences. Dismissal
AWOL for more than 7 days
Criminal activity at or outside of Dismissal
the work place.
Outside employment which Dismissal
interferes with your ability to
perform your job at this company.
Gambling on company premises. Dismissal
Taking unauthorized gratuities for Dismissal
company business.
Lending keys to company property Dismissal
to unauthorized persons or
allowing duplicate keys to be
made without prior authorization.
Harassment of, or discrimination Dismissal
against, an employee, customer or
visitor because of that person’s
race, religion, color, sex, age,
sexual preference, disability or
national origin.
Extortion, violence, sabotage, Dismissal
intimidation, theft or pilferage
(whether attempted or frustrated
or consummated regardless of the
value) or connivance in the
commission of such theft or
pilferage, cargo substitution,
smuggling (regardless of the value
or).

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Note: Failure of any employee to

report known cases of any of the
above violation will be considered
connivance and will be meted out
the same penalty as the accused.
Those after screening were found Dismissal
to have past criminal record of
conviction by a final judgment of a
competent court involving crime
against public order, serious crime
against personal liberty, national
security, or public interest, or such
other crimes as may be considered
inimical to peace and order in the
waterfront; membership in the
communistic or subversive
organization.
Payroll padding, falsification Dismissal
and/or fraudulent alteration of
company records or commercial
documents resulting to any loss or
damage to the company, false
testimony that is injurious to the
best interest of the company;
punching another employee’s
time card or affixing another
employee’s signature in the
timesheets.
Hiring another person to do duty Dismissal
for him
Membership in any subversive Dismissal
organization or association whose
objective is the violent overthrow
of the existing legitimate
government.
Lending of Company I.D. or PPE’s Dismissal
to fellow workers or unauthorized
person
Reporting or working under the Dismissal
influence of liquor, drugs and other
intoxicating substances.
Failure to report after leave of Dismissal

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absence or expiration of
disciplinary action; or reporting for
work without previously securing
“fit to work” clearance from
Company physician.
Loitering, or unauthorized Dismissal
presence of a worker in an area
not included and related to his job
responsibility or sphere of
assignment
LIGHT OR LESS SERIOUS VIOLATIONS

FIRST SECOND THIRD FOURTH
OFFENSE OFFENSE OFFENSE OFFENSE
Violation of the policies and 3 Days 5 Days 10 Days Dismissal
procedures in this handbook. Suspension Suspension Suspension
Inaccurate reporting of the hours 3 Days 5 Days 10 Days Dismissal
worked by you or any other Suspension Suspension Suspension
employee.
Fighting with, or harassment of, 3 Days 5 Days 10 Days Dismissal
any fellow employee, vendor or Suspension Suspension Suspension
customer.
Refusal or failure to follow 3 Days 5 Days 10 Days Dismissal
directions or to perform a Suspension Suspension Suspension
requested or required job task.
Refusal or failure to follow safety 3 Days 5 Days 10 Days Dismissal
rules and procedures. Suspension Suspension Suspension
Excessive tardiness or absences. 3 Days 5 Days 10 Days Dismissal
AWOL for more than 7 days Suspension Suspension Suspension
Smoking in non-designated areas. 3 Days 5 Days 10 Days Dismissal
Suspension Suspension Suspension
Failure to dress appropriately. 3 Days 5 Days 10 Days Dismissal
Suspension Suspension Suspension
Use of obscene or otherwise 3 Days 5 Days 10 Days Dismissal
inappropriate language or Suspension Suspension Suspension
conduct in the work place.
Failure to provide timely medical 3 Days 5 Days 10 Days Dismissal
authorizations for medical Suspension Suspension Suspension
absences longer than two days.
Being absent from the work area 3 Days 5 Days 10 Days Dismissal

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without prior authorization. Suspension Suspension Suspension

Bad-mouthing or spreading rumors 3 Days 5 Days 10 Days Dismissal
about others. Suspension Suspension Suspension
Unjustified refusal to work during 3 Days 5 Days 10 Days Dismissal
emergencies. Suspension Suspension Suspension
PROBLEM SOLVING PROCEDURE
We strive to provide a comfortable, productive, legal and ethical work environment.

The company wants you to bring any problems, concerns or grievances about the work
place to the attention of your supervisor and, if necessary, to upper level management.
To help manage conflict resolution we have instituted the following problem solving
procedure:
If you believe there is inappropriate conduct or activity by the company,

management, its employees, vendors, customers, or any other persons or entities
related to the company, immediately bring this to the attention of your supervisor.
Please try to approach your supervisor at a time and place that will allow the supervisor
to properly listen to your concern. Most problems can be resolved informally through
dialogue between you and your immediate supervisor. If you have discussed this matter
with your supervisor before and do not believe you have received a sufficient response,
or if you believe your supervisor is the source of the problem, we request you present
your concerns to Human Resources. Please indicate what the problem is, those persons
involved in the problem, efforts you have made to resolve the problem, and any
suggested solution you may have.
It is the purpose of this problem solving procedure to help maintain a work environment
with respect and responsibility towards each other.
OUTSIDE EMPLOYMENT (MOONLIGHTING)
Outside employment which creates a conflict of interest or which affects the quality or
value of your work performance or availability at the company is prohibited. All
employees who have outside employment must inform their supervisor as to the name
of the company, hours of employment and job description. Failure to make this
disclosure at the time of your application for employment, or thereafter, no matter
when discovered, may result in disciplinary action by the company, including
termination.
WAIVER OF BREACH
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The waiver by the company of any violation of any term or condition set forth in this
employee handbook shall not operate as a waiver of any subsequent violation. No
waiver shall excuse compliance with the provisions of the employee handbook unless
placed in writing and signed by an officer of the company.
EXIT INTERVIEW
You may be asked to participate in an exit interview when you leave the company. The
exit interview provides management with greater insight into employee relations and to
avoid unnecessary employee claims. Your cooperation in the exit interview process will
be greatly appreciated.
COMPANY BULLETIN BOARDS
BCT maintains an official bulletin board located conspicuously in the workplace to

provide employees with its official notices, including wage and hour laws, changes in
policies, and the like. The company may also post information of general interest to the
employees on the bulletin board. Please keep informed about this material by
periodically reviewing the company bulletin board.
Driver Accident History Record Policy
As part of Rush Trucking Corporation's overall commitment to operating in a safe

and legal manner, an accident history record will be kept on each driver. These records
will be chronological listings of all accidents and incidents involving individual drivers.
The goals of these records are:

• to take a proactive stance in detecting patterns of unsafe driving behavior,
• to take immediate corrective action with all drivers operating in an unsafe manner, or
who are involved in accidents or incidents, and
• To recognize those drivers who consistently demonstrate the ability to operate safely
and within the regulations.
Driver Accident History Record Procedures
The prevention of accidents and incidents is an important part of Rush Trucking

Corporation's safety program, but when an accident or incident occurs, the company
will take appropriate corrective action and document the event. The driver's supervisor,
along with Rush Trucking Corporation's Safety Department personnel, will be responsible

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for keeping the driver accident history record current and up to date by recording all
accidents and incidents described below.
Accidents
All accidents involving a driver, regardless of preventability or cost, shall be

recorded on the driver's accident history record. The company believes the tracking of
non-preventable, as well as preventable, accidents can provide valuable information
on individual driving behavior and trends. Drivers who show a pattern of 'being in the
wrong place at the wrong time' and incurring multiple non-preventable accidents may
need additional or remedial defensive driving training.
The cost of the accident shall not be a consideration in whether or not the
accident is recorded on the driver's accident history record. Cost is a determinant of
accident severity, but the company regards all accidents as serious, regardless of cost.
An accident involving $200 in vehicle damage can easily turn into a $20,000 accident if
a personal injury is claimed. The driver who incurs two or three minor, slow moving
accidents is demonstrating a pattern of unsafe or careless driving behavior, and is at
higher risk of being involved in a major accident. Accident history records are intended
to identify these patterns, and alert the company to take corrective action.
All record of accident entries should include the following minimum information:
• Date and time of the accident.

• Personal injuries involved (if applicable).
• Other vehicle(s) involved (if applicable).
• Property damage involved (if applicable).
• A brief description of the accident.
In addition, a drivers file will include any records of accident counseling,

remedial training, or other corrective action taken by the company. This could include
things like defensive driving training, slow maneuver operations, backing, etc.
All records of corrective action entries should include the following:
• Type of action taken.

• Date and time of counseling, remedial/additional training, and/or corrective action.
• Signatures of the driver, supervisor, and/or Safety Department representative
involved.
• Hours of Service.
Rush Trucking Corporation expects all of its drivers to consistently complete and submit
accurate, true, neat, and legible daily logs. Drivers who submit logs with excessive

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violations are demonstrating unwillingness or inability to meet company standards or

comply with federal regulations.
To address this issue, the company has established a Log Policy which provides
preventive counseling and remedial training opportunities to improve hours of service
performance. The policy also provides a corrective action schedule for drivers who fail
to correct their hours of service performance deficits. This corrective action program
includes Verbal and Written Warnings to be given to drivers who do not comply with
company standards and federal regulations.
In addition, the driver's file will include a record of any hours of service counseling,
remedial training, or other corrective action taken by the company. All records of
corrective action entries shall include the following:
• Type of action taken.

• Date and time of counseling, remedial/additional training, and/or corrective action.
• Signatures of the driver, supervisor, and/or Safety Department representative
involved.
• Motorist Complaints.
Conveying the image that Rush Trucking Corporation is a safe and responsible
organization to our customers and to the general motoring public is critically important.
Drivers have the most direct influence on this image, since they are the company's most
visible public representatives.
In order to maintain and enhance our company's image, drivers for Rush Trucking
Corporation are expected to drive in a defensive manner and exercise road courtesy
at all times. Reported road observations that are either phoned in or written, are taken
seriously.
A reported negative road observation has an adverse impact on the company's

image. Reports of drivers operating in aggressive, careless, or reckless manners shall be
investigated. Although these complaints are only alleged, Rush Trucking shall monitor
these reports to establish a history of possible poor driving behavior.
Drivers involved in repeated motorist complaints over a span of time are demonstrating
a pattern of poor driving behavior contrary to company policy. Such drivers will be
subject to the following schedule:
• First motorist complaint: Written notification of complaint.

• Second reported motorist complaint within 3 months of the first: Written Warning and
mandatory defensive driving retraining.

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• Third reported motorist complaint within 3 months of the second: Final Written Warning
and disciplinary action including suspension up to, and including, termination.
A record of all reported motorist complaints shall be entered in the driver's personnel
file. All motorist complaints shall include the following information:
• Date, time and location of the observation.

• QUALCOMM vehicle position history (if equipped)
• The original letter (if the motorist complaint was in written form).
• A brief description of driving behavior observed.
Rush Trucking Corporation expects its drivers to operate in a safe, legal, and
professional manner at all times. Drivers convicted of moving traffic violations
jeopardize their livelihood and the company's safety standards. All drivers for Rush
Trucking Corporation are expected to maintain an acceptable driving record. Moving
traffic violations include speeding, improper lane changes, driving too fast for
conditions, following too close, failure to yield, etc. They do not include parking or
equipment violations.

City Tel. No. (083) 301-5120 |TIN No. 183-562-667

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Title : BCTAS POLICIES AND PROCEDURES

BIG CHIEF TRUCKING AND ALLIED SERVICES

B14 L17 Guijo St. Rosario Village, Lagao

EMPLOYEE HANDBOOK AND SAFETY MANUAL

1 B14 L17 Guijo St. Rosario Village, Lagao

2 B14 L17 Guijo St. Rosario Village, Lagao

Big Chief Trucking and Allied Services

Welcome to Big Chief Trucking and Allied Services!

Starting a new job is exciting but can be overwhelming too. This

In brief, this handbook explains our procedures and policies and

3 B14 L17 Guijo St. Rosario Village, Lagao

Courageous- Stand up for what you believe is just and good.

4 B14 L17 Guijo St. Rosario Village, Lagao

Big Chief Trucking and Allied Services’ History

5 B14 L17 Guijo St. Rosario Village, Lagao

This employee handbook attempts to keep you informed of the terms

Article 1 – Name, Logo and Domicile

Section 2. The Company shall adopt its own logo.

Article 2 – Legal Basis of Policies

Section 1. Adhering to Labor Code

6 B14 L17 Guijo St. Rosario Village, Lagao

Article 3 - Employment Policies

Section 1 . Contract of Employment

1.1 Terms of Employment

1.2 Written Statement of Terms

a. The full names of the employer and the employee

7 B14 L17 Guijo St. Rosario Village, Lagao

The management reserves the right to modify, revoke, or replace any

Section 2. Equal Employment Opportunity

Big Chief Trucking and Allied Services is committed to a policy of equal

Section 3. Job Description

1.1 Job Requirements (knowledge, skills and abilities)

When the above criterion is met, the prospective driver shall be

1.2 Driver Duties and Responsibilities

8 B14 L17 Guijo St. Rosario Village, Lagao

1. Drive a trailer/prime mover, 10-wheeler truck or straight truck in a safe

 Checked in and properly recorded

 Pre/Post Trip Inspection

In accordance with Big Chief trucking procedures:

1.3 Grounds for the refusal of application

a. Does not meet the above criteria

9 B14 L17 Guijo St. Rosario Village, Lagao

1.4 Probation Policy

It is the policy of the company that all new drivers shall be

1.4.1 During the probationary period, the employee’s job

1.4.2 The probation period may be extended by the number of

1.4.3 New employee whose job performance is deemed by the

1.4.4 An employee will be granted regular status only after the

Section 4. Employee Communications Policy

The purpose of this policy is to identify the various channels of

4.1 Open Door Policy

10 B14 L17 Guijo St. Rosario Village, Lagao

4.2 Personal Cellular Phones

While at work, employees are expected to exercise discretion in using

4.3 Sanctions for using cellphone while driving

4.4 Sanctions for NOT answering important calls

The best way to provide quality service to its customers is through

a. First Violation- warning letter

4.5 Company Meetings

11 B14 L17 Guijo St. Rosario Village, Lagao

4.6 Information Management

Employees of Big Chief Trucking will be informed of and/or have access

 Incident and accident reports