Page 25 - HRD

20.1.1 ASI.COM.PH, INC. strives to maintain a self-nomination and position posting system
whereby open positions and job vacancies are advertised both internally and externally to meet
the talent needs of the company. Exception to this policy will be at the discretion of the
appropriate Department Manager or Director and should entail consultation with the Human
Resources Department. ASI.COM.PH, INC. reserves the right to mandate selection decisions that
are in the best interest of the company.

20.1.2. A prospective applicant should send his/her curriculum vitae at HRD@asi.com.ph or
thru the company’s Facebook page.

20.1.3. After the Human Resources Department verified the identity of those who sent their
curriculum vitae, they will be added in the Facebook (FB) group asi.com.ph Inc. Applicant Hub.
Members of the said group are the CEO, COO, and Department Managers/Directors.

20.1.4. The Human Resources Department will post the curriculum vitae of the verified
applicants to the Facebook group. Also, they will be tagged in order to be notified. Members of
the FB group (Officials of the Company) will ask questions about the applicant’s qualifications,
skills, and abilities thru the Comment section. The applicants should reply to the comments as
this is a vital part of the selection and recruitment process.

20.1.5. After a thorough evaluation and assessment of the applicant’s response to the
questions, he/she will be informed by the HR Department if he/she is hired or not hired. Hiring
decisions come from the CEO and in certain cases, from the HR Department Manager.

20.1.6. Hired personnel/employees will be designated to a respective branch office; also, they
will be informed on when they can officially start their job.

20.2. Progressive Discipline Policy
20.2.1. ASI.COM.PH, INC. uses this discipline policy as a guide for the uniform administration of
discipline. Except in the case of more serious infractions that require legal actions, the company
believes in a progressive disciplinary procedure that will promote fairness and equality in the
workplace and serve to guide and improve an employee's behavior.

20.2.2. In the event of a violation of the company’s Standard Operating Procedures, rules,
regulations, policies or procedures, any one of the following actions may be used at any time
according to the seriousness of the offense: Verbal Warning/Reprimand, Written Warning
(Memorandum), Final Written Warning, Suspension, and Termination.

20.2.3. The final warning should make it clear that, unless there is significant improvement,
termination will result. When a final warning is given, a copy should be forwarded to the HR
Department. Compliance with any corrective action will not change the at-will nature of the
employee’s employment.

20.2.4. Each offense shall be dealt with as objectively and as privately as possible. SOP and
Policy infractions shall be dealt with as soon as possible.

20.2.5. Discipline shall usually be progressive, but depending on the severity of the offense,
certain levels in the process may be omitted and immediate termination could be required.

Automation and Security Inc.
www.asi.com.ph
v1-2017