INTEGRITY OF SALARY DECLARATION
The Company maintains strict honesty in all official documentation. Under no circumstances will the Company misrepresent an employee’s financial standing.
Fraud and Falsification of Company Documents
Request for Falsification
Any act of requesting, pressuring, or persistently urging the HR, Finance, or Administrative Department to inflate, misrepresent, or alter salary figures or employment details in any official document (including Certificates of Employment or Compensation) constitutes Unprofessional Conduct.
Unauthorized Alteration
Any employee found tampering with, modifying, or altering a legitimately issued Company document—whether to reflect a higher salary, incorrect position, or false employment details—shall be deemed to have committed Falsification of Company Documents.
Penalty
Falsification of Company records is considered a Grave Offense involving fraud and breach of trust. Any employee found guilty of such acts shall be subject to Immediate Dismissal, without prejudice to any further legal action the Company may pursue under applicable laws.
NFC DATA INTEGRITY & ANTI-FRAUD POLICY
Statement of Policy
The Company relies on the absolute integrity of digital logs for payroll, taxation, and statutory compliance. Because these logs directly affect financial disbursements, any act that compromises this data is considered a direct act of fraud and a willful breach of trust.
Prohibited Acts (Grave Offenses)
The following actions are classified as Serious Misconduct and Fraud
| Offense | Definition |
|---|---|
| Proxy Tapping | Allowing another person to use your NFC card to log in/out, or tapping the card of another employee (regardless of their physical presence). |
| Log Falsification | Using the NFC system to report for work while not physically present at the assigned workstation or field site. |
| System Interference | Any unauthorized attempt to edit, bypass, or corrupt the NFC reader hardware, software, or backend database. |
The Principle of Personal Responsibility
Each employee is the sole custodian of their assigned NFC Card. The Company strictly enforces a "Single User" protocol:
Equal Liability If a card is used to "tap in" while the owner is absent, both the card owner and the person who performed the tap will be held equally liable for Falsification of Records.
Invalid Defense Claiming "I left my card on my desk and someone else used it" is not an acceptable defense. Proper custody of the card is a fundamental job requirement.
Disciplinary Action: Dismissal
In accordance with Article 297 of the Labor Code of the Philippines, the acts mentioned above constitute Just Causes for Termination.
Penalty
Because these acts involve dishonesty and the theft of company time/funds, they are punishable by Immediate Dismissal on the first offense, following the "Twin Notice Rule" of due process (Notice to Explain and Notice of Decision).
Digital Audit Trail
The IT Department performs regular audits of the NFC backend. Any discrepancies between NFC logs and physical CCTV footage or network activity logs will trigger an immediate administrative investigation.
Summary of Penalties & Integrity
| Infraction | Penalty |
|---|---|
| Proxy Tapping | Immediate Dismissal (First Offense) |
| Fraudulent Online Logging | Immediate Dismissal (First Offense) |
| Forgot NFC Card (3 instances/month) | Written Warning (Neglect of Duty) |
| Failure to log Field Work on time | "No Work, No Pay" for that day |
POLICY INTEGRITY AND DISCIPLINARY MEASURES (TRANSPORTATION ALLOWANCE)
Prohibition on Misrepresentation
Falsification, manipulation, or misrepresentation of attendance records, time logs, or travel data to obtain a Transportation Allowance is strictly prohibited. Because honesty is the bedrock of our operations, even minor infractions are treated with gravity.
Restitution and Permanent Forfeiture
If an employee—including the personnel in charge of processing or accounting—is found to have intentionally falsified or manipulated data to grant or receive a Transportation Allowance:
Immediate Discontinuation: The Transportation Allowance for that specific employee shall be permanently discontinued.
Full Restitution: The employee is required to restitute (repay) the total amount of all previous Transportation Allowances granted since the commencement of the benefit, or as determined by the investigation.
Disciplinary Action: Such acts shall be treated as Serious Misconduct or Fraud, warranting disciplinary sanctions up to and including termination of employment under the Company Code of Discipline.
IMPORTANT
"Honesty is the Best Policy" — We believe that integrity in small matters reflects an employee’s overall character. Misrepresenting a commute is a breach of trust that compromises your standing within the SciBiz ecosystem.
Administrative Responsibility (Cheque Disbursement)
To ensure the fairness of this benefit, the Admin and Accounting teams must handle disbursements with urgency:
Immediate Release: Once a cheque intended for Transportation Allowances has been signed and released, the Admin Team must ensure it is distributed to the eligible employees as soon as possible.
No Unnecessary Delays: Holding or delaying the release of approved allowances without a valid operational reason is a violation of administrative protocol.