OVERTIME WORK POLICY
The Company promotes efficient time management during regular working hours. Overtime (OT) work is strictly an exception and shall be compensable only when pre-approved according to the following rules:
Authorization Requirement
- All overtime work must be pre-authorized by an authorized signatory.
- Working beyond regular hours without prior approval is considered Voluntary Work and is not compensable, including staying late for personal reasons (e.g., waiting for traffic, using office internet).
Authorized Signatories for Overtime
Only the following personnel may approve overtime:
- The General Manager
- The Lead Programmer (for technical or development-related tasks)
Overtime is considered authorized only if approval is given through one of the following channels:
- Official Digital Approval: A clear “Approved” or “Go Ahead” in company email or official chat group.
- Direct Directive: An explicit assignment with a deadline that requires work beyond normal hours.
- Written Form: A physical OT Authorization Form signed by an authorized lead.
Filing and Reporting
- Employees must secure pre-approval before performing any overtime work.
- Approved overtime must be reported to Admin/Accounting by the next business day.
- Late reporting may result in OT pay being delayed until the next payroll cycle.
No Offsetting
- “Offsetting” (working extra hours to make up for a late arrival or absence) is considered a schedule adjustment and cannot be converted into OT pay.
Payroll and Compensation
- Overtime pay shall be computed in accordance with the Labor Code of the Philippines and Company-approved time records.
- Overtime worked on regular holidays, special non-working holidays, or rest days will be compensated in accordance with the Labor Code.
- Employees shall not exceed the maximum allowable working hours under Philippine labor law, except in exceptional circumstances approved by Management.
Record-Keeping
- All authorized overtime must be accurately recorded in the official timekeeping system to be eligible for compensation.
Exemption from Overtime Pay
Employees in managerial, executive, or supervisory roles may be exempt from overtime compensation, in accordance with the Labor Code of the Philippines.
The exemption applies only if the employee’s duties include:
- Supervising staff or teams
- Exercising decision-making authority over departmental or operational activities
- Planning, directing, or controlling company operations through independent judgment
Nature of Work
Employees whose duties are primarily routine, technical, or operational are not exempt and remain eligible for overtime pay in accordance with Company policy and applicable labor laws.
Changes in Job Responsibilities
The Company reserves the right to review and adjust exemption status if the employee’s job responsibilities change materially.
Non-Compliance
- Unauthorized overtime may not be compensated.
- Repeated unauthorized overtime may result in disciplinary action under the Company’s Code of Discipline.