Welcome to VegeGo Pancakes!

We are thrilled to welcome you to our VegeGo family, where innovation meets
deliciousness! Established with a passion for wholesome goodness, VegeGo Pancakes has
a rich history of crafting delicious, plant-based pancakes that reflect our commitment to
health and sustainability. At VegeGo Pancakes, we stand for more than just delectable
breakfasts. We're dedicated to nourishing both body and soul, offering a menu that
embraces the power of fresh, natural ingredients. Our commitment to a sustainable future
extends beyond our ingredients to embody a culture that values teamwork, creativity, and
a shared love for creating culinary delights. As a new member of the VegeGo family,
your standout qualities have earned you a spot in our team, and we believe in your ability
to contribute significantly to the success of VegeGo Pancakes while advancing in your
career.

VegeGo Pancakes is dedicated to delivering exceptional quality and unparalleled

customer service across all facets of our business. As a valued team member, you'll find
that the pursuit of excellence is not just a goal but a deeply rewarding aspect of your
career with us. We encourage you to take ownership of your productivity results, as each
contribution plays a crucial role in our collective success. Within this Employee
Handbook, you'll find key policies, goals, benefits, and expectations, providing essential
information for your journey with VegeGo Pancakes. Our success hinges on effective
teamwork, and your role is integral to building the trust and respect of our customers
every day.

At VegeGo Pancakes, we don't just sell a product; we sell an experience crafted

by people. Our commitment to being an industry leader rests on the creativity and
productivity of empowered employees like you, who aren't afraid to think "outside the
box" and contribute to our mission of providing distinctive quality and unparalleled
customer service. Your success is our priority, and we are here to support your career
growth while collectively achieving our goals. Consider this handbook your guide as you
embark on your exciting journey with VegeGo Pancakes. We appreciate your dedication,
and we eagerly anticipate the valuable contributions you'll make to our team. Get ready to
embark on a flavorful journey that not only satisfies the taste buds but also aligns with
our vision for a healthier, more sustainable world.

Welcome to VegeGo Pancakes, where every flip is a step towards a brighter, tastier
future!

Sincerely,

VegeGo Team
 Receipt and Acknowledgment of Company Name Employee Handbook

I, the undersigned, acknowledge receipt of the Employee Handbook for the employees of
the VegeGo. I understand that the policies and benefits described in it are subject to change and
may be done so by VegeGo at any time for reasons it deems fit.

I further understand that my employment with The Company is governed by the

following agreement:

1. That I agree to diligently perform the duties and responsibilities about the job which I have
been hired for and other such duties that the management may assign from time to time.

2. That I shall faithfully comply with the company rules and regulations and meet the standards
of performance prescribed by VegeGo, to qualify for regular employment.

3. It is understood that in case of resignation, a thirty (30) days prior notice of intention to resign
should be given to the Management.

4. It is understood that if, at any time, I am found unqualified or unfit for employment after due
process and careful evaluation of my work performance vis-a-vis the prescribed standards of
performance, VegeGo may, in its exclusive discretion, lay me off.

Confidential Information

I am aware that during the course of my employment, confidential information will be

made available to me (i.e. product designs, marketing strategies, customer lists, pricing policies,
and other related information, etc.). I understand that this information is proprietary and critical
to the success of VegeGo and must not be given out or used outside of VegeGo’s premises or
with non-VegeGo employees. In the event of termination of employment, whether voluntary or
involuntary, I hereby agree not to utilize or exploit this information with any other individual or
company, or else risk litigation.

Employee's Printed Name & Signature Position

Date
 Brief Introduction and Background of the Business VegeGo

With a vision in mind, Kisatchie Aclaro founded "VegeGo," a charming vegan food
kiosk situated at Robinson’s Place Bacolod during one of her food trips in her free time from
college. The name "VegeGo" combines "Vege" for plant-based and "Go" for convenience. It
reflects the focus on delicious vegan pancakes that are not only plant-based but also easy to grab
on the go. The name captures the commitment to providing tasty, on-the-move vegan options.
VegeGo’s mission is to provide a satisfying and cruelty-free alternative for individuals interested
in plant-based options. We respond to the rising demand for vegan choices driven by health,
environmental concerns, and compassion for animals.

Vision:
Our overarching objective is to enrich the accessibility of vegan options for Bacolod City
residents, with a specific emphasis on introducing a diverse selection of delectable vegan
pancakes. We endeavor to curate an engaging food experience, seamlessly intertwining the joys
of vegan meals into the fabric of our patrons' lives.

Mission:
Our mission is dual-fold. Primarily, we are steadfast in our commitment to present not
merely options but also healthier alternatives by accentuating plant-based ingredients.
Additionally, we seek to foster awareness regarding the advantages of embracing a plant-based
lifestyle, championing both individual well-being and environmental sustainability. Through
these initiatives, we aim to make a positive contribution to the health and contentment of our
community.

Career Opportunities:

Finance Auditor Opportunities at VegeGo Pancakes:

Career Advancement: Unlock a path for professional growth within the finance sector, with
opportunities to climb the corporate ladder and assume leadership roles.

Skill Development: Enhance your analytical and problem-solving skills through hands-on
experience in auditing financial processes, providing a solid foundation for your financial career.

Networking: Collaborate with cross-functional teams, fostering relationships with finance

professionals, executives, and stakeholders, both internally and externally.

Continuous Learning: Stay abreast of industry trends, accounting standards, and regulatory
changes, ensuring you remain at the forefront of financial auditing practices.

Leadership Development: Participate in leadership development programs, honing your skills

in team management, project leadership, and strategic decision-making.

Cooking Opportunities at VegeGo Pancakes:

Creative Culinary Expression: Unleash your culinary creativity by experimenting with diverse
and innovative pancake recipes.

Menu Development: Contribute to the creation and evolution of our pancake menu, showcasing
your skills in crafting delicious and appealing dishes.

Quality Control: Take pride in maintaining the highest standards of food quality, ensuring that
every pancake leaving the kitchen reflects VegeGo's commitment to excellence.

Continuous Learning: Benefit from ongoing training and development opportunities to expand
your culinary knowledge and stay abreast of industry trends.
 Cross-Training: Explore cross-training opportunities in various kitchen stations, broadening
your culinary expertise and versatility within the VegeGo kitchen.

Career Advancement: Build a solid foundation for career growth within VegeGo Pancakes,
with pathways for advancement and leadership roles based on your dedication and performance.

Corporate Responsibility:
Health - business promotes health awareness and product promotes maintenance for good health
Economical - budget-friendly and very affordable product
Environmental - the business aligns with solving environmental concerns such as waste
management concerns
Social Entrepreneurship - the business is in line with charities for animals showing compassion
towards lives on land

I. Organizational Chart
II.
TERMS OF EMPLOYMENT

Recruitment and Selection Policies

Job Title: Kitchen Staff

Position Overview: As a valued member of our culinary team, the Kitchen Staff plays a crucial
role in ensuring the smooth and efficient operation of our kitchen. The primary responsibility of
this position is to assist with food preparation, maintain cleanliness and sanitation standards, and
support the overall functioning of the kitchen to deliver high-quality dishes to our customers.

Responsibilities:
1. Prepare ingredients for cooking, including chopping vegetables and measuring
ingredients accurately.
2. Cooking and assembling dishes following established recipes and portion sizes.
3. Maintain cleanliness and organization of all food preparation areas, including
countertops, cutting boards, utensils, and storage containers.
4. Operate kitchen equipment such as ovens, fryers, and dishwashers with care and
proficiency.
5. Follow food safety protocols at all times, including proper temperature control measures
while handling food items.

Requirements:
1. Proven experience working in a similar role in a fast-paced professional kitchen would be
an advantage but not essential as full training will be provided.
2. Basic knowledge of food preparation techniques is preferred.
3. Familiarity with sanitation regulations is a plus.
4. Good organizational skills and attention to detail
5. Strong communication skills and ability to take direction effectively.
To apply, please submit your resume and a brief cover letter outlining your relevant experience
and why you are interested in this role. Only shortlisted candidates will be contacted for further
evaluation. Thank you for considering Vegego as your potential employer.

Job title: Manager

Position Overview: A manager at Vege Go Pancakes, with a focus on on-the-go vegetable

pancakes, would be responsible for overseeing various aspects of the business:

Responsibilities:
1. Ensure efficient production and delivery of vegetable pancakes, maintaining quality and
consistency.
2. Manage and lead a team, fostering a positive work environment, and ensuring staff is
well-trained in preparing and serving the unique vegetable pancake concept.
3. Manage inventory levels, coordinate with suppliers to ensure a steady and fresh supply of
ingredients, and optimize the supply chain for on-time delivery.
4. Oversee budgeting, track expenses, and work towards maximizing profitability while
maintaining the quality of the product.
5. Ensure compliance with health and safety regulations, licensing requirements, and other
relevant legal obligations.

Requirements:

1. In-depth knowledge of various business processes and functions such as finance, HR,
procurement, and operations.
2. Proven ability to drive results, meet deadlines, and manage multiple priorities in a
fast-paced, dynamic environment.
3. Excellent communication and interpersonal skills, enabling effective collaboration and
relationship-building with internal and external stakeholders.
4. Demonstrated strong analytical ability to analyze complex business data, identify trends,
and formulate strategies accordingly.
 5. Proven experience in a similar managerial role, showcasing successful management of
business processes and functions.

To apply, please submit your resume and a brief cover letter outlining your relevant
experience and why you are interested in this role. Only shortlisted candidates will be contacted
for further evaluation. Thank you for considering Vegego as your potential employer.

Job title: Cashier

Responsibilities:

1. Conducting efficient and accurate cash, card, or digital transactions for customer orders.
Also, ensuring that orders are correctly entered into the system, verifying items and
quantities.
2. Have product knowledge. Familiarizing yourself with the menu to provide accurate
information and assist customers in making informed choices.
3. Providing excellent customer service by addressing inquiries, handling concerns, and
ensuring a positive experience during transactions. Also, informing customers about
promotions or additional items that contributes to increased sales.
4. Record-Keeping: Maintaining accurate records of transactions and ensuring proper
documentation.

Requirements:
1. Should have basic math skills to accurately calculate totals, discounts, and change
without relying solely on electronic cash registers.

2. Should have strong attention to detail to ensure accuracy when handling cash, processing
transactions, and recording sales. This includes properly counting and giving correct
change.
 3. Should have clear and effective communication skills to interact with customers, as well
as with other staff members and supervisors. This includes the ability to explain pricing,
discounts, or promotions accurately to customers.

4. Should have excellent interpersonal skills and be able to interact with customers in a
polite and friendly manner. They should have the ability to handle customer complaints
or difficult situations calmly and professionally.

5. Ability to handle a high volume of transactions accurately even during busy periods when
there is a high volume of customers. This includes the ability to manage long queues and
process transactions quickly.

To apply, please submit your resume and a brief cover letter outlining your relevant experience
and why you are interested in this role. Only shortlisted candidates will be contacted for further
evaluation. Thank you for considering Vegego as your potential employer.

Employment of Relatives

Object​ive:
This policy is establish​ed to ​maintain a fair and professional ​working environment,
ens​uring tha​t th​e employment​of r​elative​s withi​n th​e sa​me department or r​eporting structure​does
​not c​ompromise the princi​ples of ​fairness, imp​artiality,​and co​nflict of ​interest.

Sc​ope:
This ​policy​ applies to ​all employees, in​cluding​ temporary and contract w​orkers, an​d​
covers rel​ationships by legality, b​lood, marriag​e, or dom​es​tic partnersh​ip.​

Gui​deli​nes:

1. Repor​ting R​elati​onships
 ● Relatives may ​not be emplo​yed in a dir​ect reporti​ng relationship, w​here one relative
direc​tly supervi​ses th​e o​ther.
● Re​lat​ives are discour​aged from workin​g in the s​ame departmen​t or cl​osely related​
fu​nctions to avoid possible conflicts of interest.
2. Recruitment​and Hiri​ng
● All ​candidates,​including relatives, m​ust u​ndergo the same recruit​ment and h​iring proc​ess
based ​on their qual​ifications a​nd suitabili​ty fo​r the p​osit​ion.
● Nepotism in​recruitme​nt deci​sions i​s strict​ly prohib​ited.
3. Co​nflict​of In​terest
● Employees ​are exp​ected to disclos​e any fami​lial relat​ionships with colle​agues,
superviso​rs, or s​ubordinate​s to ​HR.
● If a conflict of interest​ arises, the company reserves the right to reassign job
res​ponsibilities or take appropri​ate measur​es to mitigate the​​​conflict.
4. Perfor​mance E​valuation:
● Perfo​rmance evaluations will​ be conduc​ted objec​tively based on ​individual merit ​and
achieveme​nts, without favoritism ​towards​or ag​ainst relatives​.​
● Any concerns about fa​irness or b​ias should be reported​to HR f​or investi​gation.
​5. Pr​omotions:
● Promotions will be based on the individual's qualific​at​ions, skills, and per​formance,
irres​pective ​of f​amilial relationships.​​
● Special​considerat​ion will not be ​given to rel​atives​during internal mobility p​rocesses.
​6. Communication and T​ransparency:
● The comp​any will communicate​this policy to all employees and e​nsure tra​nsparency in
its enfor​cement.
● Emplo​yees are encouraged to report any perceived vi​olations of this policy to HR without
f​ear of reta​liation or their current status in the organization.

Conseque​nces:

Violations of th​is policy ​may resu​lt in corr​ective actions, ​rangin​g from reass​ignment of
job responsi​bilities to ter​mination of employ​ment, depending on th​e severity of the b​reach.
Review an​d Amen​dment:
This po​licy will be periodic​ally reviewe​d to ensure its ​effectivenes​s and may b​e amended
as n​ecessary. Employe​es will b​e notified ​of any change​s in a ​timely ​manner.

This policy is in ​place to uphold th​e principles of f​airness, ​professio​nalism, and imp​artiality
wi​thin the wor​kplace, en​suring t​hat all employees hav​e equal opportu​n​ities for gr​owth and
​success.

Outside Professional Engagement

Objective:

To ensure that employees' outside professional activities do not conflict with company interests,
compromise job performance, or violate legal and ethical standards.

Guidel​ines:

1. Disclosu​re:
● Employee​s eng​aging in outsid​e activities must di​sclose detail​s to their sup​ervisor and
​HR.
● Include natur​e of engagement, time comm​itments, and pote​ntial conflicts​of interest.

2. Confli​ct of Inter​est:

● Avo​id engagements confl​icting with comp​any responsibi​lities.

● Discuss po​tential conflicts with ​supervisor and HR for reso​lution.

3. Time M​anagement:
● Outside engagemen​ts should not interf​ere with r​egular work ​duties or​deadlines.
● Effectiv​e time manage​ment is crucial for ​balancing professional obli​gations.
4. Use ​of Reso​urces:
● Do not use company reso​urces for o​utside activit​ies without ap​proval.
● Obta​in ex​plicit authorization for a​ny such use.

5. Non-Compete Agreements:
● Ensure ou​tside engagements​comply with sig​ned non-compe​te agreements.

6. Professional Conduct:
● Condu​ct outsid​e activi​ties in a mann​er reflecting positively​on the company.
● Prohibit ​behavior that could harm ​the company's r​eputation.

Approval Pro​cess: Seek approval throu​gh established compa​ny ​channels, considering​​potential

impacts on​​​job perfo​rmance and conflicts​of int​er​ est.

Consequences: Non-compliance may r​esult in corre​ctive actions, ra​nging from counseling and
reass​ignment to termin​ation, ​based on​the severity of the breach.​

Review: Perio​dically reviewed​ for effectiveness, wit​h amendments made ​as n​ecessary to al​ign
with changin​g business needs ​and legal requirem​ents. Employees will be notified ​of any ch​anges
promptly.

Employment Status

At-Will Employment: Employment with VegeGo Pancakes is at-will, allowing termination by

either party at any time, with or without cause.

Work Schedule: Your employment status (full-time/part-time) and work hours will be specified
in your offer letter.

Probationary Period: A probationary period may be imposed for performance assessment.

Temporary/Permanent Classification: Your offer letter will indicate if your employment is
temporary or permanent.

Exempt/Non-Exempt Status: Your classification determines eligibility for overtime pay.

Termination and Resignation: Employment can be terminated with or without notice.

Resignation notice is at a minimum of 3 weeks.

Benefits and Entitlements: Eligibility for benefits will be outlined in the company's policy and
your offer letter.

Confidentiality and Conduct: Maintain confidentiality, adhere to the code of conduct, and
comply with laws.

Amendments and Governing Law: VegeGo Pancakes may modify terms; disputes are resolved
according to company policies and local laws.

Acceptance of employment implies acknowledgment and agreement to these terms. This

document is subject to change by the company.

Promotion

Objective:
This policy ensures a fair and transparent process for employee promotions based on
merit and qualifications.

Eligibility:
Employees eligible for promotion must consistently demonstrate exceptional
performance and meet the requirements of the higher position.
Promotion Process:
1. Announcement: Internal promotions are communicated openly, detailing position
requirements.
2. Application and Evaluation: Employees apply, undergo assessments, and a committee
evaluates based on merit.
3. Decision and Communication: Successful candidates are notified, and decisions are
communicated organization-wide.

Appeals Process: Employees can appeal if they believe they were unfairly denied a promotion,
triggering a separate review and evaluation. Resolutions will take place in case of conflicts.
Training and Compensation: Promoted employees receive necessary training, and salary
adjustments aligned with the organization's compensation policies.
Review and Compliance: Regular reviews ensure policy effectiveness, with all decisions
complying with relevant employment laws.

This policy fosters a culture of fairness, recognizing and advancing employees skills and
efforts based on their performance and dedication.

Demotion

Objecti​ve:
This policy outli​nes procedur​es for employee d​emotion d​ue to performanc​e issues,
restru​cturing, or ​other business​​reasons.

Process​:
1. Performan​ce-Based Demotion:
● Addressed through​a perfo​rmance review and evaluation plan.
● If performance is lack​ing, demotion ​may be considered.

2. Restr​ucturing and Position​Elimination:

 ● Occ​urs due to possible necessary o​rganizational changes.
● Employees informed with reasons and a​lternatives.
​
3. Cons​ultation and Communic​ation:
● Clear communic​ation and consu​ltation with ​affected em​ployees.

4. Salary​and Benefit​s Ad​justment:

● Adj​ustments of salaries and benefits made accor​ding to the ​new positions’ compe​nsation.

5. Tra​ining and Devel​opment:

● Encouraged ​to participate i​n trai​ning for f​uture a​dvancement.
● Securing the employee’s development and improvement in the specified lacking areas

6. Appe​als Proce​ss:
● Allows employees to ​appeal the demotio​n within a​speci​fied time​frame.

Consequ​ences:
Demotio​n does not ​imply aut​omatic te​rmination.
Review:
Period​ic review​for eff​ectiveness a​nd timely c​ommunication of amendment​s.

This poli​cy ensures​a fair and transparent demotion process, foster​ing open ​communication and
providing avenues for improvem​ent and car​eer development.​

Personnel File

​Objecti​ve:​
This policy e​nsures the acc​urate and confidential ma​nagement of employee records
t​hroughout thei​r employment.
Scope:
Applica​ble to all e​mployees.

Creation and Acce​ss:

● Pers​onnel files e​stablished upon emp​loyment.
● Restric​ted acces​s to autho​rized p​ersonnel.
● Employees ca​n reques​t access​to their ​files.

Confidentia​lity:
● Secure and con​fidential maint​enance of files.
● Disclos​ure only as required by law or w​ith employ​ee consent.

Updating​and Rete​ntion:
● Employee​s are responsible for up​dating person​al inform​ation.
● Retention​in compliance w​ith legal requirements a​nd compa​ny policies.

Employee​Revie​w and Disputes:

● Empl​oyees can review f​iles with HR.
● Dispute​es addressed by HR.

Transfer​and Dis​posal:
● Sec​ure transfer of file​s for intern​al movements.
● Secure disposal i​n compliance with data pr​otection reg​ulations.

Rev​iew and A​mendment:

Periodic review f​or legal c​ompliance and ne​cessary amend​ments.

This policy en​sures efficient record​-keeping, respects emp​loyee privacy, and align​s with leg​al
standards.
GENERAL POLICIES AND PROCEDURES

1. Working Hours and Rest Periods

This schedule aims to provide adequate coverage during peak hours while allowing
employees to have reasonable breaks.

Working Hours:

​ Monday to Friday:
● Open: 9:00 AM
● Close: 7:00 PM
​ Saturday:
● Open: 9:00 AM
● Close: 4:00 PM
​ Sunday:
● Closed

Rest Periods:

​ Lunch Breaks:
● Employees will have a 30-minute lunch break, scheduled between 12:00 PM and
1:00 PM.
​ Short Breaks:
● Employees are entitled to two 15-minute short breaks during the workday. These
breaks can be taken at convenient times, such as mid-morning and mid-afternoon.

Working Hours and Rest Periods Policy:

 These policies serve as a guideline for employees and management to promote a fair and
productive work environment while adhering to legal requirements.

● 1. Standard Working Hours:

The standard operating hours for VegeGo will be from 9:00 A.M. to 7 P.M. on
Monday to Friday. During Saturdays, the kiosk is open from 9:00 A.M. to 4 P.M.
and closed during Sundays.

● 2. Employee Shifts:

Employees will be assigned shifts based on business requirements and their

availability. Shift schedules will be communicated well in advance, allowing for
adjustments when necessary.

● 3. Breaks:

All employees are entitled to a 30-minute unpaid lunch break, scheduled

between 12:00 P.M. and 1:00 P.M.

Two 15-minute paid short breaks will be provided during the workday.

● 4. Scheduling Changes:

Any changes to the regular schedule will be communicated to employees in

advance. Employees are encouraged to communicate their availability and any
scheduling conflicts promptly.

● 5. Timekeeping:

Employees are required to clock in and out using the provided timekeeping
system. Any discrepancies should be reported to the manager.

● 6. Holidays and Time Off:

 The kiosk will observe public holidays as per the official calendar. Employees
may be entitled to paid time off during these holidays, and the specific holiday
schedule will be communicated in advance.

● 7. Compliance with Laws:

The kiosk will adhere to all relevant labor laws and regulations regarding
working hours, breaks, and employee rights. Any adjustments to the policy to
ensure compliance will be communicated to all employees.

● 8. Requesting Time Off:

Employees who need time off for personal reasons should submit a time-off
request in advance. Approval will be based on business needs and the availability
of replacement staff.

2. Paid Holidays
Regular Holidays (with pay)
● New Year's Day - January 1
● Holy Week:
● Maundy Thursday
● Good Friday
● Araw ng Kagitingan (Day of Valor) - April 9
● Labor Day - May 1
● Independence Day - June 12
● National Heroes Day - Last Monday of August
● Bonifacio Day - November 30
● Christmas Day - December 25
● Rizal Day - December 30

​
​ Special Non-Working Days (with pay):
● Chinese New Year - Date varies
● EDSA People Power Revolution Anniversary - February 25
● Black Saturday - Date varies
● Ninoy Aquino Day - August 21
● All Saints' Day - November 1
● Feast of the Immaculate Conception - December 8
● Last Day of the Year - December 31

Paid Holidays Policy:

● 1. Holiday Entitlements:

Employees enjoy paid time off on regular and special holidays in line with the official
Philippine calendar.

● 2. Regular Holidays:

Includes New Year's Day, Araw ng Kagitingan, Labor Day, Independence Day,
National Heroes Day, Bonifacio Day, Christmas Day, and Rizal Day.

● 3. Special Non-Working Days:

Covers events like Chinese New Year, EDSA People Power Anniversary, Black
Saturday, Ninoy Aquino Day, All Saints' Day, Feast of the Immaculate Conception, and
Last Day of the Year.

● 4. Holiday Pay:

Calculated based on daily rates or follows the "no work, no pay" principle, adhering to
labor laws.

● 5. Work on Holidays:
 Employees working on holidays receive extra compensation according to labor
regulations.

● 6. Communication:

The holiday schedule is communicated in advance to all employees for planning.

● 7. Timekeeping:

Accurate timekeeping is essential, even on holidays, especially for those working.

● 8. Compliance:

Strict adherence to labor laws and regulations on paid holidays.

● 9. Time Off Requests:

Employees seeking additional time off during holidays should submit requests in advance,
subject to business needs.

3. Inventories, Discoveries, and Software

Inventory Policies

We are committed to providing ethical, sustainable, and delicious plant-based products.

As part of our dedication to excellence, we have established comprehensive inventory practices
to streamline operations, reduce waste, and uphold our vegan values. This guide outlines key
practices that will contribute to the success of our kiosk:

1. Vegan Product Definition and Shelf Management:

● Clearly define what constitutes a vegan product.

 ● All ingredients used in the production of our products must be clearly and accurately
listed on the product label.
● Ingredients should be listed in descending order of predominance by weight or by
alphabetical order, following applicable regulatory guidelines.
● Only ingredients meeting VegeGo's vegan criteria are allowed in the products.
● If the product contains any of the common allergens (e.g., nuts, soy, gluten), they must be
clearly identified in the ingredient list.
● Implement a system for date coding to track product freshness.
● Effectively communicate ingredient information to customers who have inquiries or
concerns.

2. Supplier Guidelines:

● Suppliers must provide products that align with the vegan values of the kiosk.
● All ingredients and final products must be free from animal-derived components,
by-products, and any testing on animals.
● Suppliers must provide documentation certifying that their products are vegan.
● Suppliers must disclose the full list of ingredients used in their products. Any changes to
ingredient formulations must be communicated promptly to the kiosk.
● Regular quality checks and testing may be conducted to ensure the consistency and
excellence of sourced products.
● Clear and accurate allergen information should be provided on packaging and
accompanying documentation during deliveries.
● VegeGo will not engage with suppliers involved in unethical practices, such as
exploitation of labor or environmental degradation.
● Suppliers must comply with all relevant laws and regulations governing food safety,
labeling, and other aspects of the industry.
Discoveries Policies

Implementing VegeGo’s vegan policies in the workplace can be important for several
reasons, addressing the needs and preferences of employees who follow a vegan lifestyle. The
company’s policies acknowledge and accommodate diverse dietary preferences, including
veganism, for workplace events, meetings, and gatherings. Here are some key reasons why
vegan policies can be beneficial:

● Food and Catering Policies: VegeGo guidelines for catering and food kiosk options
provided during company-sponsored events, meetings, or conferences to ensure that
vegan options are available.
● Education and Awareness: The company’s policies promote awareness and
understanding of veganism among employees, including informational sessions,
resources, or campaigns to educate about plant-based diets and lifestyles.
● Inclusive Work Environment: The company should promote an inclusive and respectful
work environment, recognizing and respecting various dietary choices, including
veganism.
● Support for Vegan Initiatives: VegeGo companies should express support for
employee-led initiatives related to veganism, such as forming vegan interest groups or
organizing events to promote plant-based lifestyles.
● Health and Wellness Programs: The employees should have to incorporate plant-based
options or information about vegan nutrition into workplace wellness programs,
initiatives, or resources.
● Sustainability Initiatives: VegeGo’s policies align with sustainability goals,
acknowledging the environmental benefits associated with plant-based diets, and
encouraging or promoting vegan choices as part of the organization's commitment to
sustainability.
COMPENSATIONS AND BENEFITS

Salaries

I. Salary:

A. Employees:

1. Kitchen Staff

Php 55.00 per hour

• Daily (computation)

Monday - Friday: 10 hours x 55 = Php 550.00

Saturday: 7 hours x 55 = Php 385.00

2. Cashier

Php 55.00 per hour

• Daily (computation)

Monday - Friday: 10 hours x 55 = Php 550.00

Saturday: 7 hours x 55 = Php 385.00

3. Manager

Php 55.00 per hour

• Daily (computation)

Monday - Friday: 10 hours x 80 = Php 800.00

 Saturday: 7 hours x 80 = Php 560.00

B. Additional Components:

1. Bonuses:

Annual performance bonus based on individual and company achievements.

Associate: Up to 10% of base salary

Manager: Up to 15% of base salary

2. Commissions:

Sales team members eligible for commission based on sales performance quarterly.

Commission rate: 5% of total sales

II. Payment Frequency and Method:

A. Frequency

1. Monthly - Regular Salary (per hour base)

2. Quarterly - Eligible only for those with commissions

3. Annually - Individual bonuses and such

B. Method

1. Method of payment will be directly through bank accounts that are submitted by the
employees.
III. Deductions, Taxes, and Benefits:

A. Deductions and Taxes

1. Tardiness and Undertime

2. Absences

3. Employees loan and such

4. SSS - 3.63% of an employee's monthly salary credit.

5. PhilHealth - 2.75% of the monthly basic salary

6. PAG-IBIG - 2.75% of the monthly basic salary

B. Benefits

1. SSS

2. PhilHealth

3. PAG-IBIG

4. Holiday Pays

Taxable Income = (Monthly Basic Salary + Overtime Pay + Holiday Pay + Night Differential) -
(SSS, PhilHealth, and Pag-IBIG Contributions + Tardiness + Absences)
Overtime Pay Policies

1. Overtime Expectations: Overtime is expected during peak business periods or when urgent
projects demand additional hours. Employees may voluntarily engage in overtime, but it must
align with business needs.

2. Overtime Rate: Overtime compensation is set at 1.5 times the regular hourly rate for all
eligible employees. This rate is applicable for each hour worked beyond the standard 40 hours
per week.

3. Approval Process:Employees must seek prior approval from their immediate supervisor or
department head before initiating overtime work.Supervisors will evaluate the necessity and
feasibility of overtime based on project requirements and resource availability.

4. Overtime Restrictions: Employees are encouraged to maintain a healthy work-life balance,

and excessive overtime is discouraged. No employee should exceed 10 hours of overtime per
week without explicit approval from senior management.

Company Sick Leave Policy:

1. Sick Leave Entitlement:

● Employees are granted 10 paid sick days per calendar year.

● Sick leave accrues at a rate of 1 day per month, starting from the date of employment.

2. Requesting Sick Leave:

● Employees must notify their immediate supervisor as soon as possible.

 ● A minimum notice of 24 hours is required unless it's an unforeseeable emergency.

3. Documentation Requirements:

● Extended sick leave (beyond 3 consecutive days) requires a medical certificate.

● Medical documentation should be submitted within 3 days of returning to work.

4. Compensation and Eligibility:

● Sick leave is paid at the employee's regular rate of pay.

● To be eligible, employees must have completed a minimum of 90 days of employment.
● Unpaid sick leave may be granted under exceptional circumstances, subject to HR
approval.

Bereavement Assistance

Bereavement assistance is a formal compensation and benefits offering that provides paid
time off to employees who have experienced the loss of an immediate family member, including
a spouse, child, parent, or sibling. The duration of leave available may vary based on company
policies and the employee's relationship to the deceased.

Benefits:

1. Emotional Support: Dealing with the loss of a loved one is a profoundly challenging and
emotional experience. The provision of bereavement assistance enables employees to take the
necessary time off work to grieve, cope, and address personal and family matters.

2. Morale Enhancement: The knowledge that their employer is empathetic and supportive
during difficult times can have a positive impact on employee morale. Such support fosters a
sense of community, loyalty, and appreciation among employees, ultimately contributing to a
healthier work environment.
3. Talent Attraction: Companies that offer bereavement assistance as part of their compensation
package can effectively distinguish themselves from competitors that do not provide this benefit.
By demonstrating value for employees' personal lives and well-being, organizations can attract
and retain top talent.

Vacation Leave

Vacation leave is a formal compensation and benefits provision that grants employees
paid time off from work to engage in leisure activities and recharge. The amount of vacation
leave may differ based on company policies and an employee's length of service.

Benefits:

1. Work-Life Balance Enhancement: Taking time off for a vacation enables employees to step
away from work-related responsibilities and engage in activities that promote relaxation,
personal growth, and well-being. This break from work cultivates a healthier work-life balance,
leading to improved mental health, increased productivity, and reduced burnout.

2. Job Satisfaction Improvement: The availability of vacation leave creates a sense of security
and satisfaction among employees, as they have designated time away from work for rest and
rejuvenation. This can contribute to higher job satisfaction levels and foster a positive attitude
towards the overall work environment.

3. Retention Promotion: When a company provides vacation leave, it sends a clear message
that employee well-being is valued and prioritized. This recognition of work-life balance
enhances employee loyalty and can ultimately promote higher retention rates within the
organization.
CAREER AND PERSONNEL DEVELOPMENT

Training and Seminars

The primary benefit to the company is the result of an accumulation of smaller benefits.
Training provides greater skill and knowledge to employees, which translates to improved job
performance. Improved job performance, in turn, means greater efficiency, fewer errors, and
better productivity. The end result is reduced costs and higher profits.

The well-trained employee acquires an advantage for him- or herself. By participating in

training, employees can deepen or expand their existing skill set and increase their understanding
of the organization. In addition, a well-trained employee may be able to take advantage of
internal promotion opportunities and become more marketable if he or she leaves the company.
Other potential benefits are listed below:

● Increased job satisfaction and morale among employees

● Increased employee motivation
● Increased efficiencies in processes, resulting in financial gain
● Increased capacity to adopt new technologies and methods
● Increased innovation in strategies and products

Types of Training
 Training and development are crucial components that contribute to the growth and
success of both employees and the organization. Personnel development typically involves
enhancing employees' skills, knowledge, and capabilities to improve their performance and
contribute effectively to organizational goals. Here are some common types of training programs
and development initiatives for employees:

1. On-the-Job Training (OJT): OJT involves learning and acquiring new skills while
performing regular job tasks. This can include shadowing experienced colleagues, mentoring, or
job rotation. OJT is effective for hands-on and practical learning.

2. Skills Development Workshops: Workshops focus on specific skills relevant to employees'

roles, such as communication, leadership, problem-solving, or time management. These sessions
often include interactive activities and discussions to reinforce learning.

3. Leadership Development Programs: Leadership development is targeted at employees with

leadership potential. It includes training on leadership skills, strategic thinking, decision-making,
and other competencies necessary for managerial roles.

4. Cross-Training: Cross-training involves exposing employees to different roles and

responsibilities within the organization. This not only broadens their skill set but also increases
flexibility and adaptability within the workforce.

5. Mentorship Programs: Pairing less experienced employees with more seasoned mentors
helps transfer knowledge, share insights, and provide guidance. Mentorship programs contribute
to the professional and personal development of employees.

6. Soft Skills Training: Soft skills, including communication, teamwork, emotional intelligence,
and interpersonal skills, are crucial for success in the workplace. Training programs focused on
soft skills contribute to employees' overall effectiveness.
7. Technology and Systems Training: As technology evolves, providing training on new
software, tools, or systems ensures that employees can adapt to technological changes and
perform their duties efficiently.

8. Performance Management Workshops: Training on performance management helps

employees understand expectations, set goals, and receive constructive feedback. This
contributes to continuous improvement and career development.

9. Diversity and Inclusion Training: Programs focused on diversity and inclusion foster a
positive workplace culture by raising awareness of biases, promoting inclusivity, and building a
respectful and diverse workforce.

10. Wellness and Stress Management Programs: Employee well-being is essential for
productivity and job satisfaction. Training on wellness and stress management addresses physical
and mental health, promoting a healthy work-life balance.

11. Customer Service Training: For customer-facing roles, providing training on effective
communication, problem-solving, and customer service skills enhances the overall customer
experience.

Implementing a comprehensive personnel development program requires understanding

the specific needs and goals of both employees and the company. Regular assessments, feedback
mechanisms, and a commitment to lifelong learning contribute to the success of these initiatives.
Additionally, aligning training and development with organizational objectives ensures that
employees' growth directly contributes to the achievement of business goals.

Here are some examples of common restaurant service standards:

● Welcoming food kiosk’s guests with a professional attitude and hospitable gesture
● Offering guests a desired table, the bar, or the waiting area if the kiosk has a wait time
● Asking for the customer's feedback about the restaurant's service
● Helping customers place a food or drink order by explaining the dishes if asked and by
offering suggestions on menu items and current restaurant specials
● Repeating a customer's order back to them to ensure its accuracy
● Ensure orders get served to the customer as soon as it's ready, minimizing any delays
from the time the customer places to the time it gets served
● Deliver food to the table and serve it to the customers
● Check if the customer wants to order more food or drinks at certain time intervals
● Clear the table of food, drinks, dishware, and trash once customers finish their meal or
drink
● Reduce billing delays
● Present the check to the customer and place it in the center of the table
● Ensure hospitality after the customer pays their bill and prepares to leave the
establishment
REFERENCES:
Recruitment and Selection Process:
Peters, P. (2021), Cashier Job Description, https://www.betterteam.com/cashier-job-description

Campana, N. (2023), What does a Requirements Manager do ?,

https://www.freelancermap.com/blog/what-does-requirements-manager-do

Demetriou, T. (2023), Kitchen Staff Duties and Responsibilities ,

https://www.eposnow.com/ca/resources/kitchen-staff-duties-and-responsibilities

(n.d.), Manager Job Description Template ,

https://hiring.monster.com/resources/job-descriptions/management/manager

(n.d.) Kitchen Staff Job Description,

https://www.workstream.us/job-description/restaurant-kitchen-staff.html

Peters, P. (2021), Fast Food Cashier Job Description ,

https://www.betterteam.com/fast-food-cashier-job-description

Corporate Responsibility:
Stobierski, T. (2021), BUSINESS INSIGHTS: What is Corporate Social Responsibility ? 4 types,
https://online.hbs.edu/blog/post/types-of-corporate-social-responsibility

General Policies and Procedures:

Labor Code of the Philippines, (2017), Department of Labor and Employment (DOLE),
https://www.indeed.com/career-advice/career-development/bereavement-policy

Soleta V. (2023), Plan your Time Off: Long Weekends in the Philippines This 2023,
https://www.moneymax.ph/personal-finance/articles/philippine-holidays-long-weekends

Ager, Z. (2021), Vegan Food Production: Guidance on Manufacturing Practices,

https://www.highspeedtraining.co.uk/hub/vegan-food-manufacturing-practices/

Compensation and Benefits:

Average Cashier Hourly Pay. (2023). Payscale.com.

https://www.payscale.com/research/PH/Job=Cashier/Hourly_Rate

Soleta V. (2022), Understanding the Salary Deductions on your Payslip.

https://www.moneymax.ph/personal-finance/articles/salary-deductions-philippine

Paid Time Off (PTO) in the Philippines, (2022),

https://vacationtracker.io/leave-laws/asia/philippines

Hall, C. O. (n.d.), HUMAN RESOURCE MANAGEMENT: Vacation Leave, (n.d.)

https://humanresources.ku.edu/

Everything You Need to Know about Bereavement Policy, (2023),

https://www.indeed.com/career-advice/career-development/bereavement-policy
Career and Personnel Development:
How to Create and Implement Food Restaurant Service Standards, (2022),
https://www.indeed.com/career-advice/career-development/service-standards-restaurant