• Doing the right things at all times, even if no one is watching

• Evident in every aspect of the job

• Connected with trust

• Show dedication and commitment in everything 

they do

• Employees do more, perform better, and put effort to produce results that surpass expectations

• Conduct, behavior, and 

attitude in a work/business 

environment

• Leads to workplace success, strong professional reputation, and a high level of work ethic and excellence

• Ability to adhere to rules and follow through with their performance

• Involves focus, dedication, and determination

• Ensuring that employees are able to fulfill their duties and responsibilities

• Employees have to work with other people

• Continuously shaped by relationships

• How one is able to reach their goals, whether shared or individual

• Be punctual.

• Maintain a good attendance record.

• Observe deadlines.

• Give honest feedback.

• Own up to your mistakes.

• Do quality work

• Be organized

• Be consistent

• Stay calm and poised

• Be diplomatic

• Listen to others’ opinion

• Avoid gossiping and harmful talk about, and against, others

• Show fair treatment to others

• Be aware of company policies.

• Follow the dress code.

• Cooperate

• Socialize.

• t is inevitable that disagreements and conflicts arise.

• Conflict must be resolved when these arise

• Misundertanding may be caused by differing communication styles

• Different perspectives barely understood and accepted

• Individuals putting own goals over the group

• Conflict on allocating limited resources

• Different approaches to work and problem solving caused by different backgrounds

• Certain workers not performing well and issue not eventually raised

• People satisfying their own interests in a conflict situation

• Strong focus on getting what they want

• People satisfying the other’s concerns

• Finding a solution that works for everyone

• Assertive and uncooperative

• Individual pursues one concerns at the expense of others

• Assertive and cooperative

• Seeks to find a solution that adequately satisfy both sides of the conflict

• Seeking a “middle ground” that partially satisfies both parties

• Unassertive and uncooperative

• Individual refuse to immediately address concerns of either party

• Unassertive and cooperative

• Individual concedes, neglecting or surrendering one’s own concerns in favor of others

• are one of the most sought-after skills in the workplace (National Association of Colleges and Employers)

• Talking openly and honestly with group members about expectations, deadlines, and responsibilities

• Open lines of communication leads to positive team environment

• Insights and creativity starts to flow

• Parties involved understand work assignend and make the effore to complete it on time

• Team working toward a common goal by making sure that the team takes responsibility for their own work

• Being able to mediate problems between team members is important

• Negotiating with team members  to settle disputes and ensure happiness with team’s decisions

• Leaders may ask follow-up questions, demonstrate concern, and use nonverbal cues

• is the act of making an effort to focus intently on one person

• Allows for better and more informed decisions

• Arriving at a breakthrough in new and exciting ways by examining all sides of an issue, reflecting on past experiences, and listening to other group members

Individuals with a diverse set of skills can work together towards a common goal

(a)  

• A leader who works well with others help spread knowledge and resources, develop new leaders, and contribute to an organization’s success

• protect employees as well as equipment and business property.

• Establishments, projects, sites, and other places where work is undertaken

• Number of employees, nature of operations, and risk/hazards involed

• Working environment at the company

• Includes all factors that impact safety, health, and well-being of employees

• An Act Stengthening Compliance with Occupational Safety and Health Standards and Providing Penalties for Violations Thereof

• Employers required to comply with occupational and health standards

• Presence of hazard affect health and safety of workers within and persons outside the workplace

• High level of exposure to hazards; major accidents likely to cause disability, major illness, or death if no preventative measures are in place

• Moderate level of exposure to hazards; accident, injury, or illness likely if no preventative measures are in place

• Low level of exposure to hazards; low probability for major accidents to cause disability, major illness, or death if no preventative measures are in place

• State of keeping secret or not disclosing information

• Information that should be kept private or secret

• Any information that identifies an employee (e.g.: name, address, race, ethnic origin, marital status, age, color, affiliations)

• Includes employee’s files, compensation, hiring documents

• Includes information about employees (disciplinaary action, performance reviews) and broad management decisions (planned redundancies or employee relations issues)

• Known as business information or “trade secrets”

• Covers anything not in public domain that helps the organization to do its work better or more efficiently

• Industrial processes, budgets, costs, forecasts, expansion, restructuring

• Contact information of the clients, partially covered by “trade secrets”

• Information about individuals or organizations obtained in relation to their profession

An Act Protecting Individual Personal Information and Communications Systems in the Government and the Private Sector, Creating for this Purpose a National Privacy Commission, and for Other Purposes

(a)  

• Cretated to administer and implement provisions of the Data Privacy Act

• Monitor and ensure compliance with international standards for data protection

• Protect labor, promote full employment, promote equal work opportunity, regulate employee-employer relations

• Males and females expected to receive equal pay for the same amount of work (Art. 135 (1))

Discrimination against female employees forbidden (Art. 136)

• No employee can be dismissed except for a just/authorized cause, and only after due process (Art. 282-285)

Wrongdoing caused by an employee (e.g.: serious misconduct, willful disobedience)

(a)  

• Circumstances beyond the employee’s control (e.g.: redundancy, retrenchment)

• Any day which an employee is required to work

• Time an employee renders work

Employee expected to work for

(a)  

• given for work rendered between 10:00 PM and 6:00 AM (Art. 86)

 given for work beyond 8 hours

(a)  

• Day off of 24 consecutive hours after 6 days of work scheduled upon consultation

• Amount paid to employeee in exchange for service rendered

• Women prohibited from engaging in night work, unless allowed by the following: (Art. 130)

  • Industrial undertakings (10:00 PM-6:00 AM)

  • Commercial or Non-industrial undertakings (12:00 AM-6:00 AM)

  • Agricultural (not less than 9 hours of rest)

Minimum age of employment:

(a)  

• Work does not interfere with school and normal development

• Children under 18 prohibited in employed in hazardous or deleterious undertaking

• Employers must provide on-the-job protection to workers (Art. 162)

• Jobs that expose employees to dangerous environmental elements (radiation, fire, poisonous substances, etc.)

• Process where the parties (employer and union representative) agree to fix terms and conditions