General Policies & Procedures
LABOR SERVICES DEPARTMENT
Clark Development Corporation
OBJECTIVES
To assist the CDC in fulfilling its corporate mission of generating employment and livelihood opportunities;
To ensure the availability of both a skilled and semi-skilled workforce for manpower requirements through continuous training and human resources development programs;
To provide all CSEZ locators maximum assistance on their manpower concerns and programs;
To ensure the maintenance/sustenance of industrial peace within CSEZ by facilitating the implementation of the Philippine Labor Code as well as compliance with prevailing labor regulations and standards.
LSD has four (4) divisions namely, Placement and Evaluation Division, Industrial Relations Division, Safety & Health Division and Training & Development Division
PLACEMENT
AND
EVALUATION DIVISION
FUNCTIONS
The Placement Division (PD) shall serve as the central recruitment and placement agency within the CSEZ. The PD shall be the official screening house for all applicants for rank and file positions.
The PD shall maintain the Central Manpower Pool for the entire CSEZ. Maintenance of such pool shall be facilitated with a computerized database of all processed applications to ensure efficiency in the pooling as well as deployment of such applications to locators. As indicated in the provisions set in the Memorandum of Agreement with the Department of Labor and Employment (DOLE), the latter shall also "provide LSD with a registry of employable and trainable persons" as well as "coordinate through its Public Employment Service Offices (PESO), with CDC in updating the registry of employable persons with appropriate work experiences and other qualifications".
The PD shall conduct a yearly Manpower Projections Survey among all CSEZ locators in order to constantly upgrade its Manpower Pool and to facilitate the sourcing of additional manpower.
POLICIES ON HIRING
The Division shall maintain the following policies/procedures:
- Recruitment and sourcing of all locators’ manpower needs (specifically all rank and file positions) shall be coursed through the PD with the submission of an official REQUEST FOR MANPOWER (LSD Form No. 001) detailing the job requirements, actual number of manpower needed and highlighting specific skills and qualifications.
- Direct hiring of supervisory and/or managerial positions may be done by locators provided LSD is informed through periodic Reports on Employment. Hiring of foreign nationals shall be governed by specific provisions set by the Department of Labor and Employment, the Department of Foreign Affairs, the Bureau of Immigration and the CDC.
- The PD shall always give initial consideration to applications registered in its Manpower Pool. However, alternative sources and sourcing procedures such as job posting and announcements through the local broadcast and print media as well as seeking the assistance of local government agencies/organizations and local officials may be considered in the event that the present pool is not sufficient to fulfill certain manpower needs. In any case, notification of applicants for consideration or interview shall be done either by the LSD thru mail (Option 1; see Applicant Notification) or by the locators themselves (Option 2). Any fees incurred from Option 1 may be charged depending on prior arrangements between CDC and the locators.
POLICIES ON APPLICANT NOTIFICATION
Qualification screening among the applications present in the manpower pool may be done by the PD or by the locators’ HR official (upon submission of the REQUEST FOR MANPOWER). A maximum of four (4) qualified applicants may be notified for each actual need specified in the request. Notification may be done by choosing either of two (2) Options:
OPTION 1
- Upon submission of the Request for Manpower or after screening, the locator may choose option 1 wherein LSD shall notify the chosen applicants by sending an official CALL SLIP instructing an applicant to report for initial interview/testing on a specified date. Applicants shall be initially instructed to report to the PD for briefing/orientation on LSD procedures and services as well as on the locator’s company profile and labor standards before being directed to the venue specified by the locator. In no case, however, shall the interview date be set earlier than seven to ten business days from the day of screening to ensure adequate time for processing and delivery of the mail.
- Upon reporting to the PD, the applicants may also be initially screened/interviewed by the Placement personnel in accordance with any special qualifications/skills & other requirements set by the locator in its Request.
- As the applicants report to the locators, the latter may then conduct its usual recruitment/hiring procedure. The locator may process the applications for a maximum period of fourteen (14) days only, after which, all files which will no longer be considered for further evaluation or hiring must be returned for re-filing into the Manpower Pool. These files should be accompanied by a Summary Report on the status of all applicants referred for interview (LSD Form 002A). Locators may request to keep certain files if there is a need for further evaluation with the consent of the PD.
- Any application shall be given up to three (3) option 1 chances before being considered as Dead File.
OPTION 2
- A second option would be for the locators to notify the chosen applicants themselves either by mail or by telegram. Processing time would be substantially shorter at two to three working days depending on the volume of applicants to be processed for release.
- Applications released under Option 2 may be picked up at the PD by the locator for immediate processing. As with Option 1, the locator may keep the files for fourteen (14) days. Upon release, the files will be accompanied by an official List or Summary Report to be filled up by the locator upon returning the files (LSD Form 002B). This report requires the locators to indicate the status of each referred file as follows:
NA - Notified But Non-Appearance
NN - Not Notified
H - Appeared, Qualified & Hired
NH - Appeared, Not Qualified & Not Hired
FE - Appeared, For Further Evaluation
- Applicants shall be given up to four Option 2 chances only, excluding those in which they were not notified.
- LSD shall reserve the right not to receive any returned application without a properly accomplished Status Report. Consequently, no files may be released to locators with pending unreturned/unreceived applications.
Whether under Option 1 or Option 2, the final decision on hiring shall still lie with the locators. The locator is then, however required to report all newly hired employees to the LSD.
POLICIES ON DIRECT HIRING
LSD shall not allow direct hiring in the CSEZ. As stipulated in the Lease Agreement between the locators and the CDC, the LSD shall be the sole provider of non-supervisory and/or non-managerial positions to be hired within the CSEZ. These needs shall be provided through the procedures for hiring elaborated above. Locators are highly discouraged from entertaining any direct applicants who are neither registered nor referred for employment by the PD in order to centralize recruitment in the zone and provide for some modicum of control.
In the instance that an applicant approaches a locator, the latter may refer the applicant to LSD if initially interested in the said applicant. The locator may submit a formal letter to LSD using an LSD suggested form requesting the inclusion of the said applicant into its Reserve Pool immediately after submission of his/her application to the PD. The applicant shall still be subject to LSD policies on referral. LSD shall then release an official Response Letter indicating the status of the request (LSD Form 003). Only after official referral by LSD may the locator subject the said applicant to further screening.
INDUSTRIAL RELATIONS DIVISION
FUNCTIONS
The Industrial Relations Division (IRD) of the Labor Services Department shall formulate plans and implement programs to promote industrial peace within the CSEZ. It shall assist as best as possible in the amicable settlement of labor disputes between employees and management.
The IRD shall coordinate with authorized government agencies such as the Department of Labor and Employment regarding the conduct of periodic labor inspections within the CSEZ. This is for the purpose of monitoring compliance with labor standards and other statutory regulations.
The IRD shall receive and document complaints of CSEZ employees against management and assist in the settlement of such problems by verifying the veracity of such complaints and recommending the proper and legal courses of action.
The IRD shall generate a Monthly Manpower Update through the employment reports that are being submitted to the office on a regular basis.
GENERAL CDC POLICIES FOR CSEZ LOCATORS
CDC Labor Services Department stresses the observance of all standard labor policies and strictly imposes fair and lawful labor practice in the Zone. Upon the hiring of personnel, all CSEZ locators are expected to comply with the following policies in addition to the above provisions and procedures in order to create and maintain stable working conditions, a strong business environment and promote industrial peace within the Zone:
PHILIPPINE LABOR STANDARDS LAWS
CDC fully recognizes the observance of all provisions, policies, and standards upheld by the Labor Code of the Philippines; compliance is therefore mandatory throughout the Clark Special Economic Zone. Following are basic provisions to be followed:
- Latest applicable Minimum Wage
- Holiday Pay
- Night Differential pay
- Working days and Rest Days
- Service Incentive Leave
- Additional pay for Overtime Work
- Premium pay
- 13th Month Pay
- Working Hours
- Special benefits as defined by the Social Security System (SSS) , the Employees’ Compensation Commission (ECC) & Pag-IBIG Fund
HIRING OF PERSONNEL
As previously explained in the section regarding Placement and Recruitment, manpower shall be officially sourced from the LSD-Placement Division. However, locators may employ private manpower and service agencies only for its utility or janitorial needs and Security agencies for its security presonnel. In no case however, may a locator hire the services of agencies for positions directly related or integral to its main business or operation. This is considered as LABOR ONLY CONTRACTING which is prohibited by law. Other aspects of the hiring of personnel shall be governed by the provisions of the Labor Code on Contracting and/or Subcontracting.
EMPLOYMENT CONTRACTS
Issuance of working contracts to all employees regardless of status is not only customary but lawful. Every employee must receive his/her Contract of Employment on or before the first day of work and his/her Certificate of Appointment upon confirmation to a new position or status. All contents and provisions of the contract must be clearly explained and understood by the employee. Contracts must contain at least the following essential information:
- Name and Position (Job Title) of employee
- Effectivity and duration of contract or probationary period
- Employment status
- Salary and additional benefits
- Basic duties or job description
- Basic company policies, etc.
PRE-EMPLOYMENT ORIENTATION
It is highly advisable to hold a comprehensive pre-employment seminar on company policies as well as safety and health standards before an employee starts work. This will minimize disciplinary violations and preserve employee safety as well as foster employee dedication to corporate policies and values. It is also important to issue an Employee Manual duly received by every employee for reference purposes.
EMPLOYMENT STATUS
An employee’s status should be appropriate to the nature of his or her work. Employees hired for a particular undertaking or project are considered PROJECT-HIRE or CONTRACTUAL employees. These must be distinguished from TRAINEES or APPRENTICES who are undergoing instruction for a particular trade, duly recognized by proper government agencies (i.e. TESDA). Those employees, however, whose duties are directly related to the company’s normal flow of operations or primary mode of business shall be classified as PROBATIONARY to be assessed for a period not exceeding 6 months before turning REGULAR or being separated from service.
As stated in Article 281 of the Labor Code of the Philippines, employees classified as probationary "shall be employed for a period not exceeding six (6) months from the day the employee started working." "An employee who is allowed to work after a probationary period shall be considered a regular employee" and shall be accorded all privileges of regular employment.
WAGES & COMPENSATION
LSD recognizes and enforces the existing Minimum Wage Law and any future provisions or amendments as applied to all CSEZ locators. All state mandated benefits, premiums, allowances, incentives and the like shall also be strictly enforced and regularly monitored through routine Labor Standards inspections.
PAY SLIPS & PAY RECORDS
Employees shall be issued an official pay slip representing each pay period. Payslips must contain basic information pertaining to the computation of the employee’s salary such as:
- Basic pay
- No. of hours worked for the period
- Overtime and Premium pay
- Allowances
- Salary Deductions
- Withholding Tax, Pag-IBIG Fund contributions, SSS Contributions, etc.
PERFORMANCE APPRAISAL
Performance evaluation is an invaluable tool in assessing an employee’s level of knowledge and competence as well as measuring potential for possible retention/regularization of probationary employees. This is also used for evaluating an employee for possible promotion, transfer or separation. A performance appraisal system, when consistently applied, will provide a factual and objective basis for making such decisions.
TERMINATION AND DISMISSAL
Although generally unwanted, disciplinary action, even dismissal from duty is sometimes the necessary recourse for some companies. It is therefore essential to set valid, consistent and lawful guidelines and principles for such courses of action.
Code of Conduct & Due Process
Termination for cause or from willful violation of company policies may be considered as valid only with the presence of a generally acknowledged Code of Conduct or Code of Discipline; either of which must be duly explained and fully understood by each employee.
Any account of a violation of these governing rules, if to serve as the principal basis for disciplinary action must be properly documented and made known to the person concerned. A report such as this should fully relate the actual occurrence of the violation while taking into account possible mitigating circumstances surrounding the incident as well as the testimony of any witnesses. Upon notice, the person concerned must be given reasonable opportunity to explain his/her side of the event.
Essentially, any disciplinary action should be applied as a corrective measure rather than as punishment. In this regard, the degree or severity of the disciplinary action to be given must obviously coincide with the rules indicated in the Code of Conduct but more importantly, recognize the principles of validity, sufficient evidence, consistency and appropriateness in order to serve as just cause for imposing such an action.
Other reasons for separation of employees such as retrenchment or lay-off shall be governed by specific provisions set forth in the Labor Code of the Philippines.
EMPLOYMENT CLEARANCE
Upon resignation or the end of an employee’s contract, and having no further obligation or accountability from the company or having had no derogatory record, he/she shall be given an official employment clearance and/or Certificate of Employment upon his/her request. This clearance shall serve as basis for CDC-LSD to consider the person for future opportunities at CSEZ.
LABOR STANDARDS INSPECTIONS
The Department of Labor and Employment’s designated officials, accompanied by the CDC-LSD staff shall conduct once a year inspections on labor standards compliance. However, on its own, LSD shall routinely conduct periodic on-site labor standard inspections among all the CSEZ locators as well as in the event of any report of non-compliance with existing labor laws. Locators have the right to deny accommodating any agencies if their visits are not properly coordinated with LSD. Inspectors shall be given lawful access to any relevant records which could serve as basis for assessing Labor Code/Labor Standard compliance. Examples of such records may be the following:
- Employee masterlist and Employee payroll
- Timesheets and Attendance records
- Contracts and Appointment records
- Payslips
- SSS and BIR records, etc.
In the course of its routine inspections, LSD shall identify and document any labor violations or any form of non-compliance with Labor Standards. An official citation or Notice of Inspection Results (LSD Form 007) shall be issued to the locator. The locator shall be given fourteen (14) days to effect all necessary changes or rectifications, afterwhich, LSD shall conduct a follow up inspection. If no changes or corrections have been made upon follow up, a formal Notice or Memorandum shall be issued by LSD, duly noted by the concerned CDC Departments. The Memorandum shall include any sanctions or courses of action decided upon by Clark Development Corporation
SUBMISSION OF REPORTORIAL REQUIREMENTS
Employment Masterlist
In order to constantly monitor the status of employment within CSEZ, all locators are required to submit a comprehensive EMPLOYMENT MASTERLIST (LSD Form No. 004) representing all current employees including manpower and security agency employees and/or construction workers. This masterlist shall include specific information regarding employees’ gender, domicile, status of employment upon hiring, as well as LSD status. The Employment Masterlist is to be submitted to LSD-IRD upon start up of operations at CSEZ.
Report on Newly Hired and Separated Employees
In the succeeding month after the submission of the Employment Masterlist, locators are also required to submit periodic reports on employment status (i.e. NEWLY HIRED EMPLOYEES-LSD Form No. 005A & SEPARATED EMPLOYEES-LSD Form 005B) highlighting all movements within the company including New Hires, Separations, Promotions, Transfers and the like. These reports are due on the 15th of every month.
CSEZ locators are enjoined to fill-out all pertinent information contained in these forms in order to come up with an accurate Monthly Manpower Update.
POLICIES GOVERNING FOREIGN NATIONALS
CDC Labor Services Department shall ensure that the entry of all foreign nationals in the CSEZ for employment and/or investment purposes are governed by policies and procedures consistent with the Philippine Immigration Act (PIA), Executive Orders, Rules and Regulations and other issuances by the National Government. To simplify the processing the issuance of visas and work permits in the CSEZ, CDC-LSD shall assist foreign nationals by formally endorsing their visa application with the Department of Justice (DOJ), Bureau of Immigration (BI) and the Department of Labor and Employment (DOLE).
Visas
- LSD is currently issuing endorsement letters to locators’ foreign nationals to expeditiously avail of multiple entry visas [or 47 (a) (2) visas] from the Department of Justice and Bureau of Immigration
- Prior to the issuance of an endorsement letter the following documents shall be submitted to LSD:
Letter request addressed to the LSD Manager
Photocopies of Passport
Employment Contract or Secretary’s Certificate
CDC Certificate of Registration
CDC Certificate of Tax Exemption
Lease/Sublease Agreement
alien Employment Permits (AEPS) and Alien Employment Registration Certificates (AERC)
Foreign nationals contracted for employment inside the CSEZ shall apply for Alien Employment Permits (AEPS) and the Alien Employment Registration Certificates (AERC) through LSD. LSD shall endorse said applications documents to the Department of Labor and Employment for evaluation and approval.
Executive Order No. 464
Under Executive Order No. 464, foreign nationals, not categorized as "restricted" as determined by the Department of Foreign Affairs, visiting the Clark Special Economic Zone (CSEZ) for business and/or tourism purposes may be allowed to enter all ports of entry of the CSEZ and stay therein without visa for a maximum period of fourteen (14) days; provided that upon arrival, they present their passports, Certificates of Identity or travel documents valid for at least six (6) months beyond the intended stay inside the Zone and confirmed onward flight tickets.
OTHER SERVICES
LASER CARD CERTIFICATION
Locators’ regular employees who wish to avail of the $100/month shopping privilege may fill-up the Certification of Employment & Address (LSD Form No. 008) duly signed by the HRD Manager. However, only regular employees who are permanently assigned at CSEZ and are not qualified as permanent "residents" pursuant to EO 250* may avail of this privilege.
* residents of Angeles City, Mabalacat, Porac, Bamban and Capas
- Initially, locators are required to submit to LSD their letter-of-request which shall contain specimen signature of an authorized company representative preferably:
- the HR/Personnel Manager and
- another officer who may also be designated and authorized by the highest ranking officer of the locator.
- These officers shall submit to LSD all properly accomplished Certification of Employment & Address slips to LSD. Afterwhich LSD shall evaluate said forms against its manpower records and attaches a Confirmation of Employment (LSD Form 009) for every approved Certification Slip.
(LSD reserves the right to approve or disapprove Certification of Employment & Address forms)
- LSD then informs locator the availability of duly approved Certification of Employment Slips. Coordination and follow-up regarding these applications shall only be made between LSD and the locator’s authorized representative.
- Upon claiming approved Slips, locator shall pay a processing fee of P10.00 per approved Slips to the CDC Treasury.
- Validity of shopping privilege shall be co-terminus with employees’ regular employment. In the case of separation from his/her employer, an employee may apply for the same privilege upon regularization in another CSEZ locator.
REFERRAL OF STUDENTS FOR ON-THE-JOB TRAINING IN THE CSEZ
As a matter of policy, students desiring to undergo on-the-job training must first coordinate with the LSD thru a Letter of Intent signed by the school head. This is done in order to centralize procedures on OJT with LSD as well as for the locators’ own security.
LSD, upon receipt and review of a Letter of Intent, may issue endorsements for various schools requesting for on-the-job training at CSEZ with the requested or appropriate company. The endorsement, however, shall reiterate no employer-employee relationship between locators and student. LSD shall conduct a comprehensive briefing with the student-trainees before official referral to the locator.
REFERRAL OF EMPLOYEE-TRAINEES FOR TRAINING ABROAD
LSD shall issue a Certification of CSEZ Employment to locators to facilitate the training of their employees abroad. Only LSD-referred employees (i.e. sourced from LSD Placement Division) shall be issued the said certifications.
Locators may request for such certifications by submitting a request letter and a list of all employees they wish to train abroad. LSD shall verify from its records if the employee was indeed registered and officially referred to the requesting locator by the LSD-Placement Division. Upon verification, LSD shall release the Certification of CSEZ Employment.
SAFETY & HEALTH DIVISION
FUNCTIONS
- The Safety & Health Division (SHD) aims to promote employee as well as public welfare through the preventive approach of implementing Occupational Safety and Health programs thus maintaining and enhancing the well-being of all CSEZ employees and promote full development.
- The SHD shall also seek to maintain environmental welfare by assigning management responsibility to owners of companies in the conduct of their business. The locator’s environmental management system shall be checked if it supports proper environmental standards and if it promotes a stable and conducive working environment.
- The SHD shall constantly monitor Safety and Health standards throughout the CSEZ and strict compliance to these standards. In the course of its routine inspections, SHD shall check the company’s health and safety standards with particular emphasis on the following:
- Unsafe working conditions
- Unconducive work areas
- Safety of buildings, structures and equipment
- Materials handling & storage
- Fire Protection & control
- Gas & Electrical safety
- Hazardous materials & chemicals
- Machinery and machine guarding
- Construction safety
- Presence of Personal Protective Equipment (PPE)
- Accident Documentation
- Existence of an official Safety Committee
- Implementation of safety and health programs
- Presence of company physicians, nurses or first aiders as needed
- General safety awareness among employees
- In addition to its routine inspections, SHD shall likewise entertain and investigate accounts of safety violations and complaints regarding safety and health conditions throughout CSEZ. Inspections on such matters shall be done by a safety inspectorate group composed of different groups each specializing in a particular area of concern.
- The safety inspectorate shall consist of members from the following units or offices:
- LSD Safety & Health Division
- LSD Industrial Relations Division
- CDC Health Office
- CDC-Estate & Environment Management Department (EEMD)
- Following the conduct of inspections, Health Permits shall be issued by the CDC Health Office.
- SHD shall coordinate with the Occupational Safety & Health Center (OSHC) as a means of technical support and in providing for Safety & Health orientation and training as well as assistance in organizing programs and seminars in the creation and the effective management of official Safety & Health Committees and promoting general safety awareness among all the locators at CSEZ.
TRAINING AND
DEVELOPMENT DIVISION
FUNCTIONS
The Training Division shall supervise the productive operation of the CSEZ Manpower Skills Development and Service Center or the Training Center (TC) by facilitating the conduct of basic skills training/upgrading and career development programs responsive to the manpower and training needs of CSEZ locators.
The Training Division shall establish linkages with other training supporters and stakeholders such as government organizations, non-government organizations, training institutions, funding and assisting agencies both local and foreign, local government units and vocational/technical schools for the development of a responsive training system in the zone.
The Training Division shall coordinate with CSEZ locators regarding their short-term and long-term manpower requirements and training needs through a survey which shall be ran on a yearly basis. The survey results shall determine the training programs to be organized by the TC.
SERVICES OFFERED
CONDUCT OF SKILLS TRAINING PROGRAMS
- The general training policy of the TC is "training for employment". This calls for the direct participation of locators in the training programs. Presently, training programs in the following trades are offered:
- Industrial Sewing Machine Operation (ISMO),
- Shielded Metal Arc Welding (SMAW)
- MIG/MAG Welding
- Lathe Machine Operation
- The TC provides the training facilities (training area, high speed sewing machines, welding machines for gas, electric and MIG/MAG, lathe machine) as well as administrative support (processing the documents of prospective trainees) It also incorporates values orientation programs in line with the corporate values of the participating locators.
- The participating locator shall provide the training materials, technology and training allowances of the trainees. However, for the ISMO program, the locator shall provide the trainor. The locator shall at the outset guarantee the employment of the trainee-graduates.
- A Training Program Specification form (MSDSC Form No. 001), indicating the type of training program, qualifications of trainees, no. of trainees, duration of training and course outline, shall be submitted by the participating locator.
- A Training Agreement between CDC-LSD and the participating locator shall be prepared and signed prior to the conduct of the training program.
- Prospective trainees shall be sourced from the LGUs near Clark through the DOLE-PESO, site coordinators from the resettlement areas or from the Placement Division. These trainees shall initially be screened by the TC and then all qualified trainees shall be referred to the participating locator’s Personnel Manager who shall make the final selection. Local officials of LGUs where the trainees were sourced from shall be tapped to provide additional training allowance.
- Upon completion of the training program, Certificates of Training shall be issued to the trainees during the graduation ceremony. The TC shall monitor the employment of the trainees with the participating locator per provisions of the Training Agreement.
CONDUCT OF CAREER DEVELOPMENT PROGRAMS
Career development programs for CSEZ locators shall be coordinated by the Training Division with government agencies such as TESDA, DTI, DOST, etc., who are providing trainings and seminars related to the human resource development requirements of locators. CSEZ locators will be notified of the schedule of these programs.
CONSULTANCY AND JOB SERVICES (WELDING & LATHE MACHINING)
The Metal workshop of the TC, assisted by the German Development Service (GDS), accepts consultancy work and offers services in welding and lathe machining especially among locators with production requirements related to these trade areas. Interested locators may directly coordinate their requirements with the TC.
USE OF DORMITORIES AND TRAINING FACILITIES
To generate income, the TC offers its dormitory and training room facilities for a token fee. Interested parties must fill-out a reservation slip (MSDSC Form 002) and pay a reservation fee equivalent to 50% of the total rent.
ASSISTANCE IN THE PROCESSING OF APPRENTICESHIP & LEARNERSHIP PROGRAMS
The Training Division, in coordination with the Technical Education and Skills Development Authority (TESDA), shall assist locators in the application, processing and implementation of Apprenticeship and Learnership Programs.
- Locators who are interested to avail of these programs can get a standard program application at the TC. A briefing on the requirements and provisions of these programs shall be provided.
- Upon submission of all required documents to the TC, the CDC-LSD TESDA representative, who holds office at the TC once a week, shall bring it to the TESDA Regional Office for processing and approval.
- Once approved, the applicant-locator shall be issued a Certificate of Recognition/Permit from TESDA. Only locators with approved permits can employ apprentices and learners.
- The Training Division shall monitor the locators’ compliance with the provisions of these programs, particularly on the following;
- Payment of Apprenticeship/Learnership Rate
- Submission of Apprenticeship/Learnership Agreements
- Compliance with the Approved Trade and Work Process
- Issuance of Certificates of Completion
- Locators who have consistently violated the provisions of the Apprenticeship/Learnership Program shall have their permit revoked upon the recommendation to TESDA of CDC-LSD
- The Training Division shall coordinate with TESDA as well as establish linkages with various Vocational/Technical institutions for the implementation of the Dual Training System (DTS) in the Training Programs to be conducted by the Training Center.
The Training Division shall work for its accreditation by TESDA as a Certified Trade Testing Center, afterwhich it shall be duly authorized to issue legitimate Trade Test Certifications among the locators at CSEZ.