Workplace Ethics Policy & Code Of Conduct Commitments

Equal Opportunity Employment

The company is an equal opportunity employer and does not discriminate unlawfully against employees or applicants for employment based on an individual’s race, color, religion, sex, national origin, age, disability (PWDs), marital status, or any other status protected by applicable law. This policy applies to all terms, conditions, and privileges of employment, including recruitment, hiring, placement, compensation, promotion, discipline, and termination. The company aims to uphold the human rights of workers and treat all workers with dignity and respect that prohibits forced labor, human trafficking, or slavery, involuntary or exploitative prison labor, bonded (including debt bondage), indentured labor, or any form of non-freely chosen employment.

Non-Harassment and Discrimination Policy and Control

Harassment is generally defined as unwelcome verbal or nonverbal conduct, based upon a person’s protected characteristic. This conduct denigrates or shows hostility or aversion toward the person because of the characteristic, and which affects the person’s employment opportunities or benefits. It also has the purpose or effects of unreasonably interfering with the person’s work performance or has the purpose or effect of creating and intimidating, hostile or offensive working environment, including sexual harassment. Sohbi Kohgei Phils. Inc. is committed to providing employees a work environment that is free from any forms of harassment including but not limited to sexual harassment, intimidation, exploitation and discrimination. In keeping with this commitment, SKPI is compliant with Republic Act 7877, also known as, the Anti- Sexual Harassment Act of 1955, and will not tolerate any harassment of its employees in the workplace. Any employees who feel that he/she has been harassed and discriminated against or has witnessed or become aware of such in violation of this policy should bring the matter to the immediate attention of his/her superior or the HRGA Manager. A prompt investigation will be carried out. For detailed policy, please refer to Workplace Discrimination and Harassment Policy. Sohbi Kohgei Phils. Inc. is committed to not engage in discrimination or harassment based on race, color, age, gender, sexual orientation, gender identity and expression, ethnicity or national origin, disability, pregnancy, religion, political affiliation, union membership, covered veteran status, protected genetic information or marital status in hiring and employment practices such as wages, promotions, rewards, and access to training.

Anti-Bribery Policy

Sohbi Kohgei Phils. Inc. is firmly committed to conducting its business operations with the highest standards of ethics, integrity, and accountability. We uphold a zero-tolerance policy against bribery, in compliance with the laws of the Republic of the Philippines and company policy. We prohibit all forms of bribery, including the offering, giving, soliciting, or accepting of any undue advantage or anything of value to or from public officials, private individuals, or entities, for the purpose of influencing a business decision or securing an improper advantage. This policy applies to all employees, contractors, agents, and third parties regardless of location or function. For the internal and external contacts, please refer to the poster released by HRGA Department.

Whistleblowing Policy

At Sohbi Kohgei (Phils.), Inc. we are committed to fostering a culture of transparency, accountability, and integrity. We recognize the importance of providing a safe and secure environment where employees, business partners, and other stakeholders can raise genuine concerns about unethical, illegal, or improper conduct without fear of retaliation. Our Whistleblowing Policy ensures that individuals can report misconduct—including fraud, corruption, bribery, harassment, violations of company policies, and other breaches of legal or ethical standards—confidentially and in good faith. We are committed to:

• Encouraging the prompt and responsible reporting of suspected wrongdoing;
• Ensuring that all whistleblowing reports are taken seriously, investigated thoroughly, and addressed appropriately;
• Protecting whistleblowers from any form of retaliation, discrimination, or victimization as a result of their disclosure;
• Maintaining the confidentiality of the whistleblower's identity, to the extent legally permissible;
• Promoting awareness of the whistleblowing mechanism among all employees and stakeholders.

Sohbi Kohgei (Phils.), Inc. assures all concerned that retaliation against any individual who raises a concern in good faith will not be tolerated. Upholding ethical behavior and lawful conduct is a shared responsibility and critical to the long-term success of our organization. For the internal and external contacts, please refer to the poster released by HRGA Department.

Drug-Free / Alcohol-Free Environment

Employees are prohibited from consuming, distributing, possessing, selling, or using controlled substances, such as drugs, or alcohol, while at work, on company premises, or engaged in company business. Anyone violating this policy may be subject to disciplinary action, up to and including termination.

Contagious Disease Prevention and Control Policy

To ensure protection of employees from the spread of Contagious Diseases (e.g HIV/AIDS and TB), the company shall implement specific programs and activities aimed at prevention and control. These initiatives will be clearly outlined and incorporated into the family planning and health and safety plans.

Data Privacy Policy

In compliance to Republic Act 10173, known as the “Data Privacy Act of 2012”, to protect the fundamental human right of privacy, of communication while ensuring free flow of information to promote innovation and growth and to ensure that personal information and communication systems are secure and protected. This applies to the following:

• Applicants
• Visitors
• Active Employees (Regular/Probationary)
• Inactive Employees
• Employees employed under Third Parties
• Company Third Parties

SKPI acknowledges that employee privacy is important. We respect the privacy rights of all individuals, and we are committed to handling personal data responsibly and in accordance with applicable law. SKPI Data Policy Guideline explains what personal data SKPI collects, uses, and maintains (collectively "processes") about you in the operation of its business, how it uses that data, and your rights to that data.

Social Media Policy

Social media (i.e., Twitter, Facebook, Instagram, Tiktok, SnapChat, YouTube, and LinkedIn), has become a regular part of everyday communication, but social media can include other forms of online communication, like blogs, forums, YouTube, private chats, etc. The internet is very much permanent, and it becomes very hard to fix or edit anything that gets published. As employees we must be aware the information being shared can be tracked, and any false information, rumors, or information used against the company or other employees of the company could result in liability. Please refer to SKPI Guidelines: GU.H01.21.00_Social Media Policy.

Office Decorum

SKPI desires to create an office environment that is dignified, pleasant, and conducive to serious professional work. Such an environment calls for the adoption and observance of certain standards of propriety, refinement, and formality that, along with competence and moral integrity, mark a true professional. Employees are encouraged to foster a work atmosphere conducive to productivity. They should perform whatever tasks they have in hand with order, intensity, and constancy and upon the completion of one task, should take up the next. Whereabouts - employees should inform their superiors of their whereabouts or itineraries daily, to ensure continuity of communications. Use of Computers - SKPI’s personal computers are to be used exclusively for business purposes unless authorized otherwise. Use of the Telephone - in order to keep telephone lines open for business calls, employees are discouraged from making personal calls. Personal unavoidable calls when taken or made should be for the shortest possible time only. The use of the telephone by outsiders in employees’ respective areas is likewise discouraged unless it is in connection with the company’s business. All telephone calls should be promptly answered, and all inquiries handled courteously. Greet the caller pleasantly, courteously and be always at their service. Determine what the caller wants. If you cannot supply the needed info, transfer the call to the proper person, or jot down the number and the message. Close with a positive note. Ending with “Thank you for calling” is always in good taste. Use of Office Equipment - non-employees should be refused politely if they request use of office equipment except in the use of the telephone. They shall allow the use of office equipment only in cases where the use is to generate documents in relation to their business with us.