Employment Agreement
Republic of the Philippines · Template v0.2.0
This Employment Agreement (the “Agreement”) is made on August 29, 2026 between Sampaguita Labs, Inc., a corporation with principal address at 100 Ayala Avenue, Makati City 1226, as “Employer,” and Juan Dela Cruz, with address at 20 Kalayaan Avenue, Quezon City 1100, as “Employee.” Employment begins on September 15, 2026.
The parties intend an employer-employee relationship governed by Philippine law. Nothing in this Agreement waives a minimum labor standard, statutory benefit, security of tenure, collective-bargaining right, or other mandatory protection.
1. Appointment and status
The Employer appoints the Employee as Product Designer. The Employee accepts the appointment as a regular employee and shall report to Head of Product.
The Employee is engaged as regular from the start date. The Employee may be separated only for a just or authorized cause and through the procedure required by applicable law.
2. Duties, standards, and policies
The Employee's principal duties are: Design product workflows, maintain the design system, conduct user research, and prepare implementation specifications. The Employee shall perform faithfully, competently, safely, and lawfully; protect the Employer's legitimate interests; follow reasonable written instructions; and comply with lawful policies supplied or made reasonably accessible to the Employee.
The Employer may reasonably adjust assignments, reporting lines, tools, or procedures to meet legitimate business needs, but shall not use a change to evade law, reduce vested or mandatory benefits, constructively dismiss the Employee, or materially alter the employment relationship unlawfully.
3. Workplace and working time
The normal arrangement is primarily on-site. The principal workplace or reporting location is 100 Ayala Avenue, Makati City 1226.
Normal workdays are Monday to Friday; the normal schedule is 9:00 a.m. to 6:00 p.m., with a one-hour unpaid meal period; normal working time is 8 hours per day; and the normal weekly rest day is Sunday. Normal hours do not exceed eight a day (Article 83 of the Labor Code); work beyond eight hours a day is overtime and is paid the overtime premium where the position is covered by the hours-of-work rules (Article 87). Actual hours, meal periods, rest days, overtime, night work, and work on holidays or rest days remain subject to the Labor Code, applicable wage orders, lawful scheduling rules, and any more favorable policy or practice.
The parties route the position through the ordinary hours-of-work and premium-pay rules. Overtime or work on a rest day or holiday must be authorized when practicable, but lack of prior approval does not erase compensation that mandatory law requires for work suffered or permitted.
4. Compensation
The Employer shall pay basic pay of ₱30,000.00 per month, on a semi-monthly payroll, less only deductions authorized by law or by a valid written authorization. The rate shall not be below the applicable regional or sectoral minimum wage and shall be adjusted when mandatory law or a wage order requires.
The Employer shall issue an accurate payslip and maintain payroll records as required by law. Any bonus, incentive, commission, or allowance not stated as guaranteed remains governed by its written plan, eligibility rules, established practice, and mandatory non-diminution principles.
5. Statutory and company benefits
The Employee shall receive 13th-month pay, service-incentive leave when covered, holiday and premium pay when covered, and all other monetary benefits required by the Labor Code, Presidential Decree No. 851, applicable wage orders, special leave laws, and current DOLE rules. The Employer shall register, report, deduct, remit, and contribute for SSS, PhilHealth, Pag-IBIG, Employees' Compensation, and tax as required.
A company plan, handbook, or benefit may contain eligibility and administration rules, but no plan term may reduce a statutory minimum or an earned benefit contrary to law. More favorable benefits arising from contract, collective agreement, policy, or established practice remain effective according to law.
6. Expenses, tools, and safety
Reasonable and necessary business expenses approved in advance and supported by receipts will be reimbursed under company policy. Company property and access credentials remain subject to inventory, acceptable-use, security, and return procedures.
The Employer shall provide a workplace and system of work consistent with Republic Act No. 11058 and applicable occupational-safety rules. The Employee shall follow reasonable safety and incident-reporting procedures and promptly report hazards, injuries, security events, and lost equipment. Remote work does not eliminate either party's applicable safety, privacy, and information-security duties.