Job Offer and Probationary Employment Agreement
Republic of the Philippines · Template v0.2.0
This Job Offer and Probationary Employment Agreement (the “Agreement”) is made on August 31, 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.” If timely accepted and applicable conditions are satisfied or waived, employment is intended to begin 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.
Offer, acceptance, and pre-employment conditions
Sampaguita Labs, Inc. offers Juan Dela Cruz the position and terms stated in this document. The signed acceptance must be received by September 7, 2026 unless the Employer extends that deadline in writing. On timely signed acceptance, this document records the parties' agreement; actual work and compensation begin on the lawful start date unless the parties record another date in writing.
This offer is subject to: verification of the identity and work-eligibility documents specifically requested by the Employer; satisfactory, role-relevant verification of the disclosed references or employment history. The objective details and acceptable evidence are: Government-issued identity and the two disclosed professional references will be verified by Human Resources against the candidate's submitted records. These conditions must be satisfied or expressly waived in writing by September 10, 2026.
A condition shall be assessed honestly, consistently, on objective and job-related information, and without unlawful discrimination. Recruitment and medical information shall be collected only for a lawful, specified purpose, kept appropriately confidential, and retained only as necessary. A condition does not erase rights arising from work actually permitted or performed.
Before acceptance the Employer may withdraw the offer by written notice. After timely acceptance, neither an internal approval label nor an unexpressed condition permits either party to disregard this Agreement or mandatory Philippine employment law.
1. Appointment and status
The Employer appoints the Employee as Product Designer in the Product department or team. The Employee accepts the appointment as a probationary employee and shall report to Head of Product.
The probationary period is 6 months, or 180 days counted from the day after the start date, and ends on March 14, 2027. If the Employee actually starts on a different day, the period ends 180 days after the actual start date. It does not exceed the six months (180 days) allowed by Article 296 [281] of the Labor Code. At engagement, the Employer communicates these reasonable standards for regularization: Deliver accurate design specifications by agreed deadlines; maintain the documented design system; complete assigned user research with usable findings; attend scheduled work and feedback sessions; and comply with security, privacy, and workplace policies. Any written notice that the Employee has not met these standards shall be served within a reasonable time before the probationary period ends, and in any case no later than March 9, 2027. The Employee shall be treated as regular if allowed to work after the probationary period ends.
Probationary performance will be evaluated by Head of Product, with review by Human Resources. The documented evaluation and feedback process is: Written orientation on the start date, documented feedback at the second and fourth months, and a final written assessment no later than ten calendar days before the probationary period ends. These checkpoints support fair feedback and evidence; they do not replace the standards made known at engagement or extend the lawful probationary period. The final assessment shall be completed, and any notice that the Employee has not met the standards served, no later than March 9, 2027, before the probationary period ends on March 14, 2027.
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 and handoff records. 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.