PROBATIONARY EMPLOYMENT AGREEMENT
Republic of the Philippines — Private-sector employment · Template v0.2.0
This Probationary Employment Agreement (the "Agreement") is made on September 28, 2026 at Makati City, Philippines, between Bayanihan Digital Services, Inc., with address at 18/F One Ayala Tower, Ayala Avenue, Makati City 1226 (the "Employer"), and Juan Miguel Santos, of legal age, residing at Unit 8B, Sampaguita Residences, Quezon City 1100 (the "Employee").
1. Engagement and probationary period
The Employer engages the Employee as Customer Support Specialist in Customer Experience, on probationary status, from October 1, 2026.
The probationary period runs from October 1, 2026 to March 30, 2027, which is 180 days counted from the day after the first day of work. It does not exceed the six-month maximum under Article 296 [281] of the Labor Code, which the Supreme Court counts as 180 days.
The Employee becomes a regular employee if the Employee meets the standards below. An employee who is allowed to work after the probationary period ends, without a valid written notice of termination, is a regular employee.
2. Duties, supervision, place, and hours
The Employee's principal duties are: Respond to customer inquiries by chat, email, and phone; log and resolve support tickets; escalate complex cases to the team lead; and keep accurate case notes.
The Employee reports to and is evaluated by the Customer Support Manager. The place of work is 18/F One Ayala Tower, Ayala Avenue, Makati City. The work schedule is Monday to Friday, 8:00 a.m. to 5:00 p.m., with a one-hour unpaid meal break, subject to lawful changes the Employer announces in advance.
3. Standards for regularization
The Employer has made the following reasonable standards known to the Employee, in writing, at the time of engagement, on or before the first day of work (October 1, 2026 to March 30, 2027):
1. Resolve at least 85% of assigned tickets within the service-level time. 2. Keep a customer satisfaction score of at least 4.2 out of 5. 3. Complete the product and data-privacy training within the first 30 days. 4. Follow the attendance and conduct rules in the handbook.
Performance is measured as follows: The Customer Support Manager reviews ticket data and customer scores monthly and completes a written evaluation at the mid-point and at the final evaluation date, and shares each result with the employee.
4. Evaluation and decision
The Employer shall hold a mid-probation evaluation on or about December 15, 2026 and share the result with the Employee.
The Employer shall hold the final evaluation on or before March 15, 2027 and shall tell the Employee its decision in writing before the probationary period ends.
If the Employee meets the standards, the Employee becomes a regular employee on the day after the probationary period ends, with the same or better terms.
If the Employer decides that the Employee has not met the standards, it shall serve on the Employee written notice, stating the standards not met, no later than March 25, 2027, which is before the probationary period ends. The employment then ends at the close of March 30, 2027. Employment may also end earlier for a just or authorized cause under the Labor Code, following due process.
5. Pay and benefits
The Employee shall receive a monthly salary of Twenty-Six Thousand Pesos (PHP 26,000.00), released twice a month at intervals not exceeding sixteen (16) days (Article 103 of the Labor Code), which is not lower than the applicable regional minimum wage.
Allowances and other pay items: Rice subsidy of PHP 1,500 per month.
The Employee is entitled to the statutory benefits the law gives, including 13th-month pay, holiday pay, overtime and premium pay where due, and service incentive leave after one year of service. The Employer shall remit the Employee's SSS, PhilHealth, and Pag-IBIG contributions from the first day of work.
The Employer shall make no deduction from the Employee's wages except as the Labor Code and other laws allow (Article 113).
6. Conduct, confidentiality, and privacy
The Employee shall follow the Employer's lawful code of conduct and policies, which the Employer has given the Employee.
The Employee shall keep the Employer's confidential business information secret during and after employment and use it only for the Employer's work. This does not restrict the Employee from reporting a violation of law or discussing the Employee's own pay and working conditions.
The Employer shall collect and use the Employee's personal data only as its privacy notice describes and as the Data Privacy Act allows.