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ISM-ISCS COLLECTIVE BARGAINING AGREEMENT 2007-2010

(07 November 2007)

VISION, MISSION AND CORE BELIEFS OF INTERNATIONAL SCHOOL MANILA, INC. VISION Integrity, Service, Merit MISSION International School Manila is an independent, international school whose structure, traditions and style emanate from the United States and whose curriculum and methodology reflect the best in worldwide educational research and practice. Our school is diverse and dynamic, and our students have the highest aspirations for their education and future lives. Our mission is to build a community of reflective learners who are passionate, caring and responsible contributors to the world in which we live. CORE BELIEFS that bind our community of faculty, staff, parents and students. We strive to Advance the value of learning, growth and self-awareness as life-long endeavors. Nurture creativity and originality as precursors for critical and reflective thought and action. Succeed collectively as well as individually, achieving our personal best in all aspects of school life. Maintain a healthy balance in the time devoted to work, rest and recreation. Involve our community in sustaining and safeguarding our environment. Interact through honest, respectful and open communication. Acknowledge and celebrate our differences and encourage empathy, compassion, understanding and respect for human dignity. Live our lives positively, joyfully and ethically.

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KNOW ALL MEN BY THESE PRESENTS: This COLLECTIVE BARGAINING AGREEMENT (the AGREEMENT) is made and executed this _____ day of November 2007, by and between: INTERNATIONAL SCHOOL MANILA, INC., an educational institution duly organized and existing under Philippine laws, with address at University Parkway, Fort Bonifacio, Global City, Taguig, represented by its Superintendent, David Toze, hereinafter referred to as the SCHOOL; -andINTERNATIONAL SCHOOL MANILA CLASSIFIED STAFF SMP (NATOW), represented by its Union President, Jimbo San Juan, a direct affiliate of Samahang Manggagawang Pilipino (National Alliance of Teachers and Office Workers), with address at University Parkway, Fort Bonifacio, Global City, Taguig; and National Alliance of Teachers and Office Workers (NATOW), a legitimate labor federation, duly registered with the Department of Labor and Employment (DOLE) (Reg. No. 10176-FED-LC), hereinafter jointly referred to as the UNION. WITNESSETH: That WHEREAS, it is the aim of the parties herein, the SCHOOL and the UNION, to promote, maintain and ensure a harmonious relationship, cooperation and understanding between the SCHOOL and its classified staff personnel, to protect the safety and welfare of the latter, and to stabilize employment consonant with existing laws; WHEREAS, the SCHOOL and the UNION recognize that the principal purpose of this AGREEMENT is to secure the continuous, efficient and economical operations of the SCHOOL; and to set forth the entire AGREEMENT between the SCHOOL and its classified staff represented herein by the UNION for collective bargaining purposes concerning rates of pay, hours of work, and other terms and conditions of employment; and to facilitate the peaceful adjustment of differences that may arise from time to time between the SCHOOL and the classified staff. NOW, THEREFORE, in consideration of the foregoing premises and the stipulations hereunder set forth, the parties herein agree as follows, to wit: ARTICLE I UNION RECOGNITION, SCOPE AND DEFINITION SECTION 1. For the duration of this AGREEMENT, as defined in the article on Article XXII hereof (Duration of Agreement), the SCHOOL recognizes the UNION as the sole and exclusive bargaining representative of all its regular classified staff employed by the SCHOOL at Fort Bonifacio, Tagiug City, Philippines, in respect of rates of pay, wages, hours of work and other conditions of employment.

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The following are not covered by this AGREEMENT: (a) administrators, (b) managers, (c) confidential employees, (d) teachers, (e) teaching assistants (f), casual, contract or outsourced workers, (g) probationary employees, and (i) part-time employees. SECTION 2. (a) Definition of Terms. The term probationary employee shall mean any person hired for a trial or probationary period not less than six (6) months but not more than twelve (12) months of continuous service who will fill or occupy eventually a regular position in the SCHOOLs organization. The term regular employee shall mean a person who has satisfactorily undergone the probationary period of employment and has passed the SCHOOLs full requirements and standards made known to the employee at the time of his/her probationary engagement. The term contractual employee shall mean a person hired to render service for a definite or fixed period of time or for a specific project or undertaking the completion or termination of which has been determined at the time of his engagement, or to perform occasional or seasonal work, or to act as a temporary replacement for a regular employee on leave. The term confidential employee shall mean a person hired to assist or act in a confidential capacity and report to persons who formulate, determine, and/or effectuate management actions and decisions. Unless otherwise agreed upon between the School and the employee, a confidential employee shall render service for a definite or fixed term or a term coinciding with the tenure of the appointing authority or immediate supervisor, which shall be clearly indicated in the employment contract. The term temporary/part time employee shall mean a person hired by the SCHOOL under a contract for a specified period of days, or part hereof, and for a specified purpose. A temporary assignment does not entitle or qualify an employee to a probationary or tenured position unless and until the temporary renders at least one (1) year of continuous full-time service. The term casual employee shall mean a person whose employment is deemed to be casual in accordance with the provision of Article 280 of the Labor Code.

(b)

(c)

(d)

(e)

(f)

SECTION 3. Should any of the foregoing employee accept appointment to any excepted positions mentioned in Section 1 hereof, the employee shall automatically be considered as resigned and disqualified from membership in the UNION and shall automatically be removed from the bargaining unit herein above defined. SECTION 4. It is agreed and understood that the UNION shall not represent, bargain for or speak in behalf of any of the employees excluded from the bargaining unit herein defined in respect of any grievance, terms or conditions of employment. SECTION 5. All the terms and conditions of employment of the classified staff embodied in this AGREEMENT and the same shall govern the relationship between the SCHOOL and such personnel. On the other hand, all benefits and/ or privileges as are not exclusively provided for in this AGREEMENT but which are now being accorded or may in the future be accorded to the classified staff personnel shall be deemed as purely discretionary acts on the part of the SCHOOL in each case, and the continuation and repetition thereof now or in the future, no matter

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how long or often, shall not be construed as establishing an obligation on the part of the SCHOOL. ARTICLE II UNION SECURITY SECTION 1. All regular classified staff employees who are members of the UNION on the date of execution of this AGREEMENT shall remain members of the UNION for the duration of this AGREEMENT, except within the sixty (60)-day period prior to the expiry of this AGREEMENT, as one of the conditions of their continued employment with the SCHOOL except as provided in Section 3 of Article 1 hereof. Such members of the UNION shall not voluntarily resign their membership therein earlier than sixty (60) days before the expiry of this AGREEMENT. SECTION 2. The parties consent that this AGREEMENT shall be governed by an open shop union arrangement. Any UNION member who fails to (a) maintain his membership in good standing in the UNION or resigns from the UNION, earlier than sixty (60) days before the expiry of this AGREEMENT; (b) or fails to pay his union dues shall, upon written notice of such failure to maintain UNION membership and upon written demand to the SCHOOL by the UNION, be dismissed from employment by the SCHOOL; Provided, however, that the UNION shall hold the SCHOOL free and harmless from any and all liabilities that may arise should the dismissed employee question, in any manner, his dismissal, and provided further that during a sixty (60)-day period immediately prior to the expiration date of this AGREEMENT, the provisions of this section shall not be enforceable and the employees shall be free to become members or non-members of the UNION, including the freedom to resign therefrom. SECTION 3. The SCHOOL, likewise, may ask the UNION for a reasonable period within which the employees, whose dismissal is sought by the UNION, will be dismissed, if such employee is discharging a function that is critical to the operation of the SCHOOL. SECTION 4. In any case where the SCHOOL asks for a reasonable period within which to dismiss the employee concerned due to the critical nature of his functions, final action on the demand for dismissal shall not be taken by the SCHOOL until the extension of the period has expired. SECTION 5. Dismissal and/or termination of employment of an employee under this Article shall be treated and considered as dismissal for cause. SECTION 6. For purposes of this Article and of Article III hereof, the UNION, shall, within one (1) week after the signing of this AGREEMENT, furnish the SCHOOL with a list of its members and a copy of its constitution and by-laws, and shall, from time to time, furnish the SCHOOL with any additions and amendments thereto during the life of this AGREEMENT or any extension hereof. The SCHOOL may also request copies of annual financial statements of the UNION. SECTION 7. The SCHOOL shall not interfere with, restrain, coerce, discharge or discriminate in any manner whatsoever against any employee due to or by reason of membership in the UNION or because of any legitimate UNION activity or function. ARTICLE III CHECK OFF OF UNION DUES AND AGENCY FEES SECTION 1. The SCHOOL shall deduct the requested amount for union dues (from UNION members) and agency fees (from non-UNION members) on regular paydays from the wages of each employee in the collective bargaining unit in whose stead benefits from this AGREEMENT

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redound, and shall transmit the amount deducted to the UNION through its Treasurer; Provided, That deduction shall be substantiated by a written authorization accomplished by each employee of the collective bargaining unit in whose stead benefits from this AGREEMENT redound that is specific to each check-off or assessment. SECTION 2. The check-off authorization for deduction of union dues from UNION members shall be as follows: TO: THE INTERNATIONAL SCHOOL MANILA, INC. University Parkway, Fort Bonifacio Global City Taguig, Metro Manila

Gentlemen: This is to certify that I am a member of the ISCS-SMP (NATOW) under obligation remain such member for the life of the present Collective Bargaining Agreement as a condition of continued employment in the INTERNATIONAL SCHOOL MANILA, INC. (the SCHOOL) I hereby authorize the SCHOOL to deduct from my salary on each payday the sum of ____________ for union dues and I hold the SCHOOL free from any and all liabilities for such deductions duly transmitted to the ISCS-SMP (NATOW). ____________________ _____________________ Printed Name Signature ___________________ Date SECTION 3. The check-off authorization for deduction of agency fees from non-UNION members but employees of the collective bargaining unit in whose stead benefits from this AGREEMENT redound shall be as follows: TO: THE INTERNATIONAL SCHOOL MANILA, INC. University Parkway, Fort Bonifacio Global City Taguig, Metro Manila

Gentlemen: This is to certify that I am an employee of the collective bargaining unit duly represented by the ISCS-SMP (NATOW) and receive benefits from the present Collective Bargaining Agreement, as a condition of continued employment in the INTERNATIONAL SCHOOL MANILA, INC. (the SCHOOL) I hereby authorize the SCHOOL to deduct from my salary on each payday the sum of ____________ for agency fee, and I hold the SCHOOL free from any and all liabilities for such deductions duly transmitted to the ISCS-SMP (NATOW). ____________________ _____________________ Printed Name Signature ___________________ Date SECTION 4. The SCHOOL likewise agrees and undertakes to deduct special assessments from the salaries or wages of members of the UNION. Such deductions shall be submitted by the UNION to the SCHOOL with special written authorization for deduction thereof and at least six (6) days before payday.

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SECTION 5. The check-off authorization for union dues and agency fees shall remain in effect during the life of this AGREEMENT. The check-off authorization for special union assessment shall be good only for particular assessments. SECTION 6. The check-off of fees from the bargaining unit of employees who are not UNION members shall be in accordance with law. On the other hand, check-off for special assessments shall be effected pursuant to an individual written authorization. SECTION 7. Notwithstanding the provisions of this Article, the SCHOOL shall give priority to the deductions from the wages or salaries of the members of the UNION that are required to be made by law. ARTICLE IV JOB SECURITY SECTION 1. No classified staff member covered by this AGREEMENT shall be discharged, laid off, removed, suspended or disciplined by the SCHOOL except for just and authorized causes as provided for under the Labor Code and the handbook of administrative policies, rules and regulations applicable to the support staff. SECTION 2. The SCHOOL agrees to furnish the UNION, through its President, with copies of notices of transfers, lay-offs and dismissals of all classified staff personnel within the bargaining unit. Vacancies for classified staff positions shall be posted on the SCHOOL website. SECTION 3. The UNION recognizes that the laying-off, disciplining or discharging of any employee while on temporary, casual, contractual or probationary status rests entirely upon the discretion of the SCHOOL and that any decision reached by the SCHOOL with respect to any temporary, contractual, casual or probationary employee shall not be questioned by the UNION. SECTION 4. The SCHOOL shall not discriminate against any classified staff member for reason of race, creed, color, gender, nationality, origin, citizenship, marital status, or membership in or association with the activities of the UNION. ARTICLE V SALARY, BONUS AND ALLOWANCES SECTION 1. For the duration of this AGREEMENT, the SCHOOL and the UNION have agreed on the following Salary Scale to be applied to all classified staff employees as provided for in the Salary Schedule/Classified Staff Positions for SY 2007-2008, SY 2008-2009, and SY 20092010 (Appendix A). SECTION 2. The SCHOOL agrees to compensation income tax benefit on the basic salary, sick leave conversion, vacation leave conversion not to exceed five (5) days, overtime, staff benefit and thirteenth (13th)-month pay. SECTION 3. The SCHOOL agrees to grant on the last payday of March each year until 2010 a staff benefit in the following amounts: 2008 2009 2010 : : : Thirty Five Thousand Pesos (P35,000.00) Forty Thousand Pesos (P40,000.00) Forty Thousand Pesos (P40,000.00)

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SECTION 4. The SCHOOL agrees that classified staff who accept significant additional duties because of long term absences, i.e., eleven (11) working days and beyond shall receive a fixed amount of Six US Dollars ($6.00) per day that the employee performs significant additional duties. SECTION 5. The SCHOOL agrees to grant a one-time signing bonus of Twenty Five Thousand Pesos, Philippine currency (P25,000.00), tax-free, to those classified staff members who are employed by the SCHOOL at the time of signing of this AGREEMENT. SECTION 6. The SCHOOLs financial year is from August 1 through July 31 of the following year. All regular employees of the collective bargaining unit in whose stead benefits from this AGREEMENT redound who have rendered at least six (6) months of continuous and satisfactory service to the SCHOOL and who are hired between August 1 and January 31 of a calendar year shall be entitled to the yearly salary increase the following year. In connection to this, it is understood that appropriate retroactive adjustment of classified staff salaries follow the movement of the financial year. SECTION 7. Payday for classified staff members shall be paid once a month on the fifteenth (15th) of each month. SECTION 8. Any salary increases or allowances as maybe provided for by law or orders of duly constituted authorities for the private sector shall be implemented by the SCHOOL across the board disregarding all mandated limitations. ARTICLE VI WORK HOURS, OVERTIME, REGULAR HOLIDAYS and REST DAYS SECTION 1. The SCHOOL, as one of its management prerogatives, has the right to fix the working hours and schedules of its classified staff personnel according to the nature and exigencies of its operations subject to the limits prescribed by law. The SCHOOL agrees that authorized work performed in excess of eight (8) hours a day shall be considered as overtime work. An employee who render prior-approved overtime work on a regular day shall be paid his Basic Hourly Rate plus fifty percent (50%) thereof. SECTION 2. In computing the Basic Hourly Rate of employees paid on monthly basis, the following formulas should be applied: Basic monthly rate 22 Basic daily rate 8 = = Basic Daily Rate

Basic Hourly Rate

SECTION 3. An employee who renders authorized work on a legal holiday or special holiday, shall be paid his Basic Daily Rate plus one hundred percent (100%) thereof. For overtime work performed on a legal holiday or special holiday, the employee shall be paid an additional thirty percent (30%). SECTION 4. An employee who renders authorized work on the first of his two (2) rest days of the week shall be paid his Basic Daily Rate plus fifty percent (50%) thereof. An employee who renders authorized work on the second of his two (2) rest days of the week shall be paid his Basic Daily Rate plus one hundred percent (100%) thereof. For overtime work performed on this rest day, the employee shall be paid an additional thirty percent (30%).

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SECTION 5. No classified staff member shall render overtime work without the previous written approval of the supervisor concerned. SECTION 6. The Superintendents declaration of suspension or cancellation of classes/lessons shall be applicable only to ISM students and the teaching staff. Any such announcement does not necessarily imply suspension or cancellation of operations at other ISM Administrative Offices and work by ISM non-teaching personnel or staff. The Department of Education (the DepEd) provides guidelines on the automatic suspension or cancellation of classes when typhoons and other calamities occur, which do not require any official announcement or declaration either by from DepEd or the ISM Superintendent, to wit: (a) When typhoon signal no. 1 is raised by PAG-ASA or the appropriate government agency at that time, classes/lessons at the PRE-SCHOOL LEVEL shall be automatically suspended or cancelled. When typhoon signal no. 2 is raised by PAG-ASA or the appropriate government agency at that time, classes/lessons in public schools shall be automatically suspended or cancelled. DepEd will decide whether classes in private schools will also be cancelled. When typhoon signal no. 3 is raised by PAG-ASA or the appropriate government agency at that time, suspension of classes and work shall automatically be implemented.

(b)

(c)

Automatic suspension or cancellation of classes/lessons does not contemplate a similar suspension or cancellation of operations at other ISM Administrative Offices and work by ISM non-teaching personnel or staff. The foregoing guidelines on automatic suspension or cancellation do not therefore apply to ISM Administrators and non-teaching personnel or staff. In the absence of typhoon signal warnings from PAG-ASA or the appropriate government agency at that time, the ISM Superintendent, upon advice from the Director for Security and Operations, shall have discretion to decide and declare suspension or cancellation of classes/lessons. The Superintendent, upon advice from the Director for Security and Operations and Director of Human Resources, and officers of appropriate governmental agencies, if necessary, shall have discretion to decide and declare suspension or cancellation of operations at ISM Administrative Offices and work by non-teaching personnel or staff. SECTION 7. The SCHOOL shall support the professional development of the classified staff in accordance with its annual professional learning budget. ARTICLE VII PROMOTIONS, RECLASSIFICATION AND FILLING OF NEW AND/ OR VACANT POSITIONS and TEMPORARY SUBSTITUTION SECTION 1. The principle of promotion from the ranks of duly qualified employees is hereby recognized. In observance thereof, the SCHOOL therefore agrees that in the matter of promotions, filling of new or vacant classified staff positions, or temporary substitutions, the following shall be followed: (a) All classified staff positions shall be opened first to the classified staff of the SCHOOL, taking into consideration performance, experience, suitability and

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education. If no suitable internal candidate is found, the SCHOOL shall solicit applications from outside candidates. (b) Step placement in case of promotion shall be an addition of one step in the same column and a lateral move to the new column.

SECTION 2. Effective August 1, 2007, all existing positions of the Classified Staff listed in Appendix A shall constitute the positions covered by this AGREEMENT. ARTICLE VIII BENEFITS SECTION 1. (a) Vacation Leave. The SCHOOL shall grant vacation leave with pay for ten (10) working days to classified staff employees who have completed at least one (1) year but less than two (2) years of continuous and satisfactory service at the same time the leave is applied for. The one (1) year period shall be reckoned from the time of his employment. The SCHOOL shall give vacation leave with pay for fifteen (15) working days to classified staff employees who have completed two (2) years or more of continuous and satisfactory service at the time the leave is applied for. The two (2) year period shall be reckoned from the time of employment of the classified staff. The SCHOOL shall have the right to schedule the period and/or the number of days a classified staff employee may go on vacation leave depending on the needs of the normal operations of the department. There shall be no right to defer untaken vacation leave, unless recommended by the supervisor and approved by the Director for Human Resources. Unused vacation leave not exceeding five (5) days will automatically be converted into cash. Vacation leave, except for the reason stated herein, is non-cumulative and non-commutative and shall be based on the financial year. The SCHOOL shall grant the first official working day of each new calendar year and the first official working day after December 25 as paid vacation days. Sick Leave. Sick leave means temporary absence from work due to disability caused by actual illness or injury. Accordingly, sick leave is to be extended only to a sick or injured employee who is unable to attend work. Sick leave cannot be used for any other purpose. The SCHOOL shall grant all employees covered by the bargaining unit sick leave with pay for ten (10) working days during the first year of service, and fifteen (15) working days for each succeeding year. Sick leave may be cumulated up to a total of thirty (30) days. Sick leave earned in excess of thirty (30) days must be converted into its cash equivalent at the end of the fiscal year. However, only a maximum of fifteen (15) days unused sick leave can be converted into cash at the end of the fiscal year. Upon retirement or resignation, the employee shall be entitled to cash equivalent of all unused sick leave and vacation day including the accumulated credits.

(b)

(c) SECTION 2. (a)

(b)

(c)

(d)

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SECTION 3. (a)

Bereavement Leave. Bereavement leave not exceeding five (5) days, with no deduction in pay, shall be granted a classified staff employee who has a death in his immediate family. The immediate family shall be construed as and limited to the spouse, children parents, parents-in-law, and full brothers and sisters. Bereavement leave shall be non-cumulative. The concerned classified staff employee shall provide the SCHOOL a copy of the death certificate of the deceased immediate family member. Bereavement Assistance benefit will be given to the bereaved family of the deceased classified staff in the amount of Twenty Thousand Pesos, Philippine currency (P20,000.00). At the request of family the SCHOOL will advance up to twenty percent (20%) of the total life insurance coverage. Personal/ Emergency Leave. Four (4) days of personal leave with pay shall be granted to each classified staff employee upon completion of one (1) year of service; Provided, that personal leave should not be taken for more than two (2) consecutive days. Personal leave must be used exclusively for the transaction of urgent, unavoidable personal business and, if possible, with twenty four (24) hours prior notice to the relevant supervisor. Personal leave shall be non-cumulative and non-commutative.

(b)

SECTION 4. (a)

(b)

SECTION 5. Maternity Leave. Maternity leave benefits shall be provided under the SSS Law. As provided in the SSS Law, the following are the qualifications for entitlements to maternity benefits: (a) (b) The female employee should remain in the service of ISM at the time of delivery, miscarriage or abortion. She must have given the required notification to the SSS through ISM. The maternity notification is required to be submitted, together with the Pregnancy Test or Ultrasound Report, to ISM at least sixty (60) days from the date of conception. In turn, ISM shall submit the maternity notification to the SSS within fifteen (15) days from receipt thereof from the female member. ISM must have paid at least three (3) months of maternity contributions within the twelve (12)-month period immediately before the semester of contingency. The maternity benefits shall be paid only for the first four (4) deliveries, miscarriages or abortions. The SCHOOL shall grant Five Thousand Pesos, Philippine currency (P5,000.00) for the birth of a child, or in the event of an ectopic pregnancy, miscarriage or abortion.

(c) (d) (e)

SECTION 6. Paternity Leave. A married male classified staff employee of ISM shall be entitled to a paternity leave of seven (7) days with full pay; Provided, That he had remained in ISMs service at the time of delivery, miscarriage or abortion of his child. The paternity leave shall be available for the first four (4) deliveries, miscarriages or abortions, of the legitimate spouse with whom the male classified staff employee is cohabiting. Paternity leave shall not be convertible to cash.

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SECTION 7. Union Leave. (a) (b) All negotiations and grievance procedures shall take place after working hours. The UNION President and other officers may apply for paid leave in order to attend relevant courses provided by DOLE and other such organizations at the discretion of the Superintendent.

SECTION 8. Leave of Absence Without Pay. A classified staff employee who has rendered five (5) years of continuous and satisfactory service to the SCHOOL may, upon prior written approval of the Superintendent, go on leave without pay, subject to the following conditions: (a) (b) (c) (d) An employee may avail of maximum of five (5) months for leave of absence without pay. Employee should make full use of the leave applied for. Applications should be turned in one (1) month before effectivity date. Fifteen (15) days prior to the expiration of leave of absence without pay, the concerned staff member must confirm with the Department of Human Resources the date of return to work. Failure to do so will elicit a warning that may be used as part of the termination process in the vent that an unapproved extension of the leave of absence takes place. For a leave of absence without pay of one (1) month or more, allowances (i.e., educational assistance, mid-year bonus and 13th-month pay) and leaves (i.e., vacation, sick and personal) shall be pro-rated; Provided, that bereavement leave, insurances and retirement benefits shall remain in force. Medical, Hospitalization And Life Insurance . The SCHOOL will provide a basic hospitalization plan offered by a selected company that can support the most appropriate health coverage at the most reasonable premium, at the discretion of the SCHOOL. The actual benefits, and their availment by said employee, are subject to the conditions of the plan issued by the health maintenance program. The SCHOOL agrees to provide a Group Life Insurance Plan with death benefit equivalent to One Million Two Hundred Fifty Thousand Pesos, Philippine currency (P1,250,000.00). Subject to the conditions of the insurance policy issued by the insurer. The SCHOOL agrees to provide accident insurance to those staff doing offcampus, manual and close-to-hazard jobs. Under this agreement are the following positions: Purchasing Agents, Messenger, Laboratory Technicians, and ATAC Aides.

(e)

SECTION 9. (a)

(b)

(c)

SECTION 10. Loans and Advances. Depending on the availability of funds, the SCHOOL shall grant salary advances or loans to members of the bargaining unit under the following conditions: Salary Advances (a) Salary advances may be availed of only six (6) times per calendar year.

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(b)

Application for salary advance shall be turned in six (6) calendar days before or after a scheduled pay day.

Salary Loans. A regular classified staff member may apply for a salary loan as below: (a) (b) (c) (d) (e) Six (6) months salary, once every two (2) years, payable in two (2) years; Three (3) months salary, once a year, payable in one (1) year; One and one-half (1 ) months salary, twice a year, payable in six (6) months; One (1) months salary, three (3) times a year, payable in four (4) months. Applications for loans shall be turned in six (6) calendar days before or after a scheduled pay day.

SECTION 11. Retirement Fund. The retirement plan for classified staff employees of the SCHOOL is known as the International School Retirement Plan (the Retirement Plan). ARTICLE IX PROFESSIONAL OBLIGATIONS OF CLASSIFIED STAFF SECTION 1. It is the general purpose of this AGREEMENT to promote and improve the relationship between the SCHOOL and the UNION, to assure continuous, harmonious, efficient, and economical operations of the SCHOOLs educational endeavor, and to obtain a higher level of classified staff efficiency and performance. The UNION recognizes the responsibility imposed upon it as the bargaining representative of the classified staff employees and hereby assumes the moral responsibility to assist the SCHOOL in the attainment of this goal. The UNION, in appreciation of the benefits and concessions granted by the SCHOOL, shall help the SCHOOL to increase the productivity and efficiency of its members. SECTION 2. The UNION shall cooperate with the SCHOOL in enforcing the Administrative Guideline for ISM Employees and other such management practices, rules and regulations as may be promulgated by the SCHOOL for the purpose of ensuring discipline and good behavior of classified staff while in the pursuit of their assigned duties within or outside the SCHOOLs premises. SECTION 3. The SCHOOL agrees to cooperate with the UNION in any scheme directed towards increasing efficiency, reducing monotony of work and promoting job enrichment. SECTION 4. The UNION, in appreciation of the benefits and concessions granted to it by the SCHOOL, will endeavor to help the SCHOOL increase the productivity and efficiency of the members: (1) (2) (3) All job descriptions of members covered by this AGREEMENT will be provided by the SCHOOL. In order to promote professional growth, the SCHOOL may initiate and sponsor workshops for the classified staff. The SCHOOL will consider promoting a member of the classified staff for any position within the bargaining unit that may be open, before offering it to outsiders.

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(4)

No UNION member shall negotiate with the SCHOOL concerning any terms or provisions of this AGREEMENT except through an authorized representative of the UNION. The officers of the UNION may initiate informal meetings with the Superintendent or his representative to discuss programs, policies, procedures and topics of mutual concern. The SCHOOL shall observe equality for UNION and non-UNION members of the classified staff. The SCHOOL shall not discriminate in any way against members of the UNION. The UNION may request the use of SCHOOL facilities for meetings and UNION functions. No parallel transfer shall be requested by a classified staff employee who has not completed one year of service in a department. ARTICLE X GRIEVANCE PROCEDURE AND VOLUNTARY ARBITRATION

(5)

(6)

(7) (8)

SECTION 1. The parties agree on the principle that all disputes between the UNION, and any employee of the collective bargaining unit, and the SCHOOL may be solved through amicable discussions, that an open conflict in any form will involve losses to both parties and that, therefore, every effort shall be exerted to avoid such an open conflict. SECTION 2. Any dispute arising to the meaning, application or claim of violation of any provision of this AGREEMENT, or any complaint regarding employment relations shall be considered a grievance. SECTION 3. Upon presentation of the grievance, in writing, to the UNION President, by the aggrieved classified, the same shall be processed in accordance with the following procedures: Step I. The UNION Vice President shall report the grievance to the Human Resource Director who shall render his decision on the grievance within ten (10) school days from date of presentation. If the aggrieved party is not satisfied with the decision or if the Human Resource Director fails to act within the ten (10) school-day period, appeal may be made to STEP II within five (5) school days after receipt of the decision or after expiration of the period within which the Human Resource Director concerned is required to act, as the case may be. If no appeal to STEP II is made, the grievance shall be deemed settled on the basis of STEP I. All appeals from STEP I shall be elevated to the Superintendent of the SCHOOL and the UNION President who will act jointly. The aggrieved party, assisted by the UNION Vice President, shall personally present the grievance. The Superintendent and the UNION President shall render a joint decision on the grievance within ten (10) school days from the date of such meeting with the aggrieved party and the UNION VicePresident or, if there be no such meeting, from receipt of such appeal. If, within the ten (10) school-day period, no joint decision is reached by the SCHOOL Superintendent and the UNION President, the aggrieved party may appeal to STEP III within five (5) school days after the expiration of the ten (10) school-day period provided above. If no resort is made to

Step II.

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STEP III within the five (5) school-day period, the grievance shall be deemed settled on the basis of STEP II. Step III. All appeals from STEP II shall be presented to and considered by the Adjudication Committee, which shall be composed of two (2) representatives selected by the SCHOOL and two (2) representatives selected by the UNION. The Committee shall meet within ten (10) school days after the elevation to STEP III and try to settle the grievance to the satisfaction of all concerned. It shall render its decision within twenty (20) school days following the presentation of the grievance to the Adjudication Committee. A quorum of any meeting of the Adjudication Committee shall consist of a majority of the entire membership, and the affirmative vote of at least three (3) members of the Committee shall constitute a decision. If the Adjudication Committee makes a decision, the grievance shall be deemed settled. If the latter fails to make a decision within the twenty (20) school-day period, the UNION President may, within ten (10) days thereafter, inform the Superintendent in writing that the grievance must go to arbitration. In this connection, the SCHOOL and the UNION shall jointly nominate four (4) outside arbiters, two (2) by the SCHOOL and two (2) by the UNION. These arbiters are not representatives of the two parties and must be chosen because of their perceived independence and integrity. Each party has the right to veto up to two (2) nominations if it is prepared to make public in written form to the nominees themselves why they would not be acceptable to serve as arbitrators. The costs of such arbiters shall be borne jointly by the SCHOOL and the UNION. The SCHOOL first and then the UNION will present their cases to the arbiters and then withdraw. If the four (4) are not able to arrive at a majority decision, on the basis of the evidence presented, then one arbiter shall be removed by drawing lots and the subsequent majority decision will be binding on all parties. The arbiters shall have no power to add to, subtract from or modify any of the terms of this Agreement or any agreement made supplementary hereto. The arbiters shall endeavor to render their decision within thirty (30) days after the dispute, disagreement, or controversy is submitted for decision. ARTICLE XI NO STRIKE, NO LOCKOUT SECTION 1. The ISCS-SMP (NATOW), its officers and members, agree that for the duration of this AGREEMENT, there will be no strike of any kind including walkouts, sitdowns, slowdowns, stoppage of work, boycotts, secondary boycotts, concerted refusal to perform any work, sympathetic or general strikes or any form of concerted action, activities, harassment or any acts of similar nature that would interfere with the normal operation or work of the SCHOOL or any other operations, business or activity conducted within the SCHOOLs premises. The UNION, its officers and members shall not permit, encourage, tolerate, countenance or suffer the existence or continuance of any of these acts, directly or indirectly. In the event of any unauthorized or wildcat strike, or the commission of any of the acts above mentioned, the UNION shall publicly repudiate the same and take positive steps to put a stop to those acts within twenty-four (24) hours from knowledge or notice from the SCHOOL. Failure or refusal of any employee to observe and obey the provisions of this section shall be sufficient ground for discharge.

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SECTION 2. For its part, the SCHOOL undertakes that there shall be no lockout for as long as this AGREEMENT is in effect. ARTICLE XII DURATION OF AGREEMENT This AGREEMENT shall be in force and effect for a period of five (5) years from August 1, 2007 until July 31, 2012 for purposes of representations, and for a period of three (3) years from August 1, 2007 until July 31, 2010 for the economic provisions of this Agreement. Sixty (60) days prior to expiry date as herein provided, either party may initiate negotiations for renewal thereof or for a new collective bargaining agreement. If no agreement is reached at the expiration of this AGREEMENT and negotiations are continued, this AGREEMENT shall remain in full force and effect until a new agreement is reached. ARTICLE XIII WAIVER SECTION 1. Each article in this AGREEMENT is separate and independent from the others and is not to be construed or interpreted as having to have restrictive and expansive effect upon the meaning, interpretation, or execution of any other article of this AGREEMENT. SECTION 2. In the event that any provision of this AGREEMENT shall be considered invalid under any present or future law, the provisions of such law shall prevail without affecting the other provisions of this AGREEMENT. ARTICLE XIV APPENDIX The copies of the following documents are attached herewith and is made an integral part hereof: Appendix A Salary Schedule/Classified Staff Positions for SY 2007-2008, SY 2008-2009 and SY 2009-2010

IN WITNESS WHEREOF, the parties hereto, through their authorized representatives, have affixed their signatures to this AGREEMENT at Fort Bonifacio Global City, Taguig, this ___ day of November 2007. INTERNATIONAL SCHOOL MANILA, INC. INTERNATIONAL SCHOOL CLASSIFIED STAFF UNION (ISCS)-SAMAHAN NG MANGGAGAWANG PILIPINO-NATOW By: By: DAVID TOZE Superintendent JIMBO SAN JUAN President

MICHELLE MAPUA

MA. LOURDES BANTILAN Vice President

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Director of Human Resources MYRNA PEREZ Secretary

MA. KARINA H. TANEGA General Counsel

JASMIN ANDRES Treasurer

F. ALBERT BACUNGAN Legal Counsel

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