⚖️Legal

As stated in the Code of Conduct section, Vonas Media is not a strict company with regard to following the rules as long as you follow proper decorum.

As per the Legal section, it is important to coordinate these legal policies to your Internship Head before you start your internship or during your onboarding week.

Check the succeeding sections of this page to know the legal policies adequately.

Compensation

As stated in the Internship Program, in the Compensation/Allowance section: "The intern shall receive a PHP 2000.00 monthly allowance."

Disciplinary Action

During your internship period, it is important to comply with the company's rules and regulations.

This includes being disciplined should the following concerns arise:

• Inactivity for 1-3 days without informing the Internship Head and Phase Supervisor beforehand requires a letter of explanation addressing to the Internship Head and Phase Supervisor.

• Inactivity for a week (7 days) without informing the Internship Head and Phase Supervisor beforehand requires a letter of explanation addressing to the Internship Head and Phase Supervisor and an extension of another week on your internship to comply with the lacking days.

• Inactivity for 8 days and more without informing the Internship Head and Phase Supervisor beforehand, will result to termination of contract with the company.

Anti-Discrimination and Sexual Harassment

This is an assurance the Vonas Media do not in any way tolerate Discrimination and Sexual Harassment. Guaranteeing that your work environment is one where employees feel safe and comfortable is important.

Your company should communicate its zero (0) tolerance for harassment and discrimination of any kind. Guarantee that you define the various ways that this can be expressed. Set in place methods of reporting complaints, and appoint a person to whom employees can bring their concerns.

Non-discrimination

Vonas Media does not discriminate in employment opportunities or practices because of race, national origin, color, sex, religion, age, or disability. We make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship. Zero (0) tolerance for sexual harassment

Sexual Harrassment

No one has the right to sexually harass our employees. Any person in our company who is found guilty of serious harassment will be terminated immediately, whether they are VPs or assistants.

Additionally, if representatives of our contractors or vendors sexually harass our employees, we will demand that the company they work for takes disciplinary action and/or refuse to work with this person in the future.

Sexual harassment is never too minor to be dealt with. Any kind of harassment can wear down employees and create a hostile workplace. We will hear every claim and punish offenders appropriately. Sexual harassment is about how we make others feel. Many do not consider behaviors like flirting or sexual comments to be sexual harassment, thinking they are too innocent to be labeled that way.

But, if something you do makes your colleagues uncomfortable, or makes them feel unsafe, you must stop. Those who support or overlook sexual harassment are as much at fault as offenders.

Managers and HR especially are obliged to prevent sexual harassment and act when they have suspicions or receive reports. Letting this behavior go on or encouraging it will bring about disciplinary action.

Anyone who witnesses an incident of sexual harassment or has other kinds of proof should report to HR.

How to Report

If you are being sexually harassed (or suspect another person is being harassed), please report it to your Internship Head and/or to Theo VA. In serious cases like sexual assault, please call the police and inform HR that you plan to press charges.

We acknowledge it’s often hard to come forward about these issues, but we need your help to create a fair and safe workplace for all.

If you want to report sexual harassment within our company, there are two options: Ask for an urgent meeting with your HR manager.

Once in the meeting, describe the situation in as much detail as possible. If you have any solid evidence (e.g, emails, text messages), forward it or bring it with you to the meeting. Send your complaint via email.

If you address it to your supervisor, please cc HR to the email and attach any evidence or information that can be used in the investigation. HR and your supervisor will discuss the issue and contact you as soon as possible.

If you report an assault to the police, our company will provide any possible support until the matter is resolved.

In any case, we will ensure you are not victimized and that you have access to relevant evidence admissible in court, like security video footage or emails (without revealing confidential information about other employees.)