Aug 27, 2010

Collective Bargaining Agreement

Collective Bargaining Agreement


            This Agreement made and executed by and between:
            JOLLIBEE FOODS CORPORATION (JFC), a business entity duly organized and existing under and by virtue of the laws of the Republic of the Philippines, with principal address at 5th Floor, Jollibee Plaza Building, Emerald Avenue, Ortigas,  Pasig City, Metro Manila, whose business activity is operation of restaurants, hereinafter referred to as the “COMPANY”.

            KILUSAN SA JOLLIBEE-KILUSAN, a legitimate labor organization with Registration Permit No. NCR-UR-7-932-92, affiliated with Pambansang Kilusan ng Paggawa-TUCP likewise registered with permit No. (FED-390) 6196-IP, with principal office atTUCP/PGEA Compound, Elliptical Road, Diliman, Quezon City, hereinafter jointly referred to as the “UNION”.


            WHEREAS, the UNION is the sole and exclusive representative of the daily-paid rank and file employees of the COMPANY directly recognized by the latter upon submission by the UNION of the list of its members composing more than the majority of the employees constituting the appropriate bargaining unit.

            WHEREAS, the COMPANY and the UNION have agreed in principle to enter into a covenant in accordance with the Labor Code of the Philippines for purpose of establishing, maintaining and regulating the standard hours of work, rates of pay and all other terms and conditions of employment; affording economic as well as material benefits, equal justice, protection and job security to employees; assuring and sustaining high employee efficiency; competence and performance; assuring the continuous and efficient operation of the COMPANY’s business; establishing a firm basis and clear understanding of rights and obligations of both parties in an atmosphere of mutual respect; providing means for the amicable settlement of all disputes and grievances and generating industrial peace, progressive Capital-Labor relationship to the end that the COMPANY, the UNION and general public may mutually benefit.

            NOW, THEREFORE, for and in consideration of the foregoing premises and of the covenants, undertakings, terms and conditions hereunder set forth, it is hereby mutually agreed by and between the parties hereto as follows:


Section 1. The COMPANY recognizes the UNION during the effectivity of this Agreement as the sole and exclusive bargaining representative of all daily_paid employees of the COMPANY within the appropriate bargaining unit as defined in Section 2, Article hereof in respect of rates of pay, wages, hours of work and other terms and conditions of employment.

Section 2. The appropriate bargaining unit covered by this Agreement shall consist of all regular rank-and-file daily-paid employees/workers of the COMPANY. All monthly-paid employees although rank-and-file, are excluded from UNION membership.


Section 1. The COMPANY agrees to require the following as conditions of continued employment for all employees covered by this Agreement:

a.      That employees who are members of the UNION on the date of the
Signing of this Agreement or who may join the UNION after signing of
This Agreement shall remain members in good standing.

b.      That employees who may hereafter be employed by the COMPANY shall within fifteen (15) days from attainment of regular status become members of good standing of the UNION and remain as such members in good standing.

Section 2. Members of the UNION who cease to be such members in good standing shall, upon written demand of the UNION, be dismissed by the COMPANY provided that the UNION shall keep the COMPANY free from any liability as a consequence thereof. A member loses his status as a member in good standing for any of the following causes:

a.      Resignation from the UNION, except that appointment or occupying a
Regular position outside the bargaining unit shall be deemed automatic resignation from the UNION without prejudice to his security of tenure;

b.      Non-payment of regular union dues;

c.       Expulsion from the UNION in accordance with its Constitution and By-
Laws; and

d.      Joining, forming or working for another labor organization during the
Term of this Agreement.

Section 3. The mere filling by any member or employee of a case for illegal deduction of for the stoppage of the deduction of union dues, agency fees or other regular deductions against the COMPANY and/or the UNION shall be deemed deliberate refusal to pay the same.

Section 4. Both parties agreed that membership in the UNION should increase as business volume expands progressively. To enable this, both parties have agreed to develop a new salary and benefit package for new regular employees to bring down the labor cost of daily-paid employees.


Section 1. The COMPANY agrees to check-off or deduct once a month from the wages of the members of the UNION all monthly union dues in such definite amounts as provided for in the UNION’s Constitution and By-Laws, pursuant to a check-off authorization signed by the members.

Section 2. The COMPANY also agrees to check-off or deduct special union assessments from the pay of the UNION members subject to the following conditions:

            a. UNION will submit Board Resolution duly certified by the President and
                  Executive Secretary;

c.       COMPANY is notified at least seven (7) working days before payment.

Section 3. The COMPANY shall also check-off from non-union members within the collective bargaining unit an agency fee equivalent to the dues and other fees regularly paid by UNION members, without the need for individual check-off authorization in accordance with Article 246 (e) of the Labor Code and Section 13, Rule xvi, Book V, of its implementing rules and regulations.

Section 4. The COMPANY shall remit check, within seven (7) working days from check-off date, to the Secretary of Finance of Kilusan sa Jollibee-Kilusan or any of its duly authorized representative one-half (1/2) of the total amount of the checked-off dues and agency feees while the other one-half (1/2) will be remitted also by check to the Secretary for Finance of Pambansang Kilusan sa Paggawa-TUCP. The COMPANY, however, shall remit in whole the special assessment to the Secrretary for Finance of Kilusan sa Jollibee-Kilusan within seven (7) working days from check-off date.


sSection 1. Consistent with Law and this Agreement, the COMPANY shall have the exclusive right to run the affairs of the business, direct and control the management of the office, plant and personnel including but not limited to the following:

a.      To hire, promote, demote, classify, reclassify, rotate, lay-off, transfer,
Suspend, terminate, or otherwise discipline any worker/employee;

            b.   To make and promulgate rules and regulations governing the conduct of
                   the employees in their relations with the COMPANY, its officials,
                   supervisors, customers, guests, co-employees and the handling of
                   machinery, tools, products, equipments and other COMPANY property.

b.       To designate the work and the employee to perform such work, as well as the right to classify the work for job evaluation purposes;

d.    To set working hours and/or period of operation as well as the
        assignment of workers/employees for such period; and

d.      To do what has been recognized by the law, jurisprudence, or practice
As properly belonging to management.


Section 1. The UNION hereby recognizes the COMPANY’s right to hire, transfer, discharge, lay-off or discipline its employees for just causes and in accordance with law. The UNION, however, shall have the right to seek reconsideration of any transfer, discharge, lay-off or disciplinary action affecting any employee within the bargaining unit and such request for reconsideration shall be considered a dispute or grievance to be dealt with in accordance with the grievance procedure provided in Article V of this Agreement.

Section 2. The COMPANY may hire new employees provided such hiring does not jeopardize the employment opportunities of present employees.

Section 3. The UNION and the COMPANY agree that the following terms shall be construed, thus:


Regular and Casual Employment” – The provision of written agreement to the contrary notwithstanding and regardless of the oral agreements of the parties, an employment shall be deemed to be regular where the employee has been engaged to perform activities which are usually necessary or desirable in the usual business or trade of the employer, except where the employment has been fixed for a specific project or undertaking, the completion or termination of which has been determined at the time of the engagement of the employee or where the work or service to be performed is seasonal in nature and the employment is for the duration of the season.

                        An employment shall be deemed to be casual if it is not covered by the preceding paragraph: Provided that, any employee who has rendered at least one (1) yaer of service, whether such service is continuous or broken, shall be considered a regular employee with respect to the activity in which he is employed and his employment shall continue while such activity exists.

                        “Probationary Employment” – Probationary Employment shall not exceed six (6) months from the date the employee started working, unless it is covered by an apprenticeship agreement stipulating a longer period. The services of an employee who has been engaged on a probationary basis may be terminated for a just cause or when he fails to qualify as a regular employee in accordance with reasonable standards made known by the employer to the employee at the time of his agreement. An employee who is allowed to work after a probationary period shall be considered a regular employee.

Section 4. No employee shall be suspended, dismissed, laid-off or discharged except for a just or authorized cause provided by law and after due process. The just cause for dismissals are:

            a. Serious misconduct or willful disobedience by the employee of the lawful
                orders of his employer or representative in connection with his work.

            b. Gross and habitual neglect by the employee of his duties:

            c. Fraud or willful breach of the employee of the trust  reposed in him by his
                 employer nor duly authorized representative;

            d. Commission of a crime or offense by the employee against the person of
                 his employer or any immediate member of his family or his duly
                 authorized representative.
            e. Any cause analogous to the above.

The Authorized causes of separation from employment and the
            Separation pay therefore are as provided for by law, except that if the
            Separation is due to illness the separation pay shall be one hundred
Percent (100%) of the basic pay for every year of service.

Section 5. If the COMPANY desires to suspend, lay-off or dismiss an employee, it shall furnish the employee a written notice stating the particular acts or omission constituting the grounds for his lay-off, suspension, or dismissal. The employee may answer the allegations stated against him in the notice within a reasonable period form receipt such notice. The COMPANY shall afford the employee the ample opportunity to be heard and to defend himself with the assistance of the UNION officer or representative before his suspension, lay-off or dismissal unless the employee waives this right.

Section 6. When changes in the organization occur whether due to business expansion or downsizing resulting to transfer and re-assignment of employees, the CPMPANY shall discuss with the UNION matters affecting the members of the bargaining unit.


Section 1. The term “promotion” whenever used in this Agreement denoted a change in position to fill up an existing vacancy in a job of higher rank and higher pay.

Section 2. An employee who is promoted as defined in section 1 above shall be paid the salary or wage rate pertaining to his new position and rank/ or rank on the date of his assumption of duties in such position.

Section 3. The term “seniority” whenever used in this Agreement refers to the length of accumulated service of the employee in the COMPANY which shall be computed from his date of initial employment therein, whether as regular, probationary, temporary or casual employees.

Section 4. When factors pf competence and efficiency are deemed equal, seniority shall be given priority in the consideration of any promotion, lay-off or reduction or work hours of employees.

Section 5. Selection of the employee to be promoted shall be in accordance with the following order or priority:

            a. Employees in the affected outlet/unit;

            b. If there in no qualified employee for the job in the outlet, the selection
                 shall be from COMPANY- wide basis; and

            c. If there is no qualified employee from the COMPANY, then the
     COMPANY shall select from other sources.

Section 6. Notice of vacant position shall be posted in the COMPANY bulletin boards.

Section 7. The COMPANY shall notify the UNION quarterly of newly hired personnel, transfer or promotions.


Section 1. All disputes between labor and management shall be settled through negotiations, unit all points in disputes shall have been discussed and settled grievances are subject to adjustment providing opportunity for discussion of any request or complaint and under the following established procedures for their processing and settlement.

Section 2. A grievance is a different of opinion or a dispute affecting the COMPANY and the UNION or any employee or employees covered by this Agreement on:

            a. Any matter relating to working conditions;

            b. Any matter involving the interpretation or implementing of any provision
                of this Agreement;

            c. Any matter involving the violation of any provision  of this Agreement;

            d. and Any matter that is not satisfactorily settled by other means.

Section 3. Before resorting to the grievance procedure, the employee or employees who have cause for complaint or grievance shall give their respective immediate supervisors the opportunity to adjust the same.

Section 4. In cases involving disciplinary action or matters affecting individuals only, the grievance must be submitted to, and settled at, the appropriate step in the grievance procedure.

Section 5. The steps in the grievance procedure shall be as follows:

First Step                                                               Second Step

The grievance                    the outlet                         If the grievance is not               They who shall
Shall first be                       manager shall                satisfactorily settled in              settle the issue
Threshed out by                make a decision             the first step, it shall                  within seven
And between the               within two (2)                 be referred in writing                (7) working
UNION’s chapter              working days                  by either or both of                     days after
Representative                   after                                  the parties to the local               grievance has
And the outlet                    representation                union president and/                been referred
Manager                              of the                                 or representative and               to it.
Concerned                           grievance                         the VP for HRD or his
Section 6. If it will be necessary for a union representative to attend a grievance conference or negotiation during office hours, Article V, Section 3 shall apply. He shall not be considered absent while in the performance there-of provided he notifies his immediate superior one (1) day before the scheduled conference.

Section 7. Accredited Union representative shall be allowed to conduct an inquiry or investigation for the purpose of settling grievances.

Section 8. The UNION may seek reconsideration of any management decision involving employee disciplinary action or other terms and conditions of employment, subject to provisions of this Agreement.

Section 9. The UNION shall keep the COMPANY informed with a complete and up-to-date list of the names of the officers of the UNION, including outlet or unit representatives, members of the bargaining committee and grievance officer of the UNION. The COMPANY shall keep the UNION informed with a complete-up-to-date list of the names of all supervisors and managers of the Management for the purpose of this Article.

Section 10. Any or all issues not resolved in the grievance machinery shall be referred to the compulsory or voluntary arbitration as provided by law and/or the implementing rules and regulations.


Section 1. The COMPANY agrees to grant per CBA year twelve (12) working days union leave with full pay to each UNION representative to enable them to attend to urgent union matters, labor seminars, conventions, training and other related activities or monthly regular meeting of union officers; provided that, except for urgent union matters, the management shall be notified at least three (3) days before leave is taken. For purposes of this Section, there is one (1) UNION representative for each store/unit. As the need arises, the local UNION president or his designated representative shall be allowed by management to have an additional union leave on COMPANY time.

Section 2. The right to union leave as specified above, when not used by one (1) union officer, shall be transferable to other union officers or, on a case-to-case basis, to union member designated by the UNION board.

Section 3. The COMPANY further agrees to grant leave with full pay to UNION Officers at any given time who will attend collective bargaining negotiations and to shop stewards at the concerned store or unit and the UNION’s Secretary for Grievance who will attend grievance conferences with management in accordance with Article V of this agreement.


Section 1. The COMPANY  and the UNION agree to create a Labor-Management Cooperation Council (LMCC) which shall take up matters outside the jurisdiction of the grievance machinery, such as Lanor-Management Cooperation schemes to minimize accident, increase work efficiency and productivity, promote workers’ education to make them enlightened and responsible workers and union members, devise ways and means for the reduction of monotony at work, recreational sports and physical activities, job enrichment, seminars and education programs among the employees for the promotion of RPMCH, livelihood and Christmas programs. The council shall be purely advisory and consultative shall be composed of appropriate number of members from the UNION and the COMPANY.



Section 1. Both the COMPANY and the UNION subscribe to the national objective of the government in Capital-Labor relations, as defined in the Labor Code, of promoting enlightenment of workers and their rights and obligations as employees and the UNION members. Accordingly, in the light of the aforementioned implementation of the same, the COMPANY and the UNION hereby agree and bind themselves as follows;

                        “The COMPANY and the UNION shall jointly promote, organize and conduct a seminar for all employees covered by this Agreement on COMPANY rules and regulations, labor laws and labor relations, occupational health and safety and livelihood projects with both parties, assisting each other in the preparation of training needs analysis, curricula, subject matters and outlines of studies, invitation of lectures and other matters pertinent to the preparation and conduct of the seminars and the expenses to be shared by the COMPANY and the UNION on a 75%-25% basis respectively. The UNION shall provide COMPANY with training evaluation reports post seminar activities and measurements of seminars effectiveness.



Section 1. Through the LMCC, the COMPANY and the UNION shall jointly sponsor and conduct seminars on Responsible Parenthood, Maternal and Child Health which covers Family Planning, Reproductive Health, Sexual Harassment, Violence against Women, Children and Men.

Section 2. The COMPANY and the UNION will together formulate a policy and program on RPMCH services like Family Planning counseling, provision and use of different contraceptives, assessment and management of diseases related to reproductive system (RTI, HIV/AIDS, STD. etc)



Section 1. The regular workweek for all employees except part-time employees covered by this Agreement shall be six (6) days.

Section 2. The COMPANY shall schedule the rest day for employees. However, the employer shall respect the preference of employees as to their weekly rest day when such preference is based to their religious grounds.

Section 3. The regular workday for all employees except part-time workers covered by this Agreement shall be eight (8) hours. Provided that, effective upon signing of this Agreement, the present work hours of regular part0time employees consisting of six (6) hours shall not be diminished unless specifically requested by the employee in writing subject to the provision of Article VII, Section 4 hereof.

Section 4. The COMPANY shall allow one (1) hour for lunch or dinner which shall be considered as employee’s time. Likewise, the COMPANY shall allow 15 minutes coffee break which shall be considered working time for every four (4) hours of work.


Section 1. The COMPANY shall grant to each employee covered by this Agreement the following Wage and Benefits effective March 1, 2007 to February 28, 2012.

Wage and Benefits
Existing Employeeas of March 31, 2007
New Regular Employee
On or before
March 31, 2007

1. Wage

      1 < 3 years
      4 < 5 years
      5 < 10 years
      10 < 15 years
      15 < 20 years
      <20 < 25 years
      25 years and up

           16.00 / day
           16.00 / day
           18.00 / day
           20.00 / day
           22.00 / day
           24.00 / day
           26.00 / day

     10.00 / day for the first three years of service during the CBA period
     16.00 / day on the 4th year of service

2. Wage Order
     JFC Distortion Formula if distortion adjustment is provided by wage order

      Per Law

3. 13th Month Pay
Per law

4. Mid Year Bonus
75 % of Basic Monthly Pay
25 % of Basic Monthly Pay
5. Year End Bonus
100% of Basic Monthly pay
50 % of Basic Monthly pay

6. Vacation Leave
1 < 2 yrs        = 10 days
2 < 3 yrs       = 15 days
3 < 5 yrs       = 17 days
5 < 10 yrs     = 18 days
10 < 15 yrs   = 19 days
15 < 20 yrs   = 20 days
20 yrs up      = 21 days     

     1 – 3 yrs    = 7 days
7. Sick Leave
1 < 3 yrs        = 15 days
3 < 5 yrs        = 16 days
5 < 10 yrs      = 17 days
10 yrs up       = 18 days

    1 – 3 yrs       = 7 days

8. Emergency Leave
5 days
3 days

9. Maternity Leaves
  Advance payment by the Company of 100% of basic or the amount due from SSS whichever is higher
10. Paternity Leave
7 days
11. EDIS
          Just present your ID to the counter person to avail of your discount
25% discount for a maximum of P400.00 per purchase per day in a company-owned outlet.
12. Meal Subsidy and Free Snacks or beverage
Product meal for store employees to include new products, giving due consideration to members of the bargaining unit for reasons owing to religious and health reasons

Meal Subsidy reimbursement for service Engineering

2 free snacks or beverage for eight hours work


Aug 26, 2010

Automotive technician – brakes systems

Job Number: 5224412
Title: Automotive technician – brakes systems (NOC: 7321)
Terms of Employment: Permanent, Full Time, Day
Salary: $22.50 to $25.50 Hourly for 44 hours per week, Piece Work, Medical Benefits, Dental Benefits, Disability Benefits, Life Insurance Benefits, Group Insurance Benefits, Vision Care Benefits
Anticipated Start Date: As soon as possible
Location: Ottawa Centre, Ontario (1 vacancy)
Skill Requirements:
Education: Completion of college/CEGEP/vocational or technical training
Credentials (certificates, licences, memberships, courses, etc.): Automotive Service Technician Trade Certification, Automotive Service Technician (Steering, Suspension and Brakes) Trade Certification
Experience: 5 years or more
Languages: Speak English
Type of Experience: Automobiles
Area of Specialization: Front-end components, Engine repair, Electrical and electronic systems, Diagnostics, Alignment, steering and suspension, Brake systems, Fuel and emission systems, Ignition and electrical systems, Automatic transmission, Standard transmission, AC, cooling and heating systems, Engine repair and overhaul, Drive train components, Welding
Automotive Service Technician Specific Skills: Road test motor vehicles and test automotive systems and components, Adjust, repair or replace parts and components of automotive systems, Test and adjust repaired systems to manufacturer’s specifications, Perform scheduled maintenance service, Advise customers on work performed and future repair requirements
Security and Safety: Bondable, Criminal record check, Driving record check (abstract)
Own Tools/Equipment: Tools, Steel-toed safety boots
Work Conditions and Physical Capabilities: Fast-paced environment
Employer: Garys Automotive
How to Apply:
Please apply for this job only in the manner specified by the employer. Failure to do so may result in your application not being properly considered for the position.
By E-mail:
Business Profile: Automotive Repair
Web Site:
Advertised until: 2010/09/03

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Aug 25, 2010

Business Opportunity

Hello! Sir / Ma'am

Good Day! 

You could be our group's representative in your area and earn even more!

We call this business a Virtual Prepaid Loading Station. Since you can transact all the prepaid products available in the market using just your own Cellphone and SIM. It’s like having an eLOAD Booth at your fingertips.
You can sell and transact over 300 prepaid products as well as GLOBE, SMART, SUN, TM, TnT, Red and a lot more! From internet cards, gaming cards etc. Gamit lang ang cellphone niyo!
Advantage: You don’t need to rent a booth or franchise a kiosk or stall to run a business. You don’t need to hire anyone and maintain a monthly expenses anymore. This is a one-time dealership payment and you’re set to go!
VMobile Technologies Incorporated - a subsidiary of Penta Capital Group of Companies now runs LoadXtreme. The owners and management of Portal Innovations Corporation (Portal) recently signed an agreement with Penta Capital to finance the new beginning and continuity of the LoadXtreme® business operations nationwide.
Become a Vmobile Dealer and have 20 or more retailers under you

If you have limited resources but want to start the business BIG!
Here's the one for you!

Php 3,988.00 (Potential Income = 30,000/day to 900,000/month)

Package Includes: (worth 5,000 Pesos for a price of 3,988)
- (2) Small "Load na Dito" Tarpaulins)
- (3) Smart Buddy Sim Packs
- (3) Product Guides
- (20) Price Lists
- (20) Quick Guides
- (20) R.A.P. Primers
- (20) Retailer Cards

5 Ways of Earning!
1.) Earn 5,000 pesos immediately from your 20 retailer cards (Fast R.O.I.)
2.) Sell Products (Over 300 virtual prepaid products) earn as much as 10%~12%)
3.) F.R.O. Franchise Retail Override - Earn from your retailers (unlimited)
Earn 1% ~ 2% commission from every transactions from your retailers working under you
Direct-selling of all prepaid products and earn or save (10%~14%) for every transactions.
Ex. If you have 20 retailers selling 1,000 loads per day;
1,000 x 20 = 20,000 sales per day from your retailers
20,000 x 2% = 400 commision per day or  Php 12,000.00 (passive income)/Month!

4.) Endorsement Incentives: Earn 500 pesos for dealership referrals.   
Ex. 20 of your friends bought the dealership also, (20 x 500.00 = 10,000 Incentives)

5.)  Franchise Bonus: Earn another 500 pesos for every dealership sold by your dealers. (unlimited 500 pesos)

Vmobile Products is all about eLOADING and ePINS... Cardless Transactions!
Sarili mong Cellphone lang ang gagamitin at SIM... Business na agad!  More than 200 electronic prepaids at load all networks ito...

Dealership Packages to Choose from:

Fast Track (1 Account) = P3,988.00   (maximum monthly is 900,000.00)
Tripack      (3 Account) = P11,964.00 (maximum monthly is 2.7M)
Tripack Package (3 Accounts – Triple Income)
Php 11,964.00 (Potential Income = 90,000/day to 2.7M/month)

Package Includes: (worth 15,000 Pesos for a price of 11,964)
- (6) Small "Load na Dito" Tarpaulins)
- (9) Smart Buddy Sim Packs
- (6) Product Guides
- (60) Price Lists
- (60) Quick Guides
- (60) R.A.P. Primers
- (60) Retailer Cards + 20 Retailer Cards Bonus (Total = 80)

Available Packages:
1. 3,988.00   = Fast Track (1 Dealership) Package (20 Retailers)
2. 8,888.00   = Full Dealership Package (Unlimited Retailer Registration)
3. 11,964.00  = 3D (3 Dealership) Package (60 Retailers + 20 Bonus = 80 Retailers)
4. 27,916.00  = 7D (7 Dealership) Package
5. 500,000.00 = Master Dealership

Pili lang po kayo sa itaas kung ano ang mas gusto ninyo na package...
Should you have any concerns just let me know.
Hope to have more business transactions with you!

God bless!

Thanks and regards,

We are inviting you to come in our office and attend the DEALERSHIP PRESENTATION for more detailed information about our products and services
Schedule of Presentations is from MONDAY to SATURDAY
@ 4PM~5PM & 6PM~7PM
Contact me @ 0939-3989400, 09175631926 or 9941334 and I will assist you personally!

“Sa napakaliit na puhunan na 3,988.00 ay may negosyo kang maaaring kumita ng 1,000.00 to 30,000.00 isang araw!”

A. Multi-Access – Once you are Registered as a Retailer or a Dealer, you can sell more than 300 kinds of 
    prepaid load. From Smart, Talkntext, Globe, TM, Sun, Red Mobile and almost all prepaids.
B. Multi-User – All the family member can use 1 registered account simultaneously, anywhere and anytime.
    They can transact also via internet thru online loading.
C. Not Sim Dependent - You can use any Cellphone or SIM as long as have your ID# and PIK#
Savings - Save up to 10-14% of cellphone load consumptions and various products.
Comfortability - You can load yourself Anytime and Anywhere.
One Loadwallet – one load wallet for all networks and prepaids! Very practical!
All Access Prepaid- you can access 
Touch Mobile
Red Mobile
Internet Cards
On line Games
LBC Flowers and more! You can LOAD and SELL  to ALL NETWORKS!

Accessibility - you can use OTHER cellphone or SIM to access your LoadXtreme Account.
Security - in case of loss of phone or SIM, your money in the load wallet is still safe in the
        LoadXtreme Sytem.
 Internet Based - you can Load, Reload and Transfer Load using the internet via our website.
Family Budget Friendly - share your Account and PIK to your love ones so they can also use it
       thru their cellphone anytime and anywhere. You can also monitor your all transactions by
       simply logging to your personal account in the LoadXtreme website.

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