Are you interested in our supply chain consulting and offshore outsourcing services? Wondering why GlobalityNet is the right choice for small or medium-sized businesses? We’ve got the answers to these and other frequently asked questions.

Frequently Asked Questions​

Supply Chain Management Consulting Service


GlobalityNet’s Supply Chain Consulting aims to enhance operational efficiency, reduce costs, and improve performance by thoroughly analyzing a company’s supply chain.

Expert guidance can help small to medium-sized businesses optimize their supply chains, reduce operational costs, and stay competitive.

Our services can help improve inventory management, reduce lead times, enhance supplier relationships, and optimize transportation and distribution, ultimately leading to cost savings and improved customer satisfaction.

We serve small to medium-sized businesses across various industries, including manufacturing, retail, e-commerce, distribution, and other industries needing supply chain management services.

GlobalityNet’s supply chain consulting services cover procurement, demand forecasting, inventory management, logistics, warehousing, and supply chain technology.

We thoroughly analyze your supply chain processes and customize our solutions to your specific challenges and goals.

The duration of the project depends on the complexity of your supply chain. We will work with you to establish a timeline that aligns with your objectives.

Our transparent pricing structures are based on the scope of work, expected outcomes, and business size.

Our consultants possess extensive experience and expertise in supply chain management, having collaborated with a diverse range of businesses, both big and small.

Our focus on delivering measurable results, industry expertise, customized solutions, and client-centric approach make us the preferred choice for small and medium-sized businesses.

GlobalityNet supports implementing and integrating supply chain technologies and systems, which can help optimize your operations.

Offshore Outsourcing Service

Small and medium-sized businesses outsource to the Philippines for lower costs, reliable work ethic, competitive labor force, strong English proficiency, and excellent infrastructure.


You can outsource roles across all areas of supply chain management, including finance and accounting, customer service, data entry, and other back-office processing or services.

We have a team of professionals with expertise in supply chain, finance and accounting, customer service, and data entry across various industries and organizational sizes. Our experience includes handling Small to Medium Enterprises in Information Technology, Healthcare and Hospitals, Foreign Contact Centers (BPOs), Construction, Retail and Wholesale trading (online and physical stores), Manufacturing, Film Production, Foundations, and Non-profit Organizations.

Outsourcing your teams with us is as easy as 1, 2, and 3. You can save money time, and avoid headaches by choosing us. Additionally, you can get more options from working with us.

While we don’t compete on price, cost-savings will be around 40%-60% compared to U.S. rates. Our outsourcing services include hiring, training, manual development, administrative management (think of the human resources side of overseeing employees), time keeping and, even, accounting. The savings in outsourcing with us means more than just a bottom line. It means better service, more time and, yes, more money.

We are a data-driven and action-oriented company. We measure our foreign remote associates in productivity and accuracy. Areas that are challenging for associates to attain are addressed via one-on-one coaching or via team re-training.

We also assess their ability to speak and write English. We look for specific skills that meet your individual needs. We then measure their performance going forward using your feedback to ensure they are on-track and improving if needed. Outsourcing means less work and more money, we help with both parts.

We have a 2-tier quality assurance test for when you begin to use our outsourcing services. Your accounts are constantly reviewed by our Senior Associates as a 1st level QA test and again reviewed by our Head of Accounting Services prior to the finalization of the financial statements.

We have a strict set of access controls on the data sent from our clients. Only those with the appropriate access levels can open files of a particular client. Additionally, associates are not allowed to enter rooms where they do not have access or no need to be in.

We can discuss specifics to give you peace of mind in knowing that your data is safe and controlled. Our site and platforms are all SSL secure with 256bit encryption.

The cost depends on the customer’s requirements. It can start from $8/hr and up which includes all equipment and material. Consider also that even at $8/hr the actual cost isn’t one for one with an $8/hr local employee as you are also saving money in not having to provide them with equipment, direct oversight, space in your office, insurance, etc. Try our Outsourcing Service Calculator.

As soon as an Agreement is signed, we can have you up and running between 4-6 weeks or less. This period includes sourcing, hiring and on-boarding. It also includes our team introducing you to the benefits of BPO and how to work and manage remote employees. We’ll make it as easy as possible so you can reap the benefits of working with a remote team.

Our recruitment team uses established and advanced cloud-based recruitment tools, including video interviews and selective skills-based testing, to screen potential employees effectively. We involve clients in the interview and selection processes to ensure a good fit for any given position, and we conduct thorough character reference checks as part of our recruitment process.

Our professionals are trained to maintain high accuracy, and we have quality control processes in place to review and rectify errors.

Protecting your sensitive information is our top priority. Our robust security measures ensure confidentiality and compliance with data protection regulations.

Starting is quick and easy. After scheduling your discovery call, where we find out your requirements, we will send you a proposal to ensure we have alignment on 3 key things: 1) scope of work 2) service level agreements or KPIs and 3) pricing. If all looks good, we sign an agreement at which point we start sourcing and hiring your associates.


About Philippine Labor Law


An employee’s regular work hours should not exceed 8 hours per day, with a maximum of 40 hours per week. If an employee is required to work beyond 40 hours, they are entitled to receive Overtime Pay. The Overtime Pay should be at least 25% more than their regular hourly rate for the overtime hours worked, based on a standard day.

The law allows part-time work and pay based on hours worked.

Overtime work is any work done beyond 8 hours. For every hour worked in excess of 8 hours, an additional pay of 25% is earned, and the rate is 30% if done on a rest day or holiday. The Labor Code doesn’t set a maximum number of overtime hours. 

According to the Labor Code, an employee should receive a night shift differential of at least 10% of their regular wage for every hour worked between 10:00 p.m. and 6:00 a.m.

A weekly rest day is a mandatory period of rest, lasting for at least 24 consecutive hours, that must be taken after every six normal workdays. If an employee works on a rest day, they are entitled to receive compensation, which includes their regular wage plus an additional 30%.

Holiday Pay is compensation for regular or special days. If an employee doesn’t work on a regular holiday, they will still be paid. If they do work, they will receive double pay. On a special day, if the employee works they will receive 130% of their usual pay. You may visit https://publicholidays.ph/ for an up to date holiday schedule.

  • Service Incentive Leaves
    Employees who complete a year get a 5-day paid service leave. Leaves can be converted to cash if not used by year-end. Employers can add to, but not subtract from, this benefit under a CBA or as part of their staff benefits.
  • Leaves for Solo Parents
    Solo parents with at least six months of tenure are entitled to an annual seven-day parental leave with pay under Republic Act No. 8972. Employers must grant solo-parent employees their leave regardless of their employment status.
  • Maternity Leaves
    A female member of the Social Security System (SSS) is entitled to a daily maternity benefit equivalent to 100% of her average daily salary, provided she has paid at least three monthly contributions in the twelve-month period immediately before her childbirth or miscarriage. This benefit is for paid leave of 105 days for live childbirth, regardless of the mode of delivery. For solo parents, an additional 15 days are given, totaling 120 days of paid leave. In case of miscarriage or early termination of pregnancy, the female employee is entitled to 60 days of paid leave. The female employee will receive full pay, including the SSS maternity benefit and the employer’s salary differential (if any).
  • Paternity Leaves
    Under the Paternity Leave Act of 1996 (Republic Act No. 8187), married male employees are entitled to a seven-day paid paternal leave. This leave is to support their spouse after childbirth or a miscarriage. Paternity leave is applicable only for the first four deliveries of the male worker’s spouse.
  • Leaves for Victims Under Republic Act No. 9262
    RA 9262 provides victims a 10-day paid leave to seek medical and legal assistance. Extensions are possible based on their protection order.
  • Special Leaves Under Republic Act No. 9710
    Female workers who undergo surgery for gynecological disorders are entitled to a two-month paid leave under the Magna Carta of Women Act (RA 9710). Employees must have at least six months of service to qualify for this benefit.
  • Meal Breaks
    Employers in the Philippines are required to provide workers with a 60-minute meal break that can be shortened to 20 minutes under certain circumstances. These include non-manual work, 16 hours of daily operation, emergencies, equipment repair, and perishable goods preservation. However, even if the break is less than 60 minutes, it must still be counted as compensable hours worked.
  • Lactation Breaks
    Lactation breaks allow female employees to breastfeed or express milk during work, with breaks given no less than every 8 hours.
  • Short Breaks
    The Omnibus Rules of the Philippine Labor Code defines short breaks as rest periods lasting between 5 to 20 minutes for employees during working hours.

Calculating the 13th-month pay of an employee requires one-twelfth (1/12) of their total basic salary earned throughout the year. Regardless of whether the worker had any offset days or not, this condition applies. This payment is mandatory and must be granted no later than December 24 of the year.

An employee’s probationary period lasts for six months from their start date, but may be extended if an apprenticeship agreement is in place.

To have a better understanding of the Philippine Labor Law, kindly visit this link. It contains comprehensive information that will guide you on the country’s labor laws and regulations.

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