i

FOREWORD

Best public service is the fruit of productivity and the latter is

anchored on discipline which is the root of all good values. In this
light and pursuant to Section 2, Rule XI, IRR of Book V of Executive
Order No. 292, this Office is pleased to present to you this agency’s
official Employee Handbook. This shall serve as every NWPC and
RTWPB employee’s useful reference on issues relative to public sector
employment leading to employees’ improved performance and
productivity and thereby becoming most effective government
workers.

Sourced from various legal references such as the Executive

Order No. 292 (Administrative Code of 1987), R.A. 6713 (Code of
Conduct and Ethical Standards For Public Officials and Employees),
Republic Act No. 6727 (Wage Rationalization Act of 1989) and
existing policies and guidelines of the Civil Service Commission
(CSC), the handbook covers essential policies from recruitment up to
separation from government service.

This also provides detailed information on the benefits and

privileges accorded to NWPC/RTWPB personnel including avenues
for skills development, utilization of leaves, responsible unionism, and
professional growth among others.

It is, therefore, NWPC’s sincerest aspiration that the

handbook will find its place in the hearts and minds of this agency’s
workforce for this will empower everybody to become model civil
servants.

The joint efforts of the Review, Appeals and Legal Division

and the Administrative Division with special mention to Michelle
Irish D. Mackay, Carmelinda B. Baccay and Christopher F. Rodriguez
for the magnanimous efforts they invested in the crafting of this
Employee Handbook, are hereby recognized and commended.

National Wages and Productivity Commission

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iii
 TABLE OF CONTENTS

Subject Matter Pages

I. THE NWPC AND ITS REGIONAL BOARDS

 Creation 01
 Vision 01
 Mandates
 The Commission 01
 The Boards 02
 Membership
 The Commission 03
 The Boards 04

II. GOVERNMENT EMPLOYMENT

 Selection and Recruitment

 General Policies 05
 Procedures 05
 Appointments 07
 Personnel Actions 11

 Terms of Employment
 Salaries 14
 Deductions 14
 Monetary Benefits 15
 Other Benefits 17
 Leave Entitlement 18
 Other Leave Benefits 19
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  Working Hours
 Regular 21
 Overtime 22
 Use of Biometric Machine 22
 Leaves, Attendance and Office Regulation
 Rules on Filing Leave Application 23
 Rules on Monetization of Leaves 26
 Unauthorized Leave of Absence 27
 Tardiness and Undertime 28
 SALN 28
 Other Office Regulations 29

 Performance
 Performance Evaluation 30
 IPCR 30
 Promotion
 Guidelines on selection and Promotion 31

III. CAREER AND PERSONNEL DEVELOPMENT

 Training and Development 34
 Scholarships and Training Programs 35
 Employee Suggestions and Incentive, Awards
System 36
 Sports and Cultural Activities 37

IV. GRIEVANCE MACHINERY 38

 Grievance Committee 38
 Grievance Process 40

V. PUBLIC UNIONISM (Executive Order No. 180) 41

v
  CNA 42
 CNA Incentive 42

VI. CODE OF CONDUCT AND ETHICAL STANDARDS

FOR PUBLIC OFFICIALS AND EMPLOYEES
(Republic Act No. 6713)

 Norms of Conduct 42
 Duties of Public Servant 45
 Prohibited Acts and Transactions 45
 Grounds for Disciplinary Action 46

VII. SEPARATION

 Voluntary Separation 55
 Involuntary Separation 55

VIII. SEPARATION BENEFITS

 Terminal Leave Benefits 56

 GSIS Benefits 56

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 I. OVERVIEW OF THE NATIONAL WAGES AND
PRODUCTIVITY COMMISSION (Republic Act 6727)

• Creation
The National Wages and Productivity
Commission (NWPC) and its Regional Tripartite
Wages and Productivity Boards (RTWPBs) were
created under Republic Act No. 6727 (The Wage
Rationalization Act). NWPC is an attached agency
of the Department of Labor and Employment for
policy and program coordination.

• Vision and Mission1

Vision
To be the primary policy development and
resource center on wages, incomes and productivity.

Mission
To ensure a decent standard of living for the
minimum wage workers and their families, and to
contribute to the competitiveness of enterprises
through improved productivity workforce.

• Mandates2
♦ NWPC
Functions under Republic Act. No. 6727:

• To act as the national consultative and

advisory body to the President of the
Philippines and Congress on matters relating
to wages, incomes and productivity;
• To formulate policies and guidelines on
wages, incomes and productivity
improvement at the enterprise, industry and
national levels;

1. Primer on NWPC Mandates

2. Articles 121 and 122, Labor Code as amended by Republic Act No. 6727
 Page |2

• To prescribe rules and guidelines for the

determination of appropriate minimum wage
and productivity measures at the regional,
provincial or industry levels;
• To review regional wage levels set by the
Regional Tripartite Wages and Productivity
Boards to determine if these are in accordance
with prescribed guidelines and national
development plans;
• To undertake studies, researches and surveys
necessary for the attainment of its functions and
objectives, and to collect and compile data and
periodically disseminate information on wages
and productivity and other related information,
including, but not limited to, employment, cost-
of-living, labor costs, investments and returns;
• To review plans and programs of the Regional
Tripartite Wages and Productivity Boards to
determine whether these are consistent with
national development plans;
• To exercise technical and administrative
supervision over the Regional Tripartite Wages
and Productivity Boards;
• To call, from time to time, a national tripartite
conference of representatives of government,
workers and employers for the consideration of
measures to promote wage rationalization and
productivity; and
• To exercise such powers and functions as may
be necessary to implement R.A. 6727.

♦ The RTWPBs

• To develop plans, programs and projects relative

to wages, incomes and productivity improvement
for their respective regions;
 Page |3

• To determine and fix minimum wage rates

applicable in their region, provinces or industries
therein and to issue the corresponding wage
orders, subject to guidelines issued by the
Commission;
• To undertake studies, researches, and surveys
necessary for the attainment of their functions,
objectives and programs, and to collect and
compile data on wages, incomes, productivity and
other related information and periodically
disseminate the same;
• To coordinate with the other Regional Boards as
may be necessary to attain the policy and
intention of this Code;
• To receive, process and act on applications for
exemption from prescribed wage rates as may be
provided by law or any Wage Order; and
• To exercise such other powers and functions as
may be necessary to carry out their mandate
under the Labor Code.

• Membership3

♦ National Wages and Productivity Commission

Composed of the following:

• Secretary of Labor and Employment as ex-

officio Chairman;
• Director-General of the National Economic and
Development Authority (NEDA) as ex-officio
Vice Chairman;
• Two representatives each from the Workers’
and Employers’ sectors as Members (appointed
by the President for a term of five years), and

3. Arts. 121 and 122, Labor Code, as amended

 Page |4

• Executive Director of the NWPC Secretariat

♦ Regional Tripartite Wages and Productivity

Boards

There are 17 RTWPBs and each RTWPB is

composed of the following:

• DOLE Regional Director as Chairman;

• Regional Directors of the NEDA and
Department of Trade and Industry as Vice
Chairmen; and
• Two representatives each from the
Workers’ and Employers’ sectors as
Members(appointed by the President for a
term of five years).
 Page |5

II. GOVERNMENT EMPLOYMENT

• Selection and Recruitment

♦ General Policies on Appointment4

Appointments in the Civil Service shall be made only

according to merit and fitness. Merit and fitness shall be
determined, as far as practicable, by competitive examinations.
However, this does not apply to appointments to positions
which are policy determining, primarily confidential, or highly
technical.

♦ Procedures on Selection and Promotion5

The NWPC established a Merit Selection and

Promotion Plan in compliance with the CSC Memorandum
Circular No. 3, series of 2001. This serves as guide in the
promotion and selection of qualified applicants in NWPC
and its Regional Boards.

• Publication of Vacancy

All vacant position in NWPC and its

Regional Boards, shall be published in the CSC
Bulletin of Vacant Positions or other modes of
publication and shall be posted for at least 10
calendar days in three conspicuous places.

Vacant positions not filled up within six (6)

months from the date of publication shall be
republished.

4. Sections 1 and 2, Rule 1 Omnibus Rules on Appointments and Other Personnel Action
5. Item VI, NWPC Merit Selection and Promotion Plan
 Page |6

• Submission of Application

The Selection Board Secretariat shall provide all

qualified next in rank employees with NWPC SB
Form No. 1 for them to indicate their interest for
the promotion and submit the same to the former
within five working days from receipt.
For the non-next in rank and non
NWPC/RTWPBs employees, they may file their
application within fifteen working days from
posting or publication of the said vacancy.

• Preparation of Comparative Assessment

Form(CAF)

The CAF shall be prepared by the

HRMO/Personnel Officer Designate after the
performance, education, training and experience
ratings of all candidates shall have been
computed based on the NWPC Evaluation
Criteria.

• Evaluation by the Selection Board

The Agency has its own Personnel Selection

Board (PSB) tasked to assist the appointing
authority to screen applicant.

At this stage, the PSB evaluates the

applicant’s qualification against the qualification
standards of the agency as approved by the CSC.

All qualified applicants based on the list

submitted by the HRMO/Personnel Designate
may be subjected to written exams and be
 Page |7

interviewed by the Selection Board.

• Appointing Authority

The appointing authority shall make the

final decision/selection.

The Appointing Authority shall be as follows:

Director II and below Dep. Exe. Dir and

NWPC - Executive Director

Executive Director President

RTWPBs Supervising and Below

above Supervising –

NWPC Executive RTWPB

Director Chairperson

• Announcement of Appointment

Appointee shall be notified of his appointment and

shall be required to submit the necessary
documents. New entrants to the government
service shall be required to undergo Pre-
Employment Mental/Physical Examinations per
CSC MC No. 34, s. 1997.

Applicants not chosen for the position shall be

notified in writing.

♦ Appointments

An appointment issued and accepted by the

appointee, can no longer be withdrawn or revoked and
 Page |8

shall remain effective until disapproved by the Civil

Service Commission. However, an appointment may be
void from the beginning due to fraud on the part of the
appointee or the same having been issued in violation of
law.6

• Types7

- Permanent appointment – is one issued to a

person which meets all the requirements for the
position including the appropriate eligibility
prescribed.

- Temporary appointment – is one issued to a

person who meets all the requirements for the
position except the appropriate civil service
eligibility. The appointee shall not serve for
more that twelve months unless renewed. The
appointee may be replaced sooner if qualified
civil service eligible becomes available.

- Contractual appointment – is issued only to

person who will undertake a specific job for a
limited period not to exceed one year.

• Effectivity8

An appointment issued in accordance with

pertinent laws and rules shall take effect
immediately upon its issuance by the appointing
authority.

No appointment shall be made effective earlier

than the date of issuance, except in the case of

6. Section 9,Rule V, Omnibus Rules Implementing Book V of EO 292

7. Section 2, Rule III , Omnibus Rules on Appointments and Other Personnel Action
8. Rule IV, Omnibus Rules on Appointments and Other Personnel Action
 Page |9

change of status in view of having acquired a

civil service eligibility or in case of a teacher
having acquired a valid certificate of registration
and valid professional license.

The CSC shall disapprove appointment for the

following reasons:9
- Qualifications are not met
- Guilty for crimes involving moral
turpitude and dishonesty
- Having been dismissed from the service
for cause
- Having intentionally made a false
statements/fraud/deception in
connection with the appointment
- The appointment having been issued is
in violation of existing CSC law, rules
and regulations.

The appointee with original appointment shall serve

a probationary period for six month to assess his
performance and characters and may be dropped from
the service for want of capacity or unsatisfactory
conduct anytime before the expiration of the
probationary period.10

9. Sec. 7, Rule V, Omnibus Rules Implementing Book V of EO 292

10. Section 4.a, Rule III, Omnibus Rules on Appointment and other Personnel Action ; CSC
Resolution No. 05-001- Rules on Probationary Period for Permanent Appointment in Career
Service.
 P a g e | 10

• Prohibitions/Limitations11

- No appointee shall hold any other

government office or employment unless
authorized by law.
- No appointee shall receive double, additional
or indirect compensation unless allowed by
law
- No appointee shall engage directly or
indirectly in any partisan political activity or
take part in any election except to vote.
- A person who runs for election but lost
cannot be appointed to any government
office within one year following such
election.
- A resigned employee for the purpose of
election campaign cannot be appointed
during the six month period following such
election.
- No person who has reached the compulsory
statement age of 65 can be appointed unless
for confidential status
- No person appointed in the non-career
service shall perform the duty of a career
service.
- No detail or reassignment shall be done three
months before election unless permitted by
COMELEC
- No person who has been dismissed in the
service shall be appointed unless granted
executive clemency.
- The appointing authority cannot validly
appoint those relative or members of his
family up to the third degree of

11. Rule XVIII, Omnibus Rules Implementing Book V, E.O. 292; Omnibus Rules on Appointments
and Other Personnel Action..
 P a g e | 11

consanguinity or affinity except for the

following:
 Person employed in a confidential
capacity
 Teachers
 Physicians
 AFP members

♦ Personnel Actions12

The following are actions denoting the movement of

employees in the civil service:

• Promotion

It refers to the movement of one employee

from one position to another with an increase in
duties, responsibilities and salary.

• Detail

This refers to the movement of an employee

from one agency to another agency for not more
than one year unless there is a consent of the
employee to extend the detail period. This is
temporary in nature which does not involve a
reduction in rank, status or salary and does not
require the issuance of another appointment.

• Transfer

It is the movement of an employee from one

position to another of equivalent level, rank and
salary grade without break in the service in
connection to its appointment. The transfer may
be from one department or agency to another or

12. Rule VII, Omnibus Rules Implementing Book V, E.O. 292, Rule III Omnibus Rules on
Appointments and Other Personnel Action..
 P a g e | 12

from one organizational unit to another in the

same department or agency.

• Reassignment

It involves the movement of an employee

from one organizational unit to another in the
same agency which does not involve a reduction in
rank, status or salary.

• Secondment

This is a movement of an employee from one

department or agency to another which is
temporary in nature which may or may not require
the issuance of an appointment but may either
involve reduction or increase in compensation.

• Job Rotation

This is the sequential or reciprocal movement of

an employee from one office to another or from one
division to another within the same agency as a
means for developing and enhancing the potential
of people in an organization by exposing them to
other functions of the agency.

• Designation

This is merely an imposition of additional

duties to be performed by a public official which is
temporary and can be terminated anytime at the
pleasure of the appointing authority.
 P a g e | 13

• Reinstatement

It is the issuance of an appointment to a person

who has been previously appointed to a position
in the career service and who has through no
delinquency or misconduct, been separated
therefrom or to one who has been exonerated of
the administrative changes unless the decision
exonerating from specific restoration to his
previous position.

• Re-employment

It is the re-appointment of a person who has

been previously appointed to a position in the
career or non-career service under permanent
status but was separated therefrom as a result of
reduction in force, re-organization, retirement,
voluntary resignation or any non-disciplinary
action such as dropping from the roll and other
modes of separation.

• Demotion

It is the movement of an employee from one

position to another with reduction in duties,
responsibilities , status or rank, which may or may
not involve reduction in salary and is not
disciplinary in nature

• Separation

This refers to a voluntary or involuntary

termination of employment.
 P a g e | 14

• Terms of Employment

♦ Payment of Salaries13

• Initial payment of an employee is through a voucher

in which the following documents must be
submitted:
- Certified true copy of appointment;
- Oath of Office;
- Evidence of service rendered
- Statement of Assets and Liabilities, and
- Certificate of Assumption to Duty.

• The succeeding payments shall be done in the

payroll system in two installments.

♦ Deductions From

• Authorized deductions from the salary:

- withholding tax,
- GSIS life and retirement premiums,
- PHILHEALTH premiums.
- PAG-IBIG contributions

• Other forms of deductions include the

reimbursement claim by the government;
employee’s association membership dues and loans

13. Sections 197; 262 Article I, Title 5 Government Accounting and Auditing Manual Vol. I;
 P a g e | 15

as authorized by the employee concerned;

disallowances from accounts.

♦ Monetary Benefits

• Personal Emergency Relief Allowance (PERA)14

- Php2,000.00 per month

- This is granted to employees in the Civil
Service Commission regardless of status of
appointment

• Representation Allowance and Transportation

Allowance (RATA)15

- Amount depends on position

- This is granted to employees in the Civil
Service Commission with salary grade 24 and
above. Each salary grade has a corresponding
amount.

• Productivity Incentive Bonus (PIB)16

- Amount varies.
- This is given to all employee of the civil service
provided that the performance rating is at
least satisfactory.

14. General Appropriations Acts (GAAs) ; Budget Circular No. 2009-3 dated August 18, 2009
15. GAAs
16. Adm. Order No. 161, s. 1994; DBM NCC Nos. 73, s. 1994; 73-A, s. 1995, DOLE Admin Order No.
64, s. 2001
 P a g e | 16

• Uniform/Clothing Allowance17

- Php 5,000.00
- This is given to all employee of the civil
service

• Loyalty Cash Award (LCA)18

- Php10,000.00
- This amount shall be provided to employees
with at least ten (10) years of continuous and
satisfactory service and an additional
Php5,000.00 is awarded thereafter after five
years.

• Mid-Year and Year-End bonus and Cash Gift 19

- Granted to officials and employees of the
National Government who have rendered at
least four (4) months of service from January
1 to October 31 of each year and who are
employed in the government service as of
October 31 of the same year.
- One month basic salary and additional Cash
Gift of P5,000.00
- This is granted in two installments within
the calendar year, usually not earlier than
May 1 and November 15 of the year.

17. GAAs;
18. Section 7, Rule X, Omnibus Rules of the Civil Service Commission (CSC); DBM Department
Order No. 92-10 dated October 1, 1992; CSC Memorandum Circular No. 6, s. 2002
19. R.A. 6686, as amended by RA No. 8441
 P a g e | 17

• CNA/(Collective Negotiation Agreement Incentives )20

- Php25,000.00 and below
- Under the DBM Circular Numbers 2011-5 and 2012-
4, the grant of CNA Incentive should not be
above the Php25,000.00 ceiling per entitled
employee.

• Productivity Based Bonus (PBB)21

- Php5,000.00 – 35,000.00
- This bonus is given to employees based on their
contribution to the accomplishment of the
agency’s overall targets and commitments. The
amount of bonus depends on the ranking of the
employee’s Delivery Unit.

♦ Other Benefits

All employees in the civil service are entitled to

other benefits provided that they meet the requirements
prescribed by the agency concerned.

- GSIS 22
GSIS members are entitled to insurance and
retirement benefits.
The GSIS offers variety of loans to all active
members subject to compliance with the
requirements. Such loans include educational
loan, housing, policy loan, consolidated loan,
and calamity loan.

For more information on the matter, the GSIS

can be contacted thru their number (+632) 847-
4747 and email addresses: [email protected]
and [email protected]. Their website can
be visited at www.gsis.gov.ph.

20. Administrative Order No. 135 dated December 27, 2005; Public Sector Labor-Management
Council (PSLMC) Resolution No. 4, s. 2003; DBM Circular Nos. 2011-5 and 201204
21. Executive Order No. 80, s. 2012
22. Republic Act No. 8291 GSIS Act of 1991
 P a g e | 18

- Home Development Mutual Fund23

Commonly called as Pag-ibig, it offers wide

range of loans such as housing loan,
multipurpose loan and other loan products
depending on the years of membership of
employees as determined by the said agency.
For more information on the matter, Pag-ibig
can be contacted thru their number (+632) 724-
4244 and email address:
[email protected]. Their
website can be visited at
www.pagibigfund.gov.ph

- Philhealth24

Philhealth is the national health insurance

corporation in the country.

For more information on the matter, the

Philhealth can be contacted thru their
numbers (+632) 441-7444 and 441-7242 and email
address: [email protected].
Their website can be visited at
www.philhealth.gov.ph.

♦ Leave Entitlement25

Appointive officials up to the level of heads of executive

departments, heads of departments, undersecretaries
regardless of nature of appointments and who render work
during prescribed office hours, are entitled to 15 days
vacation leave and 15 days sick leave, annually with full
pay exclusive of Saturdays , Sundays, holidays.

23. Presidential Decree 1752 (HDMF Act), www.pagibigfund.gov.ph

24. RA 7875, as amended by R.A. 10606
25. Rule XVI of the Omnibus Rules Implementing Book V of EO 292 (Omnibus Rules on Leave)
 P a g e | 19

Aside from vacation leave and sick leave, employees in

the civil service are granted 3 days Special Leave Privilege
for personal transactions.

Subject to the rules on the matter, the accumulated

vacation leave and sick leave may be monetized by the
employee provided that at least five days are retained after
monetization.

♦ Other Leave Benefits are:

• Special Leave Privileges26

Three (3) SPL are granted to qualified officials and
employees to mark personal milestones or attend to
filial or domestic responsibilities.

• Forced Leave27
If an employee has accumulated at least 10 days vacation
leave at the start of the year, he/she is entitled to use the
five days vacation leave to reinvigorate himself/herself.

• Maternity Leave28
A female government employee, married or unmarried,
is entitled to 60 days maternity leave in accordance with
the guidelines on the matter.

• Paternity Leave29
Every married male employee is entitled to paternity
leave of seven (7) working days for the first four (4)
deliveries of his legitimate spouse with whom he is
cohabiting.

26. Rule I, Omnibus Rules on Leave

27. Ibid.
28. Ibid
29. Ibid
 P a g e | 20

• SOLO Parental Leave30

A leave benefit of seven (7) days granted to solo parents
for them to perform parental duties and responsibilities
where physical presence is required.

• Special Leave Benefits for Woman31

Government women employees are granted a maximum
period of two (2) months leave if the said employees
will undergo surgery due to gynecological disorders
provided that said employees have rendered at least six
(6) months aggregate service in any or various
government agencies for the last twelve (12) months
prior to surgery.

• Special Emergency Leave32

Employees directly affected by natural
calamities/disasters may avail of the 5-day Special
Emergency Leave within thirty days from the first day of
calamity declaration by proper local authorities subject
to submission of required documents.

• Rehabilitation Privilege Leave33

Subject to the guidelines on the matter, all officials and
employees may be entitled to the Rehabilitation Leave
for a maximum period of six (6) months for wounds or
injuries sustained while in the performance of his/her
duties. The duration of availment shall be based on the
recommendation of medical authority.

30. CSC Memorandum Circular No. 08, s. 2004

31. CSC Memorandum No. 25, s. 2010
32. CSC Memorandum Circular 2, s. 2012
33. CSC-DBM Joint Circular No. 1, s. 2006
 P a g e | 21

Terminal Leave34

This refers to money value of the total accumulated leave

credits of an employee upon separation from the service.

• Working Hours in the Government35

All employees in the government are required to observe

the prescribed working hours.

♦ Regular Working Hours

• Employees are required to render at least eight hours

a day, completing the 40 hours per week.
• Office hour starts as early as 7:00 in the morning
until 6:30 in the afternoon except for Mondays
where work hour’s starts from 7:00 in the morning
until 5:00 in the afternoon.

• Reporting to work after 9:30 in the morning is

considered late while leaving the office without
completing the 8 hour work is considered
undertime.

• Reporting to work for half day is considered as

tardiness or undertime.

• Offsetting of late is not allowed.

• Late/tardiness and undertime are to be deducted

from the vacation leave and shall not be charged
against sick leave credits, unless the undertime is for
health reasons supported by medical certificate and
application for leave.

34. Rule I, Omnibus Rules on Leave

35. Rule XVII, Rules Implementing Book V, E.O. 292; NWPC Code of Conduct; Omnibus Rules
on Leave
 P a g e | 22

• Lunch break is 12:00 noon to 1:00 in the afternoon.

Snack breaks in the morning and afternoon shall be
for 15 minutes.

• Compensatory Overtime Credits (COC) cannot be

used to offset undertimes or tardiness incurred
during regular working days.36

♦ Overtime

• Rendering overtime is not allowed in the civil

service unless authorized by the head of the agency.

• The overtime rendered shall not be paid unless

authorized by law and subject to availability of
savings.

♦ Use of Biometric Machine/Swipe Machine/Bundy

Clock37

- All officers and employees are required to

record their daily attendance on the proper
form or any machine use to record the
attendance except Presidential Appointees
who need not swipe in or punch in, but
attendance and all absences of such officers
must be recorded;

• There shall be no delegation of punching in and out

in the biometric or any machine used to record daily
attendance.

36. CSC-DBM Joint Circular No. 2, s. 2004

37. Rule IX, NWPC Code of Conduct; Sec. 3 Rule XVII, Rules Implementing Book V, E.O. 292
 P a g e | 23

• Leaves, Attendance and other Office Regulation38

♦ Rules on Filing LeaveApplication

• Vacation Leave.

- Should be filed five days in advance

- Approval is discretionary as the volume and
urgency of works is being considered

• Sick Leave.

- Should be filed immediately upon return but not

later than three(3) working days.
- May be applied in advance in case of medical
examination, surgery or advice to rest but should
be supported by a medical certificate.
- Notice of absence should be sent to the supervisor.
- Application for sick leave in excess of five (5)
successive days shall be accompanied by a proper
medical certificate.
- In ordinary application for sick leave already taken
not exceeding five (5) days, the head of department
or agency concerned may duly determine whether
or not granting of sick leave is proper under the
circumstances. In case of doubt, a medical
certificate may be required.
- The employee may use this leave privilege should
his/her immediate family member get sick.

• Special Leave Privileges.

- Three (3) days.

38. Rule XVI, IRR, Book V, E.O. 292; Omnibus Rules on Leave, NWPC Memo No. 157-2013;DOLE
AO No. 390, s. 2003; R.A. 8972; CSC MC No. 8, s. 2004
 P a g e | 24

- Should be filed five (5) working days in advance or

within three (3) days upon return to work.
- Can be used continuously or staggered basis

• Forced Leave.

- Should be filed five (5) days in advance

- Approval of this leave is discretionary as the volume
and urgency of works is being considered
- Can be used continuously or on staggered basis.

• Maternity Leave.

- Should be filed in advance.

- She has rendered an aggregate of two years or more,
years of service to be entitled for the 60 day
maternity leave with full pay
- Maternity leave of employee with one year or more
service but less than 2 years shall be computed in
proportion to the length of service.
- Employee with less than one year in service is
entitled to 60 day maternity leave with half pay.

• Paternity Leave.

- Seven (7) working days

- Can be used continuously or staggered
- Conditions are:
 Married male employee
 Applicable for the first four deliveries of
his legitimate spouse
 Married male with more than one spouse
may avail this leave for an absolute first
four deliveries regardless of which spouse
gives birth.
 P a g e | 25

• SOLO Parental Leave.

- Seven (7) days

- Should be filed at least one (1) week prior to
availment except on emergency cases.
- Can be availed continuously or staggered
- The solo parent must have rendered government
service for at least one (1) year
- Required documents should be submitted

• Special Leave Benefits for Woman

- Should be filed it in advance at least five (5) days

prior to surgery except in emergency cases .
- Entitled to maximum of two months with full pay
based on her gross monthly compensation,
provided she has rendered at least six (6) months
aggregate service in any or various government
agencies for the last twelve (12) months prior to
undergoing surgery for gynecological disorders.
- This special leave may be availed for every
instance of gynecological disorder requiring
surgery for a maximum period of two months per
year.

• Special Emergency Leave.

- Five-day leave granted to employees directly

affected by natural calamity/disaster
- May be continuous or staggered
- Applicable within 30 days from the first day of
declaration of state of calamity by local
government authority.
 P a g e | 26

• Rehabilitation Privilege Leave.39

- Filed within one week from the time of the

accident except when a longer period is
warranted. Filing may be made by a member of
the employee’s immediate family.
- May be entitled for maximum period of six (6)
months for wounds and/or injuries sustained
while in the performance of official duties.
- The duration, frequency and terms availment shall
be based on the recommendation of medical
authority.

• Terminal Leave.

- Should be filed prior to the effectivity of the

separation from the office.

♦ Rules on Monetization of Leaves40

• Vacation leave credits is allowed to be monetized:

- An employee who has accumulated fifteen (15)

days of vacation leave credits shall be allowed to
monetize a minimum of ten (10) days provided
that five (5) days are retained after monetization.

• Monetization of total accumulated leave credits for

50% or more is allowed which shall not exceed
P50,000.00 per annum, for the following reasons:

- Health, medical and hospital needs of the

employee and his/her immediate family members
- Immediate family refers to spouse,
children, parents, unmarried brothers and

39. CSC-DMB Joint Circular No. 1, s. 2006

40. Omnibus Rules on Leave; NWPC Memorandum No. 041-2008
 P a g e | 27

sisters or any relative living under the same

roof or dependent upon the official/employee
for support.
- Financial aid assistance due to force majeure
events .
- Educational need of the employee and immediate
family members.
- Payment of mortgages and loans which incurred
to the benefit of the employee or his immediate
family members.
- In cases of extreme financial needs of the
employee or his/her family.
- Other analogous cases as may be determined by
the NWPC/RTWPB approving authority
- Subject to availability of funds.

• Employees on official business41

- Accomplish a Personnel Locator Slip.

- Submit it to the Administrative Division prior to
leaving the office premises or one (1) day after
his/her return to the office.

• Unauthorized Leave of Absence42

- Failure to file the leave application form

within the prescribed period renders the
absence/s unauthorized.
- An employee with unauthorized leave is
not entitled to receive his/her salary
corresponding to the period of his
unauthorized leave of absence. However,
his absence shall no longer be deducted
from his accumulated leave credits, if
there are any.

41. NWPC Memorandum dated 31 January 2000 and 10 December 2013.

42. DOLE AO No. 390, s. 2003; Sec. 50, Omnibus Rules On Leave; NWPC Memorandum No. 157-
2013; Sec. 50, Rules Implementing Book V, E. 292.
 P a g e | 28

- Any violation of the leave laws is a ground

for disciplinary action
- An employee is considered habitually
absent if he incurs unauthorized absences
exceeding the allowable 2.5 days monthly
leave credit under the leave law for at
least three months in a semester or at
least three consecutive months during the
year.
- Frequent unauthorized absences will be
punishable by suspension for six months
and one day to one (1) year for the first
offence and dismissal for the second
offense.

• Tardiness and Undertime

- An employee who incurs tardiness for 10

times a month for at least two (2) months
in a semester or at least two (2)
consecutive months during the year is
subject to disciplinary action.
- Habitual tardiness shall have the
following penalty:
 First offense – reprimand
 Second offense – suspension for one
to 30 days
 Third offense - dismissal

♦ Statement of Assets, Liabilities and Net Worth43

All public officials and employees, except those who

serve under honorary capacity, laborers, casuals or
temporary workers are expected to file their Statement
of Asset, Liabilities and Net Worth (SALN) and
Disclosure of Business Interest and Financial

43. Section 8 of Republic Act No. 6713 and its IRR; NWPC Code of Conduct
 P a g e | 29

Connections and those of their spouses and unmarried

children under eighteen (18) years of age living in their
households.

• Period of Filing

- SALN shall be filed within thirty (30) days after

assumption to office; statements shall be as of
the first day of his service.
- Thereafter, submission should be on or before
30th of April ; reckoning period is at the end of
the previous year.
- Within thirty (30) days after separation from
the service; reckoning period is as of the last
day of service.

♦ Other Office Regulations

• Office Attire

Employees are required to wear proper attire as

follows:

- Prescribed uniforms (Monday to Thursday)

- Appropriate office attire during Fridays
- The following are not allowed:
 Rubber sandals, rubber slippers and bakya
 Gauzy, transparent or net like shirt or
blouse.
 Sando, strapless or spaghetti strap blouse
(unless worn as an undershirt), tank-tops,
blouse with over-lunging necklines;
 Leggings, walking shorts , cycling shorts,
tight, jogging pants and mini skirts
- Pregnant women and those in mourn may be
 P a g e | 30

exempted to wear uniforms but must strictly

adheres to wearing corporate attire and follow the
prohibitions on office uniforms.
- Identification Card, DOLE Pin and CSC Pin

• Others

- The office is a smoke free zone. Smoking is strictly

not allowed inside its premises
- Employees are advised to keep noise level at its
minimum, avoid shouting and loafing or hanging
around.

• Performance Evaluation44

♦ Performance evaluation shall be in accordance with

Office Order No. 50, s. 2014

♦ Period
• Performance evaluation shall be conducted every six
(6) months, which shall comprise one rating period.
The rating periods shall be from January to June and
July to December of each year.

♦ Individual Performance Commitment Review

(IPCR)
• Employees are required to submit their performance
targets at the start of rating period.
• The IPCR with monthly actual accomplishment
reports shall be submitted by the employee on a
monthly basis.

• An employee dissatisfied with the given

rating may appeal in accordance with the
procedure provided for in the NWPC SPMS

44. Office Order No. 50, s. 2014 (NWPC Strategic Performance management System or SPMS)
 P a g e | 31

• Promotion45

Promotion shall be in accordance with NWPC Merit,

Selection and Promotion Plan (MSPP) pursuant to CSC
Memorandum No. 03, series of 2001,

The MSPP covers all career and non-career positions in this

office including its Regional Boards classified under the first,
second and third levels of the career service except the
positions of Deputy Executive Director and Executive Director.

♦ Guidelines on Selection and Promotion

The hiring and promotion of all personnel is subject to the

following general guidelines:

• Employees who are qualified may apply and be

considered for the position

• All qualified next-in-rank will be given NWPC SB

Form 1 to indicate their interest for the position

• Employees who are not next-in-rank may apply and

be considered provided they meet the minimum
requirements of the position.

• A qualified employee detailed to another agency may

be considered for promotion.

• An employee on probationary period or a newly

promoted employee may be considered for
promotion provided that he/she meets the
minimum requirements and has served for at least
six month in his current position unless the vacancy
is an open position for which the service

45. NWPC Merit Selection and Promotion Plan (MSPP)

 P a g e | 32

requirement shall not be necessary.

• An employee on scholarship/ training grants

whether local or foreign or on maternity leave may
be considered for promotion. If promoted, he/she
has to assume the position within one (1) month’s
time upon return to work or completion of approved
study or maternity leave, whichever is earlier,
otherwise the appointment shall be automatically
cancelled.

• An employee may only be promoted to a position

which is not more than three (3) salary grades
higher than the employee’s present position, except
in very meritorious cases .

• The following criteria/factors shall be considered in

determining the comparative competence and
qualifications of all candidates/applicants:

- Performance

This shall be based on the last two (2)

performance ratings. No employee shall be
considered for promotion unless such
performance ratings are at least very satisfactory.

- Education and Training

These shall include educational background,

successful completion of training courses,
scholarships/grants, seminars and other similar
developmental courses that are relevant to the
duties of the position to be filled.

- Experience and Accomplishments

 P a g e | 33

These shall include the occupational history,

relevant work experience acquired either from
the government or private sector and
accomplishment.

- Physical Characteristics and Personality Traits

These refer to the physical attributes, attitude

and personality traits of the individual material
for the position.

- Potential

This is an estimate or prediction of a employee’s

capacity and ability to perform the duties and
assume the responsibilities of the position to be
filled and those of higher or more responsible
positions.

- Outstanding Accomplishments

These refer to work-related special

accomplishments which are worthy of special
commendations and used by the Commission
and Regional Boards to deliver services
effectively and efficiently.

• An employee who has been sick or on vacation leave

of absence for at least three months whether with
pay or without pay may be considered for
promotion.

• A pending administrative case shall not bar an

employee for promotion.
 P a g e | 34

• No employee may be promoted within six months

before retirement unless the law provides otherwise.

III. CAREER AND PERSONNEL DEVELOPMENT

The agency sends the employees to trainings depending on

the needed skills for enhancement and improvement of the
employees’ competence necessary in an efficient and effective
delivery of service.

• Training and Development46

The training programs may be the following:

♦ Orientation/Program

This refers to activities and courses designed to inform

new employees about agency/government programs, thrusts,
and operations as well as on their duties/responsibilities
including benefits.

♦ Re-orientation Program

This refers to courses designed to introduce new duties and

responsibilities, new policies and programs to employees
who have been in the service for quite sometime.

♦ Employee Development Program

This refers to courses aimed at maintaining a high

level of competence on basic workplace skills among
employees in the first level in the career service.

♦ Professional/Technical/Scientific
This refers to substantive programs in specific

46. Section 7, Rule VIII of Omnibus Rules Implementing Book V of EO 292

 P a g e | 35

professional/technical/scientific areas for enhancement of

skills and knowledge of second level personnel in the career
service. The second level employee needs to improve and
enhance skills and knowledge to be competitive and attain

♦ Middle Management Development Program

This refers to a set or series of planned human

resources interventions and training courses designed to
provide division chiefs and other officials of comparable
rank with management and administrative skills and to
prepare them for greater responsibilities.

♦ Executive Development Program

This refers to activities and experiences and continuing

education intended to enhance the managerial skills of
government officials or executives who belong to the third
level.

♦ Value Development Program

This refers to courses which are designed to enhance

and harness the public service values of participants to be
effective government workers.

♦ Pre-Retirement Program

This refers to courses which are intended to familiarize

would-be retirees on the government retirement plans and
benefits as well as available business opportunities or
other productive options/pursuits.

• Scholarship and Training Programs47

Employees may avail of the scholarships and training

47. DOLE Administrative Order No. 294, s. 2004 ; DOLE Administrative Order No. 59, s. 2009
 P a g e | 36

programs provided for by DOLE, and other government

agencies like the Civil Service Commission and Development
Academy of the Philippines.

For more information of the scholarships provided,

below are the respective contact numbers and website:

• Civil Service Commission

Website: www.csc.goov.ph
Telephone: (632) 931-8092/7939/7935

• Development Academy of the Philippines

Website: www.dap.edu.ph
Telephone: (632) 631-0921 to 30

• Employee Suggestions and IncentiveAwards System48

Each agency of the government shall establish its own

Employee Suggestions and Incentives Award System.

♦ Objective

The System is designed to encourage creativity,

innovativeness, efficiency, integrity and productivity in the
public service by recognizing and rewarding officials and
employees, individually or in groups, for their suggestions,
inventions and superior accomplishments and other personal
efforts which contribute to the efficiency, economy or other
improvement in government operations or for other
extraordinary acts or services in the public interest.

48. Sec. 35, Chapter 4, Book V, E.O. 292; Rule X, IRR, Book V, EO 292
 P a g e | 37

♦ Coverage

The System shall apply to all officers and employees of the

Commission including its Regional Boards.

♦ Awards

Under the System, any of the following types of

contributions shall be entitled to an award:

• Idea type contribution which shall refer to an idea, a

suggestion or an invention for improvement to effect
economy in operation, to increase production, improve
working conditions or service or otherwise benefit the
government.
• Performance type contribution which shall refer to:
- Performance of an extraordinary act or service in the
public interest in connection with or related to one’s
official employment; or
- Outstanding community service or heroic acts in the
public interest; or
- Sustained work performance for a minimum period
of one year which is over and above the normal
position requirement of the individual or group.
• Sports and Cultural Activities

The agency has provided gym for physical and health

wellness of the employees. It also encourages its employees to
join the DOLE Sports fest program which is conducted yearly.
The event includes ball games, board games, darts and others.
Sports enthusiast may enlist their names to the sports
coordinator assigned.

Depending on the DOLE anniversary theme which varies

every year, it is in this event where employees of the DOLE
 P a g e | 38

Family showcase their talents and Philippine culture like the

SAYAWIT. It is usually a competition between the DOLE
Bureaus, Services and Attached Agencies.

IV. NWPC GRIEVANCE MACHINERY49

It is the agency’s declared policy to promote wholesome and

desirable employee relations within the NWPC and its RTWPBs
through the expeditious resolution of employees’ complaints and
grievances. It covers all levels of officials and employees including
its Regional Boards and non-career employees whenever
applicable.

Grievance refers to a work-related dissatisfaction expressed

verbally or in writing which in the aggrieved employee’s opinion,
has been ignored or dropped without due consideration.

• Non-Applicability of Legal Rules and Technicalities

Grievance proceeding shall not be bound by formal legal

rules and technicalities. Even verbal grievance must be acted upon
expeditiously. The services of a legal counsel shall not be allowed.

• The Grievance Committee

The composition of the Grievance Committee in the

NWPC and its Regional Boards are as follows:

♦ NWPC
• Deputy Executive Director as Chairperson
• One Management Representative
• One Member from Employees Association

♦ RTWPB
• Board Secretary as Chairperson

49. NWPC Manual on Grievance Handling ;Sec. 37, Book V, E.O. 292 and Rule XII of its IRR, CSC
Resolution No. 010113 dated 10 January 2001; CSC Memorandum Circular No. 2, s. 2001
 P a g e | 39

• One Supervisor
• One Member from the Employee’s Association

The Chief of the Administrative Division shall serve as

Secretariat to the Grievance Committee.
• Application of Grievance Machinery

The following cases are subject of Grievance Machinery:

• Non-implementation of policies, practices and

procedures on economic and financial issues and other
terms and conditions fixed by law, including salaries,
incentives and working hours, leave benefits and delay
in the processing of overtime pay, unreasonable
withholding of salaries and inaction on application for
leave.
• Non implementation of policies, practices and
procedures in recruitment and selection, promotion,
detail, transfers , retirement termination, lay-offs and
other related issues that affect employees such as failure
to observe selection process in appointment, and undue
delay in the processing of retirement papers without
just cause.
• Protest on appointments
• Physical Working Conditions as defined in CSC MC
#0, s. 1994
• Interpersonal relationships and linkages that can affect
the performance of official duties and responsibilities
• All other work related matters giving rise to employee
dissatisfaction outside of those cases enumerated above.

The following cases shall not be acted upon through the

Grievance Committee:

• Disciplinary cases which shall be resolved pursuant to

 P a g e | 40

the Uniform Rules on Administrative Cases

• Sexual harassment cases as provided for in RA7877
(Anti-Sexual Harassment Act of 1995
• Issues and Concerns internal to the union
• Inter union disputes

• Grievance Process

♦ Discussion with Immediate Supervisor

The aggrieved party may file his/her complaint either

verbally or in writing (using the NWPC Grievance Form No. 1)
to his/her immediate supervisor who will settle the case within
his/her level.

Within three (3) days from presentation of the grievance,

the supervisor shall inform the aggrieved party in writing of
the action/decision taken. If not satisfied, the aggrieved party
may brought the same to the supervisor of her supervisor.

If the subject for grievance is the head of the agency, the

grievance should be brought to the undersecretary heading the
Cluster to where NWPC belongs.

♦ Appeals To the Next Higher Authority

♦ Appeal to the Grievance Committee

Should the subject of the complaint is the Grievance

Committee; the said complaint may be elevated to the
Executive Director.

 Appeal to the Executive Director

 Appeal to the DOLE Cluster Head
 P a g e | 41

If dissatisfied with the decision of the Executive

Director, the aggrieved party may submit an appeal
to the Undersecretary heading the cluster where
NWPC belongs.

 Appeal to the Civil Service Commission

The decision of the Cluster Head may be appealed to

the concerned Civil Service Commission within
fifteen (15) working days from receipt of such
decision. A certification of Final Action signed by
the NWPC Grievance Committee shall be attached
to the Appeal to be filed in the CSC.

♦ The Decision of the CSC

The decision of the CSC is final and executory unless

appealed by the aggrieved party.

V. PUBLIC UNIONISM50

• Right to Self-Organization
Section 8, Article XIII (Bill of Rights) in relation to Section
3, Article XIII of the 1987 Philippine Constitution guarantees
the right of all workers including those in the public sector, to
form union, associations or societies for purposes not contrary
to law.

• Eligibility for Membership in Employees’ Organization

All employees may organize themselves and form an

association except the following:
♦ High level, highly confidential and coterminous employees
♦ Members of the Armed Forces of the Philippines

50. 1987 Philippine Constitution, E.O. No. 180 and its IRR; Primer on CNA by CSC; Book V, E.O.
292
 P a g e | 42

♦ Members of the Philippine National Police

♦ Firemen
♦ Jail guards
♦ Other personnel who, by nature of their functions, are
authorized to carry firearms, except when there is express
written approval from management.

• Collective Negotiation Agreement

The Collective Negotiation Agreement is a contract

between the management and the accredited employees
association on the terms and conditions of employment and its
improvement not fixed by law.

♦ Subject of Negotiation

Terms and condition of employment or improvements

thereof, except those that are fixed by law, may be the subject
of negotiation.

♦ CNA Incentives

The CNA Incentive is a cash incentive granted to

government employees who have contributed to the
productivity or cost saving measures in an agency.

As provided in the Department of Budget and Management

Budget Circular Numbers 2011-05 and 2012-04 , the CNA
Incentive of each employee shall not exceed Php25,000.00.

VI. CODE OF CONDUCT AND ETHICAL STANDARDS

FOR PUBLIC OFFICIALS AND EMPLOYEES51

• Norms of Conduct

51. R.A. 6713 (Code of Conduct and Ethical Standards For Public Officials and Employees.
 P a g e | 43

♦ Commitment to public interest

Public officials and employees shall always uphold the
public interest over and above personal interest. All
government resources and powers of their respective offices
must be employed and used efficiently, effectively, honestly
and economically, particularly to avoid wastage in public
funds and revenues.
♦ Professionalism
Public officials and employees shall perform and
discharge their duties with the highest degree of excellence,
professionalism, intelligence and skill. They shall enter
public service with utmost devotion and dedication to duty.
They shall endeavor to discourage wrong perceptions of
their roles as dispensers or peddlers of undue patronage.
♦ Justness and sincerity
Public officials and employees shall remain true to the
people at all times. They must act with justness and sincerity
and shall not discriminate against anyone, especially the
poor and the underprivileged. They shall at all times respect
the rights of others, and shall refrain from doing acts
contrary to law, good morals, good customs, public policy,
public order, public safety and public interest. They shall not
dispense or extend undue favors on account of their office to
their relatives whether by consanguinity or affinity except
with respect to appointments of such relatives to positions
considered strictly confidential or as members of their
personal staff whose terms are coterminous with theirs.
♦ Political neutrality
Public officials and employees shall provide service to
everyone without unfair discrimination and regardless of
party affiliation or preference.
 P a g e | 44

♦ Responsiveness to the public

Public officials and employees shall extend prompt,
courteous, and adequate service to the public. Unless
otherwise provided by law or when required by the public
interest, public officials and employees shall provide
information of their policies and procedures in clear and
understandable language, ensure openness of information,
public consultations and hearings whenever appropriate,
encourage suggestions, simplify and systematize policy, rules
and procedures, avoid red tape and develop an
understanding and appreciation of the socio-economic
conditions prevailing in the country, especially in the
depressed rural and urban areas.
♦ Nationalism and patriotism
Public officials and employees shall at all times be loyal
to the Republic and to the Filipino people, promote the use
of locally produced goods, resources and technology and
encourage appreciation and pride of country and people.
They shall endeavor to maintain and defend Philippine
sovereignty against foreign intrusion.
♦ Commitment to democracy
Public officials and employees shall commit themselves
to the democratic way of life and values, maintain the
principle of public accountability, and manifest by deeds the
supremacy of civilian authority over the military. They shall
at all times uphold the Constitution and put loyalty to
country above loyalty to persons or party.
♦ Simple living
Public officials and employees and their families shall
lead modest lives appropriate to their positions and income.
They shall not indulge in extravagant or ostentatious display
of wealth in any form.
 P a g e | 45

• Duties of Public Servant

1. Act promptly on letters and requests
2. Submit annual performance reports
3. Process documents and papers expeditiously
4. Act immediately on the public's personal transactions
5. Make documents accessible to the public

• Prohibited Acts and Transactions

♦ Financial and material interest

Public officials and employees, shall not, directly or

indirectly, have any financial or material interest in any
transaction requiring the approval of their office.

♦ Outside employment and other activities related

thereto
Public officials and employees during their incumbency
shall not:
• Own, control, manage or accept employment as
officer, employee, consultant, counsel, broker, agent,
trustee of nominee in any private enterprises,
regulated, supervised or licensed by their office
unless expressly allowed by law.
• Engage in the private practice of their profession
unless authorized by the Constitution or by law,
provided that such practice will not conflict or tend
to conflict with their official functions or
• Recommend any person to any position in a private
enterprise which has regular or pending official
transaction with their office.

The above prohibitions shall continue to apply for a

period of one (1) year after resignation, retirement or
separation from public office.
 P a g e | 46

♦ Disclosure and or misuse of confidential information

Public officials and employees shall not use or divulge,

confidential or classified information officially known to
them by reason of their office and not made available to the
public, either:
• To further their private interest, or give undue
advantage to anyone or
• To prejudice the public interest

♦ Solicitation or acceptance of gifts

Public officials and employees shall not solicit or accept,

directly or indirectly, any gift, gratuity, favor,
entertainment, loan or anything of monetary value from any
person in the course of their official duties or in connection
with any operation being regulated or any, transaction
which may be affected by the functions of their office.

• Grounds for Disciplinary Action52

Offenses may be classified into grave, less grave and light

offenses a, as follows:

Grave Offenses Degree Penalties

Dishonesty 1st Offense Dismissal
Gross neglect of duty 1st Offense Dismissal
Grave misconduct 1st Offense Dismissal
Being notoriously undesirable 1st Offense Dismissal
Conviction of crime involving 1st Offense Dismissal
moral turpitude
Falsification of official 1st Offense Dismissal
documents
Physical or mental incapacity 1st Offense Dismissal
or disability due to immoral

52. Book V, E.O. No. 292 and its IRR; Rule IV, Uniform Rules on Administrative Cases in the
Civil Service
 P a g e | 47

or vicious habits
Engaging directly or 1st Offense Dismissal
indirectly in partisan political
activities by the one holding
non-political office
Receiving for personal use of 1st Offense Dismissal
a fee, gift or other valuable
thing in the course of official
duties or in connection
therewith when such fee, gift
or other valuable thing is
given by any person in the
hope or expectation of
receiving a favor or better
treatment than that accorded
to other persons or
committing acts punishable
under the anti-graft laws
Contracting loans of money 1st Offense Dismissal
or other property from
persons whom the office of
the employee has business
relations
Soliciting or accepting 1st Offense Dismissal
directly or indirectly, any gift,
gratuity, favor,
entertainment, loan or
anything of monetary value
which in the course of his
official duties or in
connection with any
operation being regulated by
or any office which may be
affected by the functions of
his office. The propriety or
impropriety of the foregoing
 P a g e | 48

shall be determined by its

value, kinship or relationship
between giver and receiver
and the motivation. A thing of
monetary value is one which
is evidently or manifestly
excessive by its very nature.
Nepotism 1st Offense Dismissal
Disloyalty to the Republic of 1st Offense Dismissal
the Philippines and to the
Filipino people
Oppression 1st Offense Suspension for
six months and
one day to one
year
2nd Offense Dismissal
Disgraceful and immoral 1st Offense Suspension for
conduct six months and
one day to one
year
2nd Offense Dismissal
Inefficiency and 1st Offense Suspension for
incompetence in the six months and
performance of official duties one day to one
year
2nd Offense Dismissal
Frequent unauthorized 1st Offense Suspension for
absences or tardiness in six months and
reporting to duty, loafing or one day to one
frequent unauthorized year
absences from duty during 2nd Offense Dismissal
regular office hours
Refusal to perform official 1st Offense Suspension for
duty six months and
one day to one
year
 P a g e | 49

2nd Offense Dismissal

Gross insubordination 1st Offense Suspension for
six months and
one day to one
year
2nd Offense Dismissal
Conduct grossly prejudicial 1st Offense Suspension for
to the best interest of the six months and
service one day to one
year
2nd Offense Dismissal
Directly or indirectly having 1st Offense Suspension for
financial and material interest six months and
in any transaction requiring one day to one
the approval of his office. year
Financial and material 2nd Offense Dismissal
interest is defined as
pecuniary or proprietary
interest by which a person
will gain or lose something.
Owning, controlling, 1st Offense Suspension for
managing or accepting six months and
employment as officer, one day to one
employee, consultant, counsel year
broker , agent , trustee or 2nd Offense Dismissal
nominee in any private
enterprises regulated,
supervised or licensed by his
office, unless expressly
allowed by law.
Engaging in private practice 1st Offense Suspension for
of his profession unless six (6) months
authorized by the and one (1) day
constitution, law or to one (1) year;
regulation provided such 2nd Offense Dismissal
practice will not conflict with
 P a g e | 50

his official function.

Disclosing or misusing 1st Offense Suspension for
confidential or classified six months and
information officially known one day to one
to him by reason of his office year
and not made available to the 2nd Offense Dismissal
public, to further his private
interest or give undue
advantage to anyone or to
prejudice the public interest.
Obtaining or using any 1st Offense Suspension for
statements filed under the six months and
Code of Conduct and Ethical one day to one
Standards for Public Officials year
and Employees, for any 2nd Offense Dismissal
purpose contrary to morals or 2nd Offense Dismissal
public policy or any
commercial purpose other
than by news and
communications media for
dissemination for the general
public.
Less Grave Offenses Degree Penalties
Simple neglect of duty 1st Offense Suspension for
one month and
one day to six
months.
2nd Offense Dismissal
Simple misconduct 1st Offense Suspension for
one month and
one day to six
months.
2nd Offense Dismissal
Gross discourtesy in the 1st Offense Suspension for
course of official duties one month and
 P a g e | 51

one day to six

months.
2nd Offense Dismissal
Gross violation of civil service 1st Offense Suspension for
law and rules of serious one month and
nature one day to six
months.
2nd Offense Dismissal
Insubordination 1st Offense Suspension for
one month and
one day to six
months.

2nd Offense Dismissal

Habitual drunkenness 1st Offenses Suspension for
one month and
one day to six
months.

2nd Offense Dismissal

Unfair discrimination in 1st Offense Suspension for
rendering public service due one month and
to party affiliation or one day to six
preferences months.

2nd Offense Dismissal

Recommending any person to 1st Offense Suspension for
any position in a private six months and
enterprise which has a six months.
regular or pending official
 P a g e | 52

transaction with his office 2nd Offenses Dismissal

unless such recommendation
or referral is mandated by (1)
law or (2) international
agreements, commitment and
obligations or as part of the
functions of his office

Failure to file Sworn 1st Offense Suspension for

Statements of Assets, one month and
Liabilities and Net Worth, one day to six
and Disclosure of Business months.
Interest and Financial 2nd Offense Dismissal
Connections including those
of their spouses and
unmarried children under
eighteen years of age living in
their households
Failure to resign from his 1st Offense Suspension for
position in the private one month and
business enterprise within 30 one day to six
days from assumption to months.
public office when conflict of 2nd Offense Dismissal
interest arises and/or failure
to divest himself of his share
holdings or interest in
private business enterprise
within sixty days from
assumption of public office
when conflict of interest
arises: Provided however that
those that are already in the
service and a conflict of
interest arises, the official or
employee must either resign
or divest himself of said
 P a g e | 53

interest within the periods

here-in provided, reckoned
from the date when the
conflict of interest has arises
Light Offenses Degree Penalties
st
Discourtesy in the course of 1 Offense Reprimand
official duties 2nd Offense Suspension for
one to 30 days
3rd Offense Dismissal
Improper or unauthorized 1st Offense Reprimand
solicitation or contributions 2nd Offense Suspension for
from subordinate employees one to 30 days
and by teachers and school 3rd Offense Dismissal
officials from school children
Violation of reasonable office 1st Offense Reprimand
rules and regulations 2nd Offense Suspension for
including habitual tardiness one to 30 days
3rd Offense Dismissal
Gambling prohibited by law 1st Offense Reprimand
2nd Offense Suspension for
one to 30 days
3rd Offense Dismissal
Refusal to render overtime 1st Offense Reprimand
services 2nd Offense Suspension for
one to 30 days
3rd Offense Dismissal
Disgraceful, immoral or 1st Offense Reprimand
dishonest conduct prior to 2nd Offense Suspension for
entering the service one to 30 days
3rd Offense Dismissal
Borrowing money by superior 1st Offense Reprimand
officers to subordinates 2nd Offense Suspension for
one to 30 days
3rd Offense Dismissal
Lending money at usurious 1st Offense Reprimand
 P a g e | 54

rates of interest 2nd Offense Suspension for

one to 30 days
3rd Offense Dismissal
Willful failure to pay just 1st Offense Reprimand
debts or taxes due to the 2nd Offense Suspension for
government one to 30 days
3rd Offense Dismissal
Pursuit of private business, 1st Offense Reprimand
vocation or profession
without the permission 2nd Offense Suspension for
required by Civil Service rules one to 30 days
and regulations.
3rd Offense Dismissal

Lobbying for personal 1st Offense Reprimand

interest or gain in legislative 2nd Offense Suspension for
and offices without authority one to 30 days
3rd Offense Dismissal
Promoting the sale of tickets 1st Offense Reprimand
in behalf of private enterprise 2nd Offense Suspension for
that are not intended for one to 30 days
charitable of private welfare 3rd Offense Dismissal
purpose and even in the latter
cases is there is no prior
authority
Failure to act promptly on 1st Offense Reprimand
letters and requests within 2nd Offense Suspension for
fifteen (15 ) days from receipt, one to 30 days
unless otherwise provided in 3rd Offense Dismissal
the rules of implementing the
code of conduct and ethical
standards for public officials
and employees.
Failure to process documents 1st Offense Reprimand
and complete action on 2nd Offense Suspension for
documents and papers within one to 30 days
 P a g e | 55

a reasonable time from 3rd Offense Dismissal

preparation thereof, except as
otherwise provided in the
rules of implementing the
code of conduct and ethical
standards for public officials
and employees.
Failure to attend to anyone 1st Offense Reprimand
who wants to avail himself of 2nd Offense Suspension for
the services of the office, or one to 30 days
act promptly and 3rd Offense Dismissal
expeditiously on public 2nd Offense Suspension for
transactions one to 30 days
3rd Offense Dismissal

VII. SEPARATION53

There are two (2) ways to leave the civil service; voluntary or ,
involuntary.

• Voluntary Separation
It is a voluntary separation when an employee chooses to
quit from public service.

1. Resignation
2. Optional Retirement
3. Abandonment
• Involuntary Separation
Involuntary separation is when an employee is asked to
leave the civil service against his/her will.

1. Mandatory Retirement
2. Abolition of the office
3. Expiration of Appointment
4. Termination

53. Republic Act No. 6656 (An Act to Protect the Security of Tenure of Civil Service Officers and Employees in the Implementation of Government
Reorganization), Executive Order No. 366 Directing the Strategic Review of Operations and Organizations of the Executive Branch and
Providing Options and Incentives for Government Employees Who may be affected by the Rationalization of the Functions and agencies of the
Executive Branch Rule XII Omnibus Rules of Appointment.
 P a g e | 56

5. Total Disability
6. Death

VIII. SEPARATION BENEFITS

♦ Terminal Leave Benefits
This refers to the cash payment of the total accumulated
leave of an official and employees separated from the
service.

♦ GSIS Benefits54

• Retirement Benefits

• Total Disability Benefit

a. Complete loss of sight of both eyes
b. Loss of two limbs at one or above the ankle or
wrist
c. Permanent complete paralysis of two limbs
d. Brain injury resulting to imbecility, sanity or
other irreversible conditions

• Death Benefits

• Burial
Burial benefit is granted to surviving spouse or any
person, provided that the surviving spouse has
acknowledge, the funereal expenses of the deceased
member public official or employee.

• Survivorship
It refers to the claims of beneficiaries of the deceased
GSIS member which is public officer or employee. It
may be cash, pension or both subject to the existing
rules and regulations of GSIS.

For more detailed information and documentary

54. R.A. 8291 (GSIS Act of 1997)

 P a g e | 57

requirements on the GSIS Benefits, please visit their website at

http://www.gsis.gov.ph/ or call their contact numbers (+632) 847-
4747 and email addresses: [email protected] and
[email protected].

Please feel free to communicate with the Administrative

Division on matter related to employment in NWPC and its
RTWPBs.