CHAPTER 1 2.

The Personnel Section shall check the entries of the DTRs

against the documents attached thereto. In case of
PERSONAL POLICES AND PROCEDURES
discrepancies, appropriate corrections shall be made on
I. Office Attendance the DTRs, after which the Personnel In-charge shall affix
his/her initial at the bottom of DTRs.
A. All officials and employees are required to render eight (8) hours
of works a day, for five (5) days a week. Working hours shall be 3. The Department Head shall thereafter verify the entries
from 8:00 am to 12:00 noon, 1:00 p.m. to 5:00 pm, Monday to on the DTRs. DTRs shall be signed by the Department
Friday, with prejudice to the approved flexi-time of certain Head or any designated official.
personnel.
4. Consolidation of submitted DTRs shall be prepared by the
B. A NO noon-break policy shall be implemented in the office. Personnel Section and forwarded to the Accounting
Office with a transmittal indicating the names of the
II. Attendance employees who have submitted their DTRs.

A. General Policies Officials and employees who failed to submit their DTRs
for three (3) consecutive months shall be dropped from
1. All employees are required to register their daily attendance the roll. A memorandum will be issued to the personnel
in the Biometrics located at the Ground Floor of the concerned for his compliance.
Municipal Building.

2. All others employees of LGU-Daram (Department Heads,

second level and First Level Personnel), whether permanent,
D. Submission of pertinent documents for 201 files
coterminous or casual, shall register their daily office
attendance through the Biometrics. Officials and employees shall annually submit and update
pertinent documents for their 201 files: Birth Certificate, NBI
B. Record/Proof of Attendance Clearance, Police Clearance, Transcript of Record, Diploma,
Medical results as to fitness to work, IPCR ratings, among others.
1. Registering attendance in the Biometrics
2. Submitting Daily Time Records (DTR) E. Submission of Sworn Statement of Assets, Liabilities and Net
(SALN)
C. Submission of Proof of Attendance
As all government officials and employees are mandated to live a
1. DTRs shall be accomplished and signed by the employees modest life, they shall submit their Statement of Assets, Liabilities
concerned at the end of each month. and Net annually, certified by the Head of Office.
F. Submission of Individual Performance Commitment and Review in a semester or at least three (3) consecutive months
(IPRC) during the year (CSC MC NO. 4, s. 1991).

Submission of I/OPCR is done every semester which shall 2. Any employee shall be considered habitually tardy if he
determine the target and accomplishment of every employee. It incurs tardiness, regardless of the number of minutes,
is the duty of the Department Head to discuss with his/ her ten (10) times a months for at least two (2) months in a
subordinates the assessment of the performance. semester or at least two (2) consecutive months during
the year.
The supervisor shall indicate qualitative comments, observations
and recommendations in the individual’s employee’s 3. Any officials or employee who incurs under time,
performance and review to include competency assessment and regardless of the number of minutes/hours, ten (10)
critical incidents which shall be used for human resource times a month for at least two months in a semester
development purpose such as promotion and other shall be liable for Simple Misconduct and/or Conduct
interventions. The discussion shall focus on strengths, Prejudicial to the Best Interest of the Service, as the case
competency related performance gaps and the opportunity to may be (CSC MC No. 16, s. 2010, CSC Resolutions No. 10-
address these gaps, career paths and alternatives. 1357 dated July 6, 2010).

G. Leaving the Office for Official/Personal Reasons 4. Any officials or employee who is absent in the morning is
considered to be tardy, and is subject to the provisions
1. Employees going out during office hours on official or on Habitual Tardiness.
urgent personal business are required to secure
permission from their Department Head through the use 5. Any officials or employee who is absent in the afternoon
of Pass Slip. Staying out in the office for more than three is considered to have incurred under time, subject to the
(3) hours is allowed considered it is an emergency case. provisions on under time.
Other than this, the personnel is considered absent.
I. Overtime Services
2. The Guards-on-duty shall keep the Pass Slip records and
submit these to the Office of the HRM Officer at the end Whenever the exigency of the service demands, officials and
of the working day. employees of LGU-Daram may be authorized by the Mayor to
work beyond regular office hours, or on Saturdays, Sundays, and
H. Absenteeism, Tardiness and Under time public holidays. Those authorized to render overtime services
shall claim of the Compensatory Time-Off (CTO).
1. An official or employee in the civil service shall be
considered habitually absent if he incurs unauthorized
absences exceeding allowable 2.5 days monthly leave
credits under the Leave Law for at least three (3) months III. Leave of Absence
 C. Forced Vacation Leave
A. Policy Guidelines
1. All officials and employees with ten (10) days or more
1. All employees, whether permanent or, temporary, or vacation leave credits shall be required to go on vacation
casual, who render work during the prescribed office leave whether continuous or intermittent for a minimum
hours, shall be entitled to fifteen (15) days’ vacation and of five (5) working days annually. However, in the cases
fifteen (15) days sick leave annually with full pay exclusive where the official or employee has to report for work in
of Saturdays, Sundays, and public holidays, without the exigency of the service, the mandatory annual five-
limitation as to the number of vacation and sick leave day vacation leave shall not be deducted from the
credits that they may accumulate. (Section 1, Rule XVI, CSC vacation leave credits of the employee (CSC MC No. 41,
MC No. 40, December 24, 1998) December 24, 1998)

2. All employees can claim the monetary value of their D. Sick Leave
accumulated leave credits from the office where the leave
credits have been earned. 1. Sick leave of absence shall be granted only on account
of sickness or disability on the part of the employee
3. The purpose of the leave shall be clearly indicated in the concerned.
proper spaces provided in the application.
2. Application for sick leave shall be filed immediately
4. An official or employee who is absent without approved upon the employee’s return from such leave. Notice of
leave shall not be entitled to receive his salary absence, however, should be sent to the immediate
corresponding to the period of his unauthorized leave of supervisor.
absence.
3. Applications for sick leave in excess of five (5)
5. An official/employee who is continuously absent without successive days shall be accompanied by a medical
approved leave for at least thirty (30) calendar days shall certificate.
be considered AWOL and shall be dropped from the rolls.
4. When an employee has already exhausted his sick
leave credits, he may use his vacation leave credits but
B. Vacation Leave not vice versa (Section 56, CSC MC No. 14)

1. The grant vacation leave of absence is discretionary on the E. Maternity Leave

part of the LCE. Thus, the mere filing of an application for
leave does not entitle the employee to go on leave 1. In addition to the vacation and sick leave, every
outright. woman in the government service shall be entitled
in cases of pregnancy to maternity leave of One
 Hundred Five (105) calendar days subject to the and the salary for actual services rendered
following conditions: effective the day she reports back for work.

a. Those who have rendered an aggregate of F. Paternity Leave

two (2) or more years of service shall be
entitled to One Hundred Five (105) days 1. Every married male employee is entitled to
maternity leave with full pay. paternity leave of seven (7) working days for each
of the first four (4) deliveries of his legitimate
b. For those who have rendered one (1) year spouse with whom he is cohabitating.
or more but less than two (2) years of
service, maternity leave shall be 2. Paternity leave is non-cumulative and strictly non-
computed in proportion to their length of convertible to cash.
service.
G. Rehabilitation Leave Privileges
c. Those who have served for less than one
(1) year shall be entitled to sixty (60) days The following are the guidelines for availing of the rehabilitation
maternity leave with half pay. leave privilege:

2. The availment of maternity leave cannot be 1. All personnel with permanent, temporary, casual, or
deferred but it should be enjoyed within the actual contractual appointments, including those with fixed
period of delivery in a continuous and term of office, may avail themselves of the Rehabilitation
uninterrupted manner, not exceeding sixty (60) privilege during their employment on account for wounds
calendar days. and/ or injuries sustained while in the performance of
official duties.
3. Every woman, married may be granted maternity
leave in every instance of pregnancy irrespective 2. Performance of official duties means situations wherein
of its frequency. the officials or employee was already at work. The same
privilege may be extended to officials and employees
4. A female employee who wants to report back to meets and accident while engaged in activities inherent
duty before the expiration of the maternity leave to the performance of his/her duties, including being on
may be allowed to do is physically fit to assume Official Business, authorized overtime, and Special Order.
the duties of her position.

5. Should the employee return to work before the 3. An official/ employee who is availing of the Rehabilitation
expiration of her maternity leave, she may receive Privilege shall receive his/ her salaries and regular
benefits granted under the maternity leave law benefits such as Personnel Economic Relief Allowance
 (PERA), Additional Compensation (AdCom), year-end 2. An unmarried person who has preferred to keep and rear
bonus, and cash gift mandated by law. the child/children instead of having others care for
him/her/then or give him/her/them up to a welfare
However, he/ she is not entitled to benefits and privileges institution;
that are enjoyed based on the actual performance of
duties of the position such as Representation and Travel 3. Any family member who assumed the responsibility of
Allowance. head of family as a result of the death, abandonment,
disappearance, or prolonged absence of the parents or
H. Parental Leave Privileges solo parent, provided, that such abandonment,
disappearance, or absence last for at least one (1) year.
Any individual in the government service who falls under any of
the following categories shall be considered a Solo Parent for the A parent leave of seven (7) days in addition to existing
availment of the Parental Leave: leave privileges shall be granted to any solo parent
employee subject to the following conditions:
1. Parent left solo or alone with the responsibility of
parenthood due to any of the following circumstance: a. The solo Parent must have rendered
government service for at least one (1) year,
a. Death of spouse; whether continuous or broken, reckoned at
the time of the affectivity of RA 8972 the “
b. Detention of the spouse or serving sentence for a Solo Parents’ Welfare Act of 2000,” on
September 22, 2002 and regardless of
c. Criminal conviction for at least one (1) year; employment status.

d. Physical /mental incapacity of spouse as certified 1. It shall be availed of every year and shall not be
by a public medical practitioner; convertible to cash and if not availed of within the
e. Legal separation or de facto separation from calendar year, shall be forfeited.
spouse for at least one (1) year provided he/she
has custody of the child/children; 2. It can be availed of on a staggered or continuous basis
subject to approval by the head of agency. The
f. Declaration of nullity or annulment of marriage as application shall be submitted at least one (1) week
decreed by a court or by a church, provided, prior to its availment, except on emergency cases.
he/she has custody of the child/children; and
3. It can be availed of under any of the following
g. Abandonment of spouse for at least one (1) year circumstances:
 a) Attend to personnel milestone of a child such 1. An official/employee who intended to sever his employment
as birthdays, first communion , graduation, and may apply for terminal leave. Application for terminal leave is
other similar events; allowed only if the employee’s resignation, retirement or
separation from the service be without any fault on his part.
b) Perform parental obligations such as
enrollment and attendance in school programs, K. Leave of Absence Without Pay
PTA meetings, and the like;
1. Application for leave of absence without pay may be granted
c) Attend to medical, social, spiritual, and to officials and employees, subject to the following
recreational needs of the child; and conditions:

d) Other similar circumstances necessary in the a. Leave of absence without pay shall not exceed one (1)
performance of parental duties and year (Section 57, CSC MC No. 41, s. 1998)
responsibilities, where the physical presence of
parent is required. b. In the interest of the service, the position temporarily
vacated by such leave may be filed by a substitute for the
4. A solo Parent employee who applies for parental leave duration of the leave.
shall secure a Solo Parent Identification Card from the
City/Municipality Social Welfare and Development L. Application for Leave
Office. The ID card is valid for one (1) year from
1. Application for leave of absence (sick, vacation,
issuance but renewable yearly. Failure to renew card
maternity, terminal, etc.) shall be filed in triplicate in a
means that the status as solo parent has ceased or has
duly accomplished CSC Form No. 6 and submitted directly
changed.
to the Personnel Section.
I. Study Leave Program 2. Recommending Authority- It shall be the duty of the
Regional Chief Administrative Officer to recommend the
This program grants qualified personnel the privilege of time off approval of the application for leave of absence
from the work with pay for a period not exceeding (a) six (6)
months in their preparation for the bar or board examinations or 3. Supporting Papers
(b) four (4) months for completion of master’s degree. No a. Sick Leave
extension shall be allowed herein. If more time needed, the
grantees may file a leave of absence chargeable against vacation a. 1. Medical certificate in case leave exceeds five (5)
leave credits. consecutive days (Section 53, CSC No. 41, s. 1998). In case
medical consultation is not availed of, an affidavit should be
J. Terminal Leave executed by the applicant.
 b. Vacation Leave 1. An official or employee who retires or voluntarily resigns, is
allowed to resign, or is separated from the service through
b. 1. Where leave exceeds thirty (30) days, clearances as
no fault of his own shall be entitled to the communication of
to money and property accountabilities and as to
his vacation/sick leave credits, exclusive of Saturdays,
administrative and criminal charges.
Sundays and holidays without limitation as to the number of
c. Maternity Leave days of leave he accumulated, provided his leave benefits
are not covered by any special law (Section 26, CSC MC No.
c. 1. Certificate of Live Birth of the child 41, s. 1998)
c. 2. Where commutation of leave is requested, clearances
as to money and property accountabilities and as to 2. Monetization of leave credits may be allowed, at the
administrative and criminal charges discretion of the LCE, if the number of days to be monetized
exceeds fifteen (15) days, provided of the availability of
c. 3 1 In case of abortion (complete/incomplete) funds and justifiable reasons, such as:
c. 3. 1 medical certificate of attending physician, duly
notarized a. Health, medical and hospital needs of the employee and
the immediate members of his/her family.
d. Paternity Leave b. Financial aid and assistance brought about by force
majeure events such as calamities, typhoons, fire,
d. 1 Marriage Contract
earthquake, and accidents that effects the life, limb/ and
d. 2 Certificate of Live Birth of the Child property of the employee and his/her immediate family;

e. Terminal Leave
c. Education needs of the employee and the immediate
e. 1 Clearance as to money and property accountabilities members of his/her family;

e. 2 Clearance as to administrative charges d. Payment of mortgages and loans which were entered
e. 3 Service Record into for the benefit of the employee and his/her
immediate family;
M. Cumulation of Leave
e. In cases of extreme financial needs of the employee or
1. Vacation and sick leave shall be cumulative and any part his/her immediate family where the present sources of
thereof not taken in the calendar year were earned, may income are not enough to fulfill basic needs such as
be carried over to the succeeding years (CSC MC No. 41, s. food, shelter, and clothing; an
1998)
f. Other analogous cases as determined by the top
N. Commutation and Monetization of Leave Credits management (CSC MC No. 41, s. 2002)
 O. Computation Leave Friday- Any formal Attire

1. Computation of vacation and sick leave shall be made on 2. If wearing skirts, it should be at least knee-length;
the basis of one (1) day vacation and one (1) day sick
leave for every twenty-four (24) days of actual service 3. Appropriate foot ware shall mean closed formal shoes;
(Section 27, CSC MC No. 41, s. 1998) however, mules, sling bag shoes and peer shoes are allowed

2. The term “actual service” refers to the period of 4. Identification Card (ID) must be wore at all times while on
continuous service from time of the periods covered by official duty.
any reason other reason other than illness, shall not be
counted as part of the actual service rendered (Section A. Prohibited Attire
28, CSC MC No. 41, s. 1998)
Should the clothing allowance be granted in the form of cash, the
3. Tardiness and under time shall be deducted from provisions of the Revised Dress Code for all Government Officials and
vacation leave credits and shall not be charged against Employees as prescribed in the Civil Service Commission (CSC) in its
sick leave is supposed by a medical certificate and an Memorandum Circular (MC) No. 9, s. 200, “ Revised Dress Code for All
application for leave of absence (Section 34, CSC MC No. Government Officials and Employees” , dated October 31, 2000, shall be
41, s. 1998) strictly followed, viz.

Chapter Two
1. The following attire are prohibited when performing official
OFFICE RULES AND REGULATIONS functions:

(a) Gauzy, transparent or net-like blouse or

I. Prescribed Office Uniform shirt;

Memorandum Circular (MC) No. 01-2008 January 17, 2008, provides (b) “sando”, sleeveless, strapless, or
for the following “Guidelines on the (A) Grant of Uniform/Clothing spaghetti-strapped blouse, tank tops
Allowance; and (B) Wearing of Office Uniform /Appropriate attire.” (unless worn as an undershirt), blouse
with over-plunging necklines;
1. Officials and employees should strictly wear their proper
office uniform, according to color-coding, as scheduled: (c) Micro-mini skirt, walking shorts, cycling
shirts, leggings, tights, jogging pants,
Monday- Pink Uniform Capri pants, pedal pushers;
Tuesday- Yellow Uniform
Wednesday- Blue Uniform 2. The sporting of long and unkempt hair, as well as wearing of
Thursday- Green Uniform earring and body ornaments by male employees are not allowed.
 6. They must not use their offices as a residence or for any other
3. Denim or “maong” pants, collarless t-shirts for men, rubber purposes than for official functions.
shoes, sandals, and step-ins are allowed on Fridays only.
7. They are not permitted to gamble, drink alcoholic beverages, or
B. Implementation and Monitoring engage in any form of improper unbecoming conduct within the
premises of Municipal Hall.
1. All Department Heads and immediate supervisors shall be
responsible for: III. Telephone Courtesy

(a) Implementing these guidelines; 1. When answering calls:

a. State of giving name of office;
(b) Monitoring compliance with these guidelines; b. Say ‘Good morning’/”Good Afternoon”/ “Good evening” and
“May I help you”.
(c) Reporting and submitting cases if violations for proper c. Then, converse with party in a courteous and clear voice.
disciplinary action
2. When employee being called is not in the office:
II. Other Office Rules and Regulations
a. Inform calling party when person being called is expected at
In addition to existing rules and regulations of the Civil Service, office.
the following rules and regulations must be strictly observed and
violation thereof shall be a ground for disciplinary action: b. Ask for calling party’s name, address, phone number, and
message.
1. All officials and employees are required to attend the flag
ceremony and flag retreat. c. Assure party that action will be taken on his/ her message or
call will be returned, if requested.
2. They must not loiter or gather in groups and waste working
hour’s idle talk. d. Fill out a call slip immediately and place it on the table of the
person being called.
3. They must limit their personal telephone calls.

Chapter Three
4. They must not leave the office without the permission of their
supervisors. OFFICIAL TRAVEL

5. They must refrain from photocopying unofficial documents. I. Definition of Terms

A. Official Travel- duly authorized travel undertaken for an official G. Incidental Expenses – is the amount that includes but not limited
purpose en route to a specified destination and back to a to baggage fee, travel insurance, porterage, and local inland
permanent station which can either be: transport

1. On official business – where travel is credited on official time H. Proper Accounting – refers to the procedure whereby the
and travel and incidental expenses are allowed by and prescribed liquidation documents are submitted to and received,
charged to the Regional Office; or recorded in the accounts of the accountant

2. On official time – where travel is credited in official time only I. Liquidation - is the liquidation documents in the books of
and all travel and incidental expenses incurred in connection accounts by the accountant as a credit to the cash advance
thereto are for the travel and incidental expenses incurred in account after verifying the same
connection thereto are for the personal account of the
official/ employee and not chargeable to the office II. Specific Guidelines

B. Permanent Official Station – the regular or permanent place of 1. Local Travel

work of an official / employee; the place where the official/
employee is expected to be most of time as required by the very a. Travel Orders must be approved by the LCE 5 days before
nature of his duty. the travel dates.

C. Travel Time – the period between actual departure from and b. Officials and employee who use government vehicle shall
return to the permanent official station which shall include one not be entitled to transportation expense.
(1) day before and one (1) day after for domestic travels
c. Travel Beyond Fifty-Kilometer Radius:
D. Travel Expense – is the amount authorized to cover hotel or
lodging rates, meals and incidental expenses, excluding 1. The local travel expenses of officials and employees,
transportation expenses going to and from the travel destination. regardless of rank and destination, shall be in the amount of
Eight Hundred Pesos (P800.00) per day.
E. Transportation Expense – is the amount authorized to cover
expenses from the permanent official station or residence to the 2. Personnel who take taxi may be entitled to reimbursement in
destination or place of work assignment in the field and back to the amount of P300.00 only.
the permanent official station or residence
3. The officials/ employee shall draw up a liquidation report
F. Hotel Room or Lodging Rate – is the daily hotel or lodging cost supported by the following documents:
including taxes and services charges
a. Certificate of Travel completed with itinerary of travel
attached
 b. Used plane, boat or bus tickets from the official B. Representation and Transportation Allowance (RATA)
station or residence to the place of destination, but
expenses for rebooking shall not be allowed unless The grant of RATA is given to a) those who are expressly
supported by satisfactory explanation authorized by the GAA and those of equivalent rank as
may be determined by the DBM; and b) those who are
c. Official receipts duly designated by competent/ appointing authority to a
vacant position which is entitled to RATA.
d. Certificate of Appearance/ Participation
C. Personnel Economic Relief Allowance (PERA)
e. Appendix B
The PERA in the amount of Five Hundred Pesos (P500.00)
f. Accomplishment Report/Post Travel Report is given monthly to all employees irrespective of
employment status as provided for under GAA. The PERA
Chapter Four
replaced the Cost of Living Allowance (COLA) which was
EMPLOYEE’S BENEFITS, PRIVILEGES AND SEVICES integrated into the basis salary pursuant to the provisions
of RA 6758 or the “Salary Standardization Law.” Under
Allowances are emoluments granted in addition to fixed compensation or in the DBM Budget Circular No. 2009-3, the PERA in the
exchange for services rendered. Allowances are paid or given in cash or in kind amount of Five Hundred Pesos (P500.00) per month and
subject to certain conditions provided for by law authorizing the grant. the Additional Compensation (ADCOM) in the amount of
I. Allowances One Thousand Five Hundred Pesos (P1, 500.00) have
been combined as PERA in the amount of Two Thousand
A. Clothing Allowance Pesos (2,000.00).

The appropriation that may be used for uniform of II. Productivity Enhancement Incentive
clothing allowance of each employee shall be in
accordance with the General Appropriations Act (GAA). The PEI is granted to all officials and employees who have
Guidelines for the grant: rendered at least one (1) year of services.

1. Annual clothing allowance shall be given to all III. Longevity Pay

employees, irrespective of employment status,
who have been in the service for at least six (6) Officials and employees who for each five (5) years of continuous,
consecutive months, provided they serve the efficient and meritorious service have rendered in the
agency for another six (6) months from the day Department shall be entitled to longevity pay.
receive the allowance.
IV. Year-end Benefits
 A. Who are entitled 1. Compulsory Member and Life Insurance Coverage

Those who render at least four (4) months of service from Membership in the GSIS shall be compulsory for all
January 1 to October 31 of each year and who are employed in employees receiving compensation who have not reached
the government service as of October 31 of the same year shall the compulsory retirement age, irrespective of employment
each receive a Christmas bonus equivalent to one month basis status. Consequently, they are covered with life insurance
salary and additional cash gift of Five Hundred Pesos Only upon entrance to duty.
(P500.00) (Section 1, RA 6686).
There are two (2) kinds of Compulsory GSIS Life Insurance
B. Rules and Regulations programs: the Enhanced Life Policy (ELP) and the Life
Endowment Policy (LEP).
Additional rules and regulations on the grant of year-end bonus
and cash gift shall be subject to existing Budget Circulars of the ELP provides coverage for those who are entered after July
Department of Budget and Management (Budget Circular No. 15, 31, 2003. However, members whose policies have matured
March 5, 1998) are also covered by ELP. Maximum loanable amount is up to
90 % of the accumulated termination value of the policy.
V. Step Increment
LEP is the life insurance policy issued to those who entered
VI. Loyalty government prior to August 1, 2003. Maximum loanable
amount is up to 50% of the accumulated termination value of
A loyalty cash award is granted to all officials and employees who the policy.
have rendered ten (10) years of continuous and satisfactory
service in the government (CSC MC No. 6, February 26, 2002 2. Issuance of a Policy Contract
(Revised Policies on the Grant of Loyalty Award)
An employee is required to accomplish and submit to the
VII. Program on Award and Incentives for Services Excellence (DAR GSIS, the Information for Membership form as prescribed by
PRAISE) the GSIS together with a certified photocopy of Service
Record and Appointment duly approved by the CSC, for the
The LGU-Daram has constituted PRAISE Committee that shall issuance of a policy contract.
discuss matters on awards and incentives for service excellence to
its personnel. 3. Contributions

VIII. GSIS Benefits Effective January 1, 2003, the rate of contribution payable by
the member shall be twelve percent (12%) based on the
A. General Policies and Rules actual monthly salary of the member.
 CSV of the policy, the insurance should have been
B. Compulsory Life Insurance Benefits force for at least one (1) year and any indebtedness
thereon will be deducted.
1. Benefits Coverage f. Dividends – An annual divided may be granted that
the life of insurance is in force for last least one (1)
a. Maturity Benefit – Upon maturity of the life year in accordance with the divided allocation
insurance policy, the amount appearing on the policy formula determined by GSIS.
contract shall be paid to the number after deducting
the policy loan balance (if any) from the proceeds of C. LOAN Privileges
the insurance benefit. If the member is already
separated from the service upon the maturity date of This can availed by a member who has been in the government
the policy, the salary loan balance is likewise service for at least twenty (20) months.
deducted from the proceeds.
a. Availment Conditions
b. Death Benefit – When a member dies prior to the
maturity of the insurance policy and during its An employee must:
continuance, GSIS shall pay to the designated
beneficiaries to his legal heirs the face amount of the a. 1. have no pending administrative or criminal
policy less any indebtedness. case of date of application;

c. Accident Death Benefit – When the death of the a. 2. not be on leave of absence without pay;
member is accidental, the GSIS shall pay the
designated beneficiaries or the legal heirs, an a. 3. have a net take home pay sufficient to cover
additional of his compulsory insurance. the regular monthly amortization, and in no less
than Three Thousand Pesos (3000.00)(in
d. Waiver Of Premiums – When the member is accordance with the General Appropriate Act).
separated from the service due to permanent total
Renewal of an existing salary loan shall be allowed after payment of at least six (6)
disability, as determined by the GSIS, the premiums
monthly installments.
that may become due and payable during the period
of disability shall be deemed waived and considered b. Effect of death or disability on the loan
totally paid.
b.1 Should the employee die or become permanently
e. Cash Surrender Value (CVS) – Refers to the amount and totally disabled during the term of the loan, the
paid to the member who is separated from the theoretical balance loan (the balance of the loan if the
service either by resignation or retirement while the member constantly pays the monthly installments on or
policy has not yet matured. To be able to collect the before the due dates) after the date of such death or
 disability shall; by virtue of the SALARY LOAN
REDEMPTION INSURANCE coverage, be deemed paid. b. Be active service and not on leave of absence
without pay;
b. 2 However, if the arrearages on the loan, the
difference between the actual balance on the loan and c. Has no pending criminal or administrative
the theoretical balance shall be deducted from the charges;
appropriate social insurance benefits of the deceased
employee. The insurance coverage is automatically d. Has no arrearages I the payment of mandatory
terminated when the borrower pays the loan full, or social insurance contributions; and
renews the loan, or upon expiration of the term of the
loan, whichever comes first. e. Has no loan that has been declared in default.

2. Policy Loan - granted to an employee who has been

insured for at least one (1) year. The member must have IV. PAG-IBIG Fund Benefits
an active policy updated premium payments.
A. Coverage
3. Housing Loan – an innovative housing loan program that Membership in the Fund shall be mandatory upon all employees
allows qualified members to borrow money to buy covered by the GSIS, regardless of their employment status, and their
house/s a flat at fixed rate of eight percent (8%) per year. employees.
Pre-owned Properties- qualified members or non-
members may choose from a list of pre-owned properties B. Benefits
all over the country. It can paid in cash or through 1. Dividends
installments at six percent (6%) per year. 2. Return of Contributions
3. Housing Features
4. Cash Advance Loan - the (10,000.00) Cash advance loans 4. Benefit Programs
bears an interest of twelve percent (12%) payable in tree 5. Portability of Membership
(3) years and can be availed of only once. 6. Optional Withdrawal of Contributions
7. Death Benefits
5. Emergency/Calamity Loan – bears an interest rate of eight
percent (8%) per annum is payable in equal monthly IX. Retirement Benefits
installments for a term of three (3) years. The following laws govern retirement: Republic Act (RA) 910, as a
mended by RA 9946, RA 660, RA 1616 and RA 82921 amending
Who can avail – To qualify, the member- applicant be: PD 1146 for employees.

a. A bona fide employee of the government office A. Republic Act No. 9946 (Implementing Rules and Regulations)
within the declared calamity area;
B. Implementing Rules and Regulations of Republic Act No. 10154,
Otherwise Known as An Act Requiring All Concerned Government a. The security personnel on duty shall conduct a periodic
Agencies to Ensure the Early Release of the Retirement Pay, Pensions, daily inspection of all areas under his jurisdiction and
Gratuities and other Benefits of Retiring Government Employees. accomplish a report thereon for submission to the Office
of the Mayor.
Chapter Five

SECURITY MEASURES b. No package or property except those with proper

authorization or property gate pass provided for this
To effectively and efficiently secure LGU-Daram premises, purpose shall be taken out of the office premises.
property, personnel and records, a security force was outsourced to
implement safety measures/standards to attain this objective. c. Property gate passes must be surrendered to the
security personnel on duty for filing and record
The employees must cooperate with the security personnel on purposes.
the following matters:
d. The personnel of each office shall see to it that electrical
I. Wearing of the Prescribed Uniform equipment and lighting facilities are put off after office
hours.
The security personnel shall monitor the wearing of the
prescribed uniform. This is to easily distinguish employees from e. The security personnel on duty after office hours and on
visitors. weekends shall inspect all electrical equipment and
lighting facilities to ensure they were properly
II. Wearing of Personnel ID unplugged/switched off.

2. All officials and employees must wear their f. Each office shall be provided with fire extinguishers and
Identification Cards at all times while inside the other standard safety equipment.
office premises

3. Admission of Visitors The General Service Section shall conduct periodic inspection of the office
buildings and facilities to check on their proper maintenance and compliance with
a. Visitors shall be admitted for official business only. safety standards.
Visits of personal nature shall be discouraged.
Chapter Six

b. Visitors shall surrender Identification cards for which a TRAINING AND DEVELOPMENT PROGRAM
visitor’s ID shall be issued.
It is the responsibility of each agency to conduct training and
development for all its officials and employee designated to upgrade their
1. Property Safeguard and Control
knowledge, moral fitness, probity, efficiency and capability (Section 1, Rule VIII of 4. Values Development Program refers to courses which are designated to
the CSC Omnibus Civil Service Rules Implementing Book V of EO No. 292). These enhance and harness the public service of employees to be effective
programs are likewise aimed to enhance the career progress and personal growth government workers
of an employee and these include scholarships, study grants, study leaves,
trainings, seminars, workshops, conferences, and conventions. 5. Supervisory Development Program refers to activities and continuing
education intended to enhance the managerial skills of government
To implement this mandate, LGU-Daram has established the Human
officials or executives who belong to the third level
Resource Development (HRD) Unit which is tasked to formulate and implement
activities and programs their Training Needs Assessment which shall determine
I. Scholarships
the programs that are relevant to their job positions.
All invitations to local or foreign scholarships are addressed to the
II. Training for All Officials and Employees Mayor’s Office. Procedures on the availment of scholarship
programs are stipulated in the Procedure on Scholarship.
1. Orientation Program refers to activities and courses
designated to inform new employees about Chapter Seven
agency/government programs, thrusts and operations as well EMPLOYEES ORGANIZATION AND ACTIVITIES
as their and responsibilities as well as benefits

2. Reorientation Program refers to courses designated to I. Legal Basis

introduce new duties and responsibilities, new policies and
programs to employees who have been in the service for quite The right to form employee’s organization is mandated by the
some time Constitution (Section 8, Article III, 1987 Constitution) which
provides that “the right of the people, including those employed
1. Professional/technical Program refers to substantive programs in specific in the public and private sectors, to form unions, associations or
professional/ technical areas for enhancement of skills and knowledge of societies for purposes not contrary to law shall not be abridged.”
personnel in the career service This is consistent with the provision that the right to self-
organization shall not be denied to government employees.
2. Employee Development Program refers to courses aimed at maintaining
a high level of competence in basic workplace skills among employees in II. Employees Organizations/Activities
the career service
LGU-Daram Employees Association
3. Middle Management Development Program refers to a series of planned
human resource intervention and training courses designed to provide  An association, open to all employees of LGU-
Division Chiefs and other officials of comparable rank with management Daram, with permanent or coterminous
and administrative skills and to prepare them for greater responsibilities appointments. The regular members can avail of
multi-purpose, emergency loans and salary loans.

Chapter Eight
 GRIEVANCE MACHINERY B. Settle disputes at the lowest possible level in the
organization; and to
Pursuant to CSC Rules, particularly Rule XI thereof on Employee
Relation and Services, each head of department or agency shall:
C. Serve as a catalyst for development of capabilities of
personnel on dispute settlement, especially among
supervisors in the organization
1. Be responsible for the creation of an atmosphere conducive to a good
supervisor – employee relations and the improvement of employee II. Grievance Committee
morale and;
A Grievance Committee for LGU-Daram shall be created and shall
2. Promote a system of informing employees of their rights and privileges be composed of the following:
including the right to self-organization. 2 Head of Offices designated by LCE
2 Rank and File Representatives
IV. Definition of Terms Bilis Aksyon Partner (BAP) duly designated
III. Procedure
A. Complaint refers to an employee’s expressed (written or The procedure for seeking redress of grievances shall be as
spoken) feelings of dissatisfaction with some aspects of his follows;
working conditions, relationships, or status which are outside
of his control. A. – Grievance of Parts within One Office

B. Grievance refers to a complaint in writing which has, in the 1. Discussion with Immediate Supervisor. At the first
first instance and in the employee’s opinion, been ignore instance, a grievance shall be presented verbally or
overridden, or dropped without due consideration. in writing by the aggrieved party to his or her
immediate supervisor.
C. Grievance Machinery refers to the system or method of The supervisor shall inform the aggrieved party of
determining and finding the best way to address the specific the corresponding Action within three (3) working
cause of causes of a grievance. days from the date of presentation.

I. Objectives of the Grievance Machinery 2. Appeal to the LCE. If the aggrieved party is not
satisfied with the verbal decision, he or she may
The Grievance Machinery is being institutionalized in the system submit the grievance in writing within five (5)
of DAR Regional Office VIII to; working days to the Office of the Mayor thru the
HRM Unit, who shall render a decision within five (5)
A. Create a work atmosphere conducive to good supervisor- working days from the receipt of the grievance. The
employee relations and improved employee morale; decision shall be based upon the data gathered by
the Grievance Committee.
 Where the object of the grievance is the Grievance
B. – Grievance of Parties Belonging to Different Offices Committee, the matter shall be submitted to the Office of
the Office of the LCE.
1. Discussion with Immediate Supervisor of the
Chapter Nine
Respondent. Whenever the parties involved belong
to different offices, the grievance shall be filed with ADMINISTRATIVE DISCIPLINE
the immediate supervisor of the respondent. Such
grievance shall be resolved by the immediate Discipline generally refers to a person’s self-control, character or orderliness and
supervisor within five (5) working days from receipt efficiency usually developed through training (The Illustrated Contemporary
hereof. The LCE shall render a written decision Dictionary, Encyclopedia Edition). In public service, discipline serves as a
within five (5) working days from receipt of the mechanism for control of the temperament, interest and actions of officials and
grievance. employees. Administrative discipline helps coordinate government goals,
maintain order, and ensure that public interest is uphold at all times.
C. –Grievance against Supervisors I. Legal Bases
Public office is a public trust. Public officers and employees must
Where the object of the grievance is the immediate at all times be accountable to the people, serve them with utmost
supervisor, the aggrieved party may bring the grievance responsibility, loyalty and efficiency, act with patriotism and
to the office of the Mayor. The Grievance Committee justice and lead modest lives (Section 1, Article XI of the 1987
shall conduct an investigation within ten (10) working Constitution).
days from the receipt of the appealed grievance and
render a written decision within five (5) working days II. Jurisdiction
after the investigation and shall thereafter issue a The LGU-Daram management exercises administrative
Certification on the Final Action on the Grievance (CFAG) supervision over all its offices and the personnel thereof.
which shall contain, among other things, the following
information: history and final action taken by the office III. Disciplinary Cases
on the grievance.
Who may initiate? Administrative proceeding may be initiated by
D. –Grievance against the LCE the disciplinary authority motu propio or upon complaint of any
other person.
Where the object of the grievance is the LCE, the
aggrieved party may submit the grievance to the Requisites of a Valid Complaint. No complain against an official
Grievance Committee. or employee shall be given due course unless the same is in
writing, subscribed and sworn to by the complainant. In cases
E. –Grievance against the Committee initiated by the proper disciplining authority or an authorized
representative, a show cause order is sufficient.
 universities and colleges (SUCs) or local universities and
The complaint shall be written in a clear, simple and concise colleges(LUCs) and government-owned or controlled
language and in a systematic manner as to apprise the person corporations with original characters except as maybe
complained of, of the nature and cause of the accusation and to provided by law.
enable the person complained of, the complainant is required to
submit additional copies corresponding to the number of persons Complaints in Sexual Harassment Cases. In sexual
complained of. harassment cases, the complaint shall be file with the
Committee in Decorum and Investigation (CODI) which
The complaint shall contain the following: shall be created in all national or local agencies of the
government, state/local colleges and universities,
a. Full name and address of the complainant; including government-owned or controlled corporations
with originals character.
b. Full name and address of the person complained as well
as his/her position and office; In a work-related environment, a CODI shall be
composed of at least representative each from the
c. A narration of the relevant and materials facts which management, the accredited union, if any, the second
shows the acts or omissions allegedly committed; employees, and the first level employees, duly selected
by the unit concerned.
d. Certified true copies of documentary evidence an
affidavits of his/her witnesses, if any; and In an education or training institutions, the committee
shall be composed of at least one (1) representative from
e. Certification or statement of non-forum shopping administration, teaching and non-teaching staff and
The absence of any of the aforementioned requirements students or trainees, as the case maybe, duly selected by
may cause the dismissal of the complaint without the level concerned.
prejudice to its refiling upon compliance with the same.
When the complainant or the person complained of is a
Anonymous Complaint. No anonymous complaint shall member of the committee, he/she shall be disqualified
be entertained unless the act complained of is of public from being a member thereof or the complaint may be
knowledge or the allegations can be veri9fied or filed directly with the Civil Service Commission.
supported by documentary or direct evidence.

When and Where to File a Complaint. Except when The agency may formulate its own rules governing the
otherwise provided for by law, an administrative term of office of its members which should not be more
complaint maybe filled anytime with the commission or than two years, and other matters pertaining to the
any of its regional offices, head of departments agencies, functions of the Committee otherwise provided in this
national government, local government units, state Rules.
 For this purpose, there is unreasonable delay when any of the periods set
The head of office fails to create a CODI shall be charged in these Rules lapsed for a period of more than thirty (30) days without justifiable
with neglect of duty. reason.

Withdrawal of the Complaint. The withdrawal of

Jurisdiction of the CSC over Sexual Harassment Cases. In
the complaint does not result in its outright
case a complaint for sexual harassment is filed with the
dismissal or discharge of the person complained of
commission, the same shall be remanded to the agency
from any administrative liability.
where the alleged offender is employed. However, the
Commission may take cognizance of the case under any
Action on the Complaint. Upon receipt of a
of the following circumstances:
complaint which is sufficient in form and
substance, the disciplining authority shall conduct a
a. the agency has no CODI
preliminary investigation determine the existence
of a prima facie case. The disciplining authority may
b. the disciplinary authority is the subject of the complaint;
create an investigating committee or design an
c. the subject of the complaint is CODI member; or
investigator for such purpose.
a. There is unreasonable delay in complying with the
periods provided in these rules for the investigation and
adjudication of a sexual harassment complaint.
 IV. Grounds for Administrative Discipline with whom the office of the
employee has business relations
11. Soliciting or accepting
GRAVE OFFENSES directly, any gift, gratuity, favor,
1ST offense 2nd office 3rd offense entertainment, loan or anything
1.*Dishonesty of monetary value in the course
Dishonesty is the concealment of his official duties or in Dismissal
or distortion of truth, which connection with any operation
shoes lack of integrity or a being regulated by, or any
disposition to defraud, cheat, transaction which may be
deceive or betray and an intent affected by the functions of his
to violate the truth. office.
1.a Gross Dishonesty Dismissal 12. Nepotism Dismissal
1.b Less Serious Dishonesty Suspension from six(6) Dismissal
13. Disloyalty to the Republic of
months & one (1) year
the Philippines and to the Dismissal
Suspension of one (1) Suspension
Filipino People
1.c Simple Dishonesty month & one (1) day to six from six (6) Dismissal
14. Sexual Harassment Dismissal
(6) months months
&one (1) day 15. Oppression Suspension of six (6) Dismissal
to one (1) months & one (1) day to
year one year
2.Gross Neglect of Duty Dismissal 16. Disgraceful and immoral Suspension of six (6) Dismissal
3.Grave Misconduct Dismissal conduct months & one (1) day to
4.Being Notoriously undesirable Dismissal one (1) year
17.Inefficiency and Suspension of six (6)
5.Convicting of a crime involving Dismissal incompetence in the months & one (1) day to Dismissal
moral turpitude performance of official duties one (1) year
6.Falsification of official Dismissal 18. Frequent unauthorized
document absences or tardiness in Suspension of six (6)
7.Physical or mental incapacity Dismissal reporting for duty, loafing or months & one (1) day to Dismissal
or disability due to vicious frequent unauthorized absences one (1) year
habits from duty during regular office
8.Engaging directly or indirectly hours
in partisan political activities by 19. Refusal to perform official Suspension of six (6)
one holding non-political office Dismissal duty months & one (1) day to Dismissal
9.Receiving for personal use of a one (1) year
fee, gift, or other valuable things 20.Gross insubordination Suspension of six (6)
in the course of official duties months & one day to one Dismissal
given by a person in the hope or Dismissal (1) year
expectation of receiving a favor 21. Conduct grossly prejudicial Suspension of six (6)
or better treatment than that to the best interest of the months & one day to one Dismissal
accorded to other persons, or service (1) year
committing acts punishable 22. Directly or indirectly having
under the anti-graft laws financial and material interest in Suspension of six (6)
10.Contracting loans of money any transaction requiring the months & one day to one Dismissal
or other property from persons Dismissal approval of his office (1) year
23. Owning, controlling, LESS GRAVE OFFENSES
managing or accepting
employment as officer, 1ST offense 2nd offense 3rd offense
employee, consultant, counsel, Suspension of six (6) Suspension of one (1)
broker, agent, trustee, or months & one day to one Dismissal 1. Simple Neglect of duty month & one (1) day to Dismissal
nominee in any private (1) year six (6) months
enterprise regulated, supervised Suspension of one (1) Dismissal
or licensed by his office, unless 2.Simple misconduct month & one (1) day to
expressly allowed by law six (6) months
24. Engaging in the private Suspension of one (1) Dismissal
practice of his profession unless Suspension of six (6) 3.Gross discourtesy in the course of month & one (1) day to
authorized by the Constitution, months & one day to one Dismissal official duties six (6) months
law or regulation, provided that (1) year
such practice will not conflict 4.Gross violation of existing Civil Services Suspension of one (1) Dismissal
with his official functions law and rules of service nature month & one (1) day to
25.Disclosing or misusing six (6) months
confidential or classified Suspension of one (1) Dismissal
information officially known to Suspension of six (6) 5.Insubordination month & one (1) day to
him by reason of his office not months & one day to one Dismissal six (6) months
made available to the public, to (1) year Suspension of one (1) Dismissal
further his private interest and 6.Habitual drunkenness month & one (1) day to
give undue advantage to six (6) months
anyone, or to prejudice the 7.Recommending any person to any
public interest position in a private enterprise which has
26. Obtaining or using any a regular or pending official transaction
statement filed under the Code with his office, unless such Suspension of one (1) Dismissal
of Conduct and Ethical recommendation or referral is mandated month & one (1) day to
Standards for Public Officials Suspension of six (6) by (1) law, or (2) international six (6) months
and Employee for any purpose months & one day to one Dismissal agreements, commitment and
contrary to morals or public (1) year obligation, or as part of the function of
policy or any commercial his office
purpose other than by news and 8.Unfair discrimination in rendering Suspension of one (1)
communication media from public service due to party affiliation or month & one (1) day to Dismissal
dissemination to the general preference six (6) months
public 9.Failure to file sworn Statements of
Assets, Liabilities and Net Worth, and
non-disclosure of business interests and Suspension of one (1)
financial connections including those of month & one (1) day to Dismissal
their spouses and unmarried children six (6) months
under eighteen (18) years of age living in
their households.
10.Failure to resign from his position in
the private business enterprise within
(30) days from assumption of public
office when conflict of interest arises,
and/or failure to divest himself of his
shareholdings or interest in private
business enterprise within (60) days
from assumption of public office when
conflict of interest arises: Provided,
however that those who are already in Suspension of one (1)
the service and conflict of interest arises, month & one (1) day to Dismissal
the official or employee must either six (6) months
resign or divest himself of said interest
within the periods herein above
provided, reckoned from the date when
the conflict of interest had arisen.
LIGHT OFFENSES
1ST offense 2nd offense 3rd
offense
1.Discourtesy in the course of official Suspension 1-
duties Reprimand 30 days Dismissal

2.Improper or unauthorized solicitation Suspension 1-

of contributions from subordinate Reprimand 30 days Dismissal
employees
3.Violation reasonable office rules and Suspension 1-
regulations Reprimand 30 days Dismissal

4.Gambling prohibited by law Suspension 1-

Reprimand 30 days Dismissal

5.Refusal to render overtime service Suspension 1-

Reprimand 30 days Dismissal

6.Disgraceful, immoral , or dishonest Suspension 1-

conduct prior to entering the service Reprimand 30 days Dismissal
7.Borrowing money by superior officers Suspension 1-
from subordinates Reprimand 30 days Dismissal
8.Lending money with usurious rates Suspension 1-
interest Reprimand 30 days Dismissal

9.Willful failure to pay just debts or

willful failure to pay taxes due to the Reprimand Suspension 1- Dismissal
government 30 days

10.Pursuit of private business, vocation,

or profession without the permission Reprimand Suspension 1- Dismissal
required by civil Service rules and 30 days
regulations
11.Lobbying for personal interest or gain
in legislative halls and offices without Reprimand Suspension 1- Dismissal
authority 30 days

12.Promoting the sale of tickets in behalf

of private enterprises that are not
intended for charitable or public welfare Reprimand Suspension 1- Dismissal
purposes and even in the latter cases if 30 days
there is no prior authority
13.Failure to act promoting on letters
request within 15 days from receipt,
except as otherwise provided in the rules
implementing the Code of Conduct and Reprimand Suspension 1- Dismissal
Ethical Standards for Public Officials and 30 days
Employees
14.Failure to processes documents and
complete action on documents and
papers within a reasonable time from
preparation thereof, except as otherwise
provided in the rules implementing the Reprimand Suspension 1- Dismissal
Code of Conduct and Ethical Standards 30 days
for Public Officials
and Employees
15.Failure to attend to anyone who
wants to avail himself of the office,
or act promptly and expeditiously on Reprimand Suspension Dismissal
public transactions 1-30 days

I. Penalties

In the determination of the penalties to be imposed, the DARRO management may consider:

B. Mitigating and/or aggravating circumstances, if properly 3. Demotion – disqualification for promotion at the rate of
invoked and pleaded (Section 48, Rule 10 of the Revised Rules two (2) months for every step or one month for every
on Administrative Cases in the Civil Service, CSC Resolution range of salary by which he was demoted to be computed
No. 1101502 promulgated on November 18, 2011) from the date respondent reports to the new position or
station
A. That certain penalties carry with them certain
4. Suspension – disqualification for promotion
administrative disabilities:
5. Fine or Reprimand – disqualification for promotion for six
months.
1. Dismissal – cancellation of eligibility, forfeiture of
retirement benefits, and the perpetual disqualification for
the reemployment in government service, unless
otherwise provided in the decision
2. Transfer – disqualification for promotion for a of six (6)
months from the date respondent reports to the new
promotion or station
 VISION

An empowered and sustainable community

governed by passion for holistic
development through agro-fishery and eco-
tourism in the pursuit for healthy, peaceful
and God-loving environment.
 MISSION  INFORMATION EDUCATION AND
COMMUNICATION TECHNOLOGY
DEVELOPMENT
 TOURISM DEVELOPMENT AND COMMITMENT
To create opportunities that strengthens
TO PEACE AND ORDER
people’s capacity for Good governance,  HUMAN RESOURCE DEVELOPMENT FOR
Responsible and Transformative Leadership, OPTIMUM UTILIZATION
Sustainable Economic development, Eco-
tourism, Quality Basic social services delivery
and a Law abiding Citizenry.

GOALS
 FISHERY & AGRICULTURAL DEVELOPMENT
 ACCESS TO INFRA STRUCTURE AND BASIC
SOCIAL SERVICES