Employee's Manual by Marygold Chuatico

President Roxas’ Employee’s Manual

PANUNUMPA NG KAWANI NG GOBYERNO

ELECTIVE OFFICIALS Municipal Mayor RAYMUND S. LOCSIN Municipal Vice Mayor ALFONSO L. GOLERO Sangguniang Bayan Members BERNARDO S. LORETIZO RAY VICTOR CRISTOPHER B. POSADAS LUIS B. GARRA MEDEL B. BUENAFE DANILO B. DIOSABAN VINCENT D. BADANA JUNNEL B. BELTRAN ARNEL A. CIUDAD HARRY BACUD - Ex-Officio Member (Liga President)

Ako’y kawani ng gobyerno, tungkulin ko ang maglingkod ng tapat at mahusay. Dahil dito, ako’y papasok ng maaga at magtatrabaho ng lampas sa takdang oras kung kinakailangan. Magsisilbi ako ng magalang at mabilis sa lahat ng na ngangailangan. Pangangalagaan ko ang mga gamit, kasangkapan at iba pang pag-aari ng pamahalaan. Magiging pantay at makatarungan ang pakikitungo ko sa mga lumalapit sa aming tanggapan. Magsasalita ako laban sa katiwalian at pagsasamantala. Hindi ko gagamitin ang aking panunungkulan sa sarili kong kapakanan. Hindi ako hihingi o tatanggap ng suhol, Sisikapin kong madagdagan ang Aking talino at kakayahan upang ang antas ng paglilingkod sa bayan ay patuloy na maitaas

MARVIN GOLERO - Ex-Officio Member (SK Federation President)

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HANDBOOK RECEIPT and ACKNOWLEDGEMENT I have received, read, had an opportunity to question, do understand, and shall comply with the policies outlined in the President Roxas Municipal Government Employee’s Handbook. I understand and agree that the Municipal Government may revise, rescind, or modify any portion of the handbook at anytime, and I shall be bound by such change. I understand and agree that my continued employment is acceptance of policy and any revisions thereof. I agree that my continued employment by President Roxas Municipal Government Employee’s Handbook constitutes consideration for any changes in policy represented by this handbook. ______________________________________ Signature over Printed Name

__________________________ Date

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TABLE OF CONTENTS Latest CSC Policy Resolutions & Memo Circulars

Foreword from HRMO: Shaping the Public Trust

Point of View from the Vice Mayor: The Challenge

Brief History of President Roxas

Policies on Service requirement for tGrant of Barangay Official Eligibility and other relevant matters

Mission Vision & Goal Organizational Structure

1200289

Special Emergency Leave to Government Employees Affected by Natural Calamities/Disasters

Heads of Offices

Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-HRM) (Enhanced PMAAP)

Frontline Services

1200241

PART I

1200103

Amendment to Rule V of CSC Resolution No. 04-0676 dated June 17, 2004 (Policy Guidelines to Govern the Liquidation of Cash Advances

1200865

EMPLOYEE RESPONSIBILITIES

A. Government Working Hours

B. Dress Code of Municipal Employees

Grant of Civil Service Eligibility under Special Laws and CSC I issuances Re: Guidelines and Procedures, Revised December 2011

C. Duties, Responsibilties & Obligations

1101645

Addendum to CSC MC No. 8, s. 2007 on Management of 201/120 Files

PART II NORMS OF CONDUCT & PROHIBITED ACTS

1000385 1100972

Adoption of the Civil Service Institute Logo

Norms of Conduct (Sec. 5, RA 6713)

1100356

Guidelines Governing Access to SALNs of Government Officials and Employees filed with the Civil Service Commission

Prohibited Acts, Violations, Offenses

Revised Rules on Appointments Issued by Outgoing Elective and Appointive Officials

IT Policy

1100188

PART III ADMINISTRATIVE DISCIPLINE

1100187

Revised Guidelines on the Determination of Positions in the Local Government Units as Primarily Confidential

PART IV EMPLOYEE BENEFITS

Leave Benefits Salary, Allowances, Incentives

GSIS

PAG-IBIG

PHILHEALTH

PREMIUM PAYMENT & MANDATORY CONTRIBUTIONS

1100071

Amendment to the Revised Policies on Qualification Standards (CSC MC no. 12, s. 2003) and Revised Omnibus Rules on Appointments and Other Personnel Actions (CSC MC no. 40, s. 1998)

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PART V EMPLOYEE DEVELOPMENT PROGRAMS

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PART VI PERSONNEL MECHANISM

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President Roxas’ Employee’s Manual President Roxas’ Employee’s Manual 

Republic Act 8972 “Solo Parents’ Welfare Act of 2000” ( An act providing for benefits and privileges to solo parents and their children)

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Republic Act 9262 “Anti-Violence Against Women and Children Act of 2004” (An act defining violence against women and children, providing for protective measures for victims, prescribing penalties and for other purpose)

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Republic Act No. 8441 “An act increasing the cash gift to five thousand pesos (P5000.00), amend9ing for that purpose certain sections of RA6886

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Republic Act 8291 “The Government Service Insurance System of 1997” (An act amending Presidential decree No. 1146, as amended, expanding and increasing the coverage and benefits of the government service insurance system, instituting reforms therein and for other purposes)

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Republic Act No. 9679 “Home Development Mutual Fund Law of 2009, otherwise known as Pag-IBIG Fund” An act further strengthening the Home Development Mutual Fund, and other purposes

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Republic Act No. 7875 known as “National Health Insurance Act of 1995”, as amended by Republic Act No. 9241 (An act amending Republic Act No. 7875 , otherwise known as “An act of instituting a National Health Insurance Program for all Filipinos and establishing the Philippine Health Insurance Corporation for the purpose

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Republic Act No. 8424 “Tax Reform Act of 1997” amended by RA 9604 Withholding Tax

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CSC Resolution No. 010114 “Revised Policies on Merit Selection Plan”, January 10, 2001

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CSC Resolution No. 010112 “Program on Awards and Incentives for Service Excellence (PRAISE) Revised Policies on Employee Suggestions and Incentives Awards System (ESIAS), January 10, 2001

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CSC Circular 1200481 “Guidelines in the Establishment and Implementation of Agency Strategic Performance Management System (SGPMS), March 19, 2012

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CSC Resolution No. 010113 “ Revised Policies on Grievance Machinery” , January 10, 2001

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REFERENCES: The Revised Administrative Code of 1987

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Omnibus Rules Implementing Book V of Executive Order No. 292 as prescribed in the Revised Administration Code of 1987

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Republic Act 6713 known as the “Code of Conduct and Ethical Standards for Public Officials and Employees”

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Grounds for Disciplinary Action - Section 47, Chapter 7, Rule XVI EO 292

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Republic Act 7877 Anti Sexual Harassment Act of 1995

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Municipal Resolution No. 01-0940 “Administrative Disciplinary Rules on Sexual

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Filing of Statement of Asset and Liability and Net Worth - Section 8 of Republic Act No. 6713 “Code of Conduct and Ethical Standards for Public Officials and Employees” and Section 7 Republic Act No. 3019 “Anti Graft and Corrupt Practices Act”

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Republic Act 8491 “Flag and Heraldic Code of the Philippines” An act prescribing the code of the national flag, anthem., motto, coat-of-arms and other heraldic items and devices of the Philippines

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CSC Resolution 1200103, Jan. 12, 2012 “ Resolution amending CSC Circular No. 04-0676 on the Policy Guidelines to Govern the Liquidation of Cash Advances and Penalty thereof”

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New Government Accounting System (NGAS)

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Administrative Penalties - Rule XIV of the Omnibus Rules implementing Book V of EO 292

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CSC Memorandum Circular No. 19, Series of 1999 “ Revised Uniform Rules in Administrative Cases in the Civil Service

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Rules on Leave , Rule XVI of the Omnibus Rules implementing Book V of EO 292

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Republic Act No. 8187 “Paternity Leave Act of 1996” (An act granting paternity leave of seven (7) days with full pay to all married male employe4es in the private and public sectors for four (4) deliveries with the legitimate spouse with whom he is cohabiting and for other purpose)

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Shaping the Public Trust A foreword from the Office of the HRMO The Human Resource Management Section, under the Office of the Mayor, is proud to introduce to you the “Employee’s Handbook” of the Local Government Unit of President Roxas, Capiz. This book is the product of the collaborative efforts of the department heads and executive team of the Office of the Mayor, aimed to remind us of our duties, responsibilities, and code of conduct expected from us as public servants, standards and policies for all municipal employees to follow, and outlining the rights, privileges and benefits of every government employee. As the potter forms a jar using his bare hands and the sculptor fashions a statue using his chisel, this Employee’s Handbook will serve as our guidebook in our quest to become effective and competent public servants. Let us always remember that the government was established for the people and we are here to serve the people - the reason why we are called public servants. Finally, I hope that you will put in your hearts and deeds all of the information printed in this book. I believe that once the culture of good governance and sincere public service are instilled in us, the public trust that will bind and secure progress will surely follow.

ATTY. MARYGOLD G. LEMONCITO-CHUATICO Municipal Administrator/HRMO Designate

President Roxas’ Employee’s Manual

THE CHALLENGE A point of view from the Vice Mayor I would like to extend my warmest congratulations to the Local Government Unit of President Roxas for coming up and publishing this “Employee’s Handbook”. It’s about time that a reference tool such as this will be distributed to our hardworking human resource so that they will be guided accordingly and will work efficiently. I can now say that the traditional “work my own way” attitude will eventually be eliminated and a new perspective will rise, that is our employees, being aware of their duties and responsibilities will move as one united body. Once we are all bonded by a common goal to deliver quality service to our constituents straight from our hearts, progress will soon follow. My challenge to our employees who will read this handbook: ponder on the nuggets of wisdom and information written within the pages of this book. I am confident that after our employees have read this valuable tool, their commitment to serve the people will be renewed.

President Roxas’ Employee’s Manual

Section 5 of Administrative Order No. 241 provides that “agencies shall institute a Performance Evaluation System based on objectively measured output and performance of personnel and units, such as the Performance Management System-Office Performance Evaluation System developed by the CSC. CSC Resolution No. 1200481 directs all agencies to establish and implement a Strategic Performance management System based on the guidelines issued by the CSC. Under the guidelines, agencies are required to submit their Agency SPMS starting June 2012, and that all agencies must have a CSC- approved SPMS by January 2014, and thereafter, all performance based human resource movements/interventions (promotion, training, scholarships, rewards and incentives, etc) shall only be based on CSC-approved SPMS. SPMS shall follow the same four-stage PMS cycle that underscores the importance of performance management. Stage 1 Performance Planning and Commitment

HON. ALFONSO GOLERO Municipal Vice Mayor

Stage 2 Performance Monitoring and Coaching Stage 3 Performance Review and Evaluation Stage 4 Performance Rewarding and Development Planning

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STRATEGIC PERFORMANCE MANAGEMENT SYSTEM* (for establishment and implementation) Basis Section 33, Chapter V, Book V of Executive Order 292 provides that “there shall be established a performance evaluation system which shall be administered in accordance with rules, regulation and standards promulgated by the Commission for all officers and employees in the career service. Such performance evaluation system shall be administered in such manner as to continually foster the improvement of individual employee efficiency and organizational effectiveness. Through the years, the CSC has implemented several evaluation/ appraisal systems which focus only on individual appraisals pre-requisite for promotion and other personnel action., including separation and performance based incentives. The link between appraisals and personnel action and incentives and the lack of a parallel system to enable validation/comparison between organizational effectiveness and employee performance resulted to low system integrity due to unreliability and subjectivity. To address the gap, the Commission piloted the Strategic Performance Management System (SPMS)which focuses on measures of performance results that are reviewable over the period of a targeted milestones and provides a scientific and verifiable basis in assessing organizational performance and the collective performance of individuals within the organization. 112

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A Brief History of President Roxas, Capiz The town of President Roxas was once then known as the small community of “Lutod-Lutod” in Barrio Aranguel of Pilar. Sitio Lutod-Lutod was a cogonal and shrubby area where a variety of trees, game birds and animals abound. Inhabitants in this area are minimal, “less than what your fingers could count” according to old stories. But then, during the heyday of sugar production in the Visayas, it was discovered that the plains of Lutod-Lutod were very suitable for sugar cane plantation. In 1924, the first sugar mill was installed right at the site where the Central Azucarera de Pilar (now Capiz Sugar Central) stands. Elizalde and Co. acquired the sugar mill which further improved production and became one of the biggest sugarcane producers in the Philippines. The burgeoning sugar industry resulted to the rapid influx of population in Sitio Lutod-Lutod. The inhabitants were either employees or workers of the sugar central and the sugarcane haciendas. The progress of the sugar industry also gave rise to the emergence of the small-scale industries, merchants and retailer groups. Eventually, Lutod-Lutod became a big community and a stable source of income for the Municipality of Pilar. Former Pilar Mayor Don Braulio M. Patricio, Jr., and his wife, the talented Bonifacia Roxas (cousin of President Manuel A. Roxas), initiated the creation of a separate town. Through the help of his compadres, “Tio” Feling Asis and Sebastian Corro with his nephew, Attorney Pacifico Patricio Pacis, mobilized the people's initiative petitioning the creation of the Municipality of President Roxas. Between 1948 and 1949, the Municipal Resolution separating President Roxas from Pilar was intensely debated until finally affirmed and approved by the Town Council in 1949. 9

President Roxas’ Employee’s Manual

Former Pilar Mayor Don Braulio M. Patricio, Jr., and his wife, the talented Bonifacia Roxas (cousin of President Manuel A. Roxas), initiated the creation of a separate town. Through the help of his compadres, “Tio” Feling Asis and Sebastian Corro with his nephew, Attorney Pacifico Patricio Pacis, mobilized the people's initiative petitioning the creation of the Municipality of President Roxas. Between 1948 and 1949, the Municipal Resolution separating President Roxas from Pilar was intensely debated until finally affirmed and approved by the Town Council in 1949. In congress, Representative Ramon Arnaldo and Senator Oscar Ledesma co-sponsored the House Bill creating a new municipality from the territories of Sitio Lutod-Lutod, Barrio Aranguel and the neighboring coastal and mountain barrios in the area. On June 14, 1949, by virtue of the enactment by the joint session of the Congress and the Senate of the Philippines, Republic Act 374 was signed into law by Philippine President Elpidio Quirino, making the sitio as the new Municipality of President Roxas. The municipality was named in honor of President Manuel A. Roxas (a renowned Capizeño) and was officially inaugurated on November 30, 1949. RA 374 provides for “…the conversion of sitios into barrios and its separation from the Municipality of Pilar. The barrios include Aranguel, Culilang, Pandan, Pinamihagan, Quiajo, Sangkal, Pondol, Marita, Madulano, Jaboyana (now Viscaya), Cabugcabug, Goce, Badiangon, Bayuyan, Agbolo (now Manoling), Ibaca and Elizalde (Poblacion)”.

President Roxas’ Employee’s Manual

Grievance refers to work related issues giving rise to employee dissatisfaction. The following cases shall be acted upon through the grievance machinery: a. Non-implementation of policies, practices and procedures on economic and financial issues; b. Non-implementation of policies, practices and procedures which affect employees from recruitment to promotion, detail, transfer, retirement, termination, lay-offs, and other related issues that affect them like failure to observe proper selection process, delay in the processing of retirement benefits, etc., including protests on appointments; c. Inadequate physical working conditions such as lack of ventilation, lack of necessary facilities or equipments for the safety and protection of employees. d.

Poor Interpersonal relationships and linkages with supervisors and co-employees such as lack of cooperation to perform certain obligations, failure to provide official information, etc All other matters giving rise to dissatisfaction and discontentment.

employee

The following cases shall not be acted upon through the grievance machinery; a) Disciplinary cases which shall be resolved pursuant to the Uniform Rules on Administrative Cases; b) Sexual Harassment cases as provided for RA 7877; and c) Union-related issues and concerns

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Form of Awards and Incentives for PRAISE 

Monetary - if the inventions/accomplishments and other personal efforts result in monetary savings

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Non-Monetary awards and incentives like Compensatory Time Off, Flexiplace, salu-salu, personal growth opportunities, travel, plaques and other forms of recognition and incentives

GRIEVANCE MACHINERY An established system or method for the purpose of addressing and resolving the cause(s) of a work-related issue, discontentment or dissatisfaction from any aggrieved employee in order to create a conducive work environment and harmonious relationships between and among co-workers and supervisor.

BASIC POLICIES 

A grievance shall be resolved expeditiously at all times at the lowest level possible in the agency. However, if not settled at the lowest level possible, an aggrieved party shall present his or her grievance step by step following the hierarchy of positions.



The Municipal Government of President Roxas establishes the grievance machinery to address grievance between or among its officials and employees and all complaints, written or verbal must be objectively acted upon immediately.

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The aggrieved party shall be assured freedom from coercion, discrimination, reprisal and blazed action on the grievance.

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Grievance proceedings shall not be bound by legal rules and technicalities. The services of the legal counsel shall not be allowed.

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OUR VISION A God-centered, economically progressive community, with a healthy, well-educated and self-reliant citizenry, in a safe environment

OUR MISSION Provide assistance support services to agrocommercial and industrial businesses; in our people the value of hard work and honest labor for family security and solidarity; optimum people’s participation in local governance; the utilization and conservation of agricultural resources for sustainable production; and enforce laws for the protection of our natural resources for an ecologically-balanced and safe environment

OUR GOAL Effective basic services provided to the people of President Roxas through a more responsive management and administrative system manned by competent personnel and in partnership with the private sector

President Roxas’ Employee’s Manual

PROGRAM ON AWARDS AND INCENTIVES FOR SERVICE EXCELLENCE (PRAISE)

ORGANIZATIONAL STRUCTURE Personal Staff

OFFICE OF THE MAYOR Executive and Administrative Staff

OFFICE OF THE VICE MAYOR & THE SANGGUNIANG BAYAN

Permits & License Section

Public Info and IT Services

Human Resource & Management Section Public Safety. Law Enforcement

Scope

General Public Services

The system shall apply to all officials and employees in the career and non-career service of the Municipal Government. It shall adhere to the principle of providing incentives and awards based on performance, innovative ideas, and exemplary behavior, and shall give emphasis on the timeliness of giving award and recognition.

OFFICE OF THE MUNICIPAL ADMINISTRATOR

OFFICE OF THE MUNICIPAL ACCOUNTANT

MUNICIPAL PLANNING & DEV’T OFFICE

OFFICE OF THE MUNICIPAL ENGINEER

MUNICIPAL ENVIRONMENT AND NATURAL RESOURCES OFFICE

This 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, ideas, superior accomplishments, extraordinary acts or services 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.

OFFICE OF THE MUNICIPAL ASSESSOR

OFFICE OF THE MUNICIPAL CIVIL REGISTRAR

MUNICIPAL SOCIAL WORK AND DEVELOPMENT OFFICE

MUNICIPAL HEALTH OFFICE/ RURAL HEALTH UNIT

MUNICIPAL TREASURER ‘S OFFICE

MUNICIPAL BUDGET OFFICE

MUNICIPAL AGRICULTURIST OFFICE

The Municipal government shall develop and initiate the search for deserving employees and group of employees who excelled in their job, commended by clients by reason of their efficiency, promptness, honesty, exemplifies the 8 norms of conduct, has met his office’s performance targets, or caused savings for their office. Best Employee (or Best Utility Worker, Best Driver, Best Adm. Aide, etc)  Exemplary Behavior Award  Most punctual, Employee with least absences, etc.  Best Organizational Unit Award/ Most Economical 

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HEADS OF OFFICES

MERIT SELECTION PLAN (MSP) This is established as guide of the agency in taking personnel action pursuant to Civil Service Memorandum Circular No.3, series of 2001.

Basic Policies 



The selection of employees for appointment in the government service shall be open to all qualified men and women according to the principle of merit and fitness. There shall be equal employment opportunity for men and women at all levels of position in the agency, provided they meet the minimum requirements of the position to be filled. The MSP shall cover positions in the first and second level and shall include original appointments and other related personnel actions. There shall be no discrimination in the selection of employees on account of gender, status, disability, religion, ethnicity or political affiliation. When a position in the first and second level becomes vacant, applicants for employment who are competent, qualified and possess appropriate CS eligibility shall be considered for permanent appointment.

Vacant positions marked for filling shall be published in accordance with RA 7041(Publication Law). The published vacant positions shall also be posted for at least 15 calendar days. Filling of vacant positions shall be made after 15 calendar days from their publication. The following are exempted from publication:  Primarily confidential positions/positions which are determining  Non-career positions  Positions to be filled by existing regular employees in agency in case of reorganization

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policy the

Atty. MARYGOLD L. CHUATICO Municipal Administrator Mr. JOEL B. ALBA Municipal Planning and Development Officer Mr. JONATHAN B. DIOSABAN OIC-Municipal Treasurer Mr. NELSON D. BASINANG Secretary to the Sangguniang Bayan Dr. PILAR A. POSADAS Municipal Health Officer Mr. DANILO V. TOSPOSO Municipal Assessor Mr. LEONARDO A. BARCENAS Municipal Agriculturist Engr. RAMON G. BURGOS Municipal Engineer Mr. JUN V. BELTRAN Municipal Civil Registrar Mrs. FAITH HOPE C. CASTILLON Municipal Social Work & Development Officer Mrs. ANALYN B. AGONACE OIC- Municipal Accountant Mrs. LUISA C. CORROS OIC-Municipal Budget Officer Engr. RAMON B. BUCAYAN OIC-Municipal Environment & Natural Resources Officer

President Roxas’ Employee’s Manual

FRONTLINE SERVICES SOCIAL SERVICES

PART VI

General Description These are services that answer the basic needs of people and promote the well-being and general welfare of the constituents like education, health, public safety, housing, and protection of the marginalized and disadvantaged members of society like women and children, senior citizens, persons with disability, indigents, and the like.

PERSONNEL MECHANISM

Department/Offices Providing Social Services Rural Health Unit (RHU) Municipal Social Work and Development Office (MSWDO) Municipal Civil Registrar (MCR) General Public Services Section, Office of the Mayor Department of Education (DepEd), District Office Office of the Senior Citizens Affairs (OSCA) Municipal Disaster Risk Reduction Management Office (MDRRMO) Philippine National Police (PNP) 14

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Personnel Assistance Program The Human Resource Managemnet Office (HRMO shall be the hub office for all employee issues and concerns of the Municipality The Employee Assistance program is aimed in providing the necessary assistance to all Municipal employees on all matters related to his/ her employment in the Municipality and all agencies where the employees are doing transactions so that there will be a centralized office who shall handle all employment-related complaints, issues, concerns, transactions in and outside of the Municipality, and shall be the repository of all records, data, information of all municipal employees for easy accessibility. 

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Establishment of a Human Resource Information System wherein all files, data, service records, leave records, and information of every municipal employee are stored electronically while all original records and files of municipal employees are in the custody and possession of the HRMO which are updated. Municipal employees and any authorized person may request for a employment-related certification and/or issue certified true copies of documents of a particular employee on valid grounds to facilitate any legal or personal transaction of employees requiring such certification or document. HRMO officials and employees shall serve as Liason Officer and/or authorized representative of the Municipality and its employees in all employee-related matters and transactions with government and private entities on employee-related matters like the GSIS., PAG-IBIG, Philhealth, BIR, banking and lending institutions. Said Liason officer(s) shall assist and facilitate all employees, from their employment to retirement, on matters related to membership, issuance of identification number/card, claim on benefits, availment of loan priveleges, and ensure that the municipality and its employees are accordingly protected with the main goal of serving the l municipal personnel and provide a stress-free and hassle free working environment to all employees who no longer have deal with their own personal work-related transaction.

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ECONOMIC SERVICES General Description These are services directed in promoting growth in the economy like increasing productivity in agriculture, and all other industries, generating employment and livelihood projects, management and conservation of environment and natural resources to sustain economic development, promotion of micro, small and medium enterprises through incentive programs, establishment of economic enterprise and tourism projects, and infrastructure services for the attainment of economic growth. Department/Offices providing the Service Municipal Agriculture Office (MAO) Municipal Environment and Natural Resources Office (MENRO) Tourism and Cultural Heritage Council Economic Enterprise Section (Market & Slaughterhouse) Permits and License Section, Office of the Mayor Municipal Engineer Office

President Roxas’ Employee’s Manual

GENERAL PUBLIC SERVICES General Description These are offices that provide planning, financial, administrative, legal and legislative services to the front line services of the Municipality POLICIES AND PLANNING SERVICES Offices responsible in the planning and policy making of the Municipality Office of the Municipal Administrator Municipal Planning and Development Office Office of the Sangguniang Bayan Municipal Budget Office REVENUE GENERATION SERVICES These are the offices responsible in the implementation of the taxing and revenue-raising powers of the Municipality in accordance to existing laws on local taxation and fiscal matters. 1. Municipal Assessor's Office 2. Municipal Treasurer's Office

President Roxas’ Employee’s Manual

II. Retirement Programs that will assist retiring officials and employees prepare for retirement emotionally and financially:  Conduct of pre-retirement workshop or counseling that

will provide opportunities for basic retirement information and linkages/assistance with GSIS on the various retirement packages  Seminars on livelihood projects for retirees and computer

literacy projects with other senior citizens to make them productive even after retirement III. Socio-cultural, spiritual and morale building activitiesActivities that will exhibit and manifest national solidarity and provide opportunities for camaraderie, rapport, team-building and togetherness such as:  Celebration/Participation in or during during the :  Civil Service Month  Christmas party  Sportsfest  Sinaot Festival  Joint celebration of birthdays of employees  Participation in province-wide and nationwide

personnel and socio-civic activities; * Encourage the spirit of volunteerism and rekindle the bayanihan attitude (volunteer service during calamities, donation in kind to worthwhile organizations (ex. Bloodletting)  Activities that will boost employee morale such as

distribution of birthday cards and/or birthday cake, burial assistance and other related services and linkages.  Participation in retreats, recollection and other spiritual

activities to refresh the sould and spirit and renew our relationship with God

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c) Free dental consultation and dental services (limited to tooth extraction) to be availed once a year as per schedule provided by HRMO with the Provincial Health Unit; d) Conduct of healthy lifestyle seminars, safety training programs on first aid, accident prevention technique; e) Physical fitness programs and sports activities such as sportsfest, Hataw sa Plaza to promote exercise and healthy lifestyle; f)

Clean-up drive and practice of recycling and segregation to promote a clean and healthy environment;

g) Establishment of data base of medical, dental, blood type records of employees and officials for future health references.;

Work-Life Benefits Program Comprehensive work-life program that will increase balance within and beyond the workplace and will allow a sense of growth and fulfillment at home, at work and in the community for all municipal employees and officials.

I.Child-Care, Parenting, Family and Domestic Matters. Programs that will provide assistance to parents with children and provide venue for family activities like: 

Seminars on child care and development, parenting, care -giving and other domestic and family relationships issues and concerns.



Holding of Family Day/Family excursion;

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Socio-cultural and educational activities involving parents and children like “Father & Son”, “Mother & Daughter Day” to promote bonding time of parents and children; educational field trips to arouse awareness, etc.

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SUPPORT SERVICES Offices which offer services incidental to and in support of the social, economic services, and in the revenue generation, planning, and legislative offices of the general public services enabling them to carry out their functions more efficiently. Office of the Municipal Accountant Office of the Secretary to the SB Office of the Mayor, Executive Staff Public information/ Management Information & Technology Office Human Resource& Management Office (HRMO) Law & Ordinance Enforcement Team Bids and Awards Committee

President Roxas’ Employee’s Manual

Other Human Resource Development Interventions 

Job Rotation Program and Job Shifting Program – ”rotation” of an employee’s assignment to expose him on the e different aspects of a job and allow the employee to expand his learning and knowledge . Also, where an employee remained in the same position for 5 years or more, the Municipality reserves the right to shift him to another position where he may be of further contribution to the municipal government, tapping his potential and enhance his career and personal development.

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On-the-job Training/ “Understudy” – a deliberate process of increasing familiarity and mastery of one’s job through exposure to the job/tasks of a particular position. This is also useful for career succession purposes.

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Coaching and Mentoring– close “teaching” and supervision or training of subordinates for eventual promotion and ensure that the employee has full access to the inner network of the organization.

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Scholarship Program- scholarship program for deserving employees willing to study and finish a bachelor program, or masteral and PhD and render service to the Municipality.

Health and Safety Programs Programs aimed to maintain a healthy and high spirited officials and employees and ensure productivity, subject to availability of funds. a) Yearly medical check-up, clinical assessment and advice, blood pressure and sugar monitoring, immediate first aid, emergency medicines and assistance to municipal officials and employees at the Rural Health Unit; b) Free basic laboratory testing (CBC, urinalysis, stool test, lipid profile, chest x-ray) for municipal employees to be availed once every year;

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very employee is an asset of the Municipality and in order to increase the value of every employee, it is necessary that they will be trained to hone their knowledge and skills, and make them ready for higher responsibilities. The Municipality shall also provide programs geared towards the employee’s growth and development, not only in the workplace, but also in all aspects of his life, but also a venue for other activities that will make him or her a well-rounded individual.

PART I

Personnel Training & Career Development Program The Municipality, through the HRMO shall conduct or source out training programs, seminars, workshops, to enhance officials' and employees' capabilities, knowledge, skills and attitude for better work performance, and provide opportunity for promotions and other career development. Among the trainings are: 

Computer Literacy Seminar-Workshop – trainingworkshop intended to teach employees on computer use and basic training on computer programs such as Word, Excel, PowerPoint, networking, email, and other IT development.

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Basic Customer Service Skills Workshop – aims to give employees the basic skills knowledge and attitude in giving effective and customer-oriented service



Public Service Ethics and Accountability Seminar – to reiterate to employees the Municipalities' effort to professionalize civil service and emphasize transparency and accountability



Orientation Seminar – to orient/brief and re-orient employees on existing policies and provide knowledge on the Municipalities' organizational structure, different offices and functions, mission and vision, etc;

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EMPLOYEE RESPONSIBILITIES

President Roxas’ Employee’s Manual

PART V

EMPLOYEE DEVELOPMENT PROGRAM

101

President Roxas’ Employee’s Manual

WITHHOLDING TAX

A. GOVERNMENT WORKING HOURS

Republic Act 8424 (National Internal Revenue Code of 1997), as amended by Republic Act 9504 , requires every employer making payment of wages to deduct and withhold upon such wages a tax as determined in accordance with the rules and regulations to be prescribed by the Secretary of Finance, upon recommendation of the Commissioner. (Section 6, RA 9504) Taxable Income = Gross Monthly Income - (GSIS/Pagibig/Philhealth employee share) - Personal Exemptions Personal Exemption Single/Head of the Family/Married Additional Deduction for every qualified dependent

P50,000.00 P25,000.00

Rates of Tax on Taxable Income of Individuals If Taxable Income is:

Tax Due is:

Not over P10,000 Over P10,000 but not over P30,000 Over P30,000 but not over P70,000 Over P70,000 but not over P140,000 Over140,000 but not over P250,000 Over P250,000 but not over P500,000 Over P500,000

5% P500+10% of the excess over P10,000 P2,500+15% of the excess over P30,000 P8,500+20% of the excess over P70,000 P22,500+25% of the excess over P140,000 P50,000+30% of the excess over P250,000 P125,000 +32% of the excess over P500,000

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President Roxas’ Employee’s Manual

FORTY HOUR WORK WEEK All employees are required to render eight (8) hours a day for five (5) working days a week or a total of forty (40) hours a week, exclusive of time for lunch. (Section 5, Rule XVII, Omnibus Rules Implementing Book V of EO 292) FLEXIBLE WORKING HOURS (FLEXITIME) Flexitime or flexible working hours may be allowed subject to the discretion of the head of agency. In no case shall the weekly working hours be reduced in the event the agency adopts a flexi-time schedule in reporting for work. (Section 6, Rule XVII, Omnibus Rules Implementing Book V of EO 292) A flexi-time schedule may be adopted by all heads of offices as per Administrative Order No. 7, Series of 2011 issued by the Office of the Municipal Mayor, provided that the said head of office actually rendered service for a cumulative period of forty (40) hours a week within and outside his station and that, the office where said head is stationed performs an above-average rating in its performance targeting in the previous two (2) months. Other employees may be allowed to adopt a flexitime schedule upon proper recommendation of his/her department head and approval of the Local Chief Executive, provided that the employee renders service for eight (8) hours a day, forty (40) days a week. Employees required to render service on a certain time outside of the regular working hours, such as market & slaughterhouse employees, street sweepers, utility workers, must report for work on the designated shift/time. 21

President Roxas’ Employee’s Manual

NO LUNCH BREAK POLICY To ensure continuous delivery of basic services, the Municipality shall adopt, as far as practicable, a “no lunchbreak” policy in offices directly transacting with the general public and providing the delivery of basic frontline services. The head of office shall come up with a rotation in the time schedule of the lunch breaks of employees under his/her supervision that will allow at least one (1) employee at his work station between the period 12:00p.m. to 1:00 p.m. to accommodate business transactions during said hour. ABSENTEEISM AND TARDINESS All employees are required to perform their duties regularly and punctually. They shall avoid being absent or tardy in reporting for work. He/she is required to follow the official time set for his/her shift in reporting for work as well as leaving from work. Any employee who arrives at his/her workstation later than his official time shift shall be considered as tardy unless he produces a valid reason for the tardiness. Unauthorized or unexcused absences from work and excessive tardiness shall be a ground for administrative sanction in accordance with the Rules on Leave.

OVER TIME SERVICES When the interest of public service so requires, an employee may be required to render service beyond the eight hour a day schedule. This may be done not only on workdays, after 5:00 pm but also during holidays. Over time work may be paid either through compensatory leave credits or such modes of payment approved by the Civil Service Commission and authorized by the Mayor, and subject to availability of funds.

President Roxas’ Employee’s Manual

PHILHEALTH Philhealth deductions shall be computed based on the following table:

Salary Range

Total Monthly Premium

Employee Share

Employer Share

4,999.99 and below 5,000.00 to 5,999.99 6,000.00 to 6,999.99 7,000.00 to 7,999.99 8,000.00 to 8,999.99 9,000.00 to 9,999.99 10,000.00 to 10,999.99 11,000.00 to 11,999.99 12,000.00 to 12,999.99 13,000.00 to 13,999.99 14,000.00 to 14,999.99 15,000.00 to 15,999.99 16,000.00 to 16,999.99 17,000.00 to 17,999.99 18,000.00 to 18,999.99 19,000.00 to 19,999.99 20,000.00 to 20,999.99 21,000.00 to 21,999.99 22,000.00 to 22,999.99 23,000.00 to 23,999.99 24,000.00 to 24,999.99 25,000.00 to 25,999.99 26,000.00 to 26,999.99 27,000.00 to 27,999.99 28,000.00 to 28,999.99 29,000.00 to 29,999.99 30,000.00 and up

100.00 125.00 150.00 175.00 200.00 225.00 250.00 275.00 300.00 325.00 350.00 375.00 400.00 425.00 450.00 475.00 500.00 525.00 550.00 575.00 600.00 625.00 650.00 675.00 700.00 725.00 750.00

50.00 62.50 75.00 87.50 100.00 112.50 125.00 137.50 150.00 162.50 175.00 187.50 200.00 212.50 225.00 237.50 250.00 262.50 275.00 287.50 300.00 312.50 325.00 337.50 350.00 362.50 375.00

President Roxas’ Employee’s Manual

F. PREMIUM PAYMENTS and MANDATORY SALARY DEDUCTIONS GSIS Life Insurance and Retirement Benefits Premium payments for life insurance coverage and retirement benefits are paid by both the employee and the Municipality. The employee’s “personal share” is equivalent to 9% of the basic monthly salary and is deducted from the employee’s salary every month. On the other hand, the Municipality is obliged to pay a mandatory counterpart of 12% of the basic monthly salary (called “government share”) for the said premiums. The government share is not deducted from the employees’ salary. Employees Compensation Fund Premium payments for the EC Fund are exclusively paid by the Municipality. Type of Insurance Regular EC

Personal Share Life

Retirement

Government Share Life

Retirement

10%

none

1% not to exceed P100

PAG-IBIG Employee share is 2% of his monthly salary, and employer share is also 2% of monthly salary, provided that the maximum monthly compensation used for computation is P5,000.00. Hence, the maximum employee contribution and employer counterpart per month are both currently P100.00. 98

UNDER TIME SERVICES This is committed when there is deficiency in the number of hours required for work at the end of the prescribed working hours. The employee should secure permission from his/her head of office if he leaves the office before the time usually allowed by law or specified by the office or if you render services less than the required eight (8) hours a day. The number of minutes or hours of under time incurred should be deducted from vacation or sick leave credits depending on the reason for going out. COFFEEBREAKS Coffee breaks shall be allowed for duration of not more than 15 minutes between 9:00-10:00 in the morning and not more than 15 minutes between 3:00-4:00 in the afternoon. Employees must inform their head of office if he/ she shall have a coffee break for easy location and coffee breaks be scheduled among employees of the same office in order that the workstation is not left unattended. Coffee breaks should be done within the proximity of the workplace. OFFICIAL BUSINESS DURING OFFICE HOURS An employee who needs to go out of the office during office hours to transact official business within the Municipality of President Roxas must secure a locator slip. The slip must be signed by his/her department head and shall leave the locator slip to the timekeeper/watchman on duty assigned to the building. The timekeeper/watchman shall log the actual in and out of the employee in his logbook. 23

President Roxas’ Employee’s Manual

If the official business is outside of the Municipality of President Roxas, the employee must secure a Travel Order from the Municipal Mayor or his authorized representative at least three (3) days prior to the intended date of travel specifying the purpose of the travel with a recommendation from his/her department head/supervisor and shall leave the Travel Order to the timekeeper/watchman on duty assigned to the building. The timekeeper/watchman shall log the actual in and out of the employee in his logbook. PERSONAL BUSINESS DURING OFFICE HOURS If the employee goes out of his office during office hours to transact personal business, he must secure a pass slip signed by his department head/supervisor and must present to the timekeeper/watchman assigned in the building who shall log the same in the logbook. The number of minutes or hours incurred will be deducted from the vacation or sick leave credits of the concerned employee depending on the reason for going out.

President Roxas’ Employee’s Manual

Benefit Outpatient Malaria

Amoun 600

Description Diagnostic and laboratory; drugs &

Outpatient Anti-TB/ DOTS Benefit Package

4,000

Paid to accredited DOTS facilities and covers diagnostic work up,

Animal Bite Package

3,000

Covers drugs (vaccine, immunoglobin, and antibiotics and supplies) and health staff service

SARS and Avian Influenza Package

50,000 100,000

50K - for member 100k for health care worker

Novel Influenza A(H1N1) Package

75,000 100,000

75k for non-health care workers 150k for health care workers

PRIVATE PRACTICE OF PROFESSION An employee may engage in the private practice of his profession provided this will not conflict or tend to conflict with his official duties, and an authority to practice profession was approved and issued by the municipal Mayor. The authority to practice shall be for a period of one (1) year, renewable upon the discretion of the Mayor. The same may be revoked at anytime if the exigency of service so requires.

President Roxas’ Employee’s Manual

3. Outpatient Packages - Primary Care Benefit and MDG Benefit Primary Care Benefits Primary Care Benefit provides a per-household capitation of P500 for families assigned to a particular outpatient provider (accredited rhu and health centers). This amount covers: 

Provision of preventive services (consultation, BP measurement, counseling)  Diagnostic services  Drugs and medicines (for asthma, upper respiratory tract infection, acute gastroenteritis and urinary tract infection **a 2nd component of this package will be rolled out in the future

MDG Benefits Benefit

Amoun

Description

Newborn Care Package

1,750

Normal Spontaneous Delivery (NSD) Package

6,500 8000

Coverage of normal deliveries of 1st 4 births in accredited govt & private hospitals for prenatal care and

Maternal Care Package

8,000

Coverage of normal deliveries of 1st 4 births in non-hospital facilities for prenatal care and facility inc. prof

Outpatient HIV/AIDS

30,000

Covers diagnostics, prof fee, and

Covers essential care/newborn screening test, newborn hearing

MODE OF REGISTERING and CHECKING ATTENDANCE All officers and employees shall register their daily attendance through an apparatus (Bundy Clock/biometrics scan/daily time record, logbook) as may be provided by the Municipality. The HRMO shall not accept any other substitute attendance record other than the duly approved mode of registering attendance to support the employees’ attendance. I In case the employee fails to register his attendance for a particular time, day or period when in fact he/she is actually present on said time, day or period, the employee must inform the HRMO in writing such fact stating the reasons thereof, and the same shall be subject to the recommendation of his supervisor and approval of the Mayor.

President Roxas’ Employee’s Manual

B. DRESS CODE FOR ALL MUNICIPAL OFFICIALS AND EMPLOYEES OFFICIAL ATTIRE

President Roxas’ Employee’s Manual

BENEFITS AND BENEFITS AVAILMENT 1. Basic Benefit Package for Hospitalization

The Office uniforms as prescribed shall be the official attire of all municipal officials and employees, which will be worn in accordance with their assigned schedule.

1. Allowance for Room and Board up to P800/day

The dress code shall apply to all employees except hose performing their regular functions in the field or those temporarily assigned in actual field operation, except is a designated uniform is prescribed for field employees.

3. Xray, laboratory & others up to 21,000.00 per single period of confinement

APPROPRIATE ATTIRE On those days when there is no prescribed office uniform of the day, employees shall be dressed in appropriate business attire.

2. Allowance for Drugs & medicines up to P28000/per single period of confinement

4. Professional Fees 5. Use of Operating Room complex 2. Case Rates for Medical and Surgical Cases Medical Cases

Surgical Cases

The wearing of maong pants, although generally prohibited, maybe considered as appropriate attire when paired with collared polo/shirt (for male employees or any appropriate blouse/shirt for female employees). Wearing of walking shorts, sando, rubber slippers, cycling shorts, slippers, bakya, night wear, and explicitly sexually provocative attire are prohibited.

Dengue I

P8000.00

Radiotherapy

P3,000.00

Dengue II

P16,000.00

Hemodialysis

P4,000.00

Pneumonia I

P15,000.00

Maternity Care Package

P8,000.00

Pneumonia II

P32,000.00

NSD, Level 1

8,000.00

Essential Hypertension

P9000.00

NSD Levee 2-4

6,500.00

Cerebral Infarction

P28,000.00

Caesarian Section

19,000.00

Exemptions:  When religious affiliation or creed or any legitimate practice by the employee, requires him/her to wear a particular clothing

Cerebro-vascular accident with hemorrhage

P38,000.00

Appendectomy

24,000.00

Cholecystectomy

31,000.00

Acute Gastroenteritis

P6,000.00

Dilation and curettage

11,000.00

Typhoid Fever

P14,000.00

Thyroidectomy

31,000.00

Herniorhaphy

21,000.00

Ashtma

P9000.00

Newborn Care Package

P1,750.00

Mastectomy

22,000.00

Hysterectomy

30,000.00

Cataract Surgery

16,000.00



When the employee has physical disabilities, is pregnant, and other legitimate health reasons and the wearing of uniform is not practical/possible Employees who lost a loved one can wear mourning clothes during the period of mourning

President Roxas’ Employee’s Manual

Philhealth Identification Number (PIN) is your Philhealth number for life PHILHEALTH COVERAGE starts upon payment of premium and is valid for one year from date of payment. Members have 45 days in a year to avail of benefits while his/her dependents will have another 45 days which will be shared among them.

WEARING OF IDENTIFICATION CARD All officials and employees shall be issued a Municipal Identification Card with their name, designation, office, photo, employee number and other relevant information. The Municipal ID MUST BE WORN AT ALL TIMES during office hours, while performing their function/job, and while within the premises of the Municipality for identification purposes and must be worn in a way that their name, photo, designation, and office can easily be seen/read by the transacting public.

Requirements for Availment of Benefits Sponsored Members

Date of availment/hospitalization must be within the effectivity period indicated in the members ID and MDR

Individually Paying Members

3months premium within the last 6months 3/6 prior to availment

WEARING OF PRESCRIBED ATTIRE All employees are expected to wear the prescribed attire, tshirt, uniform in certain Municipal occasions like sportsfest, foundation day, fun activities like Christmas party for proper identification and ensure solidarity of action.

9 months premium within the last 12 months 9/12 prior to confinement (for selected procedures and pregnancy related cases)

Lifetime Member

Just show Philhealth Lifetime Member ID

Employed Members 3months premium within 6 months from confinement

Overseas Worker

Date of confinement must be within coverage period

President Roxas’ Employee’s Manual

C. DUTIES, RESPONSIBILITIES & OBLIGATIONS DUTIES OF PUBLIC OFFICIALS & EMPLOYEES (Section 5, R.A.No.6713)

E. NATIONAL HEALTH INSURANCE PROGRAM (ADMINISTERED BY PHILHEALTH)

ACT PROMPTLY ON LETTERS AND REQUESTS

The NHIP is the mandatory health insurance program of the government which seeks to provide universal health insurance coverage and ensure affordable, acceptable, available, accessible, and quality health care services for all citizens of the Philippines.

All public officials and employees shall, within fifteen (15) working days from receipt thereof, respond to letters, telegrams or other means of communications sent by the public. There ply must contain the action taken on the request.

The Philippine Health Insurance Corporation (PHILHEALTH) is a government owned and controlled corporation established to administer the National Health Insurance Program.

In the performance of their duties, all public officials and employees are under obligation to:

SUBMIT ANNUAL PERPORMANCE REPORTS All heads or other responsible officers of offices and agencies of the government and of government-owned or controlled corporations shall, within forty-five (45) working days from the end of the year, render a performance report of the agency or office or corporation concerned. Such report shall be open and available to the public within regular office hours. PROCESS DOCUMENTS EXPEDITIOUSLY

AND

PAPERS

All official papers and documents must be processed and completed within areas on time from the preparation there of and must contain, as far as practicable, not more than three (3) signatories therein. In the absence of duly authorized signatories, the official next-in-rank or officer-in-charge shall sign for and in their behalf

All Filipino citizens are mandated to enroll into the National Health Insurance Program. Five Membership Type Sponsored Individually Paying Employed Sector Overseas Workers’ Lifetime Member

Qualified Dependents Spouse Children below 21years Children above 21 Parents

Pre-Requisite Not member to PhilHealth Unmarried; unemployed With congenital disability Not a member, 60 years old & above 93

President Roxas’ Employee’s Manual

Eligibility Requirement of Pag-ibig Members to Avail of Housing Loan 

Active member with at least 24 monthly contribution at the time of the loan application;



Not more than 65 years old at the time of the loan, provided that he is not more than 70 years old at the time of loan maturity;



Has the legal capacity to acquire and encumber property



Has passed satisfactorily the background, credit, business check conducted by the developer and the Fund;



Has no outstanding Pag Ibig loan, whether as principal or co-maker



Has no previous Pag-big loan which was foreclosed, cancelled, bought back,



Has no Pag Ibig Multi Purpose Loan in default at the time of the application

President Roxas’ Employee’s Manual

ACT IMMEDIATELY ON THE PUBLIC’S PERSONAL TRANSACTIONS All public officials and employees must attend to anyone who wants to avail of the service of their offices and must, at all times, act promptly and expeditiously. MAKE DOCUMENTS ACCESSIBLE TO THE PUBLIC All public documents must be made accessible to and readily available for inspection by the public within reasonable working hours.

Every public official and employee must likewise possess a mastery of knowledge of his or her specific duties and responsibilities as provided for under the law, rules, jurisprudence, manuals of operations, Position Description Form, issuances providing for specific tasks and periodic performance targets set between the employee and the supervisor.

President Roxas’ Employee’s Manual

For an effective performance of his/her duties and responsibilities, every public official and employee is expected: 



To be informed and updated of the latest amendments, memorandum circulars, orders, policies and guidelines involving functions of their respective offices. To adapt to changes geared towards development and efficiency in the delivery of services to the public such as computerization, internet communications and technology; To implement and practice the latest amendments, revisions, policy guidelines, and rules and regulations, and procedures affecting their office. To be familiar with all documents and forms used in their respective office, and by the Municipality as a while, and the purpose for which these documents and forms are used to ensure prompt and responsive action to any inquiry by the public. To take initiative and be cooperative in the implementation of projects, programs and activities of their office and that of the Municipality.

President Roxas’ Employee’s Manual

e) Refinancing of an existing mortgage with an institution acceptable to the Fund, provided that: 1) the loan is not in default within the 12 months prior to the date of application; and 2) the said loan has a repayment history of at least 2 years with the original mortgagee. f) Combination of loan purposes which shall be limited to the following: 

Purchase of a fully developed lot not exceeding 1000 sq. and construction of residential unit thereon;



Purchase of residential unit, whether old or new, with home improvement;



Refinancing of an existing mortgage with home improvement;



Refinancing of an existing mortgage, specifically a lot loan, with construction of a residential unit thereon.

2) Magaang Pabahay, Disenteng Buhay Program Housing program wherein a member purchases an acquired asset of the Fund with very reasonable prices. If purchased in cash, buyer is entitled to 20% discount on property’s sale price, and if through loan, 15% of the house the property’s price.

President Roxas’ Employee’s Manual

* MPL shall bear interest at 10.75% per annum payable over a maximum period of 24 months.in equal monthly payments. Late payments shall incur 1/2% penalty per month.

President Roxas’ Employee’s Manual

PART II

CALAMITY LOAN 

Financial assistance to Pag-IBIG members-victims of calamity -stricken areas for use to rehabilitate crops, medical and hospital expenses, medicines. etc.



Member must be active and have at least 24 monthly contribution.



Area must be declared to be under the state of calamity by the Sangguniang Bayan

C. ACCESS TO PAG-IBIG HOUSING LOAN PROGRAMS 1) End User Financing Program member to finance the following:

Loan availed by

NORMS OF CONDUCT & PROHIBITED ACTS

a) Purchase of fully developed lot not exceeding 1000 sq. m. which should be within a residential area; b) Purchase of residential house & lot, townhouse or condominium unit, inclusive of parking lot. Unit may be old or brand new; mortgaged with the Fund; or an acquired asset c) Construction or completion of a residential unit on a lot own3ed by the member d) Home improvements 90

President Roxas’ Employee’s Manual

You may withdraw your Provident Savings upon:       

Retirement Age – 60,65 years old Optional Withdrawal (Under RA 7742-1995) - 10,15 years in service Membership Maturity - 20 years under PD 1752 (198186) Permanent departure from the country Permanent/Total Disability/Insanity Termination from the service by health reason Upon death of member with additional Death Aid Benefit of P6,000.00 or equivalent to TAV whatever is lower.

B. SHORT-TERM LOAN PROGRAM Short-term Loan programs are meant to provide assistance to its members provided they are active and have made at least 24 monthly contributions. Two kinds of Short Term Loans 1) Multi Purpose Loan Program 2) Calamity Loan Program MULTI-PURPOSE LOAN * Loan entitlement will depend on the number of contributions made: Monthly Contribution

Loanable Amount

24-59 months

60% f TAV

60-119 months

70% of TAV

120 months abo0ve

80% of TAV

President Roxas’ Employee’s Manual

D. HOME DEVELOPMENT MUTUAL FUND (PAG-IBIG) The Pag-IBIG Fund is a provident savings fund and a housing credit system for its members. Pag-IBIG was conceived as a direct response to two pressing economic and social needs: savings and shelter. RA 7742 makes Pag-IBIG membership mandatory (again) for all SSS and GSIS members and their employers. Implemented in January 2, 1995, the fund aims to provide employees with an integrated savings and housing credit system. Benefits Offered to Pag-IBIG Members 

Provident Savings



Short Term Loan (MPL Benefit/Calamity Loan)



Access to Housing Programs

President Roxas’ Employee’s Manual

Legal Basis 

Republic Act No. 6713, otherwise known as the “Code of Conduct and Ethical Standards for Public Officials and Employees”



Executive Order 292, Book V (Administrative Code)

Norms of Conduct (Section 5, R.A.No.6713) Every public official and employee shall observe the following as standards of personal conduct in the discharge and execution of official duties: COMMITMENT TO PUBLIC SERVICE 

Uphold public interest over personal interest. As public servants, we are here to serve the people.



Use effectively, efficiently and economically all office resources

PROFESIONALISM A. PROVIDENT/SAVINGS BENEFIT Total Accumulated Savings (TAV) consist of member’s contribution, employer counterpart contribution and dividend earnings. The Provident Savings is tax-free and government guaranteed.



Perform and discharge his/her duties with excellence, intelligence and skill



Render total quality service



Set a good example. Discourage wrong perceptions that government employees are “tamad”, “corrupt”, may “under the table”



Serve the public with a smile. The people whom we serve will appreciate it if we are cheerful and courteous in our dealings with them. 33

President Roxas’ Employee’s Manual

JUSTNESS AND SINCERITY 

Remain true and sincere to the people



Be fair. Do not discriminate against anyone



Respect the rights of others



Refrain from extending undue favors especially to relatives

POLITICAL NEUTRALITY 

Provide service to everyone regardless of your party preference



You should not get involved in partisan politics

RESPONSIVENESS TO THE PUBLIC   

Render prompt, courteous, and adequate service to the public Follow the procedures as laid out in the Citizen’s Charter and eliminate red tape

President Roxas’ Employee’s Manual

E. HOSPITALIZATION SUPPORT PROGRAM Launched in 2004, GSIS partner hospitals provide discounts to GSIS members, their dependents and pensioners. Active GSIS members, their dependents, and old Age pensioners can avail of 10-50% discount in the use of medical equipment, laboratory services, room, medicines, and other medical services from various partner-hospitals, including outpatient services and emergency cases. The GHSP discounts are on top of the mandatory Philhealth discounts and may be used in combination with health maintenance organization (HMO) and senior citizen card.

F. NON-LIFE INSURANCE G-Care offers motor vehicle insurance, personal accident insurance, and fire insurance, at the most affordable rates. MyShield

- personal accident insurance

HomeShield - home fire insurance AutoShield - comprehensive car insurance

Ensure openness of information and encourage suggestions

President Roxas’ Employee’s Manual

B. POLICY LOAN

President Roxas’ Employee’s Manual

NATIONALISM AND PATRIOTISM

Loan program which you can avail from your GSIS life insurance policy.



Promote the use of locally-produced goods, resources and technology

A member who has paid more than 1 year’s premium contributions shall be entitled to avail of the policy loan up to 50% of the earned Cash Value subject to interest of 8% per annum compounded monthly and renewable yearly. A member can choose to either pay his Policy Loan through monthly amortization or have it count against his existing life insurance policy contract.



Encourage appreciation and pride of country and people



Show love for the Municipality in simple ways like keeping your work place clean and green, observing “no littering”

C. EMERGENCY LOAN Loan program extended to members affected by natural calamities Applicant member must be on active service and not on leave of absence without pay; has no pending criminal or administrative charges, has no arrearages in payment of contributions, and has no loan that has been declared in default. Emergency loan is payable in three (3) years or 36 equal monthly installments at an interest rate of 6% p.a.

D. CASH ADVANCE LOAN A one-time quick loan worth Ph10,000.00 available to all members

COMMITMENT TO DEMOCRACY 

Commit to the democratic way of life and values



Maintain the principle of public accountability



Uphold the constitution and be loyal to country above person or party

SIMPLE LIVING 

Lead modest lives appropriate to your position and income



Do not indulge in extravagant or ostentatious display of wealth in any form especially in your workstation

To qualify for the P10,000.00 Cash Advance Loan, a member must have at least three (3) correct premium for personal and government share within the last 6 months prior to application of the loan. A member can avail of the P10,000.00 Cash Advance Loan only once. The loan bears an interest rate of 12% payable in 3 years. 86

President Roxas’ Employee’s Manual

8. SEPARATION BENEFITS

PROHIBITED ACTS, VIOLATIONS,

Benefit in the form of Cash Payment given to employees who have not reached their retirement age(60) but have been separated from service.

OFFENSES (Section 47, Chapter 7, Book V, Executive Order 292)

 3 years but less than 15years service; below 60 =

The following are offenses, violations, and prohibited acts of public officers and employees in the Municipality in accordance to the provisions of Section 47, Chapter 7, Book of Executive Order No. 292. DISHONESTY 

Misappropriation Municipality;



Concealing defective work directly prejudicial to the interest of the Municipality



Knowingly giving false or misleading information to seek or qualify for any preference or benefits of the Municipality



Falsifying any government or official document such as timecards or timekeeping records, vouchers, certifications, etc.



Acts involving absence of integrity, disposition to betray, cheat, deceive, or defraud;

or withholding

funds

the

Cash Benefit equal to 100% of the Ave Monthly Compensation for every year of service payable upon reaching 60.  15 years &more in service; below 60 - Cash Benefit

qual to 18 times of the Basic Monthly Pension payable upon separation, and monthly pension for life upon reaching 60.

PRIVILEGES: A. CONSOLIDATED LOAN The Conso-Loan is a consolidation of 5 different loan products into 1 - Salary Loan, Restructured Salary Loan, Enhanced Salary Loan, Emergency Loan Assistance, and Summer 1month Salary Loan. By availing of Conso-loan, you automatically settle your obligations from these loans. Penalties or surcharges incurred from the (5) loans are automatically condoned. The loan is payable in 6 years and charged a minimal rate of 12% based on diminishing balance. Loanable amount Record of Creditable

Max. Loanable AMT

Less than 20 months 20 month or more 40 months or more

None 3BMS 4BMS

5 years or more

7BMS

10 years or more

10BMS

President Roxas’ Employee’s Manual

4. EMPLOYEES COMPENSATION (PD 626) Compensation package in the event of work- related injury, sickness, disability or death.

President Roxas’ Employee’s Manual



5) BURIAL BENEFITS

Upon the death of the member or old age pensioner, beneficiaries are entitled to P20,000.00 funeral benefit.

6. SURVIVORSHIP

Falsifying any material information (i.e. dates, signatures, names) in any document submitted to the Municipality such as Certificates of Appearance, Travel Orders, receipts, vouchers, or documents submitted to any public or private agency or office purportedly issued by the Municipality such as certificate of net pay, certificate of employment, and the like

OPPRESSION 

Any act of cruelty, domination, unlawful exaction usually performed by a superior official on a subordinate employee

Legitimate Spouse -50% of the Basic Monthly Pension (BMP) but not to exceed 50% of current Step 8 salary of an Undersecretary; Shall cease once s/he remarries, or cohabits/engages in common-law relationship;



Excessive use of authority



Coercing of a subordinate employee to perform an act contrary to law

Dependent children - 10% of BMP for each child but not to exceed 50% of the BMP, counted from the youngest and without substitution; Shall cease upon reaching the age of majority.

NEGLECT OF DUTY

When a member or pensioner dies, his/her beneficiaries are entitled to cash or pension benefits, subject to existing rules and regulations.

7.UNEMPLOYMENT Benefit paid when a permanent employee who has paid the required 12months contributions is involuntarily separated from the service as a result of reorganization. Benefit is in the form of monthly cash payment equivalent to 50% of the AMC, depending on length of service/contributions made ranging from 2 months to a maximum of 6 months.



Failure to perform an act inherent to his position or lawful designation



Frequent unauthorized absences or tardiness in reporting for duty

President Roxas’ Employee’s Manual



Deliberate refusal without reasonable excuse to perform his official duty



Negligence of heads of offices/supervisors to disseminate to employees under his/her supervision any policies, work rules, work procedure



Negligence or carelessness committed during working time or in the premises resulting in personal injury or damage to property belonging to the Municipality or to 3rd parties



Leaving work assignment or area without permission from the head of office



Loitering, sleeping, loafing or going to another office without valid reason during work hours



Willful non-compliance memoranda, directive



Knowingly furnishing false, misleading or grossly inaccurate data or information to persons authorized to receive the same due to failure to make proper research, investigation or verification, causing prejudice to the Municipality



official

orders,

office

Losing or misplacing local government records/files in his/ her possession or officially transmitted to the employee

B) Enhanced Life Policy (ELP) Insurance policy shall have neither maturity value nor fixed insurance coverage. Insurance coverage shall be a yearly term renewable life insurance based on fixed monthly compensation multiplied by a predetermined amount of insurance (AOI) factor. Termination Value – Cash value equivalent to 25% for every life insurance premiums due and paid in full can be withdrawn by the member upon separation or retirement government service less any indebtedness. Death Benefit– In case of death of the member, and during the term of the policy, qualified beneficiaries are entitled to receive the death benefits based on the latest salary preceding the member’s death to which salary the corresponding life insurance premium was paid and remitted to the GSIS. Annual Dividend – The policy shall earn dividends on the basis of earnings realized by the accumulated termination value of the policy. The declared interest earnings shall be determined by the actuary and approved by the Board of Trustees.

3. DISABILITY Benefit due to the loss or reduction in earning capacity caused by loss or impairment of the normal function of the employee’s physical and or mental faculties as a result of injury or sickness. Disability may either be: Permanent Total (PTD) Permanent Partial (PPD Temporary Total (TTD)

President Roxas’ Employee’s Manual

2. LIFE INSURANCE GSIS has two (2) insurance programs available:



Failure to submit required documents, data and information to provincial, regional or national government offices within the prescribed period as provided by law causing prejudice to the Municipality



Failure to submit documents, data and information to other offices within the Municipality when so required causing delay in the preparation of plans, programs, projects by reason of the absence of the said data/ information and causing prejudice to the Municipality



Inefficiency and incompetence in the performance of official duties

A) Life Endowment Policy (LEP) -prior to August 1, 2003 B) Enhanced Life Policy (ELP) - after July 31, 2003 A) Life Endowment Policy (LEP) Type of Insurance plans issued to members depends on age at the time of effectivity Age Bracket

Plan of Insurance

30 years and below

Endowment at 45

31 years to 40

Endowment at 55

41 years to 59

Endowment at 65

60 years and over

Ordinary Life

MISCONDUCT AND UNDESIRABLE ACTS/BEHAVIOR

Maturity Benefit- The amount of the insurance , less any outstanding balance in member’s policy loan, shall be paid upon the maturity of the endowment policy.



Cash Surrender Value – In case of separation, the cash value of the policy at the time of separation less all indebtedness shall be paid to the member, provided that premiums have been paid for at least one (1) year.

Any wrongful act which is contrary to law, order, public policy, rule or regulation, committed while in office, which is injurious to the image of public service or the rights of another person



Engaging in a fight, assaulting, challenging to a fight or threatening with bodily harm another employee or other employees over matters related to work within the premises or during office hours;

Death benefit –in case of death prior to the maturity of the policy, the total amount of the insurance less total indebtedness shall be paid to the designated beneficiaries or legal heirs as the case may be. Dividends - A policyholder whose policy has been in force for at least one (1) year may receive dividends as may be determined by the Actuary and approved by the Board. 82

President Roxas’ Employee’s Manual



Intentionally causing personal injury to another employee and/or person during office hours or within the premises



Engaging in horseplay, or using abusive, threatening or profane language during office hours or within the premises



Insulting as well as threatening with bodily harm or using influence or showing willful disrespect on the honor of an official, head of office or supervisor of the Municipality;



Sowing intrigues against another employee which tends to cast dishonor, discredit or contempt upon the latter;



Theft of property belonging to another person committed during office hours or within the premises



Theft of property belonging to the Municipality, regardless of time and place



Deliberate destruction of properties belonging to the Municipality, including writing, carving, etching, painting, or other vandalistic acts which tend to deface the Municipal properties



Attempting to bring, bringing of, or possession of explosives, firearms, deadly weapons, during office hours or within the premises, without due authority;



Discharging of firearms or explosives during working time or within the premises

President Roxas’ Employee’s Manual

C) Retirement under RA 1616 - “Take all option” To qualify under RA 1616, a retiree must: a) be in government service on or before May 31, 1977 b) has rendered at least 20 years of service regardless of age and employment status c) his/her last 3 years of service prior to retirement must be continuous, except in cases of death, disability, abolition or phase out of position due to reorganization.

RA 1616 is considered as the “Take All Retirement” mode, and provides the following benefits: a. Gratuity payable by the last employer based on the total creditable service converted into gratuity months multiplied by the highest compensation received. The gratuity months shall be computed as follows: Years of Service First 20 years 20 years to 30 years Over 30 years

Gratuity Months one (1) month salary 1.5 months salary two (2) months salary

b. Refund of retirement premiums consisting of personal contributions of the employee plus interest, and government share without interest, payable by the GSIS.

D) Retirement under PD 1146 To be availed by those who were in service after May 31, 1977 but prior to June 24, 1997 and may opt for either a) Old Age Pension (5years guaranteed, and for life) or b) Cash Payment = average monthly compensation for every year of service. 81

President Roxas’ Employee’s Manual

B) Retirement under PD 660 (also called Magic 87)



Engaging in all forms of usurious lending activities, gambling, lotteries, and other similar acts during office hours or within the premises



Borrowing money by superior officers from subordinates or lending money by subordinates to superior officials



Willful failure to pay just debts or willful failure to pay taxes due to the government;



Contracting loans of money or other property from persons with whom the office of the employee concerned has business relations;



Soliciting money or other material objects for any purpose or promoting the sale of items not for charitable purposes or not sanctioned by the Municipality



Receiving for personal use of a fee, gift or other valuable thing in the course of official duties given by any person in the hope or expectation of receiving any favor or better treatment than that accorded to the other persons



Act of utter discourtesy to the transacting public



Drinking of alcoholic beverages during office hours or in the premises except on officially sanctioned functions of the Municipality



Possession and vicious habits

Retiring under PD 660 requires the following: a. The retiree's last 3 years of service prior to retirement must be continuous, except in cases of death, disability, abolition, and phase- out of position due to reorganization. b. His/her appointment status must be permanent in nature. c. He/she must meet the age and service requirements under the "Magic 87" formula Magic 87 Formula Age

52 53 54 55 56 57 58 59 60 61

Service 35 34 33 32 31

62 63 64 65

30 28 26 24 22 20 18

Retiring members under PD 660 have the following options: Option 1: Automatic Pension - For retirees below 60, may choose automatic pension for life, or option to avail of lump sum. Lump sum may be requested every six months equivalent to one-year worth of monthly pension in advance for a period of five years. On the sixth year, start of lifetime monthly pension. Option 2: Initial three-year lump sum - For retirees 60 years old but less than 63 years on date of retirement, may avail of 3-year lump sum. The subsequent two year lump-sum shall be paid on his 63rd birthday. After the 5-year guaranteed period, retiree shall be entitled to a monthly pension for life. Option 3: 5-Year Lump sum - For retirees age 63-65 years old, five-year lump sum then after five years, they will receive a monthly pension for life.

use of prohibited drugs and other

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

Falsely representing oneself to be an officer, agent or representative of the Municipality or any of its departments or agencies Engaging in illicit sexual relations, as well as depraved sexual behavior such as exhibitionism

INSUBORDINATION 

Adamantly refusing to accept work, shift, assignment or specific instruction given by superior authority without any valid reason

President Roxas’ Employee’s Manual

C. GOVERNMENT SERVICE INSURANCE SYSTEM (GSIS) The GSIS is a social insurance institution created under Commonwealth Act Number 186 that was passed on November 14, 1936, later amended under Republic Act No. 8291 dated June 24, 1997. To secure the future of all employees of the Philippine government, it provides and administers a pension fund that has the following social security benefits: compulsory life insurance, optional life insurance, retirement benefits, and disability benefits for work-related accidents and death benefits.

BENEFITS: 1. RETIREMENT

VIOLATION OF EXISTING CIVIL SERVICE LAW AND RULES, OF CIRCULARS ISSUED BY THE DIFFERENT GOVERNMENT AGENCIES, AND OF REASONABLE OFFICE REGULATIONS AND POLICIES 

Violation of the leave rules (See References)



Violation of the Anti-Sexual Harassment Act (See References)



Violation of office regulations and policies as may be prescribed by the local chief executive or the heads of offices

A) Retirement under RA 8291 To qualify for this retirement mode: a) The retiree must have rendered at least 15 years of service and must be at least 60 years of age upon retirement. b) He /she must not be a permanent total disability pensioner. Retiring members who will opt to retire under RA 8291 are entitled to either of the following: Option 1: 5-Year Lump Sum and Old Age Pension Option 2: Cash payment and Basic Monthly Pension

President Roxas’ Employee’s Manual

INCENTIVES

– given to reward an employee’s

continuous and uninterrupted government service and contribution to the Municipality’s existence, or given as reward to employees for extraordinary performance and motivate employees towards greater productivity and efficiency

Loyalty Bonus This is an incentive to be given in milestone years to reward an employee’s loyalty to government service with at least satisfactory performance.

Anniversary Bonus The Anniversary Bonus (AB) is a financial incentive granted to government employees on the occasion of their agencies’ milestone years, to recognize the employee’s efforts and contributions to the municipality’s viable existence.

Productivity Incentive Benefit The Productivity Incentive Benefit (PIB) is a cash award authorized under Administrative Order (AO) No. 161, dated December 6, 1994, to recognize individual personnel productivity and performance which contributed to attainment of the Municipality’s goals and targets as evaluated and determined by the agency authorities concerned and in accordance with the policies and standards set by the Civil Service Commission.. Performance includes conduct and behavior in the discharge of the duties of a public office

President Roxas’ Employee’s Manual

FILING OF STATEMENT OF ASSETS, LIABILITIES AND NETWORTH (SALN) (Section 8 of Republic Act No. 6713 and Section 7 of Republic Act No.3019)

Every official and employee is required to declare an annual, true, detailed and sworn statement of their assets, liabilities and net worth, including disclosure of business interests and financial connections, relatives in the government service, amount and sources of income , amount of personal and family expenses, and the amount of taxes paid in the immediately preceding calendar year, and to disclose the assets, liabilities and net worth , financial connections and business interest of declarant’s spouse, , unmarried children below eighteen (18) years old living in declarant’s household in the prescribed form. The statement must be filed through the Human Resource Management Office on or before April 30 of every year. 

Within (30) days after assumption of office, statements of which must be reckoned as of his/her first day of service;



On or before April 30 of every year thereafter, statements of which must be reckoned as of the end of the preceding year; or



Within (30) days after separation from the service, statement of which must be reckoned as of his last day of office.

President Roxas’ Employee’s Manual

Hazard Duty Pay

PARTICIPATION IN FLAG RAISING AND FLAG LOWERING CEREMONIES Section18 of Republic Act No.8491 provides that all government offices and educational institutions shall observe flag raising ceremony every Monday morning and flag lowering ceremony every Friday afternoon, which ceremonies should be simple and dignified and shall include the playing and singing of the Philippine National Anthem.

Aside from being the means to express respect and allegiance to the Philippine flag and love of country, the ceremonies provide opportunity for all the officials and employees to renew their commitment to honest and efficient public service and to converge in solemn occasion to hear official announcements and inspirational messages.

The hazard duty pay (HDP) is a compensation premium granted to government personnel exposed to hazardous situation such as assignment strife torn or embattled areas, distressed or isolated stations, prison camps, radiation exposed clinics,/laboratories, disease-infested areas and areas declared under state of calamity or emergency which pose occupational risks or perils to life.

Compensatory Overtime Compensatory Time Off

Credit

and

Compensatory Overtime Credit (COC) refers to the accrued number of hours earned as a result of services rendered beyond regular working hours, and/or those rendered on Saturdays, Sundays, holidays, or scheduled days off without the benefit of overtime pay. A COC Certificate shall be issued by authorized representative as proof of the COC of the employee. Compensatory Time-Off (CTO) refers to the number of hours or days an employee is excused from reporting for work with full pay and benefits. It is a non- monetary benefit provided to an employee in lieu of overtime pay. To avail of the CTO, the employee shall present the duly issued COC certificates and requests for the approval for him to be excused from work as indicated in the COC certificate.

President Roxas’ Employee’s Manual

SPECIFIC PURPOSE ALLOWANCES AND BENEFITS – Given to employees across agencies under specific conditions and situations related to the actual performance of work; at prescribed rates, guidelines, rules and regulations, as follows:

Representation and Allowances (RATA)

Transportation

President Roxas’ Employee’s Manual

INFORMATION TECHNOLOGY POLICIES Information Technology (IT) collectively refer to the municipality’s computing facilities, including computer hardware, printers, fax machines, voice mail, software, email, and internet and intranet access. This policy shall refer to:

RATA are allowances and benefits given to officials and department heads at monthly standard rates in order to defray transportation and representation expenses while in the actual performance of the duties of the position.



Night Shift Differential Night-Shift Differential Pay is a compensation premium granted to government personnel whose regular work hours fall wholly or partly within 6:00 PM to 6:00 AM of the following day.



All electronic communications equipment, including telephones, pagers, radio communicators, voice-mail, e-mail, fax machines, PDAs, wired or wireless communications devices and services, Internet and intranet and other on-line



All software including purchased or licensed software applications, NGA–provided written applications, locally-written applications, employee or vendor/supplier-written applications, computer operating systems, firmware, and any other software residing on Municipal -owned equipment;



All intellectual property and other data stored on Municipality’s equipment

Subsistence Allowance Subsistence Allowance is allowance for meal or sustenance of government personnel who, by the nature of their duties and responsibilities, have to make their services available in their places of work even during mealtimes. This shall be given at prescribed standard rate.

Honoraria Token payments in recognition of services rendered beyond the regular duties and responsibilities of positions. Examples are lecturers, resource speaker, coordinator, government personnel involved in procurement process (BAC Chairman, BAC Members, BAC secretariat, TWG) 76

All computer-related equipment, including desktop personal computers (PCs), portable PCs, terminals, workstations, PDAs, wireless computing devices, telecom equipment, networks, databases, printers, servers and shared computers, and all networks and hardware to which this equipment is connected

President Roxas’ Employee’s Manual

IT policies also apply to all employee-users, whether on Municipality’s property, connected from remote via any networked connection, or using Municipality’s equipment whether owned or leased by the Municipality

IT facilities are Government Property Information Technology (IT) and communication facilities are properties of the Municipality and are provided to employees for purposes of conducting and efficient government business and to improve the delivery of basic services to the transacting public.

Limited Personal Use of IT Facilities The Municipality does permit a limited amount of personal use of these IT facilities, including computers, printers and internet access provided that the use involves minimal expense to the Municipality and does not interfere with official business and subject to the strict adherence to the IT policies and guidelines of the Municipality Users of the IT facilities agree to comply with all IT policies and guidelines and also agree to comply with applicable international and national IT laws, rules and regulations.

President Roxas’ Employee’s Manual

STANDARD ALLOWANCES AND BENEFITS – Given to all employees across agencies, at prescribed rates, guidelines, rules and regulations, as follows:

PERA and ACA On the top of the basic salary, employees are provided monthly allowances comprising of Personnel Economic Relief Allowance (PERA) and Additional Compensation (AC) in the amount of Two Thousand Pesos (2000.00) to supplement pay due to rising cost of living.

Year End Bonus and Cash Gift The Year-End Bonus and Cash Gift are intended as year -end premiums to government personnel for satisfactory and dedicated service. They are collectively referred to as the Year-End Benefit (YEB), authorized under Republic Act (RA) No. 6686, as amended by RA No. 8441. This is equivalent to one (1) month basic salary and cash gift of Five Thousand Pesos (Ph5000.00) and are usually given to employees in two halves, the first half not earlier than May 15 but not later than May 31 of each year and the second half not earlier than November 15 but not later than November 30 of each year.

Uniform/Clothing Allowance The limited personal use of the Municipality’s IT facilities is a privilege and not a right extended to the

Employees in the civil service are provided with allowance for uniform/clothing to cover the cost of required uniforms of government personnel to identify them with their agency. Uniform and clothing allowance equivalent to minimum of P2,000.00, (subject to increase if funds are available) in cash or in kind subject to the discretion of the head of the agency. 75

President Roxas’ Employee’s Manual

Salary rates in the Salary Schedule represent full compensation for full-time employment in a 40-hour work week regardless of where the work is performed. The daily wage rate shall be determined based on the authorized/actual monthly rate for the position divided by 22 days.

Step Increment Step increment is the increase in salary from step to step within the salary grade of a position, and is granted based on merit/length of service. A one (1) step increment shall be granted to officials and employees for every three (3) years of continuous satisfactory service in their present positions, but limited to the maximum step of the salary grades of positions. This is usually given as an incentive to employees for their length of service and satisfactory ratings in the performance of their functions. Employees authorize to receive Longevity Pay under existing laws shall no longer be entitled to Step Increments Due to Length of Service. The grant of Step Increment based on Merit and Performance shall be in lieu of the Productivity Incentive Benefit. The implementation of step increment depends on the availability of funds of the Municipality and partial implementation shall be uniform and proportionate for all positions..

President Roxas’ Employee’s Manual

Responsible Equipment

use

Facilities

and

IT facilities must be used responsibly by all employee-users since misuse has the potential to negately impact productivity, disrupt government business and interfere with the work or rights of others.



Only authorized IT-personnel can install or uninstall additional devices, hardware or special configurations on a shared resource; disarm, dismantle, repair all computer -related and communication equipment; transfer locations of PCs, printers, servers, terminals, workstations and all related non-portable devices;



Employee-users shall not install any software or applications to any IT facilities or to delete and remove the same unless authorized and approved by the Municipality’s autjprized IT personnel and accordingly logged by the MIS/IT Office.



Employee-users must password-protect the IT facilities issued to their office and must not disclose the same to unauthorized persons to prevent unauthorized access of data and information Each employee-user of a particular computer must log-in in using their respective username and password in order that every employee maintains the integrity of the data exclusively belomnging to them.



Employee-users must not disclose internet and intranet usernames and passwords issued to employees by the IT authorized personnel as the same is excluysively for his use and access.



All intranet information must be treated with confidentiality and can be accessed only by authorized personnel and employees.

President Roxas’ Employee’s Manual



Authorized employee-users of a software and/or applications specifically installed in specified IT facilities (i.e. Human Resource Management Information System, Real Property Tax Assessment, Civil Registration Information System ) for a specific office must use the said software/application in accordance to the purpose for which it was installed and shall input the correct and verified data/information. Authorized employee-users of the said IT facilities must be abreast with new developments related to the software and must diligently inform the IT /MIS Office for any update on the applications, ensure that all data and information are accordingly backed-up and stored, and the integrity of the data preserved. Employee-users are responsible for handling sensitive data electronically (e.g. electronic data containing government files and records, PINs, passwords of any nature). Employees responsible for generating, creating, and/or altering sensitive data have a special responsibility to safeguard the data and maintain the accuracy of the data. You should password protect your computer and your files so that data cannot be obtained by an unauthorized user.



IT facilities are for official business and personal use are allowed only outside of working hours and during employee’s personal time.



IT facilities and official time shall not be used to earn outside income or for private gain.



All employees are expected to maintain cleanliness and order in their respective workstations, making sure computers are in good condition. 48

President Roxas’ Employee’s Manual

B. COMPENSATION, ALLOWANCES & INCENTIVES Under the total compensation framework, the total payment given to an employee for services rendered shall be limited to the following: a) b) c) d)

Basic Salaries, including Step Increments Standard Allowances and Benefits Specific-Purpose Allowances and benefits; and Incentives

Basic Salary Positions in the Civil Service are designated their respective salary grades which are generally standardized in the government service. The salary schedule is a table of salary grades with each salary grade consisting of several salary steps with corresponding money values. A salary grade represents a level of difficulty and responsibility of work. In the Municipality, salary grades range from SG-1(lowest) to SG-27(highest). Each salary grade ranges from step 1 to step 8, where an employee starts with step 1 as the minimum or hiring rate for a given class of positions. Increase in steps (from step 2 to step 8) known as “step increment” are used to provide incentives for length of service in the position. The salary rates of positions in local government units (LGUs) are based on their income classifications as determined by the Department of Finance (DOF), and their financial capabilities. Currently, the Municipality of President Roxas is classified as a 4th class Municipality and adopts the Salary Schedule “F” for Sixth Class Provinces and Cities and Fourth Class Municipalities.

President Roxas’ Employee’s Manual



Employee-users must refrain from using IT resources for activities that are inappropriate or offensive to coemployees or the public such as the use of sexually explicit materials or remarks that ridicule others on the basis of creed, race, sex, religion, handicap, etc.



Use computing and network resources efficiently and effectively. Employees are prohibited from engaging in excessive game playing, in sending frivolous or excessive email, including chain email, and in printing excessive copies of documents, files, images, or data;



Access to websites containing pornography or any related materials, illegal activities, or any indecent, immoral and offensive content is strongly prohibited, even if internet is used during personal time.



Employees are prohibited from installing personal-use files, software or applications (games, e-books, movies, music) that will unnecessarily use the memory and hard drives of IT resources or make excessive demands on network capacities;



Portable IT-facilities issued by the Municipality to employees (such as laptops, tablets, phones) must be under the possession and custody of the employee at all times, and they must take good care of the same. Said IT facilities shall be used by the employee for the purpose for which it was issued, be made available when so required and return/surrender the same upon separation/termination from service with the Municipality. Responsible employee-users must ensure that data, information, reports stored in the said portable IT facility are secured and/ or not divulged to any unauthorized person.

L. Terminal Leave – refers to the money value of the employee’s total accumulated leave credits based on the highest monthly salary prior to his/her retirement/ voluntary resignation. This is applied with the severance of your employment in the Municipal Government.

Monetization of Leave Credits Officials and employees who have accumulated at least fifteen(15) days of vacation leave credits shall be allowed to monetize ten(10) days leave credits provided that at least five days leave credits is retained after monetization. Monetization of leave credits exceeding ten (10) days maybe allowed for valid and justifiable reasons subject to the internal policies issued and/or the discretion of the of the Municipal Mayor and availability of funds.

President Roxas’ Employee’s Manual

No Personal Privacy

J. Study Leave - this refers to time off from work not

Employees must understand that they do not have a personal privacy right in any matter related to use of any and all IT facilities. Supervising officers are tasked to remind employees that use of computing facilities are subject to compliance with the IT policies and rules. The Municipality’s authorized IT personnel or authorized representative should be able to access any Municipality-owned or issued computer, tablets, phones, computing files, applications for business purposes, and for this reason, employees must disclose their username and passwords necessary to open the said IT facilities.

Protection against Improper Use

Unauthorized

and

To protect the integrity of the Municipality’s IT and computing facilities and its users against unauthorized or improper use of these facilities, and to investigate possible use of the facilities in violation of the rules and policies, the Municipality reserves the right, without notice, to limit or restrict any employee’s use of the IT facilities, and to inspect, copy, remove, or otherwise alter any data, or system resource which may undermine the authorized use of any computing facility or which is used in violation of any rules or policies. The Municipality further reserves the right to periodically monitor and examine any system and other usage and authorization history as may be necessary to protect its IT facilities and may install any program, application or software for this purpose.

exceeding six (6)months with pay for qualified officials and employees to help them prepare for their bar/board examination or complete their masteral or doctoral degree. The leave shall be covered a contract between the employee and the Municipal Mayor. No extension shall be allowed if the officials or employees avail of the maximum period of leave allowed therein. If they need more time to complete their studies, they may file a leave of absence chargeable against their vacation leave credits. Requirements for study leave: Approved Application for leave Approved Request letter from the Municipal Mayor Approved Resolution from the Sangguniang Bayan Clearances from money, and property accountability Office Clearance Property Clearance Accounting Clearance MTO Clearance

K. Leave Without Pay – All absences in excess of the employee’s accumulated vacation or sick leave credits earned shall be without pay. An employee may use his vacation leave credits in case he has exhausted his sick leave credits, but not the other way around.

The Municipality disclaims any responsibility for loss of data or interference with files resulting from its efforts to maintain the privacy and security of those computing facilities or from system malfunction or any other cause.

President Roxas’ Employee’s Manual

I. Solo Parent Leave –

refers to leave benefits granted to a solo parent to enable him/her to perform duties and responsibilities where physical presence is required. An employee can avail of this seven (7) day leave if he/she falls under any of the following:

1) A woman who gives birth as a result of rape, provided that she keeps and raises the child; 2) A parent left solo or alone with the responsibility of parenthood due to the following:  Death of spouse;  Detention of the spouse for at least one year;  Physical/mental in capacity of spouse as certified by a public medical practitioner;  Legal separation from spouse provided he/she has the custody of the children;  Declaration of annulment of marriage provided he/she has the custody of the children below 18 years of age and;  Abandonment by spouse for at least one year. 3) An unmarried person who has preferred to keep and rear children; 4) A person who provides parental care or is licensed as a foster parent by the MSWD or is appointed as legal guardian by the court; 5) A family member who assumes the responsibility of the head of the family as a result of:  Death  Abandonment  Disappearance

President Roxas’ Employee’s Manual

Telephone Use Municipality-provided telephones and telecommunication equipment and services are for official business. Employee may make and receive personal telephone calls during duty hours that are necessary and in the interest of the Government. Examples of personal calls that are in the interest of the Government are calls to:      

Alert household members about working late or other schedule changes; Make alternative child care arrangements; Talk with doctors, hospital staff, or day care providers; Determine the safety of family or household members, particularly in an emergency; Make funeral arrangements; Reach businesses or Government agencies that can only be contacted during work hours;

. In making purely personal calls, employees shall ensure that: all long-distance calls are made at their own expense; e.g., charged to personal calling or credit cards, home telephones, or other non-Government telephone numbers; the calls do not adversely affect the performance of official duties or the Municipality’s work performance; and the calls are of reasonable duration and frequency. Personal calls in excess of three times a day and longer than 10 minutes each are normally to be considered unreasonable.

or prolonged absence of parents for at least one year.

President Roxas’ Employee’s Manual

Use of Personally-owned Netbooks, Tablets, Phones and Other Electronic and Computing Devices Employees are allowed to bring and use their personal portable computers, tablets, netbooks, phones and other computing and electronic devices in the Municipality, subject to the following policies and guidelines:



Personally owned portable computers, tablets, netbooks, phones, and other electronic devices are allowed to be brought to the workplace provided that the use of the same during office hours shall involve transactions related to the employee’s work in the Municipality and has contributed to the employee’s productivity and efficiency.



If the personally-owned portable computers, tablets, phone and IT equipment is used by the employee for his/ her personal transactions and purposes, the same shall be allowed only during the employees’ personal time. Employees must make sure that the use of personallyowned IT equipment does not hamper their productivity and the delivery of services to the people and do not waste office resources and official working time.

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Employees who are using personally-owned phones but are receiving telephone expense allowance from the Municipality agree that the use of their own-phone shall primarily for the official businesses of the Municipality to effectively communicate and deliver information involving his office to concerned individuals. Said employees are also expected to reply to official text messages or calls from the local chief executive, heads of offices, and other authorized personnel even if the same requires only an acknowledgment of the receipt of said text message or call.

President Roxas’ Employee’s Manual

F. Anti-Violence Against Women and Their Children (VAWC) Leave – This is a paid leave of absence up to ten (10) days in addition to other paid leaves under the Labor Code and Civil Service Rules and Regulations, extendible when the necessity arises as specified in the protection order.

G. Rehabilitation Leave– Leave of absence on account of wounds or injuries incurred in the performance of duty. It must be made on the prescribed form, supported by the proper medical certificate and evidence showing that the wounds or injuries were incurred in the performance of duty.

H. Special Leave Privileges – In addition to the vacation, sick, maternity and paternity leaves, officials and employees may avail of special leave privileges for a maximum of three (3) days within a calendar year provided that such privileges are non-cumulative and noncommutative and the application for such privileges is submitted at least one (1) week prior when it is availed except on emergency cases. Leave privileges may be availed of on occasions of birthday, wedding, anniversary, enrolment, graduation, PTA meetings, government or personal transactions, domestic emergencies, calamity, relocation, accident, hospitalization, funeral and mourning involving the employee or a member of his or her immediate family and other filial and domestic responsibilities.

President Roxas’ Employee’s Manual

C. Forced Leave – All officials and employees with

President Roxas’ Employee’s Manual

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Texting and talking on mobile phones, browsing on any website and accessing social networking sites in phones, tablets, etc., playing games in any device, chatting, are prohibited during office hours even if the same is done intermittently, or in a non-continuous manner, especially if done in the presence of the transacting and waiting public. Such acts clearly manifest the employees’ disregard of official business time and neglect of duty, not to mention the bad impression it creates to the people. The use of mobile phones for text or calls involving official business transactions, or emergency personal matters for a short time are allowed.

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Employees using their own IT or electronic equipment are allowed to use the same to listen to music provided that the said employees use an earphone, or the music/volume of music does not bother, annoy, irritate their fellow co-worker, and their productivity is not affected.

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Employees shall not use their personally-owned IT equipment to download and save any information, data, report and the like involving municipal and government transactions without the prior consent and authority of the IT office and the local chief executive.

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Employees who own portable electronic devices are allowed access to the Wireless Fidelity (WIFI) local area network facility of the Municipality, subject to the IT policies of the Municipality. The Municipality has the right to activate, monitor, suspend, revoke, manage user accounts and administer security access of all WIFI applications and such other actions as it may deem fit and reasonable.

ten (10) days or more vacation leave credits shall be required to go on vacation leave whether continuously or intermittently for five (5) working days annually subject to certain conditions as provided in civil service rules

D. Maternity Leave – Female employees who have rendered an aggregate of two (2) or more years of government service, shall, in addition to the vacation and sick leave credits granted to them, shall be entitled to maternity leave of sixty (60) calendar days with full pay. The primary intent or purpose of maternity leave is to extend working mothers some measure of financial help and to provide her for a period of rest and recuperation in connection with her pregnancy. Employee filing for maternity leave must submit all the requirements before the same can be apprived, including property & money clearance.

E. Paternity Leave - refers to the privilege granted under Republic Act No. 8187 or the Paternity Leave Act of 1996 to a married male employees allowing him not to report for work for period of seven (7) days with full pay when his legitimate spouse has delivered a child or suffered a miscarriage, for purposes of enabling him to lend care and support to his wife before, during or after childbirth as the case may be and assist in nursing for his newborn child.

President Roxas’ Employee’s Manual

Government Resources 

The Municipality’s resources are limited and all employees must take responsibility in ensuring that these resources are used responsibly and efficiently.

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Turn off all lights, fans, air-conditioning units, and unplug equipment and office appliance after office hours to conserve energy.

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Use water sparingly. Turn off faucets while soaping your hands or brushing your teeth to minimize water spillage.

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Report leakage in water pipes, dripping faucets, damaged water-closets so that it can be fixed immediately.

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Use non-potable water in watering plants, washing motor vehicles, mopping floors, etc.

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Re-use and recycle used bond papers, scratch papers, and reusable and recyclable d supplies.

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Use refillable items and supplies, and discard used and disposable office equipment properly.

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Avoid excessive printing to conserve ink and paper usage. Go paperless and download manuals, guidelines, policies through IT facilities and read it in your computer.

Properties 

Properties comprise of the office building and premises, facilities, furniture and fixtures, equipment and supplies and other items/materials of the Municipality.

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Employees are expected maintain the upkeep and cleanliness of office buildings, premises, facilities and their workplace. Use all municipal properties and equipment with caution, read ther operating instruction and manual, and use it only for the purpose for which it is intended.

President Roxas’ Employee’s Manual

A. LEAVE BENEFITS One of the privileges granted to government officials and employees is to go on leave with or without pay under certain conditions. Municipal officials and employees in general shall be entitled to fifteen (15) days vacation and fifteen (15) days sick leave annually with full pay exclusive of Saturdays and Sundays and public holidays, without limitation as to the number of days of vacation and sick leave they may accumulate (CSC MC No. 41, Series of 1998). However, leave of absence for any reason other than illness of an official or an employee or any member of his immediate family must be contingent upon the needs of the service and the grant of vacation leave shall be at the discretion of the approving authority.

A. Vacation Leave – refers to leave of absence granted to officials and employees for personal reasons, the approval of which is contingent upon the necessity of the service. An employee is entitled to 15 day vacation leave annually with full pay exclusive of Saturdays, Sundays, and holidays.

B. Sick Leave–refers to leave of absence granted only on account of sickness or disability of the employee concerned or his immediate family member. Immediate family member includes the spouse, children, parents, unmarried brothers and sisters and any relative living under the same roof and dependent upon the employee for support. An employee is entitled to a 15–day sick leave annually with full pay exclusive of Saturdays, Sundays, and holidays. 67

President Roxas’ Employee’s Manual

President Roxas’ Employee’s Manual 

Employees must secure a proper authority/approval to use any public building/facilities, government vehicle, heavy equipment, office equipment, furnitures and fixtures, supplies prior to its use, whether or not in the course of usual business usage of the same. Once allowed, the employee shall be deemed accountable for the same for the period of use.

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Employees must sign an Acknowledgement Receipt for Equipment (ARE) for non-expendable properties entrusted/issued to them and shall be accountable for the said equipment until returned/turned over.

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Property clearance can only be issued to on-leave, separated, resigned employees ONLY after all equipments issued/entrusted to him/her are accounted for/returned to the Property Office.

Records

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Officials and employees are accountable to records they handle and are under their custody and possession.

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Every office must adopt a process of recording and monitoring of documents and records of their office. All employees of an office are responsible and accountable in maintaining the integrity of the records/documents.

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Employees must not divulge/release confidential information to anyone without prior written authority from the local chief executive and/or authorized representative consonant to the policy on confidentiality of information. This precludes documents required to be posted/published under the full disclosure policy under the law.

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A clearance from records must be Issued to on leave/ separated/retired employee ONLY when all records in his custody, possession and accountability are officially and officially turned over to the office concerned.

President Roxas’ Employee’s Manual

Cash Advances Certain employees may be authorized to hold cash advances for specific purposes such as expenses to be incurred for official travel and other operating needs. Cash advances must be liquidated within the prescribed period provided by law, rules and regulations. CSC Resolution 1200103 dated January 12, 2012 (Resolution amending CSC Circular No. 04-0676 on the Policy Guidelines to Govern the Liquidation of Cash Advances) provides for the administrative penalty of dismissal for unliquidated cash advances in the amount of P50,000.00 or more, and the penalty of suspension for the first offense, and dismissal for the 2 nd offense for cash advances which are liquidated beyond the period prescribed by law, rules and regulations.

PART IV

EMPLOYEE BENEFITS

No cash advances can be made by an employee of official unless the previous cash advance has been liquidated as certified by the Municipal Accountant.

Accounting and Auditing Rules and Regulations Employees are advised to refer to accounting and auditing rules and regulations in relation to property and cash advance matters. The Accountant may be requested to render advice on the rules and regulations relevant to a transaction or concern. The primary reference is the Government Accounting and Auditing Manual as amended by the New Government Accounting System (NGAS) of the Commission on Audit.

President Roxas’ Employee’s Manual

Suspension shall carry with it disqualification for promotion corresponding to the period of suspension (Section 12, Rule XIV, Omnibus Rules). Fine shall carry with it disqualification for promotion for a period twice the number of days he was fined (Section 14, Rule XIV, Omnibus Rules) Reprimand – whether given by the Civil Service Commission or the Local Chief Executive as disciplining authority shall be considered a penalty. However, a warning or an admonition shall not be considered a penalty. (Section 14, Rule XIV, Omnibus Rules)

PART III

ADMINISTRATIVE DISCIPLINE

President Roxas’ Employee’s Manual

Inherent Effects of Specific Penalties Dismissal - carries with it the following: Cancellation of the employee’s civil service eligibility Forfeiture of earned leave credits Forfeiture of retirement benefits Disqualification from re-employment in the government service Forced Resignation - carries with it the disqualification for employment in the government service for at least one (1) year. It may or may not contain conditions such as: Forfeiture of leave credits Forfeiture of leave benefits Disqualification from reemployment in a specific class or position (Section 8, Rule XIV, Omnibus Rules) Transfer - carries with it the disqualification for promotion for a period of six (6) months from the date of respondent reports to the new position or station. (Section 11, Rule XIV, Omnibus Rules) “Transfer shall not be considered disciplinary action when made in the interest of public service, in which case, the employee concerned shall be informed of the reasons for such transfer.” Demotion shall carry with it disqualification for promotion at the rate of two (2) months for every step or one (1) month for every range of salary by which he was demoted to be computed from the date respondent reports to the new position or station. 58

President Roxas’ Employee’s Manual

Withdrawal of Complaint

Basic principle

The withdrawal by the complainant shall neither cause the dismissal of the complaint nor the discharge the employee or official from administrative liability. Where there is obvious truth or merit to the charges or complaint, the same shall be given due course. (Section 6, Rule XIV, Omnibus Rules)

Administrative discipline is a mechanism by which public servants are either recognized or made answerable for omissions or acts committed while in office, in relation to laws, rules, regulations and public policy, prescribing their duties and responsibilities; Provided that due process of law and the protection of the rights to security of tenure are made paramount in the pursuit of any disciplinary action. Constitutional and Legal basis

Grounds for Disciplinary Action The grounds for disciplinary actions are enumerated under Section 46, Chapter 7, Book V, Executive Order No. 292. These are complemented by various laws, rules and regulations, policies issued by joint Congress and approved by the President, by the Civil Service Commission and other government agencies affecting government employees, as well as the Municipality’s lawful orders, rules, orders, and polices.

“No officer or employee in the Civil Service shall be removed or suspended except for cause as provided by law.” (Art. IX B, Sec. 2, 1987 Constitution) “Public office is a public trust. Public officers and employees must at all times be accountable to the people, serve them with utmost responsibility, integrity, loyalty, and efficiency, and act with patriotism and justice and lead modest lives.” (Art XI, Section 1, 1987 Constitution)

Administrative Penalties The penalties imposable upon erring officials and employees may be any of the following:  

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Removal or dismissal from service Forced resignation (with or without prejudice to the receipt of benefits allowed by law, such as the money value of accumulated leave credits and retirement benefits) Demotion in rank

Suspension from service for not more than one year Fine in an amount not exceeding six month’s salary Transfer Reprimand 62

“No officer or employee in the Civil Service shall be suspended or dismissed except for cause as provided by law and after due process. (Section 46(a), Chapter 7, Book V, Executive Order No. 292).

Purpose 

In order to promote as well as regulate the conduct of public servants according to accepted norms of responsibility, loyalty, efficiency, integrity and morale.

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Maintain public accountability in the public service.

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Ultimate objective is not the punishment of the public servant, but improvement of public service and preservation of the public’s faith and confidence in the government.

President Roxas’ Employee’s Manual

“For Cause” “For cause” refers to the legal reasons which the Constitution, as implemented by the civil service laws, rules and regulations, mandates sufficient to warrant the removal the erring employee and official. These shall pertain violations of the norms of conduct, duties and responsibilities or the commission of prohibited acts and such acts which are contrary to law, public order, and prejudicial to public service. Due process Due process is the right and opportunity to be heard and to explain one’s side before the proper disciplining authority in order to apprise the disciplining authority whether or not to impose disciplinary action against the government employee or official complained of.

Disciplining Authority of Municipal Officials and Employees

President Roxas’ Employee’s Manual

Decisions imposing a penalty of suspension for not more than thirty (30 days or fine in an amount not exceeding thirty (30) days salary shall be final. The Civil Service Commission (CSC) assumes jurisdiction on appeals on decisions of the Municipal Mayor imposing penalties exceeding thirty (3) days suspension or fine in an amount exceeding thirty (30) days salary. Depending on the nature of complaint, other tribunal, forum or bodies (such as the Office of the Ombudsman) shall have original and concurrent jurisdiction over complaints against Municipal Officials and employees. But the assumption of jurisdiction of one serves to bar the other of jurisdiction to hear and decide the same case. Complaints against municipal employees Except when initiated by the disciplining authority, no complaint against a civil service official or employee shall be given due course unless the same is in writing and subscribed and sworn by the complainant (Section 47 (e), Chapter 7, 1987 Administrative Code of the Philippines). Anonymous Complaints

The Municipal Mayor, as the local chief executive of the Municipality, shall have jurisdiction to investigate and decide matters involving disciplinary action against officers and employees under their jurisdiction. The disciplining authority may delegate the authority to investigate to subordinates, and the results of the investigation shall be the basis of which the disciplining authority makes his decisions.

“No civil servant shall be required to answer or comment on an anonymous complaint” (CSC Res. No. 940251) However, when the disciplining authority believes that there is an obvious truth or merit to the charges or the complaint is supported by documentary or direct evidence, a fact-finding committee may investigate on the matter and if a prima facie case is determined, the Municipal Mayor may file a formal charge against the erring official and employee. 61