These are basic benefits provided for government employees required by the Philippine Labor Code and Civil Service Commission.
The University is mandated to protect and promote the professional and economic rights and welfare of its academic and non-academic personnel. [Section 3-e: Purpose of the University, University of the Philippines Charter of 2008, RA 9500]
As government employees, UP faculty members receive benefits such as health, life, and other forms of insurance; social security protection; disability, sickness, and death benefits. In addition, the University has established some programs for the welfare of the faculty.
These are basic benefits provided for government employees required by the Philippine Labor Code and Civil Service Commission.
Leave of absence is generally defined as a right granted to officials and employees not to report for work with or without pay as may be provided by laws and as the rules prescribed. [Rule I, Omnibus Rules on Leave, Civil Service Commission, 2010]
To apply for leave of absence, the University personnel must fill up the leave application form (CSC Form no. 6). This form shall be attached to letter requesting for leave. The leave must be approved by the head of unit and countersigned by the administrative officer.
All University personnel including faculty members designated to perform administrative functions are entitled to three (3) days of Special Leave Privileges (SLP) per year. These leave privileges are non-cumulative and non-commutable. Faculty members without administrative duties are not entitled to the 3-day SLP but are granted Teacher’s Leave under University and CSC rules. [Section 21, Omnibus Rules on Leave, Civil Service Commission, 2010]
The 3-day SLP may be any one (1) or a combination of the leaves shown in the following table.
|
Type of Leave |
No. of Days |
|
Birthday |
Maximum of 1 day (within the birthday month) |
| Emergency – in case of earthquake, typhoon, flood and other disasters or calamities; approval of leave is subject to certification from the proper authorities |
Maximum of 1 day |
| Enrolment of the employee or immediate relatives | Maximum of 1 day per semester |
| Graduation of the employee or immediate relatives | Maximum of 1 day per semester |
| Hospitalization for immediate members of the family (with supporting documents) | Maximum of 1 day |
| Wedding and honeymoon | Maximum of 1 day |
| Wedding anniversary | Maximum of 1 day |
| Relocation, approval of leave is subject to the submission of a certification from the barangay captain of the old residential address | Maximum of 2 days |
| Burial/Mourning, in case of death of the spouse or any of the children, parents, brothers or sisters | Maximum of 1 day |
| Personal transactions with government agencies | Maximum of 3 days |
| Domestic emergencies (e.g. domestic dispute) | Maximum of 3 days |
R.A. No. 9710 dated 14 August 2009: AN ACT PROVIDING FOR THE MAGNA CARTA OF WOMEN
CSC MC No. 25, s 2010, Guidelines on the Availment of Special Leave Benefits for Women under RA 9710
Any female public sector employee regardless of age and civil status, shall be entitled to a special leave of a maximum of two months with full pay based on her gross monthly compensation, provided she has rendered at least six (6) months aggregate service in any or various government agencies for the last twelve (12) months prior to undergoing surgery for gynecological disorders. The special leave may be availed for every instance of gynecological disorder requiring surgery for a maximum period of two (2) months per year. This special leave is non-cumulative and non-commutative (CSC MC No. 25, s 2010, Guidelines on the Availment of Special Leave Benefits for Women under RA 9710).
The availment of the said special leave benefit shall be in accordance to List of Surgical Operations for Gynecological Disorder (Annex A of CSC MC No 25, s 2010).
Every female in government service, married or unmarried, who has rendered an aggregate of two (2) or more years of service, shall, in addition to the vacation and sick leaves granted to employees, are entitled to maternity leave of a maximum of sixty (60) calendar days with full pay. [CSC Resolution no. 021420, 22 October 2002]
|
16.1.1.3.1 |
Every female may be granted maternity leave for more than once a year. Maternity leave shall be granted to female employees in every instance of pregnancy irrespective of frequency. The use of maternity leaves cannot be deferred and should be availed of continuously within the period of delivery for a duration not exceeding sixty (60) calendar days. [CSC Resolution No. 02-1420, 22 October 2002] |
|
16.1.1.3.2 |
The duration of maternity leaves of those who have rendered one (1) year or more but less than two (2) years of service shall be computed in proportion to their length of service, provided that those who have served for more than a year shall be entitled to sixty (60) days maternity leave with half pay. [CSC Resolution No. 02-1420, 22 October 2002] |
|
16.1.1.3.3 |
Maternity leave may also be availed by adoptive parents if the adoptee is below seven (7) years of age as of the date the child is placed with under the custody of the adoptive parents through the Pre-adoptive Placement Authority issued by the Department of Social Welfare and Development. R.A. 8552 An Act Establishing the Rules and Policies on the Domestic Adoption of Filipino Children and for Other Purposes provides that the adoptive parents shall, with respect to the adopted child, enjoy all the benefits to which biological parents are entitled. [CSC Resolution No. 02-0194, 6 February 2002] |
|
16.1.1.3.4 |
In addition, under UP guidelines, female faculty members shall be entitled to a maternity leave of six (6) months, two (2) months before and four (4) months after delivery; Provided, That: [Article 235 of the Revised University Code; amended at 685th BOR meeting, 14 April 1961 and 828th BOR meeting, 21 December 1972] |
|
(a) |
such leave shall be paid subject to the provisions of the Maternity Leave Law (i.e., 60 days with pay); |
|
(b) |
if the health of the mother or of the child requires it, as evidenced by a medical certificate, such leave may be extended by the Chancellor; |
|
(c) |
if the health of the mother or of the child so warrants, as evidenced by a medical certificate, and her services are urgently needed, the Chancellor may reduce the leave after delivery from four (4) to two (2) months; |
|
(d) |
in special cases the Chancellor may waive the provisions of the two (2) preceding clauses if the health of the mother and child so warrants as evidenced by a medical certificate, but in no case shall the period of leave be less than 30 days before and 30 days after delivery. |
|
16.1.1.3.5 |
The President and/or the Chancellor is/are authorized to waive the University rules on maternity leaves on case-to-case basis. [891st BOR meeting, 25 August 1977] |
As provided for in Republic Act 8187 (Paternity Leave Act of 1996), a married male employee is granted paternity leave with pay for a maximum of seven (7) days to enable him to support the legitimate spouse in nursing their newborn or in the spouse’s recovery on the occasion that the wife delivered a child or had a miscarriage.
|
16.1.1.4.1 |
Paternity leave can be availed for the first four (4) deliveries of the legitimate spouse with whom he is cohabiting. |
|
16.1.1.4.2 |
A married male employee with more than one (1) legal spouse shall be entitled to avail of the paternity leave for an absolute maximum of four deliveries within his lifetime regardless of whichever spouse gives birth. [CSC Memorandum Circular No. 41, s. 1998] |
|
16.1.1.4.3 |
Paternity leave may also be availed by adoptive parents if the adoptee is below seven (7) years of age as of the date the child is placed under the custody of the adoptive parents through the Pre-adoptive Placement Authority issued by the Department of Social Welfare and Development. R.A. 8552 An Act Establishing the Rules and Policies on the Domestic Adoption of Filipino Children and for Other Purposes provides that the adoptive parents shall, with respect to the adopted child, enjoy all the benefits to which biological parents are entitled. |
|
16.1.1.4.4 |
The paternity leave of seven (7) days shall be non-cumulative and not convertible to cash. The paternity leave may be availed continuously or in an intermittently immediately before, during and after the childbirth or miscarriage of his legitimate spouse. [CSC Memorandum Circular No. 41, s. 1998, amended at CSC Memorandum Circular No. 14, s. 1999] |
|
16.1.1.4.5 |
The said leave shall be availed not later than sixty (60) days after the date of the child’s delivery. [CSC Memorandum Circular No. 01, s. 2016] |
As stipulated in the Solo Parent’s Welfare Act of 2000 (RA 8972), parental leave is granted to a solo parent to enable said pardnt to perform parental duties and responsibilities where physical presence is required. [Civil Service Commission (CSC) Memorandum Circular No. 08, series 2004]
A parental leave of seven (7) days shall be granted to any solo/single parent employee subject to the following conditions:
|
16.1.1.5.1 |
The employee must have must have rendered government service for at least one (1) year, whether continuous or broken, reckoned at the time of the effectivity of the law on 22 September 2002, regardless of the employment status. |
|
16.1.1.5.2 |
The parental leave may be availed of each year and is not be convertible to cash. Parental leave not availed of within the calendar year are forfeited within the same year. |
|
16.1.1.5.3 |
The parental leave may be availed of continuously or on a staggered basis, subject to the approval of the Administrator. In this regard, application for parental leave must be submitted at least one (1) week prior to the requested date/s of leave, except n emergency cases. |
|
16.1.1.5.4 |
The law clearly indicates that the 7-day parental leave is granted on top of the 3-day special leave and other mandatory leave benefits. |
Application for leave to recover from injuries incurred in the performance of duty shall be made using the prescribed leave application form (CSC Form no. 6) with a letter of request addressed to the head of unit. The leave application shall be supported by the proper medical certificate and evidence showing that injuries were incurred in the performance of one’s duty. Leave of absence during this period shall be on full pay, but not to exceed six (6) months. The head of the department/agency concerned shall authorize the payment for medical assistance, necessary transportation fees, subsistence, and hospital fees of the injured employee. [Section 55, Rule XVI of Omnibus Rules Implementing Book V of EO No. 292, page 23, as Amended by CSC MC No. 41, s 1998]
(Refer also to Guidelines for Availing of the Rehabilitation Privilege, CSC-DBM Joint Circular No. 1, s 2006; and Amendment to Section 3.2, CSC Resolution No. 1300065 dated 10 January 2013.)
The five (5)-day Special Emergency Leave shall be granted to government employees directly affected by calamity or disaster. Said leave may be availed of continously or intermittently for five days and shall not be deducted from the employee's leave credits. [CSC MC No. 2, s. 2012]
Republic Act 9262, or the Anti-Violence against Women and Their Children (VAWC) Act of 2004, stipulates that VAWC victims shall be entitled to a maximum of ten (10) days leave with pay in addition to other leave benefits provided under the Labor Code and Civil Service Rules. An employee must secure a certification, at no cost from the Punong Barangay or Kagawad of her place of residence, or from the prosecutor or Clerk of Court handling her pending VAWC case. Availment of the 10-day leave shall be the choice of the woman employee to cover days that she has to attend to medical and/or legal concerns. This leave is non-cumulative and not convertible to cash. [Sec. 42 IRR of RA 9262: Anti- Violence against Women and Their Children Act of 2004]
|
16.1.2.1 |
Philippine Health Insurance Corporation (PhilHealth) benefits. Republic Act 7875, otherwise known as the National Health Insurance Act of 1995, mandates the Philippine Health Insurance Corporation (PhilHealth), a government-owned and controlled corporation, to provide health insurance coverage and ensure affordable, acceptable, available, and accessible health care services for all citizens of the Philippines. PhilHealth members and their dependents are entitled to the following minimum services, subject to limitations specified in the National Health Insurance Act and as may be determined by PhilHealth: [Revised Implementing Rules and Regulations of the National Health Insurance Act of 2013 – RA 7875 as amended by RA 9241 AND 10606, pp. 18-19] |
|
16.1.2.1.1 |
In-patient care: |
|
(a) |
Room and board; |
|
(b) |
Services of health care professionals; |
|
(c) |
Diagnostic, laboratory, and other medical services; |
|
(d) |
Use of surgical or medical equipment and facilities; |
|
(e) |
Prescription drugs and biologicals, subject to the limitations of the Act; and |
|
(f) |
Health education |
|
16.1.2.1.2 |
Out-patient medical and surgical care: |
|
(a) |
Services of health care professionals; |
|
(b) |
Diagnostic, laboratory, and other medical services; |
|
(c) |
Personal preventive services; |
|
(d) |
Prescription drugs and biologicals, subject to the limitations of the Act; and |
|
(e) |
Health education |
|
16.1.2.1.3 |
Emergency and transfer services; |
|
16.1.2.1.4 |
Health Education Packages; and |
|
16.1.2.1.5 |
Such other health care services that PhilHealth and the DOH shall determine to be appropriate and cost-effective. |
|
|
(For more information, visit the PhilHealth website at this URL: www.philhealth.gov.ph) |
The Home Development Mutual Fund, popularly known as Pag-IBIG Fund (Pagtutulungan sa Kinabukasan: Ikaw, Bangko, Industriya at Gobyerno), is a provident savings system, with housing as the primary investment, supported by matching contributions of employers to assist employees in acquiring or building their own homes. It is open to all government and private employees and other working groups (e.g. contract workers and self-employed) who are willing to contribute the prescribed amount monthly to the Fund. [P.D. 1530; amended by P.D. 1752; E.O. no. 35, Office of the President of the Philippines; R.A. 7742; R.A. 8501]
|
16.1.3.1 |
A member of good standing shall be eligible to apply for housing loan, under such terms as may be authorized by the Board of Trustees, taking into account the member’s ability to pay. |
|
16.1.3.2 |
Pag-IBIG has two main programs to help its members: |
|
16.1.3.2.1 |
Housing Loan Programs – The Pag-IBIG Housing Loan finances any or a combination of the following: |
|
(a) |
Purchase of residential unit or a fully developed lot, |
|
(b) |
Purchase of a lot and construction of a house, |
|
(c) |
Construction or completion of a residential unit on a lot owned by the member, and |
|
(d) |
House improvement. |
|
|
There are two (2) modes of applying for a Pag-IBIG Housing Loan: |
|
(a) |
Developer-Assisted - the developer assists the member in his/her housing loan application, and |
|
(b) |
Retail - the member applies directly to the Fund. |
|
16.1.3.2.2 |
Pag-IBIG Provident (Savings) Programs |
|
(a) |
Benefits Claim – Pag-IBIG Fund guarantees the refund of member's total accumulated savings (TAV), which consists of the member's accumulated contributions, the employer counterpart contributions, if any, and the dividend earnings credited to the member's account upon occurrence of any of the following:
|
|
(b) |
Multi-Purpose Loan – The Pag-IBIG Multi-Purpose Loan aims to provide financial assistance for medical and educational expenses, livelihood, minor home improvement, and purchase of appliance, furniture, and other needs. |
|
(c) |
Calamity Loan – The Pag-IBIG Calamity Loan aims to provide financial assistance in times of natural disasters or calamity. |
|
|
(For more information, visit the Pag-IBIG website: http://www.pagibigfund.gov.ph) |
Life and social security protection of government employees is administered by the Government Service Insurance System (GSIS).
GSIS membership is compulsory for all employees who have not reached the compulsory retirement age at the time of election or appointment.
Benefits available to all GSIS members are: compulsory life insurance, optional life insurance, social security benefits, and retirement benefits. These are the social security benefits provided by the GSIS: separation benefits, unemployment benefits, disability benefits, employees’ compensation benefits, basic survivorship pension, funeral benefits, and GSIS loans.
[Republic Act No. 8291, otherwise known as the “Government Service Insurance System Act of 1997” amended the 20-year old revised charter of the GSIS, P. D. No. 1146]
Under the Life Endowment Policy (LEP), GSIS members are given a life insurance policy known as endowment insurance, i.e., a type of insurance with a definite maturity. There are different insurance plans depending on the age of the employee at the time of application as shown below:
| Age Bracket | Plan of Insurance |
|---|---|
| 30 years and below | Endowment at 45 |
| 31 years to 40 years | Endowment at 55 |
| 41 years to below 60 years | Endowment at 65 |
| 60 years and over | Ordinary Life |
For all plan types listed above, the LEP has the following benefits
|
16.1.4.1.1 |
Maturity benefit – As defined in the policy contract, this benefit is payable upon maturity of the endowment policy and is equivalent to the original amount plus the supplementary/ies added to the original amount. Outstanding balances in the member's policy loan shall be deducted from the maturity value. |
|
16.1.4.1.2 |
Surrender benefit – The amount to be paid is the cash value of the policy at the time of separation less all indebtedness of the member. This benefit is payable upon separation of the member from employment. The amount is equivalent to the cash value of the policy upon separation, less any of the member's outstanding balances. |
|
16.1.4.1.3 |
Death benefit – This is equivalent to the total amount of insurance (original plus supplementaries) less total indebtedness shall be paid to the designated beneficiaries or legal heirs as the case may be. This benefit is payable to the designated beneficiaries or legal heir/s of the member upon the employee’s death The amount is equivalent to the total amount of insurance (i.e., original plus supplementaries) less any of the member's outstanding balances. |
|
16.1.4.1.4 |
Policy loan – A member who has paid more than 1 year's premium contributions shall be entitled to avail of the policy loan of up to 50% of the earned Cash Value subject to an interest of 8% per annum compounded monthly and renewable yearly. |
|
16.1.4.1.5 |
Dividends – A policy holder whose policy has been in force for at least one year may receive dividends as determined by GSIS. |
Optional life insurance is provided for under the Enhanced Life Policy (ELP). The ELP seeks to enhance the death benefits of the member’s family and, at the same time, simplify the administration of the compulsory life insurance component of the GSIS benefit program. The insurance coverage is an annual renewable life insurance coverage based on the member’s monthly compensation.
The computation of insurance coverage shall be based solely on the member’s annual compensation while in government service, multiplied by a predetermined amount of insurance (AOI) factor. The ELP also earns a termination value withdrawable upon separation or retirement from service. This shall be the basis of the member’s cash dividends and policy loan.
All GSIS members are covered not only with life insurance but also with the following social security protection benefits:
|
16.1.4.3.1 |
Separation benefits – The separation benefit is given to employees who have not reached the retirement age of sixty (60) but have been separated from service. This is a provision under RA 8291, which took effect in 24 June 1997. The benefit may be in the form of cash payment and pension. |
|
16.1.4.3.2 |
Unemployment benefit – The unemployment benefit is given to a permanent government employee who has paid the required 12-months integrated contributions under RA 8291 when employee is involuntarily separated from the service as a result of the abolition of the office or position usually resulting from reorganization. The benefit is in the form of monthly cash payments equivalent to 50% of the average monthly compensation (AMC) of the employee. The duration of the benefit depends on the employee’s length of service and ranges from 2 months to a maximum of 6 months. |
|
16.1.4.3.3 |
Disability benefit – Disability benefits are given to a member who suffers from loss or reduction in earning capacity caused by loss or impairment of the normal functions of the employee's physical and/or mental faculties as a result of an injury or disease. The loss in earning capacity shall be determined on the basis of the following: |
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A disability may be: (1) Permanent Total, (2) Permanent Partial, and (3) Temporary Total. The benefits vary for each type of disability. Injuries resulting in any of the following are deemed Permanent Total Disability (PTD): |
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The benefits for Permanent Total Disability are as follows. |
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Injuries resulting in any of the following are deemed Permanent Partial Disability (PPD): Complete and permanent loss of the use of: any one finger, any toe, one arm, one hand, one foot, one leg, one or both ears, sight of one eye or such other cases as may be determined by the System The benefits for Permanent Partial Disability are as follows: |
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|
16.1.4.3.4 |
Employees’ Compensation (EC) benefits - The Employees' Compensation (EC) benefits or disability benefits is a compensation package for public and private sector employees and their dependents in the event of work-related injury, sickness, disability or death. The EC is a purely employer-based contribution benefit. Thus, the employee is not required to contribute any amount to the program. The employee compensation benefits may be in any of the following forms: |
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|
16.1.4.3.5 |
Basic Survivorship Pension (BSP) – Implemented in December 2010, the Basic Survivorship Pension (BSP) is payable to the surviving spouse of a member. It is equivalent to 50% of the basic monthly pension received by the deceased member or pensioner. However, the maximum limit for survivorship pension should not exceed Step 8 of the current salary of an undersecretary under the Salary Standardization Law. The dependent's pension for the children of the deceased member is equivalent to 10% of the basic minimum pension payable to them until they reach the legal age. Payment of BSP to the surviving spouse shall be discontinued in case of remarriage, cohabitation or engagement in a common-law relationship. Upon a member or pensioner’s death, the beneficiaries are entitled to cash and/or pension benefits, subject to the existing rules and regulations on survivorship and policies on the maximum amount of survivorship pension. |
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|
16.1.4.3.6 |
Funeral Benefits – this benefit is intended to help defray the expenses incidental to the burial and funeral of the deceased member, pensioner or retiree under RA 660, RA 1616, PD 1146 and RA 8291. It is payable to any qualified individual, in accordance with the following order of priority: |
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The amount of funeral benefit are as follows: |
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Funeral benefit shall be paid upon the death of: |
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|
16.1.4.3.7 |
GSIS loans – There are three types of GSIS loans: |
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(For more information about the GSIS loans, visit the GSIS website at this URL: http://www.gsis.gov.ph/] |
The GSIS offers various retirement programs depending on the qualifications of the member. GSIS has retirement packages generally acknowledged to be one of the most generous in the country-ensuring financial freedom for its members, especially after they leave the service.
At age 65, retirement is compulsory.
|
16.1.4.4.1 |
Eligibility – A member who satisfies all of the following conditions is eligible for the retirement packages: |
|
(a) |
Has rendered at least 15 years of service; |
|
(b) |
At least 60 years of age at the time of retirement; and |
|
(c) |
Not receiving a monthly pension benefit for permanent total disability. |
|
16.1.4.4.2 |
Retirement packages – These are the retirement packages under GSIS: |
|
(a) |
Retirement under RA 8291 – A member may opt for a five-year lump sum or cash payment with instant pension. |
|
(b) |
Retirement under RA 660 – Also called "Magic 87", this option provides a member both annuity and lifetime pension. |
|
(c) |
Retirement under RA 1616 – This allows a member to refund GSIS premiums with a "take-all" option and at the same time get gratuity payment from the employer. |
|
(d) |
Retirement under Portability Law (RA 7699) – The member may combine GSIS and SSS creditable years of service to qualify for retirement program offered by both pension funds. |
|
(e) |
Retirement under Presidential Decree 1146 – Only available to members who have been in government service after 31 May 1977 but before 24 June 1997 can avail of this retirement program. This gives the member a choice between a Basic Monthly Pension (BMP) and Cash Payment. |
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(See also Chapter 20.0: Retirement and visit the GSIS website: http://www.gsis.gov.ph/default.php?id=2) |
Longevity Pay is the one step increment granted to officials and employees every three (3) years of continuous satisfactory service in the position and those rendered by incumbents appointed to a career position on a temporary or provisional status who have been subsequently appointed to the same career position on a permanent basis [Joint Civil Service Commission and Department of Budget and Management Circular No. 1, s. 1990, amended at Joint Civil Service Commission and Department of Budget and Management Circular No. 1, s. 2003, and Joint Civil Service Commission and Department of Budget and Management Circular No. 1, s. 2012]
|
16.1.5.1 |
Coverage. This benefit covers all officials and employees in the national and local governments, including those in government-owned and controlled corporations with original charters, state universities and colleges, and government-owned and/or –controlled corporations with original charters which are covered by or following RA 6758 who are appointed in the following: [Joint Civil Service Commission and Department of Budget and Management Circular No. 1, s. 2003] |
|
16.1.5.1.1 |
Career service with permanent status; and |
|
16.1.5.1.2 |
Non-career service whose positions are found in the regular plantilla of the agency concerned. |
|
16.1.5.2 |
Grant of the step increment on the basis of length of service. A one (1) step increment due to length of service shall be granted to qualified personnel for every three (3) years of continuous satisfactory service in the present position in the same agency. Service rendered by an incumbent may fall under any of the periods below: [Joint Civil Service Commission and Department of Budget and Management Circular No. 1, s. 2012] |
|
16.1.5.2.1 |
While on temporary or provisional status of appointment in the same position; |
|
16.1.5.2.2 |
Before employee’s present position was reclassified/upgraded/re-allocated; and |
|
16.1.5.2.3 |
Period rendered by employee prior to re-appointment to the same or comparable position with the same salary grade in the reorganized agency staffing pattern. |
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Length of service in the present position shall also include the period rendered by an incumbent prior to the transfer within the same agency or to another agency in a position with the same or comparable position and salary grade. The grant of step increment to an official or employee on leave of absence with or without pay for more than three (3) months shall be deferred corresponding to the period of such absence/non-performance of actual duties and responsibilities of their position to complete the service and performance rating requirements. |
In addition to the benefits mandated by law, the University also has established programs for the welfare of its personnel, in pursuit of its mandate “to protect and promote the professional and economic rights and welfare of its academic and non-academic personnel.” [Section 3-e, University of the Philippines Charter of 2008, RA 9500]
Teacher’s leave shall be granted to full- and part-time regular members of the faculty who do not have administrative positions. It shall consist of vacation and sick leaves, neither of which shall be cumulative. [Article 224 of the Revised University Code]
|
16.2.1.1.1 |
Teacher's summer/midyear vacation leave (TSVL/MVL) – The duration of this leave is one (1) month for each academic year in addition to the usual Christmas vacation. Faculty members who want to avail of this leave should file the necesary leave application. The teacher’s leave may be taken only during the regular vacation period, i.e. from the day after commencement to the day before the first day of registration for the first semester. [Article 225 of the Revised University Code] |
|
16.2.1.1.2 |
Teacher's sick leave (TSL) – This leave shall consist of not more than fifteen (15) days each academic year, excluding Saturdays, Sundays, and holidays. Application for sick leave for more than two (2) days at any one time shall be approved only if: (a) a doctor's certificate is submitted; or (b) the physical appearance of the faculty member clearly shows being sick or seriously indisposed. Sick leave shall be granted only when a faculty member or any member of the immediate family is sick. In no way shall the sick leave be used as a reason for seeking employment anywhere. [Article 228 of the Revised University Code] |
|
16.2.1.1.3 |
Faculty cumulative and commutable sick leaves – Regular full-time faculty members shall be granted faculty sick leave credits of 15 days per year reckoned from original date of regular appointment, cumulative and commutable only upon compulsory retirement or upon optional retirement due to serious/severe illness as defined by PhilHealth. Faculty members who get seriously ill may avail of sick leave with pay charged to this benefit and may be allowed to monetize thereof subject to availability of funds. [Memo PERR No. 07-20 dated 10/30/07 as amended by 1255th Board of Regents Meeting dated 27 May 2010 and 1266th BOR meeting, 27 January 2011] |
Subject to the exigencies of service, faculty members may be granted study leave with or without pay. They may be allowed to enroll full time in the University or in other educational institutions subject to the guidelines on enrollment in graduate studies and approval of the Chancellor and Unit. (See Chapter 10.0: Faculty Development)
A sabbatical is a privilege given to a faculty member that exempts the faculty member from performing regular duties. This privilege may be granted to faculty members to encourage study, investigation, and research; and to improve their competency to better serve the University. [987th BOR meeting, 24 April 1986]
Subject to the exigencies of service, a sabbatical may be granted for a period not exceeding one (1) year with full salary under the following conditions: [1030th BOR meeting, 29 March 1990]
|
16.2.1.3.1 |
The faculty member has served the University not less than six (6) consecutive years immediately prior to the sabbatical, at the least as associate professor in the last two (2) years; Provided, That: [1030th BOR meeting, 29 March 1990] |
|
(a) |
The faculty shall have been in active service in the University for at least two (2) years before the sabbatical; |
|
(b) |
any vacation or sick leave without pay of not more than five (5) months shall not be considered a break in the six-year period; |
|
(c) |
active service in this particular case shall be understood to mean actual direct service to the University, which shall also include special detail. |
|
16.2.1.3.2 |
In no case shall the sabbatical be granted, within two (2) years before the faculty member’s 65th birthday. [1138th BOR meeting, 17 December 1999] |
|
16.2.1.3.3 |
For more effective planning of class schedules, application for sabbatical should be filed with the faculty member’s immediate heads of units at least one (1) semester before the intended effectivity of the sabbatical. [1048th BOR meeting, 26 March 1992] |
|
16.2.1.3.4 |
The faculty member shall report back for service to the University immediately after the sabbatical. Report back for service is understood to mean resumption of teaching duties or assumption of administrative assignment for at least two (2) years. [1048th BOR meeting, 26 March 1992] |
|
16.2.1.3.5 |
The start of the sabbatical should synchronize with that of a regular semester/trimester/quarter or midyear term, whichever is applicable, so that the date of report for service will coincide with, or be close to, the beginning of another semester/trimester/quarter or midyear term. [1048th BOR meeting, 26 March 1992] |
|
16.2.1.3.6 |
The faculty member shall be free to spend the sabbatical for any of the following purposes – study, research, scholarly or creative work, consultancy, fellowship, rest, renewal, provided existing University rules are not violated. [1138th BOR meeting, 17 December 1999] |
|
16.2.1.3.7 |
If the sabbatical is for study or research and the faculty member requests for transportation costs, per diem, and other forms of assistance, in addition to their salary, the faculty memeber shall give a seminar/public lecture on the research or study at the end of the sabbatical. This requirement is optional for those who did not receive transportation costs, per diem, and other forms of assistance. [1138th BOR meeting, 17 December 1999] |
Faculty members going on sabbatical may opt to receive their entire salary for the current fiscal year. For example, if the effective period of the sabbatical is from 1 January 2002 to 31 December 2002, the salary may be given given as a lump sum in 2002. However, if the sabbatical is from 1 July 2002 to 30 June 2003, the salary will be given in two tranches − one in 2002 and the other in 2003. If the faculty is recalled to duty prior to the expiration of the period of the sabbatical, the faculty should return the salary for the months the faculty is recalled to duty to avoid double compensation. [OVPA memo no. MVG-02-29, 13 March 2002]
Military service leave shall be granted to faculty members, officials, and employees who may be called in accordance with the National Defense Act, or any other law for trainee instruction or for regular active duty training, and shall be paid the salary during the absence for such purpose. [Articles 236 - 237 of the Revised University Code]
When an employee goes for training voluntarily with the Armed Forces of the Philippines, the employee shall apply for leave of absence. If the application is approved, no compensation shall be drawn from the University during the absence; Provided, That the absence shall not curtail the employee’s vacation leave privileges in the University. [Article 238 of the Revised University Code]
The Chancellor may grant a faculty member, upon the recommendation of the Dean or head of office, leave of absence without pay not to exceed one (1) year at a time, provided it does not go beyond two (2) consecutive years. Absence must be planned in advance so as not to interfere with the work schedule of the University. If the faculty member has a temporary appointment, the leave may be granted only for the purpose of study, in which case the existing rules on study leave shall apply. Failure to report back to UP at the specified period shall be considered absence without official leave (AWOL). [987th BOR meeting, 24 April 1986; amended at 1169th BOR meeting, 27 March 2003]
A faculty member, officer, or employee of the University System shall be dropped from the service for unexplained absence of at least 30 days after the expiration of the granted leave of absence. [Section 56, 57 and 59, Rule XVI of Omnibus Rules Implementing Book V of EO No. 292, page 24, amended by CSC MC No. 41, s 1998]
Leave without pay not exceeding 1 year may be renewed for another period, provided it does not go beyond two (2) consecutive years. [987th BOR meeting, 24 April 1986]
The Collective Negotiation Agreement or CNA is a contract negotiated between an accredited employees’ organization as the negotiating unit and the employer/management on the terms and conditions of employment and its improvements that are not fixed by law. [Primer on Collective Negotiation Agreement, Civil Service Commission, 2014] As stipulated in the CNA between the University of the Philippines and the All UP Academic Employees Union 2015 – 2020, both parties seek to promote a working environment that is conducive to a harmonious relationship, enhance employee welfare and productivity, and contribute to effective and efficient public service through this agreement. [CNA between University of the Philippines and the All UP Academic Employees Union (AUPAEU), effective 6 July 2015 – 5 July 2020]
|
16.2.1.6.1 |
CNA sick leave for job-related sickness – In case of job-related sickness/es, the University shall grant three (3) days additional sick leave credits that will not be deducted from the regular leave credits of the faculty or REPS; provided that a certification is required from a government physician confirming that the illness was acquired in the performance of one’s duty is submitted for the availment of a one-time sick leave of three (3) consecutive days; provided, further, that the additional sickness leave shall be non-commutable, and shall be availed of by the employee only once a year. |
|
16.2.1.6.2 |
CNA rehabilitation leave for job-related injuries – Applications for leave to recover from injuries incurred in the performance of duty shall be made using the prescribed form. This shall be supported by the proper medical certificate/s and evidence showing that the wounds or injuries were incurred in the performance of one’s duty. Leave of absence during this period shall be on full pay, but not to exceed six (6) months. The head of the department/agency concerned shall authorize the payment of medical assistance, necessary transportation fees, subsistence and hospital fees of the injured employee. Absence/s that fall under these circumstances shall not be charged against the employee’s available sick leave. |
|
16.2.1.6.3 |
CNA special leave– The University shall grant its Faculty and REPS a maximum of six (6) days of non-cumulative, non-commutable special leave privileges each year, for any or combination of the following: |
|
(a) |
Birthday |
|
(b) |
Emergency, in case of earthquake, typhoon, flood and other natural and/or man made disasters or calamities, subject to certification from the proper authorities |
|
(c) |
Enrolment |
|
(d) |
Graduation |
|
(e) |
Wedding and honeymoon |
|
(f) |
Wedding anniversary |
|
(g) |
Relocation subject to the submission of a certification from the barangay |
|
(h) |
Burial/mourning, in case of death of the spouse or any of the children, parents, brothers and sisters |
|
(i) |
Government transactions |
|
(j) |
Domestic emergencies |
|
16.2.1.6.4 |
CNA special leave for hospitalization of immmediate family members – The University shall grant an employee two (2) days of non-cumulative, non-commutable special leave privilege each year for the hospitalization of his/her immediate family member/s. |
|
16.2.1.6.5 |
CNA special leave for nursing mothers – The University shall grant two (2) days nursing leave to be availed by employees who are nursing their child. |
Every employee of the University shall enjoy health services while in active service. [E.O. no. 6, Office of the President, UP, 1983] In pursuit of this goal, the University Health Service (UHS) evolved into a primary hospital providing health care services for the entire UP Diliman community. [Primer on Health Services, OVCSA, 2010] Executive Order No. 6 stipulates the following:
|
16.2.2.1.1 |
Some of the services offered by the University Health Service (UHS) are provided free of charge to all UP employees, except for pre-employment medical examination and chest X-rays. |
|
16.2.2.1.2 |
All dependents as defined in E.O. No. 6 may enjoy the services of UHS at rates fixed to them. Faculty/employee dependents include the following: [Primer on Health Services, OVCSA, 2010] |
|
(a) |
Spouse |
|
(b) |
Parents of employees and faculty members |
|
(c) |
Unmarried children below 21 years old, solely dependent on the faculty member/employee for support |
|
(d) |
Children 21 years old and above who are incapable of self-support due to physical or mental incapacity |
|
16.2.2.1.3 |
University employees shall register with the University Health Service the names of their dependent (i.e. children and/or parents) within the first half of January each year if they wish to have their dependents avail of the services of the UHS. |
This is a hospital confinement benefit with an accumulated maximum amount of PhP200,000.00 per employee occurring within the employee’s years of active service in the university. [1255th BOR Meeting, 27 May 2010; OP Memo No. PERR 10-013, 7 July 2010; 1260th BOR meeting, 24 September 2010]
|
16.2.2.2.1 |
Eligibility – The following are qualified to avail of FAPHE: [1255th BOR Meeting, 27 May 2010; amended at the 1260th BOR meeting, 24 September 2010] |
|
(a) |
Regular full-time permanent employees (faculty, REPS, and administrative staff) who are in active service in the University; |
|
(b) |
Regular full-time faculty members who are not tenured provided they have rendered at least five (5) years of continuous service in the University and are in active service at the time of the claim; |
|
(c) |
UP contractual/casual employees provided they have rendered five (5) years of continuous service in the University and are in active service at the time of the claim. |
|
16.2.2.2.2 |
Terms of availment – The following guidelines govern the availment of FAPHE: |
|
(a) |
This benefit may be used for all medical expenses incurred during hospital confinement, preferably in a government hospital, except in emergency cases which shall include:
|
|
(b) |
This benefit shall be granted net of medical expenses covered by PhilHealth and other private medical health cards. |
|
(c) |
If claim is less than the ceiling amount, the balance shall be available to the employee for other succeeding hospitalization expenses that may be incurred while in active service in the University. |
|
(d) |
All medical expenses incurred while the employee is in active service (not necessarily confined for a single hospital confinement in certain year only) shall be processed until the maximum amount of PhP200,000.00 is used up. |
|
(e) |
This benefit shall also cover those who are on sick leave without pay, study leave with pay, secondment and special detail with pay, while those on leave without pay for reasons other than sickness or grave illness shall not be considered for this purpose. |
|
16.2.2.2.3 |
Procedure for availment – Availment of FAPHE follows this procedure: |
|
(a) |
An employee requests for financial assistance not exceeding PhP 200,000.00 for the employee’s hospitalization expense. |
|
(b) |
The employee files an application form for reimbursement form at HRDO which shall certify if the employee is qualified for the claim; the latter shall also maintain a record of the employee’s hospitalization. |
|
(c) |
Each claim for financial assistance must be supported by an official itemized breakdown of medical expenses for laboratory examination, surgery or any other medical expenses for laboratory examination incurred during the employee’s hospitalization. |
|
(d) |
The Rehabilitation Leave Committee or any equivalent committee with a representative from the University Health Service shall evaluate and recommend application to the Vice Chancellor for Administration for approval of the Chancellor for employees of constituent universities; or to the Assistant Vice President for Administration for approval of the Vice President for Administration for System employees. |
|
(e) |
Upon approval, the Office of the Vice Chancellor for Administration (OVCA) prepares and releases the check to employee. |
|
(f) |
The applicant shall furnish the HRDO with photocopies of the disbursement voucher (DV) and check (mandatory). |
Faculty members may apply for housing privileges subject to University rules and regulation governing housing.
|
16.2.3.1 |
To be included in the masterlist of applicants, they must have served at least seven (7) years in the University and their take home pay must be at least 20% of their gross monthly income. |
|
16.2.3.2 |
A point is system used in granting housing within campus. Points are awarded based on the applicant’s rank (or salary grade for administrative staff and REPS), educational attainment and length of service to the University. |
|
16.2.3.3 |
If both spouses are employees of UP Diliman or Manila, their points (except for points earned for having dependents) will be added. UP employees may not team up to apply for a housing unit. |
(Refer to OVCCA memorandum no. NCT 14 – 31, 15 September 2014 at this URL: http://ovcca.upd.edu.ph/services/)
UP Diliman (UPD) extends a number of loans to its personnel. They include the following:
UPD has an Off-Campus Housing Soft Loan Trust Account with a revolving fund of P3,000,000.00 from which loans are released and to which payment collections are deposited.
A maximum amount of P100,000.00 may be availed of with 6% interest per annum, based on yearly diminishing balance, payable for a minimum of twelve (12) to a maximum of seventy-two (72) months through monthly salary deductions which starts two months after the loan is approved by the said committee.
Applications shall be evaluated, processed, and recommended for approval or disapproval to the Chancellor by the UPD Off-Campus Housing Soft Loan Committee.
(Refer to OVCCA memorandum no. NCT 16 – 019, 14 March 2016 and OVCCA memorandum no. NCT 16 – 47, 24 November 2016 at this URL: http://ovcca.upd.edu.ph/services/)
This loan was established as part of the capability enhancement program for the faculty and staff of UP Diliman. Full-time regular faculty members (temporary or permanent) and permanent staff may avail of this loan. The maximum loanable amount is PHP100,000.00, payable in twelve (12) months at 8% interest rate per annum or twenty-four (24) months at 9% interest rate per annum which starts two (2) months after approval of the loan. Application forms may be obtained from the HRDO. [1153rd BOR meeting, 30 August 2001; amended at 1177th BOR meeting, 27 November 2003]
The UP Credit Cooperative is a financial organization duly registered with the Cooperative Development Administration. The cooperative is composed of faculty members, REPS, and administrative staff of the University of the Philippines. It is also registered as the UP Credit Union at the Securities and Exchange Commission on 17 August 1949.
|
16.2.4.3.1 |
Member benefits – The UP Credit Union provides the following benefits to its members: |
|
(a) |
Savings and Loans |
|
(b) |
Patronage Refund (Interest) and Cash Dividend Share |
|
(c) |
Regular Member Benefit Plans (Death Assistance Benefit Mutual Aid Plan and Retirement Benefit) |
|
16.2.4.3.2 |
Loan packages – These include: |
|
(a) |
Multi-purpose Loans |
|
(b) |
Salary Loans |
|
(c) |
Income Augmentation Loan |
|
(d) |
Bridge Loans |
|
(e) |
Calamity Loans |
This is discussed in the next section.
The UP Provident Fund, Inc. (UPPFI) was set up to manage the employee’s retirement fund and was registered with the SEC in 1997. The UP Provident Fund is a retirement fund created and organized by the University of the Philippines pursuant to the University Charter (Act 1870, as amended), the General Appropriations Act for 1994 (R.A. 7663), and Malacañang Administrative Order no. 279 s. of 1992 to increase employee benefits and welfare. The UP employees may opt to contribute at least 1% of their salaries, while the University contributes a counterpart absolute amount as decided by the BOR each year.
|
16.2.5.1 |
Objectives. The establishment of the fund was approved by the BOR in 1994 with the following objectives: [1075th BOR meeting, 24 March 1994] |
|
16.2.5.1.1 |
To maximize the benefits accruing to its members – both officials and employees of the University – as a fitting reward for their loyal, faithful and dedicated service, on top of retirement and other benefits provided for under existing laws, rules and regulations; and |
|
16.2.5.1.2 |
To improve and enhance asset accumulation and net worth build up of its members, while at the same time preserving the soundness and growth of all its investments that would ultimately redound to the benefit of all its members, especially the retirees. |
|
16.2.5.2 |
Membership eligibility. The following UP employees are eligible for membership in the UPPFI: |
|
(a) |
Regular full time |
|
(b) |
Part time |
|
(c) |
Permanent |
|
(d) |
Temporary and substitute |
|
(e) |
All employees receiving compensation on a daily or a monthly basis as casual, contractual, and substitute employee |
|
(f) |
Those whose salaries are charged to the UP General Appropriations Fund |
|
|
Membership to UPPFI becomes effective upon: |
|
(a) |
Payment of the initial membership fee equivalent of at least 1% of the employee’s basic monthly pay; |
|
(b) |
Approval of membership application by the Fund Manager and Co-Fund Manager; and |
|
(c) |
Confirmation of membership by the Board of Trustees. |
|
16.2.5.3 |
UP Provident Fund loans. The UP Provident Fund has several expanded loan portfolios aimed at providing additional assistance to its members. A member can have only one (1) loan at any one time. To qualify for a loan, an employee must be a member for at least one (1) year. The available loan packages are the following: |
|
16.2.5.3.1 |
Equity loan - The loanable amount, based on the member’s equity, shall be up to 100% of the equity of members with 15 or more years of service; and up to 75% of the equity of members with less than 15 years of service in the University. |
|
16.2.5.3.2 |
Multi-purpose loan - The loanable amount shall be up to ten (10) times the member’s net pay per month but not exceeding PHP50,000.00. |
|
16.2.5.3.3 |
Bridge “Pampatawid” loan – the loanable amount is equivalent to the member’s accumulated earnings. This loan is for members whose monthly net take home pay is less than the statutory amount required by the General Appropriations Act (presently, PHP3,000.00 a month). |
|
16.2.5.3.4 |
Death assistance benefit – this loan is granted to the beneficiaries of a deceased member who was in good standing at the time of death. |
|
16.2.5.4 |
UP Provident Fund retirement benefits – Upon retirement, total or permanent incapacity, or separation from the University, fund members are entitled to a refund of their equity balance which consist of the contribution, UP counterpart contribution, account earnings, less any outstanding loan. If separation from service is for cause, the member shall be entitled only to their fund contribution and earnings, less any claims that the Fund or the University may have on the account. The member is not entitled to the University’s counterpart contribution to the account. In the event of the death of a member, the member’s legal heir/s shall be paid the member’s equity less any outstanding obligation, plus an insurance of PHP100,000.00. |
Faculty members may use library resources, subject to rules and regulations governing their use.
Faculty members, whether in active service or retired, may use of a number of sports facilities in the University subject to the rules and regulations of the College of Human Kinetics.
The University provides activities for the enhancement of its employees' cultural consciousness, sportsmanship, and realization of their potentials. Year-round cultural presentations and recreational activities are sponsored by different organizations such as concerts, plays, art exhibits, movies, sports competitions, etc. are sponsored by different organizations and may be enjoyed by UP employees for free or for a minimal fee.
As a University Policy, UP faculty members are encouraged to pursue graduate studies in fields that are within the academic priorities of their departments, colleges and the University.
|
16.2.6.4.1 |
Faculty members, officials, and employees shall have the privilege of enrolling in the University for not more than nine (9) units at the undergraduate level or six (6) units at the graduate level per semester, at reduced rates in courses that shall be beneficial to their regular work in the University or their career development, subject to the approval of the Chancellor or the Chancellor’s authorized representative. In the case of non-teaching personnel or staff, the courses shall be taken after office hours. |
|
16.2.6.4.2 |
All full-time University personnel may enroll in university courses to obtain advanced degrees relevant to their field or discipline and shall be entitled to 100% waiver of tuition, laboratory and miscellaneous fees (except the Student Fund fees), subject to conditions. |
|
16.2.6.4.3 |
The application for Study Leave with or without Pay must meet the conditions set by the DAPC, Department Chair, College APC or Executive Committee, Dean, CU Academic Personnel and Fellowship Committee, Chancellor and with Contractual provisions or terms and conditions. |
(See Chapter 10.0: Faculty Development)
For purposes of study privilege, “dependents” of UP personnel shall refer to non-earning spouse and non-earning children, regardless of civil status and age. [1078th BOR meeting, 23 June 1994]
|
16.2.6.5.1 |
Non-earning dependents, regardless of age and status, of regular full-time faculty members whether permanent or temporary, with at least five (5) years of aggregate service in the UP System shall be entitled to 100% waiver of tuition, laboratory and miscellaneous fees, except Student Fund fees. [1053rd BOR meeting, 27 August 1992] |
|
16.2.6.5.2 |
Non-earning dependents of regular part-time faculty members whether permanent or temporary, with at least five (5) years of aggregate service in the UP System) shall be entitled to 50% discount on tuition, laboratory fees and miscellaneous fees except Student Fund fees. It shall be noted that lecturers and Clinical Professors without compensation are not classified as regular faculty. [1053rd BOR meeting, 27 August 1992] |
|
16.2.6.5.3 |
As a general rule, this privilege shall apply only to dependents of personnel in actual service to the University and shall not apply when the personnel is on leave without pay or on secondment to an institution outside the University without pay from UP; Except if the personnel is on: [1053rd BOR meeting, 27 August 1992] |
|
(a) |
Secondment to another government agency; or |
|
(b) |
Secondment outside the country on an academic assignment; or |
|
(c) |
Sick leave with or without pay from UP. |
|
|
The non-earning dependents under the exceptions above shall be entitled to the privileges for as long as the UP personnel are still considered on official leave from the University. [1053rd BOR meeting, 27 August 1992] |
|
16.2.6.5.4 |
The continued entitlement of a non-earning dependent shall be subject to the dependent’s passing of at least 60% of all units enrolled in the previous semester or term, unless the dependent’s failure to meet the condition is due to illness, in which case the full entitlement shall be given in the next semester or term. [1053rd BOR meeting, 27 August 1992, amended at 1137th BOR meeting, 25 November 1999] If dependents fail to pass at least 60% of the units enrolled in and the reason for which is not illness, they shall pay for the number of units they did not pass in the previous semester or term at the prescribed bracket rate before they can again enjoy the privilege for the succeeding sementer or term. |
|
16.2.6.5.5 |
The duration of the privilege for any dependent cannot exceed the period set by the Maximum Residence Rule. [1053rd BOR meeting, 27 August 1992] |
Non-earning dependents of UP personnel not in active service may avail of study privileges subject to the following guidelines:
|
16.2.6.6.1 |
Non-earning dependents of UP personnel who retire upon reaching the compulsory retirement age or, who at the time of death, or permanent disability are deemed retirable under University rules, shall continue to enjoy waiver or discount on tuition, laboratory, and miscellaneous fees privileges entitlements prior to the UP personnel’s retirement. [1053rd BOR meeting, 27 August 1992] If any non-earning dependent is already enrolled in a UP college at the time of the personnel's retirement, death or disability, then the dependent shall be entitled to the privileges until the degree in progress is finished. [1053rd BOR meeting, 27 August 1992] If any non-earning dependent is not enrolled in a UP college at the time of retirement, death, or disability of the employee, the non-earning dependent shall still be entitled to the privileges if and when the non-earning dependent earns admission into the University (pre-collegiate or collegiate level) until the first undergraduate UP degree is finished. [1053rd BOR meeting, 27 August 1992] The policy specified in this section will also apply to non-earning dependents of deceased personnel who at the time of death are retirable. |
|
16.2.6.6.2 |
If a UP employee avails of optional retirement (i.e., before reaching the compulsory retirement age), or dies or incurs permanent disability while in service after having served UP an aggregate of at least ten (10) years, the employee’s non-earning dependents who are already enrolled in a UP college at the time of retirement, death, or disability shall be allowed to continue enjoying the privilege until the degree in progress is completed. The policy specified in this section will also apply to non-earning dependents of deceased personnel who at the time of death at the time of death have served an aggregate of at least 10 years. |
|
16.2.6.6.3 |
The same academic rules, including the Maximum Residence Rule, imposed on dependents of UP personnel in active service shall apply to dependents of UP retirees or those who die or incur permanent disability while in service of UP (1053rd BOR meeting, 27 August 1992). |
This award is granted to an employee of the government who has rendered at least 10 years of continuous and satisfactory service to the particular government office granting the award.
The University grants additional amounts for every 5-year milestone loyalty award in recognition of the faithful service of faculty and staff as a further motivation for them to continue their commitment to the institution. [Exploratory Note, OP Memorandum No. 92 – 65, 6 November 1992, pp. 87-89; Collective Negotiation Agreement 2015 – 2020]
The following policies apply to the grant of this award: [CSC Resolution No. 020295, CSC Memorandum Circular No. 06, s. 2002]
|
16.2.6.7.1 |
All government officials and employees, including those in state universities and colleges (SUCs) and government-owned and controlled corporations (GOCCs) with original charter, who rendered ten (10) years of continuous and satisfactory service in the government, are eligible for this award. |
|
16.2.6.7.2 |
The particular agency where the employee or official completed the ten (10) years of continuous and satisfactory service shall grant the award. |
|
16.2.6.7.3 |
An official or employee who incurred an aggregate of not more than 50 days authorized vacation leave without pay within the 10-year period shall also be eligible as having rendered continuous service for purposes of granting the loyalty award. In the same way, an official or employee who incurred an aggregate of not more than twenty-five (25) days authorized vacation leave without pay within the 5-year period is eligible for the 5-year milestone loyalty award. |
|
16.2.6.7.4 |
Effective 1 January 2002, an employee’s services in one (1) or more government agencies without any gap shall be considered, for the purpose of granting the loyalty award, continuous and satisfactory service in government. Services rendered in other government agencies prior to 1 January 2002 shall also be considered for purposes of granting loyalty award. |
|
16.2.6.7.5 |
An awardee shall receive a loyalty memorabilia or souvenir depending on the number of years in service: |
|
(a) |
10 and 15 years ־ bronze service pin |
|
(b) |
20 and 25 years ־ silver service ring |
|
(c) |
30, 35, and 40 years ־ gold service medallion |
|
|
Other memorabilia or souvenir may be provided by a particular agency’s Program on Recognition and Incentives for Service Excellence (PRAISE). In addition to the loyalty memorabilia/souvenir, a cash gift which shall not be less than PHP500.00 but not more than PHP1,000.00 for every year of service shall be given to qualified officials or employees. |
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