CHAPTER 1 2.

The Personnel Section shall check the entries of the DTRs

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

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

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

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

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

G. Leaving the Office for Official/Personal Reasons 4. Any officials or employee who is absent in the morning is
considered to be tardy, and is subject to the provisions on
1. Employees going out during office hours on official or Habitual Tardiness.
urgent personal business are required to secure
permission from their Department Head through the use 5. Any officials or employee who is absent in the afternoon
of Pass Slip. Staying out in the office for more than three is considered to have incurred under time, subject to the
(3) hours is allowed considered it is an emergency case. provisions on under time.
Other than this, the personnel is considered absent.
I. Overtime Services
2. The Guards-on-duty shall keep the Pass Slip records and
submit these to the Office of the HRM Officer at the end Whenever the exigency of the service demands, officials and
of the working day. employees of LGU-Daram may be authorized by the Mayor to
work beyond regular office hours, or on Saturdays, Sundays, and
H. Absenteeism, Tardiness and Under time public holidays. Those authorized to render overtime services shall
claim of the Compensatory Time-Off (CTO).
1. An official or employee in the civil service shall be
considered habitually absent if he incurs unauthorized
absences exceeding allowable 2.5 days monthly leave
credits under the Leave Law for at least three (3) months III. Leave of Absence
A. Policy Guidelines 1. All officials and employees with ten (10) days or more
vacation leave credits shall be required to go on vacation
1. All employees, whether permanent or, temporary, or leave whether continuous or intermittent for a minimum
casual, who render work during the prescribed office hours, of five (5) working days annually. However, in the cases
shall be entitled to fifteen (15) days’ vacation and fifteen where the official or employee has to report for work in the
(15) days sick leave annually with full pay exclusive of exigency of the service, the mandatory annual five-day
Saturdays, Sundays, and public holidays, without limitation vacation leave shall not be deducted from the vacation
as to the number of vacation and sick leave credits that they leave credits of the employee (CSC MC No. 41, December
may accumulate. (Section 1, Rule XVI, CSC MC No. 40, 24, 1998)
December 24, 1998)
D. Sick Leave
2. All employees can claim the monetary value of their
accumulated leave credits from the office where the leave 1. Sick leave of absence shall be granted only on account
credits have been earned. of sickness or disability on the part of the employee
concerned.
3. The purpose of the leave shall be clearly indicated in the
proper spaces provided in the application. 2. Application for sick leave shall be filed immediately upon
the employee’s return from such leave. Notice of
4. An official or employee who is absent without approved absence, however, should be sent to the immediate
leave shall not be entitled to receive his salary supervisor.
corresponding to the period of his unauthorized leave of
absence. 3. Applications for sick leave in excess of five (5) successive
days shall be accompanied by a medical certificate.
5. An official/employee who is continuously absent without
approved leave for at least thirty (30) calendar days shall be 4. When an employee has already exhausted his sick leave
considered AWOL and shall be dropped from the rolls. credits, he may use his vacation leave credits but not
vice versa (Section 56, CSC MC No. 14)

B. Vacation Leave E. Maternity Leave

1. The grant vacation leave of absence is discretionary on the 1. In addition to the vacation and sick leave, every
part of the LCE. Thus, the mere filing of an application for woman in the government service shall be entitled
leave does not entitle the employee to go on leave outright. in cases of pregnancy to maternity leave of One
Hundred Five (105) calendar days subject to the
C. Forced Vacation Leave following conditions:
 F. Paternity Leave
a. Those who have rendered an aggregate of
two (2) or more years of service shall be 1. Every married male employee is entitled to
entitled to One Hundred Five (105) days paternity leave of seven (7) working days for each
maternity leave with full pay. of the first four (4) deliveries of his legitimate
spouse with whom he is cohabitating.
b. For those who have rendered one (1) year
or more but less than two (2) years of 2. Paternity leave is non-cumulative and strictly non-
service, maternity leave shall be computed convertible to cash.
in proportion to their length of service.
G. Rehabilitation Leave Privileges
c. Those who have served for less than one
(1) year shall be entitled to sixty (60) days The following are the guidelines for availing of the rehabilitation
maternity leave with half pay. leave privilege:

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

5. Should the employee return to work before the 3. An official/ employee who is availing of the Rehabilitation
expiration of her maternity leave, she may receive Privilege shall receive his/ her salaries and regular benefits
benefits granted under the maternity leave law and such as Personnel Economic Relief Allowance (PERA),
the salary for actual services rendered effective the Additional Compensation (AdCom), year-end bonus, and
day she reports back for work. cash gift mandated by law.
 However, he/ she is not entitled to benefits and privileges
that are enjoyed based on the actual performance of 3. Any family member who assumed the responsibility of
duties of the position such as Representation and Travel head of family as a result of the death, abandonment,
Allowance. disappearance, or prolonged absence of the parents or
solo parent, provided, that such abandonment,
H. Parental Leave Privileges disappearance, or absence last for at least one (1) year.

Any individual in the government service who falls under any of A parent leave of seven (7) days in addition to existing
the following categories shall be considered a Solo Parent for the leave privileges shall be granted to any solo parent
availment of the Parental Leave: employee subject to the following conditions:

1. Parent left solo or alone with the responsibility of a. The solo Parent must have rendered
parenthood due to any of the following circumstance: government service for at least one (1) year,
whether continuous or broken, reckoned at
a. Death of spouse; the time of the affectivity of RA 8972 the “
Solo Parents’ Welfare Act of 2000,” on
b. Detention of the spouse or serving sentence for a September 22, 2002 and regardless of
employment status.
c. Criminal conviction for at least one (1) year;
1. It shall be availed of every year and shall not be
d. Physical /mental incapacity of spouse as certified convertible to cash and if not availed of within the
by a public medical practitioner; calendar year, shall be forfeited.
e. Legal separation or de facto separation from
spouse for at least one (1) year provided he/she has 2. It can be availed of on a staggered or continuous basis
custody of the child/children; subject to approval by the head of agency. The
application shall be submitted at least one (1) week prior
f. Declaration of nullity or annulment of marriage as to its availment, except on emergency cases.
decreed by a court or by a church, provided, he/she
has custody of the child/children; and 3. It can be availed of under any of the following
circumstances:
g. Abandonment of spouse for at least one (1) year
a) Attend to personnel milestone of a child such as
2. An unmarried person who has preferred to keep and rear birthdays, first communion , graduation, and
the child/children instead of having others care for other similar events;
him/her/then or give him/her/them up to a welfare
institution;
 b) Perform parental obligations such as enrollment K. Leave of Absence Without Pay
and attendance in school programs, PTA
meetings, and the like; 1. Application for leave of absence without pay may be granted
to officials and employees, subject to the following conditions:
c) Attend to medical, social, spiritual, and
recreational needs of the child; and a. Leave of absence without pay shall not exceed one (1) year
(Section 57, CSC MC No. 41, s. 1998)
d) Other similar circumstances necessary in the
performance of parental duties and b. In the interest of the service, the position temporarily
responsibilities, where the physical presence of vacated by such leave may be filed by a substitute for the
parent is required. duration of the leave.

4. A solo Parent employee who applies for parental leave L. Application for Leave
shall secure a Solo Parent Identification Card from the
1. Application for leave of absence (sick, vacation,
City/Municipality Social Welfare and Development
maternity, terminal, etc.) shall be filed in triplicate in a duly
Office. The ID card is valid for one (1) year from issuance
accomplished CSC Form No. 6 and submitted directly to the
but renewable yearly. Failure to renew card means that
Personnel Section.
the status as solo parent has ceased or has changed.
2. Recommending Authority- It shall be the duty of the
I. Study Leave Program Regional Chief Administrative Officer to recommend the
approval of the application for leave of absence
This program grants qualified personnel the privilege of time off
from the work with pay for a period not exceeding (a) six (6) 3. Supporting Papers
months in their preparation for the bar or board examinations or a. Sick Leave
(b) four (4) months for completion of master’s degree. No
extension shall be allowed herein. If more time needed, the a. 1. Medical certificate in case leave exceeds five (5)
grantees may file a leave of absence chargeable against vacation consecutive days (Section 53, CSC No. 41, s. 1998). In case
leave credits. medical consultation is not availed of, an affidavit should be
executed by the applicant.
J. Terminal Leave b. Vacation Leave

1. An official/employee who intended to sever his employment b. 1. Where leave exceeds thirty (30) days, clearances as to
may apply for terminal leave. Application for terminal leave is money and property accountabilities and as to
allowed only if the employee’s resignation, retirement or administrative and criminal charges.
separation from the service be without any fault on his part.
c. Maternity Leave
 c. 1. Certificate of Live Birth of the child covered by any special law (Section 26, CSC MC No. 41, s.
1998)
c. 2. Where commutation of leave is requested, clearances
as to money and property accountabilities and as to
2. Monetization of leave credits may be allowed, at the
administrative and criminal charges
discretion of the LCE, if the number of days to be monetized
c. 3 1 In case of abortion (complete/incomplete) exceeds fifteen (15) days, provided of the availability of funds
and justifiable reasons, such as:
c. 3. 1 medical certificate of attending physician, duly
notarized a. Health, medical and hospital needs of the employee and
d. Paternity Leave the immediate members of his/her family.
b. Financial aid and assistance brought about by force
d. 1 Marriage Contract majeure events such as calamities, typhoons, fire,
d. 2 Certificate of Live Birth of the Child earthquake, and accidents that effects the life, limb/ and
property of the employee and his/her immediate family;
e. Terminal Leave
c. Education needs of the employee and the immediate
e. 1 Clearance as to money and property accountabilities
members of his/her family;
e. 2 Clearance as to administrative charges
d. Payment of mortgages and loans which were entered into
e. 3 Service Record
for the benefit of the employee and his/her immediate
M. Cumulation of Leave family;

1. Vacation and sick leave shall be cumulative and any part e. In cases of extreme financial needs of the employee or
thereof not taken in the calendar year were earned, may be his/her immediate family where the present sources of
carried over to the succeeding years (CSC MC No. 41, s. income are not enough to fulfill basic needs such as food,
1998) shelter, and clothing; an

N. Commutation and Monetization of Leave Credits f. Other analogous cases as determined by the top
management (CSC MC No. 41, s. 2002)
1. An official or employee who retires or voluntarily resigns, is
allowed to resign, or is separated from the service through no O. Computation Leave
fault of his own shall be entitled to the communication of his
vacation/sick leave credits, exclusive of Saturdays, Sundays 1. Computation of vacation and sick leave shall be made on
and holidays without limitation as to the number of days of the basis of one (1) day vacation and one (1) day sick leave
leave he accumulated, provided his leave benefits are not for every twenty-four (24) days of actual service (Section
27, CSC MC No. 41, s. 1998)
 4. Identification Card (ID) must be wore at all times while on
2. The term “actual service” refers to the period of official duty.
continuous service from time of the periods covered by
any reason other reason other than illness, shall not be A. Prohibited Attire
counted as part of the actual service rendered (Section 28,
CSC MC No. 41, s. 1998) Should the clothing allowance be granted in the form of cash, the
provisions of the Revised Dress Code for all Government Officials and
3. Tardiness and under time shall be deducted from vacation Employees as prescribed in the Civil Service Commission (CSC) in its
leave credits and shall not be charged against sick leave is Memorandum Circular (MC) No. 9, s. 200, “ Revised Dress Code for All
supposed by a medical certificate and an application for Government Officials and Employees” , dated October 31, 2000, shall be
leave of absence (Section 34, CSC MC No. 41, s. 1998) strictly followed, viz.

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

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

I. Prescribed Office Uniform shirt;

Memorandum Circular (MC) No. 01-2008 January 17, 2008, provides (b) “sando”, sleeveless, strapless, or
for the following “Guidelines on the (A) Grant of Uniform/Clothing spaghetti-strapped blouse, tank tops
Allowance; and (B) Wearing of Office Uniform /Appropriate attire.” (unless worn as an undershirt), blouse
with over-plunging necklines;
1. Officials and employees should strictly wear their proper office
uniform, according to color-coding, as scheduled: (c) Micro-mini skirt, walking shorts, cycling
shirts, leggings, tights, jogging pants, Capri
Monday- Pink Uniform pants, pedal pushers;
Tuesday- Yellow Uniform
Wednesday- Blue Uniform 2. The sporting of long and unkempt hair, as well as wearing of
Thursday- Green Uniform earring and body ornaments by male employees are not allowed.
Friday- Any formal Attire
3. Denim or “maong” pants, collarless t-shirts for men, rubber shoes,
2. If wearing skirts, it should be at least knee-length; sandals, and step-ins are allowed on Fridays only.

3. Appropriate foot ware shall mean closed formal shoes; B. Implementation and Monitoring
however, mules, sling bag shoes and peer shoes are allowed
 1. All Department Heads and immediate supervisors shall be III. Telephone Courtesy
responsible for:
1. When answering calls:
(a) Implementing these guidelines; a. State of giving name of office;
b. Say ‘Good morning’/”Good Afternoon”/ “Good evening” and
(b) Monitoring compliance with these guidelines; “May I help you”.
c. Then, converse with party in a courteous and clear voice.
(c) Reporting and submitting cases if violations for proper
disciplinary action 2. When employee being called is not in the office:

II. Other Office Rules and Regulations a. Inform calling party when person being called is expected at
office.
In addition to existing rules and regulations of the Civil Service, the
following rules and regulations must be strictly observed and violation b. Ask for calling party’s name, address, phone number, and
thereof shall be a ground for disciplinary action: message.

1. All officials and employees are required to attend the flag c. Assure party that action will be taken on his/ her message or
ceremony and flag retreat. call will be returned, if requested.

2. They must not loiter or gather in groups and waste working hour’s d. Fill out a call slip immediately and place it on the table of the
idle talk. person being called.

3. They must limit their personal telephone calls.

Chapter Three
4. They must not leave the office without the permission of their OFFICIAL TRAVEL
supervisors.
I. Definition of Terms
5. They must refrain from photocopying unofficial documents.
A. Official Travel- duly authorized travel undertaken for an official
6. They must not use their offices as a residence or for any other purpose en route to a specified destination and back to a
purposes than for official functions. permanent station which can either be:

7. They are not permitted to gamble, drink alcoholic beverages, or 1. On official business – where travel is credited on official time
engage in any form of improper unbecoming conduct within the and travel and incidental expenses are allowed by and charged
premises of Municipal Hall. to the Regional Office; or
 2. On official time – where travel is credited in official time only I. Liquidation - is the liquidation documents in the books of accounts
and all travel and incidental expenses incurred in connection by the accountant as a credit to the cash advance account after
thereto are for the travel and incidental expenses incurred in verifying the same
connection thereto are for the personal account of the official/
employee and not chargeable to the office II. Specific Guidelines

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

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

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

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

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

employees, irrespective of employment status,
who have been in the service for at least six (6) Officials and employees who for each five (5) years of continuous,
consecutive months, provided they serve the efficient and meritorious service have rendered in the Department
agency for another six (6) months from the day shall be entitled to longevity pay.
receive the allowance.
IV. Year-end Benefits
B. Representation and Transportation Allowance (RATA)
A. Who are entitled
The grant of RATA is given to a) those who are expressly
authorized by the GAA and those of equivalent rank as Those who render at least four (4) months of service from January
may be determined by the DBM; and b) those who are duly 1 to October 31 of each year and who are employed in the
designated by competent/ appointing authority to a government service as of October 31 of the same year shall each
vacant position which is entitled to RATA. receive a Christmas bonus equivalent to one month basis salary
 and additional cash gift of Five Hundred Pesos Only (P500.00) Consequently, they are covered with life insurance upon
(Section 1, RA 6686). entrance to duty.

B. Rules and Regulations There are two (2) kinds of Compulsory GSIS Life Insurance
programs: the Enhanced Life Policy (ELP) and the Life
Additional rules and regulations on the grant of year-end bonus Endowment Policy (LEP).
and cash gift shall be subject to existing Budget Circulars of the
Department of Budget and Management (Budget Circular No. 15, ELP provides coverage for those who are entered after July 31,
March 5, 1998) 2003. However, members whose policies have matured are
also covered by ELP. Maximum loanable amount is up to 90 %
V. Step Increment of the accumulated termination value of the policy.

VI. Loyalty LEP is the life insurance policy issued to those who entered
government prior to August 1, 2003. Maximum loanable
A loyalty cash award is granted to all officials and employees who amount is up to 50% of the accumulated termination value of
have rendered ten (10) years of continuous and satisfactory the policy.
service in the government (CSC MC No. 6, February 26, 2002
(Revised Policies on the Grant of Loyalty Award) 2. Issuance of a Policy Contract

VII. Program on Award and Incentives for Services Excellence (DAR An employee is required to accomplish and submit to the GSIS,
PRAISE) the Information for Membership form as prescribed by the
GSIS together with a certified photocopy of Service Record and
The LGU-Daram has constituted PRAISE Committee that shall Appointment duly approved by the CSC, for the issuance of a
discuss matters on awards and incentives for service excellence to policy contract.
its personnel.
3. Contributions
VIII. GSIS Benefits
Effective January 1, 2003, the rate of contribution payable by
A. General Policies and Rules the member shall be twelve percent (12%) based on the actual
monthly salary of the member.
1. Compulsory Member and Life Insurance Coverage
B. Compulsory Life Insurance Benefits
Membership in the GSIS shall be compulsory for all employees
receiving compensation who have not reached the compulsory 1. Benefits Coverage
retirement age, irrespective of employment status.
a. Maturity Benefit – Upon maturity of the life insurance in accordance with the divided allocation formula
policy, the amount appearing on the policy contract determined by GSIS.
shall be paid to the number after deducting the policy
loan balance (if any) from the proceeds of the C. LOAN Privileges
insurance benefit. If the member is already separated
from the service upon the maturity date of the policy, This can availed by a member who has been in the government
the salary loan balance is likewise deducted from the service for at least twenty (20) months.
proceeds.
a. Availment Conditions
b. Death Benefit – When a member dies prior to the
maturity of the insurance policy and during its An employee must:
continuance, GSIS shall pay to the designated
beneficiaries to his legal heirs the face amount of the a. 1. have no pending administrative or criminal
policy less any indebtedness. case of date of application;

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

3. Housing Loan – an innovative housing loan program that A. Coverage

allows qualified members to borrow money to buy house/s Membership in the Fund shall be mandatory upon all employees
a flat at fixed rate of eight percent (8%) per year. covered by the GSIS, regardless of their employment status, and their
Pre-owned Properties- qualified members or non-members employees.
may choose from a list of pre-owned properties all over the
country. It can paid in cash or through installments at six B. Benefits
percent (6%) per year. 1. Dividends
2. Return of Contributions
4. Cash Advance Loan - the (10,000.00) Cash advance loans 3. Housing Features
bears an interest of twelve percent (12%) payable in tree 4. Benefit Programs
(3) years and can be availed of only once. 5. Portability of Membership
6. Optional Withdrawal of Contributions
5. Emergency/Calamity Loan – bears an interest rate of eight 7. Death Benefits
percent (8%) per annum is payable in equal monthly
installments for a term of three (3) years. IX. Retirement Benefits
The following laws govern retirement: Republic Act (RA) 910, as a
Who can avail – To qualify, the member- applicant be: mended by RA 9946, RA 660, RA 1616 and RA 82921 amending PD
1146 for employees.
a. A bona fide employee of the government office
within the declared calamity area; A. Republic Act No. 9946 (Implementing Rules and Regulations)

b. Be active service and not on leave of absence B. Implementing Rules and Regulations of Republic Act No. 10154, Otherwise
without pay; Known as An Act Requiring All Concerned Government Agencies to Ensure
the Early Release of the Retirement Pay, Pensions, Gratuities and other
Benefits of Retiring Government Employees.
 Chapter Five b. No package or property except those with proper
authorization or property gate pass provided for this
SECURITY MEASURES
purpose shall be taken out of the office premises.
To effectively and efficiently secure LGU-Daram premises,
property, personnel and records, a security force was outsourced to c. Property gate passes must be surrendered to the security
implement safety measures/standards to attain this objective. personnel on duty for filing and record purposes.

The employees must cooperate with the security personnel on the d. The personnel of each office shall see to it that electrical
following matters: equipment and lighting facilities are put off after office
hours.
I. Wearing of the Prescribed Uniform
e. The security personnel on duty after office hours and on
The security personnel shall monitor the wearing of the prescribed weekends shall inspect all electrical equipment and
uniform. This is to easily distinguish employees from visitors. lighting facilities to ensure they were properly
unplugged/switched off.
II. Wearing of Personnel ID
f. Each office shall be provided with fire extinguishers and
2. All officials and employees must wear their other standard safety equipment.
Identification Cards at all times while inside the
office premises
The General Service Section shall conduct periodic inspection of the office buildings
and facilities to check on their proper maintenance and compliance with safety
3. Admission of Visitors
standards.

a. Visitors shall be admitted for official business only. Chapter Six

Visits of personal nature shall be discouraged.
TRAINING AND DEVELOPMENT PROGRAM
b. Visitors shall surrender Identification cards for which a It is the responsibility of each agency to conduct training and development
visitor’s ID shall be issued. for all its officials and employee designated to upgrade their knowledge, moral
fitness, probity, efficiency and capability (Section 1, Rule VIII of the CSC Omnibus
1. Property Safeguard and Control Civil Service Rules Implementing Book V of EO No. 292). These programs are
likewise aimed to enhance the career progress and personal growth of an
a. The security personnel on duty shall conduct a periodic employee and these include scholarships, study grants, study leaves, trainings,
daily inspection of all areas under his jurisdiction and seminars, workshops, conferences, and conventions.
accomplish a report thereon for submission to the Office
of the Mayor. To implement this mandate, LGU-Daram has established the Human
Resource Development (HRD) Unit which is tasked to formulate and implement
activities and programs their Training Needs Assessment which shall determine the All invitations to local or foreign scholarships are addressed to the
programs that are relevant to their job positions. Mayor’s Office. Procedures on the availment of scholarship
programs are stipulated in the Procedure on Scholarship.
II. Training for All Officials and Employees

1. Orientation Program refers to activities and courses Chapter Seven

designated to inform new employees about EMPLOYEES ORGANIZATION AND ACTIVITIES
agency/government programs, thrusts and operations as well
as their and responsibilities as well as benefits I. Legal Basis

2. Reorientation Program refers to courses designated to The right to form employee’s organization is mandated by the
introduce new duties and responsibilities, new policies and Constitution (Section 8, Article III, 1987 Constitution) which
programs to employees who have been in the service for quite provides that “the right of the people, including those employed in
some time the public and private sectors, to form unions, associations or
1. Professional/technical Program refers to substantive programs in specific societies for purposes not contrary to law shall not be abridged.”
professional/ technical areas for enhancement of skills and knowledge of This is consistent with the provision that the right to self-
personnel in the career service organization shall not be denied to government employees.

2. Employee Development Program refers to courses aimed at maintaining a II. Employees Organizations/Activities
high level of competence in basic workplace skills among employees in the
career service LGU-Daram Employees Association

3. Middle Management Development Program refers to a series of planned  An association, open to all employees of LGU-
human resource intervention and training courses designed to provide Daram, with permanent or coterminous
Division Chiefs and other officials of comparable rank with management appointments. The regular members can avail of
and administrative skills and to prepare them for greater responsibilities multi-purpose, emergency loans and salary loans.

Chapter Eight
4. Values Development Program refers to courses which are designated to
enhance and harness the public service of employees to be effective GRIEVANCE MACHINERY
government workers
Pursuant to CSC Rules, particularly Rule XI thereof on Employee
Relation and Services, each head of department or agency shall:
5. Supervisory Development Program refers to activities and continuing
education intended to enhance the managerial skills of government
officials or executives who belong to the third level
1. Be responsible for the creation of an atmosphere conducive to a good
supervisor – employee relations and the improvement of employee morale
I. Scholarships
and;
 A Grievance Committee for LGU-Daram shall be created and shall
2. Promote a system of informing employees of their rights and privileges be composed of the following:
including the right to self-organization. 2 Head of Offices designated by LCE
2 Rank and File Representatives
IV. Definition of Terms Bilis Aksyon Partner (BAP) duly designated
III. Procedure
A. Complaint refers to an employee’s expressed (written or The procedure for seeking redress of grievances shall be as follows;
spoken) feelings of dissatisfaction with some aspects of his
working conditions, relationships, or status which are outside A. – Grievance of Parts within One Office
of his control.
1. Discussion with Immediate Supervisor. At the first
B. Grievance refers to a complaint in writing which has, in the first instance, a grievance shall be presented verbally or in
instance and in the employee’s opinion, been ignore writing by the aggrieved party to his or her immediate
overridden, or dropped without due consideration. supervisor.
The supervisor shall inform the aggrieved party of the
C. Grievance Machinery refers to the system or method of corresponding Action within three (3) working days
determining and finding the best way to address the specific from the date of presentation.
cause of causes of a grievance.
2. Appeal to the LCE. If the aggrieved party is not
I. Objectives of the Grievance Machinery satisfied with the verbal decision, he or she may
submit the grievance in writing within five (5) working
The Grievance Machinery is being institutionalized in the system of days to the Office of the Mayor thru the HRM Unit,
DAR Regional Office VIII to; who shall render a decision within five (5) working
days from the receipt of the grievance. The decision
A. Create a work atmosphere conducive to good supervisor- shall be based upon the data gathered by the
employee relations and improved employee morale; Grievance Committee.

B. Settle disputes at the lowest possible level in the B. – Grievance of Parties Belonging to Different Offices
organization; and to
1. Discussion with Immediate Supervisor of the
C. Serve as a catalyst for development of capabilities of Respondent. Whenever the parties involved belong
personnel on dispute settlement, especially among to different offices, the grievance shall be filed with
supervisors in the organization the immediate supervisor of the respondent. Such
grievance shall be resolved by the immediate
II. Grievance Committee supervisor within five (5) working days from receipt
 hereof. The LCE shall render a written decision within employees. Administrative discipline helps coordinate government goals, maintain
five (5) working days from receipt of the grievance. order, and ensure that public interest is uphold at all times.

I. Legal Bases
C. –Grievance against Supervisors
Public office is a public trust. Public officers and employees must
at all times be accountable to the people, serve them with utmost
Where the object of the grievance is the immediate
responsibility, loyalty and efficiency, act with patriotism and
supervisor, the aggrieved party may bring the grievance to
justice and lead modest lives (Section 1, Article XI of the 1987
the office of the Mayor. The Grievance Committee shall
Constitution).
conduct an investigation within ten (10) working days from
the receipt of the appealed grievance and render a written
II. Jurisdiction
decision within five (5) working days after the investigation
The LGU-Daram management exercises administrative supervision
and shall thereafter issue a Certification on the Final
over all its offices and the personnel thereof.
Action on the Grievance (CFAG) which shall contain,
among other things, the following information: history and
III. Disciplinary Cases
final action taken by the office on the grievance.

Who may initiate? Administrative proceeding may be initiated by

D. –Grievance against the LCE
the disciplinary authority motu propio or upon complaint of any
other person.
Where the object of the grievance is the LCE, the aggrieved
party may submit the grievance to the Grievance
Requisites of a Valid Complaint. No complain against an official or
Committee.
employee shall be given due course unless the same is in writing,
subscribed and sworn to by the complainant. In cases initiated by
E. –Grievance against the Committee
the proper disciplining authority or an authorized representative,
a show cause order is sufficient.
Where the object of the grievance is the Grievance
Committee, the matter shall be submitted to the Office of
The complaint shall be written in a clear, simple and concise
the Office of the LCE.
language and in a systematic manner as to apprise the person
Chapter Nine complained of, of the nature and cause of the accusation and to
enable the person complained of, the complainant is required to
ADMINISTRATIVE DISCIPLINE
submit additional copies corresponding to the number of persons
Discipline generally refers to a person’s self-control, character or orderliness and complained of.
efficiency usually developed through training (The Illustrated Contemporary
Dictionary, Encyclopedia Edition). In public service, discipline serves as a The complaint shall contain the following:
mechanism for control of the temperament, interest and actions of officials and
a. Full name and address of the complainant;
 including government-owned or controlled corporations
b. Full name and address of the person complained as well with originals character.
as his/her position and office;
In a work-related environment, a CODI shall be composed
c. A narration of the relevant and materials facts which of at least representative each from the management, the
shows the acts or omissions allegedly committed; accredited union, if any, the second employees, and the
first level employees, duly selected by the unit concerned.
d. Certified true copies of documentary evidence an
affidavits of his/her witnesses, if any; and In an education or training institutions, the committee
shall be composed of at least one (1) representative from
e. Certification or statement of non-forum shopping administration, teaching and non-teaching staff and
The absence of any of the aforementioned requirements students or trainees, as the case maybe, duly selected by
may cause the dismissal of the complaint without the level concerned.
prejudice to its refiling upon compliance with the same.
When the complainant or the person complained of is a
Anonymous Complaint. No anonymous complaint shall member of the committee, he/she shall be disqualified
be entertained unless the act complained of is of public from being a member thereof or the complaint may be
knowledge or the allegations can be veri9fied or filed directly with the Civil Service Commission.
supported by documentary or direct evidence.

When and Where to File a Complaint. Except when The agency may formulate its own rules governing the
otherwise provided for by law, an administrative term of office of its members which should not be more
complaint maybe filled anytime with the commission or than two years, and other matters pertaining to the
any of its regional offices, head of departments agencies, functions of the Committee otherwise provided in this
national government, local government units, state Rules.
universities and colleges (SUCs) or local universities and
colleges(LUCs) and government-owned or controlled The head of office fails to create a CODI shall be charged
corporations with original characters except as maybe with neglect of duty.
provided by law.
Jurisdiction of the CSC over Sexual Harassment Cases. In
Complaints in Sexual Harassment Cases. In sexual case a complaint for sexual harassment is filed with the
harassment cases, the complaint shall be file with the commission, the same shall be remanded to the agency
Committee in Decorum and Investigation (CODI) which where the alleged offender is employed. However, the
shall be created in all national or local agencies of the Commission may take cognizance of the case under any of
government, state/local colleges and universities, the following circumstances:
 a. the agency has no CODI dismissal or discharge of the person complained of
from any administrative liability.
b. the disciplinary authority is the subject of the complaint;
c. the subject of the complaint is CODI member; or Action on the Complaint. Upon receipt of a
complaint which is sufficient in form and substance,
a. There is unreasonable delay in complying with the periods the disciplining authority shall conduct a preliminary
provided in these rules for the investigation and investigation determine the existence of a prima
adjudication of a sexual harassment complaint. facie case. The disciplining authority may create an
investigating committee or design an investigator
For this purpose, there is unreasonable delay when any of the periods set
for such purpose.
in these Rules lapsed for a period of more than thirty (30) days without justifiable
reason.

Withdrawal of the Complaint. The withdrawal of

the complaint does not result in its outright
 IV. Grounds for Administrative Discipline with whom the office of the
employee has business relations
11. Soliciting or accepting
GRAVE OFFENSES directly, any gift, gratuity, favor,
1ST offense 2nd office 3rd offense entertainment, loan or anything
1.*Dishonesty of monetary value in the course
Dishonesty is the concealment of his official duties or in Dismissal
or distortion of truth, which connection with any operation
shoes lack of integrity or a being regulated by, or any
disposition to defraud, cheat, transaction which may be
deceive or betray and an intent affected by the functions of his
to violate the truth. office.
1.a Gross Dishonesty Dismissal 12. Nepotism Dismissal
1.b Less Serious Dishonesty Suspension from six(6) Dismissal
13. Disloyalty to the Republic of
months & one (1) year
the Philippines and to the Dismissal
Suspension of one (1) Suspension
Filipino People
1.c Simple Dishonesty month & one (1) day to six from six (6) Dismissal
14. Sexual Harassment Dismissal
(6) months months
&one (1) day 15. Oppression Suspension of six (6) Dismissal
to one (1) months & one (1) day to
year one year
2.Gross Neglect of Duty Dismissal 16. Disgraceful and immoral Suspension of six (6) Dismissal
3.Grave Misconduct Dismissal conduct months & one (1) day to
4.Being Notoriously undesirable Dismissal one (1) year
17.Inefficiency and Suspension of six (6)
5.Convicting of a crime involving Dismissal incompetence in the months & one (1) day to Dismissal
moral turpitude performance of official duties one (1) year
6.Falsification of official Dismissal 18. Frequent unauthorized
document absences or tardiness in Suspension of six (6)
7.Physical or mental incapacity Dismissal reporting for duty, loafing or months & one (1) day to Dismissal
or disability due to vicious habits frequent unauthorized absences one (1) year
8.Engaging directly or indirectly from duty during regular office
in partisan political activities by hours
one holding non-political office Dismissal 19. Refusal to perform official Suspension of six (6)
9.Receiving for personal use of a duty months & one (1) day to Dismissal
fee, gift, or other valuable things one (1) year
in the course of official duties 20.Gross insubordination Suspension of six (6)
given by a person in the hope or Dismissal months & one day to one Dismissal
expectation of receiving a favor (1) year
or better treatment than that 21. Conduct grossly prejudicial to Suspension of six (6)
accorded to other persons, or the best interest of the service months & one day to one Dismissal
committing acts punishable (1) year
under the anti-graft laws 22. Directly or indirectly having
10.Contracting loans of money financial and material interest in Suspension of six (6)
or other property from persons Dismissal any transaction requiring the months & one day to one Dismissal
approval of his office (1) year
23. Owning, controlling, LESS GRAVE OFFENSES
managing or accepting
employment as officer, 1ST offense 2nd offense 3rd offense
employee, consultant, counsel, Suspension of six (6) Suspension of one (1)
broker, agent, trustee, or months & one day to one Dismissal 1. Simple Neglect of duty month & one (1) day to Dismissal
nominee in any private (1) year six (6) months
enterprise regulated, supervised Suspension of one (1) Dismissal
or licensed by his office, unless 2.Simple misconduct month & one (1) day to
expressly allowed by law six (6) months
24. Engaging in the private Suspension of one (1) Dismissal
practice of his profession unless Suspension of six (6) 3.Gross discourtesy in the course of month & one (1) day to
authorized by the Constitution, months & one day to one Dismissal official duties six (6) months
law or regulation, provided that (1) year
such practice will not conflict 4.Gross violation of existing Civil Services Suspension of one (1) Dismissal
with his official functions law and rules of service nature month & one (1) day to
25.Disclosing or misusing six (6) months
confidential or classified Suspension of one (1) Dismissal
information officially known to Suspension of six (6) 5.Insubordination month & one (1) day to
him by reason of his office not months & one day to one Dismissal six (6) months
made available to the public, to (1) year Suspension of one (1) Dismissal
further his private interest and 6.Habitual drunkenness month & one (1) day to
give undue advantage to anyone, six (6) months
or to prejudice the public 7.Recommending any person to any
interest position in a private enterprise which has
26. Obtaining or using any a regular or pending official transaction
statement filed under the Code with his office, unless such Suspension of one (1) Dismissal
of Conduct and Ethical Standards recommendation or referral is mandated month & one (1) day to
for Public Officials and Employee Suspension of six (6) by (1) law, or (2) international six (6) months
for any purpose contrary to months & one day to one Dismissal agreements, commitment and obligation,
morals or public policy or any (1) year or as part of the function of his office
commercial purpose other than 8.Unfair discrimination in rendering Suspension of one (1)
by news and communication public service due to party affiliation or month & one (1) day to Dismissal
media from dissemination to the preference six (6) months
general public 9.Failure to file sworn Statements of
Assets, Liabilities and Net Worth, and
non-disclosure of business interests and Suspension of one (1)
financial connections including those of month & one (1) day to Dismissal
their spouses and unmarried children six (6) months
under eighteen (18) years of age living in
their households.
10.Failure to resign from his position in
the private business enterprise within
(30) days from assumption of public office
when conflict of interest arises, and/or
failure to divest himself of his
shareholdings or interest in private
business enterprise within (60) days from
assumption of public office when conflict 8.Lending money with usurious rates Suspension 1-
of interest arises: Provided, however that interest Reprimand 30 days Dismissal
those who are already in the service and Suspension of one (1)
conflict of interest arises, the official or month & one (1) day to Dismissal 9.Willful failure to pay just debts or willful
employee must either resign or divest six (6) months failure to pay taxes due to the Reprimand Suspension 1- Dismissal
himself of said interest within the periods government 30 days
herein above provided, reckoned from
the date when the conflict of interest had
arisen. 10.Pursuit of private business, vocation,
or profession without the permission Reprimand Suspension 1- Dismissal
required by civil Service rules and 30 days
regulations
11.Lobbying for personal interest or gain
in legislative halls and offices without Reprimand Suspension 1- Dismissal
authority 30 days
LIGHT OFFENSES
1ST offense 2nd offense 3rd 12.Promoting the sale of tickets in behalf
offense of private enterprises that are not
1.Discourtesy in the course of official Suspension 1- intended for charitable or public welfare Reprimand Suspension 1- Dismissal
duties Reprimand 30 days Dismissal purposes and even in the latter cases if 30 days
there is no prior authority
2.Improper or unauthorized solicitation Suspension 1-
13.Failure to act promoting on letters
of contributions from subordinate Reprimand 30 days Dismissal
request within 15 days from receipt,
employees
except as otherwise provided in the rules
3.Violation reasonable office rules and Suspension 1-
implementing the Code of Conduct and Reprimand Suspension 1- Dismissal
regulations Reprimand 30 days Dismissal
Ethical Standards for Public Officials and 30 days
Employees
4.Gambling prohibited by law Suspension 1- 14.Failure to processes documents and
Reprimand 30 days Dismissal complete action on documents and
papers within a reasonable time from
5.Refusal to render overtime service Suspension 1- preparation thereof, except as otherwise
Reprimand 30 days Dismissal provided in the rules implementing the Reprimand Suspension 1- Dismissal
Code of Conduct and Ethical Standards 30 days
6.Disgraceful, immoral , or dishonest Suspension 1-
for Public Officials
conduct prior to entering the service Reprimand 30 days Dismissal
and Employees
7.Borrowing money by superior officers Suspension 1-
from subordinates Reprimand 30 days Dismissal
15.Failure to attend to anyone who
wants to avail himself of the office,
or act promptly and expeditiously on Reprimand Suspension Dismissal
public transactions 1-30 days
I. Penalties

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

B. Mitigating and/or aggravating circumstances, if properly

invoked and pleaded (Section 48, Rule 10 of the Revised Rules
on Administrative Cases in the Civil Service, CSC Resolution No.
1101502 promulgated on November 18, 2011)

A. That certain penalties carry with them certain

administrative disabilities:

1. Dismissal – cancellation of eligibility, forfeiture of

retirement benefits, and the perpetual disqualification for
the reemployment in government service, unless otherwise
provided in the decision
2. Transfer – disqualification for promotion for a of six (6)
months from the date respondent reports to the new
promotion or station
3. Demotion – disqualification for promotion at the rate of
two (2) months for every step or one 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
4. Suspension – disqualification for promotion
5. Fine or Reprimand – disqualification for promotion for six
months.
 VISION MISSION

An empowered and sustainable community To create opportunities that strengthens

governed by passion for holistic people’s capacity for Good governance,
development through agro-fishery and eco- Responsible and Transformative Leadership,
tourism in the pursuit for healthy, peaceful Sustainable Economic development, Eco-
and God-loving environment. tourism, Quality Basic social services delivery
and a Law abiding Citizenry.

GOALS
 FISHERY & AGRICULTURAL DEVELOPMENT
 ACCESS TO INFRA STRUCTURE AND BASIC
SOCIAL SERVICES
 INFORMATION EDUCATION AND
COMMUNICATION TECHNOLOGY
DEVELOPMENT
 TOURISM DEVELOPMENT AND COMMITMENT
TO PEACE AND ORDER
 HUMAN RESOURCE DEVELOPMENT FOR
OPTIMUM UTILIZATION