Republic of the Philippines

Quezon City Government

EMPLOYEE
HANDBOOK

Human Resource Management Department

 FOREWORD

A government employee who is well informed about his employment’s terms

and conditions like the rules and regulations affecting public administration
and management including the grant of incentives and rewards is prepared to
handle office challenges and difficulties thus maximize attainment of success
in his career and the performance of his tasks excellently.

This Handbook simply presents your work environment, duties,

responsibilities and personal obligations as a civil servant and your rights and
obligations as a government employee. The policies needed in everyday’s
work are listed for guidance and compliance.

Undoubtedly, government agencies differ in the implementation of their

human resource management programs because of their peculiar
requirements. Hence, your knowledge of these differences as you experience
some will enhance you appreciation of the government efforts to make you
employment meaningful and rewarding.

This Handbook is for you, with your career in mind. It provides the required
pointers in your government work truly a public service.
 Pilipinas Kong Mahal

Ang bayan ko’y tanging ikaw Pilipinas kong mahal

ANg puso ko at buhay man Sa iyo’y ibibigay
Tungkulin ko’y gagampanan na lagi kang palingkuran ang laya mo’y
babantayan Pilipinas kong hirang

Awit ng Lungsod Quezon

Lungsod Quezon, aming mahal Araw mo ay saganang tunay, Sa amin

ang alab mo’y buhay,
Sa’yo buong sigla kaming nagpupugay.

Dito ilaw ang diwa mo.

Hiyas ka ng bayang sinisinta. Dito’y nupling mithiing banal
Sa’yo ang pag-ibig namin at dangal.

Lungsod Quezon, aming mahal Araw mo ay saganang tunay, Sa amin

ang loob mo’y buhay,
Sa’yo buong sigla kaming nagpupugay.

Lungsod Quezon, aming mahal Pugad ka ng laya’t kagitingan, Dito’y

nupling mithiing banal
Sa’yo ang pag-ibig naming at dangal, Sa’yo ang pag-ibig naming at
buhay.
 Table of Contents
VISION........................................................................................................................... 1
MISSION........................................................................................................................ 1
HISTORICAL BACKGROUND .................................................................................. 2
QUEZON CITY ELECTIVE OFFICIALS ................................................................... 3
QUEZON CITY APPOINTIVE OFFICIALS ............................................................... 4
NORMS OF CONDUCT (R.A. 6713 sec. 4) ................................................................ 8
DISCIPLINE ................................................................................................................. 9
Basic Policy ............................................................................................................ 10
Habitual Absenteeism and Tardiness ...................................................................... 10
Attendance in the Flag Ceremony .......................................................................... 10
ATTENDANCE ............................................................................................................ 11
Hours of Work ........................................................................................................ 11
Mealtimes ............................................................................................................... 11
Daily Record of Attendance ................................................................................... 11
PROPER ATTIRE ......................................................................................................... 11
OFFICE DECORUM .................................................................................................... 12
GRAVE OFFENSES WITH DISMISSAL AS 1ST OFFENSE ................................... 12
GRAVE OFFENSES WITH SUSPENSION FOR 6 MONTHS AND 1 DAY TO 1
YEAR AS 1ST OFFENSE, AND DISMISSAL AS 2ND OFFENSE .......................... 13
LESS GRAVE OFFENSES WITH SUSPENSION FOR 1 MONTH AND 1 DAY
TO SIX MONTHS AS 1ST OFFENSE, AND DISMISSAL AS SECOND
OFFENSE ................................................................................................................. 14
LIGHT OFFENSES WITH REPRIMAND AS 1ST OFFENSE, SUSPENSION
FOR 1 TO 30 DAYS AS 2ND OFFENSE, AND DISMISSAL AS 3RD
OFFENSE ................................................................................................................. 14
APPLICATION FOR LEAVE OF ABSENCE ............................................................. 15
Types of Leave ....................................................................................................... 15
Commutation of Leave Credits ............................................................................... 17
Cummulation of Leave Credits ............................................................................... 17
Monetization ........................................................................................................... 17
EMPLOYEES’ BENEFITS ........................................................................................... 18
Benefits Required by Law ...................................................................................... 18
VOLUNTARY INCENTIVES / BENEFITS ................................................................ 18
OTHER INCENTIVES ................................................................................................. 19
REFERENCES............................................................................................................... 20
1
HISTORICAL BACKGROUND

● October 12, 1939 Quezon City was created through

Commonwealth Act No. 502

● January 1, 1942 Quezon City was incorporated to Greater

Manila through E.O. 400

● July 17, 1948 RA No. 333 made Quezon City the capital of the

Philippines

● January 2, 1947 QC regained its separate political existence

from Greater Manila through RA 45.

● October 12, 1949 QC was formally inaugurated as the national

capital of the Philippines

● June 24, 1976 President Marcos issued P.D. 940 designating

Metropolitan Manila as the Capital.

● July 1, 2001 Mayor Feliciano “Sonny” Belmonte, Jr. assumed the

leadership of the Quezon City government, instituting effective

governance as the focus of his administration.

● July 1, 2010 Mayor Herbert “Bistek” Bautista assumed office.

● July 1, 2019 Mayor Josefina G. Belmonte assumed office.

2
 QUEZON CITY ELECTIVE OFFICIALS

Hon. Ma. Josefina G. Belmonte

City Mayor

Hon. Gian Carlos G. Sotto

Vice Mayor

QUEZON CITY APPOINTIVE OFFICIALS

MICHAEL VICTOR N. ALIMURUNG

City Administrator

RICARDO T. BELMONTE JR.

Secretary to the Mayor concurrently OIC, Novaliches District Center,
Administrator, QC Memorial Circle and OIC, Amoranto Sports Complex (Coterm)

ROWENA T. MACATAO
Chief of Staff, Office of the City Mayor

EDGAR T. VILLANUEVA
City Treasurer

ATTY. SHERRY R. GONZALVO

City Assessor

SALVADOR G. CARIÑO JR.

City Civil Registrar

ENGELBERT C. APOSTOL
Head, Public Affairs & Information Service Department (PAISD)

GEN. ELMO DG. SAN DIEGO

Head, Department of Public Order and Safety (DPOS)

ANDREA VALENTINE A. VILLAROMAN

Head, Environmental Protection & Waste Mgmt. Dept. (EPWMD)

AR. NANCY C. ESGUERRA

Head, ParksDev't. & Admin. Dept.

ENGR. ISAGANI R. VERZOSA, JR.

OIC, City Engineer (QCED)

3
 MA. MARGARITA T. SANTOS
OIC, Market Development and Administration Department (MDAD)

AR. PEDRO P. RODRIGUEZ JR

City Planning & Dev't. Officer,(CPDD)

ATTY. ORLANDO PAOLO F. CASIMIRO

City Legal Officer (Coterm)

FE B. BASS
OIC, City General Services Department (CGSD)

FE P. MACALE
Head, Social Services Development Department (SSDD)

DR. RICHARD JOSEPH C. CABOTAGE

Chief of Hospital, Rosario Maclang Bautista General Hospital (RMBGH)

JESUSA R. BAETIONG
Quezon City Local School Board

DR. ESPERANZA ANITA E. ARIAS

OIC, Quezon City Health Department (QCHD)

KARL MICHAEL E. MARASIGAN

Head, Quezon City Disaster and
Risk Reduction Management Office (QCDRRMO)

DR. JOSEPHINE B. SABANDO

Hospital Director
Quezon City General Hospital (QCGH)

RUBY G. MANANGU
City Accountant

MA. MARGARITA T. SANTOS

Head, Business Permits & Licensing Department (BPLD)

RONALD L. TAN
OIC, Human Resource Management Department (HRMD)

RAMON T. ASPRER
Head, Housing, Community Development and Resettlement Department (HCDRD)

4
 RICARDO B. CORPUZ
Head, Barangay and Community Relations Department (BCRD)

MARIAN C. ORAYANI
City Budget Officer

MARIZA G. CHICO
OIC, City Librarian Quezon City Public Library (QCPL)

MARIA TERESA A. TIRONA

Officer-In-Charge
Quezon City Tourism Department (QCTD)

CARLOS I. VERZONILLA
Head, Radio Communications Service Radio Communications Services Office (RCS)

ATTY. MARK DALE DIAMOND P. PERRAL

OIC-City Building Official
Department of the Building Official (DBO)

DR. LUZVIMINDA S. KWONG

OIC, Director of Hospital, Novaliches District Hospital (NDH)

PAUL RENE S. PADILLA

OIC, Information Technology Development Department (ITDD)

RENATO B. CADA
Officer-In-Charge Person with Disability Affairs Division (PDAO)

ATTY. DOMINIC B. GARCIA

OIC, Procurement Department

AR. LUCILLE H. CHUA

City Architect(CArD)

DR. THERESITA V. ATIENZA

University President Quezon City University (QCU)

MARICRIS S. LAURETA
OIC, Local Youth Development Officer, Quezon City Youth
Development Office (QCYDO)

ROGELIO L. REYES
Peso Manager, Public Employment Service Office (PESO)

5
 ATTY. BAYANI V. HIPOL
OIC, Office for Senior Citizens Affairs (OSCA)

ALBERTO M. GALARPE
Chairman, Liquor Licensing Regulatory Board (LLRB)

ATTY. RAFAEL VICENTER. CALINISAN

Executive Officer,
People's Law Enforcement Board (PLEB)

MONA CELINE MARIE V. YAP

OIC, Small Business Development and Promotion Office (SBDPO)

ATTY. JOHN THOMAS S. ALFEROS III

Secretary to the Sangguniang Panlunsod (OSSP)

DEXTER C. CARDENAS
OIC, Task Force Transport and Traffic Management

ALFREDO M. FORONDA
OIC, Quezon City Anti-Drug Abuse Advisory Council (QCADAAC),
QCDTRC-TAHANAN

RICHARD SANTUILE
Action Officer, Task Force on Solid Waste Collection,
Cleaning and Disposal Services Management

MARICRIS F. VELOSA
OIC, Quezon City Education Affairs Unit

JUAN MANUEL J. GATMAITAN

Chief, Investment Affairs Office (IAO)

6
NATIONAL GOVERNMENT OFFICE AGENCIES STATIONED IN QC

VIMAR M. BARCELLANO
City Prosecutor

Judge JURIS DIRINILA-CALLANTA

Acting MTC Executive Judge

Judge CECILYN E. BURGOS-VILLABERT

RTC Executive Judge

Atty. RESURECCION C. QUIETA

State Auditor V Resident Auditor

Atty. MYRA ROBY S. PURUGANAN

Board Chairman, Board of Assessment Appeals (Register of Deeds)

SSUPT GARY R ALTO, DSC

District Fire Marshall

PBGEN REMUS BALINGASA MEDINA

District Director, Central Police District Command

J/Supt. RANDEL LATOZA

Warden, Quezon City Jail
Bureau of Jail Management and Penology

J/Supt. ELENA ROCAMORA

Wardress, Quezon City Female Dormitory

RAUL B. ANGELES
OIC, NBI Clearance QC Satellite Office

Dr. JENILYN ROSE B. CORPUZ,CESO VI

Schools Division Superintendent, (DCS)

Dir. ANALYN R. BALTAZAR-CORTEZ

City Director, DILG

Chairman HERMOGENES D. JARIN

PhilippineRed Cross - QC Chapter

THELMA DG. GUIRITAN

Acting Chief, Bureau of Immigration - QC Satellite Office

NARCISA A. RARA
Post Master, QC Post Office

7
 Republic Act No. 6713 (February 20, 1989)

AN ACT ESTABLISHING A CODE OF CONDUCT AND ETHICAL STANDARDS FOR PUBLIC

OFFICIALS AND EMPLOYEES, TO UPHOLD THE TIME-HONORED PRINCIPLE OF PUBLIC
OFFICE BEING A PUBLIC TRUST, GRANTING INCENTIVES AND REWARDS FOR
EXEMPLARY SERVICE, ENUMERATING PROHIBITED ACTS AND TRANSACTIONS AND
PROVIDING PENALTIES FOR VIOLATIONS THEREOF AND FOR OTHER PURPOSES

NORMS OF CONDUCT OF PUBLIC OFFICIALS AND EMPLOYEES (R.A. 6713 sec. 4)

The following norms of conduct are expected of every Quezon City Government employee:

1. Commitment to Public Interest – Public officials and employees are expected to

always uphold the public interest over and above personal interest. All government
resources and powers of their respective offices must be employed and used efficiently,
effectively, honestly, and economically, particularly to avoid wastage in public funds and
revenues
2. Professionalism – Public officials and employees must perform and discharge their
duties with the highest degree of excellence, intelligence, and skill. They must enter
public service with utmost devotion and dedication to duty. They must also endeavor to
discourage wrong perceptions of their roles as dispensers or peddlers of undue
patronage
3. Justness and Sincerity – All public officials and employees must remain true to the
people at all times. They must act with justness and sincerity and must not discriminate
others against anyone, especially the poor and the underprivileged. They are expected
to respect at all times the rights of others, and must refrain from doing acts contrary to
law, good morals, good customs, public policy, public order, public safety, and public
interest. They are not to dispense or extend undue favors on account of their office to
their relatives wetherby consanguinity or affinity except with respect to appointments of
such relatives to positions considered strictly confidential or as members of their
personal staff whose terms are coterminous with theirs
4. Political Neutrality – They must provide service to everyone, regardless of party
affiliation or preference, without discrimination
5. Responsiveness to the Public – All officials and employees must extend prompt,
courteous, and adequate service to the public. Unless otherwise provided by law or
when required by public interest, public officials and employees must provide information
on their policies and procedures in clear and understandable language. Officials and
employees must ensure openness of information by public consultations and hearings
whenever appropriate. They must encourage suggestions, simplify, and systematize
policies, rules and procedures, and avoid red tape. Lastly, they must develop an
understanding and appreciation of the socio – economic conditions prevailing in the
country, especially in depressed rural and urban areas
6. Nationalism and Patriotism – Government officials and employees must be loyal at all
times to the Republic and to the Filipino people, promote the use of locally-produced

8
 goods, resources and technology, and encourage appreciation and pride of country and
people. They must endeavor to maintain and defend Philippine sovereignty against
foreign intrusion
7. Commitment to Democracy – Government officials and employees must commit
themselves to the democratic way of life and values, maintain and/or observe the
principle of public accountability, and manifest by deeds the supremacy of civilian
authority over the military. They must at all times uphold the Constitution and put loyalty
to country above loyalty to persons or party
8. Simple Living – Public officials and employees and their families are expected to lead
modest lives appropriate to their positions and income. They must not indulge in
extravagant or ostentatious display of wealth in any form

DUTIES OF PUBLIC OFFICIALS AND EMPLOYEES (R.A.6713 sec. 5)

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

1. Act promptly on letters and requests – All public officials and employees shall, within
fifteen (15) working days from receipt thereof, respond to letters, telegrams or other
means of communications sent by the public. The reply must contain the action taken on
the request.
2. Submit annual performance reports – All heads or other responsible officers of offices
and agencies of the government and of government-owned or controlled corporations
shall, within forty-five (45) working days from the end of the year, render a performance
report of the agency or office or corporation concerned. Such reports shall be open and
available to the public within regular office hours.
3. Process documents and papers expeditiously – All official papers and documents must
be processed and completed within a reasonable time from the preparation thereof and
must contain, as far as practicable, not more than three (3) signatories therein. In the
absence of duly authorized signatories, the official next-in- rank or officer in charge shall
sign for and on their behalf.
4. Act immediately on the public's personal transactions – All public officials and employees
must attend to anyone who wants to avail himself of the services of their offices and
must, at all times, act promptly and expeditiously.
5. Make documents accessible to the public –All public documents must be made
accessible to, and readily available for inspection by, the public within reasonable
working hours.

DISCIPLINE

● Generally refers to person’s self-control, character, or orderliness and efficiency usually

developed through training
● Serves as a mechanism for control of the temperament, interest, and action of people
within the organization
● Helps coordinate government goals and public interests

9
Basic Policy
Public office is a public trust. Public officers and employees must at all times be accountable to
the people, serve them with utmost responsibility, integrity, loyalty and efficiency, act with
patriotism and justice, and lead modest lives.

The Constitution and the Omnibus Rules Implementing Book V of E.O. No.292 provide that no
officer or employee in the Civil Service shall be removed or suspended except for cause as
provided by law and after due process. One cannot be removed or suspended without having a
chance to defend himself/herself. Officers and employees can invoke security of tenure as long
as they are competent, honest, and productive. If an officer or employee violates the norms of
acceptable behavior befitting a government officer and employee, he/she may be separated
from the service.

Habitual Absenteeism and Tardiness

An officer or employee shall be considered habitually absent if he incurs unauthorized absences
exceeding the allowable 2.5 days monthly leave credit under the Leave Law for at least three (3)
months in a semester or at least three (3) consecutive months during the year. Absences
exceeding 2.5 days per month supported by an approved leave of absence do not constitute
habitual absenteeism.

Any employee shall be considered habitually tardy if he incurs tardiness, regardless of the
number of minutes, ten (10) times a month for at least two (2) months in a semester or at least
two (2) consecutive months during the year. If an employee has incurred ten (10) times or more
tardiness during the month of June, then he/she should not be late 10 times in July, also of the
same year.

Attendance in the Flag Ceremony

As a show of loyalty to the Republic and the Filipino people, city officials and employees are
required to pay homage to the Philippine flag on Monday mornings during the flag raising
ceremony.

Attendance thereto shall be recorded in the proper form to be submitted to assigned staff of the
Human Resource Management Department immediately after the ceremony. Failure to attend
the flag ceremony six (6) times in a semester shall be considered a violation of reasonable
office rules and regulations, and therefore subject to disciplinary action with corresponding
penalties, as follows:
1st Offense:Reprimand
2nd Offense:Suspension from one (1) to thirty (30) days 3rd Offense: Dismissal
In case of failure on account of ill health,department/office/task force/unit heads are
encouraged to verify such claim.

10
ATTENDANCE

Hours of Work
City officials and employees shall render not less than eight (8) hours of work a day for five (5)
days a week or a total of forty (40) hours a week, exclusive of time for lunch. The rendition of
overtime services may be authorized in the interest of the public service consistent with existing
laws, rules, and regulations.

Mealtimes (No Noon Break Policy)

One 15-minute snack break each in the mid-morning and mid-afternoon, and an hour for lunch
from 12:00 – 1:00 P.M. are the allowable mealtimes. All personnel are encouraged to
conscientiously observe these.

Daily Record of Attendance

The prescribed office hours shall be strictly observed and properly documented in a daily record
of attendance and whenever possible registered on the bundy clock/ e-attendance. Elective
officials, department/office/task force/unit heads need not punch in the bundy clock, but
attendance and all absences of such officers must be recorded.
Employees must punch their own time cards. They are strictly prohibited from punching the time
of another. Anyone caught doing so shall be given the appropriate sanctions.
Employees are required to accomplish and submit their Daily Time Record (DTR) at the end of
each month.

PROPER ATTIRE
Generally, the prescribed Quezon City Government Agency uniforms for its male and female
employees are worn from Monday to Thursday, with the following occupational groups as
exemptions:
● Members of the medical corps;
● Members of the police force and its auxiliaries;
● Maintenance personnel and laborers;
● Contractual personnel;
● Those in mourning/ on the family way;
● City Officials (Mayor, Vice Mayor, Councilors, Department / Office Heads)

In keeping with the nature of their respective jobs / assignments, the exempted employees shall
wear their respective group uniforms. Likewise, all employee groups are advised to wear the
appropriate footwear.

On Friday, the designated washday, employees may wear civilian clothes. For emphasis, the
following are prohibited attire consistent with CSC MC#19, s.2000:
● Gauzy, transparent, or net-like shirt or blouse
● Sando, strapless, or spaghetti-strap blouse (unless worn as undershirt), tank tops,
blouse with over-plunging necklines
● Micro-mini skirt, walking shorts, cycling shorts, leggings, tights, jogging pants

11
 ● Rubber sandals, rubber slippers, “bakya”
● Also prohibited is the ostentatious display of jewelry and the wearing of heavy or
theatrical make-up

OFFICE DECORUM

City officials and employees are expected to act and conduct themselves in a professional way,
observe good manners, and exhibit behavior befitting civil servants. Conformably, they must not
come to work under the influence of either alcohol / intoxicating beverages or illegal drugs or
both. Loafing and loitering are not allowed, and so is boisterous laughter. Everyone is enjoined
to speak in subdued tones and be careful with his/her choice of words when dealing with their
subordinates, peers, supervisors, and the transacting public.

City personnel are encouraged to have a pleasant and cheery disposition when dealing with
clients/officemates. If they are not authorized or do not have the capacity to deal with office
clients themselves, they are to refer the client to the staff who can help them. Those attending to
the public must not make the person wait for more than five (5) minutes before attending to
his/her concern. If the personnel a client wants to see or transact business with is occupied or
away, advise the client to take a seat in the waiting lounge, or refer him/her to other personnel
who may be of help.

The use of the telephone should be limited to three (3) minutes. Whenever possible, do not let
the telephone ring more than three (3) times before answering an incoming call. When taking a
message for someone, remember to jot down the name of the caller, place of business (if any),
the message, and for whom the call is intended. Proper telephone etiquette should be observed
at all times.

GRAVE OFFENSES WITH DISMISSAL AS 1ST OFFENSE

● Dishonesty
● Gross neglect of duty
● Grave misconduct
● Being notoriously undesirable
● Conviction of a crime involving moral turpitude
● Falsification of official document
● Physical or mental incapacity or disability due to vicious habits
● Engaging directly or indirectly in partisan political activities by one holding non-political
office
● Receiving for personal use of a fee, gift, or other valuable thing in the course of official
duties or in connection therewith when such fee, gift, or other valuable thing is given by
any person in the hope of expectation of receiving a favor or better treatment than that
accorded to other persons or committing acts punishable under the anti-graft laws
● Contracting loans of money or other property from persons with whom the office of the
employee has business relations

12
 ● Soliciting or accepting directly or indirectly, any gift, gratuity, favor, entertainment, loan,
or anything of monetary value which in the course of his official duties or in connection
with any operations being regulated by, or any transaction which may be affected by the
functions of his office. The propriety or impropriety of the foregoing shall be determined
by its value, kinship, or relationship between giver and receiver, and the motivation. A
thing of monetary value is one which is evidently or manifestly excessive by its very
nature
● Disloyalty to the Republic of the Philippines and to the Filipino people
● Nepotism

GRAVE OFFENSES WITH:

❖ SUSPENSION FOR 6 MONTHS AND 1 DAY TO 1 YEAR AS 1ST OFFENSE
❖ DISMISSAL AS 2ND OFFENSE

● Oppression
● Disgraceful and immoral conduct
● Inefficiency and incompetence in the performance of official duties
● Frequent unauthorized absences, loafing or frequent unauthorized absences
from duty during regular office hours
○ In discretion of the Head of any department, agency, or office, any
government physician may be authorized to do a spot check on
employees who are supposed to be on sick leave
○ Absenteeism / Tardiness
● Refusal to perform official duty
● Gross insubordination
● Conduct grossly prejudicial to the best interest of the service
● Directly or indirectly having financial and material interest in any transaction
requiring the approval of his office. Financial and material interest is defined as
pecuniary or proprietary interest by which a person will gain or lose something
● Owning, controlling, managing, or accepting employment as officer, employee,
consultant, counsel, broker, agent, trustee, or nominee in any private enterprise
regulated, supervised, or licensed by his office, unless expressly allowed by law
● Engaging in the private practice of his profession unless authorized by the
Constitution, law, or regulation, provided that such practice will not conflict with
his official functions
● Disclosing or misusing confidential or classified information officially known to
him by reason of his office and not made available to the public, to further his
private interest or give undue advantage to anyone or to prejudice the public
interest
● Obtaining or using any statement filed under the Code of Conduct and Ethical
Standards for Public Officials and Employees for any purpose contrary to morals
or public policy or any commercial purpose other than by news and
communications media for dissemination to the general public

13
LESS GRAVE OFFENSES WITH:
❖ SUSPENSION FOR 1 MONTH AND 1 DAY TO SIX MONTHS AS 1ST OFFENSE
❖ DISMISSAL AS 2nd OFFENSE

● Simple neglect of duty

● Simple misconduct
● Gross discourtesy in the course of official duties
● Gross violation of existing Civil Service Law and Rules of Serious Nature
● Insubordination
● Habitual drunkenness
● Recommending any person to any position in a private enterprise which has a
regular or pending official transaction with his office unless such recommendation
or referral is mandated by 1) Law, or 2) international agreements, commitment,
and obligation, or as part of the function of his office
● Unfair discrimination in rendering public service due to party affiliation or
preference
● Failure to file sworn statements of assets and liabilities and networth, and
disclosure of business interest and financial connections including those of their
spouses and unmarried children under 18 years of age living in their households
● Failure to resign from his position in the private business enterprise within 30
days from assumption of public office when conflict of interest arises and/or
failure to divest himself of his shareholdings or interest in private business
enterprise within 60 days from assumption of public office when conflict of
interest arises: Provided, however, that where a conflict of interest arises for
those who are already in the service, the official or employee must either resign
or divest himself of said interest within the periods herein- above; provided,
reckoned from the date when the conflict of interest had arisen

LIGHT OFFENSES WITH:

❖ REPRIMAND AS 1ST OFFENSE
❖ SUSPENSION FOR 1 TO 30 DAYS AS 2 ND OFFENSE
❖ DISMISSAL AS 3RD OFFENSE

● Discourtesy in the course of official duties

● Improper or unauthorized solicitation of contributions from subordinate
employees and by teachers of school officials from school children
● Violation of reasonable office rules and regulations, which shall include Habitual
Tardiness
● Gambling prohibited by Law
● Refusal to render overtime service
● Disgraceful, immoral, or dishonest conduct prior to entering the service
● Borrowing money by superior officers from subordinates
● Lending money at usurious rates of interest

14
 ● Willful failure to pay just debts
● Willful failure to pay taxes due to the government
● Pursuit of private business, vocation or profession without the permission
required by civil service rules and regulations
● Lobbying for personal interest or gain in legislative halls and offices without
authority
● Promoting the sale of tickets in behalf of private enterprises that are not intended
for charitable or public welfare purposes and even in the latter cases if there is no
prior authority
● Failure to act promptly on letters and request within fifteen (15) days from receipt,
except as otherwise provided in the rules implementing the Code of Conduct and
Ethical Standards for Public Officials and Employees
● Failure to attend to anyone who wants to avail himself / herself of the services of
the office, or act promptly and expeditiously on public transaction

APPLICATION FOR LEAVE OF ABSENCE

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 law. Applications for leave of absence
for one full day or more shall be submitted on the prescribed form for action by the proper
authority/ies.

Types of Leave:

1. SICK LEAVE
- leave of absence granted only on account of sickness or disability on the part of the
employee concerned or any member of his/her immediate family
- should be filed immediately upon the employee’s return from such leave
- in excess of five (5) days, must be accompanied by a proper medical certificate
- employee should notify immediate supervisor and/or Head of Office if he/she cannot
report for work
2. VACATION LEAVE
- personal reasons, the approval of which is contingent
- leave of absence granted to officials and employees for upon the necessities of the
service
- must be filed at least five (5) days in advance
3. FORCED LEAVE
- mandatory annual 5-day vacation leave
- may be disapproved upon application due to the exigency of the service; hence, the
employee can still earn the 5-day leave credit
- forfeited if not taken during the year
4. MATERNITY LEAVE
- leave of absence granted to female government employees legally entitled thereto in
addition to vacation and sick leave, which also covers miscarriage and abortion

15
- under RA 11210 or Expanded Maternity Leave Law (EMLL), One Hundred Five (105)
days for live childbirth, regardless of the mode of delivery, and an additional fifteen (15)
days paid leave if the female worker qualifies as a solo parent under RA 8972
- Sixty (60) days paid leave for miscarriage and emergency termination of pregnancy
5. PATERNITY LEAVE
- the privilege granted to a married male employee allowing him not to report for work for
seven (7) days while continuing to earn the compensation therefore, on the condition
that his legitimate spouse has delivered a child or suffered a miscarriage
6. TERMINAL LEAVE
- refers to money value of the total accumulated leave credits of an employee based on
the highest salary rate received prior to or upon retirement date / voluntary separation
7. SPECIAL PRIVILEGE LEAVE (MC No. 06, s. 1999)
- non-cumulative and non-convertible to cash
- leave of absence, which officials and employees may avail of for a maximum of three (3)
days annually over and above the vacation, sick, maternity and paternity leaves to mark
personal milestones, attend to parental and filial obligations, address personal
transactions, domestic emergencies, and force majeure events that affect the life, limb,
and property of the employee or his immediate family
- Relocation Leave a type of special privilege leave(SPL) granted to an official/employee
whenever he/she transfers residence
8. REHABILITATION LEAVE
- leave of absence on account of wounds or injuries incurred in the performance of duty
- must be supported by the proper medical certificate and evidence showing that the
wounds or injuries were incurred in the performance of duty
- on full pay, but not to exceed six (6) months and shall not be charged against sick leave
or vacation leave
- includes payment of medical attendance, necessary transportation, subsistence, and
hospital fees
9. PARENTAL LEAVE (Solo Parent Act – R.A. 8972)
- not more than seven (7) working days per year to enable the solo parent to perform
parental duties and responsibilities where physical presence is required
- provided that the solo parent has rendered at least one (1) year of service (continuous or
aggregate), has notified the proper authorities of availment thereof within a reasonable
time, and has presented a Solo Parent I.D.
10. VIOLENCE AGAINST WOMEN AND CHILDREN (VAWC - R.A. 9262)
- victims under this act shall be entitled to take a paid leave of absence up to ten (10)
days in addition to other paid leaves.
- extendable when the necessity arises
- just present 1) blotter 2) medical certificate etc. 3) report to a women’s desk in a police
station.
11. STUDY LEAVE
- shall not exceed six (6) months with pay to assist qualified officials and employees to
prepare for their Bar or Board Examinations or to complete their masteral degree

16
 - should the employee be permitted to go on study leave for 1 month to 3 months, he/she
shall be obliged to render 2 years of service
- failure to render service obligation on account of voluntary resignation, optional
retirement, separation from the service through his own fault, or other cause within his
control shall result to him refunding the gross salary, allowances, and other benefits that
he received

Commutation of Leave Credits

This refers to conversion of unused leave credits to their corresponding money value.

Cummulation of Leave Credits

This refers to incremental acquisition of unused leave credits by an official or employee.

Employees earn 1.25 sick leave and 1.25 vacation leave credits each month, accumulating to
15 sick leave and 15 vacation leave credits in a year.

Tardiness and Undertime are deducted from vacation leave credits. Undertime shall be charged
against sick leave credits only when it is due to health reasons, and should be supported by a
medical certificate.

Monetization
CSC MC No.38, s-98 this is equivalent to the money value of each regular employee’s 10
accrued leave credits.

MC No. 16, s. 2002 Monetization of fifty (50%) or more of the accumulated leave credits may be
allowed for valid and justifiable reasons such as:

● Health, medical, and hospital needs of the employee and the immediate members of his
family
● Financial aid and assistance brought about by force majeure events such as calamities,
typhoons, fire, earthquake, and accidents that affect the life, limb, and property of the
employee and his/her immediate family
● Educational needs of the employee and the immediate members of his/her family
● Payment of mortgages and loans, which were entered into for the benefit or which inured
to the benefit of the employee and his/her immediate family
● In cases of extreme financial needs of the employee or his/her immediate family where
the present sources of income are not enough to fulfill basic needs such as food, shelter,
and clothing

The monetization of 50% or more of the accumulated leave credits shall be upon the favorable
recommendation of the agency head and subject to availability of funds.

17
 EMPLOYEE BENEFITS

Benefits Required by Law

1. GOVERNMENT SERVICE INSURANCE SYSTEM (GSIS)
- list the types of loans available and the basic mechanics of the GSIS E-Card Plus
2. PAG – IBIG (HOME DEVELOPMENT MUTUAL FUND)
- housing loans
3. PHILHEALTH
- part of an employee’s hospitalization, surgical, and medical expenses
4. PERSONAL ECONOMIC RELIEF ALLOWANCE (PERA)
- equivalent to P2,000.00 per month / P24,000.00 per annum
5. REPRESENTATIONAL AND TRAVELING ALLOWANCE (RATA)
- commutable allowance for employees with SG – 24 to SG – 30
6. OVERTIME PAY
- payment given to an employee who has rendered work beyond the regular working
hours
7. Mid-Year Bonus
- equivalent to one month salary
8. SALARY INCREMENTS
- given to an employee who has rendered at least three (3) years of continuous
satisfactory service in the same position
- shall be incorporated in the salary adjustment following the Joint DBM LBC No.74, s.
01 & DBM-CSC Circular No. 1, s.90 (effective January 1, 2003) or the latest MC, if
any
9. Health Maintenance Organization (HMO)
- Each employee is entitled to a Maximum Benefit Limit (MBL) of One Hundred
Thousand Pesos (Php. 100,000.00) per illness per member in a year.
10. MAGNA CARTA FOR WOMEN
- A woman employee having rendered continuous aggregate employment service of at
least six (6) months for the last twelve (12) months shall be entitled to a special leave
benefit of two (2) months with full pay based on her gross monthly compensation
following surgery caused by gynecological disorders (RA 9710 Sec. 18).

VOLUNTARY INCENTIVES / BENEFITS

1. LONGEVITY PAY
- granted to an employee after 5 years of continuous service
- P400.00 per month
2. LOYALTY INCENTIVE GRANT
- granted to an employee after 10 years in the service
- equivalent to P10,000.00
- every succeeding 5 years additional P5,000.00

18
 3. CLOTHING ALLOWANCE
- equivalent to P6,000.00 per year
4. HONORARIA
- Consultants’ and Specialists’ fees
5. ALLOCATION FOR INCENTIVE ALLOWANCE
- given to CTO personnel who are handling cash
6. ATTENDANCE IN SEMINARS, CONFERENCES, CONVENTIONS
- priority is given to permanent employees
- registration, accommodation (if any), transportation fees, and other incidental
expenses are charged to the Training Fund of the Human Resource Management
Department if authorized to attend ON OFFICIAL BUSINESS
- payment of salary if authorized to attend ON OFFICIAL TIME
7. 13th MONTH PAY & CASH GIFT
- equivalent to one month salary + cash gift of P5,000.00 a year
8. GOOD GOVERNANCE PAY
- supported by DBM Circular No.2001 – 02 dated Nov. 12, 2001 on the subject,
“Clarification on the Use of Available Agency Funds to Pay Extra Christmas Bonus or
Similar Cash or Non - Cash Benefit for Government Personnel”
- equivalent to one – half month salary, usually given in December
9. INCENTIVE GRANT PAY
- covered by City Council per Ordinance No. SP-262,s-95
- equivalent to one – half month salary, usually given in January
- anniversary bonus = 5,000 for every five(5) years
10. RICE ALLOCATION
- covered by City Council Ordinance No. SP-1949, s-2009
- grant of one thousand pesos (P 2,000.00) quarterly rice assistance to city-paid
plantilla personnel.
11. PEI (Performance Enhancement Incentive)
- P 5,000.00
12. ANNIVERSARY BONUS
- P 5,000.00 every 5 years

OTHER INCENTIVES

1. COMPENSATORY TIME – OFF / “OFFSETTING” – granted to an employee who has

worked beyond his regular office hours without overtime pay

2. FLEXITIME – work arrangement allowed for employees to work another 8-hour shift,
instead of the regular working hours of 8:00 AM – 5:00 PM, provided that they have valid
reasons and have obtained the approval of the Head of the Department / Office

19
 REFERENCES

➢ Civil Service Commission Memorandum Circulars

➢ Employee Handbook for the CSC
➢ GSIS Brochure Type of Social Insurance Benefits and Basic Requirements under RA 186,
RA 660, RA 1616, RA 910, RA 4898, PD 1146, PF 1147.
➢ History of the Philippine Civil Service, Grandis, 1982
➢ Medicare Circular, s. 1989
➢ 1987 Philippine Constitution
➢ Primer on Public Sector Unionism
➢ Republic Act No. 2260
➢ Republic Act No. 6713 and its Implementing Rules

20