DRESS CODE

 MC No. 14, s. 1991-Dress code prescribed for all Government Officials and employees
 Wearing of official uniform must be strictly observed including the use of proper Identification
Card.
 Wear your uniforms with pride. On those days you are exempted from wearing the office
uniform, be dressed appropriately. Business clothes, not party attire nor picnic clothes, should
be worn at work.
 Employees who consistently fail to wear the official DOH uniform shall be subject to appropriate
disciplinary action for violation of reasonable office rules and regulations . An employee who
fails to wear his/her uniform at least ten (10) times a month for two consecutive months, is
considered habitually disobedient.

First Offense - Warning

Second Offense - Reprimand
Third Offense - Suspension for 15 days

Government Office Hours

Sec. 5 Rule XVII (Book 5 of EO 292)

The normal hours of work of any employee is eight (8) hours a day for five (5) days a week, exclusive of
time for lunch. As a general rule, such hours shall be from eight o’clock (8:00 am) in the morning to
twelve o’clock (12:00) noon and from one o’clock (1:00) in the afternoon to five o’clock (5:00) pm.

MC No. 1 s, 2001 Courtesy to all at all times

Discourtesy in the course of official duties

 1ST OFFENSE – REPRIMAND
 2ND OFFENSE –SUSPENSION FOR 1 TO 30 DAYS
 3RD OFFENSE - DISMISSAL

REPUBLIC ACT NO. 6713

(“The Code of Conduct and Ethical Standards for Public Officials and Employees”)

Norms of Conduct of Public Officials and Employees:

a. Commitment to Public interest
- Public officials and employees shall always uphold the interest over and above personal
interest.
b. Professionalism
- Public officials and employees shall perform and discharge their duties with the highest
degree of excellence, professionalism, intelligence and skill
c. Justness and Sincerity
- Public officials and employees shall remain true to the people at all times.
d. Political Neutrality
- Public officials and employees shall provide service to everyone without unfair
discrimination and regardless of party affiliation or preference.
 e. Responsiveness to the Public
- Public officials and employees shall provide service to everyone without unfair
discrimination and regardless of party affiliation or preference.
f. Nationalism and Patriotism
- Public officials and employees shall at all times be loyal to the Republic and to the Filipino
people, promote the use of locally produced goods, resources and technology and
encourage appreciation and pride of country and people.
g. Commitment to Democracy
- Public Officials and Employees shall commit themselves to the democratic way of life and
values, maintain the principle of public accountability, and manifest by deeds the supremacy
of civilian over the military.
h. Simple Living
- Public officials and employees and their families shall lead modest lives appropriate to their
positions and income.

Duties of Public Officials and Employees

Section 5 ( Book 5 of EO 292)

 Act promptly on letters and request

 Submit annual performance report
 Process documents and expeditiously
 Act immediately on the public’s personal transactions
 Make documents accessible to the public

Office of the President MC No. 02 s. 1998

 Attending Flag Raising and Retreats Ceremonies

TELEPHONE ETIQUETTE

1. The office telephone is for official use. Minimize personal calls during office hours.
2. Answer promptly. Avoid waiting for the third ring.
3. Lift the receiver only when you are ready to talk.
4. Speak with the person, not at the telephone. Modulate your voice; do not shout.
5. Be on the line when called party answers.
6. Identify yourself and/or your office. In answering calls, say “Medical Records, good morning.”/
Pedia Ward, Mrs. Balancio Speaking.
7. Avoid letting the caller wait on the line. If caller has to wait, tell him so
8. Be attentive and ask questions tactfully. Use natural expressions such as “I understand, “of
course”, to indicate your attentiveness and presence on the line.
9. When a wrong call is placed, don’t bark “wrong number” and slam the receiver down. Be
courteous as possible.

Public Disclosure
Rule VII Section 1 (Book 5 of EO 292)

 Every official and employee, shall file under oath their statement of assets, liabilities and net
worth and a disclosure of business interest and financial connections including those of their
 spouses and unmarried children under (18) years of age living in their households, in the
prescribed form
 Failure to file SALN is punishable under Rule IV Section 52, with the ff. penalties:
1st Offense : Suspension for one (1) month and one (1) day to six (6) months
2nd Offense: Dismissal from the service

RA No. 9485
“Anti-Red Tape Act of 2007”

 Otherwise known as “an Act to Improve Efficiency in the Delivery of Government Service to the
Public by Reducing Bureaucratic Red Tape, Preventing Graft and Corruption, and Providing
Penalties Thereof” or the Anti-Red Tape Act of 2007, requires all government offices to draw up
their respective Citizen’s Charter post these as information billboards at the main entrance of the
agency or most conspicuous place.

Frontline Service

 Refers to the process or transaction between clients and government offices or agencies
involving applications for any privilege, right, permit, reward, license, concession, or for any
modification, renewal or extension of the enumerated applications and/or requests which are
acted upon in the ordinary course of business or agency concerned.

Citizen’sCharter
Rule IV Sec. I The Citizen’s Charter shall include the following information:

a) Vision and mission of the government office or agency;

b) Identification of the frontline services offered
c) The step-by-step procedure to obtain a particular service;
d) The officer or employee responsible for each step;
e) The maximum time to conclude the process
f) Document/s to be presented by the client, with a clear indication of the relevancy of said
document/s;
g) The amount of fees, if necessary;
h) The procedure of filing complaints in relation to requests and applications, including the names
and contact details of the officials/channels to approach for redress;
i) Allowable period for extension due to unusual circumstances;
j) Feedback mechanisms ( person to approach for recommendations, inquiries, suggestions, as well
as complaints).

Rule VI. Accessing Frontline Services

 Sec. 1 All offices and agencies are enjoined to undertake on a continuing basis programs to
promote satisfaction and improve service delivery, and other similar activities for officers and
employees in frontline service.
 Sec. 2. Acceptance and Denial of the Applications and Requests.
1.All officers and employees shall accept written applications, request, and/or documents
being submitted by clients of the office/agency.
 2. The responsible officer/employee shall acknowledge receipt of such application and/or
request by writing or printing clearly thereon his/her name, the unit where he/she is
connected, and the time and date of receipt.
3. The receiving officer or employee shall perform a preliminary assessment of the request
so as to promote a more expeditious action on requests.
4. All applications and/or request in frontline services shall be acted upon with the period
prescribed under the Citizen’s Charter.
5. Depending on the nature of the frontline services requested of the mandate of the office
or agency under unusual circumstances.
6. No application or request shall be returned to the client without official action
7. This Section shall also apply to government offices or agencies which allow computer-
based access to frontline services.
8. The “No Noon Break” rule is prescribed under Section 8 of RA 9485
9. “Agencies which render frontline services shall adopt appropriate working schedules to
ensure that all clients who are within their premises prior to the end of official working
hours are attended to and served even during LUNCH BREAK. Make necessary schedule
by adopting mechanisms such as rotation system, reliever system especially in peak
times of the transaction or providing skeletal personnel during lunch and snack time to
ensure the uninterrupted delivery of services.

Rule VIII. Disciplinary Action

Failure to comply, appropriate penalties shall be as follows:

First Offense - Thirty (30) days suspension without pay and mandatory attendance in Values
Orientation Program

Second Offense -Three (3) months suspension without pay; and

Third Offense - Dismissal and perpetual disqualification from public service.

Disciplinary Action
GRAVE OFFENSES:

 Serious dishonesty
 Gross neglect of duty
 Grave misconduct
 Being notoriously undesirable
 Conviction of crime involving moral turpitude
 Falsification of official document
 Physical or mental incapacity or disability due to immoral or vicious habits
 Receiving for personal use of fee, gift or other valuable thing in the course of official duties
 Contracting loans of money or other property
 Soliciting or accepting directly or indirectly
 Nepotism
 Disloyalty to the Republic of the Philippines and to the Filipino people.
VIOLATION RELATIVE TO TARDINESS,UNDERTIME AND ABSENTEEISM

 Any employee shall be considered habitually tardy if he/she 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.” The corresponding penalty is as follows:

1st Offense - Reprimand

2nd Offense - Suspension for one (1) to thirty (30) days
3rd Offense - Dismissal

 Off-setting of tardiness or absences by working for an equivalent number of minutes or hours by

which an officer/employee has been tardy/absent, beyond the regular or approved working
hours of the employees concerned, shall not be allowed.

Policy on Undertime
MC No. 16, s. 2010

 Any officer or employee who incurs undertime, regardless of the number of minutes/hours, ten
(10) times a month in a semester or ten (10) times a month for at least two (2) consecutive
months during the year shall be liable for simple and /or Conduct Prejudicial to the Best Interest
of the Service, as the case may be.

Policy on Half Day Absence

MC. No. 17, s.2010

CSC Resolution No. 10-1358 dated July 6, 2010

 Any officer or employee who is absent in the morning is considered to be tardy and is subject to
the provisions on Habitual Tardiness; and
 Any officer or employee who is absent in the afternoon is considered to have incurred
undertime, subject to the provisions on Undertime.

Policy Guidelines on the Prohibition on the consumption of Alcoholic Beverages among Government
Officials and Employees

Pursuant to CSC Resolution No. 1100039 promulgated on January 10, 2011

Penalties:

1st Offense- Suspension 1 month, 1 day to 6 months

2nd Offense- Dismissal
NON-MONETARY BENEFITS

LEAVE OF ABSENCE
(Omnibus Rules Implementing Book V of Executive Order No. 292)

 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.

Vacation Leave
 Refers to leave of absence granted to officials and employees for personal reasons .

Sick Leave
 Refers to leave of absence granted only on account of sickness or disability on the part of
employee member of his immediate family.

Maternity Leave
 Refers to leave of absence granted to female (whether married or unmarried) employee
regardless of marital status who has rendered two (2) or more years of service, in addition to VL
and SL. It shall entitle the employee to maternity leave of 60 days with full pay. The primary
intent or purpose of granting maternity leave is to extend working mothers some measures of
financial help and to provide her a period of rest and recuperation in connection with her
pregnancy/miscarriage/abortion.

Paternity Leave
 Refers to privilege granted to a married male employee allowing him not to report for work for 7
days while continuing to earn the compensation thereof, on the condition that his legitimate
spouse has delivered a child or suffered a miscarriage, for purposes of enabling him to effectively
lend care and support to his wife, during and after childbirth as the case may be and assist in
caring for his newborn child.

Special Leave Benefits for Women Under R.A. 9710 (An act providing for the Magna Carta of Women)

 The special leave may be availed for every instance of gynecological disorder requiring surgery
for maximum period of two (2) months with full pay.

Mandatory or Forced Leave

 All official and employees with ten (10) days or more vacation leave credits shall be required to
go on vacation leave whether continuous or intermittent for a minimum of five (5) working days
annually. When the official or employee fails to avail of said leave, the same shall be forfeited
and 5 days shall be deducted from his/her accumulated vacation leave credits but not when this
was cancelled in the exigency of the service.

Special Leave Privileges – refers to leave of absence which officials and employees may avail for a
maximum three (3) days annually over and above the vacation, sick, maternity and paternity leaves
  Personal milestones such as birthdays/weddings/wedding anniversary celebrations and other
similar milestones, including death anniversaries.
 Parental Obligations
 Domestic emergencies
 Personal transactions

CSC Res. 020515 dated April 10, 2002

Maternity and Paternity Leave for adoptive Parents

Rehabilitation Leave
 Officials and employees may be entitled to the Rehabilitation Privilege for a maximum period of
six (6) months for wounds and /or injuries sustained in the performance of official duties.

Parental Leave for Solo Parents (RA 8972)

 Granted to a SOLO parent to enable him/her to perform parental duties and responsibilities
where physical presence is required. 7 days is granted in addition to existing leave privileges.

Study Leave
 All officials and employees excluding those in teaching profession
 Six (6) months to help those prepare for board/bar examinations
 Four months to complete a master’s degree
 This shall be covered by contract between the beneficiary and the agency head.

Ten –Day Leave UNDER R.A.9262

(ANTI-VIOLENCE AGAINST WOMEN AND THEIR CHILDREN ACT OF 2004)

 Any woman employee who is a victim of violence

 Child below 18 yrs or above 18 but not unable to take care of herself who is a victim of violence

Special Emergency Leave

MC NO. 2, S. 2012
 five-day special emergency leave granted to government employees directly affected by natural
calamities/disasters

Monetization
 Refers to payment in advance under prescribed limits and subject to specified terms and
conditions of the money value of leave credits of an employee upon his request without actually
going on leave.

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.

Leave Without Pay

 All absences of an official or employee in excess of his/her accumulated vacation leave or sick
leave credits earned shall be without pay. When an employee has already exhausted his/her
sick leave credits, he/she can use his/her vacation leave credits but not vice versa.
SALARIES AND BENEFITS

 It is the policy of the State to provide equal pay for substantially equal work and to have
differences in pay upon substantive differences in duties and responsibilities and qualification
requirements of the positions.
 Salaries are legislated by law and benefits are subject to the availability of funds and terms on
the Collective Negotiation Agreement (CNA)
 Compensation refers to the basic pay or salary received by an employee pursuant to one’s
election/appointment, excluding per diems, bonus, overtime pay, honoraria, allowances and
other emoluments received in addition to the basic pay which are not integrated into the basic
pay under existing laws.
 Republic Act No. 6758 otherwise known as “Act Prescribing A revised Compensation and Position
Classification Systems in the Government and for other Purposes”. It is popularly known as the
Salary Standardization Law that governs the salary structure of government officials and
employees, except those in the GOCC’s with original charters.

Salary Standardization Law

 The Salary Schedule under the SSL is composed of 33 grades, from Grade 1 to Grade 33 with
corresponding salary rates. The position is allocated to certain grade and the salary shall
correspond to the rate assigned to the grade.

INCENTIVES AND REWARD

 Provision for incentives and rewards will motivate and inspire officials and employees of the
Agency to uphold the highest standards of ethics and to strictly abide by provisions of this Code
of Conduct. These maybe in the following forms:

1. Bonuses/Cash incentives
2. Citations
3. Local and foreign scholarship grants
4. Promotion

INCENTIVES AND REWARDS

 In conferring the incentives and rewards the following criteria shall be taken into consideration:
1. years of service
2. Quality and consistency of performance
3. Position and the level of Salary
4. Exemplary or outstanding performance

Types of Recognition and Rewards

 There are different types or Rewards and recognition. They may be in the form of monetary and
non-monetary benefits being given to employees whose performance can be considered at par
with or exceeds existing standards.
 Monetary benefits maybe in terms of cash bonuses, additional allowances, gift certificates and
the like.
 Non-monetary rewards may include formal and informal acknowledgement, assignment of more
enjoyable job duties, opportunities for training.
Monetary Benefits per RA 6758
Step Increment
 Civil Service Commission and Department of Budget and Management Joint Circular No. 1 s.
1990- Rules and regulations governing the grant of Step Increment to deserving officials and
employees of the government
 Civil Service Commission and Department of Budget and Management Joint Circular No. 1-2003-
Amending further joint CSC-DBM Circular No. 1,s 199101 (Entitlement to Step Increment)

Year-End Bonus
 Executive Order No. 74- Granting Year-End Bonus and cash gift to National and Local
Government Employees
 Budget Circular No.2005-6- Updated Rules and Regulations on the Grant of the Year-End Bonus
and Cash Gift to Government personnel for FY 2005 and years thereafter
 1 month basic salary
Cash Gift- Php 5,000.00/annually

Productivity Incentive Benefit (PIB)

 Administrative Order No. 268- Rationalizing the Grant of Productivity Incentive Benefits for
Calendar year 1991 to all personnel of the government agencies
 Circular letter No. 2002-3- Additional Guidelines on the Grant of Productivity Incentive Benefits
(PIB)
 Php 2,000/semi annually

Personnel Economic Relief Allowance (PERA)

 Budget Circular No. 4, June 28, 1991- Grant Personnel Economic Relief Allowance to all
employees of the government
 Budget Circular No. 12, April 7, 1997- Updated Rules and regulations on the grant of Personnel
Economic Relief Allowance (PERA) and expansion of coverage to include all employees of the
government
 Php 2,000/monthly

Loyalty
CSC MC No. 6 S.2002- Revised policies on the grant of loyalty award
 A loyalty award is granted to all officials and employees in the national and local governments,
including those in the state colleges and universities (SUCs) and Government owned
corporations (GOCCs) with original charter, who rendered ten (10) years of continuous and
satisfactory service in the government
 Php 10,000- 10 years in service
 Php 5,000- 5 succeeding years in service
 Hazard Pay Allowance
SG 20 and above- 5% of basic/monthly
SG 19 and below- 25% of basic/monthly
 Subsistence Allowance- Php 50.00/ day
 Longevity Pay- 5% of monthly basic (continuous 5 years in service)
 Laundry Allowance- Php 150.00/monthly
 Medical Examination (done annually, compulsory, free of charge for all public health workers)
 Uniform Allowance- Php 5,000.00/ annually
  Medicare Honorarium
 Affiliation

Other BENEFITS
 Being a government employee entails automatic membership in welfare institutions and such
membership requires one to pay certain obligations. These institutions include the ff.:
1. GSIS
2. Pagibig
3. PhilHealth