Faculty Manual 2009-2012

De La Salle University-Dasmarias
FACULTY MANUAL
2009-2012
FOREWORD
May this Faculty Manual, prepared and compiled by the members of the
Technical Panel serve as the unifying guideline on matters which require
consistent and objective actions and decisions.
Unless otherwise terminated and extended, this Faculty Manual shall take
effect on 01 June 2009 until 31 May 2012.
All for the Glory of God.
Faculty Manual 2009-2012
MEMBERS OF THE TECHNICAL PANEL

FACULTY MANUAL REVISION
2009-2012
GUIDING PRINCIPLES OF THE PHILIPPINE LASALLIAN FAMILY

FOUNDATION OF LASALLIAN FORMATION
Preamble
As he became aware, by Gods grace, of the human and spiritual distress of the
children of the artisans and the poor, John Baptist de La Salle devoted himself
to forming schoolmasters totally dedicated to teaching and to Christian
education. He brought these teachers together in a community and subsequently
founded with them the Institute of the Brothers of the Christian Schools. (R 1.1)
In creative fidelity to our Founders inspiration, we, the Lasallian formators in the
Philippines, commit ourselves to assuring the vitality and continuity of the
Founders mission by providing a genuine Lasallian formation to all members of
the Lasallian Family in the Philippines.
Believing in a God of goodness and compassion who wills the integral liberation
and salvation of all, we as Lasallian formators commit ourselves to educating and
forming persons of faith and zeal who will make the saving compassion of God a
living and effective reality in the lives of men and women today, especially those
who are poor and vulnerable in society.
We believe that the vocation of an authentic Lasallian is essentially a free and
willing collaboration with God in the work of building truly human communities
that reflect the values of Gods kingdom as expressed in the Gospel. Thus, the
process of Lasallian formation is about enabling persons to acquire the vision,
values, attitudes and practices that support collaboration with Gods creative and
redemptive action in the world.
In the Lasallian tradition, there are three consecutive elements that enable this
participation. These elements, taken together as one dynamic unity, provide a
way of integrating and expressing every Lasallians vocation.
The Spirit of Faith
The spirit of faith flows from a relationship of communion with the Triune God
who wills to save all people by drawing them into a life-giving communion with
him and with one another in the Lasallian tradition, the spirit of faith is a spirit that
allows one to:
discover Gods active presence in his Word, in men and women, in the
poor, in nature, in history, and in ourselves;
judge and evaluate things in the light of the gospel,
search for Gods will in order to carry out his saving plan,
unite ones actions to the ongoing saving action of God in the world and
trust in Gods loving presence and providence when acting or discerning
Gods will.
Zeal for the Integral Salvation of All

Zeal is the active expression of faith in gospel witness and service. It is oriented
towards the integral salvation of persons, particularly the poor and the excluded.
Zeal is the enthusiastic and total gift of self for the sake of the mission expressed
in such qualities as gratuity and generosity, creativity and fortitude, compassion
and commitment. It involves a preferential concern for the poor and the
vulnerable. The desire to be of greater service to others conditions the quest for
excellence and continuous self-improvement.
Communion in Mission, Mission as Communion
Communion recalls the dynamic of association by which the first Brothers
bonded together for the sake of the particular mission entrusted to them by God.
Communion has four dimensions. As a relationship with God, it is the source of
all mission and ministry; as a way of accomplishing mission, it suggests the
solidarity and collaboration that comes from sharing in one vision, one spirit and
one mission; as a way of relating to others, it suggests openness to all persons
and the desire to be the brother or sister to all especially those in need; as a goal
of mission, it suggests the unity that comes through reconciliation between God,
human beings and creation.
PRINCIPLES OF LASALLIAN EDUCATION IN THE PHILIPPINES

St. John Baptist de La Salle and his companions discerned Gods call to service
in the human and spiritual distress of the poor and abandoned children. As a
concrete response to this divine call, they associated together to conduct schools
that would make the benefits of a quality human and Christian education
accessible to the poor. By giving visible and effective expression to the creative
and redemptive love of God for young people, such schools became signs of
Gods Kingdom and instruments of salvation.
Today, the mission of human and Christian education is a wide ranging
collaborative effort entrusted to men and women of diverse backgrounds and
gifts, who, in creative fidelity to De La Salles vision, commit themselves to
making the benefits of a transformative human and Christian education available
to all, most especially to the poor. Each member of the Lasallian Family lives out
this commitment through association in a Lasallian educational project according
to his or her particular role and area of competence. By our efforts to ensure the
vitality, relevance and effectiveness of the educational project, all who participate
in and support such work act as partners in the educational process.
As inheritors of De La Salles legacy and collaborators in the Lasallian

Mission, we are convinced that:
Lasallian education is a mission and ministry at the service of God, the
Church and society, and directed towards integral human and Christian
development and liberation.
Lasallian education is imbued with a spirit of faith, which enables persons
to interpret, judge and evaluate realities in the light of the Gospel, to unite
ones actions and intentions with Gods , and to rely on Gods providence
in acting and discerning Gods will.
Lasallian education is marked by zeal: the whole-hearted giving of oneself
to the service of others, in gratuity and generosity, in creativity and
fortitude, in compassion and commitment.
Lasallian education is exercised as a communion in mission marked by a
fraternal spirit which enables all sectors of the school community and all
those who support its work to collaborate in educating towards a world
that is more humane, more just and more fraternal, a world where no one
is excluded from the banquet of life.
Lasallian education forms disciples and citizens, prophets and
professionals, who bring the transforming power of the Gospel to bear on
culture and on every human endeavor in order to realize Gods kingdom of
truth, justice, love and peace.
Guided by these principles, we believe that
Lasallian schools are educational communities where all sectors
participate in the Churchs mission and are committed to easing the
plight of the vulnerable and marginalized sectors of Philippine
society;
are committed to assuring the integral human and Christian
development of learners in all their uniqueness and diversity;
are co-responsible for creating a culture and climate conducive to
genuine learning and character formation;
are stakeholders who work in association with one another in a
strong spirit of fraternal solidarity; and
are committed to continuous renewal and transformation in
collaboration with others to accomplish their common mission.
Lasallian learners are unique and gifted individuals who
strive to integrate Gospel perspectives and values in the conduct of
their daily lives;
are committed to excellence in order to be of greater service to God
and country;
take progressive responsibility for their own learning and
development;

express concern and compassion for the plight of the vulnerable

and marginalized sectors of society and respond to their needs;
and
work together creatively, constructively, and enthusiastically to
support the Lasallian Mission.
Lasallian educators are service-oriented professionals who

are genuinely committed to the integral human and Christian
development of diverse types of learners through personal witness
and service;
are attentive to learners their uniqueness and seek to build
appropriate relationships that promote total human formation;
are committed to life-long personal and professional improvement
and service;
work together creatively, constructively and enthusiastically both to
realize the Lasallian Mission and to assure the effectiveness and
vitality of the institutions to which they belong; and
serve as resources for the renewal of the Church and for the
integral development of society.
Lasallian educational experiences are dynamic processes that
challenge learners to realize their full potential by promoting critical
and creative thinking, self-knowledge and self-mastery;
bring Christian perspectives and values to bear on human
knowledge and culture;
encourage synergy, collaboration and dialogue in an environment
that is fraternal,, hospitable and laden with mutual respect;
impel learners to translate their knowledge into actual practice for
the betterment of society; and
prepare learners for responsible participation in the world of work,
the family, the community, the wider society and the local Church.
Guided by these principles and together in faith and zeal, we aspire to
create educational works of quality that will be signs of Gods Kingdom
and instruments of salvation for the various individuals and groups who
seek to realize the fullness of their dignity and humanity through
education.
PRINCIPLES OF LASALLIAN SOCIAL DEVELOPMENT

Across the globe, in spite of the perceived bridging effect of advancements
information and communications technology, the multiple forms of exclusion and
deprivation indicate the continuance of human suffering. The deprivation ranges
from environmental degradation, material deficiencies as indicated by income
poverty, gender discrimination, to the denial of fundamental freedoms or rights.
Unless such prolonged social malaise is addressed, conflict within and between
societies are expected to be aggravated.
In the Philippines, the progress in addressing persistent social woes from
poverty, unemployment, and landlessness, among others has been irregular.
While the blame could be squarely put on the feeble nature of the state and the
deficiencies of the concomitant political institutions, as well as the interrupted
growth of the economy, the persistence of these problems could also be
attributed to the inability of the relevant social institutions to engender individuals
who will constitute the social capital that will push for significant social change. Of
these, institutions, the schools must reflect on their roles and the transformative
action they must take to help bring forth genuine social development, a society
where everyone is liberated, and work towards the fullness of life.
As Lasallian institutions we understand that genuine social development and the
fullness of life for everyone in Gods plan requires our institutions to fulfill our
educational mission and subsequently:
BRING FOR THE AWARENESS AND A DEEPER UNDERSTANDING OF
SOCIAL REALITIES. Lasallian institutions, must strive to develop among its
members greater recognition of the realities of human suffering and the
stewardship role that each shares in preserving the integrity of Gods creation
and creating a humane and just society. In developing such awareness, our
institutions should recognize the following:

Awareness is the first level in a prolonged process of formationconscientization that is integral to our educational mission.
Every individual needs to be constantly exposed to or immersed in the
pressing social problems to which we subsequently aim to contribute a
resolution. Such recursive and multi-sensory experience should enable
the Lasallian to transcend his/her class in the same manner that our
Founder, St. John Baptist de la Salle, gave up the comforts of the
canonry in favor of providing educational services to the poor.
Heightened awareness of social realities subsequently aids the
Lasallian in reading the signs of the times, discerning from this
expansive assessment of social realities the various modes of life
affirming action that could be implemented to address prolonged social
problems.
EFFECT LIBERATING ACTION. Individually and collectively, Lasallians must

act to eliminate forms of human suffering that contradict the Gods plan of
fullness of life. Avenues and opportunities for self-propelled individual, collective
and institutional life-affirming action to respond to varied social issues must be
provided in every Lasallian institution. In carrying out all forms of social
development interventions, Lasallian individuals and institutions must be guided
by the following:

The actions to be undertaken must be context-sensitive so that it could

be purposeful and sustainable, necessary attributes of social
interventions owing to the depth/magnitude of the social problems to
which we hope to contribute resolutions. The contexts for social
development intervention cover two dimensions institutional and
societal. As regards the first, the actions to be undertaken must be
aligned to the core mission/purpose of their institution while the second
requires that all actions are appropriate to the social milieu where such
intervention will be affected. A thorough appreciation of the context
would allow for a nuanced selection among the various forms of
liberating action (from providing support services [resources and skills
sharing] to community and institutional partners, advocating policies to
address social and ecological issues, to capacity-building
engagements).
Actions must always be life-affirming. The goal of social development
interventions is to preserve and bring forth the fullness of life.
Liberating action is mutually empowering, enabling the individuals and
institutions engaged in such action to increasingly realize their own
worth as individuals and as a collective, deriving joy and fulfillment
form the faith-strengthening experience of inducing social change.
Liberating action should be capacitating and not a mere transfer of the
endowments of a Lasallian individual or institution to less privileged
and impoverished groups. The latter simply reproduces the conditions
that perpetuate dependence, helplessness, indifference, benevolence
and structural inequality.
BE IN SOLIDARITY WITH PROGRESSIVE ELEMENTS OF THE LARGER

COMMUNITY TO BRING FORTH A SOCIETY THAT IS IN KEEPING WITH
GODS PLAN. As a member of a community, of the nation, and of the global
village, Lasallian institutions must work in solidarity with peoples and institutions
that share the conviction in denouncing and working towards the elimination of
unjust practices and social structures that deal death on the suffering majorities,
promoting the participating of the underrepresented and implementing other lifegiving interventions.
The institutions and peoples that our institutions could partner with
locate themselves in communities, at the regional and national levels,
in the Asia-Pacific region, and across the world. Lasallian institutions,
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individually and as a Philippine Family, have the capacities to

effectively work in partnership with larger organizations, be they
Church-based, multisectoral, or a network of civil society organizations.
At the District level, the District Justice and Peace Commission (DJPC)
shall be the chief vehicle in forging partnerships with the national and
international organizations that share the same conviction for social
change and emancipation in keeping with Gods plan.
LASALLIAN ASSOCIATIONS, ASSOCIATES AND OTHER RELATIONSHIPS

Whereas, the Lasallian Family is growing worldwide and the levels of
involvement and relationships of its members have evolved over the years in an
altogether unique way;
Whereas, the Philippine Lasallian Family recognizes individuals and groups that
have a long history of collaboration and have answered the call to deepen their
commitment to the Lasallian Mission as manifested by their lives, which are
marked by distinctive Lasallian characteristics;
Whereas, the Philippines Lasallian Family sees the need to create a Task Force
that will set in place definitive criteria and process in classifying and recognizing
Lasallian Associations, Associates and Other Relationships with the end in view
of providing them with options to deepen their commitment to the Shared
Mission;
Let it be resolved that the Brother Visitor create that Task Force within School
Year 2003-2004 considering sectoral and geographic representations to
generate District-wide participation utilizing various approaches and strategies.
The Chair of the Lasallian Partners Council shall convene the Task Force.
Let it be further resolved that the Task Force shall submit within one year its
final output to the District Council and Lasallian Partners Council. In turn, the
District Council and Lasallian Partners Council shall forward their
recommendations to the Brother Visitor for final approval. Dissemination and
adoption of the approved criteria and process immediately follow.
Let it be further resolved that the District provide necessary resources to carry
out this mandate.
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DE LA SALLE PHILIPPINES
Vision - Mission Statement
Preamble
Deeply moved, as St. John Baptist de La Salle was, by the plight of the poor and
youth at risk, we, the members of the Lasallian schools in the Philippines, commit
ourselves to the Lasallian Mission of providing a human and Christian education
to the young, especially in schools, with the service of the poor as priority, in
order to evangelize and catechize, to promote peace, justice, and integrity of
creation, accomplishing these together in association. We draw strength from the
many Lasallians committed to incarnating our charism in our country today to
serve the needs of Filipino youth, especially those at risk.
Declaration
Inflamed by the Holy Spirit, Gods own Fire, we declare our commitment to the
following:
We shall work together as a national network of Lasallian schools in the
Philippines for the efficient and effective implementation of the Lasallian Mission,
following the directives of the De La Salle Brothers and the Philippine Lasallian
Family as set by the General Chapter, the District Chapter and the Philippine
Lasallian Family Convocation.
We shall ensure the integrity of the Lasallian Mission by setting directions and
standards applicable to Philippine Lasallian schools and by monitoring their
implementation.
We shall promote the Lasallian Mission by fostering synergy, collaboration and
sharing among the Lasallian schools in the Philippines, as well as with the worldwide community of Lasallian schools.
We shall uphold the Lasallian values of faith, service, and communion.
Prayer
In all these, we, together and by association, dedicate our life and work to God,
Who alone guarantees the fulfillment of our Lasallian dream.
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DE LA SALLE UNIVERSITY - DASMARIAS

Vision - Mission Statement
Vision
De La Salle University-Dasmarias is a Filipino Catholic University established
and managed by the De La Salle Brothers and their lay partners in the historic
province of Cavite in response to the needs of the Church and the Nation for
human and Christian education, particularly the youth at risk. Guided by the
Lasallian values of Faith, Service and Communion, the University participates
meaningfully in the process of social transformation by forming God-centered,
people-oriented, and patriotic persons who serve as responsible and
professionally competent stewards of creation.
Mission
To realize this vision, the University shall strive to become a leading institution
nationally and globally in the integral formation of the youth by offering relevant,
responsive, and community-oriented academic programs, research and
extension services, and promoting a keen sense of history, arts and culture.
Following in the footsteps of St. John Baptist De La Salle, the University shall
continue transforming itself into a caring community guided by Gospel values
with a fervent spirit of service, love for learning and excellence through a holistic
formation of its members.
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DE LA SALLE UNIVERSITY - DASMARIAS

PROFESSIONAL CREED OF FACULTY MEMBERS
1. We adhere to the following basic tenets of human relations:

a. Every person must, in the exercise of his rights and in the
performance of his duties, act with justice, give everyone his due,
and observe honesty and good faith. (Article 19, Civil Code of the
Philippines)
b. Every person shall respect the dignity, personality and privacy of
all the members of our academic community as well as guarantee
respect for the human right of the same.
2. We are faithful to our pursuit of new knowledge and we exercise prudence
in using and transmitting knowledge.
3. We are objective and fair in our professional relations with colleagues
(administrators and staff) and we treat each other with respect.
4. We welcome free inquiry among colleagues and an objective evaluation of
our work.
5. We, together with the Brothers, administrators, alumni, parents, support
staff, and students work for the achievement of the vision and mission of
the University.
6. We engaged in community outreach programs to empower our partner
communities and help in social transformation.
7. We are Lasallians who work for the realization of the Lasallian Core
Values of faith, zeal, and communion among members of the academic
community.
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TABLE OF CONTENTS
Foreword by the University President
Members of the Technical Panel Faculty Manual Revision 2009-2012
Guiding Principles of the Philippine Lasallian Family
De La Salle Philippines Vision - Mission Statement
De La Salle University Dasmarias Vision - Mission Statement
Professional Creed of Faculty Members
Table of Contents
General Provisions
I.
General Statement of Responsibilities and Rights
II.
Definition and Classification of Faculty
III.
Functions, Duties and Responsibilities
IV.
Workload
V.
Attendance and Residence Hours
VI.
Consultancies and Other Services Outside the University
VII. Substitution and Make up Classes
VIII. Faculty Evaluation
IX.
Faculty Status Board for Hiring, Promotion and
Regularization
X.
Promotion and Regularization
XI.
Change of Status
XII. Grievance Procedure
XIII. Offenses and Sanctions
XIV. Separation from the University
XV. Faculty Association
Benefits and Privileges
XVI. Leave Benefits
XVII. Faculty Development Program
XVIII. Enhanced Brother President Scholarship Program
XIX. Education Benefit of Legal Dependents of Deceased or
Permanently Disabled Faculty
XX. Research and Publication Benefits
XXI. Christmas Bonus and De Minimis Benefits
XXII. Health Insurance Benefits
XXIII. Long-Term Sickness and Disability Benefits
XXIV. Long Service Awards
XXV. Longevity Benefits
XXVI. Retirement Benefits
XXVII. Mortuary Assistance
XXVIII. Social Security and Employees Compensation Insurance
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17
19
25
28
31
33
34
35
37
39
39
39
40
46
48
50
55
58
59
60
61
62
63
64
64
65
66
66
Final Provisions
XIX. Non-Diminution Clause
XX. Repealing Clause
XXI. Separability Clause
XXII. Effectivity Clause
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Appendices
A
B
C
D
E
F
G
H
I
J
K
L
M
N
O
P
Q
R
S
T
U
V
W
X
Y
Z
Teaching Load Distribution and Filling Out of IFS

Residence during Summer Break
Proctoring Duties
Substitution and Make-up Classes
Faculty Evaluation
Faculty Status Board
Promotion and Regularization
Change of Status
Grievance Procedure
Selection of Faculty to be Sent to OffCampus/Seminars/Trainings/Workshops
Selection and Hiring of Faculty
Educational Benefits
Dissertation/Dissertation-Sabbatical Leave
Sabbatical Leave
Summer Service Leave
Enhanced Brother President Scholarship Program
Enhanced Salary Standardization Scheme
Giving Rice Subsidy and Clothing Allowance to Regular
Faculty Members
Retirement Benefits
Payment of Maternity Benefit
Republic Act No. 8187 otherwise known as Paternity
Leave Act of 1996
CEAP Retirement Plan
Code of Professional Ethics for Teachers
Anti-sexual Harassment Act of 1995
Solo Parentis Welfare Act of 2000
FA Constitution and By-Laws
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71
72
74
75
77
79
97
99
104
108
110
111
113
115
116
117
130
131
132
133
135
140
145
155
172
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GENERAL
PROVISIONS
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Article I
GENERAL STATEMENT OF RESPONSIBILITIES AND RIGHTS
De La Salle University-Dasmarias faculty members are expected to abide by
the prescribed professional norms in the pursuit of their endeavours and in the
fulfilment of their responsibilities consistent with the University Vision-Mission
statement.
Sec. 1 Statement of Rights
In cognizance of and in consonance with the Universitys Vision-Mission,
members of the faculty shall have the following rights:
1.1 Academic Freedom
a. Faculty members are appointed to impart to their students and
their communities the truth as they see it in their respective
disciplines. The teacher's right to teach preserves the student's
right to learn.
b. The mastery of a subject makes a faculty member a qualified
authority in that discipline and competent to choose how to
present its information and conclusions to students. The faculty
has the following freedom and responsibilities: participating in the
planning, revising and updating of syllabi, selecting textbooks and
readings, selecting classroom films and other teaching materials,
choosing instructional methodologies, grading student activities
and performances, and maintaining classroom discipline.
c. Faculty members, in the conduct of their duties and
responsibilities as teachers, have the right to expect their
governing board and administrators to uphold vigorously the
principles of academic freedom and to protect them from
interference from outside groups and individuals.
d. Faculty members are citizens and, therefore, possess the rights of
citizens. These rights include, among others, the right to speak
freely in their private capacities on matters of public concern and
to participate in lawful political activities.
e. Faculty members should be free from institutional censorship or
control, but their being educators impose certain obligations on
them.
1.2 Participation. As the deliverers of the primary service provided for
by the University, faculty members are entitled to effective
participation in the process of decision-making at all levels. They
shall be represented to the fullest extent possible in the various
bodies that formulate policies, subject to the existing by-laws and
policies of such bodies. Their participation shall be secured and shall
17
include their right to be consulted and be heard in matters that affect

the faculty as individuals or as a collective entity. Being heard
includes assent or dissent. After a decision is reached, pertinent
information shall be disseminated to the general faculty before
policies are fully implemented.
1.3 Information. Faculty members have the right to information that
affects them, individually or collectively the soonest possible time.
Except in emergency situations, the University must ensure that prior
to making any decision, information shall have been effectively
disseminated to faculty members in order to ascertain their intelligent
involvement in such decision-making.
1.4 Redress of grievance. Faculty members are entitled to seek remedy
for any deprivation or cause of injustice of his equitable or legal right.
1.5 Due Process. Faculty members shall not be deprived of their rights
at all times without due process of law nor shall they be denied the
equal protection of the laws. Due process means, among other
things, that the faculty shall be notified in writing of the charges
against him and shall have the opportunity to:
a. appear alone or with other persons to advise or assist him before
any grievance board
b. know the nature and source of evidence against him and present
evidence on his own behalf
c. confront and/or cross-examine the witness/es against him
Sec. 2 Statement of Responsibilities
The academic freedom of DLSU-Dasmarias faculty members is
accompanied by equally compelling obligations and responsibilities to their
profession, their institutions and their communities. Faculty members must
defend the rights of academic freedom while accepting willingly the
responsibilities enumerated below:
2.1 Faculty members should be judicious in the introduction of material in
the classroom.
2.2 Faculty members are entitled to all rights and privileges of academic
freedom in the classroom while discussing the subjects they teach.
No faculty member, however, should attempt to force on his or her
students a personal viewpoint or be intolerant of the rights of others
to hold or express diverse opinions.
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2.3
Faculty members recognize their responsibility to maintain

competence in their discipline through continued professional
development.
2.4 Faculty members recognize that the public will judge their institution
and their profession by their public conduct. Therefore, faculty
members should always make clear that the views they express are
their own and should avoid creating the impression that they speak or
act on behalf of DLSU Dasmarias.
Article II
DEFINITION AND CLASSIFICATION OF FACULTY
A faculty member is a person who is an important lay partner of the University for
a teaching/service position. He is engaged in actual teaching or undertakings in
support of teaching for the total development of students. He is also expected to
conduct research and render community service.
Sec. 1 Faculty According to Function

1.1 Academic Teaching Faculty (ATF).
School personnel who are
formally engaged in actual teaching service or in research
assignments, either in full-time or part-time basis. (Sarmiento, 2006,
Education Law and the Private Schools, p.13)
1.2 Academic Service Faculty (ASF). Hired on a full-time basis to render
service in the practice of his profession to support the academic
programs of the University. ASF are assigned in the following offices /
units:
a. Aklatang Emilio Aguinaldo (AEA)
As part of the Cultural Heritage Complex of DLSU-Dasmarias, the
Aklatang Emilio Aguinaldo, supports instructional and research
activities. It thus provides resources, service and facilities to meet
the learning and information needs of the academic community.
b. Campus Ministry Office (CMO)
The Campus Ministry Office envisions itself as a dynamic organic
structure which provides the academic community with
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opportunities for spiritual nourishment and growth in the areas of:

liturgy and worship, retreats and recollection, faith formation and
development, vocation promotion and discernment and pastoral
counseling and spiritual direction.
c. Cavite Studies Center (CSC)
The Cavite Studies Center pursues DLSU-Ds vision-mission of
undertaking research focusing on Cavite history and culture.
Through careful planning, it endeavors to produce quality research
outputs on local history as well as to highlight the role of Cavite on
national history.
The Center also aims to provide the community with credible
results from its archival and culture research for the benefit of
interested scholars and students.
The Center is committed for a focus for undergraduate and
graduate studies on local history by coordinating the efforts of
student researchers, facilitate interdisciplinary collaboration by
promoting inter-departmental and cross faculty studies ton increase
the range possibilities for research interaction leading to the
development of novel directions in research, and provide maximum
supervision by setting up structures and procedures.
d. Communication Laboratory
The Communication Laboratory is built for all students with majors
in communication, journalism, and broadcast journalism, It is
consists of the following rooms: computer, photography, electronic
news, radio and television production. It aims to provide students
with innovative learning experiences guaranteed to help them meet
the demand for obtaining and giving information relevant to their
academic studies.
e. Environmental Resource Management Center (ERMaC)
The Environmental Resource Management Center is responsible
for the Universitys environmental programs and advocacy. The
different programs of the Center seek to make the University an
Ecology Learning Center to the communities both within and
beyond the campus premises.
f. Food Laboratory
The College of International Hospitality Management has various
laboratories that provide learning and training venues for the Hotel
and Restaurant Management and Tourism Management students.
The food laboratories are equipped with complete and state-of-the20
art cooking equipment, storage areas, and preparation areas to

facilitate food laboratory activities from basic food preparation,
quantity food production, baking, and catering management. The
Campus Gourmet is an air-conditioned multi-purpose hall located
adjacent to the food laboratories. This serves as the venue for
catering functions. Hotel Rafael is a 3-bedroom lodging facility
accepting room accommodations, reservations and bookings from
university guests.
g. Information and Communications Technology (ICT) Center
The Information and Communications Technology Center provides
the University with the technological resources to support and
complement teaching, learning and research. It maintains a
leadership role in instructional technology by providing quality
services that facilitate, enhance and support the goals and
objectives of a diverse community through technology updates, and
streamlining of processes.
h. Institutional Testing and Evaluating Office (ITEO)
The Institutional Testing and Evaluation Office supervises the
psychological testing activities of students and job applicants of
DLSU-D and DLS-Health Sciences Institute. It also handles the
evaluation activities for faculty, administrators, and staff of the
institution.
i. Marketing Communication Office (MCO)
The Marketing Communication Office identifies the information
needs of the different offices of the academic community and
develops appropriate communication strategies to meet those
needs. It produces institutional informational materials, establishes
linkages with the mass media and formulates promotional
strategies to create an accurate image of the University.
j. Museo De La Salle
Museo De La Salle is a lifetime museum featuring the 19th century
Philippines. It highlights the unique architectural structure and
design of the Philippines bahay na bato filled with fine family
heirlooms such as furniture, decorative objects, fine and applied
arts displayed in faithfully recreated fooms. The Museo was
established to encourage its use cross- disciplinary learning and
growth in an academic environment. It offers alternative learning
experiences for Rizal, History, Art Appreciation, Social Studies,
Architecture, and Humanities classes.
21
k. Lasallian Community Development Center (LCDC)

This is the lead unit of De La Salle University Dasmarias in
implementing community development programs. The LCDC
functions as an important resource in the process of social
transformation in the CALABARZON area, facilitating relevant and
innovative community programs involving the different sectors of
the University and its partner communities through training, service,
research, and networking.
l. National Service Training Program Office (NSTP)
The National Service Training Program plays an important role in
developing Lasallian students to become community development
workers who are actively involved in the implementation of the
different community development programs of the University with
the goal of achieving its vision-mission of social transformation. It
provides the student with opportunities to learn beyond the confines
of the University The faculty of this program are guided by the
implementing Rules and Regulations (IRR) of the NSTP Act or RA
9163 issued by the Commission or Higher Education.
m. Office of Student Services (OSS)
The Office of Student Services supervises the curricular activities
and student development programs.
Under the OSS are the Career and Placement Office, Guidance
and Counseling Office, National Service Training Program Office
(Civic Welfare Training Service, Reserve Officers Training Corps),
Student Development and Activities Office (College Council,
Council of Students Organization, Cultural Arts Office, International
Students Office, Sports Development Center, University Student
Commission on Election, University Student Council), Student
Publications Office (Institutional Yearbook Office and the following
officially recognized student publications: Heraldo Filipino;
University Student Council Publication; and Collegiate and
Department Student Publications), and Students Welfare and
Formation Office.
These offices manage the interest clubs, professional
organizations, military training, and other matters concerning the
well-being of students.
n. Psychology Laboratory
The laboratory provides training for AB Psychology majors, and
aims to provide the students with learning experience as they shall
22
be exposed to different standardized tests. They will be trained on

how to administer and interpret psychological tests results.
The laboratory is also used as the venue for te institutional wellbeing and wholeness center which provides services such as:
psychological assessment upon referral; counseling and
psychotherapy sessions; and clinical supervision and consultation.
o. Science Laboratory
This College of Science has various laboratories for scientific
experimentation, research and testing. It serves as repository of
preserved and dried plants and animal specimens, instructional
materials for biological sciences and field materials/equipment
needed for research and practicum. It also includes documented
researches and studies on biodiversity conservation and
management conducted by the faculty and students that is made
accessible through online or documented references.
p. Student Admission Office (SAdO)
This office designs and implements the recruiter and admissions
program for freshmen, transferees, upperclassmen, and all matters
pertaining to the scholarship programs of the University. It also
initiates annual activities for the Universitys feeder high schools.
q. Student Wellness Center (SWC)
The Student Wellness Center offers a wide variety of services
which are geared towards assisting individuals achieve selfawareness, self-acceptance, self-direction, and self-actualization.
The office aims to reach out fully to the student population with the
end view of taking part in their total development by rendering
adequate, appropriate, responsive and relevant programs. The
SWC offers the following services: individual/group counseling;
testing and inventory; occupational, educational, social-personal
information; special projects; follow-ups and referral; and research.
r. Technology/Engineering Laboratory
The College of Engineering and Technology (CEAT) has various
laboratories to provide training modules, equipment and
instruments for the students experimentation. There are two
Electronics Engineering Laboratories, and Electromechanical
System Laboratory, Electrical Circuits Laboratory, a Construction
Materials and Testing Laboratory, a soil Mechanic Laboratory, a
Hydraulics Laboratory, A Theory of Structures Laboratory and a
Computer Integrated Manufacturing Laboratory.
23
s. University Faculty Research Office (UFRO)

As the research arm of DLSU-D, the University Faculty Research
Office serves the university through intensifying the involvement of
the faculty members in research through a strengthened awareness
of the universitys core areas of research via sponsorship of
seminars and trainings and/or workshops. To further sustain the
culture of research, the UFRO continually disseminated pertinent
research information to all concerned offices. Likewise, it also
forges an objective assessment and/or evaluation of scholarly
researches that are worthy of meriting funding from the university.
The office also holds the responsibility of coordinating and
monitoring research operations and/or activities within the campus.
t. University Lasallian Formation Office (ULFO)
The University Lasallian Family Office under the Office of the Vice
Chancellor for Mission, External Affairs and Development, De La
Salle University Dasmarias provides venues or programs to form
persons consistent to Lasallian living tradition of faith, zeal for
service and communion in mutual collaboration and
interdependence with other units in the university (Foundation
Principles of Lasallian Formation). ULFO conducts and facilitates
Lasallian formation seminars to all members of the community
drawing out the insights and reflections from these three guiding
elements in view of the life and works of the Founder, the Lasallian
living tradition, their faith-life experiences, and Gods Word as the
primary contents.
Sec. 2 Faculty According to Appointment
2.1 Full-time Faculty. Faculty members with a regular load of 18 units.
2.2 Part-time Faculty. Faculty members who are hired for a particular
period of time and may be given a maximum load of fifteen (15) units
depending on the evaluation results and availability of teaching load.
Sec. 3 Faculty with Special Assignment
3.1 On-loan Faculty.
University.
A faculty invited by other Department in the
3.2 Visiting Faculty. A DLSU-D faculty who was invited by other

University for specialized skills. A remuneration package will be
determined by the inviting University, in consultation with the Vice
Chancellor for Academics and Research.
A Memorandum of
24
Agreement must be executed between DLSU-D and the other

University.
3.3 Seconded Faculty. A DLSU-D faculty who is invited by other De La
Salle Schools for Specialized Skills. A remuneration package will be
determined by the inviting University, in consultation with the Vice
Chancellor for Academics and Research. A contract for this purpose
is required.
3.4 Guest Faculty. A faculty from other university invited by DLSU-D for
Specialized Skills. A remuneration package will be determined by
the Vice Chancellor for Academics and Research in consultation with
the President.
Article III
FUNCTIONS, DUTIES AND RESPONSIBILITIES
Sec. 1 Functions
A. Academic Teaching Faculty (ATF)
1.1 Teaching. A primary activity in the University, teaching is understood
to mean the act of facilitating the acquisition of knowledge and skills
geared toward the development of the analytical and creative
faculties of the students.
B. Academic Service Faculty (ASF)
1.1 Academic Services. The act of giving service or undertakings in
support of teaching through specific interrelated functions which
support the academic programs of the University for the total
development of students.
C. ATF and ASF
1.1 Research. Faculty members are expected to devote time to research
and publication in order to update teaching. They are expected to
explore areas of inquiry in various forms of research. These forms
include basic and applied research, materials development, papers
for local and international conferences, articles, monographs, books
for publication, research/seminar papers for graduate studies,
feasibility studies, creative works and other research outputs in
pursuit of academic excellence and community development.
25
1.2 University and Community Service. The faculty should involve

themselves in services such as, but not limited to, academic advising
and serving as advisers of student organizations, editing a journal,
participating in councils/committees and volunteering for the
Universitys outreach programs or those of the parish/community
where they belong.
1.3 Professional Growth and Development. It is the obligation of the
faculty members to continuously develop their knowledge and skills.
The University shall ensure adequate support for graduate studies
and participation in conferences, seminars, workshops, and training
programs.
1.4 In performing the foregoing functions, faculty members are
expected to:
a. observe intellectual honesty in their search for, use and
transmission of knowledge;
b. perform legitimate inquiry and accept objective evaluations of
their work;
c. perform the role of intellectual guide and counsellor to students
and treat them with genuine concern and fairness;
d. respect the beliefs of colleagues and students and other members
of the University;
e. adhere to the established and acceptable norms of behaviour
within the University in particular and society in general;
f. wear appropriate teaching attire.
Sec. 2 Duties and Responsibilities

A. ATF and ASF
2.1 Accomplish the Individual Faculty Schedule (IFS) form a week after
the opening of classes for every semester.
2.2 Sign in and out in the logbook for attendance monitoring.
2.3 Continuously develop their knowledge and skills by enrolling in formal
graduate or postgraduate courses, participating in conferences,
seminars, workshops and training programs, and by reading
educational materials relevant to his field.
2.4 Attend the Lasallian modules, retreats, recollections, and other
related activities.
26
B. ATF and ASF with teaching load

2.1 Meet classes regularly and punctually.
2.2 Start and dismiss classes on time. A one-hour lecture class should
be dismissed 10 minutes before the next period; lecture classes of
more than one-hour should be dismissed 15 minutes before the next
period; three-hour laboratory classes should be dismissed 30
minutes before the next period.
2.3 Leave the classroom with clean chalkboards or white boards; chairs
are in proper order, lights, electric fans and/or air conditioning units
are turned off.
2.4 Prepare the syllabus in coordination with members of his department.
Copies of the approved syllabus must be distributed to the students
during the first day of classes.
2.5 Use technology for more effective instruction.
2.6 Meet students who missed classes on account of their official
participation in co-curricular activities during their consultation hours
(a detailed discussion is provided in the Student Handbook).
2.7 Be available during consultation time for his students. The
consultation hours of the faculty should be posted on the college or
department bulletin board for information.
2.8 Conduct make-up classes for sessions missed.
2.9 Give special major examinations within a week after the scheduled
regular exams to students with approved and excused absences.
2.10 Submit on time the preliminary and midterm grades to the
Department Chair and the final grades to the Office of the Registrar
after discussing with the students their class standing.
27
Article IV
WORKLOAD
(Teaching Load, Student Consultation, Research,
Services to Committees / Communities,
Instructional Materials Preparation)
Sec. 1 Regular Work Load

A.
ATF and NSTP faculty members
1.1 A regular teaching load of 18 units, which is preferably distributed

throughout five (5) days a week is prepared by the Department Chair
in consultation with the faculty and approved by the Dean. The
tentative teaching load should be given to the faculty at least two
weeks before the start of classes.
B.
ASF
1.1 A regular load of 40 hours of academic services throughout five (5)

days a week is prepared by the Immediate Head in consultation with
the faculty and approved by the concerned Vice Chancellors.
Sec. 2 Teaching Overload
2.1 A teaching overload which should not exceed three (3) units may be
given to an ATF member who has a very satisfactory teaching
performance as evaluated by his Chair/Dean, peers and students. He
must have consistently complied with school requirements such as
submitting grades on time, attending and participating in collegiate
and institutional activities, and attending classes regularly. Moreover,
the overload should not conflict with other duties, e.g. membership in
institutional, collegiate or departmental committees.
2.2 An interested and qualified ASF member, upon the request of the
department concerned, may be given a teaching load of one (1)
three-unit course per semester as part of his professional growth,
subject to the approval of the Unit Head. The actual teaching hours
shall not be conducted within his forty (40)-hours-a-week schedule
and shall merit extra compensation. The said ASF should be given
priority over the part-timers in the load assignments.
Sec. 3 Summer Teaching Load. A summer teaching load with a maximum of
six (6) units may be given to faculty who have already finished their
masters degree or its equivalent in other fields. The summer load of full-
28
time faculty members shall be considered as overload, for which they shall
be paid accordingly.
Sec. 4 Academic Counselling and Student Consultation
4.1 The faculty are required to engage in academic counselling or
student consultation, either by formal assignment or as a necessary
supplement to classroom teaching. The University regards teaching
as incomplete if it is limited only to the classroom, lecture hall, or
laboratory. Faculty members should, therefore, provide ample
opportunity for student consultation.
4.2 All faculty, especially class advisers should strongly encourage their
students/advisees to consult with them on any academic problem.
They should give special attention to students with poor academic
standing as early as possible during the semester.
4.3 ATF and NSTP faculty members are required to render ten (10)
hours of student consultation per week aside from the eighteen (18)
hours of teaching.
4.4 Student consultation hours may vary for faculty handling laboratory
classes. For every hour of laboratory class, he is required to render
10 minutes of student consultation. Hence, for a three-hour
laboratory class, the faculty member spends 30 minutes of
consultation hours.
4.5 The student consultation hours are scheduled by the faculty
concerned. The consultation hours must be approved by the
Immediate Head noting that the student consultation hours may be
distributed over the week.
4.6 No additional consultation hours are charged for every tutorial class
since there are fewer students handled.
Sec. 5 Research and Other Scholarly Activities

5.1 In keeping with the general responsibility of discovering and exploring
new knowledge, faculty members are expected to engage in
research, publication, and other scholarly activities.
5.2 The research project should address the research thrust of the
University and the needs of the community. In certain disciplines, this
may take the form of creative writing or media production work.
29
These activities should reinforce and revitalize teaching and

community development.
Sec. 6 Services to Committees/Communities
6.1 Apart from student consultations, faculty are required to render
additional three (3) to six (6) hours in terms of service to a college or
institutional committee/community extension services.
6.2 Full-time faculty are required at various times to serve in committees
and to be involved in departmental, collegiate or institutional
activities. When invited, faculty members are expected to participate
in academic planning and assist in the administration of their
respective colleges.
6.3 Standard activities when a faculty is required to report for work
outside of their student consultation hours are the following:
a.
b.
c.
d.
e.
f.
g.
Enrolment
Lasallian Days celebration
Commencement ceremonies
Committee service
Examination and proctoring schedules
Distribution of grades
Departmental, collegiate or institutional activities such as faculty
meetings, faculty development programs, athletic events, cultural
presentations, community service, field trips, spiritual retreats,
seminars, convocations, or any other activity requiring full
participation of faculty members.
Sec. 7 Instructional Materials Preparation. A faculty must allot three hours in

the Individual Faculty Schedule for Instructional Material Preparation, such
as, syllabus making, lesson planning and visual-aid preparations.
Sec. 8 A faculty who is not holding any administrative position may be assigned
as Officer-in-charge (OIC) of an office in the absence of the Unit Head. He
shall be given an honorarium equivalent to the number of days he served
as OIC.
30
Article V
ATTENDANCE AND RESIDENCE HOURS
The focus of concern of each department or college shall not be solely on
residence, but also on the outputs of the faculty in terms of research, production
of instructional materials, curriculum development, teaching innovations,
scholarly publications, creative writing or any other academic projects where
quality output is the chief criterion of achievement.
Sec. 1 Attendance
1.1 All faculty are expected to observe their working hours as indicated in
their IFS and as approved by the Assistant Vice Chancellor for
Academic and Research (AVCAR).
1.2 Class attendance of ATF and ASF with teaching load are recorded by
the assigned Attendance Checkers.
1.3 The Immediate Head supervises ATF and ASF with teaching load in
activities such as student consultation, research, community service
and preparation of instructional materials. Attendance reports are
submitted to the Accounting Office every 13th and 27th of each
month.
Sec. 2 Residence Hours during Regular Semester
A. ATF and NSTP faculty members
2.1 The faculty must render a total of at least thirty-four (34) residency
hours per week. This is broken down into at least eighteen (18) hours
for regular teaching load, ten (10) hours for student consultation, and
six (6) hours for service to committee, preparation of institutional
materials (IMP), research work (RW), and/or community extension
services.
2.2 For every three-unit teaching overloaded, an additional one (1) hour
for student consultation shall be served.
2.3 Teaching Faculty must report only on their assigned examination and
proctoring schedule during examination week.
B. ASF
2.1 ASF must render a total of 40 residency hours per week. This is
broken down into at least 34 hours for basic service work and six (6)
31
service to committee, research work, and/or community extension

services.
2.2 In extreme cases, the ASF may be given proctoring assignment
during examination week. Extreme cases happen when there are still
proctoring assignments left unassigned after all the ATF are given a
nine-hour proctoring schedule.
C. ATF and ASF

2.1 The three (3) hours allotted for IMP or RW may not necessarily be
done inside the campus since other references may not be available.
Sec. 3 Residence Hours during Semestral Breaks

A. ATF and ASF
3.1 During semestral breaks, the period between the closing of the first
semester and the opening of the second semester, or the period
between the closing of the second semester and the opening of
summer term, all faculty members are required to observe twenty
(20) hours of residence per week. The 20 hours may be distributed
from Monday to Saturday (half day) or may be compressed to two
and a half days.
3.2 Faculty who are enrolled in the graduate school during summer are
not required to report to work.
B. ATF and NSTP faculty members

3.1 During summer break, or the period between the closing of summer
term and the opening of the first semester of the next school year,
faculty who do not have teaching loads are required to do research,
prepare teaching materials, engage in community services/extension
work, or enrol in their respective graduate degrees.
3.2 Two weeks before the start of summer, faculty members should
inform in writing the Immediate Head of their work plan for summer.
This will be the basis of the submitted requirements/ documents
needed at the end of the summer break.
32
3.3 The department must agree on a common day during which all
faculty members shall be present to conduct their departmental/
collegiate activities.
C. ASF
3.1 During summer break, ASF are required to observe twenty (20) hours
of residence per week. The 20 hours may be distributed from
Monday to Saturday (half day) or may be compressed to two and a
half days.
3.2 Faculty who do not have workloads may do research, engage in
community services/extension work upon the approval of the
Immediate Head.
Article VI
CONSULTANCIES AND OTHER SERVICES
OUTSIDE THE UNIVERSITY
Sec. 1 Consultancy is giving ones service to a company or institution at some
regular hours for which remuneration is given. It does not refer to
occasional speaking engagements or lectures.
Sec. 2 Upon the approval of the VCAR, a faculty is allowed to engage in
consultancy services outside the University under all of the following
conditions:
2.1 there must be an official Letter of Invitation from the institution;
2.2 there should be no conflict with other work assignments at the
University.
Sec. 3 A maximum of 8 hours a week is allowed for professional consultancy.
Sec. 4 The following other activities of the faculty also require prior approval from
the VCAR:
4.1 Limited practice of profession like teaching in a consortium school;
4.2 Professional/consultancy services for an external agency;
33
4.3 Management of a private enterprise which may be a business or a

school;
4.4 Research under the auspices of external agencies;
4.5 Conducting review classes outside of the University.
Article VII
SUBSTITUTION AND MAKE UP CLASSES
Sec. 1 Substitution
1.1 If a faculty is on approved leave of absence (i.e.,
sick/emergency/bereavement), a substitute faculty must be assigned
to handle the class. The substitute faculty shall be remunerated with
his hourly rate.
1.2 If a faculty is sent to an official business and an advance class is not
possible, a substitute faculty may be assigned to handle the class.
The substitute faculty shall receive corresponding points for
community service.
1.3 If possible, only a faculty with the same line of specialization as the
absent faculty is allowed to become a substitute. If no faculty from
the same line of specialization is available, a faculty from the same
department may be assigned.
1.4 The chair must look for a substitute. If no faculty is available, the
chair/dean must attend to the class.
1.5 All substitutions must be approved by the Chair/Dean.
Sec. 2 Make-up Classes
2.1 A faculty shall conduct a make-up class if he fails to inform the chair
of his absence at least an hour before the affected class and if there
is no available faculty substitute.
2.2 In case there is no available faculty substitute, make-up class should
be conducted in advance by faculty members who will be on official
business.
2.3 Make-up class should be conducted within the grading period/term.
34
Article VIII
FACULTY EVALUATION
Sec. 1 Definition of Terms
1.1 Administrators.
These
are
the
Unit
Heads/Department
Chairs/College Deans who observe classes of faculty members.
1.2 Classroom Visitation. This is a classroom observation conducted by
the Immediate Head and the Dean to improve the quality of
instruction. He rates the teaching skills of the faculty.
1.3 Evaluation. This a measure employed by the University to determine
the total performance of the faculty.
a. Administrators Evaluation. This is an assessment conducted by
the Immediate Head and the Dean.
b. Peer Evaluation. This is an evaluation conducted by colleagues
from the department / college where the faculty belongs to
measure the professional, personal, academic, and social
qualities of the faculty.
c. Students Evaluation. This is an evaluation conducted by the
students to determine the teaching skills and competence of their
teachers.
1.4 Teaching Performance. This refers to the effectiveness in the
delivery of instruction of ATF and ASF with teaching load as gauged
by
his
knowledge
of
the
subject
matter,
teaching
techniques/strategies, classroom management, and rapport with the
students, among others.
1.5 Total Performance Evaluation. This refers to the overall evaluation
of the faculty with regard to his functions: teaching, research,
involvement in institutional activities, and community service.
Sec. 2 The Total Performance Evaluation of the faculty shall serve as one of the
bases for improvement of faculty performance, rehiring, promotion,
permanency, extension for retirees and choice of an outstanding faculty
member. (Refer to Appendix E)
35
Sec. 3 The distribution of the Total Performance Evaluation is as follows:

3.1 For ATF and ASF from NSTP, CMO, ULFO, and GCO)
Evaluators
Administrator
Peer
Students
Total
Percentage
35
20
45
100
3.2 For ASF from Communication Laboratory, CSC, ERMaC, Food

Laboratory, Psychology Laboratory, Science Laboratory, and
Technology / Engineering Laboratory and UFRO
Evaluators
Head
Client
Peer
Total
Percentage
45
35
20
100
3.3 For ASF from ICO, ITEO, LCDC, OSS and SAdO
Evaluators
Head
Peer
Subordinate
Total
Percentage
45
20
35
100
3.4 For ASF from AEA, ITC and Museo

Evaluators
Head
Client
Peer
Subordinate
Total
Percentage
35
25
20
20
100
Sec. 4 The rating of the faculty shall be based on the criterion reference
evaluation.
Hence, he shall be rated based on his performance
regardless of the performance of the group to which he belongs. The
following rating scale shall be used by the students, peers, and
administrators in rating the performance of the faculty:
36
Performance
Outstanding (O)
Very satisfactory (VS)
Satisfactory (S)
Needs improvement (NI)
Poor (P)
Scale
4.50 - 5.00
3.50 - 4.49
2.50 - 3.49
1.50 - 2.49
1.49 - Below
Article IX
FACULTY STATUS BOARD
FOR HIRING, PROMOTION AND REGULARIZATION
Sec. 1 The Faculty Status Board (FSB) shall be convened for purposes of
recommending the hiring/rehiring/promotion/regularization or extension of
retirees. It shall discuss the results of the evaluation (strengths and
weaknesses) of the faculty member based on all evaluations done by
students, peers, and administrators.
1.1 For Hiring
a. Ensure that supporting documents of the applicants are in place
and in order.
b. Deliberate on the qualifications of the applicant to determine the
faculty rank to be recommended.
c. Recommend hiring of faculty with appropriate rank to the
Chancellor /President.
1.2 For Promotion
a. Evaluate the documents of the faculty for promotion.
b. Deliberate on the recommendation of the department/ college.
c. Make a recommendation to the Chancellor/President for promotion.
1.3 For Re-Hiring, Non-rehiring and Granting Regular status

a. Evaluate the documents of the faculty for permanency/rehiring/nonrehiring/extension.
b. Deliberate on the recommendation of the department/college.
37
c. Make a recommendation to the Chancellor/President

permanency/rehiring/non-rehiring of faculty.
for
Sec. 2 The FSB shall be composed of the following:

2.1 Departmental level
a. Department Chair (Presiding Officer)
b. Elected Senior Faculty Representative. Senior faculty must be
Regular and must have served the University for at least five (5)
years. The faculty of the Graduate School is an exceptional.
c. Subject Coordinator concerned
2.2 Collegiate level
a. College Dean (Presiding Officer)
b. Department Chair
c. One (1) Elected Senior Faculty (for hiring and re-hiring, promotion,
and regularization)
d. Elected Department FA Representative
2.3 Institutional level
a. VCAR (Presiding Officer)
b. Human Resource Management Office Director
c. College Dean / AVCAR / VCFAS / VCMEAD
d. Department Chair / Director
e. FA President
f. One (1) Elected Senior faculty (for hiring and re-hiring, promotion,
and regularization)
38
Article X
PROMOTION AND REGULARIZATION
Sec. 1 Promotion refers to the movement of a faculty from one rank/salary step to
another based not only on the educational qualification but also on the
total performance evaluation (training, experience, efficiency, productive
scholarship, character, and personality).
Sec. 2 Regularization refers to the conversion of faculty to regular status after the
probationary period. Regularization of faculty is recommended by the
FSB under the following conditions:
a. Masters degree for ATF or its equivalent for ASF
b. At least Very Satisfactory total performance evaluation for three (3)
consecutive school years
c. At least 9 education units for ATF and NSTP Faculty
d. At least 4 completed Lasallian Family modules
Article XI
CHANGE OF STATUS
Sec. 1 Upon the recommendation of the Department Chair concerned, in
consultation with the College Dean and upon the endorsement of the
Dean or Director of the unit, a faculty who meets the necessary
qualifications and who has shown proficiency in teaching and research
may apply for a change of status from full-time academic teaching faculty
or academic service faculty to support staff or administrative service
personnel (Refer to Appendix H).
Article XII
GRIEVANCE PROCEDURE
Sec. 1 As befits Christians in an academic community, grievances against any
faculty member are primarily settled through sincere dialogue and
amicable settlement. Every grievance is first expressed orally to the
immediate head as a last resort to settle grievances. When a grievance is
made orally, it is considered informal and is to be settled informally.
39
Sec. 2 The immediate head will handle the complaint for amicable settlement. In
case he fails to arrive at this desired goal, he should advise the
complainant to refer the matter to FA for further dialogue and mediation.
Sec. 3 Should a faculty member get into conflict with an administrator or staff,
and other employees, he/she initially approaches his/her immediate head
of the complained party for information and initial dialogue.
Person being
complained
Student
Fellow faculty
Staff
ASP / Administrators
Immediate head to refer

to
SWAFO Director
Department
Chair/Director
Unit Head
Immediate Head
Reference Manual
Student Handbook
Faculty Manual
Staff Manual
Administrators Manual
Sec. 4 When either party feels that a fair and equitable solution has not been
reached in the informal discussions, the disputed matter will be processed
as formal grievance. The complainant may put the matter in writing in
cases where he is not satisfied with the result of the mediation. When a
grievance is expressed in writing, addressed to the immediate head, and
duly signed by the complainant, it becomes a formal complaint needing a
formal procedure. The immediate head shall then form the Department
Grievance Board (DGB) following all the necessary procedures in hearing
/ deliberation about the complaint.
Sec. 5 All proceedings shall be in writing which shall include not only the
complaint, answers, memorandum, recommendation and consequent
decision, but also excerpts of all proceedings signed by all parties
participating in the given circumstances.
All original records of
proceedings that transpire at any level shall be kept in the possession of
the HRMO.
Article XIII
OFFENSES AND SANCTIONS
Sec. 1 Without prejudice to the provisions of the Labor Code or related laws and
regulations, any faculty who commits any of the non-exclusive offenses
may be disciplined in accordance with the table set forth hereunder after
investigation and establishment of guilt according to proper procedures.
40
Sec. 2 Based on the gravity and frequency of the offense, the following sanctions
may be given to the erring faculty.
Legend
1
2
3
4
Sanction
Reprimand
Written warning
Suspension
Termination for a
cause
Decided by
Chair/Dean/Head
Chair/Dean/Head
Chair/Dean/Head
Institutional
Grievance Board
In case an offense warrants more than one suspension for succeeding

offenses of the same nature, the following shall be imposed:
Number of times
First
Second
Third
Fourth
Duration of suspension
1 week
2 weeks
3 weeks
4 weeks
After the 4th suspension, termination of the services of the faculty shall be
imposed. This sanction may be decided upon by the Institutional
Grievance Board.
Sec. 3 The following tables show the different offenses and their corresponding
sanctions.
3.1 Absences and Tardiness
Specific Offense
1. Tardiness / Absences in:
1.1 class
1.2 proctoring examinations (may
involved the subject teacher or
proctor)
1.3 departmental / collegiate /
institutional activities
2. Early Dismissal
3. Non- compliance with residence hours:
3.1 consultation
3.2 instructional materials preparation
/ research time
3.3 service to committee
4. Absence in institutional, collegiate or
departmental activities departmental
meetings and activities
4.1 collegiate meetings and activities
1st
2nd
3rd
4th
1
1
2
2
2
2
3
3
1
1
2
2
2
2
3
3
3
41
2
2
2
2
2
2
2
2
2
3
3
3
3
3
3
3
3
3
2nd
3rd
4th
2
2
2
2
2
2
2
2
3
3
3
3
4
4
4
4
2
2
2
2
3
3
4
4
2
2
2
2
2
2
2
2
3
3
3
3
4
4
4
4
3.3 Non-observance of University policies

1st
Specific Offense
1. Not wearing ID upon entering and
1
within the campus
2nd
1
3rd
2
4th
2
42
4.2 enrolment
4.3 Lasallian days celebration
4.4 examination week
4.5 faculty development programs
4.6 athletic event
4.7 cultural presentations
4.8 field trips
4.9 spiritual retreats / recollections
4.10 any other activity requiring full
participation of faculty members
5. Absence without leave:
5.1 5 working days or less
5.2 more than 5 working days
3.2 Failure to comply with requirements

Specific Offense
1. Failure to submit the following
documents on time:
1.1 examination papers
1.2 syllabus
1.3 Collegiate Teachers Program
form
1.4 minutes of meeting of academic
advisers / committees
1.5 grades
1.6 other documents required by the
department / college / institution
2. Failure to submit the following
requirements for study grant:
2.1 study permit
2.2 curriculum
2.3 registration forms
2.4 graded classcards
2.5 other documents related to the
above
3. Failure to log in and/or out in the
attendance sheet
1
1
1
1
1
1
1
1
1
2
2
2
2
2
2
2
2
2
3
4
1st
2. Non- observance of the proper dress

code (not allowed: body fit, haltered /
plunging necklines, miniskirts, shorts,
undershirt, etc.)
3. Smoking inside the campus
4. Refusal to conduct make-up classes
2
2
2
3
3
3
4
4
3rd
4th
3.4 Falsification of University forms and documents

1st
2nd
Specific Offense
1. Tampering of documents
1.1 grading sheets/class records
4
1.2 logbook/attendance records
3
3
2. Writing false entries
2.1 logbook/attendance sheet
2
3
2.2 special report of grade forms
4
2.3 change of grade forms
4
2.4 IFS
2
3
3.5 Misuse of Universitys name and/or property

1st
Specific Offense
1. Misuse of University name, property or
3
equipment for personal or commercial
purposes
2. Unauthorized representation which
3
may cause damage to the University
3. Discrediting of Universitys name in
2
public
4. Negligence of duty resulting to damage
2
property
3.6 Indiscriminate change of students grades

1st
Specific Offense
1. Influencing other faculty members to
4
change the grades of a student by
reason of personal relationship,
unduly using authority of ones
position
2. Giving a passing grade/ changing a
4
students grade in consideration of
some remuneration or favor
2nd
4
4
4
3
3rd
4th
4
3
2nd
3rd
4th
43
3.7 Fraudulence
Specific Offense
1. For full-time faculty teaching in other
schools without permission
2. Fraud or willful breach by the faculty
member of the trust given to him by
his superior or duly authorized
representative
3. Accepting teaching and/or other tasks
with or without remuneration during
work hours in the University
4. Plagiarism
5. Violation of the intellectual property
rights.
6. Submission of falsified/tampered
documents
3.8 Misconduct
Specific Offense
1. Giving remarks that embarrass
teachers, students or employees
2. Gossiping, rumor-mongering, character
assassination, making malicious,
obscene, or libelous statements about
the person of any member of the
academic community
3. Unauthorized soliciting or selling of
advertisement, books, or other items
to students
4. Allowing students to cheat during major
examinations
5. Contracting personal loans or debts
from students and/or parents
6. Giving false statements or testimonies
7. Gross insubordination or discourtesy to
superiors
8. Grave public scandal
9. Cohabiting with a partner without the
benefit of marriage.
10. Acts of Molestation
11. Acts of Lasciviousness
12. Bringing of Pornographic Material
13. Cohabiting with a partner of the same
sex.
14. Extramarital relationship
44
1st
4
2nd
3rd
4th
1st
2
2nd
2
3rd
3
4th
4
3
3
4
4
4
4
4
4
4
4
4
3
3
4
4
4
4
3.9 Illegal activities within the campus and its vicinity

1st
2nd
Specific Offense
1. Illegal possession of prohibited drugs
4
or deadly weapon on campus
2. Physical assault
2.1 attempting physical injuries
3
4
2.2 inflicting physical injury
4
3. Entering the school premises under the
4
influence of drugs or intoxicating
beverages
4. Promotion or participating in gambling
4
within the campus
3.10 Criminal Offenses

Specific Offense
1. Final conviction by a court of law of a
crime involving moral turpitude
2. Commission of a crime against the
employer or any immediate member
of his family or his duly authorized
representative
3. Qualified theft
4 Sexual Harassment
3.11 Violation of IT Policies

Specific Offense
1. Unauthorized changing of computer
setup and default network setup.
2. Transmission or dissemination of
obscene, profane pornographic
materials.
3. Sending of messages that are hateful,
harassing, or threatening to fellow
users.
4. Sending of unofficial mass e-mail that
cause complaints or sending large
quantities of unwanted e-mails to any
DLSU-Den mailing list.
5. Playing of web-based, PC,and network
games.
6. Unoffficial use of download tools.
7. Unofficial use of chat tools or instant
1st
4
2nd
3rd
4th
3rd
4th
4
4
1st
1
2nd
2
3rd
3
4th
4
2
1
3
2
4
3
4
45
messengers.
8. Visiting of pornographic sites
9. Installing of unauthorized test servers.
10. Making unauthorized attempts to gain
access to any account or computer
resource not belonging to the user
11. Intentionally posting or transmitting any
information or software which contains
a virus, worm, or other harmful
features.
3.12 Breach of Contract

Specific Offense
1. Failure to comply with any provisions of
the contract:
1.1 study grant
1.2 sabbatical leave
1.3 research grant
1.4 trainings
1.5 other contracts between the
institution and the faculty
1
1
2
2
2
3
1st
2nd
3
3
3
3
3
4
4
4
4
4
3
3
3
3rd
4
4
4
4th
Article XIV
SEPARATION FROM THE UNIVERSITY
Sec. 1 Resignation
1. A faculty who shall resign from the University is required, pursuant to
law, to give the VCARs Office a written notice of his decision to resign
at least one (1) month prior to the effective date of resignation. A
resignation is deemed accepted upon filing thereof and deemed
irrevocable without prejudice to necessary clearance or legal action of
the University if the 30-day notice has not been complied with.
However, the 30-day notice may not be complied with based on Art.
285 of the Labor Code of the Philippines.
2. It is incumbent upon all faculty, whether full-time or part-time, to finish
the semester or school year as provided for in the contract.
46
3. A probationary faculty has to submit a letter of resignation if he leaves

the University within the school year for some valid reasons.
4. The written resignation notice and quit claim duly signed by the faculty
must be filed with the VCARs Office, and a signed copy must be
submitted by the faculty to his Department Chair/College Dean.
5. Upon filing his resignation notice, the faculty must secure a clearance
form and clear himself of all accountabilities and other obligations with
the University. All University property, records, documents, tools, and
other assets in the facultys possession, custody, or control must be
submitted to the Chair/Dean within three (3) days before the effective
date of the resignation.
6. All faculty who resign are entitled to all benefits that are due them,
such as 13th month pay, unused leave and other applicable benefits
which shall be computed on a prorated basis.
Sec. 2 Expiration of Contract. A faculty whose contract expires need not file a
resignation letter but has to accomplish the necessary clearance form or
clear himself of all accountabilities and other obligations with the
University. All applicable benefits shall be given to him.
Sec. 3 Abandonment. In addition to the applicable provisions in this Manual, any
faculty who has abandoned his employment and committed breach of
contract shall, as a consequence, have all benefits which may have been
credited in his favor automatically forfeited.
Sec. 4 Preventive Suspension and Termination for a Cause. The services or
employment of faculty may be terminated or separated for a cause, laid off
or suspended from one month to not more than six months, in accordance
with the rules and regulations of the University and conformable to existing
and applicable laws and implementing regulations.
Sec 5. Retirement. A faculty who is 60 years old will be retired but may be
rehired on a case to case basis with annual appointment up to a maximum
of five years depending on the following criteria:
1. outstanding performance for the last three years
2. good health conditions
3. need of the department/college
4. willingness of the faculty concerned
47
Article XV
FACULTY ASSOCIATION
Sec. 1 The Faculty Association (FA) shall be the sole recognized negotiating and
consultative body of the faculty. It shall field its representatives to the
different institutional councils and committees.
Sec. 2 The FA shall hold an annual faculty recollection as a spiritual development
activity and an annual summer excursion as a social development activity.
Sec. 3 The FA President shall be given a maximum teaching load of twelve (12)
units to give him time to attend institutional meetings where his attendance
is required. Moreover, he shall not be given an overload in the
undergraduate for the duration of his term as President of the Association.
48
BENEFITS
AND
PRIVILEGES
49
Article XVI
LEAVE BENEFITS
Sec. 1 Sick Leave

1.1 A probationary faculty with at least one year of credited service and all
regular faculty shall be entitled to fifteen (15) days sick leave with full
pay. Fifteen (15) days of his unused sick leaves shall be converted to
cash at the end of the school year.
1.2 After one (1) semester of credited service, a probationary faculty shall
be entitled to a seven (7) days sick leave with pay.
1.3 A faculty who has gone on leave of absence due to illness for five (5)
consecutive days or more is required to submit to the HRMO an
original certification of Fit to Work issued by an authorized physician
and noted by his respective Immediate Head.
1.4 The granting of sick leave benefits shall be subjected to the following
regulations:
a. Any illness that requires sick leave must be certified by the
University physician.
b. A faculty or his representative must inform the Immediate Head of
his absence within the day, preferably an hour before the first
class or office work.
c. Upon return to work, the faculty must fill out a Sick Leave Form if
the absence is two (2) days or less. A certificate from the
University Nurse is also required. A sick leave of three (3) or more
days requires a medical certificate from the University Physician
or from the attending physician of the faculty.
1.5 Sick leave benefits may be denied if the University is not promptly
notified of the facultys illness or if the University has questions about
the documents submitted.
Sec. 2 Vacation Leave

2.1 A faculty who is on his second or third year of probation and all regular
faculty shall be entitled to 15 working days vacation leave with pay
inclusive of the service incentive leave provided by law.
50
2.2 A probationary faculty with at least one (1) semester of credited service
shall be entitled to a seven (7) days vacation leave with pay.
2.3 The Immediate Head may require a faculty to postpone his vacation
leave.
2.4 Vacation leave may be availed of by ATF and NSTP faculty, except
during the following:
a. class days (all schedules stipulated in the IFS);
b. enrolment schedule of students;
c. important meetings and activities in the department / college /
institution;
d. dates for submission of requirements for the incoming school
year.
2.5 ASF may be allowed to take a scheduled vacation leaves within the
semester subject to the endorsement of the Immediate Head and
approval of HRMO.
2.6 Important meetings and activities in the department/college/institution
should be scheduled a week in advance; thus, no faculty should avail
of a vacation leave on the scheduled activities/meetings.
2.7 The procedures for availing of vacation leave with pay are as follows:
a. Accomplish the Vacation Leave Form;
b. Submit the form to the Immediate Head at least two (2) days
prior to the intended date/s of the vacation leave. However,
granting such request as well as the scheduling of vacation
leave of faculty is at the sole discretion of the Immediate Head/s
who shall determine the needs of the Unit concerned.
c. Secure vacation leave approval of the facultys Department
Chair/ Dean/Unit Head and the HRMO.
d. Submit the duly accomplished and approved Vacation Leave
Form to the HRMO. The Chair/Dean/Unit Head should be
furnished with a copy. This may be done by the Department
Secretary.
51
2.8 The University may require a faculty to forego his vacation leave. In
which case, the faculty shall offset or take equivalent pay in lieu thereof
at the end of the school year, computed on the basis of his current
basic salary. In case of work necessity, the University may recall a
faculty who is on vacation leave taken within the school year shall be
deemed waived and a cash equivalent there from shall accrue.
2.9 Christmas break shall not be considered as vacation leave.
Sec. 3 A maximum of fifteen (15) days of unused sick leaves (SL) of probationary
faculty who is on second year probation and all regular faculty shall be
converted to cash at the end of the school year. Computation shall be
based on 262 working days a year.
Sec. 4 General Considerations on the Leave of Absence
4.1 A faculty earns leave credits for services rendered during the semester
and takes the leave earned the following semester.
4.2 A faculty may avail of leave of absence under the aforementioned
stipulations. The type and conditions of leave shall be determined by
the Unit Head and the faculty concerned. The leave takes effect after it
is approved by the HRMO upon recommendation of the Dean/Unit
Head. Should the HRMO disapprove the leave, the faculty may appeal
the case to the VCAR.
4.3 A faculty who goes on leave without prior permission from the
University, or who overextends the period of approved leave without
first securing authority from the University, or who refuses to be
recalled from an approved leave, shall be considered on absence
without official leave (AWOL) and shall be subjected to corrective
action.
Sec. 5 Emergency Leave
5.1 A faculty may, for valid reasons, be allowed to go on emergency leave
(EL) with pay for a maximum of five (5) days in a year. This will be
charged against his vacation leave.
5.2 The faculty is expected to notify the Immediate Head within twenty-four
(24) hours of his emergency. Upon return to work, the faculty should
accomplish an Emergency Leave Form.
5.3 The following shall be considered emergency cases: illness of an
immediate member of the family, accidents, natural disasters (floods,
fire, earthquake, and other emergencies of similar nature), academic
52
reasons (examinations, comprehensive examinations, thesis defense,

fieldtrip, graduation), graduation/recognition day of children and/or
spouse, wedding of concerned faculty and other cases such as car
trouble, heavy traffic, rallies, and immediate family concerns.
5.4 Failure of the faculty to observe the foregoing requirements or to
satisfactorily explain his having gone on emergency leave shall be
subjected to disciplinary action.
5.5 In case of hospitalization or sickness of the facultys immediate family
member/s, the faculty who has used all his emergency leave may still
file for emergency leave. However, the succeeding emergency leave
shall be charged against his sick leave.
Sec. 6 Bereavement Leave
6.1 A faculty may avail of a 5-day bereavement leave with pay upon the
death of an immediate family or extended family member (parent,
siblings,
parent-in-law, spouse, children, grandparent
and
grandchildren).
6.2 Another three (3) days bereavement leave may be availed of if
necessary; however, the succeeding bereavement leave shall be
charged against the facultys vacation leave.
6.3 Bereavement leave includes the death of a legal guardian of a faculty
who grew up in the care of a legal guardian due to the absence of a
parent. Necessary supporting documents must be provided.
Sec. 7 Summer Service Leave
A regular faculty with at least five (5) years of continuous service may
avail of a two (2)-month summer service leave (April and May) with pay,
without any output to be submitted upon return to work. This benefit may
be availed of after every three (3) years.
Sec. 8 Secondment or Special Detail Leave
A regular faculty may be seconded to schools within De La Salle
Philippines, (DLSP) Inc. or may be on special detail to a government
agency. Secondment or special detail to a DLSP Inc. school or to any
government agency is for three (3) years. This does not disrupt continuity
of service and is counted for promotion, longevity, and retirement
purposes.
53
Sec. 9 Leave of Absence for Special Reasons.

With the approval of the Immediate Head and the VCAR, a regular faculty
who has rendered five (5) continuous years of service may be granted a
leave of absence without pay. This kind of leave may be availed of every
after five (5) years.
9.1 Leave of Absence for Government Service. A maximum of three (3)
years of leave without pay may be availed of by a regular faculty who
has been elected or appointed to government office from the Barangay
level as Barangay Chairman to other higher post. Only one regular
faculty in the institution at a time may avail of this leave. When two or
more regular faculty would like to avail of this leave, approval will be
based on seniority (length of service).
9.2 Leave of Absence for Professional Practice. A regular faculty may
avail of a leave of absence without pay for one year to pursue
professional practice, except teaching and administrative work in
another school in the tertiary level. This leave of absence may be
renewed for another year subject to the approval of the Faculty Status
Board.
9.3 Leave of Absence for Personal Reasons. This leave of absence
without pay may be availed of for a minimum of one semester and a
maximum of two years, renewable every semester.
Sec. 10 Maternity Leave (Refer to Appendix T)
As provided by law, maternity leave benefit shall be extended to faculty.
The benefits will be in accordance with the following:
10.1 All female faculty who have been members of the Social Security
System (SSS) for at least three (3) months are entitled to a 60-day
leave for normal delivery and a 78-day leave for caesarean delivery
provided that the SSS has been notified of the pregnancy through
the HRMO.
10.2 The SSS has released a policy that effective March 13, 1973,
faculty are entitled to only four (4) complete deliveries, including
miscarriages and abortions.
10.3 Compensation shall be computed based on the SSS set of rules
and specified salary ranges.
54
Sec. 11 Paternity Leave (Refer to Appendix U)

In accordance with RA 8187, otherwise known as the Paternity Leave
Act of 1996, all married male employees shall be entitled to a leave of
seven (7) working days with full pay for the first four (4) deliveries of the
legitimate spouse.
Sec. 12 Other Leave Regulations
12.1 When classes are suspended either by force majeure because of
typhoons or any other emergency or by order of the Chairman of
the Commission of Higher Education (CHED), or by proclamation of
the President of the Philippines, or by declaration of holiday by the
municipality, salaries (basic and overload) of Full-time and Parttime faculty corresponding to the day or days without classes under
such conditions shall be paid.
12.2 When classes are suspended, faculty may not be required to stay
in the campus.
12.3 Where the purpose for which an approved emergency leave no
longer exist, a faculty shall forthwith return to work even before the
expiration of the approved period of leave.
12.4 A faculty who is absent without filing an official leave of absence
shall be considered to be on absence without official leave (AWOL)
and shall be sanctioned accordingly.
Article XVII
FACULTY DEVELOPMENT PROGRAM
Sec. 1 Formal Education Benefit (Refer to Appendix L)

Faculty Development Program includes pursuance of higher studies and
attendance in in-campus and off-campus seminars and workshops.
1.1 Faculty Study Grant
a. The faculty are strongly encouraged to pursue graduate studies in
pursuit of professional growth in their field of specialization or in
their home department.
55
b. A full-time faculty who decides to enrol in or outside the University

for Graduate Studies outside of residence hours should accomplish
a study notice. Moreover, the enrolee shall submit to the HRMO a
photocopy of the registration card duly signed by the Registrar
within two (2) weeks after enrolment and a report of grades certified
by the registrar at the end of the term.
c. The total number of units to be enrolled in the graduate study
program should not exceed nine (9) units per term.
1.2 Guidelines on Faculty Study Grant
a. All regular faculty enrolled in a doctoral program shall enjoy a full
discount on their miscellaneous/other fees (except those
enumerated in the guidelines). A contact for this purpose is
required.
b. All regular faculty who obtained their doctoral degree under the
University Faculty Development Program are under contract to
serve the University for at least the same number of semesters or
years they received the grant.
c. For regular faculty in active service who are enrolled outside the
University as full-time scholars (where monthly salary is given and
school fees are paid by the University) or who are scholarship
grantees of the Fund for Assistance to Private Education (FAPE)
and Department of Science and Technology (DOST), the
implementing rules as stated in the contract must be strictly
followed.
d. A faculty who discontinues his studies or resigns after finishing his
graduate degree shall reimburse the full amount spent by the
University for his studies.
1.3 For Regular Faculty who studies abroad
a. A regular faculty who wishes to pursue further studies or who has
been invited to deliver lectures abroad may avail of financial
assistance from the University.
b. If a regular faculty is awarded a study grant abroad by the
University, he is entitled to his monthly salary. However, If full
scholarship will be given where the facultys monthly salary and
stipend is included, no more salary in DLSU-D. The facultys
service to the University shall not be disrupted and will render a
return service, a contract for this purpose is required.
56
c. If a permanent faculty is awarded a study grant abroad through his

own application, he must ensure that he is given a stipend by the
sponsoring University. The University is not obligated to give
financial assistance. He must also apply for leave of absence
without pay as stipulated in Article XIV, Section 9.
1.4 For Regular Faculty who are writing their dissertation
a. A regular faculty who is writing his dissertation shall have three (3)
hours allotted for research. This may not necessarily be done inside
the campus since other references may not be available.
b. A regular faculty may avail of a non-interest loan for dissertation
writing.
1.5 Dissertation/Dissertation-Sabbatical Leave (Refer to Appendix M)
a. A regular faculty who is writing his dissertation shall be allowed to
take a leave of absence for one semester (June to October or
November to March) with pay for Dissertation Leave or for one (1)
school year (June to May or November to October) with pay for
Dissertation-Sabbatical Leave provided a certificate from the Dean
of the Graduate School attesting to the approval of the research
proposal is presented.
b. A dissertation leave is the period during which a regular faculty
writes his dissertation and successfully defends it before a panel.
1.6 Study benefits for pursuing a graduate degree shall apply only to a
doctoral program being taken for the first time.
Sec. 2 Non-Formal Education Benefit (Refer to Appendix J)
2.1 A regular faculty is required to attend all departmental/collegiate and
institutional activities of the Faculty Development Program.
2.2 Faculty attendance in off-campus seminars, training programs,
conferences, conventions, and the like shall be endorsed by the
Immediate Head and Dean prior to the approval of the VCAR.
2.3 It is expected that each regular faculty be given a chance to participate
in seminars/training programs and other faculty development activities.
57
2.4 The departmental/collegiate budget allocated for off-campus seminars,

training programs, workshops, conferences and conventions shall be
divided equally among full-time faculty. However, this shall only be
released upon proper endorsement of the Faculty Development
Committee for the faculty to attend the activity.
2.5 The Immediate Head shall require the participant/delegate to submit a
participation/attendance or written report with a copy furnished to the
VCAR within one week after the activity. The schedule of an echo
seminar, together with the seminar report, shall be submitted.
2.6Faculty members should be officially invited for Research Paper
presentations abroad to qualify for paper presentation subsidy.
2.7 Subsidy for research paper presentations abroad must be requested
prior to the event. The following shall be applied to all regular faculty
subject to the availability of funds:
a. The University shall subsidize the conference registration fee of not
more than $200.
b. An allowance shall also be given: $300 (for ASIA) and $400 (for
EUROPE and AMERICA).
c. A regular faculty shall be allowed to be on official business leave
two (2) days before he leaves for abroad and another two (2) days
after he arrives.
Article XVIII
ENHANCED BROTHER PRESIDENT SCHOLARSHIP PROGRAM
Sec.1 The Enhanced Brother President Scholarship Program (EBPSP) is created
to provide scholarship to qualified children of DLSU-D and DLS-HSI
employees. The Brother President Scholarship Program has been
expanded as originally designed per Board of Trustees directive by
increasing the number of slots available and improving some aspects in
the guidelines. Furthermore, this was conceptualized to contribute to the
20% scholarship target of De La Salle Philippines in 2011.
58
1.1 Who are entitled:

a. Children of regular faculty
b. Children of regular staff who have rendered at least three (3) years of
credited service
c. Legally adopted children of single employees and childless couples
may avail of the program
1.2 Scope of scholarship. For the first year of implementation, only one
child per employee can avail of the program. A 100% tuition fee
discount is given per beneficiary. The succeeding applicants can avail
of the 75% and 50% tuition fee discounts in the succeeding years.
Example:
1st Availment
100% discount
2nd Availment
3rd Availment
75% discount (after the 1st year of

implementation)
50% discount (after the 2nd year of
implementation)
Article XIX
EDUCATION BENEFIT OF LEGAL DEPENDENTS OF DECEASED OR
PERMANENTLY DISABLED FACULTY
Sec. 1 All legal dependents of faculty who were made permanent before school
year 1988-1989 are entitled to full tuition discount on all courses, except
Medicine at the DLS-Health Science Institute and Graduate courses of the
University. They shall receive this privilege for enrolment in only one
undergraduate degree program.
Sec. 2 In case of death of a regular faculty due to sickness or accidents, the
following benefits for his children shall be made available:
59
Credited
years of
service
10
15
20
25
Benefits for children

100% tuition fee waiver for 1 child
100% tuition fee waiver for 2 children
Sec. 3 Tuition fee waiver is for undergraduate courses only.

Sec. 4 A regular faculty who becomes permanently disabled because of or
aggravated by employment shall also enjoy the benefit.
Article XX
RESEARCH AND PUBLICATION BENEFITS
Sec. 1 Research Incentive
1.1 A regular faculty with UFRO-approved research projects shall be
deloaded by at least six (6) units/basic or applied research or its
equivalent overload.
1.2 A regular faculty who is doing research shall have three (3) hours
allotted for the research and/or the number of hours equivalent to the
approved research deloading. This may not necessarily be done inside
the campus since other references may not be available.
1.3 A regular faculty who has UFRO-approved research studies is entitled
to a computer soft loan payable within a year on a first come, first
serve basis.
Sec. 2 Sabbatical Leave (Refer to Appendix N)

A regular faculty with at least masters degree and with seven (7) years of
continuous service may qualify for a sabbatical leave with pay for one (1)
year provided that he completes a UFRO-approved research project or an
externally funded research endorsed/recognized by the UFRO. A contract
for this purpose shall be required.
Sec. 3 Publication Benefit
3.1 A regular faculty shall receive a research incentive equal to
Php15,000.00 for research paper/creative work that is completed and
60
published in an international refereed journal and Php10,000.00 for

those published in a national refereed journal.
3.2 The published paper must be endorsed by the Chair. The College
Research Committee (CRC) authenticates and submits the published
paper to the VCAR through the UFRO.
3.3 In case of multiple authors, the research incentive of Php15,000.00
shall be divided by the number of authors so that they will get an equal
share of incentives.
3.4 For a published paper co-authored by a non-DLSU-D
employee/faculty, the research incentive will be divided by the number
of authors to determine the amount to be given to DLSU-D faculty. The
non-DLSU-D employee/faculty will not get the incentive.
3.5 The year of publication of the submitted paper should be within three
(3) years prior to the submission to the CRC.
Article XXI
CHRISTMAS BONUS AND DE MINIMIS BENEFITS
Sec. 1 Christmas Bonus
A Christmas bonus equivalent to 25% of the basic salary shall be given to
all regular faculty two days after the resumption of classes in January.
Sec. 2 De minimis Benefits
2.1 Rice Subsidy
a. A Php1,500.00 monthly rice subsidy shall be given to all regular
faculty.
b. A regular faculty who is on leave without pay will receive the rice
subsidy for the first three (3) months of his leave.
2.2 Laundry Allowance
a. A Php300.00 monthly laundry allowance shall be given to all
regular faculty.
b. A faculty who is on leave without pay will receive the laundry
allowance for the first three (3) months of his leave.
61
2.3 Clothing Allowance

a. All regular faculty shall be granted a clothing allowance amounting
to Php4,000.00 per year.
b. This will also be received by a faculty who is on a five-month leave
without pay (i.e. one semester).
2.4 Cash Medical Allowance for Dependents
a. All regular faculty shall be granted a cash medical allowance
amounting to Php750 per semester.
b. This will also be received by a faculty who is on a five-month leave
without pay (i.e. one semester).
2.5 The aforementioned de minimis benefits may be adjusted depending
on the maximum amount as stipulated in the existing laws, as well as,
can be accommodated in the incremental income.
Article XXII
HEALTH INSURANCE BENEFITS
Sec. 1 All probationary faculty with at least one year of continuous credited
service and all regular faculty automatically receive Health Insurance Plan.
They may also avail of a health insurance plan for their family members in
accordance with the agreement entered into by the University and the
insurance company.
Sec.2 A faculty with at least three (3) years of service who becomes permanently
disabled because of or aggravated by employment shall receive a lump
sum consisting of his latest monthly salary multiplied by the years of
service, provided that the amount of disability benefits shall not be less
than Php15,000 or more than Php150,000, and provided that the faculty,
at the time of disability, is not eligible for early retirement benefits under
the CEAP Plan.
62
Article XXIII
LONG-TERM SICKNESS AND DISABILITY BENEFITS
Sec. 1 Long-term Sickness and Disability Benefits
1.1 A faculty who suffer from a prolonged illness, as herein defined, shall
be entitled to an additional benefit as provided by law, subject to the
following conditions:
a. The prolonged illness, as certified by the University Physician or by
the facultys attending physician, will incapacitate the faculty work
for at least 30 consecutive days.
b. In all cases, the sickness or illness must not be due to any mental,
social, or venereal disease or any ailment or sickness due to the
facultys own criminal or anti-social acts, drug addiction, attempted
suicide, drunkenness, self-inflicted, injuries, and the like.
c. The absence due to said prolonged illness, shall first be charged
against the facultys unused sick leave credits. If these are
exhausted, an application form shall be forwarded to the SSS for a
maximum of 120 days.
d. Should a faculty remain sick after three (3) months, he shall be
placed on leave without pay until he is fully recovered and is
capable of returning to work. However, this is subject to the
reservation and conditions set forth herein.
e. At the end of any prolonged sick leave, the faculty should present a
certification given and/or endorsed by the University Physician
attesting to his full recovery.
1.2 The aforementioned benefit is non-cumulative and may be received
only once during a school year.
1.3 Notwithstanding any or all of the foregoing provisions, the University
reserves the right to terminate, at its discretion, the services of the
faculty suffering from prolonged illness, provided that such termination
conforms to law.
63
Article XXIV
LONG SERVICE AWARDS
Sec. 1 All faculty who have rendered 5, 10, 20, 25, 30 years of credited service
shall be given mementos during the Lasallian Week celebration.
Sec. 2 They shall also receive incentives according to their years of service to the
University:
Years of service
5
10
15
20
25
30
Percentage of monthly salary

50 %
100 %
150 %
200 %
250 %
300 %
Article XXV
LONGEVITY BENEFITS
Sec. 1 A Faculty shall be given a longevity pay according to their years of service
to the University:
Years of service
11-14
16-19
21-24
26-29
31-34
Percentage of monthly salary

50 %
75 %
100 %
125 %
150 %
Sec. 2 The longevity pay will be received on the 15th of the month by those who
were employed during the first half of the month and on the 30th of the
month by those who were employed during the second half of the month.
64
Article XXVI
RETIREMENT BENEFITS
Sec.1 Retirement Plan. In accordance with the provision of the Catholic
Education Association of the Philippines (CEAP) and relevant existing
laws, qualified employees shall enjoy retirement, separation and death
benefits. The CEAP Retirement Plan covers all regular faculty members.
It provides that all regular and probationary employees are automatically
members of the plan. (Refer to Appendix V)
1.1 One percent (1%), up to the maximum of four percent (4%), of the
basic salary of all regular faculty shall be contributed to the CEAP
Retirement Plan as their forced savings.
1.2 The contribution including interest can be withdrawn any time on
account of resignation, separation, or retirement (Refer to Appendix
S).
Sec. 2 Retirement Age. The mandatory retirement age at the University is sixty
(60) years. On a case to case basis, a facultys appointment may be
extended up to a maximum of five years on a part-time appointment basis.
A faculty who is below sixty (60) years old and who has served the
institution for at least twenty (20) continuous years may apply for an
optional or early retirement.
Sec. 3 Additional Retirement Benefit
A retiring regular faculty with at least 15 years of service shall be entitled
to a vacation leave with pay before retirement. The vacation leave may be
converted to cash.
Years of service
15-19
20-24
25-29
30+
Leave with pay/cash equivalent

1.0 month
1.5 months
2.0 months
2.5 months
Sec. 4 Privileges of Retired Faculty

4.1 They have University identification cards.
4.2 They enjoy University clinic, counselling, library (room use only),
gymnasium/sports, and computer facilities (email account only).
4.3 They receive, upon request, publications of the University, which are
furnished to the faculty generally.
65
4.4 They are invited to University activities (colloquia, concerts, programs,

sportsfests, etc.) and receive discounts on tickets where applicable.
Article XXVII
MORTUARY ASSISTANCE
Sec. 1 In case of death of a regular faculty, all full-time faculty shall contribute
1.5% of their basic pay.
Sec. 2 This amount will be collected through salary deduction in four (4) equal
instalments and will be given in advance by the Administration to the
family of the deceased faculty.
Sec. 3 The sum to be collected shall be matched by the administration with an
equal amount.
Article XXVIII
SOCIAL SECURITY AND EMPLOYEES COMPENSATION INSURANCE
Sec. 1 Social Security System (SSS) Benefits

These benefits shall be given in conformity with the existing and
applicable laws and regulations (http://www.sss.gov.ph/sss/Section_View).
Sec. 2 Employees Compensation Insurance
All regular faculty who are covered by the SSS are likewise covered by the
Employees Compensation Insurance. At no cost to the employee, the
University contributes monthly to the System an amount equivalent to
such percentage of the employees monthly salary credits which may be
required by the law. The employees of the University and their dependents
are entitled to certain medical, disability, and death benefits for workconnected injury, disability or death. It is, therefore, important that
employees promptly notify their Immediate Head or the HRMO of any
work-connected sickness or injury suffered by them. The University,
however, shall not be liable for such benefits under the Employees
Compensation Insurance which employees may not be able to enjoy or
obtain for any reason whatsoever other than the Universitys failure to
comply with its legal obligation under applicable laws.
(http://www.sss.gov.ph/sss/index2.jsp?secid=824&cat=4&pg=null.)
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FINAL PROVISIONS
67
Article XIX
NON-DIMINUTION CLAUSE
Nothing in this manual shall be construed to diminish or reduced any benefits
and other privileges enjoyed by the faculty under existing laws, decrees,
executive orders, company policy or practice, or any agreement or contract
between the university and faculty
Article XX
REPEALING CLAUSE
All administrative orders or parts thereof inconsistent with the provisions of this
Manual are hereby repealed, amended or modified accordingly.
Article XXI
SEPARABILITY CLAUSE
If any provision of this Manual is held invalid or unconstitutional, other provisions
not affected thereby shall continue to be in full force and effect.
Article XXII
EFFECTIVITY CLAUSE
This Manual shall take effect from June 1, 2009 to May 31, 2012. Clarification on
the interpretation of the Faculty Manual provisions may be referred to the
Technical Panel which shall meet en banc to discuss the matter. No new items
for negotiation shall be presented except when inflation rate exceeds 10%.
68
APPENDICES
69
Appendix A
TEACHING LOAD DISTRIBUTION AND FILLING OUT OF IFS
A. The teaching load that is given to faculty should be within their line of
specialization.
B. The 18-unit load of full-time faculty members should be spread from Monday
through Saturday.
C. Faculty with at least 15 units teaching load may be given two or three subject
preparations, especially if they are not enrolled in any graduate program.
D. Faculty who are writing their thesis/dissertation or doing their approved
research may be given a single preparation and a convenient schedule of
classes.
E. In the scheduling of classes, the no-four-hour-straight lecture policy should
be strictly observed. No faculty should also be given more than six hours of
teaching per day.
F. No SC, CS, IMP, or CH should be scheduled at 0700-0800 and 1700-2000
especially if the faculty does not have classes anymore beyond 1700.
G. The 34-hour residency should be spread from Monday to Friday or Tuesday
to Saturday.
H. One hour lunch break per day should be reflected in the IFS.
I. ASF and Part-time ATF should be given consideration in the scheduling of
classes.
J. Seniority and total performance evaluation should be observed in the
distribution of teaching load especially to part-time faculty.
70
Appendix B
RESIDENCE DURING SUMMER BREAK
A. During summer break, which starts a week after the deadline of submission of
the final grade sheet to the Registrar up to a week before opening the
classes, ATF who do not have summer teaching loads and ASF who do not
have workloads are required to do research, prepare teaching materials,
engage in community services/extension work, attend seminars/workshops,
or enrol in their respective graduate degrees.
B. The faculty need not report but output documents/ certificate of community
services should be submitted to the Chair after summer. A faculty who has
not acquired their masters degree is required to enroll in a masters program
in their field of specialization.
The table below shows the list of documents to be submitted to the Chair after
summer.
Activities
1. Graduate Studies or
Education Units
2. Instructional Materials
Preparation (IMP)
3. Research
4. Trainings/workshop
5. Community
service/Extension Work
Duration
Whole summer
term
Whole summer
term
Whole summer
term
At least 40 hours
At least 40 hours
Documents to be
submitted
Grades
One set of IM good for one
semester
Written report/update
Certification from the
organizer/institution
Certification from the
organizer/institution
C. Faculty who are enrolled in the graduate school during summer are not
required to report to work.
D. Faculty who will teach during the summer are expected to spend an
additional one-hour residence for student consultation for every 3-unit
teaching load.
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Appendix C
PROCTORING DUTIES
A. Exemption
1. Administrators with faculty rank such as Vice Chancellors, Deans,
Associate Deans, Directors, Chairs, and Heads of Offices as well as the
FA President should not be given proctoring assignments.
2. ASP, Support Staff and students should not be assigned to proctor
examinations.
3. Proctoring assignment will be given to ATF as priority. CMO, NSTP, and
Laboratory ASFs will be given proctoring assignments in extreme cases.
B. Duties of the Proctors
1. Proctors should be in their assigned rooms five minutes before the
examination time.
2. Proctors should follow instructions given by the subject-teacher (e.g. use
of scratch paper in Math or Physics, the use of calculators, etc.).
3. Proctors are not allowed to check papers and to do other tasks when
proctoring examinations.
C. Duties of Subject-Teachers
1. Subject teachers should not be given proctoring assignments during the
scheduled examination of their subject to give them chance to monitor
their own exam.
2. They should check their proctors in their respective room assignments at
least five minutes before the examination time.
3. They should inform the proctors if the examination is cancelled. This
should be approved by the Chair/Dean of the department/college where
they belong.
4. They should be within the premises where the examinations are
conducted for the proctor/students to have access with them when further
questions/clarifications arise. They should also wait for their examination
papers to be given by their proctors immediately after the test.
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D. Duties of the Administrators

1. The Chair/Dean should remind their faculty to check the examination
permit of each examinee.
2. The Chair/Dean should provide substitute faculty for proctors who are
absent.
3. No switching of proctoring assignments should be made except in case of
emergency (illness, accidents, and the like) where switching is inevitable.
The Chair will prepare a letter noted by the Dean addressed to the
Registrar for the swapping of schedules. The faculty checkers should be
properly informed about any changes in proctoring Assignments.
4. Copies of the schedule of examination should be given to the faculty a
week before first day of examination.
5. Any violation of the above guidelines shall be dealt with accordingly.
E. Examination Venue
1. Generally, faculty staying at the east/west campus will have their
proctoring assignments at the east/west campus.
2. In case the number of classes exceeds the number of teachers available,
then the teachers from the west campus will be given proctoring
assignments in the east campus and vice versa.
F. Number of Proctoring Hours
1. Proctoring assignments should not exceed six (6) hours a day.
2. A maximum of nine hours shall be given to faculty to render proctoring
duties.
73
Appendix D
SUBSTITUTION AND MAKE-UP CLASSES
A. The Department Chair should prepare a list of faculty available for
substitution. He will then assign a faculty substitute who will come from the
pool of faculty teaching the same subject. He must see to it that classes will
not be left unattended.
B. In the event of no substitute, the Department Chair/Dean must attend to the
class.
C. Full-time faculty will be prioritized as substitute teachers. Substitute teachers
will not merely serve as class overseers but teachers who deliver lectures and
facilitate the class activity assigned for the day.
D. In the absence of faculty teaching laboratory subjects, the class will be
handled by a substitute faculty or the partner faculty will absorb the class. In
this case, the partner faculty will receive points for community service.
E. Substitute faculty will not be allowed to give scheduled quizzes or long tests,
as well as do scheduled alternative activities like film viewing.
F. For official business (including meetings, seminars/workshops, conferences,
and other trainings), the faculty concerned should conduct advanced or
make-up classes or substitution without pay may be allowed (credited as
points for community service).
G. For absence due to sickness or emergency situation, the faculty should
personally notify the department chair and/or college dean about the absence
at least one hour before his/her first class. He should also inform the
chair/dean of the activities/lessons for the day.
H. Except in the graduate school, a substitute faculty should be assigned by the
Department Chair in the absence of a part-time faculty.
I. Accumulated tardiness of at least 15 minutes of each affected class must be
made up preferably within the grading period (prelim, midterm and final term).
J. Make-up classes should be conducted within the term (prelim/midterm/final)
or if the absence is incurred within last week of prelim or midterm period,
make up class should be conducted within two weeks after the major exam..
K. Refusal to conduct make-up classes will be dealt accordingly.
74
Appendix E
FACULTY EVALUATION
1. The Faculty Evaluation procedures shall be discussed by the Immediate
Head during the Faculty Orientation program.
2. The frequency of the student, peer, and administrators evaluation of the
faculty shall be as follows:
a. Regular faculty once a year, especially those whose evaluation rating
is below 3.50 and those who are scheduled for promotion.
b. Probationary and part-time faculty at least once during the semester.
3. The frequency of classroom visitation by the Peer/Chair/Dean shall be as
follows:
a.
Regular Faculty at least once a year
b.
Probationary and part-time faculty at least once during the

semester.
4. Fifty percent (50%) plus one (1) of the total number of classes of the ATF
and NSTP faculty to be evaluated shall be used for the performance
evaluation activity. Twenty five (25) percent (plus one) shall be randomly
chosen by the Institutional Testing and Evaluation Office (ITEO) and the
remaining twenty five (25) percent will be identified by the faculty to be
evaluated.
5. The Immediate Head identifies and submits to ITEO all possible peer
raters its faculty based on common residency hours/subject areas. Should
there be more than three (3) rates given by the Immediate Head, ITEO
chooses the final raters at random following the 50% + 1 policy. Should
there be three raters or less given by the Immediate Head, ITEO includes
all raters.
6. The faculty who has been observed by the Immediate Head and the Dean
shall be informed of the results of the observation during the post
observation conference which shall be conducted as soon as possible
(within the week) after the class visitation. The evaluator and the faculty
shall sign the evaluation form. The faculty shall be provided with a copy of
the evaluation results after the conference.
7. In case the faculty needs to clarify matters pertaining to evaluation results,
he may inquire from his Immediate Head who shall then coordinate with
the ITEO.
75
8. The FSB shall be convened for purposes of hiring / rehiring /

reclassification / promotion / extension of retirees and/or regularization. It
shall discuss the strengths and weaknesses of the faculty based on all the
evaluations done by the students, peers, and administrators.
9. All ASF (both probationary and regular) are evaluated regularly by their
Unit Heads, peers, and subordinates (whenever applicable) to determine
competency and effectiveness in the practice of the profession.
76
Appendix F
FACULTY STATUS BOARD (FSB)
1.
The Departmental FSB is expected to deliberate on the status of the

faculty prior to the Collegiate FSB.
2.
The Department must elect the senior faculty representative to the

department FSB. An elected senior faculty refers to a regular faculty
member who has served the University for at least 5 years.
3.
The Department/ Collegiate FSB shall deliberate on the status of the

faculty prior to the scheduled meeting of the Institutional FSB.
4.
The faculty representative in the Collegiate FSB must be elected from the
department of the faculty for deliberation. An elected faculty
representative refers to full-time faculty member chosen by faculty of his
department/college to represent them in the Status Board. The faculty
representative shall report immediately within seventy- two (72) hours the
result of the deliberation to the Faculty Association President.
5.
For the purpose of clarity and objectives of the meeting, prior

communication from the Chairs/Dean/Unit Heads must indicate whether
the deliberation is for hiring, rehiring, promotion or permanency.
6.
As much as possible, FSB meeting should not be scheduled during the

class hours of the members of the FSB.
7.
Any member of the FSB, at all levels, has the right to access documents
pertaining to the status of the faculty to be deliberated on.
8.
Confidentiality must be observed as regards the results of FSB

deliberations before any official communication is given by the proper
authority.
9.
The Chair/Dean/ Unit head shall inform the ATF member concerned
about the FSB decision right after the submission of final grades.
10. The College Dean/ Unit Head serves as the presiding officer of the FSB
that deliberates on the hiring or rehiring of the ATF members with
academic ranks of Assistant instructor, Instructor 5 and Assistant lecturerLecturer 5.
77
11. All members of the FSB shall affix their signatures on the
recommendation form to signify their approval and responsibility for the
comments given. All members are held accountable for the decision
made.
12. If a faculty needs to clarify matters pertaining to the decision of the FSB,
he may inquire/ clarify from his Chair/Dean/Unit Head who shall then
coordinate it with the office of the Vice Chancellor for Academics and
Research.
78
Appendix G
PROMOTION AND REGULARIZATION
A. Promotion
1. Assignment or promotion to an academic rank is determined by a point
system provided for in the set of guidelines and criteria for faculty ranking and
promotion.
2. If a faculty believes that he deserves to be promoted, he himself may apply in
writing for promotion. The letter of application shall be addressed to the
VCAR and shall be noted by the Immediate Head. The faculty concerned may
be invited by the Faculty Status Board to clarify the justifications he has made
regarding his application.
3. The faculty may be promoted for a particular year if he:
a. has a teaching load;
b. has at least a very satisfactory rating (3.50-4.49) from all the raters
administrators, peers, students) of the latest evaluation;
c. has not received any sanction
4. Faculty without a masters degree but was granted permanency shall neither
be promoted nor be given a teaching overload until such time as they earned
the degree.
5. Procedures
a. Promotion can be applied for anytime; however, faculty can be promoted
only once in a school year.
b. Anytime during the school year, a faculty may be asked to fill out an
updated form indicating his current academic records (units earned,
seminars conducted/attended, publications, research output) to be
submitted to the Immediate Head. Submission to HRMO must be done on
or before every 15th of the month.
c. The Immediate Head, in consultation with other faculty in the department,
reviews documents. Based on this review, the Immediate Head
recommends to the VCAR the faculty for promotion. If the Head is due for
promotion, the immediate superior shall make the recommendation.
d. Upon receipt of the above, the VCAR convenes the Faculty Status Board
which will then make the necessary recommendations to the
79
Chancellor/President after due deliberation. Should the faculty deserve

merit for the promotion, it shall take effect upon receipt of the complete
records by the HRMO.
e. The final recommendation shall be submitted to the Chancellor/ President.
B. Regularization
1. Qualifications. The following shall be considered for regularization:
a. A probationary ATF who has rendered three (3) consecutive years of very
satisfactory
performance
(teaching,
interpersonal
relationships,
participation in institutional, collegiate, and departmental activities, and
prompt submission of school requirements) and has finished a masters
degree or those recognized by CHED as masters degree equivalent and
Bar and Medical Board Examination passers;
b. A probationary ASF who has very satisfactorily completed three (3) years
of probation and has finished a masters degree or its equivalent.
c. A probationary faculty who has already earned a masters or a doctoral
degree prior to his initial hiring as a probationary faculty may be
considered for regularization after two (2) years of service provided that:
he has sufficient experience in his profession;
his expertise/specialization is needed in the department;
his total performance rating for these two (2) years is Outstanding.
2. Requirements
a. A hardbound copy of the probationary facultys thesis and certification of
completion (with dry seal) of the revised thesis from the Dean of the
Graduate School where he is enrolled must be submitted to the HRMO.
Failure to comply with this requirement shall disqualify the probationary
faculty from earning regularization.
b. A probationary faculty is required to complete at least four (4) Lasallian
family modules before he is considered for regularization.
c. A probationary ATF and NSTP faculty is required to enroll in at least nine
(9) units of professional education subjects (Teaching Strategies,
Classroom Management, Principles of Teaching). Tuition, miscellaneous,
and other fees shall be charged to the faculty
80
All ATF members who do not have education units are required to
enroll in at least nine (9) units of professional education courses.
Newly hired faculty members are required to enroll in at least one (1)
professional education course within the first semester of their teaching
assignment in the University.
A total of nine (9) units or three (3) courses must be completed by fulltime ATF members within maximum of three (3) years, including the
summer term.
The units will not form part of the maximum nine (9) units for graduate
study permit.
Non-completion of the education units within three (3) years will mean
non-rehiring of the ATF member.
C. Guidelines for Ranking and Promotion
1. Years of Teaching Experience/Professional in College

1.1 A residency with the duration of one (1) semester or less shall be given
0.5 point; a residency with duration of over one (1) semester up to one
(1) year shall be given one (1) point.
2. Requirements for Ranking and Promotion
2.1. Having earned a doctorate degree does not automatically qualify the
faculty for a Full Professor rank.
2.2. A residence of at least one year after earning the doctorate is required
for promotion to Full Professor 1.
2.3. Provisions 2.1 and 2.2 above may not apply to a faculty member who
has held the rank of Associate Professor 5 for at least three (3) years
prior to earning a doctorate and has fulfilled the requirements on
research / publications of a Full Professor rank.
2.4 The Breakdown for the Criteria for Faculty Ranking and Promotion is as
follows:
Educational Qualification
Maximum of 45 points
Years of Teaching Experience in

College / Professional Experience
81
Professional Growth and Development Performance Evaluation

Research
Community Service
Training
Professional Involvement
Total
ATF
8
13
6
5
3
35
ASF
8
7
6
10
4
35
3. Points for Publication (Maximum of 6.5 pts)

Designation
Nature of
No. of
Pts
Pts
of
Pts
Level
Publication
authors
researcher
Lead
Single
1.5
1.0 International
researcher
Professional
Journal
Published
Books
Monograph
1.5
1.5
1.0
Coauthored
1.0
Co
researcher
3 or
more
0.5
Single
1.5
Lead
researcher
Coauthored
1.0
Co
researcher
3 or
more
0.5
Single
1.5
Lead
researcher
Coauthored
1.0
Co
researcher
3 or
more
0.5
Pts
Type
Pts
1.5
Refereed
journal
1.0
National /
Regional
1.0
Institutional
0.5
1.0
International
1.5
0.5
National /
Regional
1.0
Institutional
0.5
1.0
International
1.5
0.5
National /
Regional
1.0
Institutional
0.5
0.5
Non
refereed
journal
Refereed
journal
Non
refereed
journal
Refereed
journal
Non
refereed
journal
Computation Example:
One can get the maximum 6.5 points if the nature of the publication is a
book or journal (1.5), of single authorship (1.5), the researcher being the lead
(1.0), internationally published (1.5), and was refereed (1.0)
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0.5
1.0
0.5
1.0
0.5
Note:
Points shall be given only if:
the research was published for the last three (3) years prior
to joining DLSU-D; and
the research was published for the last five (5) years prior to
promotion.
* Newly-hired faculty members whose research is done outside of the
university shall be given a maximum point of 5.5 points.
4. Points for Research (Maximum of 6.5 of pts.)
Nature of Research
Applied research (max.
pts. 6.5)
No. of
Pts
Pts
Researchers
Single
1.5
Designation
of the
Pts
Level
researcher
1.0 Institutional
Lead
researcher
Pts
0.5
Basic (max. pts. 6.0)

2.5
Action Research
Institutional materials (in

the form of books,
textbooks, manuals,
worksheets, worktext)
(max. pts. 5.5)
Development of a
complete set* of
instructional materials (in
the form of
transparencies, modules,
video production, discs,
multimedia instructional
materials etc.)
External
1.0
2 or more
1.0 Co0.5
researchers
researcher
Other point systems do not apply to these works.
For single authorship only.
1.0 Institutional 0.5
Single
1.5 Lead
researcher
2.0
2 or more
researchers
1.5
1.0
Coresearcher
External
1.0
0.5
Other point systems do not apply to these works.

For single authorship only.
One can get the maximum 6.5 points for research if the nature of the research
is either applied or basic (3.0), of single authorship (1.5), the researcher being
the lead (1.0), and externally funded (1.0). Please refer to next page.
* Instructional modules should be syllabus based.
** Video must be originally made/created by the faculty member.
*** Complete set meaning the material should be for the whole
83
semesters use of the department.

All works must be certified by the department chair and noted by
the college dean.
5. Points for Editor of Professional Journal (Maximum of 3.5 pts.)
Nature of
Work
Points
Level
Points
Type of
Publication
Points
Editor-in-chief
1.0
External
1.0
Refereed
1.5
Member of the
Editorial Board
0.5
Institutional
0.5
Non-refereed
1.0
Computation Example:
One can get the maximum 3.5 points for being an editor of professional
journal if one is the Editor-in-Chief (1.0), the journal being externally published
(1.0) and is refereed (1.5).
84
85
86
6. Points for Creative Works (Maximum of 6.5 points)

Nature of Creative
Work
Poems
Newspaper/Magazine
Article
Illustrations, maps,
plans, sketches, charts,
three-dimensional works
relative to geography,
topography, architecture
or science
Drawings. Plastic works
of a scientific or
technical character
Photographic works,
lantern slides
Pictorial illustrations and
advertisements
(max pts. 4.5)
Short stories
Lectures
Sermons
Addresses
Letters
(max pts. 5.0)
Computer programs
Painting
Novels (Fiction, NonFiction)
Musical compositions
Original ornamental
design or models for
manufacture
Audiovisual works,
cinematographic works
(max pts. 5.5)
Points
Level
Points
No. of
authors
Points
International
Single
1.5
National
1.0
Co-authored
1.0
Institutional
0.5
3 or more
0.5
International
single
1.5
National
1.0
Co-authored
Institutional
0.5
3 or more
0.5
Single
1.5
Co-authored
3 or more
0.5
1.5
International
National
Institutional
2
1
0.5
Note:
1. Creative works must be published in books, reputable newspapers,
scholarly publications, journals and literary folio.
87
2. Exhibited works must be sponsored by reputable bodies and/or

organization.
3. Outputs of creative works must not be related to the facultys present
position/assignment inside DLSU-D.
4. Sermons and addresses should have been delivered to the
public/community, compiled and published. Letters should have social
relevance or implications, compiled and published.
7. Points for Derivative Works (Maximum of 6.5 points)
Nature of
Derivative Work
Compilation of
Creative works
(max pts. 2.5)
Abridgement and
Adaptation
Arrangement of
Musical Score
(max pts. 3)
Translations:
1 book
3 short stories
5 poems
(max pts 3.5)
Script writing
(based on a
published
book/novel and/or
true to life stories)
(max pts 4)
Pts
Level
Pts
0.5
International/national/regional
1.5
Pts
No. of
Authors
Single
Provincial/institutional
0.5
1
Co-Authored
Single
0.5
1
0.5
Co-Authored
0.5
Single
0.5
Co-Authored
0.5
Single
0.5
Co-Authored
0.5
Note:
All creative and derivative works must be copyrighted and/or patented.
Please see attached index for the complete listing of creative works and
derivative works.
Compilations of derivative works should not be self-published.
88
8. Points for Community Service (Maximum of 6 points)

8.1. Internal (6 Points)
8.1.1 Campus-based (5 points)
Nature of Community Service
a. Classroom based
volunteer works*
(maximum of 5 points)
b. Advising**
(maximum of 2 points)
Duration of Service
1 semester
2 semesters
Points
2.5
5
1 semester
2 semesters
1
2
* community service that is classroom-based, acknowledged by or

affiliated with the school through LCDC (Balik-aral, Catechism, CBA
evening classes)
**academic advising or student organization advising (academic,
student organizations, councils) and with certification to be provided
by the Department Chair/OSS. Points will not be counted as
community service for advisers (USC, USCE, HF) receiving
honorarium or any form of remuneration, such as deloading and the
like.
8.1.2 Activity-based (2 points)
Level
Designation
Participants in
committees/
councils of
special projects
(ex.: fundraising)
of the University
and outreach
programs
Chair
Member
Points
Duration of
Service
Points
1 Semester
0.5
0.5
2 Semesters
Level
Points
Collegiate
0.5
Institutional
NOTE: Regular school activities are not included such as:

Lasallian week, Graduation Day and Enrolment
8.1.3 Sectoral Officers (5 points)
Officers FA
FA President
Other FA officers
Department
Full-term of office
5
4
2
Less than the full-term of

office
2.5
2.0
1
89
8. 1.4 Unpaid Service (5 points)

Unpaid Substitutions / Unpaid
Speakership/facilitatorship
03
46
79
10 12
13 15
16 18
19 21
22 24
25 27
28 & more hours
8.2.
Points
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
External (max. 6 points)
8.2.1 Organization/Institution-Based (5 points)

Nature
Points
Religious
Civic
Social
2
2
2
Designation /
Position held
President/ Chair
Other Officer
Member
Points
2
1
0.5
Length of
service
1 Year
Less than 1
year
Points
1
0.5
8.2.2 Special Activity-Based (Max of 5 points)

Nature
Main Organizer
Co-organizer
Volunteer
Points
3
2
1
Level
National
Provincial
Municipal
Barangay
Points
2
1.5
1
0.5
Notes:
1. Service may include editing a journal for these organizations. (Without
compensation, with certification from the community organization
serviced)
2. Points based on frequency of publication (max 3 points). Editing a
journal publication once a year will get 1 point, twice a year will get 2
points and quarterly will get 3 points.
3. All the activities will only be credited if done without pay or honorarium.
90
4. For the LCDC faculty, points will be given only if the community service
performed is not for an LCDC project.
9. Points for Training Programs
9.1. Participants
9.1.1 ATF (Maximum of 5 pts.)
Points for
ATF
1
2
3
4
5
Institutional/Provincial
Regional/National
International
8-24 hrs
25-48 hrs
49-72 hrs
73-96 hrs
97hrs-up
Less than 8 hours

8-24 hrs
25-48 hrs
49-72 hrs
73hrs-up
Less than 8 hrs

8-24 hrs
25-48 hrs
49hrs-up
Institutional/Provincial
Regional/National
International
8-24 hrs
25-48 hrs
49-72 hrs
73-96 hrs
97-120hrs
121hrs-up
Less than 8 hours

8-24 hrs
25-48 hrs
49-72 hrs
73-96 hrs
97hrs-up
Less than 8 hrs

8-24 hrs
25-48 hrs
49-72 hrs
73hrs-up
9.1.2 ASF (Maximum of 10 pts.)

Points for
ASF
1
3
5
7
9
10
9.2. Lapsing of training, Research and Publications

9.2.1 The computation for the Lapsing period will begin from the date of
actual attendance in speakership training.
9.2.2 Attendance in trainings and seminars in science, education,
business and other technical fields are considered lapsed after
three (3) years because these fields a very dynamic. Attendance in
humanities based (philosophy, literature, etc.) trainings
and
seminars are considered lapsed after five (5) years as they are not
as fast changing as the technical fields.
9.2.3 Doing service as resource person, giving training, as well as doing
research and publications will have no expiration period.
91
10. Points for Educational Qualification

The completion of a non-thesis with research paper defended and so or its
equivalent will be given points. A certification must be provided for this purpose.
Classifying a thesis or non-thesis program must be based on the approved
curriculum program of CHED, and not by the school where the faculty graduated.
11. Membership in a Professional Organization
For every year of membership on a professional organization, a faculty gets
one point but the maximum number of points of membership is 4 points.
Membership to professional organization must have been attained 6 months prior
to the application for promotion.
12. To qualify to Full Professor Level
12.1 Number of Publications Required
Institutional/
Provincial Level
Rank
Type of
Journal
(in-campus or offcampus)
SingleAuthored
CoAuthored
Regional
National
International
Indexed in
Institute of
Scientific
Information
(ISI) or its
equivalent
Refereed
Refereed
Refereed
Refereed
Refereed
Refereed
Refereed
Reputable
12.1.1 For Prof Levels 1-3 = at least an institutional refereed journal published by
DLSU-D or other academic institution where the DLSU-D faculty published
his/her work. For single authorship, at least 1 publication is required; for
co-authorship, at least 2 publications are required.
92
12.2 Number of Researches and Research Paper Presentation Required
Rank
Level
1
2
3
4
5
6
7
8
Required
Researches
Basic /
Applied
Required Research paper presentation

Institutional
Oral
1
1
1
1
1
1
2
2
2
2
Poster
2
2
Regional
National
Oral
Poster
1
1
2
2
Oral
Poster
1
1
2
2
International
Oral
Poster
1
1
2
2
12.2.1 For Prof Levels 1-2 = at least an institutional research paper presentation
or two poster paper presentation is required
12.2.2 For Prof Levels 3-4 = at least a regional research paper presentation or
two poster paper presentation is required
12.2.3 For Prof Levels 5-6 = at least a national research paper presentation or
two poster paper presentation is required
12.2.4 For Prof Levels 7-8 = at least an international research paper presentation
or two poster paper presentation is required
13. Requirements for promotion

Requirements for Promotion
ATF
ASF
Academic
Rank
Instructor
1
2
3
4
5
Comprehensive exam
passed
ASFequivalent
rank
Comprehensive exam
passed
I-5
93
Assistant
Professor
Associate
Professor
1
2
3
4
5
1
2
4
5
Full
Professor
94
Masters degree earned
Masters degree earned
II-1
5 years teaching experience

in tertiary level
5 years teaching experience

in tertiary level
At least 12 units in doctoral
program
program
program
program
Academic requirements in
the doctoral program
completed
Doctorate degree earned
Doctorate degree,
1 completed research or
publication in professional
journal
Doctorate degree,
1 completed research
Doctorate degree,
1 completed research,
1 publication in at least
institutional journal, and
1 paper presentation in at
least institutional level
Doctorate degree,
Doctorate degree,
regional journal, and
least regional level
Doctorate degree,
II-5

program
program
Academic requirements in
the doctoral program
completed
Doctorate degree earned
Doctorate degree,
1 completed research or
publication in professional
journal
Doctorate degree,
1 completed research
Doctorate degree,
Doctorate degree,
Doctorate degree,
III-1
III-2
III-3
III-4
III-5
IV-1
IV-2
IV-3
IV-4
IV-5
IV-6
IV-7
Doctorate degree,
2 completed researches,
national journal, and
least national level
Doctorate degree,
Doctorate degree,
1 publication in international
journal, and
1 paper presentation in
international level
Doctorate degree,
1 publication in international
journal, and
1 presentation in
international level
Doctorate degree,
IV-8
14. Point System for Ranking and Promotion

Points
Academic Rank
Level
Instructor
1
2
3
4
5
1
2
3
4
5
Assistant
Professor
ATF
ASF
6-9
10-13
14-17
18-21
22-25
26-30
31-35
36-40
41-45
46-50
6-9
10-13
14-17
18-21
22-25
26-29
30-33
34-37
38-41
42-45
46-49
ASF
equivalent
rank
I-1
I-2
I-3
I-4
I-5
II-1
II-2
II-3
II-4
II-5
III-1
95
Associate
Professor
Full Professor
96
1
2
51-55
56-60
3
4
5
61-65
66-70
71-75
1
2
3
4
5
6
7
8
76-80
81-85
86-90
91-95
96- up
96- up
96- up
96- up
50-53
54-57
58-61
62-65
66-70
71-75
76-80
81-85
86-90
91-95
96- up
96- up
III-2
III-3
III-4
III-5
IV-1
IV-2
IV-3
IV-4
IV-5
IV-6
IV-7
IV-8
Appendix H
CHANGE OF STATUS
A. General Provisions
1. A faculty who intends to change his status should write a letter of intent
addressed to the VCAR and endorsed by his Immediate Head.
2. Upon the approval of the VCAR, he shall furnish the department
concerned a copy of the letter of intent.
3. A minimum load of nine (9) units shall be given to the faculty by the home
department.
B. Change of Status from ASF to ATF
1. The head of the department/unit shall examine the credentials or
qualifications of the faculty, and shall schedule a teaching demonstration
for evaluation purposes. The applicant has to get at least a VS
performance in the teaching demonstration. If he fails to meet this
requirement, then his status will not be changed; however, he still retains
his status as ASF.
2. In case the ASF has a previous teaching load, the teaching demonstration
will be waived but his teaching evaluation will be considered.
3. Once taken in by the department concerned, he shall be on probation for
one year. He shall continue receiving the basic salary of his ASF Rank. An
allowance equivalent to the gap between the basic salary of his ASF rank
and its equivalent ATF Rank shall be given while he is on probation. When
he gets an average total performance evaluation of at least VS for the two
(2) semesters, he will be conferred the regular status as ATF; otherwise,
he will be asked to go back to his previous ASF status. If the latter
happens, the faculty concerned can no longer apply for a change of
status.
4. The number of years of service in his former position as ASF shall be
counted in the computation of benefits for longevity and retirement.
5. A regular load of 18 units will be given to the ATF unless he is given an
administrative assignment.
C. Change of Status from ATF to ASF
1. The head of the unit concerned shall schedule an interview to assess the
qualifications of the ATF applying for an ASF position.
97
2. Once taken in by the unit concerned, he shall be on probation for one

year. When he gets an average total performance evaluation of at least
VS for the two (2) semesters, he will be conferred the regular status as
ASF; otherwise, he will be asked to go back to his previous ATF status. If
the latter happens, the faculty concerned can no longer apply for a change
of status.
3. The number of years of service in his former position as ATF shall be
counted in the computation of benefits for longevity and retirement.
4. The ATF will continue to receive the same compensation as his previous
ATF rank until such time that he qualifies for promotion.
D. Change of Status from ATF/ASF to Non-Teaching Personnel
1. The head of the unit concerned shall schedule an interview to assess the
qualifications of the faculty applying for a non-teaching position (support
staff or ASP).
2. Once taken in by the unit concerned, he shall be on probation for one
year. When he gets an average total performance evaluation of at least
VS, he will be conferred the regular status as a non-teaching personnel
(support staff or ASP); otherwise, he will be asked to go back to his
previous ATF/ASF status. If the latter happens, the faculty concerned can
no longer apply for a change of status from ATF/ASF to non-teaching
personnel.
3. The number of years of service as regular faculty shall be counted in the
computation of benefits for longevity and retirement.
4. The ATF/ASF will continue to receive the same compensation as his
previous ATF/ASF rank until such time that he qualifies for promotion.
E. Administrative Decision
1. The Administration may, in its discretion, decide to convert the status of
some faculty to other classifications. In this case, the faculty shall not pass
through probationary period.
2. The number of years of service as regular faculty shall be counted in the
computation of benefits for longevity and retirement.
98
Appendix I
GRIEVANCE PROCEDURE
A. General Consideration
1. The grievance against a faculty shall be handled on a level-by-level basis
following the order of hierarchy of administration who will resolve the case:
a. Department level
b. College level
c. Institutional level
Based on the assessments of either the complainant or the respondent, the
complaint can be elevated to the next level.
2. A Fact Finding Committee (FFC) may be formed if necessary. The FFC shall
be tasked to gather information related to the case/issue and shall not make
any decision based on the gathered information. The results of the findings
will be submitted to the appropriate head for immediate action.
3. The members of the grievance board should not by any means related to the
complainant or respondent, either by affinity or consanguinity and must be
free of any conflict with respect to the filed grievance. Otherwise, it is the duty
of the Chair to appoint an alternate representative coming from the same
sector to become a member of the committee constituted for such particular
grievance.
a. Department Level (first level)
i. Complainant and respondent from the same department
Department Chair/Unit Head of the department/unit concerned (chair)
FA Departmental Representative
Three (3) elected faculty representatives from the department/unit
ii. Complainant and respondent from different departments
Department Chair/Unit Head of neither the complainant and the
respondent (chair)
Department Chair/Unit Head of both the complainant and the
respondent
FA Departmental Representatives of both the complainant and the
respondent
iii. Complainant coming from different sectors
99
Department Chair/Unit Head of neither the complainant and the

respondent
Department Chair/Unit Head of both the complainant or the
respondent
FA Departmental Representative of the complainant
One representative from the sector of the complainant
b. Collegiate Level (second level)

i. Complainant and respondent from the same College
College Dean/Head of the college concerned (chair)
Chair of other department of the same college
Three representatives from the FA Council
ii. Complainant and respondent from different College
College Dean/Head of neither the complainant and the respondent
(chair)
College Dean/Head of both the complainant and the respondent
Two representatives from the FA council
iii. Complainant coming from different sectors
College Dean/Head of neither the complainant and the respondent
(chair)
College Dean/Unit Head of both the complainant and the respondent
One representative from the FA council
One representative from the sector of the complainant
c. Institutional Level. The Institutional Grievance Board (IGB) shall serve only
as the last resort in settling grievances against faculty.
AVCAR or duly authorized representative (chair)
Dean or its equivalent (not involved in the two preceding levels)
Department Chair or its equivalent (not involved in the two preceding
levels)
FA President or duly authorized representative from the FA ExeCom
One representative from the FA Council/sector of the complainant
(not involved in the two preceding levels)
Director, Human Resource Management Office
Legal Counsel
4. The Grievance Board will execute the following tasks:
a. to gather information related to the complaint/incident/report and verify the
evidences submitted by concerned parties in any legal means
b. to determine the merit of the complaint
100
c. to deliberate / hear the case

d. to summon the parties involved if deemed necessary
e. to recommend decision to the VCAR.
5. All complaints will be guided by the manual/grievance procedure of the party
being complained.
B. Procedures
1. The Department Chair/Unit Head of the faculty being complained shall
form the Department Grievance Board (DGB) within seventy-two (72)
hours.
2. The Department Chair/Unit Head must inform, in writing, both the
complainant and the respondent that the Departmental Grievance Board
(DGB) will be convened.
3. Upon receipt of the complaint, the respondent is given seventy-two (72)
hours to submit a reply to the complaint
4. The DGB chair must convene the Board within forty-eight (48) hours upon
receipt of the reply of the respondent.
5. The DGB Chair must make sure that the following specific disciplinary
procedures will be observed:
a. Make sure that all parties and witnesses be given enough time and
chance to answer any question being raised by the members of the
board.
b. The faculty summoned to appear and testify may make such
manifestations and comments as he may consider relevant, provided
that the grievance board may at its own instance, or at the request of
another, disregard any such manifestation or comments on the ground
of irrelevancy.
c. The proceedings shall be reduced to writing.
d. Failure to appear at the time, place, and date of the formal hearing
shall be understood as a manifestation that his answer and evidence, if
any, are sufficient and there is nothing he would add. Furthermore, it
shall also mean that he already waived his right to defend himself.
101
e. On the basis of the facts established by submitted evidence, the

grievance board shall ascertain whether or not the faculty concerned
has committed a violation as stated in the existing Faculty Manual.
f. The findings of the grievance board shall be issued in writing and will
be recommended to the higher level for initiation of proper disciplinary
action.
6. Within two (2) weeks after the DGB is convened, it must come up with a
decision for implementation within seventy-two (72) hours by the
Department Chair of the faculty being complained.
7. The aggrieved party may elevate the case to the College Dean of the
faculty being complained within forty-eight (48) hours upon receipt of the
DGB decision. The Dean shall form the College Grievance Board (CGB)
within seventy-two (72) hours upon the receipt of the complaint. The CGB
must observe the same procedures stipulated in letter A-F.
8. The CGB must come up with a decision within four (4) weeks after the
Board was convened for implementation by the Dean of the faculty being
complained within seventy-two (72) hours.
9. The aggrieved party may elevate the case to the VCAR within forty-eight
(48) hours upon receipt of the CGB decision. The VCAR shall form the
IGB within seventy-two (72) hours upon the receipt of the complaint. The
IGB must observe the same procedures stipulated in A-F.
10. The IGB must come up with a recommendation six (6) weeks after the IGB
was convened and submit the same to the office of the VCAR for
implementation within seventy-two (72) hours.
11. If the decision of the VCAR is not acceptable to either complainant or
respondent, the affected party may file an appeal to the President within
forty-eight (48) hours upon receipt of the decision.
12. If the Department Chair/College Dean does not act on the complaint within
the prescribed period above, the aggrieved party may elevate the case to
the next level. He shall write a letter of complaint to the Dean/VCAR and
furnish the FA and HRMO with copies of the same.
C. Requirements during Hearing/Deliberation in all Grievance Levels

1. The Presiding Officer shall commence the proceedings by reading the
complaint and replies filed before the Board members.
102
2. In the presentation of evidence, the parties shall be given the right to present
their respective pieces of evidence and witnesses before the body.
Respondents and witnesses are subject to cross-examination by the Board
members.
3. The presence of legal counsels of both parties may be allowed together with
the University Legal Counsel.
4. The faculty should represent him or herself personally when filing a complaint.
For valid reasons, (e.g. in the case of illness, accidents, force majeure, etc.)
he may be represented by anyone of legal age. A written authorization should
be made for this purpose.
D. Decisions
1. The decision of the IGB is recommendatory and shall be forwarded to the
VCAR for affirmation, modification, revision, or renewal.
The faculty
concerned shall be given a copy of the boards decision. He has the right to
ask for a copy of the documents at his own expense pertaining to the
hearing/deliberation that transpired.
2. In case of appeal, the President/Chancellor shall give the official decision on
the case within forty-eight (48) hours. This decision shall be final and
executory.
103
Appendix J
SELECTION OF FACULTY TO BE SENT
TO OFF-CAMPUS/SEMINARS/TRAININGS/WORKSHOPS
A. All invitations for seminars/conferences/trainings/symposia/workshops
received by the Department or by the faculty should be coursed through the
Faculty Development Committee (FDC) for review and recommendation.
B. The FDC will assess if the seminar/ training/ workshop can indeed develop
the facultys intellectual needs based on the following conditions:
1. Information gathered in the event should enhance the facultys knowledge
and skills on the topic.
2. The sponsoring institution/ organizations reputation as an expert body
should be duly recognized by this institution.
3. Objectives of the seminar/ training/ workshop must address the
departments need for additional knowledge and skills on current trends.
C. Should the activity satisfy the conditions stated above, the FDC screens
eligible faculty to attend. Qualified faculty will be recommended by the FDC.
D. The Immediate Head informs the recommended faculty of its decision to send
him to the seminar.
1. If the faculty agrees to attend the seminar, he will affix his signature on the
recommendation form.
2. If the faculty declines/waives his turn to attend the seminar, the invitation
will be extended to the next eligible faculty.
3. The faculty who declines fills out a form stating his reason for not
accepting the invitation. Consequently, the faculty loses his turn to attend
and will have to wait for his next turn after all other faculty have been sent
to off-campus activities.
E. The recommendation of the FDC with the recommending approval of the
Chair is still subject to the final approval of the Dean and the VCAR.
F. Once approved, the participation of the duly chosen faculty to off-campus
activities becomes an official function.
G. The recommendation of the FDC is based on the following criteria:
1. Full-time faculty is on his at least 2nd year of probation.
104
2. Generally, the faculty having the least number of off-campus activities

attended will be prioritized.
3. It is not automatic that a faculty who is directly invited to an off-campus
seminar be the one to be sent to attend the activity. He may be endorsed
by the FDC if:
a. No other faculty can attend the activity based on the criteria mentioned
earlier.
b. The faculty concerned has not attended an off-campus seminar for the
current year and he is scheduled within that school year.
4. A faculty who is not recommended by the FDC may attend the off-campus
activity if he is willing to shoulder the expenses and has no affected
classes or other important school activities. The participation may be
considered an official function.
5. As much as possible, the faculty chosen to attend should have the least
number of classes that will be affected.
6. The faculty must have a high satisfactory attendance in in-campus
activities, department meetings, and other school related activities.
7. Topics of the off-campus activities must be related to the facultys field of
specialization.
H. An annual budget allocated for the registration fees, transportation expenses
or gasoline allowance of duly chosen participants to off-campus activity will be
allotted should the budget allow.
1. Transportation expenses will only cover cost from DLSU-D to the venue
and vice versa.
2. Additional expenses such as air fare and other transportation expenses
will be covered as long as funds are available.
3. Allocated funds will be stretched over a period of one school year which
covers three terms namely 1st semester, 2nd semester, and summer.
4. An allocated fund for the membership fee can be utilized if the department
as a whole becomes a member.
105
5. If the event does not provide food for the participants, a maximum amount
of two hundred pesos (Php200.00) as per diem for food expenses will
given if the budget permits.
6. If funds are insufficient or depleted, the FDC can still recommend
interested participants to attend an off-campus activity as long as they are
willing to shoulder the expenses. Their attendance is considered official
business.
7. If an organizer sponsors the expenses of the faculty whom they have
exclusively invited, the faculty concerned will still require the endorsement
of the FDC so that his participation to the seminar/training/workshop
becomes an official function.
8. If the participant incurs expenses that will require reimbursement, the
policies on reimbursement and liquidation of expenses of the University
should be followed.
9. Personal and Professional Membership fees are not covered by the
allocated budget.
I. The faculty after having been recommended by the FDC, with the
recommending approval of the Chair, and duly approved by the Dean and
VCAR, attends the off-campus activity as an official representative of the
University. In return, he is expected to perform the following:
1. Accomplish an Official Business Form at least 2 (two) working days before
attending the seminar/training/workshop.
2. Follow the implementing guidelines on substitution and make-up classes if
some of his classes will be affected.
3. Inform immediately the FDC Chair of anything that may prevent him from
attending the seminar.
4. Submit the following requirements to the FDC within a week after the
activity:
a. a brief (one or two page) narrative report of the activity
b. original copies of literature and informative materials
c. photocopies of certificates of participation/attendance
106
J. The faculty, in coordination with the FDC, should conduct an echo-seminar /

sharing session. The schedule will be set on the departments convenient time.
K. The FDC is given the prerogative not to recommend a faculty for the current
and/or succeeding year if the faculty previously:
1. Fails to attend and/or finish an off-campus activity/seminar without valid
reasons.
2. Goes to the off-campus activity but does not attend the session/events of
the activity.
3. Frequently declines or waives his turn to attend an off-campus seminar to
which he has been chosen to attend.
4. Misrepresents the University.
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Appendix K
SELECTION AND HIRING OF FACULTY
Advertisement of available position
Acceptance of applicants credentials
HRMO receives and conducts initial screening and

background investigation of credentials.
Psychological and Physical exam
HRMO office issues referral for Psychological and

Physical examination
Preliminary Evaluation
The Chair/Dean evaluates applicants documents

submitted
Interview
Teaching
Demonstration
Presentation of summary ratings
Recommendation
to the FSB
Chancellor/Presidents final action
Release
of results
Submission of other requirements
108
MCO prepares the advertisement requested by HRMO

in consultation with the Chair/Dean
The Department Chair/Dean and VCAR interview the

applicant.
The Chair/Dean schedules teaching demonstration.
The Chair/Dean presents the overall rating to the

Faculty Status Board (FSB).
FSB deliberates on the recommendations.
The Chancellor / President takes action on the

recommendation
The Chair/Dean informs the applicant about the results.
HRMO receives SSS No., PAG-IBIG, TIN, NBI

clearance.
Preparation
of appointment papers
HRMO prepares appointment papers.
Signing
of appointment papers
The Chancellor / President signs the appointment

papers.
For newly-hired faculty:

1. Preferably, a newly-hired ATF should have at least a masters degree.
2. Newly-hired ASF should have earned at least 50% of the total number of units
earned in his masters degree. Units in the Graduate School must have taken
within the last five (5) years for points in ranking.
3. Certificates of training attended should be within the last three (3) years to be
given points for ranking.
4. Publications and researches should be within the last five (5) years.
5. Units in the Graduate School must have taken within the last (5) years prior to
employment at DLSU-D.
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Appendix L
EDUCATIONAL BENEFITS
1. A regular faculty who wishes to avail of educational benefits needs to seek
the approval of the University as regards his choice of graduate school. He
must also submit the curriculum checklist of his field of specialization to the
Immediate Head for approval.
2. The minimum units to be enrolled per semester/trimester are six (6) while the
maximum units are nine (9).
3. A faculty who wishes to transfer to another school shall not be entitled to any
subsidy from DLSU-D if the subjects to be enrolled are not part of the
previously submitted curriculum.
4. Only the first payment for dissertation writing based on the curriculum and the
proposal and final oral defense fees shall be subsidized by the University.
5. No subsidy is given to the following:
a.
b.
c.
d.
e.
Audit subjects/courses
Subjects not included in the previously submitted curriculum
Retake subjects
Second courses
Comprehensive Examination Fee
6. A faculty who has availed of this benefit shall submit to his Immediate Head
and VCAR the following:
a. Study permit
b. Registration form
c. Class cards/Grades of the previous semester/trimester
7. A faculty who is granted this benefit must finish his degree within nine (9)
years.
8. A return service of one year for every year of study is required after
completion of the degree. A contract for this purpose is required.
9. A faculty who does not avail of the educational benefits is still required to
submit the Study Permit and Registration Form for records purposes
110
Appendix M
DISSERTATION/DISSERTATION-SABBATICAL LEAVE
A. Dissertation Leave
1. A faculty who intends to file a dissertation leave must have a regular
status. A certificate of approved dissertation proposal or its equivalent
from the Dean of the Graduate School where the faculty is enrolled must
be submitted.
2. A faculty shall accomplish a form for this purpose and submit this to his
Immediate Head within the semester prior to the date of the intended
leave.
3. A faculty who applies for a dissertation leave shall be for a leave of
absence for one (1) semester with pay. A faculty who qualifies for a
dissertation leave is expected to finish his dissertation within a semester.
4. The grantee shall report to work after the specified period of leave has
expired. However, he may avail of an extension of two (2) months if he is
unable to defend his dissertation by the close of the semester.
5. In the event that the dissertation is defended during the specified
extension period but the revisions have not been completed, the grantee
will be given the remaining months within the semester covering the
extension period to finish the revisions and present the hardbound copy of
his dissertation.
6. If a faculty does not finish his dissertation after the extension period, he
will be required to pay back the cash equivalent of a one-semester leave
until such time that he finished the degree and submitted the necessary
documents. The payment may be made over a two-year maximum period
for which an annual interest of two (2) percent shall be imposed or until
submission of the certificate of completion whichever will come first.
However, if the faculty is unable to finish the dissertation due to health
problems, accidents requiring long periods of recovery, sudden
unavailability of the adviser, and humanitarian considerations (such as
prolonged illness or death in the immediate family members), he shall pay
the expenses with no interest.
7. A return service of one year is required after the completion of the
dissertation leave. A contract for this purpose is required.
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B. Dissertation-Sabbatical Leave
1. A faculty who has rendered seven (7) years of continuous service may
apply for a dissertation-sabbatical leave. The faculty must submit a
certificate approved dissertation proposal or its equivalent from the Dean
of the Graduate School where he is enrolled.
2. The faculty shall accomplish a form for this purpose and submit this to his
Immediate Head at least one semester before the date of the intended
leave.
3. A faculty who qualifies for a dissertation-sabbatical leave is expected to
finish his dissertation within one year.
4. The grantee shall report to work after the specified period of leave has
expired.
5. No extension period shall be given to the grantee.
6. If the faculty does not finish the dissertation-sabbatical leave, he will be
required to pay back the cash equivalent of a one-year leave until such
time that he finished the degree and submitted the necessary documents..
The payment may be made over a two-year maximum period for which an
annual interest of two (2) percent shall be imposed or until submission of
the certificate of completion whichever will come first. However, if the
faculty is unable to finish his dissertation due to health problems,
accidents requiring long periods of recovery, sudden unavailability of the
adviser and humanitarian considerations (such prolonged illness or death
in the immediate family members), he shall pay the expenses with no
interest.
7. A return service of one year is required after the completion of the
dissertation-sabbatical leave. A contract for this purpose is required.
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Appendix N
SABBATICAL LEAVE
A. Qualifications
1. Regular faculty with at least seven (7) years of continuous service to
DLSU-D;
2. At least Masters degree holder;
3. Have a UFRO-approved research proposal;
4. Have completed at least 50% return of service required from a
scholarship/study grant (if applicable);
5. Not be more than 57 years old;
6. Physically fit to do research as certified by the University physician;
7. Not have been sanctioned administratively within a year prior to the date
of application for the sabbatical leave.
B. A qualified faculty for sabbatical leave must write a letter of application
addressed to his Immediate Head six months prior to the date of the intended
leave.
C. Other considerations for the approval of application
1. There will be seven (7) slots for sabbatical leave per school year.
2. In case there are more than seven (7) applications for the sabbatical leave
during the school year, the following will be used to select the grantees:
a. highest total performance for the last three (3) years
b. length of service
c. academic rank
3. All stipulations in the HRMO Application Form on sabbatical leave shall be
observed.
4. The Committee on Sabbatical Leave composed of the VCAR, the Director
of the UFRO, the Director of the HRMO, the Deans Representative, and
the FA President shall deliberate on the applications.
D. General Provisions
1. A faculty with an approved sabbatical leave is expected to finish the
proposed research work within the sabbatical year. He shall present the
result of his study in a faculty forum at least three (3) months after
113
returning to work and publish the research work preferably in a refereed

journal.
2. The faculty shall render one (1) year of service to the University after the
sabbatical leave.
3. Other Requirements
a. A faculty who is on sabbatical leave is not allowed to teach/work in any
institution during the duration of his leave.
b. The facultys salaries and benefits and the approved budget for his
research project shall be provided by the University.
4. If the faculty member does not finish his research work after the duration
of the sabbatical leave, he shall be made to pay back the cash equivalent
of a one-year leave. Payment may be made over a two (2)-year maximum
period for which an annual interest of two (2) percent shall be imposed.
5. If the faculty does not return to work after his sabbatical leave, he shall be
made to pay back the salary obtained from the University during the
duration of his leave with the appropriate interest. The University will
likewise forfeit all other benefits. A contract for this purpose is required.
114
Appendix O
SUMMER SERVICE LEAVE
A. A faculty who has rendered five (5) consecutive years of service may avail
of the summer service leave with pay for two (2) months (April and May).
B. The faculty shall file an application form not later than February 15. The
application form shall be endorsed by the Immediate Head and approved
by the VCAR.
C. If a faculty does not avail of the summer leave or if the application was
disapproved by the Immediate Head, he is entitled to avail of the leave the
following summer.
D. This leave may be availed of every after three (3) years.
E. In case there are many faculty who want to avail of the summer service
leave, the Immediate Head shall schedule the leave of the faculty based
on seniority and availability of faculty who will teach the subjects offered
during the summer term.
F. A faculty may avail of a two-month summer service leave which can be
spread over for two years: one month on the year the faculty is qualified
for the said leave and the remaining one month on the following year. The
summer service leave may be availed of again after three years from the
first month of the year the faculty availed of it.
115
Appendix P
ENHANCED BROTHER PRESIDENT SHOLARSHIP PROGRAM
1. The scholarship is limited only to enrollment in DLSU- Dasmarias and DLSHealth Science Institute. Courses not covered in this program are medicine
and graduate studies.
2. Applicants must qualify for admission to the chosen course.
3. Employees whose children are currently unrolled in DLSU-D and DLS-HIS will
also be covered.
4. If both parents are employees of one institution, only one (parent) can avail of
the scholarship program. But if the parents are employees of both schools,
each parent can avail of the scholarship where one is employed. At any one
time, after the third year of implementation, each parent may avail of the three
types of scholarship offered.
5. Only one scholarship can be availed by an employee dependent at any one
time.
6. To continuously avail of the program, the scholar should have no disciplinary
case that warrants dismissal or withdrawal.
7. Should a scholar have failing grades, he/she may still avail of the program
with the condition that re-enrollment of failed subjects will be at the expense
of the parent. Furthermore, this should be paid before enrolling for the
succeeding semester.
8. In case the scholar would like to shift to another course, the basis for the term
of the grant will be on the number of years specified in the curriculum of the
originally chosen course.
9. The scholarship availment is non-transferable to another child.
10. Children of retiring employees who have availed of the program will be
allowed to finish the course.
11. Children of resigning employees are excluded from availing of the program.
12. Children of parents who have availed of the Brother President Scholarship
Program and enrolled in other DLSP Inc. school prior to the effectivity of the
enhanced BPSP will be allowed to finish their studies.
116
Appendix Q
ENHANCED SALARY STANDARDIZATION SCHEME
SY 2008 2009
A. Objectives
1. To attract, motivate, and retain qualified employees.
2. To promote employees morale through provision for the correction or
avoidance of salary distortions, salary compressions, and salary
dispersions.
3. To enhance employees motivation towards professional growth, greater
self-actualization, and more profound commitment to the universitys
vision and mission.
4. To protect the universitys financial stability through a salary scheme that
limits costs but ensures internal equitability and external competitiveness.
B. General Provisions
1. The salary standardization scheme provides an integrated system for
determining basic salaries and salary increases for faculty and staff.
2. The criteria for assigning salary steps include years of service, academic
attainment and performance efficiency.
3. The standardization scheme reflects compliance with mandated minimum
wages.
4. The standardization scheme is based on section 5 of R.A. 6728 that 70%
of the incremental proceeds from the tuition fee increases should be used
for improvement of salaries and fringe benefits of the employees.
5. Subject to the availability of funds from tuition fee increases, the following
are the ways an employee may receive salary increase:
5.1 Vertical advancement in the scale when an employee earns additional
step/s in the salary scale; and
5.2 Across-the-board percentage increase
6. There are 40 steps in the regular salary scale with a uniform percentage
difference between steps. This 40-step scale covers all full-time faculty
and regular staff.
117
7. Starting steps vary according to educational qualifications and work

assignment.
STARTING
SALARY STEP
1
2
3
4
5
6
7
8
9
EMPLOYEE
CLASSIFICATION
Cluster I staff
Cluster II staff
Cluster III staff
Cluster IV staff
Cluster V staff
ASP 1
ASP2
ASF/ ASP3
ATF /ASP 4
8. All types of promotion or additional step credit may be granted subject to

the following conditions:
8.1
There is a tuition fee increase.
8.2
The employees average performance evaluation is at least very

satisfactory and with no rating lower than satisfactory from any of
the raters(students/peers/heads).
8.3
The employee has not been sanctioned with suspension within two
years prior to the supposed granting of promotion/s.
9. A one step merit increase shall be granted every two years of credit
service.
10. Step credits are given to employees who earned academic degrees.
10.1 For those employees whose work requires a graduate degree, a onestep promotion is granted to all qualified employees for each of the
following academic attainment.
118
1 step
40% completion of academic requirements leading to

the Masters degree
2 steps

the Masters degree
3 steps
Completion of all academic requirements leading to

the Masters degree
4 steps
Passing the comprehensive examinations or finishing

a non-thesis masters program
5 steps
Completion of a Masters degree (with thesis)
6 steps

the Doctorate degree
7 steps

the Doctorate degree
8 steps
Completion of all academic requirements for the

Doctorate degree
9 steps
Passing the comprehensive examinations
10 steps
Passing the proposal defense
11 steps
Passing the final defense
12 steps
Completion of the doctorate degree (with TOR)
10. 2 Additional educational requirement/post graduate education

For employees who earned degree/s over and above the
minimum educational requirement of the cluster where they belong,
a step promotion shall be granted accordingly. The additional
step/s shall be counted upon completion of the degree.
a. Diploma one step
b. Masters degree without thesis two steps
c. Masters degree with thesis three steps
10.3 A one-step salary credit may be granted for a second graduate
(masters) and/or post graduate (doctorate) studies only upon the
completion of the same.
10.4 Passing the bar or medical board examinations as prescribed by the
work specifications will be given salary credits equivalent to earning a
Masters degree.
119
10.5 Bridging courses/subjects will not be considered as part of the

academic requirements leading to a degree (masters/doctorate).
11. Other ways of meriting additional step credits:
11.1 Outstanding performance. A one-step promotion shall be granted to
all qualified employees for incurring consistent outstanding
performance (average of peer and supervisors evaluation for staff;
average of peer, supervisor/head and students evaluation for
faculty) for three consecutive years starting SY 2007-2008.
11.2 Community service and skills/professional updating through
seminars/workshops/ conferences, and professional awards
Effective SY 2008-2009, a one step promotion (maximum
of 2
salary steps) shall be given once every two years for completion of
any or combination of any of the following: (1) community service,
(2) professional training/seminars attended and speakership, (3)
professional awards and (4) membership to professional
organization.
11.2.1 A total of 300 hours of community service is needed to get
an additional 1 step promotion. The table below shows the
different types of community service and their equivalent
number of hours to which an employee can gain points for
promotion.
Nature/Type of Community Service
A Internal
1 Classroom-based (Balik-aral, CBA
evening class)
2 Advising (Academic, Student
organizations)
3 Participation in Committee works
for special projects
(collegiate/institutional level)
Sectoral officers
B External
1 Religious
2 Civic
120
Equivalent no. of hour

50 hr/sem
30 hr/sem
Collegiate
chair 20 hr/sem
member 15 hr/sem
Institutional
chair 30 hr/sem
member 20 hr/sem
President 75 hr/yr
Other officers 50 hr/yr
Dept/unit. Representative
30 hr/yr
President - 45 hr/yr
Other officers 30 hr/yr
3 Social
C Other unpaid services
1 Editing/critiquing of a journal or
documentaries
2
Speakership
Facilitatorship
Coaching/training
Participation in activities related to

community outreach program of
different organizations/sectors
Developing IT software/program
for use of the department/office
Member 15 hr/yr
30 hr/publication or
documentaries (maximum of
60 hr)
1 hr session = 2 hrs
(max. of 12 hrs/yr)
1 hr session = 1 hrs
(max. of 12 hrs/yr)
Actual number of hours
(max. 30 hrs/sem)
Actual number of hours
(max. 30 hrs/sem)
30 hrs/program (max of 60
hrs)
11.2.2 The number of hours for training and seminars attended by

an employee shall be counted for promotion. Below is the
minimum number of hours required to attain a one-step
promotion from training/seminars attended related to field of
specialization (faculty) or work (staff)
a. 150 hours - provincial/regional level
b. 110 hours - national level
c. 80 hours - international level
d. Resource speakership is equivalent to 8 hours per
session and the number of hours gained from such shall
be added to the number of hours in the
trainings/seminars attended (depending on the venue or
level where the employee conducted his/her talk, please
refer to items a - c).
11.2.3 Professional awards related to profession are given a
maximum of 1 step based on the following:
a. 1 international award
1 step
b. 1 national award
0.5 step
c. 1 Regional/provincial award
0.33 step
121
11.2.4 Active involvement in professional organization merits the

following points for promotion related to profession:
a. International
President
0.5 step
Other officers
0.33 step
b. National
President
0.33 step
Other officers
0.25 step
c. Regional/Provincial
President
0.25 step
Other officers
0.15 step
d. Membership to professional organization 0.10 step

11.3
Research and Publications

11.3.1. Effective SY 2008-09 a one step salary credit (maximum of 2
steps) shall be given once every two years for completion of
research, publication or creative works.
11.3.2 The step credits due to research/publication and creative
works. Below are the different combinations that merit points
for promotion.
Research and Publications*
For single
researcher/or
Possible combinations
main
proponent
1 research (basic or applied,
primary or primary and secondary),
One (1) step
presented in a forum
(institutional/regional/provincial),
and published in the institutional
journal
122
For coresearcher/ or
co-proponent
Co-proponent/s
is/are to publish
an additional
article at least
in a refereed
2 researches (action**), one is

presented in a forum (institutional/
regional/provincial), one is
published in the institutional journal
2 researches (basic or applied, or
basic and applied, or basic and
action or applied and action;
primary, or primary and secondary)
1 research (basic or applied,
presented in at least a national
forum
3 research articles published in a
refereed
institutional/provincial/regional
journal
One (1) step
1 research article published in a
refereed
institutional/regional/provincial
journal, and 1 research article in
national journal
1 research article published in an
international journal
**Action research is for single authorship.
Books and other instructional materials*

For single
author/ or
main author
1 book/textbook/manual/work
text copyrighted and published
externally and circulated
nationwide
2 books/textbooks/manuals/work
texts copyrighted and published
and circulated institutionally
One (1) step
institutional
journal for 1
step
Not applicable
(same step as
single/main
author)
For co-author/s
Co-author/s
is/are to publish
an additional
book/textbook/
manual/ or work
text copyrighted
and published
and circulated
institutionally to
gain 1 step
Creative Works*
For single
researcher/or
main
proponent
For coresearcher/s or
co-proponent
123
1 Work of art (international level)
Co-proponent/s
is/are to make
2 Works of art (national level)
another work of
One (1) step
art (at least in
3 Works of art (institutional
an institutional
provincial/regional/ level)
level) to gain
one step
Books, textbooks,creative works,instructional materials,
IT programs, monographs, and research need certification
from UFRO.
11.4 Board license required by special laws
11.4.1 A maximum of 2 step credits is given for passing licensure or
board exams.
11.4.2 Two (2) salary steps shall be granted to employees who
passed licensure exams as required by special law.
11.4.3 A board passer performing a job function that does not
require a board license shall be granted a maximum of 1
step regardless of the number of board exams passed.
11.5 Relevant work experience
Relevant work experience is given step credits for a maximum of 2
steps. A step credit shall be granted:
11.5.1 For every four years of fulltime/regular work experience
outside DLSU-D provided the work is related to or a
requirement for the present position/job.
11.5.2 To a faculty who has rendered 180 units of part-time
teaching load in the tertiary level in other academic
institution/s; or 90 units within DLSU-D.
11.5.3 To a faculty member whose regular employment was cut
due to non-completion of the academic requirement and has
rendered 3 years as fulltime faculty in this university.
11.5.4 To a staff who has rendered an equivalent of 24 months of
probationary/contractual work within DLSU-D prior to his/her
regular employment in this institution.
11.5.5 For every three years of regular employment within DLSU-D
to a staff who resigned and after sometime, is re-employed.
124
12. The revised salary standardization scheme shall take effect starting
schoolyear 2008-2009 and shall be reviewed three (3) years thereafter.
SSS Oversight Committee Members

Dr. Cristina C. Salibay
Chair
Ms. Normalyn R. Pantino

Co-chair
Mr. Deodoro E. Abiog II

Controller
Dr. Johnny A. Ching

FA President
Dr. Venicris M. Alonsozana

HRMO Director
Ms. Pacita L. Hapin

ASP Representative
Ms. Belinda C. Narvaez

Compliance Officer
Ms. Mylene L. Joson

KND President
Dr. Necitas F. Sayoto

Dept. Chair Representative
Mr. Albert R. Puchero

ASF Representative
C. Guidelines for the Implementation of the Revised SSS

1. General
1. Revised SSS shall take effect starting SY 2008-09.
2. Step promotion shall take effect once every year at the start of the
schoolyear (June 1) except for those who will be promoted due to
completion of a degree, which will be done at anytime of the year
provided the Transcript of Record (TOR) is submitted to HRMO.
3. Across-the-board shall be determined after promotion has been given.
4. An employee must submit the filled out HRMO form for salary step
credit/adjustment not later than April 15 together with the pertinent
documents. However, an employee who is due for step credit due to
years of service may not submit the said form.
5. Submission of documents (certificates/IDs/grades and the like) for
promotion which are acquired prior to April 15 should be submitted to
HRMO not later than April 15. After the specified date, only documents
125
acquired on April 15-May 31 shall be accepted until May 31 for their

inclusion on June promotion of the incoming schoolyear.
6. An employee shall fill out a form (from HRMO) to notify HRMO of the
expected deferred documents to be acquired between April 15-May 31.
7. Documents (certifications, grades, ID and the like) submitted after the
specified date will be counted for the next schoolyears promotion.
Hence, if the completion of the requirements for promotion is acquired
prior to May 31 deadline but the documents/proofs of completion will
be submitted after the deadline, such documents will be credited for
the next promotion period.
8. All certificates/IDs/citations should be submitted to the HRMO.
Documents maybe subjected to verification of the immediate head of
the employee.
9. Promotion shall take effect on the following frequency depending on
the nature of merit.
9.1 Provision 9. Merit increase for years of credit service once every
2 years (promotion starts SY 2009-2010)
9.2 Provision 10. Academic degrees - as soon as the completion of
the degree (with TOR)
9.3 Provision 11.1 Consistent Outstanding Performance once every
3 years (promotion starts SY 2010-2011)
9.4 Provision 11.2 Community Service/Training/seminar/Involvement
to Professional organizations/Professional award once every 2
years (promotion starts 2008-2009)
9.5 Provision 11.3 Research/publications - once every two years
(promotion starts SY 2008-2009)
9.6 Provision 11.4 Board/licensure exam - as soon as the certificate
and ID from PRC are submitted
10. For SY2008-09, the following enhanced SSS provisions shall be given
adjustments:
10.1 Provision 9 Merit increase for every two years of credit service
(including those employed for 20 years and above)
126
10.2 Provision 10.1 Doctorate degree holders; proposal and final

defense passers
10.3 Provision 11.4.Board exams not related to work
10.4 Provision 11.5 Relevant work experience
11. In case the amount of 70% of the incremental increase in tuition fee is
not enough to cover the cost of step promotions, cap on the number of
steps will be implemented depending on the amount incurred from the
70% of the incremental increase. Documents which are not used due
to capping of step promotion, shall not be forfeited but can still be used
in the succeeding year.
12. Step promotion that cannot be accommodated on the current year
shall be deferred to the succeeding year, except for those who will
retire (those employees approaching 60 years old) within the
schoolyear, deferment is not applicable to them.
13. An employee who intends to avail of an early retirement and whose
step promotion is deferred shall follow the actual deferred step
promotion for the computation of his/her retirement benefits.
14. Deferment of step promotion shall only be applicable as long as the
employee is connected to the university. In case an employee who
has a deferred step resigns or whose contract expires, he/she cannot
claim the amount equivalent to the deferred step promotion.
2. Specific
A. Merit increase for years of credit service and consistent outstanding
performance
1. The average evaluation as regards performance should come from the
Immediate Head and peer for the staff/ASP/ASF; heads, students and
peer for ATF. However, in case of the absence of evaluation from any
of the raters, the evaluation rating of the available rater shall be the
basis for merit increase for years of credit service and consistent
outstanding performance.
2. An Academic Teaching Faculty is entitled to consistent outstanding
performance merit if she/he has at least 3-unit regular teaching load.
3. Only the evaluation as a regular employee will be counted for the staff
to be given consistent outstanding performance.
127
B. Academic qualification
1. A non-thesis masters degree holder who proceeds to a doctorate
degree program shall follow the units earned for the doctorate program
for additional step promotion. Hence, Step 5 for the masters degree
with thesis shall be skipped; the employee automatically gets the Step
6 when he/she has completed 40% of the academic requirements in
doctorate program.
2. An employee who has no masters degree but is qualified to enroll in a
straight doctorate program (a program designed to earn both masters
and doctorate degrees upon completion of the degree) shall follow the
units earned for masters degree program in getting step credits.
However, upon completion of the program, the employee gets Step 12.
3. An employee who has earned a non-thesis masters degree and is
qualified to enroll in a straight doctorate program shall follow the units
earned for doctorate degree program in getting step credits.
C. Trainings/seminars/symposia/awards/professional involvement
1. Only trainings/seminars/symposia attended starting June 2007 and
onwards shall be counted for promotion. Once the number of hours for
trainings/seminars/symposia acquired within two (2) years is used for
promotion, excess hours shall be forfeited.
2. Resource speakership conducted starting June 2007 and onwards
shall be counted for promotion. Once the number of hours for
speakership acquired within two (2) years is used for promotion,
excess hours shall be forfeited.
3. Only community service starting June 2007 and onwards shall be
counted for promotion. Unused hours for community service can still
be used for the succeeding promotion.
4. Combination of equivalent steps from each of the criteria may be used
to get a step promotion by ratio and proportion for provision 11.2.
5. Active involvement/membership in professional organizations must be
recent to ensure active participation.
Hence, membership to
professional organization must have been attained at least 6 months
prior to the application for promotion.
128
6. Active involvement as officers in professional organizations must have

been attained within 2 years prior to promotion.
D. Research and Publications
1. Research/publication/work of arts have no lapse period hence those
not used in previous promotion (on or before the May 2007 promotion)
can still be used for the succeeding promotion. All researches and
publications to be used for promotion should be certified by the UFRO.
2. Research/publication/work of arts of new employees shall be given
step credits provided these are done within the last five years before
his/her employment at DLSU-D. Certification from the UFRO should be
sought.
3. Staff may be allowed to do research outside their office hours. To
compensate for their research work, a research honorarium may be
given to them after the completion of the research. Step credit/s shall
also be granted to them. More detailed guidelines should be prepared
by the UFRO and representatives of SSS oversight committee.
E. Relevant work experience
1. Certification and/or job description from previous employer must be
submitted by the employee to be given credit for relevant work
experience outside DLSU-D.
2. Relevant work experience
which is not merited from previous
promotion (on or before June 2007) shall be considered for promotion.
129
Appendix R
RICE SUBSIDY AND CLOTHING ALLOWANCE
TO REGULAR FACULTY MEMBERS
A. General Policy
1. The rice subsidy and clothing allowance shall be given as benefits of all
regular faculty members only.
2. Regular faculty are entitled to full rice subsidy and clothing allowance for a
particular school year even if they are on:
2.1 Sick leave with or without pay (including those on prolonged illness
during the school year);
2.2 Vacation Leave with pay;
2.3 Maternity Leave;
2.4 Paternity Leave;
2.5 Sabbatical Leave;
2.6 Dissertation Leave;
B. Rice Subsidy/Allowance
1. The rice subsidy/allowance, in the amount as negotiated every school
year, will be given on the 15th day of each month.
2. A faculty member who is given a permanent appointment on the month of
distribution is entitled to a full rice subsidy.
C. Clothing Allowance
1. The clothing allowance of the faculty, in the amount as negotiated every
school year, shall be given on the 1st payday of the school year.
2. A faculty who is given a permanent appointment during the 1st semester of
the current school year shall be given his/her clothing allowance in full.
3. A faculty who is given a permanent appointment during the 2nd semester
shall be given his/her clothing allowance starting the following school year.
4. The clothing allowance of faculty who will retire or resign within the school
year will be given in full.
5. Faculty who are on vacation leave without pay during the 1st semester and
who report for work during the 2nd semester shall be given full clothing
allowance.
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Appendix S
RETIREMENT BENEFITS
A. Computations of retirement benefits shall be based on RA 7641 which
provides retirement pay equivalent to at least month salary for every year
of service:
Retirement pay = month salary x years of service
B. One-half (1/2) month salary is the sum of fifteen (15) days salary, cash
equivalent of five (5) days incentive leave , and one and one-half (1 ) of the
13th month pay.
1. Fifteen (15) days salary = (basic salary/20 days) x 15 days
2. Cash equivalent of five (5) days incentive leave = (basic salary/20 days) x
5 days
3. One and one-half (1) of the 13th month pay = basic salary/12
4. A faculty with more than one (1) year of credited service may be paid for
fifteen (15) days unused leaves. The denominator to be used is two
hundred sixty two (262) days. Unused leaves in excess of fifteen (15)
days will be accumulated and counted as additional days upon retirement
for a maximum of fifteen (15) days only.
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Appendix T
PAYMENT OF MATERNITY BENEFIT
1. As provided by law, maternity leave benefit shall be given to qualified female
faculty.
2. As an act of goodwill of the university, qualified female faculty may avail of
advance maternity benefit at least two weeks before expected delivery
3. The female faculty may only advance an equivalent amount to not more than
sixty (60) days, regarded as normal delivery. Remaining eighteen (18) day
equivalent for faculty delivering through caesarean section will only be given
after delivery.
4. Should the faculty, whether expecting normal delivery or caesarean section,
fails to submit the necessary documents within fifteen (15) days to the
university after delivery, the said amount shall be incurred against the faculty
claimant through a salary deduction scheme.
132
Appendix U
REPUBLIC ACT NO. 8187
OTHERWISE KNOWN AS PATERNITY LEAVE ACT OF 1996
AN ACT GRANTING PATERNITY LEAVE OF SEVEN (7) DAYS WITH FULL
PAY TO ALL MARRIED MALE EMPLOYEES IN THE PRIVATE AND PUBLIC
SECTORS FOR THE FIRST FOUR (4) DELIVERIES OF THE LEGITIMATE
SPOUSE WITH WHOM HE IS COHABITING AND OTHER PURPOSES
Be it enacted by the Senate and House of Representatives of the Philippines in
congress assembled:
Section 1. Short Title-This act shall be known as the Paternity Leave Act of
1996.
Section 2. Notwithstanding any law, rules and regulations to the contrary, every
married male employee in the private and public sectors shall be entitled to a
paternity leave of seven (7) days with full pay for the first four (4) deliveries of the
legitimate spouse and the expected date of such delivery.
For purposes of this Act, delivery shall include childbirth or any miscarriage.
Section 3. Definition of term For purposes of this Act, Paternity Leave refers to
the benefits granted to a married male employee allowing him not to report for
seven (7) days but continues to earn the compensation therefore, on the
condition that his spouse has delivered a child and suffered a miscarriage for
purposes of enabling him to effectively lend support to his wife in her period of
recovery and/or in the nursing of the newly-born child.
Section 4. The Secretary for labor and Employment, the Chairman of the Civil
Service Commission, and the Secretary of Health shall, within thirty (30) days
from the effectivity of this Act, issue such rules and regulations necessary for the
proper implementation of the provision hereof.
Section 5. Any person, corporation, trust, firm, partnership, association or entity
found violating this Act or the rules and regulations promulgated thereunder shall
be punished by a fine not exceeding twenty-five thousand pesos (25,000) or
imprisonment of not less than thirty (30) days more than six (6) months.
If the violation is committed by a corporation, trust or firm, partnership,
association or any entity, the penalty of imprisonment shall be imposed on the
entitys responsible officers, including, but not limited to the president, vice
president, chief executive officer, general manager, managing director or partner
directly responsible therefore.
133
Section 6. Nondiminution Clause. Nothing in this Act shall be construed to reduce

any existing benefits of any form granted under existing laws, decrees, executive
orders, or any contract, agreement or policy between employer and employee.
Section 7. Repealing Class- All laws, ordinances, rules, regulations, issuances,
or part thereof which are consistent with this Act are hereby repealed or modified
accordingly.
Section 8. Effectivity- This Act shall take effect fifteen (15) days from its
publication in the Official Gazette or in at least two (2) newspapers of national
circulation.
Approved:
(SGD) JOSE DE VENECIA, JR.
Speaker of the House of Representatives
(SGD) NEPTALI GONZALES

President of the Senate
This Act, which is a consolidation of Senate Bill No. 1032 and House Bill No.
7134 was finally passed by the Senate and the House of Representatives on
June 8, 1996.
(SGD) CAMILIO S. SABIO

Secretary General
House of Representatives
(SGD) HEZEL P. GACUTAN

Secretary of the Senate
Approved: June 11, 1996
(SGD) FIDEL V. RAMOS

President of the Philippines
134
Appendix V
CEAP RETIREMENT PLAN
Pursuant to the provisions of Article 267 of the Labor Code as amended by
Republic Act No. 7641, in relation to Section 5 & 6, Article 5 of the same Code,
Rule II of Book VI of the Rules Implementing the Labor Code is hereby, the full
text of which shall read as follows:
RULE II
Section 5. Retirement Benefits
5.1 In the absence of an applicable employment contract, an employee who
retires pursuant to the Act shall be entitled to retirement pay equivalent to
at least one-half (1/2) month salary for every year of service, a fraction of
at least six (6) months being considered as one whole year.
5.2 Components of one-half (1/2) Month Salary For the purpose of
determining the minimum retirement pay due an employee under this
Rule, the term one-half month salary shall include all the following:
a. Fifteen (15) days salary of the employee based on his latest salary
rate. As used herein, the term salary includes all remunerations paid
by an employer to his employees for services rendered during normal
working days and hours, whether such payments are fixed or
ascertained on a time, task, piece or commission basis, or other
methods of calculating the same, and includes the fair and reasonable
value, as determined by the Secretary of Labor and Employment, of
food, lodging of other facilities customarily furnished by the employer,
to his employees. The term does not include cost of living allowances ,
profit sharing payment and other monetary benefits which are
considered as part of or integrated into the regular salary of the
employees;
b. The cash equivalent of five (5) days of service incentive leave.*
c. One-twelfth of the 13th month pay due the employee;
d. All other benefits that the employer and employee may agree upon that
should be included in the computation of the employees retirement
pay.
Section 6. Exemption from Tax
The retirement pay provided in the Act may be exempted from tax if the
requirements set by the Bureau of Internal Revenue under Sec. 2 (b), item (1) of
Revenue Regulations No. 12-86 dated August 1, 1986 are met, to wit:
Pension, retirement and separation pay. Pension, retirement and separation pay
constitute compensation subject to withholding tax, except the following:
Retirement benefits received by officials and employees of private firms under a
reasonable private benefit plan maintained by the employer, if the following
requirements are met:
135
1. The benefit plan must be approved by the Bureau of Internal Revenue

2. The retiring official or employee must have been in the service of the
same employer for at least ten years and is not less than fifty years of age
at the time of retirement; and
3. The retiring official of employee shall not have previously availed of the
privilege under the retirement benefit plan of the same or another
employer.
* This has been interpreted by the First Division, NLRC, Department of
Labor and Employment in the case entitled Caridad Alita vs Dominican
School/Sister Lorenza Sajul, O.P. Case No. NLRC-NCR Case No. 00-1007401-94, Promulgated 29 Aug. 1996, as cash equivalent of 1/12 of 5
days incentive leave.
MISSION
To provide academic and non-academic personnel of Participating Institutions a
comfortable and decent way of life at retirement through adequate financial
benefits, primarily by being active participants at the start of employment.
OBJECTIVES
To establish, on the basis of private initiative, a multi-employer retirement plan
intended mainly for teachers and employees of private educational institutions
and to promote careerism and institutional loyalty among academic and nonacademic personnel.
To provide retirement benefits for teachers and employees of Participating
Institutions where such provision should be an integral part of the compensation
package and to supplement other retirement benefits, especially pension from
PAG-IBIG Fund and the Social Security System (SSS).
NATURE
It is a non-contributory plan with specific institution and employee contribution
scheme and rates. The benefits are determined by the accumulated contributions
and earnings standing to the members credit upon resignation, separation or
retirement.
ESTABLISHMENT
The CEAP Retirement Plan was established on July 1, 1968. On September 15,
1968, the first meeting of the DEAP Retirement Board was held with 22 schools
committed to join the Plan. The Plan was formally approved as a qualified Plan
by the BIR on April 11, 1969, entitling the Plan as well as its members to certain
tax exemption benefits.
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FEATURES OF THE PLAN

A. MEMBERSHIP. Automatic for regular employees including probationary
employees of the Participating Employers regardless of age but prior to
age 60.
B. CONTRIBUTION. Future Service Contribution - At least four percent of
current monthly basic salary.
Past Service Contribution At least five percent of the Members average
monthly salary for the 12-month period prior to membership on the Plan
multiplied by the number of months of past service.
Voluntary Contribution - optional contribution by a Member of an amount
equal to at least one (1%) percent but no more than four percent (4%) of
current basic monthly salary; can only be withdrawn on account of
resignation, separation or retirement.
C. EARNINGS The fund does not guarantee earnings; objective is not to
go below 9%, which is the actuarial hurdle. The funds historical Return of
Investment on inception date is 15.12%. It is at 13% for the last 29 years
(including 1998).
D. MEMBERS STATEMENT. As soon as practicable after the beginning of
each calendar year, the trustee shall prepare and furnish to each Member
and the Participating Employer a written statement or statements of:
1. All earnings of the fund during the prior fiscal; year;
2. The value of the fund as of December 31 of the prior year; and
3. The status of the respective Members accounts as of December 31 of
the prior year.
E. RETIREMENT DATE
Normal Retirement - age 60
Late Retirement - beyond age 60 up to 65
Optional/Early Retirement - after 20 years of continuous service
F. RETIREMENT BENEFIT. Total contributions and income accrued thereon
to be received by the Retiree; if the normal or late retirement benefits to be
received by the member from contributions made by his Participating
Employer in his favor shall be less than what is required by Law (RA 7641)
as a lump sum retirement benefit, his Participating Employer shall pay the
difference.
G. SEPARATION BENEFIT. (a) The return of the Members total voluntary
contribution plus the income accrued thereon, if any, and (b) a specified
proportion of the total contribution of his participating Employer in his favor
plus the income credited thereto under the Trust Fund computed in
accordance with his length of membership in the plan as follows:
137
Completed Year of Continuous

Service
Below 10 years
After 10 years
11 years
12 years
13 years
14 years
15 years
16 years
17 years
18 years
19 years
20 years
Percentage Payable
None
50
55
60
65
70
75
80
85
90
95
100
H. DEATH BENEFITS. (a) In case of death of a Member, benefit is

equivalent to 100% of the amount standing to his credit under the books of
the fund; and (b) proceeds of his additional death benefit under the Plan,
shall be paid to his beneficiary or beneficiaries equivalent to one (1) years
salary based on the Members latest monthly basic salary but shall not
exceed P150,000.00. However, employees of Participating Employer
which have failed to remit the contributions for the total of twelve months
shall not be entitled to this additional death benefit, the unpaid
contributions of the Participating Employer for the deceased employee
shall be deducted from the death benefit, without prejudice to the
beneficiaries.
I. DISABILITY BENEFIT OR FOR REASON OF PERMANENT TOTAL
INCAPACITY OR DISABILITY. Benefit is equivalent to 100% of the
amount standing to his credit under the books of the Fund regardless of
such Members length of service, or the amount due him under the Law,
whichever is higher. The determination of permanent total incapacity or
disability shall be made by the doctor to be designated by the Participating
Employer and his judgment shall be final.
J. LIEN OF PARTICIPATING EMPLOYER. The Participating Employer
shall have the first lien upon the amount standing to the credit of its
Members to cover all liabilities of the member to the Participating
Employer and all losses, costs and expenses which the Participating
Employer may incur through his dishonesty, defalcation, theft or any other
act.
138
K. TERMINATION OF PARTICIPATING EMPLOYERS MEMBERSHIP ON

THE PLAN.
Upon termination of membership, the total Fund of
Participating Employer (School/Institution) will be transferred intact to a
Successor Trustee or will be distributed proportionately among its
members.
L. ADMINISTRATION OF THE FUND. All questions relating to the operation
and administration of the Fund shall be resolved by the Retirement
Commission in coordination with the Trustee Bank and the Retirement
Office.
M. PORTABILITY OF BENEFITS. Applicable only for members who have
rendered less than 10 years of continuous service upon
resignation/separation from his Participating Employer. However, if upon
resignation or separation, the member has already rendered at least 10
years of continuous service with a Participating Employer, he shall be paid
the proportion of the standing to his credit to the vesting provision of the
Plan.
139
Appendix W
CODE OF PROFESSIONAL ETHICS FOR TEACHERS
Preamble
In order to set the proper conduct for teachers and school officials in their
manifold relationships, elevate the standards of the teaching profession, and
make education secure for the individuals and the Nation, the highest and fullest
measure of efficiency; self-direction, and happiness, this CODE OF
PROFESSIONAL ETHICS FOR TEACHERS AND SCHOOL OFFICIALS is
hereby promulgated.
Article I
Scope and Limitations
Section 1. Since the Constitution provides that all educational institutions shall be
under the supervision of and subject to the regulation by the State, the
provisions of this code apply with equal force to all school teachers
and school officials in the Philippines whether public or private.
Section 2. School official refers to any person directly engaged in educational
work other than classroom teaching, in supervisory, administrative or
directive capacity. It includes principals, supervisors, superintendents,
college deans, University presidents or rectors, members and the
governing boards of a school, and other supervisory and
administrative officials.
Article II
The Teacher and the State
Section 1. The main purpose of a school is to help the individual cope with lifes
situations, accept responsibilities and contribute effectively to society,
through the acquisition of cumulative knowledge, meanings and
values, governed by the passion for service to his fellowmen.
Teachers and school officials are under a strict obligation to see to it
that this main purpose is achieved by the school they serve.
Section 2. School officials and teachers are trustees of the cultural and
educational heritage of the nation. They are under obligation to uphold
moral principles, to promote a sense of nationhood, deepen love of
country, instill respect for instituted authority and foster obedience to
the law of the land.
140
Section 3. Every teacher and school official should earnestly endeavor to help
carry out the declared policies of the state in accordance with the
Philippine Constitution.
Section 4. The interest of the State demands that every school official or teacher
be morally, mentally, and physically fit for the service he has to render.
Devotion for duty, honesty, punctuality, and efficiency are expected of
him.
Section 5. No school official or teacher in his capacity as such should directly or
indirectly solicit, require, collect or receive any money or service or
anything of value from any person or entity for any political, religious
and partisan interests.
Section 6. School officials and teachers should vote and exercise other
constitutional rights. However, no school official or teacher may use
his position or official authority or influence to coerce the political
action of any person.
Section 7. School officials and teachers may attend church and worship as they
please but are not permitted to use their position and influence as
such to proselytize.
Section 8. A school official or teacher has the privilege to share the findings of
his researches and studies.
Article III
The Teacher and the Student
Section 1. The responsibility of forming students is a delicate task which
demands the first and foremost concern of the teacher.
Section 2. The teacher must make learning experiences of the students
enjoyable, fruitful and meaningful.
Section 3. The teacher must be firm and gentle in matters of discipline and gentle
but firm in all other cases.
Section 4. No teacher or school official should allow himself to be influenced by
any other consideration other than merit in the evaluation of the
student work.
141
Section 5. A teacher should always maintain his dignity and self-respect when
dealing with the students and should refrain from receiving favors
directly or indirectly from any of his students or their parents.
Article IV
The Teacher and the Parents
Section 1. In the spirit of loco parentis, the teachers act as parents to students
and therefore should establish harmonious relationship with the
parents.
Section 2. Teachers should establish friendly and cooperative relationships with
the parents but should maintain a dignified and professional attitude
towards them.
Section 3. Teachers should be prudent and tactful in their relationships with
parents.
Section 4. Teachers should keep in confidence all information gathered during
visits and interviews with parents/guardians unless the common good
calls for its disclosure.
Article V
The Teacher and the Community
Section 1. Every teacher should actively participate in as well as initiate
community movements for moral, social, educational, economic, civic,
and cultural betterment.
Section 2. The teacher should be willing to share his knowledge, training, and
experience with the community as an intellectual leader.
Section 3. The teacher should so conduct himself as to merit the confidence and
respect of the community and outside the academe.
Article VI
The Teacher and the Profession
Section 1. All school officials and teachers should be convinced that teaching is
among the noblest of professions. They should have a sense of
mission and manifest genuine enthusiasm and pride in the calling.
They should possess an esprit de corps.
Section 2. Service in education calls for the highest standards of integrity and
morality. The teacher should conduct himself properly at all times.
142
Section 3. Propriety and good taste in language, grooming, and behavior and
avoidance of vulgarity at all times must be observed.
Section 4. The teacher should be physically, mentally, and morally fit for the
service he has to render.
Section 5. The teacher should continually grow in his profession and uphold the
highest possible standards that will earn him social recognition as well
as material compensations for services rendered.
Article VII
The Teacher and His Associates
Section 1. Every teacher shares with his associates the responsibility of helping
students become better citizens and as such must have faith in the
others capabilities.
Section 2. The teacher should be a co-partner with his associates rather than a
competitor in the field of education.
Section 3. The teacher must exercise discretion in matters concerning
confidential information about his associates.
Section 4. The teacher should acknowledge assistance received from his
associates and should not appropriate the work of others to claim
credit for himself.
Section 5. The teacher should willingly share his professional knowledge and
experience with fellow members of the profession.
Article VIII
The Teacher and the Administrators
Section 1. Teacher-administrator relationship should be a partnership
characterized by mutual cooperation and sharing imbued with
frankness, honesty, loyalty, and professionalism.
Section 2. The teacher should know the policies, rules and regulations of the
school so that he may comply faithfully with them and work with
dedication for what the school stands.
Section 3. The teacher should develop openness regarding the professional
aspect of his work, confident that the administration is trying to do its
best for the common good.
143
Section 4. The teacher must devote time fully, faithfully and honestly in the
accomplishment of official functions and responsibilities. He should
likewise offer constructive suggestions towards the improvement of
school programs.
Section 5. Only after thorough discussion with proper authorities should the
teacher decide on the matter affecting his department and the whole
academe.
Article IX
The Teacher and the Non-teaching Personnel
Section 1. The non-teaching personnel play an important role in achieving the
common goals of education; therefore, teachers should accept them
as partners and co-workers.
Section 2. The teachers should treat the non-teaching personnel with courtesy
and respect.
Article X
Sanctions
Section 1. Any consistent disregard of the foregoing provisions may be
considered conduct unbecoming of a teacher and shall be sufficient
ground for suspension or cancellation of teachers license or privilege
to belong to the profession.
144
Appendix X
ANTI-SEXUAL HARASSMENT ACT OF 1995
Rules and Regulations
Implementing the Anti-Sexual Harassment act of1995
Part I
Policies
Section 1. State Policy- the state shall value the Dignity of every individual,
enhance the development of its human resources, guarantee full
respect for human rights, and uphold the dignity of all the members
and elements of the educational community, other workers,
applicants for employment, those undergoing training, instruction
or education. Towards this end, all forms of sexual harassment in
the employment, education or training environment are hereby
declared unlawful.
It is therefore the duty of the employer or the head of the workrelated, educational or training environment or institution to
prescribe the guidelines in the workplace and educational or
training institutions, prevent or deter the commission of acts of
sexual harassment, and provide the procedures for the resolution,
settlement or prosecution of said acts.
Section 2. School policies and objectives- The mission of the institution is to
foster an open learning and working environment. The ethical
obligation to provide an environment that is free from sexual
harassment and from fear that it may occur implicit. The entire
educational community suffers when sexual harassment is allowed
to pervade the academic and labor atmosphere. It is therefore the
declared policy of this institution that sexual harassment is an
unacceptable behavior and violation of the law and shall not be
tolerated nor condoned.
Violation of this policy shall result in disciplinary action up to and
including expulsion or termination as the case maybe.
All members of the educational community affected by sexual
harassment incident shall be treated with respect and given full
opportunity to present their side of the incident.
145
Part II
Sexual Harassment
Rule 1
Preliminary Provisions
Section 1. Work, Education or Training-Related Sexual Harassment Defined
Work, Education or training-related sexual harassment is
committed by employer, employee, supervisor, agent of the
employer, teacher, instructor, professor, coach, trainer, or any
person who, having authority, influence or moral ascendancy over
another in work or training or education environment demands,
requests, or otherwise requires any sexual favor from the other,
regardless of whether the demand, request or requirement for
submission is accepted by the object of said act.
A. In a work-related or employment environment, sexual harassment
is committed when:
1. The sexual favor is made as a condition in the hiring or the
employment, re-employment or continued employment of said
individual, favorable compensation, terms, conditions, promotions
or privileges, or the refusal to grant the sexual favor results in
limiting, segregating or classifying the employees which in any
way would discriminate, deprive or diminish employment
opportunities or otherwise adversely affect said employee;
2. The above results in an intimidating, hostile or offensive
environment for the employee;
3. The above acts impair the employees rights or privileges under
the existing labor laws.
B. In an education or training environment, sexual harassment is
committed:
1. Against one who is under the care, custody, or supervision of the
offender;
2. Against one whose education, training, apprenticeship or tutorship
is entrusted to the offender;
3. When sexual favor is made a condition to the giving of a passing
grade, or the granting of honors and scholarship, or payment of a
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stipend, allowance or other benefits, privileges, or considerations;

or
4. When the sexual advances result in an intimidating hostile or
offensive environment for the student, trainee or apprentice.
Sexual harassment may be verbal, visual or physical. It may be overt,
as in a suggestion that a person can get a higher grade or raise by
submission to sexual advances.
Section 2. Forms of Sexual Harassment Sexual harassment may consist of
the following:
a. Persistent, unwanted attempts to change a professional or
educational relationships to a personal one.
b. Unwelcome sexual flirtations and inappropriate putdowns of
individual persons or classes of people.
Examples include, but are not limited to the following:
1.
2.
3.
4.
Unwelcome sexual advances

Repeated sexual-oriented kidding, teasing, or flirting
Verbal abuse of a sexual nature
Graphic commentary about an individuals body, sexual
prowess, or sexual deficiencies
5. Offensive crude language and
6. Displaying objects or pictures which are sexual in nature that
would create an offensive work or living environment.
Section 3. Other Persons Liable Any person who directs or induces another to
commit any act of sexual harassment as herein defined, or who
cooperates in the commission thereof by another without which it
would not have been committed, shall also be liable under these rules.
Section 4. Basic Types of Sexual Harassment The following are considered
basic types of sexual harassment:
a. Quid pro quo sexual harassment occurs when submission to or
rejection of unwelcome sexual advances, request to engage in
sexual advances, request to engage in sexual conduct, or other
physical and expressive behavior of a sexual nature is used as
the basis for employment decisions, giving of passing grades,
granting of honors and scholarships, or the payment of a stipend
allowance and other benefits, privileges, or considerations.
147
Quid pro quo sexual harassment cases are hereby classified as

grave.
b. Hostile or offensive sexual harassment occurs when unwelcome
sexual conduct unreasonably interferes with an individuals job
performance or creates an intimidating, hostile, or offensive
working environment, even in the absence of tangible or
economic job consequences.
Hostile or offensive sexual harassment cases are hereby
classified as grave, less grave or light, depending on the
reasonable man/woman standards adopted by the Committee.
Section 5. Sanction The following administrative sanctions shall be imposed on
sexual harassment cases:
a. For work-related incidents of sexual harassment
1. Suspension
2. Dismissal
b. For education-related incidents of sexual harassment
1. Suspension
2. Exclusion
3. Expulsion
Sexual harassment offenses shall be classified as grave, less grave
and light.
Grave sexual harassment cases are those to which these rules
attach the penalty of dismissal, exclusion, or expulsion.
Less grave sexual harassment cases are those to which these rules
attach the penalty of suspension.
Light sexual harassment cases are those which these rules are
attach the penalty of reprimand and warning.
Section 6. Sanction not a bar to Court Action- Administrative sanctions shall not
be a bar to prosecution in the proper courts of unlawful acts of sexual
harassment.
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Part III
Rule I
Committee on Investigation
Section 1. Committee on Investigation A Committee on Investigation is hereby
created. The Committee shall conduct meetings with, as the case may
be, officers and employees, teachers, instructors, professors,
coaches, trainers, and students or trainees to increase understanding
and prevent incidents of sexual harassment.
Section 2. Composition of Committee- The Committee on Investigation shall be
composed of the following:
1. In case where the aggrieved party is a student and the offender is a
faculty:
a. The Dean of Students Services shall act and presides as the
chairperson.
b. The Discipline Coordinator shall act as the chair of the Investigating
Committee.
c. The Dean of the Department/College to which the aggrieved
student and the offender faculty belong
d. Representative from the Faculty Association (FA)
e. University Student Council (USC) President or Authorized
representative
f. Parents Organization Of La Salle Cavite (POLCA) President or
Representative.
2. In case where the aggrieved party is a staff and the offender is a faculty
member:
a. The Vice Chancellor for Finance and Administrative Services shall
act and preside as chairperson.
b. HRMO director/head of the department to which the staff belongs
c. KABALIKAT ng DLSU-D President
d. FA representative
e. Dean of College/Department Chair to which the offender belongs
3. In cases where the aggrieved party is a faculty member/staff and the
offender is an administrative:
Chair: A.
President (if the respondent is Vice Chancellor for

Academics and Research/Assistant Vice Chancellor for
Academics and Research/other heads directly under the
President)
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Chair:
Chair: B.
a. Vice Chancellor for Academics and Research/Assistant

Vice Chancellor for Academics and Research
b. FA representative
c. Dean of the Faculty/Head of the Unit
d. Senior faculty member/senior staff acceptable to both
parties
Vice Chancellor for Academics and Research/Assistant
Vice Chancellor for Academics and Research (if the
respondent is the Dean/Chair/ Coordinator/Director/
Academic Head/Administrative head)
Members: a. FA representative
b. Senior Dean/Head/Senior staff acceptable to both
parties
4. In cases where the aggrieved party is a student and the offender is a
faculty member/support staff:
Chair: Dean of Students Services
Members:
a. Dean/Head of the respondent
b. USC representative
c. FA representative
d. SWAFO Director
e. POLCA Representative
5. In cases where the aggrieved party is a student and the offender is an
administrator:
Chair: A.
President (if the respondent is Vice Chancellor for

Academics and Research/Assistant Vice Chancellor for
Academics and Research/other Heads under the
President)
Members:
Vice Chancellor for Academics and Research
b. Dean of Students Services
c. USC Representative
d. College Dean of the Student
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Chair: B.
Vice Chancellor for Academics and Research/Assistant

Vice Chancellor for Academics and Research (if the
respondent is academic head/administration head)
Members:
a. Dean of Students Services
b. USC Representative
c. College Dean of the Student
6. In cases where the aggrieved party is an employee and the offender is
the Vice Chancellor.
Chair: President
Members:
Vice Chancellor for Academics and Research (if he is not
the complainant)
b. FA representative/USC representative
c. Head to which the complainant reports
d. Senior faculty member/staff/ Discipline Coordinator
Rule II
Due Process
Section 1.
Right Due Process- No Disciplinary sanction shall be applied on

any member of the educational community except for cause and
after due process shall have been observed.
In sexual harassment cases, the alleged offender must be afforded
due process and much confidentiality during the process.
Section 2.
Procedural Due Process Standards- The following procedural due

Process standards must be met in sexual harassment cases:
a. There must be an impartial body or investigation committee
which shall acquire jurisdiction over the person of the alleged
offender.
b. The alleged offender must be informed in writing of the nature
and cause of the accusation against him and furnish him with an
affidavit of the complaint under oath.
c. The alleged offender must be given the opportunity to defend
himself.
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d. The alleged offender shall have the right to produce evidence on

his behalf and the evidence must be considered by the
investigating committee or board in hearing and deciding the
case.
e. Decision must be rendered upon lawful hearing only.
Rule III
Complaint and Reporting System
Section 1. Complaint Defined - A complaint is a sworn written statement under
oath charging a person with a violation of sexual harassment
subscribed before the proper authority.
Section 2. Who May File - Any student or employee of the school may file a
complaint of sexual harassment.
Section 3. Where to File - A complaint may be filed in the office of the
chairperson where the complaint belongs.
Section 4. Sufficiency of Complaint A complaint is sufficient if it states the
name(s) and address(es) of the complaints, the name(s) and
address(es) of the respondent, the acts of the commission of the
offense, the place where the offense was committed, and the
name(s) of any witnesses, if there be any.
Section 5. Proceedings for Investigation Upon receipt of the written complaint
signed under oath of the offended party or by any person having
direct knowledge of the commission of the act complained, the
chairperson shall conduct a preliminary inquiry about the charge filed
against the alleged offender. If after preliminary inquiry or
examination the chairperson believes that there is reasonable
ground and prima facie case has been established, he shall
immediately furnish the respondent with a copy of the complaint
together with its attachments. The respondent is given 48 hours to
file an answer from the date of receipt hereof. In case the respondent
fails or refuses to answer, the case may be pushed through under
summary proceedings.
Section 6. Resolution of the Case Judgment in the case will be made
immediately after deliberation and the parties will be informed within
two (2) days. The chairperson shall forward it to the Office of the
152
Executive Vice President who will receive it for affirmation, reversal,

or modification of the decision.
Section 7. Appeal to the President Any party involved not satisfied with the
decision rendered by the Committee may appeal to the Office of the
President stating the grounds thereof, within forty eight (48) hours
from the receipt of the decision. if neither party appeals the decision
in the manner and within the period here in above prescribed, the
EVP makes the final decision and promulgates the same within two
(2) days after receipt of the appeal which is final and executory. In
case the EVP fails to make the final decision whether to affirm,
modify or reverse, the decision shall becomefinal and executory.
Section 8. Liability of the Employer, Head of the office of the Educational or
Training Institution The employer or head of office of the
educational or Training Institution shall be solidarily liable for
damages arising from acts of sexual harassment committed in the
employment, education or training institution if informed of such acts
by the offended party and no immediate action is taken thereon.
Rule IV
Miscellaneous Provisions
Rule I
Preventive Suspension
Section 1. Preventive Suspension of Accused in Sexual Harassment Cases- Any
member of the educational community may be placed immediately
under preventive suspension during the pendency of the investigation
where the evidence of his guilt is string and the school head is morally
convinced that the continued stay of the accused during the period of
investigation constitutes a distraction to the normal operations of the
other members of the educational community. The Chair shall make or
submit recommendations to the Dean/Head of the Department of the
Department to whom the respondent directly reports and shall inform
the Vice President for Academics of Executive Director for
Administrative Services of the Suspension. The concerned office shall
be furnished a copy.
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Rule II
Independent Action for Damages and Prescription
Section 1. Independent Action for Damages- Nothing in the Act or in these Rules
shall preclude the victim of work, education or training-related sexual
harassment and other affirmative relief.
Section 2. Prescription Period- Any action arising from the violation of the
provision of the Act and these Rules shall prescribed in three (3) years
whether the student, faculty or employee is no longer enrolled or
employed.
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Appendix Y
SOLO PARENTIS WELFARE ACT OF 2000
REPUBLIC ACT NO.8972
THE SOLO PARENTS WELFARE ACT OF 2000
AN ACT PROVIDING FOR BENEFITS AND PRIVILEDGE TO SOLO PARENTS
AND THEIR CHILDREN, APPROPRIATING FUNDS THEREFOR AND FOR
OTHER PURPOSES.
SECTION 1. Title. - This Act shall be known as the Solo Parents Welfare Act
of 2000
SEC. 2. Declaration of policy. It is the policy of the State to promote the
family as the foundation of the nation, strengthen its solidarity and ensure its total
development. Towards this end, it shall develop a comprehensive program of
services for solo parents and their children to be carried out by the Department of
Social Welfare and Development (DSWD), the Department of Health (DOH), the
Department of Education (DepEd), the Department of the Interior and Local
Government (DILG), the Commission on Higher Education (CHED), the
Technical Education and Skills Development Authority (TESDA), the National
Housing Authority (NHA), the Department of Labor and Employment (DOLE),
and other related government and nongovernment agencies.
SEC. 3. Definitions of Terms. Whenever used in this Act, the following terms
shall mean as follows:
(a) Solo parent any individuals who falls under any of the following
categories:
(1) A woman who gives birth as a result of rape and other crimes against
chastity even without a final conviction of the offender:
Provided, That the mother keeps and raises the child;
(2) Parent left solo or alone with the responsibility of parenthood due to
death of spouse;
(3) Parent left solo or alone with the responsibility of parenthood while the
spouse is detained or is serving sentence for a criminal conviction for at
least one (1) year;
physical and/or mental incapacity of spouse as certified by a public
medical practitioner;
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legal separation or de facto separation from spouse for at least one (1)
year, as long as he/she is entrusted with the custody of the children;
declaration of nullity or annulment of marriage as decreed by a court or by
a church as long as he/she is entrusted with the custody of the children;
abandonment of spouse for at least one (1) year;
(8) Unmarried mother/father who has preferred to keep and rear her/his
child/children instead of having others care for them or give them up to a
welfare institution;
(9) Any other person who solely provides parental care and support to a
child or children;
(10) Any family member who assumes the responsibility of head of family
as a result of the death, abandonment, disappearance or prolonged
absence of the parents or solo parent.
A change in the status or circumstance of the parent claiming benefits under this
Act, such that he/she is no longer left alone with the responsibility of parenthood,
shall terminate his/her eligibility for these benefits.
(b) Children refer to those living with the dependent upon the solo parent for
support who are unmarried, unemployed and not more than eighteen (18) years
of age, or even over eighteen (18) years but are incapable of self-support
because of mental and/or physical defect/disability.
(c) Parental responsibility with respect to their minor children shall refer to
the rights and duties of the parents as defined in Article 220 of Executive Order
No. 209, as amended, otherwise known as the Family Code of the Philippines.
(d) Parental leave shall mean leave benefits granted to a solo parent to
enable him/her to perform parental duties and responsibilities where physical
presence is required.
(e) Flexible Work schedule is the right granted to a solo parent employee to
vary his/her arrival and departure time without affecting the core work hours as
defined by the employer.
SEC. 4. Criteria for Support. Any solo parent whose income in the place of
domicile falls below the poverty threshold as set by the National Economic and
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Development Authority (NEDA) and subject to the assessment of the DSWD

worker in the area shall be eligible for assistance: Provided, however, That any
solo parent whose income is above the poverty threshold shall enjoy the benefits
mentioned in Sections 6, 7 and 8 of this Act.
SEC. 5. Comprehensive Package of Social Development and Welfare

Services. A comprehensive package of social development and welfare
services fro solo parents and their families will be developed by the DSWD,
DOH, DepEd, CHED, TESDA, DOLE, NHA and DILG, in coordination with local
government units and nongovernment organization with proven tract record in
providing services for solo parents.
The DSWD shall coordinate with concerned agencies the implementation of the
comprehensive package of social development and welfare services or solo
parents and their families. The package will initially include:
(a) Livelihood development services which include trainings on livelihood skills,
basic business management, value orientation and the provision of seed capital
or job placement.
(b) Counseling services which include individual, peer group or family counseling.
This will focus on the resolution of personal relationship and role conflicts.
(c) Parent effectiveness services which include the provision and expansion of
knowledge and skills of the solo parent on early childhood development, behavior
management, health care, rights and duties of parents and children.
(d) Critical incidence stress debriefing which includes preventive stress
management strategy designed to assist solo parents in coping with crisis
situations and cases and abuse.
(e) Special projects for individuals in need of protection which include temporary
shelter, counseling, legal assistance, medical care, self-concept or ego-building,
crisis management and spiritual enrichment.
SEC. 6. Flexible Work Schedule. The employer shall provide for a flexible
working schedule for solo parents: Provided, That the same shall not affect
individual land company productivity: Provided, further, That any employer may
request exemption from the above requirements from the DOLE on certain
meritorious grounds.
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SEC. 7. Work Discrimination No employer shall discriminate against any solo

parent employee with respect to terms and conditions of employment on account
of his/her status.
SEC. 8. Parental Leave. In addition to leave privileges under existing laws,
parental leave of not more than seven (7) working days every year shall be
granted to any solo parent employee who has rendered service of at least one
(1) year.
SEC.9. Educational Benefits. The DECS, CHED, and TESDA shall provide
the following benefits and privileges:
(1) Scholarship programs fro qualified solo parents and their children in
institutions of basic, tertiary and technical/skills education; and
(2) Nonformal education programs appropriate for solo parents and their children.
The DECS, CHED and TESDA shall promulgate rules and regulations for the
proper implementation of this program.
SEC. 10. Housing Benefits. Solo parent shall be given allocation in housing
projects and shall be provided with liberal terms of payment on said government
low-cost housing projects in accordance with housing law provisions prioritizing
applicants below the poverty line as declared by the NEDA.
SEC. 11. Medical Assistance. The DOH shall develop a comprehensive
health care program for solo parents and their children. The program shall be
implemented by the DOH through their retained hospitals and medical centers
and local government units (LGUs) through their provincial/district/city/municipal
hospitals and rural health units (RHUs).
SEC. 12. Additional Powers and Functions of the DSWD. The DSWD shall
perform the following additional powers and functions relative to the welfare of
solo parents and their families:
(a) Conduct research necessary to: (1) develop a new body of knowledge on solo
parents; (2) define executive and legislative measures needed to promote and
protect the interest of solo parents and their children; and (3) assess the
effectiveness of programs designed for disadvantaged solo parents and their
children;
158
(b) Coordinate the activities of various governmental and nongovernmental

organizations engaged in promoting and protecting the interests of solo parents
and their children; and
(c) Monitor the implementation of the provisions of this Act and suggests
mechanism by which such provisions are effectively implemented.
SEC. 13. Implementing Rules and Regulations. An interagency committee
headed by the DSWD, in coordination with the DOH, DepEd, CHED, TESDA,
DOLE, NHA, and DILG is here by established which shall formulate, within ninety
(90) days upon the effectivity of this Act, the implementing rules and regulations
in consultation with the local government units, nongovernment organizations
and peoples organizations.
SEC. 14. Appropriations. The amount necessary to carry out the provisions of
this Act shall be included in the budget of concerned government agencies in the
General Appropriations Act of the year following its enactment into law and
thereafter.
SEC. 15. Repealing Clause. All laws, decrees, executive orders,
administrative orders or parts thereof inconsistent with the provisions of this Act
are hereby repealed, amended or modified accordingly.
SEC. 16. Separability Clause. If any provision of this Act is held invalid or
unconstitutional, other provisions not affected thereby shall continue to be full
force and effect.
SEC. 17. Effectivity Clause. This Act shall take effect fifteen (15) days
following its complete publication in the Official Gazette or in at least two (2)
newspaper of general circulation.
Approved: November 7, 2000
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RULES AND REGULATIONS IN THE IMPLEMENTATON OF REPUBLIC ACT

NO. 8972, AN ACT PROVIDING FOR BENEFITS AND PRIVILEDGES TO
SOLO PARENTS AND THEIR CHILDREN, APPROPRIATING FUNDS
THEREFOR AND FOR OTHER PURPOSES
ARTICLE I
TITLE, PURPOSE AND CONSTRUCTION
Sec. 1. Title These rules shall be known and cited as the Rules and
Regulations Implementing Republic Act No. 8972, more commonly known as the
Solo Parents Welfare Act of 2000.
Sec. 2. Purpose These Rules are promulgated to prescribe the procedure and
guidelines for the of the Solo Parents Act of 2000 in order to facilitate the
compliance therewith and to achieve the objectives thereof.
Sec. 3. Construction These Rules shall be liberally construed and applied in
accordance with and in furtherance of the policy and objectives of the law. In
case of conflict and/or ambiguity, which may arise in the implementation of these
Rules, the concerned agencies shall issue the necessary clarification.
ARTICLE II
DECLARATION OF POLICIES AND OBJECTIVES
Sec. 4. Declaration of Policy It is the policy of the State to promote the family
as the foundation of the nation, strengthen its solidarity and ensure its total
development. Towards this end, it shall develop a comprehensive program of
services for solo parents and their children to be carried out by the Department of
Social Welfare and Development (DSWD), the Department of Health (DOH), the
Department of Education (DepEd), the Department of Interior and Local
Government (DILG), the Commission on Higher Education (CHED), Technical
Education and Skills Development Authority (TESDA), the National Housing
Authority (NHA), the Department of Labor and Employment (DOLE) and other
related government agencies and nongovernment organizations or civil society.
Sec. 5. Objective These Rules and Regulations seek to clarify the scope and
application of the Act in order that the proper parties may avail of its benefits.
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ARTICLE III
DEFINITION OF TERMS
Sec. 6. Definition of Terms As used in these Rules the following terms
shall mean as follows:
(a) Act the Solo Parents Welfare Act of 2000;
(b) Solo Parent any individual who falls any of the following categories:
(1) A woman who gives birth as a result of rape or crimes against chastity
even without a final conviction of the offender: Provided, That the mother
keeps and raises the child;
death of spouse;
(3) Parent left solo or alone with the responsibility of parenthood while the
spouse is detained, or is serving sentence for criminal conviction for at
least one (1) year;
The law applies to the spouses of prisoners, whether or not a final
judgment has been rendered, provided they are in detention for a
minimum period of one (1) year;
physical and/or mental incapacity of spouse as certified by a public
medical practitioner;
legal separation or de facto separation from spouse or at least one (1)
year: Provided, That he/she is entrusted with the custody of the children;
declaration of nullity or annulment of marriage as decreed by a court or by
a church: Provided, That he/she is entrusted with the custody of the
children;
abandonment of spouse for at least one (1) year;
(8) Unmarried mother/father who has preferred to keep and rear his/her
child/children instead of having others care for them or give them up to a
welfare institution;
161
(9) Any other person who solely provides parental care and support to a
child or children provided he/she is duly licensed as a foster parent by the
DSWD or duly appointed legal guardian by the court;
(10) Any family member who assumes the responsibility of head of family
as a result of the death, abandonment, disappearance or prolonged
absence of the parents or solo parent: Provided, That such abandonment,
disappearance or absence lasts for at least one (1) year,
A change in the status or circumstance of the parent claiming benefits under the
Act, such that he/she is no longer left alone with the responsibility of parenthood,
shall terminate his/her eligibility for these benefits;
(c) Family shall refer to the Solo Parent and his/her child/children; Provided,
however, that the family member referred to in Section 3, paragraph (a)(10) of
the Act and Article III, section 6, paragraph (b)(10) of these Rules shall include,
but are not limited to, any uncle, aunt, grandfather, grandmother, niece, nephew,
or cousin;
(d) Social Worker a person who is a graduate of Social Work and duly
registered pursuant to Republic Act 4373 and employed with the Social Welfare
and Development Office of the local government unit where the solo parents
resides;
(e) Children refer to those living with and dependent upon the solo parent for
support who are unmarried, unemployed and below eighteen (18) years of age,
or even eighteen (18) years and above but are incapable of self-support and or
mentally and/or physically challenged;
(f) Parental responsibility with respect to their minor children shall refer to the
rights and duties of the parents as defined in Article 220 of Executive Order No.
209, as amended, otherwise known as the Family Code of the Philippines, and
hereunder enumerated as follows:
(1) To keep them in their company, to support, educate and instruct them
by right precept and good example and to provide for their upbringing in
keeping with their means;
(2) To give them love and affection, advice and counsel, companionship
and understanding;
(3) To provide them with moral and spiritual guidance, inculcate in them
honesty, integrity, self-discipline, self-reliance, industry and thrift, stimulate
their interest in civic affairs, and inspire in them compliance with the duties
of citizenship;
162
(4) To furnish them with good and wholesome educational materials,

supervise their activities, recreation and association with others, protect
them from bad company, and prevent them from acquiring habits
detrimental to their health, studies and morals;
(5) To represent them in all matters affecting their interest;
(6) To demand from them respect and obedience;
(7) To impose discipline on them as may be required under the
circumstances; and
(8) To perform such other duties as are imposed by law and upon parents
and guardians;
(g) Parental leave shall mean leave benefits granted to a solo parent to
enable him/her to perform parental duties and responsibilities where physical
presence is required;
(h) Flexible work schedule is the right granted to a solo parent employee to
vary his/her arrival and departure time without affecting the core work hours as
defined by the employer;
(i) DSWD shall refer to the Department of Social Welfare and Development;
(j) DOH shall refer to Department of Health;
(k) DOLE shall refer to the Department of Labor and Employment;
(l) DepEd shall refer to the Department of Education;
(m) DILG shall refer to the Department of Interior and Local Government;
(n) CHED shall refer to the Commission on Higher Education;
(o) NHA shall refer to the National Housing Authority;
(p) TESDA shall refer to the Technical Education and Skills Development;
(q) NEDA shall refer to the National Economic and Development Authority;
(r) NSCB shall refer to the National Statistics Coordination Board, an attached
agency of NEDA and responsible for determining the regional poverty threshold.
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ARTICLE IV
CRITERIA FOR SUPPORT
Sec. 7. Criteria for Support Any solo parent whose income in the place of
domicile falls equal to or below the poverty threshold as set by the NSCB and
subject to the assessment of the duly appointed or designated social worker in
the area shall be eligible for assistance: Provided, However, That any solo parent
whose income is above the poverty threshold shall enjoy the benefits mentioned
in Sections 16, 17, 18, 19, 20, 21, and 23 of these Rules.
For purposes of the Act and these Rules, the place of domicile shall refer to the
residence mentioned in Section 8. Qualifications of Solo Parent A solo parent
seeking benefits other than those provided for under Sections 16, 17, 18, 19, 20,
21, and 23 of these Rules shall be qualified on the basis of the following:
(a) A resident of the area where the assistance is sought as certified by the
barangay captain.
(b) With an income level equal to or below the poverty threshold as set forth by
NSCB and assessed by a social worker as provided for under Section 7 of these
Rules.
Sec. 9. Assessment an applicant who manifests the need for assistance under
the Act is subject to assessment by a social worker at the city/municipal Social
Welfare and Development Office. The assessment shall cover, but not be limited
to, the following:
(a) Determination of the applicants category as enumerated in Article III Section
6 paragraph (b) of these Rules;
(b) Evaluation of the needs of the applicant and his/her children as basis for
provision of the appropriate service and intervention;
(c) Identification of the level of readiness of the applicant to receive a particular
service/assistance, which shall serve as the basis for the conduct of social
preparation activities prior to the provision of such service/assistance; and
(d) Identification of existing and potentially available resources that may support
the applicant and his/her children.
Section 10. Procedure in Assessing Services for Solo Parents A person who
needs assistance under this Act shall comply with the following process;
(a) Visit the Social Welfare Development Office of the city or municipality of
his/her need for assistance;
164
(b) Fill-out application form for the assistance indicating, but not limited to, the
following information:
1. Name
2. Age
3. Address/Area of Domicile
4. Income per month
5. Source/s of Income
6. Number of children
7. Circumstances of being solo;
(c) Undergo the necessary assessment process as stipulated in Section 9 Article
IV of these Rules;
(d) A Social Case Study Report shall be prepared by the social worker based on
the information/data provided for by the applicant, as well as his/her assessment
of said applicant, indicating therein the appropriate services needed.
(e) The Social Case Study Report, together with a referral letter prepared by the
social worker, shall be forwarded by the Office of the city/municipal Social
Welfare Development Office to the agency concerned providing the appropriate
assistance/service.
(f) The social worker shall inform the solo parent of the status of his/her
application within thirty (30) working days from the filing of such and shall require
him/her to visit the agency/institution providing the assistance. In case the
applicant is not qualified for services under this Act, he/she will be referred to the
appropriate agency/program for assistance.
(g) Upon the favorable evaluation of the social worker, a Solo Parent
Identification Card shall be issued to the solo parent within 30 days upon
application duly signed by the city/municipal Social Welfare and Development
Officer and the city/municipal mayor. The Solo Parent Identification Card is
necessary for the availment of benefits under the Act and these Rules. Such
Identification Card shall be valid for only one (1) year, but may be renewed
subject to a new assessment and evaluation;
(h) For the publics information and guidance, a list of persons who applied and
those who were able to avail of the benefits under this Act shall be made
165
available by the concerned city/municipal Social Welfare and Development Office

which processed their applications.
Sec. 11. Procedure for Application of Benefits An applicant who has
determined by a social worker to be eligible for assistance may apply for benefits
under this Act through the following;
(a) The solo parent may go to the agency providing such benefit bringing with
him/her the Identification Card issued by the city/municipal Social Welfare and
Development Office;
(b) Undergo the necessary qualifying activities required by the agency as
prescribed by these Rules; and
(c) Comply with the requirements set forth by the agency providing the service for
the duration of the assistance (e.g. schooling, housing) subject to existing rules
of the agencies concerned.
Sec. 12. Procedure for Termination of Benefits

(a) A solo parent shall manifest to the Social Welfare and Development Office
his/her intention to withdraw the availment of the benefits under this Act.
(b) If the solo parent does not voluntarily manifest his/her intention to terminate
the provision of benefits and services before the lapse of one year from the
issuance of the Solo Parent Identification Card, the social worker, based on a
report by the employer or any interested person shall conduct the necessary
assessment/evaluation to ascertain if grounds for termination and withdrawal of
benefits exist. The Identification Card shall cease to be effective upon the lapse
of one year from issuance, unless renewed based on a new assessment and
evaluation. Failure to renew will mean that he/she has changed his/her status as
a solo parent.
(c) The solo parent shall be informed of the result of the assessment/evaluation
and termination of the service, if warranted, through written notice. The
termination shall take effect 30 days from the receipt of the notice of termination.
In cases when the service cannot be terminated in a period of one month, e.g.
schooling, the service shall be completed until its due time.
The NHA and other participating housing agencies shall issue the guidelines in
the termination of housing benefits provided in sections 23 and 24 of these
Rules.
(d) The solo parent and his/her children shall undergo psychosocial counseling
with the social worker to prepare them for independent living.
166
The termination of said benefits shall be without prejudice to re-application

should the circumstances so warrant.
Sec. 13.Relocation of the Family In the event a solo parent decides to
relocate his/her family, he/she shall inform the city/municipal Social Welfare and
Development Office. Said office shall thereupon transmit the records to the
city/municipal Social Welfare and Development Office of the place of relocation.
Sec. 14.Duty to Monitor- It shall be the duty of the city/municipal Social Welfare
Officer who receives said records, to assign a social worker to monitor the status
of the relocated solo parent and his/her family. Moreover, it shall be the duty of
the said officer to coordinate with the concerned agencies of any changes in the
status of the solo parent receiving benefits from the said agencies.
ARTICLE V
BENEFITS
Sec. 15.Comprehensive Package of Social Development and Welfare
Services- A comprehensive package of Social Development and Welfare
Services for solo parents and their families will be developed by the DSWD,
DOH, Deped, CHED/TESDA, DOLE, NHA and DILG, in coordination with local
government units and government organizations with proven track record in
providing services for solo parents.
The DSWD shall coordinate with concerned agencies the implementation of the
comprehensive package of social development and welfare services for solo
parents and their families. The package will initially include.
(a) Livelihood development services, which include training on livelihood skills,
basic business management, value orientation and the provision of seed capital
or job placement.
The criteria and procedure for evaluation of beneficiaries for the purposes of
availing of the benefits of this item shall be provided by the DOLE and TESDA;
the provision of seed capital shall be guided by the credit policy of the National
Credit Council as contained in E.O. No. 138, Rationalization of Government
Directed Credit Program, passed in 1999.
(b) Counseling services, which include individual, peer group or family
counseling. These will focus on the resolution of personal relationship and role
conflicts.
167
The criteria and procedures for evaluation of beneficiaries for the purposes of
availing of the benefits of this item shall be provided for by the DSWD;
(c) Parent effectiveness services which include the provision and expansion of
knowledge and skills of the solo parent on early childhood development, behavior
management, health care and proper nutrition, rights and duties of parents and
children;
(d) Critical incidences stress debriefing, which includes preventive stress
management strategy designed to assist solo parents in coping with crisis
situations and cases of abuse;
(e) Special projects for individuals in need of protection which include temporary
shelter, counseling, legal assistance, medical care, self-concept or ego-building,
crisis management and spiritual enrichment.
Sec. 16.Flexible Work Schedule- The employer shall be provide for a flexible
work schedule for solo parents: Provided, That the same shall not affect
individual and company productivity: Provided further , That any employer may
request exemption from the above requirements from the DOLE on certain
meritorious grounds.
In case the employees in the government service, flexible working hours will be
subject to the discretion the needs of the head of the agency. In no case shall the
weekly working hours be reduced in the event the agency adopts the flexible
working hours schedule format (flexi-time). In the adoption of flexi-time, the core
working times shall be prescribed taking into consideration the needs of the
service.
Sec. 17.Work Discrimination- No employer shall discriminate against any solo
parent employee with respect to terms and conditions of employment on account
of his/her status.
Sec. 18.Parental Leave- In addition to leave privileges under existing laws,
parental leave of not more than seven (7) working days every year shall be
granted to any solo parent employee who has rendered service of at least one
(1) year. The seven day parental leave shall be shall be non cumulative.
Sec. 19.Conditions for Entitlement of Parental Leave- A solo parent shall be
entitled to parental leave provided that:
(a) He/she has rendered at least one (1) year of service whether continuous or
broken at the time of the effectivity of the Act;
(b) He/she has noticed his/her employer of the availment thereof within a
reasonable time period; and
168
(c) He/she has presented a Solo Parent Identification Card to his/her employer.
Sec. 20.Non-conversation of Parental Leave- In the event that the parental
leave is not availed of, said leave shall not be convertible to cash unless
specifically agreed upon previously. However, if said leave were denied an
employee as a result of non-compliance with provisions of these Rules by an
employer, the aforementioned leave may be used as a basis for the computation
of damages.
Sec. 21.Crediting of Existing Leave- If there is an existing or similar benefit
under a company policy, or a collective bargaining agreement or collective
negotiation agreement the same shall be credited as such. If the same is greater
than the seven (7) days provided for in the Act, the greater benefit shall prevail.
Emergency or contingency leave provided under a company policy or a collective
bargaining agreement shall not be credited as compliance with the parental leave
provided for under the Act and these Rules.
Sec. 22.Educational Benefits- The DepEd, CHED and TESDA shall provide the
following benefits and privileges:
(a) Scholarship programs for qualified solo parents and their children in
institutions of basic, tertiary and technical/skills education;
(b) Non-formal education programs appropriate for solo parents and their
children.
Application Procedure:
1. Applicant must secure application form from either DepEd, CHED, and
TESDA depending on their needs;
2. Submit the duly accomplished application form together with the
required documents to the appropriate agency.
The following are the documents required to be attached with the application:
1. Solo Parent Identification Card
2. Barangay Clearance
3. Birth Certificate
4. Notice of admission from the school
5. Original or Certified True Copy of the transcript of record, or the Report
Card of the last year the applicant attended school.
Sec. 23.Housing Benefits- Solo parents who meet the eligibility criteria for
housing assistance under R.A. No. 7279 (Urban Development and Housing Act
of 1992) and other related rules and regulations of participating housing projects,
169
in accordance with housing law provisions, prioritizing applicants below the

poverty lines as declared by the NSCB.
Sec. 24.The NHA shall make available housing units to solo parents in its
housing projects subject to existing disposition policies or may refer them to other
housing projects, as appropriate, provided that:
(a) The identified solo parent must be eligible for assistance under the provisions
of this Act;
(b) Solo parents, applying for housing benefits must meet the qualification criteria
for housing assistance under Republic Act 7279, or the Urban Development or
Housing Act (UDHA) and other NHA eligibility criteria under existing policies,
rules and regulations; and
(c) Eligible solo parents shall file their application for housing unit directly with the
concerned NHA Project Offices.
Upon written request, the NHA shall provide the DSWD a listing of NHA projects
with available housing units for disposition. This list shall be updated and
provided semi-annually.
Sec. 25.Medical Assistance- The DOH shall develop a comprehensive health
care program for solo parents and their children. The program shall be
implemented by the DOH through their retained hospitals and medical centers
and
local
government
units
(LGUs),
through
their
provincial/district/city/municipal/hospitals and rural health units (RHUs).
Sec. 26.Essential Health Package- To ensure the state of well being of the solo
parent and his/her family, health/medical services shall be made available at all
times, in all levels of health care delivery system as mentioned in the previous
section. These health/medical services shall be part of the regular essential
health packages being provided at various stages of life.
ARTICLE V
ADDITIONAL POWERS AND FUNCTION OF THE DSWD
Sec. 27. Additional Powers and Functions of the DSWD- The DSWD shall
perform the following additional powers and functions relative to the welfare and
development of solo parents and their families:
(a) Conduct research necessary to:
(1) develop new body of knowledge on solo parents;
170
(2) define executive and legislative measures needed to promote and protect the
interest
of
solo
parents
and
their
children;
and
(3) asses the effectiveness of policies and programs designed for solo parents
and their children;
The commissioning or contracting out for the contract of said research shall be
inherit the performance of herein function;
(b) Coordinate the activities of various government agencies, LGUs, and
nongovernment organizations engaged in promoting and protecting the interest
of solo parents and their children;
(c) Coordinate the dissemination of information concerning the benefits of the Act
and these Rules, as well as other advocacy activities; and
171
Appendix Z
FA CONSTITUTION AND BY-LAWS
DE LA SALLE UNIVERSITY-DASMARIAS
Dasmarias, Cavite
PREAMBLE
We, the faculty members of De La Salle University-Dasmarias, seek the aid of
the Almighty God in order to establish a genuine Association that shall assert and
uphold the interests and working conditions of the faculty members and pursue a
Christian, relevant and progressive education, aligning ourselves with the Filipino
people in the struggle for a truly just, democratic and humane society do hereby
ordain and promulgate this constitution.
Article I
General Provisions
Sec.1
This constitution shall be known as the Constitution of the De La

Salle University- Dasmarias Faculty Association, Inc.(DLSU-FA).
Sec.2
The De La Salle-Dasmarias Faculty Association, Inc. is the only

officially
recognized body that represents the faculty in the
administration. Likewise, the Faculty Association is the principal
and official body that negotiates with the administration for the
benefits, privileges and general welfare of its members.
Sec.3
This Constitution shall govern the organization of the Faculty

Members of DLSU-D and it shall direct operation of the DLSU-D
Faculty Association.
Sec.4
The Principal Office of the Association shall be established at De

La Salle University-Dasmarias in Dasmarias, Cavite.
Sec.5
For purposes of understanding this Constitution the following terms

are defined:
a. Faculty Association (FA) is the organized body of all regular
members of the DLSU-D faculty.
b. Association refers to the De La Salle University-Dasmarias
Faculty Association, Inc.
172
c. Board of Trustees This refers to the five (5) members,

composed of the four (4) immediate past presidents and the
current president of the Faculty Association.
d. Advisory Council refers to the past presidents and the ExeCom
of the Association who are all faculty members and who may be
holding administrative positions.
e. Faculty Association Council refers to the ExeCom and the
Council of Representatives. This is the body that deliberates
and decides on issues, concerns and needs of the Association
after due consultation. Likewise, it presents to the assembly
decisions made for approval by the body.
f. Department Representatives refers to the full-time faculty
members who are duly elected as representatives of their
departments/offices.
g. Academic Teaching Faculty (ATF) are those who are hired on
a full-time or part-time basis, permanent or probationary and
who continuously participate in the pursuance of the
mission/vision of the University.
h. Academic Service Faculty (ASF) are those who are hired on a
full-time basis to render service in the practice of their
profession to support the academic programs of the University.
i. Regular Members refer to both academic teaching faculty and
academic service faculty who are not holding any administrative
position at DLSU-D.
j. Honorary Members refers to all deans, department chairs,
assistant department chairs, program coordinators and officer in
charge of all colleges, department heads/officers in charge of
institutional/academic services offices at DLSU-D, and those who
hold other positions and receive honoraria.
k. Executive Committee (ExeCom) refers to all elected officers of
the Association i.e. president, secretary, treasurer, auditor and
public relations officer.
l. Working Committees refer to the committees created by the
Association to maximize the participation of the members and to
respond better to their needs, interests and welfare.
173
Article II
Declaration of Principles
Sec. 1
The De La Salle University-Dasmarias Faculty Association, Inc.

believes that:
a. The faculty to be effective agents of Christian, relevant and
progressive education for society must be united by common
purpose guided by common vision and guaranteed by common
rights.
b. A genuine and effective Faculty Association should foster and
promote unity and cooperation among its members and should
be responsible for the needs of its members and likewise should
be supportive of the vision-mission of De La Salle UniversityDasmarias.
c. In recognizing the full enforceability of the provisions of this
Constitution and by-laws of the Faculty Association, whatever
action taken by the school authorities in violation of its
provisions in consonance with the Philippine Constitution and
other statutes shall be deemed unreasonable and therefore
subject to appropriate legal action and/or remedies.
Article III
Statement of Objectives
Sec. 1
The DLSU-D Faculty Association is committed to:

a. Foster closer ties, mutual assistance and fellowship and likewise
sustain communication and Camaraderie between and among
the members of the Association.
b. Work for the preservation of a genuine Faculty Association
which asserts and upholds the interest of its members.
c. Protect and promote the rights of all the members of the
Association and work for the common good as well as respect
for human dignity without prejudice to the policies and
regulations of the institution.
174
d. Serve as active forum for the ideas, interests and sentiments of

its members.
e. Promote all aspects of growth and development of its members.
f. Maintain open communication and closer coordination with the
administration and promote harmonious relationship with the De
La Salle University-Dasmarias community for attainment of its
goals.
Article IV
Membership
Sec. 1
All probationary, permanent, full-time/part-time faculty members,

not holding any administrative position at De La Salle UniversityDasmarias are automatically considered regular members of the
Association.
Sec. 2
All deans, department chairs, officers in charge, program

coordinators, heads of institutional/academic service offices and
other heads receiving honoraria who also have a faculty status are
considered honorary members of the Association.
Sec. 3
Any regular member who resigns from the Association shall waive
all the benefits stipulated in this Constitution and By-laws including
any representation with the administration.
Sec. 4
Membership of part-time faculty shall start at the beginning of the

semester and shall expire at the end of the semester. All privileges
and benefits shall be suspended during membership expiration.
Article V
Rights, Privileges and Benefits of Members
Sec. 1
A regular member of the Association shall have the following rights

and privileges are herein granted:
a.
To be eligible to any appointive or elective office of the

Association provided he meets the minimum requirements of
candidates as stated in Article VIII 3.6 of this Constitution.
b.
To exercise the right to vote on all matters relating to the

affairs of the Association and be involved in its activities
175
such as: (1) general assemblies, (2) deliberations, (3)

meetings, and (4) decision-making.
Sec. 2
176
c.
To be informed of all the actions, policies, programs and

projects and as the need arises, to have an access to all
records and documents as well as agreements entered into
by the Association.
d.
To express opinions and ideas pertaining to matters within

the jurisdiction of the Association.
e.
To refer problems/issues related to his work to any FA officer

or any committee established for that purpose for speedy
action and/or settlement.
f.
To have a procedure for redress of legitimate grievances.
g.
To be entitled to due process as provided by law.
A regular member of the Association shall enjoy the following

benefits:
a.
The Association shall look into the needs, interests and

matters related to the well-being and working conditions of
members.
b.
Each regular member shall enjoy all the benefits stated in

this Constitution and By-laws as well as all the monetary and
non-monetary benefits negotiated by the Association with
the administration generally contained in the Faculty Manual
or in the implementing guidelines that may be adopted as
the need arise.
c.
The Association shall stand to help and protect any member

after due consultation and deliberation with the department
representatives. In cases such as serious illness of the
faculty member, hospitalization, need for calamity
assistance, temporary disability and the like, the department
representatives shall act on the problems/needs of the
members. He shall be responsible for communicating these
cases to the ExeCom.
d.
Financial needs that require immediate response shall be

decided upon as soon as possible. Should there be a
favorable response, such assistance shall be granted within

three working days.
Sec. 3
e.
Assistance mentioned in the preceding section shall not

exceed P5,000 upon the approval of the Executive
Committee.
f.
A mortuary assistance of P10,000 shall be given to any

member whose immediate family member passes away.
g.
A mortuary assistance of P20,000 taken from the fund shall

be given to the legal beneficiaries of any member who
passes away.
All honorary members shall enjoy all the rights and privileges of
regular members except in the deliberation or discussion, to vote,
and to be voted into the office of the Association.
Article VI
Duties and Responsibilities of Regular Members
Sec.1
Every member of the Association shall have the following duties

and responsibilities:
a.
To uphold and abide by the provisions of this Constitution.
b.
To abide by all reasonable policies and all implementing

rules which the Association shall need to adopt.
c.
To take active participation in and to support all activities,

programs or any project of the Association.
d.
To pay all the mandated fees and dues, and other

contributions approved by the members of the Association.
e.
To attend the regular assemblies, emergency meetings and

activities of the Association, and departmental meetings
called for by their representatives.
f.
To follow proper decorum during meetings.
g.
To observe propriety and decency at all times.
h.
To inform in writing the department representatives

regarding his problems, needs, and concerns for which he
needs the assistance of the Faculty Association.
177
Sec. 2
It shall be the duty of all new regular members of the Association to

keep abreast with the latest undertakings of the Association and
clearly understand their rights and obligation under this
Constitution. Hence, they shall be provided a copy of this
constitution during the orientation meeting for the new faculty
members called by the Association.
Article VII
Structure and Composition of the Association
Sec. 1
Sec. 2
Sec. 3
The Faculty Association shall composed of:

a.
Governing bodies such as the Board of Trustees, Executive

Committee, Advisory Council and Faculty Association
Council. Should there be a change, placement, division
among the existing colleges and academic service offices,
the same structure and composition shall be observed.
b.
Working committees
c.
General Faculty Assembly (all regular and honorary

members of the Faculty Association).
The Board of Trustees

2.1
The Board of Trustees is composed of five (5) members i.e.

he current president and the four (4) immediate past
presidents of the Association.
2.2
The term of office of the Board of Trustees shall be the same

with the elected officers of the Faculty Association. In the
event that any member of the Board of Trustees resigned,
died, incapacitated, etc., the remaining members shall
appoint a replacement who was a former officer of the
Faculty Association.
2.3
The formulation of policies shall emanate from this body.

The Board shall hold a meeting at least once a semester.
The Executive Committee (ExeCom)

3.1
178
The ExeCom shall be composed of the president, vice

president, secretary, treasurer, auditor and public relations
officer all elected-at-large.
3.2
It shall implement the Constitution and By-laws of the

Association and other guidelines and policies approved by
the Board of Trustees.
3.3
It shall promote harmonious relations and proper decorum

within the Association, with the support staff and the
administration towards rendering better service to the De La
Salle University-Dasmarias community.
3.4
It shall strengthen and maintain proper communication with

the administration and with the members of the Association.
3.5
The following are the duties and responsibilities of the

members of the ExeCom:
A. President
1.
He shall be in charge of overseeing the operations, needs

and concerns of the association and of directing its activities.
2.
He shall preside over the meetings of the Association, Board

of Trustees, and ExeCom.
3.
He shall represent the Association in the Presidents

Council, Faculty Status Board, Institutional Grievance Board,
and in all other meetings and dialogues with the
administration.
4.
All decisions requiring the signature of the president shall be

temporarily withheld as the need arises, unless documented
information regarding the issue at hand has been channelled
to him and/or proper consultation with the parties concerned
has been conducted.
5.
He shall be the Head of the Faculty Negotiation Panel which

has the task to present and work out with the administration
whatever benefits, privileges and clarifications the members
may wish to get.
6.
He shall at all times enforce the provisions of this

Constitution and other rules and regulations which may be
promulgated by the Association from time to time.
7.
He shall appoint any member of the FAC to represent the

Association in any institutional committee.
179
8.
He may appoint an FA officer to represent the Faculty

Association in any institutional council or board.
9.
He shall present to the General Faculty Assembly the

activities/projects for the school year approved by the FAC.
10.
He shall submit an annual report and distribute the same to

all the members of the Association.
11.
He shall be an ex-officio member of the Grievance

Committee.
12.
He shall exercise other powers and functions accorded to

him by a majority vote to all the members of the FAC.
B. Vice President
1.
He shall assume the duties and responsibilities of the

president in case of the latters absence, permanent
incapacity, death, or resignation.
2.
He shall be the presiding officer/chair of the FAC.
3.
He shall serve as the chair of the FA Grievance Committee,

Oversight Committee, and of other temporary working
committees that may be assigned to him by the president.
4.
He shall represent the Association in the Collegiate

Grievance Board.
5.
He shall perform other functions as may be delegated by the

president.
C. Secretary
180
1.
He shall take the minutes of meetings of the Association and

certify the same.
2.
He shall take charge of the safekeeping

records/documents of the Association.
3.
He shall prepare, sign and file communications pertaining to

the Association.
4.

president.
of
all
D. Treasurer
1.
He shall act as the custodian of all funds, supplies, and

properties of the Association and shall be accountable for
these.
2.
He shall collect all fees and dues pertaining to the

Association and all income derived from projects/activities in
the name of the Faculty Association.
3.
He shall submit a financial report regular General Faculty

Assembly of the financial standing of the Association and
distribute the same to all members.
4.
He shall serve as the liaison officer of the Association to the

Accounting Office.
5.
He shall serve as the acting Secretary in the absence of the

Secretary during the meeting.
6.
He shall perform the functions as may be delegated by the

president.
E. Auditor
1.
He shall audit, verify and examine all financial accounts of

the Association.
2.
He shall recommend measures to the ExeCom that would

improve the financial condition of the Association.
3.
He shall submit his audit report and inventory of supplies

and properties to the ExeCom at the end of every semester.
4.
He shall report externally audited financial statements during

the last General Assembly of the school year.
5.

president.
181
F. Public Relations Officer
3.6
3.7
1.
He shall take charge if the preparation and posting of

announcements, bulletins, posters and other information
materials relative to the official activities of the Association.
2.
He shall update information in the official website of the

Association.
3.
He shall be responsible for the dissemination and follow-up

of communications, executive orders and resolutions to the
members of the Association through the department
representatives.
4.

president.
The following are the qualifications of Faculty Association officers:

a.
Must be a permanent faculty member.
b.
Must not be holding any administrative position.
c.
Must not have been found guilty of any disciplinary case or

any act involving moral turpitude by the institutional
grievance committee during the year of election.
The election of officers or the members of the ExeCom shall be

conducted on the second Wednesday of October of election year.
The procedures for the election of FA officers shall be governed by
the FA Election Rules and Guidelines implemented by the
Committee on Elections (ComElec).
Sec. 4 The Faculty Association Council (FAC)
182
4.1
The Faculty Association Council (FAC) shall be composed of the

Executive Committee and the Council of Representatives.
4.2
It shall be the forum for thoroughly discussing and analyzing

matters and issues brought up in the Assembly or such matters that
the Association may need to convey to the Assembly.
4.3
FAC shall discuss matters affecting/concerning their respective

departments/offices.
4.4
It shall formulate the plans and programs of the Association

considering the activities of their respective departments/offices
subject to the approval of the Board of Trustees.
Sec.5 The Department Representatives

5.1
The powers and functions of the Department Representatives shall

be as follows:
a.
To preside over all meetings of departments/offices and

submit minutes of the meetings to the ExeCom.
b.
To meet the members of their respective departments/offices

monthly.
c.
To act on all grievances involving its constituents.
d.
To coordinate/consult the department chair/dean for

clarification on grievance of faculty concerned after pertinent
documented information have been gathered.
e.
To take charge of posting information and safekeeping of the

Departments copy of records and documents pertaining to
the Association.
f.
To initiate resolutions/recommendations for consideration of

the ExeCom.
g.
To represent the departments/offices in the FACs meetings

and collegiate Faculty Status Board.
h.
To disseminate to their respective departments/offices all

information and concerns pertaining to the Association.
i.
To consult their respective departments/offices on all issues

and concerns which were raised and deliberated in the FAC
meetings.
j.
To report to the FAC the results of the consultations made

with their respective departments/offices on matters and
issues raised from time to time including those issues in
which the stand of the Association is needed.
k.
To coordinate the programs and activities of their respective

departments/offices that may affect the activities of the
Association.
183
l.
To bring to the FACs attention matters of concern from their

respective departments/offices they represent whenever
needed.
m.
To decide in behalf of the departments/offices they represent

in case of emergency.
n.
To support all the programs of the ExeCom.
o.
To exercise other functions as provided for in this

Constitution and by-laws.
Sec. 6 The Advisory Council

6.1
The Advisory Board shall be composed of the past presidents of

the Faculty Association who are full-time faculty members even if
they may be holding administrative positions.
6.2
It shall serve as the consultative and advisory body of the

Association.
6.3
Its members may attend the meeting of the ExeCom and the FAC
upon invitation as deemed necessary.
Sec. 7 The Working Committees

7.1
There shall be permanent and temporary working committees

within the Faculty Association.
7.2
Permanent working committees shall consist of, but are not limited
to:
a. Socio-cultural committee
b. Personal and professional development committee
d. Community outreach committee
d. Discipline committee
e. Grievance committee
184
7.3
It shall be the duty of the ExeCom to organize the permanent

committees within two months after assumption of office.
7.4
Each permanent working committee except the Grievance

Committee shall be composed of at least five members, the Chair
of which shall come from the ExeCom. The Chair shall be given the
freedom to choose his members.
7.5
Temporary working committees may be created by a majority vote of

the ExeCom as deemed necessary and shall expire as soon as their
functions are completed. Their composition, duties and functions
shall be determined by the ExeCom.
7.6
The following are the duties and responsibilities of the permanent

working committees:
A. Socio-Cultural Committee
1.
It shall search for members with potentials and

develop their talents by forming singing groups, dance
troupes, dramatic guild and the like.
2.
It shall take charge of scheduling and monitoring the

practices of the different socio-cultural groups.
3.
It shall be responsible for planning, organizing and

carrying out all the socialization activities and cultural
presentations of the Association in institutional
activities where the participation of the Association is
requested/ required.
B. Personal and Professional Development Committee

1.
It shall cater to the physical, intellectual,

psychological, professional, recreational, aesthetic
and spiritual needs and interests of all members.
2.
It shall sponsor and organize seminars, workshops,

recollections, sports fests other related activities
guided by a survey on needs of the members.
3.
It shall be responsible for monitoring and evaluating

the sessions conducted or the activities held
regarding the personal and professional development
of the members.
185
C. Community Outreach Committee

1.
It shall coordinate with the Lasallian Community

Development Center for community outreach matters,
plans and projects that the Association wants to
pursue.
2.
It shall take the initiative to study and deliberate on

the future activities related to community service.
3.
It shall act as the organizer and monitoring body of

the community orientation seminars that shall be
conducted for the purpose of enlightening and guiding
the members of the Association regarding community
work.
4.
It shall disseminate and implement activities and

projects that shall be carried out by the Association
regarding community work.
D. Discipline Committee
1.
There shall be discipline committee to preside over

cases/matters involving discipline of the members.
2.
The Committee shall exercise jurisdiction over any

misconduct that will adversely affect the good name
or reputation of the Association or disrupt its regular
activities and programs.
E. Internal Grievance Committee
186
1.
There shall be an independent Grievance Committee

composed of seven (7) members.
2.
The following shall constitute the Internal Grievance

Committee:
a. FA vice president as ex-officio and presiding
officer.
b. Six (6) members, four(4) of whom are
appointed by the FAC and two(2) appointed
by the ExeCom.
3.
The Internal Grievance Committee shall serve as the

proper forum for any complaint, grievance and
dissatisfaction of a member with respect to his
relationship with the officers of the Association, its
members and officers.
4.
It shall give information and recommendations to the

FA President.
5.
It shall uphold the dignity of the Associations

Constitution and By-Laws.
F. Fact Finding Committee

1.
The FA Fact Finding Committee shall be composed of

the following:
a. FA president as ex-officio and presiding officer.
b. Six (6) members, four (4) of whom are
appointed by FAC and two (2) appointed by the
ExeCom representatives and two (2) appointed
by the EXECOM.
2.
The functions of the FA Fact Finding Committee shall:

a. serve as a venue for expressing their
grievance of the faculty in connection with his
work;
b. give information and recommendations with
respect to the Institutional Grievance
Committee and Faculty Status Board.
G. Committee on Election (ComElec)

1.
There shall be an independent Committee on Election

(ComElec) composed of a chair and six other
members.
2.
The
seven
members
from
among
the
departments/offices
representatives
shall
be
appointed by the newly-elected ExeCom within two
weeks after their oath taking.
3.
The ComElec chair will be elected from among the

members.
187
4.
The following are the duties and responsibilities of the

ComElec:
a. To enforce all election rules/regulations;
b. To settle issues with regard to election;
c. To provide the election rule/laws to be ratified
by the majority vote of the general assembly;
and
d. To recommend amendments, revisions or
additions of election related policies to the
Board of Trustees.
Sec. 8 The General Faculty Assembly

8.1
The General Faculty Assembly is composed of all officers and all

regular and honorary members of the Association.
8.2
The assembly shall convene twice per semester or as the need

arises. This will be presided by the president or the vice president.
8.3
The purposes for convening the assembly are as follows:

a. To report to the members the activities, accomplishments, and
issues and information related to the FA.
b. To consult with the members the issues and actions to be
undertaken by the Association.
c. To inform and update the body and explain any urgent
actions/decisions that were undertaken by the ExeCom and
FAC.
d. To attend to, discuss, and deliberate any other matters that are
of interest to the members of the Association.
8.4
188
A Special General Assembly may be called by a majority vote of all

members of the FAC.
Article VIII
Meetings and Quorum
Sec. 1 The FA general Assembly shall be convened twice a semester i.e. on the
last Wednesday of June and September for the first semester and in
November and February for the second semester or as the need arises.
Sec. 2 The FAC shall meet regularly on the second Wednesday of the month and
whenever necessary.
Sec. 3 The FAC shall hold a meeting with the administration once every two
months and/or if there is a need.
Sec. 4 The ExeCom shall meet monthly and may call for emergency meetings of
its members as the need arises.
Sec. 5 The Faculty Assembly of departments/offices shall meet monthly and/or
as the need arises.
Sec. 6 The working committees shall meet at least once a month at their
convenience or upon the request of the ExeCom.
Sec. 7 The Overseeing Committee shall meet at least once every two months.
Article IX
Income and Funds of the Association
Sec 1. The funds of the Association shall constitute the following:
a. semestral membership fee
b. monthly dues
c. trust fund
d. mortuary assistance fund
e.fund coming from sponsored projects
f. gifts and/or donations
189
Sec 2. Every member shall contribute to the mortuary assistance fund whenever
necessary. The mortuary assistance fund is subject for replenishment
when exhausted.
Sec 3. All funds to be released shall have the prior approval of the ExeCom.
Should there be an immediate need for such funds, but the ExeCom fails
to meet it, the President of the Association can approve the release of the
said funds. However, he shall furnish all members of the ExeCom with a
copy of the release papers together with the pertinent documents as
soon as possible.
Article X
Discipline of Members and Officers
Sec. 1 Discipline of Members
1.1 Any member who deliberately violates the provisions of this
Constitution and by-laws shall be accountable to the Discipline
Committee.
1.2 The ExeCom shall have the authority to subject to disciplinary action
any member who shall not observe and follow proper decorum in all
meetings and in other courses of action where any member is
responsible.
1.3 Unexcused Absence of regular members from regular and emergency
meetings of the Association for at least two times shall mean a
deduction of P100.00 from their salary.
Sec. 2 Discipline of Officers
2.1 No officer shall commit himself to any decision that may affect the
Association without due consultation with the ExeCom.
2.2 Any officer of the Association who commits an offense against any
member of the institution or the Association shall be sanctioned in
accordance with the measures that shall be set by the FA Internal
Grievance Board.
190
2.3 Suspension or removal from position shall be effected for the following
reasons:
a.
Any willful violation of this Constitution and by-Laws.
b.
Gross negligence of duty.
Any form of misconduct which maliciously or
intentionally undermines the integrity of the
Association or the institution or both.
d.
Any case analogous to the aforementioned.
Sec. 3 An affirmative vote of at least 2/3 of the total members of the Faculty
Association shall be required to relieve/or suspend any officer.
Sec. 4 The length of suspension shall be determined by the FAC and shall be
approved by the members in a special session called for by the purpose.
The same number of votes provided in the preceding section shall apply.
Article XI
Term of Office
Sec. 1 Advisory Council
All past presidents of the Association still employed at DLSU-D shall
continue to serve as members of the Advisory Council.
Sec. 2 All duly elected officers of the ExeCom shall serve for two years.
However, no officer can serve for more than two consecutive terms in
the same position.
2.1 If an officer resigns, takes a long leave of absence, becomes a
part-time faculty, becomes permanently incapacitated, or dies,
the ExeCom shall convene and appoint a replacement from
among the members of the FAC to fill in the vacant position.
2.2 The newly-appointed officer shall serve only for the unfinished
term of the officer he shall succeed. The successor to the
vacant position described above shall be deemed to have
served one complete term of office if he has served in such
position for one year or more.
191
Sec. 3 The term of office of all the department representatives shall be coterminus with the ExeCom.
Sec. 4 The turnover of duties and responsibilities of the outgoing officers to the
incoming EXECOM Officers shall be held within two weeks after their
election.
Sec. 5 The newly elected officers of the ExeCom shall commence their term of
office on the first day of the second semester following their election.
Article XII
Amendments
Sec. 1 Any amendment to or revision of this Constitution may be proposed by:
a. The ExeCom with the concurrence of at least 2/3 votes of the
FAC.
b. The members upon petition of at least twenty percent (20%) of
the total membership.
Sec. 2 An independent Committee on Constitutional Amendments/Revisions
shall be organized by the Execom for the said purpose.
Sec. 3 The Execom shall call for a General Assembly for the purpose of
ratification of the proposed amendments/revisions within two weeks
after the receipt of such proposals.
Sec. 4 Any amendments/revisions of this Constitution shall be valid when ratified
by a majority of all members of the Association.
Sec. 5 No amendments/revisions shall be made three years upon ratification of
this Constitution except in cases of exigencies or when the need arises,
the presence of which shall be determined by a 2/3 vote of all the
members in a meeting called for such purpose.
192
Article XIII
Effectivity Clause
Sec. 1 This Constitution shall take effect immediately upon ratification by a
majority vote (50%+1) of all its members in a plebiscite called for the
purpose.
193

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MEMBERS OF THE TECHNICAL PANEL

GUIDING PRINCIPLES OF THE PHILIPPINE LASALLIAN FAMILY