CHAPTER 1 2.
The Personnel Section shall check the entries of the DTRs
PERSONAL POLICES AND PROCEDURES
I. Office Attendance
A. All officials and employees are required to render eight (8) hours
of works a day, for five (5) days a week. Working hours shall be
from 8:00 am to 12:00 noon, 1:00 p.m. to 5:00 pm, Monday to
Friday, with prejudice to the approved flexi-time of certain
personnel.
B. A NO noon-break policy shall be implemented in the office.
II. Attendance
A. General Policies
1. All employees are required to register their daily attendance in
the Biometrics located at the Ground Floor of the Municipal
Building.
2. All others employees of LGU-Daram (Department Heads,
second level and First Level Personnel), whether permanent,
coterminous or casual, shall register their daily office
attendance through the Biometrics.
B. Record/Proof of Attendance
1. Registering attendance in the Biometrics
2. Submitting Daily Time Records (DTR)
C. Submission of Proof of Attendance
1. DTRs shall be accomplished and signed by the employees
concerned at the end of each month.
against the documents attached thereto. In case of
discrepancies, appropriate corrections shall be made on
the DTRs, after which the Personnel In-charge shall affix
his/her initial at the bottom of DTRs.
3. The Department Head shall thereafter verify the entries on
the DTRs. DTRs shall be signed by the Department Head or
any designated official.
4. Consolidation of submitted DTRs shall be prepared by the
Personnel Section and forwarded to the Accounting Office
with a transmittal indicating the names of the employees
who have submitted their DTRs.
Officials and employees who failed to submit their DTRs
for three (3) consecutive months shall be dropped from
the roll. A memorandum will be issued to the personnel
concerned for his compliance.
D. Submission of pertinent documents for 201 files
Officials and employees shall annually submit and update
pertinent documents for their 201 files: Birth Certificate, NBI
Clearance, Police Clearance, Transcript of Record, Diploma,
Medical results as to fitness to work, IPCR ratings, among others.
E. Submission of Sworn Statement of Assets, Liabilities and Net
(SALN)
As all government officials and employees are mandated to live a
modest life, they shall submit their Statement of Assets, Liabilities
and Net annually, certified by the Head of Office.
F. Submission of Individual Performance Commitment and Review
(IPRC)
Submission of I/OPCR is done every semester which shall
determine the target and accomplishment of every employee. It is
the duty of the Department Head to discuss with his/ her
subordinates the assessment of the performance.
The supervisor shall indicate qualitative comments, observations
and recommendations in the individual’s employee’s performance
and review to include competency assessment and critical
incidents which shall be used for human resource development
purpose such as promotion and other interventions. The
discussion shall focus on strengths, competency related
performance gaps and the opportunity to address these gaps,
career paths and alternatives.
G. Leaving the Office for Official/Personal Reasons
1. Employees going out during office hours on official or
urgent personal business are required to secure
permission from their Department Head through the use
of Pass Slip. Staying out in the office for more than three
(3) hours is allowed considered it is an emergency case.
Other than this, the personnel is considered absent.
2. The Guards-on-duty shall keep the Pass Slip records and
submit these to the Office of the HRM Officer at the end
of the working day.
H. Absenteeism, Tardiness and Under time
1. An official or employee in the civil service shall be
considered habitually absent if he incurs unauthorized
absences exceeding allowable 2.5 days monthly leave
credits under the Leave Law for at least three (3) months
in a semester or at least three (3) consecutive months
during the year (CSC MC NO. 4, s. 1991).
2. Any employee shall be considered habitually tardy if he
incurs tardiness, regardless of the number of minutes, ten
(10) times a months for at least two (2) months in a
semester or at least two (2) consecutive months during
the year.
3. Any officials or employee who incurs under time,
regardless of the number of minutes/hours, ten (10) times
a month for at least two months in a semester shall be
liable for Simple Misconduct and/or Conduct Prejudicial
to the Best Interest of the Service, as the case may be (CSC
MC No. 16, s. 2010, CSC Resolutions No. 10-1357 dated
July 6, 2010).
4. Any officials or employee who is absent in the morning is
considered to be tardy, and is subject to the provisions on
Habitual Tardiness.
5. Any officials or employee who is absent in the afternoon
is considered to have incurred under time, subject to the
provisions on under time.
I. Overtime Services
Whenever the exigency of the service demands, officials and
employees of LGU-Daram may be authorized by the Mayor to
work beyond regular office hours, or on Saturdays, Sundays, and
public holidays. Those authorized to render overtime services shall
claim of the Compensatory Time-Off (CTO).
III. Leave of Absence
A. Policy Guidelines
1. All employees, whether permanent or, temporary, or
casual, who render work during the prescribed office hours,
shall be entitled to fifteen (15) days’ vacation and fifteen
(15) days sick leave annually with full pay exclusive of
Saturdays, Sundays, and public holidays, without limitation
as to the number of vacation and sick leave credits that they
may accumulate. (Section 1, Rule XVI, CSC MC No. 40,
December 24, 1998)
2. All employees can claim the monetary value of their
accumulated leave credits from the office where the leave
credits have been earned.
3. The purpose of the leave shall be clearly indicated in the
proper spaces provided in the application.
4. An official or employee who is absent without approved
leave shall not be entitled to receive his salary
corresponding to the period of his unauthorized leave of
absence.
5. An official/employee who is continuously absent without
approved leave for at least thirty (30) calendar days shall be
considered AWOL and shall be dropped from the rolls.
B. Vacation Leave
1. The grant vacation leave of absence is discretionary on the
part of the LCE. Thus, the mere filing of an application for
leave does not entitle the employee to go on leave outright.
C. Forced Vacation Leave
1. All officials and employees with ten (10) days or more
vacation leave credits shall be required to go on vacation
leave whether continuous or intermittent for a minimum
of five (5) working days annually. However, in the cases
where the official or employee has to report for work in the
exigency of the service, the mandatory annual five-day
vacation leave shall not be deducted from the vacation
leave credits of the employee (CSC MC No. 41, December
24, 1998)
D. Sick Leave
1. Sick leave of absence shall be granted only on account
of sickness or disability on the part of the employee
concerned.
2. Application for sick leave shall be filed immediately upon
the employee’s return from such leave. Notice of
absence, however, should be sent to the immediate
supervisor.
3. Applications for sick leave in excess of five (5) successive
days shall be accompanied by a medical certificate.
4. When an employee has already exhausted his sick leave
credits, he may use his vacation leave credits but not
vice versa (Section 56, CSC MC No. 14)
E. Maternity Leave
1. In addition to the vacation and sick leave, every
woman in the government service shall be entitled
in cases of pregnancy to maternity leave of One
Hundred Five (105) calendar days subject to the
following conditions:
 F. Paternity Leave
a. Those who have rendered an aggregate of
two (2) or more years of service shall be
entitled to One Hundred Five (105) days
maternity leave with full pay.
b. For those who have rendered one (1) year
or more but less than two (2) years of
service, maternity leave shall be computed
in proportion to their length of service.
G. Rehabilitation Leave Privileges
c. Those who have served for less than one
(1) year shall be entitled to sixty (60) days
maternity leave with half pay.
2. The availment of maternity leave cannot be
deferred but it should be enjoyed within the actual
period of delivery in a continuous and
uninterrupted manner, not exceeding sixty (60)
calendar days.
3. Every woman, married may be granted maternity
leave in every instance of pregnancy irrespective of
its frequency.
4. A female employee who wants to report back to
duty before the expiration of the maternity leave
may be allowed to do is physically fit to assume the
duties of her position.
5. Should the employee return to work before the
expiration of her maternity leave, she may receive
benefits granted under the maternity leave law and
the salary for actual services rendered effective the
day she reports back for work.
1. Every married male employee is entitled to
paternity leave of seven (7) working days for each
of the first four (4) deliveries of his legitimate
spouse with whom he is cohabitating.
2. Paternity leave is non-cumulative and strictly non-
convertible to cash.
The following are the guidelines for availing of the rehabilitation
leave privilege:
1. All personnel with permanent, temporary, casual, or
contractual appointments, including those with fixed term
of office, may avail themselves of the Rehabilitation
privilege during their employment on account for wounds
and/ or injuries sustained while in the performance of
official duties.
2. Performance of official duties means situations wherein
the officials or employee was already at work. The same
privilege may be extended to officials and employees
meets and accident while engaged in activities inherent to
the performance of his/her duties, including being on
Official Business, authorized overtime, and Special Order.
3. An official/ employee who is availing of the Rehabilitation
Privilege shall receive his/ her salaries and regular benefits
such as Personnel Economic Relief Allowance (PERA),
Additional Compensation (AdCom), year-end bonus, and
cash gift mandated by law.
 However, he/ she is not entitled to benefits and privileges
that are enjoyed based on the actual performance of
duties of the position such as Representation and Travel
Allowance.
H. Parental Leave Privileges
Any individual in the government service who falls under any of
the following categories shall be considered a Solo Parent for the
availment of the Parental Leave:
1. Parent left solo or alone with the responsibility of
parenthood due to any of the following circumstance:
a. Death of spouse;
b. Detention of the spouse or serving sentence for a
c. Criminal conviction for at least one (1) year;
d. Physical /mental incapacity of spouse as certified
by a public medical practitioner;
e. Legal separation or de facto separation from
spouse for at least one (1) year provided he/she has
custody of the child/children;
f. Declaration of nullity or annulment of marriage as
decreed by a court or by a church, provided, he/she
has custody of the child/children; and
g. Abandonment of spouse for at least one (1) year
2. An unmarried person who has preferred to keep and rear
the child/children instead of having others care for
him/her/then or give him/her/them up to a welfare
institution;
3. Any family member who assumed 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 last for at least one (1) year.
A parent leave of seven (7) days in addition to existing
leave privileges shall be granted to any solo parent
employee subject to the following conditions:
a. The solo Parent must have rendered
government service for at least one (1) year,
whether continuous or broken, reckoned at
the time of the affectivity of RA 8972 the “
Solo Parents’ Welfare Act of 2000,” on
September 22, 2002 and regardless of
employment status.
1. It shall be availed of every year and shall not be
convertible to cash and if not availed of within the
calendar year, shall be forfeited.
2. It can be availed of on a staggered or continuous basis
subject to approval by the head of agency. The
application shall be submitted at least one (1) week prior
to its availment, except on emergency cases.
3. It can be availed of under any of the following
circumstances:
a) Attend to personnel milestone of a child such as
birthdays, first communion , graduation, and
other similar events;
 b) Perform parental obligations such as enrollment
and attendance in school programs, PTA
meetings, and the like;
c) Attend to medical, social, spiritual, and
recreational needs of the child; and
d) Other similar circumstances necessary in the
performance of parental duties and
responsibilities, where the physical presence of
parent is required.
4. A solo Parent employee who applies for parental leave
shall secure a Solo Parent Identification Card from the
City/Municipality Social Welfare and Development
Office. The ID card is valid for one (1) year from issuance
but renewable yearly. Failure to renew card means that
the status as solo parent has ceased or has changed.
I. Study Leave Program
This program grants qualified personnel the privilege of time off
from the work with pay for a period not exceeding (a) six (6)
months in their preparation for the bar or board examinations or
(b) four (4) months for completion of master’s degree. No
extension shall be allowed herein. If more time needed, the
grantees may file a leave of absence chargeable against vacation
leave credits.
J. Terminal Leave
1. An official/employee who intended to sever his employment
may apply for terminal leave. Application for terminal leave is
allowed only if the employee’s resignation, retirement or
separation from the service be without any fault on his part.
K. Leave of Absence Without Pay
1. Application for leave of absence without pay may be granted
to officials and employees, subject to the following conditions:
a. Leave of absence without pay shall not exceed one (1) year
(Section 57, CSC MC No. 41, s. 1998)
b. In the interest of the service, the position temporarily
vacated by such leave may be filed by a substitute for the
duration of the leave.
L. Application for Leave
1. Application for leave of absence (sick, vacation,
maternity, terminal, etc.) shall be filed in triplicate in a duly
accomplished CSC Form No. 6 and submitted directly to the
Personnel Section.
2. Recommending Authority- It shall be the duty of the
Regional Chief Administrative Officer to recommend the
approval of the application for leave of absence
3. Supporting Papers
a. Sick Leave
a. 1. Medical certificate in case leave exceeds five (5)
consecutive days (Section 53, CSC No. 41, s. 1998). In case
medical consultation is not availed of, an affidavit should be
executed by the applicant.
b. Vacation Leave
b. 1. Where leave exceeds thirty (30) days, clearances as to
money and property accountabilities and as to
administrative and criminal charges.
c. Maternity Leave
 c. 1. Certificate of Live Birth of the child
c. 2. Where commutation of leave is requested, clearances
as to money and property accountabilities and as to
administrative and criminal charges
c. 3 1 In case of abortion (complete/incomplete)
c. 3. 1 medical certificate of attending physician, duly
notarized
d. Paternity Leave
d. 1 Marriage Contract
d. 2 Certificate of Live Birth of the Child
e. Terminal Leave
e. 1 Clearance as to money and property accountabilities
e. 2 Clearance as to administrative charges
e. 3 Service Record
M. Cumulation of Leave
1. Vacation and sick leave shall be cumulative and any part
thereof not taken in the calendar year were earned, may be
carried over to the succeeding years (CSC MC No. 41, s.
1998)
N. Commutation and Monetization of Leave Credits
1. An official or employee who retires or voluntarily resigns, is
allowed to resign, or is separated from the service through no
fault of his own shall be entitled to the communication of his
vacation/sick leave credits, exclusive of Saturdays, Sundays
and holidays without limitation as to the number of days of
leave he accumulated, provided his leave benefits are not
covered by any special law (Section 26, CSC MC No. 41, s.
1998)
2. Monetization of leave credits may be allowed, at the
discretion of the LCE, if the number of days to be monetized
exceeds fifteen (15) days, provided of the availability of funds
and justifiable reasons, such as:
a. Health, medical and hospital needs of the employee and
the immediate members of his/her family.
b. Financial aid and assistance brought about by force
majeure events such as calamities, typhoons, fire,
earthquake, and accidents that effects the life, limb/ and
property of the employee and his/her immediate family;
c. Education needs of the employee and the immediate
members of his/her family;
d. Payment of mortgages and loans which were entered into
for the benefit of the employee and his/her immediate
family;
e. In cases of extreme financial needs of the employee or
his/her immediate family where the present sources of
income are not enough to fulfill basic needs such as food,
shelter, and clothing; an
f. Other analogous cases as determined by the top
management (CSC MC No. 41, s. 2002)
O. Computation Leave
1. Computation of vacation and sick leave shall be made on
the basis of one (1) day vacation and one (1) day sick leave
for every twenty-four (24) days of actual service (Section
27, CSC MC No. 41, s. 1998)

2. The term “actual service” refers to the period of
continuous service from time of the periods covered by
any reason other reason other than illness, shall not be
counted as part of the actual service rendered (Section 28,
CSC MC No. 41, s. 1998)
3. Tardiness and under time shall be deducted from vacation
leave credits and shall not be charged against sick leave is
supposed by a medical certificate and an application for
leave of absence (Section 34, CSC MC No. 41, s. 1998)
Chapter Two
OFFICE RULES AND REGULATIONS
I. Prescribed Office Uniform
Memorandum Circular (MC) No. 01-2008 January 17, 2008, provides
for the following “Guidelines on the (A) Grant of Uniform/Clothing
Allowance; and (B) Wearing of Office Uniform /Appropriate attire.”
1. Officials and employees should strictly wear their proper office
uniform, according to color-coding, as scheduled:
Monday- Pink Uniform
Tuesday- Yellow Uniform
Wednesday- Blue Uniform
Thursday- Green Uniform
Friday- Any formal Attire
2. If wearing skirts, it should be at least knee-length;
3. Appropriate foot ware shall mean closed formal shoes;
however, mules, sling bag shoes and peer shoes are allowed
4. Identification Card (ID) must be wore at all times while on
official duty.
A. Prohibited Attire
Should the clothing allowance be granted in the form of cash, the
provisions of the Revised Dress Code for all Government Officials and
Employees as prescribed in the Civil Service Commission (CSC) in its
Memorandum Circular (MC) No. 9, s. 200, “ Revised Dress Code for All
Government Officials and Employees” , dated October 31, 2000, shall be
strictly followed, viz.
1. The following attire are prohibited when performing official
functions:
(a) Gauzy, transparent or net-like blouse or
shirt;
(b) “sando”, sleeveless, strapless, or
spaghetti-strapped blouse, tank tops
(unless worn as an undershirt), blouse
with over-plunging necklines;
(c) Micro-mini skirt, walking shorts, cycling
shirts, leggings, tights, jogging pants, Capri
pants, pedal pushers;
2. The sporting of long and unkempt hair, as well as wearing of
earring and body ornaments by male employees are not allowed.
3. Denim or “maong” pants, collarless t-shirts for men, rubber shoes,
sandals, and step-ins are allowed on Fridays only.
B. Implementation and Monitoring
 1. All Department Heads and immediate supervisors shall be III. Telephone Courtesy
responsible for:
1. When answering calls:
(a) Implementing these guidelines; a. State of giving name of office;
b. Say ‘Good morning’/”Good Afternoon”/ “Good evening” and
(b) Monitoring compliance with these guidelines; “May I help you”.
c. Then, converse with party in a courteous and clear voice.
(c) Reporting and submitting cases if violations for proper
disciplinary action 2. When employee being called is not in the office:

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

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

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

3. They must limit their personal telephone calls.

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

7. They are not permitted to gamble, drink alcoholic beverages, or 1. On official business – where travel is credited on official time
engage in any form of improper unbecoming conduct within the and travel and incidental expenses are allowed by and charged
premises of Municipal Hall. to the Regional Office; or
 2. On official time – where travel is credited in official time only
and all travel and incidental expenses incurred in connection
thereto are for the travel and incidental expenses incurred in
connection thereto are for the personal account of the official/
employee and not chargeable to the office
B. Permanent Official Station – the regular or permanent place of
work of an official / employee; the place where the official/
employee is expected to be most of time as required by the very
nature of his duty.
C. Travel Time – the period between actual departure from and
return to the permanent official station which shall include one (1)
day before and one (1) day after for domestic travels
D. Travel Expense – is the amount authorized to cover hotel or
lodging rates, meals and incidental expenses, excluding
transportation expenses going to and from the travel destination.
E. Transportation Expense – is the amount authorized to cover
expenses from the permanent official station or residence to the
destination or place of work assignment in the field and back to
the permanent official station or residence
F. Hotel Room or Lodging Rate – is the daily hotel or lodging cost
including taxes and services charges
G. Incidental Expenses – is the amount that includes but not limited
to baggage fee, travel insurance, porterage, and local inland
transport
H. Proper Accounting – refers to the procedure whereby the
prescribed liquidation documents are submitted to and received,
recorded in the accounts of the accountant
I. Liquidation - is the liquidation documents in the books of accounts
by the accountant as a credit to the cash advance account after
verifying the same
II. Specific Guidelines
1. Local Travel
a. Travel Orders must be approved by the LCE 5 days before
the travel dates.
b. Officials and employee who use government vehicle shall
not be entitled to transportation expense.
c. Travel Beyond Fifty-Kilometer Radius:
1. The local travel expenses of officials and employees, regardless
of rank and destination, shall be in the amount of Eight Hundred
Pesos (P800.00) per day.
2. Personnel who take taxi may be entitled to reimbursement in
the amount of P300.00 only.
3. The officials/ employee shall draw up a liquidation report
supported by the following documents:
a. Certificate of Travel completed with itinerary of travel
attached
b. Used plane, boat or bus tickets from the official station
or residence to the place of destination, but expenses
for rebooking shall not be allowed unless supported by
satisfactory explanation
c. Official receipts
 d. Certificate of Appearance/ Participation
e. Appendix B
f. Accomplishment Report/Post Travel Report
Chapter Four
EMPLOYEE’S BENEFITS, PRIVILEGES AND SEVICES
Allowances are emoluments granted in addition to fixed compensation or in
exchange for services rendered. Allowances are paid or given in cash or in kind
subject to certain conditions provided for by law authorizing the grant.
I. Allowances
A. Clothing Allowance
The appropriation that may be used for uniform of
clothing allowance of each employee shall be in
accordance with the General Appropriations Act (GAA).
Guidelines for the grant:
1. Annual clothing allowance shall be given to all
employees, irrespective of employment status,
who have been in the service for at least six (6)
consecutive months, provided they serve the
agency for another six (6) months from the day
receive the allowance.
B. Representation and Transportation Allowance (RATA)
The grant of RATA is given to a) those who are expressly
authorized by the GAA and those of equivalent rank as
may be determined by the DBM; and b) those who are duly
designated by competent/ appointing authority to a
vacant position which is entitled to RATA.
C. Personnel Economic Relief Allowance (PERA)
The PERA in the amount of Five Hundred Pesos (P500.00)
is given monthly to all employees irrespective of
employment status as provided for under GAA. The PERA
replaced the Cost of Living Allowance (COLA) which was
integrated into the basis salary pursuant to the provisions
of RA 6758 or the “Salary Standardization Law.” Under the
DBM Budget Circular No. 2009-3, the PERA in the amount
of Five Hundred Pesos (P500.00) per month and the
Additional Compensation (ADCOM) in the amount of One
Thousand Five Hundred Pesos (P1, 500.00) have been
combined as PERA in the amount of Two Thousand Pesos
(2,000.00).
II. Productivity Enhancement Incentive
The PEI is granted to all officials and employees who have rendered
at least one (1) year of services.
III. Longevity Pay
Officials and employees who for each five (5) years of continuous,
efficient and meritorious service have rendered in the Department
shall be entitled to longevity pay.
IV. Year-end Benefits
A. Who are entitled
Those who render at least four (4) months of service from January
1 to October 31 of each year and who are employed in the
government service as of October 31 of the same year shall each
receive a Christmas bonus equivalent to one month basis salary
 and additional cash gift of Five Hundred Pesos Only (P500.00)
(Section 1, RA 6686).
B. Rules and Regulations
Additional rules and regulations on the grant of year-end bonus
and cash gift shall be subject to existing Budget Circulars of the
Department of Budget and Management (Budget Circular No. 15,
March 5, 1998)
V. Step Increment
VI. Loyalty
A loyalty cash award is granted to all officials and employees who
have rendered ten (10) years of continuous and satisfactory
service in the government (CSC MC No. 6, February 26, 2002
(Revised Policies on the Grant of Loyalty Award)
VII. Program on Award and Incentives for Services Excellence (DAR
PRAISE)
The LGU-Daram has constituted PRAISE Committee that shall
discuss matters on awards and incentives for service excellence to
its personnel.
VIII. GSIS Benefits
A. General Policies and Rules
1. Compulsory Member and Life Insurance Coverage
B. Compulsory Life Insurance Benefits
Membership in the GSIS shall be compulsory for all employees
receiving compensation who have not reached the compulsory
retirement age, irrespective of employment status.
Consequently, they are covered with life insurance upon
entrance to duty.
There are two (2) kinds of Compulsory GSIS Life Insurance
programs: the Enhanced Life Policy (ELP) and the Life
Endowment Policy (LEP).
ELP provides coverage for those who are entered after July 31,
2003. However, members whose policies have matured are
also covered by ELP. Maximum loanable amount is up to 90 %
of the accumulated termination value of the policy.
LEP is the life insurance policy issued to those who entered
government prior to August 1, 2003. Maximum loanable
amount is up to 50% of the accumulated termination value of
the policy.
2. Issuance of a Policy Contract
An employee is required to accomplish and submit to the GSIS,
the Information for Membership form as prescribed by the
GSIS together with a certified photocopy of Service Record and
Appointment duly approved by the CSC, for the issuance of a
policy contract.
3. Contributions
Effective January 1, 2003, the rate of contribution payable by
the member shall be twelve percent (12%) based on the actual
monthly salary of the member.
1. Benefits Coverage
a. Maturity Benefit – Upon maturity of the life insurance
policy, the amount appearing on the policy contract
shall be paid to the number after deducting the policy
loan balance (if any) from the proceeds of the
insurance benefit. If the member is already separated
from the service upon the maturity date of the policy,
the salary loan balance is likewise deducted from the
proceeds.
b. Death Benefit – When a member dies prior to the
maturity of the insurance policy and during its
continuance, GSIS shall pay to the designated
beneficiaries to his legal heirs the face amount of the
policy less any indebtedness.
c. Accident Death Benefit – When the death of the
member is accidental, the GSIS shall pay the
designated beneficiaries or the legal heirs, an
additional of his compulsory insurance.
d. Waiver Of Premiums – When the member is
separated from the service due to permanent total
Renewal of an existing salary loan shall be allowed after payment of at least six (6)
disability, as determined by the GSIS, the premiums
monthly installments.
that may become due and payable during the period
of disability shall be deemed waived and considered
totally paid.
e. Cash Surrender Value (CVS) – Refers to the amount
paid to the member who is separated from the service
either by resignation or retirement while the policy
has not yet matured. To be able to collect the CSV of
the policy, the insurance should have been force for at
least one (1) year and any indebtedness thereon will
be deducted.
f. Dividends – An annual divided may be granted that
the life of insurance is in force for last least one (1) year
in accordance with the divided allocation formula
determined by GSIS.
C. LOAN Privileges
This can availed by a member who has been in the government
service for at least twenty (20) months.
a. Availment Conditions
An employee must:
a. 1. have no pending administrative or criminal
case of date of application;
a. 2. not be on leave of absence without pay;
a. 3. have a net take home pay sufficient to cover
the regular monthly amortization, and in no less
than Three Thousand Pesos (3000.00)(in
accordance with the General Appropriate Act).
b. Effect of death or disability on the loan
b.1 Should the employee die or become permanently and
totally disabled during the term of the loan, the
theoretical balance loan (the balance of the loan if the
member constantly pays the monthly installments on or
before the due dates) after the date of such death or
disability shall; by virtue of the SALARY LOAN
REDEMPTION INSURANCE coverage, be deemed paid.
b. 2 However, if the arrearages on the loan, the difference
between the actual balance on the loan and the
 theoretical balance shall be deducted from the
appropriate social insurance benefits of the deceased
employee. The insurance coverage is automatically
terminated when the borrower pays the loan full, or
renews the loan, or upon expiration of the term of the
loan, whichever comes first.
2. Policy Loan - granted to an employee who has been insured
for at least one (1) year. The member must have an active
policy updated premium payments.
c. Has no pending criminal or administrative
charges;
d. Has no arrearages I the payment of mandatory
social insurance contributions; and
e. Has no loan that has been declared in default.
IV. PAG-IBIG Fund Benefits

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

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

b. Be active service and not on leave of absence B. Implementing Rules and Regulations of Republic Act No. 10154, Otherwise
without pay; Known as An Act Requiring All Concerned Government Agencies to Ensure
the Early Release of the Retirement Pay, Pensions, Gratuities and other
Benefits of Retiring Government Employees.
 Chapter Five
SECURITY MEASURES
To effectively and efficiently secure LGU-Daram premises,
property, personnel and records, a security force was outsourced to
implement safety measures/standards to attain this objective.
The employees must cooperate with the security personnel on the
following matters:
I. Wearing of the Prescribed Uniform
The security personnel shall monitor the wearing of the prescribed
uniform. This is to easily distinguish employees from visitors.
II. Wearing of Personnel ID
2. All officials and employees must wear their
Identification Cards at all times while inside the
office premises
3. Admission of Visitors
a. Visitors shall be admitted for official business only.
Visits of personal nature shall be discouraged.
b. Visitors shall surrender Identification cards for which a
visitor’s ID shall be issued.
1. Property Safeguard and Control
a. The security personnel on duty shall conduct a periodic
daily inspection of all areas under his jurisdiction and
accomplish a report thereon for submission to the Office
of the Mayor.
b. No package or property except those with proper
authorization or property gate pass provided for this
purpose shall be taken out of the office premises.
c. Property gate passes must be surrendered to the security
personnel on duty for filing and record purposes.
d. The personnel of each office shall see to it that electrical
equipment and lighting facilities are put off after office
hours.
e. The security personnel on duty after office hours and on
weekends shall inspect all electrical equipment and
lighting facilities to ensure they were properly
unplugged/switched off.
f. Each office shall be provided with fire extinguishers and
other standard safety equipment.
The General Service Section shall conduct periodic inspection of the office buildings
and facilities to check on their proper maintenance and compliance with safety
standards.
Chapter Six
TRAINING AND DEVELOPMENT PROGRAM
It is the responsibility of each agency to conduct training and development
for all its officials and employee designated to upgrade their knowledge, moral
fitness, probity, efficiency and capability (Section 1, Rule VIII of the CSC Omnibus
Civil Service Rules Implementing Book V of EO No. 292). These programs are
likewise aimed to enhance the career progress and personal growth of an
employee and these include scholarships, study grants, study leaves, trainings,
seminars, workshops, conferences, and conventions.
To implement this mandate, LGU-Daram has established the Human
Resource Development (HRD) Unit which is tasked to formulate and implement
activities and programs their Training Needs Assessment which shall determine the
programs that are relevant to their job positions.
II. Training for All Officials and Employees
1. Orientation Program refers to activities and courses
designated to inform new employees about
agency/government programs, thrusts and operations as well
as their and responsibilities as well as benefits I.
2. Reorientation Program refers to courses designated to
introduce new duties and responsibilities, new policies and
programs to employees who have been in the service for quite
some time
1. Professional/technical Program refers to substantive programs in specific
professional/ technical areas for enhancement of skills and knowledge of
personnel in the career service
2. Employee Development Program refers to courses aimed at maintaining a II.
high level of competence in basic workplace skills among employees in the
career service
3. Middle Management Development Program refers to a series of planned
human resource intervention and training courses designed to provide
Division Chiefs and other officials of comparable rank with management
and administrative skills and to prepare them for greater responsibilities
4. Values Development Program refers to courses which are designated to
enhance and harness the public service of employees to be effective
government workers
Relation and Services, each head of department or agency shall:
5. Supervisory Development Program refers to activities and continuing
education intended to enhance the managerial skills of government
officials or executives who belong to the third level
1. Be responsible for the creation of an atmosphere conducive to a good
supervisor – employee relations and the improvement of employee morale
I. Scholarships
and;
All invitations to local or foreign scholarships are addressed to the
Mayor’s Office. Procedures on the availment of scholarship
programs are stipulated in the Procedure on Scholarship.
Chapter Seven
EMPLOYEES ORGANIZATION AND ACTIVITIES
Legal Basis
The right to form employee’s organization is mandated by the
Constitution (Section 8, Article III, 1987 Constitution) which
provides that “the right of the people, including those employed in
the public and private sectors, to form unions, associations or
societies for purposes not contrary to law shall not be abridged.”
This is consistent with the provision that the right to self-
organization shall not be denied to government employees.
Employees Organizations/Activities
LGU-Daram Employees Association
 An association, open to all employees of LGU-
Daram, with permanent or coterminous
appointments. The regular members can avail of
multi-purpose, emergency loans and salary loans.
Chapter Eight
GRIEVANCE MACHINERY
Pursuant to CSC Rules, particularly Rule XI thereof on Employee

2. Promote a system of informing employees of their rights and privileges
including the right to self-organization.
IV. Definition of Terms
III. Procedure
A. Complaint refers to an employee’s expressed (written or
spoken) feelings of dissatisfaction with some aspects of his
working conditions, relationships, or status which are outside
of his control.
B. Grievance refers to a complaint in writing which has, in the first
instance and in the employee’s opinion, been ignore
overridden, or dropped without due consideration.
C. Grievance Machinery refers to the system or method of
determining and finding the best way to address the specific
cause of causes of a grievance.
I. Objectives of the Grievance Machinery
The Grievance Machinery is being institutionalized in the system of
DAR Regional Office VIII to;
A. Create a work atmosphere conducive to good supervisor-
employee relations and improved employee morale;
B. Settle disputes at the lowest possible level in the
organization; and to
C. Serve as a catalyst for development of capabilities of
personnel on dispute settlement, especially among
supervisors in the organization
II. Grievance Committee
A Grievance Committee for LGU-Daram shall be created and shall
be composed of the following:
2 Head of Offices designated by LCE
2 Rank and File Representatives
Bilis Aksyon Partner (BAP) duly designated
The procedure for seeking redress of grievances shall be as follows;
A. – Grievance of Parts within One Office
1. Discussion with Immediate Supervisor. At the first
instance, a grievance shall be presented verbally or in
writing by the aggrieved party to his or her immediate
supervisor.
The supervisor shall inform the aggrieved party of the
corresponding Action within three (3) working days
from the date of presentation.
2. Appeal to the LCE. If the aggrieved party is not
satisfied with the verbal decision, he or she may
submit the grievance in writing within five (5) working
days to the Office of the Mayor thru the HRM Unit,
who shall render a decision within five (5) working
days from the receipt of the grievance. The decision
shall be based upon the data gathered by the
Grievance Committee.
B. – Grievance of Parties Belonging to Different Offices
1. Discussion with Immediate Supervisor of the
Respondent. Whenever the parties involved belong
to different offices, the grievance shall be filed with
the immediate supervisor of the respondent. Such
grievance shall be resolved by the immediate
supervisor within five (5) working days from receipt
 hereof. The LCE shall render a written decision within employees. Administrative discipline helps coordinate government goals, maintain
five (5) working days from receipt of the grievance. order, and ensure that public interest is uphold at all times.

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

Who may initiate? Administrative proceeding may be initiated by

D. –Grievance against the LCE
the disciplinary authority motu propio or upon complaint of any
other person.
Where the object of the grievance is the LCE, the aggrieved
party may submit the grievance to the Grievance
Requisites of a Valid Complaint. No complain against an official or
Committee.
employee shall be given due course unless the same is in writing,
subscribed and sworn to by the complainant. In cases initiated by
E. –Grievance against the Committee
the proper disciplining authority or an authorized representative,
a show cause order is sufficient.
Where the object of the grievance is the Grievance
Committee, the matter shall be submitted to the Office of
The complaint shall be written in a clear, simple and concise
the Office of the LCE.
language and in a systematic manner as to apprise the person
Chapter Nine complained of, of the nature and cause of the accusation and to
enable the person complained of, the complainant is required to
ADMINISTRATIVE DISCIPLINE
submit additional copies corresponding to the number of persons
Discipline generally refers to a person’s self-control, character or orderliness and complained of.
efficiency usually developed through training (The Illustrated Contemporary
Dictionary, Encyclopedia Edition). In public service, discipline serves as a The complaint shall contain the following:
mechanism for control of the temperament, interest and actions of officials and
a. Full name and address of the complainant;

b. Full name and address of the person complained as well
as his/her position and office;
c. A narration of the relevant and materials facts which
shows the acts or omissions allegedly committed;
d. Certified true copies of documentary evidence an
affidavits of his/her witnesses, if any; and
e. Certification or statement of non-forum shopping
The absence of any of the aforementioned requirements
may cause the dismissal of the complaint without
prejudice to its refiling upon compliance with the same.
Anonymous Complaint. No anonymous complaint shall
be entertained unless the act complained of is of public
knowledge or the allegations can be veri9fied or
supported by documentary or direct evidence.
When and Where to File a Complaint. Except when
otherwise provided for by law, an administrative
complaint maybe filled anytime with the commission or
any of its regional offices, head of departments agencies,
national government, local government units, state
universities and colleges (SUCs) or local universities and
colleges(LUCs) and government-owned or controlled
corporations with original characters except as maybe
provided by law.
Complaints in Sexual Harassment Cases. In sexual
harassment cases, the complaint shall be file with the
Committee in Decorum and Investigation (CODI) which
shall be created in all national or local agencies of the
government, state/local colleges and universities,
including government-owned or controlled corporations
with originals character.
In a work-related environment, a CODI shall be composed
of at least representative each from the management, the
accredited union, if any, the second employees, and the
first level employees, duly selected by the unit concerned.
In an education or training institutions, the committee
shall be composed of at least one (1) representative from
administration, teaching and non-teaching staff and
students or trainees, as the case maybe, duly selected by
the level concerned.
When the complainant or the person complained of is a
member of the committee, he/she shall be disqualified
from being a member thereof or the complaint may be
filed directly with the Civil Service Commission.
The agency may formulate its own rules governing the
term of office of its members which should not be more
than two years, and other matters pertaining to the
functions of the Committee otherwise provided in this
Rules.
The head of office fails to create a CODI shall be charged
with neglect of duty.
Jurisdiction of the CSC over Sexual Harassment Cases. In
case a complaint for sexual harassment is filed with the
commission, the same shall be remanded to the agency
where the alleged offender is employed. However, the
Commission may take cognizance of the case under any of
the following circumstances:
 a. the agency has no CODI
b. the disciplinary authority is the subject of the complaint;
c. the subject of the complaint is CODI member; or
a. There is unreasonable delay in complying with the periods
provided in these rules for the investigation and
adjudication of a sexual harassment complaint.
For this purpose, there is unreasonable delay when any of the periods set
in these Rules lapsed for a period of more than thirty (30) days without justifiable
reason.
Withdrawal of the Complaint. The withdrawal of
the complaint does not result in its outright
dismissal or discharge of the person complained of
from any administrative liability.
Action on the Complaint. Upon receipt of a
complaint which is sufficient in form and substance,
the disciplining authority shall conduct a preliminary
investigation determine the existence of a prima
facie case. The disciplining authority may create an
investigating committee or design an investigator
for such purpose.
 IV. Grounds for Administrative Discipline with whom the office of the
employee has business relations
11. Soliciting or accepting
GRAVE OFFENSES directly, any gift, gratuity, favor,
1ST offense 2nd office 3rd offense entertainment, loan or anything
1.*Dishonesty of monetary value in the course
Dishonesty is the concealment of his official duties or in Dismissal
or distortion of truth, which connection with any operation
shoes lack of integrity or a being regulated by, or any
disposition to defraud, cheat, transaction which may be
deceive or betray and an intent affected by the functions of his
to violate the truth. office.
1.a Gross Dishonesty Dismissal 12. Nepotism Dismissal
1.b Less Serious Dishonesty Suspension from six(6) Dismissal
13. Disloyalty to the Republic of
months & one (1) year
the Philippines and to the Dismissal
Suspension of one (1) Suspension
Filipino People
1.c Simple Dishonesty month & one (1) day to six from six (6) Dismissal
14. Sexual Harassment Dismissal
(6) months months
&one (1) day 15. Oppression Suspension of six (6) Dismissal
to one (1) months & one (1) day to
year one year
2.Gross Neglect of Duty Dismissal 16. Disgraceful and immoral Suspension of six (6) Dismissal
3.Grave Misconduct Dismissal conduct months & one (1) day to
4.Being Notoriously undesirable Dismissal one (1) year
17.Inefficiency and Suspension of six (6)
5.Convicting of a crime involving Dismissal incompetence in the months & one (1) day to Dismissal
moral turpitude performance of official duties one (1) year
6.Falsification of official Dismissal 18. Frequent unauthorized
document absences or tardiness in Suspension of six (6)
7.Physical or mental incapacity Dismissal reporting for duty, loafing or months & one (1) day to Dismissal
or disability due to vicious habits frequent unauthorized absences one (1) year
8.Engaging directly or indirectly from duty during regular office
in partisan political activities by hours
one holding non-political office Dismissal 19. Refusal to perform official Suspension of six (6)
9.Receiving for personal use of a duty months & one (1) day to Dismissal
fee, gift, or other valuable things one (1) year
in the course of official duties 20.Gross insubordination Suspension of six (6)
given by a person in the hope or Dismissal months & one day to one Dismissal
expectation of receiving a favor (1) year
or better treatment than that 21. Conduct grossly prejudicial to Suspension of six (6)
accorded to other persons, or the best interest of the service months & one day to one Dismissal
committing acts punishable (1) year
under the anti-graft laws 22. Directly or indirectly having
10.Contracting loans of money financial and material interest in Suspension of six (6)
or other property from persons Dismissal any transaction requiring the months & one day to one Dismissal
approval of his office (1) year
23. Owning, controlling,
managing or accepting
employment as officer,
employee, consultant, counsel,
broker, agent, trustee, or
nominee in any private
enterprise regulated, supervised
or licensed by his office, unless
expressly allowed by law
24. Engaging in the private
practice of his profession unless
authorized by the Constitution,
law or regulation, provided that
such practice will not conflict
with his official functions
25.Disclosing or misusing
confidential or classified
information officially known to
him by reason of his office not
made available to the public, to
further his private interest and
give undue advantage to anyone,
or to prejudice the public
interest
26. Obtaining or using any
statement filed under the Code
of Conduct and Ethical Standards
for Public Officials and Employee
for any purpose contrary to
morals or public policy or any
commercial purpose other than
by news and communication
media from dissemination to the
general public
LESS GRAVE OFFENSES
1ST offense 2nd offense 3rd offense
Suspension of six (6) Suspension of one (1)
months & one day to one Dismissal 1. Simple Neglect of duty month & one (1) day to Dismissal
(1) year six (6) months
Suspension of one (1) Dismissal
2.Simple misconduct month & one (1) day to
six (6) months
Suspension of one (1) Dismissal
Suspension of six (6) 3.Gross discourtesy in the course of month & one (1) day to
months & one day to one Dismissal official duties six (6) months
(1) year
4.Gross violation of existing Civil Services Suspension of one (1) Dismissal
law and rules of service nature month & one (1) day to
six (6) months
Suspension of one (1) Dismissal
Suspension of six (6) 5.Insubordination month & one (1) day to
months & one day to one Dismissal six (6) months
(1) year Suspension of one (1) Dismissal
6.Habitual drunkenness month & one (1) day to
six (6) months
7.Recommending any person to any
position in a private enterprise which has
a regular or pending official transaction
with his office, unless such Suspension of one (1) Dismissal
recommendation or referral is mandated month & one (1) day to
Suspension of six (6) by (1) law, or (2) international six (6) months
months & one day to one Dismissal agreements, commitment and obligation,
(1) year or as part of the function of his office
8.Unfair discrimination in rendering Suspension of one (1)
public service due to party affiliation or month & one (1) day to Dismissal
preference six (6) months
9.Failure to file sworn Statements of
Assets, Liabilities and Net Worth, and
non-disclosure of business interests and Suspension of one (1)
financial connections including those of month & one (1) day to Dismissal
their spouses and unmarried children six (6) months
under eighteen (18) years of age living in
their households.
10.Failure to resign from his position in
the private business enterprise within
(30) days from assumption of public office
when conflict of interest arises, and/or
failure to divest himself of his
shareholdings or interest in private
business enterprise within (60) days from
assumption of public office when conflict 8.Lending money with usurious rates Suspension 1-
of interest arises: Provided, however that interest Reprimand 30 days Dismissal
those who are already in the service and Suspension of one (1)
conflict of interest arises, the official or month & one (1) day to Dismissal 9.Willful failure to pay just debts or willful
employee must either resign or divest six (6) months failure to pay taxes due to the Reprimand Suspension 1- Dismissal
himself of said interest within the periods government 30 days
herein above provided, reckoned from
the date when the conflict of interest had
arisen. 10.Pursuit of private business, vocation,
or profession without the permission Reprimand Suspension 1- Dismissal
required by civil Service rules and 30 days
regulations
11.Lobbying for personal interest or gain
in legislative halls and offices without Reprimand Suspension 1- Dismissal
authority 30 days
LIGHT OFFENSES
1ST offense 2nd offense 3rd 12.Promoting the sale of tickets in behalf
offense of private enterprises that are not
1.Discourtesy in the course of official Suspension 1- intended for charitable or public welfare Reprimand Suspension 1- Dismissal
duties Reprimand 30 days Dismissal purposes and even in the latter cases if 30 days
there is no prior authority
2.Improper or unauthorized solicitation Suspension 1-
13.Failure to act promoting on letters
of contributions from subordinate Reprimand 30 days Dismissal
request within 15 days from receipt,
employees
except as otherwise provided in the rules
3.Violation reasonable office rules and Suspension 1-
implementing the Code of Conduct and Reprimand Suspension 1- Dismissal
regulations Reprimand 30 days Dismissal
Ethical Standards for Public Officials and 30 days
Employees
4.Gambling prohibited by law Suspension 1- 14.Failure to processes documents and
Reprimand 30 days Dismissal complete action on documents and
papers within a reasonable time from
5.Refusal to render overtime service Suspension 1- preparation thereof, except as otherwise
Reprimand 30 days Dismissal provided in the rules implementing the Reprimand Suspension 1- Dismissal
Code of Conduct and Ethical Standards 30 days
6.Disgraceful, immoral , or dishonest Suspension 1-
for Public Officials
conduct prior to entering the service Reprimand 30 days Dismissal
and Employees
7.Borrowing money by superior officers Suspension 1-
from subordinates Reprimand 30 days Dismissal
15.Failure to attend to anyone who
wants to avail himself of the office,
or act promptly and expeditiously on Reprimand Suspension Dismissal
public transactions 1-30 days
I. Penalties

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

B. Mitigating and/or aggravating circumstances, if properly

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

A. That certain penalties carry with them certain

administrative disabilities:

1. Dismissal – cancellation of eligibility, forfeiture of

retirement benefits, and the perpetual disqualification for
the reemployment in government service, unless otherwise
provided in the decision
2. Transfer – disqualification for promotion for a of six (6)
months from the date respondent reports to the new
promotion or station
3. Demotion – disqualification for promotion at the rate of
two (2) months for every step or one month for every range
of salary by which he was demoted to be computed from
the date respondent reports to the new position or station
4. Suspension – disqualification for promotion
5. Fine or Reprimand – disqualification for promotion for six
months.
 VISION
An empowered and sustainable community
governed by passion for holistic
development through agro-fishery and eco-
tourism in the pursuit for healthy, peaceful
and God-loving environment.
MISSION
To create opportunities that strengthens
people’s capacity for Good governance,
Responsible and Transformative Leadership,
Sustainable Economic development, Eco-
tourism, Quality Basic social services delivery
and a Law abiding Citizenry.
GOALS
 FISHERY & AGRICULTURAL DEVELOPMENT
 ACCESS TO INFRA STRUCTURE AND BASIC
SOCIAL SERVICES
 INFORMATION EDUCATION AND
COMMUNICATION TECHNOLOGY
DEVELOPMENT
 TOURISM DEVELOPMENT AND COMMITMENT
TO PEACE AND ORDER
 HUMAN RESOURCE DEVELOPMENT FOR
OPTIMUM UTILIZATION