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International School Manila Support Staff Employee Handbook

August 1, 2008

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TABLE OF CONTENTS Mission Statement PART I General Information A. Introduction B. Employee Rationale C. Classification D. Recruitment and Selection E. Orientation PART II Compensation A. Step Placement B. Payday C. Payslip D. Authorized Deductions E. Payroll Adjustments F. Overtime G. Premium Pay PART III Promotions and Transfers A. Parallel Transfers B. Promotions C. Temporary Substitutions/Promotions PART IV Workdays / Hours and Schedule A. School Year Period B. Work Week C. Rest Day D. Scheduled Work Hours E. Exception to Scheduled Work Hours F. Lunch Break G. Suspension or Cancellation of Classes PART V Overtime / Undertime Work A. General Guidelines B. Compulsory Overtime Work C. Overtime Authority D. Basis of Overtime Pay E. No Offsetting of Undertime/Overtime Work PART VI Attendance / Time Keeping A. General Guidelines on Attendance and Punctuality B. Attendance Policy C. Time Keeping D. False/Incorrect Entries E. Permission on Leave During Work Hours F. Filing of Leaves PART VII Benefits A. Vacation Leave B. Sick Leave C. Personal / Emergency Leave D. Official Business Leave 19 19 19 19 20 20 17 17 17 18 18 14 14 14 14 14 15 15 12 12 13 9 9 9 9 10 10 10 5 5 6 7 8 4

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E. F. G. H. I. J. K. L. M. N. O. P. Q. R.

Bereavement / Compassionate Leave Maternity Leave Paternity Leave Medical Insurance Life Insurance Annual Physical Exam Loans and Advances Retirement Benefits Thirteenth Month Pay Tax Benefit Annual Salary Increases Government Mandated Benefits Professional Learning Holidays with Pay

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PART VIII Miscellaneous Administrative Guidelines and Rules A. Support Staff Member Conduct B. Protection of Official Information C. Equal Opportunity Policy D. Sexual Harassment E. Grievances F. Extent of Service G. Substance Abuse H. Smoking in the Workplace I. Dress Code J. Identification Cards K. Personal Telephone Calls L. Cellular Phone Etiquette M. Food and Drink in the Work Space N. Use of the Copy Center O. Liquidation of Expenses P. Retirement Q. Resignation R. Mental and Physical Fitness S. Health Clinic T. Support Staff Member Files U. Changes of Personal Records V. Visitors W. Housekeeping X. Safety Rules Y. Information Technology Policy PART IX Performance Appraisal System A. Purpose and Applicability B. Evaluation Methodology and Instrument PART X

29 29 29 30 30 32 32 32 33 33 33 33 34 34 34 34 34 35 35 35 36 36 36 36 37

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Clearance A. Transfer of Monetary and Property Accountability 40 B. Payment of Accrued Salary / Benefits 40 PART XI Disciplinary Action A. Kinds of Administrative Disciplinary Actions B. Circumstances Affective Administrative Liability C. Procedure for Disciplinary Action D. Prescription of Penalties and Offenses E. Table of Offenses and Penalties Proof of Acknowledgement 41 41 41 43 44 54

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MISSION STATEMENT VISION MISSION Integrity, Service, Merit International School Manila is an independent international school whose structure, traditions and style emanate from the United States and whose curriculum and methodology reflect the best in worldwide educational research and practice. Our school is diverse and dynamic, and our students have the highest aspirations for their education and future lives. Our mission is to build a community of reflective learners who are passionate, caring and responsible contributors to the world in which we live.

CORE BELIEFS that bind our community of faculty, staff, parents and students: We strive to - Advance the value of learning, growth and self-awareness as life-long endeavors. Nurture creativity and originality as precursors for critical and reflective thought and action. Succeed collectively as well as individually, achieving our personal best in all aspects of school life. Maintain a healthy balance in the time devoted to work, rest and recreation. Involve our community in sustaining and safeguarding our environment. Interact through honest, respectful and open communication. Acknowledge and celebrate our differences and encourage empathy, compassion, understanding and respect for human dignity. Live our lives positively, joyfully and ethically.

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Part I GENERAL INFORMATION A. INTRODUCTION FROM THE HUMAN RESOURCE DEPARTMENT

Welcome to INTERNATIONAL SCHOOL MANILA. This Handbook is designed to aid you, the Support Staff, to your new surroundings, and help you understand the Schools policies, procedures and benefits. Every effort has been made to make this Handbook as accurate as possible. This Handbook is a guide and, thus, supplementary to original documents on policies, rules and regulations, procedures and benefits, or in case of conflicts with established school practices. Should any conflict arise between the provisions of this Handbook, on one hand, and said documentation on policies, on the other, the latter shall prevail. INTERNATIONAL SCHOOL MANILA (ISM or the SCHOOL) reserves the right at any time to change, revise, modify or delete all or part of any policy or procedure, contained in this Handbook, at ISMs own discretion and as it deems necessary or appropriate, except those required by law or those considered as contractual commitments of the SCHOOL to the respective Support Staff member. Such amendments shall be effective immediately upon approval by ISM, and the Support Staff member will be notified of these changes. Please familiarize yourself with the contents of this Handbook. Should there be items which are unclear, do not hesitate to contact the Human Resources Office for clarification. Enjoy your stay at ISM. B. EMPLOYMENT RATIONALE

INTERNATIONAL SCHOOL MANILA serves a student population diverse in national origin, cultural, ethnic, racial and religious composition. Its student population is composed of individuals of different ages, abilities, interests, and motivations. INTERNATIONAL SCHOOL MANILA is committed to respecting an individuals dignity and understanding the needs of its heterogeneous student population for diverse role models provided by its faculty and staff. As an extension of this commitment, ISM declares, as a matter of course, that no person shall, on the grounds of race, color, religion, gender or national origin, be excluded from consideration for employment, denied employment with, or be subject to discrimination of any kind. INTERNATIONAL SCHOOL MANILA recognizes that in order to achieve its goals and objectives as an educational institution, it needs the full support of a highly professional, well qualified, and disciplined workforce. Hence, ISM has adopted this Handbook to define and regulate its relationship with its Support Staff, to put in writing established and existing practices of ISM, and to prescribe the standards for a disciplined work ethic among all its personnel. C. CLASSIFICATION

The Support Staff component of ISM is classified into the following: 1. Classified Staff These comprise rank-and-file, non-managerial Support Staff members. Excluded from this classification are (a) administrators (i.e., Executive Directors, School Principals and Assistant School Principals); (b) managers; (c) faculty members; (d) fixed term and/or coterminous staff members; (e) project staff members; and (f) confidential Support Staff members. Classified staff may be: a. Probationary All new hires start on a probationary status for an initial period of six (6) months, extendable up to twelve (12) months, wherein the Support Staff members performance and attitude shall be observed and evaluated by the Principal/Assistant Principal of the School concerned, or immediate supervisor or Department Leader, and the Human Resources Department (HR Department) will determine if the Support Staff member meets the standards required by the job.

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b.

Regular A regular Support Staff member is one who has satisfactorily undergone the probationary period of employment and has passed ISMs full requirements and standards made known to him/her at the time of his probationary engagement. Regular Support Staff members shall be issued corresponding contracts of employment confirming the regular nature of their employment as defined by Philippine labor laws.

2.

Fixed Term and/or Coterminous Employees These are employees who render service for a definite or fixed term or period of time, or whose employment is coterminous with the appointing authority or Principal/Assistant Principal of the School concerned, or immediate supervisor or Department Leader. The duration of their engagement shall be mutually agreed upon by and between ISM and the employee concerned at the time of engagement of the latters services, and defined in the Employment Contract. Project Support Employees A project employee is one whose period of employment has been fixed for a specific project, undertaking or phase thereof, the completion or termination of which has been determined at the time of the engagement, and defined in the Employment Contract. Said employee is expected to perform specific work or service, which is in connection with a specific project or undertaking for which the employee is engaged. Confidential Support Staff members These are Support Staff members who assist and/or act in a confidential capacity and report to persons who formulate, determine, and/or effectuate management actions and decisions. Confidential Support Staff members may render service for a fixed term or a term coinciding with the term of the appointing authority, or may be employed as a probationary period with possibility of regularization under the following terms. a. b. Probationary Same definition and condition as above. Regular Same definition and condition as above.

3.

4.

D.

RECRUITMENT AND SELECTION

Consistent with the intention of establishing an organization of well qualified, talented and motivated personnel, ISM shall endeavor to explore all probable sources of potential candidates for its job openings both from within the existing organization and from outside sources. ISMs goal of establishing an effective and productive organization can only be achieved when its personnel meet the basic requirements needed to function well in their respective job descriptions. For this reason, ISM has established the following minimum hiring standards for the different posts or functions in the organization: Subject to other standards for hiring provided for in the Philippine Labor Code, the following are the preferred standards for applicants: 1. All Applicants College Graduate Computer literate Excellent English communication skills Appropriate working visa (for non-Filipinos) No prior conviction of a crime Support Staff At least two (2) years of experience in the area for which applying Secretarial positions pass the qualifying tests, as may be required by HR Department

2.

All applicants shall be screened against the minimum hiring standards and shall be given equal opportunity to vie for the relevant position. These hiring standards shall be reviewed on a regular basis and may be revised or upgraded.

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Pre-employment Requirements The following requirements shall be submitted prior to assumption of position: 1. 2. 3. 4. 5. 6. 7. 8. E. Duly accomplished ISM Application Form, with attached resume/curriculum vitae; Four (4) 2 x 2 pictures; Certified True Copy of Birth Certificate (certified by the NSO); Certified True Copy of Diploma/Transcript of Records; Certified True Copy of Marriage Certificate (if applicable) (certified by the NSO); Employment Certification from previous employer; Pre-employment medical examination result (including drug-testing result); and Police clearance. ORIENTATION

The HR Department, in conjunction with the individual Support Staff members immediate supervisor or Departmental Leader, shall properly orient the newly hired Support Staff member with ISMs organization, its policies, rules and regulations, the benefits and privileges extended, as well as said newly hired Support Staff members job description.

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Part II COMPENSATION A. STEP PLACEMENT

All other Support Staff members shall receive salaries based on their job classification/designation or job responsibilities, and as per agreed with ISM. However, Classified Staff members shall be placed on the Classified Staff Salary Scale, as agreed through the ISCS Collective Bargaining Agreement (ISCS CBA). Please refer to the ISCS CBA for a detailed description of Classified Staff benefits. B. PAYDAY

th All Support Staff members are paid on the fifteenth (15 ) day of each month. Payment of salaries shall be through direct credit to the payroll/ATM accounts. If the payday falls on a weekend or holiday, salaries shall be paid on the working day immediately preceding the payday.

C.

PAY SLIP

Support Staff members may obtain their pay slips via the online web-based inquiry system. Each Support Staff member shall be given a User ID and a password at the beginning of their employment in order to gain access to the system. D. AUTHORIZED DEDUCTIONS

There shall be no deductions from the salaries of staff, except for debts due to ISM and deductions authorized by law, including, but not limited, to the following: 1. 2. 3. 4. 5. 6. SSS, PHILHEALTH, PAG-IBIG Contributions; Withholding tax, when applicable; Union dues/agency fees, when applicable; Deductions for absences without pay, if any; Tardy deductions; and Personal telephone charges.

E.

PAYROLL ADJUSTMENTS

When Support Staff members receive their pay, they are advised to look carefully at the statement itemizing salary, deductions, reimbursements, pay dates and period ending for which they have been paid. Should a situation arise that necessitates an adjustment to salary, such adjustment, whether at the instance of the Support Staff member or by reason of discovery of ISM of such discrepancy, will automatically be applied on the immediately succeeding payday. Claims for reimbursements should be filed on a timely basis and should be supported by original documentation and original receipts. The HR Department may deny any such claim for reimbursement should said request not be filed in accordance with ISMs standard policy and procedure for such. Support Staff members with questions concerning their pay must inform HR Department immediately. Untimely claims may be disregarded by the HR Department by reason of the Support Staff members delay in action or inaction.

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F.

OVERTIME

As provided in the Philippine labor laws, work hours during an ordinary work day are eight (8) hours within the same twenty four (24)-hour period. The additional compensation required to be paid for work rendered shall be paid as follows: Work performed in excess of eight (8) hours during ordinary working days: Plus twenty five percent (25%) of the Support Staff members hourly rate. Work performed in excess of eight (8) hours during a scheduled rest day, a special day, or a regular holiday: Plus thirty percent (30%) of the hourly rate on said days.

Related specific benefits granted to Classified Staff are negotiated and agreed through the ISCS Collective Bargaining Agreement (ISCS CBA). Please refer to the ISCS CBA for a detailed description of Classified Staff benefits. G. PREMIUM PAY A Support Staff member who is required to work beyond the work hours -- i.e., eight (8) hours during the Support Staff members scheduled rest day, or during regular or special holiday(s) shall receive the following premium: Work performed during scheduled rest days, or during regular or special days: Plus thirty percent (30%) of the daily rate (of 100%), or a total of one hundred thirty percent (130%) rate. Work performed during a scheduled rest day, which is also a special holiday: Plus thirty percent (30%) of the regular holiday rate (of 200%) based on the individuals daily basic wage rate, or a total of two hundred thirty percent (230%) rate. Work performed during a scheduled rest day, which is also a special holiday: Plus fifty percent (50%) of the daily rate (of 100%), or a total of one hundred fifty percent (150%) rate.

Related specific benefits granted to Classified Staff are negotiated and agreed through the ISCS Collective Bargaining Agreement (ISCS CBA). Please refer to the ISCS CBA for a detailed description of Classified Staff benefits.

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Part III PROMOTIONS AND TRANSFERS A. PARALLEL TRANSFERS

A lateral or parallel transfer is a movement from one School (i.e., Elementary School, Middle School, and High School), department or office to another without change in the job/position level and/or classification and salary rates and/or employment benefits. ISM has the prerogative to transfer any Support Staff member from one School, department or office to another depending upon its needs. All lateral or parallel transfers shall be coursed through the HR Department and subject to the final approval of the supervisor concerned and the Superintendent. Thereafter, the HR Department shall issue the corresponding Notice of Personnel Action (NOPA) for Support Staff members with approved transfers. A Support Staff member may request for a lateral or parallel transfer. Support Staff member-applicant requesting for transfer must undergo the usual application procedure adopted by the HR Department which may include: interview by the Principal/Assistant Principal of the School concerned, or immediate supervisor or Department Leader concerned where the vacancy exists and notification to the Principal/Assistant Principal of the School concerned, or immediate supervisor or Department Leader concerned regarding interest to transfer must be given by Support Staff member. B. PROMOTIONS

ISM endorses a policy of promotions from within the same School, department or office. The following factors are taken into consideration: experience, academic qualifications, performance history, etc. Promotions can either be: 1. 2. C. Permanent replacement for a vacant position Temporary replacement for an Support Staff member on leave TEMPORARY SUBSTITUTIONS / PROMOTIONS

When a vacancy of continuous eleven (11) or more working days occurs, substitution that will cause the least amount of disruption in work shall be considered. Whenever possible, priority of substitution shall be from within the same School, department or office. Candidates for temporary vacancies need not completely qualify for the position. In the case of long term vacancy, additional work may be accrued upon the Support Staff member rendering work as substitute. In such situation, ISM shall determine whether there are grounds for incremental payment for the additional work rendered by said substitute. Should there be no qualified candidate for substitution from within the School, department or office, the Principal/Assistant Principal of the School concerned, or immediate supervisor or Department Leader concerned and HR Director shall choose one from a list provided by the HR Department. Related additional information applicable to Classified Staff are negotiated and agreed through the ISCS Collective Bargaining Agreement (ISCS CBA). Please refer to the ISCS CBA for a detailed description.

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Part IV WORKDAYS/HOURS AND SCHEDULE A. SCHOOL YEAR PERIOD

Generally, the school year runs from August to July, which period may change at ISMs discretion. B. WORK WEEK

The regular business operations of ISM shall be five (5) days a week, from Monday to Friday, except when stated otherwise in the Support Staff members contract or on particular days when announced. C. REST DAY

Unless otherwise established in the individual Employment Contract, Saturday and Sunday are scheduled rest days or non-working days for all ISM Support Staff members. D. SCHEDULED WORK HOURS ISM reserves the right to change work schedules (i.e., regular work days and hours) and assign Support Staff members to special schedules as it deems necessary for efficiency in operations. In modifying work schedules, ISM will adhere to relevant provisions of the Philippine Labor Code. As a general rule, ISMs working hours for Support Staff are from 7 oclock in the morning to 4 oclock in the afternoon every Monday through Friday. E. EXCEPTION TO SCHEDULED WORK HOURS; ADOPTION OF WORK SCHEDULE OTHER THAN THE REGULAR WORK SCHEDULE Should an Support Staff member request to adopt a working schedule other than the regular working schedule set by ISM above for reasons enumerated below -- a written letter requesting permission for the same shall be submitted to the Support Staff members immediate supervisor or Department Leader for recommendation to the administrator concerned. The administrator concerned, and HR Director has the authority to approve or disapprove such requests after determination whether it would, in any way, affect the work assignment of the Support Staff member concerned as well as other staff members in the Support Staff members School, department or office. The reasons by which a Support Staff member may be allowed to adopt working schedule other than the regular working schedule include, but are not limited to, the following: 1. 2. 3. Specific nature and condition of job/work; Support Staff member is taking up further education or reviewing for a license or examination; or Other valid reasons to be determined by administrator.

In no case, however, shall adoption of the modified approved working schedule (the approved work schedule) result in the performance of work for less than the number of work hours per day, as established by the Philippine labor laws. The approved work schedule shall be the regular working schedule of the Support Staff member concerned. The approved work schedule may be further modified or reverted to original only by approval of the abovementioned approving superiors, and cannot be occasionally or periodically changed at the Support Staff members convenience. Notwithstanding the foregoing, personnel who need to be on site in time for regular school/class hours cannot be allowed to adopt said modified working schedules, as it would consequently result in the disruption of ISM school/class hours.

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F.

LUNCH BREAK

Lunch breaks are limited to one (1) hour daily. Support Staff members shall be allowed to take their lunch breaks at a time convenient to the department and during hours pre-approved by their respective immediate supervisors. G. SUSPENSION OR CANCELLATION OF CLASSES/LESSONS &/OR OFFICE WORK OF SCHOOL PERSONNEL The Superintendents declaration of suspension or cancellation of classes/lessons shall be applicable only to ISM students and the teaching staff; any such announcement does not necessarily imply suspension or cancellation of operations at other ISM Administrative Offices and work by ISM non-teaching personnel or staff. In all cases the Superintendent, upon advice from the Director of Operations & Security and the HR Director, as well as by officers of appropriate governmental agencies, where deemed helpful, shall have discretion to decide and declare suspension or cancellation of operations at ISM Administrative Offices and work by nonteaching personnel or staff. Automatic suspension or cancellation of work shall only occur when a Typhoon Signal No. 3 is declared by PAG-ASA.

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Part V OVERTIME / UNDER-TIME WORK A. GENERAL GUIDELINES

As a general practice, overtime work is not allowed. Permission to render overtime work shall be given only upon express allowance by the Support Staff members immediate supervisor or Department Leader; and in case of specific task(s)/project(s)/activity(ies) that are absolutely necessary and/or required for which set deadlines cannot be met without resorting to overtime work. Hence, as a rule, permission for overtime work shall not be granted for work to be done beyond regular working hours if said work involves mere completion of jobs/assignments that are part of the regular functions or responsibilities of the Support Staff member concerned or could have been reasonably completed during regular working hours. Overtime work shall only be compensated when properly and duly permitted based on the conditions set in this Handbook. B. COMPULSORY OVERTIME WORK

ISM may require a Support Staff member to render overtime work, with corresponding overtime pay as provided by law, in cases where operational requirements warrant the necessity for overtime work. Whenever possible, advance notice shall be given to the Support Staff member of the need to render overtime work. However, the absence of such advance notice shall not be grounds for any Support Staff member to refuse to render overtime work whenever necessary, as determined and required by the Principal/Assistant Principal of the School concerned, or by said Support Staff members immediate supervisor or Department Leader. An online Overtime Form shall be duly accomplished for this purpose. C. OVERTIME AUTHORITY

Requests for permission, by the Support Staff member, to render overtime work with pay shall be made only when such work is urgent and absolutely necessary. Necessity of rendering overtime work shall be determined by the Support Staff members Principal/Assistant Principal of the School immediate supervisor or Department Leader concerned. All such requests shall require prior approval of the Principal/Assistant Principal of the School, immediate supervisor or Department Leader concerned. Said request for permission to render overtime work shall state the duration of the overtime, and justification or indication of the urgency and necessity of overtime work. An online Overtime Form shall be duly accomplished for this purpose. D. BASIS OF OVERTIME PAY

The duly approved request for overtime work shall be cross-checked with the Support Staff members Daily Time Record, which shall serve as basis for his/her overtime compensation. Only Classified Staff and specific Support Staff are entitled to overtime pay, provided that the overtime work is duly authorized. E. NO OFFSETTING OF UNDER-TIME/OVERTIME WORK

No Support Staff member is authorized to leave his/her post earlier than their quitting time without prior approval from his/her Principal/Assistant Principal of the School, or immediate supervisor or Department Leader. Any under-time verified due to illness shall be applied to sick leave if eligible, otherwise it shall be subject to pay deduction. Under-time without prior approval shall be subject to disciplinary action. In no case shall under-time be offset with overtime work rendered in any other working day. Unauthorized under-time shall be tantamount to an automatic deduction from the Support Staff members salary as in the case of unauthorized absence. However, when under-time is verified to be due to illness, the same shall instead be applied to the sick leave credits, if any, of the Support Staff member. Unauthorized under-time shall be sufficient grounds for disciplinary action.

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Part VI ATTENDANCE / TIME KEEPING A. GENERAL GUIDELINES ON ATTENDANCE AND PUNCTUALITY

All ISM Support Staff are required to be prompt in reporting to work and to be regular in their attendance as well as to satisfactorily complete assigned tasks in a timely manner. B. ATTENDANCE POLICY

Support Staff attendance is crucial to the successful operation of the SCHOOL. Support Staff members who may find it necessary to be late or absent, at isolated incidents, must notify their respective Principal/Assistant Principal of the School, or immediate supervisor or Department Leader by phone as soon as possible. Unapproved or unnecessary absences shall be a sufficient ground for disciplinary action. C. TIME KEEPING

To ensure compliance with ISMs practice on attendance and punctuality, Support Staff members are required to register personally and individually their time of arrival and departure through the use of the time machine located at the Elementary School, Middle School, High School, and Security Office by 7 oclock in the morning or at their scheduled arrival time. Those who forget their IDs shall complete the necessary document in the Security Office and shall advise the relevant school secretary who will notify the HR Department. Support Staff members are expected to be in their assigned areas of work at the established time. A grace period of five (5) minutes at the start of the regular work day shall be allowed and tardy deductions shall be computed on the actual number of minutes late. D. FALSE / INCORRECT ENTRIES

Use of ISM-issued identification (ID) cards for the purpose of any unauthorized registering time of arrival or departure is strictly prohibited. E. PERMISSION TO LEAVE DURING WORK HOURS

Support Staff members who must leave ISM premises during working hours must obtain approval from the concerned School Principal, Assistant School Principal, head of department or office. Failure to do so shall be a sufficient ground for disciplinary action. F. FILING OF LEAVES

Support Staff who are absent because of an illness must file their leave(s) online immediately upon return to work. All other leaves must be filed online and are required to be pre-approved by their respective Principal/Assistant Principal of the School, or immediate supervisor or Department Leader.

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Part VII BENEFITS ISM complies with all mandatory provisions of Philippine labor standards laws and welfare laws. In addition, ISM implements benefit programs intended to continually aid in the improvement of the welfare of all personnel, to motivate them to work efficiently and boost their morale. Personnel benefits may either be government-mandated benefits or SCHOOL-initiated benefits. Support Staff may refer to their individual contracts or their CBA (for Classified Staff) for benefits not listed below. A. VACATION LEAVE

Classified Staff Related vacation leave benefits granted to Classified Staff are negotiated and agreed through the ISCS CBA. Please refer to the ISCS CBA for a detailed description of Classified Staff benefits. Support Staff Support Staff who are not considered as Classified Staff and who have passed their probationary period are granted fifteen (15) days of vacation leave days which shall be, as a general rule, st consumed or completed within one (1) school year or between the period of August 1 through July 31 of the following year. Should the Support Staff members hire date not coincide with the foregoing period, vacation leave days shall be prorated accordingly. All unused vacation leave days shall be converted to cash after st July 31 of the respective school year. ISM shall have the prerogative to schedule the period and/or the number of days of a Support Staff members vacation leaves. This shall depend on the needs and requirements of the normal operations of the department or office to which said Support Staff member belongs. Depending on the school calendar, ISM may impose forced vacation leave days. These days shall be deducted from vacation leave day balances. However, should an Support Staff member do not have any more vacation leaves days, said imposed forced vacation leave shall be considered as a deduction of salary will take place for days out. Forced vacation leave days shall be determined as soon as possible and shall be communicated to the staff. Application of vacation leave requires prior approval from the Principal/Assistant Principal of the School, or immediate supervisor or Department Leader concerned. All vacation leaves must be filed online. Support Staff members are responsible for confirming, prior to the actual leave dates applied for, whether leaves applied for by them have been approved. Prior notification of at least one (1) day is required for vacation leave consisting of one to five (1-5) days and three (3) days for vacation leave consisting of four (4) or more days. Vacation leave days may only be filed in half day and full day increments. B. SICK LEAVE

Sick leave means temporary absence from work due to disability caused by actual illness or injury. Accordingly, sick leave days are to be extended only to a staff member who is actually sick and/or injured and who is incapable of discharging his/her duties. Classified Staff Related sick leave credits granted to Classified Staff are negotiated and agreed through the ISCS CBA. Please refer to the ISCS CBA for a detailed description of Classified Staff benefits. Support Staff Support Staff who are not considered as Classified Staff and who have passed their probationary period are granted fifteen (15) days of sick leave benefits which shall be, as a general rule, consumed or completed within one (1) school year or between the period of August 1 through July 31st of the following year. All unused sick leave days shall be rolled over to the following school year. Sick leave days may be accumulated up to a total of thirty (30) days. However, sick leave days earned in excess of thirty (30) days must be converted to its cash equivalent at the end of the school year. However, only a maximum of fifteen (15) days unused sick leave can be converted into cash at the end of the school year.

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All sick leave credits shall be converted to cash upon the termination of the Support Staff members employment at ISM should the same be for the reason of his/her retirement or honorable dismissal. All sick leaves must be filed on line immediately upon return to work. In case that used sick leave lasted for three (3) days or more at any one time, a medical certificate shall be required and submitted to the HR Department. Sick leave days may only be filed in half day and full day increments.

C.

PERSONAL / EMERGENCY LEAVE

Classified Staff Related personal/emergency leave benefits granted to Classified Staff are negotiated and agreed through the ISCS CBA. Please refer to the ISCS CBA for a detailed description of Classified Staff benefits. Support Staff - Support Staff who are not considered as Classified Staff and who have passed their probationary period are granted four (4) days of personal/emergency leave days with pay which shall be, as a general rule, consumed or completed within one (1) school year or between the period of August 1 through July 31st of the following year. Personal/emergency leave should not be taken for more than two (2) consecutive days. Although any cogent reason, justification or explanation is required to avail of the personal/emergency leave, sufficient notice thereof shall be given by the Support Staff member to his/her immediate supervisor, Principal/Assistant Principal of the School concerned, or Department Leader, and the HR Department. Personal/emergency leaves shall be non-cumulative and non-commutative. As prior notice is required when availing of personal/emergency leave, the manner as to how said prior notice should be given shall be determined by the Support Staff members immediate supervisor, Principal/Assistant Principal of the School concerned, or Department Leader. In no case should prior notification exceed twenty four (24) hours from the actual leave date. Personal/emergency leave may be filed in hourly increments. D. OFFICIAL BUSINESS LEAVE

All Support Staff members taking leaves for official business must complete and submit an online Leave Form that should be approved by the Support Staff members immediate supervisor, Principal/Assistant Principal of the School concerned, or Department Leader, before said official leave takes place. E. BEREAVEMENT / COMPASSIONATE LEAVE

When death occurs in their immediate family, Support Staff members are granted bereavement/compassionate leave credits with no deduction in salary. The term immediate family member in this particular instance shall refer to the Support Staff members legal spouse, legitimate child, parents or parents-in-law, or sibling. This benefit does not apply to grandparents, aunts, uncles, other inlaws, etc. A death certificate of the deceased immediate family may be requested by the HR Department. Bereavement/compassionate leave need not be taken immediately -- as compounded during a single time -or for consecutive days. However, all five (5) days must be taken within a month and a half period from the death of the concerned Support Staff members immediate family. Related and/or additional bereavement/compassionate leave benefits granted to Classified Staff are negotiated and agreed through the ISCS CBA. Please refer to the ISCS CBA for a detailed description of Classified Staff benefits.

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F.

MATERNITY LEAVE

Maternity leave benefits shall be those provided under the applicable Philippine Social Security Systems (SSS) Act. As provided therein, the following are the qualifications for entitlement to maternity benefits: 1. 2. 3. The female member-Support Staff member should have remained in ISMs service at the time of delivery, miscarriage or abortion. She must have given the required notification to the SSS through ISM. The maternity notification is required to be submitted, together with the Pregnancy Test or Ultrasound Report to the HR Department at least sixty (60) days from the date of conception. ISM, in turn, shall submit the maternity notification to the SSS Office within fifteen (15) days from its receipt thereof. ISM must have paid at least three (3) months of maternity contributions within the twelve (12)-month period immediately before the semester of contingency. The maternity benefits shall be paid only for the first four (4) deliveries, miscarriages or abortions. In addition, applications for maternity leave should be submitted to the HR Department at least three (3) months prior to the expected date of delivery, supported by a medical certificate from the attending physician.

4. 5. 6.

Related and/or additional maternity leave benefits granted to Classified Staff are negotiated and agreed through the ISCS CBA. Please refer to the ISCS CBA for a detailed description of Classified Staff benefits. G. PATERNITY LEAVE A married male Support Staff member of ISM shall be entitled to a paternity leave of seven (7) days with full pay provided that he had remained in ISMs service at the time of delivery, miscarriage or abortion of his legitimate child. The paternity leave shall be available for the first four (4) deliveries, miscarriages or abortions, of the legitimate spouse with whom the male Support Staff member is cohabiting. Paternity leave shall not be convertible to cash. H. MEDICAL INSURANCE

ISM shall provide Support Staff members, and their recognized dependents, with hospitalization and medical insurance on such terms and conditions as the SCHOOL may secure. Support Staff members will be responsible for any insurance deductible, co-insurance, or expense in excess of the policy limits, as well as for items not covered in the said policy. Number of dependents covered under said policy shall be stated in specific contracts of the individual Support Staff member, or, for Classified Staff members, in their CBA. Specific provisions on medical coverage shall be stated in said medical policies. I. LIFE INSURANCE

ISM agrees to provide a Group Life Insurance Plan, inclusive therein of a death benefit plan, subject to the conditions of the insurance policy and approved by ISM. J. ANNUAL PHYSICAL EXAM

ISM will select an approved medical institution where an annual basic medical check-up may be availed of by each Support Staff member. ISM will inform and update Support Staff members of the medical facility to be used and its cost. ISM will reimburse the cost of this basic annual medical check-up upon presentation of the official receipt up to the allowance granted by ISM.

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K.

LOANS AND ADVANCES

Depending on the availability of funds, ISM shall grant salary advances or loans to staff members, Support Staff members should refer to specific forms for additional guidelines. 1. Salary Advances a. b. 2. Salary advances may be availed of only six (6) times per fiscal year. Application for salary advance shall be turned in starting on the 20th of each month up to the end of the month.

Salary Loans a. b. Salary loans may be availed of by a regular Support Staff member. Application for loan shall be turned in starting on the 20th of each month up to the end of the month.

L.

RETIREMENT BENEFITS

Support Staff members shall be entitled to the retirement benefits specified by ISM. Classified Staff members may refer to CBA for details on the Retirement Fund.
TH M. THIRTEENTH (13 ) MONTH PAY

Support Staff members shall be paid the thirteenth (13th)-month pay as may be required by the Philippine labor laws. N. TAX BENEFIT

Unless a different tax treatment is agreed by ISM and the individual employee, the SCHOOL undertakes assume responsibility for all local Philippine income tax payment on Support Staff members salaries. O. ANNUAL SALARY INCREASES The SCHOOLs fiscal year runs from August 1 through July 31 of the following year. All regular Support Staff members who have rendered at least six (6) months continuous and satisfactory service to the SCHOOL, and who are hired between August 1 and January 31 of the school year shall be entitled to the yearly salary increase in July. The amount of increase in salary shall be upon sole determination of ISM. P. GOVERNMENT-MANDATED BENEFITS

Personnel hired within the territory of the Republic of the Philippines are entitled to the governmentmandated benefits provided herein: 1. Social Security System (SSS) SSS membership is compulsory for all faculty and Support Staff members who were hired within the Philippines (also referred to as local hires). As an SSS member, said personnel shall be entitled to the benefits provided in the Republic Act No. 1161, otherwise known as the Social Security Act. Pursuant this Act, their monthly contribution to the SSS Fund shall be deducted from their monthly salaries. Philippine Health Insurance Corporation (PHILHEALTH) All locally hired faculty and Support Staff members shall be entitled to membership in PHILHEALTH as well as to all benefits appurtenant to such membership. Pursuant to Philippine labor laws and policies, their monthly contribution to the PHILHEALTH Fund shall be deducted from their monthly salaries.

2.

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3.

PAG-IBIG Fund All locally hired faculty and Support Staff members who are SSS members shall also be entitled to membership with the PAG-IBIG Fund. Pursuant to Philippine labor laws and policies, their monthly contribution to the PAG-IBIG Fund shall be deducted from their monthly salaries. Support Staff Members Compensation Program Coverage of all locally hired faculty and Support Staff members in this Compensation Program, and their respective dependents, that is created under Presidential Decree No. 6261, is mandatory. Among the benefits available under the program are: cash income benefits for temporary total disability, permanent partial disability and permanent total disability, careers allowance for permanent disabilities, lifetime pension to primary beneficiaries in case of death, funeral benefit, medical services during confinement in a Support Staff Members Compensation Commission-accredited hospital, and rehabilitation services.

4.

Q. PROFESSIONAL LEARNING The SCHOOL provides allowances or funding which may be used by its Support Staff Members for professional learning. Such funds may be used to bring recognized experts on to campus to work with groups. On the other hand, individual Support Staff members may also apply to access such funds for their specific requests to participate in professional development courses. All such requests must be approved by the individual Support Staff members immediate supervisor, or School Principal or head of the department or office concerned, and the HR Director. Support Staff may refer to the Professional Learning Guidelines. R. HOLIDAYS WITH PAY

Pursuant to the Labor Code of the Philippines, and subject to subsequent government issuances superseding the list of applicable holidays below, ISM Personnel shall be paid their regular salary during non-working holidays listed hereunder: Regular Holidays New Years Day Maundy Thursday Good Friday Araw ng Kagitingan Labor Day Independence Day National Heroes Day Eid-ul-Fitr Bonifacio Day Christmas Day Rizal Day 01 January Movable Date Movable Date 09 April 01 May 12 June Last Sunday of August Movable Date 30 November 25 December 30 December

Nationwide Special Days Ninoy Aquino Day All Saints Day Last Day of the Year Movable Date 01 November 31 December

Otherwise known as Further Amending Certain Articles of Presidential Decree No. 442 Entitled Labor Code of the Philippines dated 27 December 1974.

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Part VIII MISCELLANEOUS ADMINISTRATIVE GUIDELINES AND RULES A. SUPPORT STAFF MEMBER CONDUCT

Disciplinary action of Support Staff members is under the purview of the Superintendent who may delegate such matters to the Principal/Assistant Principal of the School, or immediate supervisor or Department Leader concerned, and the HR Director. The SCHOOL is obliged by the Philippine labor laws and policies to maintain a formal Code of Conduct that should provide for the minimum standard of conduct and professionalism required of an ISM employee, and should specify a list of employee offences and its corresponding sanctions. The foregoing Code of Conduct is available to all ISM employees. The manner adopted by ISM in disciplining a Support Staff member is always in consonance with the Philippines labor laws and policies which may take the form of, but not limited to, the following: Verbal Counseling Written Counseling Suspension Dismissal

It is noteworthy that in all such stages, the SCHOOL constantly adheres to the precepts of Philippine labor law and policies, and is committed to the principles of due process. Letters of reprimand and other notations on any breach, infraction, offense or violation and/or discipline of any Support Staff member, whether or not finally resolved by the HR Department, will be retained as appropriate in the Support Staff members Personnel File (201). B. PROTECTION OF OFFICIAL INFORMATION

Except for information that is considered and treated by the SCHOOL public and of general knowledge, all data, information, documents and other papers which may be obtained by the Support Staff member from the SCHOOL by reason of the formers employment (at ISM), such as, but not limited to, student/parent information, Board of Trustees and administrative and education Leadership Team information, faculty and staff information, business or technical information, shall be treated as strictly confidential and shall not be disclosed or communicated, in whole or in part, by the Support Staff member to any person or entity without the express written consent of the SCHOOL, through its Superintendent; or except where necessary in the course of the performance of duties for the school. Should there be any doubt about the propriety of such information or discussions, it is the responsibility of the Support Staff member to confer with and refer the same to the Principal/Assistant Principal of the School, or immediate supervisor or Department Leader concerned. C. EQUAL OPPORTUNITY POLICY

ISM is committed to equal employment opportunity in every aspect of employment policy and practice, including selection, placement, training, and advancement of Support Staff members. In pursuing its own goals of diversity, the ISM does not discriminate on the grounds of race, color, religion, gender or citizenship status. The SCHOOL will regard freedom from discrimination and discriminatory harassment as an individual Support Staff member and student right that will be safeguarded as a matter of policy. Any Support Staff member or student will be subject to disciplinary action for violation of this policy. Retaliation against anyone who makes a complaint of discrimination or harassment or who is involved in a complaint process will not be tolerated.

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D.

SEXUAL HARASSMENT

Pursuant to the principles of the Philippine labor laws, ISM is committed to maintaining an environment that is positive, respectful and free from sexual harassment. Sexual harassment of either Support Staff members or students is a violation of the law and any victim of such behavior has the right to report these actions to the HR Department, without prejudice to any appropriate legal action that may arise or be taken outside the functions of the SCHOOL. Any subsequent investigation will be fair and impartial and will protect the rights of the person(s) filing sexual harassment complaints, the person(s) complained against, and the institution or unit. Retaliation against anyone who makes a complaint of sexual harassment or who is involved in a complaint process will not be tolerated. E. GRIEVANCES

It is the policy of the SCHOOL that all Support Staff members be treated fairly in every respect and be free from restraint, interference, coercion, discrimination or reprisal in presenting grievances. Support Staff members should not conceal valid grievances that adversely affect morale and efficiency, and should consult their immediate supervisor regarding such matters. Complaint or Grievance means any act or condition which is a source of concern or dissatisfaction to a Support Staff member. Grievances should be settled informally and promptly at the immediate supervisory level whenever possible. The efforts of supervisors and others concerned are directed toward this objective. If this is not possible the following steps shall take place. Step I. The aggrieved Support Staff member (or the aggrieved party) shall report the grievance to the HR Department who, in turn, shall render a decision on the grievance within three (3) school days from date of presentation. Should the aggrieved party be not satisfied with the decision or if the HR Department and fails to act within the three (3) school-day period from receipt of said decision, appeal may be made to Step II within three (3) school days after receipt of the decision or after expiration of the period within which the HR Director is required to act, as the case may be. If no appeal to Step II is made, the grievance shall be deemed settled on the basis of Step I. Step II. Should the aggrieved party be not satisfied with the decision, or believes that there are other valid reasons why the initial presentation of grievance would be inappropriate, the Support Staff member may, within five (5) days from receipt the decision, appeal to the Superintendent by submitting a written documentation regarding the grievance. The HR Director, however, shall be furnished a copy of the foregoing written documentation. Thereafter, the Superintendent shall obtain and document whatever information he considers necessary to reach a decision. Should the Superintendent finds it necessary to conduct clarificatory hearing or interviews of the parties and their witness(es), all opposing parties must be present. Signed records of these discussions must be kept. Within five (5) days from receipt of the appeal, the Superintendent shall provide a written statement of his decision to the aggrieved party, with a copy furnished to the HR Director. Grievance machinery procedure applicable to Classified Staff are negotiated and agreed through the ISCS CBA. Please refer to the ISCS CBA for a detailed description of grievance procedure equivalent to Classified Staff. All official records of grievances shall be kept by the HR Department in the Support Staff members official Personnel File (201), and shall be treated highly confidential. Said files shall not be revealed to any person except to those who has direct connection or interest in the grievance on hand. F. EXTENT OF SERVICE

Support Staff members are expected to constantly devote all professional time and attention to the business of ISM only. Unless authorized in writing by the Superintendent, a Support Staff member is not to engage in any other professional, business, educational or any civic activity that requires substantial time or

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participation or, in the judgment of the Superintendent, may interfere with the performance or reputation of other ISM personnel as well as of the SCHOOL as a reputable educational institution. G. SUBSTANCE ABUSE The possession, use, manufacture or distribution of illegal drugs is prohibited at all times within and at the immediate surroundings of the SCHOOL property. Support Staff members known to possess, use, manufacture or distribute illegal drugs are liable to public law enforcement sanctions and SCHOOL disciplinary action. Likewise, use of alcoholic beverages within and at the immediate surroundings of the SCHOOL property shall be in compliance with ISM policies, procedures and regulations as well as applicable Philippine laws, policies and regulations. Violations of any such laws, policies, procedures and regulations shall necessarily result in disciplinary action. Furthermore, commencement of such disciplinary action should not be considered prejudicial to other legal action for enforcement laws, rights and other damages by the appropriate parties. H. SMOKING IN THE WORKPLACE

ISM is a smoke-free environment. Any Support Staff member violating this policy shall be subject to disciplinary action. Furthermore, commencement of such disciplinary action should not be considered prejudicial to other legal action for enforcement laws, rights and other damages by the appropriate parties. I. DRESS CODE

All Support Staff members are representatives of the SCHOOL and are expected to dress in a manner that reflects a positive and professional image. Blue jeans and other informal fashions are unacceptable. At the discretion of the immediate supervisors, those in specialist support positions such as ATAC assistants and messengers may wear clothing that is more suited to the tasks they perform. All Support Staff members shall likewise observe good habits of grooming and personal hygiene. J. IDENTIFICATION (ID) CARDS

All ISM Personnel are provided with identification cards (ID Cards). As a strict policy of the SCHOOL, ID Cards must be worn at all times while on campus. These ID Cards are bar-coded and are used, not just for identification, but also for the purpose of timing/signing in and out of Personnel. All time/sign ins and outs are directly related to payroll. Should an ISM Personnel lose or misplace his/her ID Card, it is said Personnels responsibility to have the same replaced by obtaining the same from the Security Office. Support Staff members whose employment at ISM has expired shall surrender their ID Cards to the HR Department or the Security Office. The final salary of shall not be released until and unless the ID Card of the concerned Support Staff member have been received by the foregoing appropriate offices. K. PERSONAL TELEPHONE CALLS

All personal telephone calls should be brief and precise to give way to incoming official calls. The cost of all personal calls made shall be deducted from the Support Staff members paycheck. L. CELLULAR PHONE ETIQUETTE

Support Staff members are expected to observe cellular phone etiquette while inside the ISM campus and should not use their personal cellular phones during work hours, especially while meetings are ongoing, except in cases of emergency or for official ISM calls.

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M. FOOD AND DRINK IN THE WORK SPACE The consumption of food and drink (except water) in the work space may create hygiene problems. Such activities should only happen when tightly supervised. N. USE OF THE COPY CENTER ISM Copy Center shall render service strictly for official school purposes only. Those who need copies for personal use should make payment at the Cashiers Office. Alternatively, the Media Centers copy services make likewise be availed of for pay-for-copy service. O. LIQUIDATION OF EXPENSES A Support Staff member may, as called for by the function of his/her position, be instructed to pay for schoolrelated expenses through a petty cash advance payment. At such instances, the Support Staff member is required to submit all necessary and related documentation and receipts accounting for said expense. Should the Support Staff member fail to liquidate said expense, it is ISMs policy to hold the Support Staff member accountable for the entire amount. P. RETIREMENT

ISM retirement age for its Support Staff is sixty (60) years old. Retirement of a Support Staff member shall be effective at the end of the contract period in which the Support Staff member reaches sixty (60) years old. Applicable provisions regarding retirement of Classified Staff are provided for in the ISM Retirement Fund Policy which is an integral part of the ISCS CBA. Please refer to the ISCS CBA. Q. RESIGNATION Formal resignation must be submitted in writing to the HR Department, and duly signed and dated by the Support Staff member. The resignation letter shall indicate the date of effectivity of the resignation -- which should, in turn, be at least thirty (30) days from HR Departments receipt of said resignation letter. R. MENTAL AND PHYSICAL FITNESS

All Support Staff members should be mentally and physically fit and capable of performing all professional duties. For this purpose, all Support Staff members must submit to a physical examination by a medical doctor, and submit the results thereof immediately to the HR Department, after signing his/her employment contract with ISM, but before his/her first day to report to work. The results must certify that the Support Staff member is free from any communicable disease and is in good health. The SCHOOL reserves the right not to hire Support Staff members whom its medical provider refuses to include in its health insurance policy. Further, Support Staff members shall warrant to maintain such good mental and physical health. They are required to disclose immediately any communicable disease, serious or life-threatening ailment, whether or not curable, that should inflict them while employed at ISM. Finally, it is the SCHOOLs sole discretion to require Support Staff members to further submit to periodic physical examinations, and to submit the results thereof. The results must generally indicate good health and fitness to work. Any breach by the Support Staff member in representations and warranties made in these medical results shall be a ground for termination of his/her employment contract for cause. S. HEALTH CLINIC

ISM maintains a Health Clinic that provides medical services to its students and all personnel and is in keeping with the requirements of related Philippine labor laws and principles for health and safety in the workplace.

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T.

SUPPORT STAFF MEMBER FILES (201-Files)

Information in the Personnel Files (201) beyond elementary biographical information such as name, title, dates of employment, and degrees held shall not be divulged to agencies or individuals outside the SCHOOL, except when required by an order of the court, or with the written permission of the individual who is the subject of the 201-File, or in accordance with Philippine law. Access to the 201-File is granted only to Management and representatives who have need for it in the performance of their duties and have obtained permission from the HR Department. All Support Staff members shall have access to the contents of their own 201-Files. Written request for copies of ones 201-File must be submitted to the HR Department at lease twenty four (24) hours in advance. U. CHANGES TO PERSONAL RECORDS

Support Staff member is required to advise the HR Department of any changes in his/her address, telephone number, marital status, dependents, citizenship, education, or any other personal information. V. VISITORS

For security reasons, all visitors will be screened by the security guard on duty in regards to the purpose of visit and will be required to submit an updated ID card with picture at the gate. Individuals may be refused entry at the discretion of the SCHOOL. Nonetheless, Support Staff members are directed to refrain from receiving personal visitors who may be entertained outside of school premises and after work hours. All those not currently employed by the SCHOOL will be treated as visitors, including those who had previous work experience at ISM. W. HOUSEKEEPING A clean area makes for a safe and pleasant working environment. Each Support Staff member has an obligation to maintain his/her own work area in this manner. This extra effort will create a better working environment, which can also prevent injuries and fire hazards. X. SAFETY RULES

ISM places a high priority on accident prevention. Safety rules as well as a crisis manual have, in fact, been established to provide and maintain safe working conditions. Below is a list of general safety rules which all Support Staff members are required to observe strictly as a minimum requirement: 1. 2. 3. 4. 5. 6. 7. 8. 9. Be alert at all times. Follow and observe strictly all "NO SMOKING" rules. Immediately report all injuries, no matter how minor, to the necessary individuals. Support Staff members must keep their work area clean and orderly by using appropriate containers for waste and scrap material, keeping the floor free from spilled liquids and loose material. Know the location of safety, first aid and fire equipment throughout the office. Do not obstruct access to fire extinguishers, exits or passageways. Report to the appropriate individuals the existence of safety or health hazards you observe. Common sense is the most important safety rule of all. Please use it at all times. Be familiar with the provisions of the ISM Crisis Manual.

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Y. 1.

INFORMATION TECHNOLOGY POLICY Access to telecommunications, network services and its contents are authorized for legitimate ISM business purposes only. All employees are expected to use discretion, good judgment and common sense and to conduct themselves morally and professionally in using, accessing and transmitting SCHOOL-related Information and Technology (IT) data and services. Any person who infringes this policy may be subjected to disciplinary action. By definition, the IT Director will have access to all files on all computers and systems. Please do not store personal and confidential files on computers. All ISM students and employees will be responsible for safeguarding the data and services being offered by the SCHOOL. They will likewise be responsible in safeguarding their account password and accesses. Any attempt to compromise account passwords is prohibited. Unauthorized mass mailing is always prohibited. Any attempt to forge and/or tamper ISMs on-line and network systems is also prohibited. No individual shall attempt and/or intentionally cause damage to any equipment or software belonging to the SCHOOL. Installing any software or systems, unauthorized by the SCHOOL is likewise prohibited. In addition, below are samples of conduct that will not be tolerated including, without limitation: Tampering with or attempting to tamper with or removing any hardware or software from any SCHOOL-owned or leased system or equipment. Deleting, renaming, moving, copying or changing any files or its properties, other than their own files. Changing or attempting to change passwords other than their own. Intentionally impersonating someone else and/or misinterpreting someone else through the use of anothers e-mail account, computer or other SCHOOL-owned asset. Using other accounts to distribute or access inappropriate materials. Intentionally bypassing the user-security mechanisms of the network and mail system without authorization.

2.

3.

4. 5. 6.

7.

8.

Information and Technology resources may not be used for accessing, viewing, posting, downloading, storing, transmitting, sharing, printing, distribution or solicitation of any information or material, graphical or plain from any source that the SCHOOL deems pornographic, obscene, abusive or otherwise offensive or inappropriate for the SCHOOL system. This policy will apply to any activities occurring within the SCHOOLs premises or at any SCHOOL-sponsored event. This policy also applies to any activity involving the use of SCHOOL-owned or leased property including but will not be limited to laptops, PCs, network systems, e-mail, internet access and intranet access. Any person who infringes this policy may be subjected to disciplinary action. Employees are responsible for reading their e-mails regularly and reporting to IT all concerns.

9.

10. Use of the SCHOOL e-mail account may give the appearance that in so doing the employee is representing ISM. Utmost care and discretion should be exercised when using these on-line services. 11. These guidelines should always be followed. Be Polite. Abusive or derogatory words and messages are prohibited. Do not reveal information about yourself or other individuals. Do not use on-line systems to harass, intimidate or threaten any person or organization. Communications intended for internal use should not be forwarded.

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Protect and help protect copyright laws. Do not support illegal copying, distribution and use of pirated software whether this is in the data form, audio files and /or any video files.

12. ISM reserves the right to monitor and if necessary, block access and services to internal and external sites it considers unproductive, pornographic and/or any other sites and/or services it deems unfit for the SCHOOL.

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Part IX PERFORMANCE APPRAISAL SYSTEM A. PURPOSE AND APPLICABILITY

It is ISMs declared intention to conduct performance appraisals of all Personnel. Performance evaluation is the process that ensures the individual Support Staff members performance against standards and expectations set for the job he/she is designated. Its purpose is to recognize and reward contributions and to improve performance for the benefit of the Personnel concerned as well as to ISM as the employer. B. EVALUATION METHODOLOGY AND INSTRUMENT

Unless deemed otherwise by the HR Department, ISM shall conduct a thorough appraisal and evaluation of all Support Staff members at least once every twelve (12)-month period. Immediate supervisors shall rate the performance of Personnel under their supervision which, in turn, shall be reviewed and approved by the Principal/Assistant Principal of the School, or immediate supervisor or Department Leader concerned. This evaluation will assist in determining how well a Support Staff member is doing in his/her job designation compared as against a set of standards. The results of the performance appraisal shall then be communicated to the Support Staff member evaluated. All reviews shall be forwarded and kept in the Support Staff members 201-File. The Superintendent, or his designee, shall determine the form to be used for the performance evaluation. The Superintendent, or his designee, has the prerogative to modify as necessary the evaluation methodology and instrument. All Personnel shall be apprised of any such modifications made.

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Part X CLEARANCE A. TRANSFER OF MONETARY AND PROPERTY ACCOUNTABILITY

Upon resignation, retirement or cessation of a Support Staff members employment at ISM; or when a Support Staff member transfers from one position to another, a Clearance must first be obtained and completed before he/she vacates or relieves his/her last position. Said Clearance must contain a complete statement of the monetary and property accountability of the Support Staff member. The Support Staff member is responsible for completing the Clearance and securing the required signatures. B. PAYMENT OF ACCRUED SALARY/BENEFITS Unless the individual Support Staff member, who resigns, retires, or otherwise leaves the service of ISM, obtains the Clearance referred to in the preceding paragraph, he/she shall not be paid his accrued salary and other employment, retirement, or separation benefits due him. Any accountability by the resigned, separated, or retired personnel shall be offset with his accrued benefits from ISM.

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Part XI DISCIPLINARY ACTION A. KINDS OF ADMINISTRATIVE DISCIPLINARY ACTIONS

The penalties that may be imposed for unacceptable behavior/conduct and/or offenses are of three (3) types: 1. 2. Written Warning or Written Reprimand This is served upon the offender to warn him/her that a repetition of the offense/unacceptable behavior or conduct will subject him/her to a higher penalty. Suspension This penalty is a physical detachment from service for a specific period of time with or without pay depending on the gravity of the offense or infraction. a. Preventive Suspension is imposed to remove a Support Staff member from the place of work, usually to allow the School to investigate the specific circumstances of an incident. The Support Staff member is paid during the period of suspension. Suspension as a Penalty is a sanction imposed as a result of an investigation into a disciplinary breach. In such circumstances the Support Staff member is not paid during the period of suspension,

b.

3.

Dismissal or Discharge This is termination of a Support Staff members services for cause. The Support Staff member shall automatically forfeit all benefits that would normally accrue upon retirement or separation for reason(s) other than for the offense or infraction committed.

The severity of the disciplinary action to be imposed shall depend upon the seriousness of the violation, infraction or offense, the manifest intent of the offender, his previous record of offenses committed and other relevant factors and/or circumstances. B. CIRCUMSTANCES AFFECTING ADMINISTRATIVE LIABILITY

The following circumstances shall be considered in determining the appropriate administrative actions to be imposed for unacceptable conduct/behavior or offenses: 1. Justifying Circumstances - The term refers to circumstances wherein the act(s) committed appear to be in contravention of, ISM policies, rules and regulations (i.e., the instant Guidelines) but where subsequent investigation shows that the act(s) may be construed as falling within the letter and spirit of this Handbook. Accordingly, there is no liability or offense to be considered as committed. Mitigating Circumstances The term refers to circumstances by reason of which a lighter or less severe penalty corresponding to the offense committed may be imposed. These include lack of prior offenses, degree of participation in the offense and such other circumstances which may be considered to impose a less severe penalty. Aggravating Circumstances The term refers to those circumstances by reason of which a higher penalty corresponding to the offense committed may be imposed. These include past record of offenses, frequency or habitually in the commission of the offense(s), the accompanying adverse publicity caused by the offense(s) which tends to erode ISMs image, and such other circumstances that may be considered to impose the more severe penalty.

2.

3.

C. PROCEDURE FOR DISCIPLINARY ACTION 1. Commencement of Administrative Proceedings An administrative proceeding may be instigated against erring Support Staff member by the School on its own initiative through the HR Director or upon a report of the Principal/Assistant Principal of the School, or immediate supervisor or Department Leader concerned.

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2.

Notice and Explanation The charged Support Staff member shall be served with a Disciplinary Action Form (DAF) which contains a specification of charge(s), a brief statement of material and relevant facts, certified true copies of documentary evidence and sworn statements of witnesses, if any. He/She shall then be required to submit a written answer/explanation and any supporting evidence within five (5) calendar days from his/her receipt of the DAF. In the meantime, the SCHOOL hereby reserves its prerogative to place under preventive suspension the charged Support Staff member as the former deems fit under the circumstances of a particular investigation of a disciplinary matter.

3.

Conference / Hearing The guidelines herein set forth shall be followed. a. If the Support Staff member does not dispute or deny the charge(s) against him, a hearing or conference need not be called and the HR Director shall recommend to the Superintendent the imposition of the appropriate administrative penalty, when warranted. If the Support Staff member disputes the charge(s) against him, the HR Director may call him/her for a conference or hearing to enable him/her to adduce additional evidence with the assistance of a lawyer or any representation should he/she so desire. If the HR Director calls a hearing or conference but the charged Support Staff member fails to attend and/or fails to submit his/her explanation/answer, the administrative case shall also be deemed submitted for resolution based on the records on hand. In any case, if a charged Support Staff member makes a request for a hearing or a conference in writing, on or after submission of his answer or explanation but prior to resolution of the administrative case against him, a hearing or conference will be held.

b.

c.

d.

4.

Decision Upon the recommendation of the HR Director and appropriate Administrator, the Superintendent shall decide the administrative case and impose the appropriate penalty as may be warranted under the circumstances. A copy of the decision shall be served to the Support Staff member and included in his/her 201-File. The HR Department shall implement all decisions. PRESCRIPTION OF PENALTIES AND OFFENSES

D.

ISM shall not be bound by time constraints in pursuing/investigating any offense committed by any Personnel against it. However, it shall strive to finish any investigation and proceed accordingly within a reasonable period. Any penalty imposed on erring personnel shall form part of the 201-File and shall continue to be considered in the personnels subsequent violation(s) of ISM policies, rules and regulations.

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E.

TABLE OF OFFENSES AND PENALTIES

The enumeration of offenses or unacceptable behavior or conduct herein is not all-inclusive and therefore, not limited to the behavior, conduct, acts or omissions enumerated in this Handbook. The just and authorized causes enumerated in the Labor Code of the Philippines for termination of employment are deemed incorporated in this Handbook. If an Support Staff member commits a wrongful, immoral, improper, illegal or negligent act or omission that is not specified in this Handbook; or if the Support Staff member violates any ISM policy, rule or regulation, the ISM Management has authority to impose the appropriate penalty ranging from Written Warning or Reprimand to Dismissal from the service, depending on the seriousness of the offense and other attendant circumstances. As used herein, the term Support Staff member encompasses both rank-and-file and managerial, supervisory personnel, and academic and non-academic personnel of ISM.
TABLE OF OFFENSES AND PENALTIES
TH 2 3 RULE OFFENSE / 1 4 OFFENSE OFFENSE OFFENSE NO. VIOLATION OFFENSE SECTION 1. UNSATISFACTORY ATTENDANCE / TARDINESS A Unexcused Written Suspension Dismissal Absence or Reprimand Absence without official leave (AWOL)* *Absence without official leave for a single day in any given month is an offense. AWOL for 5 days in any given month shall be considered abandonment of work. The penalties shall be in addition to the salary deduction for the AWOL. B Excessive Written Suspension Suspension Dismissal tardiness: Reprimand / Dismissal Reporting late to work more than eight (8) times (without regard to the number of minutes) or more than sixty minutes within a one month period** **Penalties shall be in addition to the tardy salary deductions. C Unreasonable Written Suspension Suspension Dismissal failure to notify the Reprimand / Dismissal supervisor or any office staff in case of medical / other emergency within 24 hours from the first day of leave or failure to submit medical certificate upon reporting back to work or failure to file required leave form pursuant to guidelines D Loitering or leaving Written Suspension Suspension Dismissal workplace / post Reprimand / Dismissal during office hours ST ND RD

Under-time without authority or permission from supervisor

Written Reprimand

Suspension

Suspension / Dismissal

Dismissal

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TABLE OF OFFENSES AND PENALTIES


TH 2 3 OFFENSE / 1 4 OFFENSE OFFENSE OFFENSE VIOLATION OFFENSE Other acts in Written Suspension Suspension Dismissal violation of School Reprimand / Dismissal Guidelines on Attendance/Punctu ality except those constituting specific offenses as provided hereunder. SECTION 2. OFFENSES RELATED TO JOB PERFORMANCE A Failure on the job Written Suspension Dismissal or refusal without Reprimand / / Dismissal justifiable reason or Suspension cause to perform the duties and responsibilities of his position and to accomplish the performance standards (includes failure to attain work goals, either by failing to complete within the reasonable allotted period or by producing unsatisfactory results which may be reflected in the Support Staff member having received an unsatisfactory or poor performance in one evaluation period)*** ***Where failure on the job could result in damage/injury to the School or its students and other Support Staff members, the penalty shall be: st 1 offense - SUSPENSION / DISMISSAL nd 2 offense - DISMISSAL B Malingering: Not Suspension Suspension/ Dismissal reporting to work Dismissal under a claim of sickness or pretending to be indisposed although not actually sick to avoid assigned work C Sleeping on the job Written Suspension Dismissal during working Reprimand hours

RULE NO. F

ST

ND

RD

Willful or gross misconduct in the performance of duties, or gross negligence or gross inefficiency in the performance

Suspension / Dismissal

Dismissal

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TABLE OF OFFENSES AND PENALTIES RULE NO. OFFENSE / VIOLATION of duties, whether or not the School suffers a loss or damage in either case Having direct or indirect financial or other material interest that conflicts with or appears to conflict with the Support Staff members duties and responsibilities Doing personal work during office hours or abuse of company time for personal or unauthorized business Other acts constituting negligence or dereliction of duty Insubordination: Refusal to obey or failure to follow or inciting/urging other Support Staff members not to follow or obey a supervisors orders or instructions, or refusal to perform work assigned by a supervisor, or refusal to comply with established guidelines Withholding Cooperation: Refusal to cooperate with fellow Support Staff members to ensure performance or completion of tasks, or refusal to cooperate or provide information in an official investigation so as to cause unnecessary delay, or obstruct the cause of justice, unwarranted interference or pressure on security personnel in the discharge of the latters 1 OFFENSE
ST

2 OFFENSE

ND

3 OFFENSE

RD

4 OFFENSE

TH

Suspension/ Dismissal

Dismissal

Written Reprimand / Suspension

Suspension/ Dismissal

Dismissal

Written Reprimand / Suspension Suspension/ Dismissal

Suspension/ Dismissal Dismissal

Dismissal

Suspension

Suspension/ Dismissal

Dismissal

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TABLE OF OFFENSES AND PENALTIES RULE NO. OFFENSE / VIOLATION responsibility 1 OFFENSE
ST

2 OFFENSE

ND

3 OFFENSE

RD

4 OFFENSE

TH

Disrespect for Suspension/ Dismissal Authority / CoDismissal Support Staff members: Treating a superior or coSupport Staff member or students and patrons in a manner that indicates contempt or disrespect or insolence/arroganc e, including uttering profane language or derogatory remarks or statements K Refusal to work Suspension Suspension/ Dismissal overtime hours as Dismissal required according to guidelines L Abuse of Authority: Suspension / Dismissal Abusing the Dismissal exercise of ones authority, or taking undue advantage of such authority resulting in undue oppression or harassment of a subordinate or fellow Support Staff member SECTION 3. OFFENSES INVOLVING PERSONAL BEHAVIOR A Violent Acts: Using Suspension / Dismissal violence, force, Dismissal coercion, threats, or intimidation on any Support Staff member within or outside School premises B Provoking or Suspension / Dismissal inciting a fight, or Dismissal fighting during working hours, or getting involved in any altercation, verbal or physical, with another Support Staff member or person within School premises C Causing injury to Suspension Dismissal co-Support Staff members/officers by unsafe or negligent practice D Commission of a Dismissal crime, whether work-related or not,

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TABLE OF OFFENSES AND PENALTIES RULE NO. OFFENSE / VIOLATION involving moral turpitude. Breach of trust or loss of confidence. Engaging in disgraceful/ indecent / immoral /unbecoming / scandalous/ offensive /lascivious conduct, act or behavior within School premises Intrigue: Deliberately spreading or disseminating false, inaccurate or misleading information about any officer or Support Staff member calculated to prejudice the reputation and/or standing of the Support Staff member/officer Sexual Harassment as defined in the Schools statement on Sexual Harassment 1 OFFENSE
ST

2 OFFENSE

ND

3 OFFENSE

RD

4 OFFENSE

TH

E F

Dismissal Suspension / Dismissal Dismissal

Suspension/ Dismissal

Dismissal

Written Reprimand / Suspension / Dismissal

Suspension / Dismissal

Dismissal

Other acts Suspension / Dismissal analogous to the Dismissal foregoing SECTION 5. OFFENSES INVOLVING DISLOYALTY TO THE SCHOOL AND DISHONESTY A Robbery, Theft or Dismissal Unauthorized removal or taking or bringing out of (including any attempt to remove/take/bring out) funds, equipment, tools, supplies, accountable forms, or other items that are School property or the property of other Support Staff members, regardless of the value or condition of said property B Embezzlement, Dismissal malversation and/or misappropriation of School funds/assets

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TABLE OF OFFENSES AND PENALTIES RULE NO. C OFFENSE / VIOLATION Unauthorized possession of any School property, records and accountable forms Intentional /deliberate destruction, damage or misuse of School property and records, including vandalism Fraud or deceit committed by the Support Staff member against the School, its Support Staff members, students, or patrons, or willful breach of trust in the conduct of ones job Concealment of ones knowledge of commission of fraud, deceit or other form of dishonesty against the School, its Support Staff members, students, patrons Falsification of or inducing another Support Staff member to falsify School or personal records Disloyalty to or abetting harm against the School: Doing any act which is contrary, prejudicial, or damaging to the interest of the School, or abets the effort of another party to inflict any form of harm or damage to the School Giving false testimony or committing perjury during an official investigation authorized by the School Offering or accepting anything of value in exchange of a job, work assignment, 1 OFFENSE Suspension
ST

2 OFFENSE Suspension / Dismissal

ND

3 OFFENSE Dismissal

RD

4 OFFENSE

TH

Suspension/ Dismissal

Dismissal

Dismissal

Suspension/ Dismissal

Dismissal

Suspension/ Dismissal

Dismissal

Dismissal

Dismissal

Dismissal

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TABLE OF OFFENSES AND PENALTIES RULE NO. OFFENSE / VIOLATION work locations, or more favorable conditions of employment 1 OFFENSE
ST

2 OFFENSE

ND

3 OFFENSE

RD

4 OFFENSE

TH

N O

Signing in or out another Support Staff member or having ones time logged in/out by a security guard or other Support Staff member. Making false or malicious remarks, criticism, comments concerning the School administration or its operations, or services to the public. Allowing or assisting nonSupport Staff members to enter restricted areas w/o permission Forced entry into School property Failure to report damage or loss of School property under the Support Staff members immediate responsibility Giving school identification material to unauthorized persons Acts contributing to sabotage or espionage including divulging of confidential School information

Suspension/ Dismissal

Dismissal

Suspension/ Dismissal

Dismissal

Suspension/ Dismissal

Dismissal

Dismissal Written Reprimand Suspension Dismissal

Suspension

Dismissal

Dismissal

SECTION 6. OFFENSES RELATED TO OFFICE DECORUM A Use of Written Suspension communication Reprimand / / Dismissal system or material, Suspension such as but not limited to email, telephone, and fax,

Dismissal

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TABLE OF OFFENSES AND PENALTIES RULE NO. OFFENSE / VIOLATION in violation of School guidelines Improper decorum including but not limited to shouting, vulgar language and other similar disruptive acts Reporting to work or working under the influence of liquor/ alcohol Drunkenness or drinking alcoholic beverages within School premises during or beyond working hours except on occasions or social events when allowed by the School Use/possession/sal e/ distribution of or any attempt to sell/ transfer/use illegal or prohibited drugs or being under the influence of same within School premises Bribing or offering money, gifts or anything of value to any Support Staff member /officer to seek a benefit or any favorable condition or vested interest. 1 OFFENSE
ST

2 OFFENSE

ND

3 OFFENSE

RD

4 OFFENSE Dismissal

TH

Written Reprimand

Suspension

Suspension / Dismissal

Suspension

Dismissal

Suspension

Dismissal

Dismissal

DISMISSAL

Engaging in any form of moneylending, money borrowing, buying and selling activities within the school premises Gambling or engaging in lottery within School premises Refusal or failure to follow/observe safety, health or sanitation rules Refusal to submit or failure to comply with health, safety or security requirements of the School or refusal to

Suspension

Dismissal

Dismissal

Written Reprimand Written Reprimand / Suspension

Suspension

Dismissal

Suspension

Dismissal

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TABLE OF OFFENSES AND PENALTIES OFFENSE / 1 OFFENSE VIOLATION submit oneself for medical examination and or treatment without valid reasons K Unsafe use and/or Written handling of Reprimand / materials or Suspension equipment L Knowingly Suspension/ harboring a Dismissal contagious disease, which may endanger the health of coSupport Staff members/ officers/ students/ other persons, without notifying the School administration M Carrying or Dismissal possession or use of firearms, explosives or other deadly weapons, such as fan knife, dagger, darts, guns, etc., on School premises N Smoking anywhere Suspension inside the School campus O Tampering or Dismissal unauthorized removal of fire fighting equipment from designated areas P Violation of the Written School guidelines Reprimand on wearing of proper office attire and good grooming Q Violation of the Written School guidelines Reprimand on use of School ID SECTION 7. SECURITY BREACH A Unauthorized entry Suspension or exit from any restricted area designated by the School B Unauthorized Suspension / access to Dismissal computers, computer installations and other similar restricted areas C Installation and use Written of unlicensed Reprimand / software such as Suspension games in the Schools computers RULE NO.
ST

2 OFFENSE

ND

3 OFFENSE

RD

4 OFFENSE

TH

Suspension / Dismissal Dismissal

Dismissal

Dismissal

Suspension

Suspension

Dismissal

Suspension

Suspension

Dismissal

Dismissal

Dismissal

Suspension

Dismissal

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TABLE OF OFFENSES AND PENALTIES RULE NO. D E F OFFENSE / VIOLATION Unauthorized deletion of computer files Intentional destruction of computer resources Disclosure of confidential information to unauthorized Support Staff members / persons, or violation of the School guidelines on confidentiality of information Other acts analogous to the foregoing and/or in violation of the Information Technology Guidelines of the School 1 OFFENSE Suspension / Dismissal Suspension/ Dismissal Written Reprimand / Suspension
ST

2 OFFENSE Dismissal Dismissal Suspension / Dismissal

ND

3 OFFENSE

RD

4 OFFENSE

TH

Dismissal

Written Reprimand / Suspension

Suspension / Dismissal

Dismissal

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PROOF OF ACKNOWLEDGEMENT This is to acknowledge that I have read this Handbook, and agree to comply with the policies and procedures contained within. I understand that this Handbook and the policies and procedures contained herein do not constitute a contract between ISM and myself or any other employee. The policies and procedures contained in this Handbook do not constitute any assurance or guarantee of employment or continued employment by the company, any increase in salary or wage or promotion. ______________________________
EMPLOYEES SIGNATURE OVER PRINTED NAME

______________________________
DATE

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