Personal Economic Relief Allowance (PERA)

Php 2,000.00 per month across the board. Due at the same time as basic pay of employee.

Representation and Transportation Allowance

Collective term for two (2) distinct but complementary allowances: Representation Allowance (RA) and Transportation Allowance (TA). Both allowances are provided to select government officials to cover related expenses incidental to and in connection with the actual performance of their respective functions.

Granted to chiefs of division and up, or those duly designated as OICs of said positions. Amount of allowance dependent upon rank.

Uniform/Clothing Allowance

The Uniform/Clothing Allowance (UCA) authorized under the pertinent general provision of the annual GAA is granted to cover the cost of uniform/clothing of government employees to identify them with their mother agency/office.

1. All government personnel regardless of status of employment are covered.
2. The UCA, which rate shall be prescribed in the pertinent general provision of the annual GAA, may be given in cash or in kind subject to the discretion of the agency head.
3. Php 6,000.00 per annum per employee.
4. Granted to employees who have rendered at least six (6) months in service for a particular calendar year.
5. The uniform/clothing allowance may be granted by the agency either on full cash basis, in the form of textile materials and cash, or in the form of uniforms procured through a bidding process.

Mid-year and Year-End Bonus

Bonus equivalent to the employee’s one (1) month basic pay.

Release of Mid-year bonus is not earlier than 15 May of each year; and Year-End bonus release is not earlier than 15 November of the same year.

Cash Gift

Cash gift equivalent to Php 5,000.00 per annum per employee is given not earlier than 15 November of the same year.

CNA Incentive

Equivalent to not more than Php 25,000.00 per annum per employee.

Presupposes the existence of a valid Collective Negotiation Agreement between the agency and its duly organized and accredited employees’ organization.

Employees who are non-members of the duly organized and accredited employees’ organization may be entitled to CNA incentive subject to payment of agency fee to the “negotiating agent”.

Final amount of CNA incentive to be determined based on savings of agency in predetermined MOOE expense items.

Productivity Enhancement Incentive

Equivalent to not more than Php 5,000.00 per annum is released not earlier than December 15 of the same year.

Employee must still be in government service as of 31 October of the current year.

The employee must have rendered at least four (4) months of satisfactory service as of 31 October of the current year.

Those who have rendered less than four (4) months of satisfactory service are entitled only to pro-rated PEI.

Performance-Based Bonus

Amount will be based on Individual Basic Pay and Bureau Score. To eligible for the grant of PBB, each agency must satisfy the criteria and conditions under the four (4) dimensions of accountability: Performance Results, Process Results, Financial Results, and Citizens/ Client Satisfaction Results and attain a total score of at least 70 points, and achieve at least a rating of 4 for at least three (3) in the four (4) dimensions of accountability based on the PBB Scoring System.

RATES OF THE PBB
TOTAL SCORE	PBB RATES
100 points	65% 100% of the 65% monthly basic salary
95 points	61.75% 95% of the 65% monthly basic salary
90 points	58.5% 90% of the 65% monthly basic salary
85 points	55.25% 85% of the 65% monthly basic salary
80 points	52% 80% of the 65% monthly basic salary
75 points	48.75% 75% of the 65% monthly basic salary
70 points	45.5% 70% of the 65% monthly basic salary

Loyalty Award

Php 1,000.00 for every year of continuous and satisfactory service in the government. First loyalty award is given after completion of ten (10) years, for a total amount of P10,000.00.

Additional loyalty award amounting to P5,000.00 is given every five (5) years of continuous and satisfactory service thereafter.

Counting of 10 years and every 5 years thereafter is continuous even if said period was spent in two or more different government agencies.

The agency where the employee completed the 10th year or 5th year thereafter will be the one to pay the loyalty award.

DTI Anniversary Bonus

Administrative Order No. 263 dated 28 March 1996 and DBM National Budget Circular dated 20 May 1996 authorize the grant of anniversary bonus to officials and employee on the occasion of milestone years of government entities. Whereas, Department Order No. 74, series of 2006, entitled “Settling the Official Anniversary of the Department of Trade and Industry and Grant of Anniversary Bonus”, officially declared the 27^th of each year as the DTI Anniversary Bonus. The first milestone year of the DTI was in 1996.

In celebration of every 5-year milestone of the Department, the payment of DTI Anniversary Bonus in the amount of Three Thousand Pesos (P3,000.00) is authorized subject to the guidelines under Administrative Order No. 263, DBM Circular No. 452, and COA guidelines.

The grant of anniversary bonus shall be in accordance with the following:

Coverage: All employees whether employed on a full-time/ regular or part-time basis, either permanent, coterminous, or contractual status whose employment is in the nature of a regular employee who holds a valid appointment.

Tenure: Employees who continue to be employed as of 27 July 2021, and who have rendered at least one (1) year continuous service with DTI.

Exclusions: Employees who fall under any of the following shall be deemed ineligible:

1. On Vacation leave without pay for more than 30 days
2. Separated employees who are no longer in DTI
3. Absent without official Leave
4. Have not been found guilty of any offense in connection with their work during the five-year interval between milestone years.

DTI Mutual Death Benefit Fund (MDBF)

This revitalized Mutual Death Benefit Fund (MDBF) program is a special initiative by DTI management and employees under the Collective Negotiation Agreement (CNA). Originally launched ten years ago, the MDBF was a component of the 2002 CNA Incentives.

General Principle:

As a general Rule, membership to the MDBF program is voluntary.

However, it us the desire of the management to entice—as much as possible—the full participation of all regular employees as a part of its continuing commitment to further expand the welfare development of DTI workforce. After all, MDBF is a cumulative gesture of mutual aid among the members of the DTI family in times of bereavement.

The principle behind the MDBF is rooted from our deep and extended family orientation. The unexpected death of any of our co-employees or co-employee’s dependents brings about in everyone the desire to give to supplement the family needs of the deceased during this unexpected but inevitable event.

Benefits:

Under the MDBF program, the mutual aid benefit of financial assistance shall be given to the family of the deceased member—employee of deceased qualified and enrolled dependent subject to the conditions stipulated in the enrolment and entitlement procedures. In the event of untimely demise of the enrolled member—employee, the full amount of the mutual aid benefit will be given to his/her family. In the event if untimely demise of any qualified and enrolled dependent, the full amount of the mutual aid will be given or paid to the surviving member—employee.

The amount of mutual aid or financial assistance shall be Fifty Thousand Pesos (Php 50,000.00) in the event of untimely demise of the member—employee and Twenty-Five Thousand Pesos (Php 25,000.00) in the event of untimely demise of qualified and enrolled dependent.

DTI Provident Fund

A provident fund is a savings scheme consisting of contributions from both employees and employer (in monetary and/or non-monetary form/s from employers) which serves as a loan facility and provider of supplementary welfare benefits to its members.  

The DTI Provident Fund caters to member and their family’s needs whether in helping finance education for children; making investments; treating illnesses; addressing disability, incapacitation or death; traveling; and in preparing for retirement.

DTI Provident Fund Loan Facility

The loanable amount is from P5,000-P40,000 and term of loan option is from 6 months to 48 months.

HMO Membership

Schedule of Benefits

A. IN-PATIENT BENEFIT

 · Room & Board accommodation up to the limit of your plan‘On top of PhilHealth’;

 · PhilHealth should be filed PRIOR to discharge.

 · General Nursing Services;

 · Services of physician(s), specialist(s), surgeon(s) & anesthesiologist;

 · Anesthesia & its administration, dressings, sutures, casts, and other necessary medical supplies;

· Use of Operating/Recovery Room;

· Transfusion of blood, blood elements & other intravenous fluids;

· ICU confinements – subject to the maximum benefit limit;

· Prescribed laboratory examinations including complex diagnostic procedures such as, but not limited to, MRI, CT scan and ultrasound;

· Chemotherapy, radiotherapy, physical therapy, speech therapy and dialysis – subject to the provisions on “Pre-Existing Conditions”, “Maximum Limit – Dread Disease” and “Special Procedures – New Modalities of Treatment”;

· All other expense directly related to the medical management of the illness and/or injury that resulted to a plan member’s confinement including Admission Kit.

B. OUT-PATIENT BENEFIT

· Unlimited number of medical consultations & follow-up consultations

· Referral to accredited Specialist(s);

· Administration of vaccine (except the cost of vaccine);

· Prescribed laboratory/diagnostic examinations;

· Emergency treatment and minor surgeries not requiring hospitalization;

· Including emergency (first) dose of anti-rabies, anti-venom and/or antitetanus’

GSIS INSURANCE BENEFITS

Republic Act No. 8291, otherwise known as the Government Service Insurance System Act of 1997 which took effect on June 24, 1997 revised PD 1146, the old charter, to expand and increase the coverage and benefits of the GSIS and introduce institutional reforms for the GSIS to have more flexibility and thus perform its mission of providing social security protection more effectively.

Retirement under RA 8291

Retirement under RA 8291 may be availed by those who have rendered at least 15 years of service in government and must be at least 60 years of age upon retirement.  Also, they must not be permanent total disability pensioners.

The last three years of service need not be continuous under RA 8291.

Retirement Packages

1. Option 1: 5-Year Lump Sum and Old Age Pension
   Under this option, retirees can get their five-year pension in advance. The lump sum is equivalent to 60 months of the Basic Monthly Pension (BMP) payable at the time of retirement. After five years, retirees will start receiving their monthly pension.
2. Option 2: Cash payment and Basic Monthly
   In option 2, retirees will receive a Cash Payment equivalent to 18 times the Basic Monthly Pension (BMP) payable upon retirement and then a monthly pension for life, payable immediately after retirement date.

BMP is computed as follows:

a)  If period with paid premiums is less than 15 years:

BMP = .375 x RAMC (Revalued Average Monthly Compensation)

b)  If period with paid premiums is 15 years and more:

BMP = .375 x RAMC BMP = .025 x RAMC x Period with Paid Premiums

BMP, however, shall NOT exceed 90% of the Average Monthly Compensation.

RAMC stands for Revalued Average Monthly Compensation and is computed as follows :

RAMC=Php700 + AMC (Average Monthly Compensation)

AMC=Total Monthly Compensation received during the last 36 months of service divided by 36

Coverage Under the New Law

Membership is compulsory for all officers and employees  who are appointive or elective whether temporary, casual, permanent, coterminous or contractual with employee- employer relationship and who are receiving basic pay or salary but not per diems, honoraria, or allowances and who have not reached the compulsory retirement age of 65 years.

Effectivity of Coverage

Membership takes effect immediately upon assumption to duty based on a valid appointment except for non-permanent employees who were in the service as of the effectivity of this Act. Non-permanent employees who were in the service as of the effectivity of this Act shall take effect on June 24, 1997.

Classification of GSIS Coverage

1. Active Members. Those covered by the GSIS with the complete social security program and paying the integrated contributions under RA 8291.
2. Retired Members. GSIS retirees and pensioners and those who have received lump sum but still in their guaranteed period.
3. Policy Holders. Those who have separate retirement schemes under special laws and are covered by a life insurance policy only such as the members of the AFP, Judiciary, Constitutional Commissions and other similarly situated government officials; and
4. Separated or Inactive Members. Those who have paid the integrated contributions for the complete GSIS social security program but are separated from the service or whose coverage has ceased but have yet to receive future benefits from the GSIS.

EMPLOYEES’ COMPENSATION PROGRAM (ECP)

The Employees’ Compensation Program (ECP) is a government program designed to provide a compensation package to public and private employees or their dependents in the event of work-related sickness, injury or death.

OBJECTIVES:

1. To provide meaningful and appropriate compensation package to workers in the event of work-related contingencies.
2.  To formulate policies and guidelines for the improvement of the Employees’ Compensation Program.

WHO ARE COVERED UNDER THE EC PROGRAM?

1. Private sector workers who are registered members of the Social Security System (SSS) except self-employed or voluntary members.
2. Government sector employees who are registered member of the GSIS, including members of the Armed Forces of the Philippines (AFP) and the Philippine National Police (PNP), Bureau of Fire Protection (BFP), Bureau of Jail Management and Penology (BJMP), elective government officials who are receiving regular salary and all casual, emergency, temporary and substitute or contractual employees.

Coverage in the program starts on the first day of employment.

WHEN IS SICKNESS OR INJURY COMPENSABLE?

For the sickness and the resulting disability or death to be compensable, the sickness must be the result of an occupational disease listed under Annex “A” of the Amended Rules on Employees’ Compensation with the conditions set therein satisfied; otherwise, proof must be shown that the risk of contracting the disease is increased by the working conditions.

For the injury and the resulting disability or death to be compensable, the injury must be the result of accident arising out of and in the course of the employment.

BENEFITS AND SERVICES OF THE PROGRAM:

1. Loss of income benefit or a cash benefit given to a worker to compensate for lost of income due to inability to work. There are three types of loss of income benefits:
   1. Temporary Total Disability (TTD) benefit is given to an employee who is unable to work for a continuous period not exceeding 120 days.
   1. Permanent Total Disability (PTD) benefit is given to an employee who is unable to work for more than 240 days.
   1. Permanent Partial Disability (PPD) benefit is given to a worker who losses a body part and consequently, the loss of the use of that body part.
   1. Medical benefits include reimbursement of the cost of medicine for the illness or injury, payment to providers of medical care, hospital care, surgical expenses and the costs of appliances and supplies. The medical services are limited to ward services of an accredited hospital.
   1. Rehabilitation Services include physical therapy, vocational training and special assistance to develop the worker’s mental, vocational and social potential and to help them remain as productive members of society.
   1. Carer’s Allowance is provided to an employee who suffers a permanent total disability arising out of employment the extent of which is such that he could not on his own attend to his basic personal needs.
   1. Death benefits are granted to beneficiaries of an employee who dies as a result of sickness or injury arising out of or in the course of employment.

WHERE ARE EC CLAIMS FILED?

All EC claims may be filed by the claimant at his option in the GSIS Regional Office (for the public sector) or in the SSS Branch (for the private sector) nearest to the place of work or residence.

IF THE CLAIM IS DENIED, WHAT IS THE OPTION OF THE CLAIMANT? Request for reconsideration with the GSIS or the SSS. If still denied, write a letter of appeal to the Employees’ Compensation Commission (ECC).

ARE THE DECISIONS OF THE ECC APPEALABLE TO THE COURTS? Yes, the decisions of the ECC are appealable to the Court of Appeals within 15 days from receipt of the decision. Similarly, the decision of the Court of Appeals is appealable to the Supreme Court.

LEAVE OF ABSENCE

A right granted to officials and employees not to report for work with or without pay as may be provided by law.

1. An employee who is absent from the office for one (1) full day or more should file an application for leave or immediately after the period of his absence.
2. Sick leave shall be granted on account of sickness or disability on the part of the employee concerned or of any member of his immediate family. Sick leave with or without pay is mandatory.
3. Applications for sick leave of absence for one (1) full day or more shall be filed immediately upon the employee’s return from such leave. Notice of absence, however, should be sent to the immediate supervisor or the head of office.

Application for sick leave in excess of five (5) successive days shall be accompanied by a proper medical certificate.

• An employee who is still on probation six (6) months period from original appointment) may already avail of whatever leave credits he has earned during said period. Accordingly, any leave of absence without pay incurred during the period of probation shall extend the completion thereof for the same number of days of such absence.
• An official or employee who has leave credits and applies for vacation and/or sick leave shall be granted leave with pay at the salary he is currently receiving.
• Whenever the application for leave of absence is not acted upon within five (5) working days after receipt thereof, the application for leave of absence shall be deemed approved.
• Applications for vacation leave of absence for one (1) full day or more shall be submitted five (5) days in advance, whenever possible, of the effective date of such leave.

Definition of Terms

1. Sick Leave. Leave of absence is granted only on account of sickness or disability on the part of the employee concerned or any member of his immediate family.
2. Vacation Leave. Leave of absence granted to officials and employees for personal reasons, the approval of which is contingent upon the necessities of the service.
3. Forced Leave/ Mandatory Leave. Leave of absence for a period of five (5) days per EO 1077. Those with accumulated vacation leave of less than ten (10) days shall have the option to go on scheduled leave.
4. Maternity Leave. Leave of absence granted to female government employees legally entitled thereto in addition to vacation and sick leave.
5. Paternity Leave. Privilege granted to a married male employee allowing him not to report for work for seven (7) working days on the condition that his legitimate spouse has delivered a child or suffered miscarriage to enable him to effectively lend care and support to his wife before, during and after  childbirth.
6. Parental Leave/ Solo Parent Leave. Benefits and privileges to Solo Parents in the government service and their children.
7. Special Privilege Leave. Leave of absence which officials and employees may avail of for a maximum of three (3) days annually over and above the vacation, sick, maternity and paternity leaves to mark personal milestones and/or attend to filial and domestic responsibilities.
8. Monetization. Payment in advance under prescribed limits and subject to specified terms and conditions of the money value of leave credits of an employee upon request without actually going on leave.
9. Terminal Leave. The money value of the total accumulated leave credits of an employee based on the highest salary rate received prior to or upon retirement date/voluntary separation.
10. Immediate Family. Refers to the spouse, children, parents, unmarried brothers and sisters and any relative living under the same roof and dependent upon the employee for support.

Entitlement to Leave Privileges

Appointive officials up to the level of Department Secretary, Undersecretaries and employees of the Department whether permanent, temporary, coterminous, casual and contractual who render work during the prescribed office hours, shall be entitled to 15 days vacation and 15 days sick leave annually with full pay exclusive of Saturdays, Sundays, Public Holidays, without limitation as to the number of days of vacation and sick leave that they may accumulate.

1.   Maternity Leave

REPUBLIC ACT NO. 11210- “105-Day Expanded Maternity Leave Law.”

1. All covered female workers in government and the private sector, including those in the informal economy, regardless of civil status or the legitimacy of her child, shall be granted one hundred five (105) days maternity leave with full pay and an option to extend for an additional thirty (30) days without pay: Provided, That in case the worker qualifies as a solo parent under Republic Act No. 8972, or the “Solo Parents’ Welfare Act,” the worker shall be granted an additional fifteen (15) days maternity leave with full pay.
2. Enjoyment of maternity leave cannot be deferred but should be availed of either before or after the actual period of delivery in a continuous and uninterrupted manner, not exceeding one hundred five (105) days, as the case may be.
3. Maternity leave shall be granted to female workers in every instance of pregnancy, miscarriage or emergency termination of pregnancy, regardless of frequency: Provided, That for cases of miscarriage or emergency termination of pregnancy, sixty (60) days maternity leave with full pay shall be granted.

2.   Paternity Leave

1. Every married male employee is entitled to paternity leave of seven (7) working days for the first four (4) deliveries of his legitimate spouse with whom he is cohabiting.
   1. The first of the four (4) deliveries shall be reckoned from the effectivity of the Paternity Leave Act on July 15, 1996.
   1. Married male employee with more than one (1) legal spouse shall be entitled to avail of paternity leave for an absolute maximum of four deliveries regardless of whichever spouse gives birth.
   1. Paternity leave is non-cumulative and strictly non-convertible to cash. This may be enjoyed either in a continuous or in an intermittent manner by the employee on the days immediately before, during and after the childbirth or miscarriage of his legitimate spouse.

3.   Parental Leave (Solo Parents’ Welfare Act)

Republic Act 8972, otherwise known as the “Solo Parents’ welfare Act of 2000 provides for the benefits and privileges to solo parents and their children including among others, the grant of parental leave.

1. The solo parent must have rendered government service for at least one (1) year whether continuous or broken, reckoned at the time of the effectivity of RA 8972 on September 22, 2002 and regardless of employment status.
2. The parental leave shall be availed of every year and shall not be convertible to cash unless specifically agreed upon previously. If not availed of within the calendar year, said privilege shall be forfeited within the same year.
3. The parental leave shall be availed of on a staggered or continuous basis, subject to the approval of the head of office. In this regard, the solo parent shall submit the application for parental leave at least one (1) week prior to its availment, except on emergency cases.
4. The solo parent employee may avail of parental leave under any of the following circumstances:
   1. attend to personal milestones of a child such as birthdays, first communion, graduations and other similar events;
   1. perform parental obligations such as enrolment and attendance in school programs, PTA meeting and the like;
      1. attend to medical, social, spiritual and recreational needs of the child; and
      1. other similar circumstances necessary in the performance of parental duties and responsibilities, where physical presence of a parent is required.
5. Approval of parental leave application is mandatory provided it is in order.

4.   Special Leave Privileges

In addition to the vacation, sick, maternity, and paternity leave, officials and employees are granted the following special leave privileges.

• Personal Milestones. Such as birthdays/weddings/wedding anniversary celebrations and other similar milestones, including death anniversaries.
  • Parental Obligations. Such as attendance in school programs, PTA meetings, graduations, first communion, medical needs, among others, where a child of an employee is involved.
  • Filial Obligation. To cover the employee’s moral obligation toward his parents and siblings for their medical and social needs.
  • Domestic Emergencies. Such as sudden urgent repairs needed at home, sudden absence of a yaya or maid, and the like.
  • Personal Transactions. To cover the entire range of transactions an individual does with government and private offices such as paying taxes, court appearances, arranging a housing loan, etc.
  • Calamity, Accident, Hospitalization Leave. Pertain to force majeure events that affect the life, limb and property of an employee or his immediate family.

Conditions on the Availment of Special Leave Privileges:

1. An employee can still avail of his birthday or wedding anniversary leave if such occasion falls on either a Saturday, Sunday or Holiday, either before or after the occasion.
2. Employees applying for special leaves shall no longer be required to present proof that they are entitled to avail of such leaves.
3. Three-day limit for a given year shall be strictly observed.
4. An employee can avail of one special privilege leave for three days or a combination of any of the leaves for a maximum of three days in a given year.
5. Special leave privileges are non-cumulative and strictly non-convertible to cash.

5.   Terminal Leave

• Applied for by an official or an employee who intends to sever his connection with the Department. Accordingly, the filing of his application for terminal leave requires as a condition sine qua non, the employee’s resignation, retirement or separation from the service. It must be shown first that public employment ceased by any of the said modes of severances.
  • Officers and employees of the Department who retires, voluntarily resigns, or is separated from the service are entitled to the commutation of his leave credits exclusive of Saturdays, Sundays and Holidays without limitation and regardless of the period when the credits were earned.
  • Payment of terminal leave for purposes of retirement or voluntary resignation shall be based on the highest monthly salary received at any time during his period of employment in the government service and not on his latest salary, unless the latter is the highest received by the retiree.
  • Official/employee who is on terminal leave does not earn any leave credits as he is already out of the service. While on terminal leave, he merely enjoys the benefits derived during the time of such employment. Consequently, he is no longer entitled to the benefits or salary increases that may be granted thereafter.

Effect of Pending Administrative Case

An official or employee with pending administrative case/s is not barred from enjoying leave privileges.

Effect of Decision in Administrative Case

An official or employee who has been penalized with dismissal from the service is likewise not barred from entitlement to his terminal leave benefits.

6.    Forced Leave/ Mandatory Leave

Officers and employees in the Department 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. The mandatory five-day vacation leave shall be forfeited if not taken during the year.

Accumulation of Vacation and Sick Leave Credits

Vacation and sick leave shall be cumulative and any part thereof which may not be taken within the calendar year may be carried over to the succeeding years. Whenever any official or employee retires, voluntarily resigns, or is allowed to resign or is separated from the service through no fault of his own, he shall be entitled to the commutation of all the accumulated vacation and/or sick leave to his credit, exclusive of Saturdays, Sundays and Holidays, without limitation as to the number of days of vacation and sick leave that may accumulate as provided in his/her leave benefits.

When a person whose leave has been commuted following his separation from the service is reemployed before the expiration of the leave commuted, he shall no longer refund the money value of the unexpired portion of the said leave. Insofar as his leave credit is concerned, he shall start from zero balance.

Computation of Vacation Leave and Sick Leave

 Computation of vacation leave and sick leave shall be made on the basis of one day vacation leave and one day sick leave for every 24 days of actual service or 1.25 days vacation leave and 1.25 days sick leave for one (1) month.

Leave without Pay

All absences of an official or employee in excess of his accumulated vacation or sick leave credits earned shall be without pay.

When an employee had already exhausted his sick leave credits, he can use his vacation leave credits but not vice versa.

Transfer of Leave Credits

When an official or employee transfer from the Department to other government agency, he/she can either have his/her accumulated vacation and/or sick leave credits commuted or transferred to his/her new agency.

The second option can be exercised as a matter of right only by an employee who does not have gaps in his/her service. However, a gap of not more than one month may be allowed provided the same is not due to his/her fault.

The option to transfer accumulated leave credits can be exercised within one (1) year only from the employee’s transfer to the new agency.

An employee who failed to transfer his/her leave credits to the new office may claim the money value of such leave credits from the office where earned.

Absences without Approved Leave

An official or employee who is continuously absent without an approved leave for at least thirty (30) working days shall be considered on absence without official leave (AWOL) and shall be separated from the service or dropped from the rolls without prior notice. However, when it is clear under the obtaining circumstances that the official or employee concerned, has established a scheme to circumvent the rule by incurring substantial absences though less than thirty working days 3 times in a semester, such that a pattern is already apparent, dropping from the rolls without notice may likewise be justified. He/she shall, however, be informed at his address appearing on his/her 201 file or last known written address, of his/her separation from the service, not later than five (5) days from its effectivity.

If the number of unauthorized absences incurred is less than thirty (30) working days, a written Return-to-Work Order shall be served to the last known written address on record. Failure to report to work within the period stated in the order shall be a valid ground to be dropped from the rolls.

Monetization of Leave Credits

Officials and employees in the Department whether permanent, temporary, casual, coterminous and contractual who have accumulated fifteen (15) days of vacation leave credits shall be allowed to monetize a minimum of ten (10) days. Provided that at least five (5) days is retained after monetization and provided further that a maximum of   thirty (30) days may be monetized in a given year.

The Department allows also the monetization of fifty percent (50%) of all the accumulated leave credits for valid and justifiable reasons subject to the guidelines as implemented by the Department.

Compensatory Time-Off

Civil Service Commission and DBM Joint Circular No. 2,  s. 2004 refers to Compensatory Time-Off (CTO) as the number of hours or days an employee is excused from reporting for work with full pay and benefits. It is a non-monetary benefit provided to an employee in lieu of overtime pay.

Availment of Compensatory Time Off (CTO)

The CTO may be availed of in blocks of four (4) or eight (8) hours Agencies adopting alternative work schedules should make parallel adjustments in the availment blocks, tantamount to either a half or full-day leave from work.

The employees may use the CTO continuously up to a maximum of five (5) consecutive days per single availment, or on a staggered basis within the year.

The employee must first obtain approval from the head of the agency/authorized official regarding the schedule of availing of CTO. The management shall accommodate, to the extent practicable all applications for availment of CTO at the time requested by the employee. In the exigency of the service, however, the schedule may be recalled and subsequently rescheduled by the Head of the Office/authorized official within the year.