CHAPTER IV

ACADEMIC POLICIES
1. Classroom Management
Classroom management refers to the manner in which the daily classroom routine is organized
and conducted. Routine and precision tempered with propriety and flexibility, are basic
principles which in the hands of a skillful teacher, will result to an effective classroom
management.
Points to be considered;
a. Every class starts end with a prayer.

b. Teachers should submit to the Dean/Principal the names of students who have already
incurred four (4) hour absences.

c. Teachers and students ay not be called out of the classroom unless an official call slip is
presented.

d. No class may be disturbed by messages to student or teachers except those from

administration

e. Instructional schedules may not be interrupted by extra-and co-curricular activities, more

so be personal affairs like birthday or ay form of celebration even if the same requested
by parents.

f. Teachers should follow standard procedure regarding the transfer of classes’ reservation
for and use of special room and facilities

g. Teachers are responsible for the order in the classroom during their period. Last period
teachers take it upon themselves to make sure that the electric fans and lights off before
leaving the classroom.

h. No teacher shall teach anything contrary to the doctrine of the Catholic Church or commit
actions unbecoming off becoming of the Catholic teaching profession, inside or outside
the school.

2. Teaching Load

a. The regular teaching load of a full-time faculty member in college is twenty-one units or
hour per week. Any teaching assignment beyond twenty-one (21) units will be considered
 overload. The regular teaching load in grade/high school is six (6) loads of one (1) hour
classes.
b. Teaching assignments are prepared by the Dean/Principal and approved by the Rector
c. Class assignments and hours are schedules by the Registrar in consultation with the
Dean/Principal. Ful time faculty members are expected to be free for any time slot. Class
assignments should be given priority over other commitments
d. The load of faculty members who teach Laboratory, Physical Education and other similar
subjects will be based on three lecture hours for every four hours of laboratory.
e. Faculty members with administrative assignments retain a certain number of their teaching
loads to enable them to maintain their rank, to provide them with the necessary exposure and
contact with the students, and to ensure a more i-depth teaching-learning experience.

3. Preparations
a. To give faculty members more time for class preparation, research, and study , load
assignments are normally limited to utmost of six preparations.
b. lecture plus laboratory of the same subjects are equivalent to one preparation. However, there
may cases where the laboratory is separate preparation from the lecture, the laboratory then will
be treated as a separate or one preparation aside from lecture.

4. Overload
a. A faculty member may be given a maximum overload of six units of teaching in college, In
exceptional cases, additional overload may be granted to a faculty member but in no case ma the
total load exceed twenty-seven units. Such overload will be counted beyond the forty (40) hour
residency requirement
b. Remuneration of overload is based on an hourly overload rate. Rates for overload pay shall be
based on the faculty rank.
c. The assigning of overload will be based on merit and teaching ability. The overload should not
conflict with the basic functions and responsibilities of a faculty member. The following criteria
shall apply for the assignment of overloads.
 Above average performance as measure by students, Dean/Principal
 Reasonable compliance with school regulations and administrative requirements such
attendance and punctuality, deadlines for submission of instructional requirements such
as syllabi, test questions and grades.
 Active participation in the unit, department and College meetings, in-service programs
and other official functions including community extension programs and school
services.
 Acceptable research records
 Length of service with Sto. Rosario Sapang Palay College.
5. Deloading
A faculty member’s normal load may be reduced by the College for any of the following
reasons:
 a. Special administrative assignments or projects.
b. Other assignments which contribute to the fulfillment o the College’s goals and
objectives
c. Decrease in enrolment
6. Summer School Assignments
 All permanent faculty members and full-time probationary faculty members whose
contracts have been renewed for the following School Year are required and/or expected
to render non-teaching assignments during the summer session without extra
remuneration.
 These non-teaching assignments include, but are not limited to the following:
 Administrative work
 Research
 Preparation/Revision of handbooks and manuals

 Preparations/Revisions of syllabi
 Administration or participation in seminars, workshops and other service programs
 Assistance during enrollment
 Other duties/related work may be assigned during summer
7. Resource Persons
Faculty members may invite resource persons to supplement classroom teaching, subject to the
approval of the Dean/principal at least 3 working days before the activity. The class takes chatge
of the honorarium.
8. Tutoring
a. Tutoring is not encouraged in school. However, in extreme cases a student who needs to be
tutored must be recommended by the Principal and the Guidance
b. All tutorial services must be coursed through the Dean/Principal approved by the Rector.
c. No teacher may tutor his own student
9. Academic-Related and Co-Curricular Off-Campus Activities
Academic-related or co-curricular off-campus activities are extension of classroom instruction.
They are those that emanate from the academic classes whereas the co-curricular activities are
those which emerge from the clubs and organizations. Objectives of said activities must be in
line with the instructional, departmental and subject area objectives to enrich learning. However,
affordability of these objectives must also be considered
a. The endorsement of the Dean/Principal and the approval of the Rector are needed before
any off-campus academic related activity is held/conducted. The endorsement of the
Non-Academic Coordinator/Clubs and approval of the Rector are needed for an off-
campus co-curricular activity
 b. All off-campus activity needs the written permission of parents. Forms are available at
the office of the Dean/Principal for Academic related activities and the Non-Academic
Coordinator for Clubs and Organizations
10. Examinations
These are given periodically/quarterly during the course of the school year.
a. Test Questions
 Test items must be constructed according to the specifications of the department
 Test questions for reproduction must be submitted to the office of the
Dean/Principal not later than two (2) weeks before the scheduled examination
 Copies of examination questions are kept on file in the Dean/Principal’s
 Corrected examination papers are returned to the students except the finals which
are submitted to the office of the Dean/Principal and are kept on file until the start
of next semester/year
 Examination/test questions must be corrected by the faculty
 All corrected quizzes and test papers are returned to the student prompt\l
 Schedules for the Examination days are determined by the Department Heads
office. No changes can be made without the prior approval of the office.
b. Proctoring at Examination
 Faculty members are required to proctor examinations. Proctors must refrain from
engaging in other activities, such as checking papers, reading and conversing with
others in the corridors while examinations are going on
 Students are required to present their examination permits before the start of the
periodic/quarterly test for the signature of the proctor.
c. Special Examination
Only in case of serious illness, injury, contagious disease, or death of an immediate
member of the family can a student avail of a special periodic final examination. The
student has to make arrangement with Dean/Principal as soon as possible.

11. Grading System

The grading system is a constructive and integral part of the instructional program of the school.
It is a means of determining the extent to which educational, institutional and department
objectives are achieved.
A. Functions
a. Provides students a feedback for their leaning process at a given period
b. Pinpoints the strengths and weaknesses of students with implications for corrective
actions
c. Contributes to student motivation and leaning reinforcement
d. Sustains effort of students toward a goal
e. Contributes to an evaluation of school instructional program by identifying the areas
causing students difficulties
f. Provides an information report to parents regarding their child’s kearning
g. Improves and/or maintains home-school relation
 h. Determine student’s promotion, graduation, placement, transfer, awards and admission

B. Numerical Equivalent:
1.00 = 98 - 100 – Excellent 2.25 = 83 - 85
1.25 = 95 – 97 2.5 = 80 - 82
1.50 = 92 – 94 Very Good 2.75 = 77 - 79
1.75 = 89 – 91 3.00 = 75 - 76
2.0 = 86 – 88 Good 5.00 = 74 below – Failed

* Final grade = (midterm + Final rating) / 2

C. teachers must be able to justify and support their grades by keeping an accurate record of
assessments and other requirements
D. Grades must be submitted to the Dean/Principal not later than seven (7) working days after
the last day of schedules examinations.

E. Grade and Promotions

 Grades required every quarter (Grade School and high School) and every semester
(College). The grade is considered as the grade for the total work done in the school year
by the student.
 A mark of “FA” or “FW” is considered a failure. The subject must be repeated in order ro
earn credit.
 No such mark as “Incomplete” is given as final grade not should the student grade be left
without a mark
 No changes in grades can be made by the faculty once these have been submitted to the
Department Head. Any changes must be done formally with written explanation
 Faculty members are required to distribute the cards to the students after each
year/semester
F. Guidelines for Dropping
a. College
 A mark of “Dropped: is given to students who officially withdrew from the subject within
the period prescribed in the Student Handbook. A student must re-enroll in the subject
dropped in order to earn credit for said subject.
 A student is allowed to drop a subject before the Prelims examination is given, A
dropping form obtained from the registrar’s must be duly accomplished, signed by the
teacher/professor, indicating that he/she has been notified by the student of his/her
intention to drop the subject
 Beyond the prescribed dropping period, approval of the teacher/professor concerned is
required prior to the grant of the application to drop, dropping of the subjects after the
prescribed period shall be at the sole discretion of the College and only for the
meritorious cases.
  A student who has incurred an “FA” or “FW” due habitual absences or unauthorized
withdrawal can no longer be allowed to drop a subject even during the prescribed for
dropping.
c. High School and Grade School
A student who wishers to drop/transfer out must secure a withdrawal slip from the
Registrar’s Office duly signed by the parents, registrar, and cashier before he/she can be
issued a certificate of transfer
PART II. FOR THE NON-ACADEMIC PERSONNEL only.
A. DEFINITION AND COVERAGE
Non-Academic Personnel refers to all other school personnel not falling under the definition and
coverage of teaching and academic staff, school administrators, and academic non-teaching
personnel
B. GENERAL SCHOOL PERSONNEL POLICIES
1.1 A letter of request to fill up a vacant position or create a new position is forwarded by
the Department Head to the Human Resource Department

1.2 The Human Resources Development Coordinator verifies the need and endorses

1.3 The Human Resource Development Coordinator with the help of the immediate head
determines the minimum qualifications of the position.

1.4 The applicant writes a formal letter of application and submits the following
requirements for further evaluation.
1.4.1 Transcript of Records, certificate of training seminars;
1.4.2 Letter of recommendation from the past employers, recommendation from
a reliable person or parish priest
1.4.3 Medical Clearance with X-ray result
1.4.4 Birth and Baptismal Certificated
1.4.5 If married, a marriage contract from a Catholic Church (photocopy)
1.4.6 College Diploma
1.4.7 Tax Identification Number
1.4.8 NBI and Police Clearance
1.4.9 SSS I.D. Number
1.4.10 Two 2x2 ID pictures
1.5 The HRD Initially interview the applicant

1.6 The Guidance center administers the Intelligence test, Aptitude and ability Test and
Personality Test

1.7 The results of the test are forwarded to the human Resource Coordinator
 1.8 If the result is favorable the HRD prepares the appointment papers and endorses the
same to the Rector fir final interviews and for approval
PART II. FOR THE NON-ACADEMIC PERSONNEL only
A. DEFINITION AND COVERAGE
Non=Academic Personnel refers to all other school personnel not falling under the
definition and coverage of teaching and academic staff, school administrators, and academic
non-teaching personnel
B. GENERAL SCHOOL PERSONNEL POLICIES
1. Recruitment and Hiring Policies
1.1. A letter of request to full up a vacant position or create a new position is forwarded by the
Department Head to the Human Resource Department
1.2. The Human Resource Development Coordinator with the help the immediate requirements
for further evaluation
1.3. The Human Resource Development Coordinator with the help of the immediate head
determines the minimum qualifications of the position
1,4. The applicant writes a formal letter of application and submits the following requirements
for further evaluation.
1.4.1 Transcript of Records, Certificate of training seminars;
1.4.2. Letter or recommendation from the past employers, recommendation from a
reliable person or parish priest
1.4.3. Medical Clearance with X-ray result
1.4.5 If married, a marriage contract from a Catholic Church (photocopy)
1.4.6 College Diploma
1.4.7. Tax identification Number
1.4.8. NBI and Police Clearance
1.4.9. SSS I.D. Number
1.4.10. Two 2X2 ID pictures
1.5. The HRD initially interview the applicants
1.6 The Guidance Center Administers the Intelligence test, Aptitude and ability test and
personality test
1.7 The results of the test are forwarded to the Human Resource Coordinator
1.8 If the result is favorable the HRD prepares the appointment papers and endorses the same to
the Rector for final interviews and for approval
1.9 If approved the HRD prepares the appointment papers for signing between the Rector and
applicant

2. Status of Employment
2.1. A regular employee is one who has satisfactorily completed the six (6) month trial period
and passed the full requirements of the school for regular employee and received an appointment
duly signed by the authorized officials of the schools
2.2. A probationary nonacademic employee is one hired for a trial or probation period not to
exceed six (6) months to fill or eventually occupy a regular position in the school
2.3. A contractual employee is one hired for a specific project or undertaking as indicated in the
contract
2.4. Retainer is the professional rendering service to the school on a retainer basis. These
personas are not employees of the school. The period of his service as well as his compensation
shall be determined in the retainer’s agreement.
2.5. Part-time is one who works for less than 9 hours a day.

3. General Regulations
3.1. Workdays and Hours of Work
- Working hours may vary depending on the nature and requirements of the work to ne
performed. However, the administration may require the Non-Academic Personnel to report fpr
work on Saturday without extra pay.
- The attendance of all employees is recorded in a time card, which is kept in the office. The
time card should be punched at designated Bundy clock.
- All employees are entitled to one (1) rest day each week in accordance with law
- Any employee may render overtime work when duly authorized by his/her immediate Head.
Overtime work not authorized by the immediate head will not be paid. Work rendered beyond
eight (8) hours shall be considered as overtime.
4. Transfer and Promotion
4.1 Transfer
Transfer refers to the movement of a member of the staff from one job to another
requiring approximately the same degree of skills, duties and responsibilities with no change in
pay.
4.1.1 It is the inherent right of the school to effect transfer demanded by its operational
needs.
 4.1.2 If the exigencies of the service requires, any member of the staff may be transferred
from one job to another of the same level without diminution in salary or pay.
4.1.3 A member of the staff transferred from one job to another undergoes a trial period
for three (3) months. After the trial period, his/her performance is found satisfactory he/she is
made permanent in the new job.

4.2 Promotion
A Promotion refers to a movement of an employee from one staff position of a lower
level to a higher one and involves an increase in duties and responsibilities. As a matter of
policy, the school follows the principle of promoting people from within. It promotes qualified
and deserving members of the Staff to higher positions where their proven abilities can be more
properly and effectively utilized or whenever vacancies in the service occur.
The criteria in evaluating the performance of the non-teaching staff are the following: (a)
efficiency/competence; (b) service to school and community; (c) interpersonal relationship and
professionalism; and (d) attendance.
 CHAPTER V
EMPLOYEE SALARIES AND BENEFITS
The following salaries and benefits shall apply to all regular employees of SRSPC, academic and
non-academic, unless otherwise specifically provided herein or by some other contract mutually
agreed upon by the employee and SRSPC; also superseded by existing laws and amendments
thereto.

Part 1:

Compensation Policies
1. Faculty compensation is based on rank and load. The salary scale is periodically
reviewed and revised.
2. Salaries are paid twice a month, once every two weeks
3. Salaries paid to faculty members cover actual class hours rendered, research, student
consultation and thesis advising, faculty development and professional growth,
membership in committees, attendance in meetings and other school functions,
participation in the community extension program, services during summer and other
related activities
4. Absences during the semester will result in corresponding deductions from the
monthly salary. Deduction also include absences from general faculty meeting and
on-campus faculty development seminars.
5. Permanent Employees will receive 11th and 12th month pay.

Part II:
A. Legislated Benefits (Government Mandated Benefits)
1. Social Security Benefits
(Note: The provisions under this section are subject to change according to the discretion
of the Social Security System, without prior notice to the employees.)
SRSPC provides for Social Security coverage for all employees. The extent of the
coverage and contribution made under the program by the School and the faculty members are
determined by the Philippine Law. The law requires that deductions from earnings by made
regularly from the paycheck and that the School, as employer, contributes the corresponding
amounts. The SSS benefits are as follows:
1.1 Sickness Benefits
The sickness benefit is a daily cash allowance paid for the number of days a member is
unable to work dues to sickness or injury.
1.2 Maternity Benefit

The maternity benefit is a daily cash allowance granted to a female member who unable to
work due to childbirth or miscarriage.

1.3 Disability Benefit

It is a cash benefit paid to a member who becomes permanently disabled, either partially or
totally.

1.4 Retirement Benefit

It is a cash benefit paid to a member who can no longer work due to old age

1.5 Death Benefit

The death benefit is cash to the beneficiaries of a deceased member.

1.5.a Funeral Grant
A funeral grant of P20,000 is given to whoever oats the burial expenses of the deceased
member of pensioner.

Effective Oct. 28, 1996, families of deceased SSS members or pensioners may avail pf the
Memorial Service Assistance Program (MSAP). The MSAP is a memorial service package
worth P20,000 given as an option to families of deceased SSS members in lieu of the
P20,000 cash funeral benefit from SSS. The program may be availed of from SSS-accredited
life plan companies such as Philam Plans, Inc. and Prudential Life Plan Company.

1.6 Salary Loan

It is a loan intended to meet a member’s short-term credit needs.

1.7 Calamity Loan

It is a loan to meet the emergency credit needs of a member who is victim of a natural
disaster in a locality declared as a calamity area.

1.8 Emergency Loan

It is a loan granted to workers in the private sector who were separated from employment as
a result of the currency crisis.

1.9 Individual Housing Loan Program

The individual Housing Loan Program is a lending program of the Social Security System
(SSS) established to provide funds thru SSS-accredited participating financial institutions
(PFIs)
 Drawdown will be done by the PFI in batches of ten applications for review by the SSS Real
Estate Department.
1.10 Housing Loan for Repairs and/or Improvement

The Housing Loan for Repairs and/or Improvements is a lending program of the Social
Security System (SSS) available either directly from the SSS or thru its accredited
participating financial institution (PFIs).
1.11 Pari-passu arrangement for housing loan program’

The Pari-passu is a joint housing loan program of the Social Security System (SSS) and the
SSS’ accredited participating financial institutions (PFIs) which enables a member to acquire
his own house.

Philhealth
The Philhealth Program is a health insurance that provides basic medical assistance to employees
and their qualified dependents during times of need;
Employees are required to pay a certain amount which will be deducted from their salary from
their salary, every month, with equal contribution coming from the school;
As member, employees can avail of a unified package for personal health services which
includes the following;
2.1 Inpatient Hospital Care:
a. Room and board
b. Services of health care professionals
c. Diagnostic, laboratory, and other medical examination services
d. Use of Surgical or medical equipment and facilities
e. Prescription drugs and biologicals, subject to the limitations stated in Section 37 of RA 7875;
and
f. Inpatient education packages
2.2 Outpatient Care

a. Services of health care professionals

b. Diagnostics, laboratory, and other medical examination services
c. Personal preventive services
d. Prescription drugs and biologicals, subject to the limitations of described in Section 37 of
RA 7875; and
e. Emergency and transfer services
3.3 PAG-IBIG
Filipino workers who have regular employment are covered by the mandatory provision of
Republic Act 7742, which states that all SSS and GSIS members who are earning at least
P4,000.00 a month are required to register with the Pag-IBIG Fund.
It is the employer’s (company) fiduciary obligation to register, deduct from the salaries the
monthly contribution of it’s qualified employees and remit these to the Pag-IBIG Fun on the
prescribed date.
As members of Pag-IBIG Fund, employees are entitled to avail of basic an emergency load in
they meet the required number of monthly contributions.

4. Thirteenth (13th) Month Pay

SRSPC pays all its employees, regardless of classification, who has rendered at least one (1)
month during the calendar year 13th month pay in accordance with P.D. 851
The 13th month pay shall not be
Less than ½ of the total basic salary earned by the employee with-in the school year, It shall be
paid not later than December 24 of each year.
Employees who have resigned of whose service are terminated anytime before the time of
payment of the 13th month pay are entitled to this monetary benefit in proportion to the length of
time they have worked during the year reckoned from the time hey started working within the
calendar year up to the time of their resignation or termination from the service.

5. Regular Holiday Pay, Premium Pay for the rest Day and/or Special holiday
5.1 Regular Holiday Pay

Every employee shall be paid his regular daily rate during regular holidays;

School personnel who are paid in monthly basis, regardless of the number of working days per
month are deemed paid for the eleven (11) regular holidays

Personnel earning daily wage who are paid for the actual number of days worked are not entitled
to holiday pay (assuming naturally that they do not work on these holidays).
There are eleven regular holidays in a year; ten of these are under Executive Order No, 203, are
as follows:

New Year’s Day January 1

 Maundy Thursday Movable Date
Araw ng Kagitingan April 9
Labor Day May 1
Independence Day June 12
National Heroes Day Last Sunday of August
Bonifacio Day November 30
Christmas Day December 25
Rizal Day December 30
Edit-fitre (Ramadan) Movable Date

FOR NO ACADEMIC PERSONNEL

5.2 Premium pay for Rest Day
Where an employee is permitted or made to work on his scheduled rest day, he shall be paid an
additional compensation of at least thirty (30%) percent of his regular wage;
When the nature of the work of the employee is that he has no such regular workdays and no
regular rest days can be scheduled, he shall be paid an additional compensation of at least thirty
(30%) of his regular wage for worked performed on Sundays and holidays.
5.3 Premium Pay for Special Holiday
Work performed on any special holiday shall be paid an additional compensation of at least
thirty (30%) percent of the regular wage of the employee. Where such work falls on the
employee’s scheduled rest day, he shall be entitled to an additional compensation of at least fifty
(50%) of his regular wage.
5.4 Overtime Pay
Work performed beyond 8 hours shall be paid an additional compensation equivalent to his
regular wage plus a least twenty-five (25%) percent thereof;
Work performed beyond 8 hours on a holiday or rest day shall be paid an additional
compensation equivalent to the rate of the first eight (8) hours on a holiday or a rest day plus at
least thirty (30%) percent thereof
(Note: Work to be performed beyond eight (8) hours should have a written approval, without
such; overtime work shall not be recognized)
6. Service Incentive Leave
Every employee who has rendered at least one year of service shall be entitled to a yearly service
incentive leave of five (5) days with pay.
This provision shall not apply to those who are already enjoying the benefit herein provided;
those enjoying vacation leave with pay of at least five (5) days.
Note: The SIL of five days is already included in the sick leave/vacation leave benefit.
B. School Given Benefits (According to School Provisions)
1. PROVISIONS ON BENEFITS OF REGULAR EMPLOYEES WHOSE PERMANENT
STATUS WERE GRANTED PRIOR TO SCHOOL YEAR 2006-2007

1.1 SICK LEAVE/SERVICE INCENTIVE LEAVE

All regular employees are granted a sick leave privilege of ten (10) working days sick leave with
pay for every school year. The ten (10) day sick leave shall include the five (5) day service
incentive leave.
1.1.1. These leave benefits may also be applied to emergency case, such as sickness or death of
an immediate member of the family.
1.1.2. The Rector, Dean/Principal and/or immediate head must be informed within twenty-four
(24) hours from the time of sickness.
1.1.3. Sick Leave applications should be field not later than three (3) days upon resumption to
work.
a. Unused sick leave are non-cumulative.
b. Unused sick leave/service incentive leave are compensable.
1.2 VACATION LEAVE
All regular employees are granted a vacation leave privilege of fifteen (15) days non-
compensable.
1.2.1. Unused vacation leave benefit are not cumulative, except when it is not enjoyed due to
exigency request by the school.
1.2.2. Application for vacation leave shall be filed only during summer breaks and must be filed
at least (30) days prior to the intended date of vacation before the Dean/Principal or authorized
immediate head for approval.
2. NEW PROVISIONS ON BENEFITS FOR NEWLY-HIRED/ PROBATIONARY
EMPLOYEES EFFECTIVE SCHOOL YEAR 2006-2007
2.1 SERVICE INCENTIVE LEAVE
2.1.1 Those who are in their first, second or third year of probationary term in the basic
education level; and those who are in the duration of completing six (6) consecutive semesters
of service in the College level; both are entitled to a service incentive leave benefit of five (5)
days every school year starting SY 2006-2007.
2.1.2. Non- Academic employees who have completed at least one year of service or a period of
twelve (12) months as of SY 2006-2007 are entitled to a service incentive leave of five (5) days.
2.1.3. This leave benefit may also be applied as sick leave of an employee or in emergency cases,
such as sickness or death of an immediate member of the family.
2.1.4. The Rector, Dean/Principal or immediate head/supervisor must be immediately informed
within twenty-four (24) hours from the time of sickness.
2.1.5. In case applied for sick leave of employee, sick leave applications should be filed not later
than three (3) days upon reporting for work.
a. Unused service incentive leave in any given school years is compensable.
b. Unused service incentive leave is non-cumulative.
2.1.6. The same rules apply to new employees.

2.2. VACATION LEAVE

2.2.1. Academic personnel who are in the duration of their probationary term as of SY 2006-
2007 and who become permanent after serving three (3) years for the Basic Education level, six
(6) consecutive semester for College level are entitled to five (5) days vacation leave with pay.

2.2.2. Non- academic personnel who are under probationary period started in SY 2006-2007 and
have completed two (2) years of service are entitled to vacation leave of five (5) days with pay.

2.2.3. Unused vacation leave benefits are not cumulative, except when it is not enjoyed due to
some exigency request by the school.

2.2.4. Unused vacation leave are not compensable.

2.2.5. Vacation leave shall be availed of only during summer breaks and application for Vacation
leave must be filed with the Dean/Principal or immediate head for approval at least thirty (30)
days prior to the intended date of vacation.

2.2.6. The same rules apply to the new employees.

3. STUDY LEAVE
3.1 Leave of absence without pay may be granted to those who have rendered at least five (5)
years of service with the school for purposes of studies.
3.2 Study leave should not exceed the prior of one (1) year. It may be extended for maximum
another year under meritorious consideration.
3.3 Employees who intend to avail of the study leave must submit their application before the
Dean/Principal or authorized immediate head at least sixty (6) days before the intended
effectivity date of the leave;
a. Approved study leaves shall not be considered as a break of continuous service for purpose of
seniority and determination of years of service
b. An employee on approved study leave should signify the intention to return at least thirty (30)
calendar days before the end of such period;
c. Unused study leaves are not cumulative;
d. In all the above cases, nonappearance after the leave taken, without prior notice of extension
to the school, may be considered as a valid ground for termination from the service after the
school has sent a notice to return to work and the employee fails to report;
e. An employee is automatically deemed resigned if he goes on leave without prior approval of
the school and/or failed to return to work after the maximum period given him.

4. RETIREMENT BENEFITS
4.1 The school provides retirement benefits for employees under the provision of applicable
retirement plan or as mandated by law.
4.3 Date of Retirement. The employee is deemed retired on the last day of the semester during
which he attains the age sixty (60), or if he reaches sixty (60) outside of a semester, on the actual
birthday; Or at the end of the semester during which he completes his thirtieth (30th) year of
service, whichever comes first.

5. EDUCATION BENEFITS

5.1 Faculty Development Program

This covers seminars, workshops, conference and other training programs organized by the
College or by outside organization or agencies
a. For off-campus enrichment programs, written request/applications must be filed by the
employee concerned before the Rector through the Dean/Principal at least two months
before the scheduled activity. Attached to said application are the photocopy of the
seminar (if any) and such other pertinent information all off-campus enrichment
programs must be endorsed by the Dean/Principal and must be approved by the Rector;
b. After the off-campus enrichment programs applied For, the applicant must
subsequently file a written report regarding the same, feedback if the attendees and a proposal on
how to implement what was learned. Said report must be filed within seven (7) days from the
date of the program.

5.2. Scholarship
a. All employees will enjoy fifty (50%) discount on tuition fee in the Basic education and
twenty-five (25%) percent in College, for only one legitimate child enrolled during the regular
school year/ semester with SRSPC. This privilege shall not apply during the summer term.
b. The child, however, loses future academic educational benefits under the following
circumstances:

1. If the child fails in one subject for the Academic year/ Semester concerned;
2. If the child transfers to another school. despite subsequent return to SRSPC:
3. If the child is found guilty of committing a serious infraction or offense as provided under the
Student Handbook;
4. If the employee has resigned and/or terminated from the service for cause; and
5. Other analogous circumstances.
5.3. Enrichment Programs
The school shall plan; design and offer spiritual, career, skills, personality, family lire and other
development program,
 CHAPTER VI
SEPARATION

A. Resignation
- Resignation is separation from service of the initiative of the employee
- An employee who resigns from the institution is required to give a written notice of
his/her decision to resign at least two (2) months prior to date of the resignation.]
- Upon the filing the written notice of recognition, the employee must secure and
accomplish the Clearance Form to clear himself/ herself of all accountabilities and other
obligation with the school. He/she is likewise expected to turn over to his/her immediate head
and/or Dean/principal all records, documents, tools, and such other properties of the school that
are in his/her position, custody or control at least one (1) month prior to the intended date of
resignation
- A resignation is deemed accepted immediately upon filing, either verbally or in writing,
without prejudice to the completion of the above-mentioned clearance requirements by the
resigning employee. Once accepted, the resignation becomes irrevocable.
- The School reserves the right to file any and all legal action, which the school may take
in case the employee fails to accomplish the clearance requirement and/or has failed the same
B. Abandonment
- Any employee who leaves or terminates unilaterally his/her employment with the
School at any time without prior approval and/or consent of the Rector shall be considered to
have abandoned his/her employment
- Thee employee’s abandonment, however, shall not negate the school’s right to file any
and all actions against the employee, including damages that the school obtained as a result of
said abandonment,
- Any employee who abandon his/her employment shall not be entitled to receive any
benefit
C. Lay-off
- Temporary or contractual faculty members are automatically laid off or terminated from
service upon completion of the job for which they were hired and/or upon expiration of the
period stipulated in their employment contract without need of notice.

D. Suspension
- This is temporary separation of the employee from the service for a definite period of
time as a result of an infraction of school rules and regulations.
- Suspension may either be preventive or punitive. Preventive suspension for thirty
(30) days or less shall be without pay and may be imposed pending investigation. On the other
hand, punitive suspension shall be without pay, regardless of the number of days, but may only
be imposed after finding of guilt.
E. Termination for Cause
- This is a complete separation from the service in accordance with policies, rules and
regulations of the school in consonance with existing and applicable laws and their implementing
regulations.
- Employees may be terminated for causes enumerated under the labor code of the
Philippines. this Manual, any written contract and other existing documents applicable.
- An employee 'terminated for cause shall not be entitled to any benefits.

F. Retirement
- This is a complete separation from service upon reaching the sixty (60) years of age or
thirty (30) years of service, whichever comes first.

- A retired employee terminated for cause shall not be entitled to any benefits.
 CHAPTER. VII
EMPLOYEE RELATIONS

1. With Students
a. To be a living example in the actualization of the School's Philosophy, and values.
b. To recognize that he/she is morally bound not to take advantage of his position in the
classroom by:
a. introducing_ discussions inimical to the school, his/her colleagues, students and
society as well.
b. Collecting/borrowing money or engaging with them inside or outside the
school premises.
c. Asking students to do errands and other personal favors
d. Soliciting donations for personal ends
e. Accepting remuneration for tutoring except in accordance with school policies,
and
f. Establishing relationship that would result to too much familiarity and
disrespect.
2. With Colleagues
a. To deal with colleagues Fairly and indiscriminately inside and
b To appreciate and acknowledge constructive criticism from fellow teachers as vehicles
for self-improvement.
c. To appreciate the achievements of fellow teachers and willingly accept their weakness
and shortcomings.
d. To protect the integrity and interest of colleagues by avoiding occasional discussions
on personal weaknesses and problems of other teachers.
e. To interrelate in proper decorum, be it in manner or in speech.

3. With the Administration

a. To live out the vision-mission and coals of Sto. Rosario Sapang Palay College
b. To participate in the formulation and promulgation of school policies, programs and
regulations and to abide and uphold the same.
 c. To protect and uphold the integrity of the institution.
d. To render full support to all curricular and co-curricular programs/activities
4. With Parents
a. To establish friendly and cooperative relationship with the parents.
b. To inform them of the progress of their children as interpreted in terms of the purposes
and objectives of the school.
c. To stimulate parents' interest in school and get them involved in school programs
and activities.

5. With the Community

a. To participate actively in community projects and activities.
b. To maintain a cordial and proactive relationship with professional, civic, church
related organizations, local and public agencies in the community
c. To keep abreast with the changes and development of the community.
 CHAPTER VIII
REGULATIONS GOVERNING FACULTY
While the institution understands the minor failings of its faculty member as normal, it is equally
concerned when the same are committed habitually or in gross proportion. Thus, in the spirit of
helping its faculty maintains a harmonious relationship. The administration issues the following
for misdemeanors committed.
A - Verbal reprimand in private which shall be imposed by the immediate head
B - Written warning which shall be imposed by the immediate head.
C - Suspension without pay and forfeiture of privileges
D - Dismissal
1. Offenses against Persons
Offenses
1.1 Inflicting slight bodily injury or 1st 2nd 3rd 4th
assaulting another employee or
anybody whether in school premises at
any time, except in self-defense or in … C D
the defense of school property.
1.2 Threatening, intimidating coercing or
harassing any school employee in or … B C D
out of School premises at any time.
1.3 Inflicting serious bodily injury on
another School employee except in
… D
self-defense or in the defense of school
property in school premises.
1.4 Inflicting bodily injury (less serious or
serious) or assaulting any school
official, teacher, student or anybody
except in self-defense or in the defense
of school property. … D
1.5 Taking the life or attempting to take
the life of a school official, employee,
student or anybody willfully or
through gross negligence within the
school premises or outside the same at
any time. … D
2. Offenses Against Property
2.1 Willful or deliberate destruction of … D
school property
2.2 Damaging school property through … C D
gross negligence or threatening to damage
school property either willfully or through … D
negligence.
2.3 Stealing or attempting to steal from … D
others om the school premises at any time
2.4 Carelessness, improper or … A B C D
incorrect use of school tool machine or
equipment.

2.5 Fraudulent Acts

a. Misrepresentation or any
falsehood in accomplishing
employee’s application
and/or attachments to said
letter. … D
b. Unauthorized use of school
materials or equipment for
personal or commercial … A B C D
purposes.
c. Falsifying school records … D
or documents
d. Obtaining or attempting to
obtain school materials and
supplies fraudulently. … D
e. Destroying or attempting
to destroy school records to
conceal irregular or illicit
transactions to the
prejudice of the school. … D
f. Unauthorized and
unjustified possession of
final examinations
question; tampering with
official faculty records. … D
g. Unauthorized withdrawal
or deliberate misplacement
from designated place of
any record or property
belonging to the school … C D
3. Offenses Against Public Morals
… B C D
3.1 Being drunk or disorderly behavior within
school premises
3.2 Alcoholic beverages or habit drugs
a. bringing or attempting to bring or
sell within the school premises or in
the immediate vicinity of the school. … C D

b.Taking alcoholic beverages on

school premises or coming to school
drunk … C D
c. Using habit-forming drugs or
prohibited drugs in or out school
premises. … D

3.3 Indecent acts of willful indecent exposure … B C D

3.4 Using profane, vulgar, insolent or obscene

language in addressing another persons,
employed or not by the school on school
premises … A B C D

3.5 Immortality (illicit affair with married … D

person/adultery, fornication/premarital sex,
homosexual act)

3.6 Taking part in promoting any gambling or

other games of chance in school premises. … A B C D

3.7 Extending loan to any school employee or

student or parents of students for profit. … A B C D

3.8 Indecent attire (i.e. shorts, sando, mini-

skirts, spaghetti blouse, see-though, etc. … A B C D

4. Offenses Against Health and Sanitation

4.1 Creating or contributing to unsanitary

conditions e.g. urinating or defecating in
places other than those provided by the school,
littering and gross negligence in the use of
toilets.

4.2 Concealment of contagious disease

5. Offenses Against Security
5.1 Unauthorized possession of deadly
weapons as defined by law, within the school
premises.
5.2 Refusing to submit to the school-
authorized security personnel in the
performance of their duties.
5.3 Refusal to submit or failure to meet
security requirements in the school.
5.4 Violation of any regulation on the use and
wearing of required school uniform and
identification card.
5.5 Engaging or attempting to engage in
sabotage, or violation of the school’s security
control
5.6 Removal of safety devices without
authorization
6. Other Offenses
6.1 Giving false testimony during an official
investigation authorized by the school.
6.2 Insubordination, i.e., disobedience
regarding assignments or order or a
deliberate or willful refusal to comply with a
proper request or demand, willful disregards
for authority
6.3 Deliberate and willful failure to check in
and/or check out using the employee’s time
logbook at the security guard post.
6.4 Tampering with the entries in the
employee’s time-card, proxy recording
and/or willful mis recording in time card.
6.5 Leaving work, assignment during work
hours without prior permission.
6.6 Wasting time or loitering during office
time
May be assisted by council during said hearing. Each hearing must be duly recorded and signed
by the parties concerned.

1.6 Upon completion of the hearing, the committee shall discuss the matter among themselves to
determine if a valid and just case exists against the employee and to recommend the proper
penalty to be imposed. The committee shall then furnish written report to the Dean/ Principal
regarding the result of the hearing and their findings and recommendations.

1.7 If found guilty of the offense charged, the Dean/Principal shall issue a final notice of
suspension and termination, as the case may be, to employee concerned informing him of the
committee’s finding the penalty of suspension and/or termination shall be immediately
executor.
2. Complaint of an employee against a student
2.1 The Office of the Prefect of Discipline receives and verifies and verifies the written
complaint from the complainant
2.2 The Prefect of Discipline will then refer the matter to the Dean/Principal for the initial
determination of the veracity of the complaint.
2.3 The Dean/Principal will then issue the appropriate notice of charges informing the
concern student, or his/her parents/guardians, if a minor, of the complaint against him/her and
asking him/her to explain in writing within three (3) days from receipt of the notice.
2.4 From receipt of the answer the Dean/Principal shall create a hearing committee to
investigate the complaint. The composition of the committee shall be as follows:
a. An officer from a different department who shall act as chair
b. Prefect of Discipline
c. An independent consultant of the school
d. A representative from the student council me seat

2.5 During the hearing, both parties are given opportunities to be herd and to present
evidence, testimonial or documentary, on their behalf. Upon request, either party may be assisted
by the counsel during said hearing. In all cases where the students concerned is minor, he/she
shall always be assisted by his/her parents/guardian. Each hearing must be duly recorded and
signed by the parties concerned.

2.6 Upon completion of the hearing, the Committee shall discuss the matter among
themselves to determine if a valid and just cause exists against the student and to
recommend the proper penalty to be imposed. The Committee shall then furnish a written
report to the Dean/Principal regarding the result of the learning and their findings and
recommendation.
2.7 If found guilty of the offense charged, the Dean/Principal shall issue a Final Notice of
Suspension, Exclusion, Expulsion, or Non-Readmittance, as the case may be, to the
 student concerned informing him/her of the Committee’s finding and the penalty imposed
on him/her. The penalty of Exclusion, Expulsion, or Non-Readmittance may ne appealed,
within three (3) days from receipt of the Notice, to the School Director/Rector and/or the
Board of Trustees.

3. Complaint of an Employee against another Employee

3.1 If both employees belong to the same Department, complaints must be filed with the
Department Officer and/or the Dean/Principal of said department. On the other hand, if
the employees belong to different Departments, complaints may be filed before the
Office of the Human Resource Division (HRD).
3.2 The Department Officer, Dean/Principal or HRD receives ad verifies the written
complaint from the complaint. The Department Officer, Dean/Principal or HRD may call
the parties to a dialogue and the possibility to amicably settle the dispute. Records of said
dialogue must be made and signed by all the parties concerned.
3.3 If no amicable settlement was reached, the Department Officer. Dean/Principal or
HRD will issue the appropriate notice of charges informing the concerned employee of
the complaint against him/her and asking him/her to explain in writing within three (3)
days upon receipt of the notice.
3.4 From receipt of the answer, the Department Officer, Dean/Principal or HRD shall
create a hearing committee to investigate the complaint. The composition
Of the Committee shall be as follows:

(a) An officer from a different department who shall act as Chair.

(b) A regular non-teaching staff from another department
(c) A regular faculty member from another department
(d) An officer from the HRD
(e) An independent consultant of the School
3.5 During the hearing, both parties are given opportunities to e herd and to present
evidence, testimonial or documentary, on their behalf. Upon request, either party may ne
assisted by counsel during said hearing. Each hearing must be fully recorded and signed
by the parties concerned
3.6 Upon completion of the hearing, the Committee shall discuss the matter among
themselves to determine if a valid and just cause exists against the employee and to
recommend the proper penalty to be imposed. The Committee shall then furnish a written
report to the Dean/Principal regarding the result of the hearing and their findings and
recommendation
3.7 If found guilty of the offense charged, the Dean/Principal shall issue a Final Notice of
Suspension or Termination, as the case may be, to employee concerned informing him of
the Committee finding and penalty imposed of him. The penalty of Suspension and/or
Termination shall be immediately executory.
 In all the foregoing cases, if the complaint is proven to be malicious and/or
without basis, the complainant shall be dealt with a specified in the manual.
 CHAPTER IX
JOB DESCRIPTION

1. Subject Teacher
Key Role:
The Subject Teacher is a direct facilitator of learning in the classroom who works
unceasingly for academic excellence and leadership.

Functions and Responsibilities

1. Implements consistenly academic standards and established
Notwithstanding the foregoing table of
penalties, the school may impose stiffer or
lighter penalties depending upon the
circumstances attendant to the case.
Moreover, the foregoing enumeration of
offenses Is not all inclusive. The school, I
ecercies of its management prerogative may
impose disciplinary actions for other offenses
not listed above.
A. Procedure
The commission of an offense or
violation of school rules and regulation shall
not be tolerated and shall be dealt with
accordingly. In such cases complainants are
assured that appropriate action shall be taken
on the employee who commits an infraction,
Full protection, however, shall be accorded to
the employee’s right to due process; however,
if the complaint is proven to be malicious and
without bases, the complainant shall be
subject to disciplinary sanctions.
1. Complaint of a Student/Parent against an
Employee
1.1 The Office of the Prefect of
Discipline receives and verifies the
written complaint from the
complainant.
1.2 The Prefect of Discipline will then
refer the matter to the Dean/Principal
or the immediate supervisor of the
employee being complained of
1.3 The Dean/Principal or the
immediate supervisor will issue the
appropriate notice of charges
informing the concerned employee of
the complaint against him and asking
him to explain in writing in three (3)
days upon receipt of the notice.
1.4 From receipt of the answer, the
Dean/Principal shall create a hearing
committee to investigate the
complaint. The composition of the
committee shall be as follows:
a. An officer from a different
department who shall act as chair
b. An employee of the school from a
different department
c. An independent consultant of the
school
d. A representative from the student
council may seat as an observer
1.5 During the hearing, both parties are given
opportunities to be herd and to present
evidence, testimonial or documentary, on their
behalf. Upon request, either party