Leave Administration

Course for Effectiveness

(LACE)
Course Objectives

At the end of this course, participants shall be

able to:
▫ Appreciate and explain the laws on leave
privileges;
▫ Apply the learnings in the conduct of LACE for
client agencies; and
▫ Address issues and concerns on leave privileges.
2
COURSE OUTLINE

3
Omnibus Rules Implementing Book V of Executive Order No. 292
▪ Definition of Terms
▪ Entitlement to Leave Privileges
▪ Leave of Absence
▪ Part-time employees
▪ Employees on a rotation basis
▪ Contractual employees
▪ Leave Credits of local elective officials

4
▪ Teachers Leave
- Other employees under teacher’s leave basis
- Teachers who are designated to perform non-teaching functions
▪ Vacation Service Credits of Teachers
- Conversion of vacation service credits of teachers to
vacation/sick leave
- Payment of vacation service credits of teachers
- Transfer from teaching to non-teaching service during summer
vacation
- Proportional Vacation Pay
5
▪ Leave credits of officials and employees covered by special leave law
▪ Monetization of Leave Credits
- Computation of leave monetization
▪ Five Days Forced/Mandatory Leave
▪ Accumulation of vacation and sick leave
- Computation of Vacation Leave and Sick Leave
▪ Actual Service Defined
▪ Computation of Leave for employees with irregular work schedule
▪ Commutation of Salary Prior to Leave
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▪ Work Suspension
- Half-day Absence
- Absence on a regular day
▪ Leave without Pay
▪ Tardiness and Undertime
▪ Terminal Leave
▪ Approval
▪ Payment
▪ Period to claim
▪ Basis of computation
▪ Computation
▪ Earning of credits
7
▪ Leave of Public Officials and employees on extended service
▪ Basis for computation of salary during leave with pay
▪ Leave during Probationary period
▪ Transfer of Leave credits
▪ Period within which to act on leave application
▪ Effect of unauthorized leave
▪ Application for leave
▪ Vacation leave
▪ Sick leave
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▪ Leave without Pay
▪ When is it not allowed
▪ Effect of pending administrative case against an official or
employee
▪ Effect of absences without approved leave
▪ Effect of decision on an administrative case
▪ Effect of exoneration from criminal/administrative case
▪ Cause for Disciplinary Action:
▪ Dropping from the Rolls
• Study Leave 9
Leave under Special Laws/CSC Issuances
▪ Expanded Maternity Leave Law
▪ Paternity Leave
▪ Adoption Leave
▪ Solo Parental Leave
▪ Magna Carta of Women
▪ Violence Against Women and Children
▪ Special Leave Privilege
▪ Study Leave
▪ Rehabilitation Leave Privilege
▪ Calamity Leave

10
Government Office Hours

- Rule XVII of the Omnibus Rules Implementing Book V of EO 292

- Flexible Work Arrangements in the Government

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Leave Computation (Case studies/Exercises to be administered to participants)
▪ Leave without Pay due to Vacation Leave/Tardiness/Undertime
▪ Leave without Pay due to Sick Leave
▪ Study Leave
▪ Terminal Leave Pay
▪ Monetization
▪ Maternity Pay

Clarifications/Issues and Concerns

12
OMNIBUS RULES ON
LEAVE
Definition of terms

▪ Leave of absence is generally defined as a right granted

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

▪ Commutation of leave credits refers to conversion of

unused leave credits to their corresponding money value.
▪ Cumulation of leave credits refers to incremental acquisition of
Definition of terms
unused leave credits by an official or employee.

▪ Immediate family refers to the spouse, children, parents,

unmarried brothers and sisters and any relative living under the
same roof or dependent upon the employee for support.
(Amended by CSC MC 6,s. 1999)

▪ Sick leave refers to leave of absence granted only on account of

sickness or disability on the part of the employee concerned or
any member of his immediate family
Definition of terms
▪ Vacation leave refers to leave of absence granted to
officials and employees for personal reasons, the approval of
which is contingent upon the necessities of the service.

▪ Monetization refers to payment in advance under prescribed

limits and subject to specified terms and conditions of the
money value of leave credits of an employee upon his
request without actually going on leave.
▪ Pregnancy* refers to the period from the conception up to the time
before actual delivery or birth of a child, miscarriage or emergency
termination of pregnancy.
▪ Maternity Leave* refers to the leave of absence for pregnant
female government employees for one hundred five (105) days with
full pay, to provide them with ample transition time to regain health
and overall wellness as well as assume maternal roles before
resuming paid work.
▪ Paternity Leave* refers to the leave of absence for married male
government employees for seven (7) days with full pay, to enable
them to lend care and support to their legal spouses before, during
and after childbirth as the case may be and assist in rearing of the
newborn child.
*Amended Pursuant to CSC MC No.5, s. 2021 dated April 28, 2021 17
Definition of terms
▪ Vacation Service Credits refers to the leave credits earned
by public school teachers for services rendered during
activities authorized by proper authorities during long and
Christmas vacation. These credits are used to offset their
absences due to illness or to offset proportional deduction
in vacation salary due to absences for personal reasons or
late appointment.
Definition of terms
▪ Terminal leave refers to 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.
▪ Special leave privileges refers to 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.
▪ Employment status* refers to the status of appointment. It may be
permanent, temporary, provisional, coterminous, fixed term, substitute,
casual or contractual.

*Amended Pursuant to CSC MC No.5, s. 2021 dated April 28, 2021

Entitlement to Leave Privileges

In general, appointive officials UP TO THE LEVEL OF HEADS

OF EXECUTIVE DEPARTMENTS, HEADS OF DEPARTMENTS,
UNDERSECRETARIES and employees of the government whether
permanent, temporary, or casual, 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.
(Amended by CSC MC Nos. 41, s. 1998 and 14, s. 1999)
Leave of Absence of Part-Time Employees

Employees rendering services on part-time basis are

entitled to vacation and sick leave benefits
proportionate to the number of work hours rendered. A
part-time employee who renders four (4) hours of work
five (5) days a week or a total of 20 hours a week is
entitled to 7.5 days vacation leave and 7.5 days sick
leave annually with full pay.
Leave of Absence of Employees on Rotation Basis

Employees on rotation basis shall be entitled to vacation and

sick leave corresponding to the periods of service rendered
by them. If an employee has been allowed to work in two or
more shifts or rotation, the periods of actual service covered
by each shift or rotation should be added together to
determine the number of years, months and days during
which leave is earned.
• Leave of Contractual Employees
Contractual employees are likewise entitled to
vacation and sick leave credits as well as special
leave privileges provided in Section 21.

• Leave credits of local elective officials

Local elective officials are entitled to leave

privileges effective May 12, 1983 pursuant to Batas
Pambansa 337 and the Local Government Code of
1991 (RA 7160). Said leave credits shall be
commutative and cumulative.
• Teacher’s Leave
Teachers shall not be entitled to the usual vacation and
sick leave credits but to proportional vacation pay (PVP
of 70 days of summer vacation plus 14 days of
Christmas vacation. A teacher who has rendered
continuous service in a school year without incurring
absences without pay of not more than 1 ½ days is
entitled to 84 days of proportional vacation pay.

DepEd Memo No. 053, s. 2023: https://bitly.ws/36n8F

• Teacher’s Leave

xxx

Other leave benefits of teachers such as study

leave and indefinite sick leave are covered by
Sections 24 and 25 of RA 4670 (Magna Carta for
Public School Teachers
 RA 4670 Magna Carta for Public School Teachers

V. LEAVE AND RETIREMENT BENEFITS

Section 24. Study Leave. In addition to the leave privileges now

enjoyed by teachers in the public schools, they shall be entitled to
study leave not exceeding one school year after seven years of
service. Such leave shall be granted in accordance with a schedule
set by the Department of Education. During the period of such leave,
the teachers shall be entitled to at least sixty per cent of their monthly
salary:

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 RA 4670 Magna Carta for Public School Teachers

V. LEAVE AND RETIREMENT BENEFITS

Section 24. Study Leave.

xxx

Provided, however, That no teacher shall be allowed to accumulate

more than one year study leave, unless he needs an additional
semester to finish his thesis for a graduate study in education or allied
courses: Provided, further, That no compensation shall be due the
teacher after the first year of such leave. In all cases, the study leave
period shall be counted for seniority and pension purposes.

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 RA 4670 Magna Carta for Public School Teachers

V. LEAVE AND RETIREMENT BENEFITS

The compensation allowed for one year study leave as herein

provided shall be subject to the condition that the teacher takes the
regular study load and passes at least seventy-five per cent of his
courses. Study leave of more than one year may be permitted by the
Secretary of Education but without compensation.

Section 25. Indefinite Leave. An indefinite sick leave of absence shall

be granted to teachers when the nature of the illness demands a long
treatment that will exceed one year at the least.

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• Other Employees under Teacher’s Leave Basis

Day Care workers and all other appointive

employees whose work schedule is the same as
that of teachers, earn leave credits in accordance
with Sections 6 and 9 hereof.

• Teachers Who are Designated to Perform Non-

teaching Functions
Teachers who are designated to perform non-
teaching functions and who render the same hours
of service as other employees shall be entitled to
vacation and sick leave
• Vacation Service Credits of Teachers

Teachers vacation service credits refer to the

leave credits earned for services rendered on
activities – during summer or Christmas vacation,
as authorized by proper authority. These vacation
service credits are used to offset absences of a
teacher due to illness or to offset proportional
deduction in vacation salary due to absences for
personal reasons or late appointment. The manner
by which service credits may be earned by
teachers is subject to the guidelines issued by
DECS (now, DepEd).
• Leave Credits of Officials and Employees Covered
by Special Leave Laws
The leave credits of the following officials and
employees are covered by special laws:

(a) Justice of the Supreme Court, Court of Appeals

and Sandiganbayan;
(b) Judges of Regional Trial Courts, Municipal Trial
Courts, Metropolitan Trial Courts, Court of Tax
Appeals, and Shari’a Circuit Court and Shari’a
District Court;
(c) Chairmen and Commissioners of Constitutional
Commissions;
• Leave Credits of Officials and Employees Covered
by Special Leave Laws
The leave credits of the following officials and
employees are covered by special laws:

d) Filipino officers and employees in the Justice of

the Supreme Court, Court of Appeals and
Sandiganbayan;
e) Faculty members of state universities and colleges
pursuant to Section 4 (h) of the Higher Education
Modernization Act of 1997 (RA 8292)
f) Other officials and employees covered by special
laws
• Leave Credits of Officials and Employees Covered
by Special Leave Laws

Members of the judiciary and other government

officials and employees covered by special laws
should promulgate their own implementing rules
relative thereto. Said implementing rule should be
submitted to the Civil Service Commission for
records purposes.
Monetization of
Leave Credits

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Monetization of 50% or more of vacation/sick leave credits

– Monetization of fifty percent (50%) or more of the

accumulated leave credits may be allowed for valid and
justifiable reasons such as:
a. Health, medical and hospital needs of the employee and the
immediate members of his family;
b. Financial aid and assistance brought about by force majeure
events such as calamities, typhoons, fire, earthquake and
accidents that affect the life, limb and property of the
employee and his/her immediate family;
c. Educational needs of the employee and the immediate
members of his/her family;
Monetization of 50% or more of vacation/sick leave credits

d. Payment of mortgages and loans which were

entered into for the benefits or which inured to
the benefit of the employee and his/her
immediate family;
e. In cases of extreme financial needs of the
employee or his/her immediate family where the
present sources of income are not enough to
fulfill basic needs such as food, shelter and
clothing;
f. Other analogous cases as may be determined
by the Commission.
Monetization of 50% or more of vacation/sick leave credits

The monetization of 50% or more the accumulated leave credits

shall be upon the favorable recommendation of the agency head and
subject to availability of funds.

Immediate family is used herein as defined in Rule I (Definition

of Terms) of the Omnibus Rules Implementing the Administrative Code
of 1987.

(As amended by CSC Resolution No. 020731 published June 7,

2002 in Today)

(Provided under Sec. 22, CSC MC No. 41, s. 1998)

Computation of Leave Monetization

Either of the following formula shall be used for the computation of

Monetization of Leave Credits:

No. of days x CF (.0481927)* = Money value of the

Monthly salary x to be monetized leave
monetized

OR

Monthly salary No. of days

x = Money value of the
-------------------- to be
monetized leave
20.916667** monetized

* Constant Factor based on CSC MC No. 02, s. 2016 dated January 12, 2016
** Equivalent number of days in a month for computation on MLC based on the total number of working days per
year (251) [Section 40 of CSC No. 14, s.1999] divided by the number of months in year (12).
Exercises on Monetization

▪ 1. Mr. Rex Barona is an employee at the City Government of Pasig as an

Administrative Officer V with a monthly salary of Php 35,000.00 per month. As of
June 1, 2020 he has accumulated 20 days vacation and 24 days sick leave credits.
On July 5, 2020 he applied for monetization of 15 days of his leave credits. Is he
entitled to monetization? If yes, how much? If no, why?

▪ 2. Ms. Vilma Tabirara is employed at the Development Bank of the Philippines as an

Executive Assistant with a monthly salary of Php 50,000.00 per month. She has
accumulated 17 days vacation and 30 days sick leave as of January 31, 2020. On
March 5, 2020, she applied for monetization of 50% of her leave credits to defray
the expenses she incurred when her household helper was hospitalized at the St.
Luke’s Hospital. Is she entitled to monetization? If yes, how much? If no, why?

40
Answer Key

▪ 1. Yes

Php 35,000.00 x 15 days x CF (.0481927) = Php 25,301.17

▪ 2. No, Monetization of fifty percent (50%) or more of the

accumulated leave credits may only be allowed if the request is
made for immediate family member.

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Five Days Forced
Leave

42
Five days forced/mandatory leave

All officials and employees with ten (10) days or more vacation
leave credits shall be required to go on vacation leave whether
continuous or intermittent for a minimum of five (5) working days
annually under the following conditions:

a. The head of agency shall, upon prior consultation with

the employees, prepare a staggered schedule of the
mandatory five-day vacation leave of officials and
employees, provided that he may, in the exigency of
the service, cancel any previously scheduled leave.
Five days forced/mandatory leave

b. The mandatory annual five-day vacation leave shall be forfeited if not

taken during the year. However, in cases where the scheduled leave
has been cancelled in the exigency of the service by the head of the
agency, the scheduled leave not enjoyed shall no longer be
deducted from the total accumulated vacation leave.
c. Retirement and resignation from the service in a particular year
without completing the calendar year do not warrant forfeiture of the
corresponding leave credits if concerned employees opted not to
avail of the required five-day mandatory vacation leave.
Five days forced/mandatory leave

d. Those with accumulated vacation leave of less than ten

(10) days shall have the option to go on forced leave or
not. However, officials and employees with accumulated
vacation leave of 15 days who availed of monetization for
ten (10) days, under Section 22 hereof, shall still be
required to go on forced leave. (Amended by CSC MC
No. 41, s. 1998)

(Provided under Sec. 25, CSC MC No. 41, s. 1998)

Vacation and Sick
Leave Credits

46
Accumulation of vacation and sick leave

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 he may accumulate provided his leave benefits are not
covered by special law.
Accumulation of vacation and sick leave

When a person whose leave has been commuted following his

separation from the service is reemployed in the government
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 credits is concerned, he shall start
from zero balance.

(Provided under Sec. 26, CSC MC No. 41, s. 1998)

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 22 days of actual service.
(See table)

(Provided under Sec. 27, CSC MC No. 41, s. 1998)

Actual service defined

The term "actual service" refers to the period of

continuous service since the appointment of the official
or employee concerned, including the period or periods
covered by any previously approved leave with pay.
 Leave of absence without pay for any reason other than
illness shall not be counted as part of the actual service rendered:
Provided, that in computing the length of service of an employee
paid on the daily wage basis, Saturdays, Sundays or holidays
occurring within a period of service shall be considered as service
although he did not receive pay on those days inasmuch as his
service was not then required.

A fraction of one-fourth or more but less than three-fourth

shall be considered as one-half day and a fraction of three-fourths or
more shall be counted as one full day for purposes of granting leave
of absence.

(Provided under Sec. 28, CSC MC No. 41, s. 1998)

Computation of leave for employees with irregular work schedule

Employees, including, among others, hospital personnel, whose

work schedules are irregular and at times include Saturdays,
Sundays, and legal holidays and are instead off-duty on other
days, their off-duty days regardless or whether they fall on
Saturdays, Sundays, or holidays during the period of their leave,
are to be excluded in the computation of vacation and sick leave.
In other words, if an employee is off-duty, say for two (2) days
falling on Saturdays, Sundays, or holidays, these days occurring
within the period of authorized leave are to be excluded in the
deduction of the number of leave from the earned leave credits of
the employee.
Computation of leave for employees observing flexible working hours

Employees observing flexible working hours who render

less than the usual; eight (8) hours of work per day but
complete the 40 hours of work in a week, shall be deducted
from their leave credits only the number of hours required
to be served for a day but which was not served.

Any absence incurred must be charged in proportion to the

number of hours required for a day’s work. The number of
hours to be served for a day refers not to the eight (8)
regular hours but to the number of hours covered by the
core hours prescribed in the agency concerned.
Computation of leave for employees observing flexible working hours

Compensatory service may be availed of outside of the

regular working hours, except Sundays, to offset non-
attendance OR UNDERTIMES DURING THE REGULAR
OFFICE HOURS SUBJECT TO THE WRITTEN
APPROVAL OF THE AGENCY’S PROPER OFFICIAL.
Each government office shall formulate its own internal
regulations for this purpose.
(Amended by CSC MC Nos. 41, s. 1998 and 14, s,
1999)
Commutation of salary prior to leave

The proper head of department, local government unit,

and government owned or controlled corporation with
original charter may, in his discretion, authorize the
commutation of the salary that would be received during
the period of vacation and sick leave of any appointive
official and employee and direct its payment at the
beginning of such leave from the fund out of which the
salary would have been paid.

(Amended by CSC MC Nos. 41, s. 1998)

Absence on a regular day for which suspension of work is announced

Where an official or an employee fails to report for work on a

regular day for which suspension of work is declared after
the start of regular working hours, he shall NOT BE
considered ABSENT FOR THE WHOLE DAY. INSTEAD, HE
SHALL ONLY BE DEDUCTED LEAVE CREDITS OR THE
AMOUNT CORRESPONDING TO THE TIME WHEN OFFICIAL
WORKING HOURS START UP TO THE TIME THE
SUSPENSION OF WORK IS ANNOUNCED.
(Provided for under CSC MC No. 41, s. 1998
and further amended by CSC MC No. 14, s. 1999)
Tardiness and undertime are deducted against vacation leave credits

Tardiness and undertime are deducted from

vacation leave credits and shall not be charged
against sick leave credits, unless the undertime is for
health reasons supported by medical certificate and
application for leave.
Terminal Leave

60
Terminal leave

Terminal leave is applied for by an official or an

employee who intends to sever his connection with his
employer. Accordingly, the filing of 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
cease by any of the said modes of severances.
(Provided for under CSC MC No. 41, s. 1999)
Approval of terminal leave

Application for commutation of vacation and sick leave in

connection with separation through no fault of an official or
employee shall be sent to the head of department
concerned for approval. In this connection, clearance from
the Ombudsman is no longer required for processing and
payment of terminal leave as such clearance is needed only
for payment of retirement benefits.
(Amended by CSC MC No. 41, s. 1998)
Payment of terminal leave

Any official/employee of the government who retires,

voluntarily resigns, or is separated from the service and
who is not otherwise covered by special law, shall be
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.
(Amended by CSC MC No. 41, s. 1998)
Period within which to claim terminal leave pay
Period within which to claim terminal leave pay. – Request for
payment of terminal leave benefits may be brought any time after
the official/employee severed his/her connection with his/her
employer. (Amended by CSC No. 15, s. 2021)

Basis of computation of terminal leave

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. (Amended by CSC MC No. 41, s. 1998)
Computation of terminal leave
The terminal leave benefits shall be computed as follows:

TLB = S x D x CF
Where:

TLB - TERMINAL LEAVE BENEFITS

S - HIGHEST MONTHLY SALARY RECEIVED
D - NO. OF ACCUMULATED VACATION AND SICK LEAVE CREDITS
CF - CONSTANT FACTOR IS .0481927
Continuation
…
The constant factor was derived from this formula:

365 - DAYS IN A YEAR

104 - SATURDAYS & SUNDAYS IN YEAR
12 - LEGAL HOLIDAYS (in accordance with RA No.9849)
IN A YEAR
12 - Months in a year

12 12
----------------------- = ------------------------ = .0481927
365 - (104+12) 249

(Amended per CSC MC No. 02, s. 2016)

 Official/Employee on terminal leave does not
earn leave credits

The 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.
(Amended by CSC MC No. 41, s. 1998)
 Public Official/Employee on extended service

Public officials and employees on extended service are entitled to

fifteen (15) days vacation and fifteen (15) days sick leave annually
subject to the following guidelines:

a. Leave credits earned on extended service are non-commutative

b. Leave credits earned on extended service are non-cumulative
hence, unused leave credits within the calendar year may not be
carried over to the succeeding years
c. Executive Order No. 1077 dated January 9, 1986 and other laws
and rules on leave are applicable to officials and employees on
extended service insofar as they are not inconsistent in the
preceding guidelines.

(Amended by CSC MC No. 41, s. 1998)

 Public Official/Employee on extended service

A person appointed to a coterminous/confidential

position who reaches the age of 65 years is considered
automatically extended in the service until the expiry
date of his/her appointment or until his/her services are
earlier terminated. Thus, a coterminous/primarily
confidential employee is also entitled to sick and
vacation leave credits subject to rules provided herein.
Computation: Terminal Leave

1. Ms. Sharon Inofinada retired effective February 28,

2020. Her highest salary received was Php 30,000.00
per month. She has a leave balance of 335.87 days
vacation leave and 165 days sick leave. Compute her
terminal leave.

70
Basis for computation of salary during leave with pay

An official or employee who applies for vacation or sick

leave shall be granted leave with pay at the salary
he/she is currently receiving.

71
Leave during probationary period

An employee still on probation may already avail of

whatever leave he/she has earned during said period.
Accordingly, any leave of absence without pay during
the period of probation shall extend the completion
thereof for the same number of days of such absence.

72
Conversion of vacation service credits of teachers to vacation
and sick leave credits and vice versa; payment thereof

Teachers and other school personnel on the teacher’s

leave basis who resigned, retired, or are separated
from the service through no fault of their own on or after
January 16, 1986 shall be paid money value of the
money value of their unused vacation service credits
converted to vacation and sick leave using the formula,
as follows:

73
Conversion of vacation service credits of teachers to vacation and
sick leave credits and vice versa; payment thereof

Vacation and sick leave* = 30Y/69

Where 30 - number of days in a month

Y - total number of teacher’s service credits

69 - 58 days of summer vacation plus

11 days of Christmas vacation 74
Formula in obtaining 69 days

84 - Total number of days of summer/ Christmas vacation

- 15 (12 days Saturday/Sundays during summer vacation days –
-------- Christmas Day, Rizal Day, New Year’s Day
69 days

Conversely, the formula in the conversion of sick and vacation leave

credits to vacation service credits of teachers is, as follows:

VL + SL
Y = ----------- X 69
30

75
Transfer from teaching to non-teaching service during
summer vacation/entitlement to proportional vacation pay

A teacher who transferred to the non-teaching service or

who resigned from government service ten (10) days
before the close of the school year, is entitled to
proportional vacation pay inasmuch as his/her right
thereto has already accrued; Provided further that the
service will not be prejudiced and provided further that
he/she fulfills his/her responsibilities and obligations.

76
Transfer of Leave
Credits

77
Transfer of leave credits
When an official or employee transfers from one government agency
to another, he can either have his accumulated vacation and/or sick
leave credits commuted or transferred to his new agency.
The second option can be exercised as a matter of right only by an
employee who does not have gaps in his service. However, a gap of
not more than one month may be allowed provided the same is not
due to his 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.

This provision is not applicable to transfer of leave credits of

uniformed personnel from the military to the civilian service.
(Amended by CSC MC No. 41, s. 1998)
Remedy when transfer of leave credits is denied
An official or employee who failed to transfer his leave credits to
the new office in line with the provisions in the preceding
section, may claim the money value of such leave credits from
the office where earned. (CSC MC No. 41, s. 1999)

Period within which to act on leave application

Whenever the application for leave of absence , including
terminal leave, is not acted upon by the head of agency or his
duly authorized representative within five (5) working days after
receipt thereof, the application for leave of absence shall be
deemed approved. (Amended by CSC MC No. 41, s. 1998)
Effect of unauthorized leave
An official or employee who is absent without
approved leave shall not be entitled to receive
his/her salary corresponding to the period of
his/her unauthorized leave of absence. It is
understood however that his/her absence shall no
longer be deducted from his/her accumulated
leave credit, if there is any.
Application for vacation leave
All applications for vacation leave of absence for one (1) full
day or more shall be submitted on the prescribed form for
action by the proper head of agency five (5) days in
advance, whenever possible, of the effective date of such
leave. (Amended by CSC MC No. 41, s. 1998)

Approval of vacation leave

Leave of absence for any reason other than illness of an
official or employee or of any member of his immediate
family must be contingent upon the needs of the service.
Hence, the grant of vacation leave shall be at the discretion
of the head of department/agency.
Application for sick leave

All applications for sick leave of absence for one full day or
more shall be made on the prescribed form and shall be filed
immediately upon the employee's return from such leave.
Notice of absence, however, should be sent to the
immediate supervisor and/or to the agency head.
Application for sick leave in excess of five (5) successive
days shall be accompanied by a proper medical certificate.
Sick leave may be applied for in advance in cases where the
official or employee will undergo medical examination or
operation or advised to rest in view of ill health duly
supported by a medical certificate.

In ordinary application for sick leave already taken not

exceeding five days, the head of department or agency
concerned may duly determine whether or not granting of
sick leave is proper under the circumstances. In case of
doubt, a medical certificate may be required. (Amended by
CSC MC No. 41, s. 1998)
Approval of sick leave

Sick leave shall be granted only on account of sickness or

disability on the part of the employee concerned or of any
member of his immediate family.

Approval of sick leave whether with pay or without pay, is

mandatory provided proof of sickness or disability is attached to
the application in accordance with the requirements prescribed
under the preceding section.

Unreasonable delay in the approval thereof or non-approval

without justifiable reason shall be a ground for appropriate
sanction against the official concerned.
Application for Leave Form

▪ All employees shall use the prescribed revised Application for Leave Form
(Civil Service Form No. 6, Revised 2020) with the Instructions and
Requirements found in Annex A and the Notice of Allocation of Maternity Leave
(CS Form No. 6a, s. 2020) found in Annex B as applicable.

▪ The use of CS Form No. 41 for leave application shall be discontinued.

Consequently, employees may secure a medical certificate issued by a
government or non-government physician in whatever form in support of their
application for leave, provided that the medical certificate bears complete
details of the physician (e.g. name and PRC/license, PTR and S2 numbers), the
employee, and the employee’s condition/state of health.
85
as Amended Pursuant to CSC MC No.5, s. 2021 dated April 28, 2021
86
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.
TO COMPUTE THE SALARY OF EMPLOYEES WHO INCUR
LWOP IN A GIVEN MONTH, USE THE FOLLOWING FORMULA:

SALARY= NO. OF DAYS PAID STATUS x MONTHLY SALARY

22 days

Where number of paid status refers to 22 days less number of days without pay .

When an employee had already exhausted his sick leave credits,

he can use his vacation leave credits but not vice versa.
*Amended per CSC MC No. 08, s. 2014, pursuant to CSC Resolution 1400454 dated March 21, 2014
Leave of absence without pay for any reason other than illness
shall not be counted as part of the actual service rendered.

Provided, that in computing the length of service of an employee

paid on the daily wage basis, Saturdays, Sundays or holidays
occurring within a period of service shall be considered as service
although he did not receive pay on those days inasmuch as his
service was not then required.

When an employee had already exhausted his sick leave credits,

he can use his vacation leave credits but not vice versa.
Limit of leave without pay
Leave without pay not exceeding one year may be granted, in
addition to the vacation and/or sick leave earned. Leave
without pay in excess of one month shall require the clearance
of the proper head of department or agency.

When leave without pay is not allowable

Leave without pay shall not be granted whenever an employee
has leave with pay to his credit except in the case of
secondment.

Seconded employee on leave without pay from his

mother agency
The seconded employee shall be on leave without pay from his
mother agency for the duration of his secondment, and during
such period, he may earn leave credits which is commutable
immediately thereafter at and payable by the receiving agency.
Effect of vacation leave without pay on the grant of length of
service step increment

For purposes of computing the length of service for the grant of step
increment, approved vacation leave without pay for an aggregate of
15 days shall not interrupt the continuity of the three-year service
requirement for the grant of step increment.

However, if the total number of authorized vacation leave without pay

included within the three (3) year period exceeds 15 days, the grant
of one (1) step increment will only be delayed for the same number
of days that an official or employee was absent without pay.
Effect of pending administrative case against an official or
employee

An official or an employee with pending administrative

case/s is not barred from enjoying leave privileges
Effect of failure to report for duty after expiration of one year leave

If an official or an employee who is on leave without

pay pursuant to Section 57 hereof, fails to report for
work at the expiration of one year from the date of
such leave, he/she shall be considered automatically
separated from the service.
Effect of absences without approved leave

An official or an employee who is continuously absent without approved

leave for at least 30 working days shall be considered on absence
without official leave (AWOL) and shall be separated from the service or
dropped from the roles without prior notice.

However, when it is clear under obtaining circumstances that the official or

employee concerned , has established a scheme to circumvent the rule by
incurring substantial absences though less than 30 working days 3 times
in a semester, such that a pattern is already apparent, dropping from the
rolls without notice may likewise be justified
Effect of absences without approved leave

If the number of unauthorized absences incurred less than

30 working days, a written Return-to-Work Order shall be
served to him/her at hi/her last known address on record.
Failure on his/her part to report for work within the period
stated in the Order shall be a valid ground to drop him/her
from the rolls.
Status of the position of an official or employee on vacation or
sick leave

While the incumbent is on vacation or sick leave with or

without pay, his/her position is not vacant.

During the period of such leave therefore, only substitute

appointment can be made to such position.
Effect of decision in administrative case

An official or employee who has been penalized with

dismissal form the service is likewise not barred from
entitlement from his/her terminal leave benefits.
Effect of exoneration from criminal/administrative case

In general, officials or employees who have been

dismissed from the service but who were later exonerated
and thereafter reinstated are entitled to leave credits
during the period they were out of the service.
Cause for disciplinary action

Any violation of the leave laws, rules and regulations, or

any misrepresentation or deception in connection with an
application for leave, shall be a ground for disciplinary
action.
Expanded Maternity Leave
(R.A No. 11210)
Definition of terms Expanded Maternity Leave

• “Alternate caregiver” - a relative within the fourth civil

degree of consanguinity of the female worker or to her
current partner.

• “Current partner” - a person who shares an intimate

relationship and lives with the female worker.

• “Emergency termination of pregnancy” - pregnancy loss

on or after the 20th week of gestation, including stillbirth.
• “Employer” - any person, natural or juridical, in the public
and private sector, employing the services of another, or any
person acting in the interest of an employer, which shall
include the government and all its branches, subdivisions
and instrumentalities, all government-owned or controlled
corporations and institutions, as well as non-profit private
institutions, or organizations: Provided, That the self-
employed shall be an employer and employee at the same
time.
• “Employment status in the public sector” -the status of
appointment. It may be permanent, temporary,
coterminous, fixed term, casual, contractual, substitute
or provisional.
• “Employment status in the private sector” - the type of
employment which may be regular, probationary, casual,
project or seasonal.
▪ “Female workers in the private sector covered by the SSS”-
Female workers in the private sector who may avail of the
maternity benefit shall include those who are covered under
Republic Act No. 11199, or the Social Security Act of 2018,
particularly in Section 9, Section9-A and 9-B, as follows.
• “”Female workers in the public sector” -women in
government service who, in accordance with existing laws,
rules and regulations, hold public office by virtue of an
appointment issued by the proper appointing
officer/authority or by way of election in National
Government Agencies (NGAs), Local Government Units
(LGUs), Government-Owned or –Controlled Corporations
(GOCCs), State Universities and Colleges (SUCs), or Local
Universities and Colleges (LUCs).
▪ “Full pay” - actual remuneration or earnings paid by an
employer to a worker for services rendered on normal
working days and hours not lower than the wage rate fixed by
the Regional Tripartite Wages and Productivity Board
(RTWPB) including allowances provided for under existing
company policy or collective bargaining agreement, if any.
Full pay in the public sector, on the other hand, includes the
basic salary and allowances as maybe provided under
existing guidelines.
▪ “Miscarriages” refers to pregnancy loss before the 20th week
of gestation.
▪ “National Athletes” - athletes including persons with
disabilities who are Filipino citizens, members of the national
training pool, recognized and accredited by the Philippine
Olympic Committee (POC) and the Philippine Sports
Commission (PSC), including athletes with disabilities (AWD)
who are recognized and accredited by the National Paralympic
Committee of the Philippines (NPC PHIL) and the PSC who have
represented the country in international sports competitions.
▪ “Pregnancy” refers to the period from the conception up to the
time before actual delivery or birth of a child, miscarriage or
emergency termination.
Relative within the fourth degree of
consanguinity” - a person who is related to the
female worker by blood and shares the same
ancestry or lineage.
“Solo Parent” - a covered female worker who
falls under the category of a solo parent defined
under Republic Act No. 8972, otherwise known
as the “Solo Parents Welfare Act of 2000”.
Who are covered

▪ The 105-Day Expanded Maternity Leave Law (EMLL) shall cover the
following:
▫ Female workers in the Public Sector;
▫ Female workers in the Private Sector;
▫ Female workers in the Informal Economy;
▫ Female members who are voluntary contributors to the
Social Security System (SSS); and
▫ Female national athletes.
What Benefits are Granted

The following benefits are granted under the 105-Day Expanded Maternity
Leave Law (EMLL) to the corresponding sectors:
1. Paid leave benefit granted to a qualified female worker in the public
sector, for the duration of:
a. One Hundred Five (105) days for live childbirth, regardless
of the mode of delivery, and an additional fifteen (15) days
paid leave if the female worker qualifies as solo parent
under Republic Act No. 8972, or the “Solo Parents Welfare
Act of 2000”; or
b. Sixty (60) days paid leave for miscarriage and emergency
termination of pregnancy;
2. Paid leave benefit granted to a qualified female worker in the private
sector covered by the SSS, including those in the informal
economy, for the duration of:
a. One Hundred Five (105) days for live childbirth, regardless of
the mode of delivery, and an additional fifteen (15) days paid
leave if the female worker qualifies as solo parent under
Republic Act No. 8972, or the “Solo Parents Welfare Act of
2000”; or
b. Sixty (60) days paid leave for miscarriage and emergency
termination of pregnancy;
Employed female workers shall receive full pay which consists of (i) SSS
maternity benefit computed based on their average daily salary credit
and (ii) salary differential to be paid by the employer, if any;
3. An option to extend for an additional thirty (30) days
without pay in case of live childbirth;
4. Paid maternity leave, allowances and benefits granted to
female national athletes, and
5. Health care services for pre-natal, delivery, postpartum and
pregnancy-related conditions granted to female workers,
particularly those who are neither voluntary nor regular
members of the SSS, as governed by existing rules and
regulation of the Philippine Health Insurance Corporation
(PhilHealth).
GRANT OF MATERNITY BENEFITS

▪ SECTION 1. Grant of Maternity Leave.- All covered females regardless of

civil status, employment status, and the legitimacy of her child, shall be
granted one hundred five (105) days maternity leave with full pay, and an
additional fifteen (15) days with full pay in case the female worker qualifies
as a solo parent under Republic Act No. 8972, or the “Solo Parent Welfare
Act of 2000”.
▪ In cases of miscarriage or emergency termination of pregnancy, sixty (60)
days maternity leave with full pay shall be granted.
Section 2. Manner of Enjoyment of the Benefit.- 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, and such that:
a. In cases of live childbirth, one hundred five (105) days maternity
leave with full pay shall be granted; or
b. In cases of miscarriage or emergency termination of pregnancy,
sixty (60) days maternity leave shall be granted.
In all of the above instances, the maternity leave can be credited as combinations of prenatal
and postnatal leave as long as it does not exceed one hundred five (105) days or sixty (60)
days, as the case maybe. In no case shall postnatal care be less than sixty (60) days.
Section 3. Extended Maternity Leave.- In cases of live childbirth, an
additional maternity leave of thirty (30) days, without pay, can be availed of,
at the option of the female worker, provided that the employer shall be given
due notice.

Due notice to the employer must be in writing and must be given at least
forty-five (45) days before the end of the female worker’s maternity leave.
However, no prior notice shall be necessary in the event of a medical
emergency but subsequent notice shall be given to the employer.

The above period of extended maternity leave without pay shall not be
considered as gap in the service.
Section 4. Frequency of the Grant.- Maternity leave
shall be granted to a qualified female worker in every
instance of pregnancy, miscarriage or emergency
termination of pregnancy regardless of frequency.
Section 5. Grant of Maternity Leave Benefits After Termination of
Employment. Maternity leave with full pay shall be granted even if the
childbirth, miscarriage, or emergency termination of pregnancy occurs not
more than fifteen (15) calendar days after the termination of an employee’s
service, as her right thereto has already accrued. Such period is not applicable
when the employment of the pregnant woman worker has been terminated
without just cause, in which case the employer will pay her the full amount
equivalent to her salary for one hundred five (105) days for childbirth and
sixty (60) days for miscarriage or emergency termination of pregnancy based
on her full pay, in addition to the other applicable daily cash maternity
benefits that she should have received had her employment not been illegally
terminated.
Section 6. Maternity Leave of a Female Worker
with Pending Administrative Case.- The
maternity leave benefits granted Under Republic
Act No. 11210 and this Rules shall be enjoyed by
a female worker in the public sector and in the
private sector even if she has a pending
administrative case.
Section 7. Non-Diminution of Benefits.- Nothing in this Rules
shall be construed as to diminish existing maternity benefits
currently enjoyed whether or not these are granted under
collective bargaining agreements (CBA), or present laws, if the
same are more beneficial to the female worker. Any other
working arrangement which the female worker shall agree to,
during the additional maternity leave period, shall be allowed:
Provided, That this shall be consented to in writing by the
female worker and shall primarily uphold her maternal
functions and the requirements of postnatal care.
MATERNITY LEAVE FOR
FEMALE WORKERS IN THE
PUBLIC SECTORS

119
*Grant of Maternity Leave

Every female employee in the government service, regardless of her civil

status, employment status, length of service and legitimacy of the child, in
addition to her vacation and sick leave credits earned, shall be granted one
hundred five (105) days maternity leave with full pay for live childbirth
regardless of the mode of delivery, whether normal or caesarian.
For cases of miscarriage or emergency termination of pregnancy,
maternity leave of sixty (60) days with full pay shall be granted.

Section 11 of the Omnibus Rules on Leave as Amended Pursuant to

CSC MC No.5, s. 2021 dated April 28, 2021
*Notice of Pregnancy and Application for Maternity Leave

*The female employee shall give prior notice to the authorized officer of
her agency of her pregnancy and her availment of maternity leave at least
thirty (30) days in advance, whenever possible, specifying the effectivity
of the leave. Civil Service (CS) Form No. 6, Revised 2020, shall be used in
filing maternity leave application with medical certificate.

*Section 11 of the Omnibus Rules on Leave as Amended Pursuant to

CSC MC No.5, s. 2021 dated April 28, 2021
122
*Grant of Maternity Leave

▪ In case the female employee qualifies as a solo parent under R.A. No. 8972 or the
“Solo Parents’ Welfare Act of 2000”, she shall be granted an additional maternity leave
of fifteen (15) days with full pay.
▪ Female teachers may also avail of the maternity leave benefits even during long
vacations, i.e., summer and Christmas vacations, in which case, both the maternity
leave benefits and the proportional vacation pay (PVP) shall be granted.
▪ Maternity leave shall be non-cumulative and non-commutative (non- convertible to
cash). The enjoyment of maternity leave cannot be deferred but part of it may be
availed of on or before the actual date of delivery in a continuous and uninterrupted
manner.

Section 11 of the Omnibus Rules on Leave as Amended Pursuant to

CSC MC No.5, s. 2021 dated April 28, 2021
*Extended Maternity Leave

In case of live childbirth, the female worker has the option to extend her maternity
leave for an additional thirty (30) days without pay, or use her earned sick leave
credits for extended leave with pay. In case the sick leave credits are exhausted, the
vacation leave credits may be used.

Due notice must be in writing and must be submitted to the authorized officer of her
agency or the authorized official at least forty-five (45) days before the end of the
female worker’s maternity leave. However, no prior notice shall be necessary in the
event of a medical emergency but subsequent notice shall be given to the authorized
official.

“The above period of extended maternity leave without pay shall not be considered as
gap in the service.
Section 12 of the Omnibus Rules on Leave as Amended Pursuant to
CSC MC No.5, s. 2021 dated April 28, 2021
Manner of Payment of Maternity Leave Benefits

The female worker shall be entitled to full pay during maternity

leave which shall be paid by the agency. The female worker
shall have the option to receive full pay either through lump
sum payment or regular payment of salary through agency
payroll. A clearance from money, property and work-related
accountabilities shall be secured by the female worker. Money,
property and work-related accountabilities as well as pending
administrative case shall not deprive the female worker of the
availment of her maternity leave benefits.
*Frequency of the Grant of Maternity Leave

Maternity leave shall be granted to a female employee in every

instance of pregnancy, regardless of frequency.

In case of overlapping benefit claims, the female employee shall

be granted maternity benefits for the two contingencies in a
consecutive manner.

The female employee shall be paid only one maternity leave

benefit, regardless of the number offspring, per
childbirth/delivery.
Section 13 of the Omnibus Rules on Leave as Amended Pursuant to
CSC MC No.5, s. 2021 dated April 28, 2021
*Maternity Leave of Employee with Pending Administrative Case

Maternity leave benefits shall be enjoyed by the female employee even if she has a pending
administrative case.

Pending administrative case refers to a period while the case is pending investigation and
resolution. It includes the period of preventive suspension and pending appeal with the Civil
Service Commission.

In case the female employee delivers a child while under preventive suspension or serving the
penalty of suspension, she will be allowed to enjoy the maternity leave from the date of delivery,
miscarriage or emergency termination of pregnancy until the full enjoyment of the said leave. In
such case, she shall be required to serve the unexpired portion of her suspension.

However, a female employee who delivers a child after a decision in an administrative case, finding
her guilty with a penalty of dismissal from the service, became final and executory shall not be
entitled to maternity leave.

*Section 16 of the Omnibus Rules on Leave as Amended Pursuant to

CSC MC No.5, s. 2021 dated April 28, 2021
*Allocation of Maternity Leave Credits

A female employee may avail of the option to allocate up to seven (7)

days of her maternity leave to the child’s father, whether or not she is
married to him. The allocated leave is over and above the seven (7)-day
paternity leave benefit under R.A. No. 8187 or the “Paternity Leave Act
of 1996.

In case of death, absence or incapacity of the child’s father, the female

employee may allocate to an alternate caregiver who may be a relative
within the fourth degree of consanguinity or current partner sharing the
same household, taking into account the best interest of the child.

*Section 17 of the Omnibus Rules on Leave as Amended Pursuant to

CSC MC No.5, s. 2021 dated April 28, 2021
*Allocation of Maternity Leave Credits

The allocated leave may be enjoyed by the child’s father or the alternate
caregiver either in a continuous or in an intermittent manner not later
than the period of the maternity leave availed of.

The allocation of maternity leave shall only be available to the child’s

father or alternate caregiver who are employed either in the public or
private sector.

The option to allocate is not applicable to maternity leave in cases of

miscarriage and emergency termination of pregnancy.

*Section 17 of the Omnibus Rules on Leave as Amended Pursuant to

CSC MC No.5, s. 2021 dated April 28, 2021
*Allocation of Maternity Leave Credits

Civil Service (CS) Form No. 6a, s. 2020 shall be used as notice of
allocation of maternity leave and shall be submitted to the authorized
officer of the agency with the filled out Application for Leave form (CS
Form No. 6, Revised 2020) and proof of relationship.

*Section 17 of the Omnibus Rules on Leave as Amended Pursuant to

CSC MC No.5, s. 2021 dated April 28, 2021
*Allocation of Maternity Leave Credits
In the event the female employee dies or is permanently incapacitated, the balance of
her maternity leave benefits, if any, shall accrue to the child’s father or the alternate
caregiver, subject to the following conditions:

(a) That the maternity leave benefits have not yet been commuted to cash; and

(b) That a certified true copy of the death certificate or medical certificate or
abstract are presented to the agencies/employers of both the female employee and
child’s father or alternate caregiver.

In case full pay has been given to the female employee, the child’s father or alternate
caregiver, as the case may be, shall only be excused from work (leave without pay). Such
leave without pay by the child’s father or alternate caregiver shall not be considered as a
gap in the service.

*Section 17 of the Omnibus Rules on Leave as Amended Pursuant to

CSC MC No.5, s. 2021 dated April 28, 2021
*Dispute Resolution

Any dispute, controversy or claim arising out of or relating to the

payment of maternity leave with full pay shall be filed by the concerned
female employee initially to the head of agency and may be appealed to
the Civil Service Commission (CSC) Regional Office having jurisdiction
over the agency, and to the Commission Proper, respectively. The
agency shall not hold or delay the payment of full pay to the female
employee pending the resolution of the dispute, controversy or claim.

*Section 18 of the Omnibus Rules on Leave as Amended Pursuant to

CSC MC No.5, s. 2021 dated April 28, 2021
PENALTIES

Section 1. Penalties. - Whoever fails or refuses to comply with the provisions

of R.A No. 11210 shall be punished by a fine not less than Twenty thousand
pesos (P20, 000.00) nor more than Two hundred thousand pesos
(P200,000.00), and imprisonment of not less than six (6) years and one (1)
day nor more than twelve (12) years or both. If the act or omission penalized
by R.A. no. 11210 shall be committed by an association, partnership,
corporation, or any other institution, its managing head, directors, or
partners shall be liable to the penalties herein provided.

Failure on the part of any association, partnership, corporation, or private

enterprise to comply with the provisions of R.A. No. 11210 shall be a ground
for non-renewal of business permits,
FINAL PROVISIONS

Section 1, Periodic Review.- The CSC, the DOLE, the SSS and the Gender Ombud of the Commission on
Human Rights (CHR), in consultation with trade unions, labor organizations, and employers’ representative
shall, within one (1) month after the publication of this Rules, conduct a review of the maternity leave
benefits of female workers in the public and private sector, respectively. Thereafter, they shall include
maternity leave benefits in their validation report conducted every four (4) years for the SSS and the DOLE
and every three (3) years for the CSC, or more frequently as may be necessary, with the end in view of
meeting the needs of pregnant women and newly-born infants, and improving their welfare.

Section 2. Separability Clause.- If any provision of this Rules is declared unconstitutional or otherwise
invalid, the validity of the other provisions shall not be affected thereby.

Section 3. Repealing Clause. - All orders, rules and regulations, and other issuances, or parts thereof
inconsistent with this Rules are hereby repealed or modified accordingly.

Section 4. Effectivity.- This Rules shall be effective fifteen (15) days after date of its publication in at least
two (2) newspapers of general circulation.
Qualified female employees who gave live childbirth or suffered
miscarriage and emergency termination of pregnancy upon the
effectivity of R.A. No. 11210 on 11 March 2019 but were only granted less
than what is stipulated under the new law, shall be entitled to one
hundred five (105) days or sixty (60) days with full pay, as the case may
be. Concomitantly, they may resume their remaining maternity leave
and receive unpaid maternity leave benefits due them, provided that
they notify their agency/office heads in writing using the Application
for Leave form (CS Form No. 6, Revised 2020). Female employees
whose sick or vacation leave credits were deducted following the
application of the old maternity leave law, rules and regulations, shall
be entitled to restoration of the same.

*Pursuant to CSC MC No.5, s. 2021 dated April 28, 2021

136
PATERNITY LEAVE
(R.A No. 8187)
*Grant of Paternity Leave

Every married male employee in the government service shall be

entitled to paternity leave of seven (7) working days with full pay
for the first four (4) deliveries, whether childbirth or miscarriage,
of his legitimate spouse with whom he is cohabiting.

“The first of the four (4) deliveries shall be reckoned from the
effectivity of the Paternity Leave Act on July 15, 1996.

*Section 19 of the Omnibus Rules on Leave as Amended Pursuant to

CSC MC No.5, s. 2021 dated April 28, 2021
*Grant of Paternity Leave

A male employee with more than one (1) legal spouse shall be entitled to
avail of paternity leave for an absolute maximum of four (4) deliveries
regardless of whoever among his spouses deliver.

Paternity leave of seven (7) days shall be non-cumulative and strictly non-
convertible to cash. The same may be enjoyed either in a continuous or in
an intermittent manner by the employee on the days immediately before,
during and after the delivery of his legitimate spouse, but not later than
the period of the maternity leave availed of by the spouse.

*Section 19 of the Omnibus Rules on Leave as Amended Pursuant to

CSC MC No.5, s. 2021 dated April 28, 2021
*Grant of Paternity Leave
A married male employee shall be entitled to paternity leave by accomplishing
and filing the Application for Leave form (CS Form No. 6, Revised 2020) within
reasonable period, e.g., one (1) week, prior to the expected delivery except in
cases of miscarriage and abnormal deliveries. Approval of the leave application
shall be mandatory on the part of the approving authority unless the services of
the male employee are urgently needed to preserve life and property in which
case the male employee shall be entitled to overtime pay.

“Any employee who has availed of the paternity leave may be required to furnish
his office a certified true copy of his marriage contract, birth certificate of the
newborn child, medical certificate with pathology report in case of miscarriage
duly signed by the attending physician or midwife showing the actual date of
delivery.
*Section 19 of the Omnibus Rules on Leave as Amended Pursuant to
CSC MC No.5, s. 2021 dated April 28, 2021
ADOPTION LEAVE
*Grant of Adoption Leave

A female government employee, regardless of her civil status and

employment status, and length of service who qualifies as an adoptive
parent under R.A. No. 8552 or the “Domestic Adoption Act of 1998” and
whose prospective adoptee is below seven (7) years of age as of
placement, shall be qualified to avail adoption leave of sixty (60) days
with full pay, which leave shall be enjoyed in a continuous and
uninterrupted manner. If she is married, her legitimate spouse
(government employee) can avail of adoption leave of seven (7) days
with full pay which shall be enjoyed in a continuous or in an
intermittent manner.
*Section 20 of the Omnibus Rules on Leave as Amended Pursuant to
CSC MC No.5, s. 2021 dated April 28, 2021
*Grant of Adoption Leave

A single male government employee, regardless of employment

status and length of service who qualifies as an adoptive parent under
R.A. No. 8552 and whose adoptee is below seven (7) years of age as of
placement, shall be entitled to adoption leave of sixty (60) days with
full pay, which leave shall be enjoyed in a continuous and
uninterrupted manner. The same privilege may also be enjoyed by a
married male employee with an unemployed (wife) spouse.

*Section 20 of the Omnibus Rules on Leave as Amended Pursuant to

CSC MC No.5, s. 2021 dated April 28, 2021
*Grant of Adoption Leave
Adoption leave shall provide an opportunity for the prospective adoptee and the
adoptive parent/s to develop bonding similar to that between a child and
his/her biological parents.

“Application for adoption leave shall be filed using Civil Service (CS) Form No. 6,
Revised 2020, and accompanied by an authenticated copy of the Pre-Adoptive
Placement Authority issued by the Department of Social Welfare and
Development (DSWD), if the leave will be availed of before the grant of petition
for adoption
.
“If adoption leave is availed after the grant of the petition for adoption, the
application for leave shall be accompanied by the authenticated copies of the
Decree of Adoption issued by the proper court.”
*Section 20 of the Omnibus Rules on Leave as Amended Pursuant to
CSC MC No.5, s. 2021 dated April 28, 2021
Guidelines on the Grant of Parental
Leave to Solo Parents
MC No. 08, s 2004
Resolution No. 040284
Date: March 22, 2004
I. OBJECTIVES

▪ To identify employees considered solo parents.

• To clarify employees & conditions on
the grant of parental leave; and
• To provide uniform interpretation &
implementation of the Rules on the grant of
parental leave.
II. DEFINITION OF TERMS

▪ As defined In Section 6, Article III of the

Implementing Rules and Regulations
(IRR) of Republic Act 8972, the following
terms shall mean as follows:
Children*
▪ Those living with and dependent upon the solo parent for support
▪ Unmarried
▪ Unemployed
▪ Below eighteen (18) years of age
▪ Eighteen years above but are incapable of self support
▪ Mental or physically challenged

(*amended by Section 3 (b) of RA 11861 – 22 years old and below)

• Family
▪ The solo parent and his/her child/children
▪ The family member referred to in Section 3 (a) (10) of RA.
8972 and Article III paragraph (b) (10) of the IRR shall include
any relative by consanguinity up to the fourth civil degree.
These shall include but not limited to:
▪ Uncle
▪ Aunt
▪ Grandfather
▪ Grandmother
▪ Niece
▪ Nephew
▪ Cousin
Parental Leave
Leave benefits granted to enable a solo parent to
perform parental duties and responsibilities where
physical presence is required ;
Parental Responsibility

▪ Rights & duties of parents as defined in Article 220 of

EO 209, as amended on the “Family Code of the
Philippines” as follows:
– To keep them in their company, to support,
educate and instruct them by right
precept and good example and provide for
their upbringing in keeping with their means;
– To give them love and affection, advice,
counsel, companionship and understanding.
Parental Responsibility
• To provide them with moral and spiritual guidance;
inculcate in them honesty, integrity, self-discipline, self-
reliance, industry and thrift; stimulate their interest in civic
affairs, and inspire in them compliance with the duties of
citizenship;
• To furnish them with good and wholesome educational
materials, supervise, their activities, recreation and
association with others, protect them from bad company,
and prevent them from acquiring habits detrimental to their
health, studies and morals.
Parental Responsibility

• To represent them in all matters affecting their interest;

• To demand from them respect and obedience.
• To impose discipline on them as may be
required under the circumstances; and
• To perform such other duties as imposed by law
and upon parents and guardians.
III. Coverage
▪ Any individual in the government service who falls under
any of the following categories shall be considered a Solo
Parent for the availment of Parental Leave
- A woman who gives birth as a result of
rape and other crimes against chastity
even without a final conviction of the
offender provided.
- That the mother keeps and raises the
child;
III. Coverage
• Parent left solo or alone with the responsibility of
parenthood due to any of the following circumstances:

– death of spouse;
– detention of the spouse or serving
sentence for a criminal conviction for at
least one (1) year;
– Physical/mental incapacity of spouse as
certified by a public medical practitioner;
III. Coverage
– Legal separation or de facto separation from spouse for at
least one year provided he/she has custody of the children;

– declaration of nullity or annulment of marriage as decreed

by a court or by a church, provided, he/she has custody of
the children;

– abandonment of spouse for at least one year,

III. Coverage
• Unmarried person who prefers to keep and rear the children instead of
other caring for them or give them up to a welfare institution;

• Any other person solely providing parental care and support to a child or
children duly licensed as a foster parent by the DSWD or duly appointed
legal guardian by the court;
• Any family member assuming the responsibility of head of family due to
death, abandonment, disappearance or prolonged absence of the
parent; Provided, that such abandonment, disappearance, or absence
lasts for at least one (1) year.
IV. Conditions for Availing of Parental Leave

– The parental leave of seven (7) days addition to existing leave

privileges shall be granted to any solo parent employee subject to
the following conditions:
• Must have rendered at least one (1) year government
service whether continuous or broken, reckoned at the time
of the effectively of R.A. 8972 on September 22, 2002 and
regardless of employment status.
• Shall be availed of every year but not convertible to cash
and non-commutative.
• Shall be availed of on staggered or continuous basis, subject to approval
of the head of agency/office. Application form shall be submitted at least
one (1) week prior to availment, except on emergency cases.

• Parental leave may be availed of under the following circumstances:

– attend to personal milestones of a child such as birthdays, first
communion, graduations and other similar events;
– perform parental obligations like enrollment, attendance in school
programs, PTA meetings and the like;
– attend to medical, social, spiritual, and recreational needs of the
child; and
– other similar circumstances, where physical presence of a parent is
required.
V. Condition for Termination of Parental Leave Privileges

▫ Changes in the status and family situation such as

marriage no longer left alone with the responsibility of
parenthood shall lead to termination of parental leave
privileges. However , the termination shall be without
prejudice to reapplication should circumstances warrant.

▫ Head of agency/office may determine whether granting

is proper or may conduct investigation to ascertain if
grounds for termination and withdrawal of the privilege
exist.
VI. Crediting of Existing Leave Benefit

– If there is similar benefit under an agency/office policy or

Collective Negotiation Agreement (CNA), the same shall be
credited as such. If the same is greater than the seven (7) days
provided for in these guidelines, the parental leave law of
seven (7) days shall prevail.
– Existing agency policy on contingency or emergency leave or
CNA, as well as the three (3) days Special Leave privileges
provided under CSC Memorandum Circular No. 41, s 1998,
shall not be credited as compliance with these guidelines.
VII. Procedures in Availing Leave Benefit

– A solo parent employee who applies for leave shall comply with the following
requirements:

• Secure a Solo Parent Identification Card from the City/Municipal Social

Welfare and Development Office. The ID is valid for one year from issuance
but renewable yearly. Failure to renew means that the status as a solo
parent has ceased or has changed.
• Submit the accomplished application from ( CS Form No. 6 ) supported with
certified true copies of the Solo Parent ID and birth certificate of the
child/children or other requirements such as medical certificate, if
necessary.
VIII. Responsibility/Obligation

– Solo Parent Employee submits application for parental

leave supported with the necessary requirements.

– Falsification of supporting documents or any

misrepresentation will render the solo parent employee
administratively liable without prejudice to criminal liability.
VIII. Responsibility/Obligation

– Solo Parent Employee submits application for parental

leave supported with the necessary requirements.

– Falsification of supporting documents or any

misrepresentation will render the solo parent employee
administratively liable without prejudice to criminal liability.
Immediate Supervisor/Division Chief recommends approval
/disapproval of application based on the supporting documents
submitted.

Head of Agency/Office approves the application.

Approval of parental leave application is mandatory provided it

is in order. Non-approval without justifiable reason shall be a
ground for appropriate sanction against the official concerned.
– Human Resource Management Officer/Personnel Officer:
VIII. Responsibility/Obligation
● Evaluates the application for parental leave

● Verifies the authenticity of the documents submitted

● Monitors the status of the solo parent and conduct the
necessary investigation to determine if grounds for termination
and withdrawal of the benefits exist;
● Ensures the proper implementation of the guidelines; and

● Records availment of parental leave.

Effectivity of the Parental Leave to Solo Parent

15 days after publication of CSC Resolution 04-0284

dated March 2, 2004 in a newspaper of general
circulation

Published on March 24, 2004 in Today

Republic Act No. 9710
dated August 14, 2009
An Act Providing for the Magna
Carta of Women
 Republic Act No. 9710 dated August 14, 2009
An Act Providing for the Magna Carta of Women

Women Affected by Disasters, Calamities, and Other Crisis Situations.

Women have the right to protection and security in times of disasters,

calamities, and other crisis situations especially in all phases of relief,
recovery, rehabilitation, and construction efforts. The State shall provide for
immediate humanitarian assistance, allocation of resources, and early
resettlement, if necessary. It shall also address the particular needs of
women from a gender perspective to ensure their full protection from sexual
exploitation and other sexual and gender-based violence committed against
them. Responses to disaster situations shall include the provision of
services, such as psychosocial support, livelihood support, education,
psychological health, and comprehensive health services, including
protection during pregnancy.
Special Leave Benefits for Women:

A woman employee having rendered continuous aggregate

employment service of at least six (6) months for the last twelve (12)
months shall be entitled to a special leave benefit of two (2) months
with full pay based on her gross monthly compensation following
surgery caused by gynecological disorders.
 Implementing Rules and Regulations
RA 9710 (Magna Carta of Women)
Section 21. Special Leave Benefits for Women
A. Any female employee in the public and private sector regardless of
age and civil status shall be entitled to a special leave of two (2)
months with full pay based on her gross monthly compensation
subject to existing laws, rules and regulations due to surgery caused
by gynecological disorders under such terms and conditions:
1. She has rendered at least six (6) months continuous
aggregate employment service for the last twelve (12)
months prior to surgery;

2. In the event that an extended leave is necessary, the

female employee may use her earned leave credits; and

3. This special leave shall be non-cumulative and non-

convertible to cash.
 Implementing Rules and Regulations
RA 9710 (Magna Carta of Women)
Section 21. Special Leave Benefits for Women

B. The CSC, in the case of the public sector including LGUs and other
State agencies, and the DOLE, in the case of the private sector,
shall issue further guidelines and appropriate memorandum circulars
within sixty (60) days from the adoption of these Rules and
Regulations to operationalize said policy, and monitor its
implementation and act on any violations thereof.
Definition of Terms

1. “Gross monthly compensation ” refers to the monthly

basic pay plus mandatory allowances fixed by the
regional wage boards;
2. “Gynecological disorders ” refers to disorders that
would require surgical procedures such as, but not
limited to, dilatation and curettage and those involving
female reproductive organs such as the vagina, cervix,
uterus, fallopian tubes, ovaries, breast, adnexa and
pelvic floor, as certified by a competent physician. For
purposes of the Act and these Rules and Regulations,
gynecological surgeries shall also include
hysterectomy, ovariectomy, and mastectomy.
LEAVE UNDER R.A. 9262
(Anti-Violence Against Women and Their Children Act of 2004)
CSC Memorandum Circular No. 15, s. 2006 (July 28, 2006)
LEAVE UNDER R.A. 9262
The following shall be entitled to a paid leave of absence not
exceeding ten (10) days, except as provided under Section 43 of
R.A. 9262:
a. Any woman employee in the government service
regardless of employment status, who is a victim of
violence as defined under Section 3 of the Act.
b. Any woman employee whose child is a victim of
violence as defined therein and whose age is below
eighteen (18) or above eighteen (18) but unable to
take care of himself/herself.
LEAVE UNDER R.A. 9262
• Non – cumulative
• Non – commutative
• When necessity arises as specified in the Protection
Order, the woman employee may apply for extension
and, for this purpose use the other leave benefits
provided under civil service rules and regulations.
SPECIAL LEAVE PRIVILEGE

Refers to the leave of absence for a maximum of

three (3) days annually over and above the vacation,
sick, maternity and paternity leaves to mark
milestones and/or attend to filial and domestic
responsibilities.
SPECIAL LEAVE PRIVILEGE

In addition to the vacation, sick, maternity and

paternity leave, officials and employees with or without
existing or approved Collective Negotiation Agreement
(CNA), except teachers and those covered by special
leave laws, are granted the following special leave
privileges subject to the conditions hereunder stated:
a) Personal milestones such as birthdays / wedding /
wedding anniversary celebrations and other similar
milestones, including death anniversaries.
b) Parental obligations such as attendance in school
programs, PTA meetings, graduations, first
communion; medical needs, among others, where a
child of the government employee is involved.
c) Filial obligations to cover the employee’s moral
obligation toward his parents and siblings for their
medical and social needs.
d) Domestic emergencies such as sudden urgent repairs
needed at home, sudden absence of a yaya or maid,
and the like.
e) 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.
f) Calamity, accident, hospitalization leave pertain to
force majeure events that affect the life, limb, and
property of the employee or his immediate family.

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 privilege leaves shall
no longer be required to present proof that they are
entitled to avail of such leaves.
(Continued)

3. Three-day limit for a given year shall be strictly observed: an

employee can avail of one special privilege leave for the three (3)
days or a combination of any of the leaves for maximum of three
days in a given year. Special leave privileges are non-cumulative
and strictly non-convertible to cash.

3. Immediate family refers to spouse, children, parents, unmarried

brothers and sisters or any relative living under the same roof or
dependent upon the employee for support. (Provided under CSC
MC No. 41, s. 1998 and further amended by CSC MC No. 6, s.
1999)
STUDY LEAVE
(CSC MC No. 21, s. 2004)
STUDY LEAVE

Officials and employees excluding those in the teaching

profession who are covered by different provisions of law, may be
entitled to study leave subject to the following conditions:
a. The study leave is a time off from work not exceeding six (6)
months with pay for officials and employees to help them
prepare for their bar or board examinations or to complete
their master’s degree. For completion of master’s degree,
the study leave shall not exceed four (4) months.
The leave shall be covered by a contract between the
agency head or authorized representative and the
employee concerned.
 Continuation
…
b. The beneficiary for such leave shall be selected based on the
following qualification requirements:

1. The official/employee must have a bachelor’s degree that

requires the passing of the bar or a board licensure
examinations for the practice of profession.
2. The profession or field of study to be pursued must be relevant
to the agency’s mandate, or to the duties and responsibilities
of the concerned official or employee, as determined by the
agency head;
3. The employee must have rendered at least two years of
service with at least very satisfactory performance for the last
two rating periods immediately preceding the application.
Continuation
…
4. The employee must have no pending administrative and or
criminal charges.
5. The employee must not have any current foreign or local
scholarship grant.
6. The employee must have fulfilled the service obligation of
any previous training/scholarship/study leave grant; and
 Continuation
…

7. The employee must have permanent appointment. However, as the

purpose of granting study leave is to develop critical mass of
competent and efficient employees which will redound to the
improvement of the agency’s delivery of public services, employees
with coterminous appointment may be allowed to avail of the study
leave provided that they:
A) meet the requirements under items ll.1 to ll.6;

B) would be able to fulfill the required service obligation; and

C) are not related to the head of agency or to any member

of a collegial body or board, in case of constitutional
offices and similar agencies, within the 4th degree of
affinity or consanguinity.
The service obligation to the agency shall be as follows:

Period of Grant Service Obligation

One (1) month Six (6) months

Two (2) to three (3) months One (1) year

More than three (3) months Two (2) years

to six (6) months

*As amended by CSC Resolution No. 041016 (CSC MC No. 21, s. 2004) published
Sept. 17, 2004 in TODAY.
Should the official or employee fail to render in full the service
obligation referred to in the contract on account of voluntary
resignation, optional retirement, expiration of term of
appointment for coterminous employees, separation from the
service through one’s own fault, or other causes within one’s
control, the official or employee shall refund the gross amount of
salary, allowances and other benefits received while on study
leave proportionate to the balance of the service obligation
required based on the following formula:
*As amended by CSC Resolution No. 041016 (CSC MC No. 21, s. 2004) published
Sept. 17, 2004 in TODAY.
 R= (SOR – SOS) X TCR
-----------------
SOR

Where: R = Refund
TCR = Total Compensation Received
(gross salary, allowances and
Other benefits received while on
study leave)
SOS = Service Obligation Served

SOR = Service Obligation Required

*As amended by CSC Resolution No. 041016 (CSC MC No. 21, s. 2004) published
Sept. 17, 2004 in TODAY.
The beneficiaries of the study leave shall inform their respective
agencies in writing, through the personnel office, of their failure to
take the bar/board examination or to complete their master’s
degree for which they were granted the study leave. They shall also
refund to the agency all the salaries and benefits received during
the study leave. Further, for causes within their control, they shall
be warned that a repeat of the same would bar them from future
availment of the study leave and training/scholarship grant whether
foreign or local.

*As amended by CSC Resolution No. 041016 (CSC MC No. 21, s. 2004) published
Sept. 17, 2004 in TODAY.
The agency shall formulate its own internal rules of
procedure for an equitable and rational availment of the
study leave for its own officials and employees, subject to
the general guidelines stated herein.

*As amended by CSC Resolution No. 041016 (CSC MC No. 21, s. 2004) published
Sept. 17, 2004 in TODAY.
REHABILITATION PRIVILEGE
REHABILITATION PRIVILEGE

RESOLUTION No. 060621

Re: Guidelines for availing of the Privilege
1.0 Purpose
This Resolution provides the guidelines for
availing of the Rehabilitation Privilege in accordance
with humane, employee – friendly policies of
government; clarifies certain issues; ensures uniform
policy interpretation; and forestalls the misuse of the
privilege.
2.0 Coverage
All personnel with permanent, temporary, casual or
contractual appointments, including those with fixed
terms of office may avail themselves of Rehabilitation
Privilege during their employment with their agency
and in accordance with these guidelines. Consultants
and those hired under contract of service or Job Order
cannot avail themselves of the privilege because they
are not government employees.
3.0 Guidelines

3.1Officials and employees may be entitled to

Rehabilitation Privilege for a maximum period of six (6)
months for wounds and/or injuries sustained while in the
performance of duties. The duration, frequency, and
terms of availing of the privilege shall be based on the
recommendation of medical authority. Hence, availing of
the privilege may be for less than six (6) months or may
be on a half-time basis or an intermittent schedule as
determined by medical authorities provided that the
cumulative total period of availing of the privilege will not
exceed six (6) months.
 * Illness or sickness resulting from or aggravated by
working conditions or the environment cannot be a
basis for availing of the Rehabilitation Privilege
even if the same may be compensable under
the law and regulations of the Employees
Compensation Commission (ECC).
3.2 For availing oneself of Rehabilitation Privilege,
performance of duty means situations wherein the official
or employee was already at work. The same privilege
may be extended to officials and employees in situations
where the official or employee meets an accident while
engaged in activities inherent to the performance of
his/her duties, including being on Official Business
outside of his/her work station, Official Travel, authorized
Overtime, Detail Order, and Special Assignment Orders.
 * Injuries from accidents that occurred while the official or
employee was going to work and going home from work are not
considered sustained while in the performance of official duties.

3.3 Absence from work during the period of

Rehabilitation Privilege shall not be deducted from the
accumulated sick or vacation leave credits of the official or
employee.

However, officials and employees while on

Rehabilitation Privilege do not earn and accumulated VL
and SL credits.
3.4 Officials and employees availing of the
Rehabilitation Privilege shall receive their salaries and
regular benefits such as Personnel Economic Relief
Assistance (PERA), Additional Compensation (AdCom),
year-end bonus, and cash gift mandated by law.
3.5 Claimants of Rehabilitation Privilege benefits are
entitled to reimbursement by their agency for first - aid
expenses, preferably in government facilities.
Reimbursement is subject to the availability of funds
and shall not exceed P5,000.00 unless expenditures
beyond said amount are necessary as certified by
medical authorities.

For this purpose, first aid refers to the basic

medical treatment immediately given to person hurt in an
accident.
4.0 Procedure

4.1 Application for Rehabilitation Privilege shall be made through a

letter, supported by relevant reports such as police report., if any, and
medical certificate on the nature of the injuries, the course of treatment
involved and the need to undergo rest, recuperation, and
rehabilitation, as the case maybe

Application should be made within one (1) week from the time of the
accident except when a longer period is warranted. Applications may
be made for the injured official or employee by a member of his/her
immediate family

4.2 Written concurrence of a government physician should be

obtained relative to the recommendation for rehabilitation if the
attending physician is a private practitioner, particularly on the duration
of the period of rehabilitation.
5.0 Responsibilities of the Agency Head

5.1 The agency head shall determine whether the injuries were
incurred while in the performance of duties.

5.2 The agency head shall be held liable and personally liable for any
false or fraudulent claims and irregular availing of the privilege.

5.3 The agency head, through the agency medical staff and/or the
HRMO, should monitor monthly the medical status of the employee
undergoing rehabilitation
REHABILITATION PRIVILEGE
CSC DBM Joint Circular No. 01, s. 2015

Re: Amendment to Section 3.2 of CSC-DBM Joint Circular No. 1, s.

2006 (Guidelines for Availing of the Rehabilitation Privilege)

1.0 This Joint Circular is issued to amend Section 3.2 of CSC

DBM Joint Circular No. 1, s. 2006 by providing parameters form
availing of the Rehabilitation Privilege for injuries from accidents
that occurred while the government official or employee is going to
work and going home from work which are in accordance with
humane, employee-friendly government policy.
2.0 Section 3.2 is hereby amended to read as follows:

“3.2 For availing oneself of Rehabilitation Privilege, performance of

duty means situations wherein the official or employee is already at
work. The same privilege may be extended to officials and
employees in situations where the official or employee meets an
accident while engaged in activities inherent to the performance of
his/her duties, including being on Official Business outside of his/her
work station, Official Travel, authorized Overtime, Detail Order, and
Special Assignment Orders.

Injuries from accidents that occurred while the official or employee

was going to work and going home from work may be considered
sustained while in the performance of official duties.
2.0 Section 3.2 is hereby amended to read as follows:
Agency heads, in the exercise of sound discretion, shall examine and
consider the prevailing or circumstantial factors/conditions of the government
official or employee who intends to avail himself/herself of the Rehabilitation
Privilege.

These may include, but shall not be limited to, the following:

3.2.1 Established intent on the part of the official or employee in going to

work from home or going home from work;

3.2.2 The official or employee is in his/her usual route in going to work from
home and going home from work;
2.0 Section 3.2 is hereby amended to read as follows:

3.2.3 Reasonable proximity of the accident to the place of work or

agency’s premises; and

3.2.4 Wounds or injuries were sustained within reasonable time from

leaving his/her home or recorded departure from the place of work

Other rightfully established evidence to merit the entitlement of an

official or employee to Rehabilitation Privilege may be considered.”
LEAVE UNDER CSC MC No. 2, s. 2012
(Special Emergency Leave for Government Employees Affected by
Natural Calamities/Disasters)
GOVERNMENT OFFICE HOURS
Rule XVII of the Omnibus Rules Implementing Book V of EO 292
It shall be the duty of each head of the department or agency
to require all officials and employees under him to strictly
observe the prescribed office hours. “When the head of office,
in the exercise of his discretion allows government officials and
employees to leave the office during office hours and not for
official business, but to attend social events/functions and/or
wakes/interments, the same shall be reflected in their time cards
and charged to their leave credits.”
(Amended by CSC MC No. 1, s. 1994 dated January 6, 1994)
 Each head of department or agency shall require
a daily record of attendance of all the officers
and employees under him (/her) including those serving in the field
or on the water, to be kept on the proper form and, whenever
possible, registered on the Bundy clock.

Service “in the field’ shall refer to service rendered outside the office
proper and service “on the water” shall refer to service rendered on
board a vessel, which is the usual place of work.
 Chiefs and Assistant Chiefs of agencies who are appointed by the
President, officers who rank higher than these chiefs and assistant
chiefs in the three branches of the government, and other presidential
appointees need not punch in the Bundy clock, but attendance and
absences of such officers must be recorded.

Falsification or irregularities in the keeping of time records will render

the guilty officer or employee administratively liable without prejudice
to criminal prosecution as the circumstances warrant.
 Officers and employees of all departments and
agencies except those covered by special laws shall
render not less than eight (8) hours of work a day for five
(5) days a week or a total of forty (40) hours a week,
exclusive of time for lunch.

As a general rule, such hours shall be from eight o’clock in

the morning to twelve o’clock noon and from one o’clock to
five o’clock in the afternoon on all days except Saturdays,
Sundays and Holidays.
 Flexible working hours may be allowed subject to the
discretion of the head of department or agency. In no case
shall the weekly working hours be reduced in the event
the department or agency adopts the flexi-time schedule
in reporting for work.
 In the exigency of the service, or when necessary by the nature of the
work of a particular agency and upon representations with the Commission by
the department heads concerned, requests for the rescheduling or shifting of
work schedule of particular agency for a number of working days less than the
required five (5) days may be allowed provided that government officials and
employees render a total of forty (40) hours a week and provided further that
the public is assured of core working hours of eight in the morning to five in
the afternoon continuously for the duration of the entire work week.
 Officers and employees who have incurred tardiness and
undertime regardless of the number of minutes per day, ten
(10) times a month for at least two (2) consecutive months
during the year or for at least two (2) months in a semester
shall be subject to disciplinary action.
(As amended, CSC Resolution No. 98-2025 dated August 11, 1998).
 Off-setting of tardiness or absences by
working for an equivalent number of
minutes or hours by which an officer or
employee has been tardy or absent,
beyond the regular or approved working
hours of the employees concerned, shall
not be allowed.
 When the interest of public service so required, the daily
hours of work for officers and employees may be
extended by the head of the agency concerned, which
extension shall be fixed in accordance with the nature of
the work. Provided, that work in excess of eight (8) hours
must properly compensated.
CSC Memorandum Circular No. 06, s. 2022
Policies on Flexible Work Arrangements in
the Government
Pursuant to CSC Resolution No. 2200209 promulgated on 18 May 202220
 Alternative Work Arrangements

✔
CSC MC No. 22, s. 2014 re: Adoption of Four-day
Work week Scheme in Government Agencies in
Metro Manila

✔
CSC MC No. 25, s. 2019 re: Revised Guidelines

Issuances
on Flexible Working Hours in the Government
(amending CSC Res. No. 89-256 dated April 21,
(Pre-COVID-19 Pandemic) 1989 that implements Sec. 6, Rule VII of the
Omnibus Rules implementing Book V of EO 292)
 Alternative Work Arrangements

✔
CSC MC No. 7, s. 2020 re: Interim Guidelines on
Alternative Work Arrangements and Support
Mechanisms for Workers in the Government for the
Duration of the State of Public Health Emergency
Pursuant to Proclamation No. 922

Issuances
(During COVID-19
Pandemic)
 Work Arrangements in Government

✔
CSC Announcement No. 12, 16 March 2020
a. Work-from-Home
b. Skeletal Workforce
c. 4-day/Compressed Workweek
d. Staggered Work Schedule

HR Initiatives
(During the emergence
of COVID-19 Pandemic)
✔ CSC Announcement No. 13, 17 March 2020
a. Work-from-Home; and
b. Skeletal Workforce for agencies with frontline
services, border patrols, and critical services
 Work Arrangements in Government

✔ CSC MC No. 10, s. 2020, disseminating CSC

Resolution No. 2000540 dated 7 May 2020 -
Revised Interim Guidelines on Alternative Work
Arrangements and Support Mechanisms for
Workers in the Government during the Period of
State of Public Health Emergency due to COVID-19
HR Initiatives (RIGAWA)
(During the emergence of
COVID-19 Pandemic)
 Work Arrangements in Government

CSC MC No. 18, s. 2020, disseminating CSC

Resolution No. 2000912, dated 14 October 2020
- Amendment to the Revised Interim Guidelines on
Alternative Work Arrangements and Support
Mechanisms for Workers in the Government during
the Period of State of Public Health Emergency
due to COVID-19 (ARIGAWA)
HR Initiatives
(During the emergence of
COVID-19 Pandemic)
General Objectives

Institutionalize relevant and appropriate work arrangements

• to ensure efficient and effective performance of governmental

functions and delivery of public services, and

• to ensure protection the health, safety, and welfare, of government

officials and employees at all times.
Specific Objectives

✔ To ensure protection of the health, safety, and welfare at all times;

✔ To ensure officials and employees achieve the objectives set by the

organization, and, in the same way, the organization achieves the
objectives that it has set itself in its strategic plan under any circumstance;

✔ To boost the morale and enhance the welfare of officials and employees
by giving them the opportunity to accomplish their task/s through
appropriate work arrangement/s - increasing employee productivity and
performance, and allowing work-life balance;

✔ To encourage agencies to adopt ICT-enabled work and relevant tasks that

can be performed remotely; and
Specific Objectives

✔ To provide reasonable work arrangement/s to:

- senior citizens,
- PWDs,
- pregnant and nursing mothers,
- immunocompromised individuals or persons with
chronic conditions, and
- those who suffered from accidents affecting mobility
but can physically and mentally work.
Scope and Coverage:

Who are covered?

A. Government agencies: B. All appointive government officials
1. Constitutional Bodies; and employees of the above-
2. Departments, Bureaus, and mentioned agencies, regardless of
status of appointment (permanent,
Agencies of the National
temporary, provisional, substitute,
Government; coterminous, casual, contractual or
3. GOCCs with original charters; fixed term)
4. SUCs; and
5. LGUs;
Scope and Coverage:

Who are covered?

C. JOS and COS

▫ The Department of Budget and Management (DBM)

and/or the Commission on Audit (COA) may
formulate a parallel issuance on the matter for
contract of service (COS) and job order (JO)
workers in government, taking into consideration the
same parameters set forth in the Policies.
Types of Flexiplace Work Arrangements

Government agencies may adopt any of the following Flexible

Work Arrangements:
1 FLEXIPLACE is an output-oriented work arrangement that authorizes
officials or employees to render service at a location away
from their office, either in the:

home/residence of agency satellite another fixed place,

the official or office, or
employee,

on a temporary basis duly approved by the head of

office/agency.
3 Types of Flexiplace

▫ Work from home (WFH) –work at home or their residence;

▫ Work from satellite office –instead of reporting to their office, report for
work at their agency satellite office near their place of residence (e.g.,
central/other regional office/field office); and

▫ Work from another fixed place –render service within the Philippines, at a
place conducive for productive work and efficient performance of official
duties and responsibilities, other than their home or residence and satellite
office.
Conditions for Flexiplace

REGULAR - regular and recurring basis and for a period

agreed upon with the supervisor and duly approved by the
1 head of agency/office

SITUATIONAL - for ad-hoc task/s or assignment/s that require/s

2 short period of time or project-based e.g., project proposal
preparation, reports preparation, research, case adjudication, and
other analogous circumstances

MEDICAL - for those who are recuperating from a medical

3 condition
⮚ Duration shall be based on the recommendation of the attending physician.
⮚ Request for flexiplace shall be supported by the medical records
2 COMPRESSED WORKWEEK
- the forty (40) hours workweek for five (5)
days is compressed to four (4) days or
less, as may be applicable.

3 SKELETON WORKFORCE
- a minimum number is required to man
the office to render service when full
staffing is not possible.
4 WORK SHIFTING
● Applicable to offices/ agencies that observe
work shifting or flexible working time.
● Staggered working hours refers to the
existing 24/7 shifting schedule and the flexible
working time schedule.

5 FLEXITIME
Adopt flexible time from 7:00 AM to 7:00
PM on a daily basis provided that the
required forty (40) hours workweek is
complied with.
6
COMBINATION OF FLEXIBLE WORK
ARRANGEMENTS
- agencies may adopt a combination of any of
the above FWA appropriate or applicable to the
mandate/functions of the agency.
General Requirements of FWA

Officials/employees shall render work from 8:00 AM to 12:00

PM and from 1:00 PM to 5:00 PM on all days except Saturdays,
Sundays, and Holidays;

Agencies shall ensure continuous delivery of services from

8:00 AM to 5:00 PM, including lunch break, throughout the
workweek;
General Requirements of FWA:
Agencies shall formulate internal guidelines on the
FWA they have adopted and implemented, which are
appropriate/applicable to their mandate and functions;

The internal guidelines shall include tasks

that may be allowed to be accomplished
outside the office and other protocols such as
health emergency plans to prevent the spread
of infectious diseases
General Requirements of FWA:
Agencies shall incorporate in their Public Service Continuity
Plan (PSCP) the adoption of FWA;

PSCP is an all-hazard plan to ensure continuous

delivery of services to the public amidst any
disruption. It works by highlighting internal
capacities, recovery requirements, and strategies
to minimize damage and loss to essential
processes, ensure succession of leadership, and
improve continuity capabilities of all government
entities.
General Requirements of FWA:

Employees under FWA shall be entitled to Compensatory

Overtime Credit/ Overtime Pay if they physically reported for
work and rendered services beyond the normal eight (8) hours
on scheduled workdays or forty (40) hours a week;

Agencies shall adopt performance standards

and timelines in accordance with EODB, in
consonance with the approved
OPCR/DPCR/IPCR to guide government
officials and employees in the performance of
their assigned task/s.
General Requirements of FWA:

Failure to accomplish the assigned task/s within the timelines

set by the agency may be a ground to deny subsequent
requests for flexiplace work arrangement.

Agencies shall adopt a monitoring mechanism;

Agencies shall adopt the use of

videoconferencing/ teleconferencing;
General Requirements of FWA:

Agencies shall adopt security measures to ensure

confidentiality, integrity, and availability of official documents
and other relevant information. Personal data shall be
processed by the employees pursuant to RA No. 10173 or the
Data Privacy Act of 2012.

Agencies are encouraged to use the Philippine

National Public Key Infrastructure (PNPKI) of the
Department of Information, Communications and
Technology
General Requirements of FWA:

Online government transactions must be

implemented in accordance with COA Circular
No. 2021-006 - Guidelines on the use of
Electronic Documents , Electronic Signatures,
and Digital Signatures in Government
Transactions.
Parameters in the Implementation of FWA

1. Flexiplace:
A. WORK-FROM-HOME:
• May be adopted anytime,
• subject to mutually agreed arrangements between
the officials/employees and their supervisor;

• shall apply to those whose assigned task/s

can be accomplished outside the office.
A. WORK-FROM-HOME:

2. May be extended to those whose task/s cannot be

accomplished at the office, satellite office, or another fixed
place under the following situations:
• emergence of a national or local outbreak of a severe
infection disease and/or occurrence of natural or man-
made calamities; and
• place of assignment is within 1 km radius from:

⮚ facilities where infected/suspected patients and public

health workers and other frontline workers are regularly
exposed to infectious diseases; and
⮚ calamity stricken area
A. WORK-FROM-HOME:

⮚ For this purpose, the agency shall determine and assign

alternative task/s subject to the performance standards
and timelines for its completion in consonance with the
approved OPCR/DPCR/IPCR.

⮚ When the agency has not assigned any other task/s, the
concerned officials and employees who were not able to
produce outputs during the emergence of national or
local outbreak of a severe infectious disease and/or the
occurrence of natural or man-made calamities shall be
considered on excused absence.
A. WORK-FROM-HOME:

3. Tasks assigned should be performed to the full

extent possible in terms of workhours and
workdays per workweek.

x 4. Employees under WFH arrangement are not

entitled to Compensatory Overtime
Credit/Overtime Pay
1. Flexiplace:
B. WORK FROM SATTELITE OFFICE:

1. Shall apply to those whose task/s can be

accomplished outside the office but may need
equipment/facilities that are available in the nearest
satellite office.
Requires approval from their immediate supervisor
or next higher officer in order that workload
arrangement costs incurred by the satellite office
may be properly coordinated
 B. WORK FROM SATTELITE OFFICE:

2. May be allowed:
⮚ when officials or employees cannot report for work due
to typhoons/floods and other natural or man-made
calamities, upon approval of the head of agency or office
except when work arrangement is limited to WFH as
S declared by the Office of the President or proper
authorities.

⮚ to those who are stranded due to quarantine protocols,

unavailability of transportation or inaccessible road may
be allowed to work at agency satellite offices.

3. Shall still comply with the prescribed working hours of

40 hours per workweek.
1. Flexiplace:
C. WORK FROM ANOTHER FIXED PLACE:
1. Shall apply to those whose task/s can be accomplished
outside the office, at a place conducive for productive and
efficient performance of official duties and responsibilities,
other than their home, residence, or satellite office.

Requires approval from their immediate supervisor or next

higher officer.
C. WORK FROM ANOTHER FIXED PLACE:

2. May apply to:

⮚ Officials/employees whose task/s cannot be

accomplished outside the office and are stranded at a
place away from their home or satellite office;

⮚ Provided that the agency has assigned alternative

task/s subject to the performance standards and
timelines for its completion in consonance with the
approved OPCR/DPCR/IPCR and existing CSC rules;
 C. WORK FROM ANOTHER FIXED PLACE:
3. May also be applied to those who are
stranded due to quarantine protocols,
unavailability of transportation, or
inaccessible road subject to existing
CSC rules.
S
4. Task/s assigned to government officials or employees
should be performed to the full extent possible in terms of
workhours and workdays per workweek.

4. Agency takes full responsibility on the grant of WFAFP and

verification of employees entitlement.

4. Employees under WFAFP arrangement are not entitled to

Compensatory Overtime Credit/Overtime Pay.
Parameters in the Implementation of FWA

2. Compressed Workweek:

May be allowed to those:

A. whose task/s or portions thereof cannot be accomplished

outside the office, particularly those on skeleton
workforce observing the four (4)-day workweek, and

A. identified by the agency/office head necessary for the

continued operation of the office in order not to prejudice
public service delivery.
2. Compressed Workweek:
Workweek options:
• Monday to Thursday, Tuesday to Friday,
• Monday to Tuesday, and Thursday to Friday,
or
• a combination of workdays less than the
prescribed five (5)-day workweek provided
that public service delivery shall not be
prejudiced during the whole workweek
(Monday to Friday).
Parameters in the Implementation of FWA
3. Skeleton Workforce:

Skeleton Workforce (SWF) may be adopted, only

when full staffing is not possible;

Shall comply with the normal working hours of not

less than eight hours a day for five days a week or
a total of forty (40) hours a week exclusive of time
for lunch;
3. Skeleton Workforce:

If this work arrangement is adopted in combination with

other flexible work arrangements, the required working
hours thereof shall be complied with.

The total number to make up the skeleton

workforce shall be determined by the head of
agency; and
3. Skeleton Workforce:
Those who failed to report to office onsite on their assigned
working days shall be considered absent either as:

✔ authorized or unauthorized vacation

leave, or
✔ sick leave of absence if medical
certificate is presented
Parameters in the Implementation of FWA
4. Work Shifting

Shall apply to agencies mandated by law to operate

24-hour continuous service delivery on a daily basis

May also apply to those required to observe

workplace health and safety protocols during the
emergence of any infectious disease, and those
agencies affected by natural or man-made
calamities
4. Work Shifting
Schedule shall be made with prior consultation
with government officials and employees who
are senior citizens, PWDs, pregnant and nursing
mothers, and those with health risks
Parameters in the Implementation of FWA

5. Flexitime:

May be adopted provided that they shall

render not less than a total of forty (40)
hours a week for five (5) days a week,
exclusive of time for lunch

Shall start not earlier than 7:00 AM and end

not later than 7:00 PM
5. Flexitime:
Officials/employees may choose their time to report for
work (time-in) in the morning and time to leave the office
(time-out) daily for the duration of the period subject to the
approval of the agency/office head.

Head of departments, offices, and agencies

shall, however, ensure that the public is
assured of their frontline services from 8:00
AM to 5:00 PM, including lunch break.
5. Flexitime:
In the exigency of the service, working days may also be
altered to include Saturdays and Sundays; Provided that
employees who work on such days may choose
compensatory days-off during weekdays, provided
further that the Saturday and Sunday are regular
workdays and not cases of overtime.

Flexitime may be adopted in case the

Daylight-Saving Time is declared by the
proper authorities subject to the provisions
on Flexitime of these policies.
Parameters in the Implementation of FWA
6. Combination of FWA:
Agencies may adopt a combination of any of the FWA that
are appropriate/applicable to the agency
mandate/functions as well as the location of their
workplace:
⮚ Skeleton Workforce and WFH;
⮚ Compressed Workweek and WFH;
⮚ Work Shifting and WFH;
⮚ Combination of the 3 types of flexiplace;
or
⮚ Other combination of work arrangements.
Sample Combinations of FWA
Flexible Work Working Hours
Arrangements
Skeleton • Three (3) days in the office and two (2) days WFH at eight (8) hours per day;
Workforce • A minimum of four (4) hours to be spent in the office/field and the remaining
and WFH hours in WFH per day; provided the forty (40)-hour workweek requirement
shall be complied with.
Work Shifting • Three (3) days Work Shifting in the office and two (2) days WFH at eight (8)
and WFH hours per day;
• Agencies may adopt two (2) work shifts in a day, e.g., 7:00 AM -1:00 PM and
1:00 PM – 7:00 PM exclusive of lunch/dinner, provided that it shall be in
combination with WFH work arrangement to comply with the required forty
(40)-hour workweek.
Compressed • A minimum of six (6) hours to be spent in the office/field and the remaining
Workweek and hours in WFH for four (4) days; or
WFH • Two (2) days spent in the office/ field and two (2) days in WFH at ten (10)
hours per day
• Provided that the required forty (40)-hour workweek shall be complied with.
 SUPPORT
MECHANISMS
FOR EMPLOYEES
 Equal opportunities
• awards,
• promotions,
• training, and
EMPLOYEES • career development
BENEFITS (e.g., Information Technology-literacy
programs and other related employment
considerations),

• regardless of the work arrangement that

they have adopted, in consonance with
the existing civil service law, rules and
regulations
 Medical benefits to those who sustained
wounds and/or injuries while in the
EMPLOYEES performance of their official duties
regardless of their work arrangement
BENEFITS subject to the conditions under:

• CSC-DBM Joint Circular No. 1, s. 2006, as

amended by CSC-DBM Joint Circular No.
1, s. 2015, and
• the agency’s Collective Negotiation
Agreement with the accredited
employees’ association.
 • Agencies are enjoined to invest on
annual subscriptions to software;
ICT
• Personal devices and equipment of
RESOURCES government officials and employees
may be used if the provision of agency-
owned ICT resources is not feasible;

• Agencies shall adopt measures to

ensure protection of government
properties (e.g., office equipment) and
provide necessary support
 Parameters in the Implementation of WFH
Preparation of information
Sending/receiving e-mail
materials

Computer programming Database maintenance

ALLOWED
HR tasks e.g. computation of WFH TASKS
leave credits, preparation of Design work/drafting of
payroll etc., as the case drawing plans
maybe

Other analogous tasks which require the use of a computer and the World
Wide Web (Internet) for reading, encoding, printing or submission of written
outputs for the review, evaluation or final presentation/assessment of the
immediate supervisor, the head of office or management.
 Parameters in the Implementation of WFH

Research

Evaluation and formulation of

Policy
accounting, auditing and
formulation/review/amendment
management control systems

Recording, examination and Project work, including but not

interpretation of financial records
ALLOWED limited to, drafting of proposals/
and reports WFH TASKS project studies/training modules

Budget planning and forecasting Data encoding/processing

Adjudication of cases or review of

cases, including legal work
Illustrative Example of Performance Standards
Illustrative Example of Performance Standards
Illustrative Example of Performance Standards
 • These Policies under CSC
Resolution No. 2200209
dated 18 May 2022 shall
EFFECTIVITY take effect on June 15, 2022
or after fifteen (15) days
from its publication in the
Business World on 31 May
2022.
LEAVE COMPUTATION
WORKSHOP

276
SAMPLE LEAVE
CARD

277
 NAME: ROLDAN, JINGO F. DIVISION: ADMINISTRATIVE
EMPLOYEE'S LEAVE CARD DIVISION 1st Day of Service: January 2, 2022

VACATION LEAVE SICK LEAVE

VELASQUEZ, PATRICK Single
Name: …………………………………………………………………………………. ABS. ABS. Civil Status………………………………
ABS. ABS. GSIS Policy No. ……………………………

PERIOD PARTICULARS EARN ED UND UND EARNED UND UND REMARKS

HR Specialist I
00-00-00
Position………………………………………………………………………………….
BA W/O PAY
January 2, 2020
Entrance to Duty……………………..
W/O PAY
TIN No. ………………………………………..

Permanent Mar. 1-31, (00-00-00)

Status……………………………………………………………………………………..
HRD
Unit…………………………………………. National Reference Card No. …
2022 L W/PAY BAL W/PAY
VACATION LEAVE SICK LEAVE
Absence
PERIOD PARTICULARS Absence Absence Absence REMARKS
Undertime
EARNED Undertime W/ BALANCE Undertime EARNED Undertime W/ BALANCE
W/o Pay
2020 Pay W/o Pay Pay

January 1-31
DAY
00-00-00
BAL.BROUGHT FORWARD

S
HOURS

MINUTES
DAYS

HOURS

MINUTES

BAL.BROUGHT FORWARD
 EMPLOYEE'S LEAVE CARD

VELASQUEZ, PATRICK
Name: ………………………………………………………………………………….
Single
Civil Status……………………………… GSIS Policy No. ……………………………

HR Specialist I January 2, 2020

Position…………………………………………………………………………………. Entrance to Duty…………………….. TIN No. ………………………………………..

Permanent HRD
Status…………………………………………………………………………………….. Unit…………………………………………. National Reference Card No. …
VACATION LEAVE SICK LEAVE
Absence
PERIOD PARTICULARS Absence Absence Absence REMARKS
Undertime
EARNED Undertime W/ BALANCE Undertime EARNED Undertime W/ BALANCE
2020 W/o Pay
Pay W/o Pay Pay

January 1-31 BAL.BROUGHT FORWARD 7.500 7.500

VL (5-0-0) 5.000 Jan. 6,7,8,9,10
1.250 1.250
February 1-29 3.750 8.750
T/U (5-0-0) 4.000 1.000
1.208 1.208
March 1-31 0.958 9.958
SL (4-0-0) 4.000 Mar. 10, 11, 12
T/U (4-4-0) 1.000 3.500
1.104 1.104
April 1-30 1.062 7.062

279
BAL.BROUGHT FORWARD
 EMPLOYEE'S LEAVE CARD

VELASQUEZ, PATRICK
Name: ………………………………………………………………………………….
Single
Civil Status……………………………… GSIS Policy No. ……………………………

HR Specialist I January 2, 2020

Position…………………………………………………………………………………. Entrance to Duty…………………….. TIN No. ………………………………………..

Permanent HRD
Status…………………………………………………………………………………….. Unit…………………………………………. National Reference Card No. …
VACATION LEAVE SICK LEAVE
Absence
PERIOD PARTICULARS Absence Absence Absence REMARKS
Undertime
EARNED Undertime W/ BALANCE Undertime EARNED Undertime W/ BALANCE
2022 W/o Pay
Pay W/o Pay Pay

July BAL.BROUGHT FORWARD 50 40

VL (21-0-0) 21
1.250 1.250
August 30.25 41.25
VL (22-0-0) 22
1.25 1.25
September
9.5 42.50
VL (22-0-0) 9.5 12.5
0.729 0.729
October 0.729 43.229
VL(20-0-0) 1.0 19
0.458 0.458
November 0.187 43.687
280
THANK YOU!