GUIDELINES ON EMPLOYEE BENEFITS AND PRIVILEGES

Coverage : Non-Academic Personnel

Affects : HRD
BMO
Chief of Offices
AVP HRD
Vice Presidents
President
Board of Regents
Other Cooperating Agencies

References : U of B Policies on Benefits and Privileges

SSS/Phil. Health Manual
Health Care Manual
PERAA Manual

Guidelines :

1. Employees of U of B can freely join the University of Batangas

Employees Association or the University Cooperative Store so that they
may enjoy its privileges.

2. University of Batangas grants employees the following benefits and

privileges depending on employment status, length of service and other
provisions determined by law and UB Management.

2.1. Educational Privilege and Scholarships for Non - Academic

Personnel

2.2.Educational Privilege and Scholarship Grant for

dependent / legitimate child/ or children

2.3.Incentive Leave Vacation Leave Privilege

2.4. U of B Sick leave of Absence

2.5. Emergency Leave of Absence

Emergency Leave oAbsence

2.6. Paternal Leave of Absence

2.7. Uniform Assistance

 2.8. Health Care/ Maintenance Assistance

2.9. Gratuity Pay Benefits

2.10. Separation benefits of a deceased employee

2.11. SSS/Phil. Health benefits as provided by law

2.12. PAG-IBIG benefits as provided by law

2.13. Retirement benefits in accordance with the agreed PERAA

plan and as mandated by Law.

3. Application forms for U of B Benefits and Privileges are available at the

HRD Office.

Detailed Guidelines and Provisions of the

University ‘s Benefits and Privileges

1. Educational Privilege and Scholarship grant for non academic personnel

1.1. Tuition fee discounts granted to employees shall vary depending

on the status of employment. Distribution of percentage discount
shall be as follows:

1.1.2. Probationary Status - 25% discount on tuition fees in MA

and other courses

1.1.3. Permanent status - 50% discount on tuition fees in MA and other

courses

1.1.4. Permanent status and with college teaching load–100% discount

on tuition fees in the Graduate Studies

1.2. Employees who availed the 100% discount are expected to complete their
Graduate Studies course within a period of three years otherwise, the
discount shall be deducted from the salary of the employee through payroll
deduction.

1.3. Filing shall be within one month from the first day of classes. Any request
filed after such deadline will be deemed disapproved.

2. Educational Privilege and Scholarship grant for dependent and .legitimate

child / children

2.1. The educational privilege and scholarships for legitimate child/children of

employees shall cover all educational levels

2.2. Deadline of filing shall be one month from the first day of classes. Any
request filed after such deadline will be deemed disapproved
 2.3. On the basis of appointment the tuition fee discount shall apply as
follows:

2.3.1 Probationary status - proportional discount on tuition fee for two

(2) legitimate children

2.3.2. Permanent status - 25% discount on tuition fees for two (2)
legitimate children

2.3.3. Permanent status with service of at least ten (10) years and
above qualifies for 100% discount on tuition fees for one
legitimate child. The probationary period is excluded in the
computation. In cases where both husband and wife are both
employed at U of B, only one child will be entitled to the privilege

2.3.4. 15% discount on tuition fees for having three (3) children and
more enrolled at the University. However, there shall be no double
discount

2.4. In the event of termination of services of the claimant such as voluntary

resignation, forced separation, voluntary leave of offices exceeding two
(2) months and permanent disability, the privilege ceases.

3. Vacation Leave

3.1. Vacation Leave Privilege of five (5) days shall be given to employees
with at least one year work experience with the University.

3.2. Vacation Leave Privilege are granted to employee/s who have rendered:

3.2.1. Continuous service of three to six years shall be entitled to seven

(7) days leave

3.2.2 Continuous service of seven years and above shall be entitled to

fifteen (15) days leave

3.3.Application of leave shall be by school year. Commutation of five days

vacation leave shall be applicable to rank and file employees at the end
of the school year if unused. Availment and commutation of this benefit
shall be on a pro-rate basis.

3.4.. At the beginning of each school year a scheduled incentive/vacation

leave of staff noted by the respective Chief of Office shall be submitted to
the HRDO for proper notation and endorsed to the President for approval.

3.5. Schedule vacation leave shall not be on days preceding a holiday or a

rest day otherwise said holiday or rest day shall not receive the
corresponding remuneration.
 3.7. After each consumed vacation leave, notice of return to work shall be
forwarded to the HRDO for notation and payroll purposes.

3.8. In case of emergency connected with office function, vacationing employee

may be recalled to report back for work.

3.9. Vacation leave credits which are not used during the school year and not
approved for carry over are forfeited.

4. Sick leave of Absence

4.1. Upon the attainment of regular status employees are entitled to five (5)
days sick leave for each school year.

4.2. Availment shall be one to two days .Sick leave beyond three days shall
be filed with SSS and shall require presentation of a medical certificate.

4.3. Sick leave shall be filed within two (2) days from the start of illness.
Incapacity to file due to illness, the employee should notify his superior or
the HRDO regarding his condition and immediate file upon his return to
work.

4.4. Female employees may use their sick leave to supplement maternity
leave.
4.5. Unused sick leave are not commutable .In case of resignation or
retirement, only unused sick leave credits for that particular year can be
commuted to cash regardless of position classification.

5. Emergency Leave of Absence

5.1. Emergency leave of absence of three (3) days per school year is
granted to employees upon regularization.

5.2. The leave shall cover the following incidents ;

5.2.1. Sudden death or illness of the immediate family members of the

employee. For emergency leave due to death in the family, the
provision shall apply to 1st, 2nd and 3rd degree of affinity or
consanguinity with certification of relationship or death

5.2.2. BIR Tax and court summons relative to his work in school

5.2.3. Military summons as provided under National Defense Act

5.2.4 Catastrophe or calamity caused by force majeure such as

typhoon, flood, earthquake or fire where the individual is directed
affected

5.3. Emergency leave if unused within the school year shall be forfeited.

6. Paternity Leave of Absence

 6.1 Leave credit of seven (7) days is granted to a married male employee
whose spouse has delivered a child or has a miscarriage or an
abortion. This would allow him to lend support to his wife during or
after delivery, period of recovery and/or the nursing of the newly
born child.

6.2. This provision applies to the first four (4) deliveries (childbirth, miscarriage
,or abortion) of the legitimate spouse with whom he is cohabiting.
.
6.3. Conditions for availment are as follows:

6.3.1. He is employed at the time of delivery

6.3.2. He has notified the HRDO of the pregnancy of his wife prior to the
date of delivery

6.3.3. He shall submit a copy of the birth certificate, marriage contract or

death/medical certificate in cases of miscarriage or abortion.

6.3.4. Availment shall not be later than 60 days after the date of the
delivery

6.3.5. It is non-commutable to cash if unused

7. Uniform Assistance

7.1 Uniform assistance shall be granted to permanent male and female

employees of the University.

7.2 Probationary employees shall be given the same privilege but shall
reimburse the University of the amount incurred if he/she did not pass
the probationary period.

8. Health Care and Maintenance Assistance

8.1. Health care and maintenance assistance is granted to those employees

who voluntarily joins a particular Health Care System of which the
University has chosen.

8.2. The University shall shoulder 50 % of the individual enrollment cost for
each employee/faculty.

8.3. Covered member may choose to enroll their husband/wife and

dependents in the health care system but shall shoulder the actual cost.

8.4. Conditions and privilege provisions shall be based on the agreement of

the University and the Health Care System.

9. Gratuity Pay
 9.1.Gratuity pay shall be granted to regular employees who voluntarily
terminates his/her service with the University. This benefit shall apply as
follows:

9.1.1 .Employees who are at least 50 years of age and with 10 years of
service shall receive either PERAA’s contribution or twelve (12)
days per year of service whichever is higher

9.1.2. Employees below 50 years of age and with at least 10 years of

service shall receive five (5) days per year of service

9.1.3. His application shall be approved by the University President.

9.2. Personnel who are either terminated for cause, with pending cases with the
University, AWOL and the like are not entitled to avail the above benefits

9.3. Personnel who voluntarily terminate their services from the University must
comply with the following requirements:

9.3.1. A letter of resignation must be received by HRDO thirty (30) days

before the actual date of separation

9.3.2. All resigning personnel shall be subject to clearance policy

9.3.3. A quit claim duly notarized by a Notary Public Lawyer shall be

accomplished before said claim be released.

Non-compliance of any of the above requirements shall automatically disqualify

resigning employees from receiving the gratuity pay.

10. Separation benefits in case of Death

10.1. The Board unanimously approved that with regards to the Separation
Benefits in case of death of the employee, the benefits shall be extended
to the heirs of the deceased employee to take effect July 5, 1998.

10..2. As in all claims, the heirs of the deceased employee shall comply with
the clearance and quit claim policy of the University.

11. Retirement Benefit in accordance with the PERAA and University of Batangas
Mermorandum of Agreement and as mandated by law

12. Social Security System and Phil. Health Benefit as provided by law

13. Pag-ibig Benefit as provided by law