GOVERNMENT

WORKING
HOURS
 PRESCRIBED OFFICE
HOURS
• Eight (8) hours a day, five (5) days a week or a
total of forty (40 hours a week, exclusive of time
for lunch
Working hours are from
GENERAL 8:00 a.m. to 5:00 p.m. on all
RULE: days except Saturdays,
Sundays and holidays (Sec. 5,
Rule XVII, IRR of Book V, EO 292)
• The usual 15 minutes coffee break is not an exclusive right
but ONLY A PRIVILEGE granted to provide a break from
mental or physical stress.
 PRESCRIBED OFFICE
HOURS

NO NOON-BREAK POLICY
RA 9485 Anti Red Tape Act
• Frontline services
• Public Assistance and Complaints Desk
(PACD)
 Observance of
Prescribed Office
Hours
 The head of agency has the duty to
require all officers and employees under
his/her supervision to observe the
prescribed office hours (Sec. 1, Rule XVII,
IRR of Book V, EO 292)
 The head of agency may prescribe internal
rules in the use of bundy clock, logbook,
pass slip and applications for leave of
absence
 Observance of
Prescribed Office
Hours
 The head of agency shall require a daily
record of attendance to be kept in the
proper form and WHENEVER POSSIBLE,
registered in the bundy clock (Sec. 2, Rule
XVII, IRR of Book V, EO 292)

 To include those in the field or on the water

or otherwise outside of the usual place of
work
 Observance of
Prescribed Office
Hours
 What is LOAFING?
 Frequent unauthorized absences
from duty during regular working
hours
o “Frequent” connotes more than once
o Punishable by suspension from office
for 6 months and one day to one year
for the first offense
(Sec. 50 B(17), Rule 10, 2017 RACCS)
Use of Bundy Clock and Other
Records of Attendance
(CSC Memo Circular No. 21, s. 1991)
 Daily attendance shall be recorded in the
proper form and WHENEVER POSSIBLE,
registered in the bundy clock
 Any other means may be
allowed provided the respective
names and signatures including
the time of actual arrival to and
departure from the office are
indicated
 Use of Bundy Clock and Other
Records of Attendance
(CSC Memo Circular No. 21, s. 1991)
 The Record of Attendance shall be kept
in a conspicuous place
 Record of attendance shall be
kept in the custody of a
responsible officer who shall
monitor the arrival and
departure of officers and
employees
 Exemptions from Registering in
the Bundy Clock
 Chiefs of agencies who are
appointed by the President
 Assistant chiefs of agencies
who are appointed by the
President
 Other officers who rank higher in the
three branches of the government
 Other Presidential appointees
 Failure to Register Time In
and Out
 shall tantamount to
Violation of Reasonable
Office Rules and
Regulations

Re: Failure of Various Employees to Register

Time of Arrival and/or Departure from Office
in the Chronolog Machine,
A.M. No. 2005-21-SC, September 8, 2010
 HABITUAL TARDINESS
 Frequent unauthorized tardiness regardless of the
number of minutes, ten (10) times a month for at
least two (2) months in a semester OR at least two
(2) consecutive months in a year.
(Sec. 22 (q), Rule XIV, Omnibus Rules Implementing Book V of EO 292)

 The 10 times requirement is only for the purpose of

qualifying the tardiness as habitual, which merits a
more severe penalty.
 Tardiness, even if not habitual, still causes
inefficiency and is still prejudicial to public service.
 Tardiness below the threshold level is not innocuous
to be simply ignored.
(Habitual Tardiness First Semester 2002, A.M. No. 2002-15-SC,
November 15, 2002)
 POLICY ON UNDERTIME
1. Any officer or
employee who incurs
undertime, regardless
of the number of
minutes/hours, ten (10)
times a month for at
least two months in a
semester shall be liable
for Simple Misconduct
and/or Conduct
Prejudicial to the Best
Interest of the Service,
as the case may be.
 POLICY ON UNDERTIME
2. Any officer or employee
who incurs undertime,
regardless of the number
of minutes/hours, ten (10)
times a month for at least
two consecutive months
during the year shall be
liable for Simple
Misconduct and/or
Conduct Prejudicial to
the Best Interest of the
service, as the case may
be.
 POLICY ON HALF-DAY ABSENCE
1. Any officer or employee
who is absent in the
morning is considered to
be tardy and is subject to
the provisions on
Habitual Tardiness;
2. Any officer or employee
who is absent in the
afternoon is considered
to have incurred
undertime, and is subject
to the provisions on
Undertime.
 HABITUAL ABSENTEEISM
An officer or employee shall be considered
as xxx habitually absent if the following
circumstances are present:
1.his/her unauthorized absences have
exceeded the allowable 2.5 days monthly
leave credits;
2.such excessive unauthorized absences
cover at least three (3) months in a semester
or at least three (3) consecutive months
during a year.
(Liabres, R. R. CSC Resolution No. 05-0656
dated May 17, 2005)
NON-MONETARY
REMUNERATION
FOR
OVERTIME
SERVICES
RENDERED
(CSC-DBM Joint Circular No. 1, s. 2015)
BEYOND 8 HOURS
(CSC-DBM Joint Circular, s. 2015
November 25, 2015)

 Shall be authorized only when

extremely necessary.
 As a general rule, the
remuneration for OT shall be
through CTO.
 Payment in cash of OT services may be
authorized only in exceptional cases.
Coverage
 Incumbents of positions of chief of division
and below
 Under permanent, temporary or casual
status and contractual personnel whose
employment is in the nature of a regular
employee

Exceptions
1. Those occupying positions higher than
division chiefs
2. Those appointed to CES positions
3. Elective officials
4. Military and uniformed personnel
Compensatory Overtime
Credit (COC)
 The accrued number of hours an
employee earns

 Resulting from services rendered

beyond regular working hours

 Or those rendered on Saturdays,

Sundays, holidays or scheduled days
off

 Without the benefit of overtime pay

Compensatory Time-Off
(CTO)
 The number of hours or days an
employee is excused from reporting
for work

 With full pay and benefits

 Non-monetary benefit in lieu of

overtime pay
Computation
 The COC is expressed in number of hours

 For overtime services rendered on

scheduled work days:
COC = number of hours x 1.0

 For overtime services rendered on

weekends/holidays/scheduled days-off:
COC = number of hours x 1.5
Accrual of COCs
 Not more than forty (40) hours in a month

 The total unexpended balance shall not

exceed one hundred twenty (120) hours

Use of COCs
 To be used as time-off within the year these
are earned until the immediately
succeeding year (As amended by CSC-DBM
Joint Circular No. 2-A, s. 2005)

 Thereafter, any unused COCs are deemed

forfeited
Limitations on the Use
 Cannot be used to offset undertime/s or
tardiness

 Cannot be converted to cash, hence,

are non-cummulative

 Will not be added to the regular leave

credits
LEAVE
 LEAVE OF ABSENCE
 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
and rules
Who are Entitled to Leave?
(Sec. 1, Rule XVI, MC 41, s. 1998)
All appointive officials up to the level
of heads of executive departments,
heads of departments, USecs, ASecs,
and employees of the government
whether
PERMANENT,
TEMPORARY or
CASUAL who
render work
during the
prescribed
office hours.
Who are Entitled to Leave?
(Sec. 1, Rule XVI, MC 41, s. 1998)
15 days vacation leave and 15
days sick leave annually with full
pay exclusive of Saturdays,
Sundays and Public Holidays
Without limitation
as to the number
of days of
vacation and sick
leave that may be
accumulated
 Who Else are Entitled?
PART TIME? YES – 7.5 VL and 7.5 SL if on
four (4) hours of work five
(5) days a week or a total
of twenty (20) hours a
week service.
ROTATION? YES – corresponding to
the periods of service
rendered

CONTRACTUAL? YES – pursuant to

Section 4, MC 41, s.
1998
 KINDS OF LEAVE

1. Vacation Leave/Forced Leave

2. Sick Leave
3. Special Leave Privileges
4. Study Leave
5. Maternity Leave
6. Paternity Leave
7. Parental/Solo Parent Leave
8. Adoption Leave
9. Leave for Victims of Violence
10. Rehabilitation Leave
11. Special Calamity/Emergency Leave
12. Terminal Leave
 VACATION LEAVE
(Sec. 52, MC 41, s 1998)

 usually taken for personal reasons and

granted depending on the contingency
of the service
 to provide rest and relaxation essential
to mental and physical health
 equivalent to 15 days annually with pay,
excluding Saturdays, Sundays and
holidays, with no limit as to
accumulation
 grant is subject to the sound discretion
of agency head or designated authority
concerned
 Application for Vacation Leave
 Submitted on the prescribed form five
(5) days in advance, whenever
possible, of the effective date of such
leave (Sec. 51, MC 41, s. 1998)

If application is not
acted upon within five (5)
working days after
receipt thereof, the
application for leave of
absence shall be
DEEMED APPROVED (Sec.
49, MC 41, s. 1998)
 FORCED LEAVE
Equivalent to five (5) days
of vacation leave for each
year

If the employee has ten (10) days

or more of vacation leave credits

The 5-day period may be

continuous or intermittently
availed of
 CONDITIONS
(Section 25, MC 41, s. 1998)
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

The head of agency may, in the exigency of

the service, cancel any previously scheduled
forced leave

The mandatory annual five-day vacation

leave shall be forfeited if not taken
during the year
 CONDITIONS
(Section 25, MC 41, s. 1998)
The scheduled leave not enjoyed shall no
longer be deducted from the total
accumulated vacation leave, if the said
leave has been cancelled in the exigency of
the service

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 leave
 CONDITIONS
(Section 25, MC 41, s. 1998)

Those with accumulated vacation leave of

less than ten (10) days shall have the option
to go on forced leave or not

Officials and employees with accumulated

vacation leave of 15 days who availed of
monetization for ten (10) days shall still be
required to go on forced leave
LEAVE WITHOUT PAY
Absences in excess of accumulated
vacation or sick leave credits earned
shall be without pay (Sec. 56, MC 41, s.
1998)

When an employee had already

exhausted his sick leave credits,
he can use his vacation leave
credits but not vice versa (Sec. 56,
MC 41, s. 1998)

Shall not be granted when an

employee has leave to his credit
except in the case of secondment
(Sec. 58, MC 41, s. 1998)
Limit of Leave Without Pay
 Clearance from the proper head of
department or agency is required if in excess
of one (1) month
 May be granted for a period NOT EXCEEDING
ONE (1) YEAR in addition to vacation and/or sick
leave earned
 Seconded employees are considered on
leave w/o pay from their mother agency but
may earn leave credits from the receiving
agency which are commutable immediately
thereafter
 FAILURE TO REPORT FOR WORK at the
expiration of one year from the date of leave
without pay shall be ground for automatic
separation from the service.
ABSENCE without
approved leave
The official/employee shall
not be entitled to receive his
salary corresponding to the
period of his unauthorized
leave of absence (Sec. 50, MC
41, s. 1998)
It is understood that his
absence shall no longer be
deducted from his
accumulated leave credits, if
there are any (Sec. 50, MC 41,
s. 1998)
AWOL
ABSENCE WITHOUT
OFFICIAL LEAVE

If continuously absent
without approved leave for
at least thirty (30) calendar
days

 the employee shall be considered on AWOL

and shall be separated from the service or
dropped from the rolls without prior notice

 the employee shall be informed of his

separation at the address in his 201 file not
later than 5 days from its effectivity
AWOL
ABSENCE WITHOUT
OFFICIAL LEAVE

If the number of
unauthorized absences
incurred is less than thirty
(30) calendar days
 a written Return-To-Work Order shall be
served to him/her at his 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 from the rolls.
 SICK LEAVE
Granted only on
account of sickness
or disability on the
part of the
employee or any
member of immediate
family which prevents
the employee from
reporting for work
 SICK LEAVE
“IMMEDIATE
MEMBER OF THE
FAMILY”

 Spouse
 Children
 Parents
 Unmarried brothers and sisters
 Any relative living with the employee
under the same roof OR dependent
upon him/her for support
 APPLICATION FOR SICK LEAVE
Filed in the prescribed
form immediately upon
the employee’s return
from such leave

Prior notice of absence must be

sent to the immediate supervisor
and/or to agency head
Absences for more than five (5) Rx
successive days require proper
medical certificate to accompany
the application for sick leave.
 Advanced Application for
Sick Leave
The employee has to undergo
medical examination or operation
(Sec. 53, par. 2)
The employee is advised to rest
because of ill health (Sec. 53, par. 2)

Rx A medical certificate must

support the aforementioned
facts
ACTION ON SICK LEAVE
APPLICATION (Sec. 54)
Approval of applications for
sick leave, whether with
or without pay is
MANDATORY provided
proof of sickness or
disability is attached to
the application in
accordance with the
prescribed requirements
STUDY
LEAVE
(Section 68,
Omnibus Rules
on Leave)
 Study Leave
A time-off from work, with pay,
for the purpose of assisting
qualified officials and employees:
to prepare for their Bar or
Board Examinations; or
to complete their
master’s degree
 Study Leave
QUALIFICATION
REQUIREMENTS
The beneficiary must have graduated
with a bachelor’s degree which
consequently requires the passing of
government Bar or board licensure
examinations

For thesis writing or comprehensive

examinations, the beneficiary must
have completed all the academic
requirements for a master’s degree
 Study Leave
QUALIFICATION
REQUIREMENTS
The profession or field of study to be
pursued must be relevant to the
agency or to the official duties and
responsibilities of the beneficiary

Beneficiary must be a permanent

official or employee

Must have no pending administrative

or criminal charges
QUALIFICATION
Study Leave
REQUIREMENTS
Must have rendered at least two (2) years
of service with at least Very Satisfactory
performance for the last two (2) rating
periods immediately preceding the
application
Must not have any current foreign or
local scholarship grant

Must have fulfilled the service

obligation of any previous
scholarship and training contract
 Study Leave
DURATION
Not to exceed Six (6)
Months

A Contract shall be executed

between the beneficiary of the
study leave and the head of the
agency or his duly authorized
representative
 Study Leave
SERVICE
OBLIGATION
 The equivalent number of days,
months or years of service;
 to be rendered by an official or
employee after a study leave

 as contained in the contract

between the beneficiary of the
study grant and the agency
representative
 Study Leave
SERVICE
OBLIGATION (Under CSC MC No. 21, s. 2004)
Period of Grant Obligation
1 month 6 mos.
2-3 months 1 year
3-6 months 2 years
Failure to Study Leave
comply with Service
Obligation…
•The gross salary, allowances and other benefits
received while on study leave shall be
REFUNDED in case the official or employee fails
to render in full the service obligation referred to
in the contract on account of:
 voluntary resignation
 optional retirement
 separation from the service through his own fault, or
 other causes within his control
REHABILITATION
LEAVE
(CSC-DBM Joint Circular N
N0. 1, s. 2006
as amended by
CSC-DBM Joint Circular No.
No. 01, s. 2015)
 Injuries from accidents that occurred
while the official or employee is going to
work and going home from work may be
considered sustained while in the
performance of official duties.
These may include, but shall not be limited to, the
following:

 established intent on the part of the official or

employee in going to work from home or going home
from work
 The official or employee is in his/her usual route in
going to work from home and going home from work
 Reasonable proximity of the accident to the place of
work or agency’s premises
 Wounds or injuries were sustained within reasonable
time from leaving his/her home or recorded departure
from the place of work
SPECIAL
LEAVE
PRIVILEGES
Non Commutative Leave (NCL)
(Sec. 21, MC 41)
 Special Leave Privileges
Leave of absence which may be
availed of for a maximum of 3 days
annually
Over and above the vacation,
sick, maternity or paternity leaves
Granted to mark personal
milestones and/or attend to filial
and domestic responsibilities
Not applicable to teachers and
those covered by special leave
privileges
Special Leave Privileges

PERSONAL
MILESTONES
 Birthdays
 Weddings
 Wedding anniversaries
 Death anniversaries
 Other similar milestones
Special Leave Privileges

PARENTAL
OBLIGATIONS
 attendance in school programs,
PTA meetings, graduations,
first communion, medical
needs, among others
 where a child of the
government employee is
involved
Special Leave Privileges

FILIAL
OBLIGATIONS
 to cover employee’s moral
obligation toward parents
and siblings for their medical
and social needs
Special Leave Privileges

DOMESTIC
EMERGENCIES
 sudden urgent repairs at home
 sudden absence of a yaya or
maid
 other similar emergencies
Special Leave Privileges

PERSONAL
TRANSACTIONS
 to cover entire range of
transactions an individual does
with gov’t or private offices
 includes PAYING TAXES,
COURT APPEARANCES,
ARRANGING A HOUSING
LOAN
Special Leave Privileges

CALAMITY OR
ACCIDENT
HOSPITALIZATION
 pertaining to force majeure
events that affect the life,
limb and property of the
employee or his immediate
family
 Special Leave Privileges

CONDITIONS
Birthday or wedding anniversary
may still be availed of even if
falling on either a Saturday, Sunday
or holiday, either before or after the
occasion
Employees applying therefor are no
longer required to present proof
that they are entitled to avail of
such leaves
 Special Leave Privileges

CONDITIONS
The 3-day limit shall be strictly
observed

An employee can avail of one

special privilege leave for 3 days or
a combination of any of the leaves
for a maximum of 3 days in a given
year
 Special Leave Privileges

CONDITIONS
The 3-day limit shall be strictly
observed
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
SPECIAL CALAMITY /
EMERGENCY
Leave
(CSC Memo Circular No. 2, s. 2012)
Special Emergency
Leave (CSC MC No. 2, s. 2012)

5 days for those directly affected by

natural calamity/disaster

May be applied for 5 straight days or

on staggered basis

May be availed of by the affected

government employees within 30 days
from the first day of calamity
declaration
Special Emergency
Leave (CSC MC No. 2, s. 2012)
Special Emergency
Leave (CSC MC No. 2, s. 2012)

NATURAL CALAMITY

Those that have

profound
environmental
effect and/or
human loss and
frequently cause
financial loss
MATERNITY
LEAVE
(Sec. 11)
 Maternity Leave
Granted to female employees in
case of pregnancy in addition to
the vacation and sick leave
privileges

Primarily for the purpose of providing

some measures of financial help and
time for rest and recuperation during
pre-and-post natal care periods
 Maternity Leave

Granted for a period of 60 days with

full pay if the employee has
rendered an aggregate of two (2)
or more years of service

The 60-day period to start on or

before giving birth, depending on
employee’s health
 Maternity Leave

Those in the teaching position, maternity

benefits can be availed of even if the
period of delivery occurs during the long
vacation

In which case, both maternity

benefits and the proportional
vacation pay shall be received
by the teacher concerned.
 Maternity Leave
If the employee has rendered one year or
more but less than two (2) years of
government service, the computation of
maternity leave is proportionate to the
length of service

Those who have served less than

one year are entitled to 60 days
maternity leave with half pay
 Maternity Leave
Maternity Leave for
More than Once a Year
(Sec. 13, MC 41)

Maternity leave shall

be granted to female
employees in every
instance of pregnancy
irrespective of its
frequency.
 Maternity Leave
Maternity
Leave for Less than 60 Days
Sec. 14, MC 41)
Provided the employee presents a
medical certificate that she is physically
fit to assume the duties of her position
The commuted money value of the unexpired
portion of the leave need not be refunded
the employee may receive both the benefits granted
under the maternity leave law and the salary for
actual services rendered effective the day she
reports back for work
FOR
Maternity Leave
UNMARRIED FEMALES
(CSC Resolution No. 02-1420)
Promulgated in consonance with the Solo
Parent Welfare Act
Allows unmarried or single female employees
who are pregnant to claim maternity leave
benefits
The law does not discriminate against solo
parent employees with respect to terms and
conditions of employment on account of
status
PATERNITY
LEAVE
PATERNITY LEAVE
Legal Republic Act No. 8187 – “The
Basis: Paternity Leave Act of 1996”

To enable married men in PURPOSE:

gov’t service to effectively
lend support to their
legitimate spouses in the
latter’s period of recovery
and in the nursing of the
newly born
PATERNITY LEAVE
 In addition to vacation
leave and sick leave
benefits

 Regardless of
employment status

 No prior service
requirement
PATERNITY LEAVE
 The employee
concerned must
NOTIFY the
employer of the
pregnancy of his
legitimate spouse
and the expected
date of delivery
PATERNITY LEAVE
 Application must
be filed within a
reasonable period
prior to the
expected date of
delivery
PATERNITY LEAVE
CONDITIONS
Married male employees shall be
entitled to paternity leave of seven
(7) working days

Granted for the first four (4)

deliveries of his legitimate spouse
with whom he is cohabiting
PATERNITY LEAVE
CONDITIONS
The first 4 deliveries is reckoned
from date of effectivity of Paternity
Leave Act on 05 July 1996

Male employees with more than 1

legal spouse is entitled to avail of
paternity leave for an ABSOLUTE
maximum of 4 deliveries regardless
of which spouse gives birth
PATERNITY LEAVE
CONDITIONS

Paternity leave is non-cumulative

and strictly non-convertible to cash

May be enjoyed in a continuous or

in an intermittent manner
PATERNITY LEAVE
CONDITIONS
May be enjoyed on the days
immediately BEFORE, DURING or
AFTER the childbirth or miscarriage
of legitimate spouse
Shall be availed of not later than
sixty (60) days after the child’s
delivery. (CSC MC No. 01, s. 2016 dtd 01.12.16)
PATERNITY LEAVE
APPROVAL Approval shall be
MANDATORY on the
part of the approving
authority

UNLESS The services of the male

employee are urgently needed
to preserve life or property
IN WHICH CASE, the male
employee shall be entitled to
overtime pay
SOLO
PARENTS’
WELFARE
ACT of 2000
(Republic Act No. 8972)
Solo Parents’ Welfare Act of
2000 (Republic Act No. 8972)

Rationale: It is the policy of the

State to promote the
family as the
foundation of the
nation, strengthen its
solidarity and ensure
its total development
SOLO PARENT
 Refers to any individual who is left
with responsibility of parenthood
due to the following:
1. A woman who gives birth as a
result of rape and other crimes
against chastity;
2. Death of spouse;
3. Detention of spouse or is serving
sentence for a criminal conviction
of at least one (1) year;
SOLO PARENT
 Refers to any individual who is left
with responsibility of parenthood
due to the following:
4. Physical and/or mental incapacity
of spouse as certified to by a
public medical practitioner;
5. Legal separation or de facto
separation from spouse for at
least 1 year, as long as custody of
children is entrusted to him or her;
SOLO PARENT
 Refers to any individual who is left
with responsibility of parenthood
due to the following:
6. Declaration of nullity or
annulment of marriage as decreed
by the court or church;
7. Abandonment of spouse for at
least 1 year
8. Unmarried employees preferring to
keep and rear their children instead
of having others care for them;
SOLO PARENT
 Refers to any individual who is left
with responsibility of parenthood
due to the following:
9. Any person who solely provides
parental care and support to child
or children; and
10. Any family member who assumes
responsibility of head of family
as a result of death,
abandonment, disappearance or
prolonged absence of parents.
CHILDREN (As used in the law)
 Those living with and
dependent upon the solo
parent;
 Unmarried;
 Unemployed;
 Not more than 18 years old;
 Over 18 years old but
incapable of self-support
because of mental
and/or physical defect or
disability
BENEFITS TO SOLO
PARENTS
 Grants “parental leave” of not more
than seven (7) working days every
year
 In addition to leave privileges
under existing laws
 Granted to any solo parent employee
who has rendered service of at least
one (1) year
 Right to adopt flexi work schedule
CHANGE IN STATUS
A change in the status or
circumstance of the parent
claiming the benefits –
such that he/she is no
longer left alone with the
responsibility of
parenthood, shall
TERMINATE his/her
eligibility for the said
benefits
Special Leave
Benefits for
Women under
R.A. 9710
(An Act Providing for the
Magna Carta of Women)
SPECIAL LEAVE BENEFITS FOR WOMEN

GUIDELINES
Any female public sector employee, regardless of
age and civil status, shall be entitled to a
special leave of a maximum of two (2) months
with full pay based on her gross monthly
compensation, provided she has rendered at
least six (6) months aggregate service in any or
various government agencies for the last twelve
(12) months prior to undergoing surgery for
gynecological disorders.
- The special leave may be availed for every instance of
gynecological disorder requiring surgery for a
maximum period of two (2) months per year.
 SPECIAL LEAVE BENEFITS FOR WOMEN

GUIDELINES
Generally, availment of the said special leave benefits
shall be in accordance with the List of Surgical
Operations for Gynecological Disorders, which reflects
among others, the estimated periods of recuperation from
surgery due to the specific gynecological disorder.

The list reflects among others a Classification

of the Procedure based on the patient’s
estimated period of recuperation.

- Other Surgical Operations for Gynecological Disorders which are not

found in the List may be allowed subject to certification of a competent
medical authority and submission of other requirements.
Classification of the
Procedure based on
the Patient’s
Estimated Period of Description
Recuperation if
without concomitant
medical problems
Minor Surgical Procedures
requiring a maximum
period of recuperation of
two (2) weeks

Surgical Procedures
Major requiring a minimum
period of recuperation of
three (3) weeks to a
maximum period of two
(2) months
SPECIAL LEAVE BENEFITS FOR WOMEN

GUIDELINES
The earned leave credits may be used for
preparatory procedures and/or confinement prior to
the surgery. Moreover, should the period of
recuperation after the surgery exceed 2 months, the
female official/employee may use her earned sick
leave credits. If the sick leave credits have been
exhausted, the vacation leave credits may be used
pursuant to Sect 56 of the Omnibus Rules on Leave

This special leave is non-cumulative and not

convertible to cash
 SPECIAL LEAVE BENEFITS FOR WOMEN

Procedure for Availment:

1.The application for the

special leave benefit shall
be made through the Civil
Service Form No. 6 (CS
Form 6) signed by the
employee and approved by
the proper signing
authorities.
 SPECIAL LEAVE BENEFITS FOR WOMEN

Procedure for Availment:

2. The CS Form 6 shall be accompanied by a

medical certificate filled out by the proper
medical authorities.
 SPECIAL LEAVE BENEFITS FOR WOMEN

Procedure for Availment:

3. The application for the

special leave benefits may
be applied for in advance,
that is, at least 5 days prior
to the scheduled date of the
gynecological surgery that
will be undergone by the
employee.
 SPECIAL LEAVE BENEFITS FOR WOMEN

Procedure for Availment:

- The rest of the requirements

specified in no. 2 shall be
attached to the medical
certificate upon the
employee’s return to work.
 SPECIAL LEAVE BENEFITS FOR WOMEN

Procedure for Availment:

4. In instances when a
qualified female employee
undergoes an emergency
surgical procedure, the said
leave application shall be
filed immediately upon the
employees return from such
leave.
 SPECIAL LEAVE BENEFITS FOR WOMEN

Procedure for Availment:

5. Upon the employee’s return

to work, she shall also
present a medical certificate
signed by her attending
surgeon that she is
physically fit to assume the
duties of her position.
 SPECIAL LEAVE BENEFITS FOR WOMEN

Responsibilities of the Head of the Agency:

1. The agency head shall

ensure that the guidelines
are enforced in one’s
agency as a mechanism in
order that female
employee’s right to proper
reproductive health care is
ensured.
 SPECIAL LEAVE BENEFITS FOR WOMEN

Responsibilities of the Head of the Agency:

2. The agency head shall promote reproductive

health care awareness and wellness program
for its employees through proactive measure/s
such as conduct of annual physical/medical
check-up, information campaign on
maintaining proper reproductive health care,
issuance of health advisories, distribution of
educational reading materials and conduct of
for a relative to the same.
SPECIAL LEAVE BENEFITS FOR WOMEN

EFFECTIVITY

These Guidelines shall take

effect retroactively starting
September 15, 2009 or fifteen
(15) days after the publication
of the Magna Carta of Women.
SPECIAL LEAVE BENEFITS FOR WOMEN

EFFECTIVITY
Government officials and employees
covered in these Guidelines whose periods of
surgery and recuperation due to gynecological
disorders after the effectivity of the Magna
Carta of Women and before the promulgation
of these Guidelines were deducted against
their sick or vacation leave credits can have
the said leave credits restored and/or
appropriate gross compensation paid, as the
case may be.
LEAVE for
ADOPTIVE
PARENTS
ADOPTION leave

Legal RA No. 8552 “The Domestic

Adoption Act of 1998”
Basis:
Purpose: To provide an
opportunity for the child and the
adoptive parent to develop a
bonding similar to that between
the biological child and his/her
parent.
ADOPTION leave
 Adoptive parents shall
enjoy all the benefits to
which biological
parents are entitled
subject to certain
conditions
ADOPTION leave
 Maternity and paternity and other
benefits given to biological
parents upon the birth of a child
shall be enjoyed:
 if the adoptee is below seven
(7) years of age as of the date
the child is placed with the
adopted parents through the
Pre-Adoption Placement
Authority issued by the DSWD
(Sec. 34 of the IRR of RA 8552)
CSC Res. No. 02-0515
(10 April 2002)
Guidelines in Processing Requests for
the Grant of Maternity and Paternity
Leave Benefits to Adoptive Parents

 Applications for maternity

and paternity leave of
absence should be
submitted to the proper
head of agency for
appropriate action
CSC Res. No. 02-0515
(10 April 2002)
Guidelines in Processing Requests for
the Grant of Maternity and Paternity
Leave Benefits to Adoptive Parents

IF AVAILED BEFORE PETITION FOR

ADOPTION IS GRANTED
 Applications should be
accompanied by an
authenticated copy of the Pre-
Adoptive Placement Authority
issued by the DSWD
CSC Res. No. 02-0515
(10 April 2002)
Guidelines in Processing Requests for
the Grant of Maternity and Paternity
Leave Benefits to Adoptive Parents

IF AVAILED AFTER PETITION FOR

ADOPTION IS GRANTED
 Applications should be
accompanied by authenticated
copy of the Decree of Adoption
issued by the proper court;
CSC Res. No. 02-0515
(10 April 2002)
Guidelines in Processing Requests for
the Grant of Maternity and Paternity
Leave Benefits to Adoptive Parents

The grant of leave shall be available ONLY

ONCE during the whole adoption process,
provided, the adoptee or the adopted child is
below seven (7) years of age as of:
 The date the child is placed with the
adoptive parents
 The date the application for maternity or
paternity leave is filed
LEAVE
PRIVILEGES TO
VICTIMS OF
VIOLENCE
(CSC Resolution No. 05-1206)
LEAVE PRIVILEGES TO
VICTIMS OF VIOLENCE
(CSC Resolution No. 05-1206)

Effective 20 October 2005

Pursuant to R.A. No. 9262 – Anti-
Violence Against Women and Their
Children Act
Grants 10 days of paid leave of
absence to women government
employees who are victims of violence
LEAVE PRIVILEGES TO
VICTIMS OF VIOLENCE
(CSC Resolution No. 05-1206)
VIOLENCE
 Any act or series of acts committed by any
person
 Against a woman who is his wife, former wife,
or with whom he has or had sexual relations
 Or against her child, whether legitimate or
illegitimate
 Within or without the family abode
 Resulting in or is likely to result in PHYSICAL,
SEXUAL, PSYCHOLOGICAL or ECONOMIC
abuse
 Including threats, assault, coercion,
harassment or arbitrary deprivation of liberty
LEAVE PRIVILEGES TO
VICTIMS OF VIOLENCE
(CSC Resolution No. 05-1206)

May be availed of in a continuous or

intermittent manner
To enable the victim to attend to
medical and legal concerns
May be applied for before the actual
leave of absence or immediately upon
return from such leave
Non-cumulative and not
convertible to cash
LEAVE PRIVILEGES TO
VICTIMS OF VIOLENCE
(CSC Resolution No. 05-1206)
DOCUMENTARY REQUIREMENTS
 Barangay Protection Order (BPO)
 Temporary/Permanent Protection Order
(TPO/PPO) – from the courts
ALTERNATIVE DOCUMENTS
 If the protection order is not yet issued, a
certification of the Punong Barangay or
Kagawad or prosecutor or clerk of court
that an application has been filed
 Police report specifying the details of the
violence on the victim, together with a
medical certificate
LEAVE for Purposes of
Working Abroad
CSC Memo Circular No. 15, s. 1989
“…all applications for leave of absence
where the purpose or reason for such
leave is for employment in private or
other government offices, either inside or
outside the country, shall NO LONGER
BE ALLOWED.”
Primarily for the purpose of
protecting the interest of
public service
Thank you!