FACULTY MANUAL

OUR LADY OF THE HOLY ROSARY SCHOOL Member, Association of LASSSAI Accredited Superschools (ALAS) Rosaryville Cmpd., Mulawin, Tanza, Cavite Tel. No.: 046) 683 0651 / 432 9658 E-mail: [email protected]



FOREWORD This Faculty Manual is the fruition of the careful deliberation of both the administration and the members of the faculty to come up with provisions which will promote the well being and interest of the OLHRS faculty members. This manual shall take effect from June 2016 to May 2019. All provisions on faculty clarifications, employment, duties and responsibilities, faculty benefits, and privileges are contained herein.

TABLE OF CONTENTS Page Contents 1 2 History of the Our Lady of the Holy Rosary School 3 Vision-Mission 3 Rosarian Philosophy 4 General Objectives of the Institution Rosarian Core Values 5 6 I. Academic Personnel 7 A. General Functions 8 1. Instructional 9 2. Administrative 9 9 B. Job Description 9 1. Preschool/Grade School/High School/ Adviser 10 2. Subject Teacher 3. Guidance Counselor/Coordinator 10 4. Librarian 10 5. Club Moderator 10 6. Campus Minister 11 7. Student Welfare Officer 13 II. Faculty Recruitment Policies and Procedure 14 16 A. General Recruitment Policies 16 B. Personal Characteristics of Teachers C. General Recruitment Procedures D. Minimum Qualification Requirements III. Terms and Conditions of Employment A. Status B. Load C. Classification D. Contracts

E. Regulation of Instruction 16 1. Working Conditions 17 2. Workdays and Off Days 17 3. Time Keeping 17 4. Teaching Loads and Other Requirements 18 5. Summer Service Availability 19 6. Policies on Tutoring 21 7. Faculty Participation in School Activities 21 8. Professional Development 21 9. Human Resources Development 10. Policies and Procedures for Cash Advance 22 and Reimbursement 23 11. Teacher`s Clearance 23 12. Guidelines for Suspension of Work 23 IV. Faculty Attendance and Punctuality 24 24 A. Attendance 26 B. Punctuality 27 C. Absence 27 D. Tardiness E. Undertime 28 F. Substitution 28 28 V. Performance Evaluation 29 A. Criteria 29 B. Guidelines 29 C. Evaluation Procedure 30 VI. Termination of Employment 30 A. Three Kinds of Employment Separation B. Termination of Conditional Employment C. Grounds for Release from Service D. Guidelines for Resignation E. Procedures for Releasing Teachers / Employees from Service

VII. Benefits and Privileges 31 31 A. Educational Benefits 1. Enrichment Programs 34 2. OLHRS Personnel Study Grant 35 35 B. Leave Benefits 36 1. Sick Leave 2. Vacation Leave and Off Days 37 3. Emergency Leave 37 4. Bereavement Leave 37 5. Leave of Absence 38 38 C. Benefits Due by Law 1. SSS/Medical Benefits 38 2. 13th Month Pay 39 3. Home Development Mutual Fund 39 4. Maternity Leave 39 5. Paternity Leave 39 40 D. Uniform Assistance 40 E. Overload Pay F. Incentive Pay for Winning Coaches 41 G. Birthday Gift 42 H. Annual Medical Check-up 42 I. Death Aid 42 J. Scholarship Program for Dependents of 42 Faculty and Staff (SPDFS) 66 K. Performance Incentive L. Service Award / Service Incentive Pay 66 M. Wedding Gift N. Tour Abroad O. Retirement Benefit VIII. Salaries and Remuneration IX. Approved Single Salary Standardization Scheme

X. Faculty Promotion 72 73 XI. Code of Ethics 82 87 XII. Offenses and Sanctions for Offenses 95 Appendix 1 - Performance Rating Sheet for the Evaluation of Faculty Members 97 106 Appendix 2 - Grievance Procedures 107 Appendix 3 - Rules and Regulations Implementing the 108 Anti-Sexual Harassment Act of 1995 Appendix 4 - Policy in Giving Retest Appendix 5 - Policy on Suspension of Classes on Examination Week Appendix 6 - Policy on Wearing of Faculty Uniform

OUR LADY OF THE HOLY ROSARY SCHOOL A BRIEF BACKGROUND The Our Lady of the Holy Rosary School (OLHRS) was borne out of love for the poor. It started in school year 1993-1994 when Amaya Elementary School, a nearby public school phased out its pre- school classes. The parents of these pupils were surprised by this change and suddenly found their children “school-less”. Since the majority of them belong to a lower income group, they cannot afford to send their children to private schools and pay high fees. Concerned with the displaced and eager-to-learn children, Rev. Fr. Ariel M. Lisama, who during that, time was preparing for his ordination to the diaconate and Mrs. Veronidia L. de Leon, a De La Salle University professor, volunteered to extend their services to these poor children for free. They housed the children in a big garage, which they converted into a classroom; hired a teacher whom they supported by the monthly fee paid by the said children (P 60.00 for Kinder; P 40.00 for Nursery). The volunteer administrators and the civic-minded parents who banded together and agreed to continue the schooling of their children shouldered test papers and other miscellaneous expenses. Religious and health services were extended by volunteer seminarians from Our Lady of the Pillar Seminary and friends of Fr. Ariel. After a school year, a two-classroom school building was built by the joint efforts of Fr. Ariel and Mrs. de Leon. Mrs. Emma L. Hernandez was appointed as Schoolhead. From then on, the school continuously provides Catholic education to the children in the community and nearby towns. It became a Catholic school owned and operated by the Our Lady of the Holy Rosary Educational Foundation, Inc., a nonstock, non-profit corporation. In 1996, it earned the supervision of the Lasallian Schools Supervision Office (LASSO) at De La Salle University-Manila. OLHRS in its search for meaningful existence reviewed the school operations the past years to ascertain what it has become and what it is yet to become. As an institution whose significant mission is to give quality Catholic education to the youth, OLHRS decided to carry on and in school year 2003-2004 the secondary level was opened. 1

The first and the second year students were accepted. Permit to operate was submitted and approved by the Department of Education. The classes were housed in a three-classroom building in the five- hundred square meter lot rented by the school. It was in the same year when a prominent citizen of Tanza sold a portion of his lot in Mulawin to the administrators of the school. December 8, 2003, Feast of the Immaculate Conception, the ground breaking ceremony was held which signalled the construction of the high school building in the five-thousand square meter lot at Rosaryville Cmpd., Mulawin, Tanza, Cavite. In school year 2004-2005, the high school department occupied the newly constructed yet unfinished building. Government Recognition to operate all levels was granted March 1, 2005. From then on, school administrators, faculty and staff shoulder the diverse responsibilities in order to reach out to more people in Amaya and in nearby communities. The school continues to seek new and more effective ways to achieve its vision-mission and to live out the Rosarian Core Values. Ultimately, OLHRS will create another share in the history of education not only in Tanza but also in the province of Cavite. VISION The Our Lady of the Holy Rosary School envisions itself as a Catholic institution that upholds a culture of honor and excellence. MISSION Guided by Catholic principles and Filipino values, the school commits 2 to: • provide opportunities for pupils / students to experience God; • inculcate moral integrity and Marian spirituality; • develop pupils / students to become stewards of God’s creation; • train pupils / students to become person-oriented and to value their families; • cultivate the full potentials of every learning individual;

ROSARIAN PHILOSOPHY We believe that a student is a child of God, baptized with water and the spirit, with unique personality and God-given talents. S/He is a bud who blossoms into full glory through the ministering hand of the teacher under the guidance of Mary, Mother of God and our Mother, and St. John Baptist de la Salle, with the help of Divine Grace in a nonthreatening environment. GENERAL OBJECTIVES OF THE INSTITUTION Guided by the Vision-Mission Statement, the Our Lady of the Holy Rosary School aims to provide quality Catholic education for its students to: 1. fully understand what a true Catholic is and prepare themselves to adjust and cope with life situations within the context of their experience; 2. maximize their potentials by providing meaningful experiences considering their interests and capabilities; 3. dig deeper their intellectual capabilities so that they become aware of the changes in their environment and be able to make decisions which will prepare them to the more complex demands of future life; 4. share and live harmoniously with others, proud of their country, God-fearing coupled with faith and sincerity of intentions; 5. inculcate moral and spiritual values guided by the charism of St. John Baptist de La Salle and Mary our Mother. 3

ROSARIAN CORE VALUES Obedience adherence to divine and human laws Love a strong affection for God, country, family, self and others Honesty moral uprightness; the quality of not giving in to cheating, stealing and lying Respect high regard for self, others and nature Service willingness to work for others and the community 4

I. Academic Personnel A. General Functions The academic personnel of the school, whether teaching or non- teaching strive to inspire the students and assist them in discovering and developing their potentials. Some specific competencies that teachers in OLHRS are expected to have are outlined below. 1. Instructional The primary function of teachers is to be effective and efficient agents of the formal education of students in accordance with the school’s mission statement its aims and objectives. Accordingly, teachers are expected to: 1.1 have a deep appreciation of the dignity of the teaching profession and to be aware of the vision-mission and specific objectives of the school. 1.2 consider teaching not only as a profession but also a vocation expressing not only what the person does but what the person is. Hence, all things being equal, priority should be given to it. Teachers, then, may not engage in any outside employment or occupation without the written approval of the Principal/Director. 1.3 conduct all classes in a conscientious manner, maintain high quality of instruction; strive to improve their teaching by study, observation, experiment, self criticism and by following developments in their respective fields. 1.4 attend to the classes assigned to them and consider it their serious responsibility; avoid any absences as much as possible; start and end classes promptly; plan classes carefully and methodically; make themselves regularly available for student consultation. 1.5 present subject matter thoroughly and interestingly; show creativity and innovativeness in teaching methods and procedures. 1.6 assess and evaluate their students’ performance within the established grading policy of the school; be conscientious in submitting required reports, data, grades, scope and sequence, etc. 1.7 develop in their students the ability to think critically; express themselves correctly and effectively; and aspire for the higher and more lasting values of life. 5

1.8 assist diligently in the improvement and development of programs of their department, subject-area, etc. Hence, attendance at department and faculty meetings should be considered as one of their more urgent duties. 1.9 cultivate a wholesome attitude towards supervision. Supervision properly understood, has a real dignity. It is working with dedicated people who are interested in providing students with the best possible education and who are concerned with their professional growth. 2. Administrative In addition to their primary function of teaching, the administration expects the teachers to: 2.1 support the legitimate policies of the school and the administration and make an honest effort to understand and to carry them out. 2.2 show at all times a spirit of professional loyalty, mutual confidence, faith in one another, self-sacrifice for the common good, and cheerful cooperation. 2.3 develop their dedication through faithful and conscientious accomplishment of their work. 2.4 help in the guidance and direction of students by serving either as academic advisors or as activity moderators. 2.5 serve on various faculty committees. 2.6 ensure the proper implementation of student discipline, especially during class hours, and the observance of rules governing students’ class attendance and absences. 2.7 be thoroughly acquainted with the Faculty Manual and Students’ Handbook in order to properly advise students and guide them effectively. 2.8 assist the administration in maintaining scholarly vitality in the school through their own example of professional growth and development as evidenced by their attendance in graduate school, at conferences and seminars, up-to-date professional readings, scholarly publications, membership in learned societies, etc. 2.9 maintain a proper two-way communication with parents. 2.10 cooperate in promoting cleanliness, good discipline and order in the classroom and in the campus. 6

B. Job Description 1. Preschool/Grade School/High School Adviser 1.1 Responsible for the general conduct and behavior of his advisory class. 1.2 Supervises the students’ conduct and decorum at general assemblies/meeting such as flag ceremony, mass, library period, programs, etc. 1.3 Disseminates and explains information, schedule of activities and other matters discussed during faculty and unit meetings to his advisory class. 1.4 Regularly checks the students’ daily attendance, tardiness, uniforms and absences of his/her charge and makes follow-up of the reasons for truancy, tardiness or absences. 1.5 Prepares and accomplishes required reports and forms such as the following, whenever necessary: ▪ Form 1 (Class Register) ▪ Form 138 (Report Card) ▪ Form 18 ( Report on Promotions) ▪ Form 137 ( Permanent Record ) ▪ End of the year reports, honors, failures, tentative list for the next school year, summary of conduct for advisory class, class achievement and class inventory list. ▪ Other related homeroom forms 1.6 Distributes and follows up all communications between the school and the home especially notices and letters which require replies or return slips; collects report cards and the like, on time. 1.7 Responsible for maintaining a clean, neat and orderly classroom. 1.8 Confers with other subject teachers regarding the academic progress and achievement as well as disciplinary performance of the students under his care. 1.9 Confers with the Principal regarding off-campus activities of his/her class. 1.10 Inspires and leads his/her students with his/her own example in co- and extra curricular activities such as retreats, recollections, contest, etc. and as a result, helps develop the class and school spirit. 7

1.11 Confers with parents and school authorities on matters deemed necessary for the further development of the students. 2. Subject Teacher 2.1 Integrates Christian values in his/her subject matter. 2.2 Implements the school’s academic and instructional programs. 2.3 Cooperates with the administration in the implementation of school activities. 2.4 Keeps abreast of modern trends in educational methods and techniques enabling him/her to participate, recommend and/or contribute to curricular improvement. 2.5 Deals seriously and conscientiously with his/her teaching assignment including careful planning of lessons, preparation and handling audio-visual materials, regularity in meeting schedule classes and clearly informing students of subject requirements. 2.6 Recognizes that students deserve respect as individuals with certain rights that must be respected while taking an active interest in the individual’s academic and personal problems and giving counsel when proper and necessary. 2.7 Keeps a clean and orderly record of rating and makes a fair and impartial evaluation of students according to standards established by the school. 2.8 Seeks ways to improve his/her effectiveness as a teacher, varying teaching techniques according to subject matter and mental age of students, exploring new ways of presenting the subject matter and constantly motivating students. 2.9 Maintains at all times an orderly conduct of classes and closely supervises students’ behavior and decorum. 2.10 Consistently implements class routine procedures such as giving/checking assignments, checking attendance and seating arrangement. 2.11 Participates in faculty meetings, seminars, workshops and liturgical services. 2.12 Accompanies the students in extra and co-curricular activities which need his/her support and guidance. 8

3. Guidance Counselor / Coordinator The Guidance Counselor is in charge of the guidance and testing center. S/He is responsible for planning, implementing and evaluating the guidance program in coordination with his/her immediate head and teachers. S/He coordinates and provides the teachers the necessary data needed for instructional improvement, research and evaluation activities. 4. Librarian The librarian organizes, maintains and updates the collection of books and other materials and manages the service agency for the effective implementation of the institution’s educational objectives. 5. Club Moderator The Club Moderator assumes the responsibility of exercising guidance and supervision of all approved year-round activities of the club under his/her care. S/He formulates, plans and implements approved activities of his/her club. S/He coordinates with the other moderators in the planning and implementation of his/her club’s program of activities. S/He also provides the desirable role modelling to his student members. S/He then submits reports of the accomplishments of his/her clubs before the school year ends to the Vice Principal/Principal. 6. Campus Minister The Campus Minister is in – charge of formulating and implementing all the programs and activities of the Campus Ministry. S/He is responsible in scheduling and overseeing all the liturgical, para-liturgical, and sacramental services of the school, in facilitating recollections and retreats of students, faculty and others. S/He also coordinates, liaises, between the campus ministry office and the diocese or other religious organization. 9

7. Student Welfare Officer The Student Welfare Officer is in-charge of monitoring pupils/students` discipline. S/He is responsible in imposing sanctions to erring Grade 3- 6 pupils and high school students. II. Faculty Recruitment Policies and Procedures A. General Recruitment and Policies: 1. Applicants for employment shall be considered solely on the basis of fitness, ability and aptitude for work at hand. 2. Applicants must possess at least the minimum educational requirements specified for the job. B. Personal Characteristics of Teachers The desired personal characteristics for teachers are the following: 1. Thorough understanding of the learning process and the psychology of the learner; 2. Thorough understanding of teaching methodology and content; 3. Good command of the English language; 4. Pleasing personality/appropriate attitude and values; 5. Physically and mentally fit C. General Recruitment Procedures: 1. Secure application form from the school. 2. Submit the following to the Administrative Services Coordinator: • Application Form-duly accomplished • Resume • Transcript of Records • Letter of recommendation from last employer Note: Background check by the Administrative Services Coordinator should be done before proceeding to the next step. 3. Preliminary Interview by the Vice Principal or Principal – Only those who have complied/satisfied the requirements in Step 2 will be interviewed. 4. Teaching Demonstration 5. Testing (Mental ability, Personality) 10

6. Submission of the following employment requirements to the Principal: Photocopy of SSS E1/E4 Form, TIN, PHIC ID Photocopy of Community Tax Certificate Photocopy of College Diploma Police Clearance/NBI Clearance NSO Birth Certificate NSO Marriage Contract (if married) LET and other Professional Credentials Medical Check-up results including chest x-ray, blood, urine, and stool tests Two (2) 1 x 1 picture Two (2) 2 x 2 picture 7. A written contract shall immediately follow the candidate’s acceptance with copies of the job description and faculty manual. The contract will be renewed yearly for a period of three (3) consecutive years for teachers on probationary status. D. Minimum Qualification Requirements The following shall be the minimum qualification requirements for academic positions in the school: 1. The Principal The Principal must possess at least a Master’s Degree in Education or in any education-related field. S/He must have at least 6 years of relevant teaching experience and at least two years of satisfactory administrative experience. 2. The Vice Principal The Vice Principal must possess at least a Master’s Degree in Education or in any education-related field. S/He must have at least 5 years of relevant teaching experience and at least two years of satisfactory administrative experience. 11

3. Administrative Services Coordinator The Administrative Services Coordinator must have at least finished his/her academic requirements for a Master`s Degree or must have obtained his/her Master’s Degree in Education or in any related field. S/He must have at least 5 years of relevant teaching experience and at least two years of satisfactory administrative experience. 4. Student Services Coordinator The Student Services Coordinator must have at least finished his/her academic requirements for a Master`s Degree or must have obtained his/her Master’s Degree in Education or in any related field. S/He must have at least 5 years of relevant teaching experience and at least two years of satisfactory administrative experience. 5. Subject Coordinator The Subject Coordinator must possess at least a Master’s Degree in Education or in any education-related field. S/He must have at least 4 years of relevant teaching experience and at least three years of satisfactory teaching performance. 6. Pre-School Teacher A teacher in the pre-school level must be a LET passer, a holder of a Bachelor’s degree in Elementary Education, Pre-school Education, Early Childhood Education, or its equivalent and should have at least six (6) units of professional subjects related to early childhood education. 6. Grade School Teacher A teacher in the grade school level must be a LET passer and a holder of Bachelor’s degree in Elementary Education. 12

7. High School Teacher A teacher in secondary level must be a LET passer and a holder of a Bachelor’s degree in Secondary Education or its equivalent or a Bachelor of Arts degree or its equivalent with at least 18 units of professional education subjects. However, in the desire of the school to uplift the quality of teachers in all levels, each teacher is encouraged to pursue graduate studies in his/her area of specialization. 6. Guidance Counselor A Guidance Counselor must be a holder of any of the following degrees: • Bachelor of Arts in Psychology/Behavioral Science • Master of Arts/Science in Education, major in Guidance and Counseling • Master of Arts/Science in Psychology/Child Study S/He must have passed the Licensure Examinations for Guidance Counselor. 7. Librarian The librarian should be a graduate of any of the following degrees: • Bachelor of Library Science • Bachelor of Science in Education, major/specialization in Library Science • Bachelor of Arts major in Library Science • Master of Library Science • Master of Arts in Library Science S/He must have passed the Library Science Board Exams. III. Terms and Conditions of Employment A. Status Under faculty status, an employee could be categorized as: • Academic Teaching Faculty 13

• Academic Nonteaching Faculty • Administrative Faculty A Teaching Faculty is one who is formally engaged in actual classroom management and instruction. A Nonteaching Faculty refers to any employee possessing certain prescribed academic qualifications and performing academic functions directly supportive of teaching such as: guidance counselor, psychometrician, researcher, librarian, registrar. An Administrative faculty is one whose main obligation involves curriculum development and/or management of an area or a unit. S/He also functions as an academic teaching personnel. B. Load 1. A full-time faculty spends the required working hours on campus in the performance of his/her function in conformity with the law. A full-time teacher is not engaged in any gainful employment outside the school without the specific approval of the School Director. 2. A part-time faculty is one who has been hired for teaching load based on the school’s needs. Part-time status is not counted towards a teacher’s tenure and seniority. C. Classification 1. Permanent Teacher A permanent academic teaching and/or academic nonteaching faculty is one who has successfully passed the stipulated probationary period of employment for three (3) school years of full-time service and has complied with the standards required by the school for permanent employment. • Highly satisfactory performance for the last 3 years • Must have sound personal/professional qualities • Good record of attendance • Must be a Licensure Examination for Teachers (LET) passer Once acquired, permanent employee carries the assurance of continuous employment until the age of retirement, separation or termination for valid cause and after due process. 14

2. Probationary Teacher Newly-hired academic personnel are required to undergo an initial probationary period of ten (10) months: Probationary 1: First Day of Classes – March 31 Probationary 2 & 3: June 1 to March 31 after which, the contract for probationary employment automatically expires unless renewed for another period of employment. A probationary teacher should have passed the LET on his/her 2nd year of employment. The total probationary period should not exceed three (3) years. The probationary period does not include the time when the teacher was on temporary or part-time employment with the school. Periodic evaluation of performance shall be made within this period of probationary employment. When performance at the end of three (3) years probationary period is highly satisfactory in accordance with the established standards, then the faculty is recommended for permanent appointment. The services of a probationary teacher may be terminated for just cause or when he fails to meet the required standards within the 3-year period. 3. Substitute Teacher A substitute teacher is hired by the school on a contractual basis or substitute for a regular employee on leave. S/He is a teacher on temporary status and who is hired for specific occasions, work or assignment and whose employment terminates automatically when no longer needed. In no case shall a temporary, casual or substitute teacher be required to work for a period longer than one (1) school year. 4. Part-Time Teacher A part-time teacher is a teacher whose total working day is not devoted to the school and whose teaching load is less than that of a full-time teacher. Part-time teachers are always on a tenth-month basis and never assume permanency. 15

D. Contracts 1. Part-time and full-time probationary faculty will be given formal contract from school year to school year. Permanent faculty will be issued a Letter of Assignment, which is renewable every school year. 2. Contracts or memoranda of Agreement are bilateral and cannot be rescinded except by mutual agreement of both parties for just and valid cause provided by law. In case a teacher terminates or abandons his/her teaching job during the effectivity of the contract, s/he shall be liable for liquidated damages. However, if such termination is caused by disability due to serious illness and similar causes, the faculty member may be allowed to resign from his/her job without penalty. 3. Notice of intention not to renew the contract of a probationary teacher will be given on the last day of the expiration of contract. E. Regulation of Instruction 1. Working Conditions A full-time teacher devotes at least 40 hours a week to his/her duties in school. The normal activities of a full-time teacher include teaching, meetings, materials production, student counseling, preparation of grades and parent conferences. In addition, a teacher is expected to moderate some extra and co-curricular activities; serve in committees or in academic planning, handle community projects, organizations and programs. For teaching faculty, the 40 hours service includes actual teaching which shall consist of a maximum of 30 hours a week. Free periods (nonteaching hours) shall be devoted to professional growth, lesson and materials preparation, correction of test papers, recording of results, class substitution, meetings, proctoring, assignments, student/parent consultation and other related activities. Teachers and other personnel are required to attend official school functions which may be scheduled outside the 40-hour service each week and will be required to go to school on designated Saturdays. These may be activities like seminars, distribution of cards, academic contests, outreach programs and completion of unaccomplished requirements and others. 16

2. Workdays and Off-days The regular workdays for those engaged in actual teaching are from Mondays to Fridays, with Sunday as the regular rest day. Attendance on Saturdays is self-discretionary unless there are official school activities on these days which require their presence, i.e. pre-planned or scheduled meeting, conference, or in-service training, religious activity, and other faculty development, school campus or community development activities. Academic Nonteaching Personnel not engaged in actual teaching shall report for forty-four (44) hours from Monday to Friday. A teacher/staff who will report for work or conduct trainings on Saturdays or Off Days should secure a Saturday/Off Day pass in the Admin Office. This pass should be signed by the Principal and endorsed to the Guard on Duty. A teacher /staff whose Saturday /Off Day Pass is not approved will not be allowed to enter the school premises. 3. Timekeeping Every teaching and nonteaching personnel of the school is required to accomplish the Daily Time Log and enter his/her time card in the Daily Time Recorder upon reporting for work and at the end of working hours or whenever s/he leaves the school premises. The time entries recorded by the Daily Time Recorder will be considered valid for attendance and payroll purposes. Should an employee due to unavailable circumstances forgot to use the Daily Time Recorder ,s/he should sign in the Security Guard`s Record Book. 4. Teaching Loads and Other Assignments Teaching assignments are made in accordance with existing policy on teaching loads by DepEd. 4.1. Regular load for Full-time Faculty All full-time faculty shall devote forty (40) hours a week in academic pursuits. 17

4.1.1. Pre-school A preschool teacher has a maximum teaching load of 30 hours a week as provided by the Department of Education. 4.1.2. Grade School 4.1.3. A grade school teacher has a maximum teaching load 4.1.4. of 30 hours/week as provided for by the Department of Education (DepEd) High School A high school teacher has a maximum teaching load of 30 hours a week as provided by the Department of Education (DepEd) Academic Non-Teaching Personnel Full time academic non-teaching personnel reports for forty four (44) hours from Monday to Friday . 4.2. Underload Teachers who are underloaded are given other assignments in line with their field of specialization, expertise or experience, the frequency of which is determined by the number of hours needed to satisfy the regular teacher’s load. 4.3. Overload Full-time teachers who exceed the number of teaching hours as prescribed shall receive remuneration on the basis of the number of additional loads. 4.4. Deloading A faculty member handling a special assignment aside from teaching may be deloaded of his/her teaching hours to an administrative /supervisory assignment. 5. Summer Service Availability The school reserves the right to require the services of teachers during the summer months of April or May to undertake such activities as syllabi preparation, worksheet construction, attendance in retreats, recollections, teacher-training seminars for professional growth. 18

5.1. Policies on Summer Service Availability 5.1.1 Teachers receiving their 11th and 12th month pay are mandated to render summer services. 5.1.2 The minimum number of working days required for summer service availability should not be less than 11 days or a total of 88 hours, which would be regularly scheduled in two (2) weeks beginning April 1. Teachers receiving their 11th month pay should report for not less than 11 days in the month of April only. 5.1.3 Summer tutorial classes are not credited as summer service because teachers engaged in summer tutorial classes are remunerated separately. Hence, teachers simultaneously engaged in summer tutorial classes must extend their reporting beyond two (2) weeks until the minimum working days are completed. 5.1.4 For teachers receiving their 11th month salary, every one (1) day absent will merit a two and a half (2.5)-day deduction on pay. 5.1.5 For teachers receiving their 12th month salary every one (1) day absent will merit a five (5)-day deduction on pay. 5.1.6 The policy on leave is in effect provided that the number of days applied for, without prejudice to the schedule of deduction mentioned in rule 5.1.4 and 5.1.5 will fit into the remaining leave credits of the teacher concerned. 5.1.7 Teachers assigned to report should accomplish the daily time log during the entire period of summer service. 5.1.8 Attendance in seminars held during summer is not considered as reporting day. 6. Policies on Tutoring 6.1 Tutoring is only allowed to pupils who need it or when recommended by the teacher due to academic deficiency. The pupils may apply for a tutor concerned through the Office of the Principal. If at any case, the pupils make it to the honor roll, he must not avail of tutorial services for the next quarter period. 6.2 Teachers are not allowed to tutor their own pupils. 6.3 A teacher can tutor a maximum of four (4) pupils/students, spending a minimum of one (1) hour for his/her tutees. No sit-ins will be allowed. An additional of one (1) tutee can be given to a tutor whose performance is “Very Satisfactory”. 19

6.4 Tutorial fee shall be paid only in the Accounting Office. 6.5 Tutoring must start at 4:30 pm and end not later than 6:30 pm on regular school days and Long Assessments. During the 1st and 2nd Quarterly Assessments, tutorials must start at 3:00 pm. However, during the 3rd and 4th Quarterly Assessments, tutorials must start at 1:00 pm. 6.6 No tutoring is allowed to: • any OLHRS pupil/student at home (only in very special cases will this be allowed e.g. physical disability or incapacity to report to school) • non OLHRS pupil/student in the school campus 6.7 Tutoring during exam week only is not allowed. 6.8 Tutors are not allowed to borrow or use test materials or examination papers of the subject-teachers. 6.9 A tutor must not exert undue pressure to his/her colleagues who teach his/her tutee. 6.10 A tutor has the following responsibilities: a. Conscientiously teach and help/his tutees improve their academic performance. He or she may do so by preparing review materials that may be brought home by the pupils/students during major exams. b. Endorse his/her tutees to other tutors in case of absence, whether official or unofficial. c. Accompany his/her tutees to the gate after the session d. Inform the Accounting Office in case a tutee stops availing of the service e. Remind tutees to pay fees thru their Assignment Ntbk. f. Ensure safety of tutees during the official tutoring hours. 6.11 If payment has been made by the tutee, tutorial fees will be received by the tutor at the Accounting Office every 20th day of the month. 6.12 A tutor who fails to meet his/her tutees due to absence or official business will have deductions in his tutorial fee. The amount of Php 75 per tutee/day for Grade School tutor and Php 85 per tutee/day for High School tutor will be given to the tutor who acted as substitute for the absent tutor. A substitute tutor must submit the Tutorial Substitution Form (TSF) to the Student Services Coordinator (SSC) before the 15th day of the month. Failure to submit the TSF on due date would mean NO Tutorial Substitution Fee. 20

6.13 Financial obligations that may result from accidents during official tutoring hours which is beyond the student`s insurance coverage shall be the responsibility of the tutor. 6.14 A tutor who is unable to comply with his or her duties in school i.e. non submission of LPs and other requirements on time; or those who would incur unjustifiable absences; non endorsement of tutees; or has been found negligent of his/her duties will not be allowed to tutor for a month. His or her tutees will be delegated to a tutor who can better manage his or her responsibilities as a tutor. If the tutor`s work performance improves after a month, he / she may be allowed to resume tutoring. 6.15 Tutor who violates the regulations provided in this policy will be disciplined in accordance with the rules and regulations set in the Faculty Manual after due process. 7. Faculty Participation in School Activities Every faculty member is expected to attend and participate in the school’s academic and nonacademic activities and functions whenever requested by the administration. This is one way of evaluating faculty involvement with the institution, hence it is a criterion included in faculty rating. 8. Professional Development Faculty members should continuously develop themselves professionally by: 8.1 Pursuing an academic degree higher than their previous training. 8.2 Involving in research or publication. 8.3 Attending conferences, seminars, workshops, etc. 9. Human Resources Development 9.1. Annual Retreats / Recollections The faculty members go on a retreat / recollection with an invited facilitator for spiritual development on a designated schedule. 9.2. Outreach Activities These are held to make the community aware of the living condition of the majority of the people and to sustain the teachers’ interest in community building. 9.3. Christmas Party The members of the OLHRS family celebrate the season of Christmas as they gather in fellowship. 21

9.4. In-Service Trainings Members of the faculty gather together for lectures, seminars and workshops on Lasallian themes and for professional development. 10. Policies and Procedures for Cash Advances /Reimbursements 10.1 Issuance Cash advances may be issued to project leaders for the payment of materials and/or services for projects duly recognized by the school. The recipient of the cash advance is duty bound to ensure that the amount received does not exceed the approved budget allotted for the project. The cash advance maybe requested at least one week before disbursement to provide ample time for the processing of the payment requisition slip. 10.2 Liquidation As a general rule, the cash advance must be liquidated within 5 calendar days after the completion of the activity for which it was obtained. However in certain cases, the cash advance may remain outstanding for the duration of the project, but not exceeding six months. In this case, the cash advance must be liquidated before the expiration of the six-month period; and if necessary, a new cash advance may be obtained for the unexpired portion of the project. All disbursements reported must be supported with official receipts. Expenses without official receipts may be allowed provided these are thoroughly explained in writing. Examples of disbursements of this nature are: tips to waiters, or porters, taxi or bus fare from point of origin to destination and so on. 10.3 Accountability Anyone who avails of a cash advance does so with the understanding that he/she must liquidate the advance in accordance with the foregoing rules. The school is given the authority to deduct unliquidated cash advances from the salary of anyone who avails of the same, after sufficient notice has been served. No one may obtain a cash advance while he/she has an outstanding /unliquidated cash advance. 22

11. Teachers` Clearance Permanent and Probationary Teachers should secure their clearance and submit it to the Controller on or before March 31 (for Probationary Teachers) and April 5 (for Permanent Teachers). If clearance of teacher is not submitted within 6 months after the end of the school year, the teacher`s salary will be given as donation to OLHRS scholarship fund. 12. Guidelines on the Suspension of Work due to Bad Weather OLHRS will suspend work when: a. signal # 2 and higher typhoon signals are raised in Metro Manila / NCR, Cavite or Southern Tagalog Provinces. In cases where there are no storm signals but DepEd or a local official suspends classes in Cavite / Metro Manila / NCR only, the school administration will decide if work will be suspended or not. Faculty members should wait for the 6:30 am Admin Announcement/ Bulletin . IV. Faculty Attendance and Punctuality A. Attendance The most fundamental obligation of a teacher to his/her students is to provide them with his/her presence in all his/her classes and all school functions. 1. All teachers are expected to be on-campus at least fifteen (15) minutes before the bell rings for flag ceremony. 2. Daily time record is provided for each teacher to accomplish upon arriving and leaving the school. All tardiness, early dismissals and absences from class are noted down and kept for each teacher and given weight in assessing professional competence. Because of its disruptive effect upon other classes in session, tardiness in the beginning and particularly early dismissal at the end of the period are strongly discouraged. 23

3. Should the teacher leave the campus earlier than the official time, s/he should accomplish the early leave form or gate pass slip to be signed by the Principal. B. Punctuality All teachers are expected to be punctual in all school functions and school-sponsored activities. Punctuality and regularity should be observed especially in: 1. Faculty meetings, conferences, seminars, workshops. 2. School activities, i.e., outings, retreats, athletic presentations and the like, special functions such as graduations, departmental activities, recognition days, culminating programs, monthly Eucharistic celebrations, institutional masses, etc. C. Absence 1. In case of unanticipated absence, the teacher should make every reasonable effort to notify the Principal or Vice Principal /the Administrative Staff by a letter, telephone call, SMS/text message or messenger that s/he will not be present so a substitute can be arranged prior to his/her class. The teacher should accomplish the Leave of Absence form on the day s/he reports back to work. 2. For foreseen absence, the teacher has to seek the approval of the Principal. Lesson plan, activities and the references used, which could cover the number of days the teacher will be absent, should be sent or left with the office for the substitute’s use. 3. In cases where absences are prolonged or extended due to unavailability of transportation or other grave reasons, the school should immediately be informed through any means of communication. 4. When a longer absence is anticipated (two weeks or more), the teacher should secure a Leave of Absence Form from the Principal. 5. Absence may either be excused or unexcused. 5.1. For permanent teachers, excused absence is one for which no salary deduction is made. A permanent teacher’s absence from school shall be considered excused if it falls under any of the following: 24

5.1.1. For permanent teachers, absence because of illness is considered under the Sick Leave Policy. If sick leave benefit has been exhausted, absence due to illness will be a deducted absence. 5.1.2. Illness of immediate family member, accident, calamities such as fire, earthquake, typhoon, tidal wave and other untoward events where the permanent teacher and/or his/her family is directly affected for not more than five (5) days. 5.1.3. A permanent teacher’s attendance/participation in seminars, conventions, conferences and other similar professional activities if such activity is approved and authorized by the school. 5.2. For probationary teachers excused absence is one for which no salary deduction is made. A probationary teacher’s absence from school shall be considered excused if it falls under any of the following: 5.2.1. Calamities such as fire, earthquake, typhoon, tidal wave and other untoward events where the probationary teacher and his/her family is affected for not more than three (3) days. 5.2.2. A probationary teacher’s attendance / participation in seminars, conventions, conferences and other similar professional activities if such activity is approved and authorized by the school. 5.3. For unexcused absences and/or absences without pay, salary deduction whether probationary or permanent shall be made in addition to the imposition of any applicable disciplinary action or penalty. 5.3.1. A faculty member who is denied permission to be absent but nevertheless absents himself/herself shall be considered absent without leave and shall be severely dealt with. 5.3.2. A faculty member who extends the period of his/her approved leave without first securing approval from the Principal shall be considered absent without leave and shall be subject to disciplinary action. In addition, failure to report for work on the date specified in his leave form shall be deemed abandonment of work and s/he shall be considered as having automatically and 25

voluntarily terminated his/her own employment with the school. 5.3.3. Outside engagements, meetings, business and other trips because of private and/or personal affairs do not constitute grounds for excused absence unless prior approval had been secured from the Principal in writing. Such absence shall always be without pay and the salary deducted would be used for the substitution pay. D. Tardiness Tardiness is defined as the arrival at the employee’s place of work later than the official prescribed time schedule as evidenced by the time card entries. Tardiness in the morning is distinct and separate from tardiness in the afternoon so that it is considered as two (2) instances of tardiness. Tardiness caused by difficulty of transportation, distance of residence, and other similar circumstances are not considered excused. The following provisions apply to tardiness: 1. A faculty member who arrives after 7:15 a.m. shall be considered late. Fine for latecomers is Php 20.00. The fine will be collected monthly by the assigned faculty treasurer. Amount collected will go to the faculty fund. 2. Tardiness for more than one (1) hour after the first period shall be considered absence for one day unless a valid reason is presented. However, tardiness caused by unforeseen events which prevent an employee from reporting on time is excused from penalties. Such events or instances are the following: 1. During typhoons, very bad weather, and occurrence of other calamities, the principal/director in each case will issue a general guideline. 2. When prior permission with meritorious reason for being late is secured from and approved by the principal/director. 3. When employee undertakes official business outside the school premises in connection with his/her work. 26

E. Undertime Undertime is defined as departure from the place of work earlier than the prescribed time schedule. Employees may be allowed to go on undertime for meritorious reasons, to be determined and approved by the immediate head. All unexcused tardiness and undertime shall be subject to penalty of Php 20 and shall be reflected in the employee’s performance rating. All tardiness/undertime excuse slips shall be filed in the personal file of the teacher concerned for referral purposes in evaluating efficiency. F. Substitution Substitution is defined as the assigning of a teacher to temporarily handle and teach a class or a specific learning area in the absence of the regular teacher. Substitution pay is computed as follows. a. The hourly rate for teaching substitution is computed by dividing the basic pay for Step 10 by twenty four (24) days and dividing the quotient by eight (8) hours. Hourly rate for supervisory substitution is 50% of the hourly rate for teaching substitution. b. The hourly rate for teaching substitution for teachers whose daily teaching load is less than 180 minutes is 50% of the hourly rate for teaching substitution. c. Substitution pay of a teacher who substituted for a teacher on Official Business is 50% of the hourly rate for teaching substitution. d. Faculty members given administrative position are not qualified to receive substitution pay. V. Performance Evaluation Periodic performance evaluation of the faculty as well as of other personnel will provide feedback and eventually help employees make and implement a self- improvement plan. This will also serve as basis for promotion, salary increase, termination and renewal of contract. The evaluation is conducted by the Principal and the Vice Principal. The students are also asked to write their comments and suggestions for their teachers. 27

A. Criteria • Teaching competence as evidenced by evaluation instruments formally used by the school. • Active participation in departmental and school wide activities • Regularity and punctuality in attendance of classes and other school functions. • Attendance at conferences, seminars, workshops, assemblies sponsored by the school and other organizations. • Academic and professional growth and scholarly productivity • Administrative work • Cooperative spirit • Good physical and mental health • Commitment to the school mission • Commitment to Rosarian-Lasallian values B. Guidelines 1. Permanent Teachers The job performance of all permanent teachers shall be evaluated twice a year. 2. Probationary Teachers The job performance of all probationary teachers shall be done twice a year. 3. Evaluation is done by the person/s directly supervising the teacher C. Evaluation Procedure 1. The Principal and the Vice Principal are tasked to evaluate the faculty members using Appendix 1 (Performance Rating Sheet for the Evaluation of Faculty Members). They review the job responsibilities, individual files and other records of the employee to determine his/her performance during the period. 2. Comments to substantiate or justify ratings are written on the spaces provided on the rating instruments. 28

VI. Termination of Employment A. Three (3) Kinds of Employment Separation 1. Termination of employment by expiration of the contract, terms or conditions of employment. 2. Voluntary resignation. All permanent faculty members shall have the right to resign from their position, however, that the same takes effect at the end of the school year; and provided further, that a notice in writing be given 30 days before the end of the school year. 3. Separation for cause or circumstances attributing to the employee or to urgent prevailing economic conditions or due to emergency measures. B. Termination of Conditional Employment 1. Probationary teachers may be terminated before the expiration of the contract, terms or conditions of employment; 2. Probationary teachers who fail to meet the minimum performance requirements during the period of probation shall be terminated effective the date of expiration of the probationary appointment. 3. A probationary teacher may also be terminated before the end of the probationary period for serious causes of poor performance or behavior adversely affecting the operations or integrity of the school. 4. The school adopts the principle that disputes between the management and the teachers shall be solved through dialogs and negotiation and that no teacher may be released from service except for cause and after due process. C. Grounds for Release from Service A teacher may be released from service for any of the following reasons: 1. Resignation – separation of the teacher from the school for any reason of his/her own free will. 2. Separation for Cause – Resulting from reduction of work force, physical disability, violation of school policies or irregularities in job performance. Causes for separation provided under the labor code shall be applicable. 3. Retirement 29

D. Guidelines for Resignation 1. Notice of resignation shall be given in writing thirty (30) days before effectivity of resignation. Any teacher who fails to serve the required notice shall be held liable for any damage that shall be suffered by the school as a result of the resignation. Only in extreme and unavoidable cases shall resignation be accepted within a current school year. 2. The letter of resignation, stating the teacher’s reason for leaving and the effective date must be noted by the Principal and approved by the director. 3. Approved letter of resignation is forwarded to the Principal before the teacher’s release/clearance papers are processed. 4. All benefits due to the teacher who leaves the school voluntarily shall be given according to the policies and regulations. 5. All school properties, records, documents, and assets in the teacher’s possession, custody, or control must be submitted to the Principal or his/her representative one (1) week before the effective date of resignation. E. Procedures for Releasing Teachers/Employees from Service 1. Employment of temporary/probationary part time teacher shall be automatically terminated upon the expiration of the contract without the need of a formal notice unless the contract has been renewed or permanent appointment is given. 2. The contract of probationary teacher for a definite period. However, every December of each school year, an agreement of continuation of employment is signified by both parties through a letter of intent that is requested from the teacher. 3. The appointment of teachers on regular status shall expire automatically on the date of retirement (at the age of 60 ) 4. The teacher may be released from service for cause due to commitment of offenses punishable by termination under Section XI – Offenses and Sanctions for Offenses. 4.1. Teachers who are released for cause shall lose all rights and privileges, they may have, including the possibility for reinstatement or re-employment. Employees who are released from service must submit all school records/material, keys, and other supplies and required reinstatement or re- employment forms. 30

4.2. In all foregoing cases, employees on regular status can be separated from the school only after a review of their case by an appointed committee whose decision shall be final once endorsed by the principal and approved by the director. 4.3. Regular employees may be released for cause upon the recommendation of the principal and approval of the school director. 4.3.1. Release from service due to reduction of work force shall entitle the employee to all benefits he/she may be entitled by law. 4.3.2. Release from service due to physical disability shall be made after prior consultation/confirmation from the school physician. 4.3.3. Release from service due to the violation of school policies or irregularities in job performance shall be made after proper notification of the employee concerned and after a thorough investigation of the case have been done. VII. Benefits and Privileges A. Educational Benefit 1. Enrichment Programs These would include short-term in-service programs, both on and off campus subject to conditions laid down by the school administration. This includes the LASSO Conferences; sessions with other Lasallian teachers/personnel or visiting La Salle Brothers. 2. OLHRS Personnel Study Grant All academic teaching, academic non-teaching and non-teaching personnel of the school who have rendered at least 2 years of service and with a maintained performance rating of at least satisfactory may avail of the study grant. Such grants shall be governed by the following guidelines: 31

1. Grantees are expected to take up courses within their field of specialization leading towards Doctoral, MA/MS/MBA degree approved by the school. 2. Grantees can take the course preferably in these universities - Philippine Normal University - University of the Philippines - Pamantasan ng Lungsod ng Maynila - PUP – Sta. Mesa - Technological University of the Philippines - DLSU- Dasmariñas - DLSU-Manila - Cavite State University or in any other colleges/universities duly recognized by the Commission on Higher Education 3. The amount of grant shall NOT exceed Php 5,000.00 per semester. 4. The amount paid by the grantee for his/her tuition and other fees maybe reimbursed upon submission of the official receipt to the Principal. 5. Grantee should maintain a grade of at least 85% and is required to submit to the Principal the records of official enrolment units earned and the course ratings before the next semester begins. 6. The grantee shall 6.1 perform with diligence and efficiency his/her tasks in school 6.2 serve the school for at least a period of four (4) years after finishing the program 6.3 help train other teachers in the school particularly in his/ her field of specialization in coordination with the Principal 7. In the event that the grantee fails to: 7.1 complete the stipulated number of year/s or term/s of service, he/ she is required to 32

7.1.1 reimburse the school in cash the total amount corresponding to the number of month/ s unserved computed as Total expense x total number no. of years spent to finish studies of unserved month/s 12 7.1.2 reimburse the school in cash the total amount corresponding to the number of year/s or term/s unserved computed as Total expenses x total number of unserved year/s No. of years spent to finish graduate studies 7.2 finish the course within four (4) consecutive years for a Master`s degree and six (6) consecutive years for a Doctorate degree. The grantee shall pay the school in full for the total expenses incurred during his/ her schooling. 8. The agreement shall take effect after signing the contract and shall be in effect for a period of eight (8) semesters for MA/MS/MBA and twelve (12) semesters for Doctorate degree. 9. One (1) year extension period may be given to a grantee to finish his/her graduate studies. A letter of request concerning this matter should be submitted to the Principal. 10. All grantees may avail of a thesis aid amounting to ten thousand pesos (Php 10, 000.00). The amount will be given after passing the colloquium. 11. The grant shall be given to only three (3) grantees per period (1 period is equal to 4 years). The study grant will be made available again after four years. 33

SELECTION OF GRANTEES A selection committee will be formed to study the applications. The following will be the bases for the selection of grantees: 1. Years of service in OLHRS 40% 2. Performance rating for the 35% last three years 3. Recommendation from 25% 100 % head TOTAL PROCEDURE 1. Secure study grant form from the Office of the Principal. 2. Submit application form to the Principal together with the recommendation from the immediate head. B. Leave Benefits 1. Sick Leave Permanent academic teaching and nonteaching personnel shall be entitled to at least five (5) working days sick leave with pay. A physi3c0ian should certify sick leaves incurred for two consecutive days or more. However, if sick leave is incurred for only a day, a certification from the school nurse will be required. The certification should be attached to the leave form and should be submitted to the Principal before returning to work. Generally, sick leave of school personnel is noncumulative. Substitute teachers are not eligible for sick leave with pay. In the event that a teacher has used up all his/her sick leave, the absence shall be treated as “leave without pay”. A permanent teacher including administrators may be paid for his/her unused sick leave but only for a maximum of two (2) days. The current minimum wage will be used in the computation. A teacher who is unable to report for duty because of illness or injury is expected to make immediate notification by telephone or other means of communication and should submit his/her sick leave application as soon as he/she reports back for duty. 34

Sick leave with pay shall not be granted if the teacher is suffering from any ailment or sickness due to criminal or anti-social acts, drug addiction, drunkenness, attempted suicide, self-inflicted injury and the like. Sick leave benefits are noncumulative. It is earned on a school year to school year basis, and therefore a teacher cannot take unearned sick leave in advance. 2. Vacation Leave and Off Days Permanent academic teaching and academic nonteaching personnel shall be entitled to one summer month vacation (or equivalent to 20 working days) as well as Christmas holidays, official school and legal holidays with the condition that they are ready to render service to the school on these days when called for. Vacation leave may be enjoyed only during the regular summer vacation leave entitlement of the teacher. Any vacation leave taken in excess of entitlement shall be considered as “leave without pay.” 2.1. Guidelines on Vacation Leave 2.1.1. Employees with faculty status are expected to avail of their vacation leave and are not allowed to work on their regular jobs or any outside job during their vacation for the purpose of receiving additional pay. 2.2.2. Vacation leave not availed of when due shall not be converted to cash and shall be forfeited. 2.2.3. The summer vacation period not used for leave is intended to be used for professional growth and as preparation for the coming school year. 2.2.4. In case of separation from service for a cause, unused vacation leave shall be forfeited. 3. Emergency Leave An emergency leave is granted only to a permanent faculty that may not exceed five (5) working days in a school year charged against unused vacation leaves. For permanent faculty, the following 35

shall be considered emergencies: illness of an immediate member of the family (married: spouse, children, mother and father / single : mother, father, brothers and sisters), accidents, and natural disasters (flood, fire, earthquake, etc). All emergency leaves must have the approval of the Principal. 4. Bereavement Leave with Pay A member of the faculty may avail of five (5) days leave with pay for death of parents, brothers, sisters, spouse and / or children only. 5. Leave of Absence Leaves of absence may be granted to permanent faculty members or regular employees who have rendered service to the school, with or without pay, for reasons approved by the Principal/School Director. A Leave of Absence is granted to a permanent teacher for a period of not more than one (1) semester only for reasons of health and/or further studies to enhance professional growth; it is always without pay. School benefits and privileges for faculty members, retirement fund contribution are suspended during the leave of absence. However, the teacher shall retain the job level he left upon returning to active teaching. All leaves of absence for either reasons of health or further studies must be recommended by the Principal and approved by the Director. Doctor’s certificate or proof of enrolment and other pertinent documents must be submitted after the leave of absence. Implication: Computation of 13th month pay and summer vacation pay will be affected. 5.1. Guidelines for Leave of Absence 5.1.1. Filing of letter of reinstatement shall be made at least a month before the end of the leave. Failure on the part of the teacher to inform the school of his/her reinstatement and report for duty at the end of his/her leave of absence shall be taken as an indication of the teacher’s intention to terminate services (tantamount to resignation), unless for demonstrable and valid reasons an extension has been applied for, a month 36

before the end of the leave and approval obtained in writing from the Principal. 5.1.2. A leave of absence may not be granted for more than once nor for more than (1) semester. 5.1.3. A teacher who files for a leave of absence must file a clearance with the appropriate offices. 5.1.4. Should a member of the faculty wish to leave the school for reasons other than health or further studies for either a definite or indefinite period of time, s/he will have to submit a formal letter of resignation. Upon acceptance of the principal in consultation with the director, the employer-employee relationship has severed and the school has no further legal responsibility. 5.1.5. A faculty approved leave of absence who gains employment is considered resigned from the school. C. Benefits Due by Law 1. SSS/Medical Benefits SSS, Medicare, employees compensation shall be given in conformity with existing and applicable laws and regulations. Female employees who are covered by SSS shall be entitled to maternity benefits under such terms and conditions as provided by law. 2. 13th Month Pay Each employee is entitled to the 13th month pay; the approved absence or sick leave of not more than 30 working days shall not affect the computation of the 13th month pay. This benefit shall be computed according to law. 3. Home Development Mutual Fund The HDMF is a savings program for employees provided for by law. It is generated by the employee’s monthly contributions and by the employer’s counterpart. A major feature of the program is housing loan assistance for employee-members. 37

4. Maternity Leave 4.1. The maternity benefit will be paid only for the first four complete deliveries after March 13, 1973. Abortion and miscarriage are not included. The fifth complete delivery will no longer be paid. 4.2. A pregnant legally married female faculty member who has rendered an aggregate of at least six (6) months for the last twelve (12) months immediately preceding the expected delivery or the complete abortion or miscarriage, maternity leave with full pay is granted this benefit provided that she has given the required notification to the SSS through her employer, and the school has paid at least three monthly contributions within the 12-month period immediately before the semester of contingency. 4.3. Upon expiration of the legal duration of sixty (60) days for normal delivery, and seventy-eight (78) days for a caesarean operation, the faculty member must report for work. 5. Paternity Leave Paternity leave refers to the benefits granted to a married male employee allowing him not to report for work for seven (7) working days but continues to receive compensation on the condition that his spouse has determined a child or suffered a miscarriage, for purposes of enabling him to effectively lend support to his wife in her period of recovery and/or to the nursing of the newly born child. Every married male faculty shall be entitled to paternity leave of seven (7) working days with full pay for the first four (4) deliveries of the legitimate spouse with who he is cohabiting. The male employee applying for paternity leave shall notify his employer of the pregnancy of his legitimate spouse and the expected date of delivery. D. Uniform Assistance/ Subsidy An allowance for the uniform of the faculty in the amount as negotiated every school year shall be given to all faculty members. 38

E. Overload Pay When a teacher is given additional teaching loads exceeding 30 hours / week, s/he will be given additional compensation for the teaching overload. Compensation is computed by dividing the weekly hours of overload by the number of hours of regular teaching load per week multiplied by the basic pay for Step 10. F. Incentive Pay for Winning Coaches Cash incentive is given to winning coaches / trainers in inter-school contests. For Academic Contests and Group Sports 1st Place District Division/LASSO Regional 2nd Place 700 800 1000 3rd Place 500 600 800 4th-7th Place 300 400 600 - 300 500 For individual/dual sports event or multiple entries only the incentive for the highest award received by the athlete will be awarded the trainer/coach. A Teacher assigned to train student for a special participation in District/ Division/Regional Contest or Church sponsored activity will be given cash incentive amounting to Php 500. G. Birthday Gift A five hundred peso (Php 500.00) worth of gift check is given as a birthday gift to any member of the faculty. H. Annual Medical Check-up All members of the faculty can avail of the free medical check-up. 39

I. Death Aid In the event of death of any personnel of the school, a wreath and an amount equivalent to 2% of each employee’s basic monthly salary shall be given to the personnel’s legitimate family. A prayer service involving all faculty and staff will be scheduled during the wake. An amount of Php 1,000.00 cash and wreath is given by the school in case of death of employee’s immediate family member. All school personnel are required to give Php 100 as contribution to help the family of the deceased. (For single employees: mother, father, brothers and sisters. For married employees: spouse, children, mother and father.) A prayer service involving all faculty and staff will be scheduled during the wake. J. Scholarship Program for Dependents of Faculty and Staff (SPDFS) This scholarship can be availed of by a child of a permanent faculty or staff of OLHRS who has rendered at least five consecutive years of service to the school. Years of Service Discounts 5 years 50% discount on tuition 6 years 60% discount on tuition 7 years 70% discount on tuition 8 years 80% discount on tuition 9 years 90% discount on tuition 10 -14 years 100% discount on tuition for first dependent 50% discount on tuition for the second dependent 15- 19 years 100 % discount on tuition for first dependent 100 % discount on tuition for the second dependent 20 years 50% discount on tuition for the third dependent above 100 % discount on tuition up to three dependents 40

• Unmarried employees with permanent status who have rendered at least ten (10) years of service can declare one dependent and enjoy the following discount on tuition fee. 10 years 50% discount on tuition 11 years 60% discount on tuition 12 years 70 % discount on tuition 13 years 80% discount on tuition 14 years 90% discount on tuition 15 years 100 % discount on tuition provided that the dependent is any of the following: 1. brother/ sister 2. niece/ nephew 3. legally adopted son / daughter 4. *grand son/ grand daughter In case of change of status, the employee can avail of discount on tuition fee depending on his/her years of service. In case a dependent becomes an academic scholar he/she will avail both scholarships. K. Performance Incentive At the end of each semester, a performance incentive will be given to faculty members following the scheme below: 1st Sem 2nd Sem Average 5% of the base salary 5% of the base salary Strong 7.5% of the base salary 7.5% of the base salary Highly Competent 10% of the base salary 10% of the base salary Faculty members who will get an unsatisfactory or need improvement rating in the performance evaluation will be disqualified from the list. 41

L. Service Award/ Service Incentive Pay Employees who have rendered service to the institution for 5 years and more are given the award. The scheme is as follows: 5 years = Php 5000 and a plaque 10 years = Php 10000 and a plaque 15 years = Php 15000 and a plaque 20 years = Php 20000 and a plaque 25 years = Php 25000 and a plaque 30 years = Php 30000 and a plaque The award and the incentive pay are given during the school`s Teachers` Day celebration. M. Wedding Gift A faculty member who will receive the sacrament of matrimony will receive a Php 200 peso wedding gift/ aid from each of the employees of the school. N. Trip Abroad A faculty member who reached 5 years in service will have the opportunity to visit another country during the summer break. The country to be visited will be determined based on the decision of the administration and the availability of budget. In cases when only one faculty member is eligible to avail of this incentive, the trip may be postponed until such time when at least another faculty/staff is qualified to avail of such incentive. O. Retirement Benefit Retirement benefit of faculty members is under the Catholic Educational Association of the Philippines Retirement Plan. Below are the provisions of the CEAP Retirement Plan. 42

Section 1. Article I Section 2. Creation and Effectivity Title This Plan shall be known as the “Catholic Educational Association of the Philippines (CEAP) Retirement Plan.” Date of Effectivity The Plan became effective on July 1, 1968. Amendments to the Plan were effected on January 26, 1989, October 1, 1989, September 1, 1992, June 1, 1993, January 21, 1999 and September 15, 2009. The same Plan was further amended as of September 22, 2011. Section 1. Article II Definitions Definitions The following words and phrases, as used herein, shall have the meaning indicated, unless a different meaning is plainly required by the text: (a) “Plan” shall mean the CEAP Retirement Plan adopted herein together with any amendments or interpretations thereof duly adopted by the Retirement Commission. (b) “Fund” shall mean the CEAP Retirement Fund, the trust fund established under this Plan, and shall mean generally the monies or other things of value which comprise the corpus of the trust fund together with all income, capital gains and other additions hereto, less any losses, charges, expenses and benefit payment therefrom. (c) “Retirement Commission” shall mean the body created by the Catholic Educational Association of the Philippines with powers and authority to administer the Plan in accordance with Article VII hereof. (d) “Participating Employer” shall mean the school, college, university, congregation, order or diocese which originally 43