FACULTY MANUAL

["Section 2. participated in the creation of this Plan or is subsequently accepted to participate in the Plan by the Retirement Commission in accordance with Article III and which agrees to make contributions to the Fund in accordance with the Plan. (e) \u201cMember\u201d shall mean any regular employee of a Participating Employer who has qualified for membership under Article IV excluding part-time employees, casuals, temporary employees, and others not regularly employed with any of the Participating Employers. Coverage under one Participating Employer will not preclude a second membership with another Participating Employer, provided that the employee meets in both employers the requirements for membership. (f) \u201cContinuous Service\u201d shall mean the uninterrupted service as determined by the Participating Employer\u2019s personnel records. Leaves of absence approved by the Participating Employer with or without pay and school vacation, shall not constitute an interruption of service, but only periods of compensated service shall be used in computing benefits under the Plan. (g) \u201cPast Service\u201d shall mean that continuous service of a Member to the Participating Employer from the date the Member met the requirements for membership in the Plan to the date of acceptance of the Participating Employer in the Plan. (h) \u201cFuture Service\u201d shall mean periods of covered employment on or after July 1, 1968 or after the acceptance of Participating Employer for which contributions are paid in accordance with Section 2, Article VI. (i) \u201cSalary\u201d shall mean the current basic salary or wage paid to the Member of the Participating employer, but excludes bonuses, overtime pay, allowance and other special emoluments. (j) \u201cTrustee\u201d shall mean a bank or other financial institutions so named in the Trust Agreement and or its successors. (k) \u201cFund Administrator\u201d shall mean an entity or an independent business process outsourcing provider tasked with the backroom operations and administration\/record keeping services of the Fund. The masculine pronoun whenever used herein shall include the feminine gender and the single number whenever used herein shall include the plural and the singular unless the context indicates otherwise. 44","Section 1. Article III Participation in the Fund General This Retirement Fund is established to provide retirement and other benefits for the qualified employees (a) of the CEAP member schools and CEAP Secretariat and Retirement Office, and (b) other Catholic institutions which are subsequently accepted by the Retirement Commission. Section 2. Original Participants Section 3. The employers which shall be considered to have originally participated in the establishment of the Plan are the Participating Employers which are signatories to the original Plan filed with the office of the Catholic Educational Association of the Philippines. Acceptance of New Employers Any Catholic school or institution may be accepted by the Retirement Commission as a Participating Employer upon application and upon signing a pledge to the effect that it will pay the contributions required by the Plan for its covered employees, provided that said Catholic school or institution becomes CEAP- accredited within 12 months from the date of acceptance in the Plan and that, in the opinion of the Commission, sufficient proof exists to show that the applicant intends and has the capacity, financial and otherwise, to continue its participation in the Plan indefinitely, and provided further that its acceptance will not prejudice the tax exemption of the Plan. However, in its acceptance of a Participating Employer, neither the Retirement Commission, nor the Catholic Educational Association of the Philippines, nor the Trustee shall be liable for the non-compliance by the Participating Employer with the rules of the Retirement Plan and the implementing rules and regulations issued by the Retirement Commission, or for any violation by the Participating Employer thereof. 45","Section 4. Notice of Acceptance Section 5. Section 1. A written notice of acceptance shall be sent by the Retirement Commission to a new employer who is accepted for participation Section 2. and until such written notice is sent, no employer shall be deemed Section 3. to have been accepted for participation in the Plan. Section 4. Termination of Participation The termination of an employer\u2019s status as a Participating Employer shall be governed by the provisions of Article XIII. Article IV Membership Membership. Membership in the Plan shall be automatic for all regular employees of the Participating Employers, including probationary employees, regardless of age but prior to age sixty (60). Membership in the Plan shall commence on the first day of the month coincident with or next following the date on which the above requirements are met. Application The application for membership shall contain a pledge to the effect that the applicant has read and is in conformity with this Plan and that he shall abide by its provisions and with any amendments and supplementary rules thereto. Termination Membership in the Plan shall cease automatically upon the termination of the Member\u2019s service with the Participating Employer, except as provided for in Article XIII. Re-employment A Member whose membership in the Plan is terminated and is subsequently employed by any or the same Participating 46","Employer shall, upon re-admission to the Plan, be treated as a new Member and his past service shall be reckoned from the date he became a Member after hiring or rehiring, without prejudice to Article XII. Section 1. Article V Section 2. Nomination of Beneficiaries Nomination Any Member shall upon joining the Fund, forthwith nominate in writing in such forms, as shall be prescribed by the Retirement Commission, a person or persons to receive the amount which may be due him in case of his death from among those enumerated hereunder in the order specified. (a) Legitimate spouse and children (b) Parents (c) Brothers and sisters; and (d) In the absence of the foregoing, any other person or entity or his estate. However, single or married Members may indicate any beneficiary not necessarily following the order provided by the law on intestate succession. Every nomination or appointment shall remain in force until the death of the nominee or until revoked or amended by the Member making it by delivering to the Retirement Commission another nomination or appointment in the prescribed form. In the event of death, during the life of the Member, of his designated beneficiary, the Member shall nominate or appoint another person or persons in his stead. Failure to Nominate If at the death of a Member there shall exist no valid nomination by him of a beneficiary, he shall be conclusively presumed to have appointed, as his beneficiary or beneficiaries, the person or persons in the first of the following classes then surviving: 47","Section 3. (a) Legitimate spouse and children (b) Parents (c) Brothers and sisters; and (d) His estate Payment to Beneficiary or Beneficiaries On the death of a Member, the amount standing to his credit at the time of his death shall be made payable to the beneficiary or beneficiaries named by the deceased Member in the existing nomination on file with the Retirement Commission or his presumed beneficiary or beneficiaries as provided for in Section 2 above. If a beneficiary is declared judicially incompetent, payment to his legal guardian shall be deemed as if made to the Beneficiary in person and shall discharge the Fund from liability to the extent of the amount paid. In case the beneficiary is a minor or is under any disability to give a legal discharge for payment of the benefits, the benefits shall be paid to the duly appointed judicial guardian for and in behalf of the minor or person under disability, except that where the beneficiary is a minor and the benefits due him amount to P 50,000.00 or less, payment may be made to his legal guardian, in accordance with Article 225 of the Family Code of the Philippines. However, in no case will the beneficiary be entitled to any interest on the amount of the benefit during the period that payment was deferred because of the absence of a judicial guardian. Section 1. Article VI Contributions to the Fund Non-Contributory Plan No Member shall be required to make any contribution to the Fund. However, prior to his retirement, a Member may, at his option, elect to contribute monthly to the Trust Fund an amount equal to not more than four percent (4%) of his current monthly salary, provided that the option, once exercised, will serve as a 48","Section 2. continuing authority for the Participating Employer to deduct every Section 3. month thereafter the corresponding amount from his salary and to remit the same to the Trustee. The contribution hereunder shall be subject to the provisions of this Plan and shall not be subject to withdrawal unless for a cause provided herein. Future Service Contributions Starting from the date of acceptance in the Plan, each Participating Employer shall contribute monthly to the Trust Fund for the credit of the employees who are Members of the Plan an amount equal to three per centum (3%) of the Member\u2019s salary. However, effective School Year 1994 to 1995, said contribution shall be increased to 4%. Remittance to the Fund for the period or month covered shall not be later than 15 calendar days of the following month. On a voluntary basis, Participating Employers which can afford to contribute more to the Trust Fund may further increase their future service contributions provided that every percentage increase in the Participating Employer\u2019s contributions, may be matched by the Employee as forced savings. Past Service Contributions In addition to the future service contributions, each Participating Employer shall make a past service contribution to the Trust Fund for the credit of each Member under its employ. This contribution will be equal to five per centum (5%) of the Member\u2019s average monthly salary for the twelve month period immediately preceding the date of acceptance of the Participating Employer in the Plan and shall be reckoned according to the definition of \u201cpast service\u201d given in Article II, Section 1. The past service contributions will be paid into the Trust Fund for the credit of the Member concerned either in lump sum or in equal monthly installments over a period of 10 years or over a period up to the Member\u2019s normal retirement date, whichever is the shorter period. However, in case of the termination of the Fund in accordance with Article XIII or in case of the withdrawal of a Participating Employer from the Plan in accordance with Article 49","XIII, Section 2, the balance of the unpaid past service contributions need not be paid by the Participating Employer or Employers concerned. Section 4. Acceleration of Past Service Contributions Section 5. Section 1. In the event that, on the date on which a Member dies or is separated from service on account of permanent total disability or incapacity or redundancy, the total past service contribution that has been paid into the Fund by his Participating Employer for his credit is less than the total amount of past service benefits to which he is entitled to receive under the law, his Participating Employer shall make a single payment to the Trust Fund to make up for the deficiency. Limitations of Contributions The contributions to the Trust Fund shall be limited to the future and past service contributions specified in Sections 2 and 3 above without prejudice to contributions under the second paragraph of Section 2. Article VII Administration The Plan The Plan shall be administered by a Retirement Commission. The Retirement Commission shall consist of not less than thirteen (13) members appointed by the Catholic Educational Association of the Philippines from nominees of the Retirement Fund\u2019s biggest stakeholders. The CEAP President, the CEAP Executive Director and CEAP Treasurer shall serve as ex- officio members of the Commission. Each regular member shall serve for a term of three (3) years and that no member shall serve for more than two (2) consecutive terms. Of the ten (10) nominees appointed by the CEAP National Board, five (5) shall serve for a term of three (3) years, three (3) shall serve for a term of two (2) years, and 50","Section 2. two (2) shall serve for a term of one (1) year. Thereafter, the terms of all members shall have three (3) years. The Chairperson shall be elected by the Commission members every two (2) years. Any vacancy occurring in the Commission caused by death, resignation or by expiration of term shall be filled by nominee submitted by the stakeholder concerned and will be endorsed to the CEAP National Board for approval. All questions relating to the operation and administration of the Fund, except those strictly pertaining to its investments shall be resolved by the Retirement Commission. This includes but is not limited to the power to interpret, construe and administer the Plan to determine the rights of Members and their beneficiaries to the Fund, and all such powers necessary or useful in the discharge of its duties. The Retirement Commission may seek the advice of counsel and may appoint an independent internal and external auditor to audit the Fund as well as engage the services of an independent business process outsourcing provider for the administration and record keeping services of the Fund, professional fees and expenses to be charged to the Fund. The Retirement Commission and the Trustee may adopt and promulgate from time to time supplementary and complementary rules and regulations concerning the administration and disposition of the Fund which are not inconsistent herewith. Trust Agreement The Retirement Commission, upon approval by the CEAP National Board, shall appoint one or several Trustees who shall invest, reinvest and administer the Fund in accordance with Section 3 hereof. The Commission shall authorize any two (2) out of the five (5) authorized signatories of the Investment Committee to execute and sign the Trust Agreement in behalf of the CEAP National Board. 51","Section 3. The Fund Section 4. The contributions to the Fund and the earnings thereof shall be placed under the Trusteeship of a bank or another financial institution so named in the Trust Agreement and\/or its successor appointed and acting in accordance with the terms and conditions of the Trust Agreement. Subject to the provisions of the Trust Agreement, the Trustee, in addition to the powers authorized by law and subject to the limitation of existing bank circulars and trust rules and regulations including disclosure requirements and prior approval of the Trustor\u2019s Investment Committee shall have the power and authority to hold, place, invest and reinvest the Fund without distinction as to principal and income in any property, real or personal, or part interest therein. Investments and reinvestments may include but need not be limited to common and preferred stocks, securities issued or guaranteed by the Philippine government or any of its subdivisions and instrumentalities, notes, bonds, deposits, money market placements, any and all forms of securities, with any financial institution including the Trustee\u2019s affiliates and or subsidiaries. Medium and long-term investments need the prior written approval of the Investment Committee. Likewise, the Trustee may adopt and prescribe such rules and regulations as are necessary for the proper administration of the Fund. Director The Retirement Commission may appoint, when it deems necessary, a Director to perform the following duties: 1. To supervise the Retirement Plan Office staff of the Retirement Commission. 2. To communicate with and answers correspondence from Members and Participating Employers. 3. To prepare the Retirement Commission\u2019s agenda, recording its minutes, and safekeeping its acts, minutes and resolutions. 52","Section 1. 4. To perform such other functions as maybe required by the Section 2. Retirement Commission. The compensation and other terms and conditions of his appointment shall be fixed by the Retirement Commission. Article VIII Earnings and Reserve Accounts Earnings Account The Earnings Account shall be credited or debited, as the case may be, with all realized interests, dividends, capital gains and losses, other income and expenses on every valuation date. Reserve Account The Reserve Account shall be credited or debited, as the case may be, with up to 100% of the net unrealized appreciation or up to 100% of the net unrealized depreciation of the Fund\u2019s investment in stocks, dollar bonds and notes and of other major currencies, real estate and other tangible assets on every valuation date. Notwithstanding this provision, the Retirement Commission may instruct the Fund Administrator to proportionately distribute any or all amounts standing in the Reserve Account to the Equity of the individual members on any valuation date. Section 3. Investment Revaluation Account Section 4. All entries to the Reserve Account shall be matched by corresponding contra-entries to an Investment Revaluation Account which shall be part of the assets of the Fund. Distribution of Earnings Account The net balance in the Earnings Account shall be credited or debited to the Equity of the Members every month end based on their proportionate shares in the total value of the Fund at the end of each month. 53","Section 5. Capital Gains and Losses Section 1. Should capital gains or losses be incurred through the sale of April 30. investments, the investment Revaluation Account, Reserve Section 2. Account and Equity of Members shall be adjusted to remove Section 3. therefrom the corresponding portions of the gains or losses actually realized which previously were taken up as unrealized appreciation or depreciation in accordance with Sections 1, 2, 3 and 4 of this Article. Article IX Accounting and Information to Members Fiscal Year The fiscal year of the Fund shall begin on May 1 and end on Valuation The Fund shall be valued on a monthly basis as of the last day of every month. The valuation will be based on fair market value as per International Accounting Standards and Philippine Accounting Standards. Member\u2019s Account The Fund Administrator shall maintain a separate account for each Member, to which account shall be credited his own contributions, if any, plus the Participating Employer\u2019s contributions allocated to him. At the end of each month, his account shall also be credited or charged with: (1) His proportionate share of the net balance in the Earnings Account proportionately accruing to him, as provided in Article VIII, Section 4 above. (2) His proportionate share of the Reserve Account or any portion thereof which the Fund Administrator, upon instruction by the Retirement Commission, may choose to distribute in accordance with Article VIII, Section 2 above. 54","Section 4. Member\u2019s Statement Section 1. The Fund Administrator shall prepare and furnish to each Member Section 2. and the Participating Employer a written statement or statements of: (1) The accumulated contributions remitted by the Participating Employer in behalf of its covered employees plus the earnings as of June 30 and December 31; (2) The status of the respective Member\u2019s accounts as of June 30 and December 31, inclusive of the Member\u2019s accumulated voluntary contributions plus earnings, if any; and the accumulated contributions made by the Participating Employer in his favor plus the income earned. Article X Retirement Dates Normal Retirement Date For faculty or academic Members, the Normal Retirement Date of a Member shall be the last day of the semester during which he attains age sixty (60) or, if he reaches age 60 outside of a semester, his actual birthday. For other Members, the Normal Retirement Date shall be the day he reaches age 60. Optional or Early Retirement Date For faculty or academic Members, with the consent of the Participating Employer, a Member may retire at an early retirement date which may be the last day of the semester after he has rendered ten (10) years of continuous service or if the last day of his 10th year of service falls outside of a semester, on the said last day itself. 55","Section 3. For other Members, the early retirement date, with the consent of Section 1. the Participating Employer, may be the day the Member has Section 2. completed ten (10) years of continuous service to the Participating Employer. Deferred or Late Retirement Date Under exceptional circumstances and upon the request of the Participating Employer, a Member may be asked to continue active service after his normal retirement date but in no case to exceed age 65. Contributions to the Plan with respect to such Member shall continue until his actual retirement from the Plan. Article XI Payments of Benefits Computation of Benefits The benefits payable under Sections 2, 3, and 6 below of this Article shall be computed based on the total amount standing to the credit of the Member in the books of the Trust Fund consisting of his own contributions, if any, and the contributions of his Participating Employer in his favor plus the income respectively credited thereto determined as of the last valuation date. Normal and Early Retirement Benefits A Member who reaches his normal retirement date or who elects to retire upon reaching his early retirement date shall be entitled to and shall be paid the whole amount standing to his credit at retirement. If the Normal or Early retirement benefits to be received by the Member from contributions made by his Participating Employer in his favor shall be less than what is required by law as a lump sum retirement benefit, his Participating Employer shall pay the difference. 56","For the normal retirement and late retirement benefits to be exempted from tax, the retiree must be at least sixty (60) years of age and have rendered at least five (5) years of continuous service with his Participating Employer. For the early retirement benefit to be exempted from tax, the retiree must be at least fifty (50) years of age and have rendered at least ten (10) years of continuous service with his Participating Employer. Section 3. Separation Prior to Retirement A Member who is separated from his Participating Employer prior to retirement, due to resignation or for any reasons other than dismissal for cause attributable to the fault of the Member, shall be entitled (a) to the return of his total contributions plus the income accrued thereon under the Trust Fund, if any, and (b) to a specified proportion of the total contribution of his Participating Employer in his favor plus the income credited thereto under the Trust Fund computed in accordance with his length of membership in the Plan, a fraction of at least six (6) months being considered as one (1) whole year, as follows: Completed Years of Percentage Payable Continuous Service Under the Trust Fund Below 10 years None After 10 years 50% 11 years 55% 12 years 60% 13 years 65% 14 years 70% 15 years 75% 16 years 80% 17 years 85% 18 years 90% 19 years 95% 20 years 100% For purposes of this Section, the tenure of service of a Member shall be reckoned from actual date of hire with the Participating 57","Section 4. Employer. Leaves of absence without pay shall not be considered as an interruption of continuous service, but the period during Section 5. which the Member is on leave without pay shall not be considered Section 6. as part of his years of service. Procedure for Payment Application for the payment of the benefits under Sections 2 and 3 must be made in writing in the form and manner prescribed by the Retirement Commission and must be filed by the Member with the Commission duly endorsed by his Participating Employer at least 30 days in advance of the date of actual retirement, resignation or separation. The Retirement Commission shall be the sole judge of the sufficiency of the information submitted, the application and the interpretation of the Plan and the entitlement to and the amount of the benefits. The decision of the Retirement Commission shall be final and binding upon all parties. Manner of Payment The benefits payable to a Member under this Article may either be paid to him or his beneficiaries directly in lump sum, through his Participating Employer. Death Benefits Notwithstanding the schedule of payment provided in Section 3 in case of death of a Member, 100% of the amount standing to his credit under the books of the Trust Fund and the proceeds of his additional death benefit under the Plan shall be paid to his beneficiary or beneficiaries, or in their absence to the persons referred to in Article V, Section 2, regardless of such Member\u2019s length of service with his Participating Employer. The additional death benefit is One Hundred Fifty Thousand Pesos (Php 150,000.00), regardless of the salary of the deceased Member. Participating Employers shall not have any arrears and should be current in its contributions to the Fund a month prior to the death of its employee to entitle the beneficiary or beneficiaries the additional death benefit of Php 150,000.00 In the event that the Participating Employer is not current in its contributions, it will 58","Section 7. be given a grace period of three (3) months to update it for its covered employees. If after 3 months the Participating Employer Section 8. fails to do so, it will be obliged and required to pay the beneficiary Section 9. or beneficiaries the additional death benefit of Php 150,000.00. Disability Benefits A Member who is separated from his Participating Employer for reason of permanent total incapacity or disability shall be entitled to 100% of the amount standing to his credit in the Trust Fund and an additional permanent total disability benefit of One Hundred Fifty Thousand Pesos (Php 150,000.00). Participating Employers shall not have any arrears and should be current in its contributions to the Fund a month prior to the total disability of its employee to entitle the beneficiary or beneficiaries the additional total disability benefit of Php 150,000.00 In the event that the Participating Employer is not current in its contributions, it will be given a grace period of three (3) months to update it for its covered employees. If after 3 months the Participating Employer fails to do so, it will be obliged and required to pay the beneficiary or beneficiaries the additional total disability benefit of Php 150,000.00. The determination of permanent total incapacity or disability shall be made by the doctor designated by the Participating Employer, based on applicable cases determined by the Social Security System and approved by the Employees Compensation Commission, and his judgment shall be final. Dismissal for Cause A Member who is dismissed by his Participating Employer for cause attributable to his fault shall not be entitled to any part of the Fund except his own contributions with the particular income accrued thereon. Forfeitures The portion of the amount standing to the credit of a separated Member which is not paid to him by virtue of the limitations 59","specified by Sections 3 and 8 shall be retained in the Trust Fund and shall be used to reduce the subsequent contributions of the Participating employer which contributed the same. Section 10. Lien of Participating Employer The Participating Employer shall have the first lien upon the amount standing to the credit of its Members to cover all liabilities of the Member to the Participating Employer and all losses, costs and expenses which the Participating Employer may incur through his dishonesty, defalcation, theft or any other act. Section 11. No Other Benefit No benefit other than those previously provided shall be payable under the Fund. In the event that existing or future laws or enactment of any legislation such as the Separation Pay Law or contracts such as the Collective Bargaining Agreement requires payment to the Members or his legal heirs, by his Participating Employers, of pensions, annuities, retirement benefits, disability benefits, severance payments, or any other payment arising out of his employment by the Participating Employer, except for his regular salary, the Participating Employer reserves the right to have such payments made in full or in part, as it may exclusively determine, from funds standing to the Member\u2019s credit in the Trust Fund. The Member, however, shall not be eligible to or shall be precluded or prohibited from receiving both what the law, legislation or contract requires the Participating Employer to give and the benefits provided herein, but shall be entitled only to whichever benefit is the highest among them. Article XII Portability of Benefits Section 1. Portability of Benefits Any provisions to the contrary notwithstanding, subject to the approval of the Participating Employer whose service he is leaving and after due notification to the Retirement Commission, the membership in this Plan of a member who has rendered less than 10 years of continuous service and resigns or is separated from 60","employment from one Participating Employer, and who is employed by another Participating Employer within a period of one year following the effective date of his resignation, shall not be deemed terminated. Upon the transfer of his employment under these conditions, he shall not be entitled to the payment of any amount under Article XI, Section 3 nor will the credit standing in his favor be considered as forfeited under Article XI, Section 9. Instead, he will carry the credit earned under his former Participating Employer of less than ten (10) years to his new Employer and the length of service in both will be taken into consideration only in determining his total years of continuous service for purpose of Article XI, Section 3, but not for purpose of computing his retirement benefits. However, if upon resignation or separation, the Member has already rendered at least ten (10) years of continuous service with a Participating Employer or with two or more successive Participating Employers, he shall be paid the proportion of the amount standing to his credit, as provided in Article XI, Section 3. Consequently, the forfeitures arising out of the separation of the Member who has rendered at least 10 years of continuous service but less than 20 years of continuous service, shall be proportionately divided among the Member\u2019s previous employer\/s whose credit were carried by their former employee to his current Participating Employer, whose service he is leaving. Section 1. Article XIII Termination of Participation General The financing of the benefits provided by the Plan is based on the continued contributions from the Participating Employers, as required by the Plan. If a Participating Employer should fail to make the required contributions, the Plan cannot be continued for the employee of such Participating Employer. Moreover, should any action be brought against the Catholic Educational Association of the Philippines, the Retirement 61","Section 2. Commission and\/or the Trustee in view of the nonpayment of Section 3. contribution or for any violation of the provisions of the Plan by the Participating Employer, the Participating Employer shall render free and harmless the Catholic Educational Association of the Philippines, the Retirement Commission and the Trustee from any liability and the latter three (3) entities either collectively or separately, shall have a right of recourse against the Participating Employer. Voluntary Withdrawal For adverse factors beyond its control, a Participating Employer may withdraw at any time from its participation in the Plan by serving written notice with the Retirement Commission of its intention to withdraw. The withdrawal shall become effective fifteen (15) days after the acceptance thereof by the Retirement commission. Under no circumstances whatsoever shall such withdrawal permit the return to the Participating Employer of any portion of the contributions made by it to the Fund, nor allow any part of the assets of the Fund to be used for, or diverted to purposes other than the exclusive benefit of the Members of the withdrawing Participating Employer or their beneficiaries. Delinquent Participating Employer Failure to make any three (3) consecutive monthly contributions to the Fund as required by the Plan and the administrative procedures adopted by the Retirement Commission shall subject to cancellation the delinquent employer\u2019s status as a Participating Employer. However, the Retirement Commission, may, upon request and proper justification by the Participating Employer for its failure to contribute, grant a three (3) month grace period within which the Participating Employer shall be allowed to remit all the unpaid contributions due. This period is not subject to further extension and the failure to pay the amount due within the said period will automatically cancel the delinquent employer\u2019s participation in the Plan. During the period of delinquency, the Members who are employees of the delinquent employer shall, however, participate in the income of the Trust Fund. 62","Section 4. However, a Member who has contributed voluntarily to the Fund and is still included in the members\u2019 Masterlist but is no longer connected with his Participating Employer will have his personal equity donated to the CEAP scholarship fund if he can no longer be contacted at his last known address and there is no activity in his account for a period of 10 years from his last transaction date. In the case of employer contributions, it will be governed by Section 9, Article XI of the Plan. Should the delinquent Participating Employer later on decide to reactivate its participation in the Plan, the former should accelerate all past contributions payable equivalent to five percent (5%) of the Members\u2019 current basic monthly salary. The past service contributions will be paid to the Retirement Fund for the credit of the concerned Member\/s either in lump sum or in equal monthly installments over a period of ten (10) years. Effect of Termination of Participation In case of the voluntary withdrawal from the Fund or the cancellation of the participation of a Participating Employer, after providing for any administrative expenses and other charges, the amounts standing to the credit of its employees who are Members of the Plan, shall be allocated and distributed among said Members without prejudice to the provision of Section 9, Article XI. However, should the Participating Employer withdraw from the Plan with the intention of setting up its own retirement plan or segregating its own retirement fund, the amounts standing to the credit of its employees shall be transferred to its duly appointed Trustee. 63","Section 1. Article XIV Section 2. Amendment and Termination of the Plan Amendment The Retirement Commission may amend or modify this Plan at any time by a resolution approved by at least two-thirds (2\/3) vote of the Members of the Commission, subject to the approval of the CEAP National Board. Any amendment shall immediately be communicated to each Member through his Participating Employer. However, nothing in this present Plan nor in any subsequent amendments to be made therein shall be construed as providing or intending to provide for the return to the Participating Employers of any portion of the contributions made by them to the Fund, nor operate to permit any part of the assets of the Fund to be used for or diverted to purposes other than the exclusive benefit of the Members and their Beneficiaries. Termination of the Fund (a) Although the Catholic Educational Association of the Philippines intends to continue the Fund indefinitely, the Plan may be terminated at any time by a resolution approved by at least two-thirds (2\/3) of the directors of the CEAP National Board as recommended by a majority of the members of the Retirement Commission and confirmed by the majority of the Participating Employers. (b) In case of the termination of the fund, the entire outstanding balance of the Fund shall be allocated and distributed among all Members in proportion to their respective equities notwithstanding Article XI, Section 3, but without prejudice to the provisions of Article XI, Section 9. However, Participating Employers are given the option to continue the retirement fund with reference to its own employees by setting up a Retirement Plan approved by the Bureau of Internal Revenue and transferring funds allocated to its employees to the Trustee of the new Retirement Plan. 64","Section 1. Article XV Section 2. Miscellaneous Provisions Non-Alienation of Benefits No Member of the Plan shall have any claim upon the amounts standing to his credit in the Plan other than in accordance with the rules of the Plan. Specifically, he shall have no right of alienation or assignment of any sum standing to his credit, nor shall it be liable for or subject to any obligation or liability of such Member except as otherwise provided by law or this Plan. If a Member alienates, assigns, cedes, pledges or charges the whole or part of his interests under the Plan or any part thereof without written consent of the Participating Employer, or if any Member shall be adjudged insolvent by a competent court, he shall forfeit all his rights and interests under the Plan. However, the Participating employer may, at its discretion, waive such forfeiture or revive the Member\u2019s interest wholly or in part at a later date in such manner as it deems fit or pay directly the benefits to the Member or his beneficiary, but in no case will any payment be made to an assignee or pledgee. Rights of Members Except as specifically provided in this Plan, no person, other than the Trustee of the Fund, shall have any right, title, or interest in any of the income or property of any character received or held by it for the account of the Fund, and no person shall have any vested right in any income or property in the Fund. Moreover, nothing herein contained shall be deemed to give any Member the right to be retained in the service of the Participating Employer or to interfere with the right of the Participating Employer to discharge such Member at any time, nor shall it give the Participating Employer the right to require a Member to remain in its service, nor shall it interfere with the Member\u2019s right to terminate his service at any time. 65","Section 3. Applicable Laws The validity, effect and interpretation of this Plan shall in every instance be governed by the laws of the Republic of the Philippines. VIII. Salaries and Remuneration 1. A faculty member receives monthly the approved basic salary. 2. Salaries can be claimed twice a month (every 15th and 30th of the month) thru ATM. Individual pay slips stating salaries due, deductions made and net take home pay may be claimed from the school cashier. 3. Cut off date for the 15th payroll is very 10th day of the month and for the 30th payroll is the 25th day of the month. 4. Only the teacher concerned can claim his\/her salary. However, in the event that a teacher is unable to claim his\/her salary for valid reasons, an authorization slip duly signed by the teacher will have to be presented to the Accounting Officer when claiming the salary. 5. No deductions are made against salaries except those required by law and those with written consent and authority from the faculty concerned. 6. Absence from classes or work not covered by any of the conditions for sick leave with pay, maternity leave, excused absence, and the like are deducted from the faculty member\u2019s salary. 7. Annual salary increase shall be granted to teachers meeting it. It is based on the periodic evaluation of the teachers\u2019 performance by the administration. Whenever one\u2019s performance is found, upon proper evaluation, to be above the standard set by the school, s\/he shall be recommended for a next increase following the single salary standardization scheme adopted by the school. IX. Approved Single Salary Standardization Scheme for the for the Our Lady of the Holy Rosary School The Single Salary Standardization Scheme 1. This scheme is a variation of the single salary schedule. It integrates some key features of the merit pay plan, career ladder plan, and incentives plan. 66","2. The single salary standardization scheme uses three factors, namely: years of work experience, level of education and level of work performance. 3. The scheme has increasingly gained acceptance in private schools and colleges in the Philippines since its first use in 1990. Objectives 1. To attract, motivate, and retain qualified employees; 2. To promote employee morale through the prevention of salary distortions and salary compressions; and 3. To enhance employee motivation towards professional growth, greater self-actualization, and more profound commitment to school effectiveness General Provisions I. The salary scale provides an integrated system for determining basic salaries, salary increases, and honoraria for administrators, teachers, and non-teaching personnel. II. The salary scale integrates into the basic salary all incentives for years of service, academic attainment, and performance efficiency. III. The salary schedule pays equivalent salaries for equivalent academic attainment, years of service, work assignment, and approximate level of work performance. IV. The salary scale is based on the following assumptions: a. The more professional preparation and training the employee has, the more effective the employee. b. The more work experience an employee has, the more effective the employee. c. Teaching in all subjects or grade \/ year levels is equally important and equally difficult. 67","V. The salary levels reflect consideration of a number of factors, namely: government regulations, prevailing salary rates in schools, and the school\u2019s ability to pay. a. The salary scale reflects compliance with mandated minimum wages and cost of living allowances. b. All salaries and benefits can be funded only from 70% only of the incremental proceeds from tuition fees. VI. Depending on the availability of incremental revenues from tuition fees, the ways an employee may receive salary increases are: a. vertical advancement in the scale (e.g. promotions from Step 10 to Step 11) b. horizontal advancement in the scale ( e.g. promotion from BSE NLET to BSE-LET ) c. across-the-board percentage increase (e.g. a uniform 5% increase for all salary steps) VII. There are 30 steps in the salary scale with a 4-percent fixed percentage difference between steps. The base salary is used to determine the starting salaries for the vertical columns of each academic qualification. The standardized salary matrix on the other hand has 25 steps with a 2 percent fixed percentage difference between steps for Elem-HS to 2 year Collge NTS and 3 percentage difference between steps for AB- BS to EdD\/ PhD Graduates . 68","VIII. Starting steps and step limits of employees vary according to academic qualifications and work assignment as shown below: Academic Qualifications Starting Step Limit Elem \u2013 HS Step 11 HS w\/ Tech Course 1 12 2-Year College NTS 13 AB \/ BS NTS (w\/o MA Credits) 2 15 BSE (w\/o MA credits) 18 3 5 (6)* 9 (10)** IX. The following enjoy faculty status: (a) a librarian with an appropriate PRC license, and (b) a guidance counsellor with at least 18 MA \/ MS units in guidance and counselling. X. A one-step promotion is granted every two years of service up to the prescribed step limits, subject to the following conditions: a. For promotion within steps 1 \u2013 15, the performance rating each year should be at least satisfactory; b. For promotion beyond Step 15, the performance rating each year should be at least highly satisfactory; XI. While there are step limits in the salary scale, there are three ways of going beyond said limits, namely: (a) higher educational attainment, (b) exemplary work performance, (c) and long, dedicated years of service. XII. A one-step horizontal promotion is granted for each of the following academic attainments: A. Completion of 30 units for an MA \/ MS degree B. Completion of all MA \/ MS Academic Requirements including Comprehensive Examinations C. Completion of MA \/ MS Degree D. Completion of academic requirements in EdD\/PhD 69","E. Completion of all academic requirements including comprehensive exam F. Completion of EdD\/PhD degree XIII. The grant of step credits due to completion of any of the foregoing academic attainments shall be subject to the following conditions: A. prior official written approval for graduate studies; B. performance rating of at least highly satisfactory for each of the three school years prior to the approval of studies and for each of the years of graduate studies; C. completion of an MS \/ MA degree before the grant of step credits for another degree; and D. LET \u2013 PRC license XIV. The step limits for the teachers and professional non-teaching staff may be extended through completion of graduate studies as indicated below: Step 19: Completion of 30 units for an MA \/ MS degree Step 20: Completion of all MA \/ MS academic requirements including comprehensive examinations Step 21: Completion of MA \/ MS degree Step 22 Completion of academic requirements in EdD\/PhD Step 23 Completion of all academic requirements including Step 24 comprehensive exam Completion of EdD\/PhD degree XV. A one-step promotion shall be granted for completion of at least 20 years of service, and every five years thereafter, regardless of the step limits. XVI. Notwithstanding the foregoing provisions, any salary step due to years of service, academic attainment, or outstanding performance shall be deferred in case of suspension or any combination of written warnings or written reprimands imposed on an employee within two years to the supposed grant of promotion. 70","XVII. The one-step promotion respectively for years of service, academic attainment, and outstanding performance may be granted simultaneously when due. XVIII. All step promotions shall be made effective July 15 of each year based on documents submitted not later than June 10 of the same year. XIX. An administrator, supervisor, or department head receives his \/ her basic salary in accordance with provisions of the salary scheme and not on the basis of position or designation. A. In addition to the basic salary, he \/ she receives an honorarium for his \/ her administrative or supervisory designation \/ s. B. He \/ She may be assigned multiple designations but shall be entitled to a single honorarium only. XX. The honoraria for administrative, supervisory, and other additional work assignments are determined by assigning percentages of the basic salary Step 10. The size of the percentage is based on the degree of responsibility or scope of functions performed. Unless revised due to reorganization or changes in job descriptions, the schedule of honoraria effective SY 2016-2017 is as follows: Job Position Percentage Director, Finance Officer, Treasury Officer, Principal 50% Vice Principal , AdSC, SSC, Controller, SHS Coordinator 25% Subject Area Coordinators\/ Guidance Coordinator Class Adviser (Regular Faculty) 12.5% Campus Minister, Magnificat Adviser, PC \/ SG Adviser 5% Class Adviser (Probationary 1, 2 & 3) 3.5% Club Moderator 2%, 3%, 4% 1% In addition, administrators are given transportation and\/ or communication allowances. The amount depends on the availability of budget. 71","XXI. As additional pay, the honoraria do not form part of the basic pay and are given to those designated administrative, supervisory, or advisory responsibilities during their term of office only. XXII. An employee whose former basic salary is higher than as prescribed in the salary scale shall continue to receive such basic pay until such time that he \/ she becomes entitled to higher basic pay. XXIII. The compensation for teaching overload and teaching substitution is computed as follows: A. The monthly compensation for teaching overload 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. B. 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. C. 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. XXIV. Part-time employees get a one-step promotion for every four years of service. The monthly salary is a ratio of teaching load \/ office hours to regular full-time teaching load \/ office hours. XXV. A new faculty member who has prior teaching experience will be awarded an equivalent of one (1) year service credit for every three (3) years of certified teaching experience. X. Faculty Promotion A. Changes in Faculty Status 1. Appointment to an Administrative Position 1.1. The school\u2019s policy is to appoint from within qualified and deserving faculty to higher positions whenever vacancies exist or to transfer faculty to jobs where their proven abilities can be effectively utilized. Seniority and academic qualification are given consideration only if all other factors are equal. 72","Interested faculty member\/personnel who could meet the criteria for the position should write a letter of application stating his\/her reasons for applying, qualifications or achievements and future plans. 1.2. Definition of Appointment: 1.2.1. Movement from lower to higher position 1.2.2. Increased responsibilities and duties 1.2.3. Carry higher status 1.2.4. Does not automatically mean increase in pay but enhance chances for advancement, better working conditions 1.3. Definition of Transfer 1.3.1. Change of assignment with the same degree of skills, duties and responsibilities. 1.3.2. If no faculty qualifies to fill up the vacancy in accordance with the desired factors, such vacancy shall be filled up by the transfer of a qualified teacher. The resulting vacancy created after the filling up of the original vacancy shall be filled up by the appointment of a probationary teacher should no one qualify for the position. 1.4. Criteria for Appointment and Transfer 1.4.1. Education 1.4.2. Training 1.4.3. Experience 1.4.4. Demonstrated ability 1.4.5. Commitment 1.4.6. Performance and efficiency 1.4.7. Long-term potential 1.4.8. Physical and mental fitness 1.4.9. Past conduct and behavior 1.4.10. Tenure XI. Code of Ethics The Our Lady of the Holy Rosary School is committed to Christian education. Its personnel strive to be men and women of integrity and competence and lead lives that foster patriotism, justice, and sound moral values. 73","Section 1 ARTICLE I \u2013 SCOPE AND LIMITATIONS Section 2 The provisions for this code apply to the administrative, Section 3 academic and non-academic personnel of the Our Lady of the Holy Rosary School. By Academic personnel as used in this Code is meant administrator, teacher, counselor classified as faculty. By Non-academic personnel as used in this Code is meant those not directly involved in the teaching function. The term Rosarian as used in this Code is meant to designate all school personnel whether probationary or permanent. ARTICLE II \u2013 THE ROSARIAN-LASALLIAN AND THE COUNTRY Section 1 The Rosarian is under obligation to elevate national Section 2 integrity, morality, to promote truth and justifiable racial pride, to cultivate love for country, to foster respect for the just laws of the State, to promote international understanding and good will, and to lead in the practice of the democratic way of life. No Rosarian should use his\/her position or official authority to directly or indirectly solicit, require, collect nor receive any money or service or anything of value from any person or entity for the promotion of any political or other partisan interest; nor shall he attempt to coerce others to partisan political action. ARTICLE III \u2013 THE ROSARIAN-LASALLIAN AND THE COMMUNITY Section 1 Each Rosarian should promote the social action program of the school. Section 2 As a person in authority and as one who has a moral influence over the young, the Rosarian is expected to keep morally upright at all places, and must therefore refrain 74","Section 3 from committing or engaging in any immoral or lascivious act. The Rosarian should be sensitive to society\u2019s needs, problems, aspirations and resources to enable him to offer increasingly relevant responses within his resources. ARTICLE IV \u2013 THE ROSARIAN-LASALLIAN AND THE INSTITUTION Section 1 The Rosarian should bear in mind that a De La Salle Supervised School is a \u201ccatholic institution for boys and girls committed to the formation of the total person with emphasis on Christian virtues, the acquisition of knowledge and skills in the pursuit of academic excellence, the propagation of Filipino heritage, and the promotion of social awareness so that each student becomes a potential leader and an effective member of his\/her family and the community.\u201d Section 2 The Rosarian should endeavor to carry out the Our Lady of the Holy Rosary School\u2019s Mission Statement, its goals and objectives, in the day-to-day performance of his\/her duties and his\/her relationships with the students and co-workers. Furthermore, s\/he should assist the school in all activities toward the improvement and strengthening of its operations and programs. Section 3 The Rosarian must conduct himself\/herself in a way that brings honor and respect to the name of the school. Section 4 A Rosarian accepting a position in a school assumes a contractual obligation. S\/He is duty-bound to live up to this contract and should, therefore, have full knowledge of the terms and conditions of his\/her employment. Section 5 Before leaving a position, the Rosarian should organize and leave for his\/her successor or with the custodian, records, data, and equipment that are necessary to carry on the work. 75","Section 6 Criticism of a school policy or practice should be made only for the welfare of the children and the interest of the Section 7 profession and only before those who have authority to act on the case. No Rosarian should criticize the school in the Section 8 presence of students, parents or any person outside the Section 9 school community. Section 10 Section 11 The Rosarian should conscientiously fulfill the terms and conditions of his\/her employment for the period of time agreed upon and give the school administration reasonable time to assign his\/her replacement when s\/he decides to go on leave or terminate his\/her relationship with the school. The Rosarian should avoid any professional or personal action or activity which may result in economic, legal and\/or social embarrassment to the school. The Rosarian should not abuse his\/her position for power, prestige, or for personal gain. Discipline and respect for duly constituted authority should be observed by the Rosarian. Every Rosarian should understand that his\/her official time belongs to the school, and that it should be devoted fully to the accomplishment and improvement of his\/her official work. S\/He should not accept unofficial work during regular work hours. ARTICLE V \u2013 THE ROSARIAN-LASALLIAN AND HIS\/HER ASSOCIATES Section 1 The Rosarian should at all times be imbued with the spirit of honesty, professional loyalty, mutual confidence and faith in one another, self-sacrifice for the common good, and cheerful cooperation. When the best interest of the students and the school is at stake, it is the duty of the Rosarian to support his\/her associates. 76","Section 2 The Rosarian should duly acknowledge assistance Section 3 received from his\/her associates. S\/He should not Section 4 appropriate the work of others for himself\/herself. Section 5 The Rosarian should not hold inviolate all confidential Section 6 information concerning his\/her associates and the school. He should not divulge the contents of documents which have not been officially released nor remove records from the files without official permission. Professional criticism of associates should be made only for the welfare of the students or the school, and only in a formal accusation before those who have the authority to try the case on its merits. Anonymous or fabricated criticism of an associate is unwarranted. Justified criticism in the interest of the profession, however, should not be withheld, but should be presented with the supporting evidence. No criticism of an associate should be made in the presence of students, associates or parents. A Rosarian should never resort to any form of violence whether physical or verbal. A Rosarian should use the gift of speech to build up and not to put down his\/her associates. ARTICLE VI \u2013 THE ROSARIAN-LASALLIAN FACULTY AND THE ROSARIAN-LASALLIAN ADMINISTRATOR Section 1 The Rosarian should support the legitimate policies of the school and the administration. S\/He should make an honest effort to understand the policies and to carry them out. Section 2 The Rosarian should not make false accusations or charges against superiors and vice versa especially under anonymous or fictitious name. If \/she has charges to make against his\/her superiors and vice versa s\/he should have the moral courage to present and prove them through the proper channels and procedures. 77","Section 3 The Rosarian should transact all official business through Section 4 channels except when the special conditions warrant a Section 5 different procedure, as when reforms are advocated which Section 6 are opposed by the immediate superiors, in which case, s\/he should feel free to write directly to a higher authority. Section 7 The Rosarian administrators should make appointments, promotions and transfers only on the basis of merit and in the interest of the profession. Effective supervision and administration demand responsible leadership and direction by all school administrators, who should at all times show professional courtesy, helpfulness, and sympathy towards their subordinates. In the interest of the profession, an administrator before formulating major policies or introducing major radical changes in the system should give his\/her associates opportunity for broad-minded discussion and constructive criticism in the spirit of earnest inquiry and for the good of the students. In hearing parent\u2019s complaints about teachers, the administrators must practice utmost objectivity and listen to both sides. S\/He should be especially concerned about the dignity of the teacher. ARTICLE VII - THE ROSARIAN-LASALLIAN AND THE PARENTS Section 1 The Rosarian should establish and maintain cordial relations with parents. Section 2 The Rosarian conduct should merit the confidence and respect of the parents. S\/He should not take advantage of the parent\u2019s generosity. Section 3 The Rosarian should hear parent\u2019s complaints with sympathy and understanding. S\/He should, however, discourage parent\u2019s unfair criticism of his\/her associates, the administration, and the school system in general. 78","ARTICLE VIII \u2013 THE ROSARIAN-LASALLIAN AND PRIVATE BUSINESS Section 1 No Rosarian should be involved in questionable or anomalous practices with respect to financial matters. Section 2 No Rosarian should contract loans from students or their Section 3 parents. In situations where the Rosarian can exercise his\/her financial influence in any manner, s\/he should not either directly or indirectly act as agent for, hold stocks in, or be financially interested in any commercial venture. ACADEMIC PERSONNEL All academic personnel should regard the education of the youth as among the noblest of vocations. They should manifest genuine enthusiasm and pride in their calling. ARTICLE IX \u2013 ACADEMIC PERSONNEL AND THEIR PROFESSIONS Section 1 Academic personnel should maintain the highest possible standards of their profession. Section 2 No academic personnel should behave in a manner which may cause discredit to their profession. Nobility of character should be the guiding spirit in their behavior. Section 3 Academic personnel should strive to broaden their cultural outlook and sharpen their professional skills and abilities. They should pursue studies that will enhance the prestige of their profession. Section 4 Materials prepared by academic personnel as part of their duties are properties of the school. These should be released for publication only with proper authorization of the administration of the school and any resulting personal gains should be apportioned among co-authors and contributors. Credit should be given to all those who have contributed to the publication. 79","ARTICLE X \u2013 ACADEMIC PERSONNEL AND THE STUDENTS Section 1 Academic personnel should recognize that the interest and welfare of the students are their first and foremost concern. Section 2 Academic personnel should deal justly and impartially with every student. Manifestations of prejudice or discrimination because of differences in the student\u2019s intellectual ability, social standing, or favors received, should have no place in the relations between academic personnel and the students. Section 3 Academic personnel should not ask or accept, directly or indirectly, personal service, gifts, or other favors from the students or their parents that would tend to influence professional relations with them. Section 4 Academic personnel should never take advantage of their position to enter into amorous relationships with their students. Section 5 No academic personnel should inflict corporal punishment on offending students. Section 6 No teacher should allow any factor other than academic performance to affect the scholastic rating of the students. Section 7 No teacher or administrator should accept directly or indirectly compensation for tutorial services other than that authorized by the school. Section 1 ARTICLE XI \u2013 ACADEMIC PERSONNEL Section 2 AND THE PARENTS Academic personnel should engage the parents\u2019 active cooperation in promoting the welfare of the students. In communicating with parents, especially on matters concerning the students\u2019 faults and shortcomings, academic personnel should exercise utmost candor and tact. 80","NONACADEMIC PERSONNEL As an integral part of the school community, the nonacademic personnel share the responsibility of attaining the institutional goals with the academic personnel. Section 1 ARTICLE XII \u2013 NONACADEMIC PERSONNEL Section 2 AND THEIR PROFESSION Section 3 Section 4 Nonacademic personnel should endeavor to grow professionally and keep abreast with the current trends in their respective fields, showing particular interest in in- service training programs sponsored by the school. Nonacademic personnel should understand that their professional time and effort should be fully, faithfully and conscientiously devoted to the accomplishment and improvement of work assigned to them. No nonacademic personnel should directly or indirectly solicit, require, collect or receive any money or service or anything of value from any person in the school for the service rendered by him\/her within the official time, be it regular or overtime as specified by the institution. Nonacademic personnel should not abuse their position for profit, power or prestige, nor for personal gratification. Neither should they accept unofficial work during regular hours. Section 1 ARTICLE XIII \u2013 NONACADEMIC PERSONNEL Section 2 AND THE SCHOOL COMMUNITY Nonacademic personnel should maintain friendly and professional relationships with the school community. Nonacademic personnel should assist the academic personnel on their efforts to implement school\/student policies. 81","Section 3 Nonacademic personnel should render assistance to the Section 4 students in accordance with office regulations. Nonacademic personnel should seek to establish mutual respect and confidence between themselves and the administration and vice versa. Section 1 ARTICLE XIV \u2013 IMPLEMENTATION GUIDELINES Section 2 Any violation of the foregoing shall be considered unprofessional, immoral and\/or dishonorable conduct for a Rosarian. It will subject him\/her to the schedule of sanctions for offenses. This Code of Ethics shall take effect upon and during employment at the Our Lady of the Holy Rosary School. XII. Offenses and Sanctions Any employee of the Our Lady of the Holy Rosary School who commits any of the following offenses on campus or off campus while on official function may be disciplined in accordance with the rules and regulations set forth hereunder after due process. Legends: 1 Oral warning 2 Written warning 3 Suspension without pay (the duration will depend upon the gravity of the offense) 4 Termination after due process Please note: In all cases, gravity of the offense is considered in determining penalty. The Principal implements the sanction upon approval of the Director\/Supervisor. 82","OFFENSE 1st 2nd 3rd 4th OCCURRENCE AND PENALTY 1. Inflicting bodily injury or assaulting another 34 employee or student at anytime. 2. Destroying and\/or damaging school property 234 either willfully or through negligence; threatening to do the same. 3. Threatening, coercing, making obscene or 34 libelous statement about another employee, parent or student. 4. Unauthorized or unjustified possession and 34 misuse of examination papers, test materials, and results, tampering of official records or grading sheets. 5. Falsifying school records or documents, e.g. change of grades; allowing benefits to students in consideration of some remuneration; offering or accepting anything of value in exchange for a job, work assignment, work allocation or more favorable conditions of employment. 34 6. Gross inefficiency and evident neglect of academic responsibility such as frequent failure to meet reasonable deadlines for submission of grades, reports and syllabi, noncooperation in official activities or functions such as faculty meetings, committee meetings and other official activities of the school, non integration of the school\u2019s thrusts in the lessons as formally assessed by their respective subject area coordinator. 12 3 4 7. Leaving the campus during official school 123 4 hours\/work assignment without previous permission from one\u2019s superior. 83","8. Possession and use of illegal drugs or deadly 4 weapons on campus. 9. Use of school funds, property, equipment 234 and\/or facilities without permission for personal or commercial purposes. 10. Unauthorized use of the name of one\u2019s position in the school directly or indirectly for personal or commercial purposes such as authorship of instructional materials; selling; collecting of money from students or parents; use of parents\u2019 facilities, contracting of loans from parents or students. 234 11. Violation of any tutoring policy. 234 12. Grave public scandal. 4 13. Insubordination and\/or complete disregard 234 of authority or of legitimate directives from superiors. 14. Giving false testimony during an 34 official investigation. 14. Habitual absenteeism or absence from 234 work without permission. 15. Tardiness in excess of two times during the week; four times during a month or an accumulated tardiness of 30 times during the year. 123 4 16. Failure to return to work promptly upon 234 expiration of leave of absence. 17. Failure to report immediately an injury incurred in school or during an authorized off-campus activity or an accident involving school property. 2 3 4 84","18. Concealment of contagious diseases and 34 other health hazards. 19. Final conviction by a court of law of a 4 crime involving moral turpitude and other serious offenses. 21. Unauthorized solicitation of funds, or services such as collecting and receiving money or gifts from partisan politics. 234 22. Speaking against Catholic beliefs\/propagating nonCatholic beliefs. 234 23. Desecration of religious articles, 4 images and places. 24. Breach of contract. 4 25. Neglect or refusal to turn over records, 234 data and equipment. 26. Putting down any department or school policy or 34 practice in the presence of students, parents 234 or any person outside the school community. 2 4 27. Using office hours for personal interest. 1 34 28. Plagiarism or intellectual dishonesty. 3 34 4 29. Divulging criticism of a colleague in the 2 presence of students, parents or any 85 person outside the school community. 30. Destructive criticism of a colleague in the 2 presence of students, associates and parents. 31. Unjustifiable appointments. 3","31. Abusive behavior and\/or language towards 2 34 students, parents, subordinates or superiors. 33. Deciding unilaterally on major policies. 2 34 34. Abuse of authority. 1 234 35. Encouraging parent\u2019s unfair criticism of associates, administration and the school system. 1 2 3 4 36. External manifestations of partiality, prejudice or discrimination against students. 1 2 34 37. Disorderly behavior such as drunkenness, indecent conduct\/activities or promoting or participating in gambling, lottery or any game of chance. 3 4 38. Any other professional immoral and\/or 34 dishonorable conduct. 4 39. Sexual Harassment (see Appendix 3) *Note: This Code of Ethics was prepared by La Salle Greenhills and is adopted in this school. 86","APPENDIX 1 PERFORMANCE RATING SHEET FOR THE EVALUATION OF FACULTY MEMBERS Name of Teacher: Date Rated: Department: Subject(s) Handled: Rater: PART I PROFESSIONAL QUALITIES Rating Scale: = 5 Outstanding = 4 Very Satisfactory = 3 Satisfactory = 2 Fairly Satisfactory 1 Unsatisfactory = A. PROFESSIONAL EFFICIENCY (25%) 1. Attendance at Classes 54321 2. Punctuality in reporting to school 54321 3. Attendance and participation in a. Faculty Meetings 54321 b. Subject Area Meetings 54321 c. Seminar\/Workshops, Symposia, In-Service Session 5 4 3 2 1 d. Social and Spiritual Activities 5 4 3 2 1 e. Co-Curricular Activities 54321 4. Ability to Construct a. Syllabi\/Lesson Plan\/Plantilla 5 4 3 2 1 b. TOS and Test Questions 5 4 3 2 1 c. Learning Station (for CS only) 5 4 3 2 1 d. Assessment Reports\/ Academic Profile 54321 87","5. Punctuality in submitting a. Syllabi\/Lesson Plan 54321 b. TOS and Test Questions 5 4 3 2 1 c. Grades 54321 d. Rating Sheets 54321 e. Class Records 54321 f. School Register 54321 g. Assessment Reports\/ Academic Profile 54321 B. PROFESSIONAL GROWTH (20%) 1. Academic Advancement through graduate studies and other courses MA Degree Completed 5 25-36 MA units 4 16-24 MA units 3 10-15 MA units 2 3-9 MA units 1 2. Membership in learned societies and\/or professional societies 2.1. International Level 5 2.2. National Level 4 2.3. Regional Level 3 2.4. Provincial Level 2 2.5. Local Level 1 3. Participation in professional development program in the institution 3.1. Resource Speaker 5 3.2. Officer 4 3.3. Facilitator 3 3.4. Member 2 3.5. Participant 1 4. Participation in professional development program in the department as 4.1. Resource Speaker 5 4.2. Officer 4 4.3. Facilitator 3 4.4. Member 2 4.5. Participant 1 88","5. Research and Publication 5.1. Book\/Textbook 5 5.2. Unpublished Material 4 5.3. Workbook\/Lab Manual 3 5.4. Monograph\/Articles 2 5.5. Academic\/Assessment Profile 1 6. Computer Literate 54321 C. SCHOOL AND COMMUNITY SERVICE (5%) 1. School Involvement a. Participation in School Departmental Activities; Academic or NonAcademic a.1. Chairperson 5 a.2. Trainor\/Coach 4 a.3. Adviser\/Moderator 3 a.4. Member 2 a.5. Participant 1 b. Participation in special function committee (institutional) b.1. Chairperson 5 b.2. Officer 4 b.3. Trainor 3 b.4. Adviser\/Moderator 2 b.5. Member 1 2. Community Involvement a. Participation, contribution, leadership in school\/departmental community extension program. a.1. Overall Chairman 5 a.2. Officer 4 a.3. Chairman, Sub Committee 3 a.4. Member 2 a.5. Contributor 1 b. Participation in the professional, religious, civic development activities. b.1. Overall Chairman 5 b.2. Officer 4 b.3. Chairman, Sub Committee 3 b.4. Member 2 b.5. Contributor 1 89","D. INTERPERSONAL RELATIONSHIP (5%) 1. Shows positive interpersonal 54321 relationship with students 54321 2. Shows positive interpersonal 54321 relationship with co-teachers 54321 3. Shows positive interpersonal relationship with nonacademic staff 4. Shows positive interpersonal relationship with Administration E. ARTICULATION OF THE SCHOOL MISSION, LOYALTY AND COMMITMENT (5%) 1. Commitment to School\u2019s Mission and Goals 54321 2. Actively promotes the welfare of the Department 54321 3. Actively supports and implements school policies 54321 4. Dedicated to teaching profession 5 4 3 2 1 5. Renders service generously 54321 PART II TEACHING PERFORMANCE A. LESSON PREPARATION 1. Plans the lesson well. 543 21 21 2. Sets definite goals including 21 student participation. 543 21 21 3. Presets the objectives of the 90 lesson clearly. 543 4. Prepares plans that show congruence between the objectives, subject matter(s) and strategies. 543 5. Makes clear and specific assignments. 543","6. Implements the lesson as planned adapting to the recommendation therein if any. 54321 7. Provides for individual and group instruction. 54321 8. Integrates values in the lesson. 54321 9. Makes use of references and other supplementary materials. 54321 B. KNOWLEDGE OF THE SUBJECT MATTER 1. Presents accurate data. 54321 2. Shows mastery of the subject matter. 5 4 3 2 1 3. Relates lesson to other fields. 54321 4. Is able to answer students\u2019 questions convincingly. 54321 5. Discusses and analyses the subject matter while going beyond the confines of the textbook. 54321 C. COMMUNICATION SKILLS 1. Uses the primary medium of instruction correctly. 54321 2. Speaks on the level of the pupils\u2019 understanding. 54321 3. Explains the subject matter clearly. 5 4 3 2 1 4. Speaks clearly in a well-modulated voice. 54321 D. CLASSROOM MANAGEMENT 54321 1. Maintains a flexible and 54321 healthy environment. 54321 2. Observes the care of instructional 91 material and equipment. 3. Employs class time efficiently.","4. Develops and implements rules of student conduct. 54321 5. Is equipped with the necessary learning materials. 54321 6. Commands respect and attention from students. 54321 7. Understands the growth patterns and behaviors of students at various stages of development and copes with situations as they occur. 54321 8. Starts and ends class on time. 54321 E. LEARNING SITUATION\/TEACHING SKILLS AND METHODOLOGIES 1. Prepares student-centered activities. 5 4 3 2 1 2. Adjusts level of difficulty of lessons to students\u2019 needs and capabilities. 5 4 3 2 1 3. Relates subject matter to real-life situations. 54321 4. Employs method\/s that elicit learner involvement. 54321 5. Employs ways to assess students\u2019 performance vis-\u00e0-vis learning objectives. 54321 6. Makes effective use of a variety of teaching aids. 54321 7. Asks thought-provoking questions that enhance higher-order-thinking skills. 54321 8. Integrates values in the lesson. 54321 9. Is aware of verbal and non-verbal acceptance or rejection of students\u2019 ideas, and uses this skill positively. 5 4 3 2 1 10. Stimulates learning through innovative activities and resources. 5 4 3 2 1 11. Clarifies and processes assignments given. 54321 12. Wraps up the lesson effectively. 54321 92","13. Provides activities for the enhancement of multi-intelligences. 5 4 3 2 1 F. FACULTY-STUDENT INTERACTION 1. Allows students to express their own view, opinions and reactions. 54321 2. Has the ability to evoke student participation or questions (e.g. wait time, action zones, etc.) 54321 3. Knows and works with pupils as individuals. 54321 4. Encourages relationships that are mutually respectful and friendly. 54321 5. Uses positive language with students which is devoid of sarcasm. 54321 6. Effectively elicits students\u2019 interest and enthusiasm. 54321 7. Is cheerful and displays a sense of humor. 54321 G. OVERALL ASSESSMENT 54321 1. Is able to attain the objectives set for the lesson. Recommendations: On the basis of the above rating, I recommend that priority attention be given to the following areas: 1. 2. 3. Name & Signature of Evaluator Date Conforme: Teacher Date 93"]