CISM Policy MANUAL for FACULTY
TABLE OF CONTENTS Page FOREWORD………………………………..…………………………………… 6 VISION & MISSION……………………………..…………………………….
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I. GENERAL INFORM ATION………………………………………………. Faculty Duties, Responsibilities & Expectations…………………… Leadership Covenants……………………………………………….. Staffing Philosophy & Goals…………………………………………. Classification of Faculty……………………………………………… Pre-Employment Requirements……………………………………… Orientation………………………………………………………………
8 8 9 10 10 12 13
II. COMPENSATION………………………………………………………… Step Placement………………………………………………………... Payday………………………………………………………………….. 13th Month Pay…………………………………………………………. Payroll & Payslip………………………………………………………. Payroll Adjustments…………………………………………………… Additional Compensation and Honorariums……………………….. Faculty Contracts / Appointments…………………………………… Pre-Termination of Contract…………………………………………..
14 14 14 15 15 15 15 16 16
III. WORKDAYS / HOURS / SCHEDULE…………………………………. School Year Period……………………………………………………. Scheduled Work Hours……………………………………………….. Classroom Assignments / Teaching Load…..……………………… Rest Days………………………………………………………………. Holidays………………………………………………………………… Suspension or Cancellation of Classes…………………………….. Typhoon Storm Signals………………………………………………..
18 18 18 18 19 19 20 21
IV. ATTENDANCE AND TIME KEEPING………………………………… General Guidelines on Attendance & Punctuality…………………. Attendance Policy…………………………………………………….. Time Keeping…………………………………………………………. Tardiness………………………………………………………………. Undertime……………………………………………………………… No Offsetting of Undertime with Overtime Work…………………… Substitute Arrangements…………………………………………….. Lower School Substitution…………………………………… Upper School Substitution……………………………………
22 22 22 22 22 23 23 23 24 24
V. BENEFITS………………………………………………………………….
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Personal Leave………………………………………………………… Vacation Leave………………………………………………………… Teaching Faculty……………………………………………… Non-Teaching Faculty………………………………………… Filing of Personal / Vacation or Other Leave……………………….. Absence Without Official Leave (AWOL)….………………… Bereavement / Compassionate Leave.……………………………… Official Business Leave (OBL) or Trip……………………………….. Maternity Leave………………………………………………………… Paternity Leave………………………………………………………… Leave of Absence Without Pay (Short Term).………………………. Leave of Absence Without Pay (Long Term)……………………….. Leave Cover……………………………………………………………. Leave Cover for Stipendiary Positions………………………………. Laptop Purchase Program…………………………………………….. Library Privileges………………………………………………………. Medical Insurance……………………………………………………… Perfect Attendance Award…………………………………………….. Professional Learning…………………………………………………. Retirement Benefits……………………………………………………. Service Loyalty Award…………………………………………………. Taxes…………………………………………………………………….. Tuition Discount………………………………………………………… Visas & Work Permits………………………………………………….. VI. PERFORM ANCE APPRAISAL…………………………………………… Staff Performance Management System…………………………….. Stage 1: Communicating Expectations………………………. Stage 2: Lesson Observation………………………………….. Stage 3: Feedback from the Lesson Evaluation…………….. Underperforming Teachers……………………………………………..
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VII. MISCELLANEOUS ADMINISTRATIVE GUIDELINES & RULES…… 37 Cellular Phone Etiquette………………………………………………. 37 Changes to Personal Records………………………………………... 37 Clinic……………………………………………………………………… 37 Dress Code……………………………………………………………… 37 Employee Files…………………………………………………………. 38 Faculty Conduct…………………………………………………………. 39 Food and Drink in the Classroom…………………………………….. 39 Gifts to Faculty Members……………………………………………….. 39 Grading…………………………………………………………………… 39 Grievances……………………………………………………………….. 40 Timing for Grievance……………………………………………. 40 Step I……………………………………………….……… 40 Step II……………………………………………………… 41
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Step III…………………………………………………….. Step IV……………………………………………………. Handling of Money……………………………………………………... Housekeeping…………………………………………………………… Identification Card……………………………………………………… Intellectual Property…………………………………………………….. Loans to Employees……………………………………………………. Non-Disclosure………………………………………………………….. Personal Telephone Calls…………………………………………….. Program Leader / Coordinator Agreements………………………….. Protection of Official Information………………………………………. Reimbursements………………………………………………………… Resignation…………………………………………………………….. Retirement………………………………………………………………. Safety Rules…………………………………………………………….. School Logo……………………………………………………………… School Publications…………………………………………………….. School Trips……………………………………………………………... Smoking in the Workplace…………………………………………….. Staff Conflict of Interest / Non-Compete Clause…………………….. Substance Abuse………………………………………………………. Termination………………………………………………………………. Use of the Copy Center………………………………………………… Visitors…………………………………………………………………….
41 41 42 42 42 43 43 43 43 43 44 44 44 44 45 45 46 46 46 47 48 48 49 50
VIII. ACCEPT ABLE USE POLICY on TECHNOLOGY RESOURCES AND NETWORK SYSTEM…………………………………………………… 51 Netiquette………………………………………………………………… 51 Acceptable Uses………………………………………………………… 52 Prohibited Uses…………………………………………………………. 52 No Presumption of Privacy…………………………………………….. 54 Compensation for Losses, Costs and/or Damages…………………. 55 System Security…………………………………………………………. 55 Equipment Removal / Moving………………………………………….. 55 Purchase and Installation……………………………………………… 55 Software Installation……………………………………………………. 55 Electronic Files………………………………………………………….. 56 IX. TUTORIAL FACILITY USAGE……………………………………………. Aims of the Program…………………………………………………….. Expectations……………………………………………………………… Definition and Limitations of Tutorial Facility Usage…………………. Guidelines of the Tutorial Facility Usage Contract…………………… For the Guidance Counselor…………………………………… For Parents / Guardians………………………………………… For Students………………………………………………………
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For Tutors………………………………………………………… 59 X. SEXUAL HARRASSMENT………………………………………………… 61 Definition of Sexual Harassment………………………………………. 61 Republic Act No. 7877…………………………………………………… 61 Sexual or Gender-Related Behavior…………………………………… 61 Course of Action for Victims of Sexual Harassment…………………. 63 XI. CLEARANCE……………………………………………………………….. 65 Transfer of Monetary and Property Accountability…………………… 65 Payment of Accrued Salary / Benefits…………………………………. 65 XII. DISCIPLINARY ACTION………………………………………………….. 66 A. Kinds of Administrative Disciplinary Action……………………….. 66 B. Circumstances Affecting Administrative Liability…………………. 66 C. Procedure for Disciplinary Action………………………………….. 67 D. Prescription of Penalties and Offenses…………………………… 68 E. Classification of Offenses and Schedule of Disciplinary Action... 68 Annex A: SALARY SCALE..………………………………………………….. 69 Annex B: REPUBLIC ACT 7877……………………………………………….71 Annex C: CLASSIFICATION OF OFFENSES AND DISCIPLINARY ACTION……………………………………………………………..……...75
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FOREWORD Welcome to Chinese International School Manila (CISM). The first CISM Policy Manual was published in 2007. Since then, many rules and regulations have been amended and new ones instituted. These changes made it imperative to update the manual. To keep the information as relevant and concise as possible, the manual has now been separated to a CIS M Policy Manual for Faculty and a CISM Policy Manual for Support Staff. This manual is designed to aid new faculty adapt to their new surroundings, and to help all understand the school’s policies, procedures, and benefits. Great care was taken to ensure accuracy of this manual. However, if provisions in this manual conflict with provisions in original documents and contracts on policies, procedures, and benefits, or in case of conflicts with established school practices, then those documents, contracts, and practices will prevail. The information contained in this revised version are based on CISM’s Leadership Covenants, resolutions of the Board of Trustees, Executive Orders and Memoranda, and relevant documents from Lower and Upper School, and government agencies. As the School responds to new conditions, the information herein may change. These revisions / modifications will be effective immediately upon approval by management, and faculty will be notified of these changes. Faculty are also advised to keep in touch with the appropriate offices for any updates.
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VISION AND MISSION CHINESE INTERNATIONAL SCHOOL MANILA Is a private, non-sectarian K-12 international school recognized by the Department of Education and accredited to deliver the International Baccalaureate (IB) Diploma Program. VISION To be recognized as a school of academic excellence and of choice for families that value the acquisition of the Chinese language and the appreciation of Chinese culture. MISSION STATEMENT We commit to deliver the highest standard of education, aim to promote the values of integrity and honesty, and strive to instill an international outlook through immersion in Western and Chinese cultures and the Mandarin and English languages. We are sensitive to the needs of our students and aspire to nurture their emotional, physical, intellectual, social, and artistic well-being. CISM students work in partnership with their teachers and their families to become: inspired to intellectual curiosity as a springboard to a lifelong pursuit of knowledge; analytical, critical, reflective, and creative thinkers and doers; bilingual and bicultural in the Western & Chinese settings; effective, open-minded, and confident communicators; loving and embracing self, family, and others; respectful of diverse beliefs, views, ideologies, and cultures, including host culture; I.C.T. literate and embrace technology as a tool for learning and communication; proactive and responsible participants in the local and global society; individuals who preserve, sustain, and safeguard our environment and ecosystem; individuals who foster passion and commitment to help uplift the human condition. CORE VALUES We, at CISM, develop leaders who: aim for COMMITMENT to excellence, uphold INTEGRITY at all times and under all circumstances, provide SERVICE to make a difference, and live with a MISSION to leave a legacy.
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I. GENERAL INFORMATION FACULTY DUTIES, RESPONSIBILITIES & EXPECTATIONS All teachers at the Chinese International School Manila have professional responsibilities and are required to demonstrate a commitment to the school, its students, and parents as follows: In general: Identify strongly with CISM and its vision and mission; adhere to all school policies and procedures; comply with governing laws and acknowledge the 2010 Revised Manual of Regulations for Private Basic Education; deliver curriculum in line with school policies and procedures; develop and implement programs and curriculum in line with International Baccalaureate or CIS requirements; work cooperatively with a team or individually as directed to prepare, evaluate, and develop learning programs; be respectful and supportive of other staff; work in a collaborative manner that develops a positive workplace; share personal and departmental resources for the benefit of the educational program; participate in school events, school operations, and be proactive in the school decision-making process; participate, cooperate and contribute in professional development and training programs; collaborate in interdisciplinary planning or team teaching; be prepared to participate actively in the teacher appraisal and evaluation process; be punctual when attending classes, school meetings, assemblies, faculty meetings, parent meetings, and other meetings called/set by the Headmaster, President, Heads of Departments, Coordinators or Directors; pay attention to details so tasks can be completed on time and effectively; be well groomed and dress in a professional manner; participate in evening and/ or weekend school activities, if assigned; be available to coach or sponsor an athletic team or other extra curricular activity; initiate and participate in clubs, field trips, outreach programs, special school events (such as Earth Week, Festival of the Arts, Drama Production, Chinese New Year, United Nations, etc.) whether during or after school hours, in or out of the classroom setting. With students: provide a variety of learning experiences that will actively engage students and demonstrate flexibility responsiveness in meeting their individual needs;
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establish a classroom learning environment which encourages student interaction, has high standards for student behavior and supports student differences; integrate instructional plans and teaching practices in a way that considers differences in students’ learning styles and diverse social, cultural, and linguistic backgrounds; monitor attendance, progress and recognize student achievement by providing constructive and regular feedback in line with the school’s assessment and reporting policy; promote self-esteem and confidence in students; facilitate smooth transition from Elementary School to Middle School to High School, to college programs; ensure that classroom activities provide a safe and positive environment for learning; show respect for students and value their individual differences; maintain consistently high expectations for student achievement and behavior both in and outside the school setting; ensure that school rooms, furniture, equipment, grounds and resources are used responsibly; provide a quality role model for students through your own behavior and work practices; perform all acts necessary or desirable for students to learn, develop appropriate skills and meet educational objectives; ensure assessment and evaluation practices follow school policy; is available to students for remedial assistance, advice, guidance, consultation or meetings.
With parents: where appropriate, encourage parent involvement; report educational outcomes to parents, according to school requirements; communicate effectively and develop positive working relationships with the school community. be discreet and professional in all such communications and limit them to consideration of your professional interactions with the parent’s child. LEADERSHIP COVENANTS Treat CISM colleagues with mutual respect, trust and dignity. Help each other. Share experiences and lessons learned, both successes and failures. Communicate early, honestly, and completely with all who have a direct interest in the subject. Listen to others’ points of view. Earn trust by accepting and honoring agreements, keeping promises, and discussing needed changes before acting.
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Work to understand CISM’s goals and strategies and proactively support them through discussions, communications, and actions (for example, sharing resources). Never undermine colleagues directly or indirectly. Work jointly to resolve disagreements in good faith. Contribute constructively by exercising the highest level of professional and ethical behavior STAFFING PHILOSPHY AND GOALS Chinese International School Manila serves a student population diverse in national origin, cultural, ethnic, racial, and religious composition. Its student population is composed of individuals of different ages, abilities, interests, and motivations. CISM has an equal employment & non-discriminatory employment policy and practice; it shall not discriminate on the grounds of race, color, religion, gender or citizenship. The Board recognizes that in order to achieve its vision and mission as an educational institution, it needs the full support of a highly professional, well qualified, competent, efficient, and disciplined workforce dedicated to maintain a constantly improving and dynamic education program. Except as otherwise specifically allowed under the provisions of Republic Act No. 7836 and 9293, no person shall engage or act as a teacher whether in public or private, elementary or secondary schools, unless he/she is a holder of valid certificate of registration and a valid professional license from the Professional Regulation Commission (PRC). The manual is adopted to define and regulate CISM’s relationship with its entire faculty, to put in writing established and existing practices at CISM, and to prescribe the standards for a disciplined work ethic among its personnel. CLASSIFICATION OF FACULTY Academic Personnel: a. Teaching Faculty is one whose job includes direct and constant contact with students in a teaching situation and he/she has the responsibility for evaluation of students’ academic and behavioral performance. b. Non-teaching Faculty is one who performs a function related to the academic life, without a teaching situation although at times he/she may teach skills related to his/her field or area of expertise. The academic non-teaching faculty are the Librarians, Registrars, and Guidance Counselors. Probationary full-time: A probationary full-time employee is one employed with the possibility to become a tenured full-time employee but who has not yet achieved the
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status. All employees hired, appointed, and/or employed by CISM will be subject to the mandatory probationary period. Probationary faculty shall sign a one (1) year Fixed Term Employment Contract. During the probationary period, the term of employment shall be on a school year basis, it being understood that, unless the fixed term appointment is renewed before the beginning of the succeeding school year, the probationary Faculty member’s services shall be considered terminated. Full-time Faculty: A full-time Faculty member is one who holds a valid PRC teaching license and is hired to fill a regular full time position. Time commitments and expectations for full-time posts vary, but student contact time shall not exceed 1250 minutes or 25 blocks (out of 34) per week with each block constituting 50 minutes. This does not include time assigned by the Headmaster for homeroom/advisory periods, assemblies, supervision duties or after-school remedials. A Faculty member whose load is 60% or below 1250 minutes student contact time shall be considered as part-time Faculty and will not be entitled to the same benefits as fulltime Faculty. Part-time Faculty: A part-time Faculty member is one who holds a valid PRC teaching license and is hired to teach a fixed proportion of a full-time teaching load and is remunerated accordingly. Part-time Faculty must be present for a minimum of 40 minutes beyond their daily teaching commitment and may be required to perform curriculum work and documentation, attend school events, in-service training, workshops, after-school activities, parent-teacher conferences, field trips, faculty meetings, and conferences. Part-time Faculty are not entitled to benefits accorded to Full-time Faculty such as vacation / personal / compassionate leaves, retirement pay, health insurance, life & ADD insurance, tuition discount, professional development, etc. Tenured In order to acquire tenured or permanent status, a faculty member must meet ALL the following criteria: 1) must be a full-time faculty member; 2) must have rendered three (3) consecutive school years of full-time service; and 3) such service must have satisfactorily met the standards of CISM. Non-Regular Faculty A non-regular member of the teaching staff is on a temporary status and paid on an hourly or daily basis for a specific period of days or part thereof. A non-regular faculty may be a Lecturer or Visiting Professor. A temporary assignment does not entitle or qualify an appointee to a probationary or tenured employment. Non-Regular Faculty may be required to perform curriculum work and documentation, attend school events, in-service training, workshops, after-school
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activities, parent-teacher conferences, field trips, faculty meetings, and conferences. Non-Regular Faculty are not entitled to benefits accorded to Full-time Faculty such as vacation / personal / compassionate leaves, 13th month pay, retirement pay, etc. Consultant An individual or independent contractor hired for a specific and limited term. A Consultant is assigned specific tasks and/or performance targets in his/her area of expertise. Consultants are not entitled to any benefits accorded to regular employees such as but not limited to vacation / sick / personal / compassionate leaves, 13th month pay, retirement pay, etc. Teacher Aide / Teaching Assistant A teacher aide or teaching assistant (TA) may or may not hold a valid PRC teaching license, may specialize in a single subject area, and may be required to have completed a specified number of college education credits. A TA performs any combination of clerical tasks in a classroom under the guidance of a licensed teacher. TAs may be full or part-time, with a fixed salary determined in each FixedTerm Contract period. PRE-EMPLOYMENT REQUIREMENTS The following requirements shall be submitted prior to assumption of positions: 1. Duly accomplished CISM Personal Information Form; 2. Curriculum vitae / resume; 3. Certified True Copy of PRC / Professional license; 4. BIR Form 2305 and 1902 and 1905, where applicable; 5. BIR Form 2316 – Income for the Year; 6. Copies of TIN, SSS, Philhealth, and Pag-ibig membership ID / records; 7. SSS Statement of Account; 8. Certified True Copy of Birth Certificate; 9. Original Copy of Diploma and Transcript of Records (xerox copies are NOT acceptable); 10. Certified True Copy of Marriage Certificate, if applicable; 11. Certified True Copy of Birth Certificate of dependent/s, if applicable; 12. NBI Clearance; 13. Employment Certification from previous employer; 14. Chest X-Ray and Medical examination result; 15. Copy of Passport Information Page, if applicable; 16. Two (2) ID photos 2 x 2, colored, white background. *NOTE: Any misrepresentation of bio-data or scholastic achievements, fraud or falsification of any kind will be subject to immediate termination.
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ORIENTATION The Human Resources Head, in conjunction with the individual employee’s line manager, shall properly orient the newly hired employee with CISM’s organization, its policies, rules, and regulations, the benefits and privileges extended and the employee’s job description and responsibilities together with CISM expectations.
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II. COMPENSATION STEP PLACEMENT All teachers shall be placed on the school’s salary scale. It is mutually understood that CISM will make periodic adjustments to the salary scale and to the value of elements in the benefits package (Annex A). The placement of a teacher on a step shall be dependent upon the educational qualifications whether BA, MA or Doctorate. +1 Step +2 Steps +2 Steps
Master’s Two Master’s Degree, must be relevant to the subjects/classes taught Doctorate
The placement on a step is contingent on previous years of full-time teaching experience. The placement earned for teaching experience is capped at Step 10. Step 0
PhP 26,000 Zero (0) years international school teaching experience < Five (5) years local school teaching experience
+1 Step
PhP 2,000
Three (3) years international school teaching experience, rounded up; or Five (5) years local school teaching experience, rounded down.
After completion of a contract year, a teacher may be placed on the next step for the following year. To advance in this manner, a teacher must have worked one fulltime academic year and satisfactorily met the standards of CISM. Every two (2) years part-time at CISM (at 60% loading) is equivalent to a one (1) step movement. To establish the proper class at the time of engagement of a teacher, or when a teacher seeks reclassification to a higher class, the teacher must provide to the school the original diploma(s) and transcript(s). Reclassification will only be made at the beginning of each semester: August 1 or January 1; the completion of the degree must be before the reclassification. PAYDAY Faculty members’ salaries are paid on the 12th and 27th of each month. Payment of salaries shall be through direct credit to the payroll/ATM accounts of individual personnel. Requests for cheque or cash payment will not be entertained. Salaries shall be credited by 12 noon. Should payday fall on a weekend or national holiday (not applicable to school holidays), it shall be advanced to the latest workday. All salary information should be treated as confidential.
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Salaries for the pay period 27th June onwards of each academic year shall be withheld pending clearance. For non-regular, temporary, and part time faculty, salary for the pay period 27th May onwards shall be withheld pending clearance. Any outstanding balances due to CISM and / or liabilities of the Faculty member shall be automatically deducted from the salary and other receivables. 13th MONTH PAY Full-time faculty membersâ&#x20AC;&#x2122; 13th month pay is pro-rated throughout the school year. For returning faculty, half of the 13th month pay is given on 27th November, the other half on 27th May. For newly hired faculty, 5/12 of the 13th month pay is given on 27th November, 5/12 on 27th May and 2/12 on 27th July. PAYROLL & PAYSLIP Payroll at CISM is outsourced to Prople, a business solutions provider. Payslips are available in CISMâ&#x20AC;&#x2122;s online Payroll and Timekeeping HR System, Prople PATHS at https://paths.propleinc.com/_cism/login.ph, under My Payroll, submenu My Payslip. PAYROLL ADJUSTMENTS When faculty members receive their pay, they are encouraged to go online and look carefully at My Payroll, submenu My Payslip and review their personal information, earnings, and deductions for the payroll period. If a situation arises that necessitates an adjustment, such adjustment may occur on the subsequent payday. Adjustments (such as Failure to Time In / Time Out) should be filed online and on a timely basis. The Accounting Department, HR, and/or the Approver may request for supporting / original documents as proof. Leave Forms (Official Business Trip, Vacation Leave, Personal Leave) must be filed online and approved prior to taking such leave. Unapproved leaves and/or undertime shall be subject to salary deduction. Employees with questions concerning their pay must inform the Accounting Department immediately. ADDITIONAL COMPENSATION AND HONORARIUMS The base salary excludes specific stipends and/or honorariums for additional workload and duties such as Program Leaders/Coordinators, Department Heads, etc. Stipends are not paid during the summer, specifically from 13 th June to 27th July. Stipends and/or honorariums may or may not be renewed the following school year. The value attached to stipendiary positions is updated annually.
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FACULTY CONTRACTS / APPOINTMENTS Employees hired/employed/appointed by CISM will individually sign a contract. From the date of employment stated in the contract, the initial appointment for a faculty member shall be probationary in character and shall not exceed a period of one (1) school year. Formal evaluations of performance may be conducted without advance notice by the Director, Headmaster, and/or President at any time and at least twice a year. Additionally, the Department Head, Director, Headmaster and/or President may conduct classroom observations regularly. Appointment of a probationary faculty shall be reviewed and renewed on a yearly basis, subject to the needs and requirements of CISM and the evaluation of the performance of the faculty member. Renewals of appointment for the following school year shall be made in writing not earlier than March 15 or not later than 30 days prior to end of the term of current appointment. In no case shall there be any automatic ren ewal or extension of a Fixed Term Employment Contract for a probationary faculty member. A Work Load Assignment and Renewal Contract shall be issued to tenured faculty. All Faculty whose appointment / employment shall be renewed will be issued a Memo signifying the schoolâ&#x20AC;&#x2122;s intention to do so. The employee may or may not accept the renewal. Should the employee accept, he/she is expected to personally sign his/her Fixed Term Employment Contract / Workload Assignment and Renewal contract at the HR Office within three (3) weeks of receipt of Memo. Failure to sign the contract shall be interpreted as a lack of interest to continue appointment / employment with CISM and as a non-renewal of contract. A Faculty member who intends not to renew or who expects to discontinue his/her appointment / employment with CISM for the next school year must notify the Headmaster and/or HR Office on or before 15 December of the current school year so as to allow CISM management time to find a suitable replacement prior to the start of the next school year. The School will not recommend nor rehire faculty members who do not inform management of their plans before this date unless the circumstances surrounding their withdrawal are emergency in nature . PRE-TERMINATION OF CONTRACT in the event the Faculty member violates any of the terms and conditions of his/her Contract, he/she shall pay the School liquidated damages in the amount which is at least equal to ONE (1) month of his/her monthly compensation for the costs of training and other expenses to be incurred by the CISM due to the pre-termination of contract. Further, if for any reason, except physical incapacity, the Faculty member shall fail to serve the full term of his/her Contract, CISM will require him/her to pay liquidated
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damages equivalent to at least one (1) month of his/her monthly compensation for the costs of rehiring, training and other expenses to be incurred by the School due to the pre-termination of contract.
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III. WORKDAYS / HOURS / SCHEDULE SCHOOL YEAR PERIOD Generally, the school year runs from August to June, which period may change at the schoolâ&#x20AC;&#x2122;s discretion. The calendar comprises a minimum of 180 s tudent days and a maximum of 190 days and there will be no more than 10 additional teacher days in total, inclusive of orientation and in-service days. Days needed to obtain clearance(s) or to meet other year-end requirements / documentation are not part of teacher days. The calendar is the product of discussions with the Directors and Headmaster, and the final draft version is subject to Board approval. The Summer Program is not part of the teaching facultyâ&#x20AC;&#x2122;s duty year. SCHEDULED WORK HOURS Duty year of Faculty is August 1 st to July 31 st of the following year. Core working hours for teachers are Monday through Friday from 7:00 a.m. to 3:30 p.m. The school reserves the right to require the presence of faculty at meetings / activities beyond these core hours. Teachers are expected to be at work during all faculty working days; this shall include, but is not limited to, orientation, faculty in-service / planning days and parent teacher conferences. The school reserves the right to change work schedules and assign employees to special schedules as it deems necessary for effective operations. However, management will adhere to relevant provisions of the Philippine Labor Code. Unless absolutely imperative, faculty are discouraged to stay beyond 7:00 p.m. CLASSROOM ASSIGNMENTS / TEACHING LOAD The maximum allocated student-teacher contact time, not including homeroom and supervision assignments, is 1250 minutes or 25 fifty minute blocks per week. This does not include time assigned by the Headmaster for homeroom / advisory periods, assemblies, supervision duties or after-school remedials. A Faculty member whose load is 60% or less of the 1250 minutes student contact time shall be considered as part-time Faculty. Faculty who are appointed to administrative academic positions for a two (2) year fixed term of office are given equivalent administrative load credit (ALC) / week for such assignment. Notwithstanding the provision of total maximum credit for nonteaching activities, the following are the ALCs corresponding to administrative positions in the School: Administrative Position Coordinator (Upper School, Lower School) Program Coordinator (IB, WASC) Department Head
ALC 4 units 3 units 2 units
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The Headmaster and/or President may assign 1 - 2 units of Administrative Load Credits for non-teaching activities such head coordinator / point person for major school events such as, but not limited to Christmas Play, Festival of Arts, Earth Week, Chinese New Year Day, Sports Day, and United Nations Day. Total ALCs shall not exceed nine (9) units. The teaching load of a temporary faculty is by agreement with the Headmaster or President. Temporary, non-regular or part-time teachers shall not be assigned student supervisory responsibility and under no condition will supervision be used to make a temporary teacher full-time. Substitute teachers, however, assume the homeroom and supervision duties assigned. REST DAYS Unless otherwise established in the individual employment contract, Saturday and Sunday are normally non-working days for all employees of CISM. On occasion, if the School has lost substantial teaching time through cancellation of classes, makeup days may be held beyond core weekday working hours, on days previously designated as School vacation days or in-service days or on Saturdays at the discretion of the Headmaster and/or President. HOLIDAYS The School observes the following holidays of the Republic of the Philippines. New Year’s Day January 1 Araw ng Kagitingan April 9 Maundy Thursday Date announced annually Good Friday Date announced annually Labor Day May 1 Independence Day June 12 National Heroes Day August 29 Bonifacio Day November 30 Christmas Day December 25 Rizal Day December 30 Certain special non-working holidays may be observed. Presently, these are: Edsa Revolution February 25 Ninoy Aquino Day August 21 Eid al-Fitr Date announced annually All Saints’ Day November 1 Taguig Day December 8 Christmas Eve December 24 New Year’s Eve December 31 If the declared date changes or is cancelled subsequently, the Office of the President or the city government proclamation will prevail.
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SUSPENSION OR CANCELLATION OF CLASSES The Headmaster or President’s declaration of suspension or cancellation of classes shall be applicable only to CISM students and the faculty. Such an announcement does not necessarily imply suspension or cancellation of operations at the school and work by other employees. Faculty members should watch out for announcements via the school’s text blast message system. It is likewise suggested that they like Chinese International School Manila on Facebook and follow @ILoveCISM on Twitter. Faculty are discouraged from contacting the Headmaster or President directly. If PAG-ASA raises Storm Signal 1 before 5:30 a.m., there will be no classes at the Pre-Kindergarten and Kindergarten level. All Faculty are expected to report to work. If PAG-ASA raises Storm Signal 2 or if the local government unit (LGU) cancels classes before 5:30 a.m., there will be no classes from Pre-Kindergarten to Grade 12. Teachers do not need to report to work, but support staff do. If Signal 2 is raised or if the LGU cancels classes after that time and while school is in session, there will be normal classes but no after-school activities. Parents will be notified and will be allowed to collect their child(ren) earlier should they wish to do so. A student may be released to his/her parent or authorized fetcher upon presentation of the appropriate Permission Slip to the teacher. Faculty will be required to comply with regular duty hours unless an announcement by the Headmaster or President is made otherwise. If Signal 3 or higher is raised before class is in session, no one should report to work except security guards. The Headmaster or President, however, may request ICT, maintenance, building & facilities, and/or custodial personnel to report to work. If Signal 3 or higher is announced while class is in session, classes will be cancelled forthwith – as long as it is safe to send students home. Students will be sent to their Homeroom Teacher. For the safety and security of the students, it is expected that Faculty wait until their last student is picked up. A student may be released to his/her parent or authorized fetcher upon presentation of the appropriate Permission Slip The Headmaster or President may also decide to suspend or cancel classes if there are threats to local and national security, force majeure or other potential calamities subject to advice from officers of appropriate governmental agencies.
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TYPHOON STORM SIGNALS Before School Opens Decision to suspend classes at CISM will be announced by 5:30 AM
SIGNAL 1 Raised by PAGASA
Classes at the pre-kinder and kinder levels shall be automatically suspended
SIGNAL 2 or higher Raised by PAGASA
Classes at the pre-k to 12 levels shall be automatically suspended
In the absence of typhoon warnings: Suspended by local chief executives
CISM suspends classes accordingly
INFORMATION ON CLOSING: Text message Facebook: Chinese International School Manila Follow us on Twitter @ILoveCISM Call CISM 798-0011
Once School is in Session
Parents may pick up child(ren) at anytime Any other previously authorized person (e.g. driver or yaya) may pick up child(ren) at anytime Any other person sent to pick up child (e.g. with authorization letter and signature of parent)
CISM remains open until 2:30 PM Afternoon activities are cancelled
GO TO HEADMASTER’S OFFICE
SIGNAL 2 or higher
INFORMATION ON CLOSING: Text message Facebook: Chinese International School Manila Follow us on Twitter @ILoveCISM Call CISM 798-0011
Get Permission Slip Get Permission Slip if person has been authorized on Fetcher Form on file
Go to child’s class to pick up child
No Permission Slip will be given if person has Child not allowed not been authorized on to leave school Fetcher Form
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Surrender Storm Form Permission Slip at gate to be allowed to leave school
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IV. ATTENDANCE AND TIME KEEPING GENERAL GUIDELINES ON ATTENDANCE AND PUNCTU ALITY All CISM faculty are required to be prompt in reporting to work, to be regular in their attendance, and to complete assigned tasks in a timely fashion. ATTENDANCE POLICY Faculty members’ punctual attendance and presence in their classes, supervision duty and other assigned activities is crucial to the successful, smooth, effective, and orderly operation of the school. The Constitutional right of students to quality education shall effectively be put to naught if teachers’ unjustified and/or habitual tardiness and absences are countenanced. The School recognizes that certain absences are justified, but it frowns upon tardiness, absences, and undertime taken for slight reasons. Employees who find it necessary to be late or suddenly absent must notify the Headmaster, not a colleague, as soon as possible by phone. The School requires that all contemplated absences must be applied for online and approved by the Headmaster prior to taking these absences. Unannounced absence or failure to report to work without prior approval shall be treated as “absence without leave” (AWOL). In such cases, the leave shall be without pay and subject to disciplinary action. TIME KEEPING To ensure compliance with CISM’s practice on attendance and punctuality, employees are required to register personally and individually their time of arrival through the use of the biometrics machine located at the Reception area. Teachers must register by 7:00 a.m. each morning and are required to be in their classrooms by 7:25 a.m. TARDINESS Tardiness is defined as coming to work late, the failure to arrive at a time set, lack of punctuality, or not arriving on time to scheduled classes or to his/her assigned work area or supervision duty, including return from breaks and meal periods. This definition inevitably implies that faculty members may, in one working day, incur tardiness more than once. A grace period of five (5) minutes from the start time stipulated in the contract shall be given. Three (3) instances of tardiness shall be subject to a one half day (1/2) day deduction from the vacation leave credits. If vacation leave credits are consumed, every three (3) instances of tardiness shall be subject to one half (1/2) day salary deduction.
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The total accumulated tardiness will be recorded and routine ly forwarded to the Headmaster and President for evaluation. Habitual and excessive tardiness is subject to disciplinary action and may lead to termination. If the number of days tardy is equivalent to or exceeds 20% of the number of school year-to-date days worked, this will be sufficient grounds for dismissal. After 7:15 a.m., the tardy will be subject to the late penalty pr ovisions stipulated in the paragraph above and subject to the appropriate deductions in pay (beginning at 7:00 a.m.). Faculty who report late to work by more than an hour and a half (1 ½ hours) after the designated start time of 7:00 a.m. must file a half day leave (without pay) for that day. For part-time, temporary, casual, non regular faculty or substitute teachers, a grace period of five (5) minutes from the start time stipulated in the contract or agreement or assignment slip (whether verbal or written) shall be given, after which the tardy will be subject to the appropriate deductions in pay. UNDERTIME Undertime is defined as working time that is less than the full time or the required minimum which is usually incurred by one who leaves from work earlier than the usual core work schedule or who leaves between a given working day. Prior approval from the Headmaster or President is required before an employee can go undertime. Undertime may be filed in one (1) hour increments and will be deducted from Personal Leave credits. NO OFFSETTING OF UNDERTIME with OVERTIME WORK In no case shall undertime work on any particular day be offset by overtime work rendered on any other day. Unauthorized undertime is not chargeable against any available Personal Leave credits. Instead it is subject to salary deduction and disciplinary action. Deductions for unauthorized undertime shall be calculated on an hourly basis, rounded up. SUBSTITUTE ARRANGEMENTS Unexpected absence through illness or emergency should be reported to the Headmaster (not colleague), preferably by phone than text, before 6:30 a.m., so that arrangements for a substitute teacher may be made. For text messages, teachers should ensure that the Headmaster has acknowledged that their text has been received; no acknowledgement = no notice received. All teachers are required to make appropriate prepar ations in the event of unexpected or anticipated absence. All teachers have a responsibility to provide suitable materials for classes needing substitution. Substitute teachers have a right
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to expect current class lists, schedules, lessons plans, and any useful information or relevant resource to assist in the delivery of the program. Lower School Substitution The teaching assistant will be the first point for substitution, but in cases of long term sickness or multiple absences, the Headmaster will organize external substitution. One emergency lesson for each subject/class should be given to the Lower School Director at the start of the school year and replaced immediately whenever it has been used due to the faculty memberâ&#x20AC;&#x2122;s absence. Upper School Substitution Substitution will be allocated by the Headmaster and all teachers will be emailed a list of classes to be covered each day. All Upper School teachers should check their emails before 7:00 a.m. to see if they are required to cover a class. Heads of Departments are responsible for reminding team members if they are required to substitute. If teachers are not available for substitution, they are required to give the Headmaster at least twenty four (24) hours notice; otherwise, they will be expected to carry out the substitution. In most cases, substitution will be carried out by faculty, but the Headmaster will call in external substitute teachers for situations where sickness is long term or when more than two (2) teachers are absent on the same day.
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V. BENEFITS CISM complies with all mandatory provisions of Philippine labor laws and standards. Personnel benefits may either be government-mandated benefits or CISM initiated benefits. PERSONAL LEAVE (PL) Faculty are entitled to three (3) days Personal / Emergency Leave. PL may be filed in hourly, half (1/2) day or full day increments and is non-cumulative. PL privileges cover leaves related to: birthday, emergencies (flood, natural disasters, calamities), academic reasons (enrollment, thesis defense, comprehensive examination) graduation of self, child(ren) and/or spouse, special school event of child(ren), hospitalization/care of self or immediate members of the family due to illness, wedding or honeymoon, wedding anniversary, family or alumni reunion, relocation, government transactions (such as driverâ&#x20AC;&#x2122;s license renewal, car/motorcycle registration, BIR transactions, etc.), recognition day / company party of spouse, personal transactions (banking, arrangements for personal holidays such as purchase of plane tickets, processing of visas, renewal of passport, etc.), accidents, domestic emergencies, and extreme cases such as car trouble, unusually heavy traffic, or rallies. VACATION LEAVE (VL) Teaching Faculty All Teaching Faculty are granted VL during those times that the school calendar indicates no school, unless the exigencies of the school requires their presence such as faculty in-service, parent teacher conferences, grading of examination papers, orientation, preparation of Report Cards, pending academic documentation/work, school events, field trips, community outreach, school dance/prom, graduation, etc. Non-Teaching Faculty All Non-Teaching Faculty are granted VL during those times that the school calendar indicates no school with the exception of the summer break and unless the exigencies of the school requires their presence such as faculty in-service, parentteacher conferences, orientation, pending academic documentation/work, school events, field trips, community outreach, school dance/prom, graduation, etc. During the summer break, Non-Teaching Faculty will required to be in attendance during the first three (3) weeks after the end of the School Year and before the beginning of the next School Year. Non-Teaching and Teaching Faculty are granted ten (10) days of non-cumulative VL days. For regular and newly hired faculty, VL accumulates at a rate of one (1) day per completed month of service beginning 1 st August. For Teaching Faculty hired
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during the school year, VL credits are computed from the first day of employment up to 31 st. May. For Non-Teaching Faculty hired during the school year, VL credits are computed from the first day of employment up to the end of the school year or 31 st July. Vacation Leave days may only be filed in half (1/2) day or full day increments. All unused VL days shall be converted to cash at a stipulated rate on the 27th June payroll period. Up to five (5) VL days may be banked and carried over to the next school year. The maximum accumulation is twenty (20) days. Only a maximum of ten (10) days unused VL days may be converted to cash at the end of the school year. It is suggested that VL be banked to cover for unexpected illness or other unforeseen circumstances. FILING OF PERSONAL / VACATION or OTHER LEAVE Usage of Vacation and Personal leaves require prior online approval from the Headmaster and/or President. All Faculty members applying for VL and PL must file the pertinent Leave Form. Prior notification of at least one (1) day or twenty (24) hours is required for VL and PL consisting of one (1) day. Prior notification of at least five (5) days is required for VL consisting of two (2) days. A maximum of two (2) consecutive days PL/VL can be taken at any one time. PL / VL shall not be used to “extend” long holidays. No vacation and personal leaves shall be taken during the first three (3) weeks of the semester. No vacation and personal leaves shall be taken during the last three (3) weeks of the school year nor during final examination or IB exam days. Additionally, for non-teaching faculty, no VL or PL shall be taken during the three (3) weeks after the end of the school year. In order to enhance our mutual interest in maintaining an efficient protocol for the monitoring and online filing of leaves, please be guided by the following: 1. Similar to our monetary as well as other non-monetary benefits, the monitoring of leave credits is a shared responsibility between the school and its employees. As such, everyone should check their leave balances with HR before filing a leave form in PATHS. We strongly suggest coordination with HR on this issue, particularly as HR implements on a daily basis the tardiness policy of one half day (1/2) day deduction from leave credits arising from three (3) instances of tardiness. 2. PLs, VLs, Leave Without Pay or other types of leave (e.g. Maternity Leave, Paternity Leave, Compassionate Leave) being filed should always include first in the "Reason" box in PATHS "Leave balance before this filing: PL, xx days; VL, xx days” or other leave (e.g. ”Compassionate Leave balance before this filing, xx days"). Immediate supervisors with approving authority will automatically disapprove any type of leave being filed without this information in the "Reason" box in PATHS.
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3. A leave application filed with zero leave credits, regardless of the reason for the leave, should always be filed under "Leave Without Pay". The leave balance statement: Leave balance before this filing: PL, 0 days; VL 0 days" in the “Reason” box in PATHS should likewise be included. 4. Erroneous entries made in the "Reason" box in PATHS for the outstanding leave balance and/or type of leave will be taken very seriously. If proven to be done deliberately, the same will constitute a form of dishonesty. It is suggested to get an e-mail confirmation from HR on these leave balances. HR will consider these as priority requests and will expedite accordingly. 5. The filing of Leaves is not a merely a formality with certainty of approval. Leaves may be denied and/or rescheduled by immediate supervisors with approving authority depending on the exigencies of work. Absence Without Official Leave (AWOL) Unannounced or unexcused absence or failure to report to work without prior approval shall be treated as absence without leave or AWOL and subject to disciplinary action detailed in Annex C. BEREAVEMENT / COMPASSIONATE LEAVE When death occurs in the immediate family, full-time employees are granted three (3) days bereavement / compassionate leave with no deduction in salary. The term “immediate family” shall refer to the employee’s legal spouse, legitimate child(ren), parents or parents-in-law, or sibling(s). This benefit does not apply to grandparents, aunts, uncles, other in-laws, step siblings, etc. A copy of the death certificate of the deceased immediate family will be requested by the HR Department. Bereavement/compassionate leave need not be taken immediately or for consecutive days. However, all three (3) days must be taken within a period of thirty (30) days from the death of the employee’s immediate family member. Bereavement leave shall be non-cumulative and non-commutative. OFFICIAL BUSINESS LEAVE (OBL) or TRIP All faculty taking leaves for the completion of official, school-sanction business such as seminars, conferences or inter-school league events, must complete and submit a leave form online that should be approved by the Headmaster before the OBL takes place. As much as possible, foreign travel to attend international conferences should not be scheduled during the first three (3) weeks of the semester, during the last three (3) weeks of the school year, nor during final examination or IB exam days.
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MATERNITY LEAVE A female full-time teacher who is an SSS member, has paid at least three (3) monthly contributions within the 12-month period immediately preceding the semester of her childbirth, and has worked three (3) months or more at CISM in the last twelve (12) months shall be granted paid maternity leave of sixty (60) consecutive calendar days for a normal delivery or seventy eight (78) days for a Caesarian delivery. The leave shall commence at any time from one (1) month prior to the anticipated due date to the actual date itself. Decisions regarding unpaid extended maternity leave will be based upon the needs of the school. The paid maternity leave applies only to the first four (4) complete deliveries. Notice of pregnancy and due date must be submitted to the Headmaster as soon as pregnancy is confirmed or at least sixty (60) days from date of conception, supported by proof of pregnancy such as a medical certificate, laboratory test result or ultrasound report. CISM, in turn, shall submit the maternity notification to the SSS upon receipt thereof. PATERNITY LEAVE In accordance with the Philippine Paternity Leave Act, any married male employee shall be entitled to a paternity leave of seven (7) working days with full pay for the first four (4) deliveries of the legitimate spouse with whom he is cohabiting. Deliveries shall include childbirth or any miscarriages. The paternity benefits set forth herein may be enjoyed by the qualified employee before, during or after the delivery by his wife; provided, that the total number of days shall not exceed seven (7) working days for each delivery. Provided, further, that his benefit shall be availed of not later that sixty (60) days after the date of said delivery. Paternity leave shall not be convertible to cash. Those wishing to go on paternity leave must complete a leave form online for approval by the Headmaster before the employee goes on leave. LEAVE OF ABSENCE WITHOUT PAY (SHORT TERM) Leave of absence without pay occurs when a tenured employee has consumed all of his/her leave entitlement within the earned period of leave benefit. Written requests for short term leave of absence without pay – no more than two (2) weeks – must be filed with the Headmaster and President at least one (1) month before the leave is to take effect. Such leaves may typically be used to attend important family ceremonies, take classes, or to assist children settling into colleges or universities. The granting of these requests is at the discretion of the Headmaster/President and such permissions will reflect the School’s belief that the
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primary responsibility of the teacher is to be in t he classroom to deliver the educational program. A faculty member who goes on leave (long term or short term) without prior permission from the school, or who overextends the period of approved leave without first securing authority from the Headmaster and President, or who refuses to be recalled from an approved leave, shall be considered on absence without official leave (AWOL) and shall be subject to corrective action. LEAVE OF ABSENCE WITHOUT PAY (LONG TERM) Written requests by tenured faculty for long term leave of absence without pay – up to a maximum of one (1) year – must be filed with the Headmaster and President by December 1st of the preceding school year or three (3) months prior, whichever is earlier, in which the leave is to take effect, so that the school will have sufficient time to make the necessary adjustments. The granting of this request is at the discretion of the Headmaster/President. Faculty on one (1) year leave of absence must confirm in writing by December 1 st their intention to return to work in the following school year or risk losing their position. There is no step promotion recognized for the year of absence. This leave may be availed of once every five (5) years. LEAVE COVER Every effort will be made to find substitute teachers for absent faculty. However, this may not always be possible and faculty may be required to provide such cover during their non-teaching time. LEAVE COVER FOR STIPENDIARY POSITIONS If a Program Leader or Coordinator takes a leave of two (2) weeks or longer, the Headmaster / President may request the rest of the department / team to share some of the administrative responsibilities until the Program Leader or Coordinator on leave returns. The Headmaster / President may also request an existing team member to assume the leadership role until the post-holder returns. The individual under temporary appointment will receive a pro-rated stipend that is deducted from the post-holder’s allowance in monthly increments. LAPTOP PURCHASE PROGRAM Full-time employees with at least one (1) year of service are allowed to avail of the school’s laptop purchase program via a loan to be paid in bi-monthly equal installments over a period of twelve (12) months or up to 31 st July, whichever is earlier. The applied for loan is equivalent to the purchase price of the laptop at a stipulated value.
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The repayment scheme shall be a deduction from the employee’s salary each and every payday until the loan is completely repaid. Deductions will begin on the first payday following the signing of the contract. The last repayment will correspond to the balance of the loan. The outstanding balance of the loan in case of resignation / termination / nonrenewal shall be deducted not later than the effective date of the employee’s resignation / termination / non-renewal from the school. The Laptop Purchase Program may be availed of once every three (3) years. LIBRARY PRIVILEGES All full-time employees are entitled to library privileges, subject to the rules, policies, and regulations of the library. MEDICAL INSURANCE CISM will provide full-time faculty members with hospitalization and medical insurance on such terms and conditions as the school may secure. Faculty will be responsible for any insurance deductible, co-insurance, or expenses in excess of the policy limits, as well as for items not covered in the policy. Pre-existing medical conditions may be specifically excluded in the medical insurance provided unless recognized and agreed by the insurance company. Failure to declare pre-exisitng conditions, falsification or misrepresentation of medical fitness upon initial employment may result in forfeiture of medical benefits and/or termination of the employment contract. Upon the employee’s termination / resignation / separation, the Health Card should be surrendered to the Human Resource Office. No clearance shall be issued unless the Health Card is returned. PERFECT ATTENDANCE AWARD Full-time Faculty who have no absences, no tardies, and no undertime will be given a Perfect Attendance Bonus to be credited on 27 th June of the school year. Absences from approved Official Business Leave are exempted. PROFESSIONAL LEARNING It is desirable that all personnel upgrade their professional competence through inservice training, continuous study, online coursework or participation in programs aimed at providing career development. The School sets a yearly budget for the professional development of its teachers. Such funds may be used to bring
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recognized experts on to campus to work with small or large groups. Faculty will be required to sign a Service Undertaking should they attend a workshop / seminar. The Headmaster and President are responsible for planning and administering the training program for all full-time faculty and, in consultation with the IB and CIS Coordinator, if applicable, for authorizing attendance at workshops and seminars in the Philippines or abroad. Moving forward, please be informed of the following process that defines the prerequisites for the approval of disbursements for PD Workshops/Courses: 1. Positive recommendation from the PD Committee; 2. Approval by the Executive Committee of the aforementioned recommendation; and 3. Signed Service Undertaking of the Faculty/Staff involved in the said PD Workshop/Course. Effective immediately, Accounting will not process requests for payments to any PD Workshop/Course without complete compliance to all of these r equirements. Teachers attending seminars/workshops worth US$400 or less should commit themselves to serve CISM for at least one (1) year of continuous service following the semester during which these seminars / workshops were attended. Teachers attending seminars/workshops worth more than US$400 should commit themselves to serve CISM for at least two (2) years of continuous service following the semester during which these seminars / workshops were attended. Should a teacher attend a subsequent seminars/workshops locally or abroad worth US$400 or less, the one (1) year commitment to serve CISM or two (2) years commitment to serve CISM for seminars/workshops exceeding US$400 accumulated cost, as may be applicable, shall be added to the end of the previ ous aggregate commitment(s). Should a teacher fail to complete the number of years of continuous service required above, CISM shall be entitled to a full reimbursement of all expenses involved in the facultyâ&#x20AC;&#x2122;s attendance in those seminars/workshops; which reimbursement may, at the option of CISM, be automatically deducted from his/her salary or other receivables. In planning the in-service program, the Headmaster and Directors will design and implement a comprehensive staff development program that focuses on innovative teaching strategies and creates a systematic process of infusing innovative teaching practices and assessment strategies into all classes. Individual employees may also apply to access such funds through the Headmaster / President according to established criteria. Any individual-initiated professional learning expenditure must be receipted as an expense for reimbursement upon evidence of successful completion and full attendance. If paid directly to a school or association sponsoring such program in advance, the grant must be repaid if the
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teacher’s attendance to such program is partial or if the individual does not successfully complete the program. RETIREMENT BENEFITS Any employee will be retired by CISM upon reaching the mandatory retirement age of 60 years old. An employee, upon reaching the age of sixty (60) years or more, with special recommendation from the Headmaster and President may be granted an exception by the Board of Trustees, but not beyond sixty five (65) which is hereby declared the compulsory retirement age, who has served at least five (5) years in the said establishment may retire and shall be entitled to retirement pay as outlined in Republic Act No. 7641. The retirement pay may be exempted from tax if the requirements set by the Bureau of Internal Revenue under Sec. 2 (b), item (1) of the Revenue Regulations No. 1286 dated August 1, 1986 and such other rules and regulations that may be subsequently passed by the Bureau of Internal Revenue are met. SERVICE LOYALTY AWARD CISM recognizes the dedication, commitment, and loyalty of our employees . The first milestone is the 5-year Service Loyalty Award where the recipient will receive a special commemorative sculpture combined with a cash reward during the annual Christmas Party. The 10-year Service Loyalty Award is the second landmark. TAXES The school will assume responsibility in remitting Philippine income tax on facult y members’ CISM salaries. From time to time, however, calculations may be revised due to changed circumstances and the necessary adjustments will be re-computed. Employees are responsible for paying tax from mixed / other income during the calendar year which has not been withheld correctly. Additionally, employees are wholly responsible for paying any tax that may be due in any other taxing country or jurisdiction. TUITION DISCOUNT The legitimate or legally adopted children of tenured full-time faculty are entitled to a sixty percent (60%) discount on all tuition, educational resources, and miscellaneous fees. Matriculation and capital development fees must be paid in full. The PTA fee is waived for faculty as per the CISM PTA Constitution. The maximum number of children to whom this discount applies is two (2). The child(ren) must follow the admissions process and policy and must satisfactorily meet the enrollment requirements of the school e.g. entry testing. The discount ceases at the end of the school year following the termination of the employee’s
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contract or the employeeâ&#x20AC;&#x2122;s resignation from the school. The CISM payment/refund schedule of fees policy applies to the 40% balance of fees. After satisfactory and consecutive service of five (5) years and subject to the approval of the Headmaster and President, permanent faculty may be entitled to a tuition discount of eighty percent (80%).
VISAS & WORK PERMITS Each year, the school will arrange and meet the cost of the required working visa for foreign full-time faculty who may require permits, subject to the following conditions: 1. All foreign staff should give HR Department at least a three-month period before the expiry of major travel documents such as a visa, or credentials such as a work permit, to allow for the renewal of these critical documents; 2. For auxiliary or supporting documents, such as the I-card or NBI clearance, foreign staff should give HR Department at least a one month-period before the expiry of these documents to work on the renewal of these documents; 3. The periods mentioned in #1 and #2 above should take into consideration the period where required documentary requirements are not available or will not be available, such as a passport being processed in the meantime elsewhere; 4. If HR Department will effectively be given shorter processing times than what is stated above, all expenses incidental to expediting processing in order to meet a deadline will be for the account of the foreign staff concerned. For official school business or trips, CISM will arrange and pay for visas, exit permits and departure tax, subject to the same conditions listed above. If such documents are lost or stolen, the individual will assume full financial responsibility for their replacement.
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VI. PERFORMANCE APPRAISAL At CISM, we believe that professional and personal growth should be facilitated through the appraisal process to:
Ensure that faculty and administrators become more consciously skilled in their areas of expertise Enable CISM to fulfill its mission, vision, and values Improve teaching and learning for the benefit of all our students Provide a rationale for prioritizing professional learning opportunities
In order to improve, we must continually promote purposeful and reflective dialogue about how to become increasingly skilled practitioners and workers as well as reflect upon how effectively we are fulfilling the mission and core values. As a community of learners, we also need to prioritize the allocation of time and resources to support ongoing professional learning and professional growth. T he CISM Performance Management System recognizes the importance of a range of sources of performance input, and is designed to provide the time, resources, and structures necessary to ensure that everyone can learn and grow. It is expected that everyone will be appraised by the Directors and/or Headmaster. The President may also conduct an evaluation. A copy of the Lesson Observation is retained in the Human Resources Office as a permanent part of the personnel folder. The formal Lesson Observation may be conducted unannounced/without advance notice at least twice a year or at most every two (2) months and shall serve as one of the bases for improvement of faculty performance, hiring or rehiring, promotion, permanency or reclassification. In addition to the formal Teacher Evaluation, drop-in observations may be conducted regularly. A faculty member who has been formally observed by an administrator shall be informed of the results of the observations as soon as possible after the class visitation. STAFF PERFORMANCE M ANAGEMENT SYSTEM Stage 1: Communicating Expectations:
Headmaster to lead CPD on teacher evaluation with an emphasis on what the student has learned Headmaster to distribute relevant documents to staff Headmaster/ Directors to be available for staff questions and to clarify understanding Directors to organize files for each teacher/ department and to back up electronic records
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Stage 2: Lesson Observation Upper and Lower School Directors to do one formal observation during the first semester, making sure that new teachers are visited at the end of the semester. They may be accompanied by subject leaders or coordinators. Any number of drop in visits may be carried out at the Headmaster’s/ Upper or Lower School Directors’ discretion. Formal Lesson observation: This will be an unscheduled visit during the first semester. The Upper/ Lower School Director will observe for the entire lesson and complete a formal evaluation form. Drop in visits: These visits may not last the entire lesson. Brief notes on performance may be filed if necessary. Observations may be longer and more frequent for underperforming teachers. Stage 3: Feedback from the Lesson Evaluation Wherever possible this should happen within two days of observing the lesson, and should take place in a comfortable, private setting.
The lesson observer prepares for the feedback meeting by collecting data including work records, reports, and input from others familiar with that teacher’s work. The teacher gathers needed documentation e.g. lesson plans, examples of marking etc. The teacher leads the session and discusses the achievements and progress she/ he has made. Both examine how the employee is performing against all criteria, and discuss areas for potential development. The teacher identifies ways in which he/she would like to further develop his/her professional performance, including training, assignments, etc. Both agree on no more than five targets that the teacher feels comfortable with These will be written as SMART targets for the coming semester. (Specific, Measurable, Achievable, Realistic and Timed) Both observer and teacher will sign the evaluation form to indicate the discussion has taken place. A time frame will be set for follow up.
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Underperforming Teachers If performance is less than satisfactory an improvement plan will be written for the school year, and more frequent observations/ feedback meetings scheduled. A teacher who does not meet the standards of CISM may not receive an appointment for the following school year.
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VII. MISCELLANEOUS GUIDELINES AND RULES CELLULAR PHONE ETIQUETTE Faculty members should refrain from using cell phones and texting during class times or meetings except in the case of emergency or if such activity pertains to the educational program. CHANGES TO PERSONAL RECORDS Faculty members should ensure that all fields in the My Profile tab of the school’s Payroll and Timekeeping HR System, Prople, are updated. The Human Resource Department must be promptly advised of any changes in address, telephone number, cell phone number, marital status, dependents, citizenship, education, emergency contact details or any other employee information in the Personal and Contacts submenu tabs. CLINIC The school maintains a clinic staffed by an experienced and qualified nurse. Faculty members who feel unwell or who have had an accident may go to the nurse for evaluation and possible treatment. Depending upon the condition the nurse will do one of the following: Management of injury or signs and symptoms of illness: Provision of first aid treatment is geared towards offering initial care to prevent one’s condition from worsening until he/she is seen by a medical doctor, if necessary. Retain the Faculty member in the clinic, if needed, for further observation: 1. Recommend that the faculty member go home; 2. Recommend that the faculty member go to a clinic/hospital of their choice for evaluation by a doctor The school clinic is patient-centered and administered in a manner to ensure high quality healthcare in a sanitary and safe environment, free from dirt, rubbish (which may attract vermin), solid waste, and objectionable odors. Faculty members should refrain from socializing, napping or eating in the clinic and storing food in the clinic refrigerator. DRESS CODE All employees at CISM are representatives of the school and should dress in a manner that reflects a positive and professional image. An employee’s dress, personal appearance, grooming, hygiene, and cleanliness reflect sensitivity to and respect for others. A few unacceptable forms of dressing are: tank tops, racer backs, collarless t-shirts or sando house slippers, flip-flops, or chinelas;
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midriff, backless, spaghetti-strap, low cut or tube tops see-through, provocative, revealing clothing shorts or mini skirts shirts, t-shirts or clothing with offensive print, language or caricatures jeans and other informal fashion, except on dress down day Physical Education teachers may, of course, wear clothing in keeping with the nature of their classes. EMPLOYEE FILES The Personnel File is personal and private. It is a cumulative record of activities, achievements, progress, as well as problems and obstacles pertaining to or related to the employee’s work and services. The file serves as a permanent running account of the employment history of an individual. The following guidelines are hereby set for the information of all in the use of the files. 1. Personnel files are not to be removed from the Human Resources Office by any employee. Only the Headmaster, President, or his/her designated representative may take out file/s from its cabinet for a definite purpose; 2. Employees are never allowed to look into the personnel file of others; An employee may be allowed to look into his/her own file on the following conditions: a. Prior permission of the Headmaster or President or his/her designated representative has been secured; b. It is done during official hours and in the presence of the Headmaster or President; and c. The employee signs on the form provided for. 3. Confidential reports/memos which are only for the consumption of the writer and the Headmaster or President shall be filed in the Headmaster’s or President’s private files until such time that the confidential nature of the communication has been cleared and the writer has expressed permission for the communication to be kept in the personnel files; 4. The Personnel Staff who is entrusted with the personnel files shall take full responsibility for the safekeeping and conduct of any restricted information pertaining to the employee; and 5. No information shall be released or divulged to outside parties without the knowledge and consent of the employee concerned, unless necessary for the carrying on of the functions of the Headmaster’s or President’s Office.
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FACULTY CONDUCT Disciplinary action of teachers is within the purview of the Headmaster/President. The school is obliged by law to maintain a formal Code of Conduct specifying a list of offenses and corresponding sanctions. Hard copies are kept in the administrative offices, library and HR office. That said, the school’s experience has shown that, in most cases, a teacher’s own good judgment, professionalism and adherence to and compliance with (1) CISM’s Vision, Mission, and Core Values statement; (2) Faculty Duties, Responsibilities, and Expectations outline; (3) Leadership Covenants; and (4) 2011 Revised Manual of Regulations (especially Section 69) will provide a guide to what is acceptable conduct. In the event that the school needs to discipline a teacher, this may take the form of: Verbal Reprimand Written Reprimand Suspension Without Pay Dismissal At all stages in such situations, the school will follow the precepts of Philippine Labor Law and is committed to the principles of due process. Letters of reprimand and other notations on any breach, infraction, offense or violation and/or discipline of any Faculty member, whether or not finally resolved by the HR Head, will be retained as appropriate in the Faculty member’s personnel file (201). FOOD AND DRINK IN THE CLASSROOM The consumption of food and drinks (except water) in classrooms may create hygiene / sanitation problems. Such activities should only happen under exceptional circumstances (like a birthday party) and under close supervision. Teachers should discourage casual snacking by students in the classrooms and should model exemplary behavior. Leaving one’s post during scheduled classes to get food or drinks should be avoided. GIFTS TO FACULTY MEMBERS All members of staff shall not solicit or receive a gift or favor from any person, company or organization that may compromise or appear to compromise his/her independent judgment. For faculty, any and all gifts / cash donations that exceed PhP 2,000 should be declared immediately to the Headmaster. GRADING Under Section 144 of the Revised Manual for Basic Education (RMBE), Basis for Grading, the final grade or rating given to a pupil or student in a subject should be based solely on his / her scholastic performance. Any addition or diminution to the
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grade in a subject for co-curricular activities, attendance, or misconduct shall not be allowed, except as may otherwise be explicitly provided for by CISM in an appropriate issuance or publication, and provided, further, that such adjustment is relevant to the subject content and requirements. For example, the misconduct of a student may affect his / her final grade in Values Education. Faculty who make unauthorized addition or deductions from the final grade may be liable for damages based on Article 19 or the New Civil Code The Revised Manual for Basic Education (RMBE) mandates that faculty keep the evidence of studentâ&#x20AC;&#x2122;s attendance and subject ratings, at least until the end of the subsequent school year in case of any grievance or complaint which may involve the re-computation of final grades. The presumptive period for the filing of petitions for change of grade is one year. It is the duty of faculty to determine the academic marks of students in the subjects they handle, in accordance with CISM standards and policies on assessment and performance. Thus, teachers are obliged to render regular reports on performance of each student in a timely manner. For formative assessments, it expected that grades be inputted in PowerSchool within two (2) days. For summative assessments, it is expected that grades be inputted in PowerSchool within one (1) week.
GRIEVANCES It is the policy of the school that all employees be treated fairly in every respect and be free from restraint, interference, coercion, discrimination or reprisal in presenting grievances. Employees should not conceal valid grievances that adversely affect morale and efficiency, and should consult their immediate supervisor regarding such matters. A grievance may be any dispute arising as to the application, claim of violation of any provision of the policies of the School (except for provision 1.12 on Sexual Harassment where the due process outlined in 1.12.3 shall be followed), or any complaint and/or act or condition which is a source of concern or dissatisfaction to an employee. All regular employees of CISM may file a grievance under this section. The procedure outlined represents a means for employees to resolve their wor k place concerns. Timing for Grievance In order to qualify for processing, a grievance must be filed no later than thirty (30) calendar days after the date on which the aggrieved condition commenced. STEP I: The aggrieved party shall try to solve the problem involved by direct confrontation and discussion with the person concerned.
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1. If the dispute pertains to the application, claim of violation of any provision policies of the School, the Headmaster or President shall act as a resource person; 2. If the dispute refers to academic policies, the matter shall also be referred to the Director or Headmaster; 3. If the grievance is against an immediate supervisor or the Headmaster or President, this shall first be discussed with him/her. If the discussion brings no solution, the aggrieved party shall avail himself/herself of the provisions of Step III. STEP II: If the encounter proves to be unsatisfactory, the aggrieved party may appeal and elevate the case in writing to the Headmaster or President who shall render his/her decision within twenty (20) working days upon receipt of the written grievance. The signed written grievance must clearly specify the policy allegedly misapplied, and the relief requested. The President or Headmaster may convene a meeting between the aggrieved party and those involved in the dispute/disagreement. Statements and/or meetings may also be requested from other employees. The President or Headmaster may refuse to grant the employeeâ&#x20AC;&#x2122;s request for appeal when the issues involved are minor in nature, or involve evaluations or judgments by management/executives unless they appear to be contrary to policy, malicious or vindictive. STEP III: If the aggrieved party is not satisfied with the decision of the Headmaster or President or if the Headmaster / President fails to act within the period prescribed above, the case may be appealed and elevated to the Board of Trustees within five (5) working days upon receipt of the decision or after expiration of the period within which the Headmaster / President is required to act. If no appeal is made within five (5) working days, the grievance shall be considered settled on the basis of Step II. STEP IV: All appeals from Step III shall be presented in writing to the presiding officer of the Board of Trustees through the Corporate Secretary. The Board has the option to discuss the grievance at the next regularly scheduled Board meeting or may convene a special meeting specifically for this purpose. The Board also has the option to call any or all of the parties concerned for a personal hearing including any witness that will enable the parties involved in dispute or disagreement to present fully and substantiate their respective sides. Within fifteen (15) working days after the regularly scheduled Board meeting or the special meeting of Trustees, the Board shall respond to the grievant in writing. The decision of the Board shall be final and binding upon the School and the parties concerned. This decision, in writing, shall be coursed back to the parties concerned through the Headmaster or President. In
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all instances, a thorough and fair investigation will take place, giving careful consideration to the rights and dignity of the people involved. All official records of grievances are kept by the Human Resources Office in the employee’s official personnel file and will not be revealed to any person except those connected with the grievance. HANDLING OF MONEY Any money derived from the sale of tickets or the collection of any contributions or funds in any form or for any purpose, club, field trip, fundraising activity, or any project whatsoever, whether voluntary or otherwise, from students and/or parents must be coursed through the Cashier’s office. Should a student or parent give money to a faculty member, said cash/check should be immediately turned over to the Cashier’s office. The Cashier’s office must be notified at least one (1) week prior to the sale of tickets or the collection of any contributions or funds in any form or for any purpose, club, field trip, fundraising activity, or any project whatsoever. The Cashier’s Office will not issue Notices of Collection to parents for payments of field-trips and club activities or other fundraising projects. Faculty should maintain an accurate record of income and expenditures of any activity. Official receipts, acknowledgement receipts and other documents should be attached to validate the records. HOUSEKEEPING A clean area makes for a safe and pleasant working environment. Each employee has an obligation to maintain the work area in this manner. This extra effort will create a better working environment, which can also prevent injuries and fire & health hazards. IDENTIFICATION CARD For purposes of identification and security, all regular and probationary employees of the school shall be issued an identification card (ID) and badge holder. The ID cards are non-transferable and must be worn at all times within the school premises. The School shall issue a reprimand to an erring employee who habitually does not wear his/her ID. In case an employee loses his/her ID card, he/she shall report it immediately to the Operations Office for processing of a replacement and issuance of a temporary ID. If an employee loses his/her ID card a second (2nd ) time, he/she shall pay a replacement cost of PhP300 per ID. Replacement of the ID card due to normal wear and tear is free of charge.
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The ID card is the property of the School, and as such it should not be defaced, tampered, or altered. Upon the employeeâ&#x20AC;&#x2122;s termination / resignation / separation, the ID card should be surrendered to the Human Resource Office. No clearance shall be issued unless the ID is returned. INTELLECTUAL PROPERTY Any intellectual property prepared or produced at School direction or resulting or arising from any partial or complete pursuit of the duties and responsibilities of the employee/staff or of the objectives of his/her Contract, whether actually used or not, shall become the property of CISM, unless a written agreement specifically stipulating otherwise is executed. Obtaining, copying or downloading of CISM intellectual property without prior written approval or authorization from the President and Headmaster is strictly prohibited. LOANS TO EMPLOYEES No financial loans to employees are granted. The School frowns upon soliciting and/or borrowing money (i.e.: 5-6) and/or extortion amongst employees or with other members of the CISM community. NON-DISCLOSURE During and after the effectivity of their Contract, Faculty shall not disclose to any person, firm, entity or establishment any information which he/she may have acquired concerning the processes, techniques, systems, programs, methods, curriculum, syllabus guidelines and/or any other matters relative to the School which he/she may have acquired in the course of, as a result of, or as an incident to his/her engagement and employment with CISM. PERSONAL TELEPHONE CALLS All personal telephone calls should be brief to make way for important incoming calls. PROGRAM LEADER/COORDINATOR AGREEMENTS Program Leaders, Coordinators, and Directors will automatically be required to reapply for the position of responsibility every two (2) years. The Headmaster / President, however, reserve the option to shorten the time period dependen t upon performance. Any current post holder who has held the position for two (2) years or more will be required to re-apply; appointment is dependent upon confirmed contract renewal beforehand. Program Leader, Coordinator, and Director vacancies will be circulated each year by Headmaster / President and Headmaster / President may choose to hold the position until after recruiting. PROTECTION OF OFFICIAL INFORM ATION
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Except for information that is considered public knowledge, faculty members should not discuss nor give any information about or relating to the school, its trustees, officers, administrators, other staff members, students or parents, with any other person except where necessary in the course of performance of duties for the school. If in any doubt about the propriety of any such discussions, it is the responsibility of the employee to place the matter in the hands of the relevant Director or Headmaster / President. REIMBURSEMENTS Reasonable expenses associated directly and exclusively with the school’s educational program accompanied with specific documentation detailing why the expense was a necessary element of the overall learning outcome of the acti vity may be reimbursed only if approved by both the Headmaster and President. Official receipts must be attached to all reimbursement claims. The Accounting Office may refuse reimbursement and/or charge back expenditures for undocumented or questionable claims. RESIGNATION Resignations for the following school year must be submitted in writing and signed and dated by the employee. Such resignations must be filed with the HR Head and Headmaster/President with a notice on or before December 15 to ensure that student learning is not disrupted and to ensure that CISM management has enough time to find a suitable replacement prior to the start of each school year. RETIREMENT Mandatory retirement age at CISM is sixty (60) years of age. All employees shall be retired at the end of the academic year in which they attain the age of 60. Unless granted an exemption by the Board of Trustees, on special recommendation of the Headmaster and President, whenever in their opinion the employee’s services are specially needed, an extension of service beyond the normal retirement age of 60 may be made for definite periods not to exceed one (1) year at a time. In highly justifiable cases when requests for extensions cannot be avoided, such as when the retiree’s 60th birthday falls in the middle of the school year, Headmaster and President must seek approval from the Board early enough. Even the special power of the Board to extend faculty appointments beyond the mandatory retirement age of 60 years must be availed of only sparingly and should not be taken for granted by the Headmaster / President. Under R.A. 660, P.D. 1146, and R.A. 8291, retirement is compulsory at age 65. No extension shall postpone retirement beyond the time in which the age of sixty five (65) is attained. SAFETY RULES
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The School places a high priority on accident prevention. Safety rules have been established to provide and maintain safe working conditions. Below is a list of general safety rules: Be alert at all times. Follow and observe strictly all “NO SMOKING” rules. Immediately report all injuries, no matter how minor, to the Headmaster / President and to the clinic. Know the location of safety, first aid, fire equipment, and evacuation route throughout the school or relevant floor. Do not obstruct access to fire extinguishers, exits or passageways. Report to the appropriate individuals the existence of safety or health hazards you observe. Be familiar with provisions of the school’s Crisis Manual. SCHOOL LOGO The logo of the School consists of a shield with a dragon on the upper part, an open book in the middle and two keys which criss-cross each other at the lower part. The topmost part is inscribed with Chinese (simplified) characters for “Chinese International School Manila”. The colors are maroon and yellow/gold. The logo is a design that is instantly recognizable as representative/signature of the School. It is not to be used as decoration or as art. The CISM Logo is the intellectual property of CISM and is registered with the Intellectual Property Office, Bureau of Trademarks under Certificate of Registration No. 4-2009-007821. Any infringement or unauthorized and/or fraudulent use of the CISM logo will be subject to disciplinary action; this shall not preclude CISM from pursuing civil, administrative, and criminal sanctions imposed by law. For official CISM correspondence or publications, the logo may only be reproduced in black, white, maroon and yellow/gold. Logo Don’ts: 1. Do not print the logo over a patterned background or other image. 2. Do not print anything over the logo. 3. Do not modify the logo, other than making it larger or smaller. Be sure you do not change the proportions of the logo when doing this. Logo Dos: 1. To ensure consistent legibility, the logo must not appear smaller than 0.30” in height. 2. The official font for Chinese International School Manila is Times New Roman. Consistent use of the fonts across all communication platforms projects a unified image of CISM. This font must be used for all materials produced through external suppliers and outside formal design facilities including all stationery and forms. No fonts other than Times New Roman
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3.
4.
5. 6.
are to be utilized on external marketing materials without the permission of the Headmaster. The consistent use of the official colors is essential to the visual identity of CISM. In full color applications, the logo must always appear in PANTONE®188 and PANTONE®123. The text should appear in black. It is also acceptable to display the signature in reverse color. The reverse white signature may only be used on a maroon background with a high enough contrast for the white to be legible. The reverse white signature cannot be used on a yellow/gold background. For one color signature applications, PANTONE®188 maroon may be used. A black and white signature may be used if required.
SCHOOL PUBLICATIONS School publications which are designated for posting or distribution around the CISM campus or to the community at large must be reviewed and approved by the Headmaster or President. The content and distribution should ensure that they contribute to the enhancement of the goals and values of CISM. All School publications must meet the basic minimums of good journalism. Socially inappropriate, sexually suggestive, culturally insensitive, discriminatory, derogatory, offensive, detrimental, and inappropriate words/phrases/images/materials shall be banned. The Headmaster or President reserves the right to edit or delete or censor material which is inconsistent with the School’s vision, mission, and values. Any publicity of non school affairs used in school publications must first be approved by the Headmaster or President. Letters or notices sent out to parents by Faculty must likewise be reviewed and approved by the Headmaster. SCHOOL TRIPS School Trips should be for educational purposes. Faculty members are expected to ensure that learning objectives and outcomes are clear. The prime responsibility for any teacher chaperoning a school trip is for the safety and security of the students in his or her care; for that reason, the school does not allow accompanying children, friends or family members of faculty on school trips. New destinations require an ocular visit and corresponding report. Personal security personnel of individual students are likewise prohibited from accompanying their ward. The recommended chaperone:student ratio is 1:10. CISM will provide appropriate security guard(s) for school sponsored and approved field trips. In filling out our Request for Activity Form (applicable for all of the aforementioned field trips), all the costs involved must be determined in collaboration with the Finance/Accounting Department prior to informing parents how much they should pay for such trips.
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As we all know, for local field trips, this might just involve admission fees to the field trip site and two-way transport costs. For overseas field trips, the cost list could be longer to include airfare, travel taxes, airport fees, hotel accommodations, travel insurance, meal allowances, and emergency fund. Please take note that all letters to parents, informing the latter how much they should pay for such trips, would need the endorsement of Finance/Accounting Department and the approval of Executive Office - prior to its release. Finance will require a two (2)-week lead time to process requests for local (within Metro Manila) field trips; at least one (1) month for out-of-town field trips not involving any flight arrangements; and at least a two (2)-month notice for field trips that would involve any type of flight arrangements. SMOKING IN THE WORKPLACE Chinese International School Manila is a smoke-free environment and smoking is strictly prohibited within the school premises, except in the smoking designated area. Any person who procures, gives, or sells cigarettes, cigars, or tobacco to students is liable for dismissal. STAFF CONFLICT OF INTEREST / NON-COMPETE CLAUSE Faculty members shall devote all professional time, attention, and energy to the business of CISM. For the purpose of protecting both the integrity and objectivity of its employees in the performance of their School obligations and responsibilities, it is the policy of the School that the Teacher shall not render services which compete with the business of the School or be employed by any other School, person, or entity, the operation of which compete with the business of the School, nor do business with any such organization, directly or indirectly, during the effectivity of their Contract. Furthermore, the Teacher shall not engage in the sale of any item to the clients of the School and shall not render services to the said clients without approval of the School. Conflicts of interest should be avoided where possible, or otherwise disclosed and managed appropriately (including alteration or elimination of the conflict). If there is any uncertainty, employees should immediately consult with the Headmaster and President. CISM employees must disclose for review and management, any outside professional, business, educational or civic activities and/or employment, paid or unpaid, that involve a commitment of time that may interfere with the performance of their School obligations and responsibilities. This includes activities that would require them to be physically absent from the School during scheduled work hours. Outside employment is understood as a contractual agreement (verbal or written) between an employee of CISM and a party other than the School, by virtue of which
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the employee of the School commits, on a regular or part-time basis, his/her services to the concerned party for financial compensation or otherwise. 1. A probationary employee is NOT allowed to take outside employment; 2. Tenured employees are not allowed to take outside employment, with or without remuneration, nor engage in activities that require a commitment of time without prior written approval of the Headmaster and President. Permission shall be granted only under extraordinary circumstances and upon the assurance that outside duties will not conflict with the duties and obligations at CISM; 3. Personal business is not considered employment. However, a CISM employee, engaged in such business shall prevent this business activity from interfering with the performance expected from him/her by the School. He/She is required to disclose the nature and extent of this personal business with the Headmaster and President; 4. School time, property, equipment, materials, resources or facilities shall not be used for the performance or benefit of outside employment or personal business or personal financial gain; and 5. Violation of the above-mentioned policies shall be sufficient for termination with cause. SUBSTANCE ABUSE The possession, use, manufacture or distribution of illegal drugs is prohibited at any time on school property. Employees known to possess, use, manufacture, or distribute illegal drugs are liable to public law enforcement sanctions and subject to strong disciplinary action including termination of employment. Drinking of alcoholic beverages on school property shall not be allowed within school premises unless an exception is granted by the Headmaster / President for a specific function or event. When reasonable cause exists to believe an employee is under the influence and impaired by drugs or alcohol, the employee may be required to submit to a drug test. Any person who procures, gives, or sells alcoholic beverages to students is liable for dismissal. TERMINATION 1. An employment is terminated at: a. end of contract; b. mandatory retirement age, 60 years old; c. employeeâ&#x20AC;&#x2122;s request by resignation; d. per Schoolâ&#x20AC;&#x2122;s decision for just or authorized causes in accordance with law.
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2. The School upholds the sanctity of a contract and reserves the right to file a claim for damages, should the School suffer from abrupt and untimely resignation. The Board of Trustees will establish the validity of the reason behind a resignation; 3. The employment of a probationary employee may be terminated at any time during the probationary period should he/she fail to meet the standards and qualifications of CISM or for cause; 4. The employment of a tenured employee may be terminated at any time, after due process and according to the provisions made by law. Cause shall include but not be limited to conduct which is prejudicial to CISM or the morals of the students, neglect of duty, breach of Fixed Term Contract / Workload Assignment and Renewal / other Contract, insubordination, failure to follow a legitimate directive of the Headmaster and/or President, misconduct, immorality, inefficiency, failure to meet CISM standards, failure to abide by school policies as outlined in the CISM Policy Manual, incompetence, criminal acts, moral turpitude, causing public scandal, gross negligence, non-cooperativeness or misbehavior of the employee concerned, and just or authorized causes in accordanc e with law; and 5. Employees who are terminated for cause are those who resign before expiration of their contract, without any sufficient valid reason, forfeit all benefits, including separation pay, accrued to him/her as an employee, except in cases provided by law. Causes for Termination of Employment 1. Gross misconduct or willful disobedience; 2. Misrepresentation concerning biodata and/or scholastic achievements; 3. Gross negligence; 4. Insubordination or failure to follow a directive from the Headmaster or President; 5. Failure to meet CISM standards; 6. Non-cooperation; 7. Fraud or willful breach by the employee of the trust reposed in him/her by his superior; 8. Disgraceful or immoral conduct; 9. Gross inefficiency and incompetence; 10. Gambling; 11. Notoriously undesirable; 12. Conviction of a crime, or an attempt on, or a criminal act against the life of any school official, personnel, student, parents, or members of the school community or upon the property or interest of the School; 13. Theft, robbery, possession of stolen property, extortion, unauthorized usage of School property or equipment or vandalism;
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14.
15.
16.
Deliberate destruction or damage to School property, equipment, assets or the School building or to the property and possessions of the students, faculty, staff or members of the CISM community; Engagement in activities which destroy or disrupt School operations, undermine the credibility of the School administration or the enforcement of discipline of its staff or its students and which will place the School in jeopardy or cause damage to its prestige, image or reputation; Violation of the terms and policies in the CISM Policy Manual.
USE OF THE COPY CENTER CISM has a copy center for school purposes only. Those who need copies made should submit their requests in a timely manner. Last minute requests shall be accommodated on a best efforts basis. The requests will be queued. Those who need copies for personal use should make payment at the Cashierâ&#x20AC;&#x2122;s office.
The photocopying protocol is as follows: 1. If the output is at least 100 sheets, 24 hour notice (excluding Saturdays, Sundays and holidays); 2. If the output is at least 1,000 sheets, 72-hour notice (excluding Saturdays, Sundays and holidays); and 3. If the output is at least 2,000 sheets, 72-hour notice (excluding Saturdays, Sundays and holidays). VISITORS All visitors will be screened by the guard on duty in regards to the purpose of visit and will be required to log in and submit a picture ID at the Reception area. A CISM visitorâ&#x20AC;&#x2122;s ID will be issued. Individuals may be refused entry at the discretion of the school. All former employees will be treated as visitors and faculty are requested to refrain from inviting personal visitors who may be entertained outside school hours.
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VIII. ACCEPTABLE USE POLICY TECHNOLOGY RESOURCES AND NETWORK SYSTEM Each CISM Student, Faculty & Support Staff is responsible for his/her appropriate and lawful actions and activities involving School and personal computers, laptops, tablets, devices, smart phones, cellular phones, PDAs, PMPs, printers, audio-visual equipment, software, applications, and any other technology resources (hereinafter, collectively referred to as the School’s Technology Resources), and for his/her and the School’s electronic files and database, electronic information, file and print services, network security, directory services, internet services, wireless connectivity, passwords and accounts (hereinafter collectively referred to as the School’s Network System). All Students, Faculty & Staff who use the School’s Technology Resources and Network System agree to comply with the acceptable use guidelines and expectations outlined in this policy. Violation of any of these policies may result in suspension of technology resources / network system privileges, disciplinary action, referral to law enforcement, legal action, expulsion or termination. Any member of the School community who has questions about whether a particular activity is acceptable or not is encouraged to contact the President, ICT Technical or Development Head. Access to the School’s Technology Resources and Network System is provided solely for education-related and work-related purposes. CISM Students, Faculty & Staff are prioritized in the use of the School’s Technology Resources and Network System and they are expected to act in a considerate, responsible, and lawful manner. The School’s Technology Resources and Network System are expensive to purchase, install, and maintain. As the property of the School, they must be carefully handled and their integrity preserved for the benefit of all. Therefore, access and usage of the School’s Technology Resources and Network System is a privilege, not a right. NETIQUETTE All users should abide by the social and moral code of cyberspace, network etiquette, digital manners, and online ethics. The core netiquette rules at CISM are: A. Be professional E-mail is considered official communication at CISM. Spell check and proofread; use correct grammar; do not use textspeak, jejebet, chat lingo or internet slang. Be positive; do not flame others. Reply back to e-mails; don’t ignore them! Sign off or use a simple electronic signature at the end of your e-mail. Protect CISM’s intellectual property. For example, don’t forward this policy to a 3rd party.
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B. Be polite and respectful TYPING IN ALL CAPS = SHOUTING, YELLING; use normal capitalization. Don’t be a troll. Do not spout off; don’t gossip online. When angry or annoyed, give yourself 24 hours to cool off first before responding; “sent” messages can’t be cancelled or recalled. C. Protect the confidentiality of the CISM directory and other network information The CISM individual and group Gmail lists are private. Do not sell, divulge, forward or convey the list to a third party, entity or another organization (like a real estate company!). Practice basic privacy manners. D. Do not spam, forward chain mail, solicitations or send mass e-mails If you want to reply to a certain individual / department, double check the address to ensure it’s being sent to the intended recipient(s) and not the entire discussion group. Don’t clog CISM inboxes with junk mail. E. Discussions intended for a class list or discussion group should not be forwarded Acquire a sender’s permission prior to forwarding his/her message to other(s). Internal CISM communication should not be forwarded to outside parties. F. Use your discretion at all times. Don’t share your user ID or password with another person. Don’t revea l personal information online as there should be no presumption of privacy on the CISM network system. Don’t attach or forward embarrassing or compromising photos of yourself, your colleagues or your students. Be conservative. Act civilized. ACCEPT ABLE USES 1. Educational Purposes. The School is providing access to its Technology Resources and Network System for innovation, connection & transformation aligned with the School’s mission and vision and consistent with educational , curriculum, standards & benchmarks, and instructional goals. 2. Work Purposes. Usage of the School’s Technology Resources and Network System is for innovation, connection & transformation aligned with the School’s mission and vision and consistent with individual staff’s duties and responsibilities. PROHIBITED USES Examples of unacceptable uses that are expressly prohibited and subject to immediate termination after due process or legal action include but are not limited to the following:
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1. Inappropriate Materials and Content – Accessing, viewing, submitting, printing, storing, sharing, distributing, posting, publishing, forwarding, retrieving, downloading, uploading, e-mailing, twittering, transmitting, scanning or displaying materials/messages/e-communications that are defamatory, offensive, abusive, obscene, profane, racist, libelous, seditious, vulgar, sexually explicit, lewd, sexually suggestive, harmful to minors, threatening, discriminatory, harassing, illegal, and/or not related to CISM educational and work goals. 2. Cybercrime & Illegal Activities – Committing an illegal or criminal activity or act using the School’s Technology Resources and Network System that violates the law and/or School procedures, policies and rules. Unlawful activities include, but are not limited to: offering for sale or use any substance or item the possession or use of which is prohibited by law and/or School policy internet gambling transmitting any illegal and unlawful information or materials enabling unauthorized third parties to have access to or use CISM Technology Resources and Network System jeopardizing the security of CISM’s Technology Resources and Network System; misrepresenting oneself as another, or an attempt thereof, through the use of the e-mail account of another Student, Faculty or Staff; netcrimes or cybercrimes such as cracking, hacking, espionage, financial theft, child pornography, human trafficking, spamming, identity theft, phishing scams, and others; engaging in cyber bullying, cyber stalking, online harassment or hate crimes. The School assumes no responsibility for illegal activities of Student, Faculty or Staff while using the School’s Technology Resources and Network System. 3. Posting Pictures Online - Posting pictures of students tagged with their full names and other personal information which may compromise their safety and security or posting compromising pictures of students, faculty or staff which may compromise the integrity, reputation, and image of CISM and its Students, Faculty or Staff is strictly prohibited. 4. Violating Copyrights – Copying, downloading, storing or transmitting copyrighted, trademarked, licensed or patented materials. CISM assumes no responsibility for copyright violations and infringements by Students, Faculty or Staff. Note that even if materials on the networks are not marked with the copyright symbol, you should assume that all materials are protected unless there is explicit permission on the materials to use them. Illegal copying, distribution, downloading, storing, modification or
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use of any software or digital file (such as movies, music, or text) is strictly prohibited. 5. Plagiarism – Representing as one’s own, the work and materials obtained from the internet of an author without giving credit or citation. When internet sources are used in Student, Faculty or Staff work, the source must be identified. 6. Computer Fraud / Malicious Use – Committing any malicious or dishonest use, disruption or harm to the School’s Technology Resources and Network System such as:
altering computer input or School data in an unauthorized manner; misrepresenting or entering false data; entering unauthorized instructions or protocols; revising, deleting, destroying, damaging, stealing or tampering with stored data, files, software, and technology resources; damaging or corrupting electronic files, data or software; transmitting, downloading or copying confidential, private, or proprietary information, data or files or software; destroying or defacing or altering the School’s Technology Resources and Network System; altering or misusing system tools or software packages; creating, uploading, downloading or spreading of computer viruses, malwares, worms or other harmful and malicious codes.
7. Misuse of Passwords / Unauthorized Access – Sharing passwords, using another user’s password or identifier without permission and/or accessing another user’s account is prohibited. Any form of unauthorized access or unauthorized changing of passwords and system settings or the withholding of passwords and system settings from School Executives to the School’s Technology Resources and Network System is forbidden. 8. Non-School Related Uses – Using the School’s Technology Resources and Network System for non-school related purposes such as private financial gain; commercial, advertising or solicitation purposes; watching DVDs of a personal nature; downloading songs or videos for personal use(s); or conducting personal business and/or unauthorized business and transactions are prohibited. NO PRESUMPTION OF PRIVACY The school retains control, custody and supervision of all Technology Resources and the Network System. The school reserves the right to monitor all computer and internet activity by Students, Faculty, and Staff. There should be no expectations of privacy in their use of school computers, including e-mail, stored files and Internet
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access logs, even if the information has been deleted, or has been entered into the system on a “confidential” or “personal” basis. COMPENSATION FOR LOSSES, COSTS AND/OR DAM AGES The Students, Faculty or Staff shall be responsible for compensating the School for any losses, costs or damages incurred while the Faculty/Staff is using School Technology Resources and Network System. Students, Faculty or Staff are likewise liable for losses or damages to the School’s Technology Resources and Network System due to violations of this Acceptable Use Policy or related School policies and rules. The school assumes no responsibility for any unauthorized charges or costs incurred by a Student, Faculty or Staff while using the School’s Technology Resources and Network System. SYSTEM SECURITY The security of the School’s Technology Resources and Network System is a high priority. Any Student, Faculty or Staff who identifies a security problem must notify the President, ICT Technical or Development Head immediately. The Student, Faculty or Staff shall not demonstrate the problem to others or access unauthorized material. Any user who attempts to breach system security, causes a breach of system security or fails to report a system security problem shall be subject to disciplinary and/or legal action in addition to having his/her computer privileges limited, suspended or revoked. EQUIPMENT REMOVAL / MOVING Desktop computer equipment, printers, software and other technology resources shall not be removed from the office in which they were installed by ICT Technical Staff without authorization and proper sign-out, and shall not be loaned or otherwise provided to other persons. Additionally, Students, Faculty and Staff may not tamper with or move systems or equipment, disconnect or attach peripherals or other equipment, or tamper with network infrastructure. PURCHASE AND INST ALLATION All computer-related materials, including hardware, software, applications, and computer accessories, are to be requisitioned for purchase and installed only by an ICT Technical Staff member. SOFTWARE INST ALLATION Software of ANY kind should not be installed or copied to or from any school computer. Installation of private software, esp. unlicensed software, from home is strictly banned. Software piracy, even if unintentional, is an offense and may expose the culprit to the possibility of severe criminal and financial penalties. Also,
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unregulated proliferation of software creates a virus infection risk. Students, Faculty and Staff may not access, alter or erase files or software which have not been generated by them. Students, Faculty and Staff are only authorized to run software and applications provided by the ICT Staff. ELECTRONIC FILES All electronic files created and/or stored on school-owned computers, disks or other storage media are the property of the school. CISM may from time to time, audit any such computer systems or files to confirm compliance with software license agreements or school policies. It is a violation to delete or tamper files and/or download data and/or files from the Schoolâ&#x20AC;&#x2122;s Technology Resources and Network System without prior written authorization from both the President and Headmaster. Aside from possible disciplinary sanctions, the employee will be required to restore data integrity on his or her time and at his or her expense.
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IX. TUTORIAL FACILITY USAGE AIMS OF THE PROGRAM CISM students should have access to the resources, services, and support that they need to facilitate their educational progress. Tutorial services are designed to support the academic development and achievement of students who may need or desire extra assistance outside normal school hours. EXPECTATIONS To maximize the effectiveness of the tutoring session, the parents/guardian, tutor and student must read and discuss the following information carefully at the beginning of the first tutoring session. Both the student and the tutor have important responsibilities which will enable the tutoring session to address the student’s specific needs. A clear understanding of the responsibilities involved in tutoring is the first step toward a successful tutoring experience. DEFINITION AND LIMIT ATIONS OF TUTORIAL FACILITY USAGE Tutorial Facility Usage is the use of the classroom only for academic tutorial activities, together with the use of the classroom lights, air-conditioner, and equipment found in the classroom such as a computer terminal, printer, overhead LCD/acetate projector and document camera. No outside equipment may be introduced into the classroom without the written permission of the Operations Department of CISM. If such permission is granted, CISM will not be responsible for the loss or damage to such equipment. Tutorial Facility Usage does not include the use of consumable classroom supplies such as coupon bond paper, pencils & pens, and white board markers. As provided below in point number 4 of the "For Students" section, the tutee should bring these supplies into the tutorial session(s). The unauthorized use of school facilities, equipment and materials for private and personal use (such as in a tutorial session) is an offense provided for in the CISM Policy Manual for Faculty. GUIDELINES OF THE TUTORIAL FACILITY USAGE For the Guidance Counselor: The school’s Guidance Counselor shall coordinate all requests for tutorial assistance. Request for assistance can come from parents/guardians, teachers or the students themselves. The Guidance Counselor will: 1. Liase with all parties; 2. Ascertain the appropriateness of the need for tutoring; 3. Approach and make arrangements with a suitable Tutor subject to the condition that the Tutor cannot be the student’s teacher for the subject or skill in question;
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4. Have parents complete and return the Tutorial Facility Usage Contract; 5. Ensure that Parents/Guardian understand that the Tutor’s fee is a private issue between them and the Tutor and is paid directly to the Tutor, and the facility usage fee shall be paid to the CISM Cashier; 6. Provide the CISM Cashier a copy of the Tutorial Facility Usage Contract; and 7. Confirm all arrangements with Parents/Guardians, Tutor and Operations Office within five (5) working days. For Parents/Guardians: 1. Coordinate with school’s Guidance Counselor all requests of tutorial assistance; 2. Fill up and sign the Tutorial Facility Usage Contract; 3. All tutorial services are pre-paid. Total fees of the program will depend on the number of hours and sessions arranged with the Tutor; 4. No school facility will be used for tutorial services without prior arrangement with the school’s Guidance Counselor; 5. No tutorial services will be honored by the school without the duly filled-up and signed Tutorial Facility Usage Contract and prior settlement of the facility usage fee; 6. No tutorial services off-site will be honored by the school. For off-site arrangements done by the Parents/Guardian directly with the Tutor, the school shall not be responsible and liable for any result, or any incident thereof, due to such off-site tutorial activities. Nonetheless, Parents/Guardian and Tutor should always observe the “NO Faculty shall tutor their own students for remuneration” provision; 7. The facility usage fee is set at a stipulated rate per session. Each session is equivalent to one (1) hour. The number of sessions should be arranged with the school’s Guidance Counselor and Tutor for scheduling purposes. Non-payment of the fee will automatically cancel the Tutorial Facility Usage Contract. Tutorial services already rendered will be charged then to the student’s account; 8. Tutorial fees are non-refundable and non-transferable; 9. Arrangement of schedule for the dates and times should be mutually satisfactory to the Tutor and Student Tutee; 10. For cancellation of sessions, the Tutor must be notified a day prior to the scheduled session; 11. Make-up sessions are only permitted in circumstances where a properly arranged cancellation of a session has been made. The Tutor and the Tutee are responsible for arranging the time of a makeup session; 12. Missed sessions without prior notice shall not require the Tutor to arrange a make-up session;
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13. Parents/Guardian is encouraged to monitor the lessons of their child/ren in preparation for the next session. Enthusiastic support and guidance from the student’s parents/guardian are recommended; 14. The Tutorial Facility Usage Contract may be cancelled any time. However, the Parents/Guardian must communicate with the Tutor prior to the cancellation date; and 15. Parents/Guardian may set a meeting through a written request with the Tutor for any update and status of the Tutee. For Students: 1. Sign in at the reception desk when entering the school; 2. Be punctual and remain for the entire period where sessions were prearranged; 3. Attend scheduled sessions. If missing a session is unavoidable, notify the Tutor a day prior to the scheduled session(s); 4. Bring own supplies; 5. Cell phones must be turned off or put in ‘silent’ mode during the session(s); and 6. Students should study their lessons in preparation for the next sessions. For Tutors: 1. Coordinate with the school’s Guidance Counselor all requests of tutorial assistance; 2. Faculty shall not tutor their own students for remuneration; 3. Faculty shall not tutor on their own account on the school campus. No tutorial service will be honored by the school without prior arrangement with the school’s Guidance Counselor. Any violation will be subject to penalties stated in the CISM Policy Manual for Faculty; 4. All tutorial sessions in-campus shall be held only in the classrooms; 5. Any Faculty together with any student still in a classroom at 3:45 p.m. onwards shall be presumed to be in a tutorial session(s); 6. All tutorial sessions should promptly end at 7:00 p.m at the latest; 7. The Tutor should consult and be in communication with the regular teacher of their tutee; 8. Tutors must be punctual and render tutorial services with the student for the entire duration of the program designated by the Guidance Counselor; 9. Tutors are duty bound to safeguard and promote the welfare of children/students by helping to provide a safe learning environment whilst also protecting themselves as educators; 10. For cancellation of sessions, the student and parents/guardian must be notified a day prior to the scheduled session and arrange make-up session(s) when necessary. In case of an unplanned cancellation i.e.,
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illness, emergency, etc. notify the Headmaster’s Office to inform the parents/guardian and the student; 11. The Tutorial Facility Usage Contract may be cancelled any time. However, the Tutor must communicate with the Student and Parents/Guardian prior to the cancellation date. Notification to the school’s Guidance Counselor and Operations Office should also be made; 12. For a Tutor wishing to be released from a contracted tutoring assignment for any reason, he/she must find a suitable replacement and coordinate with the school’s Guidance Counselor, Students, Parents/Guardian and Operation Office for changes of Tutor assignment; 13. Tutor may set a meeting with the Parents/Guardian by notifying the Headmaster’s Office to inform parties involved; 14. No tutorial services will be honored by the school without the Tutoria l Services Agreement signed by all parties; and 15. Tutors hereby agree to follow the rules and guidelines stated in this Facility Usage Contract for Tutorial Services, as well as the provisions of the section on “Tutoring” (Section IX, pages 29-30) in the CISM Policy Manual for Faculty.
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X. SEXUAL HARASSMENT CISM is committed to maintaining an environment that is positive, respectful, and free from sexual harassment. Sexual harassment of employees, students, coworkers, CISM administrators, executives, guardians, parents, shadow teachers, substitute teachers, tutors, trainers, coaches, scholars, apprentices, guests, visitors, yayas, drivers, bodyguards, janitors, security guards, maintenance staff, and other members of the CISM community is a violation of the law and is strictly prohibited. CISM adopts a zero tolerance policy to sexual harassment. The offender shall be subject to dismissal or other punishable and enforceable sanctions and conditions after compliance with the procedural due process requirements. DEFINITION OF SEXUAL HARASSMENT Unwelcome and unwanted sexual advances, requests for sexual favors and other verbal, visual, physical and gestural conduct of a sexual or gender-related nature constitutes sexual harassment when submission to or rejection explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work or academic performance or creates an intimidating, hostile, offensive or oppressive environment for the worker or student or individual. The fact that the offender may assume that the behavior is welcomed and accepted because there was no objection or rejection is no defense. The victim may not object for many reasons such as the fear of offending the harasser, fear of retaliation, difficulty in confronting the offender, fear of becoming isolated from one’s peers, or other reasons. Sexual harassment has more to do with power and the behavior typically occurs in context of a relationship where one person has more formal power than the other (i.e.: supervisor and an employee or a faculty member and a student) or more informal power (i.e.: one peer over another). REPUBLIC ACT NO. 7877 An act declaring sexual harassment unlawful in the employment, education or training environment, and for other purposes. Refer to Annex B for the full text of RA 7877. SEXUAL OR GENDER-RELATED BEHAVIOR Sexual harassment can be verbal, non-verbal, visual, gestural or physical, the latter sometimes qualifying as sexual assault. Sexual harassment can occur once or several times. It includes but is not limited to, the following: Sexual innuendos, comments or bantering; Asking or commenting about a person’s sexuality;
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Humor or jokes about sex or females or males in general Persistent sexual attention, esp. when it continues after a clear indication that it is unwanted Asking for sexual behavior; Touching a person, including patting, pinching, stroking, squeezing, hugging or brushing against his or her body; Touching or grabbing a person’s private parts (breasts, crotch, buttocks, etc.); Giving a neck or shoulder massage; Leering or ogling, such as “elevator eyes”, or staring at a woman’s or man’s bodily parts; Spreading rumors about a person’s sexual activities; Calling of names such as “hot stuff”, “cutie pie”, “bitch”, “whore”, “slut”, etc.; Making obscene or sexually suggestive gestures or sexual sounds such as sucking or kissing noises; sexual graffiti in general or abo ut a particular person; Using sexual ridicule to denigrate or insult a person; Sending sexual mail, notes, e-mail, or making sexually explicit phone calls; Sending, giving, showing or displaying sexual materials including pornography, sexual pictures, cartoons and calendars; Laughing at or not taking seriously someone who experiences sexual harassment; Blaming the victim of sexual harassment for having caused it; Making denigrating, sexist remarks about women or men in general or about a particular woman or man; Stalking a person either on or off campus; Direct or indirect threats or bribes for sexual activity; Attempted or actual sexual assault or abuse; Quid Pro Quo harassment where something is given in exchange for something else such as “An ‘A’ for a lay” or in the vernacular “Kuwatro o Kwarto” or if a woman/man is forced to have sexual relations or give sexual favors with her supervisor in order to receive a promotion or benefit; Sexual favoritism where the employee(s) receive benefits because they are providing sexual favors such as laughing at men’s sexual bantering or sleeping with them creating a demeaning and degrading environment. Peer harassment likewise constitutes sexual harassment and may include but is not limited to the following: Shouting obscenities at women or men or at an individual, esp. as they pass a place where men/women gather; Loudly discussing a woman’s or man’s sexual attributes and rating her attractiveness, a practice called “scoping”; Mooning women or men, whereby the buttocks is aggressively exposed; Pulling down men or women’s shorts or pants;
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Creating a sexually demeaning atmosphere, such as displaying posters and pictures that are sexist or otherwise demeaning to women/men, or having social events focusing on women’s or men’s sexuality such as wet T-shirt contests; Showing petty hostility to women or men by throwing things, pouring drinks over women’s/men’s heads or on their private parts, heckling women/men when they enter a room or making sexual remarks; Body passing at stadiums or gatherings; Biting a woman/man (“sharking”); Threatening rape or other sexual abuse COURSE OF ACTION FOR VICTIMS OF SEXUAL HARASSMENT 1. Report incidents considered or suspected to be sexual harassment immediately and at the earliest possible stage to the Headmaster or President. The aggrieved party must present her/his case signed and in writing. A recommendation by the Headmaster or President will be given, the alleged perpetrator will be notified and the case will then be submitted to the Committee on Decorum within two (2) working days. The Committee on Decorum will be comprised of five (5) members: the Headmaster, President, immediate supervisor and/or Director, and one or two full-time employee(s). Depending on the circumstances and severity of the offense and if it is deemed that the alleged perpetrator’s demeanor and behavior poses an immediate danger to the school community, C ISM empowers the Headmaster or President to suspend without pay the alleged perpetrator. 2.
The alleged perpetrator will be required to submit his/her explanation and description of the incident(s) within two (2) days of not ification by the Headmaster or President. The Committee on Decorum shall then conduct an initial investigation within five (5) working days from receipt of the written notification/case alleging sexual harassment. A full deliberation and a suggested resolution, settlement or prosecution will be determined. The investigation may be spread over a few days, but not exceeding two (2) weeks, so that all evidence may be presented by both parties.
3.
The final report of the Committee on Decorum shall be submitted to the Headmaster and President. Depending on the severity of the infraction and the suggested resolution, settlement or prosecution b y the Committee on Decorum, the Headmaster or President can immediately dismiss/terminate the violator. In this circumstance, the safety and security of the majority will prevail.
4.
If it is determined by the Committee on Decorum that the offense or violation merits disciplinary action, a written notification will immediately be given informing the perpetrator of the corresponding penalty (suspension without pay for a minimum of 7 days to maximum of 15 days) and a warning
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not to engage in the inappropriate behavior again. The employee/perpetrator will be given a reminder of the school rules and regulations. 5.
When a sexual harassment incident recurs (regardless if it is a different complaint or type of sexual harassment), the due process will follow steps 1 and 2 outlined above for the Course of Action for Victims of Sexual Harassment.
6.
If it is determined by the Committee on Decorum that an infraction has indeed recurred (regardless of whether it is a different complaint or type of sexual harassment), the perpetrator/employee shall be immediately dismissed/terminated. No warning will be given nor exceptions granted.
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XI. CLEARANCE MONETARY, PROPERTY AND OTHER ACCOUNTABILITIES Upon resignation, retirement, or cessation of a faculty member’s employment at CISM; or when a faculty member transfers from one position to another; or at the end of the School Year, a Clearance Form must first be obtained and completed. Said Clearance Form must contain a complete statement of the monetary, property and other accountabilities of the faculty member. The Headmaster or President may require documentation and / or submission of lesson plans and curriculum work to complete Clearance requirements. The faculty member is responsible for completing the Clearance Form and securing the required signatories. Any employee who deletes or tampers files and/or downloads data and/or files from the School’s Technology Resources and Network System without prior written authorization from both the President and Headmaster will NOT be given clearance. He or she will be required to restore data integrity on his or her time and at his or her expense. A signed Clearance Form does not preclude the School to seek reimbursement and/or restitution of any loss, damage or any accountability that may be discovered and/or ascertained thereafter (the date on the signed Clearance Form) of which the teacher may have incurred by the reason or on occasion of the teacher’s employment thereof, including the right to institute any legal action to protect the interest of the School.
PAYMENT OF ACCRUED SALARY/BENEFITS Unless the individual faculty member obtains the Clearance Form referred to in the preceding paragraph, he/she shall not be paid his/her accrued salary and other employment, retirement, or separation benefits due him/her. CISM reserves the right to withhold up to the last month’s salary pending final clearance for those faculty members who resign, retire or otherwise leaves the service of CISM. Faculty members who do not obtain Clearance as part of the end of School Year protocol shall not be paid his/her salary unless all accountabilities have been duly satisfied. Any accountability by the resigned, separated, or retired personnel shall be offset with his accrued benefits from CISM.
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XII. DISCIPLINARY ACTION A. KINDS OF ADMINISTRATIVE DISCIPLINARY ACTION The penalties that may be imposed for unacceptable behavior/conduct and/or offenses are of three (3) types. 1. Written Warning or Written Reprimand - This is served upon the offender to warn him/her that a repetition of the offense/unacceptable behavior or conduct will subject him/her to a higher penalty. 2. Suspension – This penalty is a physical detachment from service for a specific period of time with or without pay depending on the severity of the offense or infraction. a. Preventive Suspension is imposed to remove a Faculty member from the place of work, usually to allow the School to investigate the specific circumstances of an incident. The Faculty member is paid during the period of suspension. b. Suspension as a Penalty is a sanction imposed as a result of an investigation into a disciplinary breach. In such circumstances, the Faculty member is not paid during the period of suspension. 3. Dismissal or Discharge – This is termination of a Faculty member’s services for cause. The Faculty member shall automatically forfeit all benefits that would normally accrue upon retirement or separation for reason(s) other than for the offense or infraction committed. The severity of the disciplinary action to be imposed shall depend upon the seriousness of the violation, infraction or offense, the manifest intent of the offender, his/her previous record of offenses committed and other relevant factors and/or circumstances. B. CIRCUMSTANCES AFFECTING ADMINISTRATIVE LIABILITY The following circumstances shall be considered in determining the appropriate administrative actions to be imposed for unacceptable conduct/behavior or offenses: 1. Justifying Circumstances – The term refers to circumstances wherein the act(s) committed appear to be in contravention of CISM policies, rules and regulations but where subsequent investigation shows that the act(s) may be construed as falling within the letter and spirit of this Manual. Accordingly, there is no liability or offense to be considered as committed.
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2. Mitigating Circumstances – The term refers to circumstances by reason of which a lighter or less severe penalty corresponding to the offense committed may be imposed. These include lack of prior offenses, degree of participation in the offense, and such other circumstances which may be considered to imposed a less severe penalty. 3. Aggravating Circumstances – The term refers to those circumstances by reason of which a higher penalty corresponding to the offense committed may be imposed. These include past record of offenses, frequency or habitually in the commission of the offense(s), the accompanying adverse publicity caused by the offense(s) which tend to erode CISM’s image, and such other circumstances that may be considered to impose the more severe penalty. C. PROCEDURE FOR DISCIPLINARY ACTION 1. Commencement of Administrative Proceedings – An administrative proceeding may be instigated against the erring Faculty member by the Headmaster / President on his/her own initiative, by the HR Head, or upon a report by the Director of the School, or immediate supervisor or Department Head concerned. 2. Notice to Explain – The charged Faculty member shall be served with a Diciplinary Memo which contains a specification of charge(s) and a brief statement of material and relevant facts. He/she shall then be required to submit to the Headmaster, President, and HR Head a written answer/explanation and any supporting evidence within five (5) days from his/her receipt of the Disciplinary Memo. In the meantime, the School hereby reserves its prerogative to place under preventive suspension the charged Faculty member under the circumstances of a particular investigation of a disciplinary matter. 3. Conference/Hearing – The guidelines herein set forth shall be followed. a. If the Faculty member does not dispute or deny the charge(s) against him/her, a hearing or conference need not be called and the HR Head shall recommend to the Headmaster / President, the appropriate administrative penalty. b. if the Faculty member fails to submit a written answer/explanation within five (5) hours, this will taken as an acceptance / acknowledgement of the charge(s) and deemed as a waiver of his/her opportunity to be heard. T he HR Head shall recommend to the Headmaster / President, the appropriate administrative penalty. c. If the HR Head calls a hearing or conference but the charged Faculty member fails or forgets to attend, the disciplinary case shall also be deemed submitted for resolution based on the records at hand.
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d. In any case, if a charged Faculty member makes a request for a hearing or a conference in writing, on or after submission of his/her explanation but prior to resolution of the case against him/her, a hearing or conference will be held. 4. Decision – Upon the recommendation of the HR Head and appropriate Supervisor, if applicable, the Headmaster/President shall decide the case and impose the appropriate penalty as may be warranted under the circumstances. A copy of the decision shall be served to the Faculty member and included in his/her 201 File. The HR Head shall implement all decisions. D. PRESCRIPTION OF PENALTIES AND OFFENSES CISM shall not be bound by time constraints in pursuing/investigating any offense committed by any personnel against it. However, it shall strive to finish any investigation and proceed accordingly within a reasonable period. Any penalty imposed on erring personnel shall form part of the 201 File and shall continue to be considered in the personnel’s subsequent violation(s) of CISM’s policies, rules, and regulations. E. CLASSIFICATION OF OFFENSES AND SCHEDULE OF DISCIPLINARY ACTION The enumeration of offenses or unacceptable behavior or conduct herein is not all inclusive and therefore, not limited to the behavior, conduct, acts or omissions enumerated in this Manual (Annex C). The just and authorized causes enumerated in the Labor Code of the Philippines and the Education Law for termination of employment are deemed incorporated in this Manual. If a Faculty member commits a wrongful, immoral, improper, illegal or negligent act or omission that is not specified in this Manual; or if the Faculty member violates any CISM policy, rule, regulation, the Headmaster/ President has the authority to impose the appropriate penalty ranging from Written Warning or Reprimand to Dismissal from the service, depending on the seriousness of the offense and other attendant circumstances.
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ANNEX A SALARY SCALE for FACULTY (in Philippine Pesos)
BASE LEVEL
CEILING
COLUMN 1 Bachelor’s
COLUMN 2 Master’s
COLUMN 3 Ph.D.
0 = 26,000 1 = 28,000 2 = 30,000 3 = 32,000 4 = 34,000 5 = 36,000 6 = 38,000 7 = 40,000 8 = 42,000 9 = 44,000 10 = 46,000 11 = 48,000 12 = 50,000 13 = 52,000 14 = 54,000 15 = 56,000 16 = 58,000 17 = 60,000 18 = 62,000 19 = 64,000 20 = 66,000
+1 Step (for related subject)
+1 Step
+2 Steps (for 2 related subjects)
BASE SALARY COMPUTATION FOR FACULTY WITH INTERNATIONAL SCHOOL EXPERIENCE:
CEILING
YEARS of EXPERIENCE 1–3 4–6 7–9 10 – 12 13 – 15 16 – 18 19 – 21 22 – 24 25 – 27 28 – 30 31 or >
BASE SALARY 28,000 (Step 1) 30,000 (Step 2) 32,000 (Step 3) 34,000 (Step 4) 36,000 (Step 5) 38,000 (Step 6) 40,000 (Step 7) 42,000 (Step 8) 44,000 (Step 9) 46,000 (Step 10) 48,000 (Step 11)
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NOTE: a) The salary reflected above excludes PhP 2,000 / month de minimis (which is non-taxable); b) After completion of a contract year, a teacher may be placed on the next step. To advance in this manner, a teacher must have worked one full-time academic year and satisfactorily met the standards of CISM; c) SALARY CEILING will be pegged at the absolute amount corresponding to Level 20 or PhP 66,000 / month; d) Masterâ&#x20AC;&#x2122;s and Ph.D. degrees must be relevant to coursework / subject being taught in order to move +1 Step; two (2) relevant Masterâ&#x20AC;&#x2122;s Degrees is +2 Steps; e) A teacher must furnish HR the original diploma and transcript in order to be reclassified to a higher class. Reclassification will only be made at the beginning of each semester.
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ANNEX B Republic of the Philippines Congress of the Philippines Metro, Manila Third Regular Session Begun and held in Metro, Manila, on Monday, the twenty- fifth day of July, nineteen hundred and ninety–four. ____ REPUBLIC ACT NO. 7877 AN ACT DECLARING SEXUAL HARASSMENT UNLAWFUL IN THE EMPLOYMENT, EDUCATION OR TRAINING ENVIRONMENT, AND FOR OTHER PURPOSES Be it enacted by the Senate and House of Representatives of the Philippines in Congress assembled: Section 1. Title. – This Act shall be known as the "Anti-Sexual Harassment Act of 1995." Sec. 2. Declaration of Policy. – The State shall value the dignity of every individual, enhance the development of it human resources, guarantee full respect for human rights, and uphold the dignity of workers, employees, applicants for employment, students or those undergoing training, instruction or education. Towards this end, all forms of sexual harassment in the employment, education or training environment are hereby declared unlawful. Sec. 3. Work, Education or Training-related Sexual Harassment Defined. – Work, education or training-related sexual harassment is committed by an employee, manager, supervisor, agent of the employer, teacher, instructor, professor, coach, trainor, or any other person who, having authority, influence or moral ascendancy over another in a work or training or education environment, demands, requests or otherwise requires any sexual favor from the other, regardless of whether the demand, request or requirement for submission is accepted by the object of said Act. (a) In a work-related or employment environment, sexual harassment is committed when: (1) The sexual favor is made as a condition in the hiring or in the employment, re-employment or continued employment of said individual, or in granting said individual favorable compensation, terms, conditions, promotions, or privileges; or the refusal to grant the sexual favor results in limiting, segregating or classifying the
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employee which in a way would discriminate, deprive or diminish employment opportunities or otherwise adversely affect said employee; (2) The above acts would impair the employeeâ&#x20AC;&#x2122;s rights or privileges under existing labor laws; or (3) The above acts would result in an intimidating, hostile, or offensive environment for the employee. (b) In an education or training environment, sexual harassment is committed: (1) Against one who is under the care, custody or supervision of the offender; (2) Against one whose education, training, apprenticeship or tutorship is entrusted to the offender; (3) When the sexual favor is made a condition to the giving of a passing grade, or the granting of honors and scholarships, or the payment of a stipend, allowance or other benefits, privileges, or considerations; or (4) When the sexual advances result in an intimidating, hostile or offensive environment for the student, trainee or apprentice. Any person who directs or induces another to commit any act of sexual harassment as herein defined, or who cooperates in the commission thereof by another without which it would not have been committed, shall also be held liable under this Act. Sec.4. Duty of the Employer or Head of Office in a Work-related, Education or Training Environment. â&#x20AC;&#x201C; It shall be the duty of the employer or the head of the work related, educational or training environment or institution, to prevent or deter the commission of acts of sexual harassment and to provide the procedures for the resolution, settlement or prosecution of acts of sexual harassment. Towards this end, the employer or head of office shall: (a) Promulgate appropriate rules and regulations in consultation with the jointly approved by the employees or students or trainees, through their duly designated representatives, prescribing the procedure for the investigation or sexual harassment cases and the administrative sanctions therefore. Administrative sanctions shall not be a bar to prosecution in t he proper courts for unlawful acts of sexual harassment. The said rules and regulations issued pursuant to this section (a) shall include, among others, guidelines on proper decorum in the workplace and educational or training institutions.
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(c) Create a committee on decorum and investigation of cases on sexual harassment. The committee shall conduct meetings, as the case may be, with other officers and employees, teachers, instructors, professors, coaches, trainors and students or trainees to increase understanding and prevent incidents of sexual harassment. It shall also conduct the investigation of the alleged cases constituting sexual harassment. In the case of a work-related environment, the committee shall be composed of at least one (1) representative each from the management, the union, if any, the employees from the supervisory rank, and from the rank and file employees. In the case of the educational or training institution, the committee shall be composed of at least one (1) representative from the administration, the trainors, teachers, instructors, professors or coaches and students or trainees, as the case maybe. "The employer or head of office, educational or training institution shall disseminate or post a copy of this Act for the information of all concerned. Sec. 5. Liability of the Employer, Head of Office, Educational or Training Institution. – The employer or head of office, educational training institution shall be solidarily liable for damage arising from the acts of sexual harassment committed in the employment, education or training environment if the employer or head of office, educational or training institution is informed of such acts by the offended party and no immediate action is taken thereon. Sec. 6. Independent Action for Damages. – Nothing in this Act shall preclude the victim of work, education or training-related sexual harassment from instituting a separate and independent action for damages and other affirmative relief. Sec. 7. Penalties. – Any person who violates the provisions of this Act shall, upon conviction, be penalized by imprisonment of not less than one (1) month nor more than six (6) months, or a fine of not less than Ten thousand pesos (P10,000) nor more than Twenty thousand pesos (P20,000), or both such fine and imprisonment at the discretion of the court. Any action arising from the violation of the provision of this Act shall prescribe in three (3) years. Sec. 8. Separability Clause – If any portion or provision of this Act is declared void and unconstitutional, the remaining portions or provisions hereof shall not be affected by such declaration. Sec.9. Repealing Clause. – All laws, decrees, orders, rules and regulations, other issuances, or parts thereof inconsistent with the provisions of this Act are hereby repealed or modified accordingly.
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Sec.10. Effectivity Clause. â&#x20AC;&#x201C; This Act shall take effect fifteen (15) days after its complete publication in at least two (2) national newspaper of general circulation. Approved,
EDGARDO J. ANGARA President of Senate
JOSE DE VENECIA, JR. Speaker of the House of Representatives
This Act which is a consolidation of House Bill NO. 9425 and Senate Bill 1632 was finally passed by the House of Representatives and the Senate on February 8, 1995.
EDGARDO E. TUMANGAN Secretary of the Senate
CAMILO L. SABIO Secretary General House of Representatives
Approved : Feb 14, 1995
FIDEL V. RAMOS President of the Philippines
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