MEMO Summary: Omnibus Leave Rules for Philippine Government Employees PDF

This document from the Civil Service Commission of the Philippines focuses on the **Omnibus Rules on Leave** for government employees. It consolidates and updates various laws and administrative issuances related to leave administration, aiming to clarify existing rules, ensure fair treatment, and e...

This document from the Civil Service Commission of the Philippines focuses on the **Omnibus Rules on Leave** for government employees. It consolidates and updates various laws and administrative issuances related to leave administration, aiming to clarify existing rules, ensure fair treatment, and enhance the efficiency of the government's personnel administration system. Key aspects covered in the document include: * **Types of Leave**: Details various types of leave available to government employees, including vacation leave, sick leave, maternity leave, paternity leave, special leave privileges, and others. It outlines the conditions for eligibility, application procedures, and required documentation for each leave type. * **Computation of Leave Credits**: Provides formulas and tables for calculating leave credits, considering factors like length of service, part-time employment, and irregular work schedules. It also explains the commutation and monetization of leave credits. * **Specific Provisions**: Addresses specific scenarios like leave benefits for teachers, contractual employees, local elective officials, and employees on probation. It also includes guidelines for handling terminal leave, study leave, and absences due to suspension of work or administrative cases. * **Amendments and Updates**: Incorporates amendments and updates to the rules, reflecting changes in laws and policies, such as the inclusion of paternity leave and special leave privileges. * **Annexes**: Contains additional guidelines on leave without pay, parental leave for solo parents, leave under the Anti-Violence Against Women and Their Children Act, and rehabilitation leave for job-related injuries. Overall, the document serves as a comprehensive reference for understanding and implementing leave policies in the Philippine government service. It aims to promote transparency, fairness, and efficiency in leave administration, contributing to a more productive and professional public service. ================ These documents pertain to policies and procedures within the Bureau of Jail Management and Penology (BJMP) in the Philippines. Social Media Product Development and Management Training: This memorandum announces a training opportunity for BJMP personnel with the rank of Jail Officer 1 to Jail Chief Inspector. The training, conducted by the Armed Forces of the Philippines, focuses on social media product development and management. It outlines the application requirements, deadlines, and contact information for inquiries. Reiteration on the Establishment of a Health Section with a Designated Jail Nurse: This memorandum emphasizes the mandatory establishment of Health Sections staffed by full-time Jail Nurses in all BJMP-manned jails. It reiterates the duties and functions of Jail Nurses, which include health assessments, screenings, health education, and  collaboration with external stakeholders. Non-compliance with this directive will result in disciplinary action. Memorandum on Conduct of Post-Event Surveillance: This memorandum, issued by the BJMP's Regional Office VIII, mandates post-event surveillance for COVID-19 following weeklong anniversary activities. All attendees are required to complete a daily surveillance form for seven days. Those identified as close contacts must undergo strict home quarantine and COVID-19 testing. Recruitment and Examinations: One memorandum details guidelines for conducting the Entry-Level Examination (EnLEx) for Jail Officer 1 positions, including the exam format, schedule, and responsibilities of regional offices. Another document clarifies eligibility criteria for positions within the BJMP, particularly concerning examinations administered by the National Police Commission (NAPOLCOM). Gender and Development (GAD): A memorandum circular focuses on institutionalizing the GAD Focal Point System within the BJMP, aiming to promote gender equality and women's empowerment. It outlines the composition, functions, and responsibilities of the GAD Focal Point System at both national and regional levels. Quality Management: A memorandum communicates revised quality policies and objectives for the BJMP, emphasizing a commitment to continuous improvement and compliance with standards. It also highlights the importance of policy formulation, human resource management, and inmate welfare. Citizen Engagement: A comprehensive Citizen's Charter outlines the BJMP's mandate, vision, mission, and service pledge. It details external and internal services provided by various directorates, including processes for applications, data requests, complaints, and clearances. MC-ACCREDITATION OF UNIFORM PROVIDERS & SOP ON CAMPAIGNING IN JAILS.pdf: This document outlines the guidelines and procedures for accrediting uniform providers for the BJMP. It emphasizes the importance of standardization and quality control in the uniforms worn by BJMP personnel. The document also includes a standard operating procedure (SOP) for campaigning in jails during elections, which aims to ensure the safety and security of inmates and personnel while upholding the right to political participation. MC-125_10.06.2021_MC_ON_CODE_OF_ETHICAL_STANDARDS_PRESCRIBING_T HE_CODE_OF_ETHICAL_STANDARDS_OF_THE_BJMP.pdf: This document establishes the Code of Ethical Standards for BJMP personnel. It outlines the core values, professional conduct, and ethical standards that all BJMP members must adhere to. The code emphasizes integrity, professionalism, respect for human rights, and commitment to public service. It also includes guidelines on avoiding conflicts of interest and maintaining confidentiality. MC-111_MC_ON_ORGANIZATIONAL_STRUCTURE_OF_BJMP_JAIL_UNITS.pdf: This document details the organizational structure of BJMP jail units. It outlines the different designations within a jail unit, their respective duties and responsibilities, and how these designations are classified based on the inmate population. The document aims to provide a clear and standardized framework for the operation of BJMP jails, ensuring efficient and effective management of personnel and resources.  BJMP-DPRM-MC-101 (Probationary Period): This document outlines the guidelines governing the probationary period for both uniformed and non-uniformed personnel of the BJMP. It defines the probationary period, specifies the employees covered, and details the performance review process. The policy also outlines the grounds for termination during probation, including unsatisfactory conduct, want of capacity, lack of aptitude, physical/medical incapacity, and mental incapacity. BJMP-CDS-MC-133 (Communications Policy): This memorandum circular establishes the guidelines, formats, and standards for all BJMP correspondences. It aims to promote consistency and professionalism in communications within the bureau. The document covers various aspects, including communication protocols, document security, letterhead formats, use of abbreviations and acronyms, authority lines, and signatory guidelines. It also provides specific instructions for different types of communications, such as memoranda, formal/business letters, and priority tags. CSC MC No. 16, s. 2017 (Personal Data Sheet): This memorandum circular from the Civil Service Commission clarifies the filling out of the Personal Data Sheet (PDS), a standard form used by government employees. It addresses common concerns and queries regarding the PDS, providing specific instructions on various sections, such as personal information, educational background, work experience, and references. The circular also extends the deadline for submission of the updated PDS and includes a revised guide and transmittal form. This file is a Memorandum Circular (MC No. 14, s. 2018) issued by the Civil Service Commission of the Philippines. It announces the approval of amendments and additional provisions to the 2017 Omnibus Rules on Appointments and Other Human Resource Actions (ORAOHRA). Key points: Purpose: The ORAOHRA governs the processes for appointments and other human resource movements in the Philippine government. The amendments aim to align the rules with current laws and administrative issuances and address evolving needs in human resource management. Approval and Effectivity: The changes were approved through CSC Resolution No. 1800692 on July 3, 2018, and took effect 15 days after the resolution's publication in The Philippine Star on August 10, 2018. Scope: The memorandum circular is addressed to all heads of constitutional bodies, national government agencies, local government units, government-owned or controlled corporations with original charters, and state universities and colleges. MC No. 14, s. 2018 (CSC): This memorandum circular announces amendments to the 2017 Omnibus Rules on Appointments and Other Human Resource Actions (ORAOHRA). These rules govern the processes for appointments and other human resource movements in the Philippine government. The amendments aim to align the rules with current laws and address evolving needs in human resource management. BJMP-DWD-MC-114 (Service Providers Accreditation): This document details the guidelines and procedures for accrediting service providers who offer programs and  services to Persons Deprived of Liberty (PDL) in BJMP-manned jails. It outlines the accreditation process, requirements, and the roles and responsibilities of the involved parties. The policy aims to strengthen safety and security, ensure the legitimacy of service providers, and create sustainable partnerships for the welfare and development of PDL. BJMP-DPRM-MC-97 (No Gift Policy): This memorandum circular establishes a "No Gift Policy" for all BJMP employees, regardless of rank or status. It prohibits the solicitation or acceptance of gifts, gratuities, favors, entertainment, loans, or anything of monetary value from any person or entity, in the course of their official duties or in connection with any operation regulated by their office. The policy aims to promote a high standard of ethics and transparency among BJMP personnel. BJMP-DO-MC-131B.pdf (Disaster Risk Reduction and Management): This document outlines the BJMP's Public Service Continuity Plan (PSCP), designed to ensure the continuous delivery of essential jail functions during emergencies or disruptive events. It details protocols for responding to major disasters, safeguarding personnel and inmates, minimizing property damage, and recovering critical operations. The plan also defines roles and responsibilities for different teams and personnel during an incident. BJMP-DHS-MC-122.pdf (Comprehensive Policy on the Treatment of Pregnant PDL): This memorandum circular provides guidelines on the treatment of pregnant inmates, postpartum mothers, breastfeeding mothers, and their infants. It emphasizes the protection of their health and well-being, including access to prenatal and postnatal care, proper nutrition, and mental health support. The policy also addresses issues like infant separation, discipline, and the provision of a suitable environment for these vulnerable inmates. BJMP Memorandum Circular - Tree Planting Activity.pdf: This document focuses on the BJMP's commitment to environmental responsibility through tree planting activities. It provides guidelines for conducting and participating in these activities, including the selection of planting sites, procurement of tools, and aftercare of planted trees. The circular also aims to raise climate change awareness and foster a sense of environmental responsibility among BJMP personnel. BJMP Memorandum Circular - Rewards and Recognition for Peacebuilding and Development (Gray Dove Award): This document establishes the "Gray Dove Award" to recognize and reward jail units for their outstanding accomplishments and contributions to peacebuilding and development. It outlines the criteria for selection, the nomination process, and the forms of rewards and incentives for awardees. The award aims to promote a culture of peace, encourage innovation and excellence in public service, and strengthen the implementation of the National Action Plan on Preventing and Countering Violent Extremism. BJMP Memorandum Circular - Financial Assistance to Victims of Natural Calamities and Human-Induced Disaster: This document provides supplemental guidelines for distributing calamity assistance to BJMP personnel affected by natural or human-induced disasters. It outlines the eligibility criteria, the application process, and the types and amounts of assistance available. The policy aims to provide timely and  adequate financial support to personnel and their families during difficult times, helping them recover and rebuild their lives. BJMP Memorandum Circular - BJMP Peacebuilding and Development Policy: This document outlines the BJMP's comprehensive policy framework for preventing and countering violent extremism and insurgency in jails. It defines key terms, outlines the roles and responsibilities of different units and stakeholders, and establishes guidelines for implementing peacebuilding and development programs. The policy aims to create a safe and secure environment in jails, promote the rehabilitation and reintegration of persons deprived of liberty (PDLs), and contribute to national efforts in countering terrorism and insurgency. BJMP-DL-MC 135 (Policy on Strategic Planning on Jail Infrastructure Projects): This document outlines the policy and procedures for the strategic planning of jail infrastructure projects, including the construction of new jails and the expansion of existing ones. It aims to institutionalize a systematic and objective process for prioritizing infrastructure projects and to involve jail personnel in the planning process. The circular also provides guidelines on conducting detailed assessments and prioritization using a controlled copy assessment tool. BJMP-DHS-MC-112 (Guidelines on Medical, Neuro-Psychiatric and Dental Evaluation): This document prescribes the criteria and procedures for conducting medical, neuro-psychiatric, and dental evaluations for the recruitment, promotion, and training of BJMP personnel. It aims to ensure that all BJMP personnel are physically and mentally fit to perform their duties. The circular covers topics such as height and weight requirements, color blindness tests, hepatitis B screening, and drug testing. It also includes guidelines on evaluating cardiovascular health, respiratory health, and other medical conditions. BJMP-DPRM-MC-111 (Organizational Structure of BJMP Jail Units): This document prescribes the new organizational setup, designations, and corresponding duties and responsibilities for all BJMP-manned jails nationwide. It aims to update the organizational structure of jail units to improve jail services and maximize the utilization of human resources. The circular also identifies full-time and multi-tasked designations and their respective duties and responsibilities. BJMP-LSO-MC-110 (Coupons in Jail Commissary Transactions): This memorandum circular prescribes the guidelines and procedures for using controlled copy coupons in jail commissary transactions. It aims to establish a uniform policy on the use of coupons, set forth the conditions for substituting money with coupons, and educate Persons Deprived of Liberty (PDLs) about budgeting. The circular outlines the procedures for PDLs and visitors to deposit cash and receive coupons, the validity and use of coupons, and record-keeping requirements. BJMP-DPRM-MC-113 (Virtual Interviews in BJMP): This memorandum circular provides guidelines for conducting virtual interviews by the Selection, Hiring, and Recruitment Boards in the BJMP. It aims to offer flexibility in assessing applicants and candidates for promotion, especially during emergencies or unforeseen events. The circular outlines the types of virtual interviews (one-way and two-way), the procedures  for conducting them, and the technological requirements. It also emphasizes the importance of data privacy and confidentiality. BJMP-DPRM-MC-130 (Code of Conduct on Gender-Based Sexual Harassment): This memorandum circular implements the Anti-Sexual Harassment Act of 1995 and the Safe Spaces Act, providing rules and regulations for preventing and addressing sexual harassment within the BJMP. It defines sexual harassment, outlines the forms and places of occurrence, and identifies the persons liable. The circular also establishes a Committee on Decorum and Investigation (CODI) to receive and investigate complaints, and it details the procedures for filing and resolving complaints, including the possible penalties for offenders. BJMP-LSO-MC-108 (SOP on PDL Disciplinary Board and Proceedings): This document establishes the standard operating procedures for handling disciplinary cases involving Persons Deprived of Liberty (PDLs) who violate jail rules and regulations. It outlines the composition and functions of the PDL Disciplinary Board, the authorized disciplinary actions, and the specific procedures for conducting disciplinary proceedings. The policy aims to maintain order in jails, promote the general welfare of PDLs, and ensure a fair and expeditious resolution of disciplinary cases. BJMP-DHS-MC-107 (Management of HIV/AIDS among PDLs): This memorandum circular provides guidelines for managing Human Immunodeficiency Virus (HIV) and Acquired Immunodeficiency Syndrome (AIDS) among PDLs in all jail facilities. It covers various aspects, including screening and testing procedures, handling of diagnosed cases, regular check-ups, prevention and health promotion, confidentiality and disclosure, and reporting and recording. The policy aims to increase awareness about HIV/AIDS, provide access to screening and treatment services, and prevent the further spread of HIV infection among PDLs. BJMP-DICTM-MC-136 (Guidelines on Certification of BJMP Information Systems): This document prescribes the guidelines for certifying BJMP information systems (IS), including their development, certification, and recognition. It aims to ensure that all IS used by the BJMP comply with established standards and controls, promoting data management compatibility and interoperability. The circular also outlines the procedures for submitting IS proposals, conducting reviews and evaluations, and issuing certificates of recognition. BJMP-DWD-MC-116, focuses on the alternative mode of procurement of food supplies for Persons Deprived of Liberty (PDLs). It outlines the rationale for adopting a direct purchase approach instead of traditional bidding processes, citing issues such as budget constraints, fluctuating PDL populations, and the need for timely and consistent food delivery. The document provides detailed guidelines on how jail wardens can procure food supplies directly from accredited farmers and fisherfolk enterprises, ensuring that PDLs receive adequate and nutritious meals while supporting local agricultural communities. yyoutlines the guidelines and procedures for accrediting service providers who offer programs and services to PDLs. It emphasizes the importance of collaboration with external stakeholders to enhance the welfare and development of PDLs. The document details the accreditation process, including the requirements for application, the creation of accreditation boards, and the issuance of identification cards. It also outlines the roles and responsibilities of service providers, ensuring that their activities align with the BJMP's goals and contribute to the overall well-being of PDLs.