Code of Discipline 2018

Employees’
CODE OF DISCIPLINE
TABLE OF CONTENTS
Policy Statement 3
Aim of Corrective Discipline 3
Accountability 3
Uniformity of Implementation 3
Scope 5
Definition of Terms 5
Penalties 6
When First Offenses Merit Coaching 6
Two Offenses in One Incident 6
Treatment of a Series of Non-Conformances 6
Financial Restitution & Corrective Action 6
Immediacy 6
Timeframe for the Correcting Process 7
Disciplinary Procedure 7
Dismissal from Employment 10
The Committee on Decorum and Discipline 10
Preventive Suspension 11
Reporting and Investigating an Incident or a Violation 11
Type of Offenses According to Gravity &
Corresponding Corrective Actions 12
Table of Offenses and Corresponding Sanction 13
Table of Offenses
Offense Against Productivity 13
Offense Against Integrity 14
Offense Against Property 16
Offense Against Conduct and Decorum 16
Offense Against Information Security 17
Offense Against Physical Security 18
Offense Against Sanitation & Safety and Health 19
Guidelines Against Violence of Abuse of Children 19
Institution Policy on Drug Free Workplace 22
Institution Policy on Sexual Harassment 26
UNC CODE OF DISCIPLINE 2018 Page 2

CODE OF DISCIPLINE
Policy Statement
The keystone of our success as an educational institution is our consistent efforts at championing
excellence, passionate service, respect for the individual and unwavering integrity. Our emphasis on
these core values reflects the quality of service and professionalism we offer our parents and students.
It is imperative therefore that each employee observes the same accepted norms, essential for us to
reach our strategic goals. In light of this, any deviation from the norms will be dealt with in a fair and
firm manner.
This literature of procedures and guidelines known as the Code of Discipline (COD) is a fundamental
reference manuscript for employees with regard to understanding and exhibiting acceptable behavior
while performing their official functions.
The Aim of Corrective Discipline

Our corrective action process shall focus on rectifying the problem rather than punishing the offender.
We will fully discipline yet shall preserve the dignity and self-respect of the employee, even as we aim to
achieve positive change in the offender’s behavior and performance. Our corrective action process shall
be carried out progressively and shall always be done in accordance with due process, even when the
offense is so grave that it merits outright dismissal.
Accountability
At the University of Nueva Caceres, we rest the responsibility of disciplining on our supervisors and line
leaders.
• Human Resources may be consulted with regard to policy interpretation, the disciplinary
process, the appropriateness of penalty, and correctness of the offense cited.
• Any incident or infraction that any employee comes to know shall be reported to his immediate
superior.
• Any incident of discrimination and sexual harassment must be reported directly to the HR
Director or designate.
Uniformity of Implementation
The rules of discipline shall be enforced with uniformity in the name of fairness and consistency. As
such, the steps in processing corrective action, as set in this code, shall be observed.
• Management shall, however, not be hindered from deviating from the prescribed table of
sanctions if the impact or extent of the offense merits such. In every case, investigation and
decision shall be dictated by logic and common sense.
• Any recommended sanction that is lighter or heavier than what is prescribed in this Code of
Discipline must have the approval of Human Resources.
• Any corrective action, be it a warning or a suspension, shall be recorded in writing and shall
become part of the employee’s 201 file.
• Any corrective action imposed, be it light or heavy, shall prescribe upon the lapse of a finite
retention or prescriptive period. However, documents of corrective action shall be retained in
the employee’s 201 file for purposes of reference.

Scope
This Code of Discipline covers all employees of the UNIVERSITY OF NUEVA CACERES, regardless of rank
or employment status.
Definition of Terms
Institution University of Nueva Caceres
Employee Person of any rank, whether regular, probationary, project or

contractual, who receives wages/salaries and benefits from the
University of Nueva Caceres
First Line Supervisor (FLS) The employee’s immediate superior.
University premises University-owned offices, grounds/premises, including service vehicles.

It also includes venues rented for official University conferences,
meetings, seminars, outings, parties or gatherings attended by
employees, for the duration of the activity. Buildings that house the
University of Nueva Caceres for purposes of this Code of Discipline, shall
be considered part of University premises.
University property The University of Nueva Caceres’ leased and owned equipment,
furniture, supplies, documents, intellectual properties, gadgets and
money.
University time Period of time the employee is required or is deemed to be rendering

work for the University.
Notice to Explain A written statement informing the offender of the charge leveled
against him.
Corrective Action Report (CARE)

A written statement informing the offender of the appropriate sanction
to be administered in relation to his offense.
Motion for Reconsideration An appeal filed by the erring employee within three (3) days from the
receipt of the CARE Form and/or Resolution.
Committee on Decorum and Discipline

If and when necessary, an ad-hoc committee formed at any given time,
to act as an investigating body for cases involving sexual harassment
and/or any grave disciplinary infraction. The committee is convened by
the Human Resource Manager/Director for grave offenses, or the next
higher authority acting on the University President’s behalf.
Due Process The right of an employee to be notified of the charges lodged against
him which may result in disciplinary or corrective action, and to be

provided the opportunity to defend himself or herself. (Rule XXIII, Book
V of the Omnibus Rules Implementing the Labor Code)
The disciplinary conference is no longer necessary in cases of

termination due to authorized causes of dismissal stated in Article 283
and 284 of the Labor Code.
Substantial Evidence Proof or facts sufficient to create a reasonable belief that the person
charged with the offense is guilty of the same.
Penalties
1. Written warning/Warning
A notice in writing to an employee that a violation of the Code of Discipline has been
established, with the admonition that a repetition of the same offense within the prescriptive
period will lead to a higher penalty.
2. Final Warning
A final notice in writing to an employee that a violation of the Code of Discipline has been
established, with the admonition that a repetition of the same offense within the prescriptive
period will lead to a higher penalty or dismissal.
3. Suspension
Temporary cessation of the employment relation and the enjoyment by the employee of the
benefits and salaries due an employee. As a general rule, suspension will not be imposed as a
penalty, unless in the judgment of the disciplining officer, such penalty serves a better purpose
than just a final warning or immediate dismissal of the employee. Suspension may last for a
period of 3 days but not more than 30 days
4. Dismissal
A dishonorable separation from work.
5. Prescriptive Period
The period in which a corrective action is carried out or is retained in the employee’s personal
file. Reckoning date for the prescriptive period begins on the date the penalty is served. Should
a repetition of the infraction occur before the end of the prescriptive period and the employee
is meted out a corrective action, the reckoning date shall then begin on the date of imposing of
the penalty for the last offense.
6. Preventive Suspension
A temporary detachment of an employee from work on a without pay status during the
investigation period for an infraction of the Code of Discipline or the Labor Code of the
Philippines. The employer may place the worker concerned under preventive suspension if
his/her continued employment poses a serious and imminent threat to the life or property of
the employer or of his co-workers or under such conditions as defined in this COD. (Rules
Implementing the Labor Code, Rule XIV Section 3; see also separate section of this COD on
Preventive Suspension )

When first offenses merit coaching
There are light offenses for which an employee may be given coaching prior to a corrective action.
Coaching done by a supervisor for an infringement shall not be considered a form of penalty.
Nonetheless, it shall be documented through a coaching log, copy of which must be provided to HR.
Two offenses in one incident

If a singular act constitutes two or more offenses or if one offense is necessary for the commission of
another, the incident shall be treated as a single case. In this instance, however, the heavier penalty for
the more serious infraction, per the COD, shall be applied.
Treatment of a series of non-conformances

If a series of infractions of the same nature is committed, each infraction shall be treated as a separate
offense; and corrective action will be based on the number of counts the offense was committed.
A commission of several minor offenses indicates habitualness of the offender, his disregard of
University rules, and disrespect for the employer. As such, a commission of a series of light related or
unrelated offenses within a period of three (3) months may earn for the employee a heavier sanction at
the discretion of the disciplining officer. If one is given a heavier sanction for habitual offenses, the
prescriptive period on the heavier corrective action will apply.
Financial restitution & corrective action

In infractions involving loss or damage to property, the employee shall be required to pay back the
amount lost or pay for the damage based on appropriate net book value aside from being given a
corrective action.
Immediacy
Corrective action should happen immediately after the infraction is observed and/or reported to the
First Line Supervisor. In no case shall the processing of the discipline be delayed. The First Line
Supervisor is expected to serve a Notice to Explain to the concerned employee within one (1) week from
discovery of the alleged infraction.
The supervisor will be held liable for his inaction. The delay in the action by the supervisor however shall
not absolve the employee of the offense he has committed.
Superiors shall be guided by these two conditions in treating a second or third violation as either a first
or second offense:
1. Should any superior not immediately act upon a non-conformance within one (1) week from the
date of discovery by him or after being reported to him, he may not penalize the employee for such
non-conformance, should another non-conformance of the same nature be committed by the same
employee. This means that the second infraction, because no action was undertaken on the first,
will be treated as a first offense.
2. Should, on the other hand, an infraction be discovered and/or reported after a second offense of
similar nature was committed by the same employee, such commission will be considered a second
offense and given the corresponding corrective action.

Timeframe for the correcting process
The whole disciplinary action process, from notification to serving a corrective action, should ideally be
done within a period of not more than:
1. 7 days for Level 1 and 2 offenses
2. 15 days for Level 3 offenses
The timeframe is reckoned from the time of issuance of the Notice to Explain.
Non-observance of the time frame will not absolve the employee of the offense he has committed.
DISCIPLINARY PROCEDURE
Administrative Action
Step 1: Notification
1. Every employee who has allegedly committed an infraction, regardless of the gravity, has the
right to be informed of the offense he has committed before the superior recommends or
serves him a disciplinary action.
2. Upon knowledge of an offense or an incident, the employee’s first line supervisor or manager
shall conduct initial investigation of the reported incident to determine if there was indeed a
non-conformance.
3. He shall then call the employee involved to immediate coaching and issue him the Notice to
Explain, which specifies the facts of the incident, the circumstances, the date and time it
happened and the type of violation committed, per the COD, and giving the employee the
opportunity to submit his explanation within a certain period.
The Notice to Explain is not yet a corrective action; rather it is a form of notification and is part
of the formal investigation process that allows the employee the chance to explain his action.
Should an employee refuse to acknowledge the Notice to Explain, the FLS will note on the
Notice to Explain “REFUSED TO SIGN” and then a witness will be called in to sign, after a copy of
the Notice to Explain is left with the employee.
4. If the infraction poses a serious and imminent threat to life or physical well-being, or the
property, interests or services of the institution or its employees, or if the presence of the
erring employee will likely cause undue disruption of the investigation process, the employee
concerned may be placed under preventive suspension upon approval of Human Resources.
The following factors, among others, shall be considered in determining whether to place an
employee on preventive suspension:
4.1. The number of suspected employees involved or;
4.2. Amount involved or;
4.3. Frequency of the act committed;
4.4. Where the employee’s presence may adversely affect the conduct of the investigation
4.5. The highly sensitive nature of the employee’s functions and responsibilities

For Payroll purposes, the FLS shall submit a memorandum to Human Resources and Payroll
immediately on the effectivity date of the preventive suspension.
When the preventive suspension is lifted, HR shall issue a memo to the employee to inform
him/her that the preventive suspension is lifted; likewise, the same should be forwarded to
Payroll to reinstate the employee in the University’s payroll.
5. The involved employee must respond to the Notice to Explain by giving his written explanation
on the charge/s leveled against him. The employee must submit said response to his FLS within
forty- eight (48) hours for Level 1 and 2 Offenses; and five (5) calendar days from the receipt of
the Notice to Explain for Level 3 Offenses unless a longer period is given to the employee.
6. The employee’s refusal or failure to give his written explanation within the time provided shall
be construed as a waiver of his right to be heard and to disprove the charge/s against him.
Step 2: Investigation, Inquiry and Validation

1. If deemed necessary, the manager or the FLS shall conduct a formal and deeper investigation,
upon receiving the response of the employee to the formal charge or when the time prescribed
for the employee to respond has lapsed.
2. Whenever possible and in the interest of fairness, the investigation shall proceed as follows:
2.1. interview of the employee;
2.2. interview/ask anyone involved or who may have knowledge of anything related to the
case;
2.3. allow the employee to bring forth additional evidences and his witnesses, if he so
desires.
3. In Level 3 offenses or in cases of sexual harassment, the case may be submitted to a Committee
on Decorum and Discipline, to be convened by the Human Resources Director to conduct the
investigation and recommend corrective actions. (See portion on Committee on Decorum and
Discipline).
4. All investigations shall be put in writing and will be part of the case record.
Step 3: Review prior to Decision

1. Human Resources shall be consulted for all types and levels of infractions to determine if
employee has previous violations on record.
2. In investigating and deciding on a case, the following factors should serve as guide to the FLS in
determining if he should impose a penalty that is higher or lower than that provided in this
Code:
2.1. Gravity or impact of the offense on the organization,
2.2. Impact on parents and students,
2.3. Extent of the damage or injury caused by the employee’s action,
2.4. Employee’s past disciplinary record (if any),
2.5. Performance record,
2.6. Other circumstances that may mitigate or aggravate the offense.

3. Upon evaluation of the disciplinary case, the FLS shall accomplish the CARE form, stipulating the
findings and the recommended penalty.
4. Prior to serving the CARE Form, this shall be routed to the following:
Cleared/Dismissal - Immediate Superior/Manager
Human Resources
Vice-President
Warning/Suspension - Immediate Superior/Manager
Human Resources
Step 4: Enforcing the Corrective Action

1. Whenever possible, thorough discussion about the offense must first happen between the FLS
and the employee prior to serving the corrective action.
2. The corrective action must be served by the FLS not beyond two (2) days upon approval.
3. In serving the penalty / corrective action, and whenever possible, the FLS shall ask the employee
to acknowledge and sign the CARE form.
4. Should the employee refuse to sign, the FLS shall not be hindered from serving the same, as the
employee’s refusal to sign does not invalidate the penalty. FLS shall merely give him a copy of
the resolution and note on the CARE copy that employee “Refused to Sign.”
5. Dismissals are effective immediately after due process.
6. The sanction shall still be made to take effect immediately upon serving of the CARE form, even
if a Motion for Reconsideration is filed. If the decision is reversed, everything due the
terminated employee will be restored.
Step 5: Motion for Reconsideration/Appeal

1. Only penalties that involve interruption of the employee’s right to an income may be appealed.
As such, warnings are considered final and executory.
2. If an employee does not agree with the decision, he may appeal the case within three (3) days
upon receiving the CARE form.
3. A motion for reconsideration may be filed for any of the following reasons:
3.1. to present new evidence;
3.2. abuse of discretion in rendering the decision/ absence of due process; or,
3.3. question on the interpretation of the provision of the Code of Discipline or of provisions
of the Labor Code
4. The line manager must still serve and effect the sanction, pending decision on the Motion for
Reconsideration. If the decision is to the employee’s favor, anything due him will be restored
and/or he will be reinstated, if dismissed.
5. The employee shall personally fill out a Motion for Reconsideration form, where he should
specify the background of the case, the grounds for the appeal and the justification. He shall
submit the Motion to Human Resources or designate, who shall review the case being appealed,
and provide the department/operations manager a copy as FYI.
6. Human Resources or designate shall review the case, in consultation with the line manager(s) of
the employee concerned, and decide if the appeal may be granted. The decision of Human
Resources is final and executory.

Step 6: Advice and Recording
1. All corrective actions enforced, including coaching, shall be endorsed by the FLS/Next Level
Superior/Department Head to HR and the custodian of the employees’ 201 files for proper
recording.
For coaching done for an infraction, copy of the coaching log must be given to Human
Resources.
2. Notices on enforced corrective actions involving suspensions and dismissals shall also be
submitted to Payroll Section, in addition to HR and the 201 file custodian, for proper recording,
for accounting of financial obligations, and for “hold or adjust payroll” purposes.
Dismissal from employment

Dismissal is an involuntary form of separation carried out by the University, due to just cause, i.e. the
employee’s breach of the University’s Code of Discipline or for grounds provided in the Philippine Labor
Code (Article 282):
1. Serious misconduct or willful disobedience by the employee of the lawful orders of his employer
or representative in connection with his work;
2. Gross and habitual neglect by the employee of his duties;
3. Fraud or willful breach by the employee of the trust reposed in him by his employer or duly
authorized representative
4. Commission of a crime or offense by the employee against the person of his employer or any
immediate member of his family or his duly authorized representatives.
5. Other causes analogous to the above.
The University of Nueva Caceres may also terminate the services of an employee who has been found to
be suffering from a disease or sickness and whose continued employment is prohibited by law or is
prejudicial to his health as well to the health of his co-employees or, if applicable, to the students. Such
cases warrant the presentation of medical documents from a Public Health Officer.
The Committee on Decorum and Discipline

The Committee on Decorum and Discipline is a special committee created and convened as needed by
the Director of Human Resources for cases leading to the termination of an employee. The power of the
committee is recommendatory in nature.
The Committee will be convened on “as needed” basis. Should there be preponderance of evidence and
these do not sufficiently establish either an employee’s guilt or innocence, the Director of Human
Resources or designate may call for the formation of the Committee to conduct a thorough inquiry. The
committee shall consist of the following:
• Department Manager
• Department Head
• HR Representative
However, for sexual harassment cases, in compliance with RA 7877 or the Anti- Sexual Harassment Act,
the University shall create a Committee on Decorum and Discipline to handle the investigation of cases
on sexual harassment (Please refer to UNC’s Rules and Regulations Implementing the Anti-Sexual
Harassment Act of 1995).

Findings and recommendations of the Committee on Decorum and Discipline shall be submitted to the
Director of Human Resources, who shall approve the Committee’s recommendation.
Preventive Suspension
The University may place the employee under investigation on preventive suspension if his continued
employment poses a serious and imminent threat to the life or property of the employer or of his co-
workers or under those circumstances mentioned in this COD.
The Notice of Preventive Suspension may only be served after a Notice to Explain has been issued to the
employee. The period of preventive suspension shall not exceed thirty (30) days. The University
however may extend the period of suspension provided that during the period of extension, he pays the
wages and other benefits due to the employee. In such case, the employee shall not be bound to
reimburse the amount paid to him during the extension if the University decides, after completion of
the hearing, to dismiss the employee.
Preventive suspension is not a penalty and is not a pronouncement of the employee’s guilt. Neither
shall it replace the twin notice requirements for dismissal of an erring employee.
If the guilt of an employee on preventive suspension is established and the penalty in order is a
suspension, said suspension days shall be deducted from the days that the employee served as
preventive suspension.
Reporting and Investigating an Incident or a Violation

Great care must be taken in the investigation of suspected improprieties or wrongdoings so as to avoid
mistaken accusations.
Procedure in Reporting Incidents

1. Employee files an Incident Report on a suspected infraction of the COD and submits this to his
Immediate Superior and Human Resources.
2. FLS informs Department Head/Manager. HR shall be included at the first instance of report. The
employee reporting the incident must not discuss the case, facts, suspicions or allegation with
anyone unless specifically asked to do so by the Investigating Committee.
3. An Investigating Committee composed of the Department Head or designate and Human
Resources shall be formed. The committee shall be tasked to investigate the case at hand and
will agree on the manner and procedure by which the case shall be further investigated.
4. All inquiries related to the activity under investigation shall be directed to the Investigating
Committee.
5. If an infraction is established, the investigation report, incident report and all other evidences
found shall be forwarded to Human Resources for proper administrative and, if necessary, legal
action.
6. If there is no violation found, investigation report shall still be filed, including an interview on
the employee who reported the incident and case shall be tagged as “CLOSED, NO CASE
FOUND”.
7. No information concerning the status of an investigation will be given out. The proper response
to any inquiries is: “I am not at liberty to discuss this matter.”

The University reserves the right to file a criminal case against an employee who commits any fraudulent
act. The disciplinary process for Level 3 cases will be followed. Human Resources will review the case
and determine if filing for a criminal case will be recommended to Legal.
TYPE OF OFFENSES ACCORDING TO GRAVITY & CORRESPONDING CORRECTIVE ACTIONS

The offenses stated in the Code of Discipline are classified into three levels depending on its gravity and
impact on the organization’s business, security, culture and values.
Note that the University is not limited to file a criminal or civil case in the proper courts against
employees who have committed a Level 3 offense that constitutes fraud or any act that violates the laws
of the Republic of the Philippines. The HR Department is responsible for ensuring that all pertinent
documents necessary for the University’s accredited law firm to pursue the appropriate criminal or civil
case be endorsed to the aforementioned for appropriate action.
Factors Level 1 Level 2 Level 3

Definition A non-conformance which A serious offense which, Normally a breach that
is considered minor that depending on the impact, merits dismissal at first
merits a warning at first merits a suspension at instance
occurrence first occurrence or after
several commissions of a
similar offense.
Impact on Has no detrimental impact Causes delay in Disrupts continuity of
the School on the business as these operations, mars work/ operations and
may be considered light productivity and possible has incurred actual
misdemeanors. It does not loss in opportunities and losses for the
significantly mar the revenue. It also seriously University; and mars
effectiveness of the team, compromises team the public perception
but in some way affects effectiveness and of the University ,
professionalism and the relationships, and which may even cause
University’s image. therefore may result in UNC to lose its
the team not being able to students.
complete an assigned
project or task, attain its
specific objectives.
Security Minimal impact to the Action that has high A critical offense that
University, student and potential of compromising has compromised the
employee security, but the security of students security of student or
compromises UNC’s ability and UNC employees. University information,
to observe strict the integrity of UNC,
compliance to security and the security of
policies. other UNC employees
& students.

Integrity Does not involve a Puts a strong and
question of integrity serious doubt on the
offender’s integrity and
professionalism
Safety & Does not hurt any person Pose a real safety hazard A breach or violation
Orderliness physically but contributes and creates a possible that results in physical
to disorderliness in the occasion for injury. harm.
workplace
TABLE OF OFFENSES AND CORRESPONDING SANCTION
OFFENSE OFFENSE
LEVEL COUNT CORRECTIVE ACTION PRESCRIPTIVE PERIOD
LEVEL 1 1st First Written Warning 6 months
2nd Final Written Warning 6 months
3rd 3-10 day Suspension 1 Year
4th Dismissal Not applicable
LEVEL 2 1st Written Warning 6 months
2nd 3-10 day Suspension 1 Year
3rd Dismissal Not applicable
LEVEL 3 1st Dismissal Not applicable
TABLE OF OFFENSES
Level
OFFENSE AGAINST PRODUCTIVITY
Simple negligence or light omissions of tasks or duty. 1
Tardiness: More than three (3) tardiness in a pay period. 1
Failure to submit on time necessary documents and update information pertaining to 1
employment or student requirements (grades, etc)
Excessive Absences: More than one (1) unscheduled absence in a month 2
Absence without Leave (AWOL): Failure to notify superior of absence 2
Neglect of duty (lapses in the practice of diligence in the performance of duties & 2
responsibilities; may lead to a grave offense if gross and done habitually)
Abandonment of post: Leaving work without obtaining permission for any reason
during normal duty hours. 2
Failure of a Leader to address critical performance, quality compliance and metric- 2
related behavioral issues of direct reports.
Failure of a Leader to comply with performance discussions and documentation 2
commitments.

Poor performance: Gross Inefficiency or poor quality of work in two consecutive 3
review periods as documented through periodic appraisals, or through established
reasonable standards set. (May include but not limited to probationary period, regular
appraisal and the like)
Failure to meet work standards within the given time frame and committed action 3
plans
Committing gross and habitual neglect of the employee of his duties, per Art. 282 of 3
the Labor Code
Other similar or analogous offenses to the foregoing
OFFENSE AGAINST INTEGRITY Level

Undisclosed personal or romantic relationships with subordinates. 2
Unauthorized acceptance, directly or indirectly, of any sum or money, gifts, bribe, 3
commission, promise, and the like for personal gain or in consideration for any act
connected with the performance of the employee’s duties
Unauthorized solicitation or fundraising of any items of value from institution 3
suppliers, parents, students, visitors for any purpose
Engaging in transactions with any parent, supplier, vendor or other business-related 3
third party outside of one’s official capacity. This includes but is not limited to
borrowing money from, or lending money to, said third parties.
Offering bribes, kickbacks or anything of value for personal gain in the course of the 3
performance of one’s job.
Unauthorized opening of University proprietary, confidential documents and/or 3
personal documents or property belonging to another employee, e.g. pay slips, bills,
personal mails, PAs, disciplinary action records;
Time padding (Misdeclaring true in/out time or overtime) 3
Gaining full time employment in another institution while employed by the University 3
of Nueva Caceres without proper disclosure and authorization (Moonlighting)
Tampering or manipulating of grades, data submissions, statistics, records, equipment 3
or software
Failure to disclose any real or potential conflict of interest to appropriate 3
management.
Engaging in a criminal act whether or not related to job performance, when filed in 3
court
SABOTAGE. (Willful acts which adversely affect the operations of the University), such 3
as:
1. Spying or obtaining information from the organization confidential records or
inducing others to spy or obtain information for the purpose of discrediting
the organization and/or transmitting the same to others to the prejudice of
the University.
2. Making false or malicious statements concerning the University
3. Revealing or issuing, without authority, confidential information, data reports
or similar documents, such as training manuals, concerning operations or
trade secrets of the organization with external parties.

Committing a fraudulent act or a breach of trust under any circumstances, per Art. 282 3
of the Labor Code
DISHONESTY and/ or FRAUD. Any act, omission, or concealment, which involves a 3
breach of legal duty, trust, or confidence and/or is injurious to the employer or its
representative and/or in connection with the employee’s work. This shall constitute
but is not limited to the following:
1. Falsification of employment records, employment information or institution
records i.e. Attendance, etc.
2. Deliberate concealment of facts or information, or giving false testimony in an
official investigation,
3. Knowingly submitting, false, misleading or gross inaccurate data or
information, or falsifying any Institution records causing prejudice to the
University, including time records
4. Signing the attendance log of another employee or having one’s attendance
log signed by another employee or unauthorized altering of attendance
records
5. Signing any document that the employee knows to be fraudulent or not true
6. Forgery or alteration of any document or account.
7. Forgery or alteration of a check, bank draft, official receipt or any other
financial document, liquidation, cash advance
8. Impropriety in the handling or reporting of money or financial transactions
9. Disclosing confidential and proprietary information to external parties
10. Disclosing to other persons security activities engaged in or contemplated by
the University
11. Destruction, removal or inappropriate use of records causing prejudice to the
University
12. Any dishonest or fraudulent act which cause or tend to cause prejudice to the
University and/or its clients
13. Endorsing piracy or engaging in any act involving pirated software sales,
installation, download, copy and the like.
14. Other analogous circumstances
Subject to terms as provided for in the Code of Discipline, engaging in any act which 3
may be deemed to be a conflict of interest or having the appearance of conflict of
interest without obtaining prior consent or advice from the University. Such acts
include but are not limited to the following:
1. Double employment (without consent or advice from the University)
2. Outside Business Interest (without consent or advice from the University)
3. Acts binding or in representation of the University without proper authority or
in excess of one’s authority.
4. Acts prejudicial or bringing ill repute to the University, its name, officers, duly
authorized representatives, goodwill or operation
5. Maliciously making or spreading derogatory or false statements regarding the
good name of the institution
Other similar or analogous offenses to the foregoing.

OFFENSE AGAINST PROPERTY Level
Vandalism 1
Removing or borrowing University property without prior authorization. 2
Unauthorized use of University property, equipment, time, materials, or facilities 2
Failure to report the defect, damage or loss of University property as soon as 2
practicable
Intentional damage, destruction or loss of any University property or the property of 3
any employee or client. (The person involved may also be made to pay for the damage
or loss of the item.)
Theft of any University property or the property of any employee or customer. 3
Embezzlement or using of University funds for any purpose other than intended. 3
OFFENSE AGAINST CONDUCT AND DECORUM Level

Failure to log-in or log-out in the timekeeping system or logbook 1
Failure to file appropriate leave form together with necessary supporting documents 1
within prescribed period.
Rumor mongering or sowing intrigues against another employee which tends to cast 2
dishonor or contempt
Gambling in any form within University premises. 2
Disrespectful attitude, whether shown by word or deed towards a fellow employee, a 2
visitor of the University, a vendor or supplier, including any use of abusive language.
Cursing, using abusive language, whether or not directed towards another person. 2
Abuse of discretion or authority. 2
Bringing in, showing, distributing and saving, or viewing nudity, sexual or illegal, and/or 2
seditious material within University premises be it in print or electronic format
Failure on the part of an employee who has knowledge of any violation or impending 2
violation of the Code of Discipline and of other University Rules or Government
Regulation, to take steps to prevent and/or report the same.
Fraternizing with students outside of school hours without proper authorization 3
Accepting and/or borrowing money from parents or students or accepting anything of 3
value in exchange for favorable conditions for a student
Violation of the University’s Social Media Guidelines, which include but are not limited 3
to the following acts committed in the course of participating in any social media:
• Posting slanderous remarks about the University, parents or students.
• Posting unauthorized pictures of students
• Violation of proprietary and client information and content, and
confidentiality.
• Misrepresentation of the University through any Social Media Sites.
Connivance in committing a wrongful or fraudulent act. Including, causing, 3
encouraging and/or abetting a fellow employee to commit a wrongful or fraudulent
act.

Failure on the part of an employee, who has knowledge of any fraudulent act or 3
activities, to inform the University shall be construed as a fraudulent act.
Inflicting physical harm or injury to a co-worker 3
Failure of a supervisor or manager to act on an infraction of the Code of Discipline by 3
an employee under him/her in order to protect the employee.
Causing, creating or participating in a disruption of any kind during working hours; or 3
inciting work stoppage
Insubordination. Willful refusal, without justifiable cause, to obey, any lawful rule, 3
order or instruction of management or by the employee’s superior in connection with
the employee’s work.
Lewd and lascivious acts within University premises. Examples are, but not limited to, 3
voyeurism, torrid kissing, heavy petting and fondling, excessive display of affection,
touching the genitalia and/or private erogenous parts.
Harassment, including (1) discourteous actions, (2) derogatory racial, ethnic, religious, 3
age, sexual orientation, sexual or other inappropriate remarks, slurs or jokes, (3) asking
sexual favors, (4) making sexual advances, or (5) sending threatening or slanderous
messages.
Entering University premises after having consumed any intoxicating drink or drinking 3
alcoholic beverages outside University premises or drinking alcoholic beverages while
inside UNC premises.
Possession, use, distribution, sale or purchase of an illegal, habit forming or controlled 3
substance during University time, including rest and meal periods
OFFENSE AGAINST INFORMATION SECURITY Level

Using or attempting to use somebody else’s computer and/or account, ID’s and
password without authorization 3
Tampering with set-up and/or configurations of computer systems (e.g. autoexec.bat,
config.sys, windows desktop configurations, program configurations and other related 3
computer set-ups, and security systems)
Unauthorized installation of computer application software and programs including
but not limited to computer games that are not bundled with the Operations Systems 3
Package
Information hacking and/or unauthorized copying, creating, renaming, modification,
deletion, or access of any University system, data, directory, files, utilities and other 3
software application programs
Disclosure, unauthorized removing, copying or reproducing, taking or destroying 3
official University records or files that contain classified information
Divulging, releasing and/or selling University information proprietary software or
databases, and other related items in an unauthorized manner 3

OFFENSE AGAINST PHYSICAL SECURITY Level
Permitting or assisting unauthorized persons to enter or to have access to work areas, 2
cabinets, lockers and file cabinets, etc.
Failure to observe safety rules 2
Tampering with or misuse or unauthorized use of safety equipment, such as fire 2
extinguishers, fire alarms, etc.
Intentionally obstructing pathways and hallways, fire exits or fire cabinets, thus posing 2
hazard to employees.
Bringing in of deadly weapons, i.e., guns, knives, ice picks, etc. 3
OFFENSE AGAINST SANITATION & SAFETY, AND HEALTH Level

Contributing to or causing poor sanitary conditions and poor housekeeping. 1
Smoking in non-smoking areas. 1
Refusal to undergo a physical examination by a University accredited physician when 2
required to do so.
Yielding a positive result on the suspicion or random drug testing, twice. 3
Non-disclosure of contagious illness. 3
Refusal without justifiable reason to submit oneself to a drug test when required 3

GUIDELINES AGAINST VIOLENCE OR ABUSE OF CHILDREN
Rationale
The UNIVERSITY OF NUEVA CACERES supports and adopts the zero tolerance policy of the Department
of Education against any act of child abuse, exploitation, violence, discrimination, bullying, and other
forms of abuse.
Principles
The University aims to inculcate patriotism and nationalism, foster love of humanity, respect for human
rights, appreciation of the role of national heroes in the historical development of the country, teach the
rights and duties of citizenship, strengthen ethical and spiritual values, develop moral character and
personal discipline, encourage critical and creative thinking, broaden scientific and technological
knowledge, and promote vocational efficiency. To this end, it shall:
1. Ensure that the University remains an environment conducive to learning wherein children shall
have the right to education free from fear.
2. Ensure that all children shall be protected from all forms of abuse and bullying to develop self-
esteem and self-confidence.
3. Advocate a positive and non-violent mode of disciplining children to foster self-discipline and to
improve self-esteem.
4. Take steps to prevent bullying and ensure that the appropriate interventions, counseling, and
other services are provided for the victims of abuse, violence, exploitation, discrimination, and
bullying.
5. Inculcate unto all students respect to the rights of others and refrain from committing acts of
bullying and peer violence.
6. Encourage involvement of parents in all school activities or events that raise awareness on
children’s rights, positive discipline, and the prevention of bullying; and
7. Orient visitors and guests on the child protection policy.
Definitions
"Violence against children committed in schools" refers to a single act or a series of acts committed by
school administrators and/or personnel against a child, which result in or is likely to result in physical,
sexual, psychological harm or suffering, or other abuses including threats of such acts, battery, assault,
coercion, harassment, or arbitrary deprivation of liberty. It includes, but is not limited to, the following
acts:
1. Physical violence refers to acts that inflict bodily or physical harm. It includes assigning children to
perform tasks which are hazardous to their physical well-being.
2. Sexual violence refers to acts that are sexual in nature. It includes, but is not limited to:
a) rape, sexual harassment, acts of lasciviousness, making demeaning and sexually suggestive
remarks, and physically attacking the sexual parts of the victim's body;
b) forcing the child to watch obscene publications and indecent shows or forcing the child to do
indecent sexual acts and/or to engage or be involved in, the creation or distribution of such
films, indecent publication or material; and
c) acts causing or attempting to cause the child to engage in any sexual activity by force, threat
of force, physical or other harm or threat of physical or other harm or coercion, or through
inducements, gifts, or favors.

3. Psychological violence refers to acts or omissions causing or likely to cause mental or emotional
suffering of the child, such as but not limited to intimidation, harassment, stalking, damage to
property, public ridicule or humiliation, deduction or threat of deduction from grade or merit as a
form of punishment, and repeated verbal abuse.
4. Other acts of violence of a physical, sexual, or psychological nature that are prejudicial to the best
interest of the child.
Duties Of School Personnel

School administrators, teachers, and other personnel exercise special parental authority and
responsibility over the child while under their supervision, instruction, and custody. Authority and
responsibility shall apply to all authorized activities whether inside or outside the premises of the
University. To this end, they shall -
1. Keep students in their institution and support, educate and instruct them by right precept and
good example.
2. Enhance, protect, preserve, and maintain their physical and mental health at all times.
3. Furnish them with good and wholesome educational materials, supervise their activities,
recreation and association with others, protect them from bad institution, and prevent them
from acquiring habits detrimental to their health, studies, and morals.
4. Represent them in all matters affecting their interests.
5. Inculcate the value of respect and obedience.
6. Practice positive and non-violent discipline, as may be required under the circumstances;
provided, that in no case shall corporal punishment be inflicted upon them.
7. Perform such other duties as are imposed by law upon them, as substitute parents or guardians.
Conduct of School Personnel

University personnel are expected to conduct themselves in a professional manner at all times. The
following guidelines are to be observed at all times.
1. No unnecessary physical contact with students.
2. Classroom & office doors must never be locked.
3. In situations that require meetings after school hours, another adult must be present and prior
approval must be obtained from the Principal/Dean.
4. No staff should arrange extra-curricular activities or meet with students after school hours, on
or off the school premises, without prior approval from the Principal/Dean.
5. All phone, email, SMS and other social networking contact by employees with students must be
authorized by the School Head. Under no circumstances are UNC personnel allowed to initiate
contact with a student.
6. Staff should not give a student money or a gift, or pay in behalf of the student for any form of
services
7. Physical hazing and initiations are prohibited
8. Discipline used should be constructive and reflect UNC values. Corporal punishment is not
permitted.
9. Romantic relationships between students and University personnel are strictly prohibited.

Administrative Guidelines & Process
The conduct of investigation and reporting of cases of child abuse, exploitation, violence, or
discrimination, shall be done expeditiously, as prescribed by the Code of Discipline.
A complaint for child abuse, violence, exploitation, or discrimination shall be filed with the School Head
and shall be acted upon pursuant to the University's rules of procedures on administrative cases. The
penalty shall be that which is provided by the rules of the University, subject to the requirements of due
process.
Preventive Suspension
Any member of the educational community may be placed immediately under preventive suspension
during the pendency of the hearing of the charges of grave violence or abuse if the evidence of his/her
guilt is strong and the School Head is morally convinced that the continued stay of the accused during
the period of investigation constitutes a distraction to the normal operations of the University or poses a
risk or danger to the life of the accused himself/herself or the life and property of the other members of
the educational community.
The term “pose a danger to life and property” means that the employee need not literally pose a danger
to life or property, it is enough that his/her continued presence will cause a meaningful or real
disruption in the operation of the University.
It shall not be necessary for the University to first comply with the basics of due process for it to impose
preventive suspension.
Due Process & Confidentiality

No sanction shall be applied upon any erring member of the educational community except for cause
and after due process shall have been observed.
In violence or abuse cases, the alleged harasser must likewise be afforded as much confidentiality during
the process.
Sanctions Based on Classification of Offense

The penalty for violence or abuse cases may range from a written warning to a dismissal according to
the gravity of the offense.
The administrative case shall be without prejudice to any civil or criminal case that may be filed.

INSTITUTION POLICY ON DRUG FREE WORK PLACE
The University of Nueva Caceres is committed to providing its employees and students with a safe
working environment. Further, the Institution shall promote the wellbeing and health of its employees.
The Institution prohibits the use of illegal drugs.
Drug use and abuse represents a threat to the wellbeing of every employee and could cause damage to
the institution’s image and exposes it to risks and liability.
Every employee is expected to come to work free from the influence of drugs. (NAME OF INSTITUTION)
will not tolerate any involvement with drugs which adversely affect the workplace and the work
environment or put at risk the safety of employees, the students, or the institution’s good standing in
the community
Under the guidelines of Department of Labor and Employment Order no. 53-03, in support of Republic
Act No. 9165 (Dangerous Drugs Act of 2002), the University of Nueva Caceres is instituting this Drug
Free Workplace Policy.
Policy
The University of Nueva Caceres prohibits any employee from using, possessing, distributing,
purchasing or selling of illegal drugs or narcotics, inhalants, or any unlawful substances within or outside
the institution premises, whether or not they are on duty.
On top of corrective action, the institution shall turn over all materials including drug substances,
paraphernalia and records to proper government agencies for filing of appropriate charges pursuant to
R.A. 9165.
Anyone caught possessing or using illegal drugs or substances in institution premises shall be
terminated. Any employee found under the influence of drugs for the first time, per confirmatory test
result, shall not be permitted to work until such time that he submits himself to treatment, counseling
or rehabilitation and certified to have recovered from the ill-effect of drugs. Second time offenders shall
be dismissed.
Any employee showing just cause for suspicion to be under the influence of drugs shall be immediately
made to undergo drug screening/testing.
Pertinent corrective actions are outlined under the guidelines of this policy.
This policy applies to all employees of the University of Nueva Caceres, regardless of rank or status.
Definitions
Illegal drugs Drugs that are classified as illegal under Philippine Laws, specifically R.A. 9165,
examples of which are listed, but not limited to, below:
1. marijuana
2. shabu or metamphetamine hydrochloride
3. ecstacy pills

4. hallucinogens
5. depressants and stimulants not physician prescribed
Prescribed Drugs Drugs that are prescribed or administered by licensed physicians to patients
Random Drug Test Refers to an unannounced schedule of drug testing with each employee having
an equal chance of being selected for testing.
Screening Test A rapid test performed by a Drug Testing Center for purposes of establishing
potential or presumptive positive result and the type of drug used.
Confirmatory test An analytical test to validate and confirm the potential or presumptive positive
result of the Screening Test using a Gas Chromotography Mass
Spectrometry(GCMS) machine.
Class A Drug Testing Center

A DOH accredited drug testing center that has the capability to collect
samples, do drug screening and confirmatory testing.
Assessment Team The safety team who shall assess and coordinate with the proper government
agency for needed actions on any person under the influence of drugs.
Guidelines
Orientation
The University of Nueva Caceres shall conduct an orientation on the Drug Free Workplace Policy,
explaining its salient features, the legislative background, procedure and compliance requirements.
Drug Screening
1. Random Drug Test
a. An unannounced drug screen shall be conducted at schedules to be determined by
management.
b. The tests shall be conducted by a Department of Health accredited Class A drug screening center
or laboratory, which shall also take charge of gathering specimen from the employees.
c. The collection of samples shall be done within institution premises to ensure that employees are
not exposed to hazards or any inconvenience beyond what is reasonably needed to complete
the process.
d. Drug testing includes Screening and Confirmatory test. Confirmatory test is only applied when
an employee turns positive in the Screening.
e. Selection of employee for the Screening shall be done randomly. All employees, including
officers and managers, selected to undergo drug screening must submit themselves to such test.
f. Failure or refusal to do so shall be construed as willful disobedience and shall be just cause for
dismissal, as provided for in Art. 282 of the Labor Code.
g. The expenses for the drug screening and confirmatory tests shall be borne by the institution.
h. Subsequent expenses incurred by any employee, who turns out positive for drugs as ascertained
by a confirmatory test, shall be borne by the employee.
i. Outsourced employees/contractuals may be required to present results of their drug screenings,
but such shall be at the cost of their employers.

2. Suspicion Drug Test
The University reserves the right to require an employee to undergo drug testing if he shows
probable cause, such as the following:
a. Involvement in violent physical confrontation and/or giving grave threats (with incident report)
b. Involvement in work-related accidents or near-miss accidents (with incident report)
c. Habitual Absenteeism (to be determined by Assessment Committee)
d. Observed unusual/abnormal behavior;
Should any employee display probable cause, he may be included among those who shall undergo
random drug screening. His inclusion, however, shall no longer be considered random.
In case of suspicion drug test not coinciding with the periodic random drug screening, the employee
shall be accompanied to a DOH accredited Class A drug screening clinic by his immediate superior and a
representative of HR.
Formation of an Assessment Team

An assessment team for the purpose of this policy is formed and shall be composed of:
a. Human Resources
b. Accredited physician
c. Manager of the Department of the Offender.
Functions:
a. Coordinate all activities with regard to the conduct of drug screenings.
b. Liaise with the appropriate government agency(ies) to determine needed action with regard to
any employee found positive.
c. Recommend the mandatory drug testing of any employee under suspicion of drugs for any or all
reasons specified in this policy.
d. Recommend if employee is fit to work after rehabilitation.
Reporting and Additional Responsibilities

Any employee who witnesses a co-employee in possession of or is using illegal drugs or is involved in
any incident that may be drug related shall submit a written account through an incident report to the
head of the department of the employee involved. In addition, he may seek the help of the guard on
duty and any superior on duty in identifying and/or reporting the persons witnessed.
Any superior, whose subordinate is caught in possession of drugs or drug paraphernalia or even receives
from his subordinate an admission that he is a drug user, shall not send the employee home right after
the incident or discovery. He shall question and probe the employee in private and confiscate the
item(s) in front of a witness, and as much as possible a member of the assessment team. The first level
superior must either have the employee respond to a Notice to Explain immediately or have the witness
take notes or minutes of the inquiry and make the employee sign right after to certify accuracy and
truth of his statements. Any discussion must be confidential.
Incidents shall be reported immediately to the Assessment Team.

Right of the Employee Found Positive
1. The employee shall have the right to know of the result of his drug screening.
2. The institution shall authorize the immediate conduct of a confirmatory test, should any employee’s
specimen be found positive with drugs in the first drug screening.
3. An employee found under the influence of drugs, as ascertained by a confirmatory drug test, shall
not be permitted to work.
a. First time offenders shall be referred to the Dangerous Drug’s Board for further assessment
b. Second time offenders shall be dismissed from employment.
4. The referral shall solely be for first time offenders or those found to be a drug user or dependent for
the first time or who turn to the assessment team for assistance.
5. The employee shall comply with the DDB or the Council’s recommendation, be it treatment,
counseling or rehabilitation, as a prerequisite to continued employment.
6. Any expenses to be incurred after the screening and confirmatory tests as a result of recommended
action on an employee found to be under the influence of drugs shall be shouldered by the
employee.
7. The employee shall be given only six (6) months to recover from his condition. Should he recover
within six months, he shall be reinstated to his former position or its equivalent. His failure to
recover within the specified timeframe shall be ground for severance of his employment with the
institution.
8. Absences incurred during treatment shall be charged to leave. Any absences beyond leave credits
shall be counted as unpaid leave.
9. The employee shall be considered recovered and fit to be reinstated to work only upon presentation
of a certificate from the rehabilitation center or the DDB that he completed his treatment; that he is
fit to resume work, and no longer poses any danger to his co-employees and/or the workplace.
10. Contractual and Probationary employees do not enjoy the reinstatement clause of item 3. The
University shall interpret drug test failure on their part as a violation of the employment contract
and thus, failure to meet the employment requirement.
Use of Prescribed Drugs.

Prescribed drugs must be administered by a competent medical doctor. Any employee undergoing
prescribed medication must come forward and inform Human Resources of such. He must no longer
wait to be questioned, rather if he is being prescribed by his doctor to take medicine that may be
considered a controlled substance, he is duty bound to report and present pertinent supporting
documents, such as but not limited to, a valid medical certificate and a physician issued prescription. He
must obtain, too, a fit to work clearance from the University physician.
Pre-Employment Drug Testing.

An applicant must undergo drug screening within twenty-four (24) hours upon advice of Human
Resources and submit the result within the same day of taking the drug screening. Drug screening of
applicants shall be done at the drug test center selected by the University. Should the applicant fail to
comply, this will be construed as abandonment of his application.
The University has the right to turn down an applicant who turns positive in the screening test. Should
he appeal, he may submit himself to confirmatory testing in a DOH accredited drug testing center at his
cost.

Confidentiality Of Results
All documents connected with the drug testing performed shall be part of the employee’s medical
record and shall be treated as confidential.
Right To Inspect, Search Or Examine.

The University reserves the right to inspect, search, or examine all persons entering the institution
premises for possible possession of illegal drugs. Any person who refuses to submit to such search or
inspection shall be denied access to the premises.
If an employee refuses to be inspected, searched or examined, he shall be administratively dealt with.

Lockers, drawers and cabinets, though assigned to employees, are still deemed University property and
may be opened upon order, provided it is done in the presence of the person involved. In case a locker
or drawer is shared by more than one person, and an illegal substance or its paraphernalia is found
inside such locker or drawer, and ownership of such cannot be safely determined, both or all employees
to whom the locker or drawer is assigned shall be made to go through suspicion drug screening.
INSTITUTION POLICY ON SEXUAL HARASSMENT

For the purpose of the prosecution and resolution of, and imposition of sanctions in, sexual harassment
cases, the institution hereby adopts by reference the provisions of the Sexual Harassment Act of 1995
(Republic Act No. 7877) and its implementing rules, as the same may be amended from time to time.
Copy of the provisions of the Sexual Harassment Act of 1995 (Republic Act No. 7877) and its
implementing rules may be obtained from the HR Department. This is without prejudice to any rule or
regulation that the institution may issue from time to time on this matter.
Sexual harassment may be subtle and indirect or blatant or overt. This may be physical, verbal or visual
in nature, whether the employee is on or off duty. Forms of sexual harassment shall include but not
limited to the following:
• Persistently telling dirty or filthy jokes to a co-employee who has indicated that it is offensive;
• Taunting a co-employee with constant talk of sex and sexual innuendos;
• Displaying offensive pictures, MMS or publications in the workplace;
• Asking a co-employee intimate questions on his/her sexual activities;
• Making offensives hand or body gestures at a co-employee; staring or leering at a co-employee;
• Making obscene phone calls to a co-employee during and outside work hours;
• Pinching, unnecessarily brushing up against a co-employee’s body;
• Requesting for dates or favors for a job, favorable working conditions or assignment
• Touching a co-employee in sensitive parts of his/her body, threats of a sexual nature and actual
sexual assault
• Persistently inviting an employee after the employee has repeatedly declined or denied the
invitation
• Other similar act analogous to the foregoing

In addition, anyone 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 liable under this Code of Discipline.
The offended party should file an incident report to the Human Resources Manager or Human
Resources Director in cases involving sexual harassment. Incident reports shall be treated strictly
confidential. Any complaint concerning sexual harassment must be put in writing and may be filed
within three (3) years after the incident.
Resigned employees may file an incident report on sexual harassment addressed to the Human
Resources Manager or Human Resources Director, provided that the person being charged is still with
the Institution. Otherwise, the offended party may file a case in the proper courts.
Pursuant to Republic Act No. 7877, the institution shall create a Committee on Decorum and Discipline
to conduct the investigation of cases on sexual harassment. The composition of this Committee is
enumerated in Part 3, Rule 1, Section 2 of the University’s Rules and Regulations Implementing the Anti-
Sexual Harassment Act of 1995.
INTEGRATION CLAUSE AND RIGHT TO REVISE

This document supersedes all previous policies and procedures adopted by the University.
Management may from time to time issue new rules or policies or alterations to existing policies in the
form of memos. These memos will automatically form part of the Code of Discipline.

Code of Discipline 2018

Transféré par

Informations du document

Copyright

Formats disponibles

Partager ce document

Partager ou intégrer le document

Options de partage

Avez-vous trouvé ce document utile ?

Ce contenu est-il inapproprié ?

Droits d'auteur :

Formats disponibles

Code of Discipline 2018

Transféré par

Droits d'auteur :

Formats disponibles

Employees’

UNC CODE OF DISCIPLINE 2018 Page 2

The Aim of Corrective Discipline

UNC CODE OF DISCIPLINE 2018 Page 3

Institution University of Nueva Caceres

Employee Person of any rank, whether regular, probationary, project or

First Line Supervisor (FLS) The employee’s immediate superior.

University premises University-owned offices, grounds/premises, including service vehicles.

University time Period of time the employee is required or is deemed to be rendering

Corrective Action Report (CARE)

Committee on Decorum and Discipline

UNC CODE OF DISCIPLINE 2018 Page 4

The disciplinary conference is no longer necessary in cases of

UNC CODE OF DISCIPLINE 2018 Page 5

Two offenses in one incident

Treatment of a series of non-conformances

Financial restitution & corrective action

UNC CODE OF DISCIPLINE 2018 Page 6

UNC CODE OF DISCIPLINE 2018 Page 7

Step 2: Investigation, Inquiry and Validation

Step 3: Review prior to Decision

UNC CODE OF DISCIPLINE 2018 Page 8

Step 4: Enforcing the Corrective Action

Step 5: Motion for Reconsideration/Appeal

UNC CODE OF DISCIPLINE 2018 Page 9

Dismissal from employment

The Committee on Decorum and Discipline

UNC CODE OF DISCIPLINE 2018 Page 10

Reporting and Investigating an Incident or a Violation

Procedure in Reporting Incidents

UNC CODE OF DISCIPLINE 2018 Page 11

TYPE OF OFFENSES ACCORDING TO GRAVITY & CORRESPONDING CORRECTIVE ACTIONS

Factors Level 1 Level 2 Level 3

UNC CODE OF DISCIPLINE 2018 Page 12

TABLE OF OFFENSES AND CORRESPONDING SANCTION

UNC CODE OF DISCIPLINE 2018 Page 13

OFFENSE AGAINST INTEGRITY Level

UNC CODE OF DISCIPLINE 2018 Page 14

UNC CODE OF DISCIPLINE 2018 Page 15

OFFENSE AGAINST CONDUCT AND DECORUM Level

UNC CODE OF DISCIPLINE 2018 Page 16

OFFENSE AGAINST INFORMATION SECURITY Level

UNC CODE OF DISCIPLINE 2018 Page 17

OFFENSE AGAINST SANITATION & SAFETY, AND HEALTH Level

UNC CODE OF DISCIPLINE 2018 Page 18

UNC CODE OF DISCIPLINE 2018 Page 19

Duties Of School Personnel

Conduct of School Personnel

UNC CODE OF DISCIPLINE 2018 Page 20

Due Process & Confidentiality

Sanctions Based on Classification of Offense

UNC CODE OF DISCIPLINE 2018 Page 21

UNC CODE OF DISCIPLINE 2018 Page 22

Class A Drug Testing Center

UNC CODE OF DISCIPLINE 2018 Page 23

Formation of an Assessment Team

Reporting and Additional Responsibilities

Incidents shall be reported immediately to the Assessment Team.

UNC CODE OF DISCIPLINE 2018 Page 24

Use of Prescribed Drugs.

Pre-Employment Drug Testing.

UNC CODE OF DISCIPLINE 2018 Page 25

Right To Inspect, Search Or Examine.

If an employee refuses to be inspected, searched or examined, he shall be administratively dealt with.