1. What are the working hours under the Full Flexitime arrangement?

DepEd RO personnel under Full Flexitime must report for work between 7:00 AM and 9:00 AM, and complete eight (8) working hours by ending between 4:00 PM and 6:00 PM.

2. What happens if I arrive after 9:00 AM under Full Flexitime?

You will be considered tardy. Additionally, if you report between 7:00 AM and 9:00 AM but do not complete 8 hours, it will be considered undertime.

3. Are there different rules for flag ceremony days?

Yes. On flag ceremony days, Full Flexitime is limited to arrivals between 7:00 AM and 8:00 AM. Arrivals after 8:00 AM are considered tardy.

4. Are standard tardiness and undertime rules still in effect?

Yes, existing rules on tardiness and undertime apply to all work arrangements.

5. Is there a grace period under Fixed Flexitime?

Yes, a 15-minute grace period is allowed, regardless of frequency. However, late arrivals must be offset by extending the workday to complete 8 hours.

6. What are the working hours under the Work From Home (WFH) arrangement for medical/special cases?

WFH hours are from 8:00 AM to 5:00 PM. Employees must log time-in and time-out through an agreed communication method and document it in the Individual Daily Log and Accomplishment Report (IDLAR).

7. Are WFH employees entitled to overtime or compensatory time?

No, employees under WFH are not entitled to Overtime Pay or Compensatory Overtime Credit.

8. What should be included in the IDLAR?

The IDLAR must reflect time logs and daily accomplishments. Missing entries imply no work performed, resulting in an absence.

9. How is attendance recorded for WFH and On-site work?

• WFH: Through the FWAM website (fwam.depedmimaroparegion.ph) at the "Work From Home Daily Time Record" system.

• On-site: Via biometrics device.

10. Who assigns tasks for WFH employees?

The Head of the Functional Division or immediate supervisor assigns tasks based on their office deliverables.

11. What is the combination arrangement of Skeleton Workforce and WFH?

Personnel may work 1 day WFH (personnel may choose from Tuesday–Friday only) and 4 days on-site, with Head of Office approval.

12. How is employee distribution managed for on-site work?

Heads must ensure equal employee distribution and continuous office operations from 7:00 AM to 6:00 PM, Monday to Friday.

13. Where can I find IDLAR templates and materials?

Templates and guides are available under "Files and Templates" at the FWAM website. Upload completed IDLARs via "Upload IDLAR File".

14. Can I change my work schedule?

Yes.

• • For fixed schedules, changes may only occur after 6 months with a 30-day advance written request and Head of Office approval.

  • For other FWA types, schedule changes may occur monthly with submitted approval forms by the last Monday of the preceding month.

15. What happens if I don't submit an updated FWA Summary?

The current work arrangement remains in effect (status quo) if no updated summary is submitted.

16. What happens if I don’t submit my IDLAR while on Work From Home (WFH)?

Failure to submit the Individual Daily Log and Accomplishment Report (IDLAR) means there is no record of time and work performed, which will be considered as absence for that day. Submission of IDLAR is mandatory for all WFH days.

17. Where and when should I time in and out during Work From Home (WFH)?

During WFH, DepEd RO personnel must log their time-in and time-out from 8:00 AM to 5:00 PM using the official Work From Home Daily Time Record system at the FWAM website (fwam.depedmimaroparegion.ph)

They must also report these logs to their immediate supervisor via the agreed communication channel and reflect them in the IDLAR.

18. Where and when should I time in and out during on-site reporting?

During on-site reporting, personnel must log their attendance using the Biometrics device. Work hours must total eight (8) hours, generally falling between 7:00 AM and 6:00 PM, depending on their approved schedule or flexitime arrangement.

19. What if I fail to submit my IDLAR on the same day of my approved WFH schedule?

A: Failure to submit your IDLAR on the same day of your approved (WFH) schedule will result in your WFH day being considered absent. Please note that the IDLAR must be signed by the employee to be considered valid.

20. Does my daily submitted IDLAR need to be signed by the Chief?

A: Not necessarily, but it is highly recommended. While electronic submissions may not require the Chief's signature, the hard copy of IDLAR must be signed by the Chief or Immediate Head for documentation and validation purposes.

21. What if I am scheduled to be on a WFH arrangement but was asked to report on site?

A: In such cases, the WFH schedule shall be set aside, and the employee is expected to comply with the onsite reporting directive. Attendance must be recorded through the biometric system and no IDLAR shall be required.

22. What if I am on travel during my approved WFH schedule—can I move it to other dates?

A: No. Approved WFH schedules are fixed and cannot be moved or rescheduled to other dates. This also applies if your WFH schedule falls on a holiday.

23. What if I am sick and unable to render work during my WFH schedule?

The employee must notify their immediate supervisor and file an application for leave of absence.

24. Can I offset my late log-in during WFH?

No. The WFH schedule follows a fixed time of 8:00 AM to 5:00 PM. Late log-ins cannot be offset.

25. What time should I log out in the morning and log in in the afternoon during my WFH schedule?

Employees should log out for lunch and log back in between 12:00 PM to 1:00 PM during their WFH schedule.

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