This module outlines the essential rules and regulations that employees are expected to adhere to. It covers policies related to dress code, professional conduct, attendance, and work schedules, ensuring alignment with the university’s standards. These guidelines are in full compliance with the Civil Service Commission (CSC) regulations and the UP Code, providing a framework for maintaining professionalism and accountability within UPLB.
This module covers the UPLB Civil Servant Guide, outlining the expectations and responsibilities of employees in the university. It includes guidelines on proper conduct, professional behavior, and the prescribed dress code to maintain a respectful and efficient work environment.
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Under the rules of the Civil Service Commission (CSC) of the Philippines, government employees are expected to adhere to a set of standards and ethical guidelines to ensure efficiency, integrity, and professionalism in public service. These expectations are based on the Administrative Code of 1987, Republic Act No. 6713 (Code of Conduct and Ethical Standards for Public Officials and Employees), and CSC Memorandum Circulars.
Core competencies serve as the guiding principles that define how staff and faculty are expected to perform their roles and interact within the workplace. These competencies are critical in supporting the university’s mission and in fostering a productive, ethical, and service-oriented environment.
In accordance with CSC Memorandum Circular No. 16, s. 2024, UPLB employees are expected to adhere to the following dress code guidelines:
1. Official Attire:
Monday:
First Monday of the Month: ASEAN-inspired attire/accessories.
Second to Fourth Mondays: Filipiniana-inspired attire.
Tuesday to Friday:
Agency-prescribed office uniform.
Days without Agency-Prescribed Uniform:
Smart casual attire, which includes:
Tops: Polo shirts, blouses with collars, button-down shirts, blazers, or jackets.
Bottoms: Skirts (not shorter than one inch above the knee), slacks, or well-fitting jeans (non-ripped).
Footwear: Leather or rubber shoes, or any appropriate enclosed shoes.
2. Identification:
The Anti-Red Tape Act (ARTA) Identification Card (ID) is part of the official uniform and must be worn during office hours or official duties.
3. Gender Expression and Inclusivity:
Employees may wear attire that aligns with their gender identity and expression.
Transgender employees are allowed to dress consistent with their preferred gender expression.
Cisgender women have the option to wear skirts or pants, based on comfort.
4. Grooming and Accessories:
Grooming requirements, including hairstyle, haircut, or hair color, should only be prescribed when legitimately required for the job (e.g., safety, professionalism, uniformity, branding, or client preferences).
Accessories such as headbands, turbans, necklaces, scarves, coats, and vests are permitted.
Growing of beards and mustaches, as well as the wearing of tattoos and facial/body piercings, are subject to internal agency rules and regulations.
5. Prohibited Attire:
The following are not allowed when performing official functions within the workplace or during virtual meetings:
Collarless T-shirts.
Blouses with over-plunging necklines.
Backless tops or tops with plunged backs.
Sleeveless tops.
See-through, gauzy, transparent, or net-like clothing.
Sando, tank tops, tube tops, halters, and strapless or spaghetti-strap blouses (unless worn as undershirts).
Leggings, above-the-knee skirts, walking shorts, cycling shorts, and jogging pants (unless worn during official physical activities).
Ripped jeans.
Short pants.
Sandals, slippers, and slip-ons exposing the toes.
Excessive jewelry (except during special occasions or official celebrations).
Heavy or theatrical makeup (except for those engaged in performing arts).
Other clothing or accessories deemed inappropriate for official duties.
6. Exemptions:
Exemptions to the dress code may be granted under the following circumstances:
Nature of work requires different attire (e.g., uniformed personnel (SSO), medical staff, (UHS staff) fieldwork).
Religious affiliations or practices necessitate specific clothing.
Physical disabilities or legitimate health reasons.
Pregnancy.
Mourning due to the death of a family member.
Emergency situations, rehabilitation efforts after disasters, or inclement weather.
All UPLB employees are expected to uphold the highest standards of ethical behavior and professional integrity as mandated by the Civil Service Commission. The following principles and responsibilities guide employee conduct: (Administrative Code of 1987, Republic Act No. 6713 - Code of Conduct and Ethical Standards for Public Officials and Employees and CSC Memorandum Circulars)
The Ten Norms of Conduct are the core ethical standards that public officials and employees in the Philippines must follow, as mandated by Republic Act No. 6713 (Code of Conduct and Ethical Standards for Public Officials and Employees). These norms guide how government workers should behave to ensure integrity, accountability, and professionalism in public service.
Ten Norms of Conduct
Commitment to Public Interest
Serve with utmost responsibility, integrity, and loyalty; avoid conflicts of interest and misuse of resources.
Professionalism
Perform duties with competence, efficiency, and excellence. Adhere to organizational policies and standards.
Justness and Sincerity
Be honest and fair in official acts. Provide services without discrimination.
Political Neutrality
Avoid partisan political activity during office hours or using government resources for political ends.
Responsiveness to the Public
Provide timely, courteous, and adequate services to the public.
Nationalism and Patriotism
Demonstrate love for the country and loyalty to the Constitution.
Commitment to Democracy
Uphold democratic values and lawful processes.
Simple Living
Live modestly; avoid extravagance and ostentation.
Integrity
Act with honesty and avoid corruption.
Discipline and Orderliness (from Civil Service rules)
Maintain proper decorum, obey lawful orders, and observe workplace discipline.
Consistent and punctual attendance is a fundamental expectation for all UPLB employees. Adherence to attendance policies ensures the efficient delivery of public services and upholds the integrity of the civil service.
Authorized Absences: Absences must be covered by approved leave applications submitted in accordance with UPLB's leave policies.
Unauthorized Absences: Failure to report for work without an approved leave is considered an unauthorized absence and may lead to disciplinary action.
Habitual Absenteeism: As per CSC Memorandum Circular No. 4, s. 1991, an employee is deemed habitually absent if they incur unauthorized absences exceeding 2.5 days monthly for at least three months within a semester or three consecutive months within the year.
Absence Without Official Leave (AWOL): An employee who is continuously absent without approved leave for at least thirty (30) working days shall be considered on AWOL status and may be separated from service without prior notice. Furthermore, if an employee exhibits a pattern of substantial absences less than thirty (30) working days to circumvent the rules, dropping from the rolls without notice may also be justified.
Attendance Documentation
Administrative Staff: Must regularly submit a Daily Time Record (DTR). This aligns with CSC rules that require daily logging of official work hours for staff on structured schedules (e.g., CSC MC No. 47, s. 1993)
REPS and Faculty: REPS (Research, Extension, and Professional Staff) and faculty—whose work often doesn't follow fixed hours—submit a Certificate of Service (CoS) instead of a DTR. According to the UPD Faculty-REPS Manual (Chapter III).
UPLB adheres to the Civil Service Commission's (CSC) guidelines, specifically Section 5, Rule XVII of the Omnibus Rules Implementing Book V of Executive Order No. 292, which mandates that government officials and employees render not less than eight (8) hours of work a day for five (5) days a week, or a total of forty (40) hours a week, exclusive of time for lunch.
Standard Office Hours: 8:00 AM to 5:00 PM, Monday to Friday, with a one-hour lunch break.
Timekeeping: Employees are required to log their attendance using the official timekeeping system.
🎯 Time to Show What You’ve Learned!
You’ve reached the end of the module, great job! Now it’s time for the Post-Test. This quick check will help you see how much you’ve learned along the way. No grades, no pressure, just a chance to reflect on your progress and celebrate how far you’ve come!
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Module 4: Appointment and First Salary Requirement
