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(ADMINISTRATIVE) POLICIES AND GUIDELINES FOR LAY CHURCH WORKERS AND
PERSONNEL IN THE DIOCESE OF MARBEL
Introduction
Lay Church Workers and Personnel
Definition
Classification of Parish Workers
General Policy on Recruitment
Requirements
Qualifications
Religious Qualifications
Educational Qualifications (for Office Lay Personnel only)
Emotional Qualifications
Disqualifications
Procedures in Recruitment, Selection and Hiring
General
Policy on Termination of Employment
1.
3.1.
Layoff
2.
3.2. Resignation and its Requirements
3.
3.3. Retirement
4.
3.4. Expiration of Contract of Employment
5.
3.5. Dismissal
6.
3.5.1. Standard of Due Process
7.
3.5.2. Termination of Employment When Hearing (Procedural Due Process)
Is Not Required
8.
3.5.3. Notice of Termination
9.
3.5.4. How is Termination Pay Computed and Paid?
10.
Section 4: Office Lay Personnel
11.
4.1. Employment Record Retention
12.
4.1.1. Personnel Files
13.
4.1.2. Personnel Data Changes
14.
4.1.3. Non Disclosure / Confidentiality
15.
4.2
Probationary Employment Period
16.
4.2. Regular Employment
17.
4.3. Regular
Status of Rehired Retired Employee
18.
4.4.Qualifications, Duties and Responsibilities
19.
4.5. General Policies for Office Personnel
20.
4.5.1. Attendance and Punctuality
21.
4.5.2. Tardiness
22.
4.5.3. Daily Time Record (DTR)
23.
4.5.4. Working Hours
24.
4.5.4.1.
Normal Hours of Work
25.
4.5.4.2. Meal Periods
26.
4.5.4.3. Weekly Rest Periods
27.
4.5.4.4. Overtime not to Offset by Under time
28.
4.5.5. Absences
29.
4.5.6. Under time
30.
4.5.7. Attendance at Retreats, Seminars, Conferences and Diocesan and
Parish Activities
31.
4.5.8. Attire and Grooming
32.
4.5.9. Housekeeping
33.
4.5.10. Election and Candidacy
34.
4.5.11. Membership in Organizations
35.
4.5.12. Parish Property
36.
4.5.13. Field Trips
37.
4.5.14. Familiarity with Policies
38.
4.5.15. Conflict of Interest
39.
4.5.16. Peddling in Offices
40.
4.6 Other Offenses and penalties
41.
4.7 Performance Evaluation
42.
Section 5: Salary
43.
5.1.
Payment to Employee only
44.
5.2. Frequency of Payment
45.
5.3. Compensation
46.
5.3.1. Full-time and Part-time Office Personnel
47.
5.3.2. Preparation of Payroll
48.
5.4. Salary Increase
49.
5.5. Salary Deduction
50.
5.5.1. Deductions and Deposit for Loss or Damage
51.
5.5.2. Withholding of Wages
52.
5.5.3. Deductions to Ensure Employment
53.
5.5.4. Deduction as a Retaliatory Measure
54.
5.6. Statutory Minimum Wage
55.
5.7. Salary Computation
56.
Section 6: Fringe Benefits and Other Privileges
57.
6.1. State-Mandated/Legally Required Benefits
58.
6.1.1. Social Security
59.
6.1.2. Employee’s Compensation
60.
6.1.3. Thirteenth (13th) Month Pay
61.
6.1.4. Retirement Benefits
62.
6.1.5. PAG-IBIG Fund Benefits
63.
6.1.6..Sickness/Medical Care program (Philhealth)
64.
6.1.7. Paternity Leave
65.
6.1.8. Separation pay
66.
6.1.9. Holiday Pay
67.
6.1.10. Maternity Leave/Benefits
68.
6.1.11. Service Incentive Leave (SIL)
69.
6.2. Diocese/Parish-Sponsored Benefits
70.
6.2.1. Hospital, Medical and Disability Insurance
71.
6.2.2. Personal Services Benefits
72.
6.2.3. Job-related Benefits
73.
6.2.4. Birthday Leave
74.
6.2.5. Marital Leave
75.
6.2.6. Bereavement Leave
76.
6.2.7. Sick Leave
77.
6.2.8. Emergency Loan
78.
6.2.9. Salary Advances
79.
6.2.10. Field Trips/Retreats/Recollections
80.
6.2.11. Honorarium Advances (Program Coordinators)
81.
6.2.12. Lay Church Workers Welfare Program
82.
6.2.13. Death Aid
83.
6.2.14. Non-Financial Incentives
84.
Section 7: Grievances and Complaints
85.
7.1. Grievance Machinery and Procedure
86.
Section 8:
Employee Performance Appraisal
87.
8.1. Objectives of Performance Appraisal
88.
8.2. Who Should Evaluate or Rate Lay Personnel
89.
8.3. Feedback or Appraisal Interview
90.
8.4. How to Insure that the Appraisal Interview Leads to Improved
Performance
91.
8.5. Sample Appraisal Form
92.
APPENDICES
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