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EMPLOYMENT STATUS - HOSPITAL

Employees of the institution fall into these categories.

1. CASUAL Employees those undergoing a 6-month probationary period of trial


and observation during which the hospital determines whether or not a
probationary appointment will be issued. During this period, the employee-
employer relationship may be terminated at any time by the hospital. This
appointment is renewable after six months.

2. PROBATIONARY Employees those issued appointments after having


undergone a period of six months as a casual employee. This appointment is
good for six months during which the administration reserves the right to
terminate employer-employee relationship at any time if it sufficiently appears
that he/she is not likely to become a satisfactory employee for the job.

TEACHING & NON-TEACHING PERSONNEL

The regular probationary period of faculty members is not more than six (6)
consecutive semesters.

For purposes of this provision, administration has its sole prerogative to reduce
the probationary period to four (4) consecutive semester of exemplary faculty
members for which he/she may be appointed a Permanent Faculty Member.

3. PERMANENT Employees those issued appointments after having undergone


casual and probationary appointment during which their fitness to become
permanent employees from the standpoint of experience, skill, physical
capability and education has been determined.

4. PART-TIME Employees those who work less than eight hours a day several
times a week. They are NOT entitled to any benefits. Part-time employees of one
year or more who transferred to full time employment will NOT be required to
serve one year casual and probationary period, thus they automatically become
Permanent employees.

5. RELIEVER or SUBSTITUTE Employees is a special contract of employment


entered into with employees for a fix period or to take the place of a regular or
permanent employee on leave, until the employee on leave returns to work.

6. CONTRACTUAL Employees this is to be treated on a case-to-case basis where


the institution is in need of a special skill in carrying out a special project/work,
the duration of the work depends on the need of the program and until such
time his/her services are needed for the completion of the project.

TERMS OF EMPLOYMENT
Each new employee MUST complete satisfactorily a year of Casual and Probationary
Period before he/she is considered for Permanent appointment. During the first year, the
employee may be terminated for valid cause/s, with or without prejudice, at the discretion of
the Administration. However, after satisfactorily completing the one year period and other
requirements hereunder stated, the employee becomes Permanent and shall be entitled to all
employees seniority and benefits.

PERMANENT employment will depend upon the results of evaluation and fitness for the
position.

A written confirmation of permanent appointment shall be given each employee by the


Administrator through the Human Resource Development (HRD) Office.

RENEWAL OF CONTRACT OF EMPLOYMENT


Renewal of contract of employment of employees on probationary status may be given
after favorable recommendation of the Department Head and immediate supervisor. The
recommendation must be supported by the Performance Evaluation result.

CASUAL TO PROBATIONARY

An evaluation of the casual employee using the BHCI Employees Performance


Evaluation form on the 3rd month by the panel composed of the following:

Immediate Supervisor / Department Head

A senior staff

HRD Senior Staff


Results of the evaluation are conveyed to the concerned employee in a brief meeting
called by HRD Director.
A second evaluation shall be conducted by the same panel on the 5th month using the
same evaluation form.

Positive result Employee is informed about the lateral transfer of employment status
from Casual to Probationary. A contract may be entered into on the 6 th month unless found
unsatisfactory during the remainder month.

Negative result Employment contract is ended or employment shall be terminated on


the 5th month. Employee is notified of these results by the HRD Director.

PROBATIONARY TO PERMANENT

An evaluation of the probationary employee using the BHCI Employees Performance


Evaluation form on the 3rd month by the panel composed of the following:

Immediate Supervisor / Department Head

A Senior Staff

HRD Senior Staff


Results of the evaluation are conveyed to the concerned employee in a brief meeting called by
HRD Director.

A second evaluation shall be conducted by the same panel on the 5 th month using the
same evaluation form.

Positive result Employee is informed about the lateral transfer of status from
Probationary to Permanent with the accompanying benefits and responsibilities. The Job
summary and responsibilities are handed to the employee for review and subsequent
conformity. A written confirmation of permanent appointment shall be issued by the
Administrator through the Human Resource Development (HRD) Office.

Negative result - Employment contract is ended or employment shall be terminated on


the 5th month. Employee is notified of these results by the HRD Director.

SEPARATION FROM THE INSTITUTION

Termination of employment maybe due to:

1. Resignation
An employee who wishes to resign should discuss the reason/s for termination with his
Department Head. Notification of Termination/resignation letter is to be given as follows:
Professional Personnel 1 month
Department Head 3 months
In this way, the Department Heads may have the opportunity to secure a replacement.
Failure to comply with the foregoing requirements may result in the forfeiture of any benefit or
pay.

2. Retirement
An employee may retire at the age of sixty (60) years old or older. Based on the New
Retirement Law or RA#7641, optional retirement is at sixty-five (65) years old.
Retired employees may continue to be employed but only a part-time basis and at the
discretion of the administration. Extension of services of retire employees shall not exceed
more than five (5) years.

3. Discharge
Employee who failed to successfully pass the Casual and Probationary period may be
discharged at any time with notice. Every effort will be made to help the employee adjust
himself at his work. Should the employees work be considered unsatisfactory during the first
three months of employment, the administration has the right to discontinue his services upon
formal notification.

Employees who are to be discharged are given at least three (3) warnings before being
discharged. Warnings are given in an attempt to have the employee meet the job requirements
and to prevent discharge. Department Heads are encouraged to discuss unsatisfactory
performance with the personnel as early as possible so that the employee will have the benefit
of counseling and every opportunity to become satisfactory.

Suspension may be given in place of discharge when the Department Head considers it
appropriate with the approval of the Administrator upon the recommendation of the Human
Resource Development Officer (HRD). Suspension places the employee on leave without pay for
a specific time.

Employees who have given enough time to improve after several and repeated warnings
but has committed gross violations of conduct and rules may be dismissed.

An employee may be discharged for just cause after due process except in cases of
retirement or in case of financial exigencies or crisis.

PROCEDURE FOR FILING OF RESIGNATION


1. Notice of resignation shall be made in writing and submitted to the HRD Office with
favorable endorsement from the Department Head.
2. Upon effectivity of the resignation, the employee shall obtain clearance using the
prescribed form.
3. Acceptance of resignation may be furnished to the employee.
4. The last salary, 13th month pay and other benefits due to the employee, will be given
upon submission of the clearance.