ILOILO - 1 ELECTRIC COOPERATIVE, INC.

ILECO - 1
TIGBAUAN, ILOILO

CODE ON EMPLOYEE
DISCIPLINE

“Efficient Service for a Responsible Membership”

 TABLE OF CONTENTS

Section Title Page

1 Policy ……………………………………

2 Title …………………………………………

3 Definitions ………………………………

4 Attendance and Punctuality ………

5 Performance of Duty …………………

6 Conduct and Behavior ……………….

7 Honesty and Integrity …………………

8 Insubordination ………………………………………

9 Confidentiality of Work and Information ………

10 Conflict of Interest …………………………………………

11 Sick Leave …………………………………………………………

12 Use of Coop Property …………………………………………

13 Safety, Health & Sanitation …………………………………

14 Resignation …………………………………………………………….

15 Successive or Multiple Violations ………………………………

16 Administrative Procedure and Application of Penalties ……

17 Other Matters Affecting Application of Penalties …………

18 The Committee on Investigation and Appeals ………………

19 Administration and Amendment ………………………………

20 Effectivity Clause ………………………………………………………

 ILOILO I ELECTRIC COOPERATIVE, INC.
Tigbauan , Iloilo

CODE ON EMPLOYEE DISCIPLINE

Section 1. Title. These rules and regulations shall be known as the Code of Employee
Discipline.

Section 2. Policy. The Co-op considers the maintenance of employee discipline as a

matter of fundamental importance. For the effective implementation of this policy, all
coop employees shall adhere to the following rules and regulations. Violations thereto
shall constrain management to implement the corresponding disciplinary action and will
subject the employees to the penalty prescribed in the “Schedule of Penalty” of this
Code.

2.1. Any and all acts violating and/or constituting a violation of this Code will be
considered as violation and liable to disciplinary action.

2.2. Ignorance of the policies declared in this Code as well as notices or memoranda
that may be promulgated in the future shall not justify an employee from non-
observance nor from the disciplinary action to be imposed thereon.

2.3. All disciplinary actions shall be imposed following the process provided in this code
or in a manner which is just, expeditious and acceptable to the parties concerned.

2.4. Administration of disciplinary action on erring employees shall not bar the Co-
op from filing appropriate civil and/or criminal action(s) against the erring employee, in
accordance with the applicable laws and rules of the Republic of the Philippines.

2.5. In case where the acts or omissions committed violate more than one provision
of this Code, these shall be dealt with separately.

2.6. The Cooperative adopts a “no-spouse policy”. No applicant may be hired if he/she
is married to an employee of the Cooperative. In the event, a current employee
contracts marriage with a fellow employee, one of them must resign.

2.7. The task of ensuring that this Code will be understood and religiously complied
with is collectively entrusted to both the Human Resource Office and the Department
or Division where the employee is affiliated.

2.7.1. Human Resource Office will be responsible for the following:

a. Making sure that suitable measures are continuously taken to educate all
employees on the policies of this Code;

b. Making sure that suitable measures are continuously taken to insure that
the policies of this Code are updated and consistent with the requirements of
all operating units;

c. Making sure that suitable control measures are established to assist in the
progress of the implementation of corrective actions, to assist erring
employees and to continuously forewarn department and division heads on
the negative standing, if any, of employees under them; and
 d. Preparing all documents and reports as may be needed to efficiently
implement provisions of this Code.

2.7.2. All managers or supervisors of each department or division shall be responsible

for:

a. Administering the policies made known in this Code, including the

enforcement of disciplinary actions to erring employees;

b. Facilitating in the resolution or settlement of any grievance that may come

to light relating to this Code; and

c. Preparing and submitting to HRD the required reports and documentations on

cases investigated and/or disciplinary actions meted out for proper recording
and control.

Section 3. Definitions. The following words and phrases, as used in this Code, shall have
the meaning indicated, unless a different one is plainly denoted in the text.

3.1 CO-OP means the Iloilo 1 Electric Cooperative, Inc.

3.2 EMPLOYEE means all persons, including contractual or temporary and probationary
employees, under the employ and in active payroll of the Co-op.

3.3 EMERGENCY CASES means the unforeseen circumstance such as fire, typhoon,
earthquake, sickness, giving birth, death or any accident involving either the employee
personally or immediate members of his family which shall include the lawful spouse,
children and parents.

3.4 COMPANY PREMISES mean all landholdings and buildings, power stations and sub-
stations and all other properties owned or rented/leased by the Co-op. It also covers the
working area occupied by employees assigned on the field.

3.5 PROFANE LANGUAGE means words, phrases, or signs uttered or done with malice,
irreverence or contempt.

3.6 PORNOGRAPHIC/SMUTTY MATERIALS means any obscene or licentious film,

drawing, cutout, writing, picture and the like.

3.7 NARCOTICS mean drugs that produce a condition of insensibility and melancholy
dullness of mind with delusions and may be habit forming. Included among these drugs
are opium, cocaine, alphas and beta cocaine, Indian hemp, marijuana, hashish,
methamphetamine, their derivatives and all preparations made from them or any of
them, and such other drugs, whether natural or synthetic, having physiological actions
as a narcotic drug.

3.8 PENALTIES

3.8.1 REPRIMAND is a written memorandum to the erring employee/worker for

commission of a simple offense or an offense committed for the first time as
provided under this Code.

3.8.2 SUSPENSION is a temporary physical detachment from the service. The

suspended employee shall not earn any salary/wage during the period, including
 benefits, such as vacation and sick leave accruals, bonus or gratuity pay accruals,
etc.

3.8.3 DISMISSAL is a dishonorable separation from the service. A dismissed

employee loses his accrued sick/vacation and other leave credits. He shall also
lose his right to separation pay as he is discharged for a cause.

3.9 PREVENTIVE SUSPENSION is on the spot suspension prior to and/or during an

investigation, where the employee’s continued service may jeopardize efficient Co-op
services or would pose a serious imminent threat or danger to life of his co-employees
or of his employer or to Co-op property. Rule XIV, Sec. 3&4, of the Labor Code shall
apply on preventive suspension.

3.10 LEGEND
R = Reprimand
1-DS = 1-Day Suspension
3-DS = 3-Day Suspension
5-DS = 5-Day Suspension
10-DS = 10-Day Suspension
15-DS = 15-Day Suspension
D = Dismissal

3.11 DAY means a day of work for eight (8) hours or its equivalent for those not working
on a day shift within one (1) twenty-four (24) consecutive hours.

3.12 USURIOUS LOAN shall mean interest in excess of 30 per centum per annum.

Section 4. ATTENDANCE & PUNCTUALITY

4.1 Every employee is required to perform his duties in the Co-op regularly and
punctually. He shall follow the official time set for his shift in reporting and leaving for
work.

NATURE OF OFFENSES REMEDIAL PENALTY FOR EACH OFFENSE

VIOLATIONS WITHIN A 12-MONTH PERIOD
4.2 The following acts shall constitute FIRST SECOND THIRD FOURTH
violation of this section:
4.2.1 Tardiness for six (6) times, or an
accumulated tardiness of one hundred
twenty (120) minutes, whichever
comes first, within any 30-day period
shall constitute habitual or excessive R 3DS 5-DS 10-DS
tardiness and shall be considered as a
single and separate violation. Tardiness
shall be counted from 8:20 a.m. and
1:20 p.m.
4.2.2 Unauthorized and unexcused
absences (AWOL) from work for two (2)
R 5-DS 10-DS 15-DS
but not more than six (6) consecutive
working days.
4.2.3 Unauthorized and unexcused
absences from work which exceed six
30DS D
(6) consecutive working days shall
constitute abandonment of work.
4.2.4 Leaving work assignment/area R 3-DS 5-DS 10-DS
earlier than official time set, despite
prior denial or request to incur
undertime, unless the act shall be for a
valid reason other than that for which
the request was denied.

Section 5. Performance of Duty

5.1 Every employee shall perform his

duties and any other work assigned to
him with diligence and shall strive to
meet the work standards set by the Co-
op.
5.2 The following shall constitute
neglect of duty which is tantamount to
incompetence and inefficiency:
5.2.1 Loafing or loitering around the
Co-op premises, engaging in
unnecessary conversation with other
employees during office hours, or Reprimand to suspension, depending on the
leaving work assignment temporarily prejudice caused to the Coop as a result of the
without permission from the superior. commission of the offense.
(Established practices such as coffee
breaks, lunch periods, etc. are excluded
from this rule.)
5.2.2 Sleeping while on duty.
5.2.2.1 When as a result of the offense,
no actual danger on the safety of R 3-DS 5-DS 10-DS
persons or property existed.
5.2.2.2 When as a result of the offense,
actual danger on the safety of persons 3-DS 5-DS 10-DS D
or Co-op property existed.
5.2.3 Reading newspapers, magazines,
books, other literature not in
connection with the employee’s work,
surfing social media account(s) during
working hours, or performing work
personal in nature during working time,
R 3-DS 5-DS 10-DS
including unauthorized participation in
activities which are outside of regular
assigned duties or specific instructions
related to his work, during office hours
and/or within coop premises.

5.2.4 Failure to wear Co-op ID and

uniform or wearing altered, R 3-DS 5-DS 10-DS
deformed or mutilated uniform
5.2.5 Giving a Co-op ID or identification
material to any person not entitled to
it, or assisting non-employees to enter
R 3-DS 5-DS 10-DS
the company premises and restricted
areas without company’s permission.
5.2.6 Unnecessary delay or failure to
comply with the official orders of Co-op
Reprimand to dismissal, depending on the
supervisors, Co-op memoranda and/or
gravity of the offense.
regular assigned duties or specific
instructions related to his work.
5.2.7 Knowingly furnishing false,
misleading or grossly inaccurate data or
information to persons duly authorized
to receive the same, arising out of the Reprimand to dismissal, depending on the
employee’s neglect or failure to gravity of the offense.
discharge his duty to make proper
research investigation or verification,
which act causes prejudice to the coop.
5.2.8 Losing or misplacing Co-op
records and documents due to Reprimand to suspension, depending on the
negligence which causes prejudice to gravity of the offense.
the Co-op.
5.2.9 Frequently entertaining visitors
during working time for personal
business or making personal telephone R 3-DS 5-DS 10-DS
calls (except when a personal
telephone call is emergency in nature)
5.2.10 Failure to submit within the
required period and without justifiable
reason, Co-op requirements for
employment, such as but not limited to Dismissal or withdrawal of Appointment.
police clearance, SSS number, academic
credentials, within the prescribed
period.
5.2.10.1 Failure to inform the Personnel
Office within thirty (30) days of any
R 1-DS 3-DS 5-DS
change in civil status, address and of
additional dependents.
5.2.11 Failure to work overtime,
without any valid reason after
R 5-DS 10-DS 15-DS
signifying willingness to perform
authorized overtime work.
5.2.12 Unexcused failure to display or
present the identification card for two
(2) times with the period of thirty (30)
R 1-DS 3-DS 5-DS
calendar days (any 30-day period) shall
constitute a single and separate
violation.
5.2.13 Failure on the part of a
managerial employee or supervisor to
disseminate to employees over whom
R 3-DS 5-DS 10-DS
he exercises supervision, Co-op
policies, work rules, work procedures
and the like.
5.2.14 Failure on the part of a R 3-DS 5-DS 10-DS
managerial employee or supervisor
who has knowledge of any violation of
this Code and of other Co-op work rules
to take steps to report and/or prevent
repetition of the same.
5.2.15 Unauthorized actions clearly in
excess of one’s authority such as but
not limited to, acts of disbursing,
releasing or authorizing disbursement
Suspension to Dismissal, depending on the
of company funds without written
gravity of the offense.
authority by one’s superior or similar
acts that go beyond or outside his
authority or responsibility, where the
interest of the company is prejudiced.
5.2.16 Persuading, inducing or
influencing another employee to
perform an act constituting a violation
of this Code or other existing rules and
regulations or policies on an office in
connection with the duty or function
Suspension to Dismissal, depending on the
of the latter allowing himself to be
gravity of the offense.
persuaded, induced, or influenced to
commit such violation or offense.
Penalty for the violation committed
shall likewise be imposed on the
person who employed persuasion,
inducement or influence.
5.2.17 Creating or contributing to
unsanitary, unsafe or hazardous Reprimand to Suspension, depending on the
conditions within the working premises gravity of the offense.
or while performing work.
5.2.18 Violation or failure to follow a Reprimand to Suspension, depending on the
general safety rule or practice. gravity of the offense.
5.2.19 Operating or tampering
switches, controls, installations, or Reprimand to Suspension, depending on the
other machinery or equipment without gravity of the offense.
authorization.
5.2.20 Other acts of negligence or
carelessness committed during working
time or within Co-op premises resulting From 3-Day Suspension to Dismissal, depending
in personal injury or damage to on the damage or harm inflicted upon another
property belonging to the Co-op or to person or the Co-op.
third parties, or otherwise causing
losses to be incurred by the Co-op.
5.2.21 Any other act which constitutes
gross and habitual neglect by the
Dismissal
employee of his duties and
responsibilities.

Section 6. CONDUCT & BEHAVIOR

6.1 Every employee shall conduct

himself in a manner consistent with
office decorum and good discipline.
6.2 The following acts shall constitute
violation of this section:
6.2.1 Fighting, provoking or instigating Reprimand to Dismissal, depending on the
another employee/s to engage in a gravity of the offense.
fight, within the Co-op premises or
during office hours.
6.2.2 Inciting or provoking a fight under
Reprimand to Suspension, depending on the
the circumstances described in 6.2.1.
gravity of the offense.
where a fight does not actually occur.
6.2.3 Assaulting, inflicting or attempting
to inflict bodily harm or injury to Reprimand to Dismissal, depending on the
another person in any form within the gravity of the offense.
Co-op premises or during working time.
6.2.4 Unauthorized possession and
carrying of firearms, explosives or other
DISMISSAL
deadly weapon while on Co-op
premises or while performing work.
6.2.5 On working time, or within Co-op
premises, engaging in horseplay, or Reprimand to Dismissal, depending on the
using abusive, threatening or profane gravity of the offense.
language.
6.2.6 Threatening, coercing or
intimidating fellow employee or
supervisor or Co-op officers whether in R 3-DS 5-DS 10-DS
person or through any electronic
means or social media account(s).
6.2.7 Intriguing against a co-employee
which tends to cast dishonor, discredit
or contempt upon the latter or Co-op
5-DS 10-DS 15-DS D
officers whether in person or through
any electronic means or social media
account(s).
6.2.8 Intentionally creating false or
malicious statements or planting
evidence against another employee,
unduly imputing a crime or the
Reprimand to dismissal, depending on the
commission of an offense under this
gravity of the offense.
Code against the latter or Co-op officers
whether in person or through any
electronic means or social media
account(s).
6.2.9 Insult, use of foul language,
disrespect or discourtesy towards
member-consumers, co-employees and Reprimand to dismissal, depending on the
Co-op officers whether in person or gravity of the offense.
through any electronic means or social
media account(s).
6.2.10 Engaging in any conduct that
violates common decency and morality
within Co-op or work premises,
regardless of whether or not
committed during working time, Reprimand to dismissal, depending on the
including exhibition or distribution of gravity of the offense.
pornographic materials or persistently
telling smutty jokes that are found
offensive by others within Co-op or
work premises.
6.2.11 Entering any identified restricted R 3-DS 15-DS D
area so designed by the management
without prior authorization from the
person in authority
6.2.12 Engaging in usurious loan
transactions with any co- 3-DS 10-DS 15-DS D
employee/official of the Co-op.
6.2.13 Selling anything during working
time or on Co-op premises without
R 3-DS 15-DS 10-DS
prior authorization from the
management except during break time.
6.2.14 Any conviction under the Penal
Code of the Philippines for crime
committed outside of Co-op premises,
during or outside office hours, involving DISMISSAL
a penalty of prison correctional or
imprisonment of 6 months and 1 day to
6 years.
6.2.15 Gambling, betting, conducting
lotteries or other similar acts prohibited
5-DS 10-DS 15-DS D
by law during working time or within
Co-op premises.
6.2.16 Willful and unlawful holding
back, slowing down, hindering or From 13-Day suspension to Dismissal, depending
limiting work output or inducing or on the prejudice caused to the Co-op as a result
encouraging fellow employees to do of the commission of the offense.
the same.
6.2.17 Any and all acts of constituting
sexual harassment and/or any motives
committed against co-employees
regardless of position, rank, gender or DISMISSAL
sexual preference. The following acts,
but not limited to, are considered as a
violation of this provision:

a. Persistently telling smutty jokes

to a co-employee who has indicated
that he/she finds them offensive;

b. Taunting a co-employee with

constant talk of sex or sexual
innuendoes;

c. Displaying offensive pictures or

publications in the work place;

d. Asking co-employee intimate

questions on his/her sexual activities;

e. Making offensive hand or body

gestures at a co-employee;

f. Making obscene phone calls to a

co-employee during and outside work
hours, etc.;

g. Pinching , unnecessarily brushing

up against a co-employee’s body

h. Requesting f o r d a t e s o r
favors in exchange for a job,
favorable working
c o n d i ti o n s o r assignments, etc.;

i. Touching a co-employee in
sensitive parts of his/her body to
threats of a sexual nature and actual
sexual assault;

j. Directing or inducing 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
these rules. Penalty shall likewise
be imposed on the person who
employed inducement or cooperated;

k. Any other immoral act by the

employee either by himself or with
another person, committed within
company property or premises or
work sites or during Co-op activities.

6.2.18 Attempt to commit or

committing any crime against chastity
while in company premises or at job
sites.

Section 7. HONESTY & INTEGRITY

7.1 Every Co-op employee must uphold

honesty and high level of integrity.
7.2 The following acts shall constitute
violation of this section:
7.2.1 Misappropriation of Co-op funds From 3-Day suspension to Dismissal, depending
for personal gains. on the prejudice caused to the Co-op as a result
of the commission of the offense.
7.2. Failure to remit collections/monies
and/or failure to turn over
materials/equipment due to Co-op 3-DS 10-DS 15-DS D
within the required period pursuant to
existing Co-op policies.
7.2.3 Concealing defective work which
Reprimand to dismissal, depending on the
directly results in prejudice or loss to
gravity of the offense.
the Co-op
7.2.4 Tampering with electric meters or
metering installations of the Co-op or
the installation of any device in
DISMISSAL
collusion with any party with the
purpose of defrauding the Co-op.

7.2.5 Falsely representing oneself as From 15-Day Suspension to Dismissal, depending

Co-op bill collector, disconnection crew
on the gravity of the offense.
or any position of Authority.
7.2.6 Under pretense of official
position, performing any act pertaining
From 15-Day Suspension to Dismissal, depending
to any person in authority in the Co-op,
on the gravity of the offense.
or any department thereof, without
being officially entitled to do so.
7.2.7 Forgery or signing another’s
name, without proper authority
therefrom, in any Co-op records,
From 15-Day Suspension to Dismissal, depending
memorandum, correspondence,
on the gravity of the offense.
receipt, slip and other Co-op
documents, for the purpose of attaining
personal gain, convenience or benefit.
7.2.8 Knowingly giving false or
misleading information, falsification of
documents detailing personal records
DISMISSAL
or data, in applying for employment; or
to qualify for any preference or benefit
from the Co-op.
7.2.8.1 Knowingly giving false or
untruthful statements or concealing
material facts of his having a
DISMISSAL
serious/contagious disease which may
endanger other employees or the
interest of the Co-op.
7.2.9 Knowingly giving untruthful
statements or concealing material facts
in an investigation conducted by DISMISSAL
authorized personnel/representatives
of the Co-op.
7.2.10 Stealing or unauthorized taking
out of documents, records or DISMISSAL
properties belonging to the Co-op.
7.2.11 Theft, robbery or appropriation
for personal gain, benefit or profit or
any property of the company or of a
DISMISSAL
fellow employee or a client or customer
of the company, regardless of the
amount involved.
7.2.12 Swindling or malversation
(estafa) of funds or property of a
fellow employee or of a client or of a DISMISSAL
customer of the company.

7.2.13 Obtaining supplies or materials

on fraudulent orders. DISMISSAL

7.2.14 Unauthorized substitution of

company material or equipment with
DISMISSAL
another or of poorer quality, or of
lesser value.
7.2.15 Alteration or removal, DISMISSAL
without authorization, of any
property of the company,
government or of other employees
resulting in irreparable damage
thereto.

7.2.16 Using company time and/or

material and/or equipment to do
unauthorized work within or outside
DISMISSAL
the premises, for personal gain which
includes using company time and
facilities.
7.2.17 Directly or indirectly soliciting or
receiving money, gift, share,
percentage, benefits or favor from any
person, personally or through the
DISMISSAL
mention of another, to perform an act
prejudicial to the Co-op, and/or as a
condition for the performance of one’s
duty.
7.2.18 Bribing or offering money, gift,
share, percentage, benefits or favor
from any person, personally or through
From 10-Day Suspension to Dismissal, depending
the mediation of another, to seek or
on the gravity of the offense.
qualify for preference, benefit, or
favorable condition of promotion or
favor.
7.2.19 Issuing a check against
insufficient funds and cashing the same
with any of the cashier tellers, or any DISMISSAL
employee who has the custody of Co-
op funds.
7.2.20 Falsifying or unauthorized
alteration of personnel or company
records such as, but not limited to, time
cards and any other timekeeping From 5-Day Suspension to Dismissal, depending
records or, drawing salary/allowance in on the gravity of the offense.
any form or money through falsified
time cards, vouchers, receipts or the
like.
7.2.21 Knowingly punching the time
card of another employee or having R 10-DS 15-DS D
one’s card punched by another.
7.2.22 Fraud or willful breach by the
employee of the trust reposed in him
DISMISSAL
by his supervisor or by the
management.
7.2.23 Neglecting or refusing, after From 5-Day Suspension to Dismissal, depending
due demand or notice, or as provided on the gravity of the offense.
by existing policies without justifiable
reasons, to remit, pay, reimburse or
liquidate any money, collection or cash
advance, or return and/or deliver
goods, stocks or other properties,
entrusted to him by the Co-op, or
received by him from customer or
client or business associate or affiliate
or their representative for his
administration, or under any other
obligation to make delivery of, or
return the same.
7.2.24 All other acts of dishonesty Reprimand to Dismissal, depending on the
which cause or tend to cause prejudice gravity of the offense and/or prejudice to the
to the Co-op. Co-op.

Section 8. INSUBORDINATION

8.1 Every employee shall perform,

willingly and diligently, his prescribed
duties and responsibilities, and other
related functions assigned to him by his
superiors.
8.2 The following acts shall constitute
violation of this section:
8.2.1 Refusing, without any valid reason
to accept work, shift, assignment, or
specific instructions given by superior,
authority or intentional disobedience to
any lawful orders, including non-
acceptance of new assignment/post as 5-DS 10-DS 15-DSS D
a result of personnel reorganization/
realignment/ reshuffling, as the
exigency of service so requires.
(*validity of reasons shall be
determined by the management)
8.2.2 Gross insubordination committed
intentionally by a personnel who has
DISMISSAL
previous records of disobeying lawful
orders of the management.
8.3 Any act constituting disrespect
and disregard of authority of DISMISSAL
company superiors and officers.
8.4 Any act which constitutes
resistance, threat, intimidation or
DISMISSAL
assault against a person of authority in
the company or any of this agent.
8.5 Any other act constituting
insubordination not included in the DISMISSAL
preceding sections.

Section 9. CONFIDENTIALITY OF WORK & INFORMATION

9.1 Confidential information is

considered privileged and must be held
in strictest confidence and must never
be discussed outside the normal and
necessary course of the Co-op’s
operation.
9.2 The following acts shall constitute
violation of this section:
9.2.1 Infidelity in the custody of Co-op Reprimand to dismissal, depending on the
documents. gravity of the offense and/or the prejudice
caused to the Co-op.
9.2.2 Without proper authority,
Reprimand to dismissal, depending on the
revealing, releasing or divulging
gravity of the offense and/or the prejudice of
confidential information to individuals
the Co-op.
other than authorized persons.
9.3 Giving away or unauthorized
disclosure of information acquired by
his office, or by him on account of his
Reprimand to dismissal, depending on the
position, to unauthorized persons, or
gravity of the offense and/or the prejudice of
making available such information in
the Co-op.
advance of its authorized release date
and where in the process, the interest
of the company is prejudiced.

Section 10. CONFLICT OF INTEREST

10.1 Every employee is expected to

render full time service to his duties
and other work assigned by his superior
and shall not engage in any transaction
or business in conflict with his work
and/or official time.
10.2 The following acts shall constitute
violation of this section:
10.2.1 Having any engagement,
participation or involvement, direct or
indirect, in any transaction involving
any person, firm, corporation or any From 3-Day Suspension to Dismissal, depending
business, or other Co-ops, where such on the prejudice caused to the Co-op.
act is in conflict with or is
improper/undesirable to the interests
of the Co-op.
10.2.2 Undertaking the preparation of
From 3-Day Suspension to Dismissal, depending
wiring plans and electrical contracting
on the prejudice caused to the Co-op.
work outside of Co-op authorized work.
10.2.3 Favoring suppliers, media,
customer or any other person in From 5-Day Suspension to Dismissal, depending
consideration of kickbacks, personal on the gravity of the offense.
rebates or any valuable consideration.
10.2.4 Offering or accepting anything
of value in exchange for a job, work From 5-Day Suspension to Dismissal, depending
assignment, work location, or on the gravity of the offense.
favorable condition of employment.
10.2.5 Directly or indirectly having
financial or pecuniary interest in any
From 5-Day Suspension to Dismissal, depending
business, contract or transaction in
on the gravity of the offense.
connection with which he intervenes or
takes part in his official capacity.

Section 11. Sick Leave

11.1 All regular employees shall be
entitled to sick leave benefits, provided
however that rules and regulations
regarding said benefit are strictly
observed.
11.2 The following acts shall constitute
violation of this section:
11.2.1 Going on sick leave, including
house confinement, under the
following cases:
11.2.1.1 Without having first personally
secured previous authorization from
the Co-op Doctor/Nurse or Co-op
retained Physician and/or failing to R 3-DS 5-DS 10-DS
notify his supervisor of his absence due
to illness within 8 working hours from
the first date of such leave.
11.2.1.2 In the absence of prior
authorization, where the circumstances
involving the time onset of the illness
and the nature thereof directly causes
physical inability of the employee to
comply with sub section (11.2.1.1)
R 3-DS 5-DS 10-DS
above, failing to submit through his
relatives or any representative the
acquired medical certification from his
attending physician to his supervisor
within sixteen (16) working hours from
the first date of such leave.
11.2.2 Without prior notice, extending
the original period of sick leave The same penalties provided for excessive
previously authorized and failure to absences or abandonment of work, as the case
submit a medical certificate upon may be.
reporting to work.
11.2.3 Feigning illness to avoid doing
R 3-DS 5-DS 10-DS
assigned work or reporting for work.

Section 12. USE OF COOP PROPERTY

12.1 It shall be the duty and

responsibility of every employee to
protect and preserve Co-op properties
through proper use and care.
12.2 The following acts shall constitute
violation of this section:
12.2.1 Unauthorized use of Co-op
stationary, office supplies or equipment R 3-DS 5-DS 10-DS
for personal purposes.
12.2.2 Operating, without previous R 3-DS 5-DS 10-DS
authority or tinkering with Co-op motor
vehicles, operating machines, special
tools or equipment, the operations of
which requires specialized skills or
training, for which the employee is not
specially trained or specifically
assigned.
12.2.3 Without authority, allowing a
third person/party to operate or tinker
R 3-DS 5-DS 10-DS
with Co-op vehicles, operating
machines, special tools or equipment.
12.2.4 Failure by the operator or user
to report immediately any damage or
defects of a Co-op motor vehicle, R 3-DS 5-DS 10-DS
operating machine, special tool or
equipment.
12.2.5 Improper use and care of Co-op
property, including Co-op facilities such
R 3-DS 5-DS 10-DS
as sports facilities, comfort rooms,
bathrooms and drinking fountains.
12.2.6 Unauthorized destruction of Co- From 3-Day Suspension to Dismissal, depending
op property. on the gravity of the offense and/or prejudice
caused to the Co-op.
12.2.7 Holding unauthorized meetings/
R 3-DS 5-DS 10-DS
gatherings within Co-op premises.
12.2.8 Parking one’s car or motorized
Fine equivalent to 1-Day salary on every offense
vehicle within the Co-op compound in a
committed.
prohibited or no parking area.
12.2.9 Any action of vandalism that
Reprimand to Dismissal, depending on the
may damage, deform or destroy Co-op
prejudice caused to the Co-op.
properties.
12.2.10 Posting of any derogatory
articles, prints or drawings on any
company property or premise be it
against any fellow employee or From 5-Day Suspension to Dismissal, depending
removal of any company matter or on the gravity of the offense.
information from Bulletin Board at any
time unless specifically authorized.

12.2.11 Unauthorized defacing of

any company property or willful
defacing, tampering, smudging,
printing, painting, or “dirtying” of walls From 5-Day Suspension to Dismissal, depending
or façade of any company property or on the gravity of the offense.
any form of vandalism committed on
Co-op Properties.

12.2.12 Malicious or willful destruction

or misuse of company property or that From 5-Day Suspension to Dismissal, depending
of any employee, any client or on the gravity of the offense.
customer of the company.

Section 13. SAFETY, HEALTH & SANITATION

13.1 Every employee shall adhere to

the rules, regulations and general
practices related to safety, health and
sanitation promulgated by the Co-op.
13.2 The following acts shall constitute
violation of this section:
13.2.1 While using Co-op vehicles,
driving recklessly and exceeding speed R 1-DS 3-DS 5-DS
limit.
13.2.2 Littering or dirtying up of the Co-
R 3-DS 5-DS 10-DS
op interior and exterior surroundings.
13.2.3 Smoking within prohibited area. 3-DS 5-DS 10-DS D
13.2.4 Possession by an employee of
explosives, firearms, bladed or other
Reprimand to Dismissal, depending on the the
deadly weapons within Co-op premises,
gravity of the offense.
unless otherwise necessary and
authorized in writing by the Co-op.
13.2.5 Discharging explosives or
DISMISSAL
firearms within Co-op premises.
13.2.6 Drinking of alcoholic beverages
during working time or within Co-op
10-DS 15-DS DISMISSAL
premises except at Co-op authorized
occasions.
13.2.7 Entering Co-op premises or
performing work while under the 10-DS 15-DS DISMISSAL
influence of liquor or narcotics.
13.2.8 Possessing, using or causing to
be brought or used, narcotic drugs into
Co-op premises except when such DISMISSAL
drugs take the form of medicine
prescribed by a physician.
13.2.9 Use of any prohibited narcotics. DISMISSAL
13.2.10 Refusal to submit to reasonable
inspection conducted within Co-op
R 3-DS 5-DS 10-DS
premises by the authorized Co-op
security personnel.
13.2.11 Failure to report immediately
a personal injury suffered by a co- Reprimand to dismissal, depending on the
employee occurring while work is being gravity of the offense and/or the prejudice done
performed and/or within work to the Co-op.
premises.
13.2.12 Willful disregard of office
directive relating to sanitary
conditions, cleanliness and
orderliness of the office, security of Reprimand to dismissal, depending on the
office supplies and equipment or gravity of the offense and/or the prejudice done
performing any act contributing to to the Co-op.
unsanitary condition or practice on Co-
op premises or job sites.

13.2.13 Reporting for work while Reprimand to dismissal, depending on the

having a serious contagious disease gravity of the offense and/or the prejudice done
which may endanger the health of to the Co-op.
other employees, knowing about it, yet
failing to report or willfully withholding
information thereof to company
authorities.
13.2.14 Refusal to undergo Physical
Reprimand to dismissal, depending on the
Examination and/or failure to obey
gravity of the offense and/or the prejudice done
Doctor’s order or advice as directed or
to the Co-op.
ordered by the company.
13.2.15 Any acts which may tend to Reprimand to dismissal, depending on the
violate rules and regulations in relation gravity of the offense and/or the prejudice done
to the above subject/s. to the Co-op.

Section 14. RESIGNATION

14.1 A resigning employee shall serve

advance notice to the Co-op at least
thirty (30) days before the date he
intends to leave the service.
14.2 The following acts shall constitute
violation of this section:
14.2.1 Failure on the part of the
resigning employee to serve advance
written notice to the Co-op at least Fine equivalent to 30-Days salary.
thirty (30) days before the date he
intends to leave the service.
14.2.2 Unjustified refusal of the
resigning employee to continue to work
DISMISSAL
or render actual service within the
period covered by the notice.

Section 15. SUCCESSIVE OR MUTIPLE VIOLATION

15.1 The foregoing schedule of penalties does not preclude the imposition of stiffer
penalties than those provided for, whenever the record of the employee and other
circumstances warrant. Neither is the foregoing enumeration of the offense exclusive.
Other offenses not provided for in these Rules and those provided for, but for which no
specific penalty has been prescribed shall be punished in the manner most appropriate,
in the sound discretion of the management.

15.2 The penalty for successive violations of the same rules (other than in those cases
where a single violation of a rule warrants dismissal) is progressively more severe than
the penalty for a first violation. However, cumulative violation is subject to a 12-month
limitation period, any repeat violation of a rule occurring after this period shall be
considered as a first offense.

15.3 If at the time of the commission of the latest offense, the employee has previously
violated at least two (2) other separate rules embraced in this Code or of other
promulgated Co-op work rules, all committed within a 12-month period, the latest
offense shall be punishable by the next higher step or degree of the penalty prescribed
for the said offense.

15.4 Where the fourth violation of the same provision or rule is punishable by a penalty
less than dismissal, the fifth and subsequent violations, if committed within a 12-month
period, shall be meted out a more drastic penalty including that of dismissal, solely on
the discretion of the management.
15.5 When a single act constitutes two or more offenses under this Code, or when an
offense is a necessary means of committing the other, the penalty for the more/most
serious offense shall be imposed.

Section 16. ADMINISTRATIVE PROCEDURE & APPLICATION OF PENALTIES

16.1 FILING OF COMPLAINTS. A written complaint, addressed to the General Manager

(Attention: Personnel Manager/Officer), may be filed by the employee-offender’s
immediate superior or anyone imputing the commission of the offense/s to the former.
The complaint shall be drawn in clear, simple and direct manner, with the complainant
stating the complete identity of the offender, the designation of the offense complained
of, the place, date and specific time it was committed, a brief statement of the relevant
and material facts and duly supported by evidence/s which may tend to prove guilt to
the offender. An incident report filed by the Co-op’s security contractor shall be
considered as a complaint. Findings made by the management as a result of an
inspection as well as audit findings may likewise be considered as a complaint.

16.2 NOTICE OF CHARGES. The General Manager, through the Personnel

Manager/Officer shall notify employee concerned in writing of the charges against him,
furnishing him a copy of the complaint, together with all supporting evidence presented
by the complainant/s.

16.2.1 In case of abandonment of work, the notice shall be served at the

employee’s last known address.

16.2.2 Prior to the issuance of the Notice of Charges, the Personnel Officer shall
make a determination whether the offense committed warrants a penalty of
suspension of more than thirty (30) days or dismissal. If the penalty imposable is
suspension of five (5) days or more, the Personnel Officer shall recommend to
the General Manager the creation of a Committee on Investigation and Appeals
(CIA) and shall direct the respondent-employee to file his Answer with the CIA.

16.3 THE RESPONDENT’S RIGHT TO ANSWER. The employee concerned shall be allowed
to answer the allegations against him in writing, within 48 hours upon receipt thereof.
Upon its filing or receipt, the date and time shall be stamped on the answer if filed
personally and also on the envelope if filed by registered mail. No extension of time to
file the answer shall be granted the respondent/s except upon meritorious grounds duly
supported by evidence.

16.4 THE NEED FOR FORMAL INVESTIGATION. When the penalty provided for the
offense merits suspension of five (5) days or more, as the case may be, the Personnel
Officer shall recommend the creation and composition of a Committee on Investigation
and Appeals (CIA) to the General Manager. The CIA, upon its approval, which shall have
the power and composition stated at the Section 18 of this Code, shall evaluate all
evidence presented and shall conduct the necessary investigation within five (5) days
from the receipt of the respondent’s answer, which shall be terminated and concluded
in ten (10) days time.

16.5 SUMMARY HEARING FOR OFFENSES WITH PENALTIES OF SUSPENSION NOT

EXCEEDING THIRTY (30) DAYS. For offenses with penalties not exceeding five (5) days
suspension, the respondent shall file his Answer before the Personnel Officer or any
officer designated by the General Manager, who shall conduct a summary hearing, if still
necessary, after reviewing the complaint, answer, and the respective evidence
submitted by the parties. Within five (5) days from receipt of the answer or last
pleading, the Personnel Officer or any officer designated by the General Manager shall
issue his/her recommendation on the notice of charge(s) to the General Manager. The
General Manager, after review of the recommendation may affirm, modify or reverse.
Upon receipt of the resolution of the notice of charge(s) by the respondent, he/she may
appeal the same in accordance with these rules.

16.6 The respondent’s immediate supervisor may, on his own initiative or upon the
advice of the CIA, recommend to the General Manager the preventive suspension of the
offender, pending the result of the investigation, the period of which shall not exceed
thirty (30) days and/or the suspension period provided for under the corresponding
offense, as prescribed by this Code.

16.7 INVESTIGATION PROPER. The conduct of investigation shall be conducted within

the Co-op premises. Only the parties involved and their witnesses, if applicable shall be
allowed entry in the investigation proper. If there is no answer from the respondent, as
prescribed, he shall be declared as to have waived his right to present evidence in his
behalf and the CIA may resolve the charge(s) based on the evidence at hand.

16.7.1 Direct examination of witnesses shall be dispensed with in the conduct of

the investigation by the CIA. In lieu thereof, the CIA shall require the complainant
and his witnesses to submit their testimonies in affidavit form duly sworn to,
subject to the right of the respondent or his counsel/s to cross examine the said
complainant and his witness/es. Cross examination shall be confined only to
material and relevant matter. Prolonged argumentation and other dilatory
tactics shall not be entertained.

16.7.2 The CIA shall submit records of investigation, its findings and
recommendations to the General Manager for appropriate action.

16.8 POSTPONEMENT. Postponement for investigation shall be discouraged. It may be

allowed only in meritorious cases, such as illness of the parties of their counsel/s and/or
other similar causes. Without approval of the Chairman, the CIA shall not grant a
postponement for more than five (5) days.

16.9 DUE PROCESS. The respondent shall have right to appear before the CIA personally,
and with his counsel if he so desires, to confront the witness against him, to present
facts, arguments or witnesses in his behalf or any other matter pertinent to his case. He
shall be given full opportunity to refute the charges against him and be informed of all
evidence pertaining thereto. He also has the right to demand the appearance of the
witnesses and the production of evidence in his favor.

16.9.1 His unexplained absence or failure to appear at the hearing, however,

shall be construed as a waiver of the right to be heard, in which case the CIA
shall proceed with the hearing.

16.10 THE DECISION OF THE GENERAL MANAGER. The decision shall contain charges,
name of the respondent and his rank, his office, a brief statement of the material and
relevant facts, findings, offense committed and the penalty imposed, if found guilty, and
the dispositive portion thereof. It shall be prepared in four (4) copies, furnishing the
respondent (original) the CIA, the Personnel Office and the Accounting Office. Any
unreasonable delay in the execution or implementation of the said decision shall
constitute sufficient ground for administrative action against any official or employee
who may appear to be responsible therefore for conduct unbecoming or conduct
prejudicial to the interest of the Co-op.
16.11 When the findings merit the penalty imposed to the employee-offender, the
preventive suspension period which he has undergone, shall be offset against the
suspension period which the management deems appropriate, except when the penalty
calls for dismissal.

16.12 However, when as result of the investigation, the offense has not been sufficiently
proven, the preventive suspension period earlier placed upon the employee-offender
shall be lifted and his salary within the said period shall be fairly paid by the Co-op.

16.13 APPEAL. The respondent may appeal the decision in writing within seven (7) days
to the General Manager (Attention: Committee on Investigation and Appeals). The
appeal shall state the date respondent received the decision and the grounds of the
appeal. This appeal for reconsideration can only be entertained:

16.13.1 In the presence of new evidence/s which can materially affect the decision
rendered.

16.13.2 When decision has not been supported by the evidence on record.

16.13.3 When errors of law or irregularities have been committed prejudicial to the
interest of the respondent.

16.14 SUMMARY PROCEEDINGS BEFORE THE PERSONNEL OFFICER OR DULY

DESIGNATED OFFICER. Summary proceedings shall be adapted and the respondent may
be immediately placed under preventive suspension if any of the following circumstance
is present:

16.14.1 Where the imposable penalty for the offense charged does not exceed
three (3) days suspension.

16.14.2 Where the charge is serious and the evidence of guilt is strong.

16.14.3 Where a respondent is a recidivist or has been repeatedly charged and

there is reasonable ground to believe that he is guilty of the present charge; or

16.14.4 Where the respondent is notoriously undesirable. Resort to summary

proceedings shall be done with utmost objectivity and impartiality to the end
that no injustice is committed.

16.14.5 No person under administrative investigation shall be allowed to resign

pending decision of his case.

Section 17. Other Matters Affecting Application of Penalties

17.1 In all cases which are not enumerated in this Code, but nevertheless constitute an
offense against established Co-op rules and practices, or has caused prejudice to the Co-
op, the General Manager shall in his discretion:

17.1.1 Place the employee-offender under preventive suspension if the offense is

grave enough to warrant suspension or dismissal.

17.1.2 Immediately gather and evaluate through the CIA all facts relevant to the
offense.
17.2 Where this Code does not specify the impossible penalty for a particular offense,
but indicates instead a general clause (e.g. Reprimand to Dismissal depending on the
gravity of the offense.), the following circumstances may be considered in determining
the appropriate penalty:

17.2.1 Employee-offender’s past disciplinary record from the onset of his

employment.

17.2.2 Extent or amount of the damage or injury caused by the act or offense
committed by the employee-offender.

17.2.3 Degree of the adverse effect of the offense on the Co-op operations,
maintenance of discipline and external relationship or reputation of the Co-op.

17.3 Management, at its own discretion, may impose a graver penalty than what has
been provided for in this Code, particularly when the violation results in injury to
person/s or damage to property, or both. This does not preclude demand for payment
of damage costs which may be required as the offense so warrants.

17.4 The imposable penalty, however, in a particular case may be reduced upon
recommendation of the Department Head concerned and/or the CIA, with the approval
of the General Manager, if supporting facts so warrants.

17.5 The General Manager shall see to it that the necessary reports or clearances as
required by law in all cases of dismissal, suspension or termination, are properly filed on
time with the Department of Labor.

17.6 The foregoing rules governing the application of penalties of this Code does not
preclude the Co-op from taking any judicial action against the employee-offender
whenever necessary, and other punishment such as demotion in rank, forfeiture of pay,
fines and such other punishments appropriate to the offense committed.

17.7 All records of administrative cases against any personnel of the Co-op shall be
received by the management and upon receipt, the case shall be entered in the docket
of administrative cases, given their corresponding numbers in the order of their receipt.

17.8 All penalties imposed shall be in writing. Copies thereof shall be furnished the
employee-offender (original), the General Manager, the Personnel Officer/201 file, the
CIA and the Department of Labor as the case may be.

Section 18. The Committee on Investigation and Appeals/ Grievance

18.1 COMPOSITION. The Committee on Investigation and Appeals, otherwise called CIA,
as formed by the General Manager, shall be composed of:

18.1.1 The Personnel Manager/Officer.

18.1.2 A representative of the rank and file of the Union/Association where

there is one.

18.1.3 A Department Manager, who will be the Chairman of the Committee and
shall have no supervisory jurisdiction over the offender.
 18.1.4 The Co-op Legal Counsel when necessary.

18.2 DUTIES AND POWERS. In the performance of its task, the CIA shall be empowered
to:

18.2.1 Summon persons or entities who can shed light toward the clarification of
facts surrounding the case/s;

18.2.2 Cause person or entitled to produce evidences on the case;

18.2.3 Evaluate all evidence, documents and other material facts relative to the
case, whether presented by the complainant/aggrieved party or by the
respondent;

18.2.4 Investigate all charges formally filed or referred to it against any

personnel to the Co-op for offense which calls for at least 10-day suspension
(See Section 16.5 of this Code).

18.2 5 Recommend appropriate penalty to be imposed to the erring employee;

18.2.6 See to it that the records of investigation, including all pertinent papers
and document submitted by the parties are chronologically recorded, properly
filed and secured;

18.2.7 Adopt every possible measure pertinent, convenient and reasonable in

the discharge of their official duties;

18.2.8 Accomplish and submit other reports or requirements which the

Management may prescribe from the time to time.

18.2.9. Resolve disputes arising from the interpretation and implementation of

Cooperative personnel policies.

18.2.9.1. An employee who has a grievance regarding the

implementation or interpretation of a cooperative personnel
policy(ies) may file a written request for resolution of a grievance
before the CIA. The request for resolution of grievance shall
distinctly state the cooperative personnel policy(ies) subject of
the grievance; the names of the employee(s) affected by the said
policy(ies) and the relief being sought;

18.2.9.2. Within five (5) days from receipt of the request for
resolution of grievance, the CIA shall resolve the request or, issue
an order requiring the employee(s) requesting for resolution of
grievance, to file a position paper regarding the proposed
interpretation of the cooperative personnel policy(ies) within a
period of fifteen days from receipt of the said resolution. Within
twenty (20) days from receipt of the position paper, the CIA shall
resolve the request for resolution of grievance.

18.2.9.3. Prior resort to grievance shall be a condition precedent

for the filing of any complaint before the Department of Labor
and Employment or the Labor Arbiter of the National Labor
Relations Commission.
18.3 DISQUALIFICATION OR MEMBERSHIP. No member of the CIA shall sit in any case
which he is related to either party within the fourth (4 th) degree of consanguinity or
affinity or to counsel within the fourth (4 th) degree computed according to the
provisions of the New Civil Code.

However, any member of the CIA in the interest of justice, equity and in the fairness of
sound discretion may disqualify himself from sitting in the case, for some just or valid
reasons other than those previously mentioned above.

In case a vacancy occurs due to the disqualification imposed by this Section, where
there will be no quorum of the CIA, the General Manager shall appoint a substitute to sit
as member of the Committee for the particular case.

Section 19. Administration and Amendment

19.1 Management reserves its inherent right to amend, alter, modify or change this
Code in whole or in part as the exigencies of the time and circumstances may warrant,
subject to NEA approval.

19.1.1 The Personnel Office shall be responsible for the view of updating the
same when necessary.

19.2 All questions with regard to the enforcement and application of this Code shall be
submitted to the Personnel Office, who may refer the queries to the General Manager
and/or to the National Electrification Administration, if the queries are above its
concern.

Section 20. Effectivity Clause

20.1 All Co-op policies and other previously promulgated rules, memoranda and Board
Resolutions heretofore issued relative to matters treated herein, but which are
inconsistent with its provisions are hereby superseded. Otherwise, those rules that are
consistent herewith shall serve as suppletory to this Code.

20.2 This Code shall take effect on _________

(SGD.)
General Manager

Adopted per Board Resolution No.___ , Series of _____Dated: