ADMINISTRATI

VE POLICIES
 ARTICLE 8.
STANDARDS
OF CONDUCT
 ARTICLE 8. STANDARDS OF
CONDUCT
Section 1. General Provision
A faculty member has responsibility to BCC and to his/her fellow employees to
follow certain rules of behavior and conduct. He/she is expected to observe rules
of honesty, good conduct, and safe practices, and to adhere to generally-accepted
customs of good taste in his/her relationships with others.

Penalties for unprofessional conduct and misbehavior are based on existing

College Rules and Civil Service Regulations that include reprimand, suspension
or dismissal depending upon the severity of the charge.
 ARTICLE 8. STANDARDS OF
CONDUCT
Section 2.
No officer or employee in the College is suspended or dismissed except for cause as
provided by law and after due process. The following are grounds for disciplinary
action or penalty:

A. GRAVE OFFENSES are those which may be punished with dismissal from
the service for the first offense or the maximum of one (1) year suspension for the first
offense and dismissal from the service for the second offense.
 ARTICLE 8. STANDARDS OF
CONDUCT
The following Grave Offenses are punishable with dismissal:

a. Serious Dishonesty;
b. Gross Neglect of Duty;
c. Grave Misconduct;
d. Being Notoriously Undesirable;
e. Conviction of a crime involving moral turpitude;
f. Falsification of Official Document;
g. Physical or mental incapacity due to immoral or vicious habits;
 ARTICLE 8. STANDARDS OF
CONDUCT
The following Grave Offenses are punishable with dismissal:

h. Receiving for personal use of a fee, gift or other valuable thing in the course of
official duties when the same is given by any person in the hope or expectation of
receiving a favor or better treatment, or committing other acts punishable under the
anti-graft laws;

i. Contracting loans of money or property from reasons with whom the office of the
employee has business relations;
 ARTICLE 8. STANDARDS OF
CONDUCT
The following Grave Offenses are punishable with dismissal:

j. Soliciting or accepting directly or indirectly, any gift, gratuity, favor, entertainment, loan
or anything of monetary value which in the course of his/ her official duties or in
connection with any operation being regulated by, or any transaction which may be
affected by the functions of his/her office. The propriety or impropriety of the foregoing is
determined by its value, kinship, or relationship between giver and receiver and the
motivation. A thing of monetary value is one which is evidently or manifestly excessive by
its very nature;

k. Nepotism; and

l. Disloyalty to the Republic of the Philippines.

 ARTICLE 8. STANDARDS OF
CONDUCT
The following Grave Offenses are punishable with dismissal:

j. Soliciting or accepting directly or indirectly, any gift, gratuity, favor, entertainment, loan
or anything of monetary value which in the course of his/ her official duties or in
connection with any operation being regulated by, or any transaction which may be
affected by the functions of his/her office. The propriety or impropriety of the foregoing is
determined by its value, kinship, or relationship between giver and receiver and the
motivation. A thing of monetary value is one which is evidently or manifestly excessive by
its very nature;

k. Nepotism; and

l. Disloyalty to the Republic of the Philippines.

 ARTICLE 8. STANDARDS OF
CONDUCT
B. The following Grave Offenses are punishable by suspension of six (6)
months and one (1) day to one (1) year for the first offense and dismissal from
the service for the second offense, to wit:

a. Less serious dishonesty;

b. Oppression;
c. Disgraceful and immoral conduct;
d. Inefficiency and incompetence in the performance of official duties;
e. Frequent unauthorized absences or tardiness;
f. Refusal to perform official duty;
g. Gross insubordination;
h. Conduct prejudicial to the best interest of the service;
 ARTICLE 8. STANDARDS OF
CONDUCT
B. The following Grave Offenses are punishable by suspension of six (6)
months and one (1) day to one (1) year for the first offense and dismissal from
the service for the second offense, to wit:

i. Directly or indirectly having financial, and material interest in any transaction requiring the
approval of his office. Financial and material interest is defined as pecuniary or proprietary
interest by which a person will gain or lose something;

j. Owning, controlling, managing, or accepting employment as officer, employee, consultant,

counsel, broker, agent, trustee or nominee in any private enterprise regulated, supervised, or
licensed by his/ her office unless expressly allowed by law;
 ARTICLE 8. STANDARDS OF
CONDUCT
B. The following Grave Offenses are punishable by suspension of six (6) months
and one (1) day to one (1) year for the first offense and dismissal from the service
for the second offense, to wit:

k. Disclosing or misusing confidential or classified information officially known to him/her by

reason of his/her office and not made available to the public, to further his/her private interest, or
give undue advantage to anyone, to prejudiced the public interest;

l. Obtaining or using any statement filed under the Code of Conduct and Ethical Standards for
Public Officials and Employees for any purpose contrary to morals, public policy, or any
commercial purpose other than by news and communications media for dissemination to the
general public; and

m. Recommending any person to any position in a private enterprise which has a regular or
pending official transactions with his/ her office, unless such recommendation or referral is
mandated by law or international agreement, commitment and obligation, or as part of the
functions of his/ her office
 ARTICLE 8. STANDARDS OF
CONDUCT
C. Less Grave Offenses are punishable by suspension of one (1) month
and one (1) day to six (6) months for the first offense; and dismissal
from the service for the second offense:

a. Simple Neglect of Duty;

b. Simple Misconduct;
c. Discourtesy in the course of official duties;
d. Violation of existing Civil Service Law and Rules of serious nature;
e. Insubordination;
f. Habitual Drunkenness;
g. Unfair discrimination in rendering public service due to party affiliation or
h. preference;
 ARTICLE 8. STANDARDS OF
CONDUCT
C. Less Grave Offenses are punishable by suspension of one (1) month
and one (1) day to six (6) months for the first offense; and dismissal from
the service for the second offense:

i. Failure to file sworn statement of assets, liabilities and net worth, and disclosure of
business interests and financial connections including those of their spouses and
unmarried children under eighteen (18) years of age living in their households;

j. Failure to resign from his/her position in the private business enterprise within thirty
(30) days from assumption of public office when conflict of interest arises;
 ARTICLE 8. STANDARDS OF
CONDUCT
C. Less Grave Offenses are punishable by suspension of one (1) month
and one (1) day to six (6) months for the first offense; and dismissal from
the service for the second offense:

k. Provided, however, that for those who are already in the service and conflict of
interest arises, the official or employee must either resign or divest himself/herself of
said interest within the periods herein above provided, reckoned from the date when the
conflict of interest had arisen; and

l. Engaging directly or indirectly in partisan political activities by one holding non-

political office.
 ARTICLE 8. STANDARDS OF
D. Light
CONDUCT
Offenses. The following Light Offenses are punishable by
reprimand for the first offense; suspension of one (1) to thirty (30) days
for the second offense; and dismissal from the service for the third
offense:

a. Simple Discourtesy in the course of official duties;

b. Improper or unauthorized solicitation of contributions from subordinate employees
and by faculty members or school officials from school children;
c. Violation of reasonable office rules and regulations;
d. Frequently unauthorized tardiness (Habitual Tardiness);
 ARTICLE 8. STANDARDS OF
D. Light
CONDUCT
Offenses. The following Light Offenses are punishable by
reprimand for the first offense; suspension of one (1) to thirty (30) days for
the second offense; and dismissal from the service for the third offense:

f. Refusal to render overtime service;

g. Disgraceful, immoral or dishonest conduct prior to entering the service;
h. Borrowing money by superior officers from subordinates;
i. Willful failure to pay just debts or taxes due to the government-- The term “just debts”
applies only to: (1.) Claims adjudicated by a court of law or (2.) Claims existence and
justness of which are admitted by the debtor;
 ARTICLE 8. STANDARDS OF
D. CONDUCT
Light Offenses. The following Light Offenses are punishable by
reprimand for the first offense; suspension of one (1) to thirty (30) days
for the second offense; and dismissal from the service for the third
offense:

j. Lobbying for personal interest or gain in legislative halls and offices without

k. authority;

l. Promoting sale of tickets in behalf of a private enterprises that are not intended for
charitable or public welfare purposes and even in the latter cases, if there is no prior
authority;
 ARTICLE 8. STANDARDS OF
D.
CONDUCT
Light Offenses. The following Light Offenses are punishable by
reprimand for the first offense; suspension of one (1) to thirty (30) days
for the second offense; and dismissal from the service for the third
offense:

m. Failure to act promptly on letters and request within fifteen (15) working days from
receipt, except as otherwise provided in the rules implementing the Code of Conduct
and Ethical Standards for Public Officials and Employees;

n. Failure to process documents and complete action on documents and papers within a
reasonable time from preparation thereof, except as otherwise provided in the rules
implementing the Code of Conduct and Ethical Standards for Public Officials and
Employees;
 ARTICLE 8. STANDARDS OF
CONDUCT
D. Light Offenses. The following Light Offenses are punishable by reprimand
for the first offense; suspension of one (1) to thirty (30) days for the second
offense; and dismissal from the service for the third offense:

o. Failure to attend to anyone who wants to avail himself/herself of the services of the office,
or act promptly and expeditiously on public transactions;

p. Engaging in private practice of his/her profession unless authorized by the Constitution,

law or regulation, provided that such practice will not conflict with his/her official functions;
and

q. Pursuit of private business, vocation or profession without the permission required by the
Civil Service rules and regulations.
 ARTICLE 8. STANDARDS OF
CONDUCT
Section 3.

In addition to the grounds for administrative disciplinary action prescribed under existing
laws, the acts and omissions of any official or employee, whether or not he/ she holds
office or employment in a casual, temporary, hold-over, permanent or regular capacity,
declared unlawful or prohibited by the Code, constitute grounds for administrative
disciplinary action, and without prejudice to criminal and civil liabilities provided herein,
such as:
(a) Directly or indirectly having financial and material interest in any
transaction requiring the approval of his office. Financial and material
interest is defined as a pecuniary or proprietary interest by which a person
will gain or lose something;

(b) Owning, controlling, managing or accepting employment as officer,

employee, consultant, counsel, broker, agent, trustee, or nominee in any
private enterprise regulated, supervised or licensed by his office, unless
expressly allowed by law;
(c) Engaging in the private practice of his profession unless authorized by the
Constitution, law or regulation, provided that such practice will not conflict or
tend to conflict with his official functions;

(d) Recommending any person to any position in a private enterprise which has
a regular or pending official transaction with his office, unless such
recommendation or referral is mandated by (1) law, or (2) international
agreements, commitment and obligation, or as part of the functions of his office;
(e) Disclosing or misusing confidential or classified information officially known to
him by reason of his office and not made available to the public, to further his
private interests or give undue advantage to anyone, or to prejudice the public
interest;

(f) Soliciting or accepting, directly or indirectly, any gift, gratuity, favor,

entertainment, loan or anything of monetary value which in the course of his official
duties or in connection with any operation being regulated by, or any transaction
which may be affected by the functions of, his office. The propriety or impropriety
of the foregoing is determined by its value, kinship or relationship between giver
and receiver and the motivation. A thing of monetary value is one which is evidently
or manifestly excessive by its very nature.
(g) Obtaining or using any statement filed under the Code for any purpose contrary
to morals or public policy or any commercial purpose other than by news and
communications media for dissemination to the general public;

(h) Unfair discrimination in rendering public service due to party affiliation or

preference;

(i) Disloyalty to the Republic of the Philippines and to the Filipino people;

(j) Failure to act promptly on letters and request within fifteen (15) days from
receipt, except as otherwise provided in these Rules;
(k) Failure to process documents and complete action on documents and papers
within a reasonable time from preparation thereof, except as otherwise provided in
these Rules;

(l) Failure to attend to anyone who wants to avail himself of the services of the
office, or to act promptly and expeditiously on public personal transactions;

(m) Failure to file sworn statements of assets, liabilities and net worth and
disclosure of business interests and financial connections; and
(n) Failure to resign from his position in the private business enterprise within thirty
(30) days from assumption of public office when conflict of interest arises, and/ or
failure to divest himself of his shareholdings or interests in private business
enterprise within sixty (60) days from such assumption of public office when
conflict of interest arises, the official or employee must either resign or divest
himself of said interests within the periods herein-above provided, reckoned from
the date when the conflict of interest had arisen.
 ARTICLE 8. STANDARDS OF
CONDUCT
Section 4. Guidelines in Administrative Cases
a. Complaints against administrative officials and employees, including
Vice Presidents and Deans, are lodged with the Office of the College
Administrator. Administrative complaints against faculty members are
lodged with the Dean of the College concerned; provided, however, that for
serious offenses including crimes and other felonies, the same is lodged
with the Academic Council;
 ARTICLE 8. STANDARDS OF
CONDUCT
Section 4. Guidelines in Administrative Cases

b. The Academic Council may designate one (1) lawyer of the College,
faculty, and concerned department head(s) to act as an Investigating
Officers to conduct the require investigation on the complaint filed against
the official, employee or faculty member concerned in accordance with the
Revised Rules on Administrative Cases in the Civil Service (RRACCS);
 ARTICLE 8. STANDARDS OF
CONDUCT
Section 4. Guidelines in Administrative Cases
c. If the Investigation Officers determine that there (sic) prima facie case against the
official, employee or faculty member concerned, he/she recommends the filing of
formal charges against him, otherwise he/she dismisses the complaint;

d. If the Investigation Officer’s recommendation is for the filing of formal charges,

he/she endorses the case to the College Legal Counsel, acting as the Hearing Officer,
for formal investigation in accordance with the RRACCS; and
 ARTICLE 8. STANDARDS OF
CONDUCT
Section 4. Guidelines in Administrative Cases
c. If the Investigation Officers determine that there (sic) prima facie case against the
official, employee or faculty member concerned, he/she recommends the filing of
formal charges against him, otherwise he/she dismisses the complaint;

d. If the Investigation Officer’s recommendation is for the filing of formal charges,

he/she endorses the case to the College Legal Counsel, acting as the Hearing Officer,
for formal investigation in accordance with the RRACCS; and
 ARTICLE 8. STANDARDS OF
CONDUCT
Section 4. Guidelines in Administrative Cases

e. The resolution of the Hearing Officer on the complaint is submitted to

the College Administrator for concurrence and subsequently shall be
submitted to the Board of Trustees. The decision of the Board is come final
and executory unless appealed to the Board of Trustees within thirty (30)
days from receipt hereof by the official, employee or faculty member
concerned; provided, however, that for serious offenses, i.e., crimes and
other felonies, the decision of the Board of Trustees is final.
 ARTICLE 8. STANDARDS OF
CONDUCT
Section 5. Outside Activities
A faculty member who plans to accept a part-time job outside the BCC should first get
the approval of the Vice President for Administration and Finance.

While outside occupational, political, professional, or other activities are not

prohibited, these activities must not:

1. Interfere with the faculty member’s regular and prompt discharge of his/her
official duties at the BCC (job performance, availability for scheduled working
hours, etc.);

2. Conflict in any way with the mission, goals and well-being of the BCC; or

3. Cause or contributed to a negative public image of the BCC.

 ARTICLE 8. STANDARDS OF
CONDUCT
Section 6. Conflict of Interest

Situations may arise where the faculty member has the opportunity to influence
administrative or academic decisions that could lead to his/her personal gain or give
improper advantage to him/her or others. When this happens, the faculty member
should disclose to the Dean of College potential conflicts between their duties and
responsibilities as BCC employees and their interests outside the scope of their school
employment.
ARTICLE 9.
DRESS
CODE
 ARTICLE 9. DRESS CODE

Section 1. Dress Code Policy

1.1 Employees are expected to dress in casual, business casual, smart casual, business
attire unless the day’s tasks require otherwise. (T-Shirts and mini-skirts are not allowed,
polo shirt is recommended.

1.2 Employees must always present a clean, professional appearance. Everyone is

expected to be well-groomed and wear clean clothing, free of holes, tears, or other
signs of wear.

1.3 Clothing with offensive or inappropriate designs or stamps are not allowed.
 ARTICLE 9. DRESS CODE

Section 1. Dress Code Policy

1.4 Clothing should not be too revealing.

1.5 Slippers are not allowed as footwear.

1.6 Color code: Monday-Green; Tuesday-Yellow; Wednesday-Red; Thursday-Blue and

Friday Any color.

1.7 Dresses with bare backs and/or bare shoulders, undershirts, shorts for men and
women are inappropriate.
 ARTICLE 9. DRESS CODE

Section 2.

If the Dean of College or other Academic Administrators feels that the

faculty member’s attire is out of place, the faculty member may be asked
to leave the workplace until he/she is properly attired. The faculty
member will not be paid for the time he/she is off the job for this reason.
THANK YOU!