Establishment of Schools & International Organization

Establishment of
Schools
e. Establishment of International Schools
f. Autonomy and Deregulations of Schools
g. Attainment of University Status
Presented by:
Earl Jan L. Santos
MAED-EM
E. Establishment of International Schools
2010 Revised Manual of Regulations For Private Schools in Basic Education
DepEd Order No. 88 s. 2010
Section 45. Establishment of a Foreign or International School.

• A foreign or international school may be established in the Philippines
for foreign diplomatic personnel and their dependents and, unless
otherwise provided by law, for other foreign temporary residents.
Section 46. Use of the word "Foreign" or "International" or Name of a Foreign

Country.
 Only a school established for foreign diplomatic personnel and their
dependents and for other foreign temporary residents shall be allowed by
the Department to use as part of the name of the school the word
"Foreign" or "International" or the name of a foreign country.
Section 47. Manner of Establishing a Foreign or International School.

 A foreign or international school may be established through legislation or by
applying to any foreign or international school the same terms and conditions or
requirements governing the grant of government authority to operate a pre-school,
elementary or secondary course or a year level therein subject to the condition that
the school is established for foreign diplomatic personnel and their dependents and
for other foreign temporary residents. It will be allowed by the Department to use
the school calendar and curricular program in basic education of a foreign country
subject to limitations or regulations that the Secretary may impose.
Section 48. Foreign Temporary Resident.

 A foreign temporary resident in the Philippines shall be allowed
to study in a private school as well as in a foreign or
international school provided that he/she has a student visa
granted by the Bureau of Immigration.
Section 49. Enrollment of Filipino Students in Foreign or

International School.
 Foreign or international schools in the Philippines for diplomats and
temporary residents can enroll Filipino students, but their numbers are
limited by the Department. These schools must teach the Philippine
Constitution, promote Filipino values, and allow students to transfer to
other schools following department guidelines.
Section 50. Control and Administration of a Foreign or International

School by Aliens.
 A foreign or international school established for foreign diplomatic
personnel and their dependents and for other foreign temporary
residents may be under the control and administration of aliens who have
the necessary visa from the Bureau of Immigration and working permit
from the Department of Labor and Employment.
Some International Schools in the Philippines:
1. International School Manila 6. Southville International School and

Colleges
2. Brent International School Manila 7. Faith Academy
3. British School Manila 8. The Beacon School
4. Cebu International School 9. Reedley International School
5. Nord Anglia International School Manila 10. Everest Academy Manila
F. Autonomy and Deregulations of Schools
NEW POLICIES AND GUIDELINES FOR THE GRANT OF AUTONOMOUS AND
DEREGULATED STATUS TO SELECTED PRIVATE HIGHER EDUCATION INSTITUTIONS
WITH BENEFITS ACCRUING THERETO
"CHED Memorandum Order No. 52, s. 2006"
Objectives:
1. Acknowledge the role of private higher
education institutions in the growth of
tertiary education.
2. Supervise and manage private higher
education institutions more effi ciently.
General Criteria for Selection:

• Integrity and untarnished reputation.
• Commitment to academic excellence and
quality assurance.
• Sustainability and viability of operations.
Institutional Quality Assurance
through Monitoring. and
Evaluation (IQuAME)
Conditions of Grant:
• PHEIs must provide data to CHED, establish
affi liations, and comply with CHED policies.
• The authority to grant honorary degrees is
granted.
• Evaluation of status occurs six months before
the grant's expiration.
Benefits of Autonomous Status:

• Graduates are exempt from needing a Special Order (S.O.).
• Reduced monitoring and evaluati on by CHED.
• Priority access to subsidies and fi nancial assistance.
• The authority to design curricular programs.
• The privilege to off er new courses/programs without CHED permits.
• The freedom to establish branch campuses without government authority.
• Off ering extension classes and distance educati on.
• Establishing linkages with recognized foreign insti tuti ons.
Benefits of Deregulated Status:

• Exempti on from issuing Special Orders.
• Reduced monitoring and evaluati on by CHED, with the possibility of
verifi cati on.
Transitory Provisions:
• The transiti on period allows for evaluati on, retenti on, withdrawal,
upgrading, or downgrading of status for PHEIs.
• PHEIs listed in previous guidelines conti nue to enjoy benefi ts but
with some restricti ons.
G. Attainment of University Status
UPDATED STANDARDS AND GUIDELINES FOR THE GRANT AND/OR RETENTION
OF UNIVERSITY STATUS VIS-À-VIS HIGHER EDUCATION INSTITUTIONS (HEIS)
Policy:
• University status should be granted only to deserving
HEIs that have demonstrated excellence in
instruction, research, and extension.
Application of Standards:
• The standards and guidelines from the Manual of
Regulations for Private Schools (8th Edition) are
applicable to all HEIs, including State Universities
and Colleges (SUCs), CHED-Supervised Higher
Education Institutions (CHEIs), Private HEIs, and
Community Colleges, with updates and revisions.
Updated Standards and Guidelines:

• Off ering specifi c degree programs, including liberal arts, basic sciences/mathemati cs, social
sciences, professional courses, and graduate-level courses leading to doctoral degrees.
• Holding Level III accreditati on for undergraduate and graduate programs.
• Demonstrati ng a commitment to quality instructi on, research, and community extension
services.
• Meeti ng specifi c faculty requirements, including the proporti on of full-ti me faculty and faculty
with doctoral and master's degrees.
• Owning an insti tuti onal site of a certain size with compliant buildings.
• Maintaining library and laboratory faciliti es that meet specifi ed standards.
Procedure:
• HEIs applying for university status must
submit a writt en applicati on with their
insti tuti onal profi le to the Chairman of CHED.
A top-level team evaluates the applicati on.
Review:
• Compliance with the standards and
guidelines is reviewed every three
years after granting or retaining
university status
Transitory Provision:
• Existing universities, except single-
track universities, have five years to
comply with the updated standards
and guidelines.
Internal
Organization of
Schools
Presented by:
Earl Jan L. Santos
MAED-EM
Internal Organization of Schools
Education Act of 1982
SEC. 30. Organization of Schools .
BATAS PAMBANSA BLG. 2 32 , Sep tem b e r 11 , 1 9 8 2
Each school shall establish such

internal organization as will best enable it
to carry out its academic and
administrative functions, subject to
limitations provided by law.
Each school shall establish such

arrangements for the peaceful settlement
of disputes between or among the members
of the educational community.
Education Act of 1982
SEC. 31. Governing Board .
• Every government college or

university established as a
tertiary institution and every
private school shall have a
governing board pursuant to its
charter or to the Corporation
Code of the Philippines, as the
case may be.
2010 Revised Manual of Regulations
For Private Schools in Basic Education
Section 51. Governing Body.

• Every private school shall have a governing board which
shall exercise general supervision, have exclusive control
and direction of all funds, prescribe policies, make rules
and regulations and establish practices consistent with
law for the governance and direction of the school.
• Trustees of educational institutions organized as non-
stock corporations shall not be less than five (5) nor
more than fifteen (15).
Section 51. Governing Body.

• For institutions organized as stock corporations, the
number and term of directors shall be governed by the
provisions of the Corporation Code on stock corporations.
• The control and administration of educational institutions
shall be vested in citizens of the Philippines. Trustees or
directors of educational institutions shall possess at least
a bachelor's degree.
Education Act SEC.
of 1982
32. Personnel Transactions .
• The terms and conditions of employment of

personnel in government schools shall be governed
by the Civil Service, budgetary and compensation
laws and rules.
• In private schools, labor disputes will be handled

by the Ministry of Labor and Employment as
mandated by law. Special rules and standards,
jointly established by the Ministry of Education,
Culture and Sports and the Ministry of Labor and
Employment, will apply to teaching and academic
non-teaching personnel. Private schools must also
have a system for resolving personnel disputes
internally, in accordance with the Labor Code's
provisions (Articles 262 and 263).
Section 54. Chief Executive Offi cer.

• The person charged with the overall administration and
management of each private school shall be known as
President, Rector, Director or Principal or such other title
as may be provided for in the organization thereof. As
chief executive offi cer of the school, the President, Rector,
or Principal shall be recognized as the school heads in
relation to the Secretary or his duly authorized
representative.
Section 55. Qualifications of the School Head.

• The school head, including his assistants, if any,
shall possess such appropriate educational
qualifications as may be prescribed by the
Secretary and shall have adequate experience in
school administration or management, or
equivalent, at the time of his appointment.
Section 55. Qualifications of the School Head.

• be a Filipino citizen
• possess at least a master's degree or a professional license
requiring at least a bachelor's degree
• have adequate teaching experience, managerial
competence and technical expertise in school
management, or have a background of demonstrated
service and competence in his previous field of endeavor
• be of good moral character.
Section 56. Qualifications and Functions of the

Principal.
• The principal shall assist the school head in the
attainment of the objectives of elementary or
secondary education, and his functions and
responsibilities explicitly stated by the school.
Section 57. Powers.

• The school head is responsible for executing the
policies and plans set by the school's governing
board and implementing the reasonable rules and
regulations of the Department (likely the
Department of Education).
Section 57. Powers.

• The specific powers of the school head will be
outlined in the school corporation's by-laws.
Section 57. Powers.

• The school head's authority is broad enough to
effectively carry out the school's development plan,
the governing board's policies, and the
Department's regulations.
Section 58. Term of Offi ce and Conditions of Employment of

School Head.
• The term of offi ce, compensation, benefits, and other
conditions of employment of the school head of each
private school, including his assistants, if any, shall be
defined in and secured by a contract or appointment,
which shall be the subject of agreement by and between
the parties in consonance with law and the rules and
standards of the school.
Section 59. Qualifications of School Supervisory

Offi cial.
• A personnel of private schools assigned with
supervisory instructional functions in the
different levels of instruction shall have the
following minimum qualifications which shall
be duly supported by valid credentials:

Offi cial.
• Principal of kindergarten, elementary school
master of arts in education, or equivalent,
with three years of successful teaching
experience in the elementary grades or
equivalent;

Offi cial.
• Principal of secondary schools - Master of
Arts in education, or equivalent, with three
years of successful teaching experience in the
high school or equivalent.
Section 59. Qualifications of School Supervisory Offi cial.

• School personnel charged with supervisory academic
functions in vocational/technical schools or courses
shall possess appropriate educational qualifications as
may be prescribed and at least one year of successful
experience in the work regularly assigned to them.
Section 59. Qualifications of School Supervisory Offi cial.

• The Secretary shall issue through regulation the
guidelines on equivalencies of qualifications of
school supervisory personnel, based on pertinent
experience and number of curricular years for the
completion of each course, among others.
Section 60. Conditions of Employment of a School Supervisory Offi cial.

• The terms of offi ce, functions, responsibilities, compensations,
benefits, and other conditions of employment of school supervisory
offi cials in each private school shall be defined in and secured by their
appointments or contracts which shall be the subject of agreement by
and between the parties in consonance with law, or the school rules
and regulations.
Section 61. Qualifications and Functions of the Registrar.

• The registrar shall hold a bachelor's degree and have at
least three (3) years of training or experience in the
servicing and maintenance of student academic records
and related school work.

• The Registrar shall be responsible for the school records
of pupils and students, and his functions and
responsibilities explicitly stated by the school. Unless
otherwise indicated by the school, the Registrar shall be
the principal contact person of the Department.

• Every private school shall preserve and maintain the
integrity and confidentiality of its pupils/students records.
The issuance of pupils/students records shall be done by
the Registrar in accordance with law and the regulations
contained in this Manual.
The Philippine Librarianship Act of 2003
Republic Act No. 9246
SECTION 31. Employment of Librarians.

• Only qualified and licensed librarians shall be
employed as librarians in all government libraries.
Local government units shall be given a period of
three (3) years from the approval of this Act to
comply with this provision.
Certificate of Registration and Professional Identification Card

• A librarian is defined as an individual who is a bona fide
holder of a Certificate of Registration and Professional
Identification Card issued by the Professional Regulatory
Board for Librarians and by the Professional Regulation
Commission in accordance with this Act.
Functions of a Librarian: 5. Teaching, Lecturing, and

1. Selection and Acquisition of Reviewing
Multi-Media Sources 6. Technical Knowledge/Expertise
2. Cataloguing and Classification 7. Planning and Evaluation
3. Development of Computer- 8. Professional and Consultancy
Assisted/Computer-Backed Services
Information Systems 9. Organization, Conservation,
4. Establishment of Library System Preservation, and Restoration of
and Procedures Historical and Cultural Documents
and Intellectual Properties
Guidance and Counseling Act of 2004
Section 13. Qualifications of Guidance Counselors (Exam)
In order to qualify for the examination, an applicant must, at the time of
filing the application be:
(a) a citizen of the republic of the Philippines or a foreigner whose
country has reciprocity with the Philippines in the practice of Guidance
and Counseling;
(b) has not been convicted of any offense involving moral turpitude by
a competent court; and
(c) holder of a Bachelor's Degree in Guidance and Counseling or in
other Allied Disciplines and a master's degree in Guidance and
Counseling from an institution in the Philippines or abroad recognized or
accredited by the CHED
Guidance and Counseling Act of 2004
Section 13. Functions of Guidance Counselor
• Help individuals realize their potentials and plan their future

according to their abilities, interests, and needs.
• Includes counseling subjects and providing human development
services.
Philippine Teachers Professionalization Act of 1994
RA 7836:
Section 26. Registration and Exception.

• No person shall engage in teaching and/or act as a professional
teacher as defined in this Act, whether in the preschool, elementary
or secondary level, unless the person is a duly registered
professional teacher, and a holder of a valid certificate of
registration and a valid professional license or a holder of a valid
special/temporary permit.
RA 7836:

• Upon approval of the application and payment of the prescribed
fees, the certificate of registration and professional license as a
professional teacher shall be issued without examination as
required in this Act to a qualified applicant, who is:
RA 7836:

• A holder of a certificate of eligibility as a teacher issued by the
Civil Service Commission and the Department of Education,
Culture and Sports; or
• A registered professional teacher with the National Board for
Teachers under the Department of Education, Culture and Sports
(DECS) pursuant to Presidential Decree No. 1006.
RA 7836:

Professional teachers who have not practiced their profession for the past five
(5) years shall take at least twelve (12) units of education courses, consisting of
at least six (6) units of pedagogy and six (6) units of content courses, or the
equivalent training and number of hours, to be chosen from a list of courses to
be provided by the Board and the Department of Education, before they can be
allowed to practice their profession in the country.
RA 7836:

• Those who have failed the licensure examination for professional
teachers, with a rating of not lower than five percentage points
from the passing general average rating, shall be eligible as para-
teachers upon issuance by the Board of a two-year special permit,
renewable for a non-extendible period of two (2) years.
RA 7836:

• The para-teachers shall be assigned to areas where there is a
shortage or absence of a professional teacher, as identified and
provided by the Department of Education and the Autonomous
Region for Muslim Mindanao (ARMM) education department to
the Board for professional teachers and to the Commission. The
special permit shall indicate the area of assignment of the para-
teacher.
RA 7836:

• A special permit may also be issued by the Board to a person
who has excelled and gained international recognition and is a
widely acknowledged expert in his or her respective field of
specialization.
Addendum to CMO 30, s. 2004 “Revised Policies and Standards for Undergraduate
Teacher Education Curriculum”
CHED Memorandum Order No. 52 s. 2007
Qualifications of Faculty of Higher Education

A. General Requirements
(1) As a rule, a master's degree in education or an allied
discipline is required for teaching in the tertiary level.
(2) 100% of the full-time and a minimum of 50% of the
part-time faculty must have a Master's degree in the
discipline or its equivalent at any given point in time.
B. Qualifications of the Professional Education Faculty

• must be a holder of a valid certificate of registration
and professional licensure examination for teachers
(LET) as provided for in Section 11 of RA 8981 (PRC
Modernization Act of 2000)
• a master's degree in education or from any of the
allied fields.
Manaois vs St. Scholastica’s College, GR. No. 188914,
December 11, 2013
Facts: Jocelyn Herrera-Manaois, a former part-time English teacher at St.

Scholastica's College, was employed as a probationary full-time faculty member
but failed to complete her master's degree within the probationary period,
leading to the non-renewal of her contract and her subsequent filing of an
illegal dismissal complaint.
Issues:
1. Whether Manaois was aware of the academic qualifications required for
permanent employment at SSC, particularly the completion of a master's degree.
2. Whether SSC was justified in not renewing Manaois's contract based on her
failure to fulfill the academic qualifications.
3. Whether SSC was guilty of illegal dismissal.
December 11, 2013
Rulings:
The Court of Appeals (CA) reversed the National Labor Relations Commission
(NLRC) judgment, dismissing Manaois's complaint, based on the finding that she was aware
of the requirement to possess a master's degree for permanent employment. The CA concluded
that SSC was not guilty of illegal dismissal.
The Supreme Court upheld the CA's decision and ruled in favor of SSC, affirming that
SSC was not guilty of illegal dismissal. The Court determined that Manaois was aware of the
academic qualifications required, including the need for a master's degree, for attaining
permanent status. Additionally, the Court clarified that those who failed to meet the minimum
academic qualifications could not legally acquire permanent status, even if they had
completed a probationary period. Manaois, therefore, could only be considered as a part-time
instructor and not eligible for permanent employment.
Labor Code of the Philippines
Articles 83, 87 and 91 of Presidential Decree No, 442
• Under the bill, Article 83 is amended to allow for

a compressed work week scheme, reducing the
normal work week to less than six days but not
exceeding 48 hours per week. This excludes
firms with a normal work week of five days,
totaling 40 hours.
D. Teaching Load
Teaching load requirements for the teacher education
program shall be as follows:
(1) A faculty should not be assigned more than four (4)
different courses/subjects within a semester/term;
(2) A faculty may be assigned an overload;
D. Teaching Load
(3) In no instance should the aggregate teaching load of
faculty exceed 30 units (inclusive of overload and teaching
loads in other schools); and
(4) Teaching load per day should not exceed six (6) hours.
Section 93. Regular Hours and Teaching Hours.

• The regular hours of work of school
personnel in all private schools shall not
exceed eight hours a day.
Section 94. Hours Worked.

• Hours worked in private schools shall include:
a. All time during which a school personnel is required to be
on duty or to be at a prescribed workplace or assignment; or
b. All time during which he is suffered or permitted to work.
• Rest periods of short duration during the working hours of
each day shall be counted as hours worked.
Section 95. Meal Period.

• Subject to regulations as may be promulgated
by the Secretary, it shall be the obligation of
the administration of every private school to
afford school personnel not less than sixty
minutes time-off each day for regular meal.
Section 96. Overtime Work.

• Work in excess of eight hours a day in a private
school may be performed by any school
personnel, provided that he is paid for
overtime work an additional compensation
equivalent to his regular salary plus at least
twenty-five percent thereof.
• Article 87. Overtime work.

Work may be performed beyond eight hours a day provided
that the employee is paid for the overtime work an additional
compensation equivalent to his regular wage plus at least
twenty-five percent thereof. Work performed beyond eight
hours on a holiday or rest day shall be paid an additional
compensation equivalent to the rate for the first eight hours on
a holiday or rest day plus at least 30 percent thereof.
• Article 91. Right to weekly rest day. (a) It

shall be the duty of every employer, whether
operating for profit or not, to provide each of
his employees a rest period of not less than
twenty-four consecutive hours after every
six consecutive normal work days.
Section 97. Rest Day.

It shall be the duty of every private school to provide school personnel a
rest period of not less than twenty-four consecutive hours for every
seven consecutive days. The school shall determine and schedule the
weekly rest day of its school personnel, subject to the provisions of
existing collective bargaining agreements and such regulations as may
be issued by the Secretary of Education. The preference of the school
non-teaching personnel as to his weekly rest day shall be respected by
the school if the same is based on religious grounds.
RA 11210 (Expanded Maternity Leave)
MATERNITY LEAVE FOR FEMALE WORKERS IN THE PUBLIC SECTOR
Section 1. Eligibility. - Any pregnant female worker in the government

service, regardless of employment status and length of service, in National
Government Agencies (NGAs), Local Government Units (LGUS), Government-
Owned or Controlled Corporations (GOCCs), State Universities and Colleges
(SUCs), or Local Universities and Colleges (LUCs) shall be granted maternity
leave of one hundred five (105) days with full pay regardless of the manner of
delivery of the child, and an additional fifteen (15) days paid leave if the female
worker qualifies as a solo parent under Republic Act No. 8972, or the "Solo
Parents' Welfare Act of 2000". She shall be entitled to maternity leave of sixty
(60) days with full pay for miscarriage or emergency termination of pregnancy.
RA 11210 (Expanded Maternity Leave)
MATERNITY LEAVE FOR FEMALE WORKERS IN THE PRIVATE SECTOR
Section 1. Eligibility. - To qualify for the grant of maternity leave benefit, the female
worker must meet the following requirements:
a. She must have at least three (3) monthly contributions in the twelve-month period
immediately preceding the semester of childbirth, miscarriage, or emergency
termination of pregnancy. In determining the female member's entitlement to the
benefit, the SSS shall consider only those contributions paid prior to the semester of
contingency;
b. She shall have notified her employer of her pregnancy and the probable date of her
childbirth, which notice shall be transmitted to the SSS in accordance with the rules
and regulations it may provide.
"Solo Parents' Welfare Act of 2000.“
REPUBLIC ACT NO. 8972
Section 8. Parental Leave.

• In addition to leave privileges under existing laws,
parental leave of not more than seven (7) working
days every year shall be granted to any solo parent
employee who has rendered service of at least one
(1) year.
"Solo Parents' Welfare Act of 2000.“
REPUBLIC ACT NO. 8972
Section 8. Parental Leave.

• In addition to leave privileges under existing laws,
parental leave of not more than seven (7) working
days every year shall be granted to any solo parent
employee who has rendered service of at least one
(1) year.
The Paternity Leave Act of 1996
SECTION 2. Coverage.
• Every married male employee in the private sector shall
be entitled to paternity leave benefits of seven (7)
working days with full pay for the first four (4)
deliveries by his lawful spouse under such terms and
conditions as hereinafter provided.
SECTION 3. Conditions for entitlement of paternity leave benefits.

• A married male employee shall be entitled to paternity benefits
provided that:
a. he is employed at the time of delivery of his child;
b. he has notified his employer of the pregnancy of his wife and
her expected date of delivery subject to the provisions of
Section 4 hereof;
c. his wife has given birth, suffers a miscarriage or an abortion

provided that:
Section 4 hereof;

provided that:
Section 4 hereof;
“Anti-Violence Against Women and Their Children Act of 2004”
R.A. 9262
VAWC leave benefits are leave credits extended to covered

female employees who have been the victim of violence
under R.A. 9262, and who may want to use them whenever
they take a leave from work, so that they remain paid
during such absence from work. The benefit consists of ten
(10) working days of leave credits with full pay.
R.A. 9262
Condition for Entitlement

• The only condition for entitlement is that the female
employee presents a Certificate of Pending Action as
proof that an action is pending relative to the violence,
issued by either the Barangay Chairman/Councilor,
Prosecutor, or Clerk of Court.
R.A. 9262
Condition for Entitlement

• The only condition for entitlement is that the female
employee presents a Certificate of Pending Action as
proof that an action is pending relative to the violence,
issued by either the Barangay Chairman/Councilor,
Prosecutor, or Clerk of Court.
Magna Carta of Women
Republic Act 9710
• a woman employee shall be entitled to a special

leave benefit of two (2) months with full pay
based on her gross monthly compensation
following surgery caused by gynecological
disorders.
Republic Act 9710
Special Leave for women under RA 9710

• woman employee shall be entitled to a special
leave benefit of two (2) months with full pay
based on her gross monthly compensation
following surgery caused by gynecological
disorders.
Republic Act 9710
Who are qualified?

All women employees in the public
or private sector, regardless of age and
civil status, are entitled to special leave
benefits, provided she has complied with
the following conditions:
Republic Act 9710
Conditions:
• She has rendered continuous aggregate
employment service of at least 6 months
for the last 12 months;
• She has filed an application for special
leave;
Republic Act 9710
Conditions:
• She has undergone surgery due to gynecological
disorders as certified by competent physician.
• Female employees who have taken a
leave of absence following surgery for
gynecological disorder or after 15 September
2009 are entitled to avail of the benefit.
Other Statutory Benefits of Teachers
PhilHealth (RA 9241)

“An Act Instituting A National Health Insurance
Program For All Filipinos And Establishing The
Philippine Health Insurance Corporation For The
Purpose”
Pag-IBIG (RA 9679)

• policy of the State to establish, develop, promote,
and integrate a nationwide sound and viable tax-
exempt mutual provident savings system.
Employees Compensation Program

• a government program designed to provide a
compensation package to public and private
employees or their dependents in the event of
work-related sickness, injury or death.
Employee Compensation Program
WHO ARE COVERED UNDER THE EC PROGRAM?
1. Private sector workers who are registered members of the Social Security
System (SSS) except self-employed or voluntary members.
2. Government sector employees who are registered member of the GSIS,

including members of the Armed Forces of the Philippines (AFP) and the
Philippine National Police (PNP), Bureau of Fire Protection (BFP), Bureau of
Jail Management and Penology (BJMP), elective government officials who are
receiving regular salary and all casual, emergency, temporary and substitute or
contractual employees.
Employee Compensation Program
BENEFITS AND SERVICES OF THE

PROGRAM
1. Loss of income benefit or a cash benefit
2. Medical Benefits
3. Rehabilitation Services
4. Carer’s Allowance
5. Death Benefits
Section 66. Full-Time and Part-Time School Employment.

As a general rule, all private schools shall employ full-time school
personnel. An applicant shall be eligible for a full-time employment in a
private school whenever he has the minimum qualifications prescribed in
this Manual, has no other remunerative employment requiring regular
working hours elsewhere, and whose services to the extent of at least
eight hours during each working day are available during the entire time
the school operates.
Section 66. Full-Time and Part-Time School

Employment.
The employment of part-time school personnel
shall be reckoned in terms of the needs of the
school and/or the availability of qualified
applicants.
Section 67. Ratio of Full-time and Part-time School

Personnel
• The ratio in the employment of part-time and full-
time school teaching personnel in all private
schools shall be issued through regulation by the
Secretary, based on the nature of the course-
offerings, qualifications for teaching, and full-time
equivalents, among others.
Section 67. Ratio of Full-time and Part-time School

Personnel
• The ratio in the employment of school non-
teaching personnel, except the school head and
other school supervisory officials, shall be
determined by each private school on the basis of
the nature as well as needs of the services therein.
C. Full Time Faculty Members

• The institution shall maintain 50% of the
faculty members teaching in the teacher
education program as full time.
Labajo vs Alejandro, GR No. L-80383,
September 26, 1988
Facts: The case involves the termination of employment contracts of

six teachers at San Andres High School in Maramag, Bukidnon, who
claimed they were illegally dismissed, citing violations of due
process and security of tenure, while the school argued that their
contracts had expired, and thus, the terminations were lawful.
Issues:
1. Whether the private respondents (teachers) were illegally
dismissed.
2. Whether reinstatement of the private respondents is proper in this
case.
September 26, 1988
Rulings: The court found that at the time of their separation, none of the private
respondents had attained permanent status in their employment. They were
either probationary employees or contractual employees, and their employment
contracts had specific terms.
Their contracts stipulated a term of ten months, typically from June to
March or April of the following year, excluding the summer holiday period.
The private respondents' contracts expired on March 31, 1985, and it was
not obligatory for the school to renew these contracts.
The letter informing them of the termination of their services was not a
termination but either a reminder that their contracts were expiring or notice
that the contracts would not be renewed. As their employment was contractual,
the termination was lawful.
September 26, 1988
Rulings: Therefore, the court held that their separation was not illegal.
Since they were not illegally dismissed, the remedies of reinstatement
and backwages were not applicable.
The court affirmed the decision that held petitioners liable to pay
P52,173.67 to the private respondents for unpaid benefits and dismissed
petitioners' counterclaim for moral and exemplary damages and litigation
expenses.
In summary, the court ruled in favor of the petitioners (Rev. Fr.
Emmanuel Labajo and San Andres High School) and found that the termination
of the teachers' contracts was lawful as their employment was contractual and
their contracts had expired. The court ordered the payment of unpaid benefits to
the teachers but dismissed the claim for reinstatement and backwages.
Regino vs Pangasinan College, GR No. 156109, November
18, 2004
Facts:
Khristine Rea M. Regino was a first-year computer science student at
Pangasinan Colleges of Science and Technology (PCST). During the second
semester of the 2001-2002 school year, she enrolled in logic and statistics
subjects taught by Rachelle A. Gamurot and Elissa Baladad, respectively.
In February 2002, PCST organized a fundraising event called the "Rave
Party and Dance Revolution," requiring each student to purchase two tickets
priced at P100 each. Those who bought tickets were promised additional points
in their test scores, while those who refused were denied the opportunity to take
their final exams. Regino, facing financial difficulties and constrained by her
religious beliefs, declined to purchase the tickets.
18, 2004
Facts:
As a consequence of her refusal to pay for the tickets, Gamurot
and Baladad, Regino's teachers, allegedly prevented her from taking
the final exams. Regino filed a complaint on April 25, 2002, seeking
damages against PCST, Gamurot, and Baladad. She claimed P500,000
in nominal damages, P500,000 in moral damages, at least P1,000,000
in exemplary damages, P250,000 in actual damages, as well as
litigation costs and attorney's fees.
.
18, 2004
Facts:
On May 30, 2002, PCST and the teachers filed a motion to
dismiss, arguing that Regino should have exhausted administrative
remedies by taking her case to the Commission on Higher Education
(CHED) due to the administrative policy involved. Regino countered
that her case was a claim for damages based on violations of the Civil
Code's human relations provisions, not an administrative matter.
.
18, 2004
Facts:
On July 12, 2002, the RTC dismissed Regino's complaint for
lack of cause of action, asserting that the CHED, rather than the
courts, had jurisdiction over the dispute.
.
18, 2004
Issues:
1. Whether the doctrine of exhaustion of administrative remedies is applicable
in a civil action for damages based on the violation of the Civil Code's human
relations provisions.
2. Whether the petitioner had sufficiently allege a cause of action; failure to do
so warrants its dismissal
3. Whether CHED has exclusive jurisdiction over actions for damages based on
violations of the Civil Code's provisions on human relations filed by a student
against the school.
.
18, 2004
Rulings:
1. The court ruled out that the petitioner is ; that the doctrine of exhaustion of
administrative remedies has no bearing on the present case.
2. The Court holds that the Complaint alleges sufficient causes of action
against respondents, and that it should not have been summarily dismissed.
Needless to say, the Court is not holding respondents liable for the acts
complained of. That will have to be ruled upon in due course by the court a
quo.
3. The Petition is hereby GRANTED, and the assailed Orders REVERSED.
The trial court is DIRECTED to reinstate the Complaint and, with all
deliberate speed, to continue the proceedings in Civil Case No. U-7541. No
costs.
.
December 11, 2013
Facts: Jocelyn Herrera-Manaois, a former part-time English teacher at St.

Scholastica's College, was employed as a probationary full-time faculty member
but failed to complete her master's degree within the probationary period,
leading to the non-renewal of her contract and her subsequent filing of an
illegal dismissal complaint.
Issues:
1. Whether Manaois was aware of the academic qualifications required for
permanent employment at SSC, particularly the completion of a master's degree.
2. Whether SSC was justified in not renewing Manaois's contract based on her
failure to fulfill the academic qualifications.
3. Whether SSC was guilty of illegal dismissal.
December 11, 2013
Rulings:
The Court of Appeals (CA) reversed the National Labor Relations Commission
(NLRC) judgment, dismissing Manaois's complaint, based on the finding that she was aware
of the requirement to possess a master's degree for permanent employment. The CA concluded
that SSC was not guilty of illegal dismissal.
The Supreme Court upheld the CA's decision and ruled in favor of SSC, affirming that
SSC was not guilty of illegal dismissal. The Court determined that Manaois was aware of the
academic qualifications required, including the need for a master's degree, for attaining
permanent status. Additionally, the Court clarified that those who failed to meet the minimum
academic qualifications could not legally acquire permanent status, even if they had
completed a probationary period. Manaois, therefore, could only be considered as a part-time
instructor and not eligible for permanent employment.
Thank you

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Establishment of

Section 45. Establishment of a Foreign or International School.

Section 46. Use of the word "Foreign" or "International" or Name of a Foreign

Section 47. Manner of Establishing a Foreign or International School.

Section 48. Foreign Temporary Resident.

Section 49. Enrollment of Filipino Students in Foreign or

Section 50. Control and Administration of a Foreign or International

Some International Schools in the Philippines:

1. International School Manila 6. Southville International School and

General Criteria for Selection:

Benefits of Autonomous Status:

Benefits of Deregulated Status:

Updated Standards and Guidelines:

Each school shall establish such

Each school shall establish such

• Every government college or

Section 51. Governing Body.

Section 51. Governing Body.

• The terms and conditions of employment of

• In private schools, labor disputes will be handled

Section 54. Chief Executive Offi cer.

Section 55. Qualifications of the School Head.

Section 55. Qualifications of the School Head.

Section 56. Qualifications and Functions of the

Section 57. Powers.

Section 57. Powers.

Section 57. Powers.

Section 58. Term of Offi ce and Conditions of Employment of

Section 59. Qualifications of School Supervisory

Section 59. Qualifications of School Supervisory

Section 59. Qualifications of School Supervisory

Section 59. Qualifications of School Supervisory Offi cial.

Section 59. Qualifications of School Supervisory Offi cial.

Section 60. Conditions of Employment of a School Supervisory Offi cial.

Section 61. Qualifications and Functions of the Registrar.

Section 61. Qualifications and Functions of the Registrar.

Section 61. Qualifications and Functions of the Registrar.

SECTION 31. Employment of Librarians.

Certificate of Registration and Professional Identification Card

Functions of a Librarian: 5. Teaching, Lecturing, and

Section 13. Functions of Guidance Counselor

• Help individuals realize their potentials and plan their future

Section 26. Registration and Exception.

Section 26. Registration and Exception.

Section 26. Registration and Exception.

Section 26. Registration and Exception.

Section 26. Registration and Exception.

Section 26. Registration and Exception.

Section 26. Registration and Exception.

Qualifications of Faculty of Higher Education

B. Qualifications of the Professional Education Faculty

Facts: Jocelyn Herrera-Manaois, a former part-time English teacher at St.

• Under the bill, Article 83 is amended to allow for

Section 93. Regular Hours and Teaching Hours.

Section 94. Hours Worked.

Section 95. Meal Period.

Section 96. Overtime Work.

• Article 87. Overtime work.

• Article 91. Right to weekly rest day. (a) It

Section 97. Rest Day.

Section 1. Eligibility. - Any pregnant female worker in the government

Section 8. Parental Leave.

Section 8. Parental Leave.

Establishment of Schools & International Organization

Establishment of Schools & International Organization