code of conduct of... · 5. other similar causes. in addition to the just causes enumerated by the...

1 CODE OF CONDUCT - GRADE SCHOOL UNIT

Ateneo de Davao University

Grade School Acacia St., Matina, Davao City

CODE OF CONDUCT

I. MEANING OF DISCIPLINE

Discipline involves the systematic training of the mental, moral, and physical powers by

instruction and exercise. The end result of this process is orderly conduct flowing from

internal self-control. Discipline is not just to be identified with external punishment.

Neither is it to be regarded as a continual repression of one’s energies nor the complete

external domination of the teacher over the class or the supervisor over the teachers.

Discipline emanates from one’s personal competence and moral credibility which

energizes each one in the teaching-learning community to strive for excellent instruction

and formation. Discipline is an integral tool for the realization of the Ateneo de Davao

University Vision. When each member of the Ateneo de Davao Community transforms

the moral norms of discipline and proper conduct into an internal code of personal

behavior, effective discipline is achieved. As Faculty Members, Non-Teaching Personnel

and Administrators strive to be excellent in words and actions, they contribute to the

formation of the ideal Ateneans—Christ-centered men and women of competence,

conscience and compassionate commitment.

II. RATIONALE FOR THE CODE OF DISCIPLINE FOR ALL

ADMINISTRATORS, FACULTY AND STAFF

Jesuit Education stresses Lay-Jesuit collaboration and relies on a spirit of community

among teachers and administration (Characteristics of Jesuit Education #117).

As far as possible, people chosen to join the educational community in a Jesuit School

will be men and women capable of understanding its distinctive nature and of

contributing to the implementation of characteristics that result from the Ignatian vision

(CJE #122, on teaching Staff and Administrators).

All Ateneo de Davao University faculty members, administrators and non-teaching

personnel should know that they are employed in the school to help attain the vision-


mission for which the school exists. As the vision-mission provides the clear direction to

which the school should be heading to, it is imperative that all members of the

community will have proper guidelines on procedures and structures as a tool towards

reaching the vision-mission.

As educators of Ateneo de Davao University, they are called upon to form the students

into the school’s vision of the Ateneo de Davao University. Alongside with this mission

is to “live and work as one Christian community in joy and in peace so that he/she may

be a sign of God’s love and a source of hope in the world.”

The structures of the school guarantee the rights of the students, administrators, teachers,

and auxiliary staff, and call each to the individual responsibilities (CJE #142). They are

called to perform the duties and responsibilities which they have committed themselves

to upon acceptance and entrance in this institution. All members of the community work

together to create and maintain the conditions most favorable for each one to grow in the

responsible use of freedom (CJE #142). Therefore, any act of any member in this

community should reflect the responsible use of this freedom through responsible

execution of defined roles and responsibilities.

Every member of the community is invited to actively engage in the growth of the entire

community (CJE #142). While we recognize that our community has been blessed with

many dedicated and edifying educators, we also accept that human nature requires

structures that promote the desired values and discourage the qualities and behaviors

that may damage our reputation as educators and degrade our vocation and profession.

To quote from the Characteristics of Jesuit Education: Because of sin, and the effect of sin,

the freedom to respond to God’s love is not automatic. Aided and strengthened by the

redeeming love of God, we are engaged in an ongoing struggle to recognize and work

against the obstacles that block freedom— including the effects of sinfulness—while

developing the capacities that are necessary for the exercise of true freedom. (CJE #49).

Thus, when a department/office or unit cannot do its proper and busy work because an

employee needs to be corrected, disciplinary action is utilized. The main purpose of the

disciplinary action is to correct and help the employee, rather than punish the offending

employee.

Offenses can be classified either as minor or major. However, each employee’s offense

must be considered separately as circumstances can easily affect its seriousness.


For this reason, disciplinary actions shall take into account the larger picture of the

mission of the University and the greater good of the community.

III. DISCIPLINARY MEASURES

The University places as few restraints and restrictions on an employee’s personal

conduct as possible. However, for the protection of its property and interests and those

of all employees, the University establishes reasonable rules and regulations, which all

employees are obliged to comply with.

These rules and regulations are accompanied by a set of disciplinary measures designed

to lend it strength, character, purpose and importance. These disciplinary measures are

deemed fair and consistent with existing labor laws.

The University utilizes the following disciplinary measures:

a. Oral Warning/Counseling

A verbal reminder calling the attention of the offenders, pointing out their

shortcomings and suggesting a better course of action

b. Written Warning

A written reprimand addressed to the offenders for repeated violations of the rules

and regulations.

c. Suspension

A penalty which deprives employees of their right to work and the attendant loss

of benefits for a period of time as a result of repeated violations of the rules and

regulations

d. Termination/Dismissal

A forced separation from service with the University due to repeated violation of

the rules and regulations

Termination or dismissal for cause, being the most severe form of disciplinary

action, is usually resorted to only when the other measures have failed.

The following is a list of grounds for dismissal as provided by the Labor Code:

1. Serious misconduct or willful disobedience by the employees of the lawful orders

of the employer or representative in connection with their work;


2. Gross and habitual neglect by the employees of their duties;

3. Fraud or willful breach by the employees of the trust reposed in them;

4. Commission of a crime or offense against the employer, his family or

representative; or

5. Other similar causes.

In addition to the just causes enumerated by the Labor Code, the employment of school

personnel, including faculty members, may be terminated for the following causes:

1. Gross inefficiency and evident professional incompetence or continued failure or

negligence in the performance of responsibilities, such as but not necessarily

limited to habitual and inexcusable absences and tardiness from classes, willful

abandonment of employment or assignment; or poor evaluation results;

2. Negligence in keeping school or student records, or tampering with or

falsification of the same;

3. Conviction by final judgment by a court involving a serious crime or crime

involving moral turpitude or where the penalty is more than six years’

imprisonment;

4. Grave moral delinquency;

5. Physical or mental incapacity, health disability, or death;

6. Inability to accommodate activities with the purposes and objectives of the

University;

7. Phasing out, closure, or cessation of the educational program or course or the

school itself; or

8. Other causes analogous to the foregoing as may be provided for in the

regulations prescribed by the CHED or in the school rules or in a CBA.

IV. OFFENSES AND CORRESPONDING SANCTIONS/CORRECTIVE

MEASURES

Legend

VR - Verbal Reminder WR - Written Reminder WW - Written Warning

S1 - 1-Day Suspension S3 - 3-Day Suspension S7 - 7-Day Suspension

S15 - 15-Day Suspension D – Dismissal


OFFENSES

Occurrence and Range of

Sanctions

1ST 2ND 3RD

A. Conduct Behavior

“In a Jesuit school, good manners are expected; the atmosphere is one in which all can

live and work together in understanding and love, with respect for all men and women

as children of God (CJE # 33).

1. Discourtesy or rudeness in language or behavior

VR-WR

WW-S1

WW-D

2. Use of profane, indecent or obscene language in all

its forms.

VR-WR

WW-S1

WW-D

3. Tampering with any school document and/or

notice on bulletin boards or walls.

WW-S1

S2-S3

S7-D

4. Any act that will render the school building, office,

classroom or premises unsanitary.

VR-WW

WR-S1

S1-S7

5. Misuse or removal of school/office records without

proper authorization.

WW-S1

S2-S3

S7-D

6. Failure to submit liquidation report on deadline

set after the activity.

VR-WW

WR-S1

WW-S3

7. Deliberate withholding of information, or giving

false statements, or concealing material facts or

evidences during an investigation.

WW-S3

S3-S7

S7-D

8. Reporting for work under the influence of alcohol

or illegal drugs; possession, use, or distribution of

prohibited drugs.

D

9. Taking part and promoting gambling within the

University premises.

S3-S7

S7

D

10. Staying inside school premises while serving

Suspension.

WW-S3

S3-S7

D

11. Lewd or immoral conduct, maintaining an illicit

relationship, and other acts that violate common

decency and morality.

D

12. Possession, display, or distribution of

pornographic materials, pictures, films or

literature within school premises.

WW-S3

S3-D

S7-D

13. Forgery, fraud or giving false information in

official documents.

D


14. Any form of sexual innuendos, insinuations, or

acts of sexual harassment or lasciviousness.

WW-D

15. Any indecent or immoral act analogous to those

mentioned above.

VR-D

B. Attendance and Working Hours

“The essence of teaching is in getting contact with the persons of our students, making

sure they take the steps to learn what must be learned, nurturing freedom and

responsibility. In teaching, I as a teacher should not come late to class.” (Sharing the

Mission, Raising us Up, 2011).

1. Not wearing the proper ID card or school uniform

during class or working hours, and not following

the prescribed dress code without permission from

the immediate supervisor.

VR-WW

WR-S3

S3-S7

2. Repeated extension of breaks and rest periods

without prior permission from the immediate

supervisor.

VR-WW

WW-S1

S1-S7

3. Sleeping during office hours. VR-WW WW-S1 S1-S7

4. Timing in/out for another teacher/staff or having

asked another teacher/staff or person to time

him/her in/out using the logbook.

S1-S7 S7-D D

5. Unauthorized alteration of entry in the biometrics

attendance program.

S3-D

D

6. Unauthorized entry or letting other persons into

restricted areas (e.g. work area).

VR-WW

WW-S1

S1-S7

7. Using school time, premises, machine, tools,

equipment, or materials for personal use, or doing

other non-school tasks without written permission

from the Unit Head.

WW-S3

S3-S7

S7-D

8. Unexcused tardiness and under time:

a. 4 lateness in a month’s time

b. 20 unexcused late in a quarter

c. tardiness in proctoring examinations and in

other official functions and activities of the

school

d. unauthorized under time

VR-WR

S7

WR-W

WR-W

WW-S1

D

WW-S1

S1-S3

S1-S3

S1-S7

S7-D


9. Absences

a. Unauthorized absence (failure to file the LOA

within 3 working days upon return to work).

b. Failure to notify or inform the immediate

supervisor within reasonable time of one’s

absence.

c. Extension of the previously authorized period

of leave without prior approval of the Unit

Head:

1-4 consecutive days

5-10 consecutive days

11 or more consecutive days

d. Unauthorized or unexcused absence from class

or any official school function or activity.

VR-WR

VR-WW

WW-S1

S1

D

WR-S1

WW-S1

WW-S1

S1-S3

S1-S3

S1-S7

S3-S7

10. Malingering, feigning illness. WW-S1 S1-S7 S7-D

C. Work Ethics

“Jesuit education includes formation in values, in attitudes, and in an ability to

evaluate criteria; that is, includes formation of the will. Since a knowledge of good and

evil, and of the hierarchy of relative goods, is necessary both for the recognition of the

different influences that affect freedom and for the exercise of freedom, education takes

place in a moral context: knowledge is joined to virtue.” (CJE # 351)

1. Passing a student or changing his grades/status in

consideration of some remuneration or favor.

D

2. Influencing another faculty member to change the

grade of a student by reason of personal

relationship or connection or position.

S1-S7

D

3. Reported and unjustified failure to submit grades

and/or other requirements according to agreed or

set deadlines.

WW

S1-S3

S3-S7

4. Giving away restricted or confidential information

to unauthorized persons.

WW-D

S7-D D

5. Making malicious, derogatory or libelous

statements about a person or any member of the

academic or school community; gossiping, rumor

mongering, character assassination.

WW-S3

S3-S7

S7-D


6. Borrowing money from students and parents. S1-S3 S3-D

7. Asking special favors and unauthorized solicitation

of any form of gifts.

S3-D

D

8. Neglect in the use of school materials, property, or

equipment resulting to its loss or damage.

S3 S7 S3

9. Any form or kind of dishonesty such as lying,

plagiarism or intellectual dishonesty.

WW-S7

S7-D

10. Insubordination or refusal to carry out orders of

his/her employer or his representative including but

not limited to refusal to accept new work, change of

duty, assignment, or work locations.

WW-S1 S3-S7 D

11. Misuse or misappropriation of fund or any

money collection.

S3r-D D

12. Neglect of duties such as submission of lesson

plans, encoding of grades, submission of grades,

observance of classroom policies, and in any

related responsibilities.

VR-WW S1-S3 S3-D

13. Deliberate submission of false expense

statement.

S3-D

14. Tutoring own students for a fee. S7-D

15. Inability to maintain professional distance with the

students as defined in the Code of Ethics found in

this manual.

VR-WW WW-S3 S7-D

16. Other offenses or act of unprofessionalism

analogous to any of the above.

WR-D

D. Personal Integrity and Property

“A Jesuit school maintains a clear sense of justice and respect from the legitimate

rights of others in all its dealing with students, employees, parents and the local

neighborhood. The entire institution not only teaches justice but also acts justly (p. 6,

What makes a Jesuit school?)

1. Threatening or intimidating students, colleagues,

superiors or anyone in school at any time for any

purpose.

S1-D

D

2. Provoking/instigating a fight within school

premises.

S1-D

D

3. Fighting and other forms of physical violence on

campus.

S7-D D

4. Attempting to inflict injury to anybody within the

school premises.

S7-D

D


5. Inflicting bodily injury upon another. D

6. Engaging in business or other activities like tutoring

especially those that conflict with the school’s

interest.

S1-S3

S4-D

7. Misuse or damage to school property or those of

colleagues while in school.

a. On purpose

b. Carelessness

S7r-Dr

WWr-

S1r

Dr

S1r-S3r

S3r-Dr

8. Vandalism or unauthorized marking, writing,

scribbling on any part of the school premises.

S3r-Dr

S7r-Dr

Dr

9. Unauthorized possession of firearms, bladed

weapons, explosives or inflammable materials

within school premises.

D

10. Bringing school property outside without

permission.

S7-D

D

11. Unauthorized possession or use of school

property, equipment, motor vehicles, supplies.

S3-D

D

12. Theft, stealing, or unlawful taking of the

personal property of another, whether the thing

stolen should belong to the School, any member of

the faculty, student body, or the community, even

if the act is attempted or frustrated and regardless

of one’s involvement as accomplice or principal.

D

E. Technology and Communications

“We seek to form people who will use their knowledge and abilities according to the

dictates of properly-formed conscience” (Sharing the Mission, Raising us Up, 2011).

1. Tampering with the following:

a. any computer and its settings, its parts like the

keyboard, mouse, monitor and other

peripherals;

b. network equipment: its configurations and

settings.

WW-S1

S3-D

S2-S7

S7-D

D

D

2. Transferring of computers without permission

from the Information Technology Services (ITS)

University Information Technology Operations

(UITO) personnel.

WW-S3

S3-D

S7-D

3. Unauthorized fixing of hardware and network

configuration or setting problems.

WR-S1

S1-S3

S3-D


4. Changing or installing new software and deleting

resident programs without the permission and

assistance from the persons in-charge.

WW-S3 S3-S7

S7-D

5. Malicious spreading of computer viruses. WW-S3 S3-S7 S7-D

6. Preventing others from using any computer by

activating password-protected locks, screen savers,

log-on programs and the like.

WR-S1

S1-S3

S3-S7

7. Copying resident programs into one’s usb (flash

drive, memory card) for personal use.

WW-S3

S3-S7

S7-D

8. Hacking into the system. D

9. Cracking such as using other people’s names,

password and documents, and reading files in other

computers in the network.

D

10. Sending offensive and malicious messages in any

form.

WW-S7

S7-D

D

11. Downloading files for personal use without

permission.

WR-

WW

S1-S3

S3-S7

12. Making unauthorized calls using the Ateneo de

Davao telephone lines (e.g. local, NDD, IDD).

WRr-

WWr

S1r-S3r

S3r-S7r

13. Any other misconduct or serious misconduct that

is analogous to any of the above.

WR-D

F. Other Infractions

1. Smoking in restricted school premises. WR-S1 S1-S3 S3-S7

2. Unauthorized possession of school key, padlock

and or similar device which can open locker,

drawer, desk, cabinet, door, room, office, or gate.

S1-S3

S3-S7

D

3. Pernicious political or subversive activity affecting

the school.

D

4. Accepting bribes. D

5. Gross neglect of duties. D

6. Conviction by a court of law. D

7. Habitual violation of the rules and regulations as

set forth in the Code of Discipline. One is

considered a habitual offender if he has been:

warned 3 times and suspended once

suspended twice for similar or different

offenses in a year.

D


V. RESPONSIBILITY FOR THE ENFORCEMENT OF THIS CODE

Corrective measures have to be implemented in the following manner:

1. The sanctions of Verbal Reminder (VR), Written Reminder (WR), Written Warning

(WW) are issued by the GLC/SAH/Office Head, copy furnished to the Assistant

Headmaster for Administration and Headmaster’s Office.

2. Suspension, upon recommendation of GLC/SAH/Office Head, and approval of the

Headmaster, and issued by the University Human Resources Director.

3. Dismissal notice, upon recommendation of the Headmaster, shall be issued by the

University Human Resources Director upon the approval of the President.

VI. DUE PROCESS/PROCEDURES IN IMPOSING DISCIPLINARY

SANCTIONS

1. When a Supervisor or Unit Head receives a complaint or an evidence report about

an alleged offense or violation committed by one of his/her faculty, s/he conducts

an informal preliminary inquiry to ascertain whether said offense has been

committed. For this purpose, s/he may interview the faculty who appears to have

committed the offense or s/he may interview or ask anecdotal reports from other

faculty/staff, students, parents and other persons who may have knowledge of the

offense.

2. For an alleged offense that does not warrant Suspension or Dismissal, s/he issues

a written Notice to said faculty, who is required to explain in writing within three

(3) days from receipt of the Notice why said faculty should not be given the

appropriate disciplinary sanction. If s/he finds the explanation unsatisfactory, said

faculty is given the appropriate sanction.

3. For an alleged offense that may merit Suspension or Dismissal, s/he with the

approval of the Unit Head issues a written Notice to said faculty, who is required

to explain in writing within five (5) days from receipt of said notice why said

faculty should not be suspended or sanctioned for the alleged offense. The Notice

shall describe the offense committed, and the time and place of its commission.

The Notice shall also advise the faculty that his/her failure to submit his/her

written explanation within the specified period shall be considered as an

admission of the offense and a waiver of his/her right to explain his/her side.


4. Should the Supervisor and Unit Head not find the explanation of the faculty

concerned reasonable or valid, the Unit Head endorses to the Human Resources

Office the issuance of the appropriate sanction.

5. The Human Resources Director or any official or committee designated by the

school authorities hears the case and, with the approval of the (University

President), issues the Notice for an appropriate sanction.

VII. DUE PROCESS/PROCEDURES IN IMPOSING DISCIPLINARY

SANCTIONS FOR ADMINISTRATORS

1. When a Supervisor or Unit Head receives a complaint or an evidence report about

an alleged offense or violation committed by one of his/her administrators, s/he

conducts an informal preliminary inquiry to ascertain whether said offense has

been committed. For this purpose, s/he may interview the faculty who appears to

have committed the offense or s/he may interview or ask anecdotal reports from

other faculty/staff, administrators, students, parents and other persons who may

have knowledge of the offense.

2. For an alleged offense that does not warrant Suspension or Dismissal, s/he issues

a written Notice to said administrator, who is required to explain in writing within

three (3) days from receipt of the Notice why said administrator should not be

given the appropriate disciplinary sanction. If s/he finds the explanation

unsatisfactory, said administrator is given the appropriate sanction.

3. For an alleged offense that may merit Suspension or Dismissal, s/he with the

approval of the Unit Head issues a written Notice to said administrator, who is

required to explain in writing within five (5) days from receipt of said notice why

said administrator should not be suspended or sanctioned for the alleged offense.

The Notice shall describe the offense committed, and the time and place of its

commission. The Notice shall also advise the administrator that his/her failure to

submit his/her written explanation within the specified period shall be considered

as an admission of the offense and a waiver of his/her right to explain his/her side.

Should the Supervisor and Unit Head not find the explanation of the administrator

concerned reasonable or valid, the Unit Head endorses to the Human Resources

Office the issuance of the appropriate sanction. The Human Resources Director or

any official or committee designated by the school authorities hears the case and,


with the approval of the (University President), issues the Notice for an

appropriate sanction.

VIII. DISCIPLINE COMMITTEE

The Discipline Committee is a standing committee created to promote good relations

and morale among Faculty, Staff and Administrators.

Specifically, the Committee is tasked to:

• settle issues at the lowest level in the organization.

• handle cases of conflict or dissatisfaction among and between teachers, staff and

administrators.

• conduct preliminary hearing and investigation of disciplinary cases.

• recommend to the Administration the formation of an Ad Hoc committee for

disciplinary cases when needed.

Membership:

Only tenured faculty and staff may be appointed by the Principal as members of the

committee considering their integrity, probity, sincerity and credibility. They are

appointed for a term of one (1) school year.

Procedures:

1. The aggrieved party writes a formal letter or incident report addressed to the

Supervisor. The role of the Supervisor (to settle the disputes).

2. The Supervisor furnishes a copy to the Principal before endorsing the letter of

complaint or disciplinary case to the Discipline Committee within a week from

the date of receipt of the letter.

3. The Discipline Committee convenes and acts on the complaint or case within

two

(2) weeks from date of receipt of the endorsement.

4. The Discipline Committee submits the report and recommendation/s to the

Principal. An Ad Hoc committee may be formed by the Principal, if necessary.

(The Ad Hoc Committee works independently from the Discipline Committee).

5. The Principal carries out decision and/or imposes sanctions.

6. The Principal’s decision is final.


IX. PRESCRIPTIVE EFFECT OF RECORDS OF PENALTIES

This refers to the period after which an offense and its corresponding corrective

sanction is expunged from the employee’s record giving him/her an opportunity for a

fresh start.

On the condition that the person concerned has exhibited good behavior since the

offense, the pertinent offenses shall be expunged from the employee’s record, as

follows:

1. One (1) year from the date a written reminder or written warning was

issued.

2. Two (2) years from the date a suspension was served.

X. PRESCRIPTIVE PERIOD FOR ACTIONS

This refers to the period of time within which the School Administration or its duly

appointed representative has to take action over an offense.

1. One (1) year from date of commission for offenses punishable with a written

reminder or written warning.

2. Two (2) years from the date of commission for offenses punishable with

suspension.

3. Two (2) years from the date of discovery but in no case beyond three (3) years

from commission for offenses punishable by dismissal.

code of conduct of... · 5. other similar causes. in addition to the just causes enumerated by the...

Documents