PARAMETERS IN THE IMPLEMENTATION OF FLEXIBLE WORK ARRANGEMENT/S

1. Flexiplace

This refers to an output-oriented work arrangement that authorizes employees to render services at a location away from their office, either in the employee's home/residence, satellite campuses, or another fixed place temporarily duly approved by the President.

Flexiplace work arrangement has three (3) types that the DNSC adopts:

1.1 Work from home (WFH)

This is a work arrangement where DNSC employees can work at home or in their residences.

WFH may be adopted at any time, subject to mutually agreed arrangements between the immediate head and the employee duly recommended by the Director and Vice President and approved by the President. This will apply to employees whose assigned task/s can be accomplished outside the office.

WFH may likewise be extended to employees whose task/s cannot be accomplished at the office, satellite office, or another fixed place under the following situations:

a. During the emergence of a national or local outbreak of a severe infectious disease and/or the occurrence of natural or man-made calamities. 

b. If an employee is, upon the advice of a physician, in isolation due to surgery or medical treatment, a medical certificate from the physician is required stating that the concerned employee can work from home. If the employee has a severe sickness, the employee can file sick leave for plantilla or be absent from work for a job order or contract of service status.

c. The Immediate Head shall determine and assign alternative task/s subject to the performance standards and timelines for completion. When the Immediate Head has not been assigned any other task/s, the concerned employee who could not produce outputs shall be considered on excused absence. 

d. Task/s assigned to employees should be performed to the full extent possible in terms of work hours and workdays per workweek. 

e. Unit Heads shall be responsible for monitoring the employee output scheme. 

f. Employees under the WFH arrangement are not entitled to Compensatory Overtime Credit/Overtime Pay. 

g. A duly approved accomplishment report on the WFH schedule shall be attached to the DTR.

1.2  Work from Satellite Office

This is a work arrangement in which DNSC employees report to work at the satellite campus near their residence instead of at their office.

a. Work from the satellite campus shall apply to employees whose task/s can be accomplished outside the employee’s main office and ensure that equipment/facilities are available in the nearest satellite campus.

b. For this purpose, the concerned employee shall request approval   from the President, recommended by the Immediate Head and Vice President, so that the workload may be properly coordinated.

c. Work at the satellite office may be allowed when the employee cannot work due to typhoons/floods and other natural or man-made calamities upon approval of the President, except when the work arrangement is limited to WFH as declared by the President.

d. Employees who are stranded due to quarantine protocols, transportation inaccessibility, or inaccessible roads may also be allowed to work at satellite campuses.

e. Employees allowed to report for work at the satellite campuses shall comply with the prescribed working hours of forty (40) hours per workweek. 

f. Unit Heads shall be responsible for monitoring the output of employees who report to work at the satellite campus.

1.3 Work from Another Fixed Place

This is a work arrangement where DNSC employees render service within the Philippines at a place other than their home or residence and satellite campus that is conducive to productive work and efficient performance of official duties and responsibilities.

a. Work from another fixed place shall apply to DNSC employees whose task/s can be accomplished outside the office at a place conducive to productive and efficient performance of official duties and responsibilities other than their home, residence, or satellite office.

b. For this purpose, the concerned employee shall request approval from the President, recommended by the Immediate Head of Office and Vice President, so that task/s may be properly assigned.

c. Employees whose task/s cannot be accomplished outside the office and are stranded at a place away from their home or satellite office due to quarantine protocols, unavailability of transportation, or inaccessible roads may be allowed to work from another fixed place arrangement provided that the College or Unit has assigned alternative task/s subject to the performance standards and timeliness.

d. Task/s assigned to employees should be fully performed possible regarding work hours and workdays per workweek.

e. The President shall take full responsibility for granting work from another fixed place and verifying the employee's entitlement to be given thereof. Said verification shall include validating the employees' location, confirming that their location is covered in the declaration of a state of calamity by the proper government agency,  and obtaining such other evidence as may be necessary.

f. Employees under work from another fixed place arrangement are not entitled to Compensatory Overtime Credit/Overtime Pay.

g. Unit Heads shall be responsible for monitoring the output of employees who report to work from another fixed place.

h. The adoption of the flexiplace work arrangement may be allowed under any of the following conditions:

h.1 Regular— under this work arrangement, the employee may request to work at an alternative worksite on a regular and recurring basis. Said employee may be allowed to work off-site for a period agreed upon with the Immediate Head, recommended by the Vice President, and duly approved by the SUC President. 

h.2 Situational – this work arrangement is appropriate for ad-hoc task/s or assignments that require/s a short period or project-based, e.g., project proposal preparation, reports preparation, research, case adjudication, and other analogous circumstances.

h.3 Medical – this work arrangement may be allowed for employees who are recuperating from a medical condition, e.g., Osteogenesis Imperfecta, cancer, diabetes mellitus, chronic kidney disease, and other analogous diseases, which does not affect the employees' ability to perform regular work assignment at an alternative worksite as certified by the attending physician. The duration of the flexiwork arrangement shall be based on the attending physician's recommendation. Request for flexiplace due to medical conditions shall be supported by the medical records of the employee concerned.

2. Skeleton Workforce

This refers to a work arrangement in which a minimum number of DNSC employees are  required to man the office and render service when full staffing is not possible.

a. Employees assigned as skeleton workforce shall comply with the regular working hours of at least eight hours a day for five days a week or forty (40) hours a week, exclusive of time for lunch. However, if this work arrangement is adopted in combination with other flexible work arrangements, the required working hours shall be complied with.

b. The total number of employees making up the skeleton workforce shall be determined by the SUC President based on the services it provides and subject to existing guidelines, such as health protocols issued by the proper authorities.

c. This work arrangement shall be adopted only when necessary, through a memorandum from the SUC President. 

d. The schedule for reporting to the office is fixed. Employees who do not report to the office on site on their assigned working days shall be considered absent, either as authorized or unauthorized vacation leave, unless a medical certificate is presented to avail of sick leave of absence—no swapping of schedule.

3. Work Shifting

This refers to a work arrangement applicable to units or offices mandated by law to operate 24-hour continuous service delivery on a daily basis. This arrangement applies to units/offices that provide security and safety to DNSC employees and to DNSC property (Security Services Unit and the DNSC Marine Reserve Park [MRP]).

4. Flexitime

This refers to a work arrangement where the agency can adopt a flexible fixed time for employees from 7:00 AM to 7:00 PM daily, provided that the required forty (40) hours workweek is complied with.

 

a. DNSC offers flexible time to employees who work at least forty (40) hours a week for five (5) days, excluding lunchtime.

b. The working hours shall start not earlier than 7:00 AM and end no later than 7:00PM for non-teaching staff. Faculty core time will depend upon their approved class schedules. Under this work arrangement, employees may choose their fixed time to report for work at the Human Resource Information System (HiS) (time-in) in the morning and time to leave the office (time-out) daily for the duration of six (6) months, January to June and July to December for Non-Teaching Staff. 1st and 2nd semesters for faculty are subject to the approval of the immediate head.

c. In the exigency of the service, working days may also be altered to include Saturdays and Sundays, if employees who work on such days may choose a day off during weekdays except Mondays (Flag Raising Ceremonies), provided further that the Saturday and Sunday are regular workdays and not cases of overtime.

5. Combination of Flexible Work Arrangements

This refers to a work arrangement whereby the college adopts a combination of any of the above-mentioned flexible work arrangements that are appropriate or applicable to the mandate/functions of the college as well as the location of their workplace: