In addition to the expectations mentioned in the previous Chapters, the following policies, rules and guidelines for proper conduct and decorum in the workplace shall be observed by DOH CAR officials and employees:

Section 1. Dress Code and Grooming

DOH CAR Memorandum No. 2015-009 dated January 21, 2015, Office Policy on Dress Code and use of Official DOH Uniform requires DOH CAR employees to dress presentably or professionally and be acceptably groomed.  As a general rule, all employees, including drivers, are expected to wear the official DOH uniform with identification card from Mondays to Thursdays.  Fridays are “wash days”.

While on official business outside the office, employees may wear appropriate, proper clothing and may comply with the dress code required by host agencies/offices.

Section 2.  Women and Child Friendly Policy 

In addition to being friendly to the poor, elderly, differently-abled, geographically isolated and disadvantaged groups, indigenous peoples and other special groups, the DOH CAR is also women and child-friendly.  Breastfeeding employees may bring their infants to work and may be allowed to breastfeed their babies at home while on approved pass/locator slip. Pregnant women are also allowed to seek pre-natal check-ups and medical consultation with approved locator slip.

Employees of small children who have no nanny or child-minding service provider are allowed to bring their children to the office (provided the children do not disrupt the work of the other employees), and to go on pass to fetch them from school, attend PPTA meetings, attend school-related activities for specified periods at the discretion of the supervisor.

Related national laws and policy guidelines such as the Magna Carta for Women, Magna Carta for Children, anti-child labor, the Reproductive Health Law, Anti-sexual harassment, among others, are fully espoused by the DOH.

Section 3.  Attendance and Punctuality

In consideration to the participants of DOH-hosted trainings, meetings and events, the host, trainer, point person or conveyor shall be held responsible by management to adhere to the timelines specified in the approved design, syllabus, programme, agenda, or schedule of activities. It shall be considered un-professional to arrive late or start activities late.

DOH staff shall also observe punctuality when attending non-DOH events, trainings, meetings.  They shall attend all sessions when attending trainings inside and outside of the office, whether or not hosted by the DOH.

Section 4.  Grievances of DOH-CAR Employees

The DOH Grievance Machinery seeks to create a work atmosphere that is conducive to good supervisor-employee relations and improve employee morale (refer to Administrative Order No. 87-A s. 2002 dated March 13, 2002, “Adoption of the revised Policies on the Settlement of Grievance in the DOH and all its Offices/Hospitals nationwide”, based on Revised Policies on the Settlement of Grievances in the Public sector contained in CSC Resolution No. 0100001133 and CSC Memorandum Circular No. 2, both s. 2001).

It is DOH policy to settle grievances between and among its officials and employees (including casual and contractual persons) at the lowest level possible in the organization. However, if this is not possible, an aggrieved party shall present his/her grievance step by step following the hierarchy of positions.

A grievance is defined as work-related discontentment or dissatisfaction which had been expressed verbally or in writing and which, in the aggrieved employee’s opinion, has been ignored or dropped without due consideration.

The DOH CAR Grievance Committee shall handle the following grievances:

  1. Non-implementation of policies and procedures on economic and financial issues and other terms and conditions of employment fixed by law including salaries, incentives, working hours, leave benefits, and other related terms and conditions;
  2. Non-implementation of policies, practices and procedures which affect employees from recruitment to promotion, detail, transfer, termination, lay-offs, and other related issues that affect them;
  3. Physical working conditions;
  4. Inter-personal relationships and linkages;
  5. Protests on appointments; and
  6. All other matters giving rise to employee dissatisfaction and discontentment.

The following cases shall not be acted upon through the grievance machinery (but shall be referred to the appropriate individual/office):

  1. disciplinary cases which shall be resolved pursuant to the Uniform Rules on Administrative Cases;
  2. sexual harassment cases as provided for in RA 7877; and
  3. union-related issues and concerns.

Employees with grievances shall first present the issue with the immediate supervisor verbally, or in writing. The superior shall inform the aggrieved party of the corresponding action within three working days from the date of presentation. The proceedings shall then follow the CSC-approved grievance machinery of the DOH, including investigations and appeals, until its resolution. Grievance proceedings shall not be bound by legal rules and technicalities. The services of a legal counsel is not allowed.

Section 5.  Solicitation, Promotions/Marketing, Selling on DOH-CAR office and premises

DOH-CAR officials and employees shall only entertain persons who approach them in the office to solicit for donations if the solicitor presents a permit to solicit in the particular city, municipality or region which is issued by the DSWD.

DOH-CAR employees who are authorized by the Head of Agency to sell products or service shall first secure the necessary authority, and shall not sell/vend/promote their products or services on office premises during office hours.

Outsiders may be allowed by the Head of Agency or the Chief Administrative Officer to sell, promote or market their services on schedule after flag ceremony, and at the lobby during lunch break.  However, there shall be no table-to-table promotions or vending, nor shall marketing/selling be allowed in hotels during DOH-conducted activities.

Sale of Tickets:  DOH-CAR employees are prohibited from selling tickets, except with authority from the Department of Health. Non-compliance shall render the employee liable for “light offenses” under the Revised Rules on Administrative cases in the Civil Service (Rule 10, Sec. 46, F.11:  “promoting the sale of tickets in behalf of private enterprises that are not intended for charitable or public welfare purposes, and even in the latter cases, if there is no prior authority”).