Compensation Policy and Guidelin
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Compensation Policy and Guidelines


An employees wage refers to earnings considered on a time, piece or commission basis paid by an employer under the terms of a written or unwritten contract for work done or for services rendered. In such case, the Elizabeth Seton School provides payment for services to all its employees on a monthly basis wherein computation is based on full-time regular loads.


Section 90 of the Manual of Regulation for Private School states, “Every private school shall provide for a compensation policy where compensation ranges should be graded taking into account performance, merit and differences in the qualifications and responsibilities of various positions.” In recognition thereof, the school Finance Administration provides compensation for the members of the institution based on a scale which recognizes distinction of functions and responsibilities of its employees. Wage increase is accorded based on standard rules and regulations mandated by the government and discretion of the school management.


1.     Time of Payment


Wages are issued to employees once every two weeks, on the 12th and 27th of each month. On occasion where the dates above fall on a weekend or rest

day aside from a regular Sunday, the wage is issued on the last working day but if the pay day falls on a regular Sunday, the wage is issued on Monday.


2.     Terms of Payment


As per the Labor Code, wages shall be paid directly to the workers of the school, to whom they are due, except:


(a)   In cases of force majeure rendering such payment impossible or under other special circumstances to be determined by the Secretary of Labor in appropriate regulations, in which case the worker may be paid through another person under written authority given by the worker for the purpose; or


(b)   Where the worker has died, in which case the employer may pay the wages of the deceased worker to the heirs of the latter without the necessity of intestate proceedings. The claimants, if they are all of age, shall execute an affidavit attesting to their relationship to the deceased and the fact that they are his heirs, to the exclusion of all other persons. If any of the heirs is minor, the affidavit shall be executed by his behalf by his natural guardian or next of kin. The affidavit shall be presented to the employer who shall make payment through the Secretary of Labor or his representatives. The representatives of the Secretary of Labor shall act as referee n dividing the amount paid among heirs. The payment of wages under this Article shall absolve the employer of further liability with respect to the amount paid.


3.     Payment of Overloads


Overloads are computed separately and issued at the end of the year; since, “overload assignments represent extra work for and the compensation they receive therefore is considered extra pay.  This wage supplement cannot be considered part of the regular or basic pay even if the overload is taken during the normal eight-hour workday” (MRPS, p. 495).


Republic Act 6728


“x x x tuition fee under sub-paragraph (c) may be increased, on the condition that seventy percent (70%) of the amount x x x of the tuition fee shall go the payment of salaries, wages, allowances and other benefits of teaching and non-teaching personnel except administrators who are principal stockholders of the school”

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