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The Elizabeth Seton management holds the right to issue a contract to any person found qualified to the needs and requirements of the institution. Bearers and signatories of the document are legally bestowed to abide by the policies and regulations stipulated in the contract.


An employment contract signifies a binding commitment to an employee-employer relationship and ensue legal restrictions for both parties. A contract is therefore completed and signed before the start of employment, wherein a duly notarized copy is provided by the school to the employee within a reasonable time frame.


Types of Contract


                The school formalizes the employment of employees with contracts suitable for their designations and responsibilities. The type of contract is subject to the terms and conditions set by the school with periods of effectivity stipulated below: 


a.     Term Contract


Term contracts are considered “probationary contracts” which are ruled by Labor in Art. 281 to not exceed six months from the date the employee started working, unless it is covered by apprenticeship or agreement stipulating a longer period.


In addition, the law states that probationary employees may be terminated for a just cause or when he falls to qualify as a regular employee in accordance with the reasonable standards made known by the employer to the employee at the time of his engagement.


In accordance to Policy Instructions No. 11 issued by the Department of Labor and Employment in 1990, “the probationary employment of professors, instructors and teachers shall be subject to the standards established by the Department of Education and Culture.” To wit,“ Full time teachers who have rendered three (3) consecutive years of satisfactory services shall be considered permanent.”


b.     Regular Contract


Upon completion of the term contract, an employee rated above average based on the employment evaluation maybe conferred and issued a contract for the regularization of employment.


Regular employees of the school enjoy regulated privileges mandated by law such as Art. 279 of the Labor Code, which suggests, that the employer shall not terminate the services of a regular employee unless for just causes.


c.     Special Contracts


In consideration of the varied activities of the school, a wide range of contracts to cover different concerns are also issued to employees as noted below:




Waivers are standard agreements issued to employees for determined non-conformances over a grace period prior to issuance of contract. These types of agreements confers the desires and recommendations of the school to the employee for betterment and development, failure to comply to which ensue the right of the school to terminate or discontinue employment after the stipulate period.




The school reserves the right to issue special contracts to employees for relative causes as determined by management.


Letter of Intent


The HRD issues Letters of Intent (LOI) to all faculty and non-teaching employees by second (1st) week of January. This document upon completion signifies the intention of the employee to:


·         Stay for the succeeding school year

·         Resign

·         Request for Sabbatical Leave

·         Request for Official Transfer to a different Unit or designation


Upon completion, the LOI is noted for approval or recommendation for deliberation by the immediate supervisor. Employees subject for deliberation are assessed by a deliberation committee composed of: (1) Unit Head, (2) Level Coordinators (3) Subject Area Coordinator concerned and (4) the HRD Head, which uses the performance evaluation results and other objective evidences as their guide for discussion.


                Decisions are prepared by the HRD but are issued by the respective Subject Area Coordinators to ensure accurate delivery of information and the like.


Effective school year 2002-2003 teaching and non-teaching employees signifying their interest to continue their services who have failed to return to service will be penalized with the commensurate amount in their contract for liquidated damages plus the equivalent amount of their summer pay if such is issued to the employee.

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