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:
Waiver
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.
Others
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.