By BSU UPAO - Posted on 26 October 2017

 

As a part of the Caravan 2017: Infomediation Service, the Benguet State University Human Resource Development Office (BSU – HRDO) is conducting a series of activities to further enhance the knowledge and awareness of BSU employees.

In line with these activities, fora on BSU policies are being conducted from October 25 to October 27 at the BSU – Main campus. On October 25, the forum was held at the Chrysanthemum Hall attended by the first batch of teaching personnel. On October 26, the forum was held at the Northern Philippines Root Crops Research and Training Center (NPRCRTC) attended by the first batch of non-teaching personnel.

On October 27, the second batch of non-teaching personnel will have the forum at the Chrysanthemum Hall while the second batch of teaching personnel will have their forum on the NPRCRTC on the same day.

BSU – Bokod Campus will also have the forum on November 8 while BSU – Buguias Campus will have the forum on November 10.

Freedom of Information Policy and the Recruitment, Selection, and Placement Policy

Atty. Matias C. Angiwan, Jr., Chief Administrative Officer presented the BSU policy in line with the Freedom of Information (FOI) Bill.

The FOI Bill under the Executive Order No. 2, series of 2016, refers to the mandating of public agencies the disclosure of public documents. The Bill also outlines the exceptions for public disclosure and the procedures for accessing public documents.

According to Angiwan, the Agency FOI Manual of BSU is currently under creation. Angiwan added that there is a policy of full disclosure only on the matters that is of public concern.

However, there are exceptions and the FOI rights have limits. Angiwan said that while access to official records may not be prohibited, it may be regulated either by law or the inherent power of an officer to control his office and the records under his/her custody.

After Angiwan’s discussion, Frances Noelle G. Escalera, Administrative Officer of the Human Resource Management Office (HRMO), discussed the updated Recruitment, Selection, and Placement (RSP) and the Merit Selection Plan of the HRMO in identifying and promoting its employees.

Escalera further discussed that the new RSP is now characterized by strict observance in the selection of employees in all levels. She added that the HRMO is now focused on the competency-based profiling in the selection of BSU employees.

Mandatory Random Drug Test Policy and Sexual Harassment Policy

Dr. Florence V. Poltic of the University Health Services (UHS) then discussed the Mandatory Random Drug Test (MRDT) Policy. Poltic said that the policy is in accordance to President Rodrigo Duterte’s flagship program on illegal drugs.

“This is to ensure that the workplace is a drug-free place,” Poltic said.

She added that the MRDT that is to be conducted is unannounced and will be conducted in a fishbowl method during flag ceremonies. A fishbowl with the names of employees would be presented and the University President will randomly pick out a name. The employee who is chosen would be subjected to drug testing at a Department of Health (DOH) Accredited laboratories or clinics.

If the employee is drug-negative, the 201 file would be submitted to the HRMO. However, if the employee is drug-positive, his name will be submitted to the HRMO and is notified. The employee is given 15 days to challenge the test results in case there are cases that the medication is not illegal.

According to Poltic, medicines for cough and colds have a similar chemical composition with methamphetamine (or shabu). In cases such as this, the employee is encouraged not to take in any form of medication for one day before conducting another drug test.

If ever the results are still positive, the employee is mandated to proceed to the UHS for the Drug Dependency Examination or to a DOH accredited doctor. Poltic said that there are interventions that BSU is prepared to provide in case of illegal drug intake.

Atty. Reynante B. Basco of the Office for Legal Affairs discussed the Sexual Harassment Policy of BSU. The policy is in accordance to the Republic Act 7877 or the Anti-Sexual Harassment Act of 1995.

Basco pointed out that there are three aspects of the offense: criminal, civil, and administrative. Both criminal and civil aspect is covered by RA 7877 while the administrative aspect is covered by the Civil Service Commission (CSC) resolution no. 01-0940 for government employees.

According to Basco, sexual harassment is committed by a person who has authority, influence, or moral ascendancy that solicits sexual favors from the victim in a workplace and educational or training institution.

He added that a person can file three cases at once to a person who committed sexual harassment against him/her. The penalty for filing for a civil case is an independent action for damages while the penalty for filing a criminal case is one to six month-imprisonment, or a fine of PhP 10,000 to PhP 20,000, or both at the discretion of the court.

Basco classified acts of sexual harassment into three: grave offenses, which refers to acts with malicious intent and the lot; less grave offenses, which include unwanted touching or brushing against a victim’s body or verbal abuse with sexual innuendos or overtones; and light offenses, which include secretly looking or staring at a person’s private parts or worn undergarments among others.

“It does not necessarily mean that violators are always men while the victims are women. The violator can be in either sex and the victim can also be in either sex,” expressed Basco.//MDPechog