Name: Program Support Department
Uploaded: 2023-03-28
Duration: 8 min 43 s
Description: Program Support Department INTERNAL POLICY FOR TIMEKEEPING AND ATTENDANCE.

[Audio] Program Support Department INTERNAL POLICY FOR TIMEKEEPING AND ATTENDANCE. 

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INTERNAL POLICY FOR TIMEKEEPING AND ATTENDANCE

[Audio] Timekeeping and Attendance Guidelines
These Internal Guidelines were established by the department to have a common and correct understanding on matters related to timekeeping and attendance. The Guidelines were endorsed to HRDD to ensure that each item is in accordance with the Network's policy. A. Department's Expectation – each Program Support employee is expected to be at their work area on or before the start of his/her shift. B. Change Schedule – memos pertaining to employee's change of schedule's must be endorsed to the administrative staff of Program Support before the covered date. Change of Work Schedule during or after the affected date in order to avoid incurring tardiness is strictly prohibited. Only those with pre-approved Memos for change in schedule will be accepted/honored. C. Tardiness – any employee who report to work after the start of his/her shift schedule is considered tardy.. 

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These Internal Guidelines were established by the department to have a common and correct understanding on matters related to timekeeping and attendance.  The Guidelines were endorsed to HRDD to ensure that each item is in accordance with the Network’s policy.

B . Change Schedule –  memos pertaining to employee’s change of schedule’s must be endorsed to the administrative staff of Program Support before the covered date.  Change of Work Schedule during or after the affected date in order to avoid incurring tardiness is strictly prohibited. Only those with pre-approved Memos for change in schedule will be accepted/honored.

A. Department’s Expectation – each Program Support employee is expected to be at their work area on or before the start of his/her shift.

C. Tardiness  –  any employee who report to work after the start of his/her shift schedule is considered tardy.

[Audio] D. Charging of Tardiness to Vacation Leave (VL) credits – employees who incurred tardiness may charge their unworked hours to their VL credits by accomplishing an Application for Leave of Absence form (ALAF): The employee must still have available Vacation Leave credits. The ALAF was submitted to the first approving superior during the affected date. Otherwise charging of unworked hours to VL will be disapproved.
Unworked hours due to tardiness not covered by an approved ALAF will be due for Salary Deduction. E. Notice of Absences or Tardiness to Superiors – to ensure that possible work disruption is prevented, employees who will be absent or will not be able to report to work on time and beyond the two (2) hours grace period before official time-in are expected to notify (call/sms) their immediate manager. Should the reason for being absent be determined less than the prescribed time for notifying superiors, the employees is still expected to inform his/her superior through call or SMS. F. Offsetting – Confidential employees extending their work hours must seek approval from their superiors using the OVERTIME WORK PERMIT (OT form).. 

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D. Charging of Tardiness to Vacation Leave (VL) credits –  employees who incurred tardiness may charge their unworked hours to their VL credits by accomplishing an Application for Leave of Absence form  (ALAF):  The employee must still have available Vacation Leave credits.  The ALAF was submitted to the first approving superior during the affected date. Otherwise charging of unworked hours to VL will be disapproved. Unworked hours due to tardiness not covered by an approved ALAF will be due for Salary Deduction. E. Notice of Absences or Tardiness to Superiors  – to ensure that possible work disruption is prevented, employees who will be absent or will not be able to report to work on time and beyond the two (2) hours grace period before official time-in are expected to notify (call/ sms ) their immediate manager. Should the reason for being absent be determined less than the prescribed time for notifying superiors, the employees is still expected to inform his/her superior through call or SMS.  F. Offsetting –  Confidential employees extending their work hours must seek approval from their superiors using the OVERTIME  WORK PERMIT (OT form).

[Audio] A minimum of one (1) hour of extended work with approval of the concerned superiors can be availed for offsetting. Unapproved extended hours will not be accepted for offsetting. Offsetting must be availed within thirty (30) days from the date the extended work was incurred. Approved extended work not availed within the prescribed period will be forfeited. Accumulation of approved extended hours is NOT ALLOWED to use as one whole day leave. Ex. Extended work = Day 1 – 2 hours, Day 2 – 3 hours, Day 4 – 2.50 hours. Day 5 – 2 hours offset scheduled (Day 1-9hours). Approved extended work hours of more than nine (8) hours can be offset in more than one working day. Ex. Extended work = 10hours. Offset scheduled (Day 1 – 9hours, Day 2 – 1Hour) The approved OVERTIME WORK PERMIT (OT form) must be attached to the ALAF Form when seeking approval for offsetting. VI. Early time in, beyond the approved schedule is not considered as overtime.. 

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A minimum of one (1) hour of extended work with approval of the concerned superiors can be availed for offsetting. Unapproved extended hours will not be accepted for offsetting.  Offsetting must be availed within thirty (30) days from the date the extended work was incurred. Approved extended work not availed within the prescribed period will be forfeited.  Accumulation of approved extended hours is NOT ALLOWED to use as one whole day leave.  	 Ex. Extended work = Day 1 – 2 hours, Day 2 – 3 hours,  Day 4 – 2.50 hours. Day 5 – 2 hours 	offset   	scheduled 	(Day 1-9hours). Approved extended work hours of more than nine (8) hours can be offset in more than one working day. 	 Ex. Extended work = 10hours. Offset scheduled (Day 1 – 9hours, Day 2 – 1Hour) The approved  OVERTIME WORK PERMIT (OT form)  must be attached to the  ALAF Form  when seeking approval for offsetting. VI. Early time in, beyond the approved schedule is not considered as overtime.

[Audio] G. Program Support Employees' Log-In/Log-Out – Recording of PSD employees' log in/log out will be through the 11th Floor BIOMETRICS ONLY" Clocking in and clocking out in other biometrics terminal is PROHIBITED, Except when HRDD allowed us to use the ground floor terminal during elevator breakdown. All time entries captured using the BIOMETRICS MACHINE AT OUR DESIGNATED FLOORES WILL BE CONSIDERED AS OFFICIAL TIME ENTRIES Salaries of all employees will be based on the real time entries that were generated from the 11th floor biometric machine. In short, NO TIME ENTRIES and/or incomplete/missing time entries for the day would result to one day deduction equivalent to nine (9)hours. H. Out of office work permit/ Official Business form (OB) form – an employee who is required to attend to official business trip or work outside the company premises, and as such would be unable to time in or time out should prior to such duty/work, accomplish the Official Business Form. Official Business shall be defined to include authorized work rendered outside of the office by reason of one's work duties/responsibilities, remote assignments, meetings, training/seminar, conferences, and the like. Working from home is NOT considered as official business in any form. 

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All time entries captured using the BIOMETRICS MACHINE AT OUR DESIGNATED FLOORES WILL BE CONSIDERED AS OFFICIAL TIME ENTRIES Salaries of all employees will be based on the real time entries that were generated from the 11 th  floor biometric machine. In short, NO TIME ENTRIES and/or incomplete/missing time entries for the day would result to one day deduction equivalent to nine (9)hours.

H. Out of office work permit/ Official Business form (OB) form  – an employee who is required to attend to official business trip or work outside the company premises, and as such would be unable to time in or time out should prior to such duty/work, accomplish the Official Business Form. Official Business shall be defined to include authorized work rendered outside of the office by reason of one’s work duties/responsibilities, remote assignments, meetings, training/seminar, conferences, and the like.

Working from home is NOT considered as official business in any form.

G. Program Support Employees’ Log-In/Log-Out –  Recording of PSD employees’ log in/log out will be through the 11 th  Floor BIOMETRICS ONLY” Clocking in and clocking out in other biometrics terminal is PROHIBITED, Except when HRDD allowed us to use the ground floor terminal during elevator breakdown.

[Audio] Type of Leave Sick Leave (SL) – This Include leave days to seek medical attention or undergo medical treatment to cure an illness or injury or when an employee suffers from illness, disease or injury which renders him physically incapable to report for work. Notice must be given within the first hour of the scheduled work time. ALAF must be filed not later than 24 hours upon return to work. Supporting documents are required to be submitted if sick leave is MORE THAN 3DAYS Sick Leave for more than 5 days. We requires an advice thru email to our time administrator to avoid unnecessary deduction, for coordination to HRDD and finance. B. Personal Leave – Absence from work in order to attend to domestic or personal errands. C. Emergency Leave – Unscheduled absence from work due to:
serious illness or injury affecting the employee's spouse, children, parents, brothers, sisters or parents-in-law, or,
Fortuitous events such as typhoons, flood, earthquake, etc danger caused by such damage, flooding.. 

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Sick Leave (SL)  –  This Include leave days to seek medical attention or undergo medical treatment to cure an illness or injury or when an employee suffers from illness, disease or injury which renders him physically incapable to report for work.  Notice must be given within the first hour of the scheduled work time. ALAF must be filed not later than 24 hours upon return to work. Supporting documents are required to be submitted if sick leave is  MORE THAN 3DAYS Sick Leave for more than 5 days. We requires an advice thru email to our time administrator to avoid unnecessary deduction, for coordination to HRDD and finance. B. Personal Leave –  Absence from work in order to attend to domestic or personal errands. C . Emergency Leave –  Unscheduled absence from work due to: serious illness or injury affecting the employee’s spouse, children, parents, brothers, sisters or parents-in-law, or, Fortuitous events such as typhoons, flood, earthquake,  etc  danger caused by such damage, flooding.

[Audio] D. Fire/Calamity Leave – Absence due to fire and/or calamity that results to the partial or total destruction of employee's dwelling place as officially recorded in his/her 201 file. E. Bereavement Leave – By reason of death of a member of the family (spouse, children brothers, sisters and/or parents) and/or to attend to latter's memorial or funeral services. F. Maternity Leave – for female regular employee to attend to her new born or recuperate from still birth as provided under the law. G. Paternity Leave – for married regular male employee to enable him to effectively lend support to his legal wife before, during or after delivery of a new born child/miscarriage or abortion. H. Union Leave – May be availed by the Union president who may allocate it to any union member/s for Union related activities (i.e labor seminars and meetings).. 

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D. Fire/Calamity Leave –  Absence due to fire and/or calamity that results to the partial or total destruction of employee’s dwelling place as officially recorded in his/her 201 file.  E. Bereavement Leave –  By reason of death of a member of the family (spouse, children brothers, sisters and/or parents) and/or to attend to latter’s memorial or funeral services. F. Maternity Leave –  for female regular employee to attend to her new born or recuperate from still birth as provided under the law.  G. Paternity Leave –  for married regular male employee to enable him to effectively lend support to his legal wife before, during or after delivery of a new born child/miscarriage or abortion. H. Union Leave –  May be availed by the Union president who may allocate it to any union member/s for Union related activities ( i.e  labor seminars and meetings).

[Audio] APPLICATION FOR LEAVE OF ABSENCE FORM (ALAF FORM). 

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GMÅ
Type of Leave (pls. check)
[ ] Vacation Leave
[]AVL
[ Emergency Leave
[ ] Personal Leave
[ ] %ternity Leave
[ ] Bereavement Leave
[ ] Union Leave
Date/s of Leave Applied For:
Official Action
[ ] Approved [ ] Disapproved
SiyutMies for ALAF are fdk*ing:
APPLICATION FOR LEAVE OF ABSENCE FORM (ALAF)
Date Filed:
[ ] Sick Leave
[ ] Paternity Leave
[ ] Fire/Calamity Leave
[ ] Solo Parent Leave
[ ] Special Leave for women
[ ] Others
Total No. of Leave Days:
DivJDept:
Details I Reasons :
I can be contacted at :
10 No.
by:
Immediate Superior
(Managers & up ray)
Nm-nvagerial levels (RF md Cmf B) — b be *led by mar.r&uwior
level md - to signed by the Head
For ERMD Use only:
Date Received
Employee Signature:
Date Received:
VL Balance
Rernarks
[ ] for deduction against leave credits (
[ ] for salary deduction (
SL Balance

APPLICATION FOR LEAVE OF ABSENCE FORM (ALAF FORM)

[Audio] OVERTIME PERMIT
OFFICIAL BUSINESS FORM. OVERTIME PERMIT. 

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GMÅ
PROGRAM SUPPORT DEPARTMENT
NAME
uECT •
EIN•
OVERTIME PERMIT
DATE •
TIME OUT •
DURATION
: ——hrs. / day (s)
SECTION/UNIT HEAD
SIGNATURE OVER PRINTED NAME
DEPT. HEAD
Note: To be given to the guard on-duty(during
NO OP. NO OT

GMA Network, Inc.
EOSA Ave.. Od•man. City
103
OFFICIAL BUSINESS FORM
Date Filed:
DepVOiv/Se&n:
Werk/Shift Schedule on date's of 0B:
From
Employee' s Signature
Approved by:
Immediate Head
Employee NO,
Div Dept. Head

[Audio] RFID. asd N avvy-vxa 'OLVILNOV}. RFID. 

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Program Support Department

Scene 0

Program Support Department INTERNAL POLICY FOR TIMEKEEPING

Program Support Department INTERNAL POLICY FOR TIMEKEEPING AND ATTENDANCE

avatar

Attendance Guidelines
These Internal Guidelines

These Internal Guidelines were established by the department to have a common and correct understanding on matters related to timekeeping and attendance

The Guidelines were endorsed to HRDD to ensure that each item is in accordance with the Network's policy

Department's Expectation – each Program Support employee is expected to be at their work area on or before the start of his/her shift

Change Schedule – memos pertaining to employee's change of schedule's must be endorsed to the administrative staff of Program Support before the covered date

Change of Work Schedule during or after the affected date in order to avoid incurring tardiness is strictly prohibited

Only those with pre-approved Memos for change in schedule will be accepted/honored

Tardiness – any employee who report to work after the start of his/her shift schedule is considered tardy.

D. Charging of Tardiness to Vacation Leave

Charging of Tardiness to Vacation Leave (VL) credits – employees who incurred tardiness may charge their unworked hours to their VL credits by accomplishing an Application for Leave of Absence form (ALAF)

The employee must still have available Vacation Leave credits

The ALAF was submitted to the first approving superior during the affected date

Otherwise charging of unworked hours to VL will be disapproved.

Unworked hours due to tardiness not covered by an approved ALAF will be due for Salary Deduction.

Notice of Absences or Tardiness to Superiors – to ensure that possible work disruption is prevented, employees who will be absent or will not be able to report to work on time and beyond the two (2) hours grace period before official time-in are expected to notify (call/sms) their immediate manager.

Should the reason for being absent be determined less than the prescribed time for notifying superiors, the employees is still expected to inform his/her superior through call or SMS

Offsetting – Confidential employees extending their work hours must seek approval from their superiors using the OVERTIME  WORK PERMIT (OT form).

A minimum of one (1) hour of extended work with approval of the concerned superiors can be availed for offsetting

Unapproved extended hours will not be accepted for offsetting

Offsetting must be availed within thirty (30) days from the date the extended work was incurred

Approved extended work not availed within the prescribed period will be forfeited.

Accumulation of approved extended hours is NOT ALLOWED to use as one whole day leave.

Extended work = Day 1 – 2 hours, Day 2 – 3 hours,  Day 4 – 2.50 hours

Day 5 – 2 hours 	offset   	scheduled 	(Day 1-9hours).

Approved extended work hours of more than nine (8) hours can be offset in more than one working day.

Offset scheduled (Day 1 – 9hours, Day 2 – 1Hour)

The approved OVERTIME WORK PERMIT (OT form) must be attached to the ALAF Form when seeking approval for offsetting.

Early time in, beyond the approved schedule is not considered as overtime.

Program Support Employees' Log-In/Log-Out – Recording of PSD employees' log in/log out will be through the 11th Floor BIOMETRICS ONLY" Clocking in and clocking out in other biometrics terminal is PROHIBITED, Except when HRDD allowed us to use the ground floor terminal during elevator breakdown

All time entries captured using the BIOMETRICS MACHINE AT OUR DESIGNATED FLOORES WILL BE CONSIDERED AS OFFICIAL TIME ENTRIES

Salaries of all employees will be based on the real time entries that were generated from the 11th floor biometric machine

In short, NO TIME ENTRIES and/or incomplete/missing time entries for the day would result to one day deduction equivalent to nine (9)hours

Out of office work permit/ Official Business form (OB) form – an employee who is required to attend to official business trip or work outside the company premises, and as such would be unable to time in or time out should prior to such duty/work, accomplish the Official Business Form

Official Business shall be defined to include authorized work rendered outside of the office by reason of one's work duties/responsibilities, remote assignments, meetings, training/seminar, conferences, and the like

Working from home is NOT considered as official business in any form

Sick Leave (SL) – This Include leave days to seek medical attention or undergo medical treatment to cure an illness or injury or when an employee suffers from illness, disease or injury which renders him physically incapable to report for work

Notice must be given within the first hour of the scheduled work time

ALAF must be filed not later than 24 hours upon return to work

Supporting documents are required to be submitted if sick leave is MORE THAN 3DAYS

We requires an advice thru email to our time administrator to avoid unnecessary deduction, for coordination to HRDD and finance.

Personal Leave – Absence from work in order to attend to domestic or personal errands.

Emergency Leave – Unscheduled absence from work due to:

serious illness or injury affecting the employee's spouse, children, parents, brothers, sisters or parents-in-law, or,

Fortuitous events such as typhoons, flood, earthquake, etc danger caused by such damage, flooding.

Fire/Calamity Leave – Absence due to fire and/or calamity that results to the partial or total destruction of employee's dwelling place as officially recorded in his/her 201 file

Bereavement Leave – By reason of death of a member of the family (spouse, children brothers, sisters and/or parents) and/or to attend to latter's memorial or funeral services.

Maternity Leave – for female regular employee to attend to her new born or recuperate from still birth as provided under the law

Paternity Leave – for married regular male employee to enable him to effectively lend support to his legal wife before, during or after delivery of a new born child/miscarriage or abortion.

Union Leave – May be availed by the Union president who may allocate it to any union member/s for Union related activities (i.e labor seminars and meetings).