PART II Proposed Revision

SOCIAL AND ECONOMIC PROVISIONS

CHAPTER I

Adjustment in Salaries and Other Benefits

Section 68. Allocation for the Adjustment of

Compensation and Other Benefits of Personnel
and Officers. – Out of every tuition fee increase
(TFI) hereafter implemented, seventy percent
(70%) of the incremental proceeds generated *75% allocation on incremental proceeds
therefrom on the year of implementation, net of *15% allocation on uncollectible receivables from TFI
deductions for - (a) the incremental increases in
discounts and scholarships, and (b) provision for
twenty percent (20%) allowance on uncollectible
receivables from tuition fees - shall be allocated
and devoted exclusively by the ADMINISTRATION
for the adjustment of the compensation and
other benefits of personnel and officers pursuant
to the succeeding provisions under this Chapter.

Section 69. Distribution of the Share of

Employees Comprising the Bargaining Unit. –
During the affectivity of this Agreement and until
the basic compensation prescribed for employees
in state educational institutions under the
Government Salary Standardization effective
2009 to 2012 (attached as Annex “A”) is matched,
eighty percent (80%) of the net incremental
proceeds allocated for the compensation and
other benefits of personnel and officers, pursuant
to Section 67 above, shall be used exclusively by
the ADMINISTRATION for the adjustment of the
basic compensation and other monetary benefits
of the rank and fi le employees comprising the
bargaining unit. Thereafter, said share of the
rank-and-fi le employees comprising the
bargaining unit shall be applied by the
ADMINISTRATION as follows:

a) Fifty percent (50%) thereof, based on the

expected proceeds during the year of
implementation of the tuition fee increase, shall
be used for the adjustment/increase of

1
compensation and de minimis benefits; and

b) The remaining fifty percent (50%), based

on yearly collection results, shall be used to cover
the resulting incremental increases in
contributions for the employer contributions for
premiums in Social Security, Medicare
(PhilHealth) and Pag-IBIG membership of
employees, with the remaining amount, if any, to
be incorporated as part of the retirement fund.

For the purpose of this provision,

academic personnel who are appointed and
designated as heads of offices for a fixed term
shall be included in the adjustment of the basic
compensation and other monetary benefits
insofar as their compensation and benefits
attached to their academic rank.

CHAPTER II

Schedule of Work

Section 70. Working Days. – The normal working

days of all regular rank-and-file employees in the
University belonging to the bargaining unit shall
be six (6) days but not exceeding forty-four (44)
hours in a week.

Section 71. Hours of Work. – The normal working

hours in a day of all regular rank-and-file
employees in the University belonging to the
bargaining unit shall be forty-four (44) per week
but not to exceed eight (8) hours per day.

Section 72. Breaks. – All employees belonging to

the bargaining unit with normal working hours of
eight (8) hours in a day shall be entitled to the
following breaks –

a. Rest break with a duration of fifteen

(15) minutes for every four (4)
continuous hours of work, which
shall be credited as part of the hours
worked; and
b. Meal break with a duration of sixty (60)
minutes to be scheduled as far as practicable
between 12 o’clock noon and 1 o’clock (12:00 nn

2
- 1:00 p.m.) in the afternoon, subject to
operational requirements, which, however, shall
not be counted as part of hours worked.
Section 73. Flexi-time. – In cases of exigency,
upon the request of a non-academic or academic
non-teaching personnel belonging to the
bargaining unit and subject to the prior approval
of both the concerned department head and the
Director of HRMO, the ADMINISTRATION shall
allow the requesting employee to adjust the time
schedule of his or her work; provided, that, the
time devoted for work by regular rank-and-file
employees shall not be less than the normal
working hours provided for in Section 70.
Furthermore, in cases of suspension of work from
the local government unit, during semestral
break, and during summer, teaching personnel
except; part-time faculty members and those
whose contracts are already ended, shall
automatically report to work from 8:00am to
12:00nn and 1:00pm to 5:00pm.

CHAPTER III

Wage-Related Premium Pay

Section 74. Overtime Premium Pay. – Non-

teaching personnel covered within the bargaining
unit who are required to render work in excess of
the normal hours of work as provided for in
Section 71 above shall be paid overtime premium
pay equivalent to thirty percent (30%) of his
ordinary rate. Overtime work performed on a
holiday or rest day shall be paid overtime
premium pay equivalent to the rate of the first
eight (8) hours on a holiday or rest day plus at
least thirty-five percent (35%) thereof. Overtime
pay shall be included in the computation of the
proceeds of increases in the tuition fee allotted
for the rank-and-file employees under Sections
67 and 68.

Section 75. Christmas Vacation Work Premium

Pay. – Any regular rank-and-file employee
required to render work during the Christmas
vacation as provided for in Section 77(b)
hereafter shall be entitled to receive a Christmas

3
vacation work premium pay equivalent to fifty
percent (50%) of his/her regular wage.

Section 76. Rest Day and Holiday Premium Pay. –

Any employee covered within the bargaining unit
who is required to work during a –

a. scheduled rest day or a special holiday,

shall be paid a compensation equivalent to two
hundred twenty percent (220%) of his regular
wage;

b. regular holiday, shall be paid a

compensation equivalent to one hundred ten
percent (110%) of his regular daily wage; and

c. regular holiday which falls on his rest day,

shall be paid a compensation equivalent to three
hundred ten percent (310%) of his regular wage.

Section 77. Release of 13th Month Pay. – The

thirteenth (13th) month pay due to all employees
covered by this Agreement shall be paid and
released in the following manner:
*Fifty percent (50%) of the 13th Month Pay, on or before
a. Fifty percent (50%) of the 13th Month
April 15 for regular and Part-time employees.
Pay, on or before May 15 for regular employees
and within the first seven (7) working days of July
*Exemption of payment of PRE-REGISTRATION FEE of
for part-time employees; and
Employees’ dependents enrolled in the University.
b. The remaining fifty percent (50%), on or
before December 8.
b.

CHAPTER IV

Leaves/Vacations from Work

Section 78. PaidNon-Working Days. – Employees

shall be entitled to be paid their regular daily
wage on the following non-working days when
falling on a working day:
a) During regular and special holidays
specified by law, which shall include –
New Year’s Day - January 1
People Power Anniversary -February 25
Maundy Thursday - movable date
Good Friday - movable date

4
Araw ng Kagitingan - April 9
Labor Day - May 1
Independence Day - June 12National
Heroes Day -Last Sunday of August
All Saints Day - November 1
Bonifacio Day - November 30
Christmas Day - December 25
Rizal Day - December 30

b) Christmas vacation to begin at the end of

the working day following the cessation of classes
for Christmas break until two (2) days before the
scheduled resumption of classes.
b) *Reservation of stored Vacation leave; seven days at
Section 79. Vacation Leave. – For every year of least.
service completed, a regular rank and file
employee who belongs to the bargaining unit *additional 4 day emergency leave per school year; not
shall be entitled to fifteen (15) days paid leave in chargeable against vacation leave
the subsequent year, subject to the following
conditions: *additional Wedding Anniversary leave

a) Academic personnel shall avail of their

vacation leaves only during the semestral break
between the first and the second semester, and
after the end of the second semester according
to the schedule set by the ADMINISTRATION;

b) Non-academic personnel shall avail of

their vacation leaves only according to the
schedules set by the ADMINISTRATION after due
consultation with the concerned employees; and
*7-day notice before the start of vacation leave
c) Employees availing of vacation leave shall
notify the Director of HRMO at least thirty (30)
days before the start of the leave and comply
with other applicable regulations of the
ADMINISTRATION.
*Submission of medical certificate only for sick leave
Section 80. Sick Leave. – For every year of service beyond 3 days
completed, a regular rank-and-file employee
covered within the bargaining unit shall be
entitled to fifteen (15) days paid sick leave in the
following year.

Section 81. Unconsumed Vacation and Sick *leave conversion release: Every 15th day of June
Leaves. –Any unconsumed vacation and sick
leave credits exceeding thirty (30) combined days

5
shall be converted to its cash equivalent based on
the applicable daily basic compensation rate of
the concerned employees. Similarly, unconsumed
vacation and sick leave credits at the time of
retirement or separation of a regular rank-and-fi
le employee shall be converted at the same rate.

Section 82. Special Incentive Leave Privilege. – All

probationary and fixed-term teaching personnel
shall be entitled to earn five (5) days special
vacation leave which should be used for 3 days
sick and 2 days vacation leave on non-school
days in the subsequent year, provided, that, the
probationary and fixed-term teaching personnel
should render one (1) continuous year of service,
which, however, shall be non-cumulative and
non-convertible to cash.

Section 83. Computation of Vacation Leave. – In

the computation of vacation and sick leaves,
intervening regular holidays or special non-
working days shall not be counted as part of the
leave.
*3,000 Birthday Cash Gift
Section 84. Birthday Benefits. – During the
effectivity of this Agreement, all probationary *Birthdays falling on a holiday to be offset on a working
and regular employees belonging to the day for availment of Birthday leave
bargaining unit shall be entitled to a paid leave
on the day of his/her birthday, when falling on a
working day, plus birthday cash gift of One
Thousand Three Hundred Pesos (P1,500.00) for
regular employees who have accumulated at
least ten (10) years of continuous service as such
regular employee in the University.

Section 85. Bereavement Leave. – An employee

belonging to the bargaining unit shall be entitled
to three (3) consecutive days paid leave in case of
death of a relative within the first degree of
consanguinity or affinity (spouse, child, or parent,
plus additional two (2) days paid leave if the
deceased was part of the household of the
employee.

Section 86. Leave for Court Appearance. – An

employee belonging to the bargaining unit shall
be entitled to take a leave of absence from work
for a reasonable period of time without pay in

6
order to personally appear in a judicial
proceeding when required by subpoena;
provided, that, when the employee is appearing
in a judicial proceeding as a witness for the
University, the leave shall be paid.

Section 87. Suspension of Work. – In the event of

temporary suspension of work in the University,
or a department or unit thereof, due to adverse
environmental conditions, disruptions in utility
services, travel restrictions, or analogous causes –

a) the affected regular and probationary

employees who belong to the bargaining unit
shall be paid the wages and benefits due them
during the affected days of work;

b) other employees who also belong to the

bargaining unit shall be paid only the wages due
them –
c) For the full workday when notice is
announced after twelve (12) noon of the affected
workday; or
d) For half day when notice is announced
before twelve (12) noon of the affected workday;
or
Section 88. Sabbatical Leave. – Regular
employees shall be entitled to avail of a
sabbatical leave, without pay, for the –
a) Duration of one (1) semester for those
who have accumulated seven (7) years of
continuous unbroken service, or

b) Extended duration of one (1) year for

those who have accumulated ten (10) years of
continuous unbroken service, counted from
initial employment as such regular employee, or
last sabbatical leave, whichever is more recent.
Employees taking an extended sabbatical leave of
1 year shall be entitled to advance one (1) month
salary, payable upon returning to work on
staggered basis for at least one (1) year. During
the period of sabbatical leave, the regular
employee shall be entitled, at his option, to
maintain his active membership in social security,
medicare/PhilHealth and Pag-IBIG Fund by way of
voluntary (self-employed) contribution, with the
ADMINISTRATION advancing the contributions

7
due from the employee, subject to full
reimbursement by the employee upon
resumption to active employment. The availment
of sabbatical leave pursuant to this provision
shall be subject to such conditions and
requirements as may be fixed upon mutual
agreement by the ADMINISTRATION and the
UNION through the Labor-Management Council..

b)
CHAPTER V *20%discount in hospital bills at UST-L Hospital for
employees and dependents (in excess of Philhealth
Health and Safety subsidy)
Section 89. Medical Examination and
Tests Benefit. – All regular and probationary rank- *3300 budget per employee for the NEEDED medical
and-file employees, including part-time teaching exam and test examination of employees
personnel with a teaching load of eighteen (18) *200 accident insurance
units or hours/week in a semester, who belong to
the bargaining unit, shall be entitled to avail at
any time of medical examination and testing up
to an aggregate cost of Two Thousand Seven
Hundred Pesos (P2,700.00) every two (2) years
per individual at the hospital or medical facility
accredited by the ADMINISTRATION, provided,
that, Two Thousand Five Hundred Pesos
(P2,500.00) will be allotted for medical check-up
and Two Hundred Pesos (P200.00) for accident
insurance, provided, further, that, part-time
teaching personnel with teaching load less than
eighteen (18) units shall also be entitled to
medical examination and testing benefits in the
sum proportionate to their teaching load,
provided, finally, that, this benefit shall be
charged with the:

a) Basic medical examinations and tests

regularly required under the rules and
regulations of the University; and
b) Other medical tests prescribed by the
University Physician.

8
CHAPTER VI

Allowances
*UNIFORM ALLOWANCE:
Section 90. Release of Future Clothing Allowance. 2,500 FEMALE
– Any clothing allowance that may be provided or 2700 MALE
allocated in the future pursuant to this
Agreement shall be released two (2) weeks
before the start of classes; provided, that
academic teaching personnel belonging to the
bargaining unit with less than twenty-one (21)
units of teaching load shall be entitled only to the
sum proportionate to their teaching load to be
paid one (1) month after the start of classes.
*Fare Allowance for Faculty teaching at the Peñaranda
Section 91. Travel Allowance. – All employees Campus if necessary
belonging to the bargaining unit who are
required to travel on account of their work with
the University shall be entitled to a daily travel
allowance pursuant to the existing policies and
rules of the University, and such other policies
and rules that may be adopted hereafter by the
ADMINISTRATION in consultation with the
UNION.

CHAPTER VII

Other Benefits

Section 92. Maternity Assistance Benefit. -

Female employees belonging to the bargaining
unit who avail of maternity leave pursuant to law
shall be entitled to receive maternity assistance
benefi t equivalent to the balance between the
accumulated daily wage for the period of the
maternity leave and the maternity leave benefits
received under the Social Security Law. *Fixed cost of Mortuary Assistance

Section 93. Mortuary Assistance Benefit. – In case

of death of an employee or an employee’s parent
or legitimate spouse, mortuary assistance
benefit in such amount as may be fixed in the
applicable policy of the ADMINISTRATION;

Section 94. Calamity Assistance Benefit. – The

Calamity Assistance Fund previously created to
provide monetary assistance to employees
belonging to the bargaining unit who are *to clarify : In the event that it is discontinued, the

9
adversely affected by natural and man-made unspent balance of the fund shall be divided equally
calamities or disasters shall be continued by the among the regular employees belonging to the
ADMINISTRATION by infusing the annual bargaining unit.
allocation set therefor. In the event that it is
discontinued, the unspent balance of the fund
shall be divided equally among the regular
employees belonging to the bargaining unit.

Section 95. Discount Privileges. – Employees

covered by this Agreement shall be entitled to
the following discount privileges on school fees:

a. On tuition and miscellaneous fees of

employees studying in the University-

1. One hundred percent (100%) discount, if *Discount privilege on school fees of employees’
a regular employee; dependents enrolled in the pre-school
2. One hundred percent (100%) discount, if -50% first child
a probationary employee taking a course in-line -75% second child
with his specialization as determined by the -100% third and fourth child
HRMO. Otherwise, the probationary employee
shall be entitled to fifty percent (50%) discount *adjust age of qualified dependents due to k-12
only; implementation
3. Fifty percent (50%) discount on tuition
and miscellaneous fees, if a special part-time *Discount privilege on school fees for dependents (niece
teaching personnel or an ordinary part-time and nephew) of single employees
teaching personnel with teaching load of at least
eighteen (18) units when the course taken is in
line with his specialization as determined by the
HRMO. Otherwise he shall be entitled to twenty-
five percent (25%) discount only;
4. Other part-time teaching personnel shall
be entitled to proportionate discount on tuition
and other fees.
b. On tuition and miscellaneous fees of the
employee’s spouse, or dependent children, or a
brother/ sister of an unmarried employee
studying in the University-
1. Regular employees shall be entitled to a
discount of:
i. Fifty percent (50%) for his first child with
age twenty-one (21) years or below;
ii. Seventy-five percent (75%) for his second
child with age twenty-one (21) years or below;
iii. One hundred percent (100%) for his third
(3rd) and fourth (4th) child with age twenty-one
(21) years or below;
iv. Fifty percent (50%) for his spouse;

10
v. Fifty percent (50%) for the first sibling
with age 21 years and below; Seventy-five
percent (75%)
vi. for the second sibling with age 21 years
and below; and One hundred percent (100%) for
the third and fourth sibling with age 21 years and
below; and

vii. In lieu of discount under Items (i) or (ii)

above, the qualified children shall instead be
given preference to admittance in the student
assistantship program can avail of higher
discount benefit under the latter program, but
subject, however, at all times to the policies and
regulations of the said program.

2. Spouses who are both regular employees

shall be entitled to one hundred percent (100%)
discount for their first four (4) children;

3. Two (2) or more regular employees who

are either brothers or sisters shall be entitled to:
i. Jointly claim a combined one hundred
percent (100%) discount for a common brother
or sister;

Separately claim each a fifty percent

(50%) discount for separate siblings.
ii.
iii.
Section 96. Limitations on Discount
Privileges. – The discount privileges given
to employees in Section 95 shall be
subject to the following limitations:

a) The miscellaneous fees and laboratory

fees covered by the discount are
entrance/matriculation, library fee, student
personnel services fee, audio-visual fee, athletics
fee, publication fee, university activities, medical
and dental fee, PRISAA fee, membership fee,
research and community extension fee, HRD fee,
physical plant fee, religious activity fee, student
development fee, culture and arts fee, internet
fee, IT1 laboratory fee, IT2 laboratory fee,
chemistry laboratory fee (basic), physics
laboratory fee (basic);

11
b) The discount privilege of an employee
studying in the University shall be limited to one
course/program only. If the employee is unable
to finish the course on time due to meritorious
reasons (specific reasons to be determined),
he/she may continue to avail of the discount to
finish the uncompleted course within one (1)
year from the date of non-completion. However,
if the employee will enroll in another program
after the completion of the first course, his/her
application shall be subject to the terms and
conditions of the personnel development
program of the University. For non-teaching
personnel, privilege discounts on course/program
which should be in line with the career and
professional development program of the
university;

c. The discount privilege may be availed

only for a spouse studying in the university who
has not yet completed any baccalaureate degree
yet;

d. The discount privilege for a brother or

sister may only be availed by an unmarried
employee and only once;

e. Conditions and requirements as may be

fixed by mutual agreement of the
ADMINISTRATION and the UNION relating to
academic load, scholastic performance,
maximum residency and others.

CHAPTER VIII

Special Working Conditions for Academic

Teaching Personnel

Section 97. Normal Teaching Load of Regular and

Probationary Academic Teaching Personnel. –
The normal teaching load of regular and
probationary faculty members belonging to the
bargaining unit shall be as follows:

1. Thirty (30) hours per week, or its

equivalent academic units - for those teaching in

12
the pre-school, elementary and secondary levels;

2. Twenty-one (21) hours, or its equivalent

academic units – for those teaching in the tertiary
undergraduate level;

3. Eighteen (18) units – for those teaching in

the Graduate School; and

4) Twelve (12) units – for those teaching in

the College of Law; and

5) Six (6) units – for those in the tertiary

during the summer semester

Section 98. Subject Preparations. – Whenever

practicable, the normal teaching load of a full-
time regular and probationary academic teaching
personnel belonging to the bargaining unit shall
not exceed five (5) preparations and three (3)
preparations for those teaching in the secondary
level and tertiary levels, respectively, unless the
concerned employee otherwise agrees.

Section 99. Teaching Load of Part-Time Academic

Teaching Personnel. – The teaching load of part-
time academic teaching personnel shall not
exceed the limits prescribed under the applicable
regulations of the Department of Education
(DepEd), the Technical Education Skills
Development Authority (TESDA), and the
Commission on Higher Education (CHED).

Section 100. Assignment of

Overloads. – Assignment of teaching loads in
excess of the normal load and limit set in Sections
96 and 97 is allowed, subject to the following
conditions:
a) There is no available academic teaching
personnel within the concerned department or
college competent to teach the specific subject;
a)
b) Preference in the assignment of loads in
excess of the normal load and limit shall be given
to regular academic teaching personnel; and
b)
c) The concerned College Dean, upon query
by the UNION, shall file a written

13
explanation/justification with the Director of
HRMO containing the - (i) the names of academic
teaching personnel who have teaching loads in
excess of the normal teaching load limit specified
in Sections 96 and 98 of this Agreement, (ii) their
specific overload assignments; and (iii) that the
requirements specified in paragraphs (a) and (b)
of this Section have been complied, and (iv) the
performance ratings of the teaching personnel *For LAW classes, an excess payment for classes beyond
for the two (2) previous semesters. 30 students

Section 101. Class Population. - In the tertiary

level, the number of students in any class shall be
limited to forty-five (45) students only, excluding
non-paying students and subject to such
exceptions as may be agreed by the parties
through the Labor-Management Council.

CHAPTER IX

Separation and Retirement *INCLUSION of the Separation Pay Scheme

Section 102. Supplementary Separation

Benefit. – Regular employees belonging to the
bargaining unit who are separated from their
employment with the University on account of
lay-off shall be entitled to supplementary
separation benefit equivalent to ten percent
(10%) of the separation benefits due him/her
pursuant to law.

Section 103. Separation Benefit Scheme. – Any

regular employee belonging to the bargaining
unit who has accumulated a period of continuous
of service in the university, at his/her option or
that of the ADMINITRAION, may separate or be
separated and should be entitled to
corresponding amounts to be determined by the
ADMINISTRATION.

Section 104. Compulsory Retirement Age. – The

compulsory retirement age of sixty-five (65) years
for all regular employees in the University shall
be reduced to 60 years old, provided, that, a
written reminder shall be furnished to him by the
HRMO six (6) months before his compulsory
retirement age in order to prepare the employee

14
for his impending retirement.

Section 105. Optional Early Retirement. – Any

regular employee belonging to the bargaining
unit who has accumulated at least fifteen (15)
years of service in the University, at
his/her option or that of the ADMINISTRATION,
may retire or be retired anytime after reaching
the age of fifty-five (55) years, provided that a
thirty (30)-day notice shall be furnished by the
retiring employee to the ADMINISTRATION
before the intended date of retirement.
However, for teaching personnel, retirement
shall be effective at the end or before the start of
a semester.

This section does not in any way

prohibit optional retirement of a regular
employee by mutual agreement of both the
retiring employee and the ADMINISTRATION.

Section 106. Optional Retirement Benefits. – An

employee belonging to the bargaining unit who
retires or is retired pursuant to the preceding
Section 102 shall be entitled to receive
retirement benefits equivalent to –

a. Seventy percent (70%) of what is due him

as computed according to the applicable
provision of the Labor Code, when the option is
availed of by the employee; and

b. One hundred forty percent (140%) of the

retirement benefits due him as computed
according to the applicable provision of the Labor
Code, including de minimis benefits, when the
option is availed of by the ADMINISTRATION.

Section 107. Exit Procedure for Retiring

Employees. – A retiring employee shall be given
an orientation on retirement at least thirty (30)
days before the effective date of his retirement
by the ADMINISTRATION with the participation of
the UNION. All retirement benefits due a retired
employee shall be paid by the ADMINISTRATION
not later than thirty (30) days from date of
retirement and compliance with all clearance
requirements.

15
OTHERS:

*INCLUSION OF THE DEMINIMIS PAY WITH THE BASIC

PAY

*COLLECTION OF AGENCY FEE FROM COLLEGE

SECRETARIES /ADMIN STAFF AND PROGRAM CHAIRS

*150,000.00 ALLOCATION FOR THE GENERAL ASSEMBLY

OF THE UNION.

16