Absenteeism, Tardiness, and Undertime

time-managementGovernment employees are required to render 40 hours of service every week, or 8 hours daily from Mondays through Fridays. Heads of agencies are mandated to ensure a system that will monitor attendance. The agency could use a Daily Time Record (DTR) via bundy clock, a Biometric Machine, or an Attendance Logbook if the two other options are not available. Since the public requires the delivery of efficient and prompt service, a civil servant is expected to be available and be at his/her workstation during the regular office hours – that is, from 8:00 AM to 5:00 PM except in case of a flexible work schedule.

Regularity in attendance is very important in the government. In fact, offenses involving violations of the rules on attendance are considered grave offenses that merit suspension of 6 months and 1 day to 1 year for the first offense and dismissal on the second. These offenses are:

1. Habitual absenteeism – this happens when the employee incurs unauthorized (read: no approved/official leave) absences for more than 2.5 days for at least 3 months in a single semester, or for 3 consecutive months in a year;

2. Habitual Tardiness – this happens when the employee is tardy for at least 10 times in a month for 2 months in a single semester; or 10 times in a month for two consecutive months in a single year. Take note that, technically, 8:01 AM is already considered tardy. The 15-minute “grace-period” known and commonly practiced among government offices has no basis in law or CSC regulation. To be sure, forget about the so-called “grace period” in determining whether you’re tardy during a particular date or not; and

3. Loafing – an employee is guilty of loafing if he/she incurs frequent unauthorized absences from duty during office hours. A simple (yet very real) example of this is when a government employee does personal shopping at a mall during office hours.

Now, what if you were only absent for half day? CSC Memorandum Circular No. 17, s. 2010 (Policy on Half-day Absence) explains that a morning absence is considered tardy while an absence in the afternoon is considered as an undertime . Remember the following rules on undertime indicated under CSC MC No. 16, s. 2010:

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Source: CSC MC No. 16, s. 2010

PieceΒ of advice before I end, if you can’t help being late, absent, or going home earlier than you should, then don’t forget your Math.

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14 thoughts on “Absenteeism, Tardiness, and Undertime

  1. bert says:

    hello po, ano nman po ba ang mangyayari sa person na always nalang hindi pumapasok(4-8 days a month) pero yung mga absents niya ay nakapag file naman xa ng Leave (sick leave) at approved naman po pero leave without pay na lahat, may kaukulang kaparusahan po ba itong matatanggap? o wala dahil approved naman ang lahat ng leave niya..

    Like

    • SBB says:

      As long as it is approved by his/her immediate superior it is OK. Also if the leaves are filed on or before the date of his/her leave (both sick and vacation leave).

      If it becomes habitual maybe the immediate superior shall investigate the reason of his/her leaves. because of the ff:
      1. maybe he/she is looking for another job already
      2. he/she doesn’t like to go to the office
      3. family problem
      4. etc

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  2. Anonymous says:

    What are the sanctions against government personnel that clocks in early but spends time at the office gym, cafeteria and reports at their workplace between 8 – 8:15 everyday?

    Like

  3. jay says:

    Maam, my concern maybe outside of this topic of yours but i just like to know clarifications and views on this, we belong to airport operations under CAAP our query is this we function as technical we know that the plantilla/job item allocated on our section is 6 job item, now the irony is only 4 of us report to our designated office of assignment now the probem is they say that 4 is not undermanned given the fact that we are on 24/7 shifting operation and it is normal when there is no leave application. The problem arises when one of us files a leave since we are all regular/organic employee. This scenario is clearly an undermanned situation we ask some clarification regarding the other 2 position taken by other employee but not functioning on the respective ofis of assignment given the fact that their item belongs to the allocated 6 items in our section. Our long due problem on manpower is unresolved while other section and unit functions the same shifting work schedule but they are in tandem everytime they fulfill their respective duties and responsibilities. Sometime last month they call our attention in relation to our problem, when we ask them about the said 2 item in question they replied as in sarcastic manner because they are persons who have authority as if i a threatening mode ”,you mean to say you question the authority of the manager” and ”it is the discretion and prerogative decision of the manager to post employees elsewhere” i think its okay if the manpower in our section is in excess its understandable that they can reassign other employees in other unit and offices. But in our case its illogical for them to say to us on that vague explanation. I do hope you can give us enlightmen on this matter.

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  4. RUBY CARIASO says:

    I HAVE A FAMILY MEMBER THAT IS HAVING A LEAVE OF ABSENCE EVERY 6 MOS TO GO TO THE STATES WHERE THEY MIGRATED…SHE STAYS THERE FOR 6 MOS AND GO BACK TO WORK AS CIVIL REGISTRAR FOR 6 MOS.SHE IS GIVEN PERMISSION BY HER MUNICIPAL EMPLOYER,BUT HOW LONG CAN SHE DO THIS?

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    • Gelene says:

      First of all, a local civil registrar must be a resident of the place. Apparently, something is very wrong with her practice but it is encouraged by her municipal mayor. She can keep doing that for as long as:
      1) her conscience can take;
      2) her mayor allows her; or
      3) no one is brave enough to report and complain.

      Like

  5. Anonymous says:

    Hello, could you please explain further this:

    “10 times in a month for 2 months in a single semester; or 10 times in a month for two consecutive months in a single year.”

    Thank you!

    Like

    • Gelene says:

      10 tardiness in January 2015
      10 tardiness in June 2015
      = 10x in a month for 2 months in a single semester

      10 tardiness in June 2015
      10 tardiness in July 2015

      =10x in a month for 2 consecutive months in a single year

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  6. Anonymous says:

    Hello, could you please give an example / illustration about “10 times in a month for 2 months in a single semester; or 10 times in a month for two consecutive months in a single year.”

    Thank you.

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  7. Sheridan G. Evangelista says:

    Is deduction of salary of a teacher due to tardiness/undertime and imposition of administrative sanction to the same teacher be considered double jeopardy and is therefore illegal?

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    • Gelene says:

      Deduction in salary happens only if there are no more leave credits available. And yes, a teacher may be charged administratively and be deducted salaries at the same time. The principle of double jeopardy will not apply.

      Like

  8. Anonymous says:

    Do the authorized personnel can deduct from the salary of the employees if tardiness or undertime happens? How to compute the said deduction? Thank u and God bless

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