LNULympics 2023

Cooperation, collaboration, and competence – These 3 C’s encapsulate the synergies and networks of the Normalista spirit through healthy competitions among faculty and staff of the university. The LNUlympics, with its respective team assignments and diverse composition, demonstrates the true essence of unity, camaraderie, and leadership between and among participants. Noteworthy it is to witness the administrative officials, teachers, administrative aide, health workers, and security guards perform songs, dances, and other presentations without any professional and social hierarchy. This event is a manifestation of university’s commitment to creating a harmonious and equitable environment for all its members, where diversity is not just embraced, but also celebrated. In this activity, LNU-Employees’ Union and LNU-Faculty Club, Inc., and the Management Committee collaborate for the success of the university-wide activities.

Collective Negotiation Agreement

This provision within the CNA is a pivotal aspect of labor relations in the university, as it establishes the
union’s authoritative role in representing the interests and concerns of the rank-and-file employees. By recognizing union as an exclusive negotiating representative, the university effectively entrusts organizations with the responsibility of engaging in negotiations on behalf of the employees in a collective unit. This ensures that there is a single, unified voice that advocates for the welfare and rights of employees, streamlining the negotiation process and promoting efficiency in labor-related matters. Furthermore, this section of the CNA exemplifies the university’s commitment to adhering to the principles of collective bargaining and labor rights. It signifies the institution’s recognition of the union as a legitimate and empowered entity, capable of engaging in dialogue and negotiations with the university’s management. This formal recognition enhances the university’s labor relations by providing a structured and equitable platform for addressing issues such as employment conditions, benefits, wages, and other matters of mutual concern. In a broader context, this provision reflects the university’s dedication to fostering a harmonious and cooperative labor environment. By designating the union as the exclusive negotiating representative, the university encourages open communication and collaborative problem-solving between labor and management. It promotes the development of fair and mutually beneficial agreements that serve the interests of both the university and its rank-and-file employees.

International Staff

LNU’s efforts for internationalization entrench to research presentation and publication, faculty and student cultural exchange, and educational tours/learning visits. This year, LNU applies to be a host institution for an English Language Fellow through a global and academic linkage with the Regional English Language Office of the US
Embassy. Dr. Carleen Velez, the Regional English Language Officer, initiated for a potential collaboration for LNU to host an EL Fellow, specifically an American educator whose expertise is in applied linguistics, English Language Studies, and curriculum development, who will teach English courses both in the undergraduate and graduate levels. In addition, seminar-type classes may be facilitated by the EL Fellow which can be attended by students across colleges and specializations. For example, mini-confabs on English for Hospitality Management, Tourism Management, Social Work, Communication, Political Science, and Information Technology may be held. The approach of this teaching-learning context is more of sharing practical perspectives of English Language Teaching (ELT) that are highly relevant to their teaching internships and actual workplaces.

In today’s dynamic and diverse multinational labor force, LNU demonstrates a comprehensive and bias-free
employment policy that addresses discrimination which aims to create an inclusive workplace culture that values
people based on their merits, competencies, and contributions rather than their religion, sexual orientation, gender,
age, or refugee status. The university adheres to the Omnibus Rules on Appointments and Other HR Actions
CSC Revised July 2018, particularly focusing on Rule IX, which pertains to the Agency Merit Selection Plan and the
Human Resource Merit Promotion and Selection Board.
These principles are also manifested in the ANNOUNCEMENT FOR PUBLICATION OF FACULTY
PLACEMENT documents that pertain the university’s vacant positions which encourage all interested and qualified
applicants and promote equal employment opportunity to all men and women at all levels of position without
discrimination.
The university’s unwavering commitment to the principles of fairness and inclusivity is exemplified through
the firm adherence to Omnibus Rules on Appointments and Other HR Actions CSC Revised July 2018 Rule IX.
Agency Merit Selection Plan and Human Resource Merit Promotion and Selection Board, Section 83 page 47-53,
and on Faculty Handbook under Faculty Appointment, Rank, Tenure, and Separation from Service, 5.1 General
Guidelines page 19 which unequivocally prohibits discrimination in the selection of employees based on a range of
personal characteristics. This steadfast commitment to equality is a cornerstone of the institution’s core values and its
vision for a diverse and inclusive community.
Regarding age, the university’s position demonstrates its commitment to making sure that job applicants are
evaluated based on their credentials, expertise, and experience rather than being subjected to capricious age-related
prejudices. This strategy values the contributions that people of all ages may make to the goals and mission of the
university in addition to encouraging intergenerational cooperation.
In addition, the university’s dedication to gender identity, sexual orientation, and gender equality shows that
it firmly opposes discrimination based on a person’s gender or sexual orientation. This policy promotes an
environment where diversity is welcomed and everyone feels appreciated and respected by guaranteeing that all
candidates, regardless of their gender identity or sexual orientation, are evaluated exclusively on the basis of their
professional merits.
Civil status, as outlined in SECTION 83, encompasses an individual’s marital status, and the university’s
stance underscores that such personal circumstances should not be a determinant in the selection process. This
commitment reflects an awareness that individuals may have varying family or relationship situations, and their
eligibility for employment should not be influenced by these factors.
The university’s non-discrimination policy demonstrates its commitment to disability rights. It highlights that
applicants with disabilities should not experience barriers to employment because of their disability. Instead, the
university actively supports equal opportunities and accommodations to guarantee that all competent candidates
have an equal opportunity to participate fully in the selection process.
Furthermore, the university’s dedication to religious tolerance and respect for other belief systems ensures
that a candidate’s religion or faith is not taken into account when making hiring decisions. This strategy provides an
environment in which people of all religious backgrounds can coexist peacefully and contribute to the university’s
mission.
SECTION 83 also protects ethnicity and political affiliation, stating that the university supports diversity and
respects individuals’ rights to hold various political ideas without bias in the workplace.

In the context of an increasingly interconnected global landscape characterized by expansive supply chains and the continuous growth of industries, the imperative role of LNU to condemn forced labor, modern slavery, human trafficking, and child labor should assume heightened significance. Through adopting a resolute position against contemporary forms of enslavement, the institution’s objective is to provide a paradigm for emulation, fostering a global environment wherein all laborers are afforded the fundamental principles of honor, equity, and impartiality. As a state university, LNU places a paramount importance on safeguarding the fundamental rights and well-being of its citizens, with a particular focus on the vulnerable sectors of society, especially women and children. In alignment with this commitment, the university unequivocally pledges adherence to key national legislations aimed
at combatting heinous crimes and injustices: the Anti-Trafficking in Persons Act of 2003 (Republic Act 9208), the
Expanded Anti-Trafficking in Persons Act of 2012 (Republic Act 10364), the Special Protection of Children
Against Abuse, Exploitation, and Discrimination Act (Republic Act 7610), and the Labor Code of the Philippines, the Philippine Development Plan (PDP) 2017-2022. For students travelling abroad for an international paper presentation, cultural exchange, and seminar-workshop, LNU strictly adheres to the policies stipulated in the
Inter-Agency Council Against Trafficking (IACAT).
However, despite the university’s allegiance to these crucial policies, it acknowledges the persistent challenges that confront the nation in the realms of modern slavery, human trafficking, and child labor. Recognizing that mere commitment is insufficient without effective enforcement. LNU remains vigilant and proactive in contributing to the ongoing national efforts to fortify mechanisms addressing these issues. The university is dedicated to collaborating both within the country and on the international stage to further refine and enhance its strategies, thereby playing an essential role in the collective pursuit of eradicating these egregious violations of human rights.

In a contemporary and multifaceted working environment, State Universities and Colleges (SUCs) like LNU practice outsourcing as a strategy to improve operational effectiveness, minimize expenses, and concentrate on fundamental areas of expertise. Nevertheless, the adoption of this strategic choice entails a significant obligation: to guarantee that the rights and welfare of the employees employed by third-party suppliers are maintained at the same
level as those within the institution. The institution’s steadfast dedication to justice, openness, and ethical conduct is
exemplified by its commitment to implementing employment practices grounded on the CSC Resolution No. 1800692 Omnibus Rules on Appointments and Other HR Actions that ensure equal rights when engaging in outsourcing activities with external partners. This practice of inclusivity extends beyond traditional work lines and illustrates the university’s comprehensive effort to foster an environment in which every individual, regardless of employment position, feels appreciated and respected. By embracing third-party employees, the institution recognizes the importance of their contributions, acknowledging that they are important parts of the larger academic community.
The janitors, who are responsible for maintaining cleanliness in the campus, are viewed as vital components
of the university’s broader mission rather than as external service providers. The university ensures that they are
treated with the same dignity and respect as any other member of the workforce by upholding inclusivity in their
regard. This strategy generates a sense of belonging and pushes employees to do their tasks properly, adding to the
university’s overall well-being.
Likewise, the security guards, who are responsible for protecting the institution and its occupants, are
treated in the same way. Their role in ensuring campus safety and security is essential, and the university’s
commitment to treating them fairly and equally underscores the university’s commitment to creating a secure and
supportive environment for all.
This is more than a symbolic gesture; it is a tangible demonstration of the university’s values. It
demonstrates that inclusion is not limited to specific departments or positions, but extends throughout the whole
university workforce. This approach develops a sense of togetherness and mutual respect among all employees,
emphasizing the idea that everyone, regardless of role, is essential to the institution’s joint success.

LNU is committed to fostering a diverse and inclusive workplace where all employees are treated with
fairness, dignity, and respect. The data from 2020 to 2022 clearly illustrates that 56-57% of the workforce comprises
female employees, reflecting these principles.
The institution strives to create a work environment that is free from discrimination and bias, ensuring that every employee is compensated based on their skills, experiences, and contributions, rather than their gender or any other irrelevant factor. The university has articulated these policies explicitly within the Administrative Manual, specifically on the guidelines on merit promotion and PRAISE (Programs on Awards and Incentives for Service
Excellence).
These policies implemented in the university are anchored on the Omnibus Rules on Appointments and Other HR Actions, CSC Revised July 2018, particularly focusing on Rule IX, which pertains to the Agency Merit Selection Plan and the Human Resource Merit Promotion and Selection Board.

Leyte Normal University is dedicated to cultivating a workplace that upholds the principles of equality, diversity, and inclusion. It is clearly stipulated in the basic policies within the Administrative Manual that there shall be equal opportunities for men and women at all levels of position in the agency, provided that the minimum
requirements are met.
Every individual, regardless of their gender, deserves to be compensated fairly for their contributions. To manifest this belief, the university has implemented a comprehensive strategy for tracking and promoting pay scale gender equity not just a matter of policies but as a reflection of its core values. It is evident in the data shown in the representation of Tracking Per Pay Scale for Gender Equity SY 2021-2022, Measurement or tracking pay scale
gender equity SY 2021-2022, and the Employees’ comparative charts ranked by gender.
Selection Plan and the Human Resource Merit Promotion and Selection Board.

Leyte Normal University is deeply committed to upholding the rights and welfare of its employees. Every employee deserves a fair and transparent process to address issues related to their rights and pay. To fulfill this commitment, the university provided a mechanism for employees to voice their concerns and seek resolutions in a just and equitable manner.
Policies in the Collective Negotiation Agreement (CNA), particularly Article I, Section 4, requiring the
union members to adopt an effective system of disciplining its ranks and enjoining all to comply with such office rules
and regulations, are implemented in the university. To monitor and supervise these grievances, there is an organized
mechanism, such that of Article III, Section 2 of the same document which states that the University shall activate and maintain grievance machinery by creating a Grievance Committee to provide outlets and means of relief for the Union members’ grievances on personal and work-related matters.
LNU is deeply dedicated to the utilization of its appeal process as a means to address concerns constructively and ensure that all our employees feel valued and respected. The policies and committees on decorum and investigation, and the grievance machine.