Employment Practice Living Wage

As a Higher Education Institution (HEI), LNU is dedicated to creating a work environment that prioritizes the welfare and financial security of its employees; committed to the principle of providing a living wage to all members of the institution. The concept of a living wage, which refers to the hourly income that is equivalent to the local living wage set by the government or the financial poverty indicator for a family of four, is a fundamental aspect of its dedication to social responsibility, equality, and economic justice. This employment policy demonstrates its commitment to enhancing the overall well-being of its employees, guaranteeing their financial, and establishing a benchmark for ethical employment practices. LNU faculty ranks are given corresponding salary grades that are stipulated in the DBM, N.B.C. NO. 461, June 1, 1998.

Employment Practice Unions

Commitment to Labor and Union Rights

LNU supports inclusive employment policies that recognize union and labor rights, including freedom of forming an association and collective planning and/or development in university-wide projects and activities. This university undertaking comprises and enjoins all faculty and staff without any prejudice to their gender and nationality. It ensures equal opportunities for women and international personnel to exercise their rights and contribute to a more equitable and cohesive workplace.

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Employment Policy on Discrimination

Commitment to Anti-Discrimination Policies

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 published documents of 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. 

As a basis to the anti-discrimination policy of the university, it considers the Equal Employment Opportunity Policy which contains inclusive statements on Recruitment, Selection, and Placement; Learning and Development; Performance Management, Rewards and Recognition, and Complaints. 

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Employment Policy, Modern Slavery

Policies Against Forced Labor

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 anchored on the aforementioned policies, the university also crafted its own Policy on Forced Labour, Modern Slavery, Human Trafficking, and Child Labour.ded 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).

Anchored on the aforementioned policies, the university also crafted its own Policy on Forced Labour, Modern Slavery, Human Trafficking, and Child Labour.

Employment Practice Equivalent Rights Outsourcing

Policies Supporting the Right of Workers

In a contemporary and multifaceted working environment, State Universities and Colleges (SUCs) like Leyte Normal University 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 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. Hence, the university highlights its Policy on Outsourcing Activities.

Employment Policy Pay Scale Equity

Measures of Pay Scale Equity

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.

These policies are also the basis for the University’s Equal Employment Opportunity Policy. In its policy statement, it explicitly states that “all phases of the human resource management shall be conducted without regard to race, sex, color, origin, religion, sexual orientation, gender identity, age, political affiliation, disability, or such other non-job related matters.” In addition, in the Rewards and Recognition system, it highlights that “no employee shall receive less favorable treatment on the grounds of disability, age, sex, race, religion, or belief, gender reassignment, civil status, etc.”

Tracking Pay Scale for Gender Equity

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 his/her 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 as a matter of policies, but as a reflection of its core values.

Faculty Academic Rank by Gender

Administrative Staff Positions by Gender

Employment Practice Appeal Process

Processes to Employment Appeal

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.

This commitment is further outlined on the university’s Policy for Equal Employment Opportunity

Employment Practice Labor Rights

Our Commitment to Labor Rights

LNU supports inclusive employment policies that recognize union and labor rights, including freedom of forming an association and collective planning and/or development in university-wide projects and activities. This university undertaking comprises and enjoins all faculty and staff without any prejudice to their gender and nationality. It ensures equal opportunities for women and international personnel to exercise their rights and contribute to a more equitable and cohesive workplace. 

• Documentation of Various Labor Rights Activities
• LNU Collective Negotiation Agreement (CNA)
• Application for English Language Fellow
• Documentation of Meeting Between LNU and Regional English Language Office for Potential Linkages and Collaborations