• • 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.

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 machineries that are carried out in the university are explicitly stated in the LNU Administrative Manual.