ADMINISTRATIVE

1. Personnel Management (ED. 720)
4:00 – 8:00 (SAT.)

3. 1. Grave Offense is usually punishable by
dismissal for your first offense.
• Disgraceful and immoral conduct is classified
as a grave offense .

4. 2. Less Grave Offense carries a penalty of
suspension or one month and one day to six
months.
• The second time you commit the same
offense, you will be dismiss from the service.

5. 3. Light Offense is meted the penalty of
reprimand, suspension for one to thirty days
and dismissal for the first, second, and third
offense, respectively.

6. Penalties that may be imposed in administrative cases are:
• A. Under Executive Order No 292 and Sec. 22
Rule XIV of the Civil Service Omnibus Rules
• 1. Dismissal
• 2. Forced resignation
• 3. Transfer
• 4. Demotion
• 5. Suspension
• 6. Fine
• 7. Reprimand

7. B. Under R.A 6713
1. Administrative Penalties
a. fine not exceeding six months salary
b. suspension not exceeding one year
c. dismissal

8. • 2. Criminal Penalties
a. fine not exceeding five thousand pesos
b. imprisonment not exceeding five years
c. imprisonment not exceeding five years and
fine not exceeding five thousand pesos
d. disqualification to hold public office

9. - In deciding penalties to be imposed, mitigating
and aggravating circumstances may be
considered.
• Hence, aggravating circumstances are
circumstances that make worse or more
severe the infraction of your offense.
• Mitigating circumstances, on the other hand,
are circumstances that make less severe
infraction of your offense.

10. • If you are found guilty of two or more charges
or two or more counts, the penalty imposed
should be that one corresponding to the most
serious charge or count and the rest may be
considered as aggravating circumstances.

11. • Violation of reasonable office rules and
regulations and refusal to render overtime
are offenses classified under light offenses.
They will only be considered aggravating
circumstances to your other offense.

12. • Mitigating circumstances include:
a. physical illness
b. good faith
c. length of service in the government
d. analogous circumstances

13. • Aggravating Circumstances include:
a. taking advantage of official position
b. taking undue advantage of subordinate
c. undue disclosure of confidential information
d. use of government property in the commission of
offense
e. habitually
f. offense is committed during office hours and within the
premises of the working office or building
g. employment of fraudulent means to commit or conceal
the offense
h. analogous circumstances

14. RECENT POLICIES ON ADMINISTRATIVE OFFENSES AND
APPLICATION OF PENALTIES
1. Attendance and Punctuality.
- Pursuant to CSC Res. No. 97-0406, heads of
agencies can promulgate their own internal
rules and regulations on attendance and
punctuality so that you and other employees
can incur less absence and tardiness than the
frequency allowed.

15. You will be considered habitually absent if you
incur unauthorized absences exceeding the
allowable 2.5 days monthly leave credit under
the leave law for at least three months in a
semester or at least three consecutive months
during the year.

16. You will be considered habitually tardy if you
incur tardiness, regardless of the number of
minutes, exceeding ten (10) times a month for
at least ( 2) consecutive months during the year.

17. 2. Nepotism is now a grave offense punishable
by dismissal.
Nepotism or prohibited appointments made in
favor of relatives in government can be a ground
for administrative disciplinary action and
criminal prosecution. As a grave offense, it is
punishable by dismissal from the service even
for the first offense.

18. 3. Sexual Harassment by another employee or
officer now constitutes aground for disciplinary
action.
• It is a grave offense and subject to dismissal
from the service.

19. • Sexual Harassment is one series of incidents
involving unwelcome sex advance, requests
for sexual favors or other verbal or physical
conduct of sexual nature, made directly,
indirectly.