Table of Contents

Introduction 1
Message of the Administration 2
Chapter 1 3
Section 1- BCMA Mission 4
Section 2- BCMA Vision 4
Section 3- BCMA History 4
Section 4- Goals of BCMA 5
Section 5- School Motto 7

BCMA ADMINISTRATIVE Section 6- Seal of the School

Section 7- The School’s Organizational Structure
Chapter 2- Structure of the School
8
9
10

AND FACULTY MANUAL

Section 1- Board of Trustees 11
Section 2- Principal 11
Section 3- Registrar 12
Section 4- Guidance Councilor 13
2019 Edition Section 5- Department Heads 13
Chapter 3- Code of Ethics and Professional Responsibilities 15
Preamble 16
Section 1- Scope and Limitation 16
Section 2- The Teacher and the BCMA 16
Section 3- The BCMA Teacher and the Community 17
Section 4- The Teacher and the Profession 18
Section 5- The Teacher and the Teaching Community 18
Section 6- The Teacher and the Higher Authorities in the Profession 19
Section 7- School Officials, Teachers and other Personnel 20
Section 8- The Teacher and the Learners 20
Section 9- The Teacher and Parents 21
Section 10- The Teacher and Business 22
Section 11- The Teacher as a Person- 22
Section 12- Disciplinary Action 22
Chapter 4- Other Administrative and Academic Related Policies, Rules and Regulation 24
Section 1- The Faculty and his/her Department Head 25
Section 2- Work Week and School Hours 26
Section 3- Absences and Tardiness 26
Section 4- Submission of Student’s Grades 27
Section 5- Grooming and Attire 28
Copyright © 2019 Section 6- Personal Behavior 28
Section 7- Personal Integrity 29
Section 8- Personal Ethics and Moral Conduct 30
Section 9- Work Performance 30
Published by: Section 10- Weather Performance 31
Section 11- Identification Cards 32
BICOL FOR CHRIST MISSION ACADEMY, INC. Section 12- Confidential Information 32
San Juan Evangelista, Goa Camarines Sur Section 13- Housekeeping 32
+63946-049-2731/ +63907-468-6886 Section 14- School Equipment 33
Tel. No. (054) 881-0759 Section 15- Campus Security 34
Section 16- Participation in Community Affairs 34
bcmaofficialaccountgoa@yahoo.com Section 17- Collection, Payments and Solicitation 35
Introduction
Section 18- Vending on Campus
Section 19- Disciplinary Matters
35
35
 This Faculty Manual is published to alleviate integration into Bicol for
Christ Mission Academy, Inc. Community. It provides information
about the school policies - its vision, mission, and other employment
information. It is expected to provide clear directions for our faculty
and staff regarding basic school policies, rules and regulations which
are expected to be followed in order that they may be able to
know, understand, and obey. This way, it is hoped that all faculty
and staff of BCMA will enjoy an atmosphere of peaceful, orderly,
safe, and conducive working environment that will ensure maximum
attainment of intellectual, social, emotional, physical, and spiritual
development envisioned by this Academy.
For all our success, we give God all the glory!
Page 1
Message of the Administrator
Welcome to Bicol for Christ Mission Academy!
We would like to take this opportunity to formally welcome you
to the Bicol for Christ Mission Academy (BCMA) family. Together, we
can make this year a rich and happy learning experience for everyone.
We believe in our school and ask you to support us in our quest
for providing the best educational opportunities for all of our children as
they prepare themselves to be productive citizens in our global
community. We are here to assist children in reaching their potential.
The policies stated in this Handbook are intended as reference
tool which contains information about BCMA employment conditions,
opportunities, policies, procedures, rules and regulations.
This manual will serve as a guide in providing a fair and
equitable environment for BCMA’ians employees. It will also help to
ensure uniformity of personnel policy interpretation and application in
all academic and service divisions.
BCMA retains the right to change any of the provisions in the
manual following procedures and policies on the revisions,
amendments and ratifications set by the institution.
May God showers us with all His favors and wisdom as we go
through our journey together.
Page 2
CHAPTER 1
 Our Mission is to become partners of parents to nurture, discipline and

THE BCMA instruct their children through the provision of academically excellent
education based on biblical truths and principles in a Christ-centered
environment.
We believe in the uniqueness of every child, his/her ability for positive
expression and use of given talents as they prepare to become the
future leaders of the world.

Section 2: BCMA Vision

Our vision is a community of responsible and productive individuals
whose lives are highly reflective of their genuine faith in Jesus Christ and
whose leadership truly inspires other’s lives.

Section 3: Brief History

Rev. Barnabas Lee, together with his wife, Mrs. Hannah Lee,
envisioned a Christian school within Partido which will cater the needs
of every child.

QUEST FOR QUALITY AND EXCELLENCE

Preschool Department

The BCMA opened its doors to modest group of students last 2008. It
was initiated thru the joint efforts of the Board of Trustees spearheaded
by the Chairman of the Board, Rev. Barnabas Lee with the purpose of
serving as a venue for academic excellence through a variety of
carefully selected and meaningful teaching- learning experiences
considering children’s interest and capabilities and prepare them for
elementary education. Since its opening, the school’s dynamic
educational environment has continued to evolve.

Elementary Department

Soon after the school began, word started to spread. In years,

enrolment amplified. In 2010, the elementary department was opened
Page 3 to cater the needs of students. It seek to provide the basic knowledge
Page 4
Section 1: BCMA Mission and develop the foundation skills, attitudes and values, including their
moral and spiritual dimensions essential to the child’s personal
 development and necessary for living in and contributing to a
developing and changing social milieu.
Junior High School Department
The quest for quality and excellence continues as the school
established the Junior High School Department last 2016. It strive to
meet the needs of students possessing high mental capabilities and
specific interest in Arts and Science thus equipping them with
knowledge, habits, skills and values necessary for active participation in
a humane and fast-changing society.
Senior High School Department
In 2019, the school was granted authorization to open Senior High
School with the STEM (Science and Technology, Engineering and
Mathematics) as its primary strand. It desires to enhance the range and
quality of the individual and group participation in the basic function of
the community as students attain the objectives of the total Senior High
School Program.
Over the years, leadership has changed hands with each school
principal leaving us indelible imprints of achievement on the school.
Throughout our history, the school community has remained committed
to creating an environment in which students are known, supported,
challenged, and encouraged to grow.
Section 4: Goals of BCMA
PRESHOOL DEPARTMENT
1. To serve as a venue for academic excellence through a variety of
carefully selected and meaningful teaching- learning experiences
considering children’s interest and capabilities and prepare them for
elementary education.
2. To provide a conducive learning atmosphere and accepted
Page 5curricula that will enhance the children’s intellect in order to develop
critical thinking that is capable of evaluating simple events in life for
better personal judgments about the truth.
3. To inculcate love for one’s country, its culture , customs and traditions
in order to have a vibrant understanding of the history and major
achievement of the country.
4. To provide opportunities to the child to grow and know Jesus Christ
intimately.
ELEMENTARY DEPARTMENT
1. To provide the basic knowledge and develop the foundation skills,
attitudes and values, including their moral and spiritual dimensions
essential to the child’s personal development and necessary for living in
and contributing to a developing and changing social milieu.
2. To help the pupils experience a second home and let them enjoy the
learning process intended for them.
3. To help pupils become responsible and well-rounded person,
competent and ready for the next level of education.
JUNIOR HIGH SCHOOL DEPARTMENT
1. To continue to promote the objectives of elementary education, but
shifting in the emphasis from the mastery of basic tools of learning,
expression, and understanding to the use and extension of the tools for
further exploring and acquiring intellectual, social, moral and physical
concepts, ideas, attitudes, and skills in order to develop the whole
human being.
2. To discover and enhance, in addition, the different aptitudes and
interests of the individual student so as to equip him with skills for
productive endeavor and thus prepare him for work in the real world
and/or for formal studies in higher education.
3. To develop well-rounded individual’s cultures in the Humanities as
Page 6
well as in Music and Science and as a God-fearing citizens.
4. To help young gifted children attain the objectives of the total
Science and Music Program.
 5. To enhance the range and equality of the individual and group
participation in the basic function of the community.

SENIOR HIGH SCHOOL DEPARTMENT

1. To equip all learners with knowledge, habit skills, and values

necessary for active participation in a humane and fast changing
society.

2. To meet the needs of students possessing high mental capabilities

and specific interest in Science and Mathematics.

3. To develop well-developed individual cultures in the humanities as

well as in Science and Mathematics and as a God-fearing citizens.
4. To help young gifted students attain the objectives of the total Senior
High School Program.
5. To enhance the range and quality of the individual and group
participation in the basic function of the community.
Section 5: School Motto
The school’s seal is embodied by three components: the Truth,
the Word and the Faith. The school believes that we must know the
truth; and the truth will set us free. The cross symbolizes the truth which
can be found through the Word of God. The yellow wings represent
freedom from bondage of sin after knowing the truth. Thus, one can
be truly free by adhering the Word of God.

“Soli Deo Gloria”

Glory to God Alone

We live for the glory of God alone. Our purpose is to train,

educate, nurture, and disciple children in Christ with His Love and Truth.
We believe learning is a process and should be fun, challenging,
innovative, creative, interactive, and based upon the Word of God.
The ultimate purpose of the BCMA education is not solely the
Page 8
Page 7attainment of knowledge but the reign with God and the promotion of Section 7: The School’s Organizational Structure
Gospel values in the world.

Section 6: Seal of the School

 STRUCTURE OF THE
SCHOOL

CHAPTER 2
Page 9 Page 10
Section 1: Board of Trustees / Regents
The highest governing body is the Board of Directors (or the Board of
Trustees or Regents) and exercises all corporate powers, conducts all
 business and controls all the properties of the corporation. The Board’s
only limitation is that it has no authority to make or authorize contracts
or perform other acts beyond the power conferred upon the
corporation.
The Board of Directors’ (or the Board of Trustees or Regents) general
functions and responsibilities are as follows:
 To keep the standard of instruction of the institution at the highest level
possible compatible to its finances.
 To issue rules and regulations for the conduct of the institution, with
particular attention to the improvement of the standard of instruction.
 To appoint, on the recommendation, teachers and other employees
and fix their compensation, hours of service, and such other duties and
conditions.
 To fix tuition fees, as well as miscellaneous fees, graduation fees,
laboratory fees and all other fees, the amounts which may be
regulated by the Secretary of Department of Education.
Section 2: Principal
 To maintain reasonable order and discipline in the school, school
campus, and in outside school- related activities.
 To administer adequate guidance and personnel services.
 To conduct a regular evaluation for teacher’s work in the light of the
objectives of the school.
 To maintain wholesome public relations in the school, with other
schools, and in the community.
Section 3: Registrar
The registrar shall hold a bachelor’s degree and have at least three
(3) years of training in the servicing and maintenance of student
academic records and related school work.
The Registrar shall be responsible for the records of pupils and
students, and his/her functions and responsibilities explicitly stated by
the school. Unless otherwise indicated by the school, the Registrar shall
be the principal contact person with the Department.

The principal shall assist the administration in the attainment of the The school registrar’s general functions and responsibilities are as
objectives of the preschool, elementary and secondary education, follows:
and his/her functions and responsibilities explicitly stated by the school.
 Assists in the formulation and/or enforcement of policies for the
The school principal’s general functions and responsibilities are as realization of the general and specific objectives of the institution.
follows:  Disseminates information on new rules and regulations or requirements.
 Oversees the proper use, maintenance, control and safekeeping of
 To carry out school objectives and the policies of the governing board
property and equipment.
with the purview of existing laws, rules and regulations.  Issues certificates, grades, records, release or transfer certificates,
 To exercise educational leadership among his/her faculty members
clearances and diplomas.
and to cooperate in activities for the uplift of the community and the
 Controls flow, safety and security of files and records.
attainment of the national goals.
 Makes request for records of new students.
 To carry out a definite program of progressive development in all
 Recommends to the Department of Education candidates for
significant aspects of school operations.
graduation. Page 12
 To determine the authenticity of the admission credentials of pupils and
students seeking enrolment or transfer.
Page 11
 To recommend the appointment, promotion or dismissal of teachers to
the governing board.
Section 4: Guidance Councilor
 To supervise teachers in classroom and administrative work and in co-
curricular activities.
 Guidance Counselors are certified professionals employed by
schools or academic institutions to assist and advise students about
academic and personal decisions. They provide private counseling to
students, assess the ability and potential in students, and coordinate
with fellow professionals on student matters.

 Conduct individual and group counseling sessions to advise and assist

students with academic development.
 Evaluate students’ attributes and assist them in realizing their objectives.
 Develop and implement counseling strategies with contemporary
methods of mentoring.
 Identify behavioral problems and act appropriately to remedy the
situation.
 Pay attention to societal and cultural differences in all student matters.
 Assess the development of students and highlight the sense of
accomplishment.
 Complete evaluations, analyze results and provide purposeful
feedback.
 Cooperate with parents, academic staff and external partners.
 Arrange and schedule orientation programs and internships.
 Advertise facilities and study programs to potential students.
 Implement and facilitate educational and training workshops for
academic staff.

Section 5: Department Heads

 To create and suggest academic programs and extra-curricular

activities for the enhancements of students. Page 14
 To supervise and support teachers within his/her department in
Page 13
CHAPTER 3
classroom and administrative work and in co-curricular activities.
 To report to the principal any issues related to his/her department that
needs immediate response of the administration. CODE OF ETHICS AND
PROFESSIONAL
RESPONSIBILITIES

Page 15 Preamble
We, the members of Bicol for Christ Mission Academy, Inc.,
guided by the Code of Ethics of BCMA, enlightened by the philosophy
of the Christian Filipino and with Bible Gospel within Christian school,
commit ourselves to BCMA’ians Mission of being partners of parents to
nurture, discipline and instruct their children through the provision of
academically excellent education based on biblical truths and
principles in a Christ-centered environment.
Section 1: Scope and Limitaion
All educational institution must offer quality education for all
citizens which requires competent teachers committed to their
profession to realize this vision which was enacted by the Philippine
Constitution. As mandated by Code of Ethics for Professional Teachers,
Resolution No. 435, Series of 1997, the Bicol for Christ Mission Academy,
as a school follows its Code of Ethics as authorized by the law.
This Code of Ethics covers all full-time and part-time faculty
members of the BCMA education community. The term “teacher” in
this chapter shall include teaching and non-teaching academic
personnel and all other persons performing supervisory or administrative
functions in school, whether on full-time or part-time basis.
Section 2: The Teacher and the
Bicol for Christ Mission Aacdemy
1. The BCMA teacher contributes in the teaching ministry of Christ.
Regular prayer and constant devotion must be done and let His
wisdom reflect in one’s teaching.
2. Every member of the BCMA faculty must actively contribute to the
attainment of the vision and mission of the institution--- that they
consider teaching as both vocation and profession. Page 16
3. Every BCMA teacher is prompted that talents and capabilities are
God’s gift intended to be shared with others.
4. Every BCMA teacher must possess and portray full commitment and
devotion to duty at all times. Thus, he/she must strive professional
growth by keeping in touch with latest information and knowledge in
one’s field and be open for criticism from others.
5. A teacher shall not engage in the promotion of any political or other
partisan interest, and shall not, directly or indirectly, solicit, require, or
receive any money or service or other valuable material from any
person or entity for such purposes.
 6. Every BCMA teacher must respect the religion and/or belief of the
school, thus, he/she must not practice and emphasize his/her own
religion.
Section 3: The BCMATeacher and the Community
1. A BCMA teacher is a facilitator of learning and of the development
of the youth; he shall, therefore, render the best service by providing an
environment conducive to learning and growth.
2. Every BCMA teacher shall provide leadership and initiative to actively
participate in community movements for moral, social, educational,
economic and civil betterment.
3. Every BCMA teacher shall merit reasonable social recognition for
which purpose he shall behave with honor and dignity at all times and
refrain for such activities such as gambling, smoking, drunkenness, and
other excesses, much less illicit relations.
4. Every BCMA teacher shall live for and with community and shall
therefore, study and understand local customs and traditions in order to
have sympathetic attitude, therefore refraining from disparaging the
community.
5. Every BCMA teacher shall maintain harmonious and pleasant
personal and official relations with other professionals, with government
official, and with the people, individually or collectively.
Page 17
Section 4: The Teacher and the Profession
1. Every BCMA teacher shall actively insure that teaching is the noblest
profession, and shall manifest genuine enthusiasm and pride in
teaching as a noble calling.
2. Every BCMA teacher shall uphold the highest possible standards of
quality education, shall make the best preparations for the career of
teaching, and shall be his/her best at all times in practice of his/her
profession.
3. Every BCMA teacher shall participate in the continuing professional
education (CPE) program and shall pursue such other studies as will
improve his/her efficiency, enhance the prestige of the profession,
strengthen his/her competence in order to be nationally and
internationally competitive.
4. Every BCMA teacher help, if duly authorized, to seek support for the
school, but shall not make improper misinterpretations through personal
advertisements and other questionable means.
5. Every BCMA teacher shall use the teaching profession in a manner
that makes it dignified means for earning a decent living.
Section 5: The Teacher and the Teaching
Community
1. The BCMA teacher shall, at all times be imbued with the spirit of
professional loyalty, mutual confidence, and faith in one another, self-
sacrifice for the common good, and full cooperation with colleagues.
When the best interest of the learners, the school or the profession is at
stake in any controversy, teacher shall support one another.
2. A BCMA teacher is not entitled to claim credit for work not of his/her
work, and give due credit for work of other that he/she may use.
3. Before leaving his/her position, a teacher shall organize for whoever
assumes the position such records and other data as are necessary to
carry on the work.
4. A BCMA teacher shall hold inviolate all confidential information
concerning associates and the school, and shall not divulge to anyone
Page 18
documents which has not been officially released or remove records
from files without permission.
5. It shall be the responsibility of every teacher to seek correctives for
whatever may appear to be unprofessional and unethical conduct of
any associates. This may be done only if there is incontrovertible
evidence for such conduct.
 6. A BCMA teacher may submit to the proper school authorities any
justifiable criticism against an associate preferably in writing, without
violating any right of the individual concerned.
Section 6: The Teacher and
Higher Authorities in the Profession
1. Every BCMA teacher shall make it his/her duty to make an honest
effort to understand and support the legitimate policies of the school
and administration and shall faithfully carry them out.
2. A BCMA teacher shall not make any false accusations or charges
against superiors, especially under anonymity. However, if there are
valid charges, he/she should present such under oath to competent
authority.
3. A BCMA teacher, individually or as part of a group, has a right to
seek redress against injustice and discrimination and, to the extent
possible, shall raise his grievances within democratic processes. In doing
so, he shall avoid jeopardizing the interest and welfare of learners
whose right to learn must be respected.
4. A BCMA teacher who accepts a position assumes a contractual
obligation to live up to his contract, assuming full knowledge of the
employment terms and conditions.
Page 19
Section 7: School Officials, Teachers
and other Personnel
1. School officials shall at all times show professional courtesy,
helpfulness and sympathy towards teachers and other personnel, such
practices being standards of effective school supervision, dignified
administration, responsible leadership and enlightened direction.
2. School officials, teachers, and other school personnel shall consider in
their cooperative responsibility to formulate and policies or introduce
important changes in the system at all levels.
3. No school official shall dismiss or recommend for dismissal a teacher
or other subordinates except for cause.
4. School authorities concerned shall ensure that private school
teachers are issued contracts specifying the terms and conditions of
their work, provided that they are given, if qualified, subsequent
permanent tenure, in accordance with existing laws, and provided,
further that they are duly registered and licensed professional teachers.
Section 8: The Teacher and Learners
1. A BCMA teacher has a right and duly to determine the academic
marks and the promotion of learners in the subjects they handle. Such
determination shall be in accordance with generally accepted
producers of evaluation and measurement. In case of any complaint,
teachers concerned shall immediately take appropriate action,
observing the process.
2. A BCMA teacher shall recognize that the interest and welfare of
learners are his first and foremost concern; and shall handle each
learner justly and impartially.
3. Under no circumstances shall a teacher be prejudiced nor
discriminatory against any learner.
Page 20
4. A BCMA teacher shall not accept favors or gifts from learners, their
parents or others in their behalf in exchange for requested concessions,
especially if underserved.
5. A BCMA teacher shall not accept, directly or indirectly, any
remuneration from tutorials other than what is authorized from such
service.
6. A BCMA teacher shall base the evaluation of the learner’s work on
merit and qualify of academic performance.
 7. In a situation where mutual attraction and subsequent love develop
between teacher and learner, the teacher shall exercise utmost
professional discretion to avoid scandal, gossip, and preferential
treatment of learner.
8. A BCMA teacher shall not inflict corporal punishment on offending
learners nor make deductions from their scholastic ratings as a
punishment for acts which are clearly not manifestations of poor
scholarship.
9. A BCMA teacher shall ensure that conditions contributive to the
maximum development of learners are adequate, and shall extend
needed assistance in preventing or solving learner’s problems and
difficulties.
Section 9: The Teacher and Parents
1. A BCMA teacher shall establish and cordial relations with parents,
and shall conduct himself to merit their confidence and respect.
assignment is inherently related to such purchase and disposal,
provided that such purchase and disposal, provided that such shall be
in accordance with existing regulations.
Section 11: The Teacher as a Person
1. A BCMA teacher shall live with dignity in all places at all times.
2. A BCMA teacher shall place premium upon self-respect and self-
discipline.
3. A BCMA teacher shall maintain at all times a dignified personality
which could serve as model worthy of emulation by learners, peers,
and others.
4. A BCMA teacher shall always recognize the Almighty God or Being
as guide of his destiny and the destinies of men and nations.

2. A BCMA teacher shall inform parents, through proper authorities, of Section 12: Disciplinary Action
the progress or deficiencies of learners under him/her, exercising utmost
candor and tact in pointing out learner’s deficiencies and in seeking
1. Any violation of any provision of this code shall be sufficient ground
parent’s cooperation for the proper guidance and improvement of
for the imposition against the erring teacher of disciplinary action
learners.
consisting of revocation of his Certificate of Registration and Liscence
3. A BCMA teacher shall hear parent’s complaints with sympathy and as Professional Teacher, suspension of the practice of the teaching
understanding, and shall discourage unfair criticism. profession, reprimand, or cancellation of his/her temporary/special
permit under causes specified in Sec. 23, Article III or R.A. No. 7836, and
Page 22
Section 10: The Teacher and Business under Rule 31, Article VIII of the Rules and Regulations Implementating
Page 21
R.A. No. 7836.
1. A BCMA teacher shall maintain a good reputation with respect to
financial matters such as in the settlement of his/her debts, loans and
other financial affairs.

2. No teacher shall act, directly or indirectly, as agents of, or be

financially interested in, any commercial venture which furnish
textbooks and other school commodities in the purchase and disposal
of which he can exercise official influence, except only when his
 Page 24

CHAPTER 4
Page 23 Introduction
In this section we discuss our beliefs about, expectations of, and
intentions with all staff members. Our fundamental premise is that we
OTHER ADMINISTRATIVE have selected a staff of talented, competent, responsible adults, and
that you, in turn, have chosen BCMA as the place you want to be.
These individual decisions were based on our shared vision of what
AND ACADEMIC RELATED education and the BCMA community might be.
We come together as a staff, not only with our vision and
POLICIES, RULES AND personal stories, but also with expectations of and responsibilities to
each other. We will promote the highest quality, professional,
REGULATION consistent, and respectful school environment. We will support each
person’s personal and professional endeavors to the best of our ability.
In turn, we expect each of you to be 100% accountable for your
 performance and to work collaboratively with all other members of our
community.
In order to maintain discipline and establish a harmonious
working relationship in the academy, sactions and penalties are
defined and, whenever necessary, applied.
Section 1: The Faculty and
his/her Department Head
The most important responsibility of a faculty member is to do his/her
job well. The teacher should respect, support, listen and carry out
necessary instruction efficiently. Asking questions when in doubt and
making constructive suggestion when necessary are highly encourage.
Open communication for smooth and harmonious relationship within
the department is needed. If there are any questions or suggestions
regarding the Academy’s policies and practices, especially those
affecting them or their work, they are encourage to discuss it with
them.
Page 25
Section 2: Work Week and School Hours
The official working hours of the school is 8 hours from Mondays
to Fridays. Exception to this arrangement is given when there is an
emergency meeting required by the Department Head, the School
Principal or the School Directress.
All full-time members render eight hours of daily service covering
these areas:
a. class instruction,
b. guidance and counselling of students,
c. administrative duties and responsibilities, and
d. attendance in school ativities.
Thus, teachers teach their classes faithfully, prepare their syllabi
and lesson plans and at their desk for consultation during hours of
availability that they have published.
Teachers must not:
-come to class late;
-dismiss their class early;
-be absent for consultation during their published hours of
availability; and
-neglect service to the community.
Section 3: Absences and Tardiness
An absent mark will be given when a faculty member is not
physically present conducting his/her class.
A faculty member may be marked absent when: (1) s/he is not
physically present in the assigned class though the students are there;
(2) s/he and the students are not in their designated classroom and
there is no prior information passed on the personnel in-charge for
inspection; (3) s/he dismisses the class earlier than the designated end
Page 26
of class.
Lateness in coming to class and/or early dismissal will be considered
non-attendance of class and therefore will be subjected to the usual
policy on teacher’s absence.
Habitual tardiness is inexcusable. If a teacher is absent for 5
consecutive days without reasonable excuses, he/she will be under
disciplinary actions. Disciplinary action may range from verbal and
written warnings to pay deductions and/or non-renewable of contract.
Each Department Head will decide how best to handle problems of
tardiness in his/her department.
Teachers must not:
 -be late in coming to class, dismiss early his/her or absent in class
habitually; and
-absent themselves without their department head’s permission.
Section 4: Submission of Student’s Grades
Schools are duty bound to inform the students of their academic
status. No less than the Education Act of 1982 mandates that teachers
shall “render regular reports on performance of each student and to
the latter and the latter’s parents or guardians with specific suggestions
for improvement.” Every BCMA teacher is held accountable for failure
to submit his/her student’s grades on time and in accordance with the
deadline set by the school administration.
Teachers must not:
-fail to observe the due dates set by the school administration for the
submission of their student’s grades every grading period.
Consistent failure or delay to comply with the deadlines set for the
submission of student’s grades is considered gross neglect of duty
which may be a ground for disciplinary action or dismissal.
Page 27
Section 5: Grooming and Atttire
BCMA Teachers are to dress simply and in good taste. Careless, sloppy
personal habits are offensive, embarassing, and lead to unpleasant
working conditions. Faculty members are free to choose attire in
accordance to design and style. However, all are expected to dress
according to occasions. The more formal ocassion require more formal
attire. Therefore, the school adopts the following dress code for faculty
members:
For male faculty members and employess: Polo Shirts (long or short, with
or without necktie), Polo Barong, Barong, long trousers, leather or
leatherette shoes with socks. Facial hair must be neat and well-
groomed.
For female faculty members: Pants, slacks, capris, dresses, or skirts (Jean
skirts and dresses are acceptable), Black shoes (with high or low heels)
and sandals.
Teachers must not:
-report for work during official working days and activities wearing
sleeveless and/or see-through blouses, miniskirts, dresses with plunging
neckline and/or backless dresses.
-report for work with punk hairstyles, hair color and the likes.
-possess any visible body tattoo.
Any commission of the above instances is subject to disciplinary action.
Section 6: Personal Behavior
Teacher must be a woman/ man of courtesy and good behavior and
give due regard to the well being of others regardless of position or
rank.
Teachers must not allowed:
-vulgarity and discourtesy in language and/or behavior; Page 28
-use of profane or offensive language;
-engaging in horseplay or any form of rowdy behavior;
-gambling in any form within the school premise;
-taking alcoholic drinks within school premise during working hours;
-attending to class under the influence of alcohol or drugs;
-possessing, using, distributing, or peddling restricted or illegal narcotics
and other dangerous drugs; and
-possessing, distributing, showing or lending to others obscene or
pornographic materials.
Any of the following instances is considered sufficient ground for
dismissal:
-provoking or initiating a fight, fighting (except in self-defence),
intimidating a fellow employee or anyone else in the campus;
 - Unreasonably inflicting harm on another person
Section 7: Personal Integrity
BCMA teachers shall at all-time maintain standards of respectable
personal conduct or deportment. In all aspect, they must observe high
ethical standards and act in good faith with the academy and others.
Teachers must not:
-fabricate information, official records or documents;
-give untruthful testimony or give false information on employees or
other official records;
-bargain or receive gifts or of anything of significant value in
connection of work; loan money at acquisitive rates of interest to fellow
employees.
-evade paying their debts;
-use school hours, resources or equipment to do unauthorized work;
-get involved in immoral or illicit relationship or activities which violate
common decorum and damages the reputation of the school;
-betray the academy’s trust and confidence;
-borrow money from students and/or parents;
Page 29 -use official working hours to sell or do personal business with students
and/or co-employees; and
-conduct themselves on and off-duty in any manner that will
embarrass or discredit the school.
Any of the following is considered sufficient ground for dismissal:
-committing, or being a part to the commission, of a criminal offense
against the person or possessions of a fellow employee or any member
of the school community;
-conviction in a court of law for a criminal offense against a person
or a property.
Section 8: Personal Ethics and Moral Conduct
BCMA teachers are expected to adhere to the exacting standards of
morality and decency as employees of a Christian institution. They
ought to abide by the standards of the personal conduct which not
only dejects commission of immoral acts but discourages behavior
creating suspicion of immorality both inside and outside the campus.
Teachers must not:
-engage in any disgraceful or immoral conduct such as adultery,
abortion, incest, child abuse, concubinage, live-in arrangement and
the likes.
Involvement in such disgraceful or immoral conduct may be ground
for dismissal.
Section 9: Work Performance
BCMA teachers must know the duties of his/her position, make
productive use of working time and equipment and maintain services
at an acceptable level of confidence.
They must not: Page 30
-do unsatisfactory, sub-standard job;
-repeat mistakes due to carelessness, negligience, or
inattentiveness to the assigned work;
-fail to perform regular duties or specil assignments without
sufficient reason/s;
-fail or refuse to report for other academic-related work
without valid reason during emergencies and/or exceptional condition;
-attend to personal business during working hours;
Any of the following instances is considered sufficient ground for
dismissal;
-deliberate insubordination, or intentional failure or refusal to
carry out reasonable orders and/or instructions of superiors;
 Section 10: Weather Conditions
When Signal No. 1 is raised by PAGASA, preschool and
kindergarten classes in the affected areas shall be automatically
cancelled or suspended. When Signal No. 2 is raised by PAGASA,
preschool, kindergarten, elementary and secondary classes in the
affected areas shall be automatically cancelled or suspended. Any
decision to cancel or suspend classes must come from the local
government. A school head (SH) may only cancel or suspend classes in
cases where urgent action is needed to prevent loss of life or bodily
harm.
All teachers and personnel are requested to help secure the
documents and equipment of their respected class before they leave.
All documents must be put away and as far as possible protected from
water. Computers and sensitive electrical equipment must be covered
with plastic. All appliances must be turned off and unplugged.
Page 31Section 11: Identification Cards
The school issues an identification (ID) card to each employee yearly.
Each ID card has correspoding ID number. Employees arre expected to
wear their ID cards inside the school premise, while at work.
Section 12: Confidential Information
A part of teacher’s job description is to handle documents containing
sensitive and confidential information such as student’s grades and test
papers. These are to treated with utmost care.
Examples of records classified as confidential are personal records,
salary records, examination papers, performance eveluation results,
medical records, personal memoranda and others.
Discussing individual salaries, increases, and related matters with
associates are highly discouraged. Discussion of such matters are to be
kept between the authorized personnel.
Teachers must not:
-reveal, or provide access to, confidential information to persons
without proper authorization; and
-access to confidential information without proper authorization.
Section 13: Housekeeping
Each faculty member shares in responsibility of keeping the work
area and premises clean. Keeping work places neat, orderly, and free
of distracting mess makes for better concentration on the work.
Every adviser is in-charge for the cleanliness for his/her own advisory
room. Practicing good housekeeping contributes to a safety program.
Page 32
Section 14: School Equipment
For the improvement of work efficiency, certain facilities and
equipment are readily available for the use of the faculty members.
Among these are computers, air-conditioners, and other specialized
equipment.
Such costly equipment should be treated with care and respect
if they are to remain in good working condition for all. Unnecessary
damage can occur through neglect, carelessness, misuse, or failure to
follow operating and maintenance instructions.
No piece of the school’s equipment may be taken out of the work
areas without proper authorization. Permit should be secured from the
office. Teachers, as partner of the school, must exercise care and
diligence in handling property entrusted to their custody by virtue of
their position of by direct authorization or assignment. Likewise,
respecting each other’s personal property is highly encourage.
 The must not:
-misuse or be careless with tools and equipment resulting in damage
to school property;
-fail to report, as soon as possible, any significant loss or damage to,
school property;
-take school property out of the campus without proper
authorization;
-use school property for personal gain;
Any of the following instances is considered sufficient grounds for
dismissal:
-misappropriation of school funds for one’s own or other’s private use
or benefit
-deliberately causing damage to school property; and
-unauthorized disposal of school property.
Page 33Section 15: Campus Security
ID cards and fetcher’s card are used primarily for identification
purposes. All school personnel and students must wear their IDs
conspicuously. Any out-of-schedule activities that involved outsiders
must be relayed to the security personnel by the teacher-in-charge.
Teachers must not:
-disregard or violate security and safety rules, including fire, theft,
and other related regulation, refusal to submit to security requirement.
Any of the following instances is considered sufficient grounds for
dismissal:
-unauthorized possession of a deadly weapon, including bladed
weapons, firearms and/or explosives on school premises;
-unnecessary and dangerous display of firearms licensed or
unlicensed, or of any other deadly weapon, on school premises.
Section 16: Participation in Community Affairs
BCMA teachers are encouraged to participate in worthy religious,
civic, cultural, educational and charitable activities, especially when
these spread the Faith or share with the wider community the
knowledge, skills, and expertise with which on has been blessed. Such
activities expands horizons, enrich knowledge and keep the faculty
members connected to the world.
As with other outside occupations, care must be taken that these
compliment the full-time commitment at the school and do not affect
against them.
Page 34
Section 17: Collection, Payments and Sollicitation
Only the cashier collects from the students the regular tuition and
other fees and other authorized charges. No other office or school
personnel may collect fines, payments, charges, contributions or
donations without specific and expressed authorization from the office.
Teachers should keep the cost of required projects- individual or
grouped- to the minimum.
Only the Office of the Principal may approve any form of solicitation,
an office or any organization inside or outside the school, requested.
Section 18: Vending on Campus
Some faculty members may engage now and then in selling certain
consumer goods or services to fellow employees. While such effort at
increasing personal income are acceptable, these activities, like all
other personal business, may be done only during break periods or
preferably after working hours in order to minimize work interruptions.
 Care should be taken that such activity does not adversely affect job a. one to two days or more Written Written Non-
performance. days (1-2+) Reminder Reprimand renewal of
+salary +salary contract
Section 19: Disciplinary Matters deduction deduction +salary
deduction
b. Fourth Offense of 1.B.a. Suspension + N/A N/A
Occasionally, a department cannot do its best work because a after written warning salary
faculty member needs to be corrected. This is where disciplinary action deduction
comes in. c. Same Offense after 5 th Dismissal N/A N/A
offense
When an employee breaks a rule, his/her offense can generally be
e. AWOL for straight Dismissal NA NA
classified as either major or minor. However, each offence must be
2. Tardiness in reporting to class
considered separately because circumstances can easily affect its
a. Less than 15 minutes Verbal Verbal Verbal
seriousness.
Reminder Reminder Warning
For this reason, rules for disciplinary action are flexible. So many b. Fourth (& above) offense Written Written N/A
offenses are possible that it would not be fair of practical to have hard of the same Reminder Reprimand
Page 35and fast rules. But in general, disciplinary actions may be anything from c. 15 minutes and more Treated as N/A N/A36
Page
absence for
a verbal warning, written warning, or disciplinary probation, to
salary
suspension or dismissal. Dismissal is the most severe form of disciplinary
deduction for
action and is usually resorted to only when other measures have failed.
the period
3. Gambling within school Written Written Dismissal
B. SCHEDULE OF SANCTIONS / PENALTIES
premise reminder Reprimand
Section 1 Penalty or Disciplinary Actions + Non-
renewal of
NATURE OF OFFENSE 1ST Offense 2nd Offense 3rd Offense contract
4. Provoking or instigating a Written Written Dismissal
1. Absences without leave (AWOL) fight or fighting with reminder Reprimand
A. By Period colleagues within the school + Non-
a. One absence/subject Verbal Written Written premises renewal of
without leave/unexplained Reminder with Reminder Warning contract
absence advise to file with same with same 5. Misuse or unauthorized use Written Written Suspension
the appropriate advise advise of school’s property Reprimand Warning
leave If resulting to serious damage Written Written Suspension
b. Fourth Offense and Written N/A N/A Reprimand with Warning with
onwards of 1.A.a. after Reprimand payment to with payment to
written warning +salary damages payment to damages
deduction damages
B. By Day: 6. Neglect of duty or in complying w/ administrative requirements such as,
but not limited to the ff:
 a. delay in submission of Written Written Written superior or colleague
grades Reminder Reprimand Warning d. Soliciting gifts of significant Written Written Suspension
+ suspension of +suspension +suspension value from students or Reprimand Warning
release of of release of release parents
salary until of salary of salary 8. Gross inefficiency and Dismissal N/A N/A
submission until until incompetence in the
submission submission performance of his/her duty
b. delay or non-submission of Written Written Written as indicated by, but not
required syllabus/syllabi Reminder Reprimand Warning limited to any of the ff.
+ suspension of +suspension +suspension a. below average Written Written Non-
release of of release of release performance rating in the Reminder Reprimand renewal of
salary until of salary of salary semestral evaluation (or and/or contract
submission until until failure to obtain the standard warning
submission submission of performance)
c. 4th offense of #7.a. or b. or Non-renewal of N/A N/A b. 4TH OF #9.a (or failure to Dismissal N/A N/A
Page 7.c
37 or 5 offense of #2.a contract
th
obtain the standard of Page 38
+suspension of performance for the 4th time)
release of c. wilful abandonment of Written Warning Suspension Dismissal
salary until assignment (teaching)
submission 9. Wilful disobedience by an Written Warning Dismissal N/A
d. repeated failure to report Written Written Written employee of the lawful orders
a declared consultation Reminder Reprimand Warning of the management or mgt.’s
hours representative in connection
e. failure/non-submission of Written Written Written with his/her work (ignoring of
Progress Report Reminder Reprimand Warning + orders repeatedly despite
Non- reminders/reprimand
renewal of 10. Any form of dishonesty to wit:
contract (demand payment if necessary)
7. Serious misconduct, 3rd Dismissal NA NA a. falsification and/or Written Warning Suspension Dismissal
offense of #3,4,5 & 4th offense tampering of documents
of #7.e. and #8.g. b. Theft of academy’s Written Warning Dismissal N/A
Other forms of Serious Property
misconduct: c. Fraud* or wilful breach of Written Warning Dismissal N/A
a. Failure to maintain Written Written Dismissal trust by employee
Confidentiality of School Reprimand Warning 11. Bringing & drinking Written Suspension Dismissal
Records intoxicating liquor during Reprimand/
b. Contracting loans from Written Written Dismissal school days within the school Warning
students and/or parents Reprimand Warning premises
c. Uttering obscene, insulting Written Written Dismissal 12. Bringing and using Dismissal NA NA
or offensive words against Reprimand Warning prohibited drugs w/in the
 school premises  Disgraceful Conduct—is synonymous with shameful,
13. Disgraceful or Immortal Dismissal NA NA scandalous or dishonourable behavior.
Conduct  Immoral Conduct—is that which is inimical to public welfare
14. Violation of the Anti- Dismissal NA NA and policy as expressed in law and other social manifestos.
Sexual Harassment Law  Misconduct—means improper or wrong conduct. It is the
15. Sale of tickets or Written Suspension Dismissal transgression of some established and definite rule of action, a
collection of any contribution Reprimand/ forbidden act, dereliction of duty, wilful in character, and
in any form or for any Warning implies wrongful intent and not mere error in judgement.
purpose or project from
 Notoriously Undesirable Person—a notoriously undesirable
students without the proper
person is one who has been ostracized by society for
written authorization
opprobrious behavior or objectionable personality. An
employee who is known to be constantly and flagrantly
Definition of terms (by Labor Code and Manual of Regulations for violating existing laws, rules and regulations and which acts
Private Schools) are known to and looked upon with disfavour by the
Page 39 community is also considered to be notoriously undesirable.
 Inefficiency—means failure to attain work goals or work
requirements, either by failing to complete the same within Page 40
the allotted reasonable period, or by producing unsatisfactory
results.
 Incompetence—means failure to demonstrate or show the
skills, abilities or aptitude for the satisfactory execution of a
task.
 Negligence or neglect—means the failure to carry out an
expected or required action through carelessness or by
intention.
 Gross Negligence—means repeated instances of negligence
which indicate “want of any or slight care” or “utter disregard
of consequence”.
 Fraud—may be in the form of false representation of fact,
made with knowledge of its falsehood, or recklessly, without
belief in the truth; it is also the intentional perversion of truth for
purpose of inducing another, who relies upon it, to part with
some valuable item or to surrender legal right.
 Tampering—refers to the improper alteration or modification
of records or documents.
 Falsification—refers to the fraudulent revision of documents or
records with the intent to misrepresent.