FLEXIBLE work policies for government employees means real work with real output, not an opportunity to dip one’s toes in the ocean.
Civil Service Commissioner Aileen Lizada issued this warning yesterday after announcing the issuance of CSC Resolution No. 2200209 institutionalizing flexible work arrangement in all public offices.
The new policy aims to promote safe working places for government officials and employees under the new normal while the COVID-19 pandemic remains a threat to public health.
Lizada said the policy, which takes effect starting June 15, 2022, was based on the public service continuity plan as presented by the National Disaster Risk Reduction and Management Council (MDRRMC) to enable government agencies to anticipate challenges and adopt quickly to the restrictions and safety concerns imposed by the global health crisis.
“We are hoping to provide reasonable work arrangements for senior citizens, persons with disabilities, pregnant and nursing mothers, immuno compromised persons with chronic conditions, and those who were injured due to accidents affecting mobility but still physically and mentally able to work,” she said.
Once in effect, the flexible work arrangement will apply to “regular, permanent, temporary, substitute, provisional, coterminous, fixed term, casual, or contractual personnel.”
Not covered are the contract-of-service and Job order hires, although Lilzada said the Department of Budget and Management and the Commission on Audit are expected to formulate a parallel issuance to cover the sector.
Under the policy, government workers have three options: work from home, work from satellite office, or work from another fixed place.
Work from home (WFH) exclusively means performing assigned duties in one’s residence while work from satellite office means reporting and rendering work hours to a sub-office, like a regional or field unit of an agency nearest to an employee’s home address.
On the other hand, work from another fixed place is a tricky rule that requires clear definition — and a healthy dose of honesty from the employee.
On paper, it means a place conducive for productive work and efficient performance of official duties and responsibilities other than the employee’s home or a satellite office.
“Klaruhin po natin ito ha. When we say conducive to productive work hindi pwede yung ‘Ngayong weekend doon po ako sa Boracay, next weekend doon po ako sa Palawan.’ (Let us make this one crystal clear. When we say conducive to productive work, it does not translate to: This weekend I will be working in Boracay, next week, I’ll be in Palawan.)” Lizada pointed out.
There’s one downside, however. An employee who avails of WFH or work from satellite office will not be entitled to overtime pay.
Since the nature of worker’s responsibilities vary from one agency to another and depends on the employee’s designation, he or she is required to file a request with an immediate supervisor who has recommendatory powers although it is the head of the agency who has the power to approve or to deny.
Regardless of the flexible work arrangement to be implemented by an agency, the CSC stressed that all public offices must have the minimum number of personnel present during regular work hours.
This is particularly important for agencies that are expected to provide 24-hour services like the Civil Aviation Authority of the Philippines, Bureau of Immigration, Bureau of Customs, public health agencies, and those involved in peace and order and security.
Lizada said the CSC leaves it to government agencies to formulate their own internal guidelines regarding requests for flexible work arrangement.
“This is not for automatic application. The policy should be output-based. In the event of failure to deliver, the head of the agency can deny future requests,” she explained.
“Public office is a public trust. Huwag po nating gagawin for our personal gain or benefit. Ito po ay ginagawa para maiayos po ang ating pag-serbisyo sa ating mga taumbayan at ginagawa po ng CSC to protect your welfare,” she added.
