Page 69 - BESSHS-FACULTY-MANUAL

Section 7 DETERMINATION OF SUBSEQUENT OFFENSES

Unless otherwise provided, an offense shall be considered a second, third, fourth, fifth or
sixth offense for purposes of imposing the next penalty if such subsequent act is of a similar
nature as the previous offense. A subsequent act is of a similar nature when such act is defined
or included in the same group of offenses as the previous one, (i.e., defamation or slanderous
acts; or libelous acts; rumor mongering, maliciously spreading of information hurtful or
damaging to employees, and family members, under Part VI (5) are similar offenses.)

Section 8 MULTIPLE VIOLATIONS

The School reserves the right to impose penalties that are graver than those prescribed
in the foregoing schedules, including termination of employment, in cases where the employee
commits two or more different infractions on the same or separate occasions.

Section 9 PROCEDURE FOR CONDUCTING INVESTIGATION AND IMPOSITION OF PENALTY

9.1 Any employee who commits any of the offenses defined in the table provided above or who
does any act not explicitly defined herein as an offense but which is clearly prejudicial to the
welfare/interest/reputation of the School or not in accordance with the standards of behavior
defined in the Code of Ethics shall be reported to his/her immediate supervisor in writing.

9.1.1 If there is doubt in the objectivity of the Immediate Supervisor, the employee can
report to the next higher level up to the Board of Directors.

9.1.2 For offenses perceived to involve attendance, confidentiality and social media,
particularly those offenses marked with *** in the table above, the provisions of the
Attendance, Confidentiality and Social Media Policy shall apply.

9.2 Information to be contained in the report of the complaint(s) shall include, but shall not be
limited to the following:

9.2.1 Name(s) of Reporting Party (Optional)
9.2.2 Name(s) of Suspected Offender(s)

9.2.3 Facts/details of the incident, (i.e. date, place, amount(s) involved)
9.2.4 Any supporting documents or evidence.

9.3 The authorized person receiving the complaint as mentioned in paragraph A (hereinafter
referred to as the ”Fact-finding Official”) shall acknowledge receipt of the complaint in
writing and, in consultation with the Human Resources Development & Management Office
(HRDMO), shall immediately initiate the investigation of the alleged violation or infraction.

HRDMO, in its discretion, may at its own instance, initiate investigation without need of a
complaint in cases where the confidentiality of the complainant’s identity is of utmost
importance.

9.4 The employee concerned shall be served by the Fact-finding Official with a written Due
Process memorandum, previously consulted and cleared with HRDMO, specifying the same
details stated in the complaint and requiring the employee to submit within five (5) days from

Faculty Manual (BES and SHS) 2021ed.icc
Prepared by: AdminServQ Page 69