CSC Interim Guidelines

Absences and Alternative Work Arrangements

of Government Officials and Employees
(IGAWA)
during Community Quarantine
due to COVID-19 Pandemic
  CSC MC No. 8, s. 2020 disseminating CSC Resolution
No. 2000522 dated April 2, 2020
o Revised Interim Guidelines on the Use Of Leave Credits for
Absences Due to Quarantine and/or Treatment Relative to
the Corona Disease-2019 (COVID-19)
Civil  CSC MC No. 23, s. 2020 disseminating CSC Resolution
No. 2000953 dated November 7, 2020
Service o Interim Guidelines on Absences of Government Officials and
Employees during the Community Quarantine Due to
Issuances COVID-19 Pandemic

 CSC MC No. 18, s. 2020 disseminating CSC Resolution

No. 2000658 dated October 14, 2020
o Amendment to CSC MC No. 10s. 2020, the Revised Interim
Guidelines for Alternative Work Arrangements (RIGAWA)
during the State of Public Health Emergency Due to
COVID-19 Pandemic
 RA 1880 (40-hour Work Week Law) amending Sections
LEGAL BASES 652 and 654 of Act 2711 (Rev. Administrative Code)

GOVERNMENT Executive Order No. 292 and its implementing

WORKING Rules (Rule VII of the Omnibus Rules as

HOURS
amended by CSC MC 21.s. 1991)

Other Civil Service Law, rules and

regulations
Poll Question No. 1
Are elective officials required
to observe the forty (40) hours
work week law?
 Who are covered?

GOVERNMENT
WORKING
HOURS Appointive officials and employees are required to
report for work during their scheduled work days and
render at least forty (40) work hours per week except
during holidays or work suspension as may be
declared by the President or authorized official.
 Who are covered?

However, those whose nature of work

GOVERNMENT require them to report for duty on their
scheduled work days (declared as holiday or
WORKING work suspension), such as: health and
HOURS emergency, and security services, they are
entitled to additional premium and/or pay
subject to budgeting, accounting and
auditing rules and regulations.
 A. Regular Working Hours
8:00 a.m. – 12:00 nn
1:00 p.m. – 5:00 p.m.
GOVERNMENT B. Flexible Working Hours
WORKING 7:00 a.m. – 7:00 p.m.
HOURS C. Other WH
a. Work Shifting
b. Staggered Working Hours
c. Other Work Arrangements
 A. Regular Working Days
Monday to Friday

GOVERNMENT B. Other Working Days

a. A combination of any 5
WORKING days including Saturday
DAYS and/or Sunday
b. 4 day-work week within
Monday to Friday
c. Other Work Arrangements
 Government’s Response
Officve of the President Congress
 Presidential Proclamation  RA No. 11469 (Mar 25-Jun 24, 2020)
The Advent Nos. 922 and 929 - Bayanihan to Heal as One Act

 OP Executive/Administrative  RA No. 114694 (Sept 11 - Dec. 19,

of Orders and Issuances 2020) - Bayanihan to Heal as One Act 2

COVID-19 Inter-Agency Task Force IATF TWG & sTG Governance

 IATF Omnibus Guidelines and its  Strategies, Measures on Business
amendments: Recovery and Sustainability, mobilization of
member agencies in monitoring and
- Community Quarantine, restrictions implementing government’s initiatives to
on government and private business combat the impact of COVID-19 pandemic
operations, transportation and people
mobility, minimum health standards
and work protocols
 Community Quarantine Classification
(IATF Resolution No. 76, s.2020 dated July 16, 2020)

 Enhanced Community Quarantine

The Advent
- refers to the implementation of temporary measures imposing
stringent limitations on movement and transportation of people,

of
strict regulation of operating industries, provision of food and
essential services, and heightened presence of uniformed
personnel to enforce community quarantine protocols.

COVID-19  Modified Enhanced Community Quarantine

- refers to the transition phase between ECQ and GCQ, when the following
temporary measures are relaxed and become less necessary: stringent
limits on movement and transportation of people, strict regulation of
operating industries, provision of food and essential services, and
heightened presence of uniformed personnel to enforce community
quarantine protocols.
 Community Quarantine Classification
(IATF Resolution No. 76, s.2020 dated July 16, 2020)

 General Community Quarantine (GCQ)

The Advent - refers to the implementation of temporary measures limiting
movement and transportations, regulation of operating industries,

of and presence of uniformed personnel to enforce community

quarantine protocols.

COVID-19  Modified General Community Quarantine (MGCQ)

- refers to the transition phase between GCQ and the New Normal,
when the following temporary measures are relaxed and become
less necessary: limiting movement and transportations, the
regulation of operating industries, and presence of uniformed
personnel to enforce community quarantine protocols.
 Community Quarantine Classification
(IATF Resolution No. 76, s.2020 dated July 16, 2020)

 New Normal
The Advent
of - refers to the emerging behaviors, situations and minimum
public health standards that will be institutionalized in

COVID-19 common or routine practices and remain even after the

pandemic while the disease is not totally eradicated through
means such as widespread immunization. These include
actions that will become second nature to the general public
as well as policies such as bans on large gatherings that will
continue to remain in force.
 Issues in Personnel Administration
that have Emerged due to COVID-19 Pandemic:
The Philippine Experience

 Prevention of the Spread of  Absences of State Workers due

The Advent
COVID-19 in the Workplace to the Required Quarantine
and/or Treatment and Those
 Work Arrangements and
of
Stranded in Places Away from
Observance of Minimum Health Their Workplaces During

COVID-19
Protocols in the Workplace and Community Quarantine
Support Mechanisms for State
Workers  HR Processes: Recruitment and
Selection, Appointments and
 Grant of COVID-19 Hazard Pay Other Personnel Actions
and Other Incentives to State
Workers
 Government’s Measures
Civil Service Commission
 Interim Guidelines on the following:
o Alternative Work Arrangements and the Internal

The Advent
Guidelines Adopted by Government Agencies/Offices
(CSC MC No. 10, s. 2020 as amended by CSC MC No. 18, 2020)
o Absence in Work of Government Officials and Employees
of who are required 14-day quarantine and/or treatment
of COVID-19 (CSC MC No. 8, s. 2020)
COVID-19 o Absence in Work of Government Officials and Employees
Who Were Stranded in Places Away from Their
Workplaces during Community Quarantine
(CSC MC No. 23, s. 2020)
o Recruitment and Selection Process during the Community
Quarantine (CSC MC No. 14, 2020)
 CSC Resolution No. 2000658*
series of 2020

Amendment to the Revised Interim

Guidelines for Alternative Work
Arrangements During the State of
Public Health Emergency Due to
COVID-19 Pandemic (ARIGAWA)
*Circularized in CSC MC No. 18, s. 2020 dated October 14,2020
 All government agencies and
instrumentalities, namely:

ARIGAWA  Constitutional Bodies

 Departments, Bureaus, and Agencies
of the National Government
Scope and Coverage  Government-Owned and Controlled
Corporations (GOCCs)
 Local Government Units (LGUs), and
 State Universities and Colleges
(SUCs)
 Government agencies may adopt any or a
combination of the following alternative

ARIGAWA
work arrangements:

1. Work-from-Home
2. Skeleton (Skeletal) Workforce
Alternative Work 3. Four-day Work or Compressed
Arrangements Workweek
4. Work Shifting/Flexible (Staggered)
Working Hours , and
5. Other Alternative Work Arrangements
 Work-from-Home

refers to an output-oriented
work arrangement that
authorizes the worker to
produce outputs/results and
accomplishments outside of the
office.
 Skeleton (Skeletal)
Workforce
refers to a work arrangement
where a minimum number of
employees is required to man the
office to render service when full
staffing is not possible.
Four-day (Compressed)
Workweek
refers to a work arrangement
whereby the employees’ workweek
is compressed to four (4) days each
week.
 Work Shifting/Flexible
(Staggered) Working Hours

refers to a work arrangement

applicable to offices/ agencies that
observe work shifting or flexible
working time.
 Other Alternative Work
Arrangements
refer to work arrangements consisting of a
combination of the above enumerated
work arrangements or other work
arrangements appropriate/applicable to
the agency subject to the prevailing
community quarantine in the area where
the agency is located and the nature of
work/job performed by the employee/s.
 ARIGAWA
Parameters
in the Implementation
of Alternative
Work Arrangements
1. Work-from-Home
a. Shall be adopted in areas placed under:
- ECQ (Enhanced Community Quarantine) and
- MECQ (Modified Enhanced Community Quarantine
as declared by the proper authorities

b. May be adopted in areas placed under:

- GCQ (General Community Quarantine, and
- MGCQ (Modified General Community Quarantine
where public transportation shall operate at a
reduced capacity and physical/social distancing is
required in the workplace.
1. Work-from-Home
c. The following employees shall be under WFH:
- those who are below 21 years old and 60 years old and above,
- those with immunodeficiency, comorbidities, or other health risk,
and pregnant women, AND are residing in areas placed under
ECQ, MECQ,GCQ and MGCQ,
EXCEPT when their services are indispensable under the
circumstances or when office work is permitted.

The said work arrangement shall also be made available to

those living with the aforementioned persons and living in
area under ECQ, MECQ and GCQ;
1. Work-from-Home
d. Work-from-home arrangements may be allowed for
the following tasks:

1. research
2. policy formulation/review/amendment
3. project work, including but not limited to,
drafting of proposals/project studies/training
modules;
4. data encoding/processing;
5. adjudication of cases or review of cases,
including legal work;
1. Work-from-Home
d. Work-from-home arrangements may be allowed for
the following tasks:

6. budget planning and forecasting;

7. recording, examination and interpretation of
financial records and reports;
8. evaluation and formulation of accounting,
auditing and management control systems;
9. computer programming;
10. database maintenance;
1. Work-from-Home
d. Work-from-home arrangements may be allowed for
the following tasks:

11. design work/drafting of drawing plans;

12. preparation of information materials;
13. sending/receiving e-mail;
14. HR tasks, e.g. computation of leave credits,
preparation of payroll etc., as the case maybe;
and
1. Work-from-Home
d. Work-from-home arrangements may be allowed for
the following tasks:

15. other analogous tasks which require the use of

a computer and the World Wide Web (Internet)
for reading, encoding, printing or submission
of written outputs for the review, evaluation or
final presentation/assessment of the immediate
supervisor, the head of office or management.
1. Work-from-Home
e. To facilitate the implementation of the work-from-home
arrangement, the agency head shall ensure the following:

1. The employees are given tasks to be performed

to the full extent possible in terms of man-days
per work week;

2. Employees under work-from-home shall make

themselves available during the work hours that
they are at home.
1. Work-from-Home
e. To facilitate the implementation of the work-from-home
arrangement, the agency head shall ensure the following:

3. The employees have access to or is provided with

any communication equipment or facilities, such
as computer laptop, internet or e-mail, facsimile,
telephone or mobile phone.
1. Work-from-Home
e. To facilitate the implementation of the work-from-home
arrangement, the agency head shall ensure the following:

4. Appropriate measures, such as Pledge of Confidentiality of

Information, Data encryptions, etc. are in place, to ensure
protection of data used and processed by the employees
pursuant to RA No.10173 or the Data Privacy Act of 2012.

5. The confidential and proprietary information are protected

and secured at all times.
1. Work-from-Home

e. To facilitate the implementation of the work-from-home

arrangement, the agency head shall ensure the following:

6. Agencies under WFH arrangement may adopt performance

standards to guide the employees in the delivery of assigned
tasks, like a point system where each output is assigned
points based on length of time, complexity, or other criterion
which are aligned with the CSC-approved agency SPMS.
Annex A – Illustrative Example of Performance Standards
Function/Activities Output Performance Indicator Points Operational Definition
Administrative Concerns Submission of Plans/Reports # of plans/reports submitted Administrative Reports required by
the Offices in the Central Office

Work and Financial Plan 24

Annual Procurement Plan 16

Project Procurement
Management Plan 16

Year-end Report (office 16

accomplishment)
Performance Contracts 16
Monthly Accomplishment 8
Report 8
Inventory Report
Policy and Systems Review, Concept Paper # of concept papers 24 Proposals of new actions to take.
Enhancement and approved by the Paper includes discussion on the
Commission need or problem
Formulation
statement, objectives and possible
solutions or methods for
implementation

Research Proposal # of research proposal 24 Proposals to conduct

approved by the researches/studies/projects
Commission approved by the Commission
Research Studies # of research reports/studies 40 Researches and studies conducted
submitted to the for policy formulation,
Commission program/project/systems
development, or simply for decision
making.
Annex A – Illustrative Example of Performance Standards
Function/Activities Output Performance Indicator Points Operational Definition
Policy and Systems Review, Policy Guidelines # of policies/guidelines 16 Policy/Guidelines approved by the
Enhancement and approved by the Commission in a from of a
Formulation Commission Resolution, Office memorandum or
Memorandum Circular

Opinion and Rulings Opinion and ruling rendered # of opinion and rulings Written comments/views in
rendered response to a query or recruits
signed by the
Simple 5
Head/Commission - - Queries with
precedent
Complex 10 - Queries with further research

Project/Program Project/Program Proposals # of project/program 24 Proposals for new project/program

Development/Implementation, proposals approved by the approved by the Commission
Commission
review and Monitoring
Program Enhancement # of program 24 Proposals for
Proposals enhancement proposals enhancement/improvement of
approved by the existing programs approved by
Commission the Commission
Project Development # of project/program 40 Project/Program development
development reports with pilot implementation but
submitted not yet considered as a major
program of the Commission. This
includes program development for
enhancement of existing programs.
Outputs are rated through
submission of a Final
Project/Program Development,
Report to the Commission.

Project/Program Evaluation # of project/program 24 Evaluation Report on the

evaluation reports submitted implementation/development of
projects or programs submitted by
the Commission.
Annex A – Illustrative Example of Performance Standards

Function/Activities Output Performance Indicator Points Operational Definition

Project/Program # of 24 Implementation/Monitoring
Implementation/Monitoring implementation/monitoring Report on programs/projects
reports submitted being implemented by the
Commission. Reports to be
prepared periodically and by area/
unit (Semestral, Quarterly, Monthly/
yearly, central, Regional)
1. Work-from-Home

f. Employees under work-from-home are NOT

ENTITLED to Compensatory Overtime Credit/
Overtime Pay.
Poll Question No. 2

Can government officials and employees

with approved personal leave of absence
(local/abroad) qualify to be placed under
the work-from-home arrangement?
2. Skeleton (Skeletal) Workforce
a. May be allowed during ECQ and MECQ,

UNLESS a different operational capacity is provided

in agencies providing health and emergency frontline
services, border control, and other critical services as
identified in the IATF Omnibus Guidelines on Community
Quarantine;
b. The employees assigned as skeleton workforce, during
ECQ and MECQ, shall be issued the necessary
travel/office orders, in addition to the office-issued IDs
for proper identification.
2. Skeleton (Skeletal) Workforce
c. The employees assigned as skeleton workforce
during the implementation of ECQ and MECQ
shall be entitled to Hazard Pay pursuant to the
provisions of AO No. 26, s. 2020 and DBM Budget
Circular No. 2020-1, s. 2020, on top of the
Compensatory Overtime Credit or Overtime Pay
as well as other applicable benefits, subject to
the provisions of CSC-DBM Joint Circular No. 2,
s. 2015 and other related civil service, budgeting,
accounting and auditing rules and regulations;
2. Skeleton (Skeletal) Workforce
d. Agencies located in areas placed under GCQ,
and MGCQ may use skeleton workforce in
combination with other alternative
arrangements provided that the required 40-
hour workweek is complied with;
2. Skeleton (Skeletal) Workforce
e. Employees assigned as skeleton workforce shall
be entitled to Compensatory Overtime
Credit/Overtime Pay for hours rendered beyond
the normal 8 hours on scheduled workdays or 40
hours a week, and those rendered on rest days or
scheduled days off, holidays, and special non-
working days, both exclusive of time for lunch and
rest, subject to the provisions of CSC-DBM Joint
Circular No. 2, s. 2015, as amended and other
related civil service, budgeting, accounting and
auditing rules and regulations.
3. Four-day (Compressed) Workweek

Agencies located in areas placed under

GCQ, and MGCQ may adopt 4-day
workweek in combination with other
alternative arrangement/s provided that
the required 40-hour workweek is
complied with.
4. Staggered Working Hours
a. Agencies may adopt work shifting/flexible working
hours appropriate/applicable to their mandate/
functions regardless of community quarantine
classification their agency is located;
b. The agency head, in consultation with the employees,
shall prepare the staggered work schedule in light of
the present situation.
c. The agency head shall ensure that the employees
remain flexible in making themselves available for
work duties outside of core hours, if necessary.
 3.5 Other Alternative Work Arrangements
a. Agencies may adopt other alternative work
arrangements that are appropriate/applicable to
the agency mandate/functions as well as their
place of work other than the above-enumerated
work arrangements.

b. Agencies may use a combination of the above

enumerated work arrangements or a combination
with the other work arrangements it adopted, such
as three-day workweek and 2 days work-from-
home arrangement to complete the 40-hour
workweek.
ARIGAWA
Support Mechanisms
The agency head shall ensure that all workers are afforded
with the following adequate support mechanisms:
a. Health/psychosocial interventions like stress debriefing;
b. Provision of appropriate personal protective equipment (PPE)
to frontline service providers and employees;
c. Reduced working hours, as authorized by the President;
d. Reasonable transportation facilities and housing quarters shall
be provided to employees assigned as skeleton workforce,
whenever practicable, and subject to budgeting, accounting and
auditing rules and regulations;
The agency head shall ensure that all workers are afforded
with the following adequate support mechanisms:
e. Reasonable expenses incurred during the work-from-home
may be defrayed by the agency subject to budgeting,
accounting and auditing rules and regulations; and

f. Other monetary and forms of incentives as may be allowed

by the Office of the President or other authorized agencies or
upon approval of the heads of agencies subject to budgeting,
accounting and auditing rules and regulations.
ARIGAWA
General Guidelines
1. The alternative work arrangements
shall be adopted only for the
duration of the State of Public
Health (National) Emergency or until
lifted by the President.
2. The agency head shall give priority to the preferred
schedule of employees who are below 21 years old, those
who are 60 years old and above, as well as those with
immunodeficiency, comorbidities, or other health
risk/conditions and those residing with the
aforementioned, pregnant women, nursing mothers, and
persons with disabilities (PWDs) whose services are
indispensable under the circumstances.

Requests for different work schedule/arrangement of

employees with immunodeficiency, comorbidities, or
other health risk/conditions must be supported with
medical certificate and other medical records.
3. The following activities and PRECAUTIONARY
MEASURES should be implemented by agencies prior
to the resumption of normal office operations:

a. Disinfection or decontamination activities on all its

buildings, facilities and office vehicles.

The disinfection should be part of the regular

maintenance and upkeep of the agency.
3. The following activities and PRECAUTIONARY
MEASURES should be implemented by agencies prior
to the resumption of normal office operations:

b. Conduct of health status survey to ensure that all

those reporting to the office are in tip-top shape and
that no one is exhibiting any of the symptoms of
COVID-19 disease.

c. Modification of the workplace layout to ensure

observance of physical distancing requirements of
those who will be reporting to office.
4. For alternative work arrangements that require
physical presence in the office premises, physical
distancing requirements should always be observed.

5. Agencies shall implement minimum health standards

protocol at all times such as wearing of face masks,
face shields**, taking of body temperature, and
presence of sanitation stations and other
appropriate PPE.
**Item 5, Sec. 8, IATF Omnibus Guidelines on the implementation
of Community Quarantine in the Philippines with amendments
as of July 26, 2020
6. Agencies may use videoconferencing/teleconferencing
in conducting meetings to minimize face to face
interaction.

7. Agencies shall adopt a monitoring mechanism,

such as submission of daily/weekly accomplishment
report/s, etc., during the implementation of the
alternative work arrangements to ensure that public
service delivery is not prejudiced.
8. Agencies shall formulate their internal rules and
regulations governing the alternative work
arrangements they adopted and implemented in their
agency. Said guidelines shall include the work
arrangements of its personnel who are in transit
(daily/ weekly) in reporting to work and going home
across areas under quarantine area
(ECQ/MECQ/GCQ/MGCQ), as well as from a
quarantine area to quarantine-free area and vice
versa;
 The agency Internal Guidelines on AWA adopted and
implemented shall contain the following:
Agency
Internal 1. Parameters of the implementation
of AWA;
5. Precautionary Measures in the

Guidelines of
workplace
2. Tasks allowable under work-from-
6. Monitoring of attendance of
home
AWA
personnel
a. Data Protection and Security
7. Monitoring and evaluation of
b. Confidential and Proprietary Information

Adopted and Protection and Security outputs/accomplishments

3. Work arrangements of personnel 8. Benefits and Privileges

Implemented - age, health conditions, residence

9. Sanctions
10. Others relevant regulations.
4. Support Mechanisms to its officials
and employees
9. Agencies shall submit a report on the
implementation of the alternative work
arrangements to the Civil Service Commission
through the CSC Regional Offices for policy
formulation and records purposes.
10. Agencies located in area placed
under GCQ/MGCQ shall ensure
that the whole workweek is
manned in order not to prejudice
public service delivery.
 AREA CLASSIFICATION ALTERNATIVE WORK ARRANGEMENTS
- WFH and
ECQ - Skeleton Workforce (frontline health/emergency services,
border contro, and critical services ike preparation of payroll)
MECQ - High Risk - WFH and
AWA on Provinces HUCs - Skeleton Workforce (frontline health/emergency services,
and ICCs border control, and critical services ike preparation of payroll)
Community
Combination of two or more of the following AWA:
Quarantine GCQ - Moderate- -Work-from-home;
Area risk Provinces, -Skeleton (Skeletal) workforce;
-Four-day (compressed) workweek;
Classification HUCs and ICCs -Staggered working hours; and
-Other Alternative Work Arrangements
Combination of two or more of the following AWA:
Modified GCQ - -Work-from-home;
-Skeleton (Skeletal) workforce;
Low-risk provinces, -Four-day (compressed) workweek;
HUCs and ICCs -Staggered working hours; and
-Other Alternative Work Arrangements

New Normal Regular work schedule

However, social distancing and minimum health standards shall be observed
(No Community Quarantine) - Flexible Work Arrangements may be adopted subject to CSC policies
ARIGAWA All CSC Resolutions and other
issuances which are inconsistent
herewith are modified
Repealing Clause accordingly.
ARIGAWA March 16, 2020
(the date of the President’s declaration placing the
country under the State of Calamity and the
imposition of ECQ throughout Luzon and other
Effectivity areas and shall remain in force until the State of
Public Health (National) Emergency has been
lifted by the President of the Philippines)
 Interim Guidelines on
ABSENCES of
GOVERNMENT OFFICIALS
and EMPLOYEES
during the Community Quarantine
due to COVID-19 Pandemic
(CSC MC NO. 8, s. 2020 and CSC MC No. 23, s. 2020)
  CSC MC No. 8, s. 2020 disseminating CSC Resolution
No. 2000522 dated April 2, 2020
o Revised Interim Guidelines on the Use Of Leave Credits for

Civil
Absences Due to Quarantine and/or Treatment Relative to
the Corona Disease-2019 (COVID-19)

Service  CSC MC No. 23, s. 2020 disseminating CSC Resolution

No. 2000953 dated November 7, 2020
Issuances o Interim Guidelines on Absences of Government Officials and
Employees During the Community Quarantine Due to COVID-19
Pandemic

 Rule XVI of the Omnibus Rules on Leave

 CSC Resolution No. 2000522**
series of 2020

Revised Interim Guidelines

on the Use of Leave Credits for Absences
Due to Quarantine and/or Treatment Relative
to the Coronavirus Disease-2019 (COVID-19)

**disseminated under CSC Memorandum Circular No. 8, s. 2020

both dated April 2, 2020
 To provide for the procedure of
availment of leave privileges for
absences incurred in relation to the
Purpose required period of quarantine and/or
treatment of public sector officials and
CSC MC No. 8, s. 2020
employees relative to the COVID-19.
CSC Resolution No. 2000522 To ensure that precautionary measures
April 2, 2020
are adopted in government agencies to
avoid the spread of the said virus in the
public sector workplace.
Poll Question No. 3
Are COS and JO workers covered
by CSC MC No. 8, s. 2020?
Scope and Coverage:
CSC MC No. 8, s. 2020 shall apply to all public sector officials
and employees regardless of status of appointment including
local elective officials.
General Guidelines

1. It is the responsibility of each

government official/employee or any
individual serving the public sector
to ensure that he/she employs the
necessary measures to prevent the
spread of the COVID-19 infection in
the public sector workplace.
General Guidelines
2. All officials and employees in the
public sector who came from
official or personal travel from
countries with or without localized
COVID-19 transmissions shall
undergo the required fourteen (14)
calendar days quarantine in their
homes or any appropriate health
facility.
General Guidelines

3. All officials and employees in the

public sector who came from
official or personal local travel,
who were categorized as Person
Under Monitoring (PUM) and
Person Under Investigation (PUI),
shall undergo the required
fourteen (14) calendar days
quarantine in their homes or any
appropriate health facility.
Categories of Government Officials and Employees

1
(Item 3.4, CS MC No. 8, s. 2020 re Treatment of Absence from Work

Officials and employees coming from

official or personal travel from
countries with or without localized
transmissions who underwent the
2 Officials and employees coming
from official or personal local
travel
community
underwent
quarantine
from areas
quarantine
the
period
under
who
required
and/or
required quarantine period and/or treatment for COVID-19.
treatment for COVID-19.
Categories of Government Officials and Employees
(Item 3.4, CS MC No. 8, s. 2020 re Treatment of Absence from Work

3
Government officials and employees who
underwent the required quarantine period
and/or treatment for COVID-19 due to
localized transmission while in the
performance of their official functions, namely:

a. Frontline Service Workers;

b. Those who are under alternative work
arrangements;
c. Those who had exposure with Frontline Service Workers
co-employees who contracted the
COVID-19
Categories of Government Officials and Employees
(Item 3.4, CS MC No. 8, s. 2020 re Treatment of Absence from Work

4
Government officials and employees infected
through local transmissions due to personal
or non-work related activities, who:

a. Underwent quarantine in public health

facility for observations; or

b. Went straight to the hospital for treatment

and/or advised to go to quarantine at home
because of mild to moderate symptoms;
Categories of Government Officials and Employees
(Item 3.4, CS MC No. 8, s. 2020 re Treatment of Absence from Work)

5
Officials and employees on personal travel
from countries with or without localized
transmissions WITHOUT APPROVED
TRAVEL AUTHORITY BEFORE OR AFTER
the declaration of THE STATE OF PUBLIC
HEALTH EMERGENCY DUE TO COVID-19 threat,
who underwent the required period of
quarantine and/or treatment for COVID-19.

NO APPROVED Travel Authority

General Guidelines
4. Absence from work due to the
required period of quarantine and/or
treatment for the COVID-19, as
applicable, shall be treated, as
follows:
1. Absence from work during the fourteen
(14) calendar days required quarantine
period and treatment for COVID-19,
shall be considered as excused
absence (required quarantine leave
and/or COVID19 treatment leave).
- refers to the period when government
personnel are not required to report for
work (required quarantine and/or treatment
and work suspension), but are entitled to
pay, as declared by the President or
the appropriate and competent
authorities. (CSC Resolution No. 2000522 dated
April 2, 2020)
General Guidelines
5. After the lapse of the 14-day period, and
there is a need for treatment of COVID-19,
the subsequent absences incurred shall
be treated, as follows:

a. For those on official travel under

categories 1 and 2, and category 3, the
period of their treatment shall be
considered as excused absence
(required COVID-19 treatment leave).
General Guidelines
5. After the lapse of the 14-day period, and
there is a need for treatment of COVID-19,
the subsequent absences incurred shall
be treated, as follows:

b. For Public Health Workers (category 3.a.i of

CSC MC 8), excused absence shall be allowed
for every instance of required quarantine and/
or treatment due to repeated exposure to the
disease while in the performance of their
duties;
General Guidelines
5.c For those on personal travel under categories
1 and 2, and category 4, the period of their
treatment shall be considered sick leave
chargeable against their leave credits, if any.

However, in case work suspension is declared

during the required period of treatment, it
shall be considered excused absence and
shall be not chargeable against their earned
leave credits.
General Guidelines
6. Officials and employees on personal travel from countries with or
without localized transmissions WITHOUT APPROVED TRAVEL
AUTHORITY BEFORE OR AFTER the declaration of THE STATE OF
PUBLIC HEALTH EMERGENCY DUE TO COVID-19 threat, who underwent
the required period of quarantine and/or treatment for COVID-19.

 Absence from work during the fourteen

(14) calendar days required quarantine period
shall be considered sick leave and shall be
deducted from their sick leave credits, if any.

 Treatment for COVID-19 shall be charged

against their earned sick leave credits.
General Guidelines
6. Officials and employees on personal travel from countries with or
without localized transmissions WITHOUT APPROVED TRAVEL
AUTHORITY BEFORE OR AFTER the declaration of THE STATE OF
PUBLIC HEALTH EMERGENCY DUE TO COVID-19 threat, who underwent
the required period of quarantine and/or treatment for COVID-19.

 In case of work suspension is declared during

the required quarantine and/or treatment, it
shall be considered excused absence and
shall not be chargeable against their leave
credits without prejudice to administrative
sanctions as determined by their respective
agency/office head.
 Required 14-day Absence
Treatment of Quarantine Sick
Absence of Excused
Leave
Officials and Official Travel (local/abroad) P
Personal Travel
Employees under (local/abroad, with authority to travel)
P
Item 3.4 of CSC Personal Travel (abroad, without authority)** P
MC No. 8, s. 2020 On the Job Performance P
Personal or Non-work Related Activities P
** subject to sanction by head of agency/office
 Absence
Treatment of
Period of Treatment Sick
Excused
Leave
Absence of Official Travel (local/abroad) P
Officials and Personal Travel (local, abroad) P
Employees under Personal Travel (work suspension)
- local travel P
Item 3.4 of CSC - travel abroad, without authority ** P
MC No. 8, s. 2020 On the Job Performance P
Personal or Non-work Related Activities P
** subject to sanction by head of agency/office
Poll Question No. 4
Officials and employees who have
undergone the required period of
quarantine and or treatment are not
required to file a leave of absence?
General Guidelines
8. Procedure upon Return to Work:
Submit to agency’s HR office/Unit the following:

1. Application for Leave of Absence

2. Certificate issued by government/private physician that he/she has submitted
himself/herself for monitoring/investigation, as applicable, (for PUM and PUI)
3. Completion of Quarantine Certificate issued by the local quarantine/
health official; and
4. Medical Certificate that he/she is cleared to report back to work AND
 Medical Records showing that he/she was treated of the COVID-19
signed by the attending physician (for those under treatment of COVID-19)
General Guidelines
Other documents that may be required in support of
absences due to the required quarantine and/or treatment:

HR OFFICE
General Guidelines
9. In the event x x x the employee has
Leave Card
exhausted his/her sick leave credits, Section Bill Serbis
Particulars VL SL

56 of the Omnibus Rules on Leave shall

apply allowing the use of vacation leave
credits in lieu of sick leave credits. In case
the vacation leave credits have been
exhausted, the employee may apply for sick
leave of absence without pay.
General Guidelines
10. For government officials and employees
covered by the Interim Guidelines under
Categories 1 to 3 whose period of
quarantine and/or treatment was
deducted against their leave credits
prior to the issuance of these Revised
Interim Guidelines, they can have the said
leave credits restored through their
respective agencies’ Human Resource/
Personnel Office/s/Units.
Responsibilities of the Agency Head

The agency head through the Human

Resource Management Office/Officer
shall monitor the implementation of
the use of leave credits for absences
due to quarantine and/or treatment
relative to COVID-19 based on these
Interim Guidelines.
Repealing Clause
All other existing guidelines which are
inconsistent with CSC MC No. 8, s. 2020,
known as the Revised Interim Guidelines
on the Use of Leave Credits for Absences
Due to Quarantine and/or Treatment
Relative to the Coronavirus Disease-2019
(COVID-19) are deemed repealed or
modified accordingly.
 CSC Resolution No. 2000522 dated
April 2, 2020, disseminated through
CSC Memorandum Circular No. 10, s.
2020, shall take effect retroactively on

Effectivity March 16, 2020, the start of

the Enhanced Community Quarantine
in Luzon, and shall remain in force
until the State of Public Health
Emergency and Community
Quarantine has been lifted by the
Office of the President.
 CSC Resolution No. 2000953*
series of 2020

Interim Guidelines on Absences

of Government Officials and
Employees During the
Community Quarantine Due to
COVID-19 Pandemic
*Circularized in CSC MC No. 23, s. 2020 dated November 7, 2020
Purpose
Provide for the treatment
of absences of
government officials and
employees during the
period of community
quarantine.
 All public sector officials and employees in
Scope and Coverage government agencies and instrumentalities, namely:

 Constitutional Bodies
 Departments, Bureaus, and Agencies of
the National Government
 Government-Owned and Controlled
Corporations (GOCCs)
 Local Government Units (LGUs), and
State Universities and Colleges
(SUCs)
Regardless of status of appointment (permanent, temporary,
provisional, substitute, coterminous, casual, contractual or
fixed term) including local elective officials.
Guidelines
Interim Guidelines on
Absences of Government
Officials and Employees
During the Community
Quarantine Due to COVID-
19 Pandemic
Guidelines
1. Absences of officials and employees during the
imposition of community quarantine due to any of
the following circumstances shall be considered
as EXCUSED ABSENCES:

a. Stranded abroad or locally while on

official travel due to the suspension of
all forms of transportation (land, sea
and air);
1. Absences of officials and employees during the
imposition of community quarantine due to any of
the following circumstances shall be considered as
EXCUSED ABSENCES:
b. Stranded abroad or locally while on approved personal
travel (vacation or sick leave) due to the suspension of
all forms of transportation (land, sea and air); provided
that there is proof of intention to report back to work
such as plane/bus/boat ticket, cancellation of travel
and such other competent proof due to lockdown or
localized declaration of ECQ/MECQ/GCQ; provided,
further that the excused absence covers only the
period they are scheduled to report back to work and
for the duration of the ECQ/MECQ/GCQ;
1. Absences of officials and employees during the
imposition of community quarantine due to any
of the following circumstances shall be considered as
EXCUSED ABSENCES:

c. Unable to report for work due to health-

risks** provided they are not qualified
for work-from-home arrangement;

** DOH Admin. Order No. 2020-0015 re: Guidelines on the Risk-Based Public
Health Standards for COVID-19 Mitigation dated April 27, 2020
1. Absences of officials and employees during the
imposition of community quarantine due to any of the
following circumstances shall be considered as
EXCUSED ABSENCES:
d. Unable to report for work due to the
imposition of lockdown declared by
the President or localized lockdown
under Section 2 of Executive Order
No. 112, s. 2020;
3.1 Absences of officials and employees during the
imposition of community quarantine due to any of
the following circumstances shall be considered as
EXCUSED ABSENCES:

e. Unable to report for work due to

suspension of public transportation, or no
agency service vehicle/shuttle service
was provided to the employees who are
on skeleton workforce, subject to the
internal guidelines adopted by the agency
covering the allowed distance between
residence and place of work.
1. Absences of officials and employees during the
imposition of community quarantine due to any of
the following circumstances shall be considered as
EXCUSED ABSENCES:

f. Jobs/tasks of officials and employees

cannot be performed through work-
from-home arrangement, and the
agency has not assigned any other
task(s).
2. Absences of officials and employees due to any of the
following reasons shall be considered either as
vacation or sick leave and shall be charged against
earned vacation/sick leave credits:
a. Failure to report for work after the
approved personal leave of absence
(locally or abroad) of those who
could not present proof as required
in item 3.1.b of CSC MC No. 23, s.
2020;
2. Absences of officials and employees due to any of the
following reasons shall be considered either as
vacation or sick leave and shall be charged against
earned vacation/sick leave credits:

b. Failure to report for work after

undergoing the required quarantine
leave and/or required COVID-19
treatment leave except for conditions
as cited in Items 3.1 c, d, and e of CSC
MC No, 23, s. 2020;
2. Absences of officials and employees due to any of the
following reasons shall be considered either as
vacation or sick leave and shall be charged against
earned vacation/sick leave credits:

c. Failure to report for work of those whose

alternative work arrangement requires
physical presence in the office and assigned
as skeleton force, and support mechanisms
are provided like transportation or housing
quarters, except those under Item 3.1.c of
CSC MC No. 23, s. 2020;
2. Absences of officials and employees due to any of the
following reasons shall be considered either as
vacation or sick leave and shall be charged against
earned vacation/sick leave credits:

d. Failure to make themselves available

during the work hours, without
justifiable reason, while they are at
home in cases where no assignment
is given, e.g. non-response to calls or
messages.
3. Approved leave/s of absence (vacation
and/or sick leave) of officials and
employees prior to the imposition of
community quarantine which took
effect during the community
quarantine, shall still be considered
as leave/s of absence and shall be
charged against their earned leave
credits, UNLESS their request for
cancellation or deferment of leave was
approved by the agency/office head or
authorized official.
4. Officials and employees who were on
absence without approved leave
(AWOL) prior to March 16, 2020 until
the declaration of the community
quarantine shall still be considered
on AWOL for the period that they
have not signified to report for work
during the community quarantine.
3.5 Officials and employees who were
stranded abroad with approved
leave BUT WITHOUT TRAVEL
AUTHORITY shall be considered
absent, and such absences shall
be charged against earned
vacation and/or sick leave, as
applicable.
Poll Question No. 5
Can government officials and employees
with approved personal leave of absence
(local/abroad), who were stranded, be
considered on excused absence for the
period that he/she is scheduled to report
back for work and for the duration of
community quarantine except MGCQ?
 Absence
Particulars
Excused VL/SL
Treatment of
Official Travel (suspension of all forms of transportation) P
Absences of Personal Travel(suspension of all forms of transportation due to ECQ/
Officials and MECQ/GCQ, WITH PROOF of intention to report for work) P
Personal Travel (suspension of all forms of transportation due to ECQ/

Employees MECQ/GCQ, WITHOUT PROOF of intention to report for work) P

Health Risks and not qualified for WFH arrangement P
(local/abroad) P
Imposition of lockdown (declared by President or LCE)

Suspension of transportation; P
No service vehicle provided for Skeleton Workforce,
subject to Agency Internal Guidelines P
 Absence
Particulars
Excused VL/SL
Treatment of Failure to report for work after undergoing quarantine
and/or COVID-19 treatment leave P
Absences of - If failure to report for work is DUE TO health risks,
Officials and imposition of lockdown, suspension transportation P
Failure to report for work as skeleton force wherein support
Employees mechanisms are provided P
- If failure to report for work is DUE TO health risks P
(local/abroad) Failure to make themselves available during work hours
while at home, without justifiable reason, in cases where no
assignment is given, e.g. non-response to calls or messages. P
Approved VL/SL prior to the imposition of community
quarantine which took effect during the CQ P
- Request for cancellation or deferment of leave was
approved by the agency/office head or authorized official O
(UNEXPIRED PORTION only)
 Restoration Leave credits deducted from
of Leave Credits the officials and employees
due to circumstances specified
in Item No. 3.1 of CSC
Resolution No. 2000850 and
disseminated through CSC MC
No. 23, s. 2020, dated
November 7, 2020, shall be
restored accordingly.
Effectivity
March 16, 2020
(the date of the President’s declaration placing
the country under the State of Calamity and the
imposition of ECQ throughout Luzon and other
areas and shall remain in force until the State of
Public Health (National) Emergency has been
lifted by the President of the Philippines)

*** shall take effect retroactively

“We do not earn
money to stay
healthy; rather,
we should
stay healthy,
STAY
earn money
and
SAFE!
enjoy life.”
- rudicofferdam