QuestionsQuestions (NAPOLCOM Resolution NO. 2010-320)
The resolution cited (1) Section 14 of Republic Act (RA) No. 6975, as amended, on NAPOLCOM’s administrative control and operational supervision over the PNP; and (2) Administrative Order No. 255 directing executive departments to formulate agency-specific Codes of Conduct through moral renewal.
All officials and employees of NAPOLCOM, regardless of appointment status (permanent, temporary, contractual, on-the-job training, or detailed service/consultant reporting within regular working hours).
The core values are Honesty, Integrity, and Dedication. They are intended to guide ethical behavior and professional standards in public service, including proper use of funds/logistics and accountability.
The Code defines conflict of interest broadly as institutional/personal interests interfering with duty performance or affecting judgment. In cases of conflict, public interest must prevail.
Personnel must treat people fairly and respectfully, hear complaints, and must notify/disclose violations to the appropriate authority—rather than exposing issues to the media or through unprofessional means. The Commission/appropriate authority entertains written, duly signed complaints; unsigned grievances may only be entertained if there is sufficient ground after review.
Personnel must make known policies/procedures and exercise openness of information. Upon written request, they must make available public documents for inspection within reasonable working hours, subject to confidentiality rules. Media requests must be in writing and approved by the Vice-Chairman and Executive Officer (VCEO) or the head of office/appropriate authority.
Personnel are prohibited from altering/falsifying/concealing/destroying/mutilating public/official records. Those entrusted with confidential information must not release information without approval of the immediate supervisor. Confidential documents must be transmitted directly to the authorized concerned official/representative, who must avoid discreet discussions about confidential matters.
Personnel must act with dignity, respect and courtesy, observe impartiality/propriety/probity, avoid comments/personal opinions that could be construed as the Commission’s official position, help ensure a discrimination- and harassment-free environment, and perform duties without expecting material gain or favors.
Personnel must wear prescribed uniforms on workdays (except wash days when dressed appropriately and modestly). IDs are part of the uniform and must be worn inside premises and when representing NAPOLCOM in official business. Wearing slippers/step-ins inside premises is prohibited. Those not in proper uniform/dress code during office hours are marked absent by HRMD.
Personnel must render daily eight-hour duty and log in/out via biometric scanner/bundy clock/logbook as applicable; queuing earlier than authorized dismissal is prohibited; overtime is allowed only for urgently needed work/activities and requires an Official Business pass or letter order; employees are prohibited from loitering; supervisors must be on post to monitor staff.
It adopts: a no-smoking policy under RA 9211 and related issuances; a drug-free workplace policy; an anti-violence policy (no threats/violent activities; drinking alcoholic beverages during office hours prohibited); and an anti-tolerance sexual harassment policy, where violations constitute grave misconduct and may lead to suspension/termination under RA 7877.
No relative within the prohibited 3rd civil degree of consanguinity or affinity shall be employed in the same office/unit where nepotism rules apply, regardless of whether the appointing authority exercises supervision/control covered by civil service nepotism rules.
If more than one relative within the prohibited 3rd degree is employed in the same office/unit and one separates (resignation, retirement, death), the resulting vacancy must be filled by a qualified person not related to the remaining family member within the prohibited degree.
Personnel may not: enter contracts with NAPOLCOM and any private entity with existing NAPOLCOM contract for procurement/lease/sale of property; participate in official action where the person or relatives apply for employment; recommend relatives for employment in the same office; recommend anyone for employment to suppliers or persons doing business with NAPOLCOM; or give advantage/preference to further personal/private interests.
Officials/employees may not solicit (directly or indirectly) gifts/donations in cash/kind or sponsorships for themselves or others unless approved by the head of agency. They also may not accept or receive gifts/donations/sponsorships if it may influence or appear to influence official performance, including from bidders/suppliers/contractors, applicants for clearances/documents, respondents/witnesses/counsel in cases, or persons/companies transacting official business with NAPOLCOM.
A grievance is work-related dissatisfaction (e.g., non-implementation of employment policies, working conditions, interpersonal relationships, protests on appointment). A complaint may be disciplinary or non-disciplinary under URACC. For grievance: oral discussion with immediate supervisor (decision within 3 days); written grievance if not satisfied (next higher official decides within 5 days); appeal through channels to the VCEO for referral to the Grievance Committee (hearing/decision timelines specified); thereafter, appeal to Civil Service Commission within 15 working days.
Protected disclosure is a deliberate and voluntary disclosure of relevant information on actual/suspected/anticipated wrongdoing by an official/employee or a NAPOLCOM unit. It must be made voluntarily, in writing and under oath; must relate to a matter not yet subject of a complaint/investigation unless necessary for effective prosecution or acquisition of evidence; the whistleblower must assist in proceedings; and must provide sufficient particulars and supporting evidence as much as possible.
Whistleblowers have protection from retaliatory criminal/administrative/civil actions for protected disclosure, and they have absolute privileged communication as a defense. They also are entitled to confidentiality of their identity, the subject matter, and to whom disclosure was made, with limited exceptions (e.g., consent in writing, indispensability/essentiality for proceedings, or disclosure due to legal obligation).
The Code takes effect after 15 days following publication and registration with the UP Law Center. After approval, an Information Education and Communication Program must be formulated for widest dissemination—through seminar-workshops, special trainings, focus group discussions, consultations, and advocacy activities during flag ceremonies, NAPEMA meetings, and similar occasions.