Question & AnswerQ&A (BOC CUSTOMS MEMORANDUM ORDER NO. 25-2010)
The main objective is to implement a function-specific code of conduct and rules of ethics for Customs officials and employees, uphold high standards of professionalism and integrity, establish a system of rewards and incentives, impose disciplinary actions for violations, and ensure all personnel acknowledge the code.
It applies to all officials and employees of the Bureau of Customs, including permanent, temporary, casual, co-terminous employees, and high-ranking officials such as the Commissioner and Deputy Commissioner.
They must sign a certification that they have received, read, and understood the provisions of the BOC Function-Specific Code of Conduct, and this certification is included in their 201 files.
The Grievance Committee prevents grievances by implementing pro-active measures, conducts information drives about grievance machinery, facilitates dialogue, investigates and hears grievances, documents grievances, issues certification on final action, and reports accomplishments to the Civil Service Commission.
There are two tiers: Central Grievance Committee chaired by the Deputy Commissioner, Internal Administration Group, and Local Grievance Committee chaired by the District Collector of the concerned port with specific members from BOCEA, CURE, Law Division, rank and file, and administrative staff.
The Committee must conduct an investigation and hearing within ten working days from receipt of the grievance and render a decision within five working days after completing the investigation.
CFAG is a certification that records the history and final action taken by the Bureau on grievances.
Examples include conducting employee assemblies at least once each quarter, counseling, talakayan (discussion), and other human resource management interventions.
It seeks to uphold professionalism, integrity, transparency, accountability, consistency, and simplicity.
It took effect immediately upon its adoption on February 1, 2010.