Of Morality and Immorality

The time has come for me say a few things about morality and immorality in SLU. With the many speculations, dismay of some and judgment of others on my character and reputation, I chose to be silent for the last 8 months since my illegal termination last November 2007. With so much throbbing, every time I hear from a colleague in the University make false insinuations and thoughts about me, there was no day that I have not planned to give a response to the baseless, libelous and character assassination made against me by some employees. I chose to be silent not because I am afraid with the SLU admin but because I respect the principle of subjudice on my case which is now with the NLRC. The merits of my case are now within the hands of NLRC. As of the moment, I would not want to pre-empt any comment that would jeopardize my arguments in the NLRC. But one thing is for sure, I will not waiver nor succumbed to any offer of SLU admin on my case even if it means going up to the Supreme Court. Let my case be a glaring example of viciousness and utter display of cruel, evil and arrogant power of SLU admin to terminate an employee without just and reasonable cause. Let my case also be a classic example of the kind of fairness and brutality the SLU extends to her employees.

This open letter to the SLU community aims to expose what every single employee in SLU already knows. I was terminated by SLU because of the supposed immorality acts I have committed with the “supposed” sexual harassment I made to a Mongolian CICM foreign student. My answers to all these allegations are now with the NLRC for their perusal. I will give comprehensive information on my case on a separate letter soon. The irony on my termination is actually the fact that I was dismissed because of committing immorality. Believe it or not, the SLU admin thinks that getting rid of me makes them a moral force of goodness and propriety. They thought that what they have done against me was the right thing to do to an employee who had committed immorality acts. SLU admin believes that they are cloth with purity and with totally unstained ground. The SLU admin always project themselves as moral entrepreneurs in the University that every act they make carries with it the seal of God.

In my almost 8 years of employment with SLU, I have witnessed the pervasive illicit affairs of married faculty members and employees with their students and forbidden affairs of some admin officers to their employees and students. But how many employee/s or officers were penalized or reprimanded? I bet you know the answer. How many have seen a CICM priest who celebrate mass in the SLU chapel and a former SLU employee boastfully roaming around the city and seemingly happy being together? I bet you know this priest. One ranking SLU admin who “fathered” a child outside his marriage?- I guess you also know this person. More recently, a member of the SLU admin who was recently convicted by the RTC for harassment still got promoted? I still bet you also know this admin member.

With the many sexual harassment cases against employees with different ranges of gravity on the acts committed, I was the only employee in the history of all the many and endless labor cases of SLU, who was dismissed from employment. This is because I was never attuned to their oppressive ways and acts for I have consistently criticized the unchristian ways of the SLU admin. With the baseless allegations against me, the SLU admin could have easily thrown away the complaint against me since they know very well that the complaint was fabricated and push through by no less than my former department head who was hurt after I filed a case of malversation funds on the fund raising activity we had in our department. From day one, after they handed me the letter of complaint, I knew that the SLU administration was fully behind it (with my former department head leading every bit of the way) and was very determined in pinning me down. (My complaint by the way to my department head was NEVER even given an answer from no less than the SLU President While a complaint completely devoid of any truthfulness against me initiated by my department head became the reason for my dismissal). In a patented exercise of tyrannical acts, the SLU President terminated me without a single regard to my answers on the complaint and without a Christian consideration of the economic and financial consequences of his decision against my work and profession. What is even more painful was the fact that the concocted stories made by the Mongolian student were absolutely taken as the gospel truths by the members of the committee and the SLU administration. I am an assistant professor of the University from the time of my illegal dismissal who strived on my own to finished my Masteral degree and have proudly represented not only the school but the entire country for the American Summer Studies Institute in the U.S. and had numerously directed and written several plays staged in the CCA and Baguio and one who humbly tried to build my name and honor in my almost eight years in SLU, however, none of these “contributions and dedication “ were even appreciated to the prejudiced of my character and reputation in this case. They disposed of me so easily as if I am an evil person who had committed the most sinful act.

But then again, I am neither their ally nor their close associate who blindly tag along their capricious whims and interest. Maybe if I am an obedient follower, my fate in SLU would have been different. This is the present situation today in SLU. A lot of unequal application of justice: Those who foolishly follow them will go unharmed but those who remains a thorn is booted out.

So what morality are we talking in SLU?---there is none. Only fools and idiots buy the idea that SLU admin is out there to proclaim their new found moral ascendancy among its employees and students. They are as rotten and deceitful in many ways. The only consolation we can have is the fact that we do not pretend to be moral entrepreneurs because we know that we cannot also be one. But with the SLU admin, everything is possible-even sacrificing the employment of one just to meet their self-aggrandizing purpose. I challenged now the SLU President if indeed he believes that he can be a moral force in the University to clean up first his own backyard before he can pursue any serious and meaningful reforms on cases of sexual harassments and immorality in the University.

Just in case the SLU Administration will also file a case against you, don’t beg to them for mercy and compassion because you can never expect one. They are the meanest and most hypocritical creatures. Do not allow them to intimidate or buy you just because they have millions of pesos allotted specifically for their labor cases. They are as ruthless as the beast, very hungry to exercise their powers and very conceited in pursuing their perceived oppositionist by terminating them so that their capricious whims and interests shall always be kept to their side. With the many labor cases filed against SLU, just always be on guard and be vigilant because it happens so quickly how you can be their next target.

Jayson Moldero

CLARIFICATION OF ISSUES

FROM: ALDRIN L. APOLONIO

Secretary-General, Union of Faculty and Employees of Saint Louis

University

UFESLU

TOPIC: CLARIFICATION OF ISSUES

Dear Colleagues,

Last month, there have been some “papers” circulating around the campus about unresolved issues in the University such as (1) contractualization, (2) the union becoming a union of the administration because many officers of the UFESLU are now department heads, and (3) an attack on Father Jess Hechanova.

I want to categorically state that I DID NOT MAKE THOSE “PAPERS.” However, I AGREE TO SOME EXTENT to the criticisms made. Below are explanations on certain issues in the University.

I. About our taxes

Last January 29, 2008, the UFESLU submitted to the SLU Administration the following proposals:

(a) the 12,000 economic package should be RECLASSIFIED as RICE SUBSIDY so that this amount would NOT BE TAXABLE; and

(b) the EDUCATIONAL BENEFITS of the children of SLU employees should be made into a SCHOLARSHIP PROGRAM so that the tuition fee will NOT BE TAXABLE

HOWEVER, UNTIL NOW (!) or after SIX MONTHS (!) from the time the UFESLU submitted these proposals, the SLU Administration HAS NOT ANSWERED our proposals. Apay ngay nga haan da sumungbat? Bassit laeng met daytoy nga dawat tayo…

II. Contractualization

If we are to read our collective bargaining agreement (CBA), the probationary period of college teachers is two years or four semesters (CONTINUOUS and SATISFACTORY). So, on the FIFTH SEMESTER (after the four semesters of continuous and satisfactory service), the teacher should be PERMANENT. But in SLU, there are many teachers who have met the above qualifications and yet they are still considered contractuals (!).

The UFESLU is now doing some move to resolve this conflict. Hopefully, this issue will be resolved WITHIN the University and there is no need to file a case OUTSIDE. Apay ngay? Apay mabalin aya nga FOREVER contractual ti maysa nga teacher? Ni apo padi met…

III. Department Heads as officers of the UFESLU

Some of the officers of the UFESLU were elected as officers WHILE THEY WERE DEPARTMENT HEADS or GRADUATE PROGRAM COORDINATORS. So, the employees voted for them even if the employees knew that they are department heads or graduate program coordinators. The others officers were only appointed as department heads after they were elected as UFESLU officers.

In a company, the employees are classified as (1) Managers, (2) Supervisors, and (3) rank-and-file. In SLU, the Managers are usually the HEADS (or Directors, Superintendent, Deans) of the different offices. Supervisors are those “employees who, in the interest of the employer, effectively recommend such managerial actions if the exercise of such authority is not merely routinary or clerical in nature but requires the use of independent judgment” [Art. 212 (m), Labor Code]. Rank-and-file are (just like us) the ordinary employees. The UFESLU is a union of the rank-and-file employees.

Under the law (Art. 245, Labor Code), MANAGERS CANNOT JOIN the UNION of the rank-and-file employees. So a Dean, Director, Superintendent, University President, University Treasurer, University Registrar or a Vice-President CANNOT join the UFESLU.

Also, SUPERVISORS CANNOT join the UNION of the rank-and-file (Art. 245, Labor Code). The reason why managers and supervisors cannot join the union of the rank-and-file is because if these managerial employees (or Supervisory employees) would belong to a Union, the latter (managerial or supervisory employees) might not be assured of their loyalty to the Union in view of evident conflict of interests. The Union can also become company-dominated with the presence of managerial employees (or supervisory employees) in Union membership. (Bulletin Publishing Co., Inc., vs. Hon. Augusto Sanchez)

So, the question now is, “In SLU, who are the supervisors who cannot join the UFESLU?” They are the persons who EFFECTIVELY RECOMMEND managerial actions which recommendation requires their INDEPENDENT JUDGMENT. [Art. 212 (m), Labor Code).

Department Heads or Graduate Program Coordinators are chief and often especially-oriented who work with and commonly are in charge of a group of employees in a college. They are the persons designated by the employer-management to direct the work of employees and to supervise and oversee them. They are representatives of the employer-management with authority over particular groups of workers, processes, operations, or sections of the school. They are the link in the chain of command and the bridge between the management and labor. In the performance their work, Department Heads and Graduate Program Coordinators definitely use their independent judgment (like in the evaluation of teachers) and are empowered to make recommendations for managerial action with respect to those employees under their control (like the hiring or non-hiring of a teacher). Their work is NOT basically routinary and clerical.

So….What do you think, are department heads supervisors who cannot be members of the UFESLU?

IV. Maternity leave computation

A faculty member who goes on maternity leave usually will “pay back” to SLU a certain amount when she returns to work. So, employees on maternity leave will NOT use their 60 days (or 78 days) of maternity leave since the longer their leave, the higher the amount that they will PAY to SLU.

The UNION brought this matter to the SLU Administration. However, the SLU Administration insists that its computation is correct and teachers should still “pay back” a certain amount after their maternity leave. Upon an inquiry by the UNION, the Department of Labor and Employment (DOLE) did not accept the computation of SLU. I am sure Father Jess Hechanova knows this problem. Apay ngay nga parparigaten yu apo padi ti empleyado?

V. Summer Loading

The UFESLU submitted to the SLU Administration the following proposals to solve the problem on summer loading:

1. Decrease the minimum class size during the summer term. The minimum class size should be decreased from thirty -five (35) to a MAXIMUM of twenty-five (25) students in each class.

2. Maintain a thirty-five (35) student MAXIMUM for each class (all classes) during the summer term.

3. Averaging. During the summer term, some classes have full fifty students (50) but some classes also have less than the SLU imposed thirty-five (35) student-for-each-class. Since some classes already have 50 students, the classes with less than 35 students should not be dissolved. With this, the need to fill the class to a maximum of 35 students is already solved with the “excess” of other classes.

4. Paid summer in-service work of faculty members such as curriculum development, syllabi upgrading, research work, module making, and other possible work related to their teaching. This summer work will be given equivalent units.

5. Return to the old system of assigning permanent general faculty members for each of the colleges (not globalization) Awanen koma ti globalization…

6. Close coordination with the mother college of general education teachers on the subject offerings during the summer term.

7. The problem on NSTP

8. Allow incoming freshmen to enroll for summer

The answer of the Administration to these proposals? NONE (!)

So, the UFESLU has already filed a case before the National Conciliation and Mediation Board (NCMB) so that this problem will be solved. Mabalin koma nga ma-solve daytoy nga problema ditoy SLU ngem haan met marikna da apo padi ti rigat iti teachers no summer.

We heard that DEANS receive about 60,000 pesos a month. Ofcourse, our VICE-PRESIDENTS and the UNIVERSITY PRESIDENT receive HIGHER. Baka times 2 pa! This means that during SUMMER, these people receive the SAME monthly salary. But for the teachers who are WORKING HARD to TEACH during summer, they ONLY receive about 8,000 a month for three units. (!) APAY NGAY? Apo padi, haan kayo kadi maasi kadakami?

VI. Holiday Pay

The SLU Administration has NOT PAID us our holiday pays for the holy week (March 21 and 22), Independence Day (June 12). Its reason is that these holidays ARE NOT PART OF THE SEMESTER. But we have been receiving holiday pay in the past. Manu lang met apo padi nu bayadan dakami iti holiday pay? Haan met siguro mabawasan iti kinabaknang iti SLU.

VII. The complaints against three MEMBERS OF THE MANAGEMENT

At the onset, it is very important to know that these three individuals are PART OF MANAGEMENT. Please take note later that they have pending cases and yet NOTICE the “penalty” or “action” given to the complaints against them.

The FIRST MEMBER OF MANAGEMENT, whom we shall refer to as “ID,” is accused of bringing home a “boom” without permission from the University. This matter was brought to the attention of Father President who PROMISED to conduct an investigation and impose the PROPER penalty. A few months later, we heard that Father President APPROVED the SABATICAL LEAVE of “ID” for three months. Is this what Father President calls as PENALTY for “ID”? Is it unfair? Look, if an ordinary employee is accused of bringing home (or stealing) something from the University, that ordinary employee will either be DISMISSED or SUSPENDED. But for “ID” (who is a member of the management), he is REWARDED a SABATICAL LEAVE for committing an offense in the University. Apay ngay?

For the SECOND MEMBER OF MANAGEMENT, whom we shall call as “LES,” several teachers complained of a BIASED evaluation tool that “LES” is maintaining. “LES” is reportedly using this evaluation tool to FAIL teachers who are against him. The problem was brought to the attention of the SLU Administration who PROMISED that the matter will be taken up in the in-service seminar of the teachers last May 2008. However, during the in-service seminar, this problem was not taken up. Again, we observe that if it is a MEMBER OF THE MANAGEMENT who is charged of an offense, the SLU Administration IMPOSES a LIGHTER PENALTY or the SLU MANAGEMENT does not take any action to correct said mistakes.

In the case of the Department Head, SHE FAILED in her evaluation from her subordinates and despite protests against the department head from the teachers, the Administration continuous to keep her as department head.

Apay ngay nga haan nga pareho to justice ditoy SLU?

VIII. Salary Increase of the employees

In the computation shown by the SLU Administration, SLU collected LAST YEAR the amount of 420 million pesos from the tuition fee (college only). This school year (2008-2009), there is an increase of 4.5% in the tuition fees for college only. The computation of SLU Administration of the 4.5 % increase is 420 (SLU’s earnings last year) multiplied by 4.5% = 19 million pesos. So, the increase (or incremental proceeds) is 19 million. But, under the law, employees will only get 70 % of the 19 million which is about 13 million. The 6 million (19 million minus 13 million) will be taken by the SLU Administration.

Therefore, SLU Administration will surely get 420 million this year from the tuition fees PLUS 6 million (from its share in the increase.) or 426 million!!!!!!!!

From our share of 13 million, the SLU Administration computed that our salary increase is supposed to be only ONE PERCENT. But the SLU Administration increased this to FIVE PERCENT. Kasla nga naka-utang tayo pay iti SLU Administration.

But looking at the MONEY of SLU this year (426 million!), the SLU Administration can STILL increase our salaries for more than FIVE PERCENT. Isunga mabalin nga umabot inggana 12 percent iti salary increase koma iti employees. But, I guess the SLU Administration is NOT giving the employees a higher salary increase since it is saving for the RESEARCH SEMINAR of the Deans, Heads of Offices, all the Vice-presidents, and the SLU President inBohol, Palawan, Leisure Coast, and Hotels Or maybe, they will AGAIN visit China, Hongkong, India, South Korea, etc. I only hope they could also visit IRAQ!

Apay ngay nga bukbukudan yu ti gawis (grasya)?

CATHOLIC UNIVERSITY…

THESE ARE MY PERSONAL VIEWS AND THESE DO NOT REFLECT THE SENTIMENTS OF THE OTHER OFFICERS OF THE UFESLU.

ALDRIN L. APOLONIO

Secretary-General, UFESLU

First Semester na naman!!! (Wala pa ring pagbabago)

Maraming nangyari, nangyayari at mangyayari sa taong ito. Pero wala na yatang hihigit pa sa karanasan natin ukol sa pagtaas ng presyo ng langis, presyo ng bigas at presyo ng mga iba't-ibang uri ng pagkain. Lahat ng mga tao ay nahirapan dahil naapektuhan ang buying power ng kanilang pera. Ang mga empleyado ng SLU ay hindi immune sa ganitong problema. Tulad ng iba sobrang apektado rin tayo.

Ito na sana ang pagkakataon ng unyon para ipakita ang malasakit nila sa mga empleyado. Gumawa sila ng paraan para mabawasan ang paghihirap ng mga manggagawa. Tulad na lang sana sa pagrerestructure ng ating exemptions sa tax. Alam naman siguro nila ang bagong tax law.

Pwede namang gawing overtime ang mga substitutions natin para hindi na maisama sa income natin. Exempted na ito sa tax. Mas lalaki ang take home pay natin. Pwede ring tawagin sa ibang pangalan ang Php 12,000 na economic benefit natin. Pwedeng sabihing Php 1,500 nito ay para sa rice subsidy. Tax exempt na agad ito. Yung ibang natitira pa pwedeng sabihing clothing allowance ito at ito ay tax exempt ulit. At least hindi na mababawasan pa ang economic benefit natin sa pagbabayad ng tax. Pati siguro yung 13th month pay natin hindi na mababawasan. Makukuha na natin ito ng buo. Maeenjoy na natin ang pasko at bagong taon dahil me ibibili na tayo ng pang-noche buena at media noche.

Huwag naman sanang idahilan na ito ay hindi pwede o kaya'y labag sa batas dahil pati ang gobyerno ay ginagawa ito. Ang mga increase ng mga empleyado nila ay ibinibilang na bahagi ng COLA para hindi mabuwisan. Hindi naman siguro ito labag sa turo ng simbahan. Kasalanan bang isipin ang kabutihan ng nakakarami? Or are we supposed to suffer?

Mahirap ba gawin ito? Ito ba ay labas sa sinumpaan nilang tungkulin? Political will lang kumbaga.

O baka naman tama yung sinasabi nung sulat na naikalat noong isang linggo...

The Angst of the Contractual Faculty

A contractual faculty sent an email to the kris at kalasag email address but because of our busy schedule it hasn't been opened and read since April. Posting it in the kris at kalasag blogsite this month is still timely because current contractual faculty members may still have the same sentiments. Hopefully the writer of this email is still employed in the university. Sorry if it took a long time to post it. This is dedicated to all contractual employees... Here it is:

KK

Contractual faculty ako. Matagal na. Di pa ako napepermanent. Eto ang buhay contractual.
Every semester, I have to reapply in the hope of teaching for the term. Every sem, anxious ako kung tatanggapin pa ako sa susunod na apply ko. Lagi ko tinatanong sa sarili kung nagustuhan kaya ng department head at lahat ng kanyang alipores ang pagmumukha ko last sem? Palagi naming ipinagdadasal na sana may magretire o kaya mag-apply na titser sa China at magresign para naman mapermanent na kami. Usually we teach every first sem only but once in a while we also teach during second sem when there are extra loads. Sa summer talagang wala akong load kaya yung naipon ko nung second sem ipang enroll ko muna sa masteral para next sem may edge ako against new applicants. Baka kasi may bagong mag apply na may masteral, tsugi na ako.
Kapag contractual ka, last priority ka sa lahat. Sa classes, sa schedule, sa rooms, sa equipment, at sa faculty table. Sa iyo lahat yung mahirap turuan at magugulong klase. Mga tira-tirang schedule na napagpilian na. Mga extreme schedules gaya ng 7:30 am at 7 to 8 pm, all in the same day, 6 days a week, sa iyo. Pati na rin mga extra at unpaid na gawain gaya ng pagseserve sa chapel during mass, pagkanta at pagsayaw sa mga okasyon, pagkuha ng minutes of the meeting, pagbili ng lunch at meryenda ng department, pagdecorate sa lobby kapag may exhibit. Ang iba kong mga kasamahang contractual, inoobligang magblow out kada semester. Swerte daw kami at natanggap uli sa SLU. Yehey blowout. Naman! Kapiranggot na nga sweldo namin at walang benepisyo, huthutan pa! Lagi kami nasasabihang, "pasensya ka contractual ka e. Bawi ka na lang pag permanent ka na". Kelan kaya yun?

Kapag contractual ka kelangan pakisamahan mo lahat. Kahit napakacorny, napakayabang o napakakulit ng faculty, magpakaplastic ka. Malay mo, next year, sya ang DH. Pero swerte ako dahil ang mga nakasama ko ay mababait at mga propesyonal. Worthy to emulate, ika nga. Di gaya ng ibang mga contractuals na nakasabay ko medyo dismayado sa mga nakasama nila. Ako din nadidismaya. May mga DH at faculty nga kasing imbis na turuan ka, isipin ang kapakanan mo, sila pa magpapahamak sa yo. Gaya nung issue tungkol sa unpaid consultation hours ng CICS, nung inamin nung department head sa comment nya sa post na sya ang nagsabing magsakripisyo mga faculty nya at magrender ng libreng 3 hours a week "for your own good" sabi nya. Anong klaseng DH kaya ito? DH na may problema. Di kaya sya aware na kahit 8 hours ang irender nya as consultation hours every day, bayad sya? Tapos hihingi sya ng sakripisyo mula sa mga faculty nya for 3 hours a week. Buti kaya kung magrender sya ng libreng 3 hours a week din, maglagi sya sa opisina nya ng 51 hours a week bibilib ako. Sir niloloko mo naman faculty mo. Ipahamak ba?
Opo, kahit contractual kami, may isip din kami. Akala kasi nung iba, porke mga bata kami, di umiimik, sunod ng sunod, wala kaming sariling opinion. Nagbabasa din kami ng mga issues lalo na dito sa Kris at Kalasag. Sinusubaybayan namin itong blog na ito. Gaya nung pagcomment comment ng mga supposed "professionals" dito sa blog, (buti tinanggal na, para di putaktihin ng comment itong post ko) napaka unprofessional, mean and vicious. I'm appalled! (Who would say b***ch repeatedly kundi isang b***ch din?) May nagsasabi pa ng bastard! (Sya rin pala yun.) Yung mga comments nyo, reflect on you. Nagpakilala kayo at nagcomment comment kayo ng ganun? Na-obvious tuloy kung ano kayo. When you are supposed to be college instructors, models to us, your yournger colleagues, and to your students? Opinion ko lang naman.
Alam nyo ba na dun sa post ng CICS consultation hours, sa dinami dami ng comment (close to 80), 3 lang na tao ang pinakamadaming comment paiba iba lang ang pangalan. 2 dun nagpakilala, yung isa nag apologize pa at sinabing di na sya makikialam kasi its not proper for his position daw. Pagkatapos na pagkatapos nun, nagcomment din naman uli gumamit lang ang ibang mga pangalan. Di na po ito opinion lang, we have concrete evidence. Our group of contractuals checked out the IP address of each commenter. The IP addresses are unique to the user at hindi ito makakapagsinungaling. Here is what we found: si JR paiba iba din ng pangalan, at napakaraming comment, pansin nyo pareparehong wrong grammar diba. Pati yung isang nagpakilala na natamaan daw ng sinabi ng pastor nya madami ding ginamit na pangalan, 4 to be exact. Ano ka ba? Di ka ba kinilabutan at ginamit mo pa pastor mo? Kahit na nagclose na yung commenting dun sa post na yun, tuloy pa rin ang pagcomment sa ibang posts ng di magagandang salita ng dalawang ito gamit ang iba't ibang pangalan pero pareparehong IP address. At eto ang shocking para sa amin, yung isang post ni Renato Dekartos na may tungkol sa kape, ang IP address na ginamit dun ay pareho sa IP address ni..... hulaan nyo. Tumpak! Isa lang ang ibig sabihin nyan, kayong dalawa lang ang nagsisiraan, naghuhudasan? Kaya pala ganun na lang ang praises nya kay jr, mga praises na wala namang kinalaman sa isyu. At taka rin kami dahil bakit masyado ka nakialam sa issue e hindi ka naman damay? Suspicious character ika nga. (Mula pagiging Viento hanggang pagiging Tabasco) Sinabi mo pa pangalan mo sa blog, tuloy you are a subject for criticism. At tama rin ang aking kasamang F, lalaki lang ang puedeng magsabi ng "Magpakalalaki ka". Lalaki lang ang magaassume na babae lang ang paibaiba ang isip. Napaka gender insensitive mo! Naku, wala nang rerespeto sa mga to. Magpakatao kayo oy! You are the perfect example of hypocrites. Ito lang ang di ko maintindihan, nasa IT kayo, alam nyong mabibisto kayo sa IP address ninyo, nag alias pa kayo.
Minsan, dahil sa napakatahimik namin, akala ng mga kasamahan namin wala kaming naririnig sa mga usap usapan nila. Siraan ng siraan. Pag magkakasama naman parang ang sasaya. Di man lang nila subukang wag iparinig sa amin. Minsan nga pinaguusapan kami nasa parehong kuarto naman kami! Mga mams and sirs, nakakarinig po kami. Kung may mga nakakaalam ng mga sikreto ng ibang faculty, kami yun. Alam namin kung sinong sir ang may STD, sino yung boyfriend o girlfriend na studyante ni mam o sir, yung anomalyang ginagawa ni mam, yung mistress ni sir, yung hininging gamit ni sir mula sa nagcomplete na student, yung inutusan ni mam na estudyanteng magbayad ng bill nya sa beneco, yung pagpalit ni sir ng grade ni miss nat sci, ay madami pa po. Pero kahit ganun, hindi namin ito ipinagsasabi. Pakiusap lang namin sa mga kasamahang faculty, faculty din po kami, propesyonal din. Huwag sana kaming i-underestimate. Sana wag ninyo kami idadamay sa mga away away ninyong wala kami kinalaman. Hirap na hirap na kaming magpabango ng pangalan para sa susunod na sem ma-hire uli kami. Sana ituring nyo kaming mga colleagues nyo rin. Sana mapermanent na kami.

Making noise

Early Saturday morning, an unsigned manifesto/letter was posted on the doors of faculty rooms. It criticized the members of the UFESLU board of directors who are at the same time members or part of the administration because they are either department heads or graduate program coordinators. This is the reason, according to the manifesto/letter, why they were not able to solve existing problems the faculty members and employees are facing right now. Unforunately, it was taken down before others were able to read it.

The kris at kalasag welcomes such act. It is supportive of undertakings that serve as constructive criticisms to the current UFESLU administration. However, it would like to give some unsolicited advise to the writer/s of the manifesto:

1. Please do not remain anonymous because doing so may only affect the credibility of your manifesto/letter. You will not lose your job because of it because the union does not have the power to fire you.

2. Do not stop with only one letter. Follow it up with others. If you need to use this blogsite to spread your message you are welcome to it.

3. Do not be afraid of the repercussions that your manifesto may bring. Of course, some people do not want to hear the truth; they do not want to be exposed. But the faculty members and employees need people like you. Go for it!!!

You have the support of the kris at kalasag. Please have the manifesto reposted or distributed because the others were not able to read it. Hope to hear from you again soon.

5 Keys to Increasing Your Pay

by Eileen P. Gunn
Tuesday, April 22, 2008provided by

It could be that managers and workers have a different take on what it means to be a top performer, and so they disagree on who should get the corporate spoils.

Most workers think that if they know what their job is and do it well, hitting all their goals on time and within budget, then they're doing a good job and deserve to have raises and bonuses heaped upon them. That would be true in a pure meritocracy. But in the real world, the politics of compensation are not that simple. Here are five keys to increasing your salary and benefits:

1. The boss's priorities rule

From the boss's perch, the biggest raises and plumpest perks go to the people he values the most and doesn't want to lose. These are the people who help him to get things done, meet his goals, and generally look good. In short, your performance and the raise it garners are less about you and all about him.

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This is why leadership expert Rebecca Shambaugh, author of It's Not the Glass Ceiling, It's the Sticky Floor, says that your campaign for a bigger raise starts with finding out what your boss values. Talk to him about it both formally and informally. And talk to people who know the important things happening at your company and your boss's role in them.

"Executives value people who fit in well with them and with the team, who understand the culture and can help them get the results they want," she says. "So find out what's on the top of your boss's mind, and drive your work and your team's work around those things rather than the other things on your agenda that are lower priority for him."

2. You are as good as you say you are

Once you've got your priorities straight, make sure your boss, and anyone else who matters, knows about the great work you're doing for the company. And don't wait for those annual performance reviews to let them know. It's the informal interaction that the boss takes in all year long that creates an impression of who you are and how you fit into his work.

So shoot him e-mails to ask advice or let him know about progress you're making on the work he most values. When you get an e-mail from someone else noting your success or thanking you for help on this work, forward it on.

Be able to speak up at meetings in an informed way about the projects closest to the boss's heart. And when you run into your boss in the elevator or at the water cooler and he asks how it's going, skip the polite, generic small talk. Instead, opt for an upbeat sentence or two that relates how excited you are about work coming up or just completed on one of those coveted projects.

Leadership gurus like Shambaugh call this socializing your agenda. In layman's terms, you're tooting your own horn and laying the groundwork for the formal sit-down discussion about your performance and the salary and bonus it should carry.

3. Know what you want

Compensation is more than just salary. So when it comes time for that sit-down, know what you want and have the data to support it. Know what others in your field receive in terms of pay and other perks, and what the salary range is for your job at your company. Then think about what is important to you. Do you most want a raise, a better bonus, more stock, or something else?

"Talk to others in your organization who know your boss and ask for feedback on your pitch to him," Shambaugh says. "Find out what his points of resistance are going to be so you're prepared to respond to them."

4. Have a plan B

If the raise you want simply isn't going to happen, don't go away empty-handed, Shambaugh says. In its stead, "ask for more training, a trip to an important conference, or Friday mornings off—whatever has value for you."

And suggest a plan for discussing it again in a few months. "No doesn't always mean no. It can mean not right now," she explains. So zero in on why the boss is handing you that "No." If it's not in the budget, let him know what you would like your salary to be when he sets a new budget. If he wants to see you hit a certain milestone before bumping up your pay, then agree to a plan and time frame for getting there.

5. Know when to walk away

Fourteen percent of people who are thinking of leaving their company this year say the desire for better pay is the reason, according to a survey from human resources consulting firm Blessing White. That's twice the number of people who say they are staying because they expect a good raise or bonus.

Sticking by a company through a short financial squeeze or a few rounds of salary freezes doesn't make you a pushover if other aspects of the job work for you.

But the time can come where you just need more money. Or it can become clear that the boss is never going to see you and your value to the team the way you want him to. When that happens, it's not only OK to seek greener pastures; it's the savvy thing to do. Even within the same company, starting over with a new boss gives you a clean slate for establishing who you are and negotiating what you're worth.

Copyrighted, U.S.News & World Report, L.P. All rights reserved.

Summer na naman!

Pag ganitong panahon masaya ang mga bata kasi 2 buwan din silang walang pasok. Pagkatapos ng 1 taon na paghihirap para matuto at makakuha ng mataas na marka kailangan din nilang magpahinga. Nakakapagod din naman magaral. Siguro sa isip nila kulang pa nga ang 2 buwan para gawin ang mga bagay na di nila masyadong magawa kapag may pasok. Ang masaklap nga lang walang allowance. O well... ganun talaga. Di mo makukuha lahat ng gusto mo. Ika nga nila: "You can't have your cake and eat it, too.

Tayong mga magulang, samantala, ay patuloy sa pagbabanat ng buto para matustusan ang mga pangangailangan ng ating mga anak. Buti na lang tayong mga instructors mayroon tayong bakasyon. Iyan ang isang kagandahan sa ating propesyon. Kapag bakasyon ng ating mga estudyante nagbabakasyon din tayo. Iyan marahil ang isa sa mga dahilan kaya pinili natin maging isang guro. Noong ako'y estudyante pa nabasa ko na teaching is a vacation daw. Kaya nga ako naging guro dahil dun. Kaya lang dyslexic yata ako. Noong guro na ako saka ko na lang naintindihan kung ano ang ibig sabihin ng katagang yun. Di pala vacation kundi vocation pala!!!Hehehe! Joke lang po.Belated April Fools' Day!

Marahil kaisa ko kayo sa ng pagdarasal na sana ay marami ang magenrol para sa summer classes para may load naman tayo. Hindi lang basta may load kundi full load sana. Para naman hindi tayo mamroblema sa budget natin para sa 2 buwan. Madalas kasi na ang mga nakukuha nating sweldo sa summer ay kulang para sa panggastos natin. Kaya madalas din na ang iba ay humihiram ng pera sa SSS o Pagibig o sa 2 ahensyang yun.

Kumusta na kaya yung solusyon sa problemang yun? Maalala ko na may mga isinaad na panukala ang 1 sa mga bloggers dito sa site natin. Naisulat na nya ang mga pwedeng gawin para masolusyonan ang problema. Sana maisakatuparan na ang mga yun ngayong summer term na darating. Para naman maenjoy nating lahat ang summer term na ito at ang mga darating pang summer term.