Overall Rating Silver
Overall Score 62.28
Liaison Ivee Guce
Submission Date Aug. 12, 2024

STARS v2.2

De La Salle Lipa
PA-12: Employee Compensation

Status Score Responsible Party
Complete 2.50 / 3.00 Raquel Inciong
Supervisor
Human Resource Development Office
"---" indicates that no data was submitted for this field

Part 1. Living wage for employees

The local living wage (based on a family of four and expressed as an hourly wage):
9 US/Canadian $

Percentage of employees that receive a living wage (benefits excluded):
100

Part 2. Living wage for employees of contractors

Does the institution have significant contractors with employees that work on-site as part of regular and ongoing campus operations?:
Yes

A list or brief description of significant on-site contractors:

The school has the following contracted personnel working to support the core business operations and processes of the institution:

  1. Security Personnel - responsible for the safety and security of the whole campus
  2. Janitorial/Maintenance Personnel - engaged to serve as the keepers of cleanliness and upkeep of the whole campus
  3. Professional/Consultant/Retainers - engaged for specific professional expertise needed by the Institution to support the academic community and the school operations and physical development.
  4. Drivers - responsible for transporting students and other school stakeholders in and out of the campus using the campus fleet.

Percentage of employees of on-site contractors known to receive a living wage or be covered by collective bargaining agreements (i.e., union contracts):
100

Part 3. Minimum total compensation for employees

Total compensation provided to the institution’s lowest paid regular, part-time or full-time employee or pay grade meets or exceeds what percentage of the living wage?:
125 percent

A brief description of the minimum total compensation provided to the institution’s lowest paid employee or pay grade:

De La Salle Lipa offers an above minimum wage to its employees and contractors. The basis of the wages is the Wage Order No. IVA-18 on April 28, 2018, CALABARZON - Batangas Philippines.

 

Aside from and on top of the mandated local minimum wage, the school has the following benefits:

  1. Medical Insurance
  2. Accidental Benefit Insurance
  3. Rice Allowance
  4. Uniform allowance
  5. Christmas Gift
  6. Bereavement/Death Assistance 
  7. Retirement Benefit
  8. Monetized Sick Leave
  9. Vacation Leave with Pay
  10. Service Award Cash Incentive
  11. 13th Month Pay
  12. Paternity/Maternity Leave
  13. Solo Parent Leave

Optional Fields 

Has the institution made a formal commitment to pay a living wage?:
Yes

A copy or brief description of the institution’s written policy stating its commitment to a living wage:

Explicitly stated in DLSL Mission Statement:

Inspired by our faith in God, by our Catholic traditions, and by the charism of St. John Baptist de La Salle, educational innovator par excellence, we, together and by association, are committed to giving quality human and Christian education to all, building a society FOUNDED ON EQUITY AND JUSTICE and sustainable & inclusive development.

Compensation and Other Remuneration

De La Salle Lipa's pay scheme is based on the salary scale approved by the Board of Trustees taking into consideration, among others, the following:

Horizontal movement – based on acquired points from performance evaluation rating, professional growth, community involvement, and research subject to ranking

Vertical movement – based on relevant Master’s and Doctorate programs/units earned 

Schedule of payment: All Lasallian Partners receive their salaries every 10th and 25th of the month. If the payday falls on a holiday or a weekend, payment shall be received on the last working day before the scheduled payday.

 


Website URL where information about employee compensation is available:
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Additional documentation to support the submission:
PA_D1_LPRB_Resolution_on_Rates.pdf

Data source(s) and notes about the submission:

The school's wages and salary/compensation schemes are guided by the Philippines Department of Labor & Employment National Wage and Productivity Commission (DOLE_NWPC). It is a mandate of the commission to regularly issue Wage Orders per region, through the Regional Tripartite Wages and Productivity Board as mandated by the Republic Act 6727 or known as "The Wage Rationalization Act". Mandates and orders are published publicly for guidance and reference private establishments within the country.


The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.