In line with the Administration’s war on illegal drugs and the aim to provide a quality public service and strengthen the integrity of gove...
In line with the Administration’s war on illegal drugs and the aim to provide a quality public service and strengthen the integrity of government agencies, a new regulation was released to ensure a drug-free workplace for the government employees and officials.
“Yung atin pong mga workplaces, kailangan po mag-provide tayo ng safe working environment, pati na rin i-promote yung well-being of the employees (Regarding our workplaces, we need to provide a safe working environment and also to promote the well-being of the employees),” Regional Public Information Officer Mary Ann Mahilom-Lorenzo stated as she discussed the Dangerous Drugs Board (DDB) Regulation No. 2, Series of 2017 during the Kapihan sa PIA held at the Philippine Information Agency 4A Regional Office last May 16.
She further explained that the regulation fortifies the prohibition of the use of illegal drugs or engaging to illegal activities concerning illegal drugs whether by possession, distribution, selling, or other forms in government offices. It also requires all new officials and employees to undergo drug test before they start assuming their positions. Penalty DDB Regulation No. 2, Series of 2017 holds the subject, “Adopting the Civil Service Commission (CSC) sanction of dismissal at first offense for Employees or Officials in the Public Sector who are tested and found positive for illegal drugs,” which means government officials and employees who will be confirmed using illegal drugs after a due process shall be subject for dismissal.
During the Kapihan sa PIA, one of the Media practitioners shared an instance wherein some employees and local official who have voluntarily surrendered as guilty of drug abuse were given consideration by the Mayor through a second chance in the form of rehabilitation and continued employment. With this, he asked whether the local initiative or the CSC regulation shall prevail. Lorenzo clarified that probably the local government offices within the country were not yet well-informed about the DDB Reg. No. 2, Series of 2017 when that specific instance happened.
“As to ano ang mangingibabaw, ito pong ating Drug-free Workplace Program (As to your question of what shall prevail, it is the Drug-free Workplace Program that should prevail),” she answered.
She said Information dissemination efforts are already being done by the CSC, which is also supplemented by the information dissemination initiatives of PDEA IV-A for CALABARZON through Media engagements like the Kapihan sa PIA. Supporting Laws The Section 46 (A) (3), Rule 10 of the Revised Rules on Administrative Cases in the Civil Service (RRACCS) states that grave misconduct is punishable by dismissal from service. Since it is settled that the use of illegal drugs or prohibited drugs is considered as grave misconduct, it is then reprimanded through employment discharge.
This regulation is also a pursuant of the Section 46 (19) of Book V of Executive Order 292 which indicates physical or mental incapacity or disability due to immoral or vicious habits like drug abuse as one of the possible reason for suspension or dismissal. Section 22 (c) of its Omnibus Rules states that any official or employee found guilty on drug use shall be subjected to disciplinary or administrative proceedings with a penalty of dismissal from service. Finally, Article III of Section 36 (d) of Republic Act 9165 provides that officers and employees of domestic and overseas public and private offices must undergo random testing as contained in the company’s rules and regulations to reduce risk in the workplace. In addition to the administrative sanctions imposed by the DDB, the Section 32, Article II of the Republic Act 1965 states that a penalty of imprisonment ranging from six (6) months and one (1) day to four (4) years and a fine ranging from Ten thousand pesos (P10,000.00) to Fifty thousand pesos (P50,000.00) shall be imposed upon any person found violating any regulation duly issued by the Board pursuant to this Act.
Phases of Drug-free Workplace Program Lorenzo said the Drug-free Workplace Program has three phases such as the Advocacy Training Education, Conduct of Drug Testing, and Rehabilitation. For the Advocacy Training Education, Drug-awareness Seminars and Trainings for government employees are being conducted.
“So lahat po ng mga empleyado ng gobyerno dapat mag-undergo ng drug awareness seminar or trainings para po alam nila somehow yung masamang epekto ng droga, ano yung dapat nilang iwasan na klase ng drugs, pati po mga prescription drugs kasi yung prescription drug hindi ka po pwedeng basta-bastang magdadala noon (So all employees must undergo drug awareness seminar or trainings so that they would know somehow the adverse effects of drugs, what kind of drugs they should avoid, even prescription drugs because we are not allowed to just carry a prescription drug),” she said.
According to Lorenzo, both prescription drug and illegal drug are now labelled as Dangerous Drugs, thus, employees are likewise prohibited to keep a prescription drugs unless prescribed by a Doctor for health reasons and a prescription receipt could be presented as proof. Otherwise, one can be sued with a case of Possession of Dangerous Drugs.
“Next is the Conduct of Random Drug Testing para ma-determine natin kung yung mga nagtratrabaho ba for the government sila ba ay walang traces of illegal drugs sa katawan kasi para maging mas productive tayo sa trabaho natin dapat malinis yung tao, para mas maganda yung decision making dapat walang droga sa katawan (Next is the Conduct of Random Drug Testing to determine if the government employees really have no traces of illegal drugs in their bodies, there should be no illegal drugs contained in a person’s system to become productive and keener in decision-making,),” she continued.
Moreover, government offices are required to implement a mandatory drug testing once a year, while random drug testing can be done anytime within the year. An employee who is a suspected user will be subject to monitoring and if confirmed, the next phase will take place which is the Rehabilitation. If the employees of a particular government workplace were all cleared from drugs, the agency will be allowed by PDEA or CSC to post in their building a signboard saying, “This is a Drug-free Workplace, Let’s keep it this way.” PDEA IV-A is hoping that the government’s mandate to fight against dangerous drugs shall begin from the government sector itself. (GG/RG, PIA4A)
“Yung atin pong mga workplaces, kailangan po mag-provide tayo ng safe working environment, pati na rin i-promote yung well-being of the employees (Regarding our workplaces, we need to provide a safe working environment and also to promote the well-being of the employees),” Regional Public Information Officer Mary Ann Mahilom-Lorenzo stated as she discussed the Dangerous Drugs Board (DDB) Regulation No. 2, Series of 2017 during the Kapihan sa PIA held at the Philippine Information Agency 4A Regional Office last May 16.
She further explained that the regulation fortifies the prohibition of the use of illegal drugs or engaging to illegal activities concerning illegal drugs whether by possession, distribution, selling, or other forms in government offices. It also requires all new officials and employees to undergo drug test before they start assuming their positions. Penalty DDB Regulation No. 2, Series of 2017 holds the subject, “Adopting the Civil Service Commission (CSC) sanction of dismissal at first offense for Employees or Officials in the Public Sector who are tested and found positive for illegal drugs,” which means government officials and employees who will be confirmed using illegal drugs after a due process shall be subject for dismissal.
During the Kapihan sa PIA, one of the Media practitioners shared an instance wherein some employees and local official who have voluntarily surrendered as guilty of drug abuse were given consideration by the Mayor through a second chance in the form of rehabilitation and continued employment. With this, he asked whether the local initiative or the CSC regulation shall prevail. Lorenzo clarified that probably the local government offices within the country were not yet well-informed about the DDB Reg. No. 2, Series of 2017 when that specific instance happened.
“As to ano ang mangingibabaw, ito pong ating Drug-free Workplace Program (As to your question of what shall prevail, it is the Drug-free Workplace Program that should prevail),” she answered.
She said Information dissemination efforts are already being done by the CSC, which is also supplemented by the information dissemination initiatives of PDEA IV-A for CALABARZON through Media engagements like the Kapihan sa PIA. Supporting Laws The Section 46 (A) (3), Rule 10 of the Revised Rules on Administrative Cases in the Civil Service (RRACCS) states that grave misconduct is punishable by dismissal from service. Since it is settled that the use of illegal drugs or prohibited drugs is considered as grave misconduct, it is then reprimanded through employment discharge.
This regulation is also a pursuant of the Section 46 (19) of Book V of Executive Order 292 which indicates physical or mental incapacity or disability due to immoral or vicious habits like drug abuse as one of the possible reason for suspension or dismissal. Section 22 (c) of its Omnibus Rules states that any official or employee found guilty on drug use shall be subjected to disciplinary or administrative proceedings with a penalty of dismissal from service. Finally, Article III of Section 36 (d) of Republic Act 9165 provides that officers and employees of domestic and overseas public and private offices must undergo random testing as contained in the company’s rules and regulations to reduce risk in the workplace. In addition to the administrative sanctions imposed by the DDB, the Section 32, Article II of the Republic Act 1965 states that a penalty of imprisonment ranging from six (6) months and one (1) day to four (4) years and a fine ranging from Ten thousand pesos (P10,000.00) to Fifty thousand pesos (P50,000.00) shall be imposed upon any person found violating any regulation duly issued by the Board pursuant to this Act.
Phases of Drug-free Workplace Program Lorenzo said the Drug-free Workplace Program has three phases such as the Advocacy Training Education, Conduct of Drug Testing, and Rehabilitation. For the Advocacy Training Education, Drug-awareness Seminars and Trainings for government employees are being conducted.
“So lahat po ng mga empleyado ng gobyerno dapat mag-undergo ng drug awareness seminar or trainings para po alam nila somehow yung masamang epekto ng droga, ano yung dapat nilang iwasan na klase ng drugs, pati po mga prescription drugs kasi yung prescription drug hindi ka po pwedeng basta-bastang magdadala noon (So all employees must undergo drug awareness seminar or trainings so that they would know somehow the adverse effects of drugs, what kind of drugs they should avoid, even prescription drugs because we are not allowed to just carry a prescription drug),” she said.
According to Lorenzo, both prescription drug and illegal drug are now labelled as Dangerous Drugs, thus, employees are likewise prohibited to keep a prescription drugs unless prescribed by a Doctor for health reasons and a prescription receipt could be presented as proof. Otherwise, one can be sued with a case of Possession of Dangerous Drugs.
“Next is the Conduct of Random Drug Testing para ma-determine natin kung yung mga nagtratrabaho ba for the government sila ba ay walang traces of illegal drugs sa katawan kasi para maging mas productive tayo sa trabaho natin dapat malinis yung tao, para mas maganda yung decision making dapat walang droga sa katawan (Next is the Conduct of Random Drug Testing to determine if the government employees really have no traces of illegal drugs in their bodies, there should be no illegal drugs contained in a person’s system to become productive and keener in decision-making,),” she continued.
Moreover, government offices are required to implement a mandatory drug testing once a year, while random drug testing can be done anytime within the year. An employee who is a suspected user will be subject to monitoring and if confirmed, the next phase will take place which is the Rehabilitation. If the employees of a particular government workplace were all cleared from drugs, the agency will be allowed by PDEA or CSC to post in their building a signboard saying, “This is a Drug-free Workplace, Let’s keep it this way.” PDEA IV-A is hoping that the government’s mandate to fight against dangerous drugs shall begin from the government sector itself. (GG/RG, PIA4A)
No comments