Conducted by PIT
, Started on 2024 -
Completed on 2025
Completed
Published
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Unauthorized absenteeism poses significant challenges to public sector governance, undermining
institutional efficiency, service delivery, and accountability. This study examines the disciplinary response
of a local government unit (LGU) in the Philippines to a sanitation officer’s prolonged absence without
official leave (AWOL), which ultimately led to his removal from service. Anchored on the Administrative
Accountability Framework for Absenteeism (AAFA), the study employs a qualitative case study design,
integrating documentary analysis and case analysis methods to explore the legal and ethical dimensions of
the administrative process. Data sources include official memoranda, daily time records, HR reports,
employee correspondences, and Civil Service Commission (CSC) rules and jurisprudence. The analysis
focuses on the consistency of the LGU’s actions with established CSC policies, particularly Rule XVI of the
Omnibus Rules Implementing Book V of Executive Order No. 292 and Memorandum Circular No. 13, s.
2007. Findings confirm that the administrative procedures followed the required legal standards; however,
gaps were noted in ethical communication and procedural clarity, particularly in documenting due process
and post-decision employee engagement. By applying the AAFA framework, the study offers a structured
lens to assess accountability, fairness, and HR governance in public service. The findings provide insights
for enhancing administrative justice, reinforcing ethical standards, and promoting case-based human
resource management in both national and international public sector contexts. This research contributes
to ongoing efforts to improve integrity, transparency, and responsiveness in civil service systems.