Office Order No. 1-B Series of 2018

Republic of the Philippines
Province of Oriental Mindoro

CITY GOVERNMENT OF CALAPAN
Office Order No. 1-B

Series of 2018
TO : ALL CONCERNED MEMBERS
FROM : ARNAN C. PANALIGAN

City Mayor
SUBJECT : ADDENDUM TO OFFICE ORDER NO. 1 RECONSTITUTION OF

EQUAL OPPORTUNITY PRINCIPLE AS AMENDED BY OFFICE
ORDER NO. 1-A TO PROMOTE AND ENHANCE EQUAL
OPPORTUNITY PRINCIPLES
DATE : JUNE 18, 2018
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Objective:
1. To seek to employ people with disabilities in jobs suited to their aptitudes,

abilities, and qualifications and that the applicants with disability are not any
substantial disadvantage compared to non-disabled persons.
2. To guide the PWD applicant on the proper procedure of applying without feeling
discriminated to give equal opportunity in hiring.
Specific Policies and Guidelines:
1. Application and selection procedures used in the recruitment and selection of

staff must not exclude or discourage those with disabilities. Job description and
advertisement must not discourage them from applying.
2. At interview, any reasonable adjustment must be made that is needed to ensure
that a person with disability is not a substantial disadvantage compared to other
applicants. This might include ensuring that the interview room is accessible to
wheelchair, or providing a sign-language interpreter.
No act of showing contemptuous imitating or making mockery or making fun of

person with disability whether in writing, or in words or in action due to their
impairments.
No use of words of defamatory and insulting statement against a person with

disability that may result in loss of self-esteem.
3. Anyone concerned with recruitment should assess what applicants with a

disability can do to meet the requirement of the post, should avoid the
assumption that people with disability are likely to cause problem, and should
assess job and career prospects flexibility,
bearing in mind that those with disabilities may need to carry out their work in a
different way from other people should be reorganized that for those with certain
disabilities there may be formal constraints on access to employment .
4. Decisions on Appointment should be based on the merit and sustainability of the

candidates and the needs of the institution concerned. All candidates should be
assessed on their abilities, experience, likely commitment, according to objective
criteria concerning the qualities needed to undertake the duties of the post.
5. Before an offer of employment is confirmed, any person with a disability must

undergo pre-employment health screening to assess what adjustments may be
needed to the workplace or their environment.
6. The LGU will create a positive and safe environment that promotes acceptance,
and protects employees with disabilities from prejudice and discrimination. It will
encourage voluntary disclosure and not impose on any employee to disclose
their disability status.
7. In case of non-disclosure by a person with disability, or where the disability is not

self-evident, the LGU may not be held liable for failure to comply with the
provision of this policy. It may require the employee to disclose sufficient
information to confirm the disability and/or to assist in determining the
appropriate accommodation needs. Disclosure may occur during the application
and recruitment process or at any time during employment.
8. Regular staff in the People with Disability Division is encourage to nominate their
peers and represented in the Human Resource Merit, Promotion and Selection
Board (HRMPSB) by their chosen representative among them to be part of the
deliberation, to recognize their efforts and commitment to the people that they
support and the teams in which they all work. In case there is no employee with
disability, the assembly may include nominating a member of the PWD
organization as an observer to the deliberations.

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Republic of the Philippines

Province of Oriental Mindoro

Office Order No. 1-B

TO : ALL CONCERNED MEMBERS

FROM : ARNAN C. PANALIGAN

SUBJECT : ADDENDUM TO OFFICE ORDER NO. 1 RECONSTITUTION OF

DATE : JUNE 18, 2018

1. To seek to employ people with disabilities in jobs suited to their aptitudes,

Specific Policies and Guidelines:

1. Application and selection procedures used in the recruitment and selection of

No act of showing contemptuous imitating or making mockery or making fun of

No use of words of defamatory and insulting statement against a person with

3. Anyone concerned with recruitment should assess what applicants with a

4. Decisions on Appointment should be based on the merit and sustainability of the

5. Before an offer of employment is confirmed, any person with a disability must

7. In case of non-disclosure by a person with disability, or where the disability is not

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