Republic of the Philippines
HOUSE OF REPRESENTATIVES

TWENTIETH CONGRESS
First Regular Session

House Bit No, 126 _

Introduced by REP. MARIA RACHEL J. ARENAS

AN ACT
INSTITUTING THE MAGNA CARTA FOR ALL NON-UNIFORMED WORKERS IN THE
MILITARY AND ALL OTHER UNIFORMED AGENCIES

EXPLANATORY NOTE

‘The passage of the Joint Resolution No. 1 Authorizing the Increase in Base Pay of the Military and Uniformed
Personnel (MUP) in the Government, and for Other Purposes on January 1, 2018 which took into account
prevailing economic realities and the need to create professionalism, exemplary performanceand commitment
to service had inadvertently overlooked the morale and welfare of the Non-Uniformed Personnel (NUP) in the
military and other uniformed agencies of the government. NUP refers to all civilianemployees in the military and
uniformed agencies of the government.

While itis important to recognize the critical role of the MUP in maintaining national security and peace and
order and their exposure to high-risk environments in the performance of duty, itis also equally important to
recognize the invaluable role of NUP in providing administrative and other support services that allow the former
to perform their duties and responsibilities. NUP especially rank and file employees assigned in the provincial
and municipal/cty offices provide services round the clock in support of the operational functions of the MUP.
Likewise, their lives are also exposed to high-risk environments as therehave been instances of NUP getting
‘caught up in crossfires and ambushes ~ and even taken as hostages.

‘Both the uniformed and non-uniformed personnel work together in order to fulfill the mandates of their agencies
and one cannot function effectively without the other.

This bill seeks to address the longstanding issues of our civilian employees in the military and uniformed
agencies who have quietly suffered from low pay, long work hours, unsafe working conditions and lack of
benefits, social protection and job security for years even as they quietly fulfill their duties as partners of
uniformed personnel in protecting the lives of the Filipino people.

‘The proposed bill seeks to improve the social and economic well-being of all NUP of as well as ensure thattheir
rights are protected. Ensuring decent work for all NUP is integral in realizing quality and effective public safety
services for all. As our public safety and security issues ~ from pandemics, disasters, climatechange, crime to
‘other emerging threats — become more complex and daunting, we need now more than ever to enact a law that


‘would strengthen the workforce of our uniformed and public safety agencies. The passage of the bill will help
professionalize our public safety workforce, boost employee moraleand ensureaccountability and responsiveness
of our institutions.

It is high time we value all the hardworking and dedicated NUP serving in the Armed Forces of the Philippines,
Philippine National Police, Bureau of Jail Management and Penology, Department of NationalDefense, Bureau
of Fire Protection, Bureau of Corrections, Philippine Coast Guard, and the National Mapping and Resource
Information Authority (NAMRIA). This bill seeks to finally uphold the dignity of our country's unsung heroes
in the field of public safety and military services.

In view of the foregoing, the passage of this bill is earnestly sought.

fll J. ARENAS,

Representative
3rd District of the Province of Pangasinan


Republic of the Philippines
HOUSE OF REPRESENTATIVES

TWENTIETH CONGRESS
First Regular Session

House Bill No. 12.6

Introduced by REP. MARIA RACHEL J. ARENAS

AN ACT
INSTITUTING THE MAGNA CARTA FOR ALL NON-UNIFORMED WORKERS IN THE
MILITARY AND ALL OTHER UNIFORMED AGENCIES

Be it enacted by the Senate and House of Representatives of the Philippines in Congress assembled:

Chapter One: Preliminary Provisions
SEC. 1. Short Title. This Act shall be known as the "Magna Carta for Non-Uniformed Personnel.”

SEC. 2, Declaration of Policies. It is hereby declared to be the policy of this Act to promote and improvethe
social and economic wellbeing of all non-uniformed personnel in the military and other uniformed agencies of
the government and ensure that their rights are protected. Decent work for all non- uniformed personnel is
integral in ensuring the efficiency and effectiveness of all uniformed agencies in the performance of their roles
and services to the public. Social dialogue is the primary approach to ensure transparency, accountability, decent
‘work and quality public services for all

SEC. 3. Coverage. This Act shall apply to all non-uniformed personnel in uniformed agencies. As used inthis
‘Act, the term "non-uniformed personnel" shall mean all civilian employecs in the military and all otheruniformed
agencies of the government including the Armed Forces of the Philippines, Philippine National Police, Bureau
of Jail Management and Penology, Department of National Defense, Burcau of Fire Protection, Bureau of
Corrections, Philippine Coast Guard, and the National Mapping and Resource Information Authority
(NAMRIA).

SEC. 4. Definition of Terms.

Non-uniformed personnel - all civilian employees in the military and other uniformed agencies of the
government

Uniformed agencies — government agencies and institutions responsible in ensuring peace, order and security
and protecting the people from crimes, disasters and other potential dangers and threats including law
enforcement, firefighting, civil defense, correctional services, medical and emergency services as wellas other
‘government agencies with uniformed personnel.


Workplace - means the office, premises or work site, where the workers are habitually employed and shallinclude
the office or place where the workers, who have no fixed or definite work site, regularly report forassignment in
the course of their employment

Chapter Two: Recruitment, Human Resource Development and Policies

SEC. 5. Recruitment and Qualification. — Recruitment policy and minimum requirements with respect to the
selection and appointment of a non-uniformed personnel shall be developed and implemented by theappropriate
government agencies concerned in accordance with policies and standards of the Civil ServiceCommission:
Provided, That in the absence of appropriate eligibles and it becomes necessary in the publicinterest to fill a
vacancy, a temporary appointment shall be issued to the person who meets all the requirements for the position
to which he/she is being appointed except the appropriate civil service eligibility: Provided, further, That such
temporary appointment shall not exceed twelve (12) months nor beless than three (3) months renewal thereafter
but that the appointee may be replaced sooner if (a) qualifiedcivil service eligible becomes available, or (b) the
appointee is found wanting in performance or conduct befitting a government employee.

SEC. 6. Screening and Selection for Appointment. - Applicants for the non-uniformed personnel positions
shall undergo a screening process to be conducted by a duly constituted Selection and PromotionBoard based on
qualification standards set forth by the respective agencies in accordance with CSC Laws.

SEC. 7. Human Resource Development for Non-Uniformed Personnel, ~ There shall be established a Human
Resource Development Program for non-uniformed personne! in the military and all uniformed agencies of the
government. Human Resource Development Programs for non-uniformed personnel including, but not limited
to, the provisions on merit promotion, performance evaluation, in service traininggrants, incentive and award
system, job rotation, cross-posting overseas and local scholarships, training grants, incentive award system, and
such other similar services and human resource development interventions, including programs on the job
‘raining, counseling, coaching, job rotation, secondment, job swapping etc. shall be developed by the concerned
agencies in consultation with and with the concurrenceof the accredited employees’ organizations. The program
shall conform to the rules and regulations of the CSC.

SEC. 8, Rationalized Promotion System. - There shall be a system of promotion for non-uniformed personnel
which shall be based on merit and fitness on the available vacant positions in the agency's staffingpattern. Such
system shall be gender fair and shall ensure that women non-uniformed personnel of the agency shall enjoy
equal opportunity for promotions as that of men.

The performance evaluation plan shall consider foremost the improvement of individual employee efficiency
and organizational effectiveness: Provided, that each employee shall be informed regulatly by his/her supervisor
of his/her performance evaluation.

‘The merit promotion plan shall be in consonance with the rules of the Civil Service Commission.

SEC. 9, Next of Kin Privilege. - Qualified next of kin of retired or deceased non-uniformed personne! shallbe
given priority in recruitment and hiring.

SEC. 10, Sustaining the Professionalization of the nom-uniformed personnel. - To sustain the
professionalization of non-uniformed personnel, training shall be done intensively and extensively. The cost of
Continuing Professional Development as required by the PRC shall be shouldered by the concerneduniformed
agencies.


SEC. 11. Local Training Programs. - Local training programs aimed at enhancing the professional growthof
non- uniformed personnel shall be established and maintained. Such local training programs, undertaken in
coordination with other governmental and non-governmental agencies, shall provide managerial; technical;
administrative and operational courses such as logistics and fiscal management, including training on
professional services and criminal procedures.

SEC, 12. Transfer or Geographical Reassignment of Non-Uniformed Personnel.

(2) _atransferis a movement from one position to another Which is of equivalent rank, level or salary without
break in service;

() a geographical reassignment, hereinafter referred to as “reassignment,” is a movement from one
‘geographical location to another; and

© a non-uniformed personnel shall not be transferred and or reassigned, except when made in the interest
of public service, in which case, the employee concerned shall be informed of the reasons thereforein writing. If
the non-uniformed personnel believes that there is no justification for the transfer and/or reassignment, he/she
may appeal his/her case to the Civil Service Commission, which shall cause his/her reassignment to be held in
abeyance; Provided, That no transfer and/or reassignment whatsoever shall be made three (3) months before any
local or national elections: Provided, further, That the necessary expensesof the transfer and/or reassignment of
the non-uniformed personnel and his/her immediate family shall be paid for by the Government.

‘The Criteria for transfer or geographical reassignment shall be determined in the IRR.

SEC. 13. Married couples / Domestic partnerships. — Whenever possible, the proper authorities shall take
steps to enable married couples, both of whom are non-uniformed personnel, to be employed or assigned in the
same locality, but not in the same workplace.

SEC. 14, Solo parents. - In accordance with RA 8972, the proper authorities shall take steps to enable soloparents
to be employed or assigned in the same locality of his/her residence.

Family members or relatives of non-uniformed personnel up to fourth degree of affinity and consanguinityshall
not be assigned in the same workplace.

SEC. 15. Security of Tenure. — Non-uniformed personnel shall be assured security of tenure. Their services
shall not be terminated except for just cause provided by law and after due process. Provided, thatif a non-
uniformed personnel is found by the Civil Service Commission to be unjustly dismissed from work,he/she shall
be entitled to reinstatement without loss of seniority rights and to his/her back wages with twelve percent (12%)
interest or the prevailing legal interest rate atthe time of his reinstatement whicheveris higher computed from the
time his/her compensation was withheld from his/her up to time of reinstatement ; social security
contributions/obligations/penalties and all other benefits.

SEC. 16. Prohibition against Discrimination. — A non-uniformed personnel shall not be discriminated against
with regard to age, sexual orientation, gender identity and expression, disability, civil status, creed,religious or
political beliefs and ethnic groupings in the exercise of his/her employment.

SEC. 17. No Understaffing/Overloading of Non-Uniformed Personnel. - There shall be no understaffing or
overloading of non-uniformed personnel. The ratio of non-uniformed personnel to


workload shall be such as to reasonably effect a sustained delivery of public service at all times without
overworking the non-uniformed personnel and over-extending his/her duty and service. In excess of minimum
working hours, the non-uniformed personnel shall be entitled to payment of overtime pay, nightdifferential,
holiday/rest day pay.

In line with the above policy, substitute officers or employees shall be provided in place of officers or
‘employees who are on leave for over three (3) months.

‘SEC. 18, Duties and Obligations. — All non-uniformed personnel shall:
(@) discharge his/her duty humanely with conscience and dignity;

(b) perform his/her duty with utmost respect for life; and race, gender, religion, nationality, party
policies, social standing or capacity to pay.

SEC. 19. Code of Conduct. — Within six (6) months from the approval of this Act, the military and other
uniformed agencies upon consultation with other appropriate agencies and non-uniformed personnel
‘organizations, whether registered or accredited, shall formulate and prepare a Code of Conduct for Non-
Uniformed Personnel, which shall be disseminated as widely as possible.

SEC. 20, Safeguards in Disciplinary Procedures. ~ In every disciplinary proceeding, the non-uniformed
personnel; shall have;

(a) the right to be informed, in writing, of the charges;
(b) the right to fall access to the evidence in the case;

(©) the right to defend himself/herself and to be defended by a representative of his/her choice and/or by
his/her organization, adequate time being given to the non-uniformed personnel for the preparation of his/her
defense;

(@ _theright to confront witnesses presented against him/her and summon witnesses in his/her behalf;

(©) the right to appeal to designated authorities;

(®) __ theright toreimbursement of reasonable expenses incurred in his/her defense in case of exonerationor
dismissal of the charges; and

(g) such other rights as will ensure fairness and impartiality during proceedings.

SEC. 21, Normal Hours of Work. - The normal hours of work of any non-uniformed personnel shall not
exceed eight (8) hours a day or forty (40) hours a week.

Chapter Three: Right to Self-Organization

SEC. 22. Freedom of Association. - All non-uniformed personnel shall have the right to freely and without
previous authorization both to establish and to join organizations of their choosing, whether local or nationalto
further and defend their interests.


SEC. 23. Freedom from Interference or Coercion. ~ It shall be unlawful for any person to commit any of the
following acts of interference or coercion:

(@) to require as a condition of employment that a non-uniformed personnel shall not join a workers’
organization or union or shalt relinquish membership therein;

(©) _todiscriminate in regard to hiring or tenure of employment or any item or condition of employmentin
‘order to encourage or discourage membership in any workers’ organization or union;

(©) __toprevent a non-uniformed personnel from carrying out duties laid upon him/her by his/her positionin
the organization or union, or to penalize hinvher for the action undertaken in such capacity;

(@ _ torhamess or interfere with the discharge of the functions of the non-uniformed personnel whenthese
are calculated to intimidate or to prevent the performance of his/her duties and responsibilities; and

(©) _toctherwise interfere in the establishment, functioning, or administration of a non-uniformed personnel
organization or unions through acts designed to place such organization or union under the control of government
authority.

SEC. 24, Consultation with the Non-uniformed Personnel Organizations. - Organizations or unions ofnon-
uniformed personnel shall be consulted in the formulation of national, regional and local policies thatimpact their
working conditions and social security. For this purpose, social dialogue mechanisms at the national, regional
and other appropriate levels should be institutionalized. Non-uniformed personne! organizations should be
represented in all relevant labor-management committees.

Chapter Four: Status, Salaries and Allowances

‘SEC. 25. Status of non-uniformed personnel. - All non-uniformed personnel shall be considered employees
of the national government and shall draw their salaries therefrom. Provided, that non-uniformedpersonnel in
Metropolitan Manila, chartered cities, component cities and other municipalities shall be provided with monetary
‘and non-monetary incentives by the local government unit concerned subject to the availability of funds.

‘SEC. 26. Salary Scale. - Salary scales of non-uniformed personnel shalt be the same as the salary scale of
uniformed personnel.

‘SEC. 27. Criteria for Salary. - The salaries of all non-uniformed personnel shall correspond to the following
criteria:

a) Salary shall be comparably equal to those paid in other occupations or professions requiring
equivalent or similar qualifications, training and abilities regardless of rank positions;

b) Salary scale shall ensure that the lowest rank and position receive an amount which will ensure himand
his family to afford a reasonable and decent standard of living; and basic monthly salary shall excludethe
subsistence allowance, cost of living allowance, 2 quarters allowance, clothing allowance, hazard pay,
amelioration pay, health care pay and all other allowances as may be provided under existing laws.

‘SEC. 28. Payment of Salary. - The salaries of non-uniformed personnel shall be paid in legal tenderof the
Philippines or the equivalent in checks or treasury warrants; Provided, however, that such checks or treasury
‘warrants shall be convertible to cash in any national, provincial, city or

‘municipal treasurer's office or any banking institution operating under the laws of the Republic of


the Philippines,

Salaries shall be released on time and without undue delay. No deduction whatsoever shall be allowed fromthe
salaries due to all non-uniformed personnel except under specific provisions of applicable laws authorizing such
deductions: Provided, That written authority of the non-uniformed personnel concerned shall first be obtained,

SEC. 29. Overtime Work. — Where the exigencies of the service so require, any non-uniformed personnelmay
be required to render service beyond the normal eight (8) hours a day. In such case, the workers shallbe paid an
additional compensation in accordance with existing laws and prevailing practices.

‘SEC. 30, Work During Rest Day. -

a) Where a non-uniformed personnel is made to work on his/her scheduled rest day, he/she shall be paid an
additional compensation in accordance with existing laws.

b) Where a non-uniformed personnel is made to work on any special holiday he/she shall be paid an additional
‘compensation in accordance with existing laws. Where such holiday work falls on the worker’sscheduled rest
day, he/she shall be entitled to an additional compensation as may be provided by existing laws.

SEC. 31. Night-Shift Differential. ~

(@) _ Every non-uniformed personnel shall be paid night-shift differential of tenpercent (10%) of his/herregular
‘wage for each hour of work performed during the night-shifts.

(>) __ Every non-uniformed personnel required to work on the period covered after his/her regular schedule
shall be entitled to his/her regular wage plus the regular overtime rate and an additional amount of ten percent
(10%) of such overtime rate for each hour of work performed between ten (10) o'clock in the evening to six (6)
o'clock in the morning,

SEC. 32. Hazard Allowance. - All non-uniformed personnel shall be compensated hazard allowances
equivalent to at least twenty-five percent (25%) of the monthly basic salary of workers receiving salary grade
19 and below, and five percent (5%) for workers with salary grade 20 and above.

SEC. 33. Subsistence Allowance. — Non-uniformed personnel shall be entitled to full subsistenceallowance
of three (3) meals which may be computed in accordance with prevailing circumstances.

SEC. 34. Longevity Pay. — A monthly longevity pay comparable to the longevity pay of uniformed personnel
shall be paid to all non-uniformed personnel for every five (5) years of continuous, efficient andmeritorious
services rendered as certified by the chief of office concemed, commencing with the original attested
appointment of each non-uniformed personnel.

SEC. 35, Laundry Allowance — All non-uniformed personnel who are required to wear uniforms regularlysball
be entitled to laundry allowance equivalent to one thousand pesos (Php 1000.00) per month: Provided,that this
rate shall be reviewed periodically and increased accordingly in consultation with appropriate agencies and the
non-uniformed personnel organizations taking into account existing laws and prevailing practices.

SEC. 36. Rice Subsidy. — All non-uniformed personnel shall be entitled to 1 sack/month or its monetary
equivalent.


SEC. 37. Housing. - All non-uniformed personnel who are on tour of duty and those who, because of
unavoidable circumstances are forced to stay in their workplace, shall be entitled for free living quarters within
their workplaces, or if such quarters are not available, shall receive quarters allowance: Provided, that this rate
shall be reviewed periodically and increased accordingly in consultation with appropriate government agencies
and the non-uniformed personne! organizations concerned.

‘SEC. 38. Cost of Living Allowance. - The salaries of non-uniformed personnel shall be based on the prevalent
cost of living. Salaries shall automatically follow changes in the cost-of-living index determinedafter due
consultation with the appropriate government agencies and non-uniformed personnel organizations.

SEC. 39. Clothing Allowance. - Non-uniformed personnel shall be entitled be entitled to clothing allowance
equivalent to three hundred (P300.00) pesos per month: Provided, that this rate shall be reviewedperiodically and
increased accordingly taking into account existing laws and prevailing practices.

Per month:

SEC. 40. Uniform Allowance. - Non-uniformed personnel shall be entitled to uniform allowance equivalent to
cight thousand (P8000.00) pesos per year. Provided, that this rate shall be reviewed periodically and increased
accordingly taking into account existing laws and prevailing practices.

Chapter Five: Health Measures and Programs

SEC. 41. Medical Examination. — Compulsory pre-employment and annual medical examinations shall be
provided free of charge to all non-uniformed personnel during the tenure of employment: Provided, Thatwhere
‘medical examination shows that medical treatment and/or hospitalization is necessary for those already in
‘government service, the treatment and/or hospitalization including medicines shall be provided free either in a
government or a private hospital by the government entity paying the salary of the non- uniformed personnel:
Provided, further, That the cost of such medical examination and treatment shall be included as automatic
appropriation in said entity's annual budget.

SEC. 42. Physical and Mental Fitness Programs. - All public safety agencies shall formulate policies and
‘guidelines on physical fitness and sports development programs.

SEC. 43. Hospitalization Expenses. - If any non-uniformed personnel suffers any injury or becomes ill in the
performance of his/her official duties, the hospitalization expenses of such personnel shall be shouldered by the
office where he/she belongs from the concemed agency's appropriations.

‘SEC. 44. Compensation For Injuries. - Non-uniformed personnel shall be protected against the consequences
of employment injuries in accordance with existing laws.

‘Chapter Six: Leaves and Other Benefits

‘SEC. 45. Vacation Leave. - All non-uniformed personnel who has rendered at least one year ofservice shall
‘earn fifteen (15) days vacation leave credits every year.

SEC. 46, Sick Leave. - A fifteen (15) day sick leave credits shall be granted to all non-uniformedpersonnel for
every year of service.

‘An indefinite sick leave of absence shall be granted to an ailing non-uniformed personne! whose nature of
illness demands a long treatment that will exceed one year at the least.


SEC. 47. Mandatory Leave. - A non-uniformed personnel is entitled to a mandatory leave with full
pay for seven (7) days which is not chargeable to his/her leave credits regardless of any situation or event.

SEC. 48. Maternity Leave. - All qualified female non-uniformed personnel are entitled to maternity leave
benefits as mandated in national laws.

SEC. 49. Paternity Leave. - All qualified male personnel shall be entitled to paternity leave as mandated in
national laws.

SEC. 50, Study Leaves. — In addition to the leave privileges enjoyed under this Act and other existing laws,
non- uniformed personnel shall be entitled to study leaves not exceeding one (1) year with pay, regardless of the
field of study chosen by the employee.

SEC. 51. Christmas and New Year's Break. — All non-uniformed personne! shall be granted
seven (7) days break during the Christmas and New Year seasons for them to spend time for their families.

SEC. 52, Scholarship Privileges for Dependents. - Under the Free Higher Education Act, surviving children
of the deceased or permanently incapacitated non-uniformed personnel shall be given priority in the availment
of scholarships up to college in a non-exclusive institution, subject to the policies on the tuition of said institution.

‘Subsidies shall also be provided to scholars for their books, transportation, stipend and lodging.
Chapter Seven: Retirement

SEC. 53. Early Retirement Program. — Any non-uniformed personnel who has reached the age of fifty five
(55) years may avail of this program and be paid separation benefits in accordance with prevailing scheme:
Provided, That he/she has rendered at Icast fifteen (15) years of continuous service in the agency. Provided,
farther, That those who have availed of this benefit shall not be allowed to re-entry into the saidagency.

SEC. 54, Compulsory Retirement. - Compulsory retirement shall be upon the attainment of age 65 yearsold:

SEC. $5. Highest Basic Salary Upon Retirement. — A retired non-uniformed personnel shall automatically be
granted one (1) salary range or grade higher than his/her basic salary and his/her retirementbenefit thereafter,
computed on the basis of his/her highest salary, which shall be given in effect three (3) months prior to the
compulsory retirement: Provided, that the personne! has reached the age and fulfilled service requirements under
existing laws.

SEC. 56, Gratuity Pay. — All non-uniformed personnel shall be entitled to gratuity pay computed as follows:
last drawn salary (basictPERA) x number of years of service rendered.

Chapter Eight: Grievances and Dispute Settlement

SEC. 57. Complaints and Grievances. - Every non-uniformed personnel shall have the right to present
his/her complaints and grievances to his/her superior officers for the immediate redress thereof.

The exercise of this right shall not be used as a ground for discrimination nor as bar for the exercise of other
privileges, rights, and benefits afforded by law.


SEC. 58. Dispute Settlement. — Each agency shall put in place their own dispute settlement systems and
procedures. The composition of which should ensure the representation of the accredited employees’
organization.

Chapter Nine: Final Provisions

SEC. 59. Implementing Rules and Regulations. - The military and all other uniformed agencies shall jointly
formulate and prepare the rules and regulations with the uniformed personnel organizations necessary to
implement the provisions of this Act. All rules and regulations so formulated shall be liberallyconstrued in favor
of the non-uniformed personne! so as to give him/her the greatest degree of benefits thatcan be derived from this
Act. Rules and regulations implementing this Act shall take effect fifteen (15) daysafter publication in a paper of
‘general circulation.

SEC. 60, Budget. - The military and agencies shall submit to Congress the annual budget to implement the
provisions of this Act which shall be included in the General Appropriations Act. In no case shall the budget
implementing this Act allotted for a given fiscal year be less than that of the previous fiscal year.

SEC. 61. Penal Provision. — Any person shall willfully interfere with, restrain or coerce any non-uniformed
personnel in the exercise of his/her rights or shall in any manner act in violation of any of the provisions ofthis
Act, upon conviction, shall be punished by a fine of not less than Five hundred Thousand Pesos (PHP500,000.00)
‘but not more than One Million Pesos (PHP 1,000,000.00) or imprisonment of up to six

(© years or combination of both.

Ifthe offender is a public official, the court, in addition to the penalties provided in the preceding paragraph,may
impose the additional penalty of disqualification from office.

SEC. 62, Interpretation. - Nothing in this Act shall be construed to prejudice and diminish whatever benefits
non-uniformed personnel is entitled to receive under existing laws.

SEC. 63 Separability Clause. - In the event that any portion or provision of this Act be
declared unconstitutional, the validity and effectivity of the other provisions of this Act shall notbe affected.

SEC. 64, Repealing Clause. - All laws, decrees, executive orders, rules and regulations andother issuances
inconsistent with this Act are deemed repealed, amended, or modified accordingly.

SEC. 65. Effectivity. - The provisions of this Act shall take effect after fifteen (15) of completion of publication
in a newspaper of general circulation.

Approved.