Republic of the Philippines 
HOUSE OF REPRESENTATIVES 
Quezon City 
TWENTIETH CONGRESS 
First Regular Session 
HOUSE BILL NO. ________ 
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Introduced by Representative MARLYN L. PRIMICIAS-AGABAS 
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EXPLANATORY NOTE 
The proposed bill attempts to address the welfare of all civilian employees in the Armed 
Forces of the Philippines (AFP), and all other uniformed agencies of the government, including 
the Philippine National Police (PNP), Bureau of Jail Management and Penology (BJMP), 
Department of National Defense (DND), Bureau of Fire Prevention (BFP), Bureau of 
Corrections (BUCor), Philippine Coast Guard (PCG), Philippine Drug Enforcement Agency 
(PDEA), and the National Mapping and Resource Information Authority (NAMRIA) by 
instituting a Magna Carta for them.  
The lofty aims of the bill are explicitly declared in Section 2 thereof: “to promote and 
improve the social and economic well-being of all non-uniformed personnel in the military 
and other uniformed agencies of the government,” and to “ensure that their rights are protected 
in a working environment that is conducive to work efficiency and effectiveness.”  
The bill fairly spells out the rights and benefits of all civilian employees in the said 
uniformed agencies which the State guarantees and protects. Among such important rights and 
benefits contained in the bill are the following: 
1. The establishment of a “Human Resource Development Program for Non-
Uniformed personnel” in each of uniformed establishments or agencies of the
government to be managed by a “Non-Uniformed Personnel Affairs Office manned
by Non-Uniformed Personnel and to be established under its respective
Administrative, Personnel or Human Resource Management Services.”
2. The right to security of tenure.
3. Upgrading of salaries of personnel with salary grades 1 to 15 to two (2) salary
grades higher, and those with salary grades 16 to 22 to one (1) salary grade higher.
4. Guarantee of a competitive salary package “comparably equal to those paid in other
occupations or professions requiring equivalent or similar qualifications, training
and abilities regardless of rank [or] position.”
5. Establishment and maintenance of local training programs aimed at enhancing and
promoting their professional growth.
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6. Prohibition against transfers or reassignments, except when made in the exigency 
of public service. 
7. Prohibition against discrimination in the exercise of employment with regard to age, 
sexual orientation, gender identity and expression, disability, civil status, creed, 
religious or political beliefs and ethnic groupings. 
8. Prohibition against understaffing, overloading of work, and overextending of duty 
and service, [except when the exigency of public service requires otherwise, as 
provided in other laws].  
9. Payment of overtime, night differential, holiday, or rest day pay for work rendered 
in excess of minimum working hours. 
10.  Right to freedom of association, even “without prior authorization, both to establish 
and to join organizations of their choice, whether local or national, to further and 
defend their interests.” 
11.  Right to freedom from interference or coercion. 
12.  Generous health benefits and establishment of health and fitness programs.  
13.  An early retirement program. 
14.  Inclusion of severe penal provision for willful interference with, restraint or 
coercion of any civilian employee while exercising any of his or her rights, or for 
violation of any of “the provisions of this Act.”  
 
It is submitted that this Magna Carta for the said civil employees as proposed by the 
instant bill will eliminate discrimination against them in the workplace through the recognition, 
protection, promotion, and fulfilment of their rights as dignified workers and as individual 
human beings. It will also boost their morale and inspire them to do their best in righteously 
and dutifully discharging their duties and responsibilities as public servants.  
 
 
 
Given the advantages of a Magna Carta for civil employees in the military and other 
uniformed government agencies, the approval of the proposed bill is earnestly requested. 
 
 
 
MARLYN L. PRIMICIAS-AGABAS 
6th District, Pangasinan 
 
 
 
 
 
 
 
 


Republic of the Philippines 
HOUSE OF REPRESENTATIVES 
Quezon City 
 
TWENTIETH CONGRESS 
First Regular Session 
 
HOUSE BILL NO.______ 
 
Introduced by Representative MARLYN L. PRIMICIAS-AGABAS 
 
AN ACT INSTITUTING THE MAGNA CARTA FOR ALL NON-UNIFORMED 
WORKERS IN THE MILITARY AND OTHER UNIFORMED AGENCIES 
Be it enacted by the Senate and the House of Representatives of the 
Philippines in Congress assembled: 
CHAPTER I 
GENERAL PROVISIONS 
SECTION 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 
improve the social and economic well-being of all non-uniformed personnel in the military and 
other uniformed agencies of the government. Towards this end, the State shall ensure that their 
rights are protected in a working environment that is conducive to work efficiency and 
effectiveness. 
SEC. 3. Coverage. This Act shall apply to all non-uniformed personnel in the military and 
uniformed agencies. As used in this Act, the term “non-uniformed personnel” shall mean all 
civilian employees in the Armed Forces of the Philippines (AFP), and all other uniformed agencies 
of the government including the Philippine National Police (PNP), Bureau of Jail Management 
and Penology (BJMP), Department of National Defense (DND), Bureau of Fire Prevention (BFP), 
Bureau of Corrections (BUCor), Philippine Coast Guard (PCG), Philippine Drug Enforcement 
Agency (PDEA), and the National Mapping and Resource Information Authority (NAMRIA). 
SEC. 4. Definition of Terms. As used in this Act: 
a. Non-uniformed personnel refers to all civilian employees in the military and other 
uniformed agencies of the government including the AFP, PNP, BJMP, DND, BFP, 
BuCor,  
PCG, PDEA, and NAMRIA.  
b. Uniformed agencies refer to 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 well as other 
government agencies with uniformed personnel. 
c. Workplace refers to the office, premises or work site, where the workers are habitually 
employed and shall include the office or place where the workers, who have no fixed 
or definite work site, regularly report for assignment in the course of their employment. 
CHAPTER II 
RECRUITMENT, HUMAN RESOURCE DEVELOPMENT AND POLICIES 
SEC. 5. Recruitment and Qualification. The recruitment policy and minimum requirements with 
respect to the selection and appointment of a non-uniformed personnel shall be developed and 
implemented by the appropriate government agencies concerned in accordance with policies and 
standards of the Civil Service Commission (CSC): Provided, That in the absence of eligible 
applicant and it becomes necessary in the public interest to fill a vacancy, a temporary appointment 
shall be issued to the person who meets all the requirements for the position to which one is being 
appointed except the appropriate civil service eligibility: Provided, further, That such temporary 
appointment shall not exceed twelve (12) months but that the appointee may be replaced sooner if 
(a) qualified civil service eligible becomes available or (b) the appointee is found wanting in 
performance or conduct befitting a government employee. 
SEC. 6. Duties and Obligations. All non-uniformed personnel shall: 
 
a) 
discharge one’s duty humanely with conscience and dignity; 
 
b) 
perform one’s duty with utmost respect for life; and race, gender, religion, 
 
nationality, party policies, social standing or capacity to pay. 
SEC. 7. Screening and Selection for Appointment. Applicants for the non- uniformed personnel 
positions shall undergo a screening process to be conducted by a duly constituted Human Resource 
Merit Promotion and Selection Board (HRMPSB) based on qualification standards set forth by the 
respective agencies in accordance with CSC Law, rules and regulations: Furthermore, That the 
HRMPSB shall assist the appointing authority in the judicious and objective selection of 
candidates for appointment in the agency in accordance with the approved Agency Merit Selection 
Plan (MSP): Provided finally, That the appointing authority shall be guided by the report of 
HRMPSB’s assessment from among top five (5) candidates or less, deemed most qualified for 
appointment to the vacant position, depending on the number of candidates. 
SEC. 8. Next of Kin Privilege. Qualified next of kin of retired or deceased Non-Uniformed 
Personnel shall be given priority in recruitment and hiring subject to existing hiring and selection 
procedures. 
SEC. 9 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. 10. Human Resource Development for Non-Uniformed Personnel. There shall be 
established Human Resource Development Program for Non-Uniformed personnel in the military 
and all uniformed agencies of the government. The Human Resource Development Program shall 
be managed by its respective non-Uniformed Personnel Affairs Office manned by Non-Uniformed 
Personnel and to be established under its respective Administrative, Personnel or Human Resource 
Management Services. Human Resource Development Programs for non-uniformed personnel 
including, the provisions on merit promotion, performance evaluation, in service training grants, 
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 training, counseling, coaching, job rotation, 
secondment, job swapping etc. shall be developed by the concerned agencies in consultation with 
and with the concurrence of the accredited employees’ organizations. The program shall conform 
to the rules and regulations of the CSC. 
SEC 11. Upgrading of Salaries of Existing Non-Uniformed Personnel. The current salary grade 
of all non-uniformed personnel with salary grade 1 to 15 shall be upgraded to two (2) salary grades 
higher. Salary grades 16 to 22 shall be upgraded to one salary grade higher. 
SEC. 12. 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 staffing pattern. 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 regularly by the supervisor of the performance evaluation. 
The merit promotion plan shall be in consonance with the rules of the Civil Service 
Commission. 
SEC. 13. Sustaining the Professionalization of the Non-Uniformed Personnel. To sustain the 
professionalization of non-uniformed personnel, training shall be done intensively and extensively. 
The cost of Continuing Professional Development (CPD) as required by the PRC shall be 
shouldered by the concerned uniformed agencies. 
SEC. 14. Local Training Programs. The local training programs aimed at enhancing the 
professional growth of non-uniformed personnel shall be established and maintained. Such local 
training programs shall be undertaken in coordination with other governmental and non-
governmental agencies, and shall provide managerial; technical; administrative and operational 
courses such as logistics and fiscal management, including training on professional services and 
legal procedures. 
SEC. 15. Transfer or Geographical Reassignment of Non-Uniformed Personnel. 
 
a) 
A transfer is a movement from one position to another which is of equivalent 
 
rank, level or salary without break in service involving the issuance of an appointment; 


 
b) 
A geographical reassignment, hereinafter referred to as “reassignment,” is a 
 
movement from one geographical location to another which does not involve a 
 
reduction in rank, status or salary; 
 
c) 
non-uniformed personnel shall not be transferred or reassigned, except when 
 
made in the interest of exigency of public service, in which case, the employee 
 
concerned shall be informed of the reasons therefore in writing. The non-uniformed 
 
personnel can appeal to the CSC the transfer or re- assignment, which cause to be held 
 
in abeyance, if one believes that there is no justification for it: Provided, That no transfer 
 
or reassignment whatsoever shall be made three (3) months before any local or national 
 
elections: Provided, further, That the necessary expenses of the transfer or reassignment 
 
of the non-uniformed personnel and the immediate family shall be paid for by the 
 
government; and 
 
d) 
The criteria for transfer or geographical reassignment shall be defined in the IRR 
 
of this Act. 
SEC. 16. Married couples / Domestic partnerships. Whenever possible, the proper authorities 
shall take steps to enable married couples, who may be both Non- Uniformed Personnel, or a Non-
Uniformed Personnel and a Uniformed Personnel, to be employed or assigned in the same locality, 
but not in the same workplace. 
SEC. 17. Solo parents. The proper authorities, in accordance with RA 8972, otherwise known as 
An Act Providing for Benefits and Privileges to Solo Parents and their Children, Appropriating 
Funds Therefor and for Other Purposes, shall take steps to enable solo parents to be employed or 
assigned in the same locality of ones’ residence. 
 
Family members or relatives of non-uniformed personnel up to fourth degree of affinity 
and consanguinity shall not be assigned in the same workplace. 
SEC. 18. 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, That if a non-uniformed personnel is found by the Civil Service Commission to be 
unjustly dismissed from work, the person shall be entitled to reinstatement without loss of seniority 
rights and to back wages and benefits in accordance with the CSC rules of Administrative Cases 
in the Civil Service. 
SEC. 19- Prohibition against discrimination. Non-uniformed personnel in the exercise of 
employment, 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. 
SEC. 20. No understaffing or overloading of Non-Uniformed Personnel. In accordance with 
the CSC and DBM Joint Circular on Policies and Guidelines on Overtime Services and Overtime 
Pay for Government Employees, 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 services at all times without overworking the non-uniformed 


personnel and overextending the duty and service. In excess of minimum working hours, the non- 
uniformed personnel shall be entitled to payment of overtime pay, night differential, holiday or 
rest day pay. 
 
In line with the above policy, substitute officers or employees shall be provided ln place of 
officers or employees who are on leave for over three (3) months. 
SEC. 21 Safeguards in disciplinary procedures. In every disciplinary proceeding, e non-
uniformed personnel shall have the right to: 
 
a) 
Be informed, in writing, of the charges; 
 
b) 
Full access to the evidence in the case; 
 
c) 
Defend oneself and to be defended by a representative of ones or organization’s 
 
choice, adequate time being given to the non-uniformed personnel for the preparation 
 
of the defense; 
 
d) 
Confront witnesses presented against the personnel and summon witnesses in 
 
ones’ behalf; 
 
e) 
Appeal to designated authorities; 
 
f) 
Reimburse the reasonable expenses incurred in defense in case of exoneration or 
 
dismissal of the charges; and 
 
g) 
Such other rights that will ensure fairness and impartiality during proceedings. 
SEC. 22. 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 III 
RIGHT TO SELF-ORGANIZATION 
SEC. 23. Freedom of association. All non-uniformed personnel shall have the right to freely and 
without prior authorization, both to establish and to join organizations of their choice, whether 
local or national, to further and defend their interests. 
SEC. 24. Freedom from interference or coercion. It shall be unlawful for any person to commit 
any of the following acts of interference or coercion: 
 
a) 
To require as a condition of employment that non-uniformed personnel shall not 
 
join a workers’ organization or union or shall relinquish membership therein; 
 
b) 
To discriminate in regard to hiring or tenure of employment or any item or 
 
condition of employment in order to encourage or discourage membership in any 
 
workers’ organization or union; 


 
c) 
To prevent non-uniformed personnel from carrying out its given duties in the 
 
organization or union, or to penalize the same for the action undertaken in such 
 
capacity; 
 
d) 
To harness or interfere with the discharge of the functions of the non- uniformed 
 
personnel when these are calculated to intimidate or to prevent the performance of 
 
ones’ duties and responsibilities; and 
 
e) 
To otherwise 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. 
 
In no case shall existing laws, rules, and regulations requiring employees’ organizations to 
register, petition for accreditation, or to register collective negotiation agreements be interpreted 
as interference or coercion. 
SEC. 25. Consultation with the Non-uniformed Personnel Organizations. The organizations or 
unions of non-uniformed personnel shall be consulted in the formulation of national, regional and 
local policies that impact their working and social security. For this purpose, social dialogue 
mechanisms at the national, regional and other appropriate levels shall be institutionalized. The 
non-uniformed personnel organizations shall be represented in all relevant labor-management 
committees. 
CHAPTER IV 
EMPLOYMENT STATUS, SALARIES AND ALLOWANCES 
SEC. 26. 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-
uniformed personnel in may be provided with monetary and non-monetary incentives by the local 
government unit concerned where one is assigned, subject to the availability of funds. 
SEC. 27. Salary Scale. Salary scales of non-uniformed personnel shall be the same as the salary 
scale of uniformed personnel. The salaries of all non-uniformed personnel shall be based on the 
following: 
 
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 him and his family to afford a reasonable and decent standard of 
 
living; and basic monthly salary shall exclude the 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 tender 
of 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 from the 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. In where the exigencies of the service so require, any non- uniformed 
personnel may be required to render service beyond the normal eight (8) hours a day In such case, 
the workers shall be paid an additional compensation in accordance with the existing budgeting, 
accounting and auditing rules and regulations of the government. 
SEC. 30. Work during rest day. 
 
a) Wherein a non-uniformed personnel is made to work on a scheduled rest day, one 
 
shall be paid an additional compensation in accordance with existing laws, and 
 
b) Wherein a non-uniformed personnel is made to work on any special holiday, one shall 
 
be paid an additional compensation in accordance with existing laws. Further, even 
 
when such holiday work falls on the worker's scheduled rest day, one shall be entitled to 
 
an additional compensation as may be provided by existing laws. 
SEC. 31. Night-shift differential. 
 
a) 
Every non-uniformed personnel shall be paid night-shift differential in 
 
accordance with the DBM Budget Circular. 
 
b) 
Every non-uniformed personnel required to work on the period covered after 
 
ones' regular schedule shall be entitled to an overtime pay in accordance with the 
 
existing budgeting, accounting and auditing rules and regulations of the government. 
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 subsistence 
allowance of three (3) meals which may be computed in accordance with the existing rules and 
regulations of the government. 
SEC. 34. Longevity pays. A monthly longevity pays comparable to the longevity pay of 
uniformed personnel shall be paid to all non-uniformed personnel for every five (5) years of 
continuous, efficient and meritorious services rendered as certified by the chief of office 
concerned, 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 
regularly shall 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 one (1) sack of rice a 
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 personnel 
organizations concerned.  
SEC 38. Cost of Living Allowance. The salaries of non-uniformed personnel shall be based on 
the prevalent cost of living. The salaries shall automatically follow changes in the cost-of-living 
index determined after due consultation with the appropriate government agencies and non-
uniformed personnel organizations. 
SEC. 39. Clothing allowance. Non-uniformed personnel shall be entitled to clothing allowance 
equivalent to Three hundred (P300.00) pesos per month: Provided, That this rate shall be reviewed 
periodically and increased accordingly taking into account existing laws and prevailing practices. 
SEC. 40. Uniform allowance. Non-uniformed personnel shall be entitled to clothing allowance 
equivalent to Eight thousand pesos (Php 8,000.00) per year. Provided, That this rate shall be 
reviewed periodically and increased accordingly taking into account existing laws and prevailing 
practices. 
 
CHAPTER V 
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, That where medical examination shows that medical treatment or hospitalization, or 
both is necessary for those already in government service, including medicines shall be provided 
free either in a government or a private hospital by the government entity who pays 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 the said agency’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 ones’ official duties, the hospitalization expenses of such 
personnel shall be compensated by the office concerned. 


SEC. 44. Compensation for injuries. Non-uniformed personnel shall be protected against the 
consequences of employment injuries in accordance with existing laws. 
CHAPTER VI 
LEAVES AND OTHER BENEFITS 
SEC 45 Vacation Leave. All non-uniformed personnel is entitled to a vacation leave as mandated 
in the CSC Omnibus Rules on Leave. 
SEC 46 Sick Leave. All non-uniformed personnel is entitled for a sick leave as mandated in the 
CSC Omnibus Rules on Leave.  
 
A leave without pay not exceeding one year may be granted, in addition to the vacation 
leave and sick leave earned in accordance with the CSC Omnibus Rules on Leave 
SEC 47 Mandatory leave. A Non-Uniformed Personnel is entitled to a mandatory eave with full 
pay for five (5) working days which is chargeable to ones' leave credits in accordance to CSC Law, 
rules, and regulations. 
SEC. 48. Maternity leave. All qualified female Non-Uniformed Personnel are entitled to 
maternity leave benefits as mandated in the CSC Omnibus Rules on Leave. 
SEC. 49. Paternity leave. All qualified male personnel shall be entitled to paternity leave in 
accordance to CSC Law, rules, and regulations. 
SEC. 50. Study leave. 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 six (6) months with 
pay, subject regardless of the field of study chosen by the employee. 
SEC. 51. Christmas and New Year's break. All non-uniformed personnel 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. The Republic Act No. 10931 or otherwise 
known as the “Universal Access to Quality Tertiary Education Act” provides the 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 VII RETIREMENT 
SEC. 53. Early retirement program. Any non-uniformed personnel who has reached the age of 
sixty (60) years may avail of this program and shall be paid separation benefits in accordance with 
applicable laws: Provided, That the person has rendered at least fifteen (15) years of continuous 
service in the agency. Provided, further: That those who have availed of this benefit shall not be 


allowed to re-entry into the said agency. Provided, finally: That the employee who opt to retire 
under this program may be hired as consultant in accordance with the provisions of existing laws. 
SEC. 54. Compulsory retirement. Compulsory retirement shall be upon the attainment of age 65 
years old. 
SEC. 55. Highest basic salary upon retirement. A retired non-uniformed personnel shall 
automatically be granted one (1) salary grade higher than the basic salary and the retirement benefit 
thereafter, computed on the basis of ones’ highest salary, which shall be given in effect three (3) 
months prior to the compulsory retirement: Provided, That the personnel has reached the age and 
fulfilled service requirements under the existing laws. 
SEC. 56. Gratuity pay. All non-uniformed personnel shall be entitled to gratuity pay, which shall 
be computed using the NUP’s last drawn salary, the basic salary plus the Personnel Economic 
Relief Allowance multiplied by the number of years of service rendered. 
CHAPTER VIII 
GRIEVANCES AND DISPUTE SETTLEMENT 
SEC. 57. Complaints and grievances. Every non-uniformed personnel shall have e right to 
present complaints and grievances to the 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 IX 
FINAL PROVISIONS 
SEC. 59. Implementing Rules and Regulations. Within ninety (90) days of the enactment of this 
Act, in consultation with the CSC and DBM the military and all other uniformed agencies shall 
jointly formulate the implementing rules and regulations (1RR) of this Act. The said IRR shall be 
liberally construed in favor of the non-uniformed personnel so as to give NUP, the greatest degree 
of benefits that can be derived from this Act. 
SEC. 60. Appropriation. The amount necessary to carry out he provisions of this Act shall be 
included in the annual General Appropriations of the uniformed agencies. 
SEC. 61. Penal Provision. Any person shall willfully interfere with, restrain or coerce any non-
uniformed personnel in the exercise of ones’ rights or shall in any manner act in violation of any 
of the provisions of this Act, upon conviction, shall be punished by a fine of not less than Five 
hundred thousand pesos (PHP 500,000.00) but not more than One million pesos (PHP 
1,000,000.00), or imprisonment of up to six (6) years or combination of both. 


If the offender is a public official, the court, in addition to the penalties provided in the preceding 
paragraph, may impose the additional penalty of perpetual 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 remaining provisions shall remain in full force and effect. 
SEC. 64. Repealing Clause. All laws, decrees, executive orders, rules and regulations and other 
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) completion of 
publication in a newspaper of general circulation. 
Approved,