eighteenth congress of the 
)
REPUBLIC OF THE PHILIPPINES 
)
Second Regular Session 
)
SENATE
S.B. No. 1930
HE
r<^___ ___________
E-FILED
date: November 24 202dTll 
— COj
INTRODUCED BY SENATOR RISA HONTIVEROS
04:20 pm
INDEX.
AN ACT
STRENGTHENING THE CONSTITUnONAL RIGHTS OF GOVERNMENT 
EMPLOYEES TO SELF-ORGANIZATION, COLLECTIVE NEGOTIATION, PEACEFUL 
CONCERTED ACnVITIES, AND THE USE OF VOLUNTARY MODES OF DISPUTE 
RESOLUTION
EXPLANATORY NOTE
The Constitution guarantees the rights of all workers, including those in the 
government and public sector, which in most countries is the biggest employer, to self­
organization, collective bargaining and negotiations, and peaceful concerted activities, 
including the right to strike in accordance with law. This was affirmed when the Philippine 
Senate ratified International Labor Organization (ILO) Convention No. 151 on August 14, 
2017, highlighting the commitment of our government to provide the country's roughly 
2.3 million government employees, civil servants, and other persons employed by public 
authorities, whether permanent, contractual, casual or job order, the right to decent work, 
the right to freedom of association, and the right to engage In all other forms of social 
dialogue, including collective bargaining.
This bill seeks to provide a domestic implementing law for ILO Convention No. 151 
by guaranteeing the aforementioned rights of public sector workers, ensuring that the 
government provides appropriate facilities for the use of their organizations, providing 
procedures for determining the terms and conditions of employment, and establishing 
mechanisms for expeditiously settling disputes arising therefiom.
Hence, the immediate passage of this measure Is earnestly sought.
RISA HONTIVEROS^ 
Senator


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EIGHTEENTH CONGRESS OF THE 
REPUBLIC OF THE PHILIPPINES 
Second Regular Session
SENATE 
S.B. No. 1930
INTRODUCED BY SENATOR RISA HONTIVEROS
E-FILED
November 24 202(jTT
date:
04:20 pm
time:
HDfcX
AN ACT
STRENGTHENING THE CONSHTUTIONAL RIGHTS OF GOVERNMENT 
EMPLOYEES TO SELF-ORGANIZATION, COLLECTIVE NEGOTIATION, PEACEFUL 
CONCERTED ACTIVITIES, AND USE OF VOLUNTARY MODES OF DISPUTE 
RESOLUTION
Be it enacted by the Senate and House of Representatives of the Philippines in Congress 
assembled:
CHAPTER I
DECLARATION OF POLICY
Section 1. Short Tide. — This Act be known as the "Public Sector Labor Relations 
Act of 2020."
Sec 2. Declaration of Policy. — It is the policy of the State to promote the right of 
government employees to self-organizab’on, collective negotiation, peaceful concerted 
action, including the right to mass peaceful concerted activities In accordance with law, 
and the right to participate In policy and decision-making processes affecting their rights 
and benefits.
CHAPTER II 
GENERAL PROVISIONS
Sec. 3. Coverage. - This Act shall apply to all employees in the civil service, 
covering all branches, subdivisions, instrumentalities, and agencies of the government, 
including government-owned or controlled corporations (GOCCs) with or without original 
charters. For this purpose, employees covered by this Act shall be referred to as 
"employees" or "government employees" or "public sector employees," including job 
order or contract of service employees, and those employed by barangays.
Sec. 4. Definition of Terms. - As used In this Act:


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(a) Agency TtXoxs to any bureau, office, commission, administration, board, 
committee. Institute, GOCC with original charter, or any other unit of the 
national government, as well as provincial, city, and municipal 
governments, except as hereinafter otherwise provided;
(b) Board means the Public Service Labor Relations Board established by 
this Act;
(c) Burearnnsams the Bureau of Labor Relations of the Department of Labor 
and Employment;
(d) Certification Section refers to the process of determining, through secret 
ballot, the exclusive bargaining representative of the employees In an 
appropriate organizational unit for purposes of collective bargaining or 
negotiation;
(e) Certified Exciusive Union refers to a duly-registered employees' 
organization certified by the Board as the exclusive bargaining 
representative of an agency's rank-and-file employees, as determined 
by the conduct of a certification election;
(f) OviiService reters to the men and women employed to carry out public 
services in all branches, agencies, subdivisions, and Instrumentalities of 
the government including GOCCs, local government units (LGUs), state 
universities and colleges (SUCs), and entities and corporations 
sequestered by the government;
(g) Collective Bargaining AgreementreXexs to the negotiated contract vis-a- 
vis terns and conditions of employment at the organizational unit level 
between a certified exclusive bargaining representative and the 
concerned public authority or appropriate authority, including those 
negotiated at the sectoral or national levels by sectoral or national 
federations or confederations with the concerned public authorities;
(h) commission refers to the Civil Service Commission;
(i) Condiiation-Mediation is a mode of dispute settlement that brings 
together two disputing parties to negotiate a mutually-acceptable 
solution through an expeditious, non-litigious, non-adversarial, and less 
expensive mechanism;
(j) Confederation refers to the organization of two or more federations as 
defined In this Act;
(k) Departmentvtiiers to any of the department In the Executive Branch;


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(l) Employee refers to any person in the civil service of whatever category 
or class up to division chief level, including those who are engaged under 
different forms of contractual arrangements In the public service such as 
Job order, contract of service, or memorandum of understanding. It also 
includes those whose work has ceased in connection with any current 
employee-management dispute or unfair labor practice or whose 
dismissal from the service has not attained finality;
(m) Entry Position refers to the first level position in the career or non-career 
service which include clerical, trades, crafts, and custodial service 
positions that involve non-professional or subprofessional work in a non- 
supervisory or supervisory capacity requiring less than four years of 
collegiate study;
(n) Federation is a duly registered labor organization with at least five (5) 
affiliate employees'organizations, each of which must be a duly-certified 
exclusive bargaining representative in an organizational unit;
(o) Grievance refers to any question or complaint regarding an employee's 
working conditions, relationship or employment status including 
quesb’ons vIs-a-vIs the Interpretation, implementation, or enforcement 
of any of the provisions of a coilective bargaining agreement or company 
personnel policies;
(p) Inter-Union Dispute refers to any conflict between and among registered 
employees' organizations, federations, or confederations Involving 
representab'on questions for purposes of collective bargaining, 
negotiation, or representation, or to any dispute other than an intra­
union dispute as defined in herein;
(q) Intra-Union Dispute refers to any conflict between and among the 
members of an employees' organization. Including grievances arising 
from any violation of the rights and conditions of membership, or any 
violation of, or disagreement, over any provision of the constitution and 
by-laws, or any dispute arising from affiliation;
(r) LaborDlspute\rvi\yde& any controversy or matter concerning terms and 
conditions of employment, or the representation of persons in 
negotiating, fixing, maintaining, changing, or arranging the terms and 
conditions of employment, regardless of whether the disputants stand 
in the proximate relation of employer and employee;


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(8) Labor Organization means any duly-registered employees' organization, 
or duly-registered federation or confederation of employees' 
organizations, which exist In whole or in part for the purpose of collective 
bargaining, or for dealing with government agencies regarding terms 
and conditions of employment;
(t) A'CV5means the National Conciliation and Mediation Board established 
pursuant to Executive Order No. 126;
(u) Negobating Unit refers to the constitutional bodies and their regional 
offices, the executive department Including services and staff bureaus 
and regional offices, line bureaus and their regional offices, attached 
agencies, the legislature, the judiciary, state universities and colleges, 
government-owned and controlled corporations with or without original 
charter, and, provinces, cities, municipalities, and other local 
government units;
(v) Non-Competitive Positions wsn refer to any of the following:
a. Policy determining positions, which vest in the occupant the 
power to formulate policies for the government or any of Its 
agencies, subdivisions, or instrumentalities, such as a member of 
the cabinet;
b. Primarily confidential positions, where the occupant enjoys more 
than the ordinary confidence of the appointing power, but bears 
such close intimacy which ensures freedom of discussion without 
embarrassment or misgivings of possible betrayal of personal 
trust on confidential matters of state, such as a personal 
secretary; and
c Highly technical positions, which requires the occupant to possess 
skills or training in a supreme or superior degree, such as a 
scientist or legal professional.
(w) Organizational Unit refers to an Identifiable government unit, such as 
the constitutional bodies and their regional offices, the executive 
department including services and staff bureaus, line bureaus, attached 
agencies, the legislature, the judiciary, state universities and colleges, 
government-owned or controlled corporations with or without original 
charter, provinces, dties, municipalities, and other local government 
units, regional offices (composed of provindal, district, local offices) of
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GIVING OR RECEIVING OF PAYMENTS OR BENEfTTS TO ACHIEVE
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THE CONSENT OF A PERSON HAVING CONTROL OVER ANOTHER
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PERSON. OR THROUGH THE USE OF _QNLlNE_QR_PIGITftL
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PLATFORMS, any of the following acts:
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"(a) To recruit, obtain, hire, provide, offer, transport, transfer, maintain,
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harbor, or receive a person by any means, including those done under the
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pretext of domestic or overseas employment or training or apprenticeship,
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for the purpose of prostitution, pornography, or sexual exploitation,
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FORCED LABOR. SLAVERY. INVOLUNTARY SERVITUDE OR DEBT
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BONDAGE:
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XXX
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"(h) To recruit, hire, adopt, transport, transfer, obtain, harbor, 
maintain,
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provide, offer, receive or abduct a person, by means-of thrcat-or uso-of
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forcG>-froud,- dGCOit,-violGncG7-coercion, or intimidation for the purpose of
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removal or sale of organs of said person;
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Sec. 4. Section 5 is hereby amended to read as follows:
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'•'SEC. S. Acts that Promote Trafficking in Persons -The following acts which
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promote or facilitate trafficking in persons, shall be unlawful:
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"(a) To knowingly lease or sublease, use or allow to be used any house,
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building or establishment; or any VEHICLES OR CARRIERS BY LAND,
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SEA 
AND AIR: AND ANY OF THEIR ONLINE OR DIGITAL
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PLATFORMS AND APPLICATIONS 
for the purpose 
of promoting
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trafficking in persons;
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FOR INTERNET SERVICE PROVIDERS. INTERNET CONTENTS
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HOSTS. AND AMY SUCH SIMILAR SERVICE PROVIDERS IN
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INFORMATION AND TECHNOLOGY SECTOR. TO KNOWINGLY
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ALLOW THEIR INFRASTRUCTURE TO BE USED FOR THE PURPOSE
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OF PROMOTING TRAFFICKING IN PERSONS;
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n(c\ 
FOR 
INTERNET CAFES AND KIOSKS. INCLUDING
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ESTABLISHMENTS OFFERING WI-FI ACCESS SERVICES TOJIHE
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PUBLIC. TO KNOWINGLY ALLOW ITS FACIUTIES TO BE USED FQR
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THE PURPOSE OF PROMOTING TRAFFICKING IN PERSONS:
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"(d) 
FOR FINANCIAL INTERMEDIARIES. INCLUDING. NOT
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LIMITED TO BANKS AND CREDIT CARD COMPANIES AND MONEY
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TRANSFER OR REMITTANCE CENTERS. TO KNOWINGLY ALLOW


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protecting and promoting employees' rights and benefits In accordance 
with law;
(gg) Voluntaty Arbitration refers to the mode of settling labor disputes by 
which the parties select a competent, trained and impartial person who 
shall decide on the merits of the case and whose dedslon is final, 
executory and binding; and
(hh) Voluntary Recognition refers to the process by which a duly- 
registered employees' organization Is recognized by the appropriate 
authority as the exclusive bargaining representative of the employees in 
an organizational unit.
CHAPTER XII
RIGHT TO SELF ORGANIZATION
Sec. 5. coverage of the Right to Self-Organization. - All government employees 
shall have the right to self-organization, which shall include the right to form, join, or 
assist employee organizations, national or sectoral federations, or confederations of their 
own choosing, for collective bargaining and the protection of their Interests. Government 
employees shall also have the right to form, in conjunction with appropriate government 
authorities, employee management committees, work councils, and other forms of 
employee participation schemes.
Sec. 6. Limitation on tire Right to Seif-Organization of Employees under Alternative 
Forms of Pubiic Service Work Arrangements. - Employees under alternative forms of 
public service work arrangements such as casual employees or those serving under a job 
order, contract of service, or memorandum of understanding, shall have the right to join 
or assist an employees' organization in their organizational unit However, they shall be 
prohibited from forming a separate employees' organization of their own In an already- 
organized organizational unit: Provided, that they shall have the right to form an 
employees association for their mutual aid and protection.
Sec. 7. Ineiigibiiity of Managerial Supervisory or Confidential Employees to Join 
the Rank-and-Hie Union. - Managerial, supervisory, and confidential employees shall be 
prohibited from joining, forming, or assisting any rank-and-file employees' organization. 
However, they shall have the right to form or join sectoral, national, or international 
federations or confederations of their own. Accordingly, when a member of a rank-and- 
file employees' organization is designated to a position which has been declared primarily 
confidential, policy-determining, or managerial In nature, he or she shall automatically be
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deemed suspended from the rank-and-file employees' organization for the duration of his
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or her designation.
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Sec 8. Exclusion of the Members of the Armed Forces of the Philippines, Including
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Police Officers from the Right to Self-Organization. - Members of the Armed Forceofthe
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Philippines, including police officers, and other public officers primarily responsible for the
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external and Internal security of the State, are excluded from the coverage of the right
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to self-organization. However, firemen and jail guards, not being primarily responsible for
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national security, shall enjoy the right to self-organization. In all instances, civilian or non-
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uniformed personnel shall be allowed to exercise the right to self-organization.
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Sec 9. Effect of the Inclusion of Ineligible or Excluded Employees In a Rank-and-
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File Organization. - The inclusion of ineligible or excluded government employees, as
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provided In this Act, In a rank-and-file employees' organization shall not be a ground for
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the cancellation of registration, but said ineligible or excluded employees shall be deemed
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automatically stricken from said organization's membership roll or list
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Sec. 10. Protection of the Right to Self-Organization. - No government employee
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shall be discriminated against by reason of his or her membership in any employees'
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organization or by any other exercise of the right to self-organization. Employment in
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the civil service shall not be subject to a condition to desist from joining, assisting, or
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forming an employees' organization. It shall be unlawful for any person to restrain,
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coerce, or Interfere with the exercise by employees of the right to self- organization.
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CHAPTER IV
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RIGHTS OF REGISTERED ORGANIZATION AND RIGHTS AND CONDITIONS OF
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MEMBERSHIP IN AN EMPLOYEES' ORGANIZATION
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Sec. 11. Rights of Registered Organizations. - A registered employees'
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organization, federation, or confederation shall have the right:
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(a) To act as representative of its members for the purpose of representation,
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social dialogue, collective bargaining, and negotiations;
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(b) To be certified as the exclusive bargaining representative of all the employees
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in an organizational unit in the case of employees' organizations;
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(c) To be recognized as the bargaining representative of all member-employees'
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organizations for national or sectoral bargaining on matters pertaining to the
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welfare and benefits of government employees, in the case of federations or
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confederations;


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(d) In the case of federations, to Issue charter certlflcates to chartered employees' 
organizations as a guarantee of their existence and legitimacy to be the 
exclusive bargaining representative of the organizational unit sought to be 
represented, subject however to submission of the charter certificate and 
accompanying application for registration, as provided in this Act;
(e) To own property, real or personal, for the use and benefit of the organizaUon 
and Its members;
(f) To sue and be sued in its registered name;
(g) To be afforded facilities to enable a certified employees' organization to carry 
out its functions promptly and efficiently, both during and outside hours of 
work, including union or membership dues payroll deduction, time-off for union 
activities without loss of pay or benefits, access to workplaces and prompt 
access to management, office spaces and equipment, transport and 
communications, authorization to post organization or trade union notices, 
right to attend meetings, and right of assembly;
(h) To act as a watchdog against corruption and illegal activity within the 
government; and
(0 To undertake all other activities not contrary to law, for the benefit of the 
organization and its members.
Notwithstanding any provision of a general or special law to the contrary, the income and 
property of legitimate employees' organizations, federations, or confederation. Including 
grants, endowments, gifts, donations, and contributions they may receive from fraternal 
and similar organizations, local or foreign, which are actually, directly and exclusively 
used for their lawful purposes, shall be free from taxes, duties and other assessments. 
The exemptions provided herein may be withdrawn only by a special law expressly 
repealing this provision.
Sec. 12. Rights and Conditions of Membership in an Employees' Organization, 
Federation, or Confederation. - The following are the rights and conditions of membership 
in an employees' organization, federation, or confederation:
(a) No arbitrary or excessive initiation fees shall be required of the members, nor 
shall arbitrary, excessive, or oppressive fines and forfeitures be imposed;
(b) The members shall be entitled to full and detailed reports from their officers 
and representatives of ail financial transactions, as provided for in the 
constitution and by-laws of the organization;
(c) The members shall directly elect their officers In the employees' organization, 
as well as their national officers In the federation or confederation to which
. .....


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they are amilated, by secret ballot at Intervals of not greater than five (5) years. 
No quaimcatlon requirement for candidacy to any position shall be Imposed 
other than membership In good standing In the organization, federation, or 
confederation. The secretary, or any other responsible officer, shall furnish the 
Board with a list of newly-elected officers, together with the appointive officers 
or agents entrusted with the handling of funds, within thirty (30) calendar days 
after the election of officers, or from the occurrence of any change in the 
officers of an organization;
(d) The members shall determine by secret ballot, after due deliberation, any 
question of major policy affecting the entire membership of the employees' 
organization, federation, or confederation, unless force majeure renders a 
secret ballot impractical, in which case the board of directors of the organization 
shall make the decision on behalf of the general membership;
(e) No employees'organization, federation, or confederation shall knowingly admit 
as members, or continue In membership, any Individual who belongs to a 
subversive organization or those who engage, directly or indirectly, in any 
subversive activity;
(f) No person who has been convicted of a crime involving moral turpitude shall 
be eligible for election as an officer, or for appointment to any position, in an 
employees'organization, federation, or confederation;
(g) No officer, agent, or member of an employees' organization, federation, or 
confederation shall collect any fees, dues, or other contributions on its behalf, 
or make any disbursement of its money or funds, unless he or she is duly- 
authorized to do so pursuant to its constitution and by-laws;
(h) Every payment of fees, dues, or other contributions by a member shall be 
evidenced by a receipt signed by the officer or agent making the collection, and 
entered into the record of the employees' organization, federation, or 
confederation kept and maintained for the purpose;
(i) The funds of an employees' organization, federation, or confederation shall not 
be applied for any purpose or object other than those expressly provided by its 
constitution and by-laws, or those expressly authorized by a written resolution 
adopted by the majority of the members at a general meeting duly-called for 
the purpose;
Q) Any Income or revenue of an employees' organization, federation, or 
confederation shall be evidenced by a record indicating its source, and every 
expenditure of its funds shall be evidenced by a receipt from the person to


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whom the payment Is made, which shall state the date, place, and purpose of 
such payment. Such record or receipt shall form part of the financial records of 
the organization, federation, or confederation. Any action involving the funds 
of an employees' organization, federation, or confederation shall prescribe after 
three (3) years from the date of submission of the annual financial report to 
the Board or from the date the same should have been submitted as required 
by law, whichever comes earlier: Provided, That this provision shall apply only 
to registered employees' organizations, federations, or confederation which 
have submitted the financial report required under this Act: Provided, further. 
That failure of any employees' organization, federation, or confederation to 
comply with the periodic financial reports required by law, and by rules and 
regulations promulgated tiiereunder, six (6) months after the effecOvity of this 
Act, shall be a ground for disciplinary action against the officers responsible 
therefor;
(k) Officers shall not be paid any compensation other than the salaries and 
expenses appurtenant to their positions as specifically provided for in the 
constitution and by-laws, or in a written resolution duly-authorized by a 
majority of all the members at a general membership meeting duly-called for 
the purpose. The minutes of the meeting and the list of participants and ballots 
cast shall be subject to Inspection by the Board through the Bureau of Labor 
Relations as its duly-authorized representative. Any Irregularity In the approval 
of such a resolution shall be a ground for Impeachment or expulsion from the 
employees' organization, federation, or confederation;
(l) The treasurer and every officer thereof who Is responsible for the financial 
accounts of such an organization, or for the collection, management, 
disbursement^ custody, or control of the funds, moneys, and other property of 
the organization, shall render to the organization and to Its members a true 
and correct account of all moneys received and paid by him or her since he or 
she assumed office, or since the last day on which he or she rendered such 
account, and of all bonds, securities, and other property of the organization 
entrusted to his or her custody or under his or her control. The rendering of 
such account shall be made:
a. At least once a year, within thirty (30) days after the close of the 
organization's fiscal year;
b. At such other times as may be required by a resolution of the majority 
of the members of the organization; and
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c. Upon vacating his or her office.
The account shall be duly-audited and verified by affidavit and a copy thereof 
shall be furnished to the Secretary of Labor.
(m) The books of accounts and other records of the financial activities of the 
organization shall be open to Inspection by any officer or member thereof 
during office hours;
(n) No special assessment or any other extraordinary fee may be levied upon the 
members unless authorized by a written resolution of a majority of all the 
members in a general membership meeting duly-called for the purpose. The 
secretary of the organization shall record the minutes of the meeting including 
the list of all members present, the votes cast, the purpose of the special 
assessment or fee and the recipient of such assessment or fee. The record shall 
be attested to by the president;
(o) Other than for mandatory activities, no special assessments, attorney's fees, 
negotiation fees, or any other extraordinary fees may be checked off from any 
amount due to an employee without an individual written authorization duly- 
signed by the employee. The authorization should specifically state the amount, 
purpose, and beneficiary of the deduction; and
(p) It shall be the duty of any organization and its officers to Inform their members 
of the provisions of the organization's constitution and by-laws, any existing 
collective bargaining agreements, the prevailing labor relations system, and all 
their rights and obligations under existing laws. For this purpose, reasonable 
dues to finance labor relations seminars and other labor education activities 
may be assessed.
Any violation of the above rights and conditions of membership shall be a ground for 
expulsion of the officers responsible from the employees' organization, federation, or 
confederation. At least thirty percent (30%) of the members of an employees' 
organization, or of the total number of affiiiated employees' organizations in the case of 
a federation or confederation, or any member or members directly affected by the 
violation, may report any such vioiati'on to the Board. The Board shall have the power to 
hear and decide any such violation and mete out the appropriate penalty therefor. 
Criminal and dvil liabilities arising from violations of the foregoing rights and conditions 
of membership shall continue to be under the jurisdiction of ordinary courts.
CHAPTERV
PUBLIC SECTOR LABOR RELATIONS BOARD (PSLRB)
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Sec. 13. Public Sector Labor Relations Board (PSLRB); Composition. - Ttie Qvil 
Service Commission's Personnel Relations Office (CSC-PRO) and the Public Sector Labor 
Management CduncII (PSLMC) are hereby abolished and reconstituted as the Public Sector 
Labor Relations Board (PSLRB), hereinafter referred to as the Board, which shall be 
attached to the Office of the President, under the Executive Secretary, for policy 
coordination. It shall implement and administer the provisions of this Act, and shall be 
composed of the following:
(a) A government representative with rank equivalent to an Undersecretary, as 
fulltime Chairperson;
(b) Heads of registered federations or confederations, as members; and
(c) One (1) sectoral representative each from the following: National Government 
Agencies (NGAs); Government Owned and Controlled Corporations with or 
without original charter (GOCCs); Local Government Units (LGUs); State 
Universities and Colleges (SUCS), local universities and colleges, and technical 
and vocational schools; the judiciary; the legislature; constitutional bodies; and 
public school teachers and public health workers.
Board members shall serve for a term of three (3) years, or until their successors are 
elected, unless recalled by the organizations being represented. TTiere shall be no added 
emoluments other than that work performed In such a capacity shall be considered as 
official time. In no case, however, shall a member of the Board serve in a hold-over 
capadty for more than one (1) year.
Sec. 14. Original and Bcdusive Jurisdiction of the Board. - The Board shall have 
original and exclusive jurisdiction to hear and decide the following cases:
(a) Unfair labor practice;
(b) Disputes arising during the course of collective negotiations;
(c) Disputes on Issues resulting from the Interpretation or implementation of the 
grievance machinery;
(d) Determination of the presence or absence of a strike;
(e) Disputes arising from the Interpretation or Implementation of the provisions of 
a collective negotiation agreement;
(0 Violations of the fundamental rights of workers; and
(g) Grave abuse of management prerogatives.
Sec 15. Appellate Jurisdiction of the Board. - The Board shall have appellate 
jurisdiction on decision or orders of the Bureau of Labor Relations Involving:
(a) Representation issues;
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(b) Inter- and Intra-employees' organization, federation, or confederation disputes;
(c) Issues arising from the election or expulsion of officers of employees' 
organizations, federations, or confederations;
(d) Certification elections; and
(e) Verification of voluntary recognition.
Sec. 16. Support and Assistance of the OvH Service Commission, Department of 
Labor and Empioyment, Nab'onai Conciliation and Mediation Board, and Law Enforcement 
Agendas. -
(a) Hie Board shaii have as many employees as may be necessary. It shaii be 
supported and assisted by the Gvil Service Commission, Department of Labor 
and Employment, and the National Conciliation and Mediation Board (NCMB) in 
the administration of public sector labor relations.
(b) Specific to the Department of Labor and Employment, the Bureau of Labor 
Relations shall continue, pursuant to its existing mandate under Executive 
Order No. 180, Series of 1987, and the Labor Code of the Philippines, as 
amended, to conduct hearings on Inter or intra-union disputes with respect to 
public sector organizations, including the registration and cancellation of 
registration of employees' organizations, federations, or confederations. The 
decision of the Bureau shall be appealable to the Board within fifteen (15) 
calendar days from the date of receipt thereof by the parties.
(c) With respect to the National Conciliation and Mediation Board, an attached 
agency to the Department of Labor and Employment, for purposes of this Act, 
it shall create a conciliation-mediation unit that shall provide conciliation- 
mediation services for the purpose of addressing public sector concerns and 
disputes, whether individual or those arising from collective bargaining 
negotiations or the implementation and Interpretation of collective bargaining 
agreements. Unless there Is a need for adjustments, the existing guidelines on 
conciliation-mediation services shall be observed.
(d) Furthermore, a unit mandated to resolve public sector labor relations disputes 
shall be created from the existing voluntary arbitration system administered by 
the National Conciliation and Mediation Board. This unit shall take cognizance 
of disputes that the parties thereto may opt to submit for voluntary arbitration, 
subject to existing guidelines and fees. The Board shall also have the authority 
to directly conduct voluntary arbitration proceedings.
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The Board may deputize or direct any naUonal or local law enforcement agency, or 
Instrumentality of the government, to enforce and execute Its decisions, orders, and 
resolutions.
Sec. 17. mft of Preliminary Injunction or Temporary Restraining Order. - The 
Board may issue a writ of preliminary injunction or temporary restraining order when, on 
the basis of the allegations in a petition, it is established that the acts complained of 
involve or arise from an employee-management dispute and, if not restrained, will cause
grave or irreparable injury to any party, or render ineffectual any decision in favor of such 
party.
The Board shall require the petitioner to post a bond, and the writ of preliminary 
injunction or temporary restraining order shall become effective only upon approval of 
said bond, which shall answer for any damage that may be suffered by the party enjoined
if it is determined, with finality, that the petitioner was not entitled to the ancillary relief 
prayed for.
Sec. 18. Grounds for Contempt - The Board may cite a person for contempt on 
any of the following grounds:
(a) Disobedience or resistance to lawful orders, decisions, rulings, summons, 
subpoenas, or any other Issuance or process of the Board; or
(b) Unlawful interference with the proceedings of the Board, or improper conduct 
tending, directly or indirectly, to Impede, obstruct, delay or hamper the 
implementation of any order, decision, or ruling, as provided in this Act.
Sec. 19. Finality of Decisions. - Decisions of the Board In the exercise of its 
appellate jurisdiction are final and executory unless a motion for reconsideration is filed 
by the aggrieved party within fifteen (15) calendar days from receipt of the decision 
sought to be reconsidered. The Board shall not entertain any further motions for 
reconsideration. Decisions of the Board, in the exercise of its original or appellate 
jurisdiction, may be elevated to the Court of Appeals through the extraordinary remedy 
of petition for certiorari.
Sec, 20. Operations of the Board. - The Board shall have a Technical Executive 
Committee (TEC) as its technical and implementing arm as well as a permanent 
Secretariat. FOr this purpose, the following shall be observed:
(a) The Board shall designate from among themselves the chairperson and 
members of the Technical Executive Committee, in such numbers as it may 
deem appropriate. The TEC shall regularly meet to: (1) pre-process issues and 
concerns and submit recommendations for approval and by the Board; (2) 
monitor, perform, or implement decisions, activities, and projects as approved
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by the Board; and (3) perform such other functions as may be required by the
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Board;
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(b)'The Civil Service Commission's Personnel Relations Office (CSC-PRO) shall be
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reconstituted as the Board's permanent Seaetarlat, and shall provide technical
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and staff support to the Board and TEC;
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(c) The Board may also constitute Itself Into divisions of three (3) members each.
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However, the Board shall convene en bancow matters of policy, or In case of
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disagreements within Its divisions. But in all cases, the signing authority for
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decisions of the Board shall be the Chairperson, with the concurrence of a
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majority of the members present during a meeting. The Board shall determine
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what constitutes a quorum to conduct official business, either of the division or
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the Board en banc, and
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(d) The Qvil Service Commission and the Office of the Executive Secretary shall
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allocate the funds and resources required by the Board for Its operations from
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their respective budgets.
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CHAPTER VI
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REGISTRATION AND CANCELLATION OF REGISTRATION
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Sec. 21. Requirements for Registration. - An employees' organization, federation,
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or confederation shall acquire legal personality and enjoy the rights and privileges under
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this Act, on the date of Issuance of a certificate of registration by the Bureau of Labor
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Relations, which shall be the central registry for legitimate labor organizations, after
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compliance with the following requirements:
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(a) The application for registration of an employees' organization shall be
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accompanied by the following:
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1. A statement indicating the name of the applicant employees'
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organization, its principal address, the names of its officers, total number
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of members and the number of employees in the organizational unit the
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applicant seeks to represent;
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2. Duly-ratified constitution and by-laws accompanied by the minutes of
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the meeting during which they were adopted or ratified, as well as a list
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of members who participated in the said meeting;
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3. The signatures of at least ten percent (10%) of the employees in the
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organizational unit the applicant seeks to represent;
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4. 3. If the applicant has been in existence for one or more years, a copy
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of its most recent annual audited financial statements; and
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5. A registration fee, the amount of which shall be determined by the
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Bureau of Labor Relations.
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(b) The application for registration of a chartered employees' organization shall be
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accompanied by the following:
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1. Duly*authenticated copy of the federation charter certificate issued to
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the employees' organization;
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2. Duly-ratified constitution and by-laws accompanied by the minutes of
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the meeting during which they were adopted or ratified, as well as a list
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of members who participated in the said meeting;
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3. If the applicant has been In existence for one or more years, a copy of
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its most recent annual audited financial statements; and
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4. A registration fee, the amount of which shall be determined by the
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Bureau of Labor Relations.
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(c)The application for registration of federation or confederation shall be
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accompanied by the following:
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1. A statement indicating the name of the applicant federation or
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confederation, its principal address, and the names of its officers;
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2. Duly-ratified constitution and by-laws accompanied by the minutes of
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the organizational meeting during which they were adopted or ratified,
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as well as a list of the affiliated employees' organizations and members
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who participated in the said meeting;
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3. copies of registration certificates and affiliation confirmation resolutions
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of at least five (5) affiliate or member labor organizations in the case of
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federations;
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4. copies of registration certificates and affiliab’on confirmation resolution
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of at least two (2) affiliate or member federations in the case of
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confederations;
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5. If the applicant has been in existenre for one or more years, a copy of
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its most recent annual audited financial statements; and
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6. A registration fee, the amount of which shall be determined by the
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Bureau of Labor Relations.
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(d) All applications for registration shall be attested to by the applicant's president
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and verified under oath by its secretary or treasurer.
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Sec. 22. Incomplete Application; Non-Denial - Incomplete applications for
35 
registration shall not be accepted. Complete applications for registration on the other
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hand, shall be deemed approved upon receipt by the Bureau.
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Sec. 23. Repoitoria!Requirements. - All registered employees' organizations shall
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submit an annual organizational report containing a list of Ite current officers and
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members, principal office address, annual audited financial statements, and authorized
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contact persons. Non-submisslon of reportorial requirements shall not be a ground for
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cancellation of registration.
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Sec. 24. Grounds for Cancellation of Registration. - A petition for the cancellation
7 
of registration of an employees' organization, federation, or confederation shall be filed
8 
before the Bureau on the grounds of misrepresentation or fraud In the formation of the
9 
organization. Such a petition shall be accompanied by the signatures of at least forty 
percent (40%) of the total membership of the subject organization. No motuproprio or 
administrative cancellation of registration by the Bureau or by the Board shall be allowed.
Sec. 25. Effect of Pendency of a Petition for Cancellation of Registration. - The 
pendency of the petition for cancellation of registration shall not affect the legitimate 
personality of the employees' organization, and all the rights appurtenant thereto, 
including the right to partidpate in, or file, a petition for certification election, or be 
certified as the exdusive bargaining agent, or to negotiate a collective bargaining 
agreement, absent a cease and desist order from the Bureau or the Board.
Sec 26. Bureau Report of Registration and Cancellation to the Board. - The 
Bureau of Labor Relations shall make a periodic report on registered and cancelled 
employees' organizations, federations, and confederations to the Public Sector Labor 
Relations Board.
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CHAPTER VII
EXCLUSIVE BARGAINING REPRESENTATIVE
Sec 27. Certification of Exclusive Bargaining Representative in Unorganized 
Organizational Unit - A duly-registered employees' organization which has the support 
of at least twenty percent (20%) of the members of the appropriate organizational unit, 
shall have the right to petition the Board to conduct a certification election. The Board 
shall refer the petition to the Bureau of Labor Relations to determine whether the petition 
complies with the requirements of law. If the petition is compliant, the Bureau of Labor 
Relations shall also conduct the certification election itself. The employees' organization 
who gams the most number of votes shall be certified by the Board as the exclusive 
bargaining representative of the employees in the organizational unit sought to be 
represented.
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Sec. 28. Request for Voluntary Recognition. - A duly registered employees' 
organization shall have the right to file a request for voluntary recognition with the 
appropriate authority if it has the support of a majority of employees in the organizational 
unit sought to be represented.
If the request is accepted, the employees' organization and appropriate authority shall 
file a joint submission notifying the Board that the employees' organization has the 
support ofa majority of the employees In the organizational unit sought to be represented 
and that the appropriate authority has confirmed this fact The Board shall then direct 
that an appropriate notice be posted for a fifteen (15) days in at least two (2) conspicuous 
places In the work premises of the organizational unit sought to be represented. After 
compliance with the posting requirement, a certificate of recognition shall be issued to 
the employees' organization as the exclusive bargaining representative.
However, when there are two (2) or more registered employees' organizations In the 
organizational unit sought to be represented at the time the request for voluntary 
recognition was filed with the appropriate authority, or If there is a question as to whether 
or not a majority of the employees in the organizational unit support the voluntary 
recognition, the Board shall direct the Bureau to conduct a certification election to 
determine the exclusive bargaining representative, regardless of the willingness of the 
appropriate authority to grant recognition.
Sec. 29. Representation Issue In an Organized Organizational Unit - In an already- 
organized organizational unit, a duly registered employees' organization may challenge 
the representative status of the incumbent exclusive bargaining representative by filing 
with the Board a petition for certification election, accompanied by the signatures of at 
least twenty percent (20%) of the employees in that organizational unit, within the sixty 
(60) day freedom period before the expiration of an existing collective bargaining 
agreement
All existing registered employees' organizations in the organizational unit at the time of 
the filing of the petition for certification election shall be candidates in the certification 
election. The employees' organization that gamers a majority of the votes shall be 
certified by the Board as the exclusive bargaining representative.
CHAPTER Vm 
COLLECTIVE BARGAINING
Sec. 30. Levels of Collective Bargaining. - Collective bargaining being essentially a 
social dialogue between public sector workers and government authorities shall be
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conducted regulariy, whether simultaneously or in succession, at the national, sectoral,
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and organizational levels, at intervals deemed appropriate by the parties; but in no case
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shall these Intervals exceed three (3) years.
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Sec. 31. National Bargaining Agreement; Coverage. - General terms and conditions
5 
oF employment of national application, including the standardization of salaries,
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allowances, and benefits of government employees not requiring legislative action, shall
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be subject to collective bargaining between representatives of all accredited public sector
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federations or confederations and national government authorities at regular intervals.
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Such terms and conditions of employment shall include the following:
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(a) Reclassification, review, creation, abolition, or upgrading of positions;
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(b) Wages, as well as review and revision of the compensation structure;
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(c) Increase In standard allowances granted uniformly across the government;
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(d) Creation of anti-corrupti'on advocacy and monitoring units at the national,
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sectoral, and organizational unit levels;
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(e) Creation of sodal dialogue mechanisms at the national, sectoral, and
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organizational unit levels; and
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(0 Other benefits covered by this Act.
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Sec. 32. Sectoral Bargaining Agreement - Sectoral collective negotiations shall be
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undertaken on sector-specific concerns between elected sectoral representatives and the
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concerned sectoral government authorities, which shall indude terms and conditions of
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employment unique to the sector as well as incentives, Induding wage and salary
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structure, as provided under Republic Act No. 10149, or the GOCC Governance Act of
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2011.
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Sec. 33. Organizational Bargaining Agreement; Coverage. - Personnel
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enhancements, welfare, and benefits, which must not be lower than national or sectoral
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standards, shall be negotiated at the level of the negotiating unit between the certified
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employees' union and the concerned government authority, which shall Indude, among
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others, the following:
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(a) Schedule of vacation and other leaves;
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(b) Work assignments of pregnant women;
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(c) Personnel growth and development;
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(d) Communication system within the organizational unit;
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(e) Provisions for occupational safety and health;
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(0 Provisions and facilities for handicapped personnel;
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(g) Use of gender and development budget;
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(h) Wellness and physical fitness program;
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(i) Establishment of day care facilities;
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0) Annual medical and physical examinations;
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(k) Recreational, social, athletic, and cultural activities;
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(I) Facilities requiring capital outlays;
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(m) Provident fund (management counterpart);
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(n) Hospitalization, medical, and dental services;
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(o) Rice, sugar, and other subsidies;
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(p) Travel expenses;
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(q) Other retirement benefits;
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(r) Representation in dilTerent committees in the organizational unit, particularly
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those committees involved in employee welfare and development, productivity,
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and preventing graft and corruption;
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(s) Work organization;
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(t) Productivity and collective negotiation Incentives;
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(u) Health maintenance benefit;
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(v) Staple food benefit;
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(w) Disaster Risk Assistance Management Allowance;
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(x) Renewal of licenses, if a requirement of the work or functions being performed;
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(y) Free legal assistance for work-related cases, or those related to the exercise of
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the office's mandate or function
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(z) Educational allowance;
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(aa) Meal allowance;
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(bb) Mortuary benefit;
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(cc) 
Disability benefits;
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(dd) Longevity bonus; and
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(ee) Union leave.
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Sec. 34. Duty to Bargain in Good Faith.—Parties to collective bargaining shall make
28 
every effort to arrive at comprehensive, mutualiy-acceptable solutions on all matters of
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mutual interest, which solutions shall be observed and implemented in good faith. Good
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faith includes acknowledging the binding effects of the terms and conditions of collective
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bargaining agreements by the parties thereto and their successors-in-interest, even after
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changes in the administration or leadership of the agency or employees' organization.
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Collective bargaining agreements at all levels shall include a binding dispute resolution
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mechanism, such as the establishment of grievance machinery, as well as an agreement
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that the parties shall resort to voluntary arbitration vIs-a-vis issues related to the
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interpretation or implementation of Its provisions.
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Sec. 35. Registration of Collective Bargaining Agreements. - Cbllective bargaining 
agreements, whether national, sectoral, or organizational unit-specific, shall be submitted 
to the Board for administration and monitoring, and to the Bureau for registration, 
recording, and statistical tracking.
CHAPTER IX
UNFAIR LABOR PRACTICE
Sec. 36. Unfair Labor Practice of tire Agency, -TTie following shall constitute unfair 
labor practice on the part of the agency:
(a) Interfering with, restraining, or coercing employees in the exercise of their right 
to self-organization;
(b) Requiring, as a condition of employment, that an employee shall either join, or 
refuse to join, an employees' organization, federation, or confederation, or 
withdraw from one to which he or she belongs;
(c) Discrimination with respect to work schedules, benefits, places of assignment, 
and other terms and conditions of employment in order to encourage or 
discourage membership in any employees' organization;
(d) Terminating the services, or discriminating against, an employee for having 
filed charges or expressed willingness to expose corrupt practices;
(e) Refusing to enter into collective negotiations with accredited or certified 
employees' organization;
(0 Violating any of the provision of the collective negotiation agreement;
(g) Union busting;
(h) Violation of the freedom of association and the right to strike;
(i) Indiscriminate use of management prerogative; and
(i) Failure to act on any form of violence or sexual harassment in the workplace.
Sec. 37. Unfair Labor Practices of Employees'Organizations. - The following shall 
constitute unfair labor practice on the part of employees' organizations:
(a) Restraining or coercing employees in the exercise of their right to seif - 
organization;
(b) Causing or attempting to cause the agency head to discriminate against an 
employee who has not joined or refuses to join the employee organization;
(c) Refusing to negotiate collectively with the duly-authorized representative of the 
agency; and
(d) Violating any of the provisions of the collective negotiation agreement.
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The heads of offices and other officers of the agency, as well as the officers and members
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of an employee organization, who participate In, or authorize, any unfair labor practice
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shall be held administratively liable therefor, without prejudice to civil or criminal liability.
4
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CHAPTERX
6 
GRIEVANCE MACHINERY AND SETTLEMENT OF DISPUTES
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Sec. 38. SeWement of Disputes Arising in Connection with the Determination of
9 
Terns and Conditions of Employment - There shall be established an Independent,
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efficient, speedy, and impartial settlement mechanism for disputes related to the terms
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and conditions of employment, which shall begin at the organizational unit level through
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the grievance machinery, and include third party-intervention through conciliation-
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mediation services and voluntary arbitration for all unresolved labor relations-related
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disputes.
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Sec. 39. Grievance Machinery. - Each department or agency and employees'
16 
organization of an organizational unit shall establish and administer a grievance
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machinery. Every employee shall have the right to have his or her grievance adjudicated
18 
as expeditiously and fairly as possible. A grievance may be filled by an aggrieved
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employee, or by the employee organization to which he or she belongs, in accordance
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with the rules issued by the Board.
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Sec. 40. Conciliation-Mediation. - The parties, by mutual agreement, shall have
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the right to refer unresolved grievances, either individual or those involving collective
23 
bargaining, to the conciliation-mediation unit of the NCMB. The Board shall also have the
24 
authority to refer unresolved grievances to the NCMB.
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Sec. 41. Voluntary Arbitration. - All labor relations-related disputes in the public
26 
sector shall be submitted for voluntary arbitration.
27 
Sec. 42. Voluntary Arbitration Unit; Accreditation. - Voluntary arbitrators for the
28 
public sector shall be accredited by the Board pursuant to accreditation procedures it shall
29 
promulgate, which shall include minimum hours of training on public service laws, rules,
30 
and regulations, and the appropriate clearances. To be listed in the roster of public sector
31 
arbitrators of good standing, accredited voluntary arbitrators shall submit regular reports
32 
on cases handled to the Board, and shall undergo enhancement training on public sector
33 
rules and regulations.
34 
Sec 43. Assignment of Cases. - In the absence of an agreement by the parties on
35 
the selection of their voluntary arbitrators, the Board shall facilitate the assignment and
36 
raffle of cases to arbitrators of good standing.
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Sec. 44. Awards or Decisions of Voluntary Arbitrators. - Awards or decisions of 
voluntary arbitrators shall cite the facts and the law upon which they are based. Unless 
an appeal Is filed with the Court of Appeals, such awards and decisions shall be final and 
executory fifteen (15) calendar days from receipt thereof by the parties.
CHAPTER XI 
STRIKES
Sec. 45. Right to Strike. - The right of government employees to engage in 
peaceful concerted activities, as well as the right to strike, for purposes of collective 
bargaining or for mutual benefit and protection, including anb'-corruption demonstrations, 
shall be recognized and respected provided that the grounds, procedures, and cooling off 
period requirement in Article 278 (formerly 263) of the Labor Code of the Philippines, as 
amended, are observed, and provided further that inter-union or Intra-union disputes 
shall not be grounds for a strike.
Sec. 46. Minimum service Requirement - Considering the nature of public service, 
the duly registered employees' organization and the appropriate authority in the 
organizational unit shall ensure that a minimum level of continuous service shall be 
provided to the public for the duration of the concerted activity or strike.
Sec. 47. Umited Right to Strike. - Rrefighters shall enjoy a limited right to strike, 
as provided In regulations promulgated by the Board, considering the nature of the 
services they provide to the community.
Sec. 48. Compulsory Arbitration by die Board. - The Board shall immediately 
assume jurisdiction over any dispute involving employees and duly-registered employees' 
organizations in an organizational unit rendering essential services to the public, such 
that any interruption thereto would pose imminent danger to the life, safety, or health of 
any part of the population. Including, among others, direct patient care in public health 
Institutions, public air traffic control, or prison services, for the purpose of expeditiously 
resolving the dispute, through conciliation, mediation, or voluntary arbitration
proceedings.
The Board shall resolve disputes involving employees and duly-registered employees' 
organizations in an organizational unit rendering essential services to the public within 
thirty (30) calendar days from the date it assumed jurisdiction thereof. The resolution or 
decision of the Board shall be final and executory ten (10) calendar days from receipt 
thereof by the parties.
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Sec. 49. No Disciplinary Action Arising from a Labor Dispute. - No administrative
2 
or disciplinary action shall be Imposed against any employee involved in the legitimate
3 
exercise of the rights to strike, to peaceably assemble, or to freedom of expression.
4 
Sec. 50. Guarantees against Unreasonabie Searches or Anests Arising from a
5 
Labor Dispute. - Pursuant to the Constitutional guarantee of the people to be secure from
6 
unreasonable searches and seizures, no search or arrest arising from a labor dispute shall
7 
be made except through a warrant issued by a competent court Government prosecutors
8 
shall first secure clearance from the Board before taking cognizance of a criminal
9 
complaint vis-ii-vis cases arising out of, or related to, a labor dispute, including those 
to involving allegations of violence, coercion, physical injury, assault upon a person in
11 
authority, obstructing the free ingress to, and egress from, the workplace, and other
12 
similar acts of intimidation.
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CHAPTER XII
15 
REPRESENTATION AND SOCIAL DIALOGUE
16
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Sec. 51. Parbapation and Representation of Pubiic Sector Employees in Poiicy-
18 
Maidng Bodies and Institutions - The right of public sector employees to genuine
19 
participation and representation in policy-making bodies and institutions whose actions
20 
affect their welfare shall be upheld, and provisions for their representation in the Boards,
21 
among others, of the Government Service Insurance System (GSIS),Pag-Iblg Fund, and
22 
PhilHealth shall be made. To fully comply with this requirement, no appointment of public
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sector employees' representatives shall be issued without the concurrence and
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endorsement of a duly-registered public sector employees' federation or confederation.
25 
Sec. 52. Q)nsuitab've Medianisms in the Gvii Service. - To make the delivery of
26 
government processes and services transparent^ graft-free, and effective, as well as to
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ensure harmonious labor-management relations in the civil service, the Civil Service
28 
Commission shall establish a mechanism for social dialogue and consultation with
29 
government employees at the organizational unit level in all branches, subdivisions,
30 
instrumentalities, and agencies of the government, including government-owned or
31 
controlled corporations with or without original charters.
32 
Sec 53. Representation in Tripartite Poiicy-Making and Quasi-Judidai Bodies. -
33 
Public sector employees shall be represented in the National Tripartite Industrial Peace
34 
Council and, where appropriate, in the regional and industry-specific tripartite industrial
35 
peace councils lodged at the Department of Labor and Employment, including the
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Tripartite Voluntary Arbitration Advisory Cbuncil (TVAAC) of the National Conciliation and
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Mediation Board.
3 
Sec. SA. Presidential Sodal Dialogue and Consultation. -The Board, being attached
4 
to the Office of the President, shall regularly convene, motu pmprio ox upon request,
5 
social dialogue and consultation between the President of the Philippines and public
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sector employees' organizations on matters of national concern or on major policies
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affecting the civil service.
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CHAPTER XIII
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MISCELUNEOUS PROVISIONS
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Sec. 55. Implementing Rules and Regulations. - The Department of Labor and
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Employment and Office of the Executive Secretary, in consultation with the Ovil Service
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Commission, Department of Justice, Department of Budget and Management,
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Department of Interior and Local Government, Commission on Higher Education, and
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with the participation of representatives from the public sector federations and
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confederations, shall promulgate the implementing rules and regulations necessary to
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fully implement this Act within one hundred and twenty (120) days from the effectivity
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thereof.
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Sec. 56. Separability Cause. - If any provision of this Act is declared
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unconstitutional or invalid by a court of competent jurisdiction, the remaining provisions
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not affected thereby shall continue to be in full force and effect
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Sec. 57. Repealing Clause. - Executive Order No. 180, Series of 1987, is hereby
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expressly repealed. AH laws, deaees, executive orders, department or memorandum
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orders and other administrative issuances or parts thereof which are inconsistent with
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the provisions of this Act are hereby modified, superseded or repealed accordingly.
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Sec. 58. Effectivity. - This Act shall take effect fifteen (15) days after publication
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In the Official Gazette or in at least two (2) newspapers of general circulation.
Approved,
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