1
TWENTIETH CONGRESS 
) 
REPUBLIC OF THE PHILIPPINES ) 
First Regular Session 
) 
HOUSE OF REPRESENTATIVES 
Introduced by Representative Rufus B. Rodriguez and 
Representative Maximo B. Rodriguez, Jr. 
House Bill No.  3844 
EXPLANATORY NOTE 
This bill seeks to codify all laws and relevant issuances governing the civil service into 
a single, comprehensive statute. The goal is to finally have an ultimate legal authority on the 
Philippine Civil Service System. 
The Civil Service traces its history to the ancient Middle Eastern River civilizations and 
to China which established an effective and centralized civil service.  The Chinese civil service 
system gave the Chinese Empire stability for over 2,000 years.  It has served as a model for 
the civil service systems in many countries, the Philippines included. 
Over the years, the Philippine Civil Service evolved through the passage of laws by 
Congress, Executive issuances and rules and regulations issued by the Civil Service 
Commission.  The last major piece of legislation dealing with the Civil Service was Executive 
Order 292, the Administrative Code of 1987. 
Sadly, the pieces of legislation governing the Philippine Civil Service remain scattered 
in different laws, decrees, and letters of instructions and executive orders.  The absence of a 
comprehensive civil service law has sometimes caused confusion among civil servants, to say 
the least.  Many laws overlap and some have become obsolete. 
There is an urgent need to update and gather all civil service and related laws to 
address the ever changing needs of the times. 
Hence, this proposed Civil Service Code seek to address deeply rooted problems 
besetting the public service such as graft and corruption, red-tape, violations of government 
employee rights and the merit system, among other things. 
The immediate passage of this bill is earnestly requested. 
 RUFUS B. RODRIGUEZ 
MAXIMO B. RODRIGUEZ, JR. 
August 20, 2025
8:00 am


2
TWENTIETH CONGRESS 
) 
REPUBLIC OF THE PHILIPPINES ) 
First Regular Session 
) 
HOUSE OF REPRESENTATIVES 
Introduced by Representative Rufus B. Rodriguez and 
Representative Maximo B. Rodriguez, Jr. 
House Bill No.  3844 
AN ACT 
ESTABLISHING A CIVIL SERVICE CODE OF THE PHILIPPINES AND FOR OTHER 
PURPOSES 
Be it enacted by the Senate and House of Representatives of the Republic of the Philippines 
in Congress assembled: 
BOOK I.   GENERAL PRINCIPLES 
Title I – Policies on Civil Service System 
Chapter 1 
Declaration of Policy 
SECTION 1. Short Title.  -  This Act shall be known as the “Civil Service Code of the 
Philippines”. 
SEC. 2. Declaration of Policy.  – 
(a) The state recognizes the primary and enduring role of the civil service system in
implementing the laws, managing public affairs, and ensuring the delivery of public
services.
(b) The state shall provide the enabling environment that will promote its integrity,
independence, productivity and excellence.
(c) It is the policy of the State to promote the Constitutional mandate that:
(1) Appointments in the civil service system shall be made only on the principle
of merit and fitness;
(2) Public office being a public trust, public officers and employees must be
accountable to the people and live the principles of utmost responsibility,
integrity, loyalty, efficiency, patriotism, justice and modesty in serving the
people;
(3) Employment opportunities in the civil service system shall be equally
available to all qualified citizens;
(4) No public officer and employee shall be disciplined, suspended or
dismissed except for cause and after observing due process of law, or for
non-disciplinary causes;
(5) The Civil Service Commission, being the central personnel agency of the
government, shall administer the civil service system and provide policies
and guidelines on the recruitment and selection, utilization, training and
discipline of public officers and employees;
(6) The right to self-organization, collective negotiation and peaceful concerted
activities, including the right to strike in accordance with the provisions of
this code, shall be guaranteed and respected;
(7) Equal pay for work of equal value shall be guaranteed; and


 
3
(8) Actions on personnel matters shall be decentralized, with the different 
departments and other offices or agencies of the government delegating to 
their regional offices or other similar units, powers and functions. 
 
Chapter 2    
Definitions of Terms 
 
SEC. 3. Terms Defined.  -  With reference to the civil service system and as used in this Code, 
the following terms shall be construed to mean as follows: 
 (a) 
Agency refers to any department, bureau, office, commission, administration, 
board, committee, institute, government-owned or –controlled corporation with 
original charter, state university and college, and local government unit. 
 (b) 
Appointing authority refers to the person or body authorized by law to make 
appointments in the civil service system. 
(c) 
Appointment refers to the document issued by the appointing authority allowing 
the appointee to occupy the position stated therein and to perform its functions 
and receive the corresponding compensation.  It could also refer to the 
selection by the appointing authority of an individual who is to exercise the 
functions of the position. 
(d) 
Career Executive Service (CES) refers to the strong, stable, competent, well-
trained and highly motivated corps of career public managers that will provide 
effective support to national development. 
(e) 
CESB refers to the Career Executive Service Board. 
(f) 
Career Executive Service Officer (CESO) refers to a person who has been 
conferred a CES rank. 
(g) 
Chairperson refers to the Chairman of the Civil Service Commission. 
(h) 
Civil service refers to persons employed to carry out public services, in all 
branches, agencies, subdivisions and instrumentalities of government, 
including government-owned and -controlled corporations with original charters 
or created under special laws, local government units, and state universities 
and colleges. 
(i) 
Civil service eligible refers to a person who passed a civil service examination 
or is granted civil service eligibility by law or by the Civil Service Commission.  
(j) 
Civil service system refers to the policies, regulations, procedures, practices 
and ethics that govern the manner in which laws are executed and 
implemented, public affairs are managed and public services are delivered in 
all branches, agencies, subdivisions and instrumentalities of government, 
government-owned and -controlled corporations with original charters or 
created under special laws, local government units, state universities and 
colleges. 
(k) 
Class refers to all positions in the civil service system that are sufficiently similar 
as to duties and responsibilities and require similar qualifications that can be 
given the same title and salary and for all administrative and compensation 
purposes, be treated alike. 
(l) 
Commission refers to the Civil Service Commission. 
(m) 
Commissioner refers to either of the two (2) other members of the Commission. 
(n) 
Consultant refers to the person engaged under a consultancy contract by 
reason of expertise not readily available from career personnel, to perform 
highly specialized functions for a short duration, with a definite output, having 
no employer-employee relation with the contracting agency. 
(o) 
Department refers to any of the departments in the Executive branch, 
Congress, the Judiciary and any of the constitutional commissions. 
(p) 
Disciplining authority refers to the person or body authorized to suspend, 
dismiss or discipline public officers and employees in the civil service system. 


 
4
(q) 
Eligibility refers to the qualification acquired by an individual after passing a civil 
service examination or granted by law or by the commission, for entrance into 
and promotion in the career service. 
(r) 
Employee refers to any person employed in the civil service system of whatever 
category or class up to division chief level.  
(s) 
Employee organization refers to any employee organization, union, 
association, federation, confederation, society or alliance duly registered in 
accordance with the provisions of this Code. 
(t) 
Examination refers to the test conducted by the Commission or any agency 
authorized by law for the purpose of determining merit and fitness for 
appointment in the civil service system. 
(u) 
Grievance refers to an employee's complaint regarding working conditions, 
working relationships or employment status. 
(v) 
Grievance procedure refers to the mechanisms of resolving employee 
grievances and complaints. 
(w) 
Highly technical position refers to a position which requires the occupant to 
possess skill or training in a supreme or superior degree, like that of a scientist. 
(x) 
Job order refers to a contract of service of individuals or groups paid under a 
lump sum appropriation for a short duration having no employer-employee 
relation with the government. 
(y) 
Merit system refers to an organized mechanism by which the selection, 
utilization, compensation, training, retention and discipline of employees in the 
service are governed by comparative merit and achievement. 
(z) 
Personnel action refers to any movement of personnel in the civil service 
system. 
(aa) 
Policy-determining position refers to a position which vests in the occupant the 
power to formulate policies for the government or any of its agencies, 
subdivisions, or instrumentalities, like that of a member of the cabinet. 
(bb) 
Position refers to a job title with a defined set of duties and responsibilities to 
be performed by an individual either on full-time or part-time basis. 
(cc) 
Primarily confidential position refers to a position where the occupant enjoys 
more than the ordinary confidence of the appointing power but bears such close 
intimacy which relieves the latter from misgivings of betrayal of personal trust 
on confidential matters, like that of a private secretary. 
(dd) 
Public officers as distinguished from employees, refer to those whose functions 
are managerial or executive in nature and above the division chief level 
invested by law with a portion of the sovereignty of the state. 
(ee) 
Qualification standards refer to the minimum requirements for a class of 
position expressed in terms of education, training, experience, civil service 
eligibility, physical fitness and other qualities required by the job. 
(ff) 
Rank-and-file refers to employees occupying positions in the first and second 
levels. 
(gg) 
Reorganization refers to the process of restructuring an agency’s 
organizational and functional set-up with the view of making it more 
economical, effective, efficient and responsive to the needs of the public. 
 
(hh) 
Solo parent refers to any individual who falls under any of the categories   as 
enumerated in R.A. 8972, otherwise known as the Solo Parents   Welfare Act 
of 2000. 
(ii) 
Strike, for purposes of this code, refers to a concerted action of an accredited 
employee organization which will result in temporary work stoppage without 
total disruption of public service. 
 
 
 


 
5
Chapter 3 
Rights and Obligations of Public Officers and 
Employees in the Civil Service System 
 
SEC. 4. Rights.  -  Public officers and employees in the civil service system shall have the 
right to: 
(a) 
Security of tenure; 
(b) 
Exercise the authority attendant to their positions; 
(c) 
Enjoy leave, welfare, retirement and other benefits and services; 
(d) 
Self-organization or to form and join unions, associations, federations, 
confederations or societies for purposes not contrary to law;  
(e) 
For rank-and-file employees of accredited organizations to collectively 
negotiate for terms and conditions of employment in accordance with existing 
laws and the right to engage in a strike in accordance with the provisions of this 
code; and 
(f) 
Enjoy such other rights provided by law. 
 
SEC. 5. Obligations.  - Public officers and employees in the civil service system shall: 
 (a) 
Uphold and defend the Constitution and laws of the Republic of the Philippines; 
(b) 
Take and subscribe to an oath before assumption of office; 
 (c) 
Be accountable at all times to the people, and serve them with utmost 
responsibility, integrity, loyalty and efficiency, act with patriotism and justice and 
lead modest lives; 
 (d) 
Discharge their duties faithfully and maintain the required level of productivity 
of their positions for the benefit of the public; 
(e) 
Submit upon assumption to duty and as often as may be prescribed by law, a 
sworn statement of assets, liabilities and net worth and disclosure of business 
interests and financial transactions; 
(f) 
Identify and disclose, to the best of their knowledge, their relatives in 
government, in the manner and frequency as may be prescribed by law, rules 
and regulations; and 
(g) 
Undertake programs of self-development to improve their performance and 
levels of service. 
 
Title II - Scope of the Civil Service System 
 
Chapter 1 
Positions in the Civil Service System 
 
SEC. 6. Coverage.  -  The civil service system embraces all branches, agencies, subdivisions 
and instrumentalities of government, state universities and colleges, government-owned and 
-controlled corporations with original charters or created under special laws, and local 
government units. 
 
SEC. 7. Administration of the Civil Service System.  -  As the central personnel agency of 
the government, the Commission, shall establish a career service, administer the civil service 
system, adopt measures to promote morale, efficiency, competency, integrity, honesty, 
responsiveness, progressiveness, courtesy and gender sensitivity, strengthen the merit and 
rewards system, integrate all human resource development programs for all levels and ranks 
therein and institutionalize a management climate that promotes good working conditions and 
public accountability. 
 
SEC. 8. Categories of Positions.  -  Positions in the civil service system shall be categorized 
as career and non-career. 
 


 
6
SEC. 9. The Career Service.  -  The career service shall be characterized by (a) entrance 
based on merit and fitness to be determined, as far as practicable, by competitive 
examinations or on highly technical qualifications; (b) opportunity for advancement to higher 
career positions; and (c) security of tenure which is also based on performance, mechanics of 
which shall be formulated by the Commission. 
 
SEC. 10. Positions Included in the Career Service.  -  Positions in the career service include 
the following: 
 (a) 
Open career positions - appointment to which requires qualification in an 
appropriate examination or other modes in accordance with law;  
(b) 
Closed career positions – positions that are scientific or highly technical in 
nature, which  maintain their own merit systems, such as the following: 
(1) 
Faculty and academic staff of state universities and colleges or scientific 
and technical positions in scientific or research institutions; 
(2) 
Career Executive Service; 
(3) 
Career officers, other than those in the career executive service, who 
are appointed by the President, such as the foreign service officers in 
the Department of Foreign Affairs, the judges and justices in the 
Judiciary and the prosecutors in the prosecution services;  
(4) 
Uniformed and commissioned personnel of the Philippine National 
Police; 
(c) 
Permanent laborer, whether skilled, semi-skilled, or unskilled. 
 
SEC. 11. Classes of Positions in the Career Service.  -  Positions in the career service shall 
be grouped as follows: 
 (a) 
First Level - includes clerical, trades, crafts and custodial positions whether in 
a non-supervisory or supervisory capacity; 
 (b) 
Second Level - includes professional, highly technical, scientific or other highly 
specialized positions in a supervisory or non-supervisory capacity requiring at 
least a baccalaureate degree or its equivalent as determined by the 
Commission; and  
 (c) 
Third Level – includes the highest-level positions in the career service as 
determined in the Position Classification and Compensation System. 
 
Except as otherwise provided in this Code, entrance to the first two levels shall be 
through competitive or special examinations to be given by the Commission. Entrance to the 
third level shall be based on qualification requirements prescribed by the Commission through 
the CESB.  Entrance to a higher level does not require previous qualification in the lower level.   
 
SEC. 12. The Non-Career Service.  -  The non-career service shall be characterized by merit 
and fitness to be determined by (a) modes other than those of the usual tests utilized for the 
career service;   (b) tenure which is limited to a period specified by law; (c) tenure which is 
coterminous with that of the appointing authority or subject to his/her pleasure or which is 
limited to the duration of a specific project for which purpose of employment was made; and 
(d) the primarily confidential nature of the position. 
 
SEC. 13. Positions Included in the Non-Career Service.  -  The non-career service shall 
include the following: 
(a) 
Elective officers and their personal and primarily confidential staff; 
(b) 
Department heads and other officers of Cabinet rank who occupy their 
positions at the pleasure of the President and their personal and primarily 
confidential staff; 
(c) 
Chairpersons and members of constitutional commissions and other 
commissions, boards and other bodies with fixed terms of office and their 
personal and primarily confidential staff; 


 
7
(d) 
Non-career undersecretaries and non-career assistant secretaries and their 
personal and primarily confidential staff; 
(e) 
Contractual personnel or those whose employment is in accordance with a 
special contract for a maximum period of one year to undertake a specific work 
or job which requires special knowledge and/or technical skills not available in 
the employing agency; 
(f) 
Those whose positions may be declared as personal and primarily confidential 
by the Commission; and 
(g) 
Emergency, casual and seasonal personnel. 
 
Title III - The Civil Service Commission 
 
Chapter 1  
Composition, Duties and Functions 
 
SEC. 14. Composition.  -  The Commission shall be composed of a Chairperson and two (2) 
Commissioners. 
 
SEC. 15. Qualifications of the Chairperson and Commissioners.  -  The Chairperson and 
Commissioners shall be natural-born citizens of the Philippines, and at the time of their 
appointment are at least thirty-five (35) years of age with proven capacity for public 
administration and must not have been candidates for any elective position in the elections 
immediately preceding their appointment.   
 
As far as practicable, one of them must be a lawyer and the composition of the 
Commission must be gender balanced. 
 
SEC. 16. Terms of Office.  -  The Chairperson and Commissioners shall be appointed by the 
President subject to confirmation by the Commission on Appointments for a term of seven (7) 
years without reappointment.  In no case shall any member be appointed or designated in a 
temporary or acting capacity.  Appointment to any vacancy shall be only for the unexpired 
term of the predecessor. 
 
SEC. 17. Compensation.  -  The salaries of the Chairperson and the Commissioners shall be 
fixed by law and shall not be decreased during their tenure. 
 
SEC. 18. Prohibition.  -  No Member of the Commission shall, during their tenure, hold any 
other office or employment except when expressly provided by law.  Neither shall he/she 
engage in the practice of any profession or in the active management or control of any 
business which in any way be affected by the functions of his/her office, nor shall he/she be 
financially interested, directly or indirectly, in any contract with, or in any franchise or privilege 
granted by the government, any of its subdivisions, agencies, or instrumentalities, including 
government-owned or controlled corporations. 
 
SEC. 19. Powers and Functions of the Commission.  -  The Commission shall have the 
following powers and functions: 
(a) 
Administer and enforce the constitutional and statutory provisions and such 
other mandatory provisions of law on the merit system for all levels and ranks 
in the civil service system; 
(b) 
Prescribe, enforce and amend rules and regulations for carrying into effect the 
provisions of this Code and other pertinent laws which shall become effective 
thirty (30) days from the date of publication in the Official Gazette or in a 
national newspaper of general circulation; 
(c) 
Promulgate its own rules concerning pleadings and practice before it or any of 
its offices, which shall not diminish, increase or modify substantive rights; 


 
8
(d) 
Promulgate policies, standards and guidelines for the civil service system and 
adopt plans and programs to promote ethical, efficient and effective personnel 
administration in the government including innovative systems and 
mechanisms to ensure feedback from the public; 
(e) 
Formulate policies and regulations for the administration, maintenance and 
implementation of Position Classification and Compensation system; 
(f) 
Render decisions, orders, opinions or rulings on civil service matters which 
shall be binding on heads of departments and agencies and immediately 
executory and notwithstanding any law to the contrary, may be brought only to 
the Supreme Court on certiorari; 
(g) 
Discipline CES members for cause after due process; 
(h) 
Control, supervise and coordinate civil service examinations.  Any entity or 
public officer in government may be called upon by the Commission to assist 
in the preparation and conduct of the said examinations.  Such assistance 
includes, but is not limited to, the provision of personnel and security, the use 
of buildings and facilities, as well as the transportation of examination materials;  
(i) 
Grant civil service eligibility to qualified applicants based on civil service 
examination results, performance, training, education, qualifications and other 
similar standards, subject to the guidelines it may prescribe; 
(j) 
Prescribe all forms for civil service examinations, appointments, reports and 
such other forms as may be required by law and the rules and regulations of 
the Commission; 
(k) 
Declare, when appropriate, positions in the civil service system as primarily 
confidential, highly technical or policy-determining; 
(l) 
Formulate, administer and evaluate programs relative to the recruitment and 
selection, development and retention of a qualified and competent work force 
in the public service, including administration, development and evaluation of 
training, scholarship and retirement programs; 
(m) 
Resolve administrative cases and other civil service matters brought before it 
directly or on appeal, including disciplinary matters, contested appointments or 
personnel actions.  The decisions, orders or ruling of the Commission may be 
brought by the aggrieved party to the Supreme Court only on certiorari;   
(n) 
Issue subpoena ad testificandum (process directing the attendance of witness) 
and/or subpoena duces tecum (process directing the production of 
documentary evidence); 
(o) 
Deputize public officers and employees of the Commission and of other 
departments and agencies to investigate and hear cases and to submit their 
findings and recommendations to the Commission; 
(p) 
In the exercise of its quasi-judicial functions, punish for contempt, direct and 
indirect, public officers, employees and other persons for refusal or failure to 
comply with the decisions, orders, rulings or processes and proceedings of the 
Commission; 
(q) 
Delegate any power or function of the Commission to its regional or field offices; 
(r) 
Review decisions and actions of its offices; 
(s) 
Enforce and execute its decisions, orders and rulings, and for this purpose, 
deputize any national or local law-enforcement agency or instrumentality of the 
government which shall act under the direct and immediate supervision of the 
Commission; 
(t) 
Act on all appointments and other personnel matters in the civil service system; 
(u) 
Inspect and audit the personnel actions and programs of the departments, 
agencies, bureaus, offices and instrumentalities of government, state 
universities and colleges, government-owned and –controlled corporations with 
original charters or created under special laws, local government units; 
(v) 
Prescribe rules and policies on employee organizations and regulate 
employee-management relations including the settlement of disputes; 


 
9
(w) 
Prescribe and enforce rules and regulations to promote and ensure safe, 
healthy and proper working conditions for employees; 
(x) 
Formulate and administer programs that will foster an honest, graft-free public 
service; 
(y) 
Reorganize or effect changes in its organization, within the limits of its 
appropriations, including the creation, merger or consolidation, splitting or 
division and abolition of offices and positions; and 
(z) 
Exercise all powers and perform the functions properly belonging to a central 
personnel agency. 
 
SEC. 20. Duties and Responsibilities of the Chairperson and the Commissioners.   - 
(a) 
The Chairperson and the two Commissioners shall be responsible for the 
effective exercise of the rule-making, policy-formulation and adjudicative 
functions of the Commission.  They shall promote the development of a 
creative, productive and competitive workforce. 
(b) 
The Chairperson shall be the chief executive officer and shall perform the 
following functions: 
(1) 
Execute and administer the internal policies, decisions, orders, and 
resolutions approved by the Commission; 
(2) 
Direct and supervise the operations and internal administration of the 
Commission; 
(3) 
Sign appointments of subordinate public officers and employees made 
by the commission and enforce decisions on administrative discipline 
involving them; 
(4) 
Submit the annual budget of the Commission to Congress for its 
approval; 
(5) 
Transmit to the President, rules and regulations adopted by the 
Commission which require presidential attention including annual and 
other periodic reports; 
(6) 
Delegate authority, in whole or in part, to other public officers and 
employees of the Commission, in accordance with the rules and 
regulations of the Commission; and 
(7) 
Perform such other functions as may be provided by law. 
 
Chapter 2 
Organization and Structure 
 
SEC. 21. Offices in the Commission.  -  The Commission shall have the following offices: 
(a) Office of the Assistant Commissioners; 
(b) Commission Secretariat; 
(c) Office for Legal Affairs; 
(d) Examination, Recruitment, and Placement Office; 
(e) Personnel Policies and Standards Office; 
(f) Human Resource Development Office; 
(g) The Civil Service Institute; 
(h) Personnel Relations Office; 
(i) Public Assistance and Information Office; 
(j) Personnel Records Management Office; 
(k) Office for Planning; 
(l) Office for Financial and Assets Management; 
(m) Office for Personnel Management; 
(n) Regional Offices/Field Offices; and 
(o) Internal Audit Service. 
 


 
10
SEC. 22. The Office of the Assistant Commissioners.  -   The Office of the Assistant 
Commissioners (OACs) shall provide technical support to the Commission in the areas of 
research, policy review and program development.  This office shall also handle special 
projects and maintain external linkages as may be deemed necessary by the Commission.  
 
SEC. 23. The Commission Secretariat.  -  The Commission Secretariat (COMSEC) shall take 
charge of programming and coordinating regular and special meetings of the Commission.  Its 
function includes efficient information management and maintenance of all records, decisions, 
policies, pronouncements and issuances of the Commission. 
 
COMSEC shall also be the main liaison between Central Office and the Regional 
Offices.  This function includes coordination of all transactions of the Central offices with the 
Regional offices. 
 
SEC. 24. The Office for Legal Affairs.  -  This office shall provide the Commission with legal 
advice and assistance in the exercise of its rule-making, policy-formulation, prosecution, 
quasi-judicial and other functions. 
 
SEC. 25. The Examination, Placement and Recruitment Office.  -  The Examination, 
Placement and Recruitment Office (ERPO) shall take charge of developing, enhancing, 
controlling, supervising and coordinating pertinent schemes in the granting of civil service 
eligibility such as but not limited to administration of Civil Service examinations.  It shall also 
take charge of formulating programs, policies, standards and guidelines in the certification and 
placement of civil service eligibles. 
 
SEC. 26. The Personnel Policies and Standards Office.  -  The Personnel Policies and 
Standards Office (PPSO) shall take charge of the formulation and periodic review of 
qualification-, performance- and promotion-standards within the context of the merit and 
rewards policies of the various closed and open career systems. 
 
It shall also develop policies, programs and regulations relative to performance 
management, as well as the inspection and audit of personnel mechanisms in the government 
agencies. 
 
It shall administer, maintain and implement the position classification & compensation 
system. 
 
SEC. 27. The Human Resource Development Office.  -  The Human Resource Development 
Office (HRDO) shall formulate, administer and evaluate HRD programs and policies relative 
to the development and retention of a qualified and competent work force in the public service. 
It shall also be responsible for the innovation and modeling of best-practiced development 
interventions to enhance capacities and reinforce service values of public servants. 
 
SEC. 28. The Civil Service Institute.  -  This office shall be responsible for the design and 
administration of the Commission's human resource development and training programs. 
 
SEC. 29. The Personnel Relations Office.  - The Personnel Relations Office (PRO) shall take 
charge of all inter- and intra-public sector union concerns such as employee relation 
standards, conciliation, registration and accreditation of unions including advocacy work.  It 
shall also serve as the secretariat for the Public Sector Labor Management Council (PSLMC), 
and conduct research and training on public sector unionism, as well as design and develop 
public sector labor education programs. 
 
SEC. 30. The Public Assistance and Information Office.  -  The Public Assistance 
Information Office (PAIO) shall take charge of managing an effective information exchange 
system between the Commission and its internal and external publics.  Its function includes 
maintaining strong linkages with media institutions/practitioners as well as undertaking special 
projects, such as the CSC anniversary celebration and the Honor Awards Program, necessary 


 
11
in carrying-out its dual role of information dissemination as well as feedback generation on 
operations, programs and thrusts of the Commission. 
 
SEC. 31. The Personnel Records Management Office.  -  The Personnel Records 
Management Office (PRMO) shall formulate and implement policies, standards and 
regulations pertaining to the storage, maintenance, security control, and disposal of 
government personnel records and other related civil service documents.  Management of 
such records includes maintenance of the resource center for computer-based information, 
the library, the archives, and the museum of the Commission. 
 
PRMO shall also be responsible for the management of incoming and outgoing 
communications of the Commission. 
 
SEC. 32. The Office for Planning.  -  The Office for Planning (OP) shall be responsible for the 
formulation, implementation and monitoring of the long-term Strategic Plans of the 
Commission.  It shall provide technical support and assistance to the Commission on 
organizational planning, benchmarking and research and in the development of work 
programs and projects of the different Commission offices consistent with its mandate.  
 
The Office for Planning shall also oversee the formulation and management of the 
Information Technology Plan that shall serve as the blueprint for the development, 
implementation, and maintenance of communication and information systems vital to the 
internal operations of the CSC as well as to the decision-making functions of the Commission. 
 
SEC. 33. The Office for Financial and Assets Management.  -  The Office for Financial 
Assets and Management (OFAM) shall take charge of ensuring sound fiscal and asset 
management consonant with the annual, supplemental and special budgets of the 
Commission as contained in the General Appropriations Act. 
 
 
 
 
SEC. 34. The Office for Personnel Management.  -  The Office for Personnel Management 
(OPM) shall take charge of formulating the development plan of the Commission, which 
includes sound policies on personnel management in the areas of recruitment and selection, 
employee welfare and discipline in the Commission. 
 
SEC. 35. The Regional Offices/Field Offices.  -  The Regional Offices shall enforce Civil 
Service rules, policies and standards on personnel management within their respective 
regional jurisdictions.  They shall provide technical advice and assistance to government 
offices and agencies regarding personnel administration such as but not limited to examination 
and placement, career development, appointments, filing/resolution of legal cases, audit, and 
other functions delegated by the Commission. 
 
SEC. 36. The Internal Audit Service.  -   The Internal Audit Service (IAS) shall oversee the 
periodic evaluation of existing methods and procedures, including financial systems, in the 
Commission and on the basis of such, formulate plans and programs relative to fiscal 
discipline, and management improvement and productivity of the Commission. 
 
 
Chapter 3  
The Career Executive Service 
  
SEC. 37. The Career Executive Service.   -   A strong, stable, competent, well trained and 
highly motivated corps of career public managers that will provide effective support to national 
development shall constitute the Career Executive Service (CES).  Entry and advancement in 
the CES shall be based on merit and fitness which shall include integrity, demonstrated 
managerial and executive competence, leadership and interpersonal qualities, technical 
expertise and other pertinent qualifications.   


 
12
 
The CES shall be governed by a separate merit system characterized by rank rather 
than position; compensation based on rank and advancement to a higher rank on the basis of 
executive and technical expertise. 
 
SEC. 38. Membership.  - A person who meets such managerial experience, executive 
competence, and other requirements prescribed by the Commission through the CESB shall 
be conferred appropriate rank and shall be included in the register of Career Executive Service 
Officers (CESOs).   
 
SEC. 39. Career Executive Service Board. – The Career Executive Service Board (CESB) 
shall be an attached agency of the Commission.  It shall be responsible for the development, 
maintenance and administration of the Career Executive Service. 
  
SEC. 40. Composition of the Career Executive Service Board. – The CESB shall be 
composed of the following:  the Chairperson of the Commission as Chairperson; the President 
of the Development Academy of the Philippines, ex-officio member; the Dean of the University 
of the Philippines-National College of Public Administration and Governance, ex-officio 
member; the president or duly designated representative of a nationwide association of career 
executive service officers; the president or duly designated representative of a nationwide 
association of personnel managers; and, two (2) other members who shall  be appointed by 
the President of the Republic, and one of whom must be a retired CESO, both with terms of 
three (3) years.  
 
Members of the CESB shall be provided with per diems and allowances as determined 
by the Commission. 
 
SEC. 41. The Career Executive Service Secretariat.  -  The Career Executive Service Board 
(CESB) shall be assisted by the Career Executive Service Secretariat.  It shall be headed by 
an Executive Director and assisted by a Deputy Executive Director both of whom shall be 
appointed by the CESB, and shall be responsible for the implementation of the policies, rules, 
regulations, decisions, directives of the CESB. 
 
SEC. 42. Rank Classification of Members of the Career Executive Service.  -  Members of 
the CES shall be classified according to rank based on their personal proven competence, 
qualifications, broad levels of responsibility and other relevant considerations as determined 
by law and rules of the Board. 
  
SEC. 43. Conferment of Appropriate Rank in the CES.  -  Conferment to appropriate rank 
in the CES shall be made by the President upon recommendation of the CESB.  The issuance 
of appointments to appropriate ranks shall be made by the department or agency heads.   
 
SEC. 44. Personnel Mechanisms. -  The CESB shall develop policies, design standards and 
personnel mechanisms for the Career Executive Service. 
  
SEC. 45. Compensation.  - Members of the CES shall be compensated according to rank in 
accordance with the CES compensation plan and shall be provided with attractive salaries, 
fringe benefits and reasonable allowances to be paid by the employing agency.  A CESO 
assigned to a CES position shall enjoy an added premium based on his/her rank and shall be 
granted a higher premium as his/her rank increases.  However, in case a CESO occupies a 
CES position not appropriate to his/her rank, said officer shall receive the higher 
compensation.  In no case shall a CESO receive compensation lower than that corresponding 
to the rank. 
 
SEC. 46. Mobility.  - CESOs may be assigned to any CES position.  
 


 
13
SEC. 47. CES Resource List.  -  The CESB shall establish a CES resource list drawn from 
CESOs who may be cross-posted in various agencies to undertake special works or unique 
assignments within a specified timeframe, without diminution of compensation. 
 
The CESB shall institutionalize systems for the promotion of core values in the CES, 
career development of its members, including cross-posting and mobility. 
 
CESOs who may be involuntarily separated from their assignments shall, as far as 
practicable, be given new assignments commensurate to their qualifications. 
 
SEC. 48. Administration of a Compensation Plan.  -  The CESB shall prepare, administer 
and periodically review a compensation plan for the CES, to maintain the high standard of 
public service and the quality of officers in the CES.  
 
Salaries, allowances and other benefits of CES officers shall be provided by the 
employing agency at rates in accordance with the CES Compensation Plan. 
 
SEC. 49. Security of Tenure.  -  CESOs shall enjoy performance-based security of tenure and 
shall not be removed from service except for cause and after due process. 
 
SEC. 50. Discipline.  -  Investigation and adjudication of administrative complaints against 
members of the CES shall be governed by the provisions of this Code. 
 
SEC. 51. Career Undersecretary and Assistant Secretary.  -   At least 50% of the total 
number of positions of Undersecretary and Assistant Secretary shall be career with each level 
accordingly represented. 
 
The President shall appoint CESOs to both career and non-career Undersecretary and 
Assistant Secretary positions. 
 
Assignments to CES positions lower than assistant secretaries shall be made by the 
head of agency or the appointing authority concerned and such shall be subject to the approval 
by the commission. 
 
BOOK II.    PERSONNEL POLICIES AND STANDARDS 
 
Title I – On Employment 
Chapter 1   
Recruitment 
 
SEC. 52. Policy.  -  Recruitment in the civil service system shall be made on the basis of merit 
and fitness to perform the duties and assume the responsibilities of the position, to be 
determined as far as practicable by competitive examination administered by the Commission.  
Every Filipino citizen shall have equal access to or opportunities for public service regardless 
of, among others, religious belief, color, sex, sexual-orientation, regional origin or ethnic 
affiliation.  Measures shall be adopted to include qualified members of indigenous cultural 
communities, and other minority groups and differently-abled persons for recruitment and 
selection.  
 
SEC. 53. Kinds and Frequency of Civil Service Examinations. -  Examinations may be 
written, oral, physical, testimonial based on performance or skills or a combination of these 
types.  Examinations may take into consideration experience, education, aptitude, capacity, 
knowledge, character, physical fitness and other attributes of the applicant as may be 
determined by the Commission. 
 
The Commission shall administer competitive examinations for all levels in the career 
service and grant corresponding civil service eligibilities to passers of the same. 
 
The Commission shall conduct civil service examinations as often as the exigency of 
the service requires.  Civil service special examinations may be conducted upon request of a 
particular department or agency, subject to rules and regulations promulgated by the 
Commission. 


 
14
 
SEC. 54. Qualifications of Applicants to Civil Service Examinations. -  Admission to civil 
service examinations shall be limited to citizens of the Philippines who satisfactorily meet the 
requirements prescribed by the Commission. 
 
SEC. 55. Rating of Examination Papers and Civil Service Eligibility. – Unless otherwise 
prescribed by the Commission, every examinee who obtains a general rating of at least eighty 
(80%) percent shall be granted civil service eligibility. 
 
SEC. 56. Simultaneous Release of Examination Results.  -  The results of an examination 
held in various locations on the same date shall be released simultaneously. 
 
SEC. 57. Registers of Civil Service Eligibles.  -  The Commission shall maintain a register 
of qualified eligibles for each category of examination actually available for appointment. The 
register shall be the basis for certification and appointment in the civil service system. 
 
SEC. 58. Bar or Board Examinations as Eligibility.  -  Successful examinees of bar or board 
examinations requiring completion of baccalaureate degrees or courses requiring not less than 
seventy-two (72) units of collegiate subjects or its equivalent as well as those registered under 
their respective boards to practice their professions without examination, shall automatically 
be considered civil service eligibles.  Their eligibilities shall be effective upon the release of 
examination results or the date of registration, as the case may be, by the Supreme Court or 
the Professional Regulation Commission. 
 
SEC. 59. Effectivity and Imprescriptibility of Civil Service Eligibility. -  Eligibilities resulting 
from civil service, bar or board examinations shall be effective on the date of the release of 
examination results.  Other eligibilities granted by the Commission shall be effective on the 
date of the grant. 
 
Civil service eligibilities shall be imprescriptible. 
 
SEC. 60. Invalidation of Civil Service Examination Results. -  The Commission shall have 
the authority to invalidate civil service examination results based on statistical improbability 
and other forms of irregularity as determined by the Commission. 
 
SEC. 61. Responsibilities in the Conduct of Examinations.  -  The Commission may call 
upon all departments and agencies to extend the necessary support and assistance, and to 
make available such personnel, buildings, transportation, communication and such other 
facilities, that may be needed in the administration of the examinations. 
 
SEC. 62. Printing, Storage, Transportation and Distribution of Examination Materials.  -  
The printing, storage, transportation and distribution of examination materials shall be under 
the exclusive supervision and control of the Commission. The Commission shall determine 
and provide the necessary security measures for this purpose. 
 
SEC. 63. Examining Committees, Examiners and Investigators.  -  The Commission may 
deputize persons to act as members of examining committees, examiners or investigators to 
perform such duties as the Commission may require.  In the performance of such duties, they 
shall be under the exclusive control and supervision of the Commission.  Such persons so 
deputized may be given allowances or per diem for their services to be paid out of funds 
allocated for the particular examination and at a rate to be determined by the Commission.  
Expenses for specialized examinations shall be allocated by the requesting department or 
agency. 
 
 
 


 
15
Chapter 2 
Selection and Appointment 
 
SEC. 64. Selection Process.  -  Each department or agency shall evolve its own selection 
process in accordance with standards and guidelines set by the Commission. 
 
A Personnel Selection Board for all levels shall be established in each department or 
agency to assist the appointing authority in the judicious evaluation and selection of personnel.  
The board shall be established in accordance with standards and guidelines set by the 
Commission. 
 
SEC. 65. Requisites for Appointment.  -  Employment in the government service shall be 
made through appointment in accordance with the provisions of the Constitution, this Code, 
other laws and the rules and standards prescribed by the Commission. 
 
SEC. 66. Merit and Fitness in Appointment.  -  Appointment in the civil service system shall 
be made only according to merit and fitness to be determined, as far as practicable, by 
competitive examination, except to positions which are policy determining, primarily 
confidential, or highly technical. 
 
SEC. 67. Who May Appoint.  -  Appointment in the civil service system shall be issued only 
by those authorized by the Constitution or by law including those appointed in an acting 
capacity.  Those who are designated cannot exercise the power to appoint. 
 
SEC. 68. Qualifications for Appointment.  -  Appointment in the civil service system shall be 
limited to citizens of the Philippines who are at least eighteen (18) years of age and who meet 
the qualifications and none of the disqualifications prescribed for the position.  
 
SEC. 69. Effectivity of Appointment.  -  An appointment shall take effect immediately upon 
its issuance by the appointing authority.  If the appointee has assumed the duties of the 
position, he/she shall be entitled to receive salary at once without awaiting the approval of 
his/her appointment by the Commission.  Such appointment cannot be withdrawn or cancelled 
by the appointing authority and shall remain in full force and effect unless disapproved by the 
Commission.  However, an appointment issued through fraudulent means or in violation of 
law, shall be void from the beginning. 
 
In the case of temporary appointment, the twelve (12) month period of its effectivity 
shall be reckoned from the date of issuance of the appointment and not from the date the 
appointee assumes the duties of the position. 
 
 
No public officer or employee shall allow a person to render service without a copy of 
the appointment duly issued by the appointing authority.   Those who allow such service in 
violation of this Section shall be personally liable for the salaries of the person concerned.  
Moreover, the services rendered by the said person shall not be credited as government 
service. 
 
If the appointee does not assume office within thirty (30) days from date of receipt of 
approved appointment, said appointment shall be deemed automatically cancelled.  
 
If the appointee is not allowed to assume office by the appointing authority in spite of 
the Commission's approval of the appointment, the appointing authority shall be held liable for 
contempt of the Commission.  This is without prejudice to his liability under RA 3019 (Anti-
Graft and Corrupt Practices Act) and other criminal and administrative sanctions. 
 
SEC. 70. Appointment Form.  -  An appointment shall be issued in the form prescribed by the 
Commission. 
 
SEC. 71. Submission of Appointments and Oaths of Office.  -  All appointments in the civil 
service system, except those issued by the President and those of the Armed Forces of the 
Philippines, shall be submitted to the Commission for approval not later than thirty (30) days 


 
16
from the date of issuance thereof.   Such approval shall be indicated below the signature of 
the appointing authority; otherwise, it shall be made effective thirty (30) days prior to the date 
of submission to the Commission. 
 
Copies of appointments and oaths of office of those appointed by the President shall 
be submitted to the Commission for record purposes. 
 
SEC. 72. Merit Promotion Plan.  -  Each department or agency shall establish a Merit 
Promotion Plan, in accordance with standards and guidelines prescribed by the Commission. 
 
SEC. 73. Appropriate Civil Service Eligibility.  -  Appropriate civil service eligibility shall be 
required for permanent appointment to positions in the career service in accordance with the 
standards set by the Commission.  Whenever there is a qualified civil service eligible willing 
and actually available for appointment, no appointment shall be issued to a person who is not 
an eligible, even in a temporary capacity.  However, a temporary appointment may be issued 
to eligibles who lack any of the other requirements for appointment or, to non-eligibles who 
meet all the other mandatory requirements for a particular position. 
 
A person with a civil service eligibility acquired by passing an examination shall be 
qualified for a position requiring a lower level eligibility if he/she possesses the other 
requirements for appointment to such position. 
 
SEC. 74. Qualification Standards.  -  Qualification standards shall be used:  (a) as a basis 
for civil service examinations for positions in the career service; (b) as a guide in appointment 
and other personnel actions; (c) in the adjudication of protests against appointment; (d) in 
determining training needs; and (e) as an aid in inspection and audit of the agencies' personnel 
work programs. 
 
Qualification standards shall be administered so as to continually provide incentives to 
public officers and employees towards professional growth.  
 
The establishment, administration and maintenance of qualification standards shall be 
the responsibility of the department or agency concerned, as promulgated by the Commission. 
 
Chapter 3 
Status of Appointment 
 
SEC. 75. Appointment Status. – The status of an appointment shall be: 
(a) 
Permanent - an appointment issued to a person who meets all the qualification 
requirements of the position.   In no case shall a person who meets all the 
requirements for permanent appointment be issued a temporary appointment 
except to occupational groups of positions requiring additional or special 
qualifications, in which case, prior clearance to issue temporary appointment 
shall first be secured from the Commission.  In case an appointment is 
erroneously issued, the Commission shall make the necessary rectification. 
 
 
Whenever there is a qualified civil service eligible willing and actually 
available for appointment as certified by the Commission, a non-eligible shall 
not be appointed even in a temporary capacity to any vacant position in the 
career service.  
(b) 
Temporary - an appointment issued to a person who does not meet eligibility 
or any of the other qualification requirements of the position:   Provided, that 
there are no qualified eligibles willing and actually available for appointment 
and that the appointment shall not exceed twelve (12) months.  
 
 
A temporary employee shall not be removed except for cause during 
the one (1) year period: Provided, that he/she may be replaced at any time 
within the same period, only by a qualified civil service eligible.  In the latter 
case, the appointing authority shall recall the temporary appointment and 
appoint the qualified civil service eligible. 


 
17
(c) 
Substitute – an appointment issued to a person who has all the qualifications 
for permanent appointment but shall occupy a temporary vacancy while the 
regular occupant thereof is on an approved leave of absence for at least one 
month, on a scholarship grant, on secondment, out on official business, or is 
unable to perform the duties for at least a month. 
(d) 
Coterminous – an appointment issued to a person whose entrance and 
continuity in the service is:  (1) based on the trust and confidence of the 
appointing authority or of the head of the organizational unit where he/she is 
assigned; (2) limited by the duration of the project; or (3) co-existent with the 
life span of the agency or office created. 
(e) 
Contractual – an appointment issued to a person for services in accordance 
with a special contract to undertake a specific work requiring special or 
technical skills unavailable in the employing agency, to be accomplished within 
one year.  The contractual employee shall perform the specific work under 
his/her own responsibility with minimum direction and supervision from the 
hiring agency.   No contractual appointments corresponding to plantilla 
positions shall be issued. 
(f) 
Casual – an appointment issued to a person for services in an emergency or 
during a peak work period to positions which do not have regular items in the 
plantilla of personnel of the department or agency.   A casual appointment shall 
not exceed twelve (12) months. 
Casual employees who have been in the service for an aggregate of 
three (3) years who meet all the qualification requirements of existing staffing 
pattern positions shall be absorbed as regular employees in accordance with 
the budgetary limitations set by law and rules to be promulgated by the 
Commission. 
(g) 
Provisional – an appointment issued to a teacher who meets all the 
requirements of the position except the eligibility but shall not exceed twelve 
(12) months.  
 
In no case shall temporary, provisional, contractual and casual appointments exceed 
an aggregate number of three (3) years in the same position except in meritorious cases as 
determined by the Commission. 
 
SEC. 76. Job Orders/Contract of Services and Consultancy.  -  The appointing authority 
may enter into service contracts such as job orders/contract of services and consultancies 
wherein no employer-employee relation exists which contract shall be submitted to the 
Commission   within thirty (30) days from execution of the contract for monitoring and record 
purposes. 
 
SEC. 77. Rationalizing Casual, Contractual Services, Consultancy, and Job 
Orders/Contract of Services.   -  The Commission shall formulate policies in order to 
systematize and rationalize the hiring and   expenditures for consultancy, casual and 
contractual services. 
 
Chapter 4  
On Personnel Actions 
 
SEC. 78. Personnel Action.  -  denotes the movement of personnel within the civil service 
system.  It shall include original appointment, promotion, transfer, reinstatement, 
reemployment, reappointment, renewal, change of status, upgrading or reclassification, 
demotion and other related action.   Personnel actions shall be in accordance with the rules, 
standards and regulations promulgated by the Commission. 
 
A vacancy may be filled up by any of the following personnel actions:  original 
appointment, promotion, transfer, renewal, demotion, reemployment and reappointment. 
 


 
18
SEC. 79. Original Appointment.  -   refers to the initial entry into the career service or non-
career service. 
 
The appointee shall undergo a probationary period of six (6) months during which 
he/she shall undergo a thorough assessment of his/her performance and conduct. His/her 
services can be terminated anytime during said period for unsatisfactory conduct or want of 
capacity. The order of termination shall be served through personal notice or through 
constructive notice and shall no longer be appealable. 
 
SEC. 80. Promotion.  -   is the movement of an employee to a higher position within the same 
department or agency with corresponding increase in duties and responsibilities, usually 
accompanied by an increase in salary. 
 
The pendency of an administrative case against any public officer or employee shall 
not be a bar to promotion. 
 
SEC. 81. Transfer.  -   is the movement of an employee from one agency to another or from 
one position to another within the same agency which may involve a position of higher, 
equivalent or lower rank, level or salary, without break in the service.   Transfer requires the 
issuance of an appointment. 
 
SEC. 82. Reinstatement.  - is the automatic restoration of a person to a position from which 
he/she was illegally separated with back salaries including allowances and benefits except 
representation and transportation allowances (RATA) and uniform allowance not to exceed 
five (5) years reckoned retroactively from the date of actual reinstatement. 
 
SEC. 83. Reemployment.  -   is the appointment of a person who has been previously 
appointed to a position in the government service after separation therefrom.   Reemployment 
presupposes gap in the service. 
 
SEC. 84. Reappointment. -   is the issuance of an appointment during reorganization, 
devolution, or similar events.   Reappointment presupposes no gap in the service. 
 
SEC. 85. Renewal. -   is the subsequent appointment issued immediately upon the expiration 
of a temporary, contractual or casual appointment, if a qualified eligible is not willing and 
actually available, as certified by the Commission.   Renewal presupposes no gap in the 
service. 
 
SEC. 86. Demotion. -   is the movement from one position to another within the same 
department or agency involving the issuance of an appointment with diminution in duties, 
responsibilities and status or rank.  Demotion due to the exigency of the service shall not 
involve reduction in pay:  Provided, that such demotion shall require the consent of the public 
officer or employee concerned.   Voluntary demotion and demotion as a penalty shall be at 
the hiring rate of the lower position. 
 
SEC. 87. Reclassification. -  is the appointment that comes as a result of a change in the 
classification of a regular position due to material and substantial changes in duties and 
responsibilities of the position without change in status and regardless of the qualifications of 
the holder of said position. 
 
SEC. 88. Personnel Movements.  -  The issuance of an appointment is not needed in 
personnel movement involving no change in position title, rank or status if the existing 
appointment does not specify the workstation.  Such movement may include the following: 
 (a) 
Change in item number only 
(b) 
Salary adjustment 
(c) 
Step-increment 
(d) 
Upgrading (same position) 


 
19
 
Notice of such adjustment or movement shall be submitted to the Commission within 
thirty (30) days from issuance thereof. 
 
Except for secondment, the following personnel movements do not require the 
issuance of appointments but shall require office orders: 
(a) 
Reassignment - is the movement from one organizational unit to another in 
the same department or agency, without reduction in rank, status or salary of 
the employee.  Reassignment from the official workstation without the written 
consent of the employee shall not exceed one (1) year.   Otherwise, the 
reassignment shall be illegal.   
 
Reassignment which results in demotion in rank, status or salary or 
which exceeds one year without the consent of the public officer or employee 
may be appealed to the commission.   Pending the appeal, reassignment of the 
public officer or employee shall be held in abeyance until resolved by the 
Commission.   
 
Reassignment of low-salaried employees should not result in economic 
dislocation.   
(b) 
Detail - is the temporary movement of a public officer or employee from one 
department or agency to another without the issuance of an appointment but 
with the consent of both the mother and receiving agencies and shall be 
allowed only for a maximum period of one year; otherwise, the consent of the 
public officer or employee concerned shall be necessary.   Detail shall not result 
in reduction in rank, status or salary.  
 
Detail which results in demotion in rank, status or salary or which 
exceeds one year without the consent of the public officer or employee may be 
appealed to the commission.  Pending the appeal, detail of the public officer or 
employee shall be held in abeyance until the decision of the Commission.   
 
The detailed employee shall carry his/her regular position in the mother 
agency and continue to receive his/her salary from the mother agency.   
(c) 
Job Rotation - is the sequential movement of an officer or employee from one 
office to another or from one division to another within the same agency as a 
means for developing and enhancing the potentials of people in an organization 
by exposing them to the other work functions of the agency.  It shall be allowed 
only for a maximum period of one (1) year.  However, job rotation exceeding 
one (1) year may be allowed with the consent of the officer or employee, any 
extension of which may be allowed with the consent of the officer or employee 
concerned.   
(d) 
Secondment - is the movement of a public officer or employee from one 
department or agency to another upon mutual concurrence between the mother 
agency, the receiving agency and the employee concerned which should be 
covered by a Memorandum of Agreement (MOA) in accordance with the 
guidelines that the Commission may promulgate.  It is temporary in nature 
which may involve the same, reduction or increase in compensation and may 
or may not require the issuance of an appointment.  The seconded employee 
shall be on leave without pay from the mother agency and shall be entitled to 
the compensation of the position to which he/she was seconded in the receiving 
agency unless otherwise specified in the MOA, the receiving agency shall 
shoulder all the benefits and emoluments of the seconded employee.   
(e) 
Designation - is the imposition of additional duties to be performed by a public 
officer or employee which is temporary in nature and shall be allowed only for 
a maximum of one (1) year.  The choice of who shall be the public officer or 
employee to be designated shall pass through regular Promotion and Selection 
Board (PSB) proceedings; Provided, that next-in-rank public officers or 
employees shall be designated to the next higher position; Provided further, 
that there are no qualified next-in-rank public officers or employees in the 


 
20
agency who are willing and actually available who can be appointed to the 
position.   
 
The employee designated shall be entitled to the benefits accruing to 
the position but shall continue to receive the salary of the position to which 
he/she holds an appointment. 
 
SEC. 89. Change of Status.  -  When a temporary public officer or employee acquires the 
appropriate eligibility or becomes fully qualified to the position to which he/she is appointed, 
the status of such appointment shall be changed from temporary to permanent without issuing 
another appointment.  However, such change shall be reflected in the records of the 
Commission upon the notification by the agency concerned.  
 
Title II – Disputes Regarding Appointments and Other Personnel Actions 
 
Chapter 1    
Contests on Appointments and Other Non-Disciplinary Cases 
 
SEC. 90. Who May Contest An Appointment. -  Any eligible qualified for the position may 
contest an appointment made in favor of one who is not qualified or whose appointment is 
issued not in accordance with law.   
 
SEC. 91. Adjudication of Contests on Appointments and Other Personnel Actions.  -  All 
other cases on non-disciplinary personnel actions shall be adjudicated initially by the 
appointing authority, as prescribed by the Commission. 
 
SEC. 92. Appeals on Contests of Appointments, Personnel Actions, and Non-
Disciplinary Cases. -  The decisions of heads of agencies on contests of appointments, 
personnel actions and non-disciplinary cases are appealable to the Commission.   
 
TITLE III - Agency Personnel Administration 
Chapter 1 
Inter-Agency Relations 
 
SEC. 93. The Central Personnel Agency.  -  The Commission, as the central personnel 
agency of the government, shall promulgate rules and regulations on personnel administration 
and management in the civil service system. 
 
SEC. 94. Responsibility for Personnel Administration. -  Each department or agency shall 
establish a personnel office to be headed by a Human Resource Management Officer (HRMO) 
who shall be responsible for the effective implementation of personnel regulations and 
policies. 
 
Employee unions and organizations shall be consulted and represented in the 
development and implementation of the agency personnel mechanisms such as merit 
promotion plan, incentives and rewards program, performance appraisal system, incentives 
and rewards plan, training and development plan, grievance machinery, and occupational and 
health plan, in accordance with the rules and regulations promulgated by the Commission.  
 
SEC. 95. Council of Human Resource Management Officers. -  There shall be a Council of 
Human Resource Management Officers (HRMO) to be composed of HRMOs which shall serve 
as a clearing-house of information to stimulate the use of innovative methods of personnel 
management and advocate for sound personnel policies for good governance. 
 
 
 
 


 
21
 
Chapter 2 
Local Government Personnel Administration 
 
SEC. 96. Responsibility for Local Government Personnel Administration.  -  Each local 
government unit shall establish a personnel office for the implementation of personnel 
regulations and policies in accordance with the provisions of this Code, the Local Government 
Code, and rules, policies, standards, guidelines and regulations promulgated by the 
Commission. 
 
SEC. 97. HRMO Positions in LGUs.  -   The position of HRMO shall be immediately mandatory 
for provincial and city governments, and first and second class municipalities.  Third and fourth 
class municipalities shall create the HRMO position within three (3) years from the effectivity 
of this Code.  While the fifth and sixth class municipalities shall create the same within five (5) 
years. 
 
Chapter 3   
Position Classification and Compensation 
 
SEC. 98. Position Classification and Compensation System. -  The Commission shall 
develop and administer the Position Classification and Compensation System (PCCS) which 
shall have two parts:  the Position Classification Plan and the Compensation Plan.  The 
Position Classification Plan shall consist of the occupational groups and classes to which 
positions are to be allocated or reallocated, and the rules and regulations for implementation.  
The Compensation Plan shall consist of the salary schedule, policies relative to salaries, 
allowances, bonuses, and such other benefits accruing to the public officers and employees 
of the civil service system, and the rules and regulations for implementation. 
 
SEC. 99. Basis for Position Classification and Compensation. -  The classification and 
compensation of positions in the civil service system shall be based on similarity of kind and 
level of work and the determination of the relative worth of these classes of positions. 
 
SEC. 100. Coverage of the PCCS.  -  The PCCS shall apply to all positions in the civil service 
system whether permanent or temporary, appointive or elective on full or part-time basis now 
existing or hereafter created. 
 
Chapter 4    
Personnel Inspection and Audit 
 
SEC. 101. Purpose.  -  The Commission shall conduct periodic inspection and audit of the 
personnel management programs of each department and agency to provide advice and 
assistance in the development of constructive policies, standards and procedures to improve 
all areas of personnel management. 
 
SEC. 102. Scope. -  The inspection and audit of the personnel management programs may 
include the following: 
(a) 
Organization and personnel management; 
(b) 
Formulation, issuance and implementation of personnel policies; 
(c) 
Recruitment and selection of employee; 
(d) 
Personnel action and employment status; 
(e) 
Career and employee development; 
(f) 
Performance evaluation systems; 
(g) 
Employee suggestions and incentive award; 
(h) 
Employee relations and service; 
(i) 
Discipline; 
(j) 
Personnel records and reporting; 


 
22
(k) 
Program evaluation; and 
(l) 
Employee organization. 
 
SEC. 103. Submission of Audit Reports.  -  The Commission shall regularly submit its 
personnel audit reports to the units concerned, heads of departments, Office of the President 
and the Legislature. 
 
BOOK III.   HUMAN RESOURCE MANAGEMENT 
 
Title I - Human Resource Development 
 
Chapter 1    
Policy on Human Resource Development 
 
SEC. 104. Policy.  -  There shall be an integrated program on human resource development 
for all levels and ranks in the civil service system that shall provide equal opportunities for 
career development. 
 
The Commission shall encourage all departments and agencies to develop and 
implement human resource development plans and programs to include, among others, 
training and development, performance appraisal and incentives and awards for their 
personnel in accordance with Commission policies and standards. 
 
Chapter 2 
Training and Development 
 
SEC. 105. Training and Development System. -  The Commission shall promote 
opportunities for training in skills enhancement and capability-building programs, local and 
foreign scholarships, and other educational opportunities.   
 
SEC. 106. Commission's Responsibilities for Training and Development. - The 
Commission shall be responsible for the development, administration and evaluation of 
government-wide training programs on public personnel administration, and shall issue the 
appropriate rules and regulations for the said training and development programs. 
 
SEC. 107. Responsibilities for Local and Foreign Scholarships.  -  The Commission shall 
have the responsibility to administer service-wide local and foreign scholarship programs.   It 
shall also develop policies, standards, procedures and guidelines for the effective, efficient 
and equitable distribution of all scholarship grants.   However, foreign scholarship grants which 
are part of the overseas development assistance (ODA) shall be administered by an Inter-
agency Committee co-chaired by the Commission and the National Economic and 
Development Authority. 
 
SEC. 108. Inter-Agency Scholarship Committee.  -  The inter-agency scholarship committee 
shall be co-chaired by the Chairperson of the Commission and by the Director General of the 
National Economic and Development Authority (NEDA).  The Committee Secretariat shall be 
based at the NEDA.  The following agencies or their duly designated representatives who hold 
positions not lower than that of assistant secretary or its equivalent shall constitute the 
members: 
(a) 
Department of Foreign Affairs; 
(b) 
Department of Education; 
(c) 
University of the Philippines; 
(d) 
Commission on Higher Education; and the 
(e) 
Presidential Management Staff-Office of the President. 
 


 
23
SEC. 109. Agency Responsibilities for Training and Development. -  Each department or 
agency shall be responsible for the development, implementation and evaluation of its training 
and development plan as well as its gender and development plan in accordance with policies 
and standards promulgated by the Commission. 
 
To carry out these responsibilities, each agency shall establish its own Personnel 
Development Committee pursuant to the rules and regulations promulgated by the 
Commission. 
 
SEC. 110. Technical Assistance and Consultative Services. -  The Commission shall 
provide technical assistance and consultative services to all departments and agencies in the 
development, administration and evaluation of their human resource development programs. 
 
The Commission may also avail of advisory assistance from its accredited training 
institutions, professional organizations, public sector unions, federations, confederations and 
non-government organizations (NGOs) in connection with its human resource development 
policies and programs. 
 
Chapter 3    
Performance Appraisal 
 
SEC. 111. Performance Appraisal System. -  The Commission shall promote the 
establishment of a Performance Appraisal System (PAS) for all appointive public officers and 
employees which shall be the basis for incentives, rewards and recognition, training and 
development, personnel actions, and administrative sanctions in all departments and 
agencies. 
 
SEC. 112. Performance Appraisal Plan. -  Each department or agency shall develop and use 
one or more appropriate Performance Appraisal Plans (PAP) for the various groups of 
positions therein. 
 
All performance appraisal plans shall be in accordance with policies, standards and 
guidelines prescribed by the Commission. 
 
Chapter 4   
Incentives and Awards 
 
SEC. 113. Rewards System.  -   The Commission shall promote the establishment of a 
rewards system in the department and agencies.    It shall include incentives, commendations 
and awards. The rewards system shall be granted individually or in groups, for outstanding 
performance, exemplary conduct on the job, inventions, ideas or suggestions, superior 
accomplishments and other extraordinary acts or services in the interest of the public. 
 
The Commission shall evaluate the implementation of the rewards system in all 
departments and agencies. 
 
SEC. 114. Merit and Rewards Plan.  -   Each department or agency shall develop a merit and 
rewards plan appropriate for its officers and employees   in accordance with policies and 
standards promulgated by the Commission. 
 
TITLE II - Personnel Relations in the Civil Service System 
 
Chapter 1 
Personnel Relations 
 
SEC. 115. Declaration of Policy.  -  The Commission shall provide leadership and assistance 
in developing personnel relations programs in the civil service system in consultation with 
public officers and employees and/or their organizations with their respective departments and 
agencies. 


 
24
 
The head of a department or agency shall be responsible for an effective personnel 
relations program in the department or agency. 
 
SEC. 116. Grievance Machinery. -  Each department or agency of the Government, with the 
assistance and approval of the Commission shall establish and administer a grievance 
machinery to promote wholesome and desirable relations among employees and between 
employees and management.   
 
Employees shall have the right to have their grievances adjudicated as expeditiously 
and as fairly as possible.   
 
A grievance may be filed by aggrieved employees or by the employee organization to 
which they belong in accordance with the guidelines issued by the Commission.   
 
SEC. 117. Right to Organize. - Government employees may form, join or assist employee 
organizations of their own choice for the furtherance and protection of their interests.  
Government employees may also form, in conjunction with appropriate government 
authorities, employee management committees, work councils and other forms of employee 
participation schemes.  
 
However, uniformed personnel of the Philippine National Police (PNP), Bureau of Fire 
Protection (BFP) and Bureau of Jail Management and Penology (BJMP), cannot form or join 
rank-and-file employee organizations for purposes of collective negotiations. 
 
Public officers and employees whose functions are primarily managerial or confidential 
in nature cannot form or join    employee organizations for purposes of collective negotiations. 
 
SEC. 118. Protection of the Right to Self-Organization.  -  Government employees shall not 
be discriminated against by reason of their membership in employee organizations or 
participation in the normal and legitimate activities of such organizations.  Employment in the 
civil service system shall not be subject to the condition that the individual shall not form or 
join any employee's organizations. 
 
Management shall not interfere in the establishment and administration of government 
employee organizations.  
 
Chapter 2 
Employee Organization 
 
SEC. 119. Registration of Rank-and-File Employee Organizations.  -  Rank-and-file 
employee organizations shall register with the Commission in accordance with the 
implementing guidelines to be promulgated by the Commission. 
 
SEC. 120. Sole and Exclusive Employee Organization. - The duly registered employee 
organization in an agency that has the support of the majority of the total rank-and-file 
employees shall be accredited by the Commission as the sole and exclusive employee 
representative.  In cases when there are two (2) or more registered employee organizations 
in an agency, the Commission, upon petition, shall conduct a certification election and shall 
certify the employee organization who garnered the majority vote as the sole and exclusive 
representative of the rank-and-file employees in the said agency. 
 
For this purpose, an agency shall refer to an office which has its own budgetary 
allocations as provided for in the General Appropriations Act, specifically its Table of Contents. 
 
SEC. 121. Accreditation of Employee Federation in an Agency.  -  Registered employee 
organizations within a given agency may federate and shall be accredited as the sole and 
exclusive bargaining representative of the employees; Provided, its aggregate total 
membership constitute the majority of the total rank-and-file employees in the agency.   
 


 
25
SEC. 122. Collective Negotiations.  -  Except those that are fixed by law, terms and conditions 
of employment in the government service may be the subject of collective negotiations 
between duly accredited employee organizations and the appropriate government authorities. 
 
Collective negotiations agreements shall be registered with the Commission.   
 
Chapter 3  
Settlement of Disputes 
 
SEC. 123. Definition of terms.  -  For purposes of this Code, the following terms shall be 
defined as follows: 
A. 
Arbitration - refers to the process whereby a third party (individual arbitrator), 
a board of arbitrators, or an arbitration court not acting as a court, is empowered 
to make a decision which disposes of the dispute. 
1. 
Voluntary - a method of settling dispute/s where both parties agree to 
submit the dispute before an arbitrator or panel of arbitrators chosen by 
both parties.  The voluntary arbitrators shall render a decision after 
proper hearing of the issues.  The decision of the arbitrator shall be final 
and binding on the contending parties. 
2. 
Compulsory – a method resorted to when the dispute has become 
hardened and irreconcilable and remains unresolved after exhausting 
all the available remedies under existing laws and procedures. 
B. 
Conciliation - refers to the process whereby a third party (conciliator) brings 
the disputing parties together, encourages them to discuss their differences 
and assists them in developing their own proposed solutions. 
C. 
Mediation  - refers to the process whereby a third party (mediator) is more 
active in assisting the disputing parties reach acceptable solutions to the 
problem/s and help them develop or come out with an acceptable solution.  The 
mediator may submit proposal/s for the settlement of dispute. 
 
SEC. 124. Settlement of Disputes within an Agency.  -  Disputes within employee 
organizations, between and among employee organizations, and between employee 
organizations and management shall be settled through conciliation, mediation and arbitration.   
The Commission shall be responsible in providing conciliation and mediation services.   In 
case any dispute remains unresolved, the Commission shall certify the same to the Public 
Sector Labor Management Council (PSLMC), which shall resolve and settle it within the period 
of sixty (60) days from receipt thereof.   
 
However, the parties may opt to submit the issue for voluntary arbitration, the decision 
of which shall be final and unappealable. 
 
Chapter 4  
Public Sector Labor-Management Council 
 
SEC. 125. Public Sector Labor-Management Council (PSLMC).  -  Public Sector Labor-
Management Council (PSLMC) is hereby constituted to be composed of the following: 
(a) 
Chairperson, Civil Service Commission – Chairperson; 
(b) 
Secretary, Department of Labor and Employment - Vice Chairperson 
(c) 
Secretary, Department of Finance – Member; 
(d) 
Secretary of Justice – Member; 
(e) 
Secretary, Department of Budget and Management – Member; and 
(f) 
One (1) employee representative each from the National Government 
Agencies (NGAs), the Government-owned and Controlled Corporations 
(GOCCs), the Local Government Units (LGUs), and the State Colleges and 
Universities (SUCs), to be chosen by the employee organizations concerned. 
 


 
26
 
The ex-officio members may designate their permanent alternates who hold 
positions not lower than an assistant secretary or its equivalent. 
 
The employee representatives, who may also designate their permanent 
alternates, shall serve for a term of two (2) years or until their successors shall have 
been appointed or elected.  In no case, however, shall anyone of them serve under 
holdover capacity for more than one (1) year. 
 
The PSLMC may deputize public officers and employees of the Commission 
and of other departments and agencies to investigate and hear cases brought before 
it for arbitration.   It may likewise deputize any national or local law enforcement agency 
or instrumentality of the government which shall act under its direct and immediate 
supervision, to enforce and execute its decisions, orders, and rulings. 
 
The PSLMC shall implement and administer the provisions of this Chapter.   For 
this purpose, the PSLMC shall promulgate the necessary rules and regulations to 
implement this Chapter. 
 
SEC. 126. Original and Exclusive Jurisdiction of the PSLMC.  -  The PSLMC shall have 
original and exclusive jurisdiction to hear and decide the following cases: 
(a) 
Unfair public sector labor and management practice; 
(b) 
Representation issue; 
(c) 
Disputes arising in the course of the conduct of collective negotiations; 
(d) 
Disputes on issues resulting from the implementation of the grievance 
machinery; 
(e) 
Determination of the presence or absence of a strike; 
(f) 
Inter-employee organization dispute; 
(g) 
Intra-employee organization dispute; 
(h) 
Employee organization election of officers;  
(i) 
Disputes on issues resulting from the implementation of the provisions of 
Collective Negotiations Agreement; and 
(j) 
Other analogous acts as may be determined by the PSLMC. 
 
 
These cases may be referred to the PSLMC by any of the parties to the dispute 
or the PSLMC may, motu proprio, take cognizance of the same whenever the interest 
of the service so demands. 
 
When the main issue of a particular case is the consequence of a strike or other 
concerted activities and the PSLMC has already assumed jurisdiction over the same, 
no administrative or disciplinary action shall be instituted by the agency concerned 
against any employee involved therein until the final resolution of the case. 
 
SEC. 127. Unfair Public Sector Labor and Management Practice.  -  The following shall 
constitute unfair public sector labor and management 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 not form or join 
an employee organization or shall withdraw from one to which he/she belongs; 
(c) 
Discriminating in regard to work schedules, places of assignment and other 
terms and conditions of employment in order to encourage or discourage 
membership in any employee organization; 
(d) 
Terminating the services or discriminating against any employee for having 
signed or filed an affidavit, petition or complaint or given any information or 
testimony   against the head of the agency or members of top management; 
(e) 
Refusing to collectively negotiate in good faith with the accredited employee 
organization;  
(f) 
Violating any of the provisions of the Collective Negotiation Agreement; and 
(g) 
Other analogous acts as may be determined by the PSLMC 
 


 
27
 
The following shall constitute unfair public sector labor and management practice on 
the part of the employee organization: 
(a) 
Restraining or coercing any employee to form or join an employee organization 
or its activities.   Employee organization shall have the right to prescribe its own 
rules on the acquisition or retention of membership; 
(b) 
Causing or attempting to cause the agency head or other officers to 
discriminate against an employee who has not joined or has withdrawn 
membership from the employee organization; 
(c) 
Refusing to collectively negotiate in good faith with management;  
(d) 
Violating any of the provisions of the Collective Negotiation Agreement; and 
(e) 
Other analogous acts as may be determined by the PSLMC.    
 
 
The heads of offices and the other officers of the agency as well as officers and 
members of an employee organization, who participate in or authorize an unfair public sector 
labor and management practice shall be held administratively liable and shall be imposed a 
fine of not less than P10,000.00, or suspension not exceeding one year, or both for such 
participation or grant of authority without prejudice to civil and criminal liability. 
 
SEC. 128. Writ of Preliminary Injunction or Temporary Restraining Order.  – The PSLMC, 
after notice and hearing, may issue a writ of preliminary injunction or temporary restraining 
order which shall not last for more than twenty (20) days from issuance thereof when, on the 
basis of the allegations in the petition, it is established that the acts complained of involving or 
arising from any employee-management dispute, if not restrained or performed immediately, 
may cause grave or irreparable injury to any party or render ineffectual any decision of the 
PSLMC in favor of such party. 
 
The PSLMC shall require the petitioner to post a bond and the writ of preliminary 
injunction or temporary restraining order shall become effective only upon the approval of the 
bond which shall answer for any damage that may be suffered by the party enjoined if it is 
finally determined that the petitioner is not entitled to the ancillary relief prayed for. 
 
SEC. 129. Grounds for Contempt.   -  The PSLMC may cite a person for contempt on any of 
the following grounds: 
(a) 
Disobedience or resistance to a lawful order, decision, ruling, summons or 
subpoena or any other issuance of the PSLMC; or 
(b) 
Unlawful interference with the proceedings of the PSLMC, improper conduct 
tending directly or indirectly to impede, obstruct, delay or hamper the 
implementation of any order, decision or ruling of the PSLMC. 
 
The person so cited for contempt whether direct or indirect shall be punished by a fine 
of not more than P1,000.00 for every act of contempt.  Each day of defiance or disobedience 
or non-enforcement of any issuance of the PSLMC as mentioned shall constitute separate 
acts of contempt of the PSLMC. 
 
SEC. 130. PSLMC Decision. -  Decisions of the PSLMC 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 and only on the basis of palpable or patent errors.  The PSLMC shall 
not entertain any second motion for reconsideration. 
 
Decisions of the PSLMC may be elevated to the Court of Appeals. 
 
Chapter 5 
The Right to Strike 
 
SEC. 131. Right to Engage in Strike.  - The right of the duly accredited employee organization 
to strike, consistent with national interest and public service, shall be recognized and respected: 
Provided, the striking organization shall ensure an effective skeletal workforce whose 


 
28
movement and services shall not be hampered or restricted as are necessary to guarantee the 
proper and adequate delivery of public service.    
 
In view of the peculiar character of public service and considering that public office is 
a public trust, the right of employees to strike may be allowed only as a last resort and subject 
to the limitations herein provided. 
 
SEC. 132. Who Can Strike.  -  Rank-and file employees of the agency where the accredited 
employee organization belongs may join the strike subject to the provisions of this code.  
Employees who join the strike shall not be entitled to payment of salary for the period that they 
are on strike. 
 
SEC. 133. Government Employees Who Are Prohibited to Strike.  -  The following are not 
allowed to strike due to exigency in public service, public safety and national interest: 
(a) 
Defense and security services including officers and employees belonging to 
the Armed Forces of the Philippines (AFP), police, fire protection, jail 
management and those engaged in the custody of prisoners and detainees;  
(b) 
Medical and allied services including doctors, nurses, medical therapists and 
paramedics; 
(c) 
Public utility services such as power and water supply, transportation, air traffic 
contro1lers, radar and radio controllers, lighthouse keepers and harbor pilots; 
and 
(d) 
Other analogous services to be determined by the Commission taking into 
consideration public service and national interest. 
 
SEC. 134. Grounds for Strike.  -  A strike may be declared on the following grounds:  
(a) 
Unfair public sector labor and management practices committed by 
management as provided for in this Code; 
(b) 
Mismanagement or abuse of the management of the agency; and 
(c) 
Graft and corruption. 
 
SEC. 135. Notice of Dispute.  -  The existence of a dispute which may be the ground of an 
impending strike must first be brought to the Commission in the form of a notice of dispute for 
either conciliation and mediation or the parties may submit the same for voluntary arbitration.   
In either case, the notice of dispute must be in accordance with the requirements and 
procedures as may be prescribed by the Commission which shall settle the dispute within sixty 
(60) days from date of receipt of the said notice.   In cases when the parties opt for voluntary 
arbitration, the agreement thereof shall be final and executory between the parties concerned. 
 
SEC. 136. Certification to the PSLMC.  -  In the event the dispute is not settled within the 
sixty (60)-day period prescribed in the preceding Section or in case of failure to arrive at a 
resolution of the dispute through conciliation or mediation, the Commission shall certify the 
dispute to the PSLMC for settlement and resolution.    
 
SEC. 137. Requirement of Strike Vote and Notice to Strike.  -   Immediately upon 
certification of the dispute to PSLMC as provided in the preceding section, the accredited 
employee organization may call a vote in order to declare a strike.  The decision to declare a 
strike must be approved by a majority vote of the total rank-and-file employees of the agency 
where the duly accredited employee organization belongs.   The same shall be obtained 
through secret ballot in a meeting called for the purpose.  The duly accredited employee 
organization shall file with the PSLMC the results of the strike vote and the notice to strike, 
copy furnish the head of agency, at least thirty (30) days before the date of the intended strike 
and during the said 30-day period no strike shall be held.   Only disputes or issues raised in 
the said notice shall be the subject of the strike.  
 


 
29
SEC. 138. Remedial Actions by the PSLMC. -  When a dispute has been referred to the 
PSLMC, it shall exert all efforts to settle the same through various modes of dispute settlement 
in order to prevent the impending strike. 
When there is a strike in a government agency, which affects national interest or public 
service, the PSLMC may issue a return-to-work order and/or certify the same for compulsory 
arbitration.  A return-to-work order shall have the effect of automatically stopping the strike. 
For this purpose, the contending parties are strictly enjoined to comply with such order 
as are issued by the PSLMC, under pain of disciplinary action. 
 
SEC. 139. Prohibited Activities.   - 
(a) 
No dispute which occurred prior to the notice to strike, which was not raised in 
the said notice, may be the subject of succeeding strikes.     
(b) 
No person engaged in the strike shall commit any act of violence, coercion or 
intimidation or obstruct the free ingress to or egress from the agency's premises 
for lawful purposes or obstruct public thoroughfares.       
(c) 
No person shall obstruct, impede, or interfere with, by force, violence, coercion, 
threats, or intimidation any peaceful strike, or shall aid or abet such obstruction 
or interference. 
(d) 
No employee organization may declare a strike without first having filed the 
notice required under SEC. 137 and the necessary strike vote first having been 
obtained and filed with the PSLMC; 
(e) 
No employee organization may go on strike without ensuring and maintaining 
an effective skeletal force. 
 
BOOK IV.     PERSONNEL BENEFITS AND PRIVILEGES, DAYS AND HOURS OF WORK 
AND OFFICIAL RECORDS 
 
Title I - Personnel Benefits and Privileges 
 
Chapter 1 
Health and Other Services 
 
SEC. 140. Policy.  -  The health, welfare, safety and security of every personnel in the civil 
service system shall be the concern of the government.  To this end, a comprehensive 
occupational health program including medical, dental and other health services shall be 
established, maintained, and made accessible for all personnel in the civil service system.  
Each department or agency shall make provisions out of their existing budgets for personnel 
health, welfare, medical and counseling services and leave benefits and promote and develop 
occupational safety, sports and recreation programs and similar services.  
 
SEC. 141. Safety and Accident Prevention. -  Each department or agency shall develop and 
maintain a continuing occupational safety and accident prevention program for its personnel. 
 
SEC. 142. Personnel Counseling. -  Each department or agency shall provide personnel 
counseling services, including pre-retirement counseling. 
 
SEC. 143. Personnel Recreation.  -  Each department or agency shall provide facilities for 
sports, recreational and cultural activities and shall encourage voluntary personnel 
participation. 
 
 
 
 
 


 
30
Chapter 2 
Leave Benefits 
 
SEC. 144. Entitlement to Leave Privileges.  -  Appointive personnel of the government, 
whether permanent, temporary, contractual or casual as well as elective officers, who render 
the required number of office hours shall be entitled to an annual fifteen (15)-day vacation and 
fifteen (15)-day sick leave with full pay exclusive of Saturdays, Sundays, and public holidays.   
 
SEC. 145. Leave of Absence of Part-time Personnel.  -  Public officers and employees 
rendering service on a part-time basis are entitled to vacation and sick leave benefits 
proportionate to the number of hours they served.   
 
SEC. 146. Leave of Absence of Personnel on Rotation Basis.  -  Public officers and 
employees on rotation basis shall be entitled to vacation and sick leave corresponding to the 
length of service they rendered. 
 
 
SEC. 147. Forced/Mandatory Vacation Leave.  -  All appointive and elective public officers 
and employees of the government with ten (10) days or more vacation leave credits shall be 
required to go on vacation leave whether continuous or intermittent for a minimum of five (5) 
working days annually. 
 
SEC. 148. Accumulation and Commutation of Leave.  -  Vacation and sick leave shall be 
cumulative and commutative.   Except for personnel covered by special laws, commutation of 
leave credits shall be exclusive of Saturdays, Sundays and holidays. 
 
Public officers and employees whose off-days do not fall on a Saturday or a Sunday 
shall have their leaves of absence computed exclusive of their off-days. 
 
SEC. 149. Rehabilitation Leave.  -  Qualified public officers and employees are entitled to 
rehabilitation leave for illnesses and/or injuries which are job-related or which resulted from or 
was aggravated by their working environment.   Such leave, which should not exceed six (6) 
months, shall be with full pay and benefits and shall not be charged against accumulated 
vacation or sick leave credits of the personnel concerned.  The cost of initial medical expenses 
such as emergency/paramedic services and initial ambulance or transport services shall be 
borne by the agency of the public officer and employee concerned.  Substantive and long term 
medical expenses for therapeutic and rehabilitation purposes shall be borne by the Philippine 
Health Insurance Corporation; the Employee Compensation Commission (ECC) and the 
Government Service Insurance System (GSIS) as the case may be and whenever applicable.  
 
SEC. 150. Teachers' Leave.  -  Other than those designated for continuous duty and those 
covered by special charters, schoolteachers in government elementary and secondary 
schools shall be entitled to vacation pay.  They shall be entitled to service credits for services 
rendered during the vacation period, including Saturdays, Sundays, and holidays, in 
accordance with the rules and regulations prescribed by the Commission.  
 
Teachers shall also be entitled to annual seven (7) days sick leave, which shall be non-
cumulative and non-commutative. 
 
SEC. 151. Leave of Elective Officers.  -  All elective officers shall be entitled to leave credits 
granted to appointive officers and the cumulation and commutation of the money value thereof. 
 
SEC. 152. Leave Credits of Public Officers and Employees Covered by Special Leave 
Laws.  -  The leave credits of the following personnel are covered by special laws: 
(a) 
Justices of the Supreme Court, Court of Appeals and Sandiganbayan; 
(b) 
Judges of Regional Trial Courts, Municipal Trial Courts, Metropolitan Trial 
Courts, Court of Tax Appeals and Shari'a Circuit Court; and Shari'a District 
Court; 


 
31
(c) 
The Chairperson and Commissioners of the Constitutional Commissions; 
(d) 
Filipino personnel in the Foreign Service; and   
(e) 
Other personnel covered by special laws. 
 
SEC. 153. Maternity Leave.  -  Women in the government service, of whatever civil and 
employment status and regardless of length of service shall, in addition to the vacation and 
sick leave granted them, be entitled to maternity leave of sixty (60) calendar days for normal 
delivery and seventy-eight (78) calendar days for delivery by caesarean section for the first 
four deliveries or miscarriages.  
 
SEC. 154. Paternity Leave.  -  A married man in the government service shall be entitled to 
paternity leave of seven (7) working days for the first four (4) deliveries or miscarriages of his 
legitimate spouse with whom he is cohabiting.  
 
The paternity leave shall be non-cumulative and non-commutative. 
 
SEC. 155. Adoption Leave.  -  Public officers and employees who legally adopt a child below 
seven (7) years of age as of the date the child is placed with them shall be entitled to adoption 
leave in the manner herein provided: 
 
(a) 
Married individuals   who are both in government shall be entitled to thirty (30) 
calendar days for the adoptive mother and seven (7) calendar days for the 
adoptive father. 
(b) 
Solo parents of whatever gender or civil status shall be entitled to thirty (30) 
calendar days. 
 
Availment of adoption leave shall commence from the date the child is placed with 
the adoptive parents, which shall not be earlier than the date of the decree of adoption.   
Adoption leave shall be non-commutative and non-cumulative.  
 
SEC. 156. Parental Leave for Solo Parents.  -  In addition to leave privileges under existing 
laws, parental leave of not more than seven (7) working days every year until the child reaches 
the age of eighteen (18) years shall be granted to public officers and employees who are solo 
parents and have rendered service of at least one (1) year.    
 
Parental leave shall be non-commutative and non-cumulative. 
 
 
SEC. 157. Special Leaves - Government public officers and employees, except those 
covered by special leave laws, are entitled to special leaves, to mark personal milestones 
and/or attend to filial and domestic responsibilities, not exceeding an aggregate of three (3) 
days in accordance with guidelines to be set by this Commission. 
Special leaves shall be non-commutative and non-cumulative. 
 
SEC. 158. Study Leave and Sabbatical Leave. - Qualified public officers and employees may 
be granted study and sabbatical leave, subject to the rules and regulations promulgated by 
the Commission. 
 
SEC. 159. Commutation and Monetization of Leave Credits.  -  Accumulated leave credits 
can either be commuted or monetized subject to the rules and regulations prescribed by the 
Commission. 
 
SEC. 160. Effect of Reemployment on Commuted Leave. - Public officers and employees 
whose leave credits have been commuted following their separation from the service and were 
thereafter reemployed may refund the money equivalent of the unspent portion of the 
commuted leave credits.  In all cases, leave credits start from zero balance. 
 
SEC. 161. Transfer of Leave Credits of Appointive Personnel and Elective Officers.  -  
When appointive public officers and employees transfer from one entity to another, they can 


 
32
have their accumulated vacation and/or sick leave credits commuted or transferred to their 
new office.  
 
The second option can only be exercised by the personnel concerned when there are 
no gaps in their service.   However, a gap of not more than one (1) month may be allowed 
provided same is not due to the fault of the personnel concerned. 
 
The abovementioned options of commutation or transfer of accumulated leave credits 
can also be availed of by an elective officer assuming another elective post.  However, these 
options are not applicable to the transfer of Armed Forces of the Philippines (AFP) uniformed 
personnel to civilian positions. 
 
SEC. 162. Prescriptive Period for Transfer of Leave Credits.  -  The option to transfer 
accumulated leave credits can be exercised within one (1) year only from the effective date of 
transfer of the appointive personnel to their new office, or to the assumption of the elective 
officers in their new post. 
 
SEC. 163. Leave without Pay.  -  In no case shall leave without pay be granted in excess of 
one (1) year or if the public officer or employee concerned still has leave credits with pay.   
 
SEC. 164. Terminal Leave.  -   
Terminal leave refers to the total accumulated leave 
credits of personnel, the money value of which shall be based not necessarily on the latest 
salary rate but on the highest salary rate received at any time during the period of employment 
in the government service.  
 
Chapter 3 
Retirement Benefits 
 
SEC. 165. Payment of Retirement Benefits on the Day of Retirement. -  All personnel are 
entitled to receive their retirement benefits provided for under existing laws on the day of their 
retirement.  The last agency-employer shall ensure that all the retirement documents are in 
order six (6) months prior to the retirement of the said personnel.  All concerned agencies of 
the government shall render assistance in this regard. 
 
All public officers and employees with pending administrative, disciplinary cases who 
were eventually exonerated or cleared therefrom shall be entitled to payment of retirement 
benefits immediately a day after the promulgation of the decision. 
 
SEC. 166. Rate of Interest for Delay in Payment. -  Should the retiree, through no fault of 
his/her own, fail to receive the benefits on the day of retirement, the same shall earn interest 
at the prevailing legal rate. 
 
The retirement benefits of those who were eventually exonerated or cleared from 
administrative, disciplinary cases shall likewise earn interest at the prevailing legal rate 
computed from the date of retirement to the date of promulgation of the decision. 
 
SEC. 167. Liability for Delay.  -  Agencies or their personnel who caused the delay in the 
retiree's receipt of retirement benefits shall upon complaint of the retiree or the successor in 
interests, be liable for the payment of the interest mentioned in the immediately preceding 
Section.  This is without prejudice to the filing of administrative and criminal cases against the 
personnel responsible for the said delay. 
 
Complaints against delays in the release of retirement benefits shall be filed with the 
Commission within one (1) year from the date of retirement. 
 
The Commission shall promulgate rules and mechanisms to enforce this provision. 
 
 
 
 
 


 
33
Title II - Official Records and Work Days and Hours 
 
Chapter 1 
Personnel Records Information System 
 
SEC. 168. Policy.  -  A government-wide personnel records system shall be established, 
administered and maintained by the Commission. 
 
Each department or agency through its human resource management office, shall 
establish, manage and maintain personnel records and statistics of all its personnel.  
 
SEC. 169. Records of Employment.  -  The Commission shall keep and maintain official 
records of all elective and appointive personnel regardless of their employment status. The 
Commission shall likewise maintain statistics on their employment, accession and separation. 
 
Chapter 2 
Work Days and Hours 
 
SEC. 170. Observance of Work Days and Hours.  -   It shall be the duty of each head of 
agency to require all personnel to strictly observe the prescribed office hours and to wear 
identification cards, nameplates or the like bearing clearly and legibly their respective names 
and positions when dealing directly with the public in the performance of their respective duties 
or whenever they are within the premises of the office.   When the head of agency allows 
government personnel to leave the office during office hours and not for official business or 
official time, the same shall be reflected in their time records and charged to their vacation 
leave credits. 
 
SEC. 171. Daily Record of Attendance.  -  Each head of department or agency shall require 
a daily record of attendance of all personnel including those serving in the field or on board a 
vessel, to be kept on the proper form and, whenever possible, registered on the bundy clock 
or any mechanical, electrical, or electronic device.  
 
Service “in the field” or “on board a vessel” shall refer to service rendered outside the 
office which is the usual place of work. 
 
SEC. 172. Recording of Attendance by Senior Public officers.  -  Agency heads, third level 
positions shall record times of arrival at and times of departure from official workstations.   
Absences from office shall likewise be properly recorded in the agency.  
 
SEC. 173. Liabilities.   -  Falsification or irregularities in the keeping of time records will render 
the personnel concerned administratively liable without prejudice to criminal prosecution as 
the circumstances warrant. 
 
SEC. 174. Forty Hour Workweek Requirement. -  Personnel of all departments and agencies 
except those covered by special laws shall render not less than forty (40) hours of work a 
week, exclusive of time for lunch.  As a general rule, such hours shall be from eight (8) o’ clock 
in the morning to twelve (12) o’clock noon and from one (1) o’clock to five (5) o’clock in the 
afternoon, all days except Saturdays, Sundays, and holidays.  However, in the interest of the 
service, heads of agencies, particularly those with frontline services, shall adopt measures to 
ensure that continuous service is available even during the 12:00 noon to 1:00 p.m. period.     
 
In the exigency of the service, or when necessary by the nature of the work of a 
particular agency, the rescheduling or shifting of work schedule of a particular agency for a 
number of working days less than the required five (5) days may be allowed by the head of 
agency provided that government personnel render a total of forty (40) hours a week and 
provided further that the public is assured of continuous  delivery of service from eight (8) in 
the morning to five (5) in the afternoon for the duration of the entire workweek. 
 


 
34
SEC. 175. Flexible Working Hours.  -   Flexible working hours shall be enforced subject to 
the discretion of the head of agency.   In no case shall the weekly working hours be reduced 
in the event the agency adopts the flexi-time schedule.  In the adoption of flexi-time, core 
working hours shall be prescribed taking into consideration the needs of the service.  
 
SEC. 176. Non-regular Working Hours.  -  A work schedule that deviates from that which is 
provided in Section 175 hereof or that which extends well into the night may also be allowed 
upon the discretion of the head of office, the need of the service, or the health and welfare of 
the personnel concerned; Provided, that the forty (40)-hour workweek exclusive of meal time, 
will not be reduced.   
 
SEC. 177. Flexible Working Place.  Public officers and employees may be allowed to work 
away from their official work stations subject to the discretion of the head of agency and the 
nature of the functions of their positions.  The Commission shall issue the rules and regulations 
to govern the adoption of a flexi-work place.  In no case shall the adoption thereof affect the 
availability and the accessibility of government services.  
 
SEC. 178. Persons in the Teaching Service.  -  All persons in the teaching service, primary 
and secondary levels, are covered by the forty (40)-hour work-week requirement and shall 
render not more than six (6) hours of teaching load every school day.  
 
SEC. 179. Performance of Duties in Excess of Forty Hours of Those in Special 
Occupational Groups.  -   When the nature of duties to be performed or the interest of the 
public service so requires, the head of department or agency may require any or all of the 
personnel to work in excess of the forty (40) hours, on Saturdays, Sundays and public 
holidays, with either additional compensation or compensatory time/days-off; or the 
accumulation of leave credits. 
 
SEC. 180. Compensation for Authorized Work Beyond Forty Hours. -  When the interest 
of public service so requires, the daily hours of work for personnel may be extended by the 
head of the agency concerned, which extension shall be fixed in accordance with the nature 
of the work.  Provided, that work in excess of forty (40) hours a week must be properly 
compensated by payment of overtime whenever funds are available for the purpose or through 
the grant of compensatory time or day/s-off or through the accumulation of leave credits. 
 
SEC. 181. Compensatory Time or Day/s Off.  -  Grant of compensatory time or day/s off shall 
be allowed for overtime services rendered subject to the rules to be promulgated by the 
Commission.  
 
BOOK V.    DISCIPLINE 
 
Title I - Administrative Discipline 
 
Chapter 1 
General Provisions 
 
SEC. 182. Disciplinary Action.  -  No public officer or employee in the civil service system 
shall be disciplined, suspended or removed from office except for cause as provided for by 
law and after due process. 
 
The following shall be grounds for disciplinary action: 
(a) 
Conduct prejudicial to the best interest of the service; 
(b) 
Discourtesy in the course of official duties; 
(c) 
Disgraceful or immoral conduct; 
(d) 
Dishonesty; 
(e) 
Drunkenness; 


 
35
(f) 
Engaging directly or indirectly in partisan political activities by one holding a 
non-political office; 
(g) 
Engaging in or supporting acts of insurrection, rebellion, sedition, and other 
crimes against public order as defined in Title Three, Book Two of the Revised 
Penal Code and commission of crimes against national security and the law of 
nations as defined in Title One, Book Two, Chapters One, Two, and Three of 
the Revised Penal Code; 
(h) 
Engaging in prohibited activities under Section 139 of this Code; 
(i) 
Falsification of official documents; 
(j) 
Final conviction of a crime involving moral turpitude; 
(k) 
Gambling prohibited by law; 
(l) 
Illegal strike; 
(m) 
Inefficiency and incompetence in the performance of official duties; 
(n) 
Insubordination; 
(o) 
Neglect of duty; 
(p) 
Nepotism; 
(q) 
Oppression; 
(r) 
Pursuit of private business, vocation or profession in violation of civil service 
law, rules and regulations; 
(s) 
Refusal to perform official duty or unjust refusal to render overtime service; 
(t) 
Sexual Harassment; 
(u) 
Tardiness; 
(v) 
Unauthorized absences; 
(w) 
Unauthorized use of government resources or properties; 
(x) 
Unfair public sector labor and management practice; 
(y) 
Unjustifiable delays in the payment of employee benefits; 
(z) 
Violation of reasonable office rules and regulations; and 
(aa) 
All other grounds for disciplinary action provided or may be provided for by law. 
 
Chapter 2 
Disciplinary Jurisdiction 
 
SEC. 183. Original Jurisdiction. -  The heads of departments, agencies, bureaus and 
instrumentalities of the national government, constitutional offices, the proper disciplining 
authority of state universities and colleges, government-owned and -controlled corporations 
with original charters or created under special laws, and local government units.  
 
They shall also retain original jurisdiction over public officers and employees who are 
already separated from the service but who, while still in the service committed an offense. 
 
SEC. 184. Original Jurisdiction of the Commission.  -  The Commission shall have exclusive 
administrative disciplinary jurisdiction over its public officers and employees.  It shall have 
concurrent original disciplinary jurisdiction over public officers and employees of the 
departments, agencies, bureaus, state universities and colleges, government-owned and -
controlled corporations with original charters or created under special laws, local government 
units.  
 
The Commission may, motu proprio, initiate the investigation and filing of 
administrative charges against public officers and employees who violate the provisions of this 
Code and other pertinent civil service laws, rules and regulations.   For this purpose, the 
Commission shall conduct fact-finding investigations and require through the issuance of 
subpoena duces tecum and similar processes the production of government records 
necessary to resolve the case. 
 
SEC. 185. Original Jurisdiction of Bureau or Department-wide, Regional Office Head.  -  
The heads of bureaus or department-wide regional offices shall have disciplinary jurisdiction 
over offenses committed by their subordinate public officers and employees.   


 
36
Chapter 3    
Procedures in Disciplinary Cases 
 
SEC. 186. Commencement of Administrative Proceedings and Answer. - 
(a) 
Administrative proceedings may be commenced motu proprio against a 
subordinate public officer or employee by the proper disciplining authority or 
head of department or agency or upon a sworn written complaint of any other 
person. The complaint shall be accompanied by sworn statements covering the 
charges and those of the witnesses together with documentary evidence, if any. 
(b) 
On the basis of the sworn written complaint and supporting papers filed by any 
other person, the disciplining authority shall require the person complained of 
to explain why no administrative case should be filed.  If the disciplining 
authority does not find a prima facie case, the complaint shall be dismissed; 
otherwise, a formal charge shall be issued in accordance with the provisions of 
this Code.   The respondent shall be furnished with copies of the complaint, 
sworn statements and other documents submitted.  
(c) 
In administrative proceedings initiated by the disciplining authority or head of a 
department or agency, the formal charge shall be issued only after the 
disciplining authority finds a prima facie case in accordance with the provisions 
of this Code. 
 
SEC. 187. Issuance of a Formal Charge.  -  The formal charge shall state the specifications 
of the offense and shall require the respondent to submit an answer in writing and under oath 
together with supporting sworn statements covering his/her defense and those of witnesses 
together with the documentary evidence, if any.  The respondent shall be allowed at least 
seventy-two (72) hours but not more than five (5) days from receipt of the formal charge to 
submit an answer and the affidavits of the witnesses, if any, and shall be informed of his/her 
right to counsel and to indicate whether or not he/she elects a formal investigation.  In cases 
when the respondent submits a request for clarification, a bill of particulars or a motion to 
dismiss which are obviously designed to delay the administrative proceedings, the same shall 
be considered as answer. 
 
SEC. 188. Formal Investigation.   - 
(a) 
If the respondent has elected a formal investigation, the disciplining authority 
or the duly authorized representative shall conduct the formal investigation with 
a notice issued within five (5) days from receipt of the answer. 
(b) 
Complainant and respondent may avail themselves of the services of counsel 
and may require the attendance of witnesses by subpoena ad testificandum 
and the production of documentary evidence through the compulsory process 
of subpoena duces tecum.  
(c) 
Even if the respondent does not request a formal investigation, such 
investigation shall be conducted when, on the basis of the allegations in the 
complaint and the answer of the respondent, including supporting documents, 
the merits of the case cannot be decided judiciously without conducting such 
investigation. 
(d) 
The formal investigation shall be commenced not earlier than five (5) days nor 
later than ten (10) days from receipt of the respondent's answer.  The 
investigation shall be conducted to ascertain the truth without strictly adhering 
to technical rules applicable to judicial proceedings.  Hearings shall be 
continuously held and the investigation terminated, if possible, within ten (10) 
days from its commencement, especially for grave offenses, unless the period 
is extended by the disciplining authority in meritorious cases. 
(e) 
The direct evidence for the complainant and the respondent shall consist of the 
sworn statements and documents submitted in support of the complaint or 
answer, as the case may be, without prejudice to the presentation of additional 


 
37
evidence deemed necessary but was unavailable at the time of the filing of the 
complaint or answer, upon which cross-examination by the respondent and the 
complainant, respectively, shall be based. 
 
SEC. 189. Report of Investigation and Record of Case.  -  The hearing officer shall submit 
to the disciplining authority the report of investigation within ten (10) days from the termination 
of the investigation.  The report shall contain the findings and recommendations together with 
the complete record of the case which shall be properly and securely bound, all pages 
numbered consecutively, and with a table of contents. 
 
SEC. 190. Decision.  -  The proper disciplining authority shall render a decision within the 
period and in the form and content as provided for in this Code.  
 
SEC. 191. Preventive Suspension.  -  Notwithstanding any provision of law to the contrary, 
the proper disciplining authority may preventively suspend a respondent formally charged with 
dishonesty, oppression, grave misconduct, gross neglect in the performance of duty, if there 
are reasons to believe that respondent is guilty of the charges which would warrant removal 
from office and that there is a great probability that the continuance in office of the respondent 
could influence the witnesses or pose a threat to the safety and integrity of the records and 
other evidence.  In no case shall preventive suspension exceed ninety (90) days or last for the 
duration of the investigation, whichever is shorter. 
 
SEC. 192. Lifting of Preventive Suspension Pending Administrative Investigation.  -  
When the administrative case against the respondent under preventive suspension is not 
decided by the disciplining authority within the period of ninety (90) days after the date of 
suspension, the respondent shall be automatically reinstated in the service; Provided, that 
when the delay in the disposition of the case is due to the fault, negligence or petition of the 
respondent, the period of delay shall not be included in computing the period of suspension 
herein provided. 
 
Chapter 4 
Decision 
 
SEC. 193. When to Render Decision. -  The proper disciplining authority exercising original 
jurisdiction and those exercising appellate jurisdiction shall render their decisions within sixty 
(60) days from the date of the submission of the case for decision. 
 
SEC. 194. Form and Content of Decision.  -  The decision, properly designated as such and 
under the signature of the proper disciplining authority, shall contain the charge, the name of 
the respondent, the position and office of the respondent, a brief statement of the material and 
relevant facts, findings, offense committed and the penalty imposed.  
 
SEC. 195. Service of Decision.    - 
 (a) 
A copy of the decision shall be served on the complainant and the respondent 
through their respective counsel, if any, within five (5) days from its 
promulgation.  
 
(b) 
Disciplining authorities shall furnish their superiors with a copy of the decision 
within five (5) days from the date of its promulgation. 
 
SEC. 196. Finality of Decision.  - 
 (a) 
Without prejudice to the power of review by the Commission, and its powers to 
decide cases on appeal as provided for in this Code, the decisions of the heads 
of departments, agencies, and instrumentalities of the National Government 
and the disciplining authority of state universities and colleges, government-


 
38
owned and -controlled corporations with original charters or created under 
special laws, and local government units, shall be final and executory, if the 
penalty imposed is suspension of not more than thirty (30) working days or a 
fine of not more than thirty (30) working days' pay. 
 (b) 
Without prejudice to the power of review by the Commission and its powers to 
decide cases on appeal provided for in this Code, the decision of the head of 
the bureau or department-wide regional office shall be final and executory, if 
the penalty imposed is suspension of not more than thirty (30) working days or 
a fine of not more than thirty (30) working days' pay. 
(c) 
The decision in a disciplinary case becomes final upon expiration of the period 
within which to file a motion for reconsideration and no such motion is filed. 
 
SEC. 197. Execution of Decision.  - 
(a)  
The decisions of heads of agencies and other disciplining authorities shall be 
immediately executory upon receipt of a copy thereof by the parties concerned, 
even pending appeal. 
(b) 
Decisions of the disciplining authority in disciplinary cases shall be immediately 
executory unless a motion for reconsideration is seasonably filed, in which case 
the execution of the decisions shall be held in abeyance pending resolution of 
the motion. 
(c) 
The filing and pendency of a petition for certiorari with the Supreme Court   shall 
not stop the immediate execution of the decision of the Commission, unless the 
Court issues a restraining order or a writ of preliminary injunction.  For this 
purpose, no other Courts can issue a temporary restraining order or a writ of 
preliminary injunction against the Commission. 
 
Chapter 5 
Administrative Penalties 
 
SEC. 198. Penalties That May Be Imposed.  -  Heads of departments and agencies and other 
disciplining authorities may impose the penalty of reprimand or censure, fine in an amount not 
exceeding six (6) months' salary, suspension without pay for not more than one (1) year, 
demotion in rank or pay, or dismissal from the service.    
 
SEC. 199. Imposition of Penalties. - 
(a) 
In meting out punishment, the same penalties shall be imposed for similar 
offenses and only one (1) penalty shall be imposed in each case.  In the 
imposition of these penalties, the disciplining authority shall take into 
consideration the circumstances which may either exonerate the respondent 
from any liability, mitigate or aggravate the offense. 
 
(b) 
In the imposition of the proper penalties, the administrative offenses or causes 
for disciplinary action mentioned in this Code shall be categorized into light, 
less grave, and grave. 
 
(c) 
The Commission shall promulgate rules and regulations on the classification of 
administrative offenses into light, less grave and grave and shall prescribe the 
corresponding principal and accessory penalties, such as cancellation of 
eligibility, forfeiture of retirement benefits, disqualification for employment, 
reinstatement or re-employment, disqualification for promotion and bar from 
any civil service examination. 
 
SEC. 200. Effect of Administrative Penalties.  -  The penalty of dismissal shall result in the 
separation of the respondent from the service.  Dismissal shall carry with it the cancellation of 
civil service eligibilities, forfeiture of retirement benefits, and disqualification from employment 


 
39
in the government whether appointive or elective and disqualification to run for any public 
office even if the case is pending on appeal. 
 
Although decisions imposing the penalty of dismissal are immediately executory, no 
permanent appointment pending appeal shall be issued to replace the dismissed employee.  
In the interest of the service, however, designation may be resorted to until the case is resolved 
with finality. 
 
The penalties of demotion, suspension and fine shall disqualify the respondent from 
receiving certain benefits or from promotion for a period based on the gravity of the penalty 
imposed in accordance with the rules prescribed by the Commission.  
 
SEC. 201. Effect of Death on Pending Cases.  -  Pending disciplinary cases shall be deemed 
terminated upon the death of the respondent without prejudice to civil action that may be 
instituted by the government except when the proceedings have been concluded and the case 
is ready for decision, or when the administrative case involves misappropriation of public funds 
and property or other grave offenses.  The same shall be decided for the sole purpose of 
determining whether the heirs of the respondent are entitled to monetary benefits arising out 
of his employment. 
 
SEC. 202. Effect of Exoneration and Other Penalties.  -  Upon exoneration, the respondent 
shall be restored to his/her former position without loss of seniority and other rights or to a 
comparable or equivalent position in case of reorganization.  He/She shall also be entitled to 
payment of back salaries and other benefits for a period not exceeding five (5) years including 
the period of his/her preventive suspension. 
 
Chapter 6 
Administrative Remedies 
 
SEC. 203. Appeal.  -  An appeal may be filed with the proper authority within fifteen (15) days 
from receipt of the decision, together with a notice of appeal to the disciplining authority who 
rendered the decision.  It shall state the appellant's date of receipt of the decision and the date 
of the resolution on the motion for reconsideration, if any, together with the grounds for appeal 
and the arguments in support thereof. 
 
SEC. 204. Where to Appeal.  -  The appellant may appeal to the following: 
(a) In case of decisions rendered by heads of departments, agencies, state 
universities and colleges, provinces, cities and municipalities and  instrumentalities 
of the national government and the disciplining authority of government-owned or 
-controlled corporations with original charters, where the penalty imposed is 
suspension of more than thirty (30) working days or a fine equivalent to more than 
thirty (30) working days' salary, the appeal shall be brought before the Commission; 
and 
 
(b) In case of decisions of the head of bureaus or department-wide regional offices, 
the appeal shall initially be made to the department secretary and then to the 
Commission if the penalty imposed is suspension of more than thirty (30) working 
days or fine equivalent to more than thirty (30) working days' salary. 
 
SEC. 205. Motion for Reconsideration.  -  A motion for reconsideration may be filed during 
the period for filing an appeal on the following grounds:  
(a) Newly discovered evidence which could materially affect the decision rendered;  
(b) The decision is not supported by the evidence on record; or 
(c) Errors of law or irregularities have been committed prejudicial to the interest of 
either party. 


 
40
Only one (1) motion for reconsideration shall be entertained, which shall be resolved 
within thirty (30) days from receipt.  A motion for reconsideration shall suspend the running of 
the period of appeal. 
 
SEC. 206. Remand of Cases Due to Lack of Due Process.  -  If the case on appeal with the 
Commission is remanded to the proper disciplining authority for further investigation due to 
lack of due process, the said disciplining authority shall finish the investigation within three (3) 
calendar months from the date of receipt of the records from the Commission, unless the 
investigation is delayed due to the fault, negligence or petition of the respondent, or an 
extension is granted by the Commission in meritorious cases.   The period of delay shall not 
be included in the computation of the prescribed period. 
 
The disciplining authority shall render its decision within fifteen (15) days from the 
termination of the investigation.  If at the end of said period, the disciplining authority fails to 
decide the case, the Commission shall vacate and set aside the appealed decision and 
declare the respondent exonerated of the charge.  If the respondent is under preventive 
suspension, he/she shall be immediately reinstated and shall be entitled to back salaries and 
other benefits. 
 
SEC. 207. Petition for Review.  -  The Commission may review decisions rendered by its 
regional offices and other disciplining authorities dismissing a complaint for lack of a prima 
facie case, subject to rules and regulations the Commission may prescribe.   
 
SEC. 208. Penalties for Contempt.  -  In case of refusal or failure to comply with its decisions, 
orders, rulings or processes and proceedings, the Commission may impose a penalty of fine 
of not less than P1,000.00 per day until compliance, or suspension from office without pay for 
a period of not more than thirty (30) days, or both as the circumstances may warrant. 
 
SEC. 209. Removal of Administrative Penalties or Disabilities.  -  Upon recommendation 
of the Commission, the President may commute or remove administrative penalties or 
disabilities imposed upon public officers or employees in disciplinary cases, subject to such 
terms and conditions as he/she may impose in the interest of the service. 
  
Title II – Prohibitions 
 
Chapter 1 
Limitation on Appointments 
 
SEC. 210. Appointment of Elective Officers.  -  Except as provided for in the Constitution, 
no elective officer shall be eligible for appointment or designation in any capacity to any public 
office or position during his/her tenure. 
 
SEC. 211. Candidate Who Lost in an Election.  -  No candidate who lost in any election shall, 
within one (1) year after such election, be appointed in any capacity to any office in the 
government or any state university and college, government-owned and -controlled 
corporations with original charters or created under special laws, and local government units.   
Neither can they be hired within the same period as consultants or under contracts of 
services/job orders in said entities. 
 
SEC. 212. Resignation Before Election.  -  A person who resigned from the service within 
three (3) months before any election and engaged in any political activity shall not be eligible 
for re-employment in the government during the six (6)-month period following such election. 
 
SEC. 213. Prohibition Against Holding Another Office or Employment. -  Unless otherwise 
allowed by law or by the primary functions of the position, no appointive officer shall hold any 
other office or employment in the government or any subdivision, agency or instrumentality 


 
41
thereof, state universities and colleges, government-owned and -controlled corporations with 
original charters or created under special laws, and local government units. 
 
SEC. 214. Prohibition During Election Period.  -  No appointment, whether original, transfer, 
reemployment, reappointment, renewal, promotion and demotion, regardless of status, except 
in the case of reinstatement, shall be issued ninety (90) days before any national or local 
election except barangay and sangguniang kabataan elections and until the assumption of the 
newly-elected or reelected appointing officer.  No consultancy, job order or contract of service 
shall also be entered into during the said period.  
 
However, in the exigency of the service and subject to the authority by the 
Commission, the appointing authority may issue appointments after the election and until the 
assumption of the newly elected or reelected appointing officer provided the following concur:  
(a) 
A vacancy occurred during the prohibited period; 
(b) 
There is need to  fill up the vacancy immediately in order not to prejudice public 
service and/or endanger public safety; 
(c) 
The appointee is qualified; 
(d) 
The appointment has gone through the usual requirements like publication, 
regular screening by the Personnel Selection Board and concurrence by the 
Sanggunian, as the case may be. 
 
All appointments issued before the prohibited period shall take effect immediately, 
notwithstanding any provisions in the appointment to the contrary and the appointee shall 
assume the position within thirty (30) days from issuance thereof.  Failure of the appointee to 
assume the position within said period shall make the appointment ineffective. 
  
SEC. 215. Prohibition Against Appointments by an Outgoing Appointing Authority.  -   
No appointment in national agencies, state universities and colleges, government-owned and 
-controlled corporations with original charters or created under special laws, shall be made by 
any outgoing appointing authority within three (3) months before the end of  his/her term of 
office  or  retirement.  This prohibition shall also apply to outgoing appointing authorities who 
have previously manifested their intention to resign from office.  In which case, the prohibition 
shall commence from the date of formal manifestation to resign but shall not be more than 
three (3) months from the effective date of resignation.   
          
 
However, in the exigency of the service, interim appointments may be issued which 
shall not exceed three (3) months from the time the appointing authority ceases to hold office. 
This prohibition shall embrace all kinds of appointments whether original, transfer, 
reemployment, reappointment, renewal, casual, contractual promotion, or demotion, 
regardless of status.  
 
SEC. 216. Supervision by Non-career personnel.  -  Subject to the rules to be promulgated 
by the Commission, no consultant, contractual or non-career personnel shall be designated to 
any position exercising control and supervision over regular and career personnel in the 
government. 
 
SEC. 217. Contract of Service.  -  A person issued a contract of service shall not discharge 
duties pertaining to a career or non-career service position.  The agency may, however, enter 
into a contract of service to undertake a piece of work for the government for a specific period. 
 
SEC. 218. Ecclesiastic.  -  No priest, preacher, minister, or other religious teacher, or dignitary 
as such, shall be employed in the civil service system except when such priest, preacher, 
minister, or dignitary is assigned to the Armed Forces of the Philippines, the Philippine 
National Police or to any penal or correctional institution, or any government orphanage or 
leprosarium. 
 


 
42
SEC. 219. Nepotism.  -  The act of issuing an appointment in the national, or in any branch or 
instrumentality thereof, or in state universities and colleges, government-owned and -
controlled corporations with original charters or created under special laws, or local 
government units to a person who is related within the third (3rd) civil degree of consanguinity 
or affinity to the appointing or recommending authority, the chief of bureau or office, or of the 
person exercising immediate supervision over him/her, is hereby prohibited. 
 
The following positions are exempt from the operation of the law and rules on 
nepotism: 
(a) 
Primarily confidential; 
(b) 
Highly technical 
(c) 
Policy-determining 
(d) 
Teacher  and professorial staff; 
 
The term ‘teacher’ shall refer only to those actually performing classroom instruction in 
both public elementary and secondary schools.  ‘Professorial staff’ shall denote members of 
the faculty of state universities or colleges primarily engaged in academic activities such as 
teaching in the tertiary level, research and curriculum development, among others.  The 
designation of professorial staff to non-professorial/non-academic positions shall not be 
covered by this exemption. 
 
The restrictions mentioned in this Section shall not be applicable to a member of any 
family, who, after appointment to any position in an office or bureau, contracts marriage with 
another employee in the same office or bureau, or those who were affected by reorganization 
in which event the employment or retention therein of both husband and wife may be allowed. 
 
The prohibition shall not also apply in case of promotion if the person to be promoted 
occupies a career and next-in-rank position, or to those devolved to local government units or 
who were affected by reorganization or to any member of a personnel selection board. 
 
Chapter 2   
Other Prohibitions 
 
SEC. 220. Political Activity.  -  Civil servants may become members of political parties, 
express their views on current political problems or issues, and support the candidates of their 
choice.  However, they may neither engage in any electioneering nor may they use official 
authority to influence or coerce the political activity of any person or organization. 
 
SEC. 221. Appointment of Military Personnel in the Civil Service System.  -  It shall be 
unlawful for any member of AFP in the active service to be appointed or designated in any 
capacity to any civilian position in the government, state universities and colleges, 
government-owned and -controlled corporations with original charters or created under special 
laws, and local government units. 
 
SEC. 222. Additional or Double Compensation.  -  No elective or appointive public officer or 
employee shall receive additional, double, or indirect compensation, unless specifically 
authorized by law, nor accept any present, emolument, office, or title of any kind from any 
foreign government unless allowed by law. 
 
Pensions, gratuities or honoraria shall not be considered as additional, double or 
indirect compensation. 
 
SEC. 223. Detail or Reassignment.  -  Except when the exigencies of the service require, no 
public officer or employee of the government shall be detailed or reassigned three (3) months 
before any local or national election. 
 
SEC. 224. Courtesy Resignation.  -   It shall be unlawful for any public officer, elective or 
appointive, to require public officers and employees within his/her jurisdiction to submit 
courtesy resignations for whatever reason or purpose.   
 


 
43
SEC. 225. Appointment and/or Transfer of Officers and Employees of Oversight 
Agencies.  Unless allowed by the Commission in meritorious cases, heads of oversight 
agencies and their staff are prohibited from transferring or being appointed to any position in 
the department/agency/office/local government unit which his/her unit is assigned or 
designated to oversee within one (1) year after termination of such assignment or designation. 
 
BOOK VI.  MISCELLANEOUS PROVISIONS 
Title I - Termination of Employment 
Chapter 1 
Modes of Termination 
SEC. 226. Modes of Termination.  -  The following are modes of terminating employment in 
the government; 
(a) 
Resignation - A public officer or employee shall be considered separated from 
the service effective on the date of acceptance of the resignation by the officer 
authorized to do so. 
(b) 
Candidacy - An appointive public officer or employee shall be ipso facto 
separated from the service on the date of filing of the certificate of candidacy 
for an elective position. 
(c) 
Death - Upon proof of death, the public officer or employee shall automatically 
be recorded as separated from the service. 
(d) 
Permanent Disability - In case of permanent disability which shall render the 
public officer or employee incapable of performing the official duties, the 
department or agency head may terminate such public officer or employee. 
(e) 
Expiration of Period of Employment - The services of a public officer or 
employee appointed for a fixed period, or for a specific project or whose 
appointment is coterminous with the appointing officer shall be terminated upon 
the expiration of the period of employment, completion of the project, or at the 
end of the term of the appointing officer, unless otherwise earlier validly 
separated. 
(f) 
Dropped from the Service - A public officer or employee who goes on leave 
without proper authority or fails to return to duty after the expiration of the 
authorized leave, without valid reasons, and for other grounds under existing 
rules, shall be dropped from the service in accordance with the regulations 
promulgated by the Commission. 
(g) 
Conviction - The services of the public officer and employee shall be 
considered terminated upon conviction by final judgment of a crime where the 
penalty carries with it the accessory penalty of perpetual or temporary absolute 
or special disqualification to hold public office. 
(h) 
Retirement - Any public officer or employee who reaches the compulsory 
retirement age and meets the service requirement shall be retired under the 
provisions of the Retirement Law, unless his/her service is extended by the 
Commission in accordance with its rules and regulations.  Optional retirement 
pursuant to law likewise terminates official relations. 
(i) 
Expiration of Temporary Appointment - The services of a public officer or 
employee with temporary appointment shall automatically be terminated upon 
the expiration of the appointment. 
(j) 
Disapproval of Appointment - The services of a public officer or employee is 
considered terminated upon the final disapproval of the appointment by the 
Commission. 
 
SEC. 227. Reduction in Force.  -  The head of a department or agency may reduce its staff 
due to lack of work or funds or due to a change in the scope or nature of an agency's program, 
or as a result of reorganization, subject to the rules and regulations which the Commission 
shall prescribe. 
 
 


 
44
Title II - Fees and Authority to Administer Oaths 
Chapter 1 
Fees 
SEC. 228. Authority to Collect Fees.  -  The Commission may collect and charge fees for 
civil service examinations, certification of civil service ratings, service records, appeals in 
disciplinary and non-disciplinary cases, training courses, seminars and workshops in 
personnel management, and for services rendered on other civil service matters.  For this 
purpose, the Commission shall prescribe standard and reasonable rates for such examination, 
certifications, training courses, seminars and workshops and other activities or services, the 
fees for which are not provided by law or regulation.  No fees shall be collected in examinations 
given for the selection of scholars. 
 
Chapter 2 
Authority of Public Officers to Administer Oaths, Take Testimony, and Prosecute 
Cases in Court. 
SEC. 229. Who May Administer Oaths.  -  The Chairperson and Members of the Commission, 
public officers occupying third level positions and other public officers and employees of the 
Commission and other departments or agencies designated in writing by the Chairperson, 
may administer oaths as may be necessary in a transaction of an official business and take a 
testimony in connection with any authorized investigation. 
 
Title III - Fiscal Autonomy and Use of Appropriations and Income 
 
Chapter 1    
Fiscal Autonomy 
 
SEC. 230. Fiscal Autonomy.  -  The Commission shall enjoy fiscal autonomy.  It shall 
determine the amount of its annual budget requirements for its operating expenses, and 
capital outlays which shall be proposed to Congress in accordance with existing budget laws. 
Its approved annual appropriations shall be automatically and regularly released.   
 
The Commission shall have the flexibility to utilize its appropriations, and its income, 
for operating and capital expenses, acquisition, supplies, repairs and maintenance of office 
equipment and facilities subject to provisions of law. 
 
Chapter 2  
Authority to Use Appropriations and Income. 
 
SEC. 231. Authority to Use Appropriations and Income.  -  The Commission is hereby 
authorized to use such sums appropriated in the annual appropriations act, including all 
balances of existing certifications, to accounts payable of prior years which have not yet been 
reverted to unappropriated surplus, within a period of two (2) years, as are necessary to carry 
out the provisions of this Code.   The Commission is also authorized to augment any item in 
its appropriations from savings actually released for any official purpose at its discretion. 
 
The Commission is further authorized to directly use its income derived from fees, cost 
for services it may assess and levy, and such other proceeds generated in the performance 
of its functions for its operating expenses, for personnel and organizational development as 
well as acquisition, repair and maintenance of office equipment, facilities and supplies. 
 
Title IV   - Transitory Provisions 
Chapter 1 
Funding 
 
SEC. 232. Funding.  -  Funds needed to carry out the provisions of this Code shall be taken 
from funds available in the Commission or in the absence or insufficiency thereof, from any 
lump sum appropriations to be included in the annual General Appropriations Act.  The 


 
45
appropriation shall cover the operating expenses of the Commission including the salaries, 
allowances and other emoluments of all its public officers and employees in its central, 
regional and field offices and for its projects and activities, subject to the accounting of such 
expenditures. 
 
Chapter 2 
Final Provisions 
SEC. 233. 
Abolished Offices.  -  All Commission public officers and employees whose 
offices are abolished by virtue of the provisions of this Code shall be absorbed in the central, 
regional and field offices of the Commission with no diminution of status, rank and salary. 
 
SEC. 234. Liability of Appointing Authority.  -  No person employed in the civil service 
system in willful violation of this Code shall be entitled to receive pay from the government. 
The appointing authority responsible for such unlawful employment shall be personally liable 
for the pay that would have accrued had the employment been lawful. The disbursing public 
officers shall make payment to the employees of such amount from the salary of the public 
officers so liable. 
 
SEC. 235. Liability of Disbursing Public officers.  -  Except as may otherwise be provided 
by law, it shall be unlawful for a treasurer or other fiscal public officer or employee to deduct 
any amount for contributions or payment of obligations other than those due to the government 
or its instrumentalities. 
 
SEC. 236. Vested Rights.  -  Except as otherwise provided in this Code, rights vested or 
acquired under the provisions of the Civil Service Law, rules and regulations and any other 
Act prior to the effectivity of this Code shall be respected. 
 
SEC. 237. Criminal Liability.  -  Whoever makes any appointment or employs any person in 
willful violation of any provision of this Code or the rules and regulations issued thereunder; or 
whoever commits fraud, deceit or intentional misrepresentation of material facts concerning 
any civil service matter; or whoever violates, refuses or neglects to comply with any final 
decision or order of the Commission, shall, upon conviction, be punished by a fine not 
exceeding Ten Thousand Pesos (P10,000.00) or by imprisonment of not less than three (3) 
years nor more than five (5) years or both at the discretion of the court. 
 
The same penalty of fine or imprisonment or both as provided above and permanent 
disqualification from holding public office shall be imposed upon any appointing authority who 
willfully violates any of the provisions of this Code including failure to abide by the rules 
promulgated by the Commission or to implement a Commission reappointment order. 
 
SEC. 238. Authority to Issue Rules.  -  The Commission shall promulgate rules and 
regulations and set guidelines and standards to implement the provisions of this Code which 
shall become effective thirty (30) days after its publication in a national newspaper of general 
circulation. 
 
SEC. 239. Repealing Clause.  -  Republic Act No. 2260, Republic Act No. 6040, Presidential 
Decree No. 807, Presidential Decree No. 1, Presidential Decree No. 1409, Executive Order 
No. 135, series of 1987, Executive Order No. 180  and Book V, Title  1, Subtitle A on the Civil 
Service Commission of Executive Order No. 292, series of 1987, and Section 2 of RA 6758 
are hereby repealed.   Section 24 of RA 6770, Sections 63, 77 and 79 of RA 7160, Section 1 
of RA 8190 and Section 21 of RA 8551, are hereby amended or modified accordingly; and all 
laws, decrees, orders, circulars, rules and regulations or any part thereof which are contrary 
to or inconsistent with any provision of this Code are hereby repealed or modified accordingly.  
 
SEC. 240. Supplemental Applications. – The Rules of Court shall have supplemental 
application to this Code.  


 
46
 
SEC. 241. Separability.  -  If any provision of this Code or its application to any person or 
circumstances is declared invalid, such declaration shall not affect the other provisions of this 
Code. 
 
SEC. 242. Construction in Favor of Employees.  -  All doubts in the implementation and 
interpretation of the provisions of this Code including its implementing rules and regulations 
shall be resolved in favor of employees. 
 
SEC. 243. Effectivity.  -  This Code shall take effect thirty (30) days following its publication in 
the Official Gazette or in a national newspaper of general circulation in the Philippines.  
 
 
Approved,