TWENTIETH CONGRESS OF THE 
REPUBLIC OF THE PHILIPPINES 
First Regular Session
SENATE
S.B. No. 392
. 
' 0i ; ,
25 JULIO P3.-22
INTRODUCED BY SENATOR RISA HONTIVEROS
AN ACT
STRENGTHENING THE CONSTITUTIONAL RIGHTS OF GOVERNMENT 
EMPLOYEES TO SELF-ORGANIZATION, COLLECTIVE NEGOTIATION, 
PEACEFUL CONCERTED ACTIVITIES, AND THE USE OF VOLUNTARY MODES 
OF DISPUTE RESOLUTION
EXPLANATORY NOTE
The Constitution guarantees the rights of all workers, including those in the 
government and public sector, which in most countries is the biggest employer, to 
self-organization, collective bargaining and negotiations, and peaceful concerted 
activities, including the right to strike in accordance with law.
This was affirmed when the Philippine Senate ratified International Labor 
Organization (ILO) Convention No. 151 on August 14, 2017, highlighting the 
commitment of our government to provide the country's roughly 2.3 million 
government employees, civil servants, and other persons employed by public 
authorities, whether permanent, contractual, casual or job order, the right to decent 
work, the right to freedom of association, and the right to engage in all other forms 
of social dialogue, including collective bargaining.
This bill seeks to provide a domestic implementing law for ILO Convention No. 
151 by guaranteeing the aforementioned rights of public sector workers, ensuring that 
the government provides appropriate facilities for the use of their organizations, 
providing procedures for determining the terms and conditions of employment, and 
establishing mechanisms for expeditiously settling disputes arising therefrom.
Hence, the immediate passage of this measure is earnestly sought.
RISA HONTIVEROS 
Senator
'jeA-


TWENTIETH CONGRESS OF THE 
REPUBLIC OF THE PHILIPPINES 
First Regular Session
SENATE
S.B. No. 392
25 JULIO P3.-22
INTRODUCED BY SENATOR RISA HONTIVEROS
AN ACT
STRENGTHENING THE CONSTITUTIONAL RIGHTS OF GOVERNMENT 
EMPLOYEES TO SELF-ORGANIZATION, COLLECTIVE NEGOTIATION, 
PEACEFUL CONCERTED ACTIVITIES, AND USE OF VOLUNTARY MODES OF 
DISPUTE RESOLUTION
Be it enacted by the Senate and House of Representatives of the Philippines in 
Congress assembled:
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CHAPTER I
DECLARATION OF POLICY
SECTION 1. Short Title. - This Act shall be known as the "Public Sector Labor 
Relations Act of 2025."
Sec. 2. Declaration of Policy. - It is the policy of the State to promote the right 
of government employees to self-organization, collective negotiation, peaceful 
concerted action, including the right to mass peaceful concerted activities in 
accordance with law, and the right to participate in policy and decision-making 
processes affecting their rights and benefits.
CHAPTER II 
GENERAL PROVISIONS
Sec. 3. Coverage. - This Act shall apply to all employees in the civil service, 
covering all branches, subdivisions, instrumentalities, and agencies of the government,
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including government-owned or controlled corporations (GOCCs) with or without
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original charters. For this purpose, employees covered by this Act shall be referred to


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as "employees" or "government employees" or "public sector employees," including
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job order or contract of service employees, and those employed by barangays.
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Sec. 4. Definition of Terms. - As used in this Act:
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(a) Agency refers to any bureau, office, commission, administration,
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board, committee, institute, GOCC with original charter, or any other
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unit of the national government, as well as provincial, city, and
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municipal governments, except as hereinafter otherwise provided;
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(b) Boardxwedius the Public Service Labor Relations Board established by
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this Act;
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(c) Bureau means the Bureau of Labor Relations of the Department of
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Labor and Employment;
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(d) Certification Election refers to the process of determining, through
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secret ballot, the exclusive bargaining representative of the
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employees in an appropriate organizational unit for purposes of
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collective bargaining or negotiation;
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(e) Certified Exclusive Union refers to a duly-registered employees'
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organization certified by the Board as the exclusive bargaining
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representative of an agency's rank-and-file employees, as determined
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by the conduct of a certification election;
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(f) Civil Service refers to the men and women employed to carry out
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public services in all branches, agencies, subdivisions, and
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instrumentalities of the government including GOCCs, local
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government units (LGUs), state universities and colleges (SUCs), and
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entities and corporations sequestered by the government;
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(g) Collective Bargaining Agreement refevs to the negotiated contract vis-
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a-v/s terms and conditions of employment at the organizational unit
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level between a certified exclusive bargaining representative and the
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concerned public authority or appropriate authority, including those
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negotiated at the sectoral or national levels by sectoral or national
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federations or confederations with the concerned public authorities;
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(h) Commission refers to the Civil Service Commission;


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(i) Conciliation-Mediation is a mode of dispute settlement that brings 
together two disputing parties to negotiate a mutually-acceptable 
solution through an expeditious, non-litigious, non-adversarial, and 
less expensive mechanism;
0) Confederation refers to the organization of two or more federations 
as defined in this Act;
(k) Department refers to any of the departments in the Executive Branch;
(l) Employee refers to any person in the civil service of whatever 
category or class up to division chief level, including those who are 
engaged under different forms of contractual arrangements in the 
public service, such as job order, contract of service, or memorandum 
of understanding. It also includes those whose work has ceased in 
connection with any current employee-management dispute or unfair 
labor practice, or whose dismissal from the service has not attained 
finality;
(m) Entry Position refers to the first level position in the career or non­
career service, which includes clerical, trades, crafts, and custodial 
service positions that involve non-professional or subprofessional 
work in a non-supervisory or supervisory capacity requiring less than 
four years of collegiate study;
(n) Federation is a duly registered labor organization with at least five 
(5) affiliate employees' organizations, each of which must be a duly- 
certified exclusive bargaining representative in an organizational unit;
(o) Grievance refers to any question or complaint regarding an 
employee's working conditions, relationship or employment status, 
including questions vis-a-vis the interpretation, implementation, or 
enforcement of any of the provisions of a collective bargaining 
agreement or company personnel policies;
(p) Inter-Union Dispute refers to any conflict between and among 
registered employees' organizations, federations, or confederations 
involving representation questions for purposes of collective


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bargaining, negotiation, or representation, or to any dispute other 
than an intra-union dispute as defined herein;
(q) Intra-Union Dispute refers to any conflict between and among the 
members of an employees' organization, including grievances arising 
from any violation of the rights and conditions of membership, or 
any violation of, or disagreement, over any provision of the 
constitution and by-laws, or any dispute arising from affiliation;
(r) Labor Dispute includes any controversy or matter concerning terms 
and conditions of employment, or the representation of persons in 
negotiating, fixing, maintaining, changing, or arranging the terms 
and conditions of employment, regardless of whether the disputants 
stand in the proximate relation of employer and employee;
(s) Labor Organization means any duly-registered employees' 
organization, or duly-registered federation or confederation of 
employees' organizations, which exists in whole or in part for the 
purpose of collective bargaining, or for dealing with government 
agencies regarding terms and conditions of employment;
(t) NCMB means the National Conciliation and Mediation Board 
established pursuant to Executive Order No. 126;
(u) Negotiating Unit refers to the constitutional bodies and their regional 
offices, the executive department including services and staff bureaus 
and regional offices, line bureaus and their regional offices, attached 
agencies, the legislature, the judiciary, state universities and colleges, 
government-owned and controlled corporations with or without 
original charter, and, provinces, cities, municipalities, and other local 
government units;
(v) Non-Competitive Positions may refer to any of the following:
a. Policy determining positions, which vest in the occupant the 
power to formulate policies for the government or any of its 
agencies, subdivisions, or instrumentalities, such as a member 
of the cabinet;


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b. Primarily confidential positions, where the occupant enjoys 
more than the ordinary confidence of the appointing power, 
but bears such close intimacy which ensures freedom of 
discussion without embarrassment or misgivings of possible 
betrayal of personal trust on confidential matters of state, such 
as a personal secretary; and
c. Highly technical positions, which require the occupant to 
possess skills or training in a supreme or superior degree, such 
as a scientist or legal professional.
(w) Organizational Unit refers to an identifiable government unit, such as 
the constitutional bodies and their regional offices, the executive 
department including services and staff bureaus, line bureaus, 
attached agencies, the legislature, the judiciary, state universities and 
colleges, government-owned or controlled corporations with or 
without original charter, provinces, cities, municipalities, and other 
local government units, regional offices (composed of provincial, 
district, local offices) of a department/agency, and such other 
identifiable government units as may be considered by the Board;
(x) Mass Peaceful Concerted Activities refers to actions taken by an 
employees' organization in relation to a labor dispute which may 
include petitions, hanging of streamers, distribution of campaign 
materials, conduct of peaceful assemblies, and wearing of buttons or 
armbands, which do not involve any form of work stoppage, disrupt 
public order and safety, or pose imminent danger to life or property;
(y) Position refers to an occupational title with a defined set of duties 
and responsibilities to be performed by an individual, either on a full 
or part-time basis;
(z) Public Authority or Appropriate Authority refers to an authority which 
has a legal mandate to govern or administer a part, or an aspect of, 
any branch, agency, subdivision, or instrumentality of the 
government, including government owned or controlled corporations,


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local government units, state universities and colleges, and entities 
and corporations sequestered by the government;
(aa) Registered Union means any employees' organization or 
association duly registered with the Bureau of Labor Relations (BLR), 
including any branch or local thereof;
(bb) Social Dialogue includes all types of negotiations, consultations, 
or exchanges of information between, or among, representatives of 
government and employees on issues of common interest, or those 
related to economic and social policy;
(cc) Strike means any temporary stoppage or slowdown of work 
caused by the concerted action of employees as a result of a labor 
dispute, as defined in this Act, or graft and corruption;
(dd) Strike-Breaker means any person who obstructs, impedes, or 
interferes with any strike or mass peaceful concerted activity by force, 
violence, coercion, threats, or intimidation;
(ee) Strike Area means the immediate area actually used by picketing 
employees in moving to and from all points of entrance and exit of 
the organizational unit or negotiating unit's premises;
(ff) Union or Employees' Organization refers to a labor organization 
formed and operating in an appropriate organizational unit for the 
purpose of protecting and promoting employees' rights and benefits 
in accordance with law;
(gg) Voluntary Arbitration refers to the mode of settling labor disputes 
by which the parties select a competent, trained and impartial person 
who shall decide on the merits of the case and whose decision is final, 
executory and binding; and
(hh) Voluntary Recognition refers to the process by which a duly- 
registered employees' organization is recognized by the appropriate 
authority as the exclusive bargaining representative of the employees 
in an organizational unit.
CHAPTER III
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RIGHT TO SELF ORGANIZATION
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Sec. 5. Coverage of the Right to Seif-Organization. - All government employees
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shall have the right to self-organization, which shall include the right to form, join, or
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assist employee organizations, national or sectoral federations, or confederations of
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their own choosing, for collective bargaining and the protection of their interests.
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Government employees shall also have the right to form, in conjunction with
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appropriate government authorities, employee management committees, work
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councils, and other forms of employee participation schemes.
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Sec. 6. Limitation on the Right to Seif-Organization of Empioyees under
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Alternative Forms of Public Service Work Arrangements. - Employees under alternative
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forms of public service work arrangements, such as casual employees or those serving
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under a job order, contract of service, or memorandum of understanding, shall have
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the right to join or assist an employees' organization in their organizational unit.
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However, they shall be prohibited from forming a separate employees' organization of
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their own in an already-organized organizational unit: Provided, that they shall have
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the right to form an employees association for their mutual aid and protection.
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Sec. 7. Ineiigibiiity of Manageriai, Supervisory or Confidentiai Empioyees to
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Join the Rank-and-Fiie Union. - Managerial, supervisory, and confidential employees
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shall be prohibited from joining, forming, or assisting any rank-and-file employees'
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organization. However, they shall have the right to form or join sectoral, national, or
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international federations or confederations of their own. Accordingly, when a member
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of a rank-and-file employees' organization is designated to a position which has been
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declared primarily confidential, policy-determining, or managerial in nature, he or she
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shall automatically be deemed suspended from the rank-and-file employees'
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organization for the duration of his or her designation.
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Sec. 8. Exciusion of the Members of the Armed Forces of the Philippines,
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inciuding Poiice Officers from the Right to Seif-Organization. - Members of the Armed
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Force of the Philippines, including police officers, and other public officers primarily
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responsible for the external and internal security of the State, are excluded from the
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coverage of the right to self-organization. However, firemen and jail guards, not being
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primarily responsible for national security, shall enjoy the right to self-organization. In
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all instances, civilian or non-uniformed personnel shall be allowed to exercise the right
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to self-organization.
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Sec. 9. Effect of the Inclusion of Ineligible or Excluded Employees in a Rank-
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and-FHe Organization. - The inclusion of ineligible or excluded government employees,
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as provided in this Act, in a rank-and-file employees' organization shall not be a ground
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for the cancellation of registration, but said ineligible or excluded employees shall be
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deemed automatically stricken from said organization's membership roll or list.
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Sec. 10. Protection of the Right to Seif-Organization. - No government
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employee shall be discriminated against by reason of his or her membership in any
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employees' organization or by any other exercise of the right to self-organization.
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Employment in the civil service shall not be subject to a condition to desist from
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joining, assisting, or forming an employees' organization. It shall be unlawful for any
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person to restrain, coerce, or interfere with the exercise by employees of the right to 
self-organization.
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CHAPTER IV
RIGHTS OF REGISTERED ORGANIZATION AND RIGHTS AND CONDITIONS 
OF MEMBERSHIP IN AN EMPLOYEES' ORGANIZATION
Sec. 11. Rights of Registered Organizations. - A registered employees' 
organization, federation, or confederation shall have the right:
(a) To act as representative of its members for the purpose of representation, 
social dialogue, collective bargaining, and negotiations;
(b) To be certified as the exclusive bargaining representative of all the 
employees in an organizational unit in the case of employees' organizations;
(c) To be recognized as the bargaining representative of all member-employees' 
organizations for national or sectoral bargaining on matters pertaining to 
the welfare and benefits of government employees, in the case of 
federations or confederations;
(d) In the case of federations, to issue charter certificates to chartered 
employees' organizations as a guarantee of their existence and legitimacy 
to be the exclusive bargaining representative of the organizational unit
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sought to be represented, subject, however, to submission of the charter
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certificate and accompanying application for registration, as provided in this
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Act;
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(e) To own property, real or personal, for the use and benefit of the organization
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and its members;
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(f) To sue and be sued in its registered name;
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(g) To be afforded facilities to enable a certified employees' organization to carry
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out its functions promptly and efficiently, both during and outside hours of
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work, including union or membership dues payroll deduction, time-off for
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union activities without loss of pay or benefits, access to workplaces and
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prompt access to management, office spaces and equipment, transport and
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communications, authorization to post organization or trade union notices,
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right to attend meetings, and right of assembly;
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(h)To act as a watchdog against corruption and illegal activity within the
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government; and
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(i) To undertake all other activities not contrary to law, for the benefit of the
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organization and its members.
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Notwithstanding any provision of a general or special law to the contrary, the income
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and property of legitimate employees' organizations, federations, or confederation,
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including grants, endowments, gifts, donations, and contributions they may receive
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from fraternal and similar organizations, local or foreign, which are actually, directly
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and exclusively used for their lawful purposes, shall be free from taxes, duties and
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other assessments. The exemptions provided herein may be withdrawn only by a
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special law expressly repealing this provision.
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Sec. 12. Rights and Conditions of Membership in an Empioyees' Organization,
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Federation, or Confederation. — The following are the rights and conditions of
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membership in an employees' organization, federation, or confederation:
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(a) No arbitrary or excessive initiation fees shall be required of the members,
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nor shall arbitrary, excessive, or oppressive fines and forfeitures be imposed;
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(b) The members shall be entitled to full and detailed reports from their officers
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and representatives of all financial transactions, as provided for in the
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constitution and by-laws of the organization;


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(c) The members shall directly elect their officers in the employees' 
organization, as well as their national officers in the federation or 
confederation to which they are affiliated, by secret ballot at intervals of not 
greater than five (5) years. No qualification requirement for candidacy to 
any position shall be imposed other than membership in good standing in 
the organization, federation, or confederation. The secretary, or any other 
responsible officer, shall furnish the Board with a list of newly-elected 
officers, together with the appointive officers or agents entrusted with the 
handling of funds, within thirty (30) calendar days after the election of 
officers, or from the occurrence of any change in the officers of an 
organization;
(d) The members shall determine by secret ballot, after due deliberation, any 
question of major policy affecting the entire membership of the employees' 
organization, federation, or confederation, unless force majeure renders a 
secret ballot impractical, in which case the board of directors of the 
organization shall make the decision on behalf of the general membership;
(e) No employees' organization, federation, or confederation shall knowingly 
admit as members, or continue in membership, any individual who belongs 
to a subversive organization or those who engages, directly or indirectly, in 
any subversive activity;
(f) No person who has been convicted of a crime involving moral turpitude shall 
be eligible for election as an officer, or for appointment to any position, in 
an employees' organization, federation, or confederation;
(g) No officer, agent, or member of an employees' organization, federation, or 
confederation shall collect any fees, dues, or other contributions on its 
behalf, or make any disbursement of its money or funds, unless he or she 
is duly-authorized to do so pursuant to its constitution and by-laws;
(h) Every payment of fees, dues, or other contributions by a member shall be 
evidenced by a receipt signed by the officer or agent making the collection, 
and entered into the record of the employees' organization, federation, or 
confederation kept and maintained for the purpose;
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(i) The funds of an employees' organization, federation, or confederation shall 
not be applied for any purpose or object other than those expressly provided 
by its constitution and by-laws, or those expressly authorized by a written 
resolution adopted by the majority of the members at a general meeting 
duly-called for the purpose;
(j) Any income or revenue of an employees' organization, federation, or 
confederation shall be evidenced by a record indicating its source, and every 
expenditure of its funds shall be evidenced by a receipt from the person to 
whom the payment is made, which shall state the date, place, and purpose 
of such payment. Such record or receipt shall form part of the financial 
records of the organization, federation, or confederation. Any action 
involving the funds of an employees' organization, federation, or 
confederation shall prescribe after three (3) years from the date of 
submission of the annual financial report to the Board or from the date the 
same should have been submitted as required by law, whichever comes 
earlier: Provided, That this provision shall apply only to registered 
employees' organizations, federations, or confederation which have 
submitted the financial report required under this Act: Provided, further. 
That failure of any employees' organization, federation, or confederation to 
comply with the periodic financial reports required by law, and by rules and 
regulations promulgated thereunder, six (6) months after the effectivity of 
this Act, shall be a ground for disciplinary action against the officers 
responsible therefor;
(k) Officers shall not be paid any compensation other than the salaries and 
expenses appurtenant to their positions as specifically provided for in the 
constitution and by-laws, or in a written resolution duly-authorized by a 
majority of all the members at a general membership meeting duly-called 
for the purpose. The minutes of the meeting and the list of participants and 
ballots cast shall be subject to inspection by the Board through the Bureau 
of Labor Relations as its duly-authorized representative. Any irregularity in 
the approval of such a resolution shall be a ground for impeachment or 
expulsion from the employees' organization, federation, or confederation;
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(l) The treasurer and every officer thereof who is responsible for the financial 
accounts of such an organization, or for the collection, management, 
disbursement, custody, or control of the funds, moneys, and other property 
of the organization, shall render to the organization and to its members a 
true and correct account of all moneys received and paid by him or her since 
he or she assumed office, or since the last day on which he or she rendered 
such account, and of all bonds, securities, and other property of the 
organization entrusted to his or her custody or under his or her control. The 
rendering of such account shall be made:
a. At least once a year, within thirty (30) days after the close of the 
organization's fiscal year;
b. At such other times as may be required by a resolution of the majority 
of the members of the organization; and
c. Upon vacating his or her office.
The account shall be duly-audited and verified by affidavit and a copy 
thereof shall be furnished to the Secretary of Labor.
(m) The books of accounts and other records of the financial activities of the 
organization shall be open to inspection by any officer or member thereof 
during office hours;
(n) No special assessment or any other extraordinary fee may be levied upon 
the members unless authorized by a written resolution of a majority of all 
the members in a general membership meeting duly-called for the purpose. 
The secretary of the organization shall record the minutes of the meeting, 
including the list of all members present, the votes cast, the purpose of the 
special assessment or fee and the recipient of such assessment or fee. The 
record shall be attested to by the president;
(o) Other than for mandatory activities, no special assessments, attorney's fees, 
negotiation fees, or any other extraordinary fees may be checked off from 
any amount due to an employee without an individual written authorization 
duly-signed by the employee. The authorization should specifically state the 
amount, purpose, and beneficiary of the deduction; and
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(p) It shall be the duty of any organization and its officers to inform their
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members of the provisions of the organization's constitution and by-laws,
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any existing collective bargaining agreements, the prevailing labor relations
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system, and all their rights and obligations under existing laws. For this
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purpose, reasonable dues to finance labor relations seminars and other
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labor education activities may be assessed.
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Any violation of the above rights and conditions of membership shall be a ground for
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expulsion of the officers responsible from the employees' organization, federation, or
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confederation. At least thirty percent (30%) of the members of an employees'
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organization, or of the total number of affiliated employees' organizations in the case
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of a federation or confederation, or any member or members directly affected by the
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violation, may report any such violation to the Board. The Board shall have the power
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to hear and decide any such violation and mete out the appropriate penalty therefor.
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Criminal and civil liabilities arising from violations of the foregoing rights and conditions
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of membership shall continue to be under the jurisdiction of ordinary courts.
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CHAPTER V
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PUBLIC SECTOR LABOR RELATIONS BOARD (PSLRB)
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Sec. 13. Public Sector Labor Relations Board (PSLRB); Composition. - The Civil
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Service Commission's Personnel Relations Office (CSC-PRO) and the Public Sector
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Labor Management Council (PSLMC) are hereby abolished and reconstituted as the
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Public Sector Labor Relations Board (PSLRB), hereinafter referred to as the Board,
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which shall be attached to the Office of the President, under the Executive Secretary,
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for policy coordination. It shall implement and administer the provisions of this Act,
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and shall be composed of the following:
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(a) A government representative with a rank equivalent to an Undersecretary,
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as full-time Chairperson;
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(b) Heads of registered federations or confederations, as members; and
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(c) One (1) sectoral representative each from the following: National
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Government Agencies (NGAs); Government Owned and Controlled
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Corporations with or without original charter (GOCCs); Local Government
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Units (LGUs); State Universities and Colleges (SUCs), local universities and
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colleges, and technical and vocational schools; the judiciary; the legislature;
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constitutional bodies; and public school teachers and public health workers.
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Board members shall serve for a term of three (3) years, or until their successors are
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elected, unless recalled by the organizations being represented. There shall be no
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added emoluments other than that work performed in such a capacity shall be
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considered as official time. In no case, however, shall a member of the Board serve
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in a hold-over capacity for more than one (1) year.
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Sec. 14. Original and Exclusive Jurisdiction of the Board. - The Board shall
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have original and exclusive jurisdiction to hear and decide the following cases:
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(a) Unfair labor practice;
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(b) Disputes arising during the course of collective negotiations;
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(c) Disputes on issues resulting from the interpretation or implementation of
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the grievance machinery;
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(d) Determination of the presence or absence of a strike;
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(e) Disputes arising from the interpretation or implementation of the provisions
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of a collective negotiation agreement;
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(f) Violations of the fundamental rights of workers; and
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(g) Grave abuse of management prerogatives.
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Sec. 15. Appellate Jurisdiction of the Board. - The Board shall have appellate
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jurisdiction on decision or orders of the Bureau of Labor Relations involving:
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(a) Representation issues;
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(b) Inter- and intra-employees' organization, federation, or confederation
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disputes;
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(c) Issues arising from the election or expulsion of officers of employees'
26 
organizations, federations, or confederations;
27 
(d) Certification elections; and
28 
(e) Verification of voluntary recognition.
29 
Sec. 16. Support and Assistance of the Civil Service Commission, Department
30 
of Labor and Employment, National Conciliation and Mediation Board, and Law
31 
Enforcement Agencies. -
14


1 
(a) The Board shall have as many employees as may be necessary. It shall be
2 
supported and assisted by the Civil Service Commission, Department of
3 
Labor and Employment, and the National Conciliation and Mediation Board
4 
(NCMB) in the administration of public sector labor relations.
5 
(b) Specific to the Department of Labor and Employment, the Bureau of Labor
6 
Relations shall continue, pursuant to its existing mandate under Executive
7 
Order No. 180, Series of 1987, and the Labor Code of the Philippines, as
8 
amended, to conduct hearings on inter or intra-union disputes with respect
9 
to public sector organizations, including the registration and cancellation of
10 
registration of employees' organizations, federations, or confederations. The
11 
decision of the Bureau shall be appealable to the Board within fifteen (15)
12 
calendar days from the date of receipt thereof by the parties.
13 
(c) With respect to the National Conciliation and Mediation Board, an attached
14 
agency to the Department of Labor and Employment, for purposes of this
15 
Act, it shall create a conciliation-mediation unit that shall provide
16 
conciliation-mediation services for the purpose of addressing public sector
17 
concerns and disputes, whether individual or those arising from collective
18 
bargaining negotiations or the implementation and interpretation of
19 
collective bargaining agreements. Unless there is a need for adjustments,
20 
the existing guidelines on conciliation-mediation services shall be observed.
21 
(d) Furthermore, a unit mandated to resolve public sector labor relations
22 
disputes shall be created from the existing voluntary arbitration system
23 
administered by the National Conciliation and Mediation Board. This unit
24 
shall take cognizance of disputes that the parties thereto may opt to submit
25 
for voluntary arbitration, subject to existing guidelines and fees. The Board
26 
shall also have the authority to directly conduct voluntary arbitration
27 
proceedings.
28 
The Board may deputize or direct any national or local law enforcement agency, or
29 
instrumentality of the government, to enforce and execute its decisions, orders, and
30 
resolutions.
31 
Sec. 17. Writ of Preliminary Injunction or Temporary Restraining Order. - The
32 
Board may issue a writ of preliminary injunction or temporary restraining order when.
15


1 
on the basis of the allegations in a petition, it is established that the acts complained
2 
of involve or arise from an employee-management dispute and, if not restrained, will
3 
cause grave or irreparable injury to any party, or render ineffectual any decision in
4 
favor of such party.
5 
The Board shall require the petitioner to post a bond, and the writ of preliminary
6 
injunction or temporary restraining order shall become effective only upon approval of
7 
said bond, which shall answer for any damage that may be suffered by the party
8 
enjoined if it is determined, with finality, that the petitioner was not entitled to the
9 
ancillary relief prayed for.
10 
Sec. 18. Grounds for Contempt. - The Board may cite a person for contempt
11 
on any of the following grounds:
12 
(a) Disobedience or resistance to lawful orders, decisions, rulings, summons,
13 
subpoenas, or any other issuance or process of the Board; or
14 
(b) Unlawful interference with the proceedings of the Board, or improper
15 
conduct tending, directly or indirectly, to impede, obstruct, delay or hamper
16 
the implementation of any order, decision, or ruling, as provided in this Act.
17 
Sec. 19. Finality of Decisions. - Decisions of the Board in the exercise of its
18 
appellate jurisdiction are final and executory unless a motion for reconsideration is
19 
filed by the aggrieved party within fifteen (15) calendar days from receipt of the
20 
decision sought to be reconsidered. The Board shall not entertain any further motions
21 
for reconsideration. Decisions of the Board, in the exercise of its original or appellate
22 
jurisdiction, may be elevated to the Court of Appeals through the extraordinary remedy
23 
of petition for certiorari.
24 
Sec. 20. Operations of the Board. - The Board shall have a Technical Executive
25 
Committee (TEC) as its technical and implementing arm, as well as a permanent
26 
Secretariat. For this purpose, the following shall be observed:
27 
(a) The Board shall designate from among themselves the chairperson and
28 
members of the Technical Executive Committee, in such numbers as it may
29 
deem appropriate. The TEC shall regularly meet to: (1) pre-process issues
30 
and concerns and submit recommendations for approval and by the Board;
31 
(2) monitor, perform, or implement decisions, activities, and projects as
16


1 
approved by the Board; and (3) perform such other functions as may be
2 
required by the Board;
3 
(b) The Civil Service Commission's Personnel Relations Office (CSC-PRO) shall
4 
be reconstituted as the Board's permanent Secretariat, and shall provide
5 
technical and staff support to the Board and TEC;
6 
(c) The Board may also constitute itself into divisions of three (3) members
7 
each. However, the Board shall convene en banc on matters of policy, or in
8 
case of disagreements within its divisions. 
But in all cases, the signing
9 
authority for decisions of the Board shall be the Chairperson, with the
10 
concurrence of a majority of the members present during a meeting. The
11 
Board shall determine what constitutes 
a quorum 
to conduct official
12 
business, either of the division or the Board en banc, and
13 
(d) The Civil Service Commission and the Office of the Executive Secretary shall
14 
allocate the funds and resources required by the Board for its operations
15 
from their respective budgets.
16
17 
CHAPTER VI
18 
REGISTRATION AND CANCELLATION OF REGISTRATION
19
20 
Sec. 21. Requirements for Registration. - An employees' organization,
21 
federation, or confederation shall acquire legal personality and enjoy the rights and
22 
privileges under this Act, on the date of issuance of a certificate of registration by the
23 
Bureau of Labor Relations, which shall be the central registry for legitimate labor
24 
organizations, after compliance with the following requirements;
25 
(a) The application for registration of an employees' organization shall be
26 
accompanied by the following:
27 
1. A statement indicating the name of the applicant employees'
28 
organization, its principal address, the names of its officers, total
29 
number of members, and the number of employees in the
30 
organizational unit the applicant seeks to represent;
17


1
2
3
4
5
6
7
8 
9
10
11
12
13
14
15
16
17
18
19
20 
21 
22
23
24
25
26
27
28
29
30
31
2. Duly-ratified constitution and by-laws accompanied by the minutes 
of the meeting during which they were adopted or ratified, as well 
as a list of members who participated in the said meeting;
3. The signatures of at least ten percent (10%) of the employees in the 
organizationai unit the applicant seeks to represent;
4. 3. If the applicant has been in existence for one or more years, a 
copy of its most recent annual audited financiai statements; and
5. A registration fee, the amount of which shail be determined by the 
Bureau of Labor Relations.
(b) The application for registration of a chartered employees' organization shall 
be accompanied by the following:
1. Duly-authenticated copy of the federation charter certificate issued 
to the employees' organization;
2. Duly-ratified constitution and by-laws accompanied by the minutes 
of the meeting during which they were adopted or ratified, as well 
as a list of members who participated in the said meeting;
3. If the applicant has been in existence for one or more years, a copy 
of its most recent annual audited financial statements; and
4. A registration fee, the amount of which shall be determined by the 
Bureau of Labor Reiations.
(c) The application for registration of federation or confederation shall be 
accompanied by the foiiowing:
1. A statement indicating the name of the applicant federation or 
confederation, its principal address, and the names of its officers;
2. Duly-ratified constitution and by-laws accompanied by the minutes of 
the organizational meeting during which they were adopted or 
ratified, as well as a list of the affiliated employees' organizations and 
members who participated in the said meeting;
3. Copies of registration certificates and affiliation confirmation 
resolutions of at least five (5) affiliate or member labor organizations 
in the case of federations;
18


1 
4. Copies of registration certificates and affiiiation confirmation
2 
resolution of at least two (2) affiliate or member federations in the
3 
case of confederations;
4 
5. If the appiicant has been in existence for one or more years, a copy
5 
of its most recent annual audited financial statements; and
6 
6. A registration fee, the amount of which shall be determined by the
7 
Bureau of Labor Relations.
8 
(d)AII applications for registration shall be attested to by the applicant's
9 
president and verified under oath by its secretary or treasurer.
10 
Sec. 22. Incomplete Application; Non-Denial. - Incomplete applications for
11 
registration shall not be accepted. Complete applications for registration, on the other
12 
hand, shall be deemed approved upon receipt by the Bureau.
13 
Sec. 23. Reportoriai Requirements. - Ali registered employees' organizations
14 
shall submit an annual organizational report containing a list of their current officers
15 
and members, principal office address, annual audited financial statements, and
16 
authorized contact persons. Non-submission of reportoriai requirements shali not be
17 
a ground for canceiiation of registration.
18 
Sec. 24. Grounds for Cancellation of Registration. - A petition for the
19 
cancellation of registration of an employees' organization, federation, or confederation
20 
shail be filed before the Bureau on the grounds of misrepresentation or fraud in the
21 
formation of the organization. Such a petition shall be accompanied by the signatures
22 
of at least forty percent (40%) of the total membership of the subject organization.
23 
No motu proprio or administrative canceiiation of registration by the Bureau or by the
24 
Board shall be allowed.
25 
Sec. 25. Effect of Pendency of a Petition for Cancellation of Registration. - The
26 
pendency of the petition for canceiiation of registration shall not affect the legitimate
27 
personality of the employees' organization, and ail the rights appurtenant thereto,
28 
including the right to participate in, or file, a petition for certification election, or be
29 
certified as the exciusive bargaining agent, or to negotiate a collective bargaining
30 
agreement, absent a cease and desist order from the Bureau or the Board.
31 
Sec. 26. Bureau Report of Registration and Cancellation to the Board. - The
32 
Bureau of Labor Relations shall make a periodic report on registered and cancelled
19


1 
employees' organizations, federations, and confederations to the Public Sector Labor
2 
Relations Board.
3
4 
CHAPTER VII
5 
EXCLUSIVE BARGAINING REPRESENTATIVE
6
7 
Sec. 27. Certification of Exciusive Bargaining Representative in Unorganized
8 
Organizationai Unit - A duly-registered employees' organization which has the support
9 
of at least twenty percent (20%) of the members of the appropriate organizational
10 
unit, shall have the right to petition the Board to conduct a certification election. The
11 
Board shall refer the petition to the Bureau of Labor Relations to determine whether
12 
the petition complies with the requirements of law. If the petition is compliant, the
13 
Bureau of Labor Relations shall also conduct the certification election itself. The
14 
employees' organization who gains the most number of votes shall be certified by the
15 
Board as the exclusive bargaining representative of the employees in the
16 
organizational unit sought to be represented.
17 
Sec. 28. Request for Voiuntary Recognition. - A duly registered employees'
18 
organization shall have the right to file a request for voluntary recognition with the
19 
appropriate authority if it has the support of a majority of employees in the
20 
organizational unit sought to be represented.
21 
If the request is accepted, the employees' organization and appropriate authority shall
22 
file a joint submission notifying the Board that the employees' organization has the
23 
support of a majority of the employees in the organizational unit sought to be
24 
represented and that the appropriate authority has confirmed this fact. The Board
25 
shall then direct that an appropriate notice be posted for a fifteen (15) day period in
26 
at least two (2) conspicuous places in the work premises of the organizational unit
27 
sought to be represented. After compliance with the posting requirement, a
28 
certificate of recognition shall be issued to the employees' organization as the
29 
exclusive bargaining representative.
30 
However, when there are two (2) or more registered employees' organizations in the
31 
organizational unit sought to be represented at the time the request for voluntary
32 
recognition was filed with the appropriate authority, or if there is a question as to
20


1 
whether or not a majority of the employees in the organizational unit support the
2 
voluntary recognition, the Board shall direct the Bureau to conduct a certification
3 
election to determine the exclusive bargaining representative, regardless of the
4 
willingness of the appropriate authority to grant recognition.
5 
Sec. 29. Representation Issue in an Organized Organizational Unit. - In an
6 
already-organized organizational unit, a duly registered employees' organization may
7 
challenge the representative status of the incumbent exclusive bargaining
8 
representative by filing with the Board a petition for certification election, accompanied
9 
by the signatures of at least twenty percent (20%) of the employees in that
10 
organizational unit, within the sixty (60) day freedom period before the expiration of
11 
an existing collective bargaining agreement.
12 
All existing registered employees' organizations in the organizational unit at the time
13 
of the filing of the petition for certification election shall be candidates in the
14 
certification election. The employees' organization that garners a majority of the votes
15 
shall be certified by the Board as the exclusive bargaining representative.
16
17 
CHAPTER VIII
18 
COLLECTIVE BARGAINING
19
20 
Sec. 30. Levels of Collective Bargaining. - Collective bargaining, being
21 
essentially a social dialogue between public sector workers and government
22 
authorities, shall be conducted regularly, whether simultaneously or in succession, at
23 
the national, sectoral, and organizational levels, at intervals deemed appropriate by
24 
the parties; but in no case shall these intervals exceed three (3) years.
25 
Sec. 31. National Bargaining Agreement; Coverage. - General terms and
26 
conditions of employment of national application, including the standardization of
27 
salaries, allowances, and benefits of government employees not requiring legislative
28 
action, shall be subject to collective bargaining between representatives of all
29 
accredited public sector federations or confederations and national government
30 
authorities at regular intervals. Such terms and conditions of employment shall
31 
include the following:
32 
(a) Reclassification, review, creation, abolition, or upgrading of positions;
21


1 
(b) Wages, as well as review and revision of the compensation structure;
2 
(c) Increase in standard allowances granted uniformly across the government;
3 
(d) Creation of anti-corruption advocacy and monitoring units at the national,
4 
sectoral, and organizational unit levels;
5 
(e) Creation of social dialogue mechanisms at the national, sectoral, and
6 
organizational unit levels; and
7 
(f) Other benefits covered by this Act.
8 
Sec. 32. Sectoral Bargaining Agreement. - Sectoral collective negotiations shall
9 
be undertaken on sector-specific concerns between elected sectoral representatives
10 
and the concerned sectoral government authorities, which shall include terms and
11 
conditions of employment unique to the sector as well as incentives, including wage
12 
and salary structure, as provided under Republic Act No. 10149, or the GOCC
13 
Governance Act of 2011.
14 
Sec. 33. Organizational Bargaining Agreement; Coverage. - Personnel
15 
enhancements, welfare, and benefits, which must not be lower than national or
16 
sectoral standards, shall be negotiated at the level of the negotiating unit between the
17 
certified employees' union and the concerned government authority, which shall
18 
include, among others, the following:
19 
(a) Schedule of vacation and other leaves;
20 
(b) Work assignments of pregnant women;
21 
(c) Personnel growth and development;
22 
(d) Communication system within the organizational unit;
23 
(e) Provisions for occupational safety and health;
24 
(f) Provisions and facilities for handicapped personnel;
25 
(g) Use of gender and development budget;
26 
(h) Wellness and physical fitness program;
27 
(i) Establishment of day care facilities;
28 
G) Annual medical and physical examinations;
29 
(k) Recreational, social, athletic, and cultural activities;
30 
(I) Facilities requiring capital outlays;
31 
(m) Provident fund (management counterpart);
32 
(n) Hospitalization, medical, and dental services;
22


1 
(o) Rice, sugar, and other subsidies;
2 
(p) Travel expenses;
3 
(q) Other retirement benefits;
4 
(r) Representation in different committees in the organizational unit,
5 
particularly those committees involved in employee welfare and
6 
development, productivity, and preventing graft and corruption;
7 
(s) Work organization;
8 
(t) Productivity and collective negotiation incentives;
9 
(u) Health maintenance benefit;
10 
(v) Staple food benefit;
11 
(w) Disaster Risk Assistance Management Allowance;
12 
(x) Renewal of licenses, if a requirement of the work or functions being
13 
performed;
14 
(y) Free legal assistance for work-related cases, or those related to the exercise
15 
of the office's mandate or function
16 
(z) Educational allowance;
17 
(aa) Meal allowance;
18 
(bb) 
Mortuary benefit;
19 
(cc) 
Disability benefits;
20 
(dd) 
Longevity bonus; and
21 
(ee) 
Union leave.
22 
Sec. 34. Duty to Bargain in Good Faith. - Parties to collective bargaining shall
23 
make every effort to arrive at comprehensive, mutually-acceptable solutions on all
24 
matters of mutual interest, which solutions shall be observed and implemented in good
25 
faith. Good faith includes acknowledging the binding effects of the terms and
26 
conditions of collective bargaining agreements by the parties thereto and their
27 
successors-in-interest, even after changes in the administration or leadership of the
28 
agency or employees' organization. Collective bargaining agreements at all levels shall
29 
include a binding dispute resolution mechanism, such as the establishment of
30 
grievance machinery, as well as an agreement that the parties shall resort to voluntary
31 
arbitration vis-a-vis issues related to the interpretation or implementation of its
32 
provisions.
23


1 
Sec. 35. Registration of Collective Bargaining Agreements. - Collective
2 
bargaining agreements, whether national, sectoral, or organizational unit-specific,
3 
shall be submitted to the Board for administration and monitoring, and to the Bureau
4 
for registration, recording, and statistical tracking.
5
6 
CHAPTER IX
7 
UNFAIR LABOR PRACTICE
8
9 
Sec. 36. Unfair Labor Practice of the Agency. - The following shall constitute
10 
unfair labor practice on the part of the agency:
11 
(a) Interfering with, restraining, or coercing employees in the exercise of their
12 
right to self-organization;
13 
(b) Requiring, as a condition of employment, that an employee shall either join,
14 
or refuse to join, an employees' organization, federation, or confederation,
15 
or withdraw from one to which he or she belongs;
16 
(c) Discrimination with respect to work schedules, benefits, places of
17 
assignment, and other terms and conditions of employment in order to
18 
encourage or discourage membership in any employees' organization;
19 
(d) Terminating the services, or discriminating against, an employee for having
20 
filed charges or expressed willingness to expose corrupt practices;
21 
(e) Refusing to enter into collective negotiations with accredited or certified
22 
employees' organization;
23 
(f) Violating any of the provision of the collective negotiation agreement;
24 
(g) Union busting;
25 
(h) Violation of the freedom of association and the right to strike;
26 
(i) Indiscriminate use of management prerogative; and
27 
(J) Failure to act on any form of violence or sexual harassment in the workplace.
28 
Sec. 37. Unfair Labor Practices of Employees' Organizations. - The following
29 
shall constitute unfair labor practice on the part of employees' organizations:
30 
(a) Restraining or coercing employees in the exercise of their right to self -
31 
organization;
24


1 
(b) Causing or attempting to cause the agency head to discriminate against an
2 
employee who has not joined or refuses to join the employee organization;
3 
(c) Refusing to negotiate collectively with the duly-authorized representative of
4 
the agency; and
5 
(d) Violating any of the provisions of the collective negotiation agreement.
6 
The heads of offices and other officers of the agency, as well as the officers and
7 
members of an employee organization, who participate in, or authorize, any unfair
8 
labor practice shall be held administratively liable therefor, without prejudice to civil or
9 
criminal liability.
10
11 
CHAPTER X
12 
GRIEVANCE MACHINERY AND SETTLEMENT OF DISPUTES
13
14 
Sec. 38. Settlement of Disputes Arising in Connection with the Determination
15 
of Terms and Conditions of Employment - There shall be established an independent,
16 
efficient, speedy, and impartial settlement mechanism for disputes related to the terms
17 
and conditions of employment, which shall begin at the organizational unit level
18 
through the grievance machinery, and include third-party intervention through
19 
conciliation-mediation services and voluntary arbitration for all unresolved labor
20 
relations-related disputes.
21 
Sec. 39. Grievance Machinery. - Each department or agency and employees'
22 
organization of an organizational unit shall establish and administer a grievance
23 
machinery. Every employee shall have the right to have his or her grievance
24 
adjudicated as expeditiously and fairly as possible. A grievance may be filed by an
25 
aggrieved employee, or by the employee organization to which he or she belongs, in
26 
accordance with the rules issued by the Board.
27 
Sec. 40. Conciliation-Mediation. - The parties, by mutual agreement, shall
28 
have the right to refer unresolved grievances, either individual or those involving
29 
collective bargaining, to the conciliation-mediation unit of the NCMB. The Board shall
30 
also have the authority to refer unresolved grievances to the NCMB.
31 
Sec. 41. Voluntary Arbitration. - All labor relations-related disputes in the
32 
public sector shall be submitted for voluntary arbitration.
25


1 
Sec. 42. Voluntary Arbitration Unit; Accreditation. - Voluntary arbitrators for
2 
the public sector shall be accredited by the Board pursuant to accreditation procedures
3 
it shall promulgate, which shall include minimum hours of training on public service
4 
laws, rules, and regulations, and the appropriate clearances. To be listed in the roster
5 
of public sector arbitrators of good standing, accredited voluntary arbitrators shall
6 
submit regular reports on cases handled to the Board, and shall undergo enhancement
7 
training on public sector rules and regulations.
8 
Sec. 43. Assignment of Cases. - In the absence of an agreement by the parties
9 
on the selection of their voluntary arbitrators, the Board shall facilitate the assignment
10 
and raffle of cases to arbitrators of good standing.
11 
Sec. 44. Awards or Decisions of Voluntary Arbitrators. - Awards or decisions of
12 
voluntary arbitrators shall cite the facts and the law upon which they are based. Unless
13 
an appeal is filed with the Court of Appeals, such awards and decisions shall be final
14 
and executory fifteen (15) calendar days from receipt thereof by the parties.
15
16 
CHAPTER XI
17 
STRIKES
18
19 
Sec. 45. Right to Strike. - The right of government employees to engage in
20 
peaceful concerted activities, as well as the right to strike, for purposes of collective
21 
bargaining or for mutual benefit and protection, including anti-corruption
22 
demonstrations, shall be recognized and respected provided that the grounds,
23 
procedures, and cooling off period requirement in Article 278 (formerly 263) of the
24 
Labor Code of the Philippines, as amended, are observed, and provided further that
25 
inter-union or intra-union disputes shall not be grounds for a strike.
26 
Sec. 46. Minimum Service Requirement - Considering the nature of public
27 
service, the duly registered employees' organization and the appropriate authority in
28 
the organizational unit shall ensure that a minimum level of continuous service shall
29 
be provided to the public for the duration of the concerted activity or strike.
30 
Sec. 47. Limited Right to Strike. - Firefighters shall enjoy a limited right to
31 
strike, as provided in regulations promulgated by the Board, considering the nature of
32 
the services they provide to the community.
26


1 
Sec. 48. Compulsory Arbitration by the Board. - The Board shall immediately
2 
assume jurisdiction over any dispute involving employees and duly-registered
3 
employees' organizations in an organizational unit rendering essential services to the
4 
public, such that any interruption thereto would pose imminent danger to the life,
5 
safety, or health of any part of the population, including, among others, direct patient
6 
care in public health institutions, public air traffic control, or prison services, for the
7 
purpose of expeditiously resolving the dispute, through conciliation, mediation, or
8 
voluntary arbitration proceedings.
9 
The Board shall resolve disputes involving employees and duly-registered employees'
10 
organizations in an organizational unit rendering essential services to the public within
11 
thirty (30) calendar days from the date it assumed jurisdiction thereof. The resolution
12 
or decision of the Board shall be final and executory ten (10) calendar days from
13 
receipt thereof by the parties.
14 
Sec. 49. No Disciplinary Action Arising from a Labor Dispute. - No
15 
administrative or disciplinary action shall be imposed against any employee involved
16 
in the legitimate exercise of the rights to strike, to peaceably assemble, or to freedom
17 
of expression.
18 
Sec. SO. Guarantees against Unreasonable Searches or Arrests Arising from
19 
a Labor Dispute. - Pursuant to the Constitutional guarantee of the people to be secure
20 
from unreasonable searches and seizures, no search or arrest arising from a labor
21 
dispute shall be made except through a warrant issued by a competent court.
22 
Government prosecutors shall first secure clearance from the Board before taking
23 
cognizance of a criminal complaint vis-a-vis cases arising out of, or related to, a labor
24 
dispute, including those involving allegations of violence, coercion, physical injury,
25 
assault upon a person in authority, obstructing the free ingress to, and egress from,
26 
the workplace, and other similar acts of intimidation.
27
28 
CHAPTER XII
29 
REPRESENTATION AND SOCIAL DIALOGUE
30
31 
Sec. 51. Participation and Representation of Public Sector Employees in Poiicy-
32 
Making Bodies and Institutions. - The right of public sector employees to genuine
27


1 
participation and representation in policy-making bodies and institutions whose actions
2 
affect their welfare shall be upheld, and provisions for their representation in the
3 
Boards, among others, of the Government Service Insurance System (GSIS), Pag-Ibig
4 
Fund, and PhilHealth shall be made. To fully comply with this requirement, no
5 
appointment of public sector employees' representatives shall be issued without the
6 
concurrence and endorsement of a duly-registered public sector employees' federation
7 
or confederation.
8 
Sec. 52. Consultative Mechanisms in the Civil Service. - To make the delivery
9 
of government processes and services transparent, graft-free, and effective, as well
10 
as to ensure harmonious labor-management relations in the civil service, the Civil
11 
Service Commission shall establish a mechanism for social dialogue and consultation
12 
with government employees at the organizational unit level in all branches,
13 
subdivisions, instrumentalities, and agencies of the government, including
14 
government-owned or controlled corporations with or without original charters.
15 
Sec. 53. Representation in Tripartite Policy-Making and Quasi-Judiciai Bodies.
16 
- Public sector employees shall be represented in the National Tripartite Industrial
17 
Peace Council and, where appropriate, in the regional and industry-specific tripartite
18 
industrial peace councils lodged at the Department of Labor and Employment,
19 
including the Tripartite Voluntary Arbitration Advisory Council (TVAAC) of the National
20 
Conciliation and Mediation Board.
21 
Sec. 54. Presidential Soda! Dialogue and Consultation. - The Board, being
22 
attached to the Office of the President, shall regularly convene, motu proprio or upon
23 
request, social dialogue and consultation between the President of the Philippines and
24 
public sector employees' organizations on matters of national concern or on major
25 
policies affecting the civil service.
26
27 
CHAPTER XIII
28 
MISCELLANEOUS PROVISIONS
29
30 
Sec. 55. Implementing Rules and Regulations. - The Department of Labor and
31 
Employment and Office of the Executive Secretary, in consultation with the Civil
32 
Service Commission, Department of Justice, Department of Budget and Management,
28


1 
Department of Interior and Local Government, Commission on Higher Education, and
2 
with the participation of representatives from the public sector federations and
3 
confederations, shall promulgate the implementing rules and regulations necessary to
4 
fully implement this Act within one hundred and twenty (120) days from the effectivity
5 
thereof.
6 
Sec. 56. Separability Clause. - If any provision of this Act is deciared
7 
unconstitutional or invalid by a court of competent jurisdiction, the remaining
8 
provisions not affected thereby shail continue to be in full force and effect.
9 
Sec. 57. Repealing Clause. - Executive Order No. 180, Series of 1987, is hereby
10 
expressly repealed. All laws, decrees, executive orders, department or memorandum
11 
orders and other administrative issuances or parts thereof which are inconsistent with
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the provisions of this Act are hereby modified, superseded or repealed accordingly.
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Sec. 58. Effectivity. - This Act shail take effect fifteen (15) days after
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publication in the Official Gazette or in at least two (2) newspapers of general
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circulation.
Approved,
29