EIGHTEENTH CONGRESS OF THE ) 
REPUBLIC OF THE PHILIPPINES ) 
Third Regular Session 
)
SENATE
S. B. NO. 2375
Introduced by SENATOR VICENTE C. SOTTO III
*21 RUG 31 P6 '08
AN ACT
INSTITUTING THE MAGNA CARTA FOR NON-UNIFORMED 
PERSONNEL IN UNIFORMED AGENCIES
EXPLANATORY NOTE
The passage of the Joint Resolution No. 1 Authorizing the Increase in 
Base Pay of the Military and Uniformed Personnel (MUP) in the Government, 
and for Other Purposes on January 1, 2018 which took into account 
prevailing economic realities and the need to create professionalism, 
exemplary performance and commitment to service had inadvertently 
overlooked the morale and welfare of the Non-Uniformed Personnel (NUP) in 
the military and other uniformed agencies of the government. NUP refers to 
all civilian employees in the military and uniformed agencies of the 
government.
While it is important to recognize the critical role of the MUP in 
maintaining national security and peace and order and their exposure to 
high-risk environments in the performance of duty, it is also equally 
important to recognize the invaluable role of NUP in providing administrative 
and other support services that allow the former to perform their duties and 
responsibilities. NUP, especially rank and file employees assigned in the 
provincial and municipal/city offices, provide services round the clock in 
support of the operational functions of the MUP. Likewise, their lives are also 
exposed to high-risk environments as there have been instances of NUP 
getting caught up in crossfires and ambushes - and even taken as hostages. 
Both the uniformed and non-uniformed personnel work together in order to 
fulfill the mandates of their agencies and one cannot function effectively 
without the other.
This bill seeks to address the longstanding issues of our civilian 
employees in the militaiy and uniformed agencies who have quietly suffered


from low pay, long work hours, unsafe working conditions and lack of 
benefits, social protection and job security for years even as they quietly fulfill 
their duties as partners of uniformed personnel in protecting the lives of the 
Filipino people.
Moreover, this proposed measure seeks to improve the social and 
economic well-being of all NUP as well as to ensure that their rights are 
protected. Ensuring decent work for all NUP is integral in realizing quality and 
effective public safety services for all. As our public safety and security issues
- from pandemics, disasters, climate change, crime to other emerging threats
- become more complex and daunting, we need now more than ever to enact 
a law that would strengthen the workforce of our uniformed and public safety 
agencies. The passage of the bill will help professionalize our public safety 
workforce, boost employee morale and ensure accountability and 
responsiveness of our institutions.
It is high time we value all the hardworking and dedicated NUP seiwing 
in the Armed Forces of the Philippines, Philippine National Police, Bureau of 
Jail Management and Penology, Department of National Defense, Bureau of 
Fire Protection, Bureau of Corrections, Philippine Coast Guard, and the 
National Mapping and Resource Information Authority (NAMRIA). This bill 
seeks to finally uphold the dignity of our country's unsung heroes in the field 
of public safety and military services.
In view of the foregoing, the passage of this bill is earnestly sought.
VICENTE C. SOTTO III


EIGHTEENTH CONGRESS OF THE ) 
REPUBLIC OF THE PHILIPPINES ) 
Third Regular Session 
)
SENATE 
s. B. NO. _.2375
•21 l\UG 31 P 6 -08
Introduced by SENATOR VICENTE C. SOTTO III
AN ACT
INSTITUTING THE MAGNA CARTA FOR NON-UNIFORMED 
PERSONNEL IN UNIFORMED AGENCIES
Be it enacted by the Senate and the House of Representatives of the 
Philippine Congress assembled:
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Chapter One
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Preliminary Provisions
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SECTION 1. Short Title. This Act shall be known as the "Magna Carta
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for Non-Uniformed Personnel.”
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SEC. 2. Declaration of Policies. It is hereby declared to be the policy of
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the State to promote and improve the social and economic wellbeing of all
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non-uniformed personnel in the military and other uniformed agencies of the
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government and ensure that their rights are protected. Decent work for all
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non-uniformed personnel is integral in ensuring the efficiency and
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effectiveness of all uniformed agencies in the performance of their roles and
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services to the public. Social dialogue is the primary approach to ensure
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transparency, accountability, decent work and quality public services for all.
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SEC. 3. Coverage. - This Act shall apply to all non-uniformed personnel
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in uniformed agencies. As used in this Act, the term "non-uniformed
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personnel" shall mean all civilian employees in the military and all other
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uniformed agencies of the government including the Armed Forces of the
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Philippines, Philippine National Police, Bureau of Jail Management and
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Penology, Department of National Defense, Bureau of Fire Protection, Bureau
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of Corrections, Philippine Coast Guard, and the National Mapping and
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Resource Information Authority (NAMRIA).
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SEC. 4. Definition of Terms.
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a) Non-uniformed personnel - all civilian employees in the military and
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other uniformed agencies of the government


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b) Uniformed agencies - government agencies and institutions responsible 
in ensuring peace, order, and security and protecting the people from 
crimes, disasters and other potential dangers and threats including law 
enforcement, firefighting, civil defense, correctional seiwices, medical 
and emergency services as well as other government agencies with 
uniformed personnel
c) Workplace - means the office, premises or work site, where the workers 
are habitually employed and shall include the office or place where the 
workers, who have no fixed or definite work site, regularly report for 
assignment in the course of their employment
Chapter Two
Recruitment, Human Resource Development and Policies
SEC, 5. Recruitment and Qualification. - Recruitment policy and 
minimum requirements with respect to the selection and appointment of a 
non-uniformed personnel shall be developed and implemented by the 
appropriate government agencies concerned in accordance with policies and 
standards of the Civil Service Commission: Provided, That in the absence of 
appropriate eligible, as certified by the highest official in charge of human 
resource management, and it becomes necessary in the public interest to fill 
a vacancy, a temporary appointment shall be issued to the person who meets 
all the requirements for the position to which he/she is being appointed 
except the appropriate civil service eligibility: Provided, further. That such 
temporary appointment shall not exceed twelve (12) months nor be less than 
three (3) months renewal thereafter but that the appointee may be replaced 
sooner if (a) qualified civil service eligible becomes available, or (b) the 
appointee is found wanting in performance or conduct befitting a government 
employee.
SEC. 6. Screening and Selection for Appointment. - Applicants for the 
non-uniformed personnel positions shall undergo a screening process to be 
conducted by a duly constituted Selection and Promotion Board based on 
qualification standards set forth by the respective agencies in accordance with 
CSC Laws.
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SEC. 7, Human Resource Development for Non-Uniformed Personnel. - 
There shall be established a Human Resource Development Program for non- 
uniformed personnel in the military and all uniformed agencies of the 
government. Human Resource Development Programs for non-uniformed 
personnel including, but not limited to, the provisions on merit promotion, 
performance evaluation, in service training grants, incentive and award 
system, job rotation, cross-posting overseas and local scholarships, training 
grants, incentive award system, and such other similar services and human 
resource development interventions, including programs on the job training, 
counseling, coaching, job rotation, secondment, job swapping etc. shall be 
developed by the concerned agencies in consultation with and with the


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concurrence of the accredited employees’ organizations. The program shall 
conform to the rules and regulations of the CSC.
SEC. 8. Rationalized Promotion System. - There shall be a system of 
promotion for non-uniformed personnel which shall be based on merit and 
fitness on the available vacant positions in the agency’s staffing pattern. Such 
system shall be gender fair and shall ensure that women non-uniformed 
personnel of the agency shall enjoy equal opportunity for promotions as that 
of men.
The performance evaluation plan shall consider foremost the 
improvement of individual employee efficiency and organizational 
effectiveness: Provided, That each employee shall be informed regularly by 
his/her supervisor of his/her performance evaluation.
The merit promotion plan shall be in consonance with the rules of the 
Civil Service Commission.
SEC. 9. Sustaining the Professionalization of the non-uniformed 
personnel. - To sustain the professionalization of non-uniformed personnel, 
training shall be done intensively and extensively. The cost of Continuing 
Professional Development as required by the PRC shall be shouldered by the 
concerned uniformed agencies.
SEC. 10. Local Training Programs. - Local training programs aimed at 
enhancing the professional growth of non-uniformed personnel shall be 
established and maintained. Such local training programs, undertaken in 
coordination with other governmental and non-governmental agencies, shall 
provide managerial; technical; administrative and operational courses such 
as logistics and fiscal management, including training on professional 
services and criminal procedures.
SEC. 11. Transfer or Geographical Reassignment of Non-Uniformed 
Personnel.
(a) a transfer is a movement from one position to another which is of 
equivalent rank, level or salary without break in service;
(b) a geographical reassignment, hereinafter referred to as “reassignment,” 
is a movement from one geographical location to another; and
(c) a non-uniformed personnel shall not be transferred and or reassigned, 
except when made in the interest of public service, in which case, the 
employee concerned shall be informed of the reasons therefore in writing. If 
the non-uniformed personnel believes that there is no justification for the 
transfer and/or reassignment, he/she may appeal his/her case to the Civil 
Service Commission, which shall cause his/her reassignment to be held in 
abeyance; Provided, That no transfer and/or reassignment whatsoever shall 
be made three (3) months before any local or national elections: Provided, 
further. That the necessary expenses of the transfer and/or reassignment of 
the non-uniformed personnel shall be paid for by the Government.


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The Criteria for transfer or geographical reassignment shall be
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determined in the IRR.
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SEC. 12. Married couples / Domestic partnerships. - Whenever 
possible, the proper authorities shall take steps to enable married couples, 
both of whom are non-uniformed personnel, to be employed or assigned in 
the same locality, but not in the same workplace.
SEC. 13. Solo parents. - In accordance with RA 8972, the proper 
authorities shall take steps to enable solo parents to be employed or assigned 
in the same locality of his/her residence.
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Family members or relatives of non-uniformed personnel up to fourth
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degree of affinity and consanguinity shall not be assigned in the same
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workplace.
SEC. 14. Security of Tenure. - Non-uniformed personnel shall be 
assured security of tenure. Their services shall not be terminated except for 
just cause provided by law and after due process. Provided, that if a non- 
uniformed personnel is found by the Civil Service Commission to be unjustly 
dismissed from work, he/she shall be entitled to reinstatement without loss 
of seniority rights and to his/her back wages with twelve percent (12%) 
interest or the prevailing legal interest rate at the time of his reinstatement 
whichever is higher computed from the time his/her compensation was 
withheld from his/her up to time of reinstatement; social security 
contributions/obligations/penalties and all other benefits.
SEC. 15. Prohibition against Discrimination. - A non-uniformed 
personnel shall not be discriminated against with regard to age, sexual 
orientation, gender identity and expression, disability, civil status, creed, 
religious or political beliefs and ethnic groupings in the exercise of his/her 
employment.
SEC. 16. No Understaffing/Overloading of Non-Uniformed Personnel. - 
There shall be no understaffing or overloading of non-uniformed personnel. 
The ratio of non-uniformed personnel to workload shall be such as to 
reasonably effect a sustained delivery of public service at all times without 
overworking the non-uniformed personnel and over-extending his/her duty 
and seiwice. In excess of minimum working hours, the non-uniformed 
personnel shall be entitled to payment of overtime pay, night differential, 
holiday/rest day pay.
In line with the above policy, substitute officers or employees shall be 
provided in place of officers or employees who are on leave for over three (3) 
months.
SEC. 17. Duties and Obligations. - All non-uniformed personnel shall: 
(a) discharge his/her duty humanely with conscience and dignity;


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(b) perform his/her duty with utmost respect for life; and race, gender, 
religion, nationality, party policies, social standing or capacity to pay.
SEC. 18. Code of Conduct. - Within six (6) months from the approval of 
this Act, the military and other uniformed agencies upon consultation with 
other appropriate agencies and non-uniformed personnel organizations, 
whether registered or accredited, shall formulate and prepare a Code of 
Conduct for Non-Uniformed Personnel, which shall be disseminated as widely 
as possible.
SEC. 19. Safeguards in Disciplinary Procedures. - In every disciplinary 
proceeding, the non-uniformed personnel shall have;
(a) the right to be informed, in writing, of the charges;
(b) the right to full access to the evidence in the case;
(c) the right to defend himself/herself and to be defended by a 
representative of his/her choice and/or by his/her organization, adequate 
time being given to the non-uniformed personnel for the preparation of 
his/her defense;
(d) the right to confront witnesses presented against him/her and 
summon witnesses in his/her behalf;
(e) the right to appeal to designated authorities;
(i] the right to reimbursement of reasonable expenses incurred in his/her 
defense in case of exoneration or dismissal of the charges; and
(g) such other rights as will ensure fairness and impartiality during 
proceedings.
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SEC. 20. Normal Hours of Work. - The normal hours of work of any
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non-uniformed personnel shall not exceed eight (8) hours a day or forty (40)
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hours a week.
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Chapter Three
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Right to Self-Organization
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SEC. 21. Freedom of Association. - All non-uniformed personnel shall
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have the right to freely and without previous authorization to establish and
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join organizations of their choosing, whether local or national to further and
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defend their interests.
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SEC. 22. Freedom from Interference or Coercion. - It shall be unlawful
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for any person to commit any of the following acts of interference or coercion:
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(a) to require as a condition of employment that a non-uniformed
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personnel shall not join a workers’ organization or union or shall relinquish
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membership therein;
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(b) to discriminate in regard to hiring or tenure of employment or any item
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or condition of employment in order to encourage or discourage membership
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in any workers’ organization or union;


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(c) to prevent a non-uniformed personnel from carrying out duties laid 
upon him/her by his/her position in the organization or union, or to penalize 
him/her for the action undertaken in such capacity;
(d) to harness or interfere with the discharge of the functions of the non- 
uniformed personnel when these are calculated to intimidate or to prevent the 
performance of his/her duties and responsibilities; and
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to otherwise interfere in the establishment, functioning, or 
administration of a non-uniformed personnel organization or unions through 
acts designed to place such organization or union under the control of 
government authority.
SEC. 23. Consultation with the Non-uniformed Personnel 
Organizations. - Organizations or unions of non-uniformed personnel shall 
be consulted in the formulation of national, regional and local policies that 
impact their working conditions and social security. For this purpose, social 
dialogue mechanisms at the national, regional and other appropriate levels 
should be institutionalized. Non-uniformed personnel organizations should 
be represented in all relevant labor-management committees.
Chapter Four
Status, Salaries and Allowances
SEC. 24. Status of non-uniformed personnel. - All non-uniformed 
personnel shall be considered employees of the national government and shall 
draw their salaries therefrom. Provided, that non-uniformed personnel in 
Metropolitan Manila, chartered cities, component cities and other 
municipalities shall be provided with monetary and non-monetaiy incentives 
by the local government unit concerned subject to the availability of funds.
SEC. 25. Salary Scale. - Salary scales of non-uniformed personnel shall 
be the same as the salary scale of uniformed personnel.
SEC. 26. Criteria for Salary. - The salaries of all non-uniformed 
personnel shall correspond to the following criteria:
a) Salary shall be comparably equal to those paid in other occupations 
or professions requiring equivalent or similar qualifications, training and 
abilities regardless of rank positions;
b) Salary scale shall ensure that the lowest rank and position receive 
an amount which will ensure him and his family to afford a reasonable and 
decent standard of living; and basic monthly salary shall exclude the 
subsistence allowance, cost of living allowance, 2 quarters allowance, clothing 
allowance, hazard pay, amelioration pay, health care pay and all other 
allowances as may be provided under existing laws.


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SEC. 27, Payment of Salary. - The salaries of non-uniformed personnel 
shall be paid in legal tender of the Philippines or the equivalent in checks or 
treasury warrants; Provided, however, that such checks or treasury warrants 
shall be convertible to cash in any national, provincial, city or municipal 
treasurer’s office or any banking institution operating under the laws of the 
Republic of the Philippines.
Salaries shall be released on time and without undue delay. No 
deduction whatsoever shall be allowed from the salaries due to all non- 
uniformed personnel except under specific provisions of applicable laws 
authorizing such deduction.
SEC. 28. Overtime Work. - Where the exigencies of the service so 
require, any non-uniformed personnel may be required to render service 
beyond the normal eight (8) hours a day. In such case, the workers shall be 
paid an additional compensation in accordance with existing laws and 
prevailing practices.
SEC. 29. Work During Rest Day. -
a) Where a non-uniformed personnel is made to work on his/her 
scheduled rest day, he/she shall be paid an additional compensation in 
accordance with existing laws.
b) Where a non-uniformed personnel is made to work on any special 
holiday he/she shall be paid an additional compensation in accordance with 
existing laws. Where such holiday work falls on the worker’s scheduled rest 
day, he/she shall be entitled to an additional compensation as may be 
provided by existing laws.
SEC. 30. Night-Shift Differential. -
(a) Every non-uniformed personnel shall be paid night-shift differential of 
ten percent (10%) of his/her regular wage for each hour of work 
performed during the night-shifts.
(b) Every non-uniformed personnel required to work on the period covered 
after his/her regular schedule shall be entitled to his/her regular wage plus 
the regular overtime rate and an additional amount of ten percent (10%) of 
such overtime rate for each hour of work performed between ten (10) o’clock 
in the evening to six (6) o’clock in the morning.
SEC. 31. Hazard Allowance. - All non-uniformed personnel shall be 
given hazard allowances equivalent to at least twenty-five percent (25%) of the 
monthly basic salaiy of workers receiving salary grade 19 and below, and five 
percent (5%) for workers with salary grade 20 and above.
SEC. 32. Subsistence Allowance. - Non-uniformed personnel shall be 
entitled to full subsistence allowance of three (3) meals which may be 
computed in accordance with prevailing circumstances.


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SEC. 33. Longevity Pay. - A monthly longevity pay comparable to the 
longevity pay of uniformed personnel shall be paid to all non-uniformed 
personnel for every five (5) years of continuous, efficient, and meritorious 
services rendered as certified by the chief of office concerned, commencing 
from the original attested appointment of each non-uniformed personnel.
SEC. 34. Laundry Allowance - All non-uniformed personnel who are 
required to wear uniforms regularly shall be entitled to laundry allowance 
equivalent to one thousand pesos (Php 1000.00) per month: Provided, that 
this rate shall be reviewed periodically and increased accordingly in 
consultation with appropriate agencies and the non-uniformed personnel 
organizations taking into account existing laws and prevailing practices.
SEC. 35. Rice Subsidy. - All non-uniformed personnel shall be entitled 
to one (1) sack of rice per month or its monetary equivalent.
SEC. 36. Housing. - All non-uniformed personnel who are on tour of 
duty and those who, because of unavoidable circumstances are forced to stay 
in their workplace, shall be entitled for free living quarters within their 
workplaces, or if such quarters are not available, shall receive quarters 
allowance: Provided, That this rate shall be reviewed periodically and 
increased accordingly in consultation with appropriate government agencies 
and the non-uniformed personnel organizations concerned.
SEC. 37. Salaries based on the Cost of Living. - The salaries of non- 
uniformed personnel shall be based on the prevalent cost of living. Salaries 
shall automatically follow changes in the cost-of-living index determined after 
due consultation with the appropriate government agencies and non- 
uniformed personnel organizations.
SEC. 38. Clothing/Uniform Allowance. - Non-uniformed personnel 
shall be entitled to uniform allowance equivalent to six thousand (P6000.00) 
pesos per year. Provided, That this rate shall be reviewed periodically and 
increased accordingly taking into account existing laws and prevailing 
practices.
Chapter Five
Health Measures and Programs
SEC. 39. Medical Examination. - Compulsory pre-employment and 
annual medical examinations shall be provided free of charge to all non- 
uniformed personnel during the tenure of employment. The cost of such 
medical examination shall be included as automatic appropriation in said 
entity’s annual budget.
SEC. 40. Physical and Mental Fitness Programs. - All public safety 
agencies shall formulate policies and guidelines on physical fitness and sports 
development programs.


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SEC. 41. Hospitalization Expenses. - If any non-uniformed personnel 
suffers any injury or becomes ill in the performance of his/her official duties, 
the hospitalization expenses of such personnel shall be shouldered by the 
office where he/she belongs from the coneerned agency’s appropriations.
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SEC. 42. Compensation For Injuries. - Non-uniformed personnel shall
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with existing laws.
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Chapter Six
Leaves and Other Benefits
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SEC. 43. Vacation Leave. - All non-uniformed personnel who has
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rendered at least one year of service shall earn fifteen (15) day-vacation leave
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credits every year.
SEC. 44. Sick Leave. - A fifteen (15) day sick leave credits shall be 
granted to all non-uniformed personnel for eveiy year of service. An indefinite 
sick leave of absence shall be granted to an ailing non-uniformed personnel 
whose nature of illness demands a long treatment that will exceed one year 
at the least.
SEC. 45. Mandatory Leave. - A non-uniformed personnel is entitled to 
a mandatory leave with full pay for five (5) days which is not chargeable to 
his/her leave credits regardless of any situation or event.
SEC. 46. Maternity Leave. - All qualified female non-uniformed 
personnel are entitled to maternity leave benefits as mandated in national 
laws.
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SEC. 47. Paternity Leave. - All qualified male personnel shall be entitled 
to paternity leave as mandated in national laws.
SEC. 48. Study Leave. - In addition to the leave privileges enjoyed under 
this Act and other existing laws, non-uniformed personnel shall be entitled to 
study leaves not exceeding six (6) months with pay, depending on the field of 
study chosen by the employee.
This leave shall be granted to non-uniformed personnel who are 
preparing for their bar or board examination, or completing their 
undergraduate, graduate, or post-graduate degree, such as but not limited to 
thesis writing and field practice.
SEC. 49. Scholarship Privileges for Dependents. - Under the Free 
Higher Education Act, surviving children of the deceased or permanently 
incapacitated non-uniformed personnel shall be given priority in the 
availment of scholarships up to college in a non-exclusive institution, subject 
to the policies on the tuition of said institution.


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Subsidies shall also be provided to scholars for their books, 
transportation, stipend and lodging.
Chapter Seven 
Retirement
SEC. 50. Early Retirement Program. - Any non-uniformed personnel 
who has reached the age of fifty five (55) years may avail of this program and 
be paid separation benefits in accordance with prevailing scheme: Provided, 
That he/she has rendered at least fifteen (15) years of continuous service in 
the agency. Provided, further. That those who have availed of this benefit shall 
not be allowed to re-entiy into the said agency.
SEC. 51. Compulsory Retirement. - Compulsory retirement shall be 
upon the attainment of age 65 years old.
SEC. 52. Highest Basic Salary Upon Retirement. - A retired non- 
uniformed personnel shall automatically be granted one (1) salary range or 
grade higher than his/her basic salary and his/her retirement benefit 
thereafter, computed on the basis of his/her highest salary, which shall be 
given in effect three (3) months prior to the compulsory retirement: Provided, 
that the personnel has reached the age and fulfilled service requirements 
under existing laws.
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Chapter Eight
Grievances and Dispute Settlement
SEC. 53. Complaints and Grievanees. - Every non-uniformed personnel 
shall have the right to present his/her complaints and grievances to his/her 
superior officers for the immediate redress thereof.
The exercise of this right shall not be used as a ground for 
discrimination nor as bar for the exercise of other privileges, rights, and 
benefits afforded by law.
SEC. 54. Dispute Settlement. - Each agency shall put in place their 
own dispute settlement systems and procedures. The composition of which 
should ensure the representation of the accredited employees’ organization.
Chapter Nine 
Miscellaneous Provisions
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SEC. 55. Implementing Rules and Regulations. The military and all 
other uniformed agencies shall jointly formulate and prepare the rules and 
regulations with the uniformed personnel organizations necessary to 
implement the provisions of this Act. All rules and regulations so formulated 
shall be liberally construed in favor of the non-uniformed personnel so as to 
give him/her the greatest degree of benefits that can be derived from this Act.
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Rules and regulations implementing this Act shall take effect fifteen (15) days 
after publication in a paper of general circulation.
SEC. 56. Budget. The militaiy and agencies shall submit to Congress 
the annual budget to implement the provisions of this Act which shall be 
included in the General Appropriations Act. In no case shall the budget 
implementing this Act allotted for a given fiscal year be less than that of the 
previous fiscal year.
SEC. 57. Penal Provision. - Any person shall willfully interfere with, 
restrain or coerce any non-uniformed personnel in the exercise of his/her 
rights or shall in any manner act in violation of any of the provisions of this 
Act, upon conviction, shall be punished by a fine of not less than Five hundred 
Thousand Pesos (PHP500,000.00) but not more than One Million Pesos (PHP 
1,000,000.00) or imprisonment of up to six (6) years or combination of both.
If the offender is a public official, the court, in addition to the penalties 
provided in the preceding paragraph, may impose the additional penalty of 
disqualification from office.
SEC. 58. Interpretation. - Nothing in this Act shall be construed to 
prejudice and diminish whatever benefits non-uniformed personnel is entitled 
to receive under existing laws.
SEC. 59. Separability Clause. - In the event that any portion or 
provision of this Act be declared unconstitutional, the validity and effectivity 
of the other provisions of this Act shall not be affected.
SEC. 60. Repealing Clause. - All laws, decrees, executive orders, rules 
and regulations and other issuances inconsistent with this Act are deemed 
repealed, amended, or modified accordingly.
SEC. 61. Effectivity. - The provisions of this Act shall take effect fifteen 
(15) days after its complete publication in the Official Gazette or in a 
newspaper of general circulation.
Approved,
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