Republic of the Philippines 
HOUSE OF REPRESENTATIVES 
Quezon City 
NINETEENTH CONGRESS 
First Regular Session 
HOUSE BILL NO. ____ 
Introduced by HON. LUIS RAYMUND “LRAY” F. VILLAFUERTE, JR. AND 
HON. BRIAN RAYMUND S. YAMSUAN 
EXPLANATORY NOTE 
This proposed measure seeks to the issues in our civilian employees in the military 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.  
Non-uniformed personnel (NUP) work as partners in protecting the lives of the Filipino 
people. Their jobs are as valuable as their uniformed counterparts. Hence, this bill seeks 
to improve the social and economic well-being of all NUP as well as to ensure that their 
rights are protected. It also aims to help professionalize our public safety workforce, 
boost employee morale and ensure accountability and responsiveness of our 
institutions. 
In view of the foregoing, the passage of this bill is earnestly sought. 
LUIS RAYMUND “LRAY” F. VILLAFUERTE, JR. 
BRIAN RAYMUND S. YAMSUAN 
May 9, 2023
8:00 am
7981


Republic of the Philippines 
HOUSE OF REPRESENTATIVES 
Quezon City 
NINETEENTH CONGRESS 
First Regular Session 
HOUSE BILL NO. ____ 
Introduced by HON. LUIS RAYMUND “LRAY” F. VILLAFUERTE, JR. AND 
HON. BRIAN RAYMUND S. YAMSUAN 
AN ACT 
INSTITUTING THE MAGNA CARTA FOR NON-UNIFORMED PERSONNEL IN 
UNIFORMED AGENCIES 
Be it enacted by the Senate and House of Representatives of the Philippines in 
Congress assembled: 
SECTION 1. Short Title. – This Act shall be known as the “Magna Carta for 
Non-Uniformed Personnel.” 
SEC. 2. Declaration of Policies. – It is hereby declared to be the policy of the State to 
promote and improve the social and economic wellbeing of all non-uniformed personnel 
in the military and other uniformed agencies of the government and ensure that their 
rights are protected. Decent work for all non-uniformed personnel is integral in ensuring 
the efficiency and effectiveness of all uniformed agencies in the performance of their 
roles and services to the public. Social dialogue is the primary approach to ensure 
transparency, accountability, decent work and quality public services for all. 
SEC. 3. Coverage. – This Act shall apply to all non-uniformed personnel in uniformed 
agencies. As used in this Act, the term "non-uniformed personnel" shall mean all civilian 
employees in the military and all other uniformed agencies of the government including 
the Armed Forces of the Philippines, Philippine National Police, Bureau of Jail 
Management and Penology, Department of National Defense, Bureau of Fire Protection, 
7981


 
 
Bureau of Corrections, Philippine Coast Guard, and the National Mapping and Resource 
Information Authority (NAMRIA). 
 
SEC. 4. Definition of Terms.  
a)  Non-uniformed personnel – all civilian employees in the military and other 
uniformed agencies of the government 
 
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 services, 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. 
 
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 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)  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 
believe 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. 
 
The Criteria for transfer or geographical reassignment shall be determined in the IRR. 
 
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. 
 
Family members or relatives of non-uniformed personnel up to fourth degree of affinity 
and consanguinity shall not be assigned in the same workplace. 
 
SEC. 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 service. 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; 
 
(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; 
(f)  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. 
 
SEC. 20. Normal Hours of Work. – The normal hours of work of any non-uniformed 
personnel shall not exceed eight (8) hours a day or forty (40) hours a week. 
 
Chapter Three 
Right to Self-Organization 
 
SEC. 21. Freedom of Association. – All non-uniformed personnel shall have the right to 
freely and without previous authorization to establish and join organizations of their 
choosing, whether local or national to further and defend their interests. 
 
SEC. 22. Freedom from Interference or Coercion. – It shall be unlawful for any person 
to commit any of the following acts of interference or coercion: 
(a)  to require as a condition of employment that non-uniformed personnel shall not join 
a workers’ organization or union or shall relinquish membership therein; 
 
(b)  to discriminate in regard to hiring or tenure of employment or any item or condition 
of employment in order to encourage or discourage membership in any workers’ 
organization or union; 
 
(c)  to prevent non-uniformed personnel from carrying out 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 
 
(e)  to otherwise interfere in the establishment, functioning, or administration of a 
non-uniformed personnel organization or unions through acts designed to place 
such organization or union under the control of government authority. 
 
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-monetary 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, quarters allowance, clothing allowance, hazard pay, amelioration 
pay, health care pay and all other allowances as may be provided under existing 
laws. 
 
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 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 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 salary 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. 
 
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 (P6,000.00) 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. 
 
SEC. 41. Hospitalization Expenses. – If any non-uniformed personnel suffer 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 
concerned agency’s appropriations. 
 
SEC. 42. Compensation for Injuries. – Non-uniformed personnel shall be protected 
against the consequences of employment injuries in accordance with existing laws. 
 
Chapter Six 
Leaves and Other Benefits 
 
SEC. 43. Vacation Leave. – All non-uniformed personnel who has rendered at least one 
year of service shall earn fifteen (15) day-vacation leave credits every year. 
 
SEC. 44. Sick Leave. – A fifteen (15) day sick leave credits shall be granted to all 
non-uniformed personnel for every year of service. An indefinite sick leave of absence 
shall be granted to 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. 
 
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. 
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-entry 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. 
 
Chapter Eight 
Grievances and Dispute Settlement 
 
SEC. 53. Complaints and Grievances. – 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 
 
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. Rules and regulations implementing this Act shall take effect fifteen (15) days 
after publication in a paper of general circulation. 
 
SEC. 56. Budget. – The military 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,