Republic of the Philippines
HOUSE OF REPRESENTATIVES
Quezon City

EIGHTEENTH CONGRESS
First Regular Session

3367

House Bill No.

Introduced by CIBAC Party-List Representatives
Eduardo “Bro. Eddie” C. Villanueva and Domingo C. Rivera

AN ACT
STRENGTHENING WORKERS RIGHT TO SECURITY OF TENURE,
AMENDING FOR THE PURPOSE ARTICLES 106, 107, 108, AND 109
OF BOOK III, AND ARTICLES 294 [279], 295 [280], 296 [281], AND
297 [282] OF BOOK VI OF PRESIDENTIAL DECREE NO. 442,
OTHERWISE KNOWN AS THE LABOR CODE OF THE PHILIPPINES,
AS AMENDED

EXPLANATORY NOTE

Out of the many issues that beset the Filipino laborers, one stands out the
most in the current administration: contractualization. For understandable reasons:
President Rodrigo Roa Duterte, during campaign period, promised to end it. On his
3" State of the Nation Address (SONA), in August 2018, he even certified ending
illegal contractualization a priority bill. Hence, it came much as a surprise when the
Security of Tenure Bill, or End Endo Bill, hit a roadblock after being vetoed by the
president on July 26, 2019.

In the Philippine context, contractualization is viewed both as an economic
strategy and a tool for oppression. As an economic strategy, contractualization has
been used from as early as the 1970s. It involves hiring laborers for a short, fixed
amount of time to address a seasonal or emergency need. This practice proves to be
an effective economic tool to aid the business sector on their varying workloads
while also helping the unemployed in our country.

Yet, under the same guise, many companies have abused contractualization
and now use it to the detriment of Filipino laborers. Widespread practice of endo,


a short term for “end of contract,” exists in our country. Itis the routine of hiring laborers
who perform tasks that are directly necessary and related to the nature of one's
business under contracts not reaching six (6) months — the required period for a worker
to qualify as a regular employee — conveniently exempting the employers from
providing benefits mandated by law to be accorded to regular employees.

This is not simply oppressive and unethical. It is also ILLEGAL. Article Xi,
Section 3 of the 1987 Philippine Constitution expressly states that “the State shall
afford full protection to labor, local and overseas, organized and unorganized, and
promote full employment and equality of employment opportunities for all.”
Furthermore, laborers are “entitled to security of tenure, humane conditions of work,
and a living wage.”

This bill seeks to protect laborers from labor-only contracting, that is defined
herein as consisting of these conditions:
1. when the job contractor merely supplies workers to a contractee
2. when the workers supplied by the contractor perform jobs directly and
necessary and related to the contractee’s principal business
3. when the job contractor does not control the workers deployed to the
contractee

It further simplifies the classification of workers to only two: regular and
probationary. Project and seasonal employees are to be classified as regular for the
duration of their employment. All other forms of employment are strictly prohibited

Finally, this bill, contrary as to how other people perceive it, is neither anti-
employers nor anti-contractualization. It does not seek to end legal contractualization
but instead simply aims to ensure that all parties involved in labor contracts are duly
protected by law. Thus, this bill allows industry tripartite councils to determine the kind
of jobs which are directly related to one's principal business. This will provide avenues
for the labor sector to express their concems about contracting certain jobs and the
employers to present the realities of their businesses’ operations, the output of which
is an industry list of jobs that can be contracted, to which both parties will be legally
bound.

In the name of faimess and order in our business and labor sectors, and most
of all, for the sake of our Filipino laborers who have been constantly living in fear of
finding not just a new job but new means to support their families once their
[supposedly illegal] contract ends, the passage of this bill is earnestly sought.

fo

HON. EDUARDO “BRO. EDDIE” C. V



Republic of the Philippines
HOUSE OF REPRESENTATIVES
Quezon City

EIGHTEENTH CONGRESS
First Regular Session

U
House Bill No. a8

Introduced by CIBAC Party-List Representatives
Eduardo ‘Bro. Eddie’ C. Villanueva and Domingo C. Rivera

AN ACT
STRENGTHENING WORKERS RIGHT TO SECURITY OF TENURE,
AMENDING FOR THE PURPOSE ARTICLES 106, 107, 108, AND 109
OF BOOK III, AND ARTICLES 294 [279], 295 [280], 296 [281], AND 297
[282] OF BOOK VI OF PRESIDENTIAL DECREE NO. 442, OTHERWISE
KNOWN AS THE LABOR CODE OF THE PHILIPPINES, AS AMENDED

Be it enacted by the Senate and House of Representatives of the Philippines in
Congress assembled:

SECTION 1. Title. — This Act shall be known as the “Security of Tenure and End of
Endo Act.”

SECTION 2. Article 106, Title II, Book III of the Labor Code, as amended, is hereby
amended to read as follows:

“ARTICLE 106. [Contractor or Subcontractor] PROHIBITION ON LABOR-
ONLY CONTRACTING. — [Whenever an employer enters into a contract with another
person for the performance of the former's work, the employees of the contractor and
of the latter's subcontractor, if any, shall be paid in accordance with the provisions of
this Code.

“In the event that the contractor of subcontractor fails to pay the wages of his
employees in accordance with this Code, the employer shall be jointly and severally
liable with his contractor or subcontractor to such employees to the extent of the work


RBNIScovonaons

performed under the contract, in the same manner and extent that he is liable to
employees directly employed by him

“The Secretary of Labor and Employment, may by appropriate regulations,
restrict or prohibit the contracting-out of labor to protect the rights of workers
established under this Code. In so prohibiting or restricting, he may make appropriate
distinctions between labor-only contracting and job contracting as well as
differentiations within these types of contracting and determine who among the parties
involved shall be considered the employer for the purposes of this Code, to prevent
any violation or circumvention of this Code.]

*LABOR-ONLY CONTRACTING IS PROHIBITED. There is “labor-only”
contracting where the [person supplying workers to an employer does not have] JOB
CONTRACTOR, WHETHER LICENSED OR NOT, MERELY RECRUITS AND
SUPPLIES OR PLACES WORKERS TO A CONTRACTEE REGARDLESS OF
WHETHER OR NOT HE/SHE HAS substantial capital or investment in the form of
tools, equipment, machineries, work premises, among others, [and] OR the workers
recruited and SUPPLIED OR placed by such person are performing activities which
are directly related to the principal business of such CONTRACTEE OR ARE UNDER
THE CONTROL AND SUPERVISION OF THE CONTRACTEE. In such cases, the
[person or intermediary] JOB CONTRACTOR shall be considered merely an agent
[of] AND the [employer who] CONTRACTEE shall be responsible to the workers in
the same manner and extent as if the latter were directly employed by hinVHER.

FOR THE PURPOSES OF THIS ARTICLE, THE SPECIFIC JOB, WORK OR
SERVICE THAT ARE DEEMED DIRECTLY RELATED TO THE PRINCIPAL
BUSINESS OF A CONTRACTEE SHALL BE DETERMINED BY THE APPROPRIATE.
INDUSTRY TRIPARTITE COUNCIL WHICH SHALL BE ISSUED THROUGH
REGULATIONS BY THE SECRETARY OF LABOR AND EMPLOYMENT. IN THE
ABSENCE OF A DETERMINATION BY THE APPROPRIATE INDUSTRY COUNCIL,
THE SECRETARY OF LABOR AND EMPLOYMENT SHALL DETERMINE THE
STANDARD CRITERIA AFTER CONSULTATION WITH THE NATIONAL
TRIPARTITE INDUSTRIAL PEACE COUNCIL.

“IN ALL CASES WHERE LABOR-ONLY CONTRACTING IS PRESENT, THE
WORKERS SHALL OUTRIGHT BE DEEMED REGULAR EMPLOYEES OF THE
CONTRACTEE IN ACCORDANCE WITH LAW, RETROACTIVE TO THE DATE
THEY WERE FIRST DEPLOYED TO SAID CONTRACTEE, WITHOUT PREJUDICE
TO ANY CRIMINAL, CIVIL, OR ADMINISTRATIVE CASE AGAINST THE LABOR-
ONLY CONTRACTOR AND THE CONTRACTEE.

“COMPLIANCE ORDERS AFFIRMED BY THE SECRETARY OF LABOR AND.
EMPLOYMENT SHALL BE IMMEDIATELY EXECUTORY UNLESS RESTRAINED
BY AN APPROPRIATE COURT.

‘IN CASE THE COMPLIANCE ORDER INVOLVES A DIRECTIVE TO
REGULARIZE WORKERS, THE EMPLOYMENT OF THE LATTER SHALL NOT BE
TERMINATED PENDING APPEAL OF SUCH ORDER EXCEPT FOR JUST OR
AUTHORIZED CAUSE. ANY TERMINATION OF WORKERS PENDING APPEAL


SHALL RENDER THE COMPLIANCE ORDER INVOLVING THE REGULARIZATION
OF WORKERS EXECUTORY.

“ADDITIONALLY, THE SECRETARY OF LABOR AND EMPLOYMENT SHALL
IMPOSE A FINE OF UP TO FIVE MILLION PESOS (PHP5,000,000.00) AGAINST
ANY LABOR-ONLY CONTRACTOR. THE SECRETARY OF LABOR AND
EMPLOYMENT SHALL ALSO HAVE THE POWER TO PREVENTIVELY OR
PERMANENTLY CLOSE THE OPERATIONS OF ANY LABOR-ONLY
CONTRACTOR.”

SECTION 3. Article 107, Title II, Book III of the Labor Code, as amended, is hereby
repealed, and in lieu thereof, a new Article 107 is inserted to read as follows:

“ARTICLE 107. LICENSING OF JOB CONTRACTORS. - IT SHALL BE
MANDATORY FOR ALL PERSONS OR ENTITIES ACTING AS JOB CONTRACTOR
TO OBTAIN A LICENSE FROM THE DOLE THROUGH ITS REGIONAL OFFICES.
FOR PURPOSES OF ARTICLES 106-109, “JOB CONTRACTOR" REFERS TO A
SOLE PROPRIETORSHIP, CORPORATION, ASSOCIATION, COOPERATIVE OR
OTHER ORGANIZATION THAT PERFORMS A SPECIFIC WORK, JOB OR
SERVICE TO A CONTRACTEE. “CONTRACTEE” REFERS TO THE PERSON OR
ENTITY, WHICH SHALL INCLUDE THE GOVERNMENT, THAT CONTRACTED OUT
A SPECIFIC WORK, JOB OR SERVICE.

“THE LICENSE SHALL BE ISSUED TO QUALIFIED JOB CONTRACTORS
UPON COMPLIANCE WITH THE FOLLOWING REQUIREMENTS:

(A) HAVE AN INDEPENDENT BUSINESS, SEPARATE AND DISTINCT
FROM THE CONTRACTEE;

(B) HAVE A PAID-UP CAPITAL OR NET WORTH OF AT LEAST FIVE
MILLION PESOS (PHP5,000,000.00), WHICH MAY BE INCREASED AS
DEEMED APPROPRIATE THROUGH TRIPARTITE CONSULTATION;

(C) BE AN EXPERT OR SPECIALIST IN THE JOB, WORK OR SERVICE
BEING CONTRACTED THAT SHALL NOT BE DIRECTLY RELATED TO
THE PRINCIPAL BUSINESS OF THE CONTRACTEE. FOR THIS
PURPOSE, EXPERTISE OR SPECIALIZATION SHALL BE
ESTABLISHED BY SHOWING, AMONG OTHERS, A CORE OF
COMPETENT PROFESSIONALS OR SKILLED WORKERS ESPECIALLY
TRAINED TO CARRY OUT THE JOB, WORK OR SERVICE OR TRACK
RECORD IN SUCH FIELD OF SPECIALIZATION;

(0) BE AN EMPLOYER WITH REGULAR EMPLOYEES AND HAVE
EQUIPMENT, MACHINERIES OR TOOLS NECESSARY TO PERFORM
OR COMPLETE THE JOB, WORK OR SERVICE CONTRACTED OUT;

(E) EXERCISE CONTROL OVER THE PERFORMANCE AND COMPLETION
OF THE JOB, WORK OR SERVICE CONTRACTED OUT;


(F) CERTIFICATION OF COMPLIANCE WITH LABOR AND SOCIAL
WELFARE LAWS INCLUDING PROOF OF PAYMENT OF SOCIAL
SECURITY, PHILIPPINE HEALTH INSURANCE CORPORATION, AND
HOME DEVELOPMENT MUTUAL FUND (PAG-IBIG) CONTRIBUTIONS;
AND

(G) PAYMENT OF LICENSE FEE, WHICH SHALL NOT BE LOWER THAN
ONE HUNDRED THOUSAND PESOS (PHP100,000.00).

“THE LICENSE SHALL BE VALID FOR A PERIOD OF THREE (3) YEARS
AND MAY BE RENEWED UPON COMPLIANCE WITH THE REQUIREMENTS
PRESCRIBED BY THE DOLE. IN ALL CASES, THE JOB CONTRACTOR SHALL
DEMONSTRATE THAT IT HAS FINANCIAL CAPACITY TO CARRY ON ITS
BUSINESS BASED ON FACTORS SUCH AS, BUT NOT LIMITED, TO THE NUMBER
OF ITS EMPLOYEES AND THE NATURE OF ITS BUSINESS.

“ANY LEGITIMATE LABOR ORGANIZATION SHALL HAVE ACCESS TO
COPIES OF LICENSES ISSUED TO JOB CONTRACTORS AND ANY AND ALL
SUBMISSIONS MADE IN CONNECTION WITH SUCH LICENSE.

“FOR THIS PURPOSE, THE SECRETARY OF LABOR AND EMPLOYMENT,
IN CONSULTATION WITH THE NATIONAL TRIPARTITE INDUSTRIAL PEACE
COUNCIL (NTIPC), SHALL ISSUE THE APPROPRIATE REGULATIONS FOR THE
LICENSING, RENEWAL, SUSPENSION, AND REVOCATION OF LICENSES OF
JOB CONTRACTORS, INCLUDING THE ACCOUNTABILITIES OF THE LICENSING
OFFICER IN CASE THE LICENSE IS ISSUED IN VIOLATION OF, OR IN
SIMULATION OF ANY OF THE REQUIREMENT FOR LICENSING UNDER
PARAGRAPHS (A) TO (G) ABOVE, OR UPON FINDING OF LABOR-ONLY
CONTRACTING COMMITTED BY A DULY-LICENSED JOB CONTRACTOR.

“IN NO CASE SHALL PRIVATE RECRUITMENT AND PLACEMENT
AGENCIES (PRPA) OR PRIVATE EMPLOYMENT AGENCIES (PEA) UNDER
ARTICLE 25 OF THE LABOR CODE, AS AMENDED, BE ALLOWED TO ENGAGE
IN JOB CONTRACTING AND/OR THE PROHIBITED LABOR-ONLY
CONTRACTING.”

SECTION 4. A new Article 107-A, Title II, Book III of the Labor Code, as amended, is
hereby provided to read as follows:

“ARTICLE 107-A. RIGHTS OF EMPLOYEES OF JOB CONTRACTORS. THE
TERMS AND CONDITIONS OF EMPLOYMENT OF THE EMPLOYEES OF JOB
CONTRACTORS SHALL NOT BE LOWER THAN THE MINIMUM STANDARDS SET
BY LAW AND REGULATIONS.”

SECTION 5. Article 108, Title II, Book III of the Labor Code, as amended, is hereby
amended to read as follows:

“ARTICLE 108. Posting of Bond. - [An employer or indirect employer] THE
CONTRACTEE may require the contractor to furnish a bond equal to the cost of labor
under contract, on condition that the bond will answer for the wages due the


employees should the contractor fail to the pay the same.”

SECTION 6. A new Article 108-A, Title II, Book III of the Labor Code, as amended, is
hereby provided to read as follows:

“ARTICLE 108-A. TRANSITION SUPPORT PROGRAM (TSP) - A
TRANSITION SUPPORT PROGRAM FOR JOB CONTRACTING SHALL BE
ESTABLISHED BY THE DOLE WHICH:

(A) SHALL PROVIDE A THREE-MONTH FINANCIAL SUPPORT FOR
EMPLOYEES IN BETWEEN JOB PERIODS AND IS CONDITIONED ON
UNDERGOING SKILLS TRAINING OR UPGRADING UNDER TESDA OR
TESDA ACCREDITED TRAINING INSTITUTION DURING THE PERIOD
OF UNEMPLOYMENT, PROVIDED THAT THE FREQUENCY OF
AVAILMENT SHALL NOT BE MORE THAN ONCE A YEAR;

(B) THE AMOUNT OF FINANCIAL SUPPORT SHALL NOT BE LOWER THAN
THE APPROPRIATE MINIMUM WAGE AND SHALL BE RELEASED AT
THE END OF EVERY MONTH; AND

(C) SHALL BE MANAGED BY THE APPROPRIATE BUREAU OF THE
DEPARMENT OF LABOR AND EMPLOYMENT, WHICH SHALL REPORT
TO THE NATIONAL TRIPARTITE INDUSTRIAL PEACE COUNCIL.

“THE FUNDS FOR THE IMPLEMENTATION OF THE PROGRAM SHALL BE.
SOURCED FROM THE FOLLOWING:

(A) ONE HUNDRED PERCENT (100%) OF THE REGISTRATION/ RENEWAL
FEES PAID BY CONTRACTORS;

(B) ALL FINES COLLECTED UNDER ARTICLE 106 OF THIS CODE; AND

(C) FUNDS FROM THE ADJUSTMENT MEASURE PROGRAM OF THE
DEPARTMENT OF LABOR AND EMPLOYMENT.”

SECTION 7. Article 109, Title II, Book III of the Labor Code, as amended, is hereby
amended to read as follows:

“ARTICLE 109. Solidary Liability. — The provisions of existing laws to the
contrary notwithstanding, every [employer or indirect employer] CONTRACTEE shall
be held [responsible] SOLIDARILY LIABLE with [his] THE JOB contractor [or
subcontractor] for any violation of any provision of this Code. For purposes of
determining the extent of their civil liability under this Chapter, they shall be considered
as direct employers.”

SECTION 8. Article 294 [279], Title |, Book VI of the Labor Code, as amended, is
hereby further amended to read as follows:

“ARTICLE 294 [279]. Security of Tenure. — [In case or regular employment,
the employer shall not terminate] [t]The services of an employee, IRRESPECTIVE OF


COVOHRON=

EMPLOYMENT STATUS OR POSITION, SHALL NOT BE TERMINATED except for
a just cause or when authorized by this Title. An employee who is unjustly dismissed
from work shall be entitled to reinstatement without loss of seniority rights and other
privileges and to his/HER full backwages, inclusive of allowances, and to his/HER
other benefits or their monetary equivalent computed from the time his/HER
compensation was withheld from him/HER up to the time of his/HER actual
reinstatement.

“THE EMPLOYER SHALL HAVE THE BURDEN OF PROVING THAT THE
TERMINATION IS WITH CAUSE AND DUE PROCESS.”

SECTION 9. Article 295 [280] Title |, Book VI of the Labor Code, as amended, is
hereby repealed, and in lieu thereof, a new Article 295 is provided to read as follows:

“ARTICLE 295. STATUS OF EMPLOYMENT. — ALL EMPLOYEES, EXCEPT
THOSE UNDER PROBATIONARY EMPLOYMENT, ARE DEEMED REGULAR,
INCLUDING PROJECT AND SEASONAL EMPLOYEES.

“PROJECT AND SEASONAL EMPLOYEES ARE REGULAR FOR THE
DURATION OF THE PROJECT OR SEASON, AS THE CASE MAY BE. FOR THIS
PURPOSE, PROJECT EMPLOYMENT IS EMPLOYMENT IN AN EXISTING
PROJECT OR UNDERTAKING THE COMPLETION OR TERMINATION OF WHICH
HAS BEEN DETERMINED AND MADE KNOWN TO THE EMPLOYEE AT THE TIME.
OF THE ENGAGEMENT WHILE SEASONAL IS AN EMPLOYMENT BASED ON THE
EXISTENCE OF A SEASON IN AGRICULTURAL WORK OR ESTABLISHED
PERIODS OF INCREASED WORK DEMANDS AND/OR INHERENT INDUSTRY
FLUCTUATIONS. IN PROJECT AND SEASONAL EMPLOYMENT, WORKERS ARE
CALLED TO WORK FROM TIME TO TIME AND TEMPORARILY LAID-OFF DURING
THE COMPLETION OF THE PROJECT OR OFF-SEASON BUT ARE IN THE WORK
POOL ON LEAVE WITH OR WITHOUT PAY STATUS IN BETWEEN PROJECTS OR
SEASONS.

“ALL OTHER FORMS OF EMPLOYMENT ARE PROHIBITED AND
WORKERS UNDER SUCH ARRANGEMENTS ARE DEEMED REGULAR
EMPLOYEES RECKONED FROM THE FIRST DAY OF EMPLOYMENT.

“FOR THE AVOIDANCE OF DOUBT, AN EMPLOYER-EMPLOYEE
RELATIONSHIP EXISTS WHEN THE WORKER IS ENGAGED TO RENDER WORK
OR SERVICE UNDER THE CONTROL OF THE EMPLOYER, NOT ONLY AS TO
THE END TO BE ACHIEVED, BUT ALSO THE MANNER, MEANS AND METHOD IN
REACHING THE END.”

SECTION 10. Article 296 [281], Title |, Book VI of the Labor Code, as amended, is
hereby amended to read as follows:

“ARTICLE 296 [281]. Probationary Employment. - Probationary
employment shall not exceed six (6) months from the [date the employee started
working, unless it is covered by an apprenticeship agreement stipulating by a longer
period.] FIRST DAY OF SERVICE REGARDLESS OF THE NATURE OF WORK TO
BE PERFORMED. THE JOB DESCRIPTION AND QUALIFICATION STANDARDS


COVOGAON=

TO QUALIFY FOR REGULAR EMPLOYMENT SHALL BE MADE KNOWN BY THE
EMPLOYER TO THE EMPLOYEE AT THE TIME OF HIS/HER ENGAGEMENT.

“The services of [an] A PROBATIONARY employee [who has been engaged
on a probationary basis] may be terminated for [a] just OR AUTHORIZED causeS
UNDER ARTICLES 297 [282] AND 298 [283] OF THE LABOR CODE, AS AMENDED,
or when he/SHE fails to qualify as a regular employee [in accordance with reasonable
standards made known by the employer at the time of his engagement. An employee
who is allowed to work after a probationary period shall be considered a regular

employee].”

SECTION 11. Article 297 [282], Title |, Book VI of the Labor Code, as amended, is
hereby amended to read as follows:

“ARTICLE 297 [282]. JUST CAUSES OF Termination [by employer]. - An
employer may terminate an employment for any of the following causes:

(@) Serious misconduct or willful disobedience by the employee of the lawful
orders of his/HER employer or representative in connection with his/HER
work;

(b) Gross and habitual neglect by the employee of his/HER duties;
(©) Fraud or willful breach by the employee of the trust reposed in him/HER by
his/HER employer or duly authorized representative;

(a) Commission of a crime or offense by the employee against the person of
his/HER employer or any immediate member of his/HER family or his/HER
duly authorized representatives; and

(e) [Other causes] ACT OR OMISSION analogous to the foregoing,
EXPRESSLY SPECIFIED AS GROUND FOR DISMISSAL IN THE
COMPANY RULES AND REGULATIONS FORMULATED IN
OBSERVANCE OF WORKERS RIGHT TO PARTICIPATE IN POLICY
AND DECISION-MAKING PROCESSES AFFECTING THEIR RIGHTS
AND BENEFITS, OR AS PROVIDED IN THE DULY REGISTERED
COLLECTIVE BARGAINING AGREEMENT.”

SECTION 12. A new Article 298-A, Title |, Book VI of the Labor Code, as amended,
is hereby provided to read as follows:

“ARTICLE 298-A. PROOF OF AUTHORIZED CAUSE AND PAYMENT OF
SEPARATION PAY. — WITHIN THE PRESCRIBED ONE (1) MONTH PERIOD
REQUIRED UNDER ARTICLE 298, THE EMPLOYER SHALL SUBMIT TO THE
DOLE FOR VALIDATION PROOF AND UNDERTAKING ON THE EXISTENCE OF
THE AUTHORIZED CAUSE IN ACCORDANCE WITH THE RULES AND
REGULATIONS AS MAY BE SET BY THE SECRETARY OF LABOR AND
EMPLOYMENT.


CONMHARONS

SECTION 13. Implementing Rules and Regulations. - The Secretary of Labor and
Employment shall promulgate the necessary implementing rules and regulations
within one hundred and twenty (120) days from. the effectivity of this Act.

SECTION 14. Separability Clause. — If any provision of this law or the application
thereof to any person or circumstance, is held invalid, the remainder of this law, or the
application of such provision or part to other persons of circumstances, shall not be
affected thereby.

SECTION 15. Repealing Clause. — All laws, decrees, rules, and regulations or parts
thereof, which are contrary to or inconsistent with this Act are hereby repealed or
modified accordingly.

SECTION 16. Effectivity Clause. — This Act shall take effect fifteen (15) days after its
Publication in the Official Gazette or in at least two (2) newspapers of general
circulation.

Approved,

10