Introduced by SENAT 
The biggest employment agency in the country today is the government or 
the so-cailed Philippine bureaucracy. It is tasked with mana.ging tlie bureaucracy 
and ,the delivcry of basic services to the people. The bureaucracy has been in 
existence for over a liuiidred years, but there is no integrated 2nd comprehensive 
set of laws to govern its personnel administration. 
'Re laws and regulations that govern the operation o f  the civil service are 
practically scattered in various laws, decrees, leliers o f  instructions, executive 
orders aid other administrative issuances. Yet, in spite of the proliferation of legal 
issuances, there are still apparent gasps irr the law. 
In the light of the foregoing situation, there is therefore an urgent need to 
update civil service relaied laws with present legislation and with current needs 
and realities; repeal, rnodify or amend provisions of law which have become 
obsolete or inapplicable to present conditions; add new provisions to address the 
iiceds of the bureqcracy and enable it to perform its mandated functions and 
codify laws and other issuances into one comprehensive legis1 aion 
t' 
to serve as 
reference on personnel matters. 
?'he codification, therefore, of aforesaid policies and legislation to serve as 
reference on persoimel matters. 
The codification, therefore, of aforesaid policies and legislation is timely and 
proper. This proposed Philippine Civil Service Code of 2005 seeks to address the 
deeply-rooted problems confronting the public service, is., graft and corruption; 
bureaucratic red tape; violations of ,the rigkts of the employees, specifically the 
right to security of tenure and the right to due process of law; violations of the 
inerit and fitness principle; partisan political activities; inadequate benel'its and 
privileges of employees; organization ineffectiveness and the unnecessary delays 
in frontline services delivery. 
Among the salient points ofthe proposed Code zre tlie following: 
h Sliorteniiig the adjudication process in adininistrative cases 


P Decentralizing the functions of the Civil Service Coinmission. to 
departnieirtsiageiicies of government 
h Making the career executive service a regular concern of the Civil 
Service Coinmission to fulfill the latter’s constitutional mandate 
> Reducing substantively management discretion in personnel actions by 
requiring government agencies to hire or promote the best qualified 
applicants 
P Enhancing &nployees’ rights particularly the right to job security and 
protection from partisan inlluences 
> Updating of employee privileges to conform to current norm and 
standards, including expanded leave privileges 
In view ofthe f‘oregoing, approval of this measure is earnestly requested. 


THIRTEENTH CONGRE§S OF THE REPUBLIC } 
OF THE PHILIPPINES 
1 
5 J.H 
" 2 8033 
Fiist Regular Session 
1 
Be it enacted by  he Seimte aid House of Representatives of ihe Philippines in Congress 
assembled: 
BOOK I. GENElUL ~~i~~~~~~~~ 
TKlji?.~ 
1 - Policies on Civil Scm-vice System 
Chsptcr 1. Dedarstion of Policy 
SECTWAN 
I. 
S!mt Title. - This Act shall be linown as the "Philippine Civil 
Service Code of 2005". 
SECTION 2. 
Declaration of Poticy The state recognizes tlie primary and 
important role of the civil service systeni in providing stability, continuity and expertise in 
government operations, ensuring delivery of public services aid achieving the national 
development goals of peace, huiian security arid sustainable human development. Tlie state shall 
provide Ibe enabling eiiviromnent that wiil promote its integrity, independence, productivity, and 
excellence. It is tlie policy of the state to promote the Constitutional mandate that appointments 
in the civil service system shail be made only on the principle of merit and fitness to be 
determined as far as practicable through competitive examinztions; that public office being a 
public tixist, public officers and employees inust be accountable to the people arid live tlie 
principles of utmosi responsibility, integrity, loyalty, efficiency, patriotism, justice and modesty 
in serving the people; that eniploymcnt opportunities in the civil service system shall be equally 
available and accessible to all qualified citizens; that no public officer or empioyee shall he 
disciplined, suspended or dismissed except for cause and after observing due process of law 01' 
except if terminated for non-disciplinzy causes; that the Civil Service Commission, being the 
celitral persoimel agency, shall administer the civil service systern and be responsible in 


provicliiig policies 'and guidelines on the selection, ul-ilization, training and discipliiie of public 
officers and employees; tbe Slate sliall infnse the third level with well-selected and developmeiit- 
orienied executives and highly teclmical officials, who shall provide a strong, competent, and 
accountable corps of public officers who possess the necessary expertise and responsive 
leadership that will serve as a stabilizing force, an inslrunient for ch-age, a vanguard of 
professionalism aid careerisrn in the civil service, and a criiical link between government and 
people; -that the right of public officers iind employees to self organization, colle.ctive negotiation 
and peaceh1 ;concerted activities shall be guaranteed and respected; that equal pay for equal 
work shall be guaranteed; and actions on personnel matters shall be decentralized, with the 
different departments and other offices or agencies of the goverirment delegating to their regional 
offices or other similar u i ~ t s ,  powers and fxuictions; and that the autonomy of Local Govemmeiit 
units shall be respected. 
Chapter 2. 
~~~~~~~~~~ 
of Terms 
SEC. 3. Terns Deji~ed - With reference to the civil seivice system and as used in this 
Code, the following terms shall be construed to meal as follows: 
a) Adminislvafive Supevvision refers to the authority of the department or its 
equivalent io generally oversee the operations and to eiisufe that they are managed 
effecectively, efficiently, and economically; or to tale such action as may be 
necessary for the proper performance of official fimctions, including rectification 
of violations, abuses and other forms of maladmiaistration. 
b) Agency refers to any department, bureau, office, commission, administration, 
board, committee, institute, government-owned or conlvolled corporation with 
original charter, local goveinrnent units, state universities and colleges, or any 
other mil of the National Governme*& as well as provincial, city, municipal 
government, except as hereinafter otherwise provided. 
c) Appoinfing authority refers to the person or body authorized by law to make 
appointments in the civil service system. 
d) Appoinfmeizt refers to the document issued by the appointing authority allowing 
the appointee to occupy the position stated therein sulci to perform its iiinctions 
2 


and receive the corresponding conqiensation. It could also refer to the selection 
by the appointing authority of an individual who is to exercise the functions ofthe 
position. 
e) Career .Execuiive System refers to the system for the professionalization and 
career development of die executive and managerial component of the third level. 
9 Career Executive System Board (hereina$er re$vred bo us the Board) is the 
policy making body responsible for the development, inainteiiance, and 
administration of the Career Executive System. 
g) Career Executive USJicer refers to a Career Executive Officer-Eligible occLipying 
a position in the Career Executive Systeni, who is ap.sointed to a rank by the Civil 
Service Commission, upon the recoimnendation ofthe Board. 
11) 
Career Execulive Uflicer-Eligible refers to a person who passed the examination 
process set by ilie Board through the Civil Service Commission to qualify for, but 
has not yet been assigned to, a position in the Cai-eer Executive System. 
i) Clam refers to all positions in the cl-vi1 seivice system that are sufficiently similar 
as to duties aid responsibilities and require similar qualifications that can be 
given the same title arid salary and, for dl administrative and cornpensatiou 
purposes, be treated alike. 
j) Commission refers to the Civil Service Commission. 
k) Commis,rioner refers to either of the two (‘L) other members ofthe Commission. 
1) Consultant refers to the person engaged under a consultmcy contract by reason 
of expertise, to perform hj~ghty specialized functions not readily available from 
career persolinel, having no ernpl~oyer-employee relation with the agency. 
111) Department refers to any of the departments in the Executive branch, Congress, . 
the Judiciary arid a,ny of the constitutional c.ommissions. 
a) Disciplining authority refer:; to the person or body authorized io suspend, dismiss 
or discipline public officer3 and employees in the civil service system. 
3 


o) EJigibilziy refers to the qualification, acquired by an individrial after passing a 
civil service examination or grmted by law, for entrance into and promo tion in 
the career service. 
p) Eiirploj~ refers to any person employed in tbe civil service system of whatever 
category or class up to division chief level. 
q) Employee ovganizution refers to a duly regisrered employee organization, union, 
association, federation, confederation, society or alliance in accordance with the 
provisions of this Code. 
r) Exunzination refers to the test conducted by the Commission or any agency 
authorized by law for the purpose of determining merit and fitness for 
appointment in the civil service system. 
s) Grievance refers to ai1 employee's coinplaint regarding working conditions, 
working relationships or employment stxhs. 
Grievaiiceproceduve refers to tlie process of resolving employ'ee grievances. 
t) 
u) Higlib tecllrzicn2 position refers to a position which reqtlires the occupant to 
possess skill or training in a supreme or superior degree, like that of a scientist. 
vj Job ordcr rekrs to a contract of service of individu.als or groups paid under a 
lump sun1 appropriation for a short duration hxving no employer-employee 
relaiion with the government. 
w) Merit system refers to an organized meclianism by wliich the selection, utilization, 
compensation, training, retention and discipline of employees in the service are 
governed by comparative merit and achievement. 
x) Mobiliq - refers to tlie movement of a Career Executive Officer from one 
position to another without reduction in rank or salary. 
y) Party odvwsely aficled refers to the respondent or, agenciesierrtities against 
whom a dccision in a case has been rendered. 
z) Persorznel acliofi refers to any movement of personnel in the civil service system. 
n 


aa) Policy determining position refers to a position which vests in the occupant the 
power lo forniulate policies for the government or any of its agencies, 
subdivisions, or instrumentalities, like that of a member o f  tlie Cabiiiet. 
bb) Position refers to a job title with a defined set of duties and responsibilities to be 
performed by an individual either on fuli--time or part-time basis. 
cc) Primarily conzdential position refers to a position where the occupant enjoys 
more than the ordinary conlidence of the appointing power and bears such close 
intimacy which relieves the latter from misgivings of betrayal of personal trust on 
confidential matters, like that of a private secretary. 
dd) Public oSJicers as distingnished from employees, refers to those whose hictions 
are manageria~/executive or highly technical iii nature, and above the division 
chief level. 
ee) QziaZiJication standards refer to the minimum requirements for a class of position 
expressed in terms of education, training, experience, civii service eligibility, 
physical fitness and otlier quaiities required by the job. 
fQ Rank is the index of classification of Career Executive Officers to which a Career 
Executive Officer-Eligible may be appointed by the Civil Service Commission in 
accordance with the requirements prescribed by the Board. 
gg) Kanlc-andj?Ze shall refer to eniployees occupying positions in the first and second 
levels. 
hli) Reorganization refers to the process of restructuring an agency's organizational 
and hnctioiial set-up with the view of making it more economical, effective, 
efticierit and responsive to the needs of the public. 
ii) Solo parent refers to any individual who falls under Republic Act No. 8972. 
Chapter 3. Rights and ObRigailions 01 Public Officers and EmpIoyees in the 
Civil Service System 
SEC. 4.Riglzts. - Public officers and employees in the civil service system shall have the 
right to: 
(a) 
Security of tenure; 
5 


Exercise the authority attendant to their positions; 
Enjoy leave, welfare, rctirement and otlier benefits and services; 
Self-organization or to form and join Luiions, associations, federations, 
confederatiotis, societies OT alliances for purposes not contrary to law; 
For rad<-and-% eniployees of accredited organiza,tions to collectively negotiate 
for term and conditions of einployment in accordance with existing laws; and 
Enjoy such other rights provided by law, 
SEC. 5. Obligations. - Public officers and employees in the civil service system shall: 
(a) 
@) 
(c) 
Re accountable at all times to the people, and serve them with utmost 
responsibility, integrity, loyally and efficiency, act with patriotism and justice and 
lead modest lives; 
Discharge their duties faitlifully and maintain the required level of productivity of 
Uphold and defend the Constitution and laws of the Republic of the Philippines; 
Take and subscribe to an oath before assumption of office; 
(d) 
their positions for the benefit of the public; 
I 
(e) 
Submit upon assumption to duty and as often as may be prescribed by law, a 
sworn statement of assets, liabilities xnd net worth and disclosure o f  busiiless 
interests and financial transactions; 
(0 
Identify and disclose, to the best of their knowledge, their relatives in 
government, in ihe manner and frequency as may be prescribed by law, rules and 
regulations; 
Undertalre programs of self-development to improve their performance and levels 
OS service; aud 
Perfom such other obligations as may be provided by law. 
(g) 
(in) 
'Title PI Scope of the Civil Service System 
Chapler 1. Positions in the Civil Service System 
I .  
SEC. 5. C0vemge. 
" 
I he civil service system embraces all branches, subdivisions, 
~ 
instrumentalities, and agencies of the Government, including local gove.mnent units, state 


universities and colleges, and government-owned or -controlled corporations with original 
clmters , 
SEC. ~ . A ~ ~ i n ~ ~ r c z ~ ~ ~ ~  
of the Civil Service System. 
As the central personnel agency of 
the government, the Commission shall establish a career service, administer the civil service 
system, adopt ineasures to promote morale, efficiency, competency, integrity, honesty, 
responsiveness, progressiveness, courtesy and gendcr sensitivity in the civil service system, 
strengthen the merit and rewards system, integrate all human resource development programs for 
all levels and ranks therein and institutionalize a management climate conducive to public 
accountability. 
SEC. 8.Ccztegorle.s of Positiom. 
I Positions in the civil service system shall be 
categorized as career aiicl non-career. 
SEC 9. The Career Service. 
The career service shall be c1,amcterized by (a) entrance 
based on merit and fitness to be determined, as h r  as practicable, by competitive examinations or 
on highly technical qualifications; (b) oppoclvniry for advancement to higher career position; and 
(c) securi~ty of tenure wliicli is based on perfonriance, mechanics of which shall be formulated by 
the Commission, 
SEC. IO. 
Positions Iacluded in the Career Service. 
- Positions in the career 
service include the following: 
(a) 
Open career positioiis - appointment to any level in the career service which 
requires qualification in an appropriate examination or other modes in accordance 
with law; 
(b) 
Closed career positions - positions that are executive or highly technical in nature 
which shall establish and maintain their own merit systems, such as the following: 
(1) 
(2) 
(3) 
Career Executive Positions; 
(4) 
Facility and academic staff of state universities and colleges; 
I-Ilghly teclmical positions as determined by the Commission; 
Career Officers, other than those enumerated above, who are appointed by 
the President, such as the Foreign Service Orficers in the Department of 


Foreign Affairs, the judges and justices in the Judiciary and the 
prosecutors in the prosecution services; 
Uniformed and commissioned persolme1 of liie Philippine National Police; 
(5) 
Permanent laborer, wl~eiher skilled, semi-skilled, or unsltilled. 
(c) 
&C* 1.1. 
Classes o j  Positions ia the Career Service. - Positions in the career 
service shall be grouped as follows: 
(a) 
First LeveE - includes clerical, trades, crafts and custodial positions whether in a 
non-supervisory oi supervisory capacity; 
Second Level - includes professioiial, teclinical, scientific or other specialized 
positions in a supervisoiy or non-supervisory capacity requiring at least a 
baccalaiiseate degree or its equivalent as determined by the Commission; and 
Thi~d Level - includes all executive and managerial positions in the executive, 
legislative, and judicial branches, iiicluding constitutional offices. 
(b) 
(c) 
It shall also cover the correspondiiig positions in the foreign service; the 
scientific; artistic; academic fields and other highly technical positions; in all 
branches, subdivisions, instrumentalities and agencies of the government 
including government-owned and controlled corporations with original charters. 
SEC. 12. 
Xhe Noon-Career Service. - The lion-career service shall be characterized 
by merit and fitness to be determined by (a) modes other than those ofthe usual tests utilized for 
the career service; (b) tenure which i s  limited to a period specified by law; (c) tenure which is 
co-terminus with that of the appointing authority or subject to hisher pleasure or which is 
limited to the duration of a specifk project for which purpose employment was made; and (d) the 
primarily confidential nature of the position. 
SEC. 13. 
Positions Included in the isJon-Career Service. - The non-cwreer service 
shall include the following: 
(a) 
(b) 
Elective officers and tlie.ir personal and priniarily confideri1ial staff, 
Dcpartment )-reds aid other public oFficers of Cabiuet rank who occupy their 
positions at the pleasue o:f the President and their personal and primarily 
confidential staff; 
a 


(c) 
Chairpersons and inembers of constitutional'comiissions and other comiissioiis, 
boards and other bodies with fixed terms of o&e 
and their personal and 
primarily confideiitial staff; 
Nan-career undersecretaries and iioii.-career assistant secretaries and their personal 
and primarily confidential stafk 
Contractual personnel or those whose employment i s  in accordance with a special 
coiltract for a maximum period of one year to undertake a spccific work or job 
which requires special or technical skills not available in the eniploying agency; 
Those whose positions may be declared as personal and primarily confidential by 
the Coinmission; and 
Emergency, casual and seasonal persoimd 
(d) 
(e) 
(0 
(9) 
Title 1x1 - Tbe Giyil Service ~
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Chapter I. Compcsitkn, Duties and ~
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SEC. 14. 
two (2) Commissioners. 
Co'onapositfon. - The Commission shall be coniposcd of a Chairperson and 
As far as practicable, die composition of the Commission must be gender balanced. 
SEC. 15. 
&ual@cotkons of the Cizairpersorr and Commissioners. 
- 
The 
Chairperson and Commissioners shall be natural-born citizeiis of the Philippines, and at the time 
of their appointment are at least thirty-five (35) years of age with proven capacity for public 
administration and must not have been candidates for any elective position in the elec~tioiis 
immediately preceding their appointment. At least one (I) of them must be a lawyer. 
SEC. 16. 
Terms of Office. 
- 
The Chairperson and Cornmissioners shall be 
appointed by the President subject to confirmation of the Comniissioii on Appoiiitments for a 
term of semi (7) years without reappointment. In no case shall any Member be appointed or 
designated in a temporary or acting capacity. Appoiiitnient to any vacancy shall be only for the 
unexpired term of the predecessor. 
SEC. 17. 
Cmipensni'ion. I The salaries of the Chairperson an.d the Commissioners 
shall be fixed by law and shall not be decreased during their tenure, 
9 


SEG. 1% 
.Powers and F U ~ Z C ~ ~ Q ~ L Y  
of&? 
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I The Comnission shall have 
the following powers and functions: 
(a) Administer and enforce the constitulioiial and staluloqr provisions on the merit system for 
all levels and ranks in the civil. service system; 
(b) Prescribe, enforce aiid amend rules aid regalations for carrying into effect the provisions 
of this Code and other pertinent laws which shall become effective tliirly (30) days from 
the date of publication in the Official Gazette or in a national newspaper of general 
circulation; 
(c) Promulgate its own rules concerning pleadings and practice before it or any of its offices. 
Such rules shall not diminish, increase or modify substaative rights; 
(d) Promulgate policies, standards and guidelines for the civil service system and adopt plans 
and programs lo promote economical, efficient and effective personnel administration 
aiid an effective sysiern and mechanism to ensure feedbadc from the public; 
(e) Formulate policies 
and regulations for the administration, 
maintenance and 
impleinentatioii of position classification and compensation and set standards for the 
estahlislunent, allocation and reallocation of pay scale classes and positions; 
(0 Render decisions, orders, opinions or rulings on civil service matters which shall be 
binding on heads of departments and agencies and immediately executory; 
(g) Appoint to ranks Career Executive Officer-Eligibles upon recominendation by the Career 
Executive System Board; 
(11) Discipline CE.S members for cause after due process; 
(i) Manage the administration of the civil service examinations. Any entity or officer or 
employee of the government may be called upon by the Commission to assist la the 
preparation and conduct of the said examinations. Such assistance includes, but i s  not 
limited to, the provision of personnel and security, the use of buildings and facilities, as 
well as the transportation of examination materials; 
0) Grant civil service eligibility to qualified applicants based on Civil Service examination 
results, performance, training, education, qualifications and other similar standards, 
subject to the guidelines it may prescribe; 
10 


(k) Prescribe all forms for civil service examinations, appointments, reports and such other 
forms as may be required by law and the rules and regulations ofthe Commission; 
(1) Plxve exclusive jurisdiction over cases involving examination irregularities coinrnitted by 
govermnent employees or private individuals; 
(m) Request any governinent agency for assistance and infoinntion necessary in the effective 
discharge of its responsibilities ; 
(n) Take the primary role in contiiiuously reviewing examina.tions systems and procedures to 
eiisure that the integrity of such examinations are not compromised 
(0) Declare, when appropriate, positions in the civil service system as primarily confidential, 
highly technical or policy-determining; 
(p) Formulate, administer and evaluate programs relative to the selection and recruitnient, 
development and retention of qualified and competent work force in the public service, 
including adminisiration, development and evaluation of training, scholarship and 
relirenient programs; 
(9) Hear and decide aclininistrative cases and other Civil Service matters brought before it 
directly or on appeal, including disciplinary matters, contested appointments or persoimel 
actions; 
(1.) 
Issue subpoena ad testi$cnndum (process directing a person to testify) aiidior subpoena 
duces tecum (process directing a person to produce with hidiier any hook, docuinent or 
other things uncler liisiher control pertinent to the issue of a pending controversy). 
(s) lssue a writ of preliminay inju~iction or temporary restmining order when, on the basis 
oftbe allegations in the petition, it is established that the acts complained of, iiivolving or 
arising from m y  persoimel actions, if riot restrained or performed immediately, may 
cause grave or irreparable injury to any party or render ineffectual any decision of the 
Commission in favor o f  such party. 
(t) Deputize officers and eniployees of the Commission and of other departments and 
agencies to investigate and hear cases and to submit their findings and recommendations 
to the Cornmission. 
For this purpose, deputized officers and employees may issue 
subpoena ad tesiiJicanclurn (process directing a person to testify) ardor subpoena duces 


tecum (j~rocess directing a person to produce with hirniher any book, docu.meiit or other 
things under his/her control pertinent to the issue of a pending controversy); 
(u) Delegate any power or function of the Commission to its regional or field offices; 
(v) Review decisions and actions of its orfices; 
(w) Enforce and execute its decisions, orders and rulings, and for this purpose, deputize any 
national. or local law-enforcement agency or instrumentality of the goveinment which 
shall act under the direct and immedi~ate supervision of the Commission; 
I 
(x) Punish for contenipt, direct and indirect, officers, employees and other persons for refusal 
or failure to comply witii the decisions, orders, rulings or processes and proceedings of 
the Commission. The Commission may impose a penalty of fine of not less than 
PI,OOO.OO per day until compliance, or suspension fiom office without pay for a period 
ofnot more than thirty (30) days; or both as the circumstances may warrant; 
(y) Advise the President on all matters involving personnel management in the civii service 
system and snbmit lo the President an amual report on personnel programs; 
(z) Act on all appointments and other personriel matters in the civil service system; 
(aa)Inspect aid audit the persoiiriel actions aid prograins of the depaitments, agencies, 
bureaus, offices, and other instrunentalities of the govermieiit, including government- 
owned and -controlled corporations with original charters, local govemnent uriits, state 
universities and colleges; conduct periodic review of the decisions and actions of offices 
or officers to which authority has been delegated by the Coinmission and xpply 
appropriate sanctions wlieiiever necessary; 
(bb) Prescribe rules and policies on eniployee organizations and regulate employee- 
management relations including the settleinerit of disputes; 
l
o
 
(cc) Prescribe a i d  enforce rules and regulations to promote and ensure safe, healthy and 
proper working conditions for employees; 
(dd) Keep and maintain personnel records, exiciid and accredit government service of 
public officers and employees; 
(ee) Delegate anthority for the performance of any of its functions to other departments and 
agencies where such functions can be effectively performed; 
12 


(fg Appoint and discipline its officers and employees in accordance with law and exercise 
control arid supervision over the activities of the Cornmission; 
(gg) Administer programs that will foster an honest, graft-free public service, including but 
not limited to the encouragement and protection of persons who report to proper 
government authorities anomalies and irregularities in govemnexit operations; and 
(hh) Exercise all powers and perform the functions properly belonging to a central personnel 
agency. 
%IC. 19.. 
Dikties arzd Responsibilities 5f the Chuirpersoii and the Comr.Eaissioneirs, 
-(a) 
The Clhaiqerson and the two Coinnissioners shall be responsible for the effective 
exercise of the rule-making, policy-formulation and adjudicative fiilictions of the Coimnissioii. 
They shall decide by a majority vote on any case or matter brought before the Coinmissiori 
within sixty (60) days from the date of its subiiiission for decision or resolution. 
(b) 
The Chairperson shall be the chief executive officer and shall perform the 
followiiig functions: 
(1) 
Execute and adniin.isteu the internal policies, decisions, orders, and 
resolutions approved by the Commission; 
Direct and supervise the operatioils aid internal administration of the 
Commission; 
Sign appointments of subordinate officers and employees made by the 
Comiission and enforce decisions on administrative discipline involving 
theni; 
(4) 
Subinit the annual budget of the Commission to Congress for its approval; 
(5) 
Transinit to the President, rules and regulations adopted by the 
Cornmission which require presidential attention including anriual and 
other periodic reports; 
(2) 
( 3 )  
(6) 
Delegatc authority, in whole or in pari, to other officers of the 
Commission, in accordance With the Rules and Regulations of the 
Commission; and 
Perform such other functions as may be provided by law. 
(7) 
13 


(c) 
The Chairperson shall be itn ex-officio member of the board of directors and 
governing body of government entities whose functions affect ihe career 
d~eveloptnent, eniployment status, rights, privileges and welfare of public officers 
and empioyees, such as the Govenmeni Service Insurance System (GSIS), 
Foreign Service Institute (FSI), Board of Foreign Service Examinations (BFSE), 
Foreign 'Trade Service Board (FTSB), Board for Professional Teachers (BPT), 
Scientific Career councii (SCC), Development Academy of the Philippines 
(DAP), Home Development Mutual Fund ("IF), 
Philippine Health Iiisurance 
Corporation (PbilHea1th) and other similar hoards as may be created by law. The 
Chairperson may delegate any of these responsibilities to any of the 
Cominissioiiers and other ranking officers of Ihe Commission, 
The Commissioners may perform such functions as may be delegated by the 
Commission. In the absence of the Chairperson owing to illness or incapacity, 
the senior Commissioner shall act as, and perforin the functions of the 
Chairperson. 
(a) 
SEC. 20. 
Commission Pmceedings. - The proceedings of the. Commission shall be 
in accordance with such rules as it niay adopt. 
Chapter 2. ~
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and structure 
SEC. 21. 
Qjsces in the Commissioz. - The Commission shall have the following 
offices: 
(a) 
Office ofthe Assistant Commissioners; 
(b) 
(c) 
Office for Legal Affairs; 
(d) 
(e) 
(0 Human Resource Development Office; 
(9) 
The Civil Service Institute; 
(h) 
(i) 
Office for the Career Executive and Tec.hnical Systems; 
Examination, PLecruitnieiit, and Placement Office; 
Personnel Policies aiid Standards Office; 
Public Sector Labor Relations Office; 
Public Assistance and Informxtion Office; 
14 


Integrated Records Managemerit Office; 
Office for Planning and Administration; 
Office for Financial and Assets Management ; 
Office for Personnel Management and Development, 
Staf€ Support Offices; 
(1) 
Internal Audit Service 
(2) 
Regional OfficesiField Offices. 
Commission Secretariat and Liaison Office 
SEC, 22. 
QfSice of the Assistant Conzmissiorre~s. - 
The Office of the Assistant 
Commissioners (OACs) shall render executive staff functions to the Commission in the areas of 
research, policy review and program development. This office shall also handle special projects 
and maintain external linkages as may be deemed necessary by the Conmission. There shall be 
no more than four (4.) Assistant Commissioners at any given time. 
SEC. 23. 
Office o f  the Career Executive System. - The functions of the Office for 
the Career Executive and Technical Systems (OCETS) are defined in Chapter 3 on the Third 
Level Systems. 
SEC. 24. 
O&%e,for Legal Affairs. - This office shall provide the Commission with 
legal advice and assistance iii the exercise of its rule-making, policy-formulation, prosecution, 
quasi-judicial and other hictions. The Solicitor General shall represent the Commission in 
connection with cases involving its fuictions before any court or tribunal. The Solicitor General 
may deputize attorneys oflhe Commission to appear before such courts or tribunals but shall be 
under the supervision and control of the Solicitor Gencrd with respect 1.0 such cases, 
SEC. 25. 
Zxmtination, Plnceinenl and RecruiI?2enl OfJice. 
- The Examination, 
Placement ;uld Recruitment Office (EWO) shall take charge of cievelopiug, enhancing, 
controlling, supervising and coordinating pertinent schemes in tlie granting o f  civil service 
eligibility such as but riot limited lo administration of Civil Service examinations. It shall also 
take charge of foolmulaling programs, policies, standards and guidelines in the certification aid 
placement of civil service eligibles. 
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SEC. 26, 
P m o m d  .Policies and ,
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Oflice. I The Persomiel Policies arid 
Standards Office (PPSQ) sliall take charge of the fornulation mid periodic review of 
qualification-, performance- and promotion-standards within the context of the merit and rewards 
policies of the various closed and open career systems. The office shall, in coordination with 
appropriate offices in the Deparlnient of Budget and iMauagemeiit (DBM), develop policies and 
regulations with respect to the administration, main~tenance and imple.nientation of position 
classification & compeiisation as well as standards for the establishment, allocation aiid 
reallocation of pay scales, classes and positions. 
OPPS shall also d.evelop policies, programs and regulations relative to performance 
managenlent, as well as the inspection aid audit o f  personnel mechanisms in the goveriment 
agencies. 
SEC. 21. 
Human Resource Development Oj3ce. 
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The Human Resource 
Development Office (FIRDO) shall formulate, administer, monitor and evaluate IiRD programs 
and policies relative to the development and retention of a qualified and competent work force in 
the public service. It shall also be responsible for the innovation and modeling of development 
interventions to enhance capacities and reinrorce service values of public servants. 
SEC. 28. 
Civil Service Xnsfitute. - This office shall be responsible for the design 
and administration of Ilie Commission's training programs. 
SEC. 29. 
Pubeic Seetoor Labor Relations Ojjice. 
- tlie Public Sector Labor 
Relations Office (PSLRO) shall take charge of all inter- and intra-public sector union concerns 
such as employee relation standards, conciliation, registration aiid accreditation of unions 
including advocacy work. It shall also serve as the secretariat for the Public Sector Labor 
Mmagenieiil. Council (PSLMC). 
The conduct of research and training on public sector 
unionism, as well as the function of designing and developing labor education programs shall 
also be lodged in this office. 
S K .  30. 
Public Assi31'n~ce nnd 112$9rmafion @j$cc. 
- The Public Assistancc 
Information Office (PAIO) sliall Lalie charge of managing an effective information exchange 
system between tlie Commission and its in~ernd and external publics. Its fmction includes 
maintaining stroiig linltages with media institntionslpractiiioners as well as undertaking special 
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projecls, such as the CSC anniversary celebration and the Honor Awards Fkogram, necessary in 
carrying-out its duai role of information dissexiiiation as well as feedback geiieration on 
operations, programs and thrusts of the Cormnission. 
SEC. 39, 
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Management Office (IRMO) shall formulate and implement policies, standards and regulations 
pertaining to the storage, maintenance, security control, arid disposal of government personnel 
records and other related civil service documeiits. Maxagernent of such records includes 
maintenance of the resource center for computer-based infoonnation, the library, the archives, and 
the inuseurn o f  the Commission 
IRiVIO shall also be responsible for the management of incoming and outgoing 
communications of the Commission. 
SEC. 32. 
Oj'Jice for Planning and ~
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Administration (OPA) shall be responsible for the formulation, implementation and monitoring 
o f  the long-term Strategic Plans of the Commission. It shall provide technical support aid 
assistance to the Commission on organizational planning, benchmarking and research and in the 
development of work programs and piojects of the different Cornniission offices consisterri with 
its maid&. 
OPA shall also oversee the formulation and management of the Information Teclmology 
Plan that shall serve as ?he b1i:eprint for the development, implemeutation, and maintenmce of 
communication asid information systems vital to the internal operations ofthe CSC as well as to 
the decision-making hnctiorrs of the Commission. 
SEC. 33. 
OfJce for Financial andhsets 1k"aiir;nCig~rm?nt. - The Office for Financial 
Assets and b1anagenmt (OFAM) shall take charge of ensuring sound fiscal and asset 
inanageiiieiit consonant with the annual, supplemental and special budgets of the Coinmission as 
contained in the General Appropriations Act. 
SEC. 34. 
Office f o r  Personnel Mmingement and IJrevelopzent 
.- The OfEce for 
Personnel Managernelit and Developmeiit (OPMD) shall take charge of fonnuiating the humall 
resource management and deve.lopmi3ni &an o€ihe Conmission, whi.ch includes devefopnleilt of 
sound policies on personnel inaiiageineiit in the areas of recruitment anil selection, employee 
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welfare and discipline, career development program as well as position classification aild pay 
plan of the Cornmission. 
szc. 35. 
Xiilemai Audit Service. - The Interiial Audit Service (IAS) shall oversee 
the periodic evaluation of existing methods aid procedures, iiicluding financial systems, in the 
Commission and on the basis of such, formulate plans and programs relative to fiscal discipline, 
and management iriiprovenient and productivity ofthe Commission. 
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Coilsmksion ~ ~ ~ ~ e t ~ p i ~ ~ , - ~ n ~  
Liaison Office. 
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The Commission 
Secretariat and Liaison Office (CSLO) shall lake charge of programming and coordinating 
regular and special meetings of the Commission, and of communicating with other government 
agencies. 
Its function includes c€ficiciit information management and maintenance of ali 
records, decisions, policies, proiiouncemeuits and issuances oftfie Commission. 
CSLO shall also be the main liaison with Congress, the Regional Offices, and other 
government offices. 
SEC. 3’1. 
Xegio~al Qffices/Field Offices, - The Regional Offices shall enforce 
Civil Service rules, policies and staidards on personnel management within their respective 
regional jurisdictions, They shall provide technical advice and assistance to government offices 
and agencies regarding personnel administration such as but not limited to examina?ion and 
place-ment, cxea devclopmcnt, appointments, liliug/rlresolution of legal cases, audit, and otlier 
functions delegated by the Commission. 
SEC. 38. 
Ghangess in I%e Commksion #
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Commission may reorganize or effect changes in its organization, including the creation, merger 
or consolidation, splitting or division and abolition of offices and positioiis. 
Chcpler 3. TRF, THIRD LEVEL ~~~T~~~ 
SEC. 39. 
T h  Thin1 L e d  S’sterm - The Third Level administered by the Civil 
Service Commission shall be composed of the Career Executive System and the Career 
Technical System. The Career Technical System slid1 among others consist of the foreign 
service, scienti~fic, ariistic, academic fields and other highly technical positions as maybe 
cletexmined by the Civil Service Commission. 


SEC. 
OJfice for the Career Executive acrid ~
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Sjist~ents - The Office for 
the Career Executive and Technical Systenis, which shell be an .office under the Civil Service 
Commission with i t s  own administrative and financial support system, shall serve as the 
Secretariat for the Third Level Systems. It shall be responsible for the implementation of the 
policies, rules, regulations, decisions, directives, and instructions pertaining to the third level. 
The Office for the Career Executive and Technical Systems shall be headed by an 
Assistant Commissioner, who shall be assisted by a Director IV, both of whom shall be Career 
Executive OfFicers aid appointed by the Chaiiyerson of the Civil Service Commission. 
SEC. 41. 
I'ke Career Execufive System. - The Career Executive System shall cover 
all executive aid managerial positions in the Executive, Legislative, and Judicial branches, 
including Constitutional offices and such other equivalent positions as may be identified by the 
Board.' 
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Entry and advancement in the Career Executive System shall be governed by the 
principle of merit and fitness, other requirements as may be prescribed by the Board through the 
Civil Service Commission. The Career Executive System shall be essentially characterized by 
the principles of security oftenwe and mobility. 
SEC. 42. 
n!fe"enabersizipP I A Career Executive Officer-Eligible who is a.ssig.ed lo a 
position in the Career Executive System shall automatically be given the entry rank as Career 
Executive Officer by the Civil Service Commission upon recommendation by the Board. This 
process conipletes hisher membership in the Career Executive System. 
SEC. 43. 
67wee.r Executive System Baud - The Board is the p o k y  znakiiig body of 
tlie Career Executive System. It shall proinulgaie rules, standards, and procedures in the 
recruitment, selection, assignment to positions, classification, compensation, mobility, 
performance rnanagenient, tour of duty, rewards and incentives, and training and career 
developmeiit of Career Executive Officers and Career Executive Officer-Eligibles. 
The Civil Service Commission shall exercise administrative supervision over the Board. 
SK. 44.. 
Composition oJ the Career Executive System Bead - The Board shlill 
consist of the Chairperson of the Civil Service Coinmission, as the Board's ex-officio 
Chairperson; the Secretary of the Department of Budget ,and Mana.geineiit or hisher perinanent 


representative not. lower than an Wndenecretary; Ihe President of the Developmeiit Academy of 
the Philippines; and the Dean of the National College of Public Administration and Goveniance 
of the University of the Philippines as ex-officio members. 
Tlie Board sliall also include a relksentative of the nationwide association of cmeer 
executive officers, a representative of the nationwide association of persomiel managers in the 
private sector, both of' whom shall be nominated by their respective associations, and one from 
the ranks orretired Career Executive Officers, all of whom shall be appointed by the Chairperson 
for a temi of three (3) years. 
Members of the Board shall be provided with per diems and allowmces as may be 
determined by the Commission, 
SEC. 45. 
,Tank Syfteem in the Cmeer Exuecufiw Sysfmz - Career Executive Officers 
shall be classified according to ranks, which shall be established arid determined by the Civil 
Service Commission upon recommendation by the Board. Tlie classification of ranks shall be 
based on proven competence, qualifications, broad levels of responsibility, and other relevant 
considerations. 
sec. 4% 
Appointwent to Rnnk - Only a Career Executive Officer-Eligible assigned 
to a position in the Career Exeeiitive System within the coverage of the Salary-SLaiidardizatioii 
Law, shall be appointed to a rank by the Civil Service Commission upon recommendation by the 
Board. The issu.ance of rank shall be done by the Chairperson of the Civil Service Commission. 
SZEC. 4.7. 
Pevsonnel Mecharzisms ~~ The Board shall develop and design personnel 
meclmnisms for the Career Executive System in accorda~ice with standards and policies 
developed by the Commission. 
SEC. 4% 
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- A Career Executive Officer shall be compensated 
according to rank and shall be provided with an attractive salary, fringe bcn&s, aid reasonable 
allowances. A Career Executive Officer occupying a position in the Career Executive System 
shall enjoy tu1 added premium based 011 hisher rank. In case a Career Executive Officer 
occupies a position whose salary grade is higher than that of hisiher rank, he/she shall receive the 
difference between the salary grade of hisiher position and hisilier rank whilc assigned to the 
position. 
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The Board, in coordination with the Civil Service Commission, and in consultation with 
the Department of Budget and Maiageiiieiit, shall develop, and periodically review a 
compensation plan for Career kecutive Officers. 
The employing agency shall provide the funds to pay the salary, fringe benefits, and 
allowances of a Career Executive Officer. 
SEC. 49. 
Mob2& - Notwithtanding m y  provision of law to the contrary, Career 
Executive Officers may be assi~gned to any position in the Career Executive System without 
dimiiiution in rank and salary. 
There shall be a tour of duty of three (3) years for each Career Executive Officer, during 
which period he/she shall not be transferred to another office or 1)osition without liisiher consent. 
sec. so, 
CES Resource Pool -- The Civil Service Coinmission shall establish a 
Career Executive System Resource Pool drawn from Career Executive Officers who may be 
tapped by other agencies of the government for cross-posting to undertake special works and 
unique assigiiments withiir a specific period, depending on the needs of the requesting agency. 
Participation of Career Executive Officers in the Pool may either be volmtary or involuntary. 
For this purposc, the Civil Service Commission upon recommendation of the Board. shall 
establish the systems and procedures in the assignment of Career Executive Officers 'to the 
Career Executive System Kesowce Pod. 
The Civil Service Comniission shall administer the Pool and pay for the salaries, benefits, 
and other expenses of Career Executive Officers assigned to the Pool. 
S E ~ .  
51. 
Sccz~z,i& qr Yeenitre - A Career Executive Officer shall enjoy security of 
tenure in the Career Executive System and shall not be suspended or dismissed, except for c a m  
aid after due process. 
O.?ficers in Salary Standardization Law-exempt agencies shall be governed by private 
sector rules aid as such, shall not enjoy security oftenure. 
ssc. 52. 
Bisc@:'ne -- The Civil Service Commission shall have rhe authority to 
discipline occupants ol'positions in Career Executive System. 
SFC. 53. 
Pmmotioon irk Xadc - The Board sliall recounn?end to thc Civil Service 
Commission the criteria which sball be the basis for promotion in rank The criteria to be 
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established shall include, but are not limited to, dimensions such as perfolmmcc, qualifications, 
and proven competence. 
sxc. 54. 
Assignment to Positions i~ free Career Executive System - Career 
Executive Officer-Eligibles shall be given priority in assigivnents to vacant positions in tlie 
Career Executive System. In exceptional cases, a lion-Career Executive Officer-Eligible may he 
assigned to a position in tbe Cxeer Executive System on a temporary status. Iie/she shall, 
however, be replaced ome a Career Executive Officer-Eligible becomes available. 
'Those who are in tlie Salary Staiidardization Law (SSL)-exempt agencies shall also be 
required to be Career Executive Officer-Eiigiblcs prior to their assignments to positions in the 
Career Executive System.. 
As far as prtcticable, all undersecretaries and Assistant Secrdaies shall come from the 
Career Executive Officers and Eligibles. In no case shall the number of noncareer 
Undersecretaries and Assistant Secretaries exceed more than fifty percent (50%) of the number 
of career Undersecretaries and Assistail Secretaries. 
The Civil Service Commission shall establish a mechanism to ensure that assignments to 
positions in the Career Executive System conform to the standards prescribed under this Code. 
SEC. 55. 
Assig~rnmfs by the President - The President shall assign Career 
Executive OfLicers to career Undersecretary and Assistant Secretary positions. Appointment to 
non-cweer Unclersecretary and Assistant Secretary positions shall be made by the President. 
SEC. 56. 
Arsignments by the Mead of Agency - Assignments to Career Execntive 
System positions lower than Assistant Secretary shall be made by the ticad of agency or tile 
appointing authority concerned and such shall be subject to the approval by 9ie Cornmission. 
SEC. 57. 
Training and Career @eveloprrzeizf - The Board shall establish a 
continuing program of training aid career development for Career Executive Officers and Career 
Executive Officer-Eligibles. 
sac. 58. 
Pm~bm2ance ~~~~~~e~~~~~ 
- ?'lie Board sliail develop a system for 
periodic evaluation of performance of occupants of positions in the Career Executive System, 
taking into accouiit their accomplishments aid nianagerial caliability. This periodic evaluation 
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system shall be the basis for the grant of iriceiitives and awards, as well as for saiictioiis for poor 
performance. 
BOOK 11, PERSONNEI, POLICLES AND STANDARDS 
Title I - o n  
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Ciiapter 1. ~~~~~~~~e~~ 
SEC..59. 
Pdkj>. - Recruitment in the civil service system shall be made on -the 
basis of merit and fitness to perform the duties and assume the responsibilities of the posiiion, to 
be determined as fax as practicable by competitive examination usualLy administered by the 
Coinmission. Only the Commission shall have the auihority to grant civil service eligibility. 
Every Filipino citizen shall have equal access to or opportruities for public service 
regardless of, among others religious belief, color, sex, regional origin, sexual-orientation or 
ethic affiliation. Measures shall be adopted lo include qualified members of indigenous cultural 
communities and other miiiority groups and diflerently abled persons for recruitment and 
selection. 
SEC. 60. 
K i i d  and Fyequelacy qf Civil &mice Exxaminnfionns. - Examinations 
may be wri,tl.eii, oral, physical, testimonial based on performance or skills or a combination of 
these types. Examinations may take into consideraiion experience, education, aptitude, capacity, 
knowledge, cliaracter, physical fitness and other attributes oi the applicant as may be determined 
by the Commission. 
The Coimnission shall administer competitive examinations for all levels in the career 
seivice and grant coi-responcliiig civil service eligibilities to passers of the sane arid conduct civil 
service exaiiiiiiations as oten as the exigency of the service requires. 
Civil service special examinations may be coiiducted upon requ.est of a particular 
department or agency, subject lo rules aiid regulations proniulgated by the Commission. 
SEC. 61. 
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ofAppl2cunt.s to Civil Service Exacauninniioaas, - Admission 
to civil service exaninations shall be iimited to citizens of the fhilippiiies who satisfactorily 
meet tlie requirements prescribed by the Commission. 


shall havc the authority io inva1idat.e civil service examination resiilis based on statistical 
improbability and other forms of irregularity as determilied by the Commission. 
SEC. 63. 
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Eraling for Cii~il Service Eligibil& - Unless otherwise 
prescribed by the Commission, every examinee who obtains a general rating of at least eighty 
(80%) percent sliali be granted a civil service eligibility. 
SIX. 64. 
Simul’tmeozis Retense of Exrrminretioiorz Results. 
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The results of an 
examination held in various locations on the sane dale shall be released simiiltanneously. 
SEC. 65. 
Registers of Chi1 Sewice El’liglbEes. - The Commission shall maintain a 
register of qualified eligibles for each category of examination actually available for 
appoinlnieiit. The register shall be the basis for certification aid appointment in the civil service 
system. 
SEC. 66. 
Bar or ~ o a r ~ ~ x ~ ~ ~ ~ n ~ ~ o n s  
as Eligibility. - Suc.cessfu1 examinees to bar 
or board examinations requiring completion of baccalaureate degrees or courses requiring not 
less than seventy-two (72) units of collegiate subjects or its equivalent as well as those registered 
under their respective boards lo practice their professions without examinatioii, shall be 
considered civil service eligibles. Their eligibilities shall he effective upon the release of 
examination results or the date ofiegistrdtion, as the case may be. 
The Supreme Cow-t and -the Professional Regulation Commission shall fui-nish the 
Conmission wilh the official list of successful examinees within tkirty (30) days from the release 
of the exanination results. 
SEC. 67. 
Efjec?2ivily ami ~
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Eligibi1itie.s resulting from civil service, bar or board examinations shall be effecticie 011 the date 
of the release of examination resuJts. Other eligibilities granted by the Commission shall be 
effective on the date of the grarit. 
Civil service eligibilities shall be imprescriptible. 
SEC. 68. 
Agency ~
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rhc Co’findi~ct oj Examinnfions. - 
All 
departments aiicl agencies shall extend the necessary support aud~ assistance to the Commission in 
the conduct of civil service examinations. They shall make available such persounel, buildings, 


transporkition, communication and other facilities, that may be neede& in the adininistration of 
the examinations. 
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$EC. 69. 
Printing, Stomge, ~ r a ~ ~ s ~ o r t a ~ i a ~  
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Materials. - The printing, storage, transportation and distribution of examination materials s'nali. 
be under the exclusive supervision and control of the Commission. The Commission shall 
determine aid provide the necessary security measures for illis purpose. 
SEC, '76). 
.Exaxami,ziag Committees, Examiner-s cmd Irz~esligaiors. 
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Commission may dcputize persons to act as membeus of examining conimittees, examiners or 
investigators to perform such duties as the Coinmission may require. In the performance of such 
duties, they shall be under the exclusive control and supervision of the Commission. Such 
persons so deputized may be given allowauces or per diem for their services to be paid out of 
lmds allocated for the particdar exarninalion and at a rate to be determined by the Commission. 
Expenses for specialized examinations shall be allocated by the requestirg department OT agency. 
Chapter 2. Sekcti~n and ~~~~~~~~~~~ 
I S  
SEC. 71. 
Selectloit Process. 
Each department or agency shall evolve its own 
selection process in accordance with standards and guideliues set by the Commission. 
A Pevsonnel Selection Board for all levels shall be esttablished iii each department or 
agency to assist tiic appointing authority in the judicious eva.lua.tion aid selection of personnel. 
The board shall be established in accordance with. standards and guidelines set by the 
Cormuissioi1. 
Raptisites SOP Appoivktmmt - Employment j i i  the government service 
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SEC, 72. 
shall be made through appointment in accordance with the provisioiis of the Constitution, this 
Code, other laws aad the rules aid standards prescribed by the Commission, 
In the appointment of teachers to public elementay or secondary schools preference shall 
be given to qualified bona fide residents of the niunicipality/city where the school is located. 
SEC. 73. 
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of Vacancies. - All vacant positions in government shall be 
published or aimouiiced in either print or broadcast inedia or in any other form of publication 
such as in a newspaper 01' periodical of geiieral or local circulation; the quarterly bulletin of 
vacant positioiis prepaxed by the Commission; or through posting on internet websites; prior to 
25 


its filling-up. Pruvided, however thal, only vacancies at the local government units shall be 
published in newspapers or periodicals whicli arc of local circulation, or aimounced in local radio 
rietworlts. 
The agency where the vacancy is shall be responsible in publishing or announcing its 
vacant positioris and such shall be posted in at least three (3) conspicuous public places in their 
aea o f  jurisdiction. 
Provided, jiirlher that, published vacant positions shall be open to any qualified person 
and that the Commission shall not act on any appointment to a vacant position unless the same 
his been published and posted. 
The following positions shall be exempt &om the publication requirement: 
(a) 
primarily conlideritial; 
(b) 
policy-determining; 
(c) 
highly technical; 
(d) 
(e) 
coterminous wiih that ofthe appointing authority; or 
limited to the duration ofa particular project. 
SEC. 74. 
iWE& and Fitmm in Appcin~r~terzt, - Appointment in the civil service 
system shall be made only according to merit and fikess to be determined, as far as practicable, 
by coinpetitive examination, except to positions which are policy determining, primaily 
confidential, or highly technical, 
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SEC. 75. 
W 2 0  May Appukf. - Appointment in the civil service system shall be 
issued only by hose authorized by the Coiistitutioii or by law including t h e  appointed in an 
acting capacity. Those who are designated carmot exercise ihe power to appoint. 
The appointing authority shall confine hishier choice to the top five candidates as ranked 
by the Personnel Selection Board (PSG). 
$EC. ‘76. 
Quai$Tcaiioxrs for ~
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system shall be limited to citizeiis o f  the Philippines who are at least eighteen (18) yexs of age 
and who meet tlie qualifications and none ofthe disqualifications prescribed for the position. 
SEC. 77. 
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immediately upon its issumce by tlie appointing authority. If the appointee has assuniecl tlie 
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duties of the position, heishe shall be entitled to receive salary at once without awaiting the 
approval of liisiher appointment by the Commission. Such appointnienl cannot be withdrawn or 
cancelled by the appointing authority aid shall remain in full force and effect unless disapproved 
by the Coimissioii. However, an appointmeiit issued fmougl? fraudulent meam or in violation 
o f  law, shall be void from the beginning. 
In the case of teniporary appointment, ihe twelve (1 2) month period of its effectivity shall 
be reckoned from the date or' issuance of the appointment and not froin the date the appointee 
assnmes the duties ofthe p0.A - . on. 
No officer or employee in the government shall allow a person to render service without 
an appointmeni duly issued by [he appointing authority. 
Those who allow such sexvicc in 
violation of this Section shall be personally liable for 'he salaries of thhe person concerned. 
Moreover, the services rendered by the said person shall not be credited as government service. 
If ilie appointee does not assume office within thirty (30) days froin date o f  issuaiice or 
appointment, said appointment shall be deemed automatically cancelled. 
If the appointee is not allowed to assunie office 'by the appointing authority in spite of the 
Commission's approval of the appointment, the appointing authority shall be held liable for 
contempt ofthe Commission. This is without prejudice to liisiher liability under RA 3019 (Anfi- 
Gra$ and Corrupt Practices Reo and other criminal and administrative sanctions. 
SEC. 78. 
Appoiifmeni Form - 4n appointmeni shall be issued in the form 
prcscribed by the Commission. 
S'EC. 79. 
Submimion ofAppointments nrzd Ouffis qf BSJice. - A11 appointments in 
the civil service system, except those issued by the President, shall be submitted to the 
Commission for approval not Mer than thirbf (30) days from the date of issuance thereof, Such 
approval shall be indicated below the signature oE the appointing authority; otherwise, it shall be 
made effective thirty (30) days prior to thhe date of submission to the Commission. 
Copies of appointments and oaths of office of those appointed by the President shall be 
submitted to the Cornmission for record purposes 


SEC. 80. 
I@erdZ Promotion Plm. - Each department or agency shall establish a 
Meiit Promotion Plan, subject to the approval of the Commission in accordance with standards 
and guidelines it may prescribe. 
SEC. 84. 
Appropriate Civil Service ~
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Appropriate civil servic.e 
eligibility shall be required for permanent appointment to posiiions in the career service in 
accordance with the standards set by the Commission. Whenever there i s  a cjualiiied civil 
service eiigible willing and actually available for appointmelit, no appointment shall be issued to 
a person who is not an eligible, even in a temporary capacity. 
When as certified to by the Comnission, the immediate filiing of the vacancy i s  required 
in thc public intesest, os when the vacancy is not permanent, a temporary appointnient may b? 
issued to eligibles who lack my o f  the other recpirements for appointment or, to noli-eligibles 
who meet all the other niandatory requireineats for a pariicular position. 
A person with a civil service eligibility acquired by passing an examination shall be 
qualified for a position requiring a lower level eligibility if heishe possesses the other 
requirements for appointment to such position. 
Nothing herein shall affect eligibilities acquired prior to the effectivity of this Code. 
Sec. 82. 
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AYtamlmds. .. Qualification standards shall be used: (a) as 
a basis for civil service examinations Cor positions in the career service; (b) as a guide in 
appointment and other personnel actions; (c) in the adjudication of protests against appointment; 
(d) in determining training nce.ds; and (e) as an aid in inspection and andit of the agencies’ 
persoiuiel work programs. 
?‘he establishment, administrati.on and maintenance of qualification standards shall he the 
responsibility oE the departmeiit or agency concerned, with the approval of the Commission. 
Qualification standards shall be administered so as to continually pIovide incentives to 
public olficers and employees towards professional growth. 
Chapter 3. Status of ~
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SEC. 83. 
(a) 
~~~~~n~~~~~~ Xiatus. -- The status of an appointmerit shall be: 
Pernzanenl - an appointmet?t issued to a person who meets all the qnaiificaiion 
requirements of the position. In no case shall a person who insets all the 
28 


requirements for permanent appointmiit be issued temporary appointmeiit except 
to 
occupatioua1 groups cd positions 
requiring 
additional 
or 
special 
disqualifications, in which case, prior clearance to issue temporary appointment 
shall first be secrxed from the Commission. 
In case an appointment is 
erroneously issued, the Commissioii shall mdie the necessary rec.tification. 
Whenever tlicre is a qualified civil service eligible willing and actually 
available for appointment as certified by the Coinmission, a non-eligible shall not 
be appointed even in a temporary capacity to any vacant position in the career 
service. 
(b) 
TCVR~O~WY 
. an appointment issued to a person who does not meet the eligibility 
or any of the other qualification requirements of the position: Provided, that there 
are no qualified eligibles willing and actually available for appointment and that 
the appointment shall not excecd twelve (12) months. 
A temporary employee shall not be removed except for cause during the 
one (1) year period; Provided, that he/she may be replaced any time within the 
said period, only by a qualified civil service eiigibie. In the latter case, the 
appointing authority shall recall the temporary appointment and appoint the 
qualified civil service eligible. 
Provisional - an appointment issued to a teacher who meets all the requirements 
ofthe position except the eligibility bnt shall riot exceed twelve (12) months. 
Subslitrite - an appointment issued to a person who has all the qualifications for 
permanent appointmerit but shall occupy a temporary vacancy while the regi.il?x 
occupant thereof is on an approved 1VdVe of absence for at least one inolith, on a 
scholarship graxt, on secondmerit, out on official business, or is unable to perfom, 
tlie duties for at Ieasl a month. 
(a) 
(6) 
(c) 
Cotolrmiraous status oJ 
~~~~~~~~~~~~ 
- an appointment issued to a persoii whose 
entrance and continuity in the service is: (I) based on the trmt and confidence or 
the appointing authmity or o f  the head of the organizational unit cvhcre he/she is 
assigned; (2) limited by the dciraiion o f  the pfoject; (3) co-exisLent with the life 
23 


span of the agency or office created; or (4) co-existent with the teun or teiiuire of 
office ofthe appointing authority or the head of a specific organizational unit. 
CmimcfurrE - an appointment issued to a person for services in accordance with a 
special contract to unde:tale a specific work requiring special 01 technical skills 
uiiavailable in the employing agency, to be accomplished within one year. 'The 
contractual employee shall perform the specific work under hisiher own 
responsibility with mininium direction and supervision from the hiring agency. 
No contractual appoinhiients corresponding to plantilla positions shall be issuer'. 
Casual - an appointnient issued to a person for services in an emergency or 
during peak work period to positions which do not have regular items in the 
plantilla of personnel of the department ar agency. 
A. casual appointment shall 
not exceed twelve (12) months. 
(d) 
(e) 
Casual eniployees who have been in the service for m aggregate of t h e  
(3) years from the approval of this Act who meet all the qualificiiiioii 
requirements of the positioii shall be absorbed as regular employees in accordance 
with the budgemy limitations set by law and rules to be promulgated by the 
Commission. 
In no case shall teni.porary, provisional, contractual and casual appointments exceed an 
aggregate number of three (3) years in the same posilioii except in merilorious cases as 
determined by the Commission. 
SEC. 84. .fob OrderdConlract qfSemices and Considtancy. - The appointing auilioriiy 
may enter into service contracts such as job orderslconhacts of services and consultancies with 
individuals and iiistitul.io~is to cover lump sum work or services for short duration wherein no- 
employer-employee rclatioiz exists which contract shall be submitted to the Commission thirty 
(30) days from perfection of the contract for monitoring and record purposes. 
SEC. 85. 
Budget jor Casual, Conmctieal Sertices and Job ~
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s
/
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c$ 
- The aggregatc annual expenditwe for consultancy, casual and contractual services 
Xervices. 
shall jointly be determined by the Coinmission and the Department of Budget and iiilmagement. 
1 3 


Cbapker 4,. on Personnei Actions 
SEC. 86. 
, Fesonnel Actioion. - Denotes the movement of personnel within [he civil 
service system. 
It shall include origiiiai appointment, promotion, transfer, reinstatement, 
reemploynieni., reappointmeiit, renewal., change of statcis, upgrading or reclassification, demotion 
and other related action. Personnel actions shell be in accordance with the mks, standards and 
regulations promulgated by the Commission. 
A vacancy may be filled up by m y  of the following personnel actions: 
original 
appointment, promotion, transfer, renewal, demotion, reemployment and reappointment. 
SEC. 87. 
~
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.
 
- refers to the initial entry into the career service 
or lion-career service. 
The appointee shall undergo a probationary period of six (6) months during which heishe 
shall undergo a thorough assessment of hisher perfornianc,e and character. His/Ker services can 
be terminated anylirne during said period for unsatisfactory conduct or want o f  capacity. The 
order of termination slialll be served through person~al notice or through constructive notice and 
shall no longer be appealable. 
SEC. 88. 
FVontoli~fi. - is the movement of a a  employee to a higher position with a 
corresponding increase in duties and responsibilities, usually accompanied by an increase in 
salary. 
Tbe pendency of 'an administrative case against any public officer or employee shall not 
be a bar to promotion. 
SEC. 89. 
ThrrsJe~. 
- is the movement of an employee from one agency to another 
or from one position to artother within the same agency which may involve a posiiiori of higher, 
equivalent or lower rank, level or salary, without break in the service. 
TransEer requires the 
issuance o f  an appointment. 
SEC. 90. 
~ ~ ~ n ~ ~ u t g ~ ~ ~ n ~ .  
- is the automatic restoration of a person to. a position 
from which heishe was illegally separated with back salaries, ailowances ani1 other monetary 
benefits except rata and uiiform allowance not to exceed five (5) years reckoned retroactively 
from the date of actual reinstate-ment. 


SEC. 91. 
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- 
is the appointment of a person who has been 
previously appointed to a position in the government service after separation therefrom. 
Reemployment presupposes gap in the service. 
SEC. 92. 
~ ~ a ~ ~ ~ o ~ ? i ~ ~ e i z ~  
- 
is the issuance of an appoiiitment during 
reorganization, devolution, salary standardization involving change in position titles and salary 
grades, or similar events. Reappointment presupposes no gap in the service. 
SZC. 93. 
Renewal. - is the subsequent appointment issued immediately upon the 
expiration of a temporary, contractual or casual appointment, if a qualified eligible is not willing 
and actually available, as certified by the Commission. 
Renewal presupposes no gap in the 
sei7ice. 
SEC. 94. 
Demotion. - is the movement from one position to another withm the 
same deparlment or agency involving the issumce of an appointment with dirniiiution in duties, 
responsibilities and status or ran!< which may or may not involve reduction in salary: Provided, 
that such demotion shall require the consent ofthe officer or employee concerned. 
ssc. 95. 
Reclassi,licaiion. - is the process of upgrading OT downgrading a position 
withoui chauge of status and regardless ofthe qualifications ofthe holder of said position. 
SZC. 96. 
Perso~rzel Mo.semriats Not h d v i a g  the Issuance ofAppoir2tme72ts. - 
The issuance of an appointment is not needed in personnel movemerit iiivolving 110 change in 
position title, rank or status ifthe existing appointmeiit does not specify the work station. Such 
movement inay inclucle the following: 
(a) 
(b) 
Salary adjustment 
(c) 
Stepincrement 
(d) 
Upgrading (same position) 
Notice of such adjustment or movement sliall be submitted to the, Commission within 
change in itcm number oaly 
thirty (30) days ftom issuance thereof. 
Except €or seconhent, the following personnel movements do not require the issuance 
of appoiidments but shall require office orders: 
32 


(a) 
d'Petrssigmmt - is the movement of an employee across the organizational 
structure within the same department or ;ieency, which does not involve 
tliininistioii in rad<, status or salary. 
Reassignment of employees with station-specific appointments shall be 
allowed for maximum period of one year only, if without the consent of the 
employee. 
Reassignment of employees without station-spccific appointments has no 
definite duration, except when the reassigrment is outside &e ge.ographica1 
location, iii which case reassignment without .the consent o f  the employee shall be 
for one year only. 
Reassignment is presumed to be regular and made in the interest of public 
service unless proven oihcrwise or if it constitutes constmctive dismissal. 
Constructive dismissal exists When an official or employee quits his or her work 
because of the agency head's unreasonable, humiliating or demeaning actmtions 
which render continued work impossible, or when the reassignment results in 
severe economic dislocaiion, perfonnmce of duties and responsibilities alien and 
remote to those attached to the position, or placement in rernotcs-and inaccessible 
geographic location. Jn these cases, the employee is deemed illegally dismissed. 
This may occur althoiigh there is no diminution or reduction iii rank, status or 
sa.iary of the employee. 
33efniZ - is the temporary movenient of a public officer or employee from one 
department or agency to another without the issuance of an appo%ritnient but with 
ilie coiiseiit of both the mother and receiving agencies arid shall be allowed only 
for a maximum period of one year; otherwise, the conseiit of ,the officer or 
em~ployee concerned shall bc necessary, Detail shall not result in reduction in 
rank, status or salary. 
(b) 
Detail which results in demotion in rank, statvs or salary or which exceed 
s one year without the consiriit of the public officer or employee may be appcaled 
33 




Title 11 - Disputes Regarding A
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and Other Personnel Actikms 
Chapter I. 
Coiltest oil ~
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and Other ~
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Cases 
SEC. 98. 
Who IMay Contest An Appointment. - 
Any eligible qualified for the 
positioii may coiitest an appointment made in favor of one who is not qualified or whose 
appointment is issued not in accordance with law. 
SEC. 99. 
Adjudication of Contesis QJZ Appointwenis and M z e ~  
Personnel Actiom. 
- All other cases on non-disciplinary personnel actions shall be adjuiicated initially by the 
appointing authority, in accordance with the procedure prescribed by the Commission. 
SEC. 100. 
Appeals on Cunlests of Appointments Other Personnel Aceions And Nan 
Disciplinary Cases. - 'The decisions of heads of agencies shall be appealahle to the Cornmission. 
TITLE III I Agency Personnel ~
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Chapter I.. ~ ~ ~ e r - A ~ e ~ ~ ~ ~  
Refatio~s 
S K .  101. 
The Cexzl'ral Personnel Agency. 
- 
The Conmission, as the central 
personnel agency or the government, shall promulgate rules ?id regulations to govern personnel 
administration and management in the civil service system. 
SEC. 102. 
Responsibility for Personnel Adnzinistmfioion. - 
The head of each 
department or agency shall be responsible for personnel administration in the office. 
Each department or agency shall establish a persomiel office to be headed by a Human 
Resource Managcment Officer (FIKMO) who shall be responsible for the effcctive 
implementation of personnel regulations aid policies. 
Employee unions and organizations shall be consulted and 
represented in the 
development and impleimentation of 'he agency personnel mechanisms such as merit promotion. 
plan, incerrtives and rewards program, performance appraisal system, incentives and rewards 
pl~m, training aid development plan, grievance machinery, and occiipationai and health plan, in 
accordmce with the rnles and regulations promulg&xI by the Conmission. 
SEC. 103. 
C O t m C i ~  ofPfrrmnn Resoulce hfanagemeat Qfiicers* - There shall be a 
Council of Human Resource Management Officers (CHNVIO) to be composed of holders of the 


? 
FIRM0 positions which shall elect from among its regular members a set of officers and 
proniulgatc its iiitemal rules aid procedures. 
‘he CXRMO shall have the following ELmctioiis: 
Offer advice, upon request of the Secretary of the de,partment or the Commission, 
in developing constructive policies, standards, procedures, and programs as well 
as on matters relating to the irnprovemeiit of personnel methods and to the 
solution of persomiel problems confronting the various departments and agencies 
of tlie government; 
Promote a o i i g  the departments and agencies, through study and discussion, 
uniform and consisteiit intei-pretation and application of personnel policies; and 
Serve as a clearing house of inhimation and simulate the use of methods of 
personnel managemelit that wiil contribute most to good government. 
SEC. 104. 
Appoir&tienf of Human Resource ~ a ~ a % e n ~ ~ % ~  
Ofjcers in the Local 
Govermzenl Units. - The local chief executive shall appoint Human Resource Management 
Officers from among tlie list of at least three (3) reconmendees of the Coinmission. 
Chapter 2. Local Government Persomiel ~~~~~~~~~~a~~~~ 
SEC. 105. 
RespunsiMi@fu’ur Local Go~e~nrtzelzf 
Personnel ~
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- Each 
local government unit shall establish a hwnan resource management office to be headed by an 
HRMO who shall be respoiisible for the implementation of personnel regulations and policies in 
accordance with the provisions of this Code, the Local Government Code, and rules, policies, 
standards, guidelines mid regulations promulgated by the Commission. 
SEC. 106. 
~ HhWB Positions hi LGUs. 
- 
The position of EI-IRMO shall be 
immediately mandatory for provincial and city governments, aiid first and second class 
municipalities. Third aiid fourth class municipalities shall create the 1-JRM.0 position within 
thee (3) j ~ e u s  from the effectivily of this Code. While the fifth and sixth class municipalities 
shall crexte the smie within five ( 5 )  years. 
35 


Chapter 3. Position ~
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a ~ d  
~~~~~~§~~~~~ 
Positian Cl~ssiJ'iicntion and Co~zpensnfion Aj~tern, - There shall be a 
Position Classification and Conipeiisation System (PCCS) which shall be jointly prepared and 
administered by the Coinmissioil and the Department of Budget and Management. 
SE'C, 107, 
SEC. 10% 
Pmts oJ the PCCX 
I The PCCS shall haw two parts: the Position 
classification Plan aild the Compensatioii Plan. 
The Position Classification Plan shall consist of the following: 
(a) 
The occupational groups and classes to which positions are to be allocated or 
reallocated; and 
The rules and regulations for its imnplementation, 
(b) 
The Compensation Plan shall consist ofthe following: 
(a) 
Salary scheclule; 
(b) 
Policies relative to allowances, bonases, pension plan and other benefits accruing 
to public officers and employees in .the civil service system; and 
The Riles and regulations for its iniplemeiitation 
(c) 
SEC. 109. 
a 
B n s i s j b  I-'o&ion Classijicatiolon and ~ 0 7 ~ ~ e ~ s ~ ~ ~ o ~ .  
- The classification 
and compensation of positions in the civil service system slid1 be based on siniilarity of kind 
ancl level of work and the determination of the relative woith of these classes of positions. 
SEC. 11.0. 
Coverage ofthe PCCS. - The PCCS shall apply io all positions in the 
c,ivil service system whether pennanent or teniporary, appointive or elective oii full-time or part- 
time basis now misting or hereafter created. 
SIX. 111. 
Allocation and Co~~zpematton 
of Poosftions. - Each departrimit or agency 
shall allocate positions in accordance with tbe rnles and regulations issued jointly by the 
Comniission and the Department of Budget and Management. Such allocations shall be binding 
on the adininistvative and auditing offi~ces of the go:overrment. Any change in the. position 
classification and compensation shall be included in the annTnal appropriations or budget of the 
clepartmenl or agency only if it is in accordance with the PCCS mentioned in Section 103 hereof. 
, 
3 7 


Chapter 4. Person;nd ~~S~~~~~~~~ and Audit 
SEC. 112, 
Pmpose. - Tlie Commissioil shall conduct a periodic inspection and audit 
of the personnel inanagement programs of each department and agency to: 
Determine compliance with civil service law, rules and standards; 
Review the exercise o f  delegated authority; 
Evaliiate the progress made and problems encountered in the implemeritation of 
the merit system; 
Advise and provide assistance in the development of constructive policies, 
standards and procedures; and 
Improve all areas of personnel management. 
SEC. 613. 
Scope. - The inspection and audit of the personnel management programs 
may incli.ide the following: 
Organization and personnel management; 
Formulation, issuance and iinplernentation of personnel policies; 
Recruitment and selection of employee; 
Persoiuiel action and employmeiit status; 
Career and employee development; 
Perforniancc evaluation systems; 
Employee suggcstions and incentive award; 
Ernployee relations and service; 
Discipline; 
Personnel records and reporting; 
Program evaiuation; and 
Employee organization. 
Siec. 114. 
Submission ofAziljl Reports. - The Commission shall regulasly submit 
its audit reports to the units concerned, heads of departments, O k e  of the President and the 
Legislature. 


SEC. 115. 
Policy. - There shdl be an integrated program on human resource 
development for all levels and ranks in the civil service system that shall provide equal 
opportunities for career developinent. 
The Commission shall provide leadership in the integration of all human resource 
developinent program. All departments and agencies shall develop and implement human 
resource development plans and programs for their personnel to include among others, training 
and developmerri, performance appraisal and incentives and awards in accordance with 
Commission policies and standards. 
Chapter 2. Trainistg and ~
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SEC. 116. 
Training and Development System. - The Commission shall establish an 
Integrated Training and Development System (ITDS) for all levels and ranks. This shall include 
opportunities for training in skills enhancement and capability-building programs, local and 
foreign scholarships, atid other educational opporimities. 
SSC. 117. 
Commission's ~ e s p ~ n ~ i ~ ~ l i ~ ~ e s  
for Training aizd Ddeve!opmerrt - The 
Comiission shall be responsible for the development, administration and evaluation of 
government-wide training programs on public personnel administration. 
The Commission shall issue the appropriate rules and regulations for the said training and 
development propuns. 
SEC. 118. 
Responsl'bilities for Local and Fowign ~
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- The Conmission 
shall have the responsibility to administer service-wide local and fo&n 
scholarship programs. 
It shall also develop policies, standards, procedures and guidelines for the effective, efficient and 
equitable distribution of all scholarship grants. However, foreign schoiarship grants which are 
part of the overseas development assistance (ODA) shall be administered by M Inter-agency 
Comniittee co-chaired by the Commission and the National Economic and Developme!it 
Authority. 
39 


Sr?.c. 119. 
1~ter-A.gmcy ~
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Cunzmiiiee. - The inter-agency scholarship 
committee which shall be co-chaired by the Chairperson of the Cornmission and by the Director- 
General of the National Economic and Development Authority (NEDA) or their duly designated 
representatives shall have as members the heads of the following agencies OF their duly 
designated representatives who hold positions not lower than that o f  assistant secretary os its 
equivalent: 
(a) 
Department of Foreign Affairs; 
(b) 
Department o f  Education; 
(c) 
University of tlie Philippines; 
(d) 
(e) 
The Committee Secretariat shall be based at the NEDA. 
SEC. 120. 
Agency ~ e § ~ o ~ s i ~ ~ l i t ~ e s  
for Training and Bevelopment. - 
Each 
department or agency shall be responsible for the development, implementation and evaluation 
of its training and development plan as well as its gender and development plan in accordance 
with the policies and standards promulgated by the Conmission. 
Commission on Higher Education; arid the 
Presidential Management Staff - Office of the Presid.ent. 
To carry out these responsibilities, each agency shall establish its own Personnel 
Development Conunittee pursuant to the rules and regulations proinulgated by the Commission. 
SEC. 121, 
~ e c l z n ~ ~ ~ l  
Assis~~atzce 
nnd Conscdtative Services. - The Commission shall 
provide technical assistance and consultative services to all depatinents aid agencies in the 
development, administraiion and evaluation of their human resource development programs. 
Tlie Commission may also avail of advisory assistance from its accredited training 
institutions, professional organizations, public sector unions, federations, confederations and 
non-government organizations (NGOs) in connection with its human resource development 
policies and progsmns. 
Sec. 122. 
Fu'undfng. - 
Each department or agency with individual budget shall 
allocate an amount o f  not less than 5% tliereof to be spent exclusively for its training acid 
development programs and activities including conferences and conventions and submit periodic 
reports thereof to the Corxnission. 
40 


Each agency shall lilcewise allocate 5% of its budget for gender and development 
activities and submit to the cornmission, periodic reporl on the utilization thereof. 
Chapter 3. ~
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~~~~~~~a~ 
SEC. 123. 
PerJormance Appraisal Systeenz. - The Comiiission shall establish a 
Performance Appraisal System (PAS) for all appointive pablic officers, and employees which 
shall be the basis for incentives, rewards and recognition, training and development, personnel 
actions, and administrative sanctions. 
SIX. 124. 
Performame Appraisal Plan. - Each department or agency shall develop 
and use one or more appropriate Performance Appraisal Plans (PAP) for the vaxious groups of 
positions herein. 
All perform'ance appraisal plans s h d  be submitted to the Cominission for approval in 
accordance with its policies, standards and guidelines. 
Chapter 4. 
Incentives and Awards 
SEC. 125. 
Rewards Sysierqt. - 
The Commission shall establish a rewards system 
It shall includc incentives, commendations and awards. The rewards system shall be granted 
individually or in groups, for outstanding performance, exemplary conduct on the job, 
inventions, ideas or suggestions, superior accomplishments and other extraordinary acts or 
services iri the interest of the public. 
The Coinniissioii shall develop, implement a i d  evaluate the rewards system in all levels 
and ranks. 
SEC. 126. 
Merit and Rewards Plan. - Each department or agency shall dovelop a 
merit and rewards plan appropriate for its officers and employees in accordance with policies 
and standards promulgated by the Commission. 
The plan shall first be submitted to the Cornmissioii for approval before it can be 
iinplcmeiitcd , 
SEC. 127. 
Fiindinng of the Rewurds Plun. -The Commission and the Depastment of 
Budget arid Management sliall develop the fimding scheme for ti;, impleineiitaiion of the 
rewards system. 
' 


TlTLg, 11 - Pessomei Relations in the Civil Service System 
Chapter 1. ' Personilel Relations 
SEC. 128. 
13eciaartatian of Policy. - The Commission shall provide leadership and 
assistance in developing personnel relations programs in the civil service system in consultation 
with public officers and employees 
andor 
their organizations 
with their respective 
departments and agencies. 
The head of a department or agency shall be responsibie for an effective personnel 
relations program in the department or agency. 
SEX. 629. 
Grievnnce Machivtery. - Each department 01: agency of the Goverr~%ent, 
with the assistance and approval o f  the Commission shall establish and administer a 
grievance machinery to promote wholesome and desirable relations among employees and 
between employees and management. 
Employees shall have the right to ba~ve their grievances adjudicated as expeditiously and 
as fairly as possible. 
A grievance may be filed by aggrieved employees or by the em-ployee organization to 
which they belong in accordance with the guidelines issued by 'the Commission. 
SEC. 130. 
ICighf to Organize. - Goverrmient employees may form, join or assist 
employee organizatioiis of thclr own choice for the furtherance and protection of their interests. 
Government employees may also form, in conjunctioii with appropriate government authorities, 
employee management conxnittees, work councils and other forms of employee participation 
schemes. 
However, uniformed personnel o€ the P1iilipp;ne National Police (PNP), Bureau o f  Fire 
Protcction (BFP) and Iliureau of Jail h4anagement and Penology (BJMF), cannot [om, join or 
assist rank-and-file employee organizations for purposcs of collective negotiations, 
The third level employees aid other employees whose fvactions are primarily managerial 
employee organizations for purposes of 
or coilCidentia1 in nature cannot form, assist, or join 
collective negotiations. 
SEC. 131. 
.Profectiorz of the Right to ~
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I Goveniment employees 
shall not be discriminated against by reason of their membership in employee organizations or 
42 


p&icipation in tlie normal and legitimate activities of such orgmiza1,ions. Enployrrient in the 
civil service system shall n.ot be subject to the conditio11 that the individual shall nol form or join 
any employee's organizations. 
Managenienl shall not interfere in the establishment and administration of goverm~efll: 
eniployee organizalions. 
Chapter 2. Smpioyee ~
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SEC. 132. Regishafion of Rank-nnrk..Fde Erttployee ~ r ~ u ~ i ~ u ~ i o n s .  
- Rank-and-file 
eniployee organizations shall register with the Conmission in accordance with the implementing 
guidelines promulgated by the Comuiission.: 
$EC. 133. 
Sale and Exclusive Employee Orgnnizatim. - The duly registered 
eiripioyee organizalion in an agency that has ,the siipport of the majority of the total rank-and-file 
employees, shall be accredited by the Commission as the sole and exclusive employee 
rep~esentative. ln cases when there are two (2) or more registered employee organizations in an 
agency, the Commission, upon peti-tion, shall conduct a certification election and shall certify the 
employee organization who garnered the majority vote as the sole and exclusive representative 
of the rd-arid-file employees in the said agency. 
For this purpose, an agency shall refer to an office which has its ow1 budgetary 
o f  
allocations as provided for in the General Appropriations Act, specifically its Table 
Contents. 
SEC. 134. 
Acw.edit&m 
of EmpEayee Federation in An Agency. 
I Regislered 
employee organizations within a given agency may federate aid shall be accredited as the sole 
and exclusive bargaining representative of the employees; Provided, its aggregate total 
membership constitute the majority of the total rank-and-.file employees in the agency. 
SK. 135. 
Collective Negoliuiions. - Except those &ai are fixed by law, terms and 
conditions of cmployment in the govenment service may be the subject of collective 
negotiations between duly accredited employee organizations a.nd the appropriate government 
authorities. 
Collective negotiations agreements shall be registered with the Commission, 
43 


Chapter 3. 
~~~~~~~~~~~ 
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Sec. 136. 
D(q*iaiiian qf terms. - For purposes of ihis Code, the following teinzs 
slid1 be defined as follows: 
(a) 
Arbitration - refers to the process whereby a third party (individual arbitrator), a 
board of arbitrators, or 
arbitration court not acting as a court, is empowered to 
make a decision which disposes of the dispute. 
(1) 
Voluntary - a method of settling disputeis where both parties agree to 
submit the dispute before an arbitrator or panel of arbitrators chosen by 
both parties. The voluntary arbitrators shall render a decision after proper 
hearing of lhe issues. The decision of the arbitrator shall be final and 
binding on the contending parties. 
Co’ompulsou~i - a method resorted to when tlie dispute has become 
hardened and irreconcilable and remains umesolved after exhausting all 
the available remedies under existing laws and procedures. 
(2) 
(e) 
Conciliation - refers to tlie process whereby a third party (conciliator) brings the 
disputing parties together, encourages them to discuss their differerices and assists 
them in developing their own proposed solutions. 
Mediation - refers to the process whereby a third party (mediator) is inore aciive 
in assisting the disputing parties reach accephble solutions to the probleiids and 
help them develop or come out with an acceptable solution. The mediator may 
submit proposalis for the settleinerit of clispute. 
(Q 
SEC. 637. 
Settlement 03’ Diqutes. - 
Disputes within employee organizations, 
between arid among employee organizations, and between employee orpanizaliotis and 
management shall be settled through conciljation, riiecliation and arbitration. The Commission 
slid1 be responsible ,in providing conciliation and medisltiori services. 
In case any dispute 
remains urnesolved, the Commission shall certify the same to the Public Sector Labor 
Management Council (PSLMC). 
However, the parties may opt to siibinit the issue for voluntary arbitration, the decision of 
which shall be final and unappealable. 


Chapter 4. Prablic Sixtor 
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Corarscil 
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Public Sector ~
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Council @SLMC). - Public Sector 
Labor-Management Council (PSLMC) is hereby constiluted to be composed of tlie following: 
(a) 
(b) 
(c) 
(d) 
(e) 
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Chairperson, Civil Service Commission - Chairperson; 
Secretary, Department of Labor and Employment - Vice Chairperson 
Secretary, Departmeiit of Fiiimce - Member; 
Secretary of Justice - Member; 
Secretary, Department of Budget and Management - Member; and 
One (1) employee representative each from rhe National Government Agencies 
(NGAs), the Goveiament-owned and Controlled Corporations (GOCCs), the 
Local Government Units (LGUs), and the State Colleges and Universities (SUCs), 
to be chosen by the employee organizations concerned. 
Tlie ex-officio members may designate alternates who hold positions not lower than that 
of assistant secretary or its equivalent. 
The employee representatives may also designate iheir permanent alternates 
The employee representatives shall serve for a term of two (2) years or until their 
S U C C ~ S S O ~ S  
shall have been appointed or elected. In no case, however, shall anyone ofthem serve 
under holdover capaciiy for more than one (1) year. 
Tlie PSLMC may deputize public officers and employees of the Commission and of other 
departments <mcl agencies to investigate and hear cases brought before it for arbitration. It may 
lilcewise deputize any national or local law enforcement agency or inslrumentdity of the 
govemnent which dial1 act under its direct and immediate supervision, to enforce and cxecute 
its decisions, orders, and rulings. 
The PSLMC shall iriiplement and administer the provisions of this Chapter. 
For this 
purpose, the I’SLMC shall promulgate the necessary rules arid regulations to iinplement this 
Cbaptcr 
SEc. 139, 
Original rend Exclusive Jurisdiction qf’tlze PSLMC. - The PSLMC shall 
liavc original and exclusive jurisdiction to hew and decide the following cases: 
CZL) 
Unfair labor practice; 


Representation issue; 
Disputes arising in the course of the conduct of collective negotiations; 
Disputes on issues resultillg from the implementation ofthe grievance machine~y; 
Inter-employee organization dispute; 
Intra-employee organization dispute; 
Employee organization election of'ofKcers; 
Disputes on issues resulting from the implementation of the provisions of 
Collective Negotiations Agreement; and 
Other analogous acts as may be determined by the PSLMC. 
These cases may he referred to the PPSLMC by any of the parties to the d i s p t e  or the 
PSLMC may, mofupropio, take cognizance of the same whenever the i.nterest of the service so 
demands. 
When the PSLMC has already assumed jurisdiction over a particular case, no 
administrative or disciplinary action shall be instituted by the agency concerned against any 
employee involved therein until the final resolution of the case. 
SEC. 140. 
Uxjiair Mamzggemenl and Labor Practice. 
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The following shall 
constitutc unfair labor practice on the part oftlie agency: 
(a) 
Iriterfering with, restraining or coercing employees in the exercise of their right to 
self,-organiza tion; 
Requiring as a condition of employmeiit that an employee shall not form or join 
an employee orgariizalion or shall withdraw from one to which heishe belongs; 
Discriminating in regard to work schedules, places of assignment and other terms 
and conditions of employment in order to encourage or discourage membership in 
any employee organizsltion; 
Terminating the services or discriminating against any employee for having 
signed or filed ai1 affidavit, pctition or complaint or given any information or 
tesliinony against the head ofthe agency or members of .top management; 
Rehsing to collective1 y negotiate in good faith with fne accrcdited employee 
organization; 
(b) 
(c) 
(d) 
(c) 
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(g) 
The following shall constitute unfair labor practice on the part of tke cniployee 
Violating any of tile provisions of the Collective Negotiation Agreement; and 
Other analogous acts as may he determined by the PSLMC 
Restraining or coercing any eniployee to form or join an employee organization or 
its activities. 
Employee organization shiill have the right to prescribe its own 
rules on the acquisition or retention of membership; 
Causing or attempting to cause the agency head or other officers to discriminate 
against ari employee who has not joined or has withdrawn membership from the 
einployee organization; 
Refusing to collectively negotiate in good faith with the management; 
Vio1atin.g any oftlie provisions of the Collective Negotiation hgreem~ent; and 
Other analogous acts as may be deYerermiiied by the PSLMC. 
The heads of oCficcs and the other officers of the agency as well as olficers and nembers 
of an employee organization, who participate  in^ or authorize an unfair labor practice shall be 
held administratively liable and sbail be imposed a fine of not less than PlO,OOO.OO, or 
suspension not exceeding one year, or both for such participation 0:' grant of authority without 
prejudice to civil and criminal liability 
SEC. 14.1. 
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or Tentpwcrry Eesiwnirairag Ovrler. - The 
PSLMC may after notice and hearing issue a writ of preliminary injunction or tcmporary 
restraining order which shall not last for more than twenty (20) days froin issuacce thereof 
when, on the basis of the allegations in the petition, it is estabiished that the acts coiiiplaiiied of 
involving or arising from any eiiiployee-management dispute, if not restrained or perfoimed 
immediately, may cause grave or irreparable injury to any party or render ineffectual any 
decision oftlie PSLMC in favor of such party. 
The PSLMC shall require the petitioner to post a bond and the wit of preliminary 
iiijunction or temporary restraining order shall become effective only upon the approval of the 
bond which shall answer for any daniage that may be suffered by the party enjoined if it is finally 
determined that the petitioner is not entitled to the aiicillary relief prayed for. 


Sec. 14%. 
Grnurds~or Conimpl 
I The PSLMC may cite a person for contempt 
on any of the following grounds: 
(a) 
Disobedience or resistance to a lawfd order, decision, ruling, sumnions or 
subpoena or any other issuance of the I'SLMC; or 
Unlzwful interference with the proceedings o f  the PSLMC, improper conduct 
tending directly or indirectly to impede, obstruct, delay or hamper the 
implementation of any order, decision or ruling ofrhe PSLMC. 
(b) 
The person so cited for contempt whether direct or indirect shall be punished by a fine of 
not more than P1,OOO.OO for every act of contempt. Each day of defiance or disobedicnce or 
iion-ent"orc,emeiit of any issuance of the PSLMC as meiitioned sliall constitute separate acts of 
contempt ofthe PSLMC. 
SEC. 14,3. 
PSLMC Decision. - Decisions of thc PSLMC are final and executory 
unless a motion for reconsideration is filed by the aggrieved party within fifteen (15) calendar 
days from receipt ofthe decision and only 011 the basis of palpable or patent errors. 'The PSL.MC 
shall not entertain any second motion for reconsideration. 
Decisions of the PSLMC may be elevated Lo the Court of Appeals. 
BOOK IV. 
PERSONNEL ZENEPBTS AND ~~~~~~~~~~~, 
DAYS AND HOURS OP 
WOMC AND OFFICIAL 
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Titip, 1 - Personn,d Benefits and ~
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Chapter 1. Health and Other Sewices 
SEC. 14,4. 
F'oticy. - The health, welfare, safety and security of every personnel in 
the civil service system sllall be the concern of governnient. Each department or agency shall 
make provisions out of their existing budgets for personnel healtli, welfare., medical, spiritual and 
counseliiig services and. leave benefits and promote and develop occupational safety, sports and 
recreation progranis and sirni1.a~ services. 
SEC 145. 
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Occupntio~zuf Heinlth Pmg.*am. - A comprehensive 
occtptional licalth program including medical, dental and other health services shall be 
established maintained, and niade accessible for all personnel in the civil service system. 


SEC. 146. 
Safe@ and Accident Prevention. 
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Each department or agency shall 
develop and maintain a continuing occuptional safety and accident prevention program for its 
officers and emnployees. 
SEC. 147. 
Personnel Coounselirtg. - 
Each department or agency shall pr0vid.e 
personnel counseling services, including pre-retirement counseling. 
SXC. 1/48. 
Personnel Recreation. 
- 
Each department or agency shall provide 
facilities for sports and recreational activities and shall encourage voluntary participation of its 
officers and employees. 
SEC. 14.9. 
IIazard BerreJits. - Each department or agency, in accordance with the 
Deparlment of Budget and Management (DHM) and the Comniission shall provide for hazard 
benefits for their persoivlel who work in areas or under conditions that have been declared to be 
hazardous to health, safety and well being. 
Chapter 2. Leave Benefits 
SEC. 150. 
Enfitlement to Leave Privileges. 
- 
Appointive personnel of the 
goverrunent, wiietlier permanent, temporary, contractual or casual as well as elective officials 
who render the required riuinber of office hours shall be entitled to an ‘annual fifteen (15)-day 
vacation and fifteen (15)-day sick leave with hll pay exclusive of Saturdays, Sundays, and 
public holidays. 
SEC. 151. 
Lerzve of Absence of Part-time Personnel. 
- Public officers arid 
employees rendering service on a pat-time basis are entitled to vacation ad siclc leave benefits 
proportionate lo ihe number of hours they served. 
Sec. 152. 
Leave ofAbsexce offgersonnet on Xotafion Basis - Public officers and 
employees on rotai.ion basis shall be entitled to vacation and sick leave corresponding to the 
length of service they rendered. 
SEC. 153. 
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Vacation Leave. 
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All appointive and elective 
officers aid employees of the government with ten (10) days or more vacxtion leave credits shall 
be required to go on mandatory vacation leave whether coritinuous or intermittent for a mini:num 
of five (5) working days airnually. 
4 9 


SEC. :95& 
Aconmalutior~ and ~
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of Leave. 
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Vacation and sick leave 
Except for personnel covered by special laws, 
shall be cumulative and commutative. 
commutation of leave credits shall be exclusive of Saturdays, Sundays and holidays. 
Public officers awl employees whose off-days do not fall on a Saturday or a Sunday shall 
have their leaves o f  absence computed exclusive of their off-days. 
SEC. 155. 
Additional Nor~umidatiw 
and iVon-.comrrtutaiive Sick Leave. - Public 
officers and eiriployees shall be entitled to a 15-day non-cumulative and non-commutative sick 
leidve amiually wilh full pay and exclusive of Saturdays, Sundays and holidays. Provided, 
however, that this additional benefit shall only be availed of upon exhaustion of the regula 15- 
day sick leave and 15-d;ly vacation leave entitlement for the year. 
Sec. 156. 
~ e h a ~ ~ ~ i ~ a ~ ~ o ~ ~  
Privilege. 
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Public officers and employees holding 
permanent, temporary, casual and contracludl appointments, including those with fixed terms of 
office for the duration of their employment with the agency and in accordance with this law, are 
entitled to rehabilitation privilege for up Lo six months for wonnds and injuries resulting from 
accidents incurred while in the actual performance of duties. Such privilege shall be with full 
(pay and beiiefits) salaries, 13th month pay, and cash gift mandated by law, but not privileges 
bascd on the actual performance of duties such as representation and transportation allowances 
and shall not be charged against accumulated vacation or sick leave credits of the personnel 
concerned. Claimants of rehdbilitation privilege benefits are entitled to reirnbwrsernent by hisiher 
agency for first-aid expenses, preferably in government facilities, subject to the availalAity of 
funds, bul. not lo exceed 13,000. Substantive and long term medical expenses for therapeutic and 
reliabiljtation purposes shall be borne by the Philippine Health Insurance Corporation; the 
Employee Compensation Commission (ECC) and the Government Service Insurance System 
(GSIS) as the case niay be and whenever applicable. 
For purposes of availment of rehabilitation privilege, axtual performance of duty means 
situations wl.iei-eiu Ilie official or employee was already at work or engaged in activities inherent 
to the perfomlance of hisher job, including being on official business outside OC hisiher work 
station; official tra-vel; authorized overtime; retail order; special assignment orders. injuries Eron 
50 


accidents that occured wliile the employee was in transit going to OT coming from work are not 
job related injuries. 
Agency heads shall determine diether the accident was work-related, decide on the 
validity of the claims, and monitor the progress of the rehabilitation efforts. 
sxc. 157. 
Teachers' Lenve. - Other than those designated for continmus duty and 
those covered by special charters, school teachers in government elementary and secoridary 
schools shall be entitled to vacation pay. They shall be entitled to service credits for services 
rendered during the vacation period, including Saturdays, Sundays, 2nd holidays, in accordance 
with the rules and regulations prescribed by tlie Commission. 
Teachers shall also be entitled to annual seven (7) days sick leave which shall be non- 
cumuiative and non-commutative. 
SEC. 158. 
Leave of Elective C?f@inls. 
- All elective officials shall be entitled to 
leave credits granted to appointive o.ft?cers and the cumulation and commutation of the money 
value thereof. 
SEC. 159. 
Leave Greriits oj' Uf-picers rend Employees Covered by S'Jeciul Lnlus. - 
The leave credits ofthe following persomiel are covered by special laws: 
(a) 
Justices of the Supreme Court, Court of Appeals, Court of Tax Appeals and 
Saiidigaiib ayan; 
Judges of Regional Trial Courts, Municipal Trial Courts, Metropolitan Trial 
Courts, Shari'a Circuit Court and Shari'a District Cout; 
'The Chairperson and Coinmissioners of the Constitutional Commissions; 
Filipino personnel in the Foreign Service; aid 
Other personnel covered by specid laws. 
(I>) 
(c) 
(d) 
(e) 
SIX. 160. 
IHirferni~~ 
Leave. '. Woineii iu the government service, of whatever civil 
and employment status and regardless of length of service sliall, in addition to tlic vacation mid 
sick leave granted tl:ieni, be entitled to maternity leave of sixty (GO) calendar dajrs for normal 
delivery and seventy-eight (78) days for delivery by caesarikn section with full pay, subject to 
guidelines issued by the Conmission. 
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SEC. 164. 
PaLew& Leave, . A married man in the govemnent service shali be 
erltitled to palerilily leave of seven (‘7) 
working days for the first four (4) deliveries or 
niiscarriages of his legitimate spouse with whom he is cohabiting. 
The paternity Ieaxe shall be non-cumulative and. non-commutative. 
SEC. 162. 
A d ~ p t i ~ ~  
Leave. 
I Public officers and employees who legally adopt a 
child below seven (7) years of age as of the date lhe child is placed with them shall be entitled to 
adoption leave in the manner herein provided: 
(a) 
Married individuals shall be entitled to thirty (30) calendar days for the adoptive 
mother and seven (‘7) calen~dar days for the adoptive father. 
Solo parents of whatever gender or civil statim shall be entitled to thivty (30) 
calendar days. 
(c) 
Avaihnent of adoption l.eave shall commence from the date the child is placed wih the 
Adoption 
adoptive parents which shall not be earlier than the date of the decree of adoption. 
leave shall be non-commuts.tive and non-cumulative. 
SEC. 153, 
Parenld Lenwj%or §do Parents. .- In addition to leave privileges under 
existing laws, parentd leave of not mole than seven (7) working days every year until the child 
reaches the age of eighteen (18) years shall be granted to officers and employees who are solo 
parents and have rendzred service of at least one (1) year. 
Parental leave shall be non-coinrnutaiive and non-c~imulative. 
SEC. LSI. 
Special Leaves. - Publlc officers and employees, except those covered by 
special laws, are entitled to special leaves, not exceeding an aggreg-le of ’three ( 3 )  days a year to 
attend to personal, filial and domestic respoiisibilities such ns but not lirnited to the following, in 
accordance with the guidelines to be set by t i i s  Commission: 
(a) 
personal milestones such as birthdays, wedding, wedding anniversaries and other 
similar milestones, including bereavement and death anniversaries; 
obligations to parental, filial and other domestic emcrgeiicies and rcslionsibilities; 
and 
caiamity, accident hospitalization leave pertain to force nzujeure events that affect 
the life, limb, and property of the employee or hiskerher immediate fmily. 
(b) 
(f) 
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Special leaves shall be iion-commutative and non-cumulative. 
SEC. 165. 
Stadp Leave and ~~~~n~~~~~ Leave. 
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Qualified public officers and 
employees may be granted study and sabbatical leave, suhject io the rules m d  regulations 
promiilgated by the Commission. 
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SEC. 166. 
Comnmtatiion and ~ i o ~ e ~ i ~ a ~ ~ o ~  
ofEeave Credits. - Accumulated leave 
credits can either be commuted or monetized subject to the rules and regulations prescribed by 
the Commission. 
Each agency o f  the government shall provide for the commutation and monetization of 
leave credits in their budget program provided it is within their approved budget leveliceiling. 
Efjecl 01 Reemployment on Commuted Leave. 
SEC. 167. 
- Public officers and 
employees whose leave credits have been commuted following their separation from the service 
and were thereafter reemployed may refund the money equivalent of the unspent portion of the 
u 
commuted leave credits. Otherwise, they have to start from zero balance. 
SEC. 168. 
Trarzsfer qf Leave Credits of 
Appoixtive Personnel and Elecfive 
Qtficials. - \Vhw appointive officers and employees transfer froin one entity to mother, they 
can have their accumulated vacation and/or sick lea.ve credits commuted or transferred to their 
new office. 
'The second option can only be exercised by the persomiel concerned when tlicre are no 
gaps in their service. flowever, a gap of not more than one (1) rilonth may be allowed provided 
sarne is not due to the fault of the personnel concerned. 
The abovernentioned options of commutation or transfer of accumulated lwve credits can 
aiso be a.vai1ed of by an elective officer assuming mother elective post. However, these options 
are not applicable to the transfer of Armed Forces of the Philippines (AFP) uniformed personnel 
to civilian posi.tions 
SEC. 169. 
Pmcripfive Period jor Tmmfer of Leave C.~ediis. - The option io 
transfer accumulated leave credits can be exercised within one (1) year only from the effective 
date of transfer of the appointive personuel to their new office, or to the assumption of Ihe 
elective officers in their new post, 
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@E. 1’70. 
Leave Withit PGJL 
- In no case shall leave miithout pay be granted in 
excess of one (I) year or if the public officer or employee concemed still has leave credits with 
pay. 
SEC. 171. 
Terminal Leave. - 
Terminal leilve refers to the total accumulated leave 
credils of personnel, the money value of which shall be based not necessarily on the latest salary 
rate but on the highest salary rate received at any time during the period of employment in the 
government service. 
Chapter 3. ~
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Benefits 
SEC. 172. 
Payment of Retirement Bene$& on fhe Day of Retiremen1. - 
All 
personnel are entitled to receive their retirement benefits provided for under existing laws on the 
day of their retirement. The last agency-employer shall ensure that all the retirement documents 
are in order six (6) months prior to the retirement of the said personnel. All concerned agencies 
of the government shall render assistance in this regard. 
Notwithstanding any law to the contrary, officers aid employees of the govemnent who 
hold more than one regular full-time or part-time appointment and who retire from the service 
shall be entitled to not more than one (1) retirement plan. 
All public officers and employees with pending administrative disciplinary cases who 
failed to receive their retirement benefits on the day of retirement as a result thereof but were 
eventually exonerated or cleared there from shall be entitled to payment of retirement benefits 
iinmediately after the promulgation of the decision. 
Set. 1’73. 
Rate ojIf2terestfor Delay in Pciymerzt. - Should the retiree, through no 
fault of his/lier o m ,  fail to receive the benefits on the day of retireml-lit, the stme shall e m  
interest at the prevailing legal rate. 
The retirement benefits of diose who were eveiitually exonerated or cleared from 
administrativc, disciplinavy cases siiall likewise earn interest at the prevailing legal rate 
computed from the date of retirement t O  the date ofpromulgaliori ofthe final decision. 
in case o f  forfeiture of retirenieni betiefils as a res~ilt of arhninistrative disciplinary case, 
the Government Service Insurance System (GSIS) shall return both the employee’s and 
empioyer’s contribution to the national government with legal interest. 
54 


SEC. 174. 
Lkabilily Jot Delup .. Agencies or their officers and employees who 
caused the delay in the retiree’s receipt of retirement benefits snall upon complaint of the retiree 
or tile successor in interests, be liable for the paynxnt of the interest mentioned in ihe 
immediately preceding Section. This is without prejudice to the filing o f  administrative and 
criminal cases against the personnel responsible for the said delay. 
Complaints against delays in the release of retirement benefits shall be filed with the 
Cornniissioii within one (I) y e a  from the date of retirement. 
The Cornmissioii shall promulgate rules and mechanisms to enforce this provision. 
Title TI - Official Records and Work Days and Hours 
ChaQter 1. Personnel Records ~
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System 
SEC. 175. 
Policy. - An IT-based go-\remmcnt-wide personnel records system shall 
be established, administered and maintained by the Com-mission. 
Each department or agency through its human resource management office, shall 
establish, inariage and maintain personnel records, database and statistics of all its personnel. 
SEC. 1’76. 
Eecords OJ Emplqyment. - The Commission shall keep  and^ maintain 
official records of all elective and appointive persomlel regaldless of their employment status. 
The Commissioii shall likewise maintain statistics on their cmplojime: ,1, accession and 
separation. 
Chapter 2. ‘Work Days and Hours 
SEC. 177. 
Observance of Worlz Days and Hoak~s and Weming QJIDs. - It shall be 
the duty of each head o f  agency to require all its officers and employees to strictly observe the 
prescribed work &ys and office hours, taking into account the religious persuasion and beliefs of 
the employees, and to wear identification cards, nameplates or the like bearing clearly and 
legibly their respective mines and positions when dealing directly with the public in the 
performance of tlieiv respective duties or whenever they are within the premises of the office. 
TiVheii the head of agency allows government personnel lo leave the office during office hours 
and not for official business or official time, the saxlie shall be reflected in their time records and 
charged to their vacation leave credits. 
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SEC. 178. 
For@ Ifour .Workweek ~ ~ ~ z i ~ ~ e f f ~ e ~ t .  
- Personnel o f  all departments and 
agencies except those covered by special laws shall render not less than forty (4.0) hours of work 
a week, exclusive of time for lunch. As a general rule, such ~ ~ O L L ~ S  
shall be from eight (8) o’ 
clock in the morning to twelve (12) o’clock noon and from one (1) o’clock to five (5) o’clock in 
the afternoon, all days except Saturdays, Sundays, and holidays. However, in the interest o f  the 
service, heads of ageiicies, particularly those with frontline services, shall adopt measures to 
ensure that continuous service is available even during ilie 12:OO 110011 to 1 :00 p.m. period. 
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In the exigency of the service, or when necessary by the nature of the work o f  a particular 
agency and taking into account the religious persuasions and beliefs of its employees, the 
rescheduling or sliifting of work schedule of a particular agency for a nurnber of working days 
less than the required five (5) days may be allowed by the head o f  agency provided that 
government persoimel render a total of forty (40) hours a week and provided further that the 
public is assured of continuous delivery of service from eight (8) in the morning to five (5) in the 
aflernoon for the duration o f  the entire workweek. 
SEX. 179. 
Non-regular Worlzing Ho~lour.7. - A work schedule that deviates from that 
which is provided in Section 173 hereof or that which extends well into the night may also be 
allowed upon the discretion of the head of office, the need of the service, or the health and 
welfae of the personnel concerned; Provided, that the forty (40) hours workweek exclusive of 
meal time, will not be reduced. 
SEC. 180. 
Daily Record of Attendance. - Each head of departmerit or agency shall 
require a daily record o f  attendance of all its offtcers and employees including those serving in 
the field or on board a vessel, to be kept on the proper form arid, whenever possible, registered 
on the bundy clock or any mechanical, electrical, or electronic device. 
Service “in the field” or “on board a vessel” shall refer to service rendered 0utsid.e the 
office which is the usual place of work. 
SEC. 181. 
Recording of Allendame by Senior Ofltcers aad Elective UfJclnls, - 
Agency heads, third level positions sha.11 record times of arrival at and times 0 
departure from 
official work stations. Absences From office shall likewise be properly recorded in the agency. 


SK. 182. 
Persons in the Teachirzg Sewice. 
I Ail persons in the teaching service, 
primary and sccoiidary levels, sl-lall be covered by the forty (40) hours work-week requirement 
provided that they render not more than six (6) hours of actual classroom teaching every school 
day. 
SEC. 183. 
Conapemation for Aufhorhed Work Beyond djoviy ROUPS. 
. .- When the 
interest of public service so requires, the daijy hours of work for persoiinel nny be extended by 
the head o~f 
the agency concerned, which extension shall be fixed in accordance with the nature 
of the work. Provided, that wofk in excess of forty (40) hours a week must be propcrly 
compensated by payment of overtime whenever funds are available for the purpose or though 
the grant of compensatory time or dayls-off or through the accumulation of leave credits. 
SEC. 184. 
Performance ofZTuties in Excess of For& Hours of Those in Special 
Occupatiorzal Group. - When the nature of duties to be performed or the interest of the public 
service so requires, the bead of department or agency may require any or all of its officers and 
employees to work ia excess of the forty (40) hours, on Saturdays, Sundays and public holidays, 
with either additioiial compensation or compensatory tiinddays-off; or the accumulation of leave 
credits. 
SEC. 485. 
FZexible Workkg P;ours. - 
Flexible working hours shall be enforced 
subject to the discretion 01 the head of agency. In no case shall the weekly working hours be 
reduced in the event the agency adopts the flexi-time schedu1.e. In the adoption of flexi-time, 
core working hours shall be prescribed taking into consideration the needs of the service. 
SEC 186. 
Compen~ifory Time or Dayh Of$ - Grant of compensatory time or 
day/s off shall be a!lowed for overtime services rendered subject to the rules to be promulgated 
by the  commission^. 
SZC. 187. 
f7fexi-plaak.e. - 
Public officers and eniployees mxy be allowed to work 
away from their official wor!: 
stations subject to the discretion of the head of ageiicy and the 
nature of the €unctions of their positions. The Commission shall issue the rules and reguiations 
to govern the adoption of flexi-work place. In no case shall the adoption thereof affect the 
availability and accessibility of government services. 
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SEC. 188. 
Ikhilitim. 
I Falsification or irregularities in the keeping o f  t h e  records 
will render the personnel concerned adinii&mtively liable witlioul prejudice to criminal 
prosecution as the circumstances warrant. 
BOOK Y. D1Sc:IPLlNE 
Title B - ~
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Discipline 
Chapter 1. General Provisions 
SEC. 189. 
Disc&finrrry Action. - No public officer or employee in the civil service 
system shdl be disciplined, suspended or' removed from office except for cause as provided for 
by law and after due process. 
The following shall be grounds for disciplinary action: 
Dishonesty; 
Neglect of duly; 
Misconduct; 
Final conviction o f  a crime involving nioral turpitude; 
Falsification of official documents; 
Sexual I-Iarassment; 
Engaging directly or indirectly in partisan political activiiies by one holding a 
non-political office; 
Receiving for personal use of a fee, gift or other valuable thing in the course of 
official duties or in connection thercwiih when such fee, gift ox other valuable 
thing is given by any person in the hope or expectation of receiving a favor or 
better treatment than h t  accorded to other persons or for cormnitting acts 
pimishable under the anti jraft laws; 
Conkacting loans horn persons will-i whom the office of the employee has 
business relations; 
Nepotism; 
Oppression; 
Disgraceful or immoral conduct; 
Iriefliciency and incompetence in the performance of official dllties; 


(Y) 
Uiiauthorized absences; 
Tardiness; 
Loafing; 
Refusal to perform official duty or unjust refusal to render overtime service; 
Insubordination, 
Conduct prejudicial to the best interests ofthe service; 
Discouriesy in the course of official duties; 
Druikenness; 
Violation of reasonable office ides and regulations; 
Gambling prohibited by law; 
Pursuit of private business, vocation or profession in violation of civil service law, 
ides and regulations; 
Promoting ticket sales which are not intended for charitable or public welfare 
purposes; 
Improper or unauthorized solicitation of contributions; 
Unauthorized use of governmeiit resources and properties; 
Unfair. labor practice; 
Unjiistiliable delays in the payment of cniployee benefits; 
Directly or indirectly having financial and inaterial interest in any transaction 
requiring the approval of their office. Financial and material interest is defined as 
a pecuniary interest by which a person will gain or lose something; 
Owning, contyolling, miinaging or acceptiiig employment as officer, employee, 
consultant, counsel, broker, agent, trustee, or nominee in any private enterprise 
regulated, supervised or licensed by hisher office, unless expressly allowed by 
law; 
Engaging in the private practice of profession unless autkiorized by the 
Constitution, law or regulai.ioii, provided that such pmctice will not conflict or 
tend to conflict with hisiher official functions; 
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Recoii~mendiiig my person to any position in a private enterprise which has a 
regular or pending official transaction with his/her office, unless such 
recommendation or referral is mandated by (I) law, or (2) international 
agreements, coinmitmeiit and obligation, or as part of the functions of hidher 
oflice; 
Disclosing or misusing codidential or classified information officially lcnown to 
hidher by reason of hisher office and lint made available to lhe public, to further 
his/her private interests or give undue advantage to anyone or to prejudice the 
public interest; 
Soliciting or accepting, directly or indirectly, any gift, graluity, favor, 
eiiteitaimnent, loan or anything of monetary value which in the cuurse of hisiher 
official duties or in connection with any operation being regulated by, or any 
transaction which may be affected by the functions of hidher office. 
The 
propriety or impropriety of the foregoing shall be determined by its value, kinship 
or relationship between giver md receiver and the motivation. 
A thing of 
monetary value is one which is evidentl~y or manii-estly excessive by its very 
nature; 
Obtainiiig or using any statement filed under R.A: 6713 for any purpose coritrary 
to morals or public policy or any commercial purpose other than by news and 
comimmications media for dissemination to the general public; 
Unfair discrirnination in rendering public service due to party affiIiation or 
preference; 
Disloyalty to the Republic of the Philippines and to the Filipino people; 
(nun) Failtire to act promptly on letters and requests within fifteen (IS) days from 
receipt, except as otherwise provided in X.A. 6’713 and in its Implementing Rules; 
Failure to process documents and complete action on documents and papers 
witiiin a reasonable time from preparation thereoe 
Failure to attend to anyone who wants to avail himself/irerself of the services of 
the office or Lo act proinptly and expeditiously on public psrsoiial transactions; 
(m) 
(00) 


@p) 
Failu?:c to file sworn statements of ass&, liabilities and net worth, and disclosure 
of business interests and financial coimections; and 
Failure to resign from hisiher position in the private business enterprise within 
thirty (30) days from assamption of public office when conflict of interest arises, 
and/or failure to divest himselflierself of hisher shareholdings or interests in 
private business enterprise within sixty (60) days from such assuniption of public 
office when coiiflict of interest arises: Provided, however, that for those who are 
already in the service and a conflict of interest irises, the official or employee 
innst either resign or divest himselfherself of said interests within the periods 
herein-above provided, reckoned from the date when the conflict of interest had 
arisen; 
Engaging in or supporting acts of insurrection, rebellion, sedition, and other 
crimes against public order as defined in 'I'itle Three, Rook Two of the Revised 
Peiial Code and commission of crimes against national security aid the law of 
nations as defined in Title One, Book Two, Chapters One, Two, and Tkuee of the 
Revised Penal Code; and 
M I  other grounds for disciplinary action as may be provided for by law. 
(qq) 
(rr) 
(ss) 
Chapter 2. ~
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Yurisd.idion 
SEC. 190. 
Ouigiml Jurisdiction. - The heads of departmeriis, agencies, bureaus aid 
instrunientalilies of the national government, constitutional offices, the proper disciplining 
authority of state universities and colleges, government - owned and colrirolled corporations 
with original charters or created under special laws, and local government units shall have 
original jurisdiction to investigate and decide disciplinary cases against their subordinatc public 
officers and employees. 
They shall also retain original jurisdiction over public officers and eniployees who are 
already separated from the service but who, while still in ihe service committed an offense. 
Sec. 191. 
Opigeinnl Jurisdicficaun of Siirersu or ~
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Regional OJficc 
Head. - The heads of bxreaus or department- wide regional offices shall havc jurisdiction over 
offenses committed by iheir subordinate public officers aid employees. 
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Sec. 192. 
OrigianlaE  io^ of the  is§^^^^. - The Commission shall have 
exclusive administrative dkciplinary jurisdiction over its pubiic officers and employees. It shall 
have concurrent original disciplinary jurisdiction over public officers and employees of the 
departments, agencies, bureaus, state univcrstlies and colleges, government-owed and controlled 
corporations with original charters or created under special laws, and local government units. 
In disciplinary cases where agencies have original and concurrent jurisdiction, the 
agency wlJich first take cognizance of the case shall exclude the others. 
The Commission may, motu proprio, 
initiate the investigation and 
filing o f  
adminiskative charges against public officers and employees who violate the provisions of this 
Code and other pertinent civil service laws, rules and regulations. For this purpose, the 
Commission shall conduct fact-finding investigation and require 
though the issuance of 
subpoena duces tecum and similar processes the production of records necessary to resolve the 
case. 
Any person who impersonates another in civil service examinations, possesses or uses a 
codigo or crib slieet, swaps assigned examinee numbers, is in coliusioii with examination 
personnel in any examination related anomaly, tampers with the examination records, possesses 
and uses fake certificate of eligibility, submit fakes eligibilities and tampers with ,the results, sells 
civil service alpplication or examinati.on forms, misrepresents material facts, makes fake 
statements or forgeries or commit any other Eraildulent acts which adversely affect the integrity 
of civil scrvice examina-tions, bwt who at tlx time of the commission of any of the 
aforementioned acts is not ernployed in tbe government, shall liiccwise be under exclusive 
original jurisdiction of the Commission. Such person, or the manager, corporate secretary, 
treasurer or finance officer, and other kcy officers of the review center foound to have committed 
examination irregularities, may be liable for the administrative offenses of Dishonesty, Grave 
Misconduct avid Coiiduct prejndicial to the Best Interest. of the Service. He/She shali be imposed 
the penalty of dismissal from the service, which shall be deemed served. The accessory penalties 
of perpetual disqualificat.ioi from holding public oiice and bar from taking futnre civil service 
examinations, and caiicellation of civil service eligibility shall be imposed, without prejudice to 
criminal prosecution. 
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(a) 
Administrative proceedings may be commenced motu propvio against a 
subordinate public officer or employee by the proper discipliniag authority or 
head oE department or agency or upon a swcrn written complaint of any other 
person. The complaint shall be accompanied by sworn statements covering the 
charges and those of the witnesses together with documentary evidence, j.f any. 
On the basis of the sworn written complaint and supporting papem filed by any 
other person, the disciplining authority shall require the person coinplaincd of to 
explain why no administrative case should be filed. If the disciplining authority 
does not find a prima facie case, the complaint shall be dismissed; othenvisz, a 
formal charge shall be issued in accordance with the provisions of this Code. 
The respondent shall be furnished with copies of the complaint, sworn siatemmts 
and other documents submitted. 
In administrative proceedings iuitiated by the discip1inin.g authority or head of a 
department or agency, the formal charge shall be issued only after the disciplining 
authority finds a prima facie case in accordance with the provisions of this Code 
or when the disciplining authority has personally obserrved or has direct personal 
knowledge or actually caught the offender in the act of committing the 
administrative offense. 
(b) 
(e) 
SEC. 194. 
Issua~tce of a Formal Chcirge. - The formal charge shall stale the 
specifications oftlie offense and shall require the respondent to submit an answer in writing and 
under oath together with supporting sworn statemeuts covering liisiber defense and those of 
witnesses together with tile docunientary e\iidence, if any. The respondent sliall be allowed at 
least seventy-two (‘72) hours but not mort: than five (5) days from receipt of the formal charge to 
submit an answer arid the affidavits of the witnesses, i€ any, arid shall be infomed of his/her 
riglit to counsel and to indicate whether or not he/& elects a formal i1ivestigai;ion.  in^ cases 
when the respondent submits a request for clarification, a bill of particulars or a motioli to 
6.2 


dismiss which are obviously designed to delay the ahinistralive proceedings, the same shall be 
considered as answer. 
SEC. 195' 
Fi?i.azoE ~ ~ V e S ~ ~ ~ f ~ t ~ o J ~ '  
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(a) 
If lhe respondent has elected a forinal investigation, the disciplining authority or 
the duly authorized representative shall condnct the formal investigation v d i  a 
notice issued within five ( 5 )  days from receipt ~ f t h e  
answe,r. 
Compiaiiiant and respondent may avail themselves of the services of counsel and 
(b) 
may require the atteiidance of whesses by subpoena ad testiJicandum aid the 
production of docnrnenfary evidence through the compulsory process o f  subpoena 
duces lecunz. 
Even if the respondent does not request a formal investigation, such investigation 
sliall be conducted when, on the basis of the allegations in the cornplaint and the 
answer of the respondent, including supporting documents, the merits of the case 
cannot be decided judiciously without conduc~ting such investigaticn. 
The formal investigation shall be commenced not earlier than five (5) days nor 
later than ten (10) days from receipt of the respondent's answer. The investigation 
shail be conducted to ascertain the truth. without strictly adhering to technicai 
rules applicable to judicial proceedings. Hearings shall be continuously held arid 
the investigation terminated, if possible, within ten (10) days rrom its 
coirmeiicemeiit, especially for grave offenses, uniess the period is extended by 
the disciplining a-ztliority in meritorious cases. 
The direct evidence for the complainait and the respondent shall consist of the 
swoin sVdtenients aid docunien ts submitted in support of the complaint or answer, 
as the case may be, without prejudice to the prasentdtion of additional evidence 
deemcd riecessmy but was unavailable: at the time of~ihe filing ofihe coaplaint or 
answer, upon which cross-examination by the respondent and the complainant, 
respectiveiy, shall be based. 
(c) 
(d) 
(d) 
&C. 196. 
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nndRecords of Case. - The hearing officer shall 
submit to the disciplining authority the report of investigation wielin tell (10) days from t:?e 
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termination of the iiivesligat on. The report shall contain the findings and recorninendations 
together with the complete record of' the case which shall be properly and securely bound, all 
pages numbered consecutively, and w?th a table of contents. 
SEC. 194. 
Decision. 
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The proper disciplining authority shall render a decision 
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within the period and in the form and content as provided for in this Code. 
SEC. 198. 
Preventive Suspension. - Notwithstanding any provision of law to the 
contxary, the proper disciplining authority may preventively suspend a respondent formally 
chayged with dishonesty, oppression, grave misconduct, gross neglect in the performance of 
duty, if there are reasons to believe that respondent is guil'ly of the charges which would warrant 
removal from office and that there is a great probability that the continuance in office of the 
respondent could influence the witnesses or pose R threat to the safety and integrity ofthe records 
and other evidence. In no case shall preventive suspension exceed ninety (90) days or last for the 
duration of the investigation, whichever is shorter. 
SEC. 199. 
LiJtiitg o j  Preventive Swspension Pending Administrative Investigatiofi~ 
- When the administrative case against the respondent under preventive suspension is not 
decided by the disciplining anthority within the period of ninety (90) days after the date of 
suspension, the respondent shall be automatically reinstated in the service; Provided, that when 
the delay in the disposition of the case is due to the fault, negligence or petition of the 
respondent, ihe period of delay shall not be included in computing the period of suspension 
herein provided. 
Chapter 4. Decision 
SEC. 200. 
When ti, Reader Decision. - The proper disciplining authority exercising 
original jurisdiction arid those exercising appellate jurisdiction shall render their decisions within 
sixty (60) days from the date o%the submission ofthe case for decision. 
SEC. 20 I .  
Form auzd Content of Decisiorz. - The decision, pnperly designated as 
such and under Uie signature of the proper disciplining authority, shall contain the charge, the 
name of the respondent, the position 'and office of the respoudent, a brief slatement of the 
material and relevant facts, findings, offense committed and the penalty imposed. 
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CEC. 20%. 
Service qfDeci,~locrn. - 
(a) 
A copy of the decision shall be served on the complainant and the respondent 
through their respective counsel, if any, within five ( 5 )  days from its 
promulgatiou. 
Disciplining authorities shall furnish their superiors with a copy o f  the decision 
within five (5) days from the date of its promulgation. 
(b) 
SEC. 203. 
Finality @Decision. - 
(a) 
Without prejudice to the power of review by the Commission, and its powers to 
decide cases on appeal as provided for in this Code, the decisions of the; heads o f  
departments, agencies, and insbunentalities of the National Goveinment and the 
discipliniiig authority of state universities and colleges, government-owned and - 
controlled corporations with original charters or created under special laws, local 
government units shall be final and executory, if the penalty imposed is 
siispension of not more tlmi thirty (30) woi:kjllp days or a fine of not more thai 
thirty (30) working days' pay. 
Without prejudice to the power of review by the Cornmission and its powers io 
decide cases OR appeal provided for in this Code, the decision of' the h.ead of the 
bureau or department-wide regional office shall be final and executory, if the 
penalty imposed is suspension of not more than thirty (30) working clays or a fine 
o f  not more than thirty (30) working days' pay. 
The decision in a disciplinary case becomes fiaal upon expiration of the period 
within wliich to file a motion for reconsideration and no such motion is filed. 
(b) 
(c) 
SEC. 204. 
(a) 
Execation of Deckion. - 
The decisions of heads of agencies and other cliscipiiiiing authorities shall be 
iminediately executory upon receipt of a copy thzreof by 'he parties concerned, 
even pending appeal. 
Decisions of the disciplining authority in disciplinary cases shall be imtnediately 
executory unless a motion for reconsideration is seasonably filed, in which case 
(b) 
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the execution of the decisions shall be held in abeyance pending resolution of the 
motion. 
The filing and pendency of a petition for certiorari with the Supreme Court shall 
not stop the immediate execution of the decikion of the Commission, unless the 
Court issues a restraining order or a w i t  of preliminary injunction. For this 
purpose, no other Courts can issue a temporary restraining order or a writ of 
preliminary injunction against the Commission. 
(c) 
Chapter 5. Administrative Rer~dties 
SEC. 209. 
Penalties That Mey Be Imposed. - Heads of departments and agencies 
and other disciplining authorities may impose the penally of reprimand or c,ensure, fine in an 
amount not exceedi.ng six (6) months' salary, suspension without pay for not moxe than one (I) 
year, demotion in rad< or pay, or dismissal from the service. 
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SEC. 206. 
binposition of Penalties. - 
(a) 
hi 1netin.g out punishment, the same penalties shall be imposed for similar 
offenses aid oiiiy one (1) penalty shall be imposed in each case. In the imposition 
of these penalties, the disciplining authority shali talce into coiisideration the 
circumstances which may either exonerate the respondeiit from any liability, 
mitigde or aggravate the offense 
In the imposition of the proper penalties, the administrative offenses or causes for 
disciplinary action mentioned in this Code shall be categorized into light, less 
grave, and grave. 
The Coinmission shall promulgate rules and regulations on the classification of 
administrative offenses iiQo light, less grave and grave and shall prescribe the 
corresponding principal and accessory penaltics such as cancellatioil of eligibility, 
forfeiture of retirement benefits, disqimiirication fiom employment, reinstatement, 
reeinployinenl, or promotion, and bar from taking civil service examinations. 
(b) 
(c) 
I 
SEC. 207. 
Efleect oJAdminisimtive Penalties. - The pena1.t~ of dismissal shall result 
in the separation of the respondeiit from the service. 
Dismissal shall carry with it the 
cancellation of civil service eligibilities, forfeiture of retirement benefits, xnd disqualificatiou 
G7 


from employment in the goverimeiit whether appointive or eiective and disqualkfkation to run 
for any public office even if the case is pending on appeal. However, in case of forfeiture of 
retirement benefits, the CSIS shall return both the eniployee's and employer's contribdtion to the 
national government. 
Although decisions imposing the penalty of dismissal are immediately executory, no 
permanent appointment pending appeal shall be issued to replace the dismissed employee. In the 
interesk of the service, however, designation inay be resoited to until the case is resolved with 
finality. 
The penalties of demotion, suspension and fine shall disqualify the respondent from 
receiving certain benefits or from promotion for a peri.od based on the gravity of the penally 
imposed in accordance with the rules prescribed by the Commission. 
SEC. 208. 
,??fleet ofDenti2 OH Perziliizg Crrses. - Pending disciplinary cases shall be 
deemed terminated upon the death of the respondent except when expressly requested by the 
heirs of the respondent. 
SEC. 209. 
&fleet of Exconer*ation and Otker .Pexalties* - Upon exoneration, the 
respondent shall be restored to hisher former position without loss of seniority and other rights 
or to a comparable or equivalent position in case of reorganization. He/She shall also be entitled 
to payment of back salaries and other benefits for a period not exceeding five, (5) yeas including 
the period of preventive suspension, if any. 
Chapter 6. ~
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Remedies 
SK. %IO. 
,4I?i.?eal. - 
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Who May Appeal. only the party adversely affected by the decision, may file an appeal. 
However, when there are very strong reasons, as determined by the Commission, to believe that 
the complainant is a victim of injustice, hdshe may aiso be allowed to apped to the Commission. 
R~esuireinents for Anpeal. - 
(a) 
Unless a motion for reconsideration is seasonably filed, the appeal shall be filed 
with the prope1 authority within fifteen (1) 
days from receipt of the decision, 
together with a notice of appeal to the disciplining authorily who rendered the 
decision, 
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(b) 
The appeal shall state the appellant's date ofreceipt of the decision and the date of 
the resolution on the motion for reconsiderartion, if any, together with the grounds 
for appeai and the arguments in support thereof. 
SEC. 211. 
(a) 
Where To Appeal. - The appellant may appeal to the following: 
In case of decisions rendered by heads of departments, agencies, state miversities 
and colleges, provinces, cities and municipalities and instrumentalities of the 
national goveinment and the disciplining authority of government-owned or I 
controlled corporations with original clmrters, where the penalty imposed is 
suspension of more than thirty (30) working days or a fine equivalent to more 
than ihiity (30) working days' salary, the appeal shall be brought before the 
Coinmission; and 
In case of decisions of the head of buream or department-wide regional offices, 
ihe appeal shall initially be made to the departnieiit secretary and then to the 
Commission if the penalty imposed is suspension of more than thirty (30) 
(b) 
working days or fine equivalent to more than thirty (30) working days' salary. 
SEC. 21%. 
Afotionfor Recortsidererntioion. - A motion for reconsideration rri~y be filed 
during the period for filing an appeal on the following grounds: 
(a) 
(b) 
(c) 
Newly discovered evidence which could materially affect the decision rendered 
The decision is not supported by the evidence on record; or 
Errors of law or irregularities have been committed prejudicial to the interest of 
~ either party, 
Only one (1) motion for reconsideration shall be entertained. 
A motion for reconsideration shall suspend the running of the period for appeal. The 
motion for rcconsideration shall be resolved within thirty (30) days from receipt thereof. 
SEC. 213. 
 ema and of cases Dire to ~ a c l i  
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~roce.ssl - ~f the case on appeal 
with the Commission is renianded to the proper disciplining authority for fiirther invesiigat.ion 
due io lack of due process, the said disciplining anthority shall finish the investigation within 
thee (3) calendar months from the date of receipt of the records from the Commission, iinless 
the investigation is delayed due to thc fault, iiegligence or petition of the respondent, or an 
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extension is grmted by the Comiiission in meritorious cases. The period of delay shall not be 
included in the computation of the prescribed period. 
Within fifteen (15) days €ram the temiination of the investigation, the disciplining 
authority shall render 3s decision. If'at tlie end of said period, the disciplining authority fails to 
decide tlie case, the Commission shall vacate and set aside the appealed decision and declare the 
respondent exonerated of the charge. If the respondent is under preventive suspension, he/she 
shall be immediately reinstated and shall be entitled to back salaries and other benefits. 
SEC. 21~4. 
Petition for Review. 
- Pursuant to this Code, the Conmission may 
review decisions rendered by its regional offices and other disciplining authorities dismissing a 
complaint for lack of a prima facje case, subject to rules and regulations the Cornmission may 
prescribe. 
Sec. 215. 
Removrrl of ~ c ~ ~ ~ ~ ~ s ~ r u ~ i v e  
Peidties or Dimhilities. 
- Upon 
recoininendation of the Commission, the President may commute or remove administrative 
penalties or disabilities imposed upon public orficers or employees in disciplinary cases, subject 
to such tenns and conditions as lidshe may impose in the interest of the service. 
Title 11 
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Chapter 1. Limitation on Appointments 
SEC. 216. 
Appoinfment of Elective Qflcers. - Except as provided for in the 
Constitution, no elective officer shall be eligible €or appointment or designation in any capacity 
to any pubiic office or position during hisiher tenure. 
Sjec. 217. 
Cmdidute Who Lost in un .@ection. - No candidate who lost in any 
election shall, wif~hiii one (1) year after such election, be appointed in any capacity to any officc 
in the goveninient or any state university and college, government-owned and -.controlled 
corporations with original charters or created uider special laws, local governmelit units. 
Neilher can they be hired within the same period. as consultants or under contracts of servicedjob 
orders in said entit,ies. 
SEC. 218. 
Xesigization Before Election. - A person who resigned from the service 
wilhin three (3) months bcfore any election arid engaged in iuiy poiitical activity shall not be 
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eligible for reemployrrieiit in the government during the six (6)-month period following such 
election. 
Sxc. 219. 
Prohibition Agaimt Ilddiiag Ariotker C@CE or ~
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otherwise allowed by law or by the primary functions of the position, no appointive officer shall 
hold any other office or employment in the government or any subdivision, agency or 
instrumentality thereof, state universities and colleges, goveumnent--owned and -controlled 
corpomtions with original charters or created. under special laws, and local government units. 
Soc. 220. 
Prohihition D w i ~ g  Election Pe~iod. - 
No appointment, whether 
original, transfer, reemployment, reappoiritment, renewal, promotion and demotion, regardless of 
status, except in the case of reinstatement, shall be issued forty-five (45) days before any national 
or local election except barangay and sangguniang lsabatasu, elections 
to last until the 
assumption of the newly-elected or reelected appointing officer. No consultancy, job order or 
contract of service shall also be entered into during the said period. However, in the exigency of 
the service and subject to the authority by the Commission, the appointing authority may issue 
appointments after the election and until the assumption of tlie newly elected or reelected 
appointing officer provided the following concur: 
(a) 
(b) 
A vacancy occur red^ during the prohibited period; 
There is need to fill up the vacancy immediately in order not to prejudice public 
service and/or endanger public safety; 
(c) 
The appointee is qualilie4 
(d) 
The appoin?ment has gone through the usual requirements like publication, 
regular screening by the Persomiel Selec~tion Board arid concurrence by the 
Saigguriian, as the case may be. 
All appointments issued before the prohibited period shall take effect immediately, 
notwithstandi~ig any provisions in the appointment to the contrary and the appointee sl~all 
assume the position within thirty (30) days from issuance thereof. Failure of the appointee to 
asstime the position within said period shall make the appointment ineffective. 
SEC. 221. 
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by an 
~~~~~~~g Appointif??g 
No appointment in national or local agencies, state universities and colleges, 
AatPzorily. 
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governnient-owned and -controlled corporations wit11 original cliarters or created mder special 
laws shall be made by any outgoing appointing authority within thm? (3) moEths before the end 
of hisiher term of office or retirement. This prohibition shail also apply to outgoing appointing 
authorities who hwe previously manifested their intention to resign from office. In which case, 
the prohibition sliall commence from the date of formal manifestxtion to resign but shall not be 
more than three (3) months from the effective date of resignation. 
However, in the exigency of the service, interim appointments may be issued which shall 
not exceed three (3) months froni the time the appointing authority ceases to hold office. 
This prohibition shall embrace all lcinds of appointments whether original, transfer, 
reemploynient, reappointrnent, renewal, casual, contmctual promotion, or demo tion, regardless 
of status. 
SEC. 22%. 
lar~hibitio~ 
Agaiwrst Appairztment 01 A Person Who Is a Permanent 
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national agencies, stale universities and colleges, goverment-owned or controlled corporation, 
and local government iinits shall be issued to a person who is a permanent resident or immigrant 
of a foreign country, unless it is shown by clear evidence that he/she has made an irrevocable 
waiver of hisiher status as a pennanent resident or inmigrant of a foreign country before such 
appointment. 
No appointment shali lilcewise be issued to a green c a d  holder unless it is shown by clear 
evidence that heishe has made an irrevocable waiver of that status or that he/she has surrendered 
hisilier green card to the appropriate U.S. authorities. 
SK. 223. 
Pi~~hiliitio~ 
Against S u p ~ r ~ t ~ i t i i i  
by Non-career persortnel. - Subject to 
the rules to be promulgated by the Coinmission, no consultant, contractual or non-career 
personnel shall be designated to my position exercising control and supervision over regular md 
career personnel in the government. 
SEC. %24. 
~ r f f f ~ ~ ~ ~ ~ ~ f f ~  
A&&& 
Contmcting of Regular functions. - 
A person 
issued a contract. of service si-iall not discharge duties pertaining to a career or non-cxecr semice 
position or/and neither sliall an institution perrorm any of the regular function of the contracting 
agency. Provided, however, that the agency may eiiter into a contract of scrvicc to undertake 


fioii-regular functions or support services for the governnient for a specific period where 110 
employer-employee relationship exists bctweeii the' individual or the insti~tution and the 
goverruneni subject to the rules and regulations promulgated by the Commission. 
SFC. 225. 
Ecclesiastic. - No priest, preacher, minister, or other religious teacher, or 
dignitary as such, shall be employed in the civil service system except when SLIC~. priest, 
preacher, minister, or dignitary is assigned to the Armed Forces oftlie Philippines, the Philippine 
National Police or to any penal or correctional institution, or any government orphanage or 
leprosarium. 
SEC. 226. 
1Vepotisri-z. - The act of issuing an appointment in the national, or in any 
branch or instrumentality thereof, or in state universities and colleges, government-owned and - 
controlled corporations with original charters or created under special laws, local govenmient 
units to a person who is related within the third (3rd) civil degree of consanguinity or dfinity to 
the appointing or recommending authority, the chief of bureau or office, or of the person 
exercising immediate supervision over hidher, is hereby prohibited. 
The following positions are exempl: from the operation of the law and rules on nepotism: 
(a) 
Primarily confidential; 
(b) 
Highly technical; 
(c) 
Policy-deterniinirig; 
(d) 
Physician; and 
(e) 
Teacher and professorial swlf. 
The term 'te.acher' shall refer only to those actually performing classroom instruction in 
both public elementary and secondary schools. 'Professorial staff' shall denote members of the 
faculty including iiistructors of state universities or colleges primarily engaged in academic 
activil.ies such as teachiiig in the tertiary level, research and cuiTiculum development, anlong 
' others. The designation of professorial skdfto non-professorialhon-academic positions shall not 
be covered by this exemption. 
The restrictions rneniioned in this Seclion~ shall not be aFplicable to a menlber of any 
family, who, after appointment to any position in au office or bureau, contracts marriage with 


another employee in the same office or bureau, or those who were affected by reorganization in 
which event the employment or retention therein of both husband and wife may be allowed. 
The prohibition shall not also apply in case of promotion if the person to be promoted 
occupies a career and next-in-rank position, or to those devolved to local goverriment units or 
who were alfected hy reorganization or to any member of a personnel selection board. 
Chapter 2. Other ~
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SEC. 227. 
Political Activity. - No public officer or employee in the civil service 
system liolding a non-political position shall engage in any electioneering or patisan political 
campaign or take part in any election except to vote, nor shall use official authority or influence 
to coerce the political activity of any person or body. 
Nothing herein provided shall be 
understood to prevent any public officer or employee from exprossing views on current political 
problems or issues, or from inentioiling the names of candidates for public office whom he/she 
supports; Provided, that public officers and employees holding political offices may take part in 
political and electoral activities but it shall be unlawfd for them to solicit contributions from, or 
subject their subordinates to commit any of the prohibited acts under the Election Code. 
Iii this regard, membership in any political party shall he considexed as engaging in 
partisan political activity. 
SEC. 228. 
Appointment ofiWi1lkkm:y Personnel in the Civil Sersice System. - It shall 
be unlawful for any member of AFP in the active service to be appointed or designated in m y  
capacity to any civiljm position in the government, state universities and colleges, government- 
owned and -controlled corporations with original charters or created under special laws, local 
government units. 
SEC. 229. 
Additiorznl or DoribZe Goi~pensatiorz. - No elective or appointive public 
officer or employee shall receive additional, double, or indirect compensation, unless s-pecifically 
authorized by law, nor accept any present, cmolumerlt, office, or title of any kind rrom my 
foreign government unless allowed by law. 
Pensions, gratuities or honoraria shall not be considered as addj.tiona1, double or illdirect 
compensation. 


SEC. 230. 
Detail or Remsignnzent. - Except when the exi~geiicics of the service 
require, no public officer or employee of the government shall be detailed or reassigned three (3) 
months before any local or national election. 
SEC. 231. 
Courtesy ~ e ~ i ~ i ~ ~ i ~ o ~ ,  
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It shall be unlawful for any public officer, 
elective or appointive, to require public officers and employees within hisher jmisdiction to 
submit courtesy resignations for tvkttever reason or purpose. 
SEC. 232. 
Appointment ardor Transfer of 
@@em 
and Employees of Cpvmighhl' 
Ageizcies. Uiiless allowed by the Commission in meritorious cases, heads of oversight agencies 
and their staff are prohibited froin transferring or being appointed to auy position in the 
departnieIit/agency/o~~ce/locai 
government unit which bidher unit is assigned or Aesignated to 
oversee within one (1) year after termination of swh assignment or designation. 
BOOM VI. ~
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'Title 1 - Tesmiaatlon (if E
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Modes of Terzirtaiion OF ~
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terminatiiig employment in the government; 
(a) 
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- A public officer or employee shall be considered separated from the 
service effective on the date of acceptance of the resignation by the officer 
authorized to do so or thirty (30) days from the submission thereof. 
Cmzdidacy . An appointive public officer or eniployee shall be ipso fielo 
separated from the service on the date of filing of the certificate of candidacy for 
an elective position. 
&z68fh 
- Upon proof of death, the public officer or employee shall automatically 
be recorded as separated from tlie service. 
Permtnrzent DiLsnbility - 111 case o f  permanent disability which shall render tile 
public officer or employee incapable of performing the official duties, the 
department or agency liead inty terminate such public oficer or employee. 
Expirnfion of Period of ~
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- The services of a public omcer or 
employee appointed for a fixed period, or for a specific project or whosz 
(b) 
(c) 
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(e) 
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appointment are coterminous with the appointing officer shall be terminated upon 
the expiration of the period of employment, completion of the project, or at the 
end o f  the term of the appointing officer, unless otherwise earlkr validly 
separated. 
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the §ewice - A public officer or employee who goes on leave 
without proper authority OK fails to return to duty after the expiration of the 
authorized leave, without valid reasons, and for other grounds mder existing 
rules, shall be dropped fiom the service in accordarice with the regulations 
proinulgatecl by the Commission. 
Cobnviction - The services of the public officer and employee shall be considered 
terminated upon conviction by h a 1  judgment of a crime where the penalty carries 
with it the accessory penalty of perpetual or temporary absoluic or special 
disqualification to hold public olfice. 
Refirenzeizt - Any public officer or employee who reaches the compulsory 
retirement age and ineels the service requirement shall be retired under tlie 
provisions of the Retircinent Law, unless bisiher services are miended by the 
Commission in accordance with its rules and regulations. Optional retirement 
pursuant to law likewise terminates official relations. 
Expimtioat of Ten~povavy Appoiittmeaf - The services of a public officer or 
employee with temporary appointment shall automatically be terminated upon the 
expiration of the appointment. 
DisappovaE o f A p p o i m t ~ ~ e ~ t  
- The services of a public officer or employee are 
considered terminated upon the final disapproval of the appointment by the 
Coimnission. 
SEC. 234. 
Reductioxe in Force. - The head o*c a department or agency may reduce 
its staff due to lack of work or funds or due to a change in the scope or nature of an agency's 
program, or as a result of reorgmization, subject to the rules alld regulations which the 
Cornmission shall prescribe. 


‘ m I C  IT - ~~~~~~~~1~ almdi 
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Chapter 1. Liabilities 
SJCC. 255. 
Liability ~J’sppointing ~
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- No person employed in the civil 
service system in wiilhl violation of this Code skd1 be entitled to receive pay from the 
government. The appointing authority responsible for such ~ d a v h l  
eniployinent shall be 
personally liable for the pay that would have accnied had the employment been lawful. 
Likewise, the Commission officials or employees who caused the approval of such unlawful 
employment and was proven to have connived or conspired with the appointing authority shall 
be personally liable for the pay that would have accrued thereof had the employment been 
lawful. 
The disbursing public officers shall make payment to the employees of such amount from 
the salary of the public officers or employees so liable. 
SEC. 236. 
Liability o ~ ~ ~ s b l c ~ s ~ ~ ~ ~  
Plcbtic oJIj%cers. - Except as may otherwise be 
provided by law, it shall be urilawfd for a treaswer br other fiscal public officer or employee to 
deduct any amount for contributions or payment of obligations other than those due to the 
government or its instrunieiitalities. 
SEC. 237. 
Cri~ziml 
Liabiiikji. 
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Whoever makes any appointment or employs any 
person in willful violation of any provision of this Code or the rules and regulations issued 
thereunder; or whoever commits fraud, deceit or intentional misrepresentation of material facts 
concerning any civil service matter; or whoever violates, refuses or neglects to comply with any 
final decision or order of the Commission, shall, upon conviction, be punished by a fine not 
exceeding Ten Thousand Pesos (Pl0,OOO.OO) or by imprisonment of iiot less than three (3) years 
nor more than five (5) years or both at the discretion of the coirt. 
The same penalty of fine or imprisonment or both as provided above and pemiarient 
disqiialificatioii from holding public office shall be imposed upon any appointing authority who 
willfully violates my of the provisions of this Code iiicluding failure to abide by the rules 
promulgated by the Conmission or lo inzplerneiit a Coinmission reappointment ordei, 


Title: 1x1 I Fees and Attthority to 
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Oaths 
Chapter 3. Collection of Pees 
SEC. 238. 
A u l h ~ r i t ~ ~  
to CoZkct Fees, - The Commissiou may collect and charge 
fees for civil service examinations, certification of civil service ratings, service records, appeals 
in disciplinary and non-disciplinary cases, training cowses, seminars and worltshops i,n personnel 
inanagemelit, and for services rendered on other civil service matters. For this purpose, the 
Comnission shall prescribe standard and reasonable rates for such examination, certifications, 
training courses, semimrs and worlcshops and other activities or semices, tb.e fees f o i  which are 
not provided by law or regulation. No fees shall be collected in examinations given for the 
selection of scholars. 
Chapter 2. Authority of Public Officers to A
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Take Testimony, and Prosecute Cases in Coart 
SEC. 239. 
Who May Adkinister Oaths. - The Chairperson and Members of the 
Commission, public officers occupying third level positions and other public officers and 
employees of the Corimissiou and other deparhents or agencies designated in writing by the 
Chairperson, may administer oaths as may be necessary in a transaction of an official business 
and take a testimony in connection with any authorized investigation. 
Title IV - P i s c a l ~ ~ ~ o n o ~ ~ y  
and Use o f  A ~ ~ ~ o ~ r ~ a ~ ~ o ~ ~ s  
asid Income 
Chapter I. Fiscal Autonomy 
SZC. 24.0. 
Fi~scffl 
Aztionorv~y, - 'The Commission shall enjoy fiscal autonomy. It 
shall determine tlu, a.rioun~t of its annual budgct requirements for its operating expenses, and 
capital cutlays which shall be proposed to Congress in accordance with existing budget laws. Its 
approved aiinual appropriations shall be automatically and regularly released in full. 
The Cornmission shall have the flexibility to utilize its appropriations, and its income, for 
opevating and capital expenses, acquisition, supplies, repairs and maintenance of office 
equipment and facilities subject to tlic provision of law. 
g?hapkW 2. A i ~ t ~ o ~ ~ ~ y  
to Use A
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SEC. 241. 
A&fO?'i& 
to Use A ~ p r o ~ r ~ ~ ~ i o n ~  
and hcome. 
I The Coininission is 
liereby authorized to use such sums appropriated in the annual appropriatioiis act, includiilg all 
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balances of existing certifications, to accounts payable of prior years which have not yet been 
reverted. to unappropriated suplus, within a period^ of two (2) gears, as aze necessary lo carry out 
the provisions of this Code. 
The Commission is also authorized to augment any item in its 
appropriations from savings actually released for any official purpose at its discretion. 
The Commission is &*her authorized to directly use its income dcrived from fees, cost 
for services it may assess and levy, and such other proceeds generated in the performance of its 
functions for its operating expenses, for personnel and organizational development as well as 
acquisition, repair and maiiitenance of office equipment, facilities and supplies. 
Title V - 33amitox-y B r ~ i s i ~ n s  
SEC. 242. 
Abolisshed Offices, - All Commission public officers and employees 
whose offices are abolished by virtue of the provisions of this Code shall be absorbed in the 
central, regional and field offices of the Coinmission with no diminution of status, rank and 
salary. 
sxc. 243. 
VestedRiglzfs.. - Except as oThenvise provided in this Code, rights vested 
or acquired uiider the provisions of the Civil Service Law, rules and regulations and any other 
Act prior to the effectivity of this Code shall be respected. 
SEC. 244. Career Executive Sjwtenz Traasiforji Provisions. - Upon the cffectivity ofthis 
Code, all Career Executive Service Officers shall be accredited as Career Executive Officers. 
They shall be appointed to Career Executive Officer ranks corresponding to their Career 
Executive Service Officer rad<;. 
Career Executive Service Eligibles md Career Service Exccuiive Eligibles assigned to 
positions in the Career Executive System shall likewise be appointed to entry rank as Career 
Executive Officer. 
Those who possess Career Executive Service Eligibility sha!l be accredited as Career 
Executive Officer-Eligibles. Career Service Executive Eligibles who have not been assigned io . 
positions in the Career Executive System at the time of the effectivity of this Code shall be 
required to undergo further screening process. 
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Title V I  I Final Provisions 
SEC. 245. 
Fundi~g. - Funds needed to carry out tlie provisions of this Code shall be 
talsen from funds available in the Commission or in the absence or insufficiency thereof, from 
any lump suin appropriations to be included in the m u a i  General Appropriations Act. The 
appropriation shall cover the operating expenses of the Commission including the salaries, 
allowances and other emoluments of all its public officers and employees in its central, regional 
and field offices and for its projects and activities, subject to the accounting of such 
expenditures. 
SEC. 246. 
~ ~ p i e n z e ~ ~ i n ~  
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promulgate rules and regulations and set guidelines and standards to implemeiit the provisions o f  
this Code which shall become effective thirty (30) days after its publication in a national 
newspaper of general circulation. 
SEC. 247. 
Repealing CZauxe. - Republic Act No. 2260, Republic Act No. 604.0, 
Presid.ei1tia.l Decree No. 807, Presidential Decree No. 1, Presidential Decree No. 1409, Executive 
Order No. 135, series of 1987, Executi-ve Order No. 180 and Book V, Title 1, Subtitle A on tlie 
Civil Service Commission of Executive Order No. 292, series of 1987, arid Section 2 ofR.4 6758 
are hereby repealed. 
Section 2,, Rule IV, LOI, Section 42 of Pi3 205, Section 11 of PD 1752, 
Section 24 of RA 6770, Section 56, Title VIII aid Section 46, Title VI of RA 7157, Sections 77, 
79 and 85 ofRA.7160, Section 5 of M7836, Section 18 (a) ofRA 7875, Section 1 o f l U  8190, 
Section 42 of 1ZA 8291 and Section 21 of RA 8551 are hereby amended or modified accordingly; 
and all l a w ,  decrees, orders, circulars, rules and regulations or any part tliereof which are 
contrary to or inconsistent with any provision of this Code are hereby repealed or modified 
accordingly. 
SEC. 248. 
application to this Code. 
$ ~ p ~ l e ~ e r z ~ ~ n l i l ~ ~ ~ ~ i * ~ ~ ~ .  
- The Kules of Court shall have supplemental 
SK. 249. 
Sepambilify. - If any provision of this Code OK its application to any 
person or circumstances is declared invalid, such declaration shall not affect the other provisions 
of this Code. 
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SEC. 250. 
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in Favor of Employees. . All doubts in the implementation 
and interpretation of the provisions of this Code including its implementing rules and regulations 
shall be resolved in favor of employees. 
SEC. 258. 
E,TectiviViky. - This Code shall lake erfec'c ihkty (30) days following its 
publication in the Oficiai Gazette or in a natioiial newspaper of general circulation in the 
Philippines. 
Approved,