1. Updates on SSL4 Legislation
By:
Atty. Ma. Rica A. Gatchalian-Pineda
PGEA Legal Consultant

2. Historical Background of Salary Standardization Laws
Name of Law
Date Passed
Principle
RA 6758 (SSL1)
01 July 1, 1989
Equal pay for substantially equal work
Joint Resolution 1 (SSL 2)
07 March1994
To make it more responsive to the economic needs of government employees, etc.
Joint Resolution 4 (SSL 3)
17 June 2009
To encourage excellent performance and productivity and to clearly distinguish differences in levels of responsibility and accountability among government officials and employees

3. Status of SSL4 Legislation
PGEA Actions
Constitution of TWG to recommend increases for government employees
Appeals to OP, DBM, Senate and House of Representatives to facilitate legislation of SSL4 that will provide reasonable Total Compensation and correct previous flaws

4. Status of SSL4 Legislations in the House of Representatives
HB02920 filed by Cong. Gary C. Alejano
AN ACT ADOPTING AN OMNIBUS COMPENSATION AND POSITION CLASSIFICATION OF CIVILIAN PERSONNEL AND THE BASE PAY SCHEDULE OF MILITARY AND UNIFORMED PERSONNEL IN THE GOVERNMENT, AND FOR OTHER PURPOSES
Status: Under deliberation by the Mother Committee on

5. Status of SSL4 Legislations in the Senate
Committee Report No. 105 on SALARY STANDARDIZATION LAW was filed on February 26, 2015
Reporting committee(s)
Civil Service and Government Reorganization National Defense and Security Finance
Remarks: Recommending its Approval of SBN 2671 on Salary Standardization Law IV in Substitution of SBNos and 2372, Taking Into Consideration SRN-3 with Senators Trillanes, Recto and Escudero as authors

6. Salient Features of SBN 2671 on Salary Standardization Law IV
Coverage for National Government
All positions for civilian government personnel in the:Executive, Legislative, Judicial, Constitutional Commissions, and Military and uniformed personnel
Whether Regular, Casual, Contractual, Appointive, Elective, Full time or Part time
Excluded: Job orders, Contract of services, Non-organic personnel, GOCCs, GFIS, GICP and GCE

7. For LGUs
Salaries, wages, allowances and other emolument and benefits of officials and employees determined by their respective Sanggunians in accordance with RA 7160
May adjust salaries and wages if finances warrant

8. LGU may apply for total or partial exemption with CSC and DBM

9. Governing Principles of the Omnibus System for Compensation and Position Classification
Internal equity among government employees
Increases and promotions based on performance
Adheres to principle of external competitiveness
Easy to administer and responsive to current challenges

10. Salary Grades of Officials

11. For all other jobs, Salary Grades shall be classified and re-classified by the CSC using the following compensable factors for each job:
Competencies
Nature of Work
Accountability

12. Total Cash Compensation
Base Pay
Allowances and Other Pay
Cash Incentives

13. Base Pay

17. Administration of Base Pay Schedule:
Base Pay determined as follows:
Step 1 is for entry level and the hiring rate
Step 8 maximum amount of Base Pay in a Salary Grade
Increase in Base Pay based on performance based system approved by CSC
Progression only granted based on merit and fitness determined by performance and quality standards set by CSC

18. To be used for jobs paid on monthly rate basis
Daily wage rate :
Base Pay
  22 working days per month

19. Allowances and Other Pay
Amount given for work performed or which attach to all or specific jobs across all agencies
Specific Purpose Allowances given only to jobs under specific conditions or for special situations

20. Standard Allowances and Other Pay
PERA of Php2,000 per month
Uniform/Clothing Allowance
Year-end Bonus and Cash Gift
Overtime pay
Night Differentials

21. Specific Purpose Allowances
Subsistence allowance
Hazard Pay
Overseas and Other allowances
Represenatation and Transportation Allowances
Per diem
Special Counsel Allowance
Other allowances and benefits granted under specified situation, related to actual performance of work as determined by the DBM

22. Incentives: Limited to:
Productivity Incentive, CNA Incentive and other incentives accomplishment of agency performance targets and the generation of savings
Productivity incentive-
CNA Benefit-
Given pursuant to PLSMC Resolution No. 4. Series of 2002, PLSMC Resolution No. 2. Series of 2003, as may be amended by PSLMC
For GOCCs and GFIs, granted only upon showing of agency’s financial viability in addition to above
DBM shall issue rules for implementation
Health Maintenance Benefit – given in addition to PhilHealth Benefits
Longevity/loyalty incentive Anniversary bonus
Service incentive

23. Non-Dimunition in gross Total Compensation
Non-Dimunition in gross Total Compensation. Not applicable to allowances, remunerations and benefits received prior to effectivity of the Act

24. Penal Provisions and Civil Liabilities
Prohibition against additional compensation
COA employees prohibited from receiving salaries, allowances and other emoluments from any agency, except amount paid directly by COA
GOCCs, GFIs, LGUs, OSG, OGCC are prohibited from assessing or billing other agencies for services rendered by employees as part of their regular functions, for purposes of paying additional compensation to employees
Violations: RA3019, other penal laws, 6 years and 1 day but not more than 15 years

25. Where are we now?
No wage hike for 2015 for lack of funds. Government employees will have to wait until 2016 before any prospect of a salary increase materializes – DBM Sec. Butch Abad

26. Requests to OP as Stop Gap Measure
Increase in the monthly Personnel Economic Relief Allowance (PERA) from the present Php2,000 to Php5,000 to give government workers the capacity to somehow cope with the rising cost of living.
Increasing existing bonuses and incentives of government employees will be helpful.

27. Thank you and have a good day!