Updates on SSL4

Legislation
By:
Atty. Ma. Rica A. Gatchalian-Pineda
PGEA Legal Consultant

Historical Background of
Salary Standardization Laws
Name of Law
RA 6758 (SSL1)

Joint Resolution
1 (SSL 2)

Joint Resolution
4 (SSL 3)

Date
Principle
Passed
01 July 1,
Equal pay for substantially equal
1989
work

To make it more responsive to the

07
economic needs of government
March1994
employees, etc.

To encourage excellent
17 June
performance and productivity
2009
and to clearly distinguish
differences in levels of
responsibility and accountability
among government officials and
employees

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

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 2014-08-05

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. 1689 and 2372, Taking Into Consideration
SRN-3 with Senators Trillanes, Recto and Escudero as
authors

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

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

LGU may apply for total or partial

exemption with CSC and DBM

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

Salary Grades of Officials

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

Total Cash Compensation

Base Pay
Allowances and Other Pay
Cash Incentives

Base Pay

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

 To be used for jobs paid on monthly rate

basis
Daily wage rate :
Base Pay
-------------------------------------- 22 working days per month

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

Standard Allowances and

Other Pay

PERA of Php2,000 per month

Uniform/Clothing Allowance
Year-end Bonus and Cash Gift
Overtime pay
Night Differentials

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

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
agencys 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

Non-Dimunition in gross Total

Compensation. Not applicable to
allowances, remunerations and
benefits
received
prior
to
effectivity of the Act

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

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

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.

Thank you and have a

good day!