A pleasant morning! Through the years, the Public Sector Labor Management Council (PSLMC) and stakeholders in employee-management relations have been working together to promote and safeguard the exercise of the right to self-organization in the government sector. Public sector employees' organizations have served as a viable mechanism for fostering unity and harmony in the workplace, a cornerstone in achieving responsive and efficient public service. They are likewise instrumental in driving towards the paramount goal of delivering responsive and efficient public service.

 

For context, the 1987 Constitution guarantees the right to self-organization for government employees. Executive Order No. 180 (E.O. No. 180) entitled, Providing Guidelines for the Exercise of the Right to Organize of Government Employees, Creating a Public Sector Labor-Management Council, and for Other Purposes was signed on June 1, 1987. It authorized the Council to promulgate the necessary rules and regulations to implement the exercise of the right to self-organization in the public sector.                     

 

To carry out its responsibility, the Council promulgated the Rules and Regulations to Govern the Exercise of the Right of Government Employees to Self-Organize (Old IRR) on May 24, 1989. The 1989 IRR consists of Rules I to XI and an annex that amended Rule III - Organization Activities, Rule IV - Registration and Rule IX - Settlement of Disputes. It laid the groundwork for the exercise of the right to organize, a hereto unchartered area in public personnel administration.

 

Amidst the birth pains and growth pangs of fostering employee relations in the government workplace, a new set of implementing rules and regulations entitled Amended Rules and Regulations Governing the Exercise of the Right of Government Employees to Organize (Amended IRR) was issued on September 28, 2004. The amendment was drawn up to address gaps, mostly on policies relating to the right to organize. The amendments included provisions on the election of officers, reportorial requirements, run-off election, collective negotiation, collective negotiation agreements, unfair labor-management practice, settlement of inter and intra employees’ organization disputes, conciliation and mediation, jurisdiction and proceedings before the Council.

 

In line with the Council’s commitment to provide sound policies that will strengthen the exercise of the right to self-organization across the country, the Council and its Technical Working Group (TWG) revisited the Amended IRR sometime in 2015. The goal was to address the evolving roles of employee organizations, the increased recognition and appreciation of the right to organize and changing demands on and expectations of state employees in particular and on government service in general. The Civil Service Commission, through the Human Resource Relations Office (HRRO), facilitated consultation meetings, conducted surveys, and gathered feedback from stakeholders which include confederations, sectoral representatives, CSC regional offices and employees’ organizations. The comprehensive review of the Amended IRR was driven by the perspectives, ideas, insights, intentions, and experiences of various stakeholders. These include those responsible for reviewing and formulating provisions, implementing said provisions, and those who will be notably impacted by the introduction of new rules and regulations. So at this point, I wish to acknowledge the contributions of the different batches of TWG members, the employee organizations which profer constructive suggestions and all other stakeholders whose involvement and participation have enriched the entire exercise.

 

Towards this end, the Council promulgated what we now call the 2024 Rules and Regulations Governing the Exercise of the Right of Government Employees to Organize or the 2024 Rules on December 12, 2023.  The 2024 IRR incorporated latest Council policies on 1) functioning and administration of an employees organization, 2) establishment of employees’ organization transition group, 3) merger and consolidation, change of name and modes of dissolution of employees’ organizations, 4) determination of the sole and exclusive negotiating agent, 5) dispute resolution, and 6) automatic accreditation of the winner in a certification election. Moreover, the 2024 Rules also contain new provisions on conciliation services, effectivity of Collective Negotiation Agreements (CNAs); national employees’ organizations have now also been recognized.

 

The promulgation of the 2024 Rules is a testament of the Council’s commitment to continually improve and safeguard the exercise of the right to self-organization in the public sector. We recognize that the new rules and regulations may not be perfect, considering the dynamic environment they will operate within. However, this acknowledgment should not deter us from actively engaging in shaping the trajectory of employee relations in the public sector. Our bottomline is good employee relations is vital in advancing employee welfare and participatory governance.

 

So as we officially launch today the 2024 Rules and Regulations Governing the Exercise of the Right of Government Employees to Organize, may this event signal clearer, brighter, and better pathways in engaging employee organizations in the public sector and in cultivating employee relations in government. More power to responsible employees’ organizations and responsive management in the public sector!

 

Daghang salamat! Mabuhay po kayo at mabuhay ang serbisyo publiko!