Trip with the Presidents: By Jane Facurib

The National Executive Board Meeting of the Local Government Unions of the Philippines was held at Samal Island, RMPC XI Resort and Training Center for two days and one night, starting June 7 to June 8, 2007. There were 62 but only 49 went to join. All of the delegates were presidents of their local unions and National officers of LGUP.

Me, my brother, my dad and his company started traveling 10:00 a.m. of June 6, 2007. After almost two hours of travel we stopped by a food station named Cliffhanger to have some lunch. The view there was great and the food was delicious, almost all of their dishes are native chicken. After eating at Cliffhanger, we again, continued on the adventure and after few hours we realized ourselves being in the city of Davao, the exciting part was we all went to SM Davao to buy some food that we would need for the travel and at the resort. After buying the stuff that we need we obviously went on Samal Island. The barge trip was short it was just 10 minutes or less. When we were on Samal Island, we still have to travel going to Sitio Kamudmud to reach RMPC XI resort and training center, which is like the bottom of the island. When we’ve reached the resort, I was really amazed it was indeed white sand like what they’ve told; it was my first time to be on a white sand beach resort. We stayed on an air-conditioned room. We were seven in the room; me my brother, my dad (Mr. Restituto T. Facurib, Jr.), Mr. Jojo arrive, we had our dinner there, and it was really a great view, you could see Davao City at night with all the lights, which seemed to be fallen stars. It was really beautiful that we hadn’t recognized that it was late and we have to sleep. The day after, after waking up and eating breakfast, we hurriedly went swimming in their super clear water; you could see colorful fishes just there free to swim and play. It was so fun jumping into the water, swimming, taking pictures and everything. We started swimming 7:30 a.m. and ended 9:00 a.m.: we have to prepare for the coming of the other delegates. The Secretary’s driver fetched Mr. Floro Fransisco, consultant LO-Norway. The other came altogether in a boat, 11:45 a.m. in the morning. Other renowned people also came to join the said event; Mr. Rey Rasing, the executive director of LEARN and the secretary general of CIU, Mr. Mike Maga also came to join and participate in the said event.

June 7, 2007, the formal start of the event. They had their National Executive Board Meeting at exactly 1:00 p.m. It was presided by the president, Mr. Restituto T. Facurib, Jr. There were discussions and almost all rolled up to be talking primarily on the Treasurer’s Financial Report. Afterwards, a committee was appointed to fix some problems. They had a break for dinner almost 7:00 in the evening. After dinner the meeting resumed and so they continued, the meeting ended at 11:00 p.m.

June 8, 2007, was the seminar workshop on Wage Determination conducted by Mr. Mario Aguja AKBAYAN Representative who was fetched at the airport of Davao City, 5:30 a.m. by the driver. The seminar ended at 12:00 p.m. the delegates had their lunch and prepared to leave. All the delegates, excluding Mr. Facurib, Mr. Lopez, Mr. Tapil, Mr. Braselenio, my brother, and me traveled through the boat while we rode all the way using the van.

Then, not realizing it, it was the end of my “white sand” trip. But it seems like destiny is playing fools with us, the lights of our van shut off and so we have to sleep over at Mr. Braselinio’s cousin’s place. We spent the night there, and at 7:00 a.m. after eating our breakfast we continued our journey back to where we belong, Gensan.

We were back in our home almost 10 minutes before 9:00 a.m.

The President's Report

Introduction

Admittedly now – never before we realized this – unionism in the public sector is really a tough job. As unionists and government functionaries, at the same time, we are required by our principle to exercise utmost fidelity and efficiency in the discharge of our governmental functions and are dictated by the same principle to manage the affairs of the union, full time. Thus, a question readily emerges: “ Do red-blooded unionists have still time for self fulfillment and for their families?”

Our brothers and sisters, who are traveling along the path of arms in the pursuit of their aspirations, choose not to give any answer to this question. For them, the question is erroneously framed as it is intended to deplete the altruistic fervors of a revolutionary and, therefore, there is no logic that could convincingly rationalize the bases for such questions. For them too, it is wholly irrational for one to ask such a question for the answer to it has long existed before the same question has found its way into the mind. For them still, asking a question on something, which has already been long answered, is a handiwork of a fool.

We, who have chosen a less dangerous arena in the pursuit of own aspirations, feel that, while we do not consider such question to be irrational, we should not attempt to answer the same question. Indeed, answering such a question is anathema to the psyche of a unionist. It weakens his/her mind; it warps his/her view of the future; and it dampens his/her resolve to continue, to explore new things and trek along the rugged, at times, tricky contours of the bureaucracy and society.

The job even becomes tougher when one is tasked to take cake of the affairs of a sub-sector federation, like the LGUP, in addition to his/her duty in the local government, in the local union. Under these circumstances, the above-mentioned question becomes even much sweeter to ask but , jut the same, we will not dare ask that question.

Meantime, it is enough, at this juncture, that we have graphically described the subjective realities affecting the pursuit of our organizational tasks, and all other factors that serve as obstacles as we continue to write our story on the canvass which we have chose for ourselves.

We. Then, expect that if what we have done is not enough to satisfy the expectations of our comrades, at least, they can lend us their charitable understanding.




Scope of the Report

The report covers the period from 2003 to 2006. It presents, in summary, the activities, which LGUP has undertaken within the period. The report of activities is broken down into two: One summary of center-based activities (meaning activities undertaken directly by the LGUP as a sub-sector federation participated by various LGUP-related activities undertaken by local unions and participated by their local members).

In this report, we will also attempt to situate the LGUP in the seemingly frontierless political landscape where it operates and the role it plays in the shaping of such landscape. We will also attempt to analyze how the LGUP fares in its engagement with other forces bidding for the control of various local government bureaucracies and the employees’ organizations operating within these bureaucracies.

Sources of Data Information and Standard of Accuracy

1. Sources of Data

We would like to stress here that this report does state, in perfect mathematical precision, all activities that have been undertaken. Mainly, this report contains a consolidation of data and information that are available in our files, those who have been reported by LGUP’s working committees and its local organizational members and those that were able to recall from memory. Activities of LGUP local coordinators that are not considered in this work for a reason that they are yet to be formally reported will be considered as addendum to this report after this convention.

2. Standard of Accuracy

The report is not perfectly accurate but it approximates the given realities. This standard of accuracy is what social statisticians (statisticians working with the social movement) call as proportionate accuracy – not perfect but very near to objective realities.

General Assessment of Local State’s Instruments – the local governments

Largely, if not all, local governments remain to be under the control of the elite, represented by wealthy clans or their agents who wield both economic and political powers. Thus, capitalist policies continue to characterize the governance in these localities. And as long as the capitalist forces dominate the political life of the local government bureaucracy, threats against unionism in the public sector continue to hand like Swords of Damocles above the heads of local government unions and of union leaders.

It is our contention that the pursuit of LGUP’s agenda calling for the support of people and progressive political leaders purposely, we guess, to free local government bureaucracy from the control of capitalist forces is yet to create a dent in the vast political canvass of the bureaucracy. We believe that such an arena of work is yet to happily sit with out current psyche of LGUP. We do not also have the subjective forces to mainstream such organizational task.

This subject matter is an area of discourse that the future leaders of the LGUP, and the CIU, most importantly, should take cognizance of. We need to still subject this to deeper discussion, but, allow us this time to express a view that public sectors unions cannot, at all times, become indifferent to power agenda; lest, we become participants to the empowerment of our enemies.

At this juncture, however, we can only hope that we are already resolved to the idea that it is the primordial task of public sector unions to intervene in political reforms as a means to serve the welfare of whole society and to create a favorable climate for the public sector unions. In this way, we can pedal speedily towards certain social aspirations we democratically allocate for ourselves.

Temperance of an unbridled Exercise of State Power

Yes, we still have a very long way to go. But his does not mean that we have not found any reason for our existence. The logic of our being is clear: local government bureaucracies could have been worst without us. The elite-controlled bureaucracy could have been more rapacious, could have been more frustrating had we failed to organize.

While we are yet to effectively intervene in the reform and eventual transformation of the bureaucracy, we have succeeded to temper local state’s instruments and their respective coercive apparatuses. In a way, with our presence, local government administrations are prevented from unleashing their fury against the interest of state workers.

But, of course, it would be very dangerous to take comfort on this achievement for what we have is a fragile balance that can be easily tipped off anytime in favor of local political power wielders, which are more capacitated to sustain their power offensives.

We should not only speed up the pursuit of our tasks necessary for organizational development but we should not also falter in our resolve to create intellectuals amongst us-our organizational cadres – so that we may be able to catch up in the contest of ideas and theory-making. In the end, those who have better ideas win the battle.

A Continuing Tug-of-War Among Progressive Forces in the Bureaucracy

We hope that this is not true in all localities. However, our analysis of social forces in the bureaucracy shows those conflicts within the same bureaucracy are not only confined between the local political power wielders and the local public sector unions. The greater conflict is between and among progressive (leftist) forces bidding to take control of the employee’s organizations in the localities. We should remember that we are not alone in this job. We are embroiled in a continuing tug-of-war against organizations and forces belonging to other political groups, both armed and unarmed.
We are witnesses to difficult, at times, dangerous struggles of our local organizations in defense of our own turfs. We are witnesses as to how many of us succeeded to fortify our territories against the onslaughts of our competitors. We are also witnesses as to how some of us had miserably failed. General Santos City has been a battleground for this and our enemies are yet to succeed but until when we can hold the handles, only time and the unfolding circumstances could tell.

But we are doing everything we cab do to strengthen our line of defenses against the beatings of the extreme left and the combined forces of the moderate and extreme right, all bidding for the control of the bureaucracy. These forces are representing either traditional parties or leftist organizations aligned to an underground organization, batting not only for the seizure of government unions but of the state, in the larger sense.]

We do not intend to create a situation where we are supplanted by larger organizations in terms of decision-makings. But realities on the ground call for local unions and even the LGUP to expand and strengthen their respective alliances with likeminded parties and organizations. In doing this, it is primarily important to us to preserve the dignity and freedom of our local formations by ensuring adherence to the principle of subsidiarity – meaning that our cooperative ventures with our networks and alliances should not, in any way, intervene in our internal democracy.

Unarguably, this is necessary in the fortification of LGUP and its local organizational members from the attacks of other social forces.

Our Specific Marks in the Pursuit of our Organizational Goals

The geographical spread of the LGUP is steadily expanding in a much faster pace. Its 1,689 organizational members are spreading across 79 provinces, 114 cities and 1,469 municipalities. It has a total members of 16,776, which of this, 14,103 are dues paying. Dues paying members are coming from 53 local unions, of which, 6 are coming from Luzon (619 members); 15 from the Visayas (5,987 members); and 32 from Mindanao (7,597memebrs).

Today, LGUP comprises 70% of dues paying members under the umbrella of the CIU.

The following are the activities undertaken by the LGUP and its area coordinators, comprising of center-based and local-based activities.

For purposes of organizational directions, the LGUP and its local structures have conducted its strategic planning session and annual action planning sessions. All in all, they have conducted 44 meetings to assess the implementation of its plan and to design necessary responses to certain conjunctures.

The LGUP and its local affiliates have also conducted 14 human resource development seminars and trainings for the purpose of developing itself organizationally and enhance the knowledge and the skills of its officers and members. It has also conducted 13 forums to enable its officers and members to understand the prevailing social situations and to further comprehend the workings of the bureaucracy and its role to the people and society. Understanding of the social situation and the state is necessary for the effective governance of the LGUP.

It has also conducted and/or facilitated, some through its local affiliates, the conduct of Forty Nine (49) Basic Orientation Seminars (BOS) to various organizations in the different localities, which had previously signified an intention to be affiliated with the LGUP, One (1) Basic Organizing Training (BOT), One (1) Trainors’ Training and has also undertaken Nine (9) local visitations and an exploratory mission in neighboring towns, this is for the purpose of knowing their organizational situations and concerns of these municipalities.

To enable LGUP members to internalize the concept of unionism in the public sector, LGUP, again though its affiliates, conducted six (6) refresher courses in different provinces and municipalities.

Three (3) sports activities were also held recently to enable LGUP officers and members to recharge their batteries for the work ahead to enhance the spirit of oneness among the officers and members of the LGUP. However, these sports activities were only confined to the officers and members of the LGUP in the SOCKSARGEN area.

Six (6) Various conferences and congresses were also held to discuss certain issues, iron out some problems and to decide on some urgent matters, internal and highlight some best practices in public sector unionism.

Four (4) types of outreach projects (medical, dental, hygiene related treatments and relief) for the unfortunate sections of society were also implemented in the name of the sub-sector federation.

To promote some of the union activities and to popularize relevant organizational and social issues, three (3) press conferences were also held.

A stage-play featuring relevant issues was also publicly exhibited in line with the organization’s public service program.

To preserve the institutional memory of LGUP and its members organizations, we undertook the packaging and publication of the following:
1. Compilation of union manual of operations and profile;
2. Compilation of LGU’s Collective Negotiation Agreements (CNA’s);
3. Compilation of Constitution and By-Laws;
4. Documentation Reports of LGUP’s Best Practices;
5. Gender Awareness Seminar Facilitators’ Guide;
6. Basic Educators’ Training Module;
7. Documentation of Trainings and Workshops; and
8. Documentation of Planning Workshops.

Conclusion

So many things have already been done. There are still so many things to do. We came blazing, confident of what we do and convinced with the nationality and importance of our social aspirations. Today, there is no more way left for us to travel along-the road towards our dreams. Let us continue. Let us begin.

Restituto "Jong" Facurib

LGUP National President

FAQ: Union Health Care

1. What is Union Health Care?

Union Health Care (UHC) is a healthcare program of General Santos City Government Employees Association. Established in April 2006 exclusively for GSCGEA principal members and its immediate dependents, the UHC is now expanding its coverage to other
public sector unions in Socksargen area. The UHC offers probably the most low-priced premium in the country today but provides comprehensive healthcare services to its members.

2. Who is Eligible to be UHC Members?

(a.)
Principal Member – an employee of the City Government
of General Santos, member of GSCGEA or other government employees association,
who is at least eighteen (18) but not more than sixty-five (65) years of age
and an active member of PhilHealth.

(b.) Dependent
Spouse – Legal husband or wife of principal member who is at least eighteen
(18) but not more than sixty-five (65) years of age and an active
member/beneficiary of PhilHealth.

(c.) Dependent
Children – Unmarried and unemployed legitimate, legitimated, legally adopted,
or step-children, including the principal member’s natural children or
illegitimate children who are at least three (3) but not more than twenty-one
(21) years of age and active members/beneficiaries of PhilHealth.

(d.) Dependent
Parents – The principal member’s natural or adopting parents who are not more
than sixty-five (65) years of age and active members/beneficiaries of PhilHealth.

(e.) Dependent
Brother or Sister – The unmarried principal member’s unmarried and unemployed
legitimate, legitimated, legally adopted, or step-brother or step-sister who
are at least three (3) but not more than twenty-one (21) years of age and an
active member/beneficiary of PhilHealth.

GSCGEA
UNION HEALTH CARE PROFILE

SUMMARY OF UHC BENEFITS

(1.)
Room & Board – P550.00 per day of confinement

(2.)
Professional Fee – P550.00 per day of confinement

(3.)
Medicines – maximum of P6,000.00 for every single
period of confinement

(4.)
Other Hospital Services – maximum of P4,000.00 for every single period of confinement.

(5.)
Maternity Services – P10,000.00
for caesarian section delivery and P2,000.00 for miscarriage case, five (5) pre-natal
examinations, and one (1) post-natal examination.

(6.) Financial Assistance – Death benefit of P2,000.00.

(7.)
Annual Maximum Limit – P40,000.00
after one year of continuous coverage and every year thereafter.

IN-PATIENT SERVICES

(1.) Room & Board

(2.) Use of operating room

(3.) Use of recovery room

(4.) Professional fees of accredited physicians

(5.) Medicines, whole blood, products and cost of attendant services, and intravenous
fluids

(6.) Laboratory exams and diagnostic procedures

(7.) Dressings and casts

(8.) Services and supplies related to the medical management of patient

(9.) All
other hospital services deemed necessary by the UHC accredited primary health
care physician.

OUT-PATIENT SERVICE

(1.) Complete medical history

(2.) Physical examination

(3.) Chest x-ray

(4.) Minor out-patient surgery

(5.) Treatment of minor illness or injury

(6.) Laboratory exams and diagnostic procedures

(7.) Vaccination (excluding prescribed vaccines)

(8.) Periodic medical check-up services

(9.) Referral to an accredited Specialist by UHC
primary care physician

10. Health education, counseling, diets or
exercises

11. Counseling on family planning

EMERGENCY CARE SERVICES

A. ACCREDITED HOSPITAL

(1.) Professional
services of Emergency Room Physicians

(2.) Medicines
used during treatment, except vaccines

(3.) Oxygen and
intravenous fluids

(4.) Dressings,
casts, sutures

(5.) Laboratory
exams and diagnostic procedures

(6.) Services
and supplies related to the medical management of the patient.

B. NON-ACCREDITED HOSPITAL

UHC will reimburse 80% of the total hospital bills including professional fees based on UHC standard rates, but not to exceed the maximum benefit of the program.

OUT-PATIENT DENTAL SERVICES

(1.) Four (4)
dental extractions per year

(2.) Simple
annual prophylaxis

(3.) Temporary
fillings

(4.) Treatment
of oral pain lesion and burns.

MATERNITY SERVICES

(1.) Financial
assistance in case of caesarian section delivery

(2.) Financial
assistance in case of miscarriage or abortion

(3.) Pre-natal
and post-natal care

FINANCIAL ASSISTANCE

The legal heir, dependent, or beneficiary shall be entitled to a financial assistance in
case of death of a member in the amount of P2,000.00.

ELIGIBILITY DATES AND STAGGERED SCHEDULE OF BENEFITS

ELIGIBILITY DATE		SCHEDULE OF BENEFITS
FROM	TO
Start of effectivity of coverage	Last day of 3rd month	P 00
Start of 4th month	Last day of 6th month	P 5,000.00
Start of 7th month	Last day of 9th month	P 8,000.00
Start of 10th month	Last day of 11th month	P 11,000.00
Start of 12th month	Last day of 12th month	P 14,000.00
Start of first year of coverage	Continuous coverage	P 40,000.00

PREMIUM RATES

Eligible Member	Monthly Rate	Annual Rate
1. Principal Member	P 160.00	P 1, 920.00
2. Dependent Spouse	150.00	1, 800.00
3. Dependent Children	140.00	1, 680.00
4. Dependent Parent	240.00	2, 880.00
5. Dependent Brother or Sister	150.00	1, 800.00

PSLMC Updates in the Grant of Collective Negotiation Agreement (CNA) Incentives

On March 29, 2007, Jong T. Facurib Jr. attended the PSLMC meeting at CSC building in Quezon City. One of the issues taken was on CNA incentive, the updates of which are as follows:

1. Basis of CNA incentive will now be from the total savings and not from that of MOOE only.
2. Granting of CAN incentive does not only entitled the rank and file employees, but also those exercising managerial functions.
3. As to the assessment of agency fee for non-members:

BEFORE - “Equivalent to the union dues being paid by a member”, In which case we collect P1, 200.00

NOW - Not less than the total amount paid by a member.” So it may be higher than P1,200.00


* PSLMC
Public sector labor management council
The policy making body of public sector unions
Compositions:
ü Civil Service Commission (CSC) – Chairman
ü Department of Budget and management (DBM)
ü Department of Finance (DOF)
ü Department of Justice (DOJ)
ü Department of Labor and employment (DOLE)
ü Representatives from employees of:

ü LGU - Local Government Units

ü NGA - National Government Agencies

ü SUC - State Universities and Colleges

ü GOCC - Controlled Corporation


Mr. Jong T. Facurib, Jr. was elected to represent the LGU in the council
PSLMC Meeting on September 2007 to be held in General Santos hosted by GSCGEA

Collective Negotiation Agreement (CNA) Incentive

The following is a proposed Collective Negotiation Agreement (CNA) Incentive

Issues:

Funding source of the CNA Incentive – savings from the MOOE paid as one-time benefit after the end of the year as provided under Section 7.1 of the DBM Budget Circular No. 2006-1 or the free unencumbered savings of the agency which are no longer intended for any specific purpose pursuant to Section 3 of PSLMC Resolution No. 4, s. 2002?

Section 7.1 of the DBM Budget Circular No. 2006-1 provides, as follows:

“7.1 The CNA Incentive shall be sources out from savings from released Maintenance and Other Operating Expenses (MOOE) allotment for the year under review, still valid for obligation during the year of payment of the CNA, subject to the following conditions: xxx”

Section 3 of PSLMC Resolution No.4, s/ 2002 provides, as follows

“Section 3. Savings refer to such balances of the agency’s released allotment for the year, free from any obligation or encumbrance and which are no longer intended for specific purpose/s:

(a) After completion of the work/activity for which the appropriation is authorized;

(b) Arising from unpaid compensation and related costs pertaining to vacant positions, or

(c) Realized from the implementation of the provisions of the CNA which resulted in improved systems and efficiencies thus enabled the agency to meet and deliver the required or planned targets, programs and services approved in the annual budget at a lesser cost.”










Administrative Order No. 135 dated December 27, 2005 provides the following:

“Section 1. Grant of Incentives. – x x x

“Furthermore, the grant of the CNA Incentive pursuant to CNAs entered into on or the effectivity of PSLMC Resolution No. 4, series of 2002, and PSLMC Resolution No. 2, series of 2003, and in strict compliance therewith, is confirmed.

x x x

“Section 4. Savings as Source – The CNA Incentive shall be sourced only from the savings generated during the life of the CNA.

x x x

“Section 6. Implementation – The Department of Budget and Management shall issue the policy and procedural guidelines to implement this Administrative Order.”

Whether the CNA Incentive can be paid quarterly or as early as the amount of savings is determined by the Employee-Management Consultative Committee mentioned in DBM Budget Circular No. 2006-1 instead of one-time only after the end of the year.

5.7 of the DBM Budget Circular No. 2006-1 provides:

“5.7 The CNA Incentive for the year shall be paid as a one-time benefit after the end of the year, provided that the planned programs/activities/projects have been implemented and completed in accordance with the performance targets for the year.”

Whether the CNA Incentive can be granted to management people based on the following representations of Deputy Administrator Pedro S. Hernando, Jr., National Food Authority (NFA):


PSLMC Resolution No. 2,s. 2003 provides:

“Section 1. In recognition of the joint efforts labor and management to attain more efficient and viable operations, a CNA Incentive may be provided in the CNA to the rank-and-file.

“Section 2. The CNA must include, among others, provisions on improvement of income and productivity, streamlining of systems and procedures, and cost cutting measures that shall be undertaken by both the management and the union so that the operations of the GOCC/GFI can be undertaken at a lesser cost.”

Conference Workshop on Wage Determination

Island Garden City of Samal, June 8, 2007 - The program started with the opening prayer led by Mr. Tomas Robles, President of Tacurong City Government Employees Association and who at the same time the Chairperson of Public Sector Employees Alliance of Socsksargen. The introduction of the resource person, Rep. Mario J. Aguja, was done by Mr. Dan Robles, President of Sultan Kudarat Government Employees Association. This event was held at RMPC XI Beach Resort and Training Center, IGACOS.

Honorable Aguja then presented and discussed the proposed Salary Standardization Law III wherein he stressed the ill effects to the Local Government Units employees if this will be approved into law in the 14th Congress. Also, he emphasized the gap of increase between the rank-and-file employees against to increase to the officials. He noted that employees who have low salary rate had gained only an increase of more or less one thousand pesos from 1989 to 2007, which is very inhuman considering the present standard of living.

After the presentation of Hon. Aguja, he give the floor to Mr. Rey Rasing of LEARN, Mr. Floro Francisco of LO Norway and Mr. Mike Maga of CIU for some words of challenge to inspire the participants.

Mr. Rey Rasing of LEARN challenged the participants by telling them to continue educate their members of the current issues that concerns their welfare. Mr. Rasing openly told the participants of possible funding support of similar activity. Mr. Francisco also challenged the participants by advising them to study thoroughly the SSL III and then make a proposal beneficial to the members that would be submitted to Congress for adoption. For the CIU, Mr. Mike Maga reiterated the unity of all unions and create programs that will respond to the needs of members, for in this case, members will be more enthusiastic in all union activity.

After the open forum, the conference workshop ended at 12:00 noon and lunch immediately followed.

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