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4.1 Military personnel of the Armed Forces of the Philippines under the Department of National Defense and uniformed personnel of the Philippine National Police, Philippine Public Safety College, Bureau of Fire Protection, and Bureau of Jail Management and Penology under the Department of the Interior and Local Government, Philippine Coast Guard under the Department of Transportation, and the National Mapping and Resource Information Authority under the Department of Environment and Natural5.0 Rationale of the Grant of U/CA
Resources;
4.2 Foreign service personnel of the Department of Foreign Affairs and of other departments/agencies who are stationed abroad;
4.3 Barangay officials and employees paid monthly honoraria; and
4.4 Those hired without employer-employee relationships and funded from non- Personnel Services appropriations/budgets, as follows:4.4.1 Consultants and experts hired for a limited period to perform specific activities or services with expected outputs;
4.4.2 Laborers hired through job contracts (pakyaw) and those paid on piecework bases;
4.4.3 Student laborers and apprentices; and
4.4.4 Those whose services are engaged through job orders, contracts of service, and others similarly situated.
5.1 Identify the employees with their mother agencies and to convey emblem of authority; and6.0 Rates of the U/CA
5.2 Serve as protective or working clothing; especially for maintenance, workshop, and farm personnel.
6.1 For FY 2018, the U/CA for full-time service of government personnel shall not exceed P6,000 per annum. For each subsequent year, the U/CA shall not exceed the amount authorized under the pertinent general provision in the annual GAA.
6.2 The U/CA per annum for part-time service shall be in direct proportion to the U/CA for full-time service. For example, the U/CA for part-time service in FY 2018 shall be computed as follows:
U/CA (Part-Time Service in FY 2018) = (P6,000) (x hours of part-time service/day) 8 hours of full-time service
6.3 If funds in GOCC or LGU budgets are not sufficient to implement fully the U/CA authorized for the fiscal year, the U/CA may be granted at lower but at uniform rates for all qualified personnel.7.0 Forms and Other Details of the U/CA
7.1 The U/CA may be granted in the following forms:7.1.1 In the form of uniforms procured though a bidding process which may include uniform articles normally worn as part thereof such as regulation caps, belts, etc., for incumbents of positions like Special Police, Security Guard, etc.;
7.1.2 In the form of textile materials and cash to cover sewing/tailoring costs, as has been adopted by very large departments; and
7.1.3 In cash form, for incumbents of executive positions who may not be required to wear the prescribed uniforms, or for those who will procure their individual uniforms according to set conditions.
7.2 As far as practicable, such uniform/clothing shall use Philippine tropical fibers pursuant to R.A. No. 9242#, s. 2004.
7.3 Shoes shall be on the personal accounts of officials/employees, unless provided for by law.8.0 Government Service Requirement
8.1 Generally, the full rates of the U/CA for full-time and part-time service shall be granted to those who are already in government service and are to render services for at least six (6) months in a particular fiscal year, including leaves of absence with pay.9.0 Grant of U/CA Due to Various Personnel Actions/Engagements
8.2 The six (6)-month service requirement shall not cover those who are required to wear uniforms at all times in the performance of their work such as incumbents of positions of Security Guard, Special Police, medical and allied medical staff in hospitals, and those in similar situations, as they have to wear their uniforms at all times.
9.1 Newly-Hired Employee10.0 Fund Sources of the U/CA
A newly-hired employee may qualify to the grant of U/CA only after rendering six (6) months of service, and if expected to render services for at least six (6) months for the rest of the year.
9.2 An Employee on Detail
The U/CA of an employee on detail to another government agency shall be borne by the mother agency.
9.3 Transferred Employee9.3.1 An employee who transferred to another agency and was not granted U/CA by the former agency shall be granted U/CA by the new agency, subject to the submission of a certification to that effect.9.4 Employee on Study Leave or Study/Training/Scholarship Grant
9.3.2 An employee who transferred to another agency within the year but was earlier granted U/CA by the previous agency shall no longer be granted U/CA by the new agency.
9.3.3 An employee who transferred to another agency and is required to wear uniforms at all times, may be granted U/CA by the new agency even if he/she was granted U/CA by the former agency, subject to the approval of the new agency head.9.4.1 An employee on study leave or on study/training/scholarship grant locally or abroad shall be entitled to the U/CA for the year if he/she renders at least six (6) months of service in the same year, including leaves of absence with pay, prior to and/or after the study leave or study/training/scholarship grant.
9.4.2 If an employee is on study/training/scholarship grant for the whole year, locally or abroad, and is not required to report for work, he/she is not entitled to the U/CA.
10.1 For National Government Agencies (NGAs), including SUCs:11.0 Personnel Services Limitation in LGUs10.1.1 The amount of P5,000 per employee is already provided under the agency-specific budget and included in the comprehensive release of allotments through the GAA as Allotment Order.10.2 For GOCCs, the amount required shall be charged against their respective approved corporate operating budgets.
10.1.2 The additional requirement of P1,000 per employee shall be charged against the Miscellaneous Personnel Benefits Fund (MPBF) under the FY 2018 GAA.
10.3 For LGUs, the amount required shall be charged against their respective local government funds.
12.1 They shall issue internal guidelines on the grant of the U/CA such as, determination of the form of U/CA, and selection of uniform/clothing designs.13.0 Resolution of Cases
12.2 They shall also issue internal guidelines on: the prescribed uniform or clothing for specific or special employee groups; modified uniforms as may be necessary due to religious affiliations or creed, physical disabilities, or legitimate health reasons; and monitor compliance with set guidelines on wearing uniforms and appropriate attire.
12.3 They shall be held liable for any grant of U/CA not in accordance with the provisions of this Circular without prejudice, however, to the refund by the employees concerned of any excess or undue payments.