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salary differential

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salary differential

Post  Admin-apcjr on Tue Dec 29, 2009 2:32 pm

Computation of salary differential - 10% of basic or instep increase whichever is higher then slotting to new pay plan table (January pa natin makikita) times 8 months x 56% (net of 30% tax, 9% GSIS and 5% PFO)

It has been years of waiting......Now, IS OUR INCREASE REALLY WORTH THE WAITING????

As expected, majority of our colleagues have expressed complaints and disappointments about the amount our salary has increased. Most had claimed that the long years of waiting is not WORTH THE WAITING.

Per information from LBPEA NEB, the differential pay received last December 29, 2009 is not yet final pending approval from the DBM and PGMA.

Regardless of what would be the final outcome of our salary increase this January 2010, may we appreciate all the blessings we receive - though they would be less than what we expect. We are still fortunate compared to most of our fellow workers in the government service because we are entitled to benefits they just wish for.

We must struggle to keep envy away from ourselves, instead, let happiness, joy, contentment, gratefulness and positivity prevail in our hearts.


Last edited by Admin on Tue Jan 05, 2010 6:22 am; edited 5 times in total

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pay plan

Post  jomartcalimag on Mon Jan 04, 2010 8:51 am

The long wait is over but i think its not worth the waiting. parang mas malaki pa rin ang increase sa government kung ang batayan e yung new SSL. talagang maka management ang LBPEA.

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Re: salary differential

Post  semaj501 on Mon Jan 04, 2010 3:15 pm

Pareng jomar, are you saying that you are pro-management? Ikaw kasi ang unit representative as the LBPEA Governor ng NCVLC! he he he

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Re: salary differential

Post  jomartcalimag on Tue Jan 05, 2010 7:53 am

pare mali lng pgkakasabi q. dapat pl ung NEB ang mkamanagement ndi LBPEA in general. hehehe.
True ung cnbi mo, we should be thankful for the many blessings and benefits we have received but the fact that we have waited for the salary increase e gnun din pala ang khihinatnan. actually you are wrong in saying na compared to other agencies e mas marami tayo nkukuha. hindi totoo yun dahil halos pantay pantay n tayong lhat.

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Re: salary differential

Post  semaj501 on Tue Jan 05, 2010 11:28 am

At least the end of the tunnel is already near!!! Light is starting to beam... though until this precise moment, we are not yet aware of the exact amount of salary increase that each of us will be receiving...

We have been waiting for this salary increase for quite a time now - since year __? when we received our first salary increase in accordance with the provisions of RA 7907, statute that exempted the Bank from existing laws, rules and regulations on compensation, position classification and qualification standards…

For the benefit of LBPEA members, I am posting the exact provision of RA 7907 (Section 10) for our information and for the guidance of our LBPEA officers…
SECTION 10. Section 90 of the same Act is hereby amended to read as follows:
Sec. 90. Personnel. — The Board of Directors shall provide for an organization and staff of officers and employees of the Bank and upon recommendation of the President of the Bank, appoint and fix their remunerations and other emoluments, and remove such officers and employees: provided, that the Board shall have exclusive and final authority to promote, transfer, assign or reassign personnel of the Bank, any provisions of existing law to the contrary notwithstanding.
"All positions in the Bank shall be governed by a compensation, position classification system and qualification standards approved by the Bank's Board of Directors based on a comprehensive job analysis and audit of actual duties and responsibilities. The compensation plan shall be comparable with the prevailing compensation plans in the private sector and shall be subject to periodic review by the Board no more than once every two (2) years without prejudice to yearly merit reviews or increases based on productivity and profitability. The Bank shall therefore be exempt from existing laws, rules and regulations on compensation, position classification and qualification standards. It shall however endeavor to make its system conform as closely as possible with the principles under Republic Act No. 6758.

It could be gleaned from the above provision that:
1. BODs, upon recommendation of the Bank President, appoint and fix remunerations and emoluments of staff of officers and employees;
2. All positions in the Bank shall be governed by a compensation, position classification system and qualification standards approved by the Bank's Board of Directors;
3. The compensation plan shall be comparable with the prevailing compensation plans in the private sector; and
4. The compensation plan shall be subject to periodic review by the Board no more than once every two (2) years without prejudice to yearly merit reviews or increases based on productivity and profitability.

HAPPY NEW YEAR TO ALL!!!

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