City of San Fernando, Pampanga — The Regional Tripartite Wages and Productivity Board – III (RTWPB – III) underscored the importance of securing the approval of Part Fixed, Part Performance-Based Compensation Scheme to obtain a “Certificate of No Pending Case” from the Department of Labor and Employment (DOLE) during the Compliance 101 for bus transport services on 17 and 19 March 2026. The Certificate of No Pending Case is a prerequisite for franchise renewal of Public Utility Buses (PUBs) under the Land Transportation Franchising and Regulatory Board (LTFRB),

This initiative served as RTWPB – III’s initial technical assistance provided to PUB operators across Central Luzon as they are set to be inspected by inter-government agencies by the end of March under the “High Impact, High Visibility Program” spearheaded by DOLE Regional Office No. III (DOLE-RO III). The program aims to reinforce compliance with labor standards and protect the rights of workers in the bus transportation sector, thereby ensuring public safety as well.

Mr. Kenneth D. Liza, Board Secretary VI of RTWPB – III, facilitated the discussion of D.O. 118-12 and other bus compensation-related guidelines (i.e., NWPC Guidelines No. 1, Series of 2012, and NWPC Guidelines No. 1, Series of 2019), emphasizing the need for a mutually agreed part-fixed, part-performance compensation scheme for both drivers and conductors and their respective employers. The part-fixed component refers to the guaranteed wage that is not below the current minimum wage, along with wage-related benefits (e.g., holiday pay, overtime pay, rest day pay, etc.) enshrined in labor laws, to be received by drivers and conductors regardless of their performance.

On the other hand, the part-performance-based component highlights the importance of incorporating safety standards (e.g., violations and accidents) in addition to revenue (e.g., quota, ridership, etc.) in determining pay based on performance or the quality of service.

He also acknowledged the uniqueness of each bus company’s pay structure and the misconception of diminution of benefits that may pose a challenge in compliance.

Thus, he assured that RTWPB – III remains committed to assisting bus companies in Central Luzon — from crafting a fair, transparent, and mutually agreed compensation scheme to reviewing and providing feedback until completion, all throughout guided by the non-diminution rule.

Ultimately, with this joint endeavor to inspect bus companies in Central Luzon by the end of March, RTWPB – III, along with other key government agencies such as the Social Security System (SSS), Home Development Mutual Fund (HDMF), Employees’ Compensation Commission (ECC), Occupational Safety and Health (OSH), Regional Conciliation and Mediation Branch (RCMB), and LTFRB, hopes to exemplify the collective efforts and clear steps government agencies take to protect the rights and welfare of workers under bus transport services and at the same time, ensuring occupational safety and health, thereby generating a significant positive impact on the experience of the general public with public transport. (Kiara Francesca D. Songsong)