Magna Carta for Public School Teachers

Declaration of Policy Coverage

• Republic Act No. 4670, approved on June 18, 1966, is known as the Magna Carta for Public School Teachers
• The policy aims to enhance the social and economic status of public school teachers
• It seeks to improve their working conditions, terms of employment, and career prospects
• The goal is to make the teaching profession competitive with other fields
• It intends to attract and retain qualified individuals, recognizing the importance of education in national economic growth

Title Definition

• The Act applies to all public school teachers, excluding the professorial staff of state colleges and universities
• A "teacher" includes full-time classroom instructors at any level
• It also covers guidance counselors, school librarians, industrial arts, and vocational instructors
• Individuals in supervisory or administrative roles in government-operated schools, colleges, and universities are included
• School nurses, physicians, dentists, and other school employees are excluded

Recruitment and Qualification

• The Department of Education is responsible for defining recruitment policies
• Minimum educational qualifications for teacher-applicants include:
  • Bachelor's degree in Elementary Education (B.S.E.ED.) for kindergarten and elementary teachers
  • Bachelor's degree in Education or its equivalent with a major and a minor, or a Bachelor's degree in Arts or Science with at least 18 professional units in Education for secondary school teachers
  • Bachelor's degree in the field of specialization with at least 18 professional units in education for secondary vocational and two-year technical courses teachers
  • Master's degree with a specific area of specialization for collegiate level teachers
• School superintendents can appoint temporary teachers who do not meet the minimum qualifications if there are no qualified applicants
• If competitive examinations are required, preference is given based on ranking in these examinations
• Examination results must be made public, and each applicant must receive their score and rank

Probationary Period

• No probationary period is required for teachers with adequate training, professional preparation, and civil service eligibility
• If a teacher lacks civil service eligibility but possesses the minimum educational qualifications, they may be appointed on a provisional status
• The probationary period for provisionally appointed teachers is at least one year

Tenure of Office

• Teachers are assured stability of employment and security of tenure, in accordance with existing laws
• Teachers appointed on a provisional status can gain permanent appointment after ten years of continuous, efficient, and faithful service

Consent for Transfer Transportation Expenses

• Teachers cannot be transferred without their consent, except for cause
• If a transfer is necessary, the school superintendent must notify the teacher with the reasons
• Teachers can appeal the transfer to the Director of Public Schools or the Director of Vocational Education
• Transfers are suspended pending the appeal decision
• Transfers cannot be made within three months before any local or national election
• Necessary transfer expenses for the teacher and their family are paid by the government if the transfer is approved

Code of Professional Conduct for Teachers

• The Secretary of Education must create a Code of Professional Conduct for Public School Teachers within six months of the Act's approval
• Each teacher must receive a copy of the Code
• If there are insufficient resources, at least three copies must be available in the principal's office or head teacher

Safeguards in Disciplinary Procedure

• Teachers are entitled to certain safeguards during disciplinary procedures, including:
  • Written notification of charges
  • Full access to evidence
  • The right to defend themselves with a representative
  • Adequate time to prepare a defense
  • The right to appeal to clearly designated authorities
• No publicity should be given to disciplinary actions during the case

Administrative Charges

• Administrative charges are initially heard by a committee
• The committee includes the School Superintendent of the Division (or a representative with the rank of division supervisor) as chairman
• It also includes a representative of the local or a provincial/national teacher's organization and a division supervisor designated by the Director of Public Schools
• The committee submits findings and recommendations to the Director of Public Schools within 30 days of hearing termination
• The Secretary of Education appoints all committee members if the school superintendent is the complainant

No Discrimination

• There should be no discrimination in the teaching profession based on factors other than professional qualifications during entrance, exercise, or termination of services

Married Teachers

• Authorities should make efforts to employ married couples who are both public school teachers in the same location whenever possible

Academic Freedom

• Teachers have academic freedom in their professional duties, especially regarding teaching and classroom methods

Hours of Work and Remuneration

• Teachers involved in actual classroom instruction should not teach more than six hours a day
• The schedule must allow time for preparation, grading, and other tasks
• If required, teachers may teach up to eight hours a day with additional compensation: regular rate plus 25% of basic pay

Additional Compensation

• Teachers get additional compensation of at least 25% of their regular pay for co-curricular, out-of-school, or activities outside normal duties after 6 hours of teaching
• Other teachers/officials are paid an additional 25% of regular pay for work exceeding 8 hours daily
• Utilizing agencies must pay teachers additional compensation
• Education authorities cannot allow teachers to work for other government agencies without ensured compensation

Criteria for Salaries

• Teacher's salaries should:
  • Compare well to other occupations with similar qualifications
  • Ensure a reasonable standard of living for them and their families
  • Be properly graded to reflect higher qualifications and responsibilities
• The general salary scale must have a reasonable ratio between the lowest and highest salaries
• Narrowing the salary scale is achieved by raising lower-end salaries

Salary Scale

• Salary scales for teachers must offer regular increments from a minimum to a maximum salary
• Increments are automatic after three years, if the teacher's efficiency rating is satisfactory
• The salary progression from minimum to maximum should not exceed ten years

Equality in Salary Scales

• Teacher salary scales in cities, municipalities, municipal districts, or provincial governments cannot be lower than those provided for teachers of the National Government

Cost of Living Allowance

• Teacher salaries must keep pace with the cost of living through a cost-of-living allowance that adjusts automatically with changes in a cost-of-living index
• The Secretary of Education, with government consultation, recommends funding for teachers' cost-of-living allowances annually
• The President approves cost-of-living allowance that binds the city, municipal, or provincial government determining allowances

Special Hardship Allowances

• Teachers in hardship areas get special hardship allowances: at least 25% of monthly salary
• Hardship includes difficult commuting or location-specific hazards, as determined by the Secretary of Education

Salaries to be Paid in Legal Tender

• Teachers' salaries must be paid in legal tender of the Philippines or its equivalent via checks/treasury warrants
• Checks and warrants can be cashed at national, provincial, city, or municipal treasurer's offices or any Philippine bank

Deductions Prohibited

• No salary deductions are allowed, unless authorized by law
• Deductions are allowed for:
  • Dues/fees to the Philippine Public School Teachers Association if authorized via written consent
  • Insurance premiums are deductible via written consent

Health Measures and Injury Benefits

• Teachers receive compulsory free medical checkups before teaching, repeated annually
• Free medical treatment/hospitalization covers any medical needs indicated by tests
• Reimbursement is available in remote regions for teachers requiring medical care elsewhere with traveling expenses

Compensation for Injuries

• Teachers get awarded compensation for employment-related injuries according to current laws
• The effects of physical and nervous strain on teachers' health are treated as a compensable occupational disease

Leave and Retirement Benefits

• Teachers can access study leave: up to 1 school year after 7 years of service, following a Department of Education schedule
• Teachers are entitled to 60% of monthly salary leave
• Teachers cannot accumulate over 1 year, unless they need a semester for a graduate thesis in relevant courses
• Compensation isn't provided beyond the first year of leave
• Study leave counts toward seniority and pension
• Full compensation during 1-year study leave hinges on passing at least 75% of the regular study load courses
• The Secretary of Education can allow long-term study leave >1 year but unpaid

Indefinite Leave

• Teachers get an indefinite sick leave for persistent illnesses requiring treatments extending beyond 1 year

Salary Increase Upon Retirement

• Public school teachers who fulfilled retirement requirements are set to get one higher salary range upon retirement, which in turn determines lump sum and monthly benefit calculations

Teacher's Organization

• Public school educators reserve the freedom to set up join groups (local or national) devoid authorization to uplift their concerns

Discrimination Against Teachers Prohibited

• Freedom with no intervention.
• Illegal to:
  • Conditional work requirements to not integrate.
  • Dismissal because of joining groups.
  • Hinder in any position.

National Teacher's Organizations

• National entities need to be consulted for guidelines for betterment of social welfare for teachers

Administration and Enforcement

• The Department of Education needs provide and amend/adjust according with the laws.

Budgetary Estimates

• Education office needs Congress aid for laws and benefits

Penal Provision

• Strict action takes place if authority is misused, a fine of 100-1000 pesos with time, as it violates against the act.
  • If it is government employee, immediate dismissal.

Repealing Clause

• Any executive orders are modified with act and must not go against it.

Separability Clause

• Only act is voided and others can't be changed.

Effectivity

• Takes effect upon approval