COA flags PHP 200-400 daily pay for Balasan workers

ILOILO CITY — The Commission on Audit (COA) has flagged disparities in the daily compensation of job order (JO) workers employed by the local government of Balasan, Iloilo, some of whom received as little as PHP 200 despite performing duties comparable to those of workers paid higher rates.

In its 2025 annual audit report, COA found that the daily compensation of JO personnel across various municipal offices ranged from PHP 200 to PHP 400, with inconsistent rates among workers performing similar administrative, clerical, technical, health, maintenance and support functions.

“Some JO personnel receiving lower rates performed duties comparable to those receiving higher compensation,” it said.

COA also observed that the compensation rates were substantially lower than the prevailing regional minimum wages set by the Regional Tripartite Wages and Productivity Board in Western Visayas (RTWPB-6).

Under Wage Order No. RBVI-28, which took effect in November 2024, the daily minimum wage for private-sector workers in Western Visayas ranged from PHP 480 to PHP 513, depending on the sector and establishment size.

These rates were increased under Wage Order No. RBVI-29, which took effect Nov. 19, 2025, raising the daily minimum wage to PHP 520 to PHP 550.

Government JO workers are generally not covered by regional minimum wage orders in the same way as private-sector employees.

Their compensation is instead governed by applicable rules issued by the Civil Service Commission (CSC), COA and the Department of Budget and Management (DBM).

Under the government’s rules on JO and contract-of-service engagements, compensation is generally benchmarked against the daily pay of comparable government positions, subject to applicable regulations.

Pay gaps across offices

The audit covered 103 JO workers assigned to different municipal offices, with compensation varying according to their assignments.

Among the offices reviewed, the Municipal Health Office recorded daily rates ranging from PHP 200 to PHP 400, with the designated pharmacist receiving the highest rate.

Under the Mayor’s Office, personnel assigned to the Population Commission and General Services Office received PHP 200 daily.

Traffic enforcers were paid PHP 200 to PHP 250, while workers under the Human Resource Management Office and Public Employment Service Office earned PHP 225 to PHP 320.

Those assigned to the Liga ng mga Barangay and Accounting Office received PHP 300 to PHP 325 daily.

Meanwhile, JO personnel under the Municipal Social Welfare and Development Office and Municipal Environment and Natural Resources Office earned between PHP 200 and PHP 320.

At the local economic enterprises, market sweepers received PHP 225 to PHP 340 daily, while other personnel earned PHP 200 to PHP 250.

Workers assigned to the Municipal Planning and Development Office received PHP 225 to PHP 320, while those under the Municipal Agriculture Office were paid PHP 300 daily.

Two learning facilitators assigned to the Department of Education in Balasan received PHP 460 daily.

LGU cites limited funds

In its response to the audit findings, the Balasan municipal government said JO compensation was determined based on requests from concerned offices, available appropriations and rates agreed upon by the local government and workers in their respective contracts.

It also cited limited financial resources as a constraint in adjusting compensation to levels comparable to prevailing regional wage standards.

The local government further explained that differences in daily pay were partly based on the length of service or years of engagement of individual JO personnel.

As an interim measure, the municipal government said it implemented a PHP 50 increase in the daily compensation of JO workers beginning in 2026.

However, COA maintained that financial limitations should not justify inconsistent and inequitable compensation arrangements.

“Financial limitations do not exempt the Municipality from ensuring that compensation practices remain reasonable, fair, and aligned with applicable laws, regulations, and public policy principles,” it said.

COA recommended that the municipality review its available resources and realign appropriations, where possible, to provide reasonable and uniform compensation to personnel performing comparable duties.

It warned that the absence of clear and standardized guidelines for determining JO pay could result in unfair compensation practices, reduced worker morale and inconsistent application of compensation regulations.

The audit agency directed the municipal government to undertake a comprehensive assessment of all JO compensation rates and establish uniform, reasonable and equitable standards for future engagements.

The review should consider the nature of workers’ duties and responsibilities, as well as prevailing regional wage rates, COA said.

It also urged the municipality to reassess and optimize its available appropriations, including allowable maintenance and other operating expenses (MOOE) allocations for JO services, to ensure sufficient and lawful funding for fair compensation.