(2nd of 2 parts) 

IN THE BEDAN community’s dealings with the University, it is often the warmth and kindred spirits of its personnel that radiate through San Beda’s hallowed halls. However, behind these individuals are families—siblings, parents, aunts, and uncles—whose hard work help provide sustenance, cover expenses, and support educational aspirations. This installment is the second part of a series unveiling the financial and personal burdens borne by the University’s personnel during a period of profound economic strain. 

In the first part, The Bedan reported on the struggles faced by the San Beda College Union (SBCU) in engaging with the management to secure increases in salary and better benefits for the University’s teaching and non-teaching personnel. Despite the acrimony that has befallen the negotiations over the 2020 and 2022 Collective Bargaining Agreements (CBAs), the fight for better salaries and pay do not stop with the Union’s efforts alone. Through it all, it is the rank-and-file personnel of the University who have borne the brunt of the drought in salary increase. 

Some of these employees spoke to The Bedan, both on the record and off, to discuss what they perceive to be “long overdue” adjustments to their salaries. 

Why the salary adjustments are long overdue 

As of press time, the University has yet to provide its teaching and non-teaching personnel with their entitled salary increases under the 2022 and 2023 tuition fee increases that it has already implemented. 

Prior to this, according to the CAS staff, the last salary increase of the employees coming from the University’s corresponding tuition fee increase was way back in academic year (A.Y.) 2014-2015. Back then, a one-way single journey fare in the Light Rail Transit (LRT) Line 2, from Recto station to Santolan, cost only P25. Today, traversing that same route would set you back by P30. The same goes for the minimum jeepney fare in Metro Manila, which was pegged at P7.50 in 2015 and today is at P13. 

Another stark example of the diminished value of the peso today versus in 2015 is the price of a kilogram of rice, among other Filipino food staples and basic commodities. The National Food Authority (NFA) sold government rice back then at P27 per kilo for regular milled and P32 per kilo for well-milled rice. But based on the recent price watch monitoring of the Department of Agriculture (DA) in Metro Manila markets, according to a report by Philstar.com, the retail price of local regular milled rice was at “P50 per kilo” as of March 1 and ranging from “P45 to P58” as of the same period. 

The delayed salary adjustments of the employees underscore the fact that the peso today has already diminished in value compared to 2015. While the University has yet to implement necessary salary increases despite tuition fee hikes, the discrepancy becomes apparent when considering the increased costs of basic necessities, from transportation fares to food prices. An employee earning P30,000 a month in 2015 would find that their purchasing power has significantly decreased by 2024 due to inflationary pressures. In today’s economy, that same P30,000 would have less value and would translate to reduced real wages, making it increasingly challenging to cover basic living expenses on a day-to-day basis.

These instances all exemplify the challenges faced by employees in maintaining their standard of living and also highlight the urgent need for immediate salary adjustments in order to keep pace with inflation and to ensure that the University’s employees can afford essential goods and services in today’s economy.

What the law says 

Republic Act No. 6728 (RA 6728), otherwise known as the “Government Assistance to Students and Teachers in Private Education Act” stipulates that “seventy percent (70%) of the… tuition fee increases shall go to the payment of salaries, wages, allowances and other benefits of teaching and non teaching personnel” and that “at least twenty percent (20%) shall go to the improvement or modernization of buildings, equipment, libraries, laboratories, gymnasia and similar facilities and to the payment of other costs of operation.”  

Aside from this, the Commission on Higher Education (CHEd) Memorandum Order (CMO) No. 3 series of 2012 also affirms the provisions of R.A. No. 6728, mandating higher educational institutions (HEIs) to file a Certificate of Intended Compliance (COIC) and a Certificate of Compliance (COC) before the Commission, detailing its adherence to the law prior to the implementation of any tuition fee increase.  

CASFA, NTP leaders weigh in 

For Asst. Prof. Gerard Santos, the incumbent President of the College of Arts and Sciences Faculty Association (CASFA), keeping the wages of the faculty competitive has long been an issue for the College’s professors. “Ang mga faculty, meron ‘yang mga income no? And ang income namin nakabase ‘yan d’un sa rank namin; and then of course, ‘yung rank namin is nakabase d’un sa criteria and qualifications na meron kami. So ideally, nagbabago ‘yan through time, no, kasi siyempre nag–i-improve kami. For example, nag-aral ako ‘di ba? Nag-PhD ako, so normally dapat… nagkakaroon ng kaukulang ding pagbabago d’un sa salary ko,” the CASFA President explained. 

However, despite having its own salary scale, which the faculty of the Integrated Basic Education Department (IBED) do not enjoy, the challenge of retaining faculty in the CAS through incentives such as bonuses and better pay remain. “Pero ‘yung salary scale kasi na ginagamit namin, medyo matagal na kasi siya. Hindi ko nga sure sa sobrang tagal, no, kung kailan ‘yung updated na last na nagbago siya,” said Prof. Santos.  

However, he adds that compared to other universities, such as the Ateneo de Manila University (ADMU) and De La Salle University (DLSU), the salary of San Beda University (SBU) faculty members is left wanting. “Kung ikukumpara natin siya sa ibang mga schools, medyo humahabol naman siya, pero not as high to—katulad ng sa La Salle, or sa Ateneo. So kumbaga parang ideally, dapat competitive din siya kasi that’s also one way of retaining ‘yung mga talents natin, ‘yung mga teachers natin so kaya kailangan sana nagbabago din ‘yung salary natin.” 

On his part, Mr. Daniel Macaraeg of the Athletics Office, who also serves the President of the San Beda University Employees Association (SBUEA), an increase in their salaries is already overdue. “‘Yung part of me, siyempre [naniniwala na] kailangan namin ng increase. Medyo mayroong naiinis, may naintindihan naman, [pero] naniniwala naman kami na magbibigay ang [sic] San Beda [sa] [tuition fee increase (TFI)]… sa sinabi nila sa amin na—about ‘yung TFI, ibibigay sa [mga] empleyado at sa paggawa ng school. Mayroon ‘yan.” 

“Kailangan na [ng umento] kasi tumataas na rin ang mga bilihin, mga pamasahe, tapos gamit sa bahay, mga bayarin-bayarin. Tapos ‘yung sa mga pamilya, siyempre maraming kailangan sa bahay kasi sa mga pamilya, kailangan mong mataasan ang tuition fee,” added Mr. Macaraeg. 

The rank-and-file speak out 

Aside from the leaders of the CASFA and the SBUEA, rank-and-file employees of the University, who spoke to The Bedan on the condition of anonymity in order to speak candidly about the subject, voiced out their grave concerns, sometimes in between tears,  over what they perceive as the administration’s “inaction” over their salaries. 

“Mahirap [silang] kausap,” is how one employee described the management in its dealings with the Union. She says that the only adjustments that they receive, if any, would be whenever there would be an increase in the minimum wage in the National Capital Region (NCR). And even then, she says, the management would not give them any advanced notice of the computation by way of memorandum. “Actually, n’ung nagtaas sila ng sweldo [n’ung nakaraan], ‘yung 40 pesos, bigla na lang nila ‘yun binigay. Walang memo na maglalabas sila na ito ‘yung bigay ng gobyerno,” said the employee. 

This lack of transparency is “worrying,” according to another employee. “…Iba-iba ‘yung bigay nila… na ito, ano ba yan, sa salary adjustment ba? Increase ba ‘yan? Kaya, kung iisipin mo, pwede na nilang sabihin na, ‘Ay nagbigay na kami ng increase niyo.’ Pwede na nilang sabihin ‘yon kasi wala silang black and white na panghahawakan.” 

The employees also concurred with Prof. Santos’ assessment that staff retention is a major problem in the University. “Marami nang nag-resign dito. Isa pa sa mga problema ‘yan, ‘yung mababang sahod talaga. Problem ‘yan sa retention… Kasi sa faculty, dami ring kuwento na nag-aalisan na rin kasi parang walang opportunity. Lalo na kapag hindi sila napo-promote. Talagang lumilipat na lang sila ng ibang school,” said one employee. 

Above it all, the employees also spoke on a more personal tone, harkening back to their years of service and loyalty to the University. “Talagang ito lang ‘yung naranasan ko na [pinakamalala]. Kasi dati naman hindi. ‘Yung empleyado, alam mo yan, kahit maliit lang ibigay mo diyan, nagpapasalamat ‘yan. Ganu’n dati e… [Ngayon,] dito sa atin, magkano binibigay? Php1,600 [per year],” referring to the meager salary increase offered by the management during the 2020 CBA negotiation. 

“Dito kasi sa San Beda naman, mababait naman ang tao dito… Kahit ‘yung mga professor, mga part-timer natin, ‘pag sinasabi, ‘Iba talaga dito… ‘yung empleyado,’ sabi ko, oo, ‘di ba? Kasi sa ibang school, nako, ang susungit ng mga empleyado diyan. Pero dito sa San Beda hindi, friendship lahat,” said another employee. 

What they think of the Union’s efforts 

For the CASFA, Prof. Santos says that although it was unfortunate that the SBCU has initiated legal action against the management, it still did so in the “interest of its members.” “Well, it was quite unfortunate na umabot sa gan’un, but ‘yun ‘yung legal [avenue] din kasi e, kumbaga parang nothing personal. Personal in the sense na nagkasuhan, pero hindi naman siya labag sa batas,” said the CASFA President. 

“Ako personally, maybe a lot of our members din nalulungkot… because ‘yung mga respondents d’un, siyempre, aside from being our bosses, our administrators, mga kaibigan din natin ‘yun. Pero kasi, I think the Union is looking up d’un sa right din naman ng members nila and the employees in general kasi nga, ‘di ba sabi ko sa ‘yo, hindi naman umaakto ‘yung Union on their own e. They always ask the members, ‘di ba, kunwari sa tingin nila, tinitingnan naman nila yung magiging legal repercussions and everything,” added Prof. Santos. 

This was also the view of some of the rank-and-file employees, who shared Prof. Santos’ view on the Union’s decision to resort to legal remedies. “Kasi ang binibigay nilang umento that time, three pesos lang, five pesos a day, [or] four pesos, ‘di ba? Kita niyo, anong mararating no’n? Tapos nakipag-negotiate ang Union, that time… ayaw talaga makipag-negotiate [ng management]… Parang [inilagay] ng management into a corner ‘yung [Union], [na] wala nang escape ba? No other option but to file a case,” said one employee. 

But for Mr. Macaraeg, the Union was too “aggressive” in its push. “In my opinion lang ah, sabi ko sa ganyang mga sistema kasi parang, hindi ako pumapayag sa sistema nila. Masyado silang maraming hinihingi. [On] my part, ang hihingiin lang dapat ‘yung para sa amin, ‘yung para sa increase ng sahod lang, ‘yun lang. Wala naman ibang gusto ang San Beda employee [sic] e, ‘yung mataasan ang [sahod],” said the SBUEA President. 

Their plea to the management, fellow employees 

But despite the long wait for the release of their salary increase from the previous tuition fee increases, the SBUEA President still advised his fellow employees to wait. “Siyempre palagi nating sinasabi sa kanila ‘pag may nagtatanong, ‘Hintayin lang natin, basta maniwala lang tayo sa sistema ng ating Rector,’ [na] meron tayong darating na increase kasi nandoon naman sa ano e, batas… na ‘pag may increase ng tuition fee, meron din tayo [increase sa sahod].” 

Nevertheless, Mr. Macaraeg also has this message to the management: “Mensahe ko lang na dapat makipag-usap sila ng usapang para sa kagandahan ng mga empleyado ng San Beda, hindi lang sa personal nilang mga bagay na interes. Sa lahat isipin nila, para sa lahat ng laban. Tapos, bago nila ayusin ‘yan, ‘wag na silang mag-away, mag-usap kasi…’pag nag-uusap, naaayos ang problema e. Kapag hindi ka nakipag-usap, dadaan ‘yan sa sistemang hindi maganda… ang tagal ng proseso na ‘yan, paghihintayin mo ang marami e, kawawa naman ang mga baguhan ng San Beda… ang lahat ng mga empleyado, magiging kawawa.” 

On Prof. Santos’ part, he is “hopeful” that the “channels” of communication will still be open among the Union, the University’s employees, and the management. “Kumbaga parang this is something na we’re not asking in excess, this is the right of the employees, kasi kung nanghihingi kami, maiintidihan namin kung hindi ibibigay kasi nakikiusap lang naman kami ‘di ba? Pero ano kasi siya e, ito ‘yung napag-usapan e, nag-agree ‘yung members ng sectors and everything. Ito ‘yung intended na purpose e.” 

He adds that the management and the Union should expedite its reconciliation efforts, given that he does not know how long his colleagues in the CAS can “wait.” “…Within the year, I’m expecting two retirees I think, so the longer na nade-delay kasi siya, mas lalong nade-deprive ‘yung mga tao. Although kahit sabihin mo na retroactive naman ‘yan, just even a hypothetical example, meron pang pinagdaanan ngayon na supposedly kailangan ng additional funds: nagkasakit ka, na-ospital ka, and everything. I’m not saying na maso-solve ‘yung problem, pero malaking tulong. ‘Pag nakuha natin ‘yun before, makukuha ba natin yung problem na ‘to?” 

Aside from the two community leaders, the rank-and-file employees too have their own plea to the management. “…Sana ano, makinig sila sa [mga hinaing] ng empleyado nila. Kasi hindi lang naman iisang boses e. Hindi nila nakikitang buong community nahihirapan na,” said one employee. 

“Hindi naman kami nanghihingi ng malaki,” added another employee. 

Despite their loyalty to the Bedan community, our rank-and-file employees face a deeply personal struggle—a battle not just for better pay, but for dignity and recognition of their work. As highlighted in this series, their voices echo a common plea for fairness and transparency in their dealings with the administration. Despite the hurdles and the diverging opinions on the approach taken by the Union and the management, the underlying desire for just compensation remains steadfast. 

Editor’s Note: The Bedan has already reached out to the University Comptroller, Mr. Romeo Mary, for a response to the claims made by the Union and clarify certain issues in this article, particularly the prolonged delay of the release of the salary increase that the employees are entitled to under the 2022 and 2023 tuition fee increases. As of press time, he has yet to respond. This article will be updated with his reply once it has been received. 

(with reports from Paolo Vital and Manssel Latonero)