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GUIDELINES FOR APPLICANTS

The grant of the Gaming Employment License (GEL) by the Philippine Amusement and Gaming Corporation (PAGCOR) aspires that only individuals with integrity and good moral character are employed in the gaming industry.

The GEL is a continuing requirement for employment in any gaming establishment in the country and should form part of the employee's handbook.


Section 1. Coverage

Prior to hiring or signing of employment contract with a gaming employer, the following must possess a valid GEL:

A. Regular and contractual employees

B. Outsourced personnel or those hired through employment agencies whose tasks/functions require handling of or direct contact with gaming equipment and paraphernalia and casino cash, chips or tokens, such as, but are not limited to, contractual dealers, slot machine technicians, slot machine attendants, cashiers, bingo ticket sellers, callers, gaming assistants, etc.

C. Consultants who are assigned in the gaming area or have participation in the gaming operations

  The following personnel who are not direct hirees of the employer need not apply for GEL:

  1. Hotel staff/hotel outlet personnel
  2. Staff of concessionaires
  3. Security guards, maintenance personnel, drivers, etc.
  4. Suppliers and contractors of the licensees that provide gaming equipment and paraphernalia as well as installation, inspection, repair and maintenance services of equipment. However, if and when they enter the gaming area, they must get Access Passes (in accordance to the Regulatory Manual).


Section 2. Requirements for Application

A. Qualifications

The applicant:

  1. must be at least 21 years old
  2. has passed the pre-employment requirements and favorably endorsed by the employer
  3. has no criminal record
  4. is fit to work
  5. is not included in the list of licensee-emanating excluded persons in the National Database of Restricted Persons (NDRP)
  6. was not terminated by PAGCOR nor any licensee for just causes as listed below:
    a. Game cheating
    b. Fraud and/or estafa
    c. Theft
    d. Forgery or counterfeiting
    e. Unlawful interference with a gaming equipment
    f. Conviction of a crime involving moral turpitude
    g. Use of camera or any electronic device to assist in projecting outcome of the game.
    h. Acts of dishonesty amounting to grave or serious misconduct
       
B. Documentary requirements:

  1. Photocopy of NSO-certified Birth Certificate
  2. NBI clearance
  3. "Fit to Work" clearance from a licensed medical practitioner
  4. Negative Drug Test Clearance (if required by the employer)
 
Additional requirement for managerial/executive position if applicant is a former manager/executive from previous gaming employer and is applying within one year from separation in another gaming employer:

  5. Certification from former employer, attesting to the fact that the: (a) casino employee is not bound by any restrictive covenant or contractual stipulation (i.e., non-compete clause) that would legally prevent him/her from working for another casino; OR (b) former employer is waiving the effectivity of any such applicable restriction. Without the certification, the GEL of the employee holding a managerial or executive position shall be deemed suspended for a period of six months from date of separation.
 
Additional requirements for foreigners:

  6. Photocopy of Passport from country of origin
  7. Valid Employment Permit from the Department of Labor and Employment (DOLE)
  8. Valid Working Visa issued by the Bureau of Immigration and Deportation (BID)
   
To ensure that applicant will be submitting the correct/complete requirements, he/she must use the following checklist in reviewing his/her documents:

    a. Birth Certificate
     
  • Certified True Copy of NSO issued Birth Certificate
  • Applicant must be at least 21 years old during the time of the application for GEL
    b. NBI Clearance
     
  • Must be valid at the time of submission (1 year validity)
  • Complete name and date of birth written on the NBI clearance are exactly the same as written on the GEL application form.
  • No derogatory record or no record on file as indicted under "Remarks"
    c. Medical Certificate
     
  • Must be valid at the time of submission (1 year validity)
  • Name on the medical certificate is exactly the same as written on the application form
  • "Fit to work" specified under "Remarks"
  • Duly signed by the attending physician with the physician's license number
    d Drug Test Clearance (if required by the employer)
     
  • Must be valid at the time of submission (1 year validity)
  • Name on the Drug Test clearance is exactly the same as written on the application form
  • "Negative" specified under "Remarks"
  • Duly signed by the analyst and laboratory head
    e. Photocopy of Passport (for foreigners only)
     
  • Name, date of birth, and nationality are exactly the same as written on the application form
  • Passport must be valid at the time of submission
    f. Employment Permit from the DOLE (for foreigners only)
     
  • Name on Employment Permit is exactly the same as written on the application form
  • Permit must be valid at the time of submission
    g. Working Visa from the BID (for foreigners only)
     
  • Name on Working Visa is exactly the same as written on the application form
  • Visa must be valid at the time of submission
 
NOTE: The nine (9) digit Tax Identification Number (TIN) is a required information in the Online application process.

The documentary requirements shall be submitted to the employer. The employer shall maintain copies in a subfolder in the 201 file of each employee. These shall be made available to PAGCOR upon request for audit/verification purposes. Non-availability of required documents during the time of audit may be a ground for regulatory sanction.


Section 3. Position Classification

The GEL is issued for the different classifications of employment as follows:

Executive
Managerial
Supervisory
Rank and file

Executives occupy the highest positions in the organization, appointed and given the responsibility to manage the affairs of an organization and the authority to make decisions within specified bounds. This classification includes, but is not limited to, the CEO, COO, CFO, members of the Board, President, Vice Presidents, Assistant Vice Presidents, general managers or directors of various divisions, owners and partners. Such positions provide leadership to managers, supervisors and professional staff.

Managerial employees are those who are vested with the powers or prerogatives to lay down and execute management policies and/or to hire, transfer, suspend, lay-off, recall, discharge, assign or discipline employees. They manage supervisors and professional employees and are usually in the officer level positions.

Supervisory employees are those who, in the interest of the employer, effectively recommend managerial actions if the exercise of such authority is not merely routinary or clerical in nature but requires the use of independent judgment. They are tasked to monitor and regulate employees in their performance of assigned or delegated tasks; authorized to recommend and/or effect hiring, disciplining, promoting, punishing, rewarding and other associated activities regarding the employees in their departments; and implement manager's decisions through the work of the subordinates.

Rank and file employees are all other employees not falling within any of the above definitions. They usually perform routine assignments, use existing procedures to solve routine or standard problems, and receive instruction, guidance and direction from others.

See Annex 1 for Classification Matrix.


Section 4. License Fees

1. New application Executive P 5,000
    Managerial P 3,000
    Supervisory P 1,500
    Rank and File P 1,000
       
2. Renewal Executive P 4,000
    Managerial P 2,400
    Supervisory P 1,200
    Rank and File P 800
       
3. Late Renewal (same as New Application)  

The employer shall pay PAGCOR the application fee on behalf of its employees. Subsidy by the company or payment by the employees to the employer shall be an internal company policy.

Fees are non-refundable and non-transferrable.


Section 5. Procedure for Application

All applications for GEL must be coursed through the employer.

  1. Applicant must submit complete application requirements listed under Section B.2 to his/her Human Resource Department (HRD), including the GEL Eligibility Form (Annex 2 GEL Form D). He/She must answer completely and truthfully and affix signature then submit to his/her HRD.
  2. HRD will issue a queue number (see Annex 3 for Sample of Queue Number Coupon) to give applicant access to the on line GEL application website.
  3. Applicant goes to the website and fills up all fields completely and truthfully. Giving false information or non-disclosure of information may be a ground for revocation of the GEL. He/She must indicate an active email address where his/her license number will be sent.
  4. Applicant uploads his/her digital photo (colored, 2x2 size ID, plain white background, taken within the last six months)
  5. Applicant watches the video.
  6. Applicant takes the online exam. He/she can view the video and take the exam as often as needed during the session.
  7. Passing mark is 80%. If applicant passes, a GEL number will be generated by the system. This will automatically be emailed to the applicant and his/her employer.
  8. Applicant prints out his/her GEL number and submits to the employer.
  9. The applicant's GEL number must be printed prominently on his/her company ID not later than one (1) month after issuance of GEL number.

NOTE: Executives are exempted from this procedure. The employer's HRD is tasked to input their personal information into the system.


Section 6. Validity of the GEL

The GEL is valid for a period of three (3) years. It will expire on the employee's birth date on the third year. For reference, the first two digits of the license number represent the year the license was issued.

A renewed license shall be valid for another three (3) years.


Section 7. Renewal of GEL

It is the responsibility of the GEL holder to renew his license on time. He will not be reminded to do so.

The application for renewal must be filed within thirty (30) days prior to or up to thirty (30) days after expiration of the license. GEL that is not renewed within thirty (30) days from expiration will be cancelled. Employee must apply personally for a new GEL at PAGCOR GLDD - GEL Section in Manila. Fees to be collected shall be the new application rates.

Employees with expired GEL cannot be deployed for duty.

A Below are the steps for renewal:

  1. Employee proceeds to the HRD of the employer. Filipino applicants applying for renewal are not required to submit new documents except for those holding managerial or executive positions who are transferring from one employer to another. They are required to submit Certification from former employer, attesting to the fact that: (a) they are not bound by any restrictive covenant or contractual stipulation (i.e., non-compete clause) that would legally prevent them from working for another casino; OR (b) former employer is waiving the effectivity of any such applicable restriction.
   
Foreigner employees must submit new or update requirements as follows:

    i. Photocopy of Passport
    ii. Employment Permit from DOLE
    iii. Working Visa from BID
       
  2. Employee secures a queue number for renewal to access the on line GEL application website. (See Annex 4 - Sample of Queue Number Coupon for Renewal)
  3. Employee goes to the website, enters valid GEL number and confirms if all data are correct and updated. He/she makes corrections as needed.
  4. The system will send a Certification of Renewal to the applicant's and the employer's email mailboxes.
  5. Employee presents the printout of the Certification to one's employer.
       
B. For expired license (beyond 30-day grace period):
       
  1. Employee proceeds to his/her HR Department. He/she secures an endorsement letter signed by the employer's authorized signatory (Annex 2 – GEL Form E).
  2. Employee submits to PAGCOR GLDD GEL office complete requirements for new GEL listed under Section 2.B, the endorsement letter and clearance from former employer, if applicable.
  3. Employee secures a queue number for new application to access the online GEL application website.
  4. Employee performs Steps #3-6 under Section 7.A.
  5. The new GEL number must be printed prominently on the employee's company ID not later than one (1) month after issuance of GEL number.


Section 8. Update of Information

All gaming employment licensees must update the following information within one month after the following is effected:

  1. Change of position/employer
  2. Change of name
  3. Change of status
  4. Change of address
  5. Change of contact numbers

Update of information must be supported by documents such as marriage certificate, annulment papers, etc. to be submitted to the HRD of the employer.

To update information, employee:

  1. Presents supporting document/s to HRD for validation and file.
  2. Secures a queue number to access the GEL system. (See Annex 5 – Sample of Queue Number Coupon for Information Update)
  3. Updates his/her information in the system.
  4. Generates copy of updated information.
  5. Waits for the updated file that will be sent through email to the employee's and employer's mailboxes for confirmation and validation, respectively.


Section 9. Revocation of GEL

A. After the issuance of a GEL, PAGCOR may revoke the same if it is proven that:

  1. The documents or information provided are fictitious or misleading.
  2. The employee has been dismissed by PAGCOR or a licensee for just causes under the law. (ref: Section 2.A.6)
  3. Employee is convicted by a judicial court of any crime.
  4. Employee is tested positive for dangerous drugs.
  5. Employee is no longer physically fit to work

B. Only the employer may request for the revocation of the Gaming Employment License of an employee based on any of the grounds mentioned above. Request for revocation must be supported by duly certified documents and must be submitted to PAGCOR GLDD.


Section 10. Suspension of GEL

Non-submission of clearance by employees holding managerial or executive positions who were separated from their employers within one year prior to application.

Failure to obtain a Clearance or certification from former employer, attesting to the fact that: (a) the employee is not bound by any restrictive covenant or contractual stipulation (i.e., non-compete clause) that would legally prevent him/her from working for another casino; OR (b) former employer is waiving the effectivity of any such applicable restriction, will result in the automatic suspension of your GEL for a period of six (6) months from date of separation.


Section 11. GEL Help Desk

Inquiries and other concerns may be addressed to PAGCOR GEL Section through email address GELadmin@pagcor.ph or call 523-4307 (direct line) or 521-1542 local 377 or 382.




LIST OF ANNEXES AND FORMS
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Click to download files
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ANNEX 1
Classification Matrix


ANNEX 2 GEL Forms
D GEL Eligibility Form
E Endorsement for New Application (Expired License)

ANNEX 3
Sample of Queue Number Coupon

ANNEX 4
Sample of Queue Number Coupon for Renewal

ANNEX 5
Sample of Queue Number Coupon for Information Update