Article 48Labor and Agrarian Laws and Social Legislation, p. 48

LABOR LAWS AND SOCIAL LEGISLATION SPECIAL LAWS AND IMPLEMENTING RULES AND REGULATIONS

Section 6. Flexible Work Schedule. - The employer shall

provide for a flexible working schedule for solo parents:

Provided, That the same shall not affect individual and

company

productivity:

Provided,

further,

That

any

employer

may

request

exemption

from

the

above

requirements from the DOLE on certain meritorious

grounds.

Section 7. Work Discrimination. - No employer shall

discriminate

against any solo parent employee with

respect to terms and conditions of employment on

account of his/her status.

Section 8. Parental Leave. - In addition to leave privileges

under existing laws, parental leave of not more than

seven (7) working days every year shall be granted to any

solo parent employee who has rendered service of at

least one (1) year.

Section 9. Educational Benefits. - The DECS, CHED and

TESDA shall provide the following benefits and privileges:

(1) Scholarship programs for qualified solo parents and

their

children

in

institutions

of

basic,

tertiary

and

technical/skills education; and

(2) Nonformal education programs appropriate for solo

parents and their children.

The DECS, CHED and TESDA shall promulgate rules and

regulations

for

the

proper

implementation

of

this

program.

Section 10. Housing Benefits. - Solo parents shall be given

allocation in housing projects and shall be provided with

liberal terms of payment on said government low-cost

housing

projects

in

accordance

with

housing

law

provisions prioritizing applicants below the poverty line as

declared by the NEDA.

Section 11. Medical Assistance. - The DOH shall develop a

comprehensive health care program for solo parents and

their children. The program shall be implemented by the

DOH

through

their

retained

hospitals

and

medical

centers and the local government units (LGUs) through

their provincial/district/city/municipal hospitals and rural

health units (RHUs).

Section 12. Additional Powers and Functions of the

DSWD .

—

The

DSWD

shall

perform

the

following

additional powers and functions relative to the welfare of

solo parents and their families:

(a) Conduct research necessary to: (1) develop a new body

of knowledge on solo parents; (2) define executive and

legislative measures needed to promote and protect the

interest of solo parents and their children; and (3) assess

the

effectiveness

of

programs

designed

for

disadvantaged solo parents and their children;

(b) Coordinate the activities of various governmental and

nongovernmental organizations engaged in promoting

and protecting the interests of solo parents and their

children; and

(c) Monitor the implementation of the provisions of this

Act and suggest mechanisms by which such provisions

are effectively implemented.

Section 13. Implementing Rules and Regulations. - An

interagency

committee

headed

by

the

DSWD,

in

coordination with the DOH, DECS, CHED, TESDA, DOLE,

NHA,

and

DILG

is

hereby

established

which

shall

formulate, within ninety (90) days upon the effectivity of

this Act, the implementing rules and regulations in

consultation

with

the

local

government

units,

nongovernment

organizations

and

people's

organizations.

Section 14. Appropriations. - The amount necessary to

carry out the provisions of this Act shall be included in the

budget

of

concerned

government

agencies

in

the

General Appropriations Act of the year following its

enactment into law and thereafter.1awphil.net

Section

15.

Repealing

Clause.

-

All

laws,

decrees,

executive orders, administrative orders or parts thereof

inconsistent with the provisions of this Act are hereby

repealed, amended or modified accordingly.

Section 16. Separability Clause. - If any provision of this

Act is held invalid or unconstitutional, other provisions

not affected thereby shall continue to be in full force and

effect.

Section 17. Effectivity Clause. - This Act shall take effect

fifteen (15) days following its complete publication in the

Official Gazette or in at least two (2) newspaper of general

circulation.

RA No 7877 | Anti-Sexual Harassment

Act of 1995

Rules and Regulations Implementing the Anti-Sexual

Harassment Act of 1995

AN ACT DECLARING SEXUAL HARASSMENT UNLAWFUL

IN THE EMPLOYMENT, EDUCATION OR TRAINING

ENVIRONMENT, AND FOR OTHER PURPOSES.

Be

it

enacted

by

the

Senate

and

House

of

Representatives

of

the

Philippines

in

Congress

assembled:

Section

1.

Title.

-

This

Act

shall

be known as the

"Anti-Sexual Harassment Act of 1995."

Section 2. Declaration of Policy. - The State shall value

the dignity of every individual, enhance the development

of its human resources, guarantee full respect for human

rights, and uphold the dignity of workers, employees,

applicants

for

employment,

students

or

those

undergoing training, instruction or education. Towards

this

end,

all

forms

of

sexual

harassment

in

the

employment,

education

or

training environment are

hereby declared unlawful.

Section 3. Work, Education or Training -Related, Sexual

Harassment

Defined.

-

Work,

education

or

training-related sexual harassment is committed by an

employer, employee, manager, supervisor, agent of the

employer, teacher, instructor, professor, coach, trainor, or

any other person who, having authority, influence or

moral ascendancy over another in a work or training or

education environment, demands, requests or otherwise

requires any sexual favor from the other, regardless of

whether

the

demand,

request

or

requirement

for

submission is accepted by the object of said Act.

(a) In a work-related or employment environment, sexual

harassment is committed when:

(1) The sexual favor is made as a condition in the hiring or

in

the

employment,

re-employment

or

continued

employment

of

said

individual,

or

in

granting

said

individual favorable compensation, terms of conditions,

promotions, or privileges; or the refusal to grant the

sexual favor results in limiting, segregating or classifying

the employee which in any way would discriminate,

deprive

or

diminish

employment

opportunities

or

otherwise adversely affect said employee;

(2) The above acts would impair the employee's rights or

privileges under existing labor laws; or

(3) The above acts would result in an intimidating, hostile,

or offensive environment for the employee.

(b)

In an education or training environment, sexual

harassment is committed:

(1)

Against

one

who

is under the care, custody or

supervision of the offender;

(2) Against one whose education, training, apprenticeship

or tutorship is entrusted to the offender;

(3) When the sexual favor is made a condition to the

giving of a passing grade, or the granting of honors and

© Compiled By RGL

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