ED.226 – HUMAN RESOURCE MANAGEMENT - Special Leave Benefits.pptx

Special Leave Benefits
(for Women Under RA 9710)
Rehabilitation Leave

1. ED.226 – HUMAN RESOURCE MANAGEMENT Special Leave Benefits Rehabilitation Leave (for Women Under RA 9710 ) Reporter: Ma. Luna B. Fiscal

2. Special Leave Benefits for Women In the Magna Carta of Women (Republic Act 9710) women employees shall be entitled to a special leave benefit of two (2) months with full pay based on her gross monthly compensation following surgery caused by gynecological disorders.

3. Who are qualified to avail of this benefit? All women employees in public or private sector, regardless of age and civil status, are entitled to special leave benefits, provided she has complied with the following conditions:

4. She has rendered continuous aggregate employment service of at least 6 months for the last 12 months; She has filed an application for special leave; She has undergone surgery due to gynecological disorders as certified by competent physician; Female employees who have taken a leave of absence following surgery for gynecological disorder or after 15 September 2009 are entitled to avail of the benefit.

5. What are considered gynecological disorders? Surgical procedures such as dilation and curettage and those involving female reproductive organs such as vagina, cervix, uterus, fallopian tubes, ovaries, breast and pelvic. Gynecological surgeries shall also include hysterectomy, ovariectomy, and mastectomy.

6. How to apply for this special leave? Apply within a reasonable period of time from the expected date of surgery, or within such period as may be provided by company rules and regulations or by collective bargaining agreement. (CB)

7. How to apply for this special leave? For government employees, the application for the special leave benefit shall be made through the Civil Service Form No. 6 (be accompanied by medical certificate filed out by the proper medical authorities )

8. When is advanced application for this special leave not necessary? Prior application is not necessary in cases requiring emergency surgical procedure.

9. What benefit may be availed of? Employee is entitled to full pay for two months based on her gross monthly compensation.

10. Purpose Civil Service Commission Department of Budget and Management Joint Circular No.01, s, 2006 Subject: Guidelines for Availing of the Rehabilitation Privilege provides the guidelines for availing of the Rehabilitation Privilege in accordance with humane, employee-friendly policies of government, clarifies certain issues, ensures uniform policy interpretation, and forestalls the misuse of the privilege.

11. Coverage All personnel with permanent, temporary, casual, or contractual appointments, including those with fixed terms of office Consultants and those hired under contract of service or job order cannot avail themselves of the privilege because they are not government employees.

12. Guidelines Officials and employees may be entitled to the Rehabilitation Privilege for a maximum period of six (6) months for wounds and/or injuries sustained while in the performance of official duties.

13. Guidelines situations wherein the official or employee was already at work. The same privilege may be extended to officials and employees in situations where the official or employee meets an accident while engaged in activities . Injuries from accidents that occurred while the official or employee was going to work and going home from work are not considered sustained while in the performance of official duties.

14. Guidelines Absence from work during the period of Rehabilitation Privilege shall not be deducted from the accumulated sick or vacation leave credits of the official or employee.\ shall receive their salaries and regular benefits such as Personnel Economic Relief Allowance (PERA), Additional Compensation ( AdCom ), year- end bonus, and cash gift mandated by law.

15. Guidelines Claimants are entitled to reimbursement by their agency for first aid expenses, preferably in government facilities. Reimbursement is subject to the availability of funds and shall not exceed P5, 000.00 unless expenditures beyond said amount are necessary

16. Procedure a letter, supported by police report, if any, and medical certificate. within one (1) week from the time of the accident except when a longer period is warranted. Written occurrence of a government physician should be obtained relative to the recommendation for rehabilitation if the attending physician is a private practitioner, particularly on the duration of the period of rehabilitation.

17. Responsibilities of the Agency Head determine whether the injuries were incurred while in the performance of duties. responsible and personally liable for any false or fraudulent claims and irregular availing of the privilege. monitor monthly the medical status of the employee undergoing rehabilitation.

18. Conclusion benefit that recognizes the importance of holistic well-being and recovery. By providing paid time off for physical, mental, and emotional rehabilitation, organizations demonstrate their commitment to employee's health, job satisfaction, and overall success.

19. ED.226 – HUMAN RESOURCE MANAGEMENT Government Working Hours and Leave of Absence Reporter: Ma. Luna B. Fiscal Parental Leave (Solo Parent Leave under RA 8972) 10-Day Leave (AVAWC under RA 9262)

20. Solo Parent Leave Solo parent Leave Benefits are leave credits extended to solo parents as defined by R.A. 8972

21. The Benefits The benefit consist of seven (7) working days of leave credits with full pay.

22. The Computation The leave credits is equal to the basic salary, including mandatory and /or integrated allowances.

23. Usage grant a solo parent to enable him/her to perform parental duties and responsibilities where physical presence is required.

24. Condition for Entitlement has rendered at least 1 year of service, whether continuous or broken. has notified the employer that he/she will avail of it, within a reasonable period of time. has presented to his/her employer a Solo Parent Identification Card, which maybe obtained from the DSWD office Of the City or Municipality where he/she resides.

25. Application The application should be made within a reasonable period of time to give the employer an opportunity to make adjustments while the employee is on leave.

26. If no longer a solo parent The benefits will be terminated

27. Flexible work schedule Solo parent employees have the right to ask for a flexible working schedule from their employers so long as it does not affect individual and company productivity, as well as the core work hours as defined by the employer.

28. Employment contract, company policies, BA The above discussion may be suspended by any stipulation Favorable to the employee via an employment contract, Company policies, collective bargaining agreement or analogous thereto.

29. 10 Day VAWC Leave "Violence Against Women and their Children” (“VAWC" refers to any act or a series of acts committed by any person against a woman)

30. What is 10 day leave under RA 9262? Under Section 43 of RA 9262, victims shall be entitled to take a paid leave of absence up to ten (10) days in addition to other paid leaves under the Labor Code, extendible when the necessity arises as specified in the protection order.

31. What is the duration of leave for victims of VAWC? ten (10) days paid leave from work for victims of abuse to afford them an opportunity to pursue legal proceedings, relocate their residence, care for their children, or attend counseling sessions.

32. The Benefit ten(10) working days of leave credits with full pay. may extended depending on the protection order that maybe issued by the Barangay or the Court.

33. The computation leave credit is equal to the basic salary, including mandatory and/or integrated allowances.

34. Usage grant a female employee Leave credits to be used at her own discretion. does not specifically require that the covered female Employee use the said leave credits for a specific purpose may use it for Personal recovery such as attending to her mental health and well-being.

35. Condition for Entitlement the female Employee presents a Certificate of Pending Actions as by either the barangay chairman/councilor, prosecutor or clerk of court.

36. Non-Convertible to cash leave is non-convertible to cash. female employee may not convert this leave to cash if it is unused for a year.

37. Non -cumulative covered female employee cannot add the unused leave credits for when she has been subjective to violence in the context of RA. 9262 in order to add such leave credits to any subsequent incidence.

38. Employment Contract, Company Policies BA The above discussion maybe superseded by any stipulation favorable to the employee via an employment contract, company policies, collective bargaining agreement or analogous thereto.

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