Family Welfare Program

DOLE VISION

ATTAINMENT OF DECENT AND

PRODUCTIVE EMPLOYMENT FOR

EVERY FILIPINO WORKER

The Program is generally anchored on:

• Helping workers meet family needs

• Reducing the widening gap between labor supply and demand for labor

• Maintenance of desired productivity level

• Establish the family welfare component as a major issue of concern and action of the Family Welfare Committee (FWC) or Labor Management Coordinating Committee (LMCC)

LEGAL BASIS

Art. 134 of the Labor Code, As Amended and its IRR

• Establishments which are required by law to maintain a clinic or infirmary shall provide free family planning services to their employees which shall include but not limited to, the application or use of contraceptive pills and intrauterine devices. (Art. 134 a)

Department Order No. 56-03Series of 2003

Rationalizing the Implementation of Family Welfare Program (FWP) in DOLE

From its original thrust of promoting family planning, the program will shift its focus to

providing family welfare services to workers through the ten dimensions of the program

THE FAMILY WELFARE PROGRAM (FWP)

THE FAMILY WELFARE PROGRAM (FWP)

The implementation of the DOLE Family Welfare Program (FWP) is compulsory for establishments with a workforce of at least 200 as provided for in Article 134 of the Labor Code and optional for establishments employing less than 200 workers.

The program is the holistic, comprehensive and multi-sectoral in approach to promote the welfare of workers and their families through the ten dimensions that can be implemented in the workplace, namely:

10 Dimensions of the Family Welfare Program

Reproductive Health/Responsible Parenthood

Education/Gender Equality

Spirituality/Value Formation

Income Generation/Livelihood/CooperativeMedical

Health CareNutrition

Sports & Leisure

Housing

Transportation

Environment Protection, Hygiene & Sanitation

DIMENSIONS OF FAMILY WELFARE PROGRAM

1. Reproductive Health and Responsible Parenthood

Elements of RH and RP

• Lectures on the options to prevent Unplanned Pregnancies

and STDs

• Condom and Pills Dispensing for

Single Sexually-active Employees

• Absences and tardiness due

to seeking of treatment

• Prevention and

Control of

Reproductive

Infections

• Provision of Lactating Room

for Working Mothers

• Mothers Classes for Married

Employees

• Lectures on Pre- and Post-natal Care

• Increase in maternity and

child-related absences

• Maternal and

Child Health

• Availability of Family Planning

Supplies in the Clinic

• Family Planning Counseling Program

• Lectures on Family Planning

Methods

• Increase in availment of SSS

Maternity benefits

• Increase in absences

• Increase in unplanned

pregnancies

• Family Planning

Possible ProgramsWorkplace Issues and Concerns

Reproductive Health Element

• In-plant Breast and Pap Smear

Examination Program

• Affected performance and

productivity due to

complications

• Prevention of Breast

and Reproductive Tract

Cancers and other

Gynecological Problems

• Vasectomy Program

• Lectures on STD/HIV/AIDS

• Spouse-related absences

and tardiness

• Male Involvement

in Reproductive Health

• Lecture Series on Abortion• Abortion-related absences

and tardiness

• Prevention of Abortion

and Management of

its Complications

• Increase in the number of

pregnancies among single

employees

• Tardiness and Absences

• Affected productivity

• Adolescent Sexuality

and Reproductive Health




•Anti-Sexual Harassment Program in the Workplace

•Referral Network of Women Crisis Centers

• Sexual harassment cases• Violence Against

Women

• Counseling Program on

Infertility Management

• Affected performance and

productivity due to emotional

stress

• Infertility

Management

• Peer Counseling Program• Affected performance and

productivity

• Education and

Counseling on

Human Sexuality





2. Education/Gender Equality

2.1 Education

•Advocacy/Information on the ff:

a.Solo Parents Welfare Act (RA 8972)

WHO ARE THE SOLO PARENTS?

Solo Parent is any individual who falls under any of the following categories:

1. A woman who gives birth as a result of rape and other crimes against chastity even without the final conviction of the offender.

Provided, that the mother keeps and raises the child.

2. Parent left solo or alone with the responsibility of parenthood…

* Due to death of spouse;

* While the spouse is detained or is serving sentence for a criminal conviction for at least 1 year;

* Due to physical and/or mental incapacity of spouse as certified by a public medical practitioner;

* Due to legal separation or de facto separation from spouse for at least 1 year, as long as he/she is entrusted with the custody of the children;

* Due to declaration of nullity or annulment of marriage as decreed by a court or by a church as long as he/she is entrusted with the custody of the children;

*Due to abandonment of spouse for at least 1 year ;

3.Unmarried father/mother who has preferred to keep and rear his/her child/ren instead of having others care for them or give them up to a welfare institution;

4.Any other person who solely provides parental care and support to the child/ren, provided he/she is duly licensed as a foster parent by the DSWD or duly appointed legal guardian by the court;

5.Any family member who assumes the responsibility of head of the family as a result of the death, abandonment, disappearance or prolonged absence of the parents or solo parent

CHILDREN

-living with and dependent upon the solo parent for support;

-Unmarried;

-Unemployed; and

-Below 18 years of age, or even 18 years and above but are incapable of self-support and/or mentally and/or physically challenged.

EMPLOYMENT – RELATED BENEFITS

1. PARENTAL LEAVE

-granted to a solo parent employee who has rendered at least 1 year of service

-Not more than 7 working days per year

-Non-cumulative, not convertible to cash, unless specifically agreed upon previously

-Notified the employer within a reasonable time period; and

-Presented a Solo Parent Identification Card to the employer

2. FLEXIBLE WORK SCHEDULE

* Compressed Workweek – workweek of 48 hrs. in 6 days is compressed for 5 days, which is approximately 9.6 hours per day from Monday to Friday, without payment of overtime pay in exchange for an additional day off in a week, savings on transportation and meal expenses, among other considerations.

* Gliding Time Schedule – allows an employee to a flexible punch-in time i.e. anytime from 7:00 Am to 9:00 AM and punch out after 8 hours of work

* Other flexible work arrangements as agreed upon by parties, provided the minimum requirements of the law are met.

A change in the status or circumstances of the parent claiming benefits under the

RA 8972 such that he/she is no longer left alone with the responsibility of

parenthood, shall terminate his/her eligibility for these benefits.


b. Maternity Leave (RA 8282) (60 days for normal delivery/78 days for ceasarian section; benefit for first 4 deliveries, abortion/miscarriage)

c. Paternity Leave (RA 8187) (7 days with pay for the first four deliveries; not convertible to cash)


• Establishment of workplace based ECCD programs

• A workplace conducive to pregnant/lactating mother

- provision of facilities for expressing and refrigerating breast milk- provision of daily breastfeeding breaks during working hours- offering flexible work hours for lactating mothers

- conduct breastfeeding education encouraging co-workers and management

• Nursery in the workplace (Art.132 © of the Labor Code)

2.1 Education


2.2 Gender Equality

• Anti-Sexual Harassment Act of 1995 (RA 7877)

Posting/dissemination of RA 7877

Duties of the employer:

Orientation of employees on the provision of RA 7877Promulgation of Company Policy Against Sexual Harassment

Creation of a Committee on Decorum and Investigation (CODI)Conduct Sensitivity Training (GST)

-Liability of the employer

• Holds the employer, head of office, educational or training institutions solidarity liable for damages arising from the acts of sexual harassment if he/she is informal or such acts and no immediate action was take thereon.


3. Spirituality or Value Formation

• Religious Activities RE: Bible Study Sessions, sponsoring First Communion, Mass

Wedding, Choir Practice

• Family Day

• Integration of Value Formation during Orientation of New Employees


4. Income Generation/ Livelihood / Cooperative

• Livelihood services under the Solo Parent Welfare Act

• Promotion of self-reliant projects such as cooperatives, sari-sari stores, waste material processing, gardening, sale of scrap materials, basket weaving, food preservation, etc.

• Community Outreach Program

• Setting up cooperative in the workplace


5. Medical Health Care• Advocacy on HIV / AIDS Program

1. Sets foundation for HIV/AIDS prevention program.

2. Instructs supervisors and managers how to handle cases involving persons with HIV/AIDS.

3. Follows applicable laws.

4. Works together with labor groups.

5. Provides access to information.

THE ROLE OF THE EMPLOYER

Clear policies and practices

1. Formal and informal education activities

2. Condom provision and distribution

3. STD diagnosis and treatment services

4. Counseling and support.

HIV/AIDS PROGRAMS IN THE WORKPLACE

PROVISIONS OF R.A. 8504

(“The Philippine Aids Prevention and Control Act of 1998”)

RELEVANT TO THE WORKPLACE

1. Discrimination in any form from pre-employment to post-employment based on the actual, perceived or suspected HIV status of an individual is PROHIBITED

2. All individual seeking employment shall be treated equally by employers

PROVISIONS OF R.A. 8504 RELEVANT TO THE WORKPLACE

3. Persons of HIV/AIDS already employed by any public or private company shall be entitled to the same employment rights, benefits, and opportunities as other employees.

4. HIV testing shall not be imposed as a pre-condition for employment

PROVISIONS OF R.A. 8504 RELEVANT TO THE WORKPLACE

5. Termination from work on the sole basis of actual, perceived, or suspected HIV status is deemed unlawful.

6. Each employer shall develop, fund, and implement a workplace HIV/AIDS education and information campaign.


5. Medical Health Care

• Drug-Free Workplace Policies and Programs for the Private Sector

Coverage:

Private sector employing 10 workers and above, including contractors and concessionaries

Establishments with less than 10 workers are encouraged to formulate a drug-free policy


-Minimum Requirement:

A Drug-Free Workplace Policy and Programs


-Program Components:

1. Advocacy, Education and Training

2. Mandatory Random Drug Testing Program for Officers and Employees

2.1 A drug test is valid for one year

2.2 All cost of drug testing shall be borne by the employer

2.3 Creation of an Assessment Team which will evaluate the results and determine the

level of care and administrative intervention that can be extended.


-Program Components:

3. Treatment, Rehabilitation and Referral

4. Monitoring and Evaluation

• by the employer

• by Health and Safety Committee


• Health Education Program such as primary healthcare counseling in the workplace

• Available and free services of a first-aider, nurse, physician, and dentist in the workplace for workers and dependents

• Wellness program for workers

• Operation Tuli for dependents of workers


6. Nutrition

• Inclusion of nutrition-related program as non-wage benefits in CBAs or in company policies or programs of companies without unions

- conduct of activities for promoting nutrition-friendly workplaces

- access to adequate and safe food and water for employees

- free or subsidized meals in canteens

- nutrition education


- Observance of the Nutrition Month of July (P.D. 491 of the Nutrition Act of the Philippines)

- Use of iodized salt in compliance with RA 8177 or the ASIN Law


7. Environmental Protection, Hygiene and Sanitation

• Information dissemination on safe and healthful work environment

• Promotion of 5S

• Pest Control

• Education on proper garbage disposal

• Tree Planting / Reforestation


8. Sports and Leisure

• Company outings

• Sports tournaments / Competitions

• Other recreational activities


9. Housing

• Free or subsidized housing/sleeping quarters particularly for the night shift workers

• Housing loan with no or minimal interest

• Sale of company scrap materials at minimal prices to workers who would like to repair their houses or construct fences for piggery and poultry


10. Transportation

• Free / subsidized transport services

• Shuttle service for workers

Benefits from Family Welfare Program

1. A better quality and highly motivated workforce

Management

2. Higher company productivity through reduced worker absenteeism, tardiness and accident proneness as a result of better family well-being

3. Harmonious labor-management relations as a result of greater avenues of cooperation

4. Savings on reduced costs for medical services, maternity/paternity leave provisions, etc.

Benefits from FWP

1. Enhanced workers’ family welfare in general

Workers

2. Better health for workers, spouses, and the children3. Increased capacity of workers for savings and investment

4. Increased awareness on issues and concerns relating to their families’ welfare

7. Happier work environment

5. Enhanced personal growth

6. Better prospect of job security

The Family Welfare Committee

• A mechanism or a strategy for the implementation of the Program at the in-plant level.

• Forum where labor and management discuss matters pertaining to population education and family welfare.

FWC Composition

2 or 3 management representativ

es

2 or 3 labor representativ

es

Plant clinic representative (preferably doctor

or head nurse)

Plant-level Family Welfare Committee (FWC) Responsibilities

• The FWC will be responsible for planning, organizing and implementing, monitoring an in-plant family welfare program. The in-plant program shall focus on the ten dimensions of the FWP.

Initial Steps in Organizing FWC

Undergo an orientation on FWP

HRD to initiate identification of members of FWC; formalize the structure

Convene meeting & plan activities with budget

Refine roles, functions of FWC

Thank you!

Family Welfare Program

Documents

Transcript of Family Welfare Program