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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. 56-03


Series 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
THE FAMILY
FAMILY WELFARE
WELFARE
PROGRAM
PROGRAM (FWP)
(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.

10 Dimensions of the
Family Welfare Program
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:

Transportation

Reproductive
Health/Responsible
Parenthood
Education
/Gender
Equality

Housing

Sports &
Leisure

Spirituality/
Value
Formation

Environment
Protection,
Hygiene &
Sanitation
Nutrition

Medical
Health Care

Income
Generation/
Livelihood/
Cooperative

DIMENSIONS OF FAMILY
WELFARE PROGRAM

1. Reproductive Health and


Responsible Parenthood

Elements of RH and RP
Reproductive
Health Element

Workplace Issues and


Concerns

Family Planning Increase in availment of SSS

Maternal and
Child Health

Prevention and
Control of
Reproductive
Infections

Possible Programs
Availability of Family Planning

Maternity benefits
Increase in absences
Increase in unplanned
pregnancies

Supplies in the Clinic


Family Planning Counseling Program
Lectures on Family Planning
Methods

Increase in maternity and

Provision of Lactating Room

child-related absences

Absences and tardiness due


to seeking of treatment

for Working Mothers


Mothers Classes for Married
Employees
Lectures on Pre- and Post-natal Care
Lectures on the options to prevent
Unplanned Pregnancies
and STDs
Condom and Pills Dispensing for
Single Sexually-active Employees

Elements of RH and RP
Reproductive Health
Element

Workplace Issues and


Concerns

Adolescent Sexuality
and Reproductive
Health

Increase in the number of

Prevention of Abortion

Abortion-related absences

and Management of
its Complications
Male Involvement
in Reproductive Health
Prevention of Breast
and Reproductive Tract
Cancers and other
Gynecological Problems

Possible Programs

pregnancies among single


employees
Tardiness and Absences
Affected productivity
Lecture Series on Abortion

and tardiness
Spouse-related absences
and tardiness
Affected performance and
productivity due to
complications

Vasectomy Program
Lectures on STD/HIV/AIDS
In-plant Breast and Pap
Smear
Examination Program

Elements of RH and RP
Reproductive Health
Element
Education and
Counseling on
Human Sexuality

Infertility
Management

Violence Against
Women

Workplace Issues and


Concerns
Affected performance and

Possible Programs
Peer Counseling Program

productivity

Affected performance and

Counseling Program on

productivity due to
emotional
stress

Infertility Management

Sexual harassment cases

Anti-Sexual Harassment
Program in the Workplace
Referral Network of Women
Crisis Centers

DIMENSIONS OF FAMILY WELFARE PROGRAM

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.

DIMENSIONS OF FAMILY WELFARE PROGRAM


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)

DIMENSIONS OF FAMILY WELFARE PROGRAM

2.1 Education
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)

DIMENSIONS OF FAMILY WELFARE PROGRAM

2.2 Gender Equality


Anti-Sexual Harassment Act of 1995 (RA 7877)
Duties of the employer:
Posting/dissemination of RA 7877
Orientation of employees on the provision of
RA 7877
Promulgation 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.

DIMENSIONS OF FAMILY WELFARE PROGRAM

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

DIMENSIONS OF FAMILY WELFARE PROGRAM

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.
Setting up cooperative in the workplace
Community Outreach Program

DIMENSIONS OF FAMILY WELFARE PROGRAM

5. Medical Health Care


Advocacy on HIV / AIDS Program
THE ROLE OF THE EMPLOYER
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.

HIV/AIDS PROGRAMS IN THE


WORKPLACE
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.

PROVISIONS OF R.A. 8504

(The Philippine Aids Prevention and Control


Act of 1998)
RELEVANT TO THE WORKPLACE

1. Discrimination in any form from preemployment 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.

DIMENSIONS OF FAMILY WELFARE PROGRAM

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

DIMENSIONS OF FAMILY WELFARE PROGRAM

-Minimum Requirement:
A Drug-Free Workplace Policy and Programs

DIMENSIONS OF FAMILY WELFARE PROGRAM


-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.

DIMENSIONS OF FAMILY WELFARE PROGRAM


-Program Components:
3. Treatment, Rehabilitation and Referral
4. Monitoring and Evaluation
by the employer
by Health and Safety Committee

DIMENSIONS OF FAMILY WELFARE PROGRAM

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

DIMENSIONS OF FAMILY WELFARE PROGRAM

6. Nutrition
Inclusion of nutrition-related program as nonwage benefits in CBAs or in company policies or
programs of companies without unions
- conduct of activities for promoting nutritionfriendly workplaces
- access to adequate and safe food and water for
employees
- free or subsidized meals in canteens
- nutrition education

DIMENSIONS OF FAMILY WELFARE PROGRAM

- 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

DIMENSIONS OF FAMILY WELFARE PROGRAM

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

DIMENSIONS OF FAMILY WELFARE PROGRAM

8. Sports and Leisure


Company outings
Sports tournaments / Competitions

Other recreational activities

DIMENSIONS OF FAMILY WELFARE PROGRAM

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

DIMENSIONS OF FAMILY WELFARE PROGRAM

10. Transportation
Free / subsidized transport services
Shuttle service for workers

Benefits from Family Welfare


Program
Management
1. A better quality and highly
motivated workforce
2. Higher company productivity
through reduced worker
absenteeism, tardiness and
accident proneness as a
result of better family wellbeing

3. Harmonious labormanagement 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


Workers
1. Enhanced workers
family welfare in general
2. Better health for
workers,
spouses, and the
children capacity of
3. Increased
workers for savings and
investment

4. Increased awareness on issues


and concerns relating to their
families welfare
5. Enhanced personal growth

6. Better prospect of job security


7. Happier work environment

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!