CP08: SOLO PARENT POLICY Rev 02, Dec 2021 Revision Date Prepared By Reviewed By Approved By 01 01-Jan-2017 YC EB LR 02 01-Dec-2021 GB JJT AH
CP08: SOLO PARENT POLICY Issue: 2.0 Date: 01-Dec-21 Page 2 of 6 Doc ref: CP08 Controlled documents are held electronically. This printed copy is not under amendment control. Table of Contents 1. SOLO PARENTS’ WELFARE ACT (RA 8972) ..................................................................... 3 1.1.Solo Parent Qualifications .................................................................................................. 3 1.2. Requirements and Procedure............................................................................................. 4 1.3. Benefits ................................................................................................................................ 4 2. EFFECTIVITY ....................................................................................................................... 6
CP08: SOLO PARENT POLICY Issue: 2.0 Date: 01-Dec-21 Page 3 of 6 Doc ref: CP08 Controlled documents are held electronically. This printed copy is not under amendment control. The Company implements the mandated additional benefit for qualified employees. A qualified employee is deemed as a Government Registered Solo Parent with DSWD (Department of Social Welfare and Development) holding a current valid Solo Parent ID. In this regard, all eligible employees shall abide by the terms and conditions of this policy. 1. SOLO PARENTS’ WELFARE ACT (RA 8972) It is the policy of the State to promote the family as the foundation of the nation, strengthen its solidarity and ensure its total development. Towards this end, it shall develop a comprehensive program of services for solo parents and their children to be carried out by the Department of Social Welfare and Development (DSWD), the Department of Health (DOH), the Department of Education, Culture and Sports (DECS), the Department of the Interior and Local Government (DILG), the Commission on Higher Education (CHED), the Technical Education and Skills Development Authority (TESDA), the National Housing Authority (NHA), the Department of Labor and Employment (DOLE) and other related government and nongovernment agencies. 1.1. Solo Parent Qualifications 1.1.1. A woman who gives birth as a result of rape and other crimes against chastity even without a final conviction of the offender, provided that mother keeps and raises the child. 1.1.2. Parent left solo or alone with the responsibility of parenthood due to the following circumstances: Due to death of spouse. Spouse is detained or is serving sentence for a criminal conviction for at least one (1) year. Physical and/or mental incapacity of spouse as certified by a public medical practitioner. Legal separation or de facto separation from spouse for at least one (1) year, as long as he/she is entrusted with the custody of the children. 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 one (1) year. 1.1.3. Unmarried mother/father who has preferred to keep and rear their child/children instead of having others care for them or give them up to a welfare institution.
CP08: SOLO PARENT POLICY Issue: 2.0 Date: 01-Dec-21 Page 4 of 6 Doc ref: CP08 Controlled documents are held electronically. This printed copy is not under amendment control. 1.1.4. Any other person who solely provides parental care and support to a child or children. 1.1.5. Any family member who assumes the responsibility of head of family as a result of the death, abandonment, disappearance or prolonged absence of the parents or solo parent. A change in the status or circumstance of the parent claiming benefits under this Act, such that an employee is no longer left alone with the responsibility of parenthood, shall terminate the eligibility for these benefits. “Children” – refer to those living with and dependent upon the solo parent for support who are unmarried, unemployed and not more than eighteen (18) years of age, or even over eighteen (18) years but are incapable of self-support because of mental and/or physical defect/disability. 1.2. Requirements and Procedure 1.2.1. The applicants for the solo parent ID must bring the following documents to the City/Municipal Social Welfare and Development Office: Barangay certification certifying Solo Parent’s residency in the barangay for the last six months Certificates e.g., birth certificates of children, death certificate of spouse and other appropriate documentary support Income tax return or any document that will establish the income level of the solo parent 1.2.2. The social worker receives and ensures that all documents are complete and registers the applications with an appropriate case number in the logbook Registry of Solo Parents. Note: The ID will be issued after 30 days from filing. The validity of the ID is one year and is renewable. 1.3. Benefits 1.3.1. Tax incentives for solo parents with child/children with disability. A single or legally separated individual who has a child, legitimate, illegitimate or legally adopted, is entitled to a basic personal exemption granted to a head of family. An employee is entitled also to an additional exemption of P8, 000 per qualified dependent (not exceeding four). A solo parent is not entitled to the above additional exemption if the individual takes care of a person with disability who is not their child, unless legally adopts the same.
CP08: SOLO PARENT POLICY Issue: 2.0 Date: 01-Dec-21 Page 5 of 6 Doc ref: CP08 Controlled documents are held electronically. This printed copy is not under amendment control. 1.3.2. Flexible work schedule A solo parent employee has the right to vary their arrival and departure time without affecting the core work hours as defined by the employer. The employer shall provide for a flexible working schedule for solo parents, as long as it shall not affect individual and company productivity. In case of certain meritorious grounds, the employer may request exemption from DOLE. The Company entitles a Government Registered Solo Parent flexible time but limited to 8:30am – 5:30pm work schedule provided that the reason for the later arrival is attending to the needs of the child. They must call the reception or Line Manager for this instance, otherwise they are required to render service on a regular office hours 8am – 5pm. 1.3.3. No work discrimination Employers are prohibited from discriminating against any solo parent employee with respect to terms and conditions of employment on account of their status. 1.3.4. Parental leave The parental leave of not more than seven (7) working days every year shall be granted to any Solo Parent employee subject to the following conditions: The solo parent must have rendered service for at least one (1) year. The parental leave shall be availed of every year and shall not be convertible to cash. If not availed within the calendar year, said privilege shall be forfeited within the same year. The parental leave shall be availed of on a continuous or staggered basis, subject to the approval of the Director. In this regard, the solo parent shall submit the application for parental leave at least one (1) week prior to availing the solo parent leave, except on emergency cases. The solo parent employee may avail of parental leave under any of the following circumstances: Attend to personal milestones of a child such as birthday, communion, graduation, and other similar events; Perform parental obligations such as enrollment and attendance in school programs, PTA meetings and the like;
CP08: SOLO PARENT POLICY Issue: 2.0 Date: 01-Dec-21 Page 6 of 6 Doc ref: CP08 Controlled documents are held electronically. This printed copy is not under amendment control. Attend to medical social, spiritual and recreational needs of the child; Other similar circumstances necessary in the performance of parental duties and responsibilities, where physical presence of the parent is required. 1.3.5. The head of agency/office concerned may determine whether granting of parental leave is proper or may conduct the necessary investigation to ascertain if grounds for termination and withdrawal of the privilege exist. 2. EFFECTIVITY This company policy is effective immediately to all qualified employees. Adrian Huson Gladys Bautista Managing Director Employees’ Representative DATE: 01-Dec-2021