Multa at kulong sa drayber na mambabastos ng pasahero

ni Atty. Persida Rueda-Acosta @Magtanong Kay Attorney | Nov. 14, 2024

Dear Chief Acosta,

Ako ay sumakay sa isang pampasaherong jeep papuntang Earnshaw, Sampaloc, Manila.  Habang iniaabot ko ang buong P500.00 ko bilang pamasahe ay patawang sinabihan ako ng jeepney driver na: “Manang na nakaputing blouse, gandang kargada, barya lang po sana sa umaga.” Patuloy din niyang kinukuha ang aking pangalan at address ng aking tirahan.  Sobra akong napahiya at nabastos sa mga sinabi niya, lalo na’t marami ring ibang pasahero ang nakarinig nito. Maaari ba akong magsampa ng kaso laban sa kanya at ano ang maaaring parusa?  — Norliza

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Dear Norliza,

Ang sagot sa iyong katanungan ay matatagpuan sa Republic Act (R.A.) No. 11313 o “Safe Spaces Act”.  

Ayon sa Sections 4, 6, at 11 ng nasabing batas:

“Section 4. Gender-Based Streets and Public Spaces Sexual Harassment. -- The crimes of gender-based streets and public spaces sexual harassment are committed through any unwanted and uninvited sexual actions or remarks against any person regardless of the motive for committing such action or remarks.

Gender-based streets and public spaces sexual harassment includes catcalling, wolf-whistling, …, and sexist slurs, …, relentless requests for personal details, statement of sexual comments and suggestions, …, or any advances, whether verbal or physical, that is unwanted and has threatened one’s sense of personal space and physical safety, and committed in public spaces such as alleys, roads, sidewalks and parks. Acts constitutive of gender-based streets and public spaces sexual harassment are those performed in buildings, schools, churches, restaurants, malls, public washrooms, bars, internet shops, public markets, transportation terminals or public utility vehicles.”

“Section 6. Gender-Based Sexual Harassment in Public Utility Vehicles. -- In addition to the penalties in this Act, the Land Transportation Office (LTO) may cancel the license of perpetrators found to have committed acts constituting sexual harassment in public utility vehicles, and the Land Transportation Franchising and Regulatory Board (LTFRB) may suspend or revoke the franchise of transportation operators who commit gender-based streets and public spaces sexual harassment acts. Gender-based sexual harassment in public utility vehicles (PUVs) where the perpetrator is the driver of the vehicle shall also constitute a breach of contract of carriage, for the purpose of creating a presumption of negligence on the part of the owner or operator of the vehicle in the selection and supervision of employees and rendering the owner or operator solidarity liable for the offenses of the employee.”

“Section 11. Specific Acts and Penalties for Gender-Based Sexual Harassment in Streets and Public Spaces. -- The following acts are unlawful and shall be penalized as follows:

(a) Xxx.

(1) The first offense shall be punished by a fine of One thousand pesos (P1,000.00) and community service of twelve (12) hours inclusive of attendance to a Gender Sensitivity Seminar to be conducted by the PNP in coordination with the LGU and the PCW;

(2) The second offense shall be punished by arresto menor (6 to 10 days) or a fine of Three thousand pesos (P3,000.00);

(3) The third offense shall be punished by arresto menor (11 to 30 days) and a fine of Ten thousand pesos (P10,000.00).”

Base sa nasabing batas, malinaw na ang mga aksyon at katagang binitawan sa inyo ng jeepney driver habang nakasakay ka sa pampasaherong jeep o public utility vehicle ay maituturing na paraan o uri ng “catcalling” o “sexist slurs” at ang patuloy na paghingi sa inyong pangalan at address ng tirahan ay katumbas sa “relentless requests for personal details, statement of sexual comments and suggestions, or any advances, whether verbal or physical.” Ang mga ito ay uri ng Gender-Based Streets and Public Spaces Sexual Harassment na pinaparusahan ng “Safe Spaces Act.”  Ayon din sa batas, ang paglabag nito ay may kaakibat na parusang pagtanggal ng lisensya ng drayber at prangkisa ng operator ng jeep o public utility vehicle gayundin ang pagbabayad ng fine at pagkakakulong nito. Kaya naman puwede ninyong kasuhan ang nasabing jeepney driver ayon sa nasabing batas.

Sana ay nabigyan namin ng linaw ang iyong katanungan. Ang payong aming ibinigay ay base lamang sa mga impormasyon na iyong inilahad at maaaring magbago kung mababawasan o madaragdagan ang mga detalye ng iyong salaysay. 

Maraming salamat sa iyong patuloy na pagtitiwala.

Petisyon sa korte para sa presumptive death ng nawawalang asawa

ni Atty. Persida Rueda-Acosta @Magtanong Kay Attorney | Nov. 13, 2024

Dear Chief Acosta,

Ang aking asawa ay apat na taon ng hindi umuuwi ng bahay. Magmula noon ay wala na akong balita kung nasaan siya. Sinubukan ko ang aking makakaya na hanapin siya.  Nagtanung-tanong na rin ako sa mga kamag-anak niya kung alam nila kung nasaan siya, subalit wala akong nakuhang makakatulong na sagot mula sa kanila. Nababahala lamang din ako dahil may sakit siya sa puso at hypertension. Ganunpaman, sa paglipas ng panahon ay nahihirapan na rin akong walang katuwang sa buhay. Kamakailan lamang ay may nakapagsabi sa akin na diumano ay maaari akong magpetisyon sa korte upang makakuha ng decree na siya ay “presumptively dead” na. Tama ba ito? — Skye

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Dear Skye,

Ang sagot sa iyong katanungan ay matatagpuan sa Article 41 ng Family Code at sa kasong Republic of the Philippines vs. Josephine Ponce-Pilapil (G.R. No. 219185, November 25, 2020), sa panulat ni Kagalang-galang na Kasamang Mahistrado Ramon Paul L. Hernando.

Nakasaad sa Article 41 ng Family Code na:

“Article 41. A marriage contracted by any person during subsistence of a previous marriage shall be null and void, unless before the celebration of the subsequent marriage, the prior spouse had been absent for four consecutive years and the spouse present has a well-founded belief that the absent spouse was already dead. In case of disappearance where there is danger of death under the circumstances set forth in the provisions of Article 391 of the Civil Code, an absence of only two years shall be sufficient.

For the purpose of contracting the subsequent marriage under the preceding paragraph, the spouse present must institute a summary proceeding as provided in this Code for the declaration of presumptive death of the absentee, without prejudice to the effect of reappearance of the absent spouse.”

Sinabi rin ng Korte Suprema sa nasabing kaso na Ponce-Pilapil:

“Jurisprudence sets out four requisites for a grant of a petition for declaration of presumptive death under Article 41 of the Family Code: first, the absent spouse has been missing for four consecutive years, or two consecutive years if the disappearance occurred where there is danger of death under the circumstances laid down in Article 391 of the Civil Code; second, the present spouse wishes to remarry; third, the present spouse has a well-founded belief that the absentee is dead; and fourth, the present spouse files for a summary proceeding for the declaration of presumptive death of the absentee.”

Ipinaliwanag ng Korte Suprema sa nasabing kaso na ang pangatlong requirement hinggil sa “well-founded belief” ay mahirap patunayan. Dapat ay nagkaroon ng diligent at reasonable efforts ang buhay na asawa na hanapin ang kanyang nawawalang asawa, at base sa kanyang pagsisikap at pagtatanong ay naniniwala siya na sa mga pangyayari ay patay na nga ang kanyang nawawalang asawa. Hindi sapat na walang balita kung buhay pa ang nawawalang asawa o kaya ay may general presumption of absence upang maituring na presumed dead na nga siya. Gaya ng sitwasyon ng nawawala mong asawa, sinabi rin ng Korte Suprema sa nasabing kaso na hindi maaaring magkakonklusyon na ang nasabing sakit ay maituturing na terminal illness bago pa man siya mawala. Ang isang expert testimony at medical document ay kinakailangan upang suportahan ito.

Base sa nabanggit, ang iyong pinaplanong petition ay premature. Ang mere absence o hindi malaman na lokasyon ng iyong asawa, kakulangan sa balita na siya ay buhay pa o pakikipag-ugnayan, o general presumption of absence sa ilalim ng Kodigo Sibil ay hindi sapat upang maglabas ang korte ng nasabing decree. Dapat din ay makipag-ugnayan kayo sa mga awtoridad na hanapin ang inyong nawawalang asawa.

Sana ay nabigyan namin ng linaw ang iyong katanungan. Ang payong aming ibinigay ay base lamang sa mga impormasyon na iyong inilahad at maaring magbago kung mababawasan o madaragdagan ang mga detalye ng iyong salaysay. 

Maraming salamat sa iyong patuloy na pagtitiwala.

Maternity at paternity leave benefits ng magka-live-in

ni Atty. Persida Rueda-Acosta @Magtanong Kay Attorney | Nov. 12, 2024

Dear Chief Acosta,

Ako ay isang manggagawa sa isang pribadong bangko sa loob ng apat na taon. Ako ay malapit nang manganak. Sa kasalukuyan ay ka-live-in ko ang ama ng batang nasa aking sinapupunan. Kaugnay nito ay napag-uusapan namin kung paano ang aming gagawing pag-aalaga sa aming anak pagkasilang nito dahil isa ring empleyado sa pribadong sektor ang aking live-in partner. Nabanggit niya na magsusumite siya ng kanyang paternity leave sa kanyang employer, samantalang ako naman ay mag-a-apply ng maternity leave. Maaari ba naming gawin iyon? — Lena

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Dear Lena,

Ang sagot sa iyong katanungan ay matatagpuan sa Republic Act (R.A.) No. 11210 o ang “105-Day Expanded Maternity Leave Law”. Nakasaad sa batas na:

Section 3. Grant of Maternity Leave.— All covered female workers in government and the private sector, including those in the informal economy, regardless of civil status or the legitimacy of her child, shall be granted one hundred five (105) days maternity leave with full pay and an option to extend for an additional thirty (30) days without pay: Provided, That in case the worker qualifies as a solo parent under Republic Act No. 8972, or the “Solo Parents’ Welfare Act”, the worker shall be granted an additional fifteen (15) days maternity leave with full pay. Xxx.”

Ang Sec. 5 ng parehong batas ay nagsasabi rin na: 

Section 5. Maternity Leave for Female Workers in the Private Sector. — Any pregnant female worker in the private sector shall be granted a maternity leave of one hundred five (105) days with full pay, regardless of whether she gave birth via caesarian section or natural delivery, while maternity leave of sixty (60) days with full pay shall be granted for miscarriage or emergency termination of pregnancy.

(a) A female Social Security System (SSS) member who has paid at least three (3) monthly contributions in the twelve (12)-month period immediately preceding the semester of her childbirth, miscarriage, or emergency termination of pregnancy shall be paid her daily maternity benefit which shall be computed based on her average monthly salary credit for one hundred five (105) days, regardless of whether she gave birth via caesarian section or natural delivery, subject to the following conditions:

(1) That the female worker shall have notified her employer of her pregnancy and the probable date of her childbirth, which notice shall be transmitted to the SSS in accordance with the rules and regulations it may provide;

 Xxx

(b) An additional maternity leave of thirty (30) days, without pay, can be availed of, at the option of the female worker: Provided, That the employer shall be given due notice, in writing, at least forty-five (45) days before the end of her maternity leave: Provided, further, That no prior notice shall be necessary in the event of a medical emergency but subsequent notice shall be given to the head of the agency.

Xxx.”

Dagdag pa ng parehong batas na:

“Section 6. Allocation of Maternity Leave Credits. — Any female worker entitled to maternity leave benefits as provided for herein may, at her option, allocate up to seven (7) days of said benefits to the child’s father, whether or not the same is married to the female worker: xxx.”

Subalit, ayon naman sa Section 2 ng Republic Act No. 8187 o “Paternity Leave Act of 1996”:

“SECTION 2. Notwithstanding any law, rules and regulations to the contrary, every married male employee in the private and public sectors shall be entitled to a paternity leave of seven (7) days with full pay for the first four (4) deliveries of the legitimate spouse with whom he is cohabiting. Xxx. 

“SECTION 3. Definition of Term. – For purposes of this Act, Paternity Leave refers to the benefits granted to a married male employee allowing him not to report for work for seven (7) days but continues to earn the compensation therefor, on the  condition that his spouse has delivered a child or suffered a  miscarriage for purposes of enabling him to effectively lend support to his wife in her period of recovery and/or in the  nursing of the newly-born child.”

Malinaw sa mga nasabing batas na maaari kayong kumuha ng maternity leave benefits na babayaran ng katumbas ng inyong average monthly salary credit para sa 105 na araw kahit na hindi kayo kasal ng ama ng magiging anak ninyo. Kailangan lang ay nagbayad kayo sa SSS ng contributions ninyo ng hindi bababa sa tatlong buwan sa isang taon bago kayo manganak, at inyong inabisuhan ang inyong employer tungkol sa inyong pagbubuntis at posibleng araw ng inyong panganganak. Gayundin na maaari kayong kumuha ng karagdagang maternity leave na 30 araw ng walang bayad. Bagaman hindi sakop ng “Paternity Leave Act of 1996” ang mga ama na hindi kasal sa ina ng kanilang anak upang makakuha ng pitong araw na paternity leave ay pinapayagan naman ang alokasyon ng hanggang pitong araw ng maternity leave credits ang mga nasabing ama kahit na sila ay ka-live-in lamang sang-ayon sa Section 6 ng “105-Day Expanded Maternity Leave Law.”

Sana ay nabigyan namin ng linaw ang iyong katanungan. Ang payong aming ibinigay ay base lamang sa mga impormasyon na iyong inilahad at maaaring magbago kung mababawasan o madaragdagan ang mga detalye ng iyong salaysay.

Maraming salamat sa iyong patuloy na pagtitiwala.