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
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.
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