ANTI-VIOLENCE AGAINST WOMEN AND THEIR CHILDREN ACT OF 2004 / RA NO.
9262  A dating relationship neither refers to 1) casual acquaintance; nor to 2) ordinary
 Jurisprudence described RA 9262 as a landmark legislation defining and criminalizing
acts of violence against women and their children perpetrated by women’s intimate
partners.
 According to the court, the law provides for Protection Orders from the barangay and
the courts to prevent the commission of further acts of violence against women and
their children.
 The law also outlines the duties and responsibilities of barangay officials, law
enforcers, prosecutors and court personnel, social workers, health care providers,
and other government officials in responding to complaints or requests for assistance
 What is the concept of violence against women and their children about?
 Violence against women and their children refers to:
1. physical
2. sexual
3. psychological or
4. economic abuse
 It is committed by a person against:
1. a woman who is his wife
2. a former wife
3. with whom he has or had a sexual or dating relationship
4. with whom he has a common child
5. against her child whether legitimate or illegitimate
 aged below 18 years
 aged 18 years or older but incapable of
taking care of himself Forms of Violence
 Women and children who are victims of violence are also referred to under the law as:
“victim survivors”
 Jurisprudence teaches that the victim survivor does not necessarily be the wife or
former wife.
 She could be any woman whom the offender has or had a sexual relationship
or dating relationship, whether the sexual or dating relationship had ceased
is “immaterial” for as long as there is sufficient evidence showing the past
or present existence of such relationship between the offender and the
woman victim survivor when the physical harm was committed.
 A sexual relationship can exist even if there was only a single sexual act, regardless of
whether it resulted in the bearing of a common child.
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2D Agrarian Law and Social Legislation (1 st Semester, AY 2021-2022)
socialization in a business or social context.
 It refers to a situation where the parties live as husband and wife
without the benefit of marriage; or
 are romantically involved overtime and on a continuing basis.
 The dating relationship contemplated under the law can exist even without a sexual
intercourse taking place between those involved.
 The Law did not use the colloquial verb “romance” that implies a sexual
act, neither did it state that the offender must have romanced the woman
victim survivor.
 Rather, it used the noun “romance” to describe a couple's relationship that
is a “love affair”
 Remember that violence against victim survivors is not confined to this physical
violence.
 it also includes sexual violence
 psychological violence;
 economic abuse.
 Violence refers to any act or a series of acts committed by any person against victim
survivors.
 Jurisprudence teaches that the law does not require that the violence must be
repeatedly done in order it to be punishable.
 The object of the law is to promote the protection and safety of victim survivors
limiting punishment to repeatedly committed violence with licensed isolated
ones.
1. Physical violence
 is the infliction of bodily harm.
 it could be in the form of battery, assault, coercion, harassment, or arbitrary
deprivation of liberty.
2. Sexual violence
 can be in the form of the following:
-rape
-sexual harassment
-acts of lasciviousness
-treating the victim survivor as a sex object
-making demeaning and sexually suggestive remarks
-physically attacking the sexual parts of the body
 -forcing the victim survivor to watch obscene publications and indecent
shows or do indecent acts or make films thereof
-forcing the woman victim survivor, a mistress, or lover to leave to live in the
conjugal home or sleep together in the same room with the abuser/offender Remedies available to victim survivors
-acts causing or attempting to cause the victim survivor to engage in any 1. Criminal action
sexual activity, by force, threat of force, physical or other harm or threat of 2. Criminal action with reservation of a special civil action
physical or other harm or coercion 3. Civil action for damages
-prostituting the victim survivor 4. Protection order without claiming damages

3. Psychological violence Areas which concern Labor Laws

 refers to acts or omissions causing or likely to cause mental or emotional
suffering of the victim survivor such as: Leave for victims of violence
-intimidation
-harassment  Victim survivors are entitled to a paid leave of absence up to 10 days, in
-damage to property addition to other paid leaves under the Labor Code of the Philippines and the
-public ridicule or humiliation Civil Service Rules and Regulations
-repeated verbal abuse
-marital infidelity  The period for the leave of absence may be extended when the necessity
-causing or allowing the victim survivor to witness: arises, as specified in the protection order.
-the physical, sexual, or psychological abuse of a
member of the family, to which the victim survivor  The leave is non-cumulative and non-convertible to cash, if unused.
belongs
-pornography, in any form  The employer or agency head who denies the application for leave and who
-abusive injury to pets shall prejudice the victim survivor or any person assisting the co-employee, who
-unwanted deprivation of the right to custody and/or visitation of is a victim survivor shall be held liable for discrimination and violation of the
common children law.
-stalking
To be entitled to the leave for victim survivors, the following conditions must be
4. Economic abuse complied with:
 refers to the acts that are intended to make the victim survivor financially
dependent such as: 1. The employee victim survivor must present a certification from the Punong
-withdrawal of financial support Barangay, Kagawad, Prosecutor, or the Clerk of Court, as the case may be.
-preventing the woman victim survivor from engaging in any legitimate
profession occupation, business, or activity, except when the same is 2. Such certification must concern a case for violence against women and their
based on valid serious and moral grounds as defined in Art. 73 of the children that is pending.
Family Code of the Philippines
-deprivation or threat of the deprivation of financial resources, including
the right to the use and enjoyment of the conjugal community or Note: The availment of the 10-day leave shall cover only the days when she has to attend
property owned in common to medical and legal concerns.
-destroying household property
-controlling the victim survivor’s own money or properties
-solely controlling the conjugal money or properties

Transcribed by: April Anne Toledo

2D Agrarian Law and Social Legislation (1 st Semester, AY 2021-2022)

ANTI-SEXUAL HARRASMENT ACT OF 1995 / RA NO. 7877
 What is the concept of sexual harassment about?
 Sexual harassment is the act of demanding or requesting sexual favors by a
person having authority or moral ascendancy over another regardless of
whether the demand or request is accepted or not.
 Sexual harassment can be committed only when there is a superior or
subordinate relationship, because sexual harassment is not about a man
taking advantage of a woman because of sexual desire, it is about power being
exercised by a superior officer over his subordinates
 The power emanates from the fact that the superior can remove the subordinate
from his workplace, even if the latter would refuse his amorous advances.
 The gravamen of offense in sexual harassment is not the violation of the
employee sexuality, but the abuse of power by the employer
 it is not necessary that the demand request or requirement of his
sexual favor, be articulated in a categorical, oral, or written
statement.
 It may be discerned with equal servitude from the acts of the
superior.
 It is not essential that the demand request or requirement be
made as a condition for continued employment or for
promotion.
 It is enough that the sexual advances or requests for sexual fever
resulted in creating an intimidating hostile or offensive
environment for the employee.
 In what case can sexual harassment be committed?
 Sexual harassment can be committed in:
1. a work related or employment environment
2. an education or training environment.
Transcribed by: April Anne Toledo
2D Agrarian Law and Social Legislation (1 st Semester, AY 2021-2022)
 How is sexual harassment committed in a work-related environment?
 In a work-related or employment environment, sexual harassment is committed
when a sexual favor is made, as a condition for:
-hiring
-re-employment
-continued employment
-granting favorable compensation, terms, conditions, promotions, or
privileges,
or when refusal to grant sexual favor results in:
-discrimination
-deprivation of employment opportunities
-diminished employment opportunities
-other adverse effects
or when the sexual advances impair:
- employee rights or privileges
or result in intimidating, hostile, or offensive environment.
 How is sexual harassment committed in an education/training environment?
 In an education/training environment sexual harassment is committed when
the sexual favor is made as a condition for:
-giving passing grades
-granting honor and scholarships
-paying benefits, privileges, or considerations,
or when sexual advances result in an intimidating hostile or offensive
environment.
 Who can be victims of sexual harassment?
 In a work-related environment, sexual harassment can be committed against:
-an employee
-applicant for employment
 In an education or training environment, sexual harassment can be committed
against:
-a person under the care custody or supervision of the offender
-a person whose education or training is entrusted to the offender.
 Who may be liable for sexual harassment?
 The following may be held liable for sexual harassment:
-employer manager, supervisor, or agent of the employer
 -teacher, instructor, professor, coach, or trainer
-any person having authority influence or moral ascendancy over
another in a work, or training/education environment
-any person who directs, induces, or cooperates, with another to
commit an any act of sexual harassment.
Obligations
 Employers and heads of educational or training institutions are obliged:
 To create a committee on the decorum and investigation.
 To promulgate rules and regulations, prescribing:
-the guidelines on proper decorum in the workplace, educational, or
training institutions.
-the procedure for the investigation of sexual harassment cases and
administrative sanctions therefor.
 it should also conduct the investigation of alleged cases
constituting sexual harassment.
Liability
 The liability of the employer and educational or training institutions, employers,
and educational or training institutions, are solidarity liable for damages arising
from the acts of sexual harassment committed in the employment, educational or
training environment, if they do not take immediate action on any sexual harassment
incident reported to them by those in there.
Remedy
 The victim of work-related or education/training-related sexual harassment may
institute a separate and independent action for damages and other affirmative
relief.

 Rules and regulations must be jointly approved by the duly

designated representatives of employees or students/trainees.

 For employers, the committee on decorum and investigation

shall be composed of at least one representative from:
-the management
-the rank-and-file employees
-the supervisory employees
-the union, if one exists.

 For educational or training institutions, the committee on

the decorum and investigation shall be composed of at least
one representative from:
-the administration
-trainers
-teachers
-instructors
-professors
-coaches
-student or trainees

 The committee on decorum and investigation shall conduct

meetings with officers and employees, teachers, instructors,
professors, coaches, trainers, and students or trainees to
increase understanding and prevent incidents of sexual
harassment

Transcribed by: April Anne Toledo

2D Agrarian Law and Social Legislation (1 st Semester, AY 2021-2022)

SAFE SPACES ACT / RA NO. 11313
Rationale
 The law was enacted to uphold the equality of men and women and to afford them their
safe space.
 In a recent case the Supreme Court stated that the safe spaces act expands on the
concept of discrimination and protects persons of diverse sexual orientation, gender
identity and/or expression.
 It thus recognizes gender based sexual harassment as including among others
misogynistic, transphobic, homophobic, and sexist slurs.
 The court also stated that the safe spaces act does not undo or abandone the definition
of sexual harassment under the Anti-Sexual Harassment Law of 1995.
 The gravamen of the offenses punished under the Safe Spaces Act is the act of
sexually harassing a person on the basis of his or her sexual orientation gender
identity and or expression.
 The Anti-Sexual Harassment Law of 1995 refers to the abuse of one's authority
influence or moral ascendancy, so as to enable the sexual harassment of a
subordinate.
Concept of Safe Spaces
 The concept of safe spaces contemplates public spaces, online platforms, as well as
workplaces and educational or training institutions, where persons are supposed to
be protected from gender based sexual harassment.
 There are several acts or aspects penalized in the law for purposes of the labor law bar
exam, the gender based sexual harassment in the workplace and in educational or
training environments.
This involves the following acts that occur in workplaces or educational or training
environments:
Transcribed by: April Anne Toledo
2D Agrarian Law and Social Legislation (1 st Semester, AY 2021-2022)
1. Unwelcome sexual advances or request for sexual favors against the
recipient.
2. Unwelcome and reasonable and offensive conduct of sexual nature
against the recipient.
3. Unwelcome and pervasive conduct that creates an intimidating, hostile,
or humiliating environment for the recipient.
Who may be liable?
 Any person who commits an act of gender based sexual harassment may be held
liable under the safe spaces act.
 Unlike the Anti-Sexual Harassment Act Of 1995, the safe spaces act does
not require the existence of a superior subordinate relationship for
gender based sexual harassment in the workplace; neither does the safe
spaces act require the presence of a teacher-student or trainor-
trainee relationship for gender based sexual harassment in educational
or training environments.
 The Safe Spaces Act provides that gender-based sexual harassment may
be committed even between peers; or those committed to a superior
officer by a subordinate; or to a teacher by a student; or to a trainer
by a trainee.
Obligations of Employers and Heads of Educational or Training Institutions
 To disseminate a copy of the Safe Spaces Act to all persons in the workplace or post the
same in a conspicuous place within the workplace.
 To provide measures to prevent gender-based sexual harassment in the workplace, such
as the conduct of anti-sexual harassment seminars.
 To create a committee on the decorum and investigation, to investigate and address
complaints of gender-based sexual harassment.
 To disseminate a code of conduct or policy against gender-based sexual harassment.
 The Committee on Decorum and Investigation is required:
 To adequately represent management employees from the supervisory
rank, rank and file employees, union, school administration, trainers,
 instructors, professors or coaches, and students or trainees, students
and parents, as the case may be.

 To designate a woman as its head and make certain that not less than
half of its members should be women.

 To ensure equal representation of persons of diverse sexual orientation,

identity, and/or expression, as far as practicable.

 To be composed of members who shall be impartial and not connected

or related to the alleged perpetrator.

 To investigate and decide on the complaints within 10 days or less upon

receipt thereof.

 To observe due process.

 To protect the complainant from retaliation.

 To guarantee confidentiality to the greatest extent possible.

Obligations of Employees and Co-workers

 To refrain from committing acts of gender-based sexual harassment.

 To discourage the conduct of gender-based sexual harassment in the workplace.

 To provide emotional or social support to fellow employees, co-workers,

colleagues, or peers, who are victims of gender-based sexual harassment.

 To report acts of gender-based sexual harassment witnessed in the workplace.

Remedies

 The victim of work-related or educational/training-related gender-based sexual

harassment may institute a separate and independent action for damages and
other affirmative relief.

Transcribed by: April Anne Toledo

2D Agrarian Law and Social Legislation (1 st Semester, AY 2021-2022)

SENIOR CITIZENS ACT / RA NO. 7432
(As Amended by RA Nos. 9257, 9994, and 10645)
Concept of a senior citizen
 A senior citizen refers to a resident citizen of the Philippines, at least 60 years old.
 It includes Filipinos with dual citizenship status, provided they have at least six months
residency in Philippines.
Privileges of a senior citizen
1. 20% discount and value added tax exemption on the payment of the following
goods and services for his or her exclusive use and enjoyment:
 medicines prescribed by his or her attending physician
 essential medical supplies accessories and equipment
 professional fees of his or her attending physician
 professional fees of licensed home health care workers
 medical and dental services, as well as diagnostic and laboratory fees
 actual fare for land transportation
 actual fare for domestic air and sea transportation
 services in hotels restaurants and recreation centers
 admission fees to theaters, cinema houses, and concert halls, circuses,
carnivals, and other similar places of culture, leisure, and amusement
amusement
 funeral and burial services.
2. Exemption from the payment of individual income taxes of minimum wage
earners
3. 5% discount on the monthly water and electricity utility bills
4. Exemption from training fees for social economic programs
Transcribed by: April Anne Toledo
2D Agrarian Law and Social Legislation (1 st Semester, AY 2021-2022)
5. Free medical and dental services in government facilities
6. Educational assistance for post, secondary, tertiary, post-tertiary vocational and
technical education, as well as short term courses, in both public and private
schools, through provision of scholarships, grants, financial aids, subsidies, including
support for books learning materials and uniform allowance to the extent feasible if
the senior citizen meets the minimum admission requirements.
7. Continuance of the same benefits and privileges given by the GSIS, SSS, Home
Development Mutual Fund.
8. Special discounts in special programs for senior citizens on purchase of basic
commodities
9. Express lanes in all commercial and government establishments, or in the absence
thereof, priority shall be given to them
10. Death benefit assistance of a minimum of 2,000 pesos to be given to the nearest
surviving relative of deceased senior citizen.
What should senior citizens present to avail privileges/benefits?
 Senior Citizens availing of the privileges granted under the senior citizens act must
present any of the following documents:
1. Identification card issued by the office of the senior citizens affairs.
2. Philippine passport
3. Other documents showing the senior citizens age and Filipino citizenship such as his
or her:
-Driver’s license
-Voters ID
-SSS or GSIS ID
-Professional Regulation Commission ID
 If goods and services are on promotional discount, the senior citizen can choose
between the promotional discount or the 20% discount under the senior citizens act,
whichever is higher and more favorable.
 If the senior citizen is also a PWD, he/she can choose to avail of the 20% discount under
the Magna Carta for Persons with Disability or under the Senior Citizens Act.
Incentives
  Incentives for foster care individual or non-governmental institutions, homes,
residential communities, or retirement villages, caring solely for senior citizens are
entitled to following incentives:

1. Realty tax holiday for the first five years starting from the first year of
operation.

2. Priority in the construction or maintenance of provincial or municipal

roads leading to the aforesaid home, residential community, or retirement
village.

 Private entities that employ senior citizens are entitled to an additional deduction
from their gross income equivalent to 15% of the total amount paid as salaries and
wages to senior citizens if:
1. Senior citizens are continuously employed for a period of at 6 months;
and

2. The annual income of the senior citizen does not exceed the latest
poverty threshold as determined by the National Statistical Coordination
Board of the National Economic and Development Authority for that year.

Transcribed by: April Anne Toledo

2D Agrarian Law and Social Legislation (1 st Semester, AY 2021-2022)

105-DAY EXPANDED MATERNITY LEAVE LAW / RA NO. 11210
Coverage
 The 105-day expanded maternity leave below covers all female members of the Social
Security System, government employees, national athletes, and those in the informal
economy, whether married or unmarried.
Occasions when maternity leave can be availed of
1. Childbirth
2. Miscarriage
3. Emergency termination of pregnancy
 Emergency Termination of Pregnancy refers to pregnancy loss, on or after the
20th week of gestation, including stillbirth.
Duration of maternity leave
1. For pregnancy or childbirth of ordinary employees
 105 days, with full pay regardless of whether normal or caesarian delivery.
 extendable for 30 days without pay, at the option of the employee.
2. For solo parents
 120 days.
 In other words, 105 days plus 15 days, with full pay.
3. For miscarriage or emergency termination of pregnancy
 60 days, with full pay.
Transcribed by: April Anne Toledo
2D Agrarian Law and Social Legislation (1 st Semester, AY 2021-2022)
When to enjoy maternity leave?
 Maternity leave cannot be deferred. It may be availed of before or after the actual period
of delivery in a continuous or uninterrupted manner. However, the post-natal leave shall
not be less than 60 days.
Allocation of Maternity Leave Credits
 The employee may allocate 7 days of the maternity leave benefit to the child's father.
 Whether or not the father is married to the female worker.
 The allocated benefit granted to the child's father is over and above that which
is provided under the Paternity Leave Act Of 1996
 In case of death, absence, or incapacity of the father, the 7-day benefit may be
allocated to an alternate caregiver.
 The alternate caregiver may be relative within the 4th degree of
consanguinity or the current partner of the female worker who shares the
same household.
Notice Requirements
 The worker shall notify her employer or the head of the government agency of her
option to allocate with her application for maternity leave.
 the father or alternate caregiver, as the case may be, shall notify the employer
concerned of his or her availment of the allocated leave and the inclusive dates
thereof.
Effect of Death or Incapacity
 If the female worker dies or becomes permanently incapacitated the balance of the
maternity leave benefit shall accrue to the father of the child or to a qualified
caregiver
 A qualified caregiver may be a relative within the 4th degree of consanguinity,
or the current partner of the female worker who share the same household.
Limits on number of pregnancies/miscarriages in availing benefits?
 Maternity leave can be availed of, for every instance of pregnancy miscarriage or
emergency termination of pregnancy, regardless of frequency.
 In case of two overlapping maternity benefit claims (e.g., a miscarriage or emergency
termination of pregnancy after the other or followed by life childbirth) the female member
shall be granted maternity benefits for the 2 contingencies, in a consecutive manner.
However, the amount of benefit corresponding to the period where there is an overlap,
shall be deducted from the current maternity benefit claim and the worker shall be paid
 only one maternity benefit, regardless of the number of offspring per childbirth or
delivery.
Conditions for availment
1. For members of the Social Security System
 The member must have paid at 3 monthly contributions in the 12-month period,
immediately preceding the semester of her childbirth, miscarriage, or
emergency termination of pregnancy.
2. For non-members of the Social Security System
 Female workers who are neither voluntary, nor regular members of the social
security system, should be governed the by:
-The Philippine Health Insurance Corporation Circular Number
022-2014; or
-The Social Health Insurance Coverage and benefits for women
about to give birth.
3. For women in the informal economy and voluntary contributors to the Social
Security System
 Female workers in the informal economy should be entitled to maternity leave
benefits, if they have remitted to the Social Security system at least 3 monthly
contributions in the 12-month period immediately preceding the semester of
her childbirth, miscarriage, or emergency termination of pregnancy.
How maternity benefit is paid?
1. For the public sector
 The government agency concerned shall pay the maternity benefit in full.
 The worker shall have the option to be paid in lump sum payment or regular
payroll.
2. For the private sector
 The Social Security system shall pay the maternity benefit based on the
average daily salary credit and the employer shall pay the salary differential, if
any.
 Full payment shall be advanced by the employer within 30 days from filing the
application for maternity leave.
 The Social Security System should reimburse the employer 100% of the
amount of maternity benefits advanced to the employee upon proof of
payment.
Re: Salary Differentials
 The instance when female workers are not entitled to salary differentials?
 Female workers employed by exempt establishments are not entitled to salary
differentials. They are entitled only to the maternity benefit under the Social
Security System.
Transcribed by: April Anne Toledo
2D Agrarian Law and Social Legislation (1 st Semester, AY 2021-2022)
 Who may be exempted from paying salary differential?
The following establishments may be exempted from paying the salary differential:
1. Distressed the stablishment's or petitions or cooperatives he's just when the
actual net loss amounts to 25% of the total assets or when they register capital
deficiency that is negative stockholders equity immediately preceding the
application for exemption for sole proprietorships or partnerships is when the
accumulated losses for the two accounting periods immediately preceding the
application for exemption amounts to at least 20% of the total invested capital at the
beginning of the period under review or when they register capital deficiency that is
negative net worth as of the last full accounting. Immediately preceding the
application for exemption for non stock or non profit organizations this is when the
accumulated losses for the last two full accounting periods immediately preceding
the application for exemption amounts to at least 20% of the fund balance or
members contribution at the beginning of the period or when the establishment
registers capital deficiency that is negative fund balance our members contribution
as of the last full accounting. Immediately preceding the application for exemption
as the banks and quasi banks when it is under receivership or liquidation as
certified by the Bank of central and philippinus 2 retail or service establishments
and other enterprises regularly employing not more than 10 workers regardless of
the status except donors for at least six months in any calendar year three micro
business enterprises that is those engaged in production processing or
manufacturing of products or commodities including agro processing trading and
services whose total assets do not exceed 3,000,000 pesos in accordance with the
Bungay microbusiness enterprises act of 2002 for those already providing similar
benefits under a collective bargaining agreement company policy or practice
employers who may be exempted are obliged to submit a yearly justification for
their continued exemption for approval by the Department of Labor and
employment
Note the procedure for availing the maternity leave benefit one for government
employees notice of pregnancy should be given by the employee to the head of agency at
least 30 days in advance the prescribed civil service form should be used in applying for
maternity leave the application should be supported by a medical certificate two for
employees in the private sector notice of pregnancy and expected date of childbirth
should be given by the employee to her employer immediately upon confirmation of her
pregnancy the employer shall enter notify the Social Security system failure to notify the
employer shall not bar the employee from enjoying the maternity leave benefits subject
to guidelines to be prescribed by the Social Security system three voluntary Social
Security system members overseas Filipino workers and those in the informal economy
they give notice directly to the Social Security system how about the procedure breaks
tension of maternity leave in case of life childbirth the employee may ask for 30 day
extension of her maternity leave without pay by giving her employer or head of agency a
written notice at least 45 days before the end of her maternity leave prior notice is not
necessary in case of medical emergencies but subsequent notice should be given to the
 head of the agency extended maternity leave without pay shall not be considered as a
gap in the service
will it pending administrative case of a female worker disallow her from enjoying
maternity leave benefits the worker whether in the government service or private sector
can still enjoy her maternity leave benefit even if she has a pending administrative case
how about the effect of termination of employment 1 if the childbirth miscarriage or
emergency termination of pregnancy occurs within 15 calendar days from termination
of employment maternity leave shall still be granted because her right there too has
already accrued 2 if the employee was dismissed without just cause the employer should
pay her full 105 day maternity benefit for childbirth or the 60 day maternity benefit for
miscarriage or emergency termination of pregnancy this is in addition to the applicable
daily cash maternity benefits which the employee would have received had she not been
illegally terminated 3 if the employee was dismissed for a just cause she will be entitled
only to the maternity benefit under the Social Security system the employer is not
obliged to pay the salary differential
finally note the maternity leave for female national athletes in the event a national
athlete becomes pregnant she will be referred to the team physician or an accredited
physician of the Philippine sports Commission or an obstetrician gynecologist to
determine her fitness to continue training she will be allowed to participate in all team
related activities unless the physician advises that participation is not medically safe or
should be limited upon medical advice she shall go on maternity leave until cleared to
return to training she shall continue receiving her allowance and be entitled to the same
benefits while on maternity leave prior to childbirth and up to six months after unless
she can resume sooner as advised by her physician in which case she will be entitled to
the allowance and benefits she had prior to pregnancy provided that a female national
athlete employed in the public sector shall not receive double compensation or benefits

Transcribed by: April Anne Toledo

2D Agrarian Law and Social Legislation (1 st Semester, AY 2021-2022)