School Policy, Program & Procedures Manual Version No.

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Saint Charles Coverage: All Employees Concerned Pages; 1-3
Borromeo Section Title: Employee Benefits Approval Date:
Integrated School Sub-title: SOLO PARENT LEAVE June 1, 2015

Saint Charles Borromeo Integrated School recognises the rights and needs of its
employees who are considered as solo parents and complies with the applicable laws.

I. Guidelines

A “solo parent” is defined as any individual who falls under any of the following categories:
1. A woman who gives birth as a result of rape or other crimes against chastity even
without a 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;
3. Parent left solo or alone with the responsibility of parenthood while the spouse is
detained or is serving sentence for a criminal conviction for at least one (1) year;
4. Parent left solo or alone with the responsibility of parenthood due to physical and/or
mental incapacity of spouse as certified by a public medical practitioner;
5. Parent left solo or alone with responsibility of parenthood due to legal separation from
spouse for at least one (1) year, as long as he/she is entrusted with the custody of the
children;
6. Parent left solo or alone with the responsibility of parenthood 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;
7. Parent left solo or alone with the responsibility of parenthood due to abandonment of
spouse for at least one (1) year;
8. Unmarried mother/father who has preferred to keep and rear her/his child/children
instead of having others care for them or give them up to a welfare institution;
9. Any other person who solely provides parental care and support to a child or children;
and;
10. Any family member who assumes the responsibility of head of family as a result of the
death, abandonment, disappearance of prolonged absence of the parents or solo parent.

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.
Parental responsibility with respect to minor children refers to the rights and duties of
parents as defined in Article 220 of Executive Order No. 209 (also known as the “Family Code of
the Philippines”).

II. Leave Policy - Solo Parent Leave Policy

An employee who qualifies, as a “solo parent” as described above shall
accomplish a written statement as to their situation and his/her desire to avail of the
benefits of a solo parent. A change in the status or circumstance of the parent
claiming the benefits herein, such that he/she is no longer left alone with the
responsibility of parenthood, shall terminate his/her eligibility for these benefits. In

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 such a case, the employee shall notify the administrative office accordingly of their
change in status or circumstance.
Failure to disclose or notify the administrative office of their change in status or
circumstance pertaining to their parental responsibilities shall be subject to the
appropriate disciplinary action as such act constitutes fraud.

III. An employee who qualifies as a solo parent based on the aforementioned criteria
can avail of the following benefits:
1. Flexible work schedule. The flexible working schedule for solo parents shall be
recognized as long as it shall not affect the individual and organizational productivity.
2. No work discrimination with respect to terms and conditions of employment on account
of his/her status.
3. Parental leave – In addition to leave privileges granted by the Program and under the
applicable Philippine laws, parental leave of not more than seven (7) working days every
year shall be granted to any solo parent employee who has rendered service of at least
one (1) year. Such parental leave benefit is non-cumulative and cannot be converted to
cash.
IV. Procedures
1. Employees wishing to avail of the solo parent benefits must declare his/her status in writing
with the administrative office then shall discuss and agree on time reporting arrangements.
2. The Administrative office updates the employees’ record to reflect his/her solo parent status.
3. To avail of the additional seven (7) working days leave benefit, employee must accomplish
the usual leave application process and indicate that he/she is availing the solo parent leave
benefit.
4. If there is a change in his/her status as a solo parent, the concerned employee must inform
the administrative office in writing using the prescribed form.

IV. Certification and Approval

Approval of the solo parent benefits for an employee rests on the School Administrator.

VI. EFFECTIVITY

This Policy shall take place effective immediately and shall be made known to every employee.