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KASABAY sa pagdiriwang ng National Women’s Month, isinusulong ng tinaguriang ‘lawmaking tandem’ sa Kamara ang agarang pag-apruba sa ‘return-to-work programs’ para sa mga kababaihan matapos ang kanilang panganganak o anumang ‘care-related career breaks’.
“The Women Back-to-Work bill seeks to help women who wish to return to work after leaving to give birth or care for their families. Even until today, women face challenges in being re-employed after such events because would-be employers see these career gaps as signs of diminished competence or commitment, thus leading to prolonged unemployment and loss of income,” pahayag ni Solid North Partylist Rep. Ching Bernos sa inihaing House Bill 6520.
“The national return-to-work framework shall promote equitable hiring practices for women with employment gaps; support re-skilling and mentorship programs; encourage public and private institutions to open re-entry pathways for women returning to professional work; and include awareness programs to discourage bias against employment gaps,” wika naman ni Abra Rep. JB Bernos na katuwang na bumalangkas ng House Bill 6520.
Sa ilalim ng HB 6520, ang Department of Labor and Employment (DOLE), sa pakikipagtulungan sa Department of Trade and Industry (DTI), Civil Service Commission (CSC) at ng Philippine Commission on Women ay silang bubuo sa kaukulang panuntunan.
Mungkahi pa ng mag-asawang kongresista, ang employers ay maaaring magkaloob ng six-month hanggang one-year returnships, na may kaakibat na paid employment, mentorship at re-skilling. Ang sasailalim naman sa naturang programa ay tatanggap ng certification bilang pagkilala sa kwalipikasyon at kahandaan muling magbalik-trabaho.
Makakatanggap naman ng insentibo ang mga employer na magbibigay ng accredited returnship programs o muling kukunin ang nagbabalik nilang nababalik na babaeng kawani, partikular ang tax deductions para sa kanilang training expenses, wage subsidies para sa returnees, at public recognition bilang “Return-Friendly Employers.”
Dagdag pa ng mag-asawang Bernos, ang government at private companies na mayroong higit sa 100 empleyado ay hinihimok na magpatupad ng career gap-neutral hiring policies, na magtitiyak na ang employment applications at interviews ay nakatuon sa kakayahan at kaalaman ng nagbabalik na female staff nito sa halip na magpataw ng parusa matapos na caregiving o maternity leave ng huli.
“We believe that this measure could help our country address discriminatory practices against women. Hindi dapat pinarurusahan ang kababaihan dahil sa pagnanais na magtaguyod ng pamilya,” pahabol ng Abra solon.
