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There are many things that one looks forward to when entering a new job. From the moment that you first step into your brand new office, you’re introduced into a new set of rules to follow, new rooms to explore, new faces to get used to and get to know. Every day is a different challenge to face and it will take some time before you can fully immerse yourself into the environment. 

Settling In

Once you’ve settled in, there will be a whole new set of things that you can explore, and one of the benefits that an employee is granted during his employment is being able to take leaves from work.

This is a privilege that one earns upon regularization, although there are some work leaves that one can take even before regularization that are at the cost of some penalties in the form of salary deduction.

The way that leaves of absences work is that an employee is able to request some time away from work for one reason or another whilst still being able to maintain their status as an employee. There are many reasons for one to take a leave of absence, some of which lie along the lines of vacation, recovering from an illness or injury, and of course, holidays, which are leaves that are taken by companies which are mandated by the state.

Philippine Standard

There are only two types of work leaves in the Philippines that are commonly known by the average employee, and those are the sick-leave (SL) and the vacation leave (VL).

An employee who is able to render hours under the prescribed amount of time is entitled to 15 days of vacation leave and 15 days of sick leave with full pay - usually.

These leaves can be taken anytime within the year but must be first approved by human resources or the manager before the leave is taken. In the case of sick leaves, which are most commonly taken on the basis of emergency, the employee just has to make sure to inform his superior on the day of the leave or even the night before the leave that they will be taking a sick leave.

3 Work Leaves You Didn't know existed

There are other types of leaves that are less known to the Filipino that should be given more light when it comes to informing the employees of their full privileges in the company. These leaves require conditions before they can be availed.

HR Human Resources

1) Service Incentive Leave

One such example of this is the Service Incentive Leave. The SIL can only be availed once an employee is able to render at least one full year of service to the company. One full year of service means that the employee has rendered enough hours to make up a full year’s worth of work that will not go below 12 months, whether it be continuous or broken.This period of time will be recognized from the point that the employee started working, with all of the authorized leaves and holidays included.

The Service Incentive Leave entitles the employee to a leave of five days with full pay. Before you get too excited about this, take note: this type is no longer applicable if your company already has provisions for five days' vacation leave.

2) Solo Parent’s Leave

Another type of leave that is less known is the Solo Parent’s Leave. The SLP is a leave that was created in order to protect that those that become single parents, as well as the privilege of their children. It was created as a means of developing a comprehensive package of social development and welfare services for solo parents and their children, which is carried out by the Department of Social Welfare as the lead agency. 

There are many considerations that have to be taken before this type of leave is taken. A woman may avail of this leave under any of these conditions: 

  1. A woman who gives birth as a result of rape and other crimes against chastity even without a final conviction of the offender, provided that mother keeps and raises the child.
  2. Parent left solo or alone with the responsibility of parenthood due to the following circumstances:
  3. Due to death of spouse.
  4. Spouse is detained or is serving sentence for a criminal conviction for at least one (1) year.
  5. Physical and/or mental incapacity of spouse as certified by a public medical practitioner.
  6. Legal separation or de facto separation from spouse for at least one (1) year, as long as he/she is entrusted with the custody of the children.
  7. 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. 
  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.
  10. Any family member who assumes the responsibility of head of family as a result of the death, abandonment, disappearance or prolonged absence of the parents or solo parent.

3) Leave for Victims under the Anti-Violence against Women Law

According to RA 9262, violence against women (and their children) refers to any act committed by any person against a woman with whom he has or had a sexual/dating relationship or a child, or against which resulted in physical, sexual, or psychological harm, or economic abuse including threats of such acts, battery, assault, coercion, harassment or arbitrary deprivation of liberty.

Under section 43 of this Republic Act, victims according to the aforementioned provisions are entitled to take a paid leave of absence for up to ten days. This comes in addition to other paid leaves under the Labor Code, and is extendible should the need arise, if it is specified in the protection order the victim was granted against her offender. This leave is provided to protect a victim from prejudice at her workplace if she takes time off to get medical treatment or to seek police and legal assistance in filing her case.

Being educated about the types of leaves you can take is one of the best things that you could in terms of protecting yourself and your rights as an employee. These leaves are there for your benefit, and being informed about them allows you to ensure that you do not get unjustly penalized for taking time off from work (as long as it falls within your allotted leaves, of course!).

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