It is said that the first 100 days of life are critical in a baby's growth and brain development. For Mary Aselle Gajudo, a first-time mother, the 105-day maternity leave has benefited her and her baby.
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'I got to witness precious milestones during the crucial first 100 days of my baby. I was the one insight when she first clearly saw things. I was the first one she flashed with her adorable gummy grin. I was there when she first lifted her head and many more firsts, that every first-time mom would surely want to witness themselves,' said Mary Aselle, a statistician I under the Policy Development and Planning Section (PDPS).
She added that the Department of Social Welfare and Development (DSWD) Field Office VII is considerate to the baby's needs. And provided a full-flexible work arrangement for the mother to have a work-life balance.
For the past three years, 142 DSWD-7 female employees had enjoyed this privilege, while 43 male employees availed their paternity leave.
The DSWD-7 adopted the implementing rules and regulations of Republic Act No. Financial literacy mac os. 11210 on increasing of maternity leave period to 105 days for female employees with an option to extend for additional 30 days without pay and granting additional 15 days for solo mothers. The compliance with the Magna Carta of Women paved the way for women employees to avail of the extended maternity leave benefits and paternity leave for male employees.
Gem Malaza, Project Development Officer III, also availed of the seven-day paternity leave.
'The seven-day leave provided an opportunity for me to be with my wife to support her, especially in her most vulnerable condition because she had to give birth through cesarean section surgery. She needs me to assist her in those seven crucial days after giving birth,' said Gem.
Gem said that the transition to be a father would not have been possible had not DSWD-7 been conscientious in implementing the paternity leave.
The implementation of RA 11210 is part of DSWD-7's contribution to the government's strategies in making agencies as champions of women empowerment, gender equality, and inclusivity, as it proactively implements Gender and Development (GAD) to its existing policies, programs, and activities.
Imposter-syndrome mac os. The employees benefited from its efforts of integrating GAD in various foundational policies such as Merit Selection, Managing Capability Building Efforts, Program on Awards and Incentives for Service Excellence, and Strategic Performance Management System wherein equality is considered regardless of gender and sexual orientation, civil status, disability, religion, ethnicity or political affiliation.
The flexible work arrangements for women in difficult situations, breastfeeding corner, additional comfort rooms with bidet, ramp, PWD-friendly comfort rooms, and use of gender-fair language are among the outputs of implementing policies using GAD lens.
Led by the active and functional GAD-Technical Working Group (TWG), gender sensitivity training becomes mandatory in the orientation of new DSWD workers. GAD champions and advocates were developed and maximized as resource person and facilitator not only in the Department but also to various invitations from partner stakeholders.
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The persons of Diverse Sexual Orientation and Gender Identity and Expression (SOGIE) are also embraced by the Department through gradual conduct of orientations, particularly in the major programs. Gender sensitivity and responsiveness do not only emanate from the top but even in the lowest position in the office, as can be seen in the sex-disaggregated data, GAD Plan, and Budget.
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The field office has also advanced its gender mainstreaming through the Modelong Ama Award, Search for Solo Parent-Friendly LGU; sustaining gender-responsive case management in Haven for Women and pilot-testing such with LGUs; Orange and Purple your Corner activity; and strengthening coordination and operation of HerSpace, a one-stop-shop program for trafficked persons.
Men play a crucial role in achieving gender equality. With this, the Department has actively engaged men through its Men Oppose to Violence Against Women Everywhere (MOVE). The LGUs in the region adopted the 'Lived Experiences of Participants and Prospects on FDS-ERPAT Program Towards Continuous Improvement.'
The DSWD-7 has actively headed and participated in various celebrations like Women's Month, End-Vaw campaign, World Day Against Trafficking, National Family Week, National Disability Prevention and Rehabilitation Week, National Children's Month, among others, and has encouraged its partner stakeholders like the national government agencies, local government units, civil society organizations, and program beneficiaries to also celebrate the particular event.
Furthermore, various inter-agency resolutions and Memorandum of Agreements were issued both chaired and membered by the Department addressing, mitigating, or bridging gender gaps.
The DSWD-7 believes that the heart of gender and development lies in its people, and it continuously exerts effort towards policies, programs, initiatives, innovations, and interventions that create a gender-neutral environment, which serves as the bedrock to achieving gender equality. ###
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