SECTION 1. Statutory Leaves.
1. Management agrees to grant female employees who have made at least Three (3) monthly contributions to SSS in the twelve-month period immediately preceding the semester of childbirth, miscarriage, or emergency termination of pregnancy and notified Management of her pregnancy and the probable date of her childbirth the following Maternity Leave benefits in accordance with R.A. 11210 (Expanded Maternity Leave Law):
a. For live childbirth:
1. One Hundred Five (105) days with pay;
2. An additional Fifteen (15) days with pay for female employees who also qualify as a solo parent under R.A. 8972; and
3. An optional Extended Maternity Leave of an additional Thirty (30) days without pay.
b. For miscarriage or emergency termination of pregnancy, Sixty (60) days with pay.
Management grants these Maternity Leave benefits regardless of mode of delivery (normal or caesarian), civil status, employment status, legitimacy of child, or frequency of childbirth, miscarriage, emergency termination of pregnancy.
2. Management agrees that Maternity Leave benefits cannot be deferred but should be availed of either before or after the actual period of delivery. Maternity Leave can be credited as combinations of prenatal and postnatal leave, but postnatal leave must not be less than Sixty (60) days.
3. Management agrees that the Extended Maternity Leave may be availed of as stated above provided that due notice to Management must be given in writing and at least Forty Five (45) days before the end of the female employee’s Maternity Leave. However, no prior notice is required in case of a medical emergency but a notice must subsequently be given to Management. The Extended Maternity Leave will not be considered as a gap in service.
4. Management agrees that the female employee may allocate up to Seven (7) days from her 105-day Maternity Leave to the father of the child over and above his Paternity Leave as provided by R.A. 8187. In the event of death, absence, or permanent incapacity of the father, the benefit may be allocated to an alternate caregiver who must either be a relative within the fourth degree of consanguinity of the female employee or the current partner of the female employee living in the same household. In the event of death or permanent incapacity of the female employee, the balance of her remaining Maternity Leave benefits will accrue to the father of the child or a qualified alternate caregiver as stated above. In all cases, written notice must be provided to Management.
5. Management agrees to grant Maternity Leave benefits even if the childbirth, miscarriage, or emergency termination of pregnancy occurs:
a. Not more than Fifteen (15) days after the termination of the female employee; or
b. When the female employee has a pending administrative case.
6. Management agrees to pay the female employee a Salary Differential during the period of her Maternity Leave equal to the difference between her full salary and the actual cash benefits received from the SSS.
1. Management agrees to grant male employees who are married to and live with their spouses at the time of childbirth, miscarriage, or emergency termination of pregnancy and have applied for Paternity Leave to Management only in the event of their spouse’s childbirth and not in the event of a miscarriage or emergency termination of pregnancy the following Paternity Leave benefits in accordance with R.A. 8187 (Paternity Leave Act of 1996):
a. Seven (7) days with pay for the first Four (4) childbirths, miscarriages, or emergency terminations of pregnancy by the male employee’s lawful spouse; and
b. Any additional benefits he may obtain under the provisions of the Expanded Maternity Leave Law.
2. Management agrees that Paternity Leave benefits cannot be deferred but should be availed of after the actual period of delivery. The benefits will not be convertible to cash in the event that Paternity Leave is not availed of.
1. Management agrees to grant employees who have rendered at least One (1) year of service whether continuous or broken and applied for Solo Parent Leave and presented a Solo Parent Identification Card to Management the following Solo Parent Leave benefits in accordance with R.A. 8972 (Solo Parents’ Welfare Act of 2000):
a. Seven (7) days with pay per year; and
b. Any additional benefits the solo parent may obtain under the provisions of the Expanded Maternity Leave Law.
2. Management agrees that Solo Parent Leave benefits will neither be cumulative nor be convertible to cash in the event that Solo Parent Leave is not availed of.
d. Leave for Victim-Survivors of Violence Against Women and Their Children.
1. Management agrees to grant female employees who are defined as victim-survivors under R.A. 9262 (Anti-Violence Against Women and their Children [VAWC] Act of 2004) and have a certification issued by the Punong Barangay, Barangay Kagawad, Prosecutor, or Clerk of Court, as the case may be, that an application of any protection order, investigation, prosecution and/or trial of a criminal case under R.A. 9262 is pending the following Leave benefits in accordance with R.A. 9262:
a. Ten (10) days with pay; and
b. An additional number of days when the necessity arises as may be specified in the protection order.
2. Management agrees that the Leave benefits will neither be cumulative nor be convertible to cash in the event that the Leave is not availed of.
e. Special Leave for Surgery Caused by Gynecological Disorders.
1. Management agrees to grant female employees who will undergo surgery caused by gynecological disorders as defined under R.A. 9710 (Magna Carta for Women) and have rendered at least Six (6) months of continuous aggregate service for the last Twelve (12) months prior to surgery the Special Leave benefit in accordance with R.A. 9710 of Two (2) months with pay. Management grants this benefit regardless of age and civil status.
2. Management agrees that the Special Leave benefit will neither be cumulative nor be convertible to cash in the event that the Special Leave is not availed of.
SECTION 2. Sick Leave. The Management agrees to grant a Union member twenty-three (23) working days of paid sick leave in every school year, subject to the following conditions:
a. Notice of absence shall be made to the immediate supervisor prior to or during the date of leave.
b. An application for leave of absence shall be filed immediately upon the return of the faculty member from such leave.
c. Paid sick leave of more than three (3) consecutive days shall be supported with a medical certificate issued by the school physician or any licensed medical practitioner.
d. The Management agrees that Union members who are on sick leave shall be entitled to salary increases and other benefits during and within the period of his/her sick leave.
e. The Management agrees to count Saturday as one-half (1/2) day for leaves.
SECTION 3. Emergency and Special Purpose Leave. Management agrees to grant to Academic Teaching and Academic Non-Teaching Employees ten (10) working days emergency and special purpose leave with pay in a given school year, eight (8) working days of which shall be with pay and the other two (2) working days shall be without pay. Employees are not required to file for Emergency Leave in case a University memo or government proclamation declares no work for that day and no deduction in the employee’s benefits should occur.
The following cases shall be considered as the bases for granting emergency leave:
a. Death in the immediate family, such as spouse, child, father, mother, brother, sister, grandparents and spouse’s parents
b. Accident in the immediate family, such as spouse, child, father, mother, brother, sister, including grandparents and spouse’s parents who are living with the employee
c. Hospitalization of the employee’s spouse, child, father or mother, including grandparents and spouse’s parents who are living with the employee, and single siblings of single employees
d. Extreme emergency cases in the immediate family requiring immediate physical presence and personal attention of employees concerned, on a case-to-case basis as determined by the school
e. Legal/court cases/hearings
f. Home care of sick child or spouse for a maximum of two (2) days
g. Transport disruption and the like
k. Other fortuitous events (force majeure) that make it impossible or unsafe for the employee to report for work
The following cases shall be considered as the bases for granting special purpose leave:
a. Birthday of employee (Birthday Leave) should be availed of on the day of their birth date. But if the birth date falls on a non-working day in the University, the Union member may choose to avail of the Birthday Leave either on the working day immediately preceding or on the working day immediately succeeding his or her birth date
b. Wedding/ pre-Cana of employee or wedding of son or daughter
c. Baptism/ confirmation of employee’s child
d. Relocation of an employee
e. Formal graduation of employee or child
In the following cases, however, the entire ten (10) days emergency leave shall be with pay:
a. Accident involving the employee
b. Death in the immediate family as identified in item A of the bases granting emergency leave.
In cases of extreme and extraordinary situations, Union members may make a formal request to Management for special considerations and help.
SECTION 4. Leave for Parents of Children with Special Needs. The Management agrees to grant Union members of medically diagnosed children with special needs, mental disorders, mental retardation, and other related cases a paid special leave of five (5) working days every school year to address the special concerns of these children.
SECTION 5. Personal Leave.
a. The Management agrees to grant Union members who have completed Three (3) full academic years of continuous service from the date of regularization a personal leave without pay, upon approval of the University President.
b. Such approved personal leaves, which may be granted up to a maximum of one (1) school year, should coincide with the semester schedules or the school year to avoid disruption of the students' learning process.
c. Such approved personal leaves without pay shall not be counted as service, although resumption of service will be guaranteed upon return.
d. The Union member shall continue to enjoy the regular benefits only on the first semester of the personal leave.
e. The personal leave without pay shall be filed not less than Three (3) months before the date of leave.
SECTION 6. The Management agrees that the maternity leave, paternity leave, emergency leave, special purpose leave, sick leave, solo parent leave, accident leave, and leave for victim-survivors of violence against women and their children shall not be deducted in the computation of the 13th month pay.
a. The Management agrees to grant Union Leave with pay equivalent to one hundred thirty (130) working days to the Union Officers and members in the pursuit of union activities as may be determined and approved by the Union President. In the event that there is a need to increase the number of days for union leave, the Union may request the University President to increase this particular benefit.
b. The Management agrees to grant one (1) Union member’s or officer’s leave with pay in order to undergo family planning seminars with expenses to be borne fifty percent (50%) by the Management and the other fifty percent (50%) by the Union.