CSC ACCOMPLISHMENTS

        The Civil Service Commission, through definitive programs and policies, has long assumed an active stance in protecting and promoting women's rights and welfare. Through the years, CSC has undertaken several initiatives to addresst the multiple role and burden of women and men in the family and in the workplace. These initiatives aim to establish a work environment that promotes harmony and balance in performing these multiple roles and responsibilities.

• 1989

  Establishment of Day Care and Breastfeeding Center -  In April 1989, CSC established the Commission Day Care Center where employees children are entrusted to a caregiver whenever they cannot be left home. A play-study method is used where children can enjoy the amenities provided by the Commission. Other agencies were encouraged to put up their own day-care centers.

  Flexible Working Hours -  With the issuance of CSC Memo Circular No. 14 in 1989, a full flexi-time schedule was adopted. This working arrangement allows employees to start and end work at a time convenient to them provided that the same shall not be prejudicial to the prompt and efficient delivery of service.

• 1990

  Equality Advocates -  In 1990, the Commission implemented the EQUALITY ADVOCATES program or EQUADS. The EQUADS program promotes equality of treatment and opportunities in the workplace by eliminating discrimination due to gender, ethnic or social origin, religious belief, physical disability or political affiliation. Trained Equality Advocates were appointed in 1991 in the 14 administrative regions of the country. These EQUADS look into cases of discrimination, answer queries, offer advice and provide counseling to aggrieved employees.

• 1991

  Modified maternity Leaves -   As stipulated in CSC Memo Circular No. 17 series of 1991, the Maternity Leave Law was modified to allow a woman the option to return to her work before the expiration of her two-month leave. The adjustment allow her tio receive the benefits granted under the Maternity Leave Law and the salary for actual services rendered effective the day she reports for work.

• 1994

  Issuance of Policy on Sexual Harassment in the Workplace -   In 1994, the CSC promulgated CSC Memo Circular No. 19. The circular defines sexual harassment and characterized it as an administrative offnce of either Grave Misconduct Prejudicial to Flexible Work to the Best Interest of the Service or Simple Misconduct.

  Checklist of Reasonable Working Conditions -   With the support of public sector unions, the Commission embarked on Project Talaan. The output of the activity was a list of reasonable working conditions that enhance employee productivity.

• 1995

  Career Advancement Program for Women in Government Service (CAPWINGS) -   CSC took active part in implementing CAPWINGS, a program that seeks to promote the advancement of women in government through a three-pronged strategy; capability-building abnd advocacy; policy strengthening and/or development; and enhancement of support mechanisms.

• 1996

  Special Leave Privileges -   CSC Memo Circular No. 6 series of 1996 granted employees special leave privileges to enable them to attend milestones of their lives such as graduation, enrollment, wedding/anniversary, birthday, hospitalization, funeral/mourning and relocation.

  Paternity Leave -   To compliment women's maternity leave, the Joint CSC-DOH Memo Circular No. 1 issues in 1996 was passed. The privilege is granted to a married male employee allowing him to take a leave for seven days with pay to enable him to lend support and care for his wife in her period of recovery, either after delivery or miscarriage, and in taking care of the newly-born.

• 1998

  Primer on Women in Government Service -   Developed in 1998, it was dissiminated to various government agencies and GEnder and Development Focal persons in the regions to provide information of the plans, policies and programs on social benefits, privileges and career opportunities for government workers, specifically women.

• 1999

  Equal Representation of Men and Women in Third Level Posts -   CSC issued Memo Circular No. 8 series of 1999 or the Policy of Equal Representation of Women and Men in Third Level Positions in Government to promote gender equality at all levels of positions in the civil service.

  Directory of Women on the Move -   Implemented in conjuction with the National Commission on the Role of Filipino Women (NCRFW), the Directory is a compilation of organized and strategic information about qualified women candidates for vacancies in the Cabinet and other executive positions.

• 2001

  Administrative Disciplinary Rules on Sexual Harassment Cases -   Considered a landmark issuance of the CSC, the new rules provide for the consistent and uniform rules of procedure in investigating, prosecuting and resolving sexual harassment cases in government offices.

  Wpmen Executives Against Graft (WAG) -   A network of women occupying senior-level managerial positions in government, the group was formed during a women's forum organized by the CSC, the NCRFW and the Career Service Executive Board in celebration of Women's month. WAG aims to build a critical mass of government offices that are graft and corruption free.

• 2002

  Compendium of Sexual Harassment Cases -   The Commission and NCRFW, with funding support from the Canadian International Development Agency, came up with a compendium of CSC, Court of Appeals and Supreme Court decisions on sexual harassment cases. The publication gives readers an insight into how things stand in administrative and judicial tribunals relative to sexual harassment.

  Fighting Sexual Harassment Cases: A Manual -   Another collaborative endeavor of the CSC and NCRFW, the Manual contains the legal foundations of the anti-sexual harassment law, administrative disciplinary rules on sexual harassment cases, general principles in resolving such cases and step-by-step procedures in handling complaints.

  Amended Maternity Leave -   Pursuant to Solo Parents Welfare Act of 2002 which directs government to develop a comprehensive program of services for solo parents and their children, a policy support was issued by CSC through Memo Circular No. 22, s. 2002 granting maternity leave benefits to women, whether married or unmarried.

  GAD Perspective in Government Exams -   CSC-administered examinations integrated GAD perspective using the indirect approach where textual references pertaining to gender issues and concerns are incorporated. The use of non-sexist language forms an integral component of the integration. A quick reference guide was prepared by CSC to further advocate the use of gender-fair language in correspondences, memoranda and other official communications.

• 2003

  Trainer’s Training for CODI Members on How to Handle Sexual Harassment Cases -   The training capacitated members of the Committee on Decorum and Investigation (CODI) of the CSC Central and Regional Offices with skills on gender-responsive handling of sexual harassment cases. This also enabled participants to conduct echo trainings on anti-sexual harassment.

  Communication Support Materials -   In support to its anti-sexual harassment advocacy, the Commission produced and disseminated a primer on Administrative Disciplinary Rules on Sexual harassment as well as posters, comic books and stickers which aim to provide basic information and orient the public of their rights and responsibilities.

• 2004

  Grant of Parental Leave to Solo Parents -   As a policy support to the Solo Parents Welfare Act of 2000, the CSC issued Memo Circular No. 8, s. 2004 which grants seven (7) days of parental leave to solo parents in recognition of their parental responsibilities and obligations.

  Seminar/Orientation for CODI Members on the Administrative Disciplinary Rules on Sexual Harassment Cases -   In April 2004, a Memorandum of Agreement was entered into by the CSC and the Department of Education for the CSC Regional Offices to conduct training on sexual harassment for CODI members of the DepEd’s regional/division offices.

  Gender Advocacy Networking Group (GANG) -   Forming part of the strengthening efforts on GAD mainstreaming in the CSC, a core of GAD advocates was constituted in the Central and Regional Offices. The GANG, being voluntary and official in nature, is envisioned to expand in numbers, creating a formidable voice of people working towards the promotion of gender concerns.