Group HR Policy No.
Group Policy Effectivity Date
04-Mar-2024
6 Solo Parent
Revision No. 0
1. POLICY STATEMENT
BEWELL NUTRACEUTICALS CORPORATION “BEWELL” is committed to supporting solo
parents in the workplace, recognizing their unique challenges and the importance of balancing
work and family responsibilities. Through this commitment, BEWELL aims to provide assistance
and benefits in accordance with the Solo Parents' Welfare Act of 2000 (Republic Act No. 8972),
ensuring that solo parents receive the necessary support to thrive both personally and
professionally.
2. COVERAGE
The policy covers all solo parents who are employees of BEWELL, in accordance with the Solo
Parents' Welfare Act of 2000 (Republic Act No. 8972)
3. GUIDELINES / PROCEDURES
3.1 A Solo Parent is an individual who falls under any of the following categories:
3.1.1 A woman who gives birth as a result of rape or crimes against chastity even
without a final conviction of the offender: Provided, that the mother keeps and
raises the child;
3.1.2 Parent left solo or alone with the responsibility of parenthood due to death of
spouse;
3.1.3 Parent left solo or alone with the responsibility of parenthood while the spouse
is detained, or is serving sentence for a criminal conviction for at least one (1)
year;
3.1.4 Parent left solo or alone with the responsibility of parenthood due to physical
and/or mental incapacity of spouse as certified by a public medical practitioner;
3.1.5 Parent left solo or alone with the responsibility of parenthood due to legal
separation or de facto separation from spouse for at least one (1) year:
Provided, that he or she is entrusted with the custody of the children;
3.1.6 Parent left solo or alone with the responsibility of parenthood due to declaration
of nullity or annulment of marriage as decreed by a court or by a church:
Provided, that he/she is entrusted with the custody of the children;
3.1.7 Parent left solo or alone with the responsibility of parenthood due to
abandonment of spouse for at least one (1) year;
3.1.8 Unmarried mother/father who has preferred to keep and rear his/her
child/children instead of having others care for them or give them up to a
welfare institution;
3.1.9 Any other person who solely provides parental care and support to a child or
children provided he/she is duly licensed as a foster parent by the Department
of Social Welfare and Development or duly appointed legal guardian by the
court;
3.1.10 Any family member who assumes the responsibility of head of family as a
result of the death, abandonment, disappearance or prolonged absence of the
Page 1 of 3
parents or solo parent: Provided, that such abandonment, disappearance, or
absence lasts for at least one (1) year.
A change in the status or circumstance of the parent claiming benefits under
this Policy, such that he/she is no longer left alone with the responsibility of
parenthood, shall terminate his/her eligibility for these benefits.
3.2 “Children” refer to those living with and dependent upon the solo parent for support who
are unmarried, unemployed and below eighteen (18) years of age, or even eighteen (18)
years and above but are incapable of self-support and or mentally and/or physically
challenged as certified by a public medical practitioner.
3.3 Any solo parent after due assessment of the duly appointed or designated social worker in
the area of domicile and who has complied with the conditions set forth under the law
including securing and presenting to the HR Department the Solo Parent Identification
Card and who shall have submitted a duly notarized “Affidavit of Undertaking” shall
be eligible for seven (7) working days Paternal Leave with Pay (“PLP”) per fiscal year.
The said PLP shall not be commutable or cumulative and all unused PLP shall be forfeited
at the end of succeeding fiscal year.
3.3.1 In addition to the foregoing requirements, a solo parent shall be entitled to
parental leave provided that:
(a) He/she has rendered at least one (1) year of service whether continuous
or broken; and
(b) He/she has notified the Company of the availment thereof within a
reasonable time period.
3.4 Subject to the prior approval of an employee’s supervisor and presenting the Solo Parent
Identification Card, an employee may be allowed to charge absences against parental
leave credits for the following reasons:
3.4.1 When a child gets ill;
3.4.2 When a solo parent needs to attend to Parent-Teacher Association meetings in
school;
3.4.3 For a child’s enrolment and school-related purposes;
3.4.4 Other similar circumstances necessary in the performance of parental duties and
responsibilities, where the physical presence of a solo parent is required.
4. REVIEW AND IMPLEMENTATION
4.1 Implementation - This policy shall be implemented immediately upon approval. The
HR Department will be responsible for disseminating the policy to all employees and
ensuring its understanding
4.2 Review - This policy will be subject to periodic review by the HR department to
assess its effectiveness and relevance. Any unnecessary updates or modifications
will be made to ensure compliance with changes in the Philippine Labor Code
(DOLE).
Page 2 of 3
4.3 Communication - Updates or modifications to this policy will be communicated to all
employees through company memos, emails, or other approved means of
communication to ensure awareness and compliance.
For common information and guidance.
Endorsed by:
JEMIL PENGSON
HR Head
Approved by:
ENGR. LANCE RAMIUS CHENG
Chief Executive Officer
Page 3 of 3
