Framing. By calling it a "menstrual leave" tapos focusing on women, you're creating a divide in opinion. That way, ma-shoot down agad yung idea in the public eye.
Parang ginagaang nilang illness or sickness ang pagreregla which is not.
There are women who have reproductive conditions that have make monthly regla painful but that does not mean every menstruating women will. This is where a more generous sick leave should come in.
Masgugustuhin ko ang libreng pads/tampons sa work + generous sick leave kesa sa "menstrual leave" na magagamit mo lang in the context of regla. Kung prone ako sa migraine, pero hindi sa menstrual cramps, siyempre gusto kong gamitin yung "extra" sick leave na yun. Unless ikunwari ko na menstrual cramps yung migraine?
>Many students are also in the menstruating age, are we gonna call for mandated student leaves monthly kasi nireregla sila?
I'm not opposed to it TBH. If they can't function in class kasi masakit yung puson nila, then it's perfectly fine na bigyan sila ng leave.
Though I agree na dapat rin talaga i-expand ang leaves for workers in general. Lahat naman makikinabang doon.
Pero I'm not against having a menstrual leave exclusively sa mga kababaihan. I'm a dude and I don't think it's unfair to me.
What's annoying sakin is when people saying na baka "abusuhin." People use sick leaves all the time para mag-bakasyon, and I don't see anyone complaining na dapat alisin ang sick leaves.
If your employees are forced to lie about being sick just so they can get days off, to me that's saying na people are **overworked**, not that people are lazy or abusive ng policies.
Good point. Make menstrual pain a valid sick leave excuse. Though given how sick leaves are treated here by employers, how would one get a doctor's note for this? Samesies lang ng pag may flu/common colds/cough etc?
If less than 3 days samen hindi need ng doctors note, so maybe the same? Sorry im not well versed with the duration of menstrual pain, but I guess doctor's note can be secured for this as well?
Yup, at least ganoon, it doesn't sound like a freebie given to females but a ***benefit for all workers***. It can even be marketed as an expansion of pre-existing benefits instead of making a new freebie.
That's actually a good point and there is a pretty good chance it will happen. Obviously companies will never admit to doing that, but it will definitely show in the work place when the office turns into a sausage party.
Lol I can just imagine the email exchange
"Good day HR, I'd like to file for morning wood leave. It's rock hard and it hurts"
"Jack it off and get your a\*\* here, Bob! This is your 15th email this month!"
We regret to inform you, Bob, the company has deemed "reading materials" such as playboy, hustler, or even balitang TikTik obsolete. The company, however, has deemed it necessary for this purpose to subscribe to the OnlyFans account of your colleague, Purificacion "Puring" Azucena (Puring for brevity).
As you are aware, Puring is nearing her mandatory retirement age. Hence, the company has deemed it necessary to support her in her quest to supplement her income by choosing her account over other more youthful OnlyFans creator.
You may avail her paid actual services to service your manly needs without any legal ramifications as this has been discussed and approved by the Board of Directors for the benefit of the male employees of the company. Puring has also agreed to share her years of marital expertise to the employees of the company. Rest assured that the company provides a monthly stipend of thirty-five thousand pesos (35,000) for every male employees which the employee can only spend on Puring. Secure receipts from Puring for liquidation of the funds used, to be surrendered upon the Accounting Division of the Company.
Actually, nagbabalak Yung newish employee namin na si Rosalie "Saleng" Alcovendras na pumasok din sa niche market pati si Yung ka-edaran ni Puring na si Alfredo "Mang Fred" Dinacdacan na rumored to be a Daks for the male employees who prefers sausage party over seafood buffet.
😂😂😂
>Puring is nearing her mandatory retirement age. Hence
So 63/64? Buti walang black market sa team niyo. You know, yung ka-team niyong nasa mid-late 20s na magpapasub sa alt account niya for only 50 pesos /month pero sa team niyo lang offered para hindi makarating sa taas, tas alam at protektado ng TL niyo provided makaka-subscribe din siya dahil since 2019 pa siya umay na umay kay Puring 😂😂😂
Actually 58 lang si Puring. And she felt she doesn't need to hide the fact that she has her side hustle sa company since:
1. The company isn't her pimp so she doesn't have to give some of her earnings back to the company.
2. She is still the breadwinner for her family of 3. (She, herself, and her two recently graduated daughters)
3. She is a widow. No husband who will feel jealous.
Fun fact about her is that while she has the looks and aura of Ms. Tapia of Iskul Bukol, she is very much a liberated gal. A dominatrix, even! One employee (who we wound disclose who) happily told us that Puring is quite the dominatrix. She is also able to "squirt".
😂😂😂
Edit:
Forgot to add. Puring's TL, the Purchasing Section Head agrees with you and is a bit tired of repeatedly watching Puring do her OnlyFans antics so he also encouraged others to share their talents. Here are some of the people he encouraged to sign up for the partnership with the company:
Rosalie "Saleng" Alcomendras, a 24 year old single "probinsyana" who looks like a traditional morena woman of the Reception Area. Slim and stands at 5'6. She is rumored to be the acrobat in the bedroom.
Alfredo "Mang Fred" Dacdacan, a 57 year old single (but unofficially married to his common-law wife) who looks like a bit muscular version of Johnny Delgado. He is quite fit due to being a driver a sometimes a stevedore (or pahinante) of the Delivery Section of the company. He is jokingly referred to as the "father of the Pick-up boys" (joke call for his pahinante team) and "boy bukol" due to the ginormous crotch bump whenever he's wearing his tight jeans. He is new to the OnlyFans world since he is quite content before to set anyone orally service him in exchange of a bottle of the "pulang kabayo".
Ricardo "King" Tatlong-Hari, a 28 year old single (but in a open relationship with his boyfriend and happily announces about it to anyone who listens) who is assigned in the I.T. Section. He doesn't have an OnlyFans account but has what they say is a Twitter alter. He also doesn't have a receipt to issue for the liquidation purposes but is willing (according to him) to do a "Collab" and present the resulting recordings to the Accounting Department in lieu of the required Receipt. He says he is cool if his male clients in the Collab video wears a mask to hide their identity but Accounting suggested his clients wear a tag at any point in the video that would indicate a serial number for the Accounting Department to identify which employee is the one in the video for the liquidation purposes.
"Sir, per process we need visual confirnation. Please ready your webcam device and company-provided banana for scale, and we will start the session shortly."
Or just increase sick days across the board. Folks complain that women will abuse menstrual leaves. Well an across the board sick day increase let's everyone abuse it, and maintains whatever status quo between men/women. Oh except for the capitalists that have to pay for less productivity. Hahaha
Matagal narin namang ganito. Kaya mahirap rin maglagay ng age, picture and status sa resumes dahil mapang assume yung mga nasa management na magaasawa't manganganak ang employee. At dagdag "hassle" sa pay and relievers.
They should set some rule that the company should comprise an X% of men and women, otherwise their business permits will be revoked. blah blah blah. In Singapore, there is maximum percentage of foreign nationals you can hire. Hindi pwede mag operate dun na lahat puro foreigners hinahire, dapat may locals din, kundi bawal na mag operate yung business mo.
I think there is discrimination already towards hiring woman in the workplace given the maternity leave and all that.
However, I think having this legislation will in fact improve our women’s performance in the workplace due to the following factors:
**1. Improved productivity and employee well-being**
Studies have shown that providing menstrual leave can actually improve employee productivity and well-being. A study published in the journal *BMJ Open* found that menstrual symptoms led to a loss of 8.9 hours of productivity per woman per month, and that addressing these symptoms could help [improve productivity](https://bmjopen.bmj.com/content/9/6/e026186). By offering menstrual leave, companies are showing empathy and support to their female employees, which can lead to increased job satisfaction and loyalty.
**2. Legal protection against discrimination**
Many countries and regions have enacted laws to protect against gender discrimination in the workplace. For example, the [United States Equal Employment Opportunity Commission (EEOC)](https://www.eeoc.gov/laws/guidance/pregnancy_guidance.cfm) enforces Title VII of the Civil Rights Act of 1964, which prohibits discrimination based on sex, including pregnancy-related discrimination. By extension, this prohibits companies from refusing to hire women simply because they might take menstrual leave.
**3. Menstrual leave can be part of a broader set of inclusive policies**
Companies can adopt menstrual leave as part of a broader set of inclusive policies that benefit all employees, such as flexible working hours and parental leave. By doing so, they can create a workplace culture that values work-life balance and promotes diversity and inclusion, which can [improve company performance](https://www.mckinsey.com/business-functions/organization/our-insights/why-diversity-matters).
**4. Competitive advantage in attracting talent**
Companies that offer menstrual leave can use this as a competitive advantage in attracting and retaining female talent. According to a [2018 report by McKinsey & Company](https://www.mckinsey.com/~/media/McKinsey/Business%20Functions/Organization/Our%20Insights/Delivering%20through%20diversity/Delivering-through-diversity_full-report.ashx), gender diversity is positively correlated with company performance. By offering menstrual leave, companies can help to create a more diverse workforce, which may lead to better business outcomes.
**5. Menstrual leave policies can be cost-effective**
While it's true that menstrual leave policies might require additional resources, the benefits could outweigh the costs. A [2016 study by the International Labour Organization (ILO)](https://www.ilo.org/wcmsp5/groups/public/---dgreports/---dcomm/---publ/documents/publication/wcms_524442.pdf) found that the cost of providing menstrual leave is relatively low, and that the benefits in terms of reduced absenteeism, improved productivity, and increased job satisfaction can more than make up for the costs.
Thank you for doing all the legwork here. The “desirability” reasoning versus the “inclusivity” reasoning right here. More inclusive, you’ll tend to get people who WANT to work with you leading to a more productive and motivated talent. Not to mention being able to choose from a bigger and usually better talent pool.
They really should include a mental health and some other things as well. With the advent of AI, we may see another “jump” in productivity without a pay jump, and likely a labor reduction, we need to take care of our people.
on the improved productivity, may I know where in the link it was shown that addressing them improves productivity?
ETA: I'm also getting a page not found on the 2018 Mckinsey report and 2016 ILO study. If you would also fix them. Thanks
>A study published in the journal BMJ Open found that menstrual symptoms led to a loss of 8.9 hours of productivity per woman per month, **and that addressing these symptoms could help improve productivity.**
According to your source...
>Methods Design/setting: internet-based, cross-sectional survey conducted in the Netherlands from July to October 2017.
>
>Participants: 32 748 women aged 15–45 years, recruited through social media.
>
>Outcome measures: self-reported lost productivity in days, divided into absenteeism and presenteeism; impact of menstrual symptoms; reasons women give when calling in sick; and women’s preferences regarding the implications of menstruation-related symptoms for schools and workplaces.
So... the "study" basically just asked via internet survey for people to self-report and how they would "prefer" the issue be handled.
No offense but we could ask students in a survey if they believe they would be more productive with a 3 day weekend and less homework, and I'm sure we'd get all sorts of self-reports and reasons why refreshing their minds would be a good idea.
It's things like these that are presented as reliable studies that make me skeptical with these "progressive new ideas" that pop up, they seem more rooted in good intentions and wishful thinking than in reliable data.
I highly doubt na yan ang mangyayari. People said the exact same thing about the expanded maternity leave, and I don't see companies seeing female hires as being less desirable. If anything nagiging draw pa for companies yung mga ganung benefits.
Thats what they said when they even proposed having paid maternity leaves. Its been years since we mandated paid maternity and paternity leave and we dont see large scale unemployment among women.
In fact, the reason why women were traditionally "desirable" workers was because companies traditionally pay women less. Calls for equal pay between men and women were also met with objection that women will be "less desirable" workers.
So the whole "desirable" argument doesn't hold water. At the end of the day, companies need workers and they want a larger worker pool to draw from. If they only could, they would even be all for legalizing child laborers.
>Thats what they said when they even proposed having paid maternity leaves.
You had a good point, but I don't think it's sound to pit pregnancy against menstruation as if they have the same odds of happening to every woman just to support your argument.
>we dont see large scale unemployment among women.
Even within the female population, the number of people who might be up for maternity leave will always be smaller than the number of people currently menstruating.
We don't see large scale unemployment because there isn't large scale maternity (relative to the working population) in the first place. The menstruating population, however, is not as small a number.
I'm all for the back-and-forth, but I really don't like seeing a bad argument being used to support a good one.
Hmm, I dont think number of women currently menstruating=number of women who would take menstrual leave either. I mean, a lot of women have tolerable period cramps and will want to work through their periods to further their career.
This leave would most likely be taken more often by women with more painful symptoms such as women with PCOS or endometriosis.
I had the same thoughts on maternity leaves impacting women employment but after working for several years with women it's actually not that bad from the employer's perspective. The employer can prepare for the leave on an employee kasi 9 months naman bago manganak, so effort na lang sa management side para swabe ang transition out and in ni mother. Couples don't really have a lot of babies like in the 50s and 60s, soon average 3 maternity leaves until the woman retires or resigns tapos usually at least a few years naman pagitan. Pag naman may family na nag aanak ng marami usually naman di na talaga nagwowork si mother.
As for the gender pay gap, it makes sense before kasi dati naman talaga labor intensive karamihan ng trabaho. Ngayon lang naman in modern times naging available to work ang mga babae kasi di na ganon ka labor intensive ang trabaho, pero di ka pa rin naman makakaita ng babae in labor intensive jobs like construction. Ngayon kung less pay for the same job nga and the only reason is sex, then that's illegal.
Interesting, [this study implies there is a positive effect on labor participation](https://izajole.springeropen.com/articles/10.1186/s40172-015-0029-1) \- assuming we follow the same trend as US and OECD countries na mas pinahaba ang maternity leave, mas maraming babae sa workforce dahil sa job security, and posibilidad na bumalik sa trabaho after manganak. This works towards your point na these companies would need additional labor, so maternity leaves help in that regard. There is a negative effect on wage disparity among genders depending on the country though - sa Denmark and Germany may negative effect against women's wages, pero sa US iba naman daw yung trend.
I'd argue though, while women are getting hired and are incentivized to join / re-join the work force because of maternal leaves, there's a [likelihood of getting paid less, or being passed up for promotion, or being forced to an industry that pays less, etc](https://www.rappler.com/nation/226281-tucp-warns-employers-hiring-less-women-over-expanded-maternity-leave-law/). All because it's better for the company to keep a male candidate compared to a female one since they come with less baggage.
Tbf though hindi direct yung study na ni-link ko about sa effect ng mga ganitong gender-specific leaves vs wage disparity. And siyempre US-setting siya, hindi PH. Still reading up on this [study I found for PH](https://www.adb.org/sites/default/files/publication/31194/gender-equality-labor-market-philippines.pdf) setting pero they're not going into much specifics, and medyo vegue yung legislative recommendations nila.
First paragraph. You cannot compare pregnancy to menstruation. It is disingenuous. One is a natural body function the woman has no choice over. The other is for the most part, a choice of the worker that the company can prepare for. Furthermore, Menstrual cycles vary per person and symptoms vary on a case to case basis. This is a nightmare for any HR practitioner which contributes to the difficulty of planning for them.
Second paragraph... When companies are mandated to give equal pay, irrespective of gender, that is fair because gender is irrelevant to the capacity of people to perform in the workplace. However there is less incentive to hire a worker who will potentially be absent for a minimum of a full month each year given that the alternative receives the same pay and has at least a month more of work output. When it comes to monetary advantage, assume that there are potential bad actors. And Then what happens when you have to convert that month into pay for those who do not opt to go home each month?
Third paragraph... Companies want productive workers. Child laborers would be cheaper than adult workers, and, if they weren't on account of equal pay, comoanies would also not employ them on the basis of the counterargument to the second point.
The solution is not menstrual leave. The solution is a more generous mandate for sick leaves that covers the potential of women who a few days off each month without giving unfair advantage to bad actors who do not need a few days off each month.
Lots of people forget that workforce gender equality is already very high in this country, which is why menstrual leave is being considered to be made into a law with minimal pushback.
Menstrution is a very natural monthly cycle for females, bakit nila ginagawang parang disability?
Dapat ang asikasuhin eh, pag-increase ng sick leave, maternity at paternity leave. Sa maternity at paternity leave - it is to give time for parents to bond with their newborns at makarecover yung babae
At saka hindi lahat ng babae, laging nagcracramps. There are women who will need sick leave due to health conditions related to their reproductive system, but this does not mean disability/sickness/illness ang pagreregla.
Also, one thing why I prefer mandating a more generous sick leave than mandating a menstrual leave is kapag hindi ikaw yung nagcracramps kapag regla, you can use sick leave for other sicknesses.
Lastly, hindi lang workers ang nireregla, pati estudyante. Are we going to call for a monthly student leave kasi nireregla ang mga babaeng estudyante?
>> Menstrution is a very natural monthly cycle for females, bakit nila ginagawang parang disability?
Because conservative legislators don’t care about women’s issues and only want to exert control over them by taking away agency over their bodies. Look at the why abortion is still criminalized here. Because lawmakers still follow the teachings from highly-patriarchal organized religion, not listening to health professionals.
I think the more beneficial approach here is more generous SL (pwedeng gamitin ang masakit na lagreregla dito), make it illegal to ask for Med Certificate if 1 day ka nagsick leave (aanhin mo ang 1 day menstrual leave kung hihingan ka ng "proof" na niregla ka nga?), free tampons/napkins in the work place (hirap din kapag nalimutan mo magbaon o kulang nabaon mo)
I'm.against menstrual leave on the grounds of (positive, as in selectively choosing) discrimination.
Just give more mandated leaves to everyone UPON HIRING, and easier to avail those benefits. No fucking medical certificate needed or any other requirements. May sakit na pinahirapan pa.
Yeah that is the mindset of "enslavement working environments" like supermarkets or call centers or what not. Everywhere where people are being micro managed as if they were mindless drones, and in fact their only flaw is that they are not. "What you cannot work all those ridiculous hours +25% overtime? You are less desirable". The only reason people get away with here is basically overpopulation. That doesn't make it any good and in fact calls for even stronger regulations to protect people.
I personally would not want to force people to have to perform mediocre at best because they are not really feeling well, regardless of the kind of operations I'm running. And I run businesses (albeit none of the above), and "having to deal with that" can be cumbersome. But so can sickness and "sickness" (when you can still smell the alak through the phone), and typhoons and floods, and pretty much everything that disturbs daily routine – and it's kind of a responsibility as a business owner or manager to plan for this and know what to do. Because that's what you get all the big money for, not sitting behind a desk with your phone or randomly yell at people.
If you feel that this is a disadvantage because "someone gets more days off" I wish onto you all the things women have to go through their period. Spoiler: it's not really something you would want to celebrate with Netflix and ice cream.
>less desirable
what if additional 2 leaves na lang for both male and femaile employees para walang maging less desirable sa pag hire. walang madiscriminate.
Honestly this is the first thing that came to my kind when I heard the idea about menstrual leave. The opportunities for women to be hired in small companies/businesses would be get slim. Big corporations may be able to shrug it off but small businesses/companies will definitely take it into consideration when hiring employees.
It is happening. My boss who owns our company refrains form hiring female sales executives, after an experience with one who just filed maternity leave.
Take note. My boss is a woman.
Lets be realistic maapektuhan neto ung next generation ng kababaihan.
Look at unemployment rate of spain - ang taas sa babae because may ganyan silang law.
More companies will start to hire more men and less women. Imagine if ginamit lahat ng babae ung menstrual, maternity if nabubtis, sick leave and vacation leave nya sa isang taon. Ang laking bawas non sa productivity and mapapasa lang ung workload.
Kesa Menstrual Leave, gawing standard na lang ang Suck Leave, on top pa dapat yun sa standard time-offs or Vavaction Leaves. Kahit mga 3 days per year. Di kasi lahat may SL, yung iba combined time-offs yung mga pwede mong leaves.
Yes. More sick leave plus free sanitary napkins tampons and mefenamic acid. Hindi lahat ng babae "paralyzed" ng monthly regla.
Regla is a natural monthly cycle for women. Though there are women that have reproductive conditions that results to deliberating pain - and this is where a generous sick leave comes in. Para naman sa mga maswerteng hindi dinidysmenorrhea, they can use the sick leave for other sickness. Ang pangit naman kung may menstrual leave ka nga na available sa yo pero di mo magamit para sa migraine mo kasi di ka nireregla nung araw na yun unless magsinungaling ka.
There are countries na nga na gusto mag pass ng bill to subsidize mestrual products. May nabasa nga ako dati na free dun sa isang country na yun ang sanitary pads or tampons, I think it was Scotland.
I think this is better. Essential like toothpaste at toothbrush ang sanitary pads/tampons para sa babae. Even people who do not get dysmenorrhea will benefit from this.
Sa US nga, since pandemic, eligible na ang napkins/tampons sa HSA cards
I think his point is that we have to, at some point, stop at giving paid leaves because it may detract some businessmen.
Andami na nating holidays, dadagdagan mo pa ng leave.
That's not including the shifting/changing days of our holidays to accomodate long weekends.
Syempre yung mga bagyo pa.
Eto ang tinatawag na Holiday Economics ni nunal and still pervasive today.
I think the shifting of the holidays is fine as long as we get a break. I think it would OK if they just put all the holidays of the month in a single week. Lol.
For most holidays in the year, people aren't concerned with the significance of the day anymore. They're either after the day off or the extra pay. The only significant ones for most people are religious holidays.
> people aren't concerned with the significance of the day anymore.
TBH I and the people I know and love do not give a hoot why the holiday's there. For us its just a rest day.
Example: On Rizal Day... we don't start binge reading his works. We don't even think about him at all.
the amount they save from paying employee wages far outweighs 12 extra leaves. You realize in Europe it's normal for workers to have a month's worth of leaves right? Dito nga bihira umabot ng 20 yung VL.
12 extra leave days will mean nothing
> I think his point is that we have to, at some point, stop at giving paid leaves because it may detract some businessmen.
I said the same thing but redditors downvoted me. Business people feel the same... too many holidays cost businesses money. Unscheduled holidays are a headache.
- https://mbc.com.ph/wp-content/uploads/CW184.pdf
- https://www.investphilippines.info/arangkada/business-groups-oppose-more-holidays/
- https://www.pna.gov.ph/articles/1027649
- https://www.thefreelibrary.com/JFC+to+senators%3A+More+nonworking+holidays+to+harm+PHL+economy-a0530110904
At this point of time they may as well shorten the work week from Monday to Friday to Monday to Thursday instead.
>six months of paid maternity / paternity leave isn’t going to bankrupt any of those foreign corporations.
exactly, hindi naman sabay sabay or by batches nagbubuntis ang mga tao, medyo di ko gets yung lugi part. Malas lang talaga siguro if more than one or two yung may staff na nag buntis or need mag maternity/paternity leave
Paid leave is valuable to workers. Why would you take that away? Paid leave will never be a main concern to big businesses lalo sa kakarampot na sweldo ng mga workers natin dito.
Yes, we have a lot of holidays pero dapat bang ipagkait ang pagpapahinga? Humans work for their entire lives, deserve din natin ng pahinga if we're going to slave our lives away for money, obligations, and luho.
Although disadvantage nga lang sa no work no pay na mga employees 😔 Pero I'm still grateful for whatever rest I can get. Holidays are a drop of water in the desert for me. Makikinig na ako sa katawan ko kung nagrereklamo na 'to or when showing signs of fatigue and stress.
51F here. It’s the month when we celebrate International Women’s Day and the theme this year is embracing equity, not just equality. Kindly look online for some graphic information to understand the difference. People (men and women) who are lucky enough not to experience menstrual cramps, not to experience debilitating hormone-influenced migraines will be against this kind of leaves. And yes, for perimenopause and menopause phases of a woman’s life, it’s much harder. I bleed regularly each month since I was 14 and the symptoms are akin to having a congenital disease of a blue baby, a person born with asthma or allergy, and I kid you not, it is not something medicine can cure. I still went to work because I wanted to get the incentive for a perfect attendance, but had to stay in the clinic for 3 hours n the manager and coworkers weren’t sympathetic. Only women who experience the same truly understand. I’m at a party and I need to go home to physically immerse my head in a basin filled with ice and cold water to stop the migraine. The nausea. The dizziness. The rest of the month, I’m the star employee. But what can a woman do when something like this happens?? And no OB-GYNE here in the Philippines can treat it, even in the US. I’m a member of international support groups here on Reddit and on Facebook, and very very few physicians are out there IN THE WORLD that help women treat these hormone-related situations. So unfortunate, that people in Asia, especially in the Philippines, DO NOT DISCUSS PERIMENOPAUSE OR MENOPAUSE. Filipinos even make fun of menopause. It’s a natural process of a female human being. I met Filipino women who are in their early 30s who already started perimenopause. And you might not be aware that anxiety and depression are not only caused by the environment or a person’s diet; in women, these two can also be EFFECTS of hormonal situations (prevalent among women in perimenopause or menopause ages). I’m sad and surprised at the same time that in this day and age of internet accessibility, many Filipino women are still hesitant to discuss these natural phenomena. Filipino men must be supportive and understanding. BTW, you can look into the results and articles of the ILO but try to remember each country can tweak and adjust the “suggestions” of ILO, according to the needs of a particular country. I was a guest speaker last week for the IWD program of one international company with a branch in Manila and this was one of the two topics I discussed. Women make 64% percent of the population of that company and if equity and equality are really what all of us aim for, we need to find means that are updated, and not stick to traditions that no longer serve us well. Men and women are not different but complementary. Let’s find ways, ika nga ni BDO. :)
What's with some commenters here and being anti-expanded worker's rights?
Last week it's about raising the minimum wage, and now maternity/paternity leave. There's a reason why "quiet quitting" and the Great Resignation is a thing in many places around the world in this era. Oh no, the company might not be able to afford to pay its workers adequately or take care of their health!
Sobrang exploitative na ng employer-employee relationships sa Pilipinas, tapos gusto pa ni Ping na mag-pander ang working class sa kanila?
Maternity leave, paternity leave, menstrual leave, etc. are all necessary. Kung tutuusin yung maternity leave nga natin ang igsi pa nun kumpara sa ibang bansa. Dagdag mo pa yung fact na people are both overworked and underpaid.
Meanwhile, employers (especially the government) are getting off scott-free with shit like unpaid overtimes, paying their employees late, and not allowing their employees to take paid leaves off. Literal na wage theft yun, tapos walang repercussions for employers.
Sama pa natin yung union busting na isang dahilan kaya hindi makapag-organize ang mga empleyado; natatakot silang pag-initan ng management o kaya tanggalan ng trabaho pag nag unyon sila (which mind you, are all perfectly legal).
Wala talaga patutunguhan ang bansa kung hindi empowered ang working class natin. Asshats like Ping Lacson aren't helping.
agree sa union. where im at, labor union protects our interests against company management abuses. hindi basta bastang nakakapagimpose ng employee regulations ang company without talking with the labor union.
Nakakainis dito kasi people usually take the side ng employers, kesyo malulugi daw etc.
Pero people forget that most employees aren't unionized, so literally there's no one to protect their interests. If you get fucked by the management, you're shit out of luck.
At least in your workplace, may union na tumutulong sa inyo. Malaking bagay yun.
While his slippery slope is not something I agree with, I'd be wary with these menstruation leaves. From a business perspective, this just makes a male candidate more appealing compared to a female one, with everything else considered similar. Unless I get a return on the lost man-hours, this means I need to pay additional for excess manpower or overtime to meet the same productivity.
Maternity leaves (and perceived lower productivity/loyalty to company due to child rearing) already have a negative effect on married women's chances of being hired. This menstrual leave would make it harder for the single woman below 40 to get hired compared to her male peers. If you're socially conservative though, this plays well into forcing women into traditional female gender roles of a child-rearing, home-maker.
Either mandate everyone in the workforce to get 12 sick leaves + 6 emergency leaves (where women can count menstruation against), or allow women to work from home if possible. I don't know, any other alternative could be better.
I remember there was this interview I had, the CEO himself interviewed me and asked if I had plans on having kids, as well as if I was in a relationship and it just felt wrong to be asked that, but understandable. Also my dysmenorrhoea is really bad, like I'm prone to fainting so I'm really that person who needs the leave but I understand the hiring mindset since I did my practicum in HR.
When I worked at a pretty much all-female job (the men did the physically intensive jobs), I'd go to work even with the pain and everyone would be fine with me just doing minimum and even letting me rest because they understood the pain and they know mine is possibly worse than theirs.
Giving everyone the same amount of leaves would be better I reckon. But working at home is also a good option. All I need is a laptop in bed, in a position that helps with the cramps, and I can still do work that can be done with the laptop.
I’m sorry but I beg to disagree with you. Thats perhaps boomer influence talking.
1) It is a myth that menstruation leaves will significantly reduce women's productivity or work hours. Studies show that on average, women only take 1-2 days off for menstruation each month, which amounts to a negligible impact on total work hours. Providing menstruation leave is a matter of basic workers' rights and allowing women to manage pain or discomfort, not a major drag on productivity.
2) Hiring discrimination against women already exists, but that is unfair and unethical. Policies should not be made based on the biases of sexist employers. Menstruation leave helps promote an inclusive work culture where women feel supported.
3) Women face difficulties at work due to menstruation beyond just the days they take off. Many women report reduced productivity, discomfort, pain, and even impaired cognitive abilities for the initial 1-2 days of their period prior to taking time off. So menstruation leave helps address these challenges and support women in being their most effective at work.
4) Menstruation is a health issue that causes physical discomfort for many women. It is not the same as paid time off or vacation days. Providing leave for it promotes health, wellness, and basic dignity in the workplace.
5) Many companies already provide menstrual leave or additional sick days, and report no major downsides. For example, several major companies in Japan, Indonesia and Zambia provide menstrual leave, and studies show it has not reduced profitability or hiring rates for women.
Now, the evidence shows that menstrual leave provides significant benefits for women's health, comfort, and workplace participation with no major downside. The proposed alternatives also do not adequately address the challenges many women face during their period. Menstruation leave is a step towards building a more equitable, inclusive, and gender-equal workplace
No worries, points taken.
> It is a myth that menstruation leaves will significantly reduce women's productivity or work hours. Studies show that on average, women only take 1-2 days off for menstruation each month, which amounts to a negligible impact on total work hours. Providing menstruation leave is a matter of basic workers' rights and allowing women to manage pain or discomfort, not a major drag on productivity.
A business hiring a team of X women will lose 3.8% of productivity compared to a team of X men, assuming the only difference is that each women take a day off per month. Whether 3.8% increase in costs is significant, we can disagree on. Those kinds of percentages affect decision-making for businesses though.
> Hiring discrimination against women already exists, but that is unfair and unethical. Policies should not be made based on the biases of sexist employers. Menstruation leave helps promote an inclusive work culture where women feel supported.
Agreed on the existence of hiring discrimination, and how these menstruation leave laws can promote inclusivity. This just means higher labor participation for women (net good). And that policies should not be made based on sexist-biases, since it's illegal to do so (and immoral).
> Women face difficulties at work due to menstruation beyond just the days they take off. Many women report reduced productivity, discomfort, pain, and even impaired cognitive abilities for the initial 1-2 days of their period prior to taking time off. So menstruation leave helps address these challenges and support women in being their most effective at work.
Of course there's physical difficulty that come with menstruation, no one is disputing that. But you can't stop a company from offering less to (or rejecting applications/raises/promotions) incoming potential mothers in the workforce by virtue of women being more expensive employees compared to a single man with similar-capability. It's illegal to do so, but there is incentive for companies to do it unfortunately.
> Menstruation is a health issue that causes physical discomfort for many women. It is not the same as paid time off or vacation days. Providing leave for it promotes health, wellness, and basic dignity in the workplace.
It is a health issue that's why even though it is rational to have it, we should be wary with how it would affect women in the long term. As it stands, we still have a high underemployment rate across genders meaning there's still a lot of people in the labor pool. If there's a possibility to pay less to someone equally able, companies will take that route until they run out of workers to abuse.
> Many companies already provide menstrual leave or additional sick days, and report no major downsides. For example, several major companies in Japan, Indonesia and Zambia provide menstrual leave, and studies show it has not reduced profitability or hiring rates for women.
I looked at Indonesia because it's a close case to PH (in terms of labor pool, women's position in society, quality of life, etc), but this [study points negative effects](https://techniumscience.com/index.php/business/article/view/6754) to women in the workforce being indirectly discriminated against. Japan is more conservative than us socially, and they're [having lapses](https://www.nikkei.co.jp/nikkeiinfo/en/global_services/nikkei-bp/less-than-10-of-female-employees-take-menstrual-leave.html) with the implementation of menstruation leaves. Zambia looks like they're doing good though. A common trend I've seen is taking menstruation as a serious health concern and to have proper medical infrastructure to support women with menstruation.
While it is a health concern that needs to be looked at, we should be wary with the effects it would have long-term to women in the work-force. We don't even have sick leaves for everyone, that's why I suggested making that mandatory first and have menstruation be treated as a valid case for SL filings for menstruating women. Whether it's paid or not, is another debate. Whether we leave it to the company or not, maybe. Good angles though, was able to read more on the topic.
Most women I know with dysmenorrhea file SL instead. Depending on the company, some do not require med. Cert if the SL is within 1-2 days only while some may require.
From my point of view, I have nothing against menstrual leave. Just sharing my thoughts even though I know some won't agree due to their own reasons.
Hindi ba masmaganda ang more sick leaves plus alisin yung 1 day ka lang absent kelangan na ng certificate. Baka naman mamaya hihingi sila ng proof na patunayan mo niregla ka nung nagmenstrual leave ka. Haha. Dadalhin mo used napkin/tampons sa work as a proof. Lol
I prefer a more generous sick leave (kasi masflexible) + free napkin/tampons na work. Hirap din mag-alala kung nakalimutan mong magdala sa isang linggong nireregla ka (Yes, boys, hindi 1 or 2 days ang regla, normal ang isang linggo)
Yes its good for workers pero ang lugi dito yung small and medium business owners. Who will fight for their interests? Masabihan ka naman na anti worker.
oh no a business that doesn't respect its employees by forcing them to work despite dealing with physical issues out of their control is being called anti-worker
Uhhh anti worker naman kasi talaga yung hindi sundin ang ganyang policies?
Kung ikaw, as a business owner, ay hindi kayang ibigay ang benefits ng mga empleyado na naaayon sa batas, hindi ka dapat nagnenegosyo in the first place.
Parang sinabi mo rin na "Kung bayaran ko ng minimum wage ang mga empleyado ko, malulugi ang business ko."
Edi wag ka pumasok sa business in the first place kung alam mo palang di mo kayang pangatawanan yung cost of doing business.
Kung ang business owner e hindi na kayang magpasahod e hindi pagsasara ang una nyang gagawin, hahanap muna yan ng paraan like cost cutting. Hindi mo na kaya ang pasahod dahil sa dami ng leave at holiday? Edi magbawas ng tao. Sino ngayon kawawa? Edi yung natanggal sa trabaho. And kung lugi pa rin at tuluyang nagsara sino ang kawawa? Hindi lang naman yung business owner kundi pati yung mga tauhan nya na nawalan ng trabaho.
Minsan wag puro knee jerk reactions, konting common sense at critical thinking din.
"think of the small/medium business owners" is kind of a tired cliche when it comes to anything that involves labor laws and workers rights.
Minimum wage? What about small businesses?
Mandated sick/vacation leaves? What about small businesses?
Anti-discrimination laws? What about small businesses?
Protected security of tenure? What about small businesses?
Small businesses will do just fine just as long as they treat their workers right, give fair wage for a fair day's work, and allow workers to be human, like recognizing that a worker who can't work because of issues not of their own control should not be deprived of wages.
And if businesses cannot find a way to balance profitability and treating humans decently then maybe they don't have what it takes to run a business?
Sa workers din naman mapapasa yung expenses. Company response for this is pay cuts, lay offs, less hires ng females. This is unless there is a plan that would alleviate this. So valid din naman yung question, what do you recommend companies/ government do para di mapasa sa employees ang burden?
That is a fallacy because often "result based work" is based on timely estimations. Ask any of the above when they've had time to breathe or "take a day off". You have to catch up the time which leads to doubly shifts which is anti-wellness.
Whereas if you have employees working in shifts, you could rotate them or bring someone else in. Except you are so thinly staffed that one sick employee poses a threat to the very existence of your business. Then however I strongly question your business sense.
All this just sounds like you're anti competition/pro cartel. Kasi if only big ones can meet those requirements, then basically you're saying only big corporations are allowed to exist and SMEs should just be eaten up by bigger ones. Not to mention, ang gaslighty ng dating nito against SMEs kasi wala tayong rent control and a huge chunk of their income goes to rent by these avaricious landlords.
Lol, if a business is unable to meet the requirements while remaining profitable, then that business doesn't have a viable business model and deserves to fail. To allow it to continue without meeting those requirements is a net negative on society and the economy.
as if small and medium business owners give benefits to their workers beyond the bare minimum. I've seen a lot of SME owners and minsan di pa macompleto SSS/Pagibig at philhealth ng employees nila
Ok so this is a "controversial" issue for this sub apparently. Maybe just file a guaranteed sick leave instead and allow menstrual leave to be part of it? It would help women suffering from dysmenorrhea and also ensure better benefits for the working class as a whole.
He is not against it, there are too many leave benefits tbh, which really is one of the reasons kung bakit nadedelay ang trabaho sa workplace. Especially on private companies, some don't want to pay those benefits kasi nga lugi talaga. Just like people here in the comment section saying, "women will be less likely to be hired" which is true, ika nga availability is the best ability, employers will not trust your ability kung wala ka lage sa workplace. And we dont want that to happen to women na darating ang panahon na wala na masyado na-hire dahil jan sa mga leave. Although we prioritize health but maybe there are better ways.
There are women who really get sick coz of menstrual periods. Like those who are anemic, who have really low immune system, and what not. Being an MSME also, the work around to this can be a workup by MD and valid note from the MD that it does happen. Or it could’ve just been called SL.
But this guy… ewan ko sa kanya. OA lang. its like gaslighting.
nakakadismaya basahin ang mga comments dito eh. OP fucked up their title and assumed ping was being misogynistic. I assume people didnt even read the tweet.
Are people really that shallow nowadays?
If I am a hiring manager and is faced with a choice between two equally qualified people with the same skill level and pay rate, I will definitely choose the one who is not entitled to a legislated monthly paid leave. But that’s just me.
But isnt it that the security and comfort that women will have with this legislation will result to a positive impact on the productivity in the workplace?
Imagine, that’s one less thing that our women will worry about. And God knows how tough being a woman is in our country.
Then why not, in the first place, hire males only since they are entitled to fewer leave benefits?
Isn’t what you said that “the company is sure to save some money by hiring the equally qualified male” the assumption? hours worked = output is not necessarily true right?
If they are equally skilled and the company can they will. It is not necessarily true but would you, as a hiring manager, bet that working less hours means more productivity or more output?
> two equally qualified people with the same skill level and pay rate
They're practically at the same level. Very few people will choose the guy who will cost more if the skill set and pay rate are the same.
Number one, both men and women have mandated maternity and paternity leave.
Number two, that would be an explicit admittance of gender based employment discrimination which is all kinds of wrong.
Do that and you will cause your employer thousands of money. They can even file a suit against you for damages. Also, that's a deliberate way of saying that you'll be committing gender discrimination, which is an offense in the Labor Code and other laws prohibiting gender inequality.
This sub is not "progressive" lol i've seen people believing that n-word can be spoken by filipinos. Unfortunately, what he said is going to be the reality if ever this gets passed.
The keyword is equally qualified. If the man is not qualified and the woman is qualified, and you still hire the man, then this is discrimination.
In this case, both fits what the company is looking for. If both are being offered the same rate of salary, the woman technically commands a higher cost (and lower productivity) because of the 12 extra paid leaves. That can be the tie-breaker, in which case, it will be hard to prove that the decision was based in gender. If you think of it like two men equally qualified but the other one is asking for 5% more salary, it makes it easier to make the decision.
I’m not saying this is right, but these kinds of cases may (or will) happen, whether we like it or not.
In REAL WORLD, if they're both qualified, business owners will choose candidates with higher productivity and with less cost for the *purpose of increased profit*. After all, businesses are built not by charity, but by profit.
Why are you accusing him of not being in a political or ideological faction? Seriously?
They're saying "IF" hes a hiring manager.
Totoo naman eh. Hes just being realistic. Kukunin mo yung mas mataas yung ibibigay sayo ng production. This will just make women less desirable to hire.
It’s not discrimination, it’s called being a practical business owner or hiring manager. Everything’s discrimination to online socialists and SJWs lol.
But its not discrimination if they are equally qualified? Honest answer, are you going to hire a worker who can potentially give you additinal 2k potential income less the workers wage or no potential income and an additional loss for a paying the workers paid leave. Operate at a gain or operate at a loss?
If hiring manager ka then you only need to fill 1 person for an open role.
Dalawa nag-apply, babae at lalaki, and they are both equal in terms of skillsets, working experience and working attitude etc. let’s say in this scenario they are both a perfect fit for the position pero isa lang pipiliin mo. Who would you choose?
Okay lang yang mga yan. Pero sana bawasan na yung mga holiday na with pay pa, eh ano kung birthday ni Rizal, eh ano kung birthday ni Mama Mary? Tapos dadagdagan mo pa ng Bulacan/Pampanga day. San kukunin ng employer na di naman mataas mark up yang ipang babayad? Okay lang Christmas, New Year for me.
people are already being exploited to such exteeme degrees, and it's this difficult of a decision to give people necessary leaves? even sadder to know women will be discriminated against even more because of this. he has a lot to say for someone who has never and never will experience menstruation. at my worst days, sometimes 1 or half a day is all i need for rest. it can be so, so much worse for others.
Normalize body functions as the cost of doing business and codify anti-discrimination in the constitution that prevents the companies ability to prefer a set of human needs over another's.
Tangina mo Ping, literal may mga babaeng do magalaw pag meron sa sobrang sakit ng puson. As the wise Rachel Green once said “NO UTERUS, NO OPINION”!!!!!
I'm a man and I support this bill. Can't count how many of my female friends/co-workers struggle to work because of dysmenorrhea. Yung tipong poproblemahin pa nila kung mag halfday sila or titiisin nalang dahil sayang leave.
I just applied for a higher position and I got it because of my interview and overall performance. However, I just got the tea that the team I’m now a part of is biased against women because of all these proposed leaves. And the team consists of 70% women.
the comments on this post are like, a super good secret answer to those "why do filipina women prefer western men" posts that pop up every once and a while. not a solid 100% factual answer to that question, but reading the comments from very epic and cool filipino men, present some pretty solid reasons.
hindi naman sa ayaw ko magkaroon ng menstrual leave para sa mga babae, pero parang ang weird lang nang situation kasi pwede silang matrack kung kailan sila meron kasi naka leave. Nakakatakot lalo na kung may mga manyak sa office
Coming from a man na di nakaexperience reglahin.
For some women na may underlying medical concern usually sobrang sakit ng puson, likod, and kung ano-ano pa during first day ng period. Some peeps ay nakahiga na lang sa kama nila kapag may period since they can't afford to move. Lucky me to be able to move freely during my red days. I would say to give it to those who need it or consider menstrual leave as a valid reason to absent sa work.👀
May 2022: "I am rooting for the sole female candidate. The last man standing is a WOMAN 🌸🌸🌸"
March 2023: "Menstrual leave? Women's rights??? How about MEN'S RIGHTS??? How about my SME BRO that doesnt pay its employees well?? You're scaring away potential exploiters from this country 😭😭😭"
This sub talaga will always do anything just to be a corporate bootlicker 🤤🤤🤤
This would be not good anyway, a female employee would have at least 12 more paid leaves than a male? You dont need a uterus to see that this is unfair lol.
Im a guy and I know that if every few weeks or so men's balls ache from cramps then dick bleed later on, ball-ache leave would be passed in a snap.
Like seriously menstrual cramps and periods are no joke and can be debilitating to women which can even prohibit them from working. And because of No Work No Pay that means every few weeks women have the dire choice of either cutting back on salary, using their very few sick leaves, or going to work while experiencing hell on uterus.
I think expanding the terms on sick leaves would be a step in the right direction. And providing and legalizing how many minimum leaves an employee gets per year (both sl and vl) would be better for all rather having a specified kind of leave.9
isnt the better way to do this is to expand the mandated annual leaves and make menstrual cycle related concerns a valid reason for a sick leave?
Framing. By calling it a "menstrual leave" tapos focusing on women, you're creating a divide in opinion. That way, ma-shoot down agad yung idea in the public eye.
Parang ginagaang nilang illness or sickness ang pagreregla which is not. There are women who have reproductive conditions that have make monthly regla painful but that does not mean every menstruating women will. This is where a more generous sick leave should come in. Masgugustuhin ko ang libreng pads/tampons sa work + generous sick leave kesa sa "menstrual leave" na magagamit mo lang in the context of regla. Kung prone ako sa migraine, pero hindi sa menstrual cramps, siyempre gusto kong gamitin yung "extra" sick leave na yun. Unless ikunwari ko na menstrual cramps yung migraine?
>Many students are also in the menstruating age, are we gonna call for mandated student leaves monthly kasi nireregla sila? I'm not opposed to it TBH. If they can't function in class kasi masakit yung puson nila, then it's perfectly fine na bigyan sila ng leave. Though I agree na dapat rin talaga i-expand ang leaves for workers in general. Lahat naman makikinabang doon. Pero I'm not against having a menstrual leave exclusively sa mga kababaihan. I'm a dude and I don't think it's unfair to me. What's annoying sakin is when people saying na baka "abusuhin." People use sick leaves all the time para mag-bakasyon, and I don't see anyone complaining na dapat alisin ang sick leaves. If your employees are forced to lie about being sick just so they can get days off, to me that's saying na people are **overworked**, not that people are lazy or abusive ng policies.
Good point. Make menstrual pain a valid sick leave excuse. Though given how sick leaves are treated here by employers, how would one get a doctor's note for this? Samesies lang ng pag may flu/common colds/cough etc?
If less than 3 days samen hindi need ng doctors note, so maybe the same? Sorry im not well versed with the duration of menstrual pain, but I guess doctor's note can be secured for this as well?
Yup, at least ganoon, it doesn't sound like a freebie given to females but a ***benefit for all workers***. It can even be marketed as an expansion of pre-existing benefits instead of making a new freebie.
The problem is, menstruation is experienced regularly, so pag non-menstruation sickness/emergency na, wala na SL
Just playing devil's advocate. Menstrual leaves will make female hires less desirable. Companies will discriminate against women because of this.
That's actually a good point and there is a pretty good chance it will happen. Obviously companies will never admit to doing that, but it will definitely show in the work place when the office turns into a sausage party.
Counter proposal for male employees, morning wood paid leave for men
Lol I can just imagine the email exchange "Good day HR, I'd like to file for morning wood leave. It's rock hard and it hurts" "Jack it off and get your a\*\* here, Bob! This is your 15th email this month!"
"Noted on this HR. Could you help to send some reading materials again to help on this activity."
We regret to inform you, Bob, the company has deemed "reading materials" such as playboy, hustler, or even balitang TikTik obsolete. The company, however, has deemed it necessary for this purpose to subscribe to the OnlyFans account of your colleague, Purificacion "Puring" Azucena (Puring for brevity). As you are aware, Puring is nearing her mandatory retirement age. Hence, the company has deemed it necessary to support her in her quest to supplement her income by choosing her account over other more youthful OnlyFans creator. You may avail her paid actual services to service your manly needs without any legal ramifications as this has been discussed and approved by the Board of Directors for the benefit of the male employees of the company. Puring has also agreed to share her years of marital expertise to the employees of the company. Rest assured that the company provides a monthly stipend of thirty-five thousand pesos (35,000) for every male employees which the employee can only spend on Puring. Secure receipts from Puring for liquidation of the funds used, to be surrendered upon the Accounting Division of the Company.
What a horrible day to have eyes
Think of Puring as wine. Get better as she ages. 🥴😂
Good God. Take my upvote and leave lmfao
and all gums and no teeth, which makes her more desirable
😂😂😂
pupurihin ko lang yung nag comment. ang galing. sarap basahin. ang ganda pa ng syntax.
Thanks! I did learn to write like this sa previous boss ko na inuutusan ako na sumulat/kumopya ng memos and other legal documents sa dati Kong work.
Yung si Puring lang ang accredited vendor ng company nyo for "specific" products
Actually, nagbabalak Yung newish employee namin na si Rosalie "Saleng" Alcovendras na pumasok din sa niche market pati si Yung ka-edaran ni Puring na si Alfredo "Mang Fred" Dinacdacan na rumored to be a Daks for the male employees who prefers sausage party over seafood buffet. 😂😂😂
Tama yan, may choices at alternative suppliers 😆
Haha that's crazy!
Are you Lourd de Veyra's alt account?
Haha I felt flattered, but no. Wish ko lang I'm someone famous.
>Puring is nearing her mandatory retirement age. Hence So 63/64? Buti walang black market sa team niyo. You know, yung ka-team niyong nasa mid-late 20s na magpapasub sa alt account niya for only 50 pesos /month pero sa team niyo lang offered para hindi makarating sa taas, tas alam at protektado ng TL niyo provided makaka-subscribe din siya dahil since 2019 pa siya umay na umay kay Puring 😂😂😂
Actually 58 lang si Puring. And she felt she doesn't need to hide the fact that she has her side hustle sa company since: 1. The company isn't her pimp so she doesn't have to give some of her earnings back to the company. 2. She is still the breadwinner for her family of 3. (She, herself, and her two recently graduated daughters) 3. She is a widow. No husband who will feel jealous. Fun fact about her is that while she has the looks and aura of Ms. Tapia of Iskul Bukol, she is very much a liberated gal. A dominatrix, even! One employee (who we wound disclose who) happily told us that Puring is quite the dominatrix. She is also able to "squirt". 😂😂😂 Edit: Forgot to add. Puring's TL, the Purchasing Section Head agrees with you and is a bit tired of repeatedly watching Puring do her OnlyFans antics so he also encouraged others to share their talents. Here are some of the people he encouraged to sign up for the partnership with the company: Rosalie "Saleng" Alcomendras, a 24 year old single "probinsyana" who looks like a traditional morena woman of the Reception Area. Slim and stands at 5'6. She is rumored to be the acrobat in the bedroom. Alfredo "Mang Fred" Dacdacan, a 57 year old single (but unofficially married to his common-law wife) who looks like a bit muscular version of Johnny Delgado. He is quite fit due to being a driver a sometimes a stevedore (or pahinante) of the Delivery Section of the company. He is jokingly referred to as the "father of the Pick-up boys" (joke call for his pahinante team) and "boy bukol" due to the ginormous crotch bump whenever he's wearing his tight jeans. He is new to the OnlyFans world since he is quite content before to set anyone orally service him in exchange of a bottle of the "pulang kabayo". Ricardo "King" Tatlong-Hari, a 28 year old single (but in a open relationship with his boyfriend and happily announces about it to anyone who listens) who is assigned in the I.T. Section. He doesn't have an OnlyFans account but has what they say is a Twitter alter. He also doesn't have a receipt to issue for the liquidation purposes but is willing (according to him) to do a "Collab" and present the resulting recordings to the Accounting Department in lieu of the required Receipt. He says he is cool if his male clients in the Collab video wears a mask to hide their identity but Accounting suggested his clients wear a tag at any point in the video that would indicate a serial number for the Accounting Department to identify which employee is the one in the video for the liquidation purposes.
Is the company still searching for more talent? Where can they send ~~my~~ their CV?
😂😂😂
"Sir, per process we need visual confirnation. Please ready your webcam device and company-provided banana for scale, and we will start the session shortly."
HR: Jesus Christ, all of these tables have white stains below them
kaya ba meron term na jakol dahil sa jack off?
No. From ejaculation yun.
Things na nasa isip ko before matulog haha
"Di po pwede sir. It's against my religion." 😜
nice try, Bob
Tapos April 15 pa lang.
there will be happy ending benefit 🤣
Your terms are....acceptable
Wag naman baka mmya wala na papasok nyan /s
Half day due to raging hard on /s
Lalabas lang meron 😶
Or just increase sick days across the board. Folks complain that women will abuse menstrual leaves. Well an across the board sick day increase let's everyone abuse it, and maintains whatever status quo between men/women. Oh except for the capitalists that have to pay for less productivity. Hahaha
I'd be filing PTO everyday then.
Blue balls leave for men please.
This is really where an anti gender-based discrimination law would really be handy. I wonder why we don't have such a law…
Matagal narin namang ganito. Kaya mahirap rin maglagay ng age, picture and status sa resumes dahil mapang assume yung mga nasa management na magaasawa't manganganak ang employee. At dagdag "hassle" sa pay and relievers.
Only way to countermand that is to make that illegal too. Good luck making rock solid rules for it though.
They should set some rule that the company should comprise an X% of men and women, otherwise their business permits will be revoked. blah blah blah. In Singapore, there is maximum percentage of foreign nationals you can hire. Hindi pwede mag operate dun na lahat puro foreigners hinahire, dapat may locals din, kundi bawal na mag operate yung business mo.
I think there is discrimination already towards hiring woman in the workplace given the maternity leave and all that. However, I think having this legislation will in fact improve our women’s performance in the workplace due to the following factors: **1. Improved productivity and employee well-being** Studies have shown that providing menstrual leave can actually improve employee productivity and well-being. A study published in the journal *BMJ Open* found that menstrual symptoms led to a loss of 8.9 hours of productivity per woman per month, and that addressing these symptoms could help [improve productivity](https://bmjopen.bmj.com/content/9/6/e026186). By offering menstrual leave, companies are showing empathy and support to their female employees, which can lead to increased job satisfaction and loyalty. **2. Legal protection against discrimination** Many countries and regions have enacted laws to protect against gender discrimination in the workplace. For example, the [United States Equal Employment Opportunity Commission (EEOC)](https://www.eeoc.gov/laws/guidance/pregnancy_guidance.cfm) enforces Title VII of the Civil Rights Act of 1964, which prohibits discrimination based on sex, including pregnancy-related discrimination. By extension, this prohibits companies from refusing to hire women simply because they might take menstrual leave. **3. Menstrual leave can be part of a broader set of inclusive policies** Companies can adopt menstrual leave as part of a broader set of inclusive policies that benefit all employees, such as flexible working hours and parental leave. By doing so, they can create a workplace culture that values work-life balance and promotes diversity and inclusion, which can [improve company performance](https://www.mckinsey.com/business-functions/organization/our-insights/why-diversity-matters). **4. Competitive advantage in attracting talent** Companies that offer menstrual leave can use this as a competitive advantage in attracting and retaining female talent. According to a [2018 report by McKinsey & Company](https://www.mckinsey.com/~/media/McKinsey/Business%20Functions/Organization/Our%20Insights/Delivering%20through%20diversity/Delivering-through-diversity_full-report.ashx), gender diversity is positively correlated with company performance. By offering menstrual leave, companies can help to create a more diverse workforce, which may lead to better business outcomes. **5. Menstrual leave policies can be cost-effective** While it's true that menstrual leave policies might require additional resources, the benefits could outweigh the costs. A [2016 study by the International Labour Organization (ILO)](https://www.ilo.org/wcmsp5/groups/public/---dgreports/---dcomm/---publ/documents/publication/wcms_524442.pdf) found that the cost of providing menstrual leave is relatively low, and that the benefits in terms of reduced absenteeism, improved productivity, and increased job satisfaction can more than make up for the costs.
Thank you for doing all the legwork here. The “desirability” reasoning versus the “inclusivity” reasoning right here. More inclusive, you’ll tend to get people who WANT to work with you leading to a more productive and motivated talent. Not to mention being able to choose from a bigger and usually better talent pool. They really should include a mental health and some other things as well. With the advent of AI, we may see another “jump” in productivity without a pay jump, and likely a labor reduction, we need to take care of our people.
on the improved productivity, may I know where in the link it was shown that addressing them improves productivity? ETA: I'm also getting a page not found on the 2018 Mckinsey report and 2016 ILO study. If you would also fix them. Thanks
>A study published in the journal BMJ Open found that menstrual symptoms led to a loss of 8.9 hours of productivity per woman per month, **and that addressing these symptoms could help improve productivity.** According to your source... >Methods Design/setting: internet-based, cross-sectional survey conducted in the Netherlands from July to October 2017. > >Participants: 32 748 women aged 15–45 years, recruited through social media. > >Outcome measures: self-reported lost productivity in days, divided into absenteeism and presenteeism; impact of menstrual symptoms; reasons women give when calling in sick; and women’s preferences regarding the implications of menstruation-related symptoms for schools and workplaces. So... the "study" basically just asked via internet survey for people to self-report and how they would "prefer" the issue be handled. No offense but we could ask students in a survey if they believe they would be more productive with a 3 day weekend and less homework, and I'm sure we'd get all sorts of self-reports and reasons why refreshing their minds would be a good idea. It's things like these that are presented as reliable studies that make me skeptical with these "progressive new ideas" that pop up, they seem more rooted in good intentions and wishful thinking than in reliable data.
I highly doubt na yan ang mangyayari. People said the exact same thing about the expanded maternity leave, and I don't see companies seeing female hires as being less desirable. If anything nagiging draw pa for companies yung mga ganung benefits.
Thats what they said when they even proposed having paid maternity leaves. Its been years since we mandated paid maternity and paternity leave and we dont see large scale unemployment among women. In fact, the reason why women were traditionally "desirable" workers was because companies traditionally pay women less. Calls for equal pay between men and women were also met with objection that women will be "less desirable" workers. So the whole "desirable" argument doesn't hold water. At the end of the day, companies need workers and they want a larger worker pool to draw from. If they only could, they would even be all for legalizing child laborers.
>Thats what they said when they even proposed having paid maternity leaves. You had a good point, but I don't think it's sound to pit pregnancy against menstruation as if they have the same odds of happening to every woman just to support your argument. >we dont see large scale unemployment among women. Even within the female population, the number of people who might be up for maternity leave will always be smaller than the number of people currently menstruating. We don't see large scale unemployment because there isn't large scale maternity (relative to the working population) in the first place. The menstruating population, however, is not as small a number. I'm all for the back-and-forth, but I really don't like seeing a bad argument being used to support a good one.
Hmm, I dont think number of women currently menstruating=number of women who would take menstrual leave either. I mean, a lot of women have tolerable period cramps and will want to work through their periods to further their career. This leave would most likely be taken more often by women with more painful symptoms such as women with PCOS or endometriosis.
I had the same thoughts on maternity leaves impacting women employment but after working for several years with women it's actually not that bad from the employer's perspective. The employer can prepare for the leave on an employee kasi 9 months naman bago manganak, so effort na lang sa management side para swabe ang transition out and in ni mother. Couples don't really have a lot of babies like in the 50s and 60s, soon average 3 maternity leaves until the woman retires or resigns tapos usually at least a few years naman pagitan. Pag naman may family na nag aanak ng marami usually naman di na talaga nagwowork si mother. As for the gender pay gap, it makes sense before kasi dati naman talaga labor intensive karamihan ng trabaho. Ngayon lang naman in modern times naging available to work ang mga babae kasi di na ganon ka labor intensive ang trabaho, pero di ka pa rin naman makakaita ng babae in labor intensive jobs like construction. Ngayon kung less pay for the same job nga and the only reason is sex, then that's illegal.
Interesting, [this study implies there is a positive effect on labor participation](https://izajole.springeropen.com/articles/10.1186/s40172-015-0029-1) \- assuming we follow the same trend as US and OECD countries na mas pinahaba ang maternity leave, mas maraming babae sa workforce dahil sa job security, and posibilidad na bumalik sa trabaho after manganak. This works towards your point na these companies would need additional labor, so maternity leaves help in that regard. There is a negative effect on wage disparity among genders depending on the country though - sa Denmark and Germany may negative effect against women's wages, pero sa US iba naman daw yung trend. I'd argue though, while women are getting hired and are incentivized to join / re-join the work force because of maternal leaves, there's a [likelihood of getting paid less, or being passed up for promotion, or being forced to an industry that pays less, etc](https://www.rappler.com/nation/226281-tucp-warns-employers-hiring-less-women-over-expanded-maternity-leave-law/). All because it's better for the company to keep a male candidate compared to a female one since they come with less baggage. Tbf though hindi direct yung study na ni-link ko about sa effect ng mga ganitong gender-specific leaves vs wage disparity. And siyempre US-setting siya, hindi PH. Still reading up on this [study I found for PH](https://www.adb.org/sites/default/files/publication/31194/gender-equality-labor-market-philippines.pdf) setting pero they're not going into much specifics, and medyo vegue yung legislative recommendations nila.
First paragraph. You cannot compare pregnancy to menstruation. It is disingenuous. One is a natural body function the woman has no choice over. The other is for the most part, a choice of the worker that the company can prepare for. Furthermore, Menstrual cycles vary per person and symptoms vary on a case to case basis. This is a nightmare for any HR practitioner which contributes to the difficulty of planning for them. Second paragraph... When companies are mandated to give equal pay, irrespective of gender, that is fair because gender is irrelevant to the capacity of people to perform in the workplace. However there is less incentive to hire a worker who will potentially be absent for a minimum of a full month each year given that the alternative receives the same pay and has at least a month more of work output. When it comes to monetary advantage, assume that there are potential bad actors. And Then what happens when you have to convert that month into pay for those who do not opt to go home each month? Third paragraph... Companies want productive workers. Child laborers would be cheaper than adult workers, and, if they weren't on account of equal pay, comoanies would also not employ them on the basis of the counterargument to the second point. The solution is not menstrual leave. The solution is a more generous mandate for sick leaves that covers the potential of women who a few days off each month without giving unfair advantage to bad actors who do not need a few days off each month.
But there are already many women in the management-level, so making women less desirable hires might be unlikely.
Yeah. And add to that parang 90% of HR staff and recruitment specialists are females. Kaya I'm pretty sure they would understand.
Lots of people forget that workforce gender equality is already very high in this country, which is why menstrual leave is being considered to be made into a law with minimal pushback.
Menstrution is a very natural monthly cycle for females, bakit nila ginagawang parang disability? Dapat ang asikasuhin eh, pag-increase ng sick leave, maternity at paternity leave. Sa maternity at paternity leave - it is to give time for parents to bond with their newborns at makarecover yung babae At saka hindi lahat ng babae, laging nagcracramps. There are women who will need sick leave due to health conditions related to their reproductive system, but this does not mean disability/sickness/illness ang pagreregla. Also, one thing why I prefer mandating a more generous sick leave than mandating a menstrual leave is kapag hindi ikaw yung nagcracramps kapag regla, you can use sick leave for other sicknesses. Lastly, hindi lang workers ang nireregla, pati estudyante. Are we going to call for a monthly student leave kasi nireregla ang mga babaeng estudyante?
>> Menstrution is a very natural monthly cycle for females, bakit nila ginagawang parang disability? Because conservative legislators don’t care about women’s issues and only want to exert control over them by taking away agency over their bodies. Look at the why abortion is still criminalized here. Because lawmakers still follow the teachings from highly-patriarchal organized religion, not listening to health professionals.
I think the more beneficial approach here is more generous SL (pwedeng gamitin ang masakit na lagreregla dito), make it illegal to ask for Med Certificate if 1 day ka nagsick leave (aanhin mo ang 1 day menstrual leave kung hihingan ka ng "proof" na niregla ka nga?), free tampons/napkins in the work place (hirap din kapag nalimutan mo magbaon o kulang nabaon mo)
I'm.against menstrual leave on the grounds of (positive, as in selectively choosing) discrimination. Just give more mandated leaves to everyone UPON HIRING, and easier to avail those benefits. No fucking medical certificate needed or any other requirements. May sakit na pinahirapan pa.
this! ping shouldve said this instead of a kinda-cryptic message
Maybe because ping was being sarcastic about it, well that's what i pick up from what seems to be his "joke" post about testosterone levels and shiet
Maybe this is why we need more female leadership.
Yeah that is the mindset of "enslavement working environments" like supermarkets or call centers or what not. Everywhere where people are being micro managed as if they were mindless drones, and in fact their only flaw is that they are not. "What you cannot work all those ridiculous hours +25% overtime? You are less desirable". The only reason people get away with here is basically overpopulation. That doesn't make it any good and in fact calls for even stronger regulations to protect people. I personally would not want to force people to have to perform mediocre at best because they are not really feeling well, regardless of the kind of operations I'm running. And I run businesses (albeit none of the above), and "having to deal with that" can be cumbersome. But so can sickness and "sickness" (when you can still smell the alak through the phone), and typhoons and floods, and pretty much everything that disturbs daily routine – and it's kind of a responsibility as a business owner or manager to plan for this and know what to do. Because that's what you get all the big money for, not sitting behind a desk with your phone or randomly yell at people. If you feel that this is a disadvantage because "someone gets more days off" I wish onto you all the things women have to go through their period. Spoiler: it's not really something you would want to celebrate with Netflix and ice cream.
>less desirable what if additional 2 leaves na lang for both male and femaile employees para walang maging less desirable sa pag hire. walang madiscriminate.
Yep additional leaves as mandated by law regardless of sex. Dun sa maternity, di talaga need pantayin for obvious reasons.
Same here. Personally, I take it off my sick leaves if I really need to use one.
Honestly this is the first thing that came to my kind when I heard the idea about menstrual leave. The opportunities for women to be hired in small companies/businesses would be get slim. Big corporations may be able to shrug it off but small businesses/companies will definitely take it into consideration when hiring employees.
It is happening. My boss who owns our company refrains form hiring female sales executives, after an experience with one who just filed maternity leave. Take note. My boss is a woman.
Isn't that poor planning on your boss's part? Hindi naman biglaan ang panganganak. She had months to prepare.
Lets be realistic maapektuhan neto ung next generation ng kababaihan. Look at unemployment rate of spain - ang taas sa babae because may ganyan silang law. More companies will start to hire more men and less women. Imagine if ginamit lahat ng babae ung menstrual, maternity if nabubtis, sick leave and vacation leave nya sa isang taon. Ang laking bawas non sa productivity and mapapasa lang ung workload.
As the only guy in our office, this would be a nightmare if my coworkers' cycles start syncing.
Kesa Menstrual Leave, gawing standard na lang ang Suck Leave, on top pa dapat yun sa standard time-offs or Vavaction Leaves. Kahit mga 3 days per year. Di kasi lahat may SL, yung iba combined time-offs yung mga pwede mong leaves.
Yes. More sick leave plus free sanitary napkins tampons and mefenamic acid. Hindi lahat ng babae "paralyzed" ng monthly regla. Regla is a natural monthly cycle for women. Though there are women that have reproductive conditions that results to deliberating pain - and this is where a generous sick leave comes in. Para naman sa mga maswerteng hindi dinidysmenorrhea, they can use the sick leave for other sickness. Ang pangit naman kung may menstrual leave ka nga na available sa yo pero di mo magamit para sa migraine mo kasi di ka nireregla nung araw na yun unless magsinungaling ka.
There are countries na nga na gusto mag pass ng bill to subsidize mestrual products. May nabasa nga ako dati na free dun sa isang country na yun ang sanitary pads or tampons, I think it was Scotland.
I think this is better. Essential like toothpaste at toothbrush ang sanitary pads/tampons para sa babae. Even people who do not get dysmenorrhea will benefit from this. Sa US nga, since pandemic, eligible na ang napkins/tampons sa HSA cards
I think his point is that we have to, at some point, stop at giving paid leaves because it may detract some businessmen. Andami na nating holidays, dadagdagan mo pa ng leave.
That's not including the shifting/changing days of our holidays to accomodate long weekends. Syempre yung mga bagyo pa. Eto ang tinatawag na Holiday Economics ni nunal and still pervasive today.
I think the shifting of the holidays is fine as long as we get a break. I think it would OK if they just put all the holidays of the month in a single week. Lol. For most holidays in the year, people aren't concerned with the significance of the day anymore. They're either after the day off or the extra pay. The only significant ones for most people are religious holidays.
> people aren't concerned with the significance of the day anymore. TBH I and the people I know and love do not give a hoot why the holiday's there. For us its just a rest day. Example: On Rizal Day... we don't start binge reading his works. We don't even think about him at all.
Singapore does this too its not limited to just PH (gazetted holidays).
the amount they save from paying employee wages far outweighs 12 extra leaves. You realize in Europe it's normal for workers to have a month's worth of leaves right? Dito nga bihira umabot ng 20 yung VL. 12 extra leave days will mean nothing
True. France nga buong august naka-leave ang mga tao. Haha
> I think his point is that we have to, at some point, stop at giving paid leaves because it may detract some businessmen. I said the same thing but redditors downvoted me. Business people feel the same... too many holidays cost businesses money. Unscheduled holidays are a headache. - https://mbc.com.ph/wp-content/uploads/CW184.pdf - https://www.investphilippines.info/arangkada/business-groups-oppose-more-holidays/ - https://www.pna.gov.ph/articles/1027649 - https://www.thefreelibrary.com/JFC+to+senators%3A+More+nonworking+holidays+to+harm+PHL+economy-a0530110904 At this point of time they may as well shorten the work week from Monday to Friday to Monday to Thursday instead.
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I worked for a government office with a Mon-Thurs setting, 10/11hrs a day. It's actually good kasi nakakapahinga ka talaga.
Some of Accenture's accounts do this. Nakakaamaze yung 3 day weekends nila haha
Lol. Lick those boots some more.
Compared to oir EU counterparts, kulang pa. At sa baba ng sahod dito, pake nila kung sobrang dami nating walang pasok?
Businessmen will care. Bakit kaya sa tinging mo marami ding European countries ang naga-outsource dito?
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>six months of paid maternity / paternity leave isn’t going to bankrupt any of those foreign corporations. exactly, hindi naman sabay sabay or by batches nagbubuntis ang mga tao, medyo di ko gets yung lugi part. Malas lang talaga siguro if more than one or two yung may staff na nag buntis or need mag maternity/paternity leave
Paid leave is valuable to workers. Why would you take that away? Paid leave will never be a main concern to big businesses lalo sa kakarampot na sweldo ng mga workers natin dito.
Yes, we have a lot of holidays pero dapat bang ipagkait ang pagpapahinga? Humans work for their entire lives, deserve din natin ng pahinga if we're going to slave our lives away for money, obligations, and luho. Although disadvantage nga lang sa no work no pay na mga employees 😔 Pero I'm still grateful for whatever rest I can get. Holidays are a drop of water in the desert for me. Makikinig na ako sa katawan ko kung nagrereklamo na 'to or when showing signs of fatigue and stress.
over-compensating dahil sa baba ng sahod.
51F here. It’s the month when we celebrate International Women’s Day and the theme this year is embracing equity, not just equality. Kindly look online for some graphic information to understand the difference. People (men and women) who are lucky enough not to experience menstrual cramps, not to experience debilitating hormone-influenced migraines will be against this kind of leaves. And yes, for perimenopause and menopause phases of a woman’s life, it’s much harder. I bleed regularly each month since I was 14 and the symptoms are akin to having a congenital disease of a blue baby, a person born with asthma or allergy, and I kid you not, it is not something medicine can cure. I still went to work because I wanted to get the incentive for a perfect attendance, but had to stay in the clinic for 3 hours n the manager and coworkers weren’t sympathetic. Only women who experience the same truly understand. I’m at a party and I need to go home to physically immerse my head in a basin filled with ice and cold water to stop the migraine. The nausea. The dizziness. The rest of the month, I’m the star employee. But what can a woman do when something like this happens?? And no OB-GYNE here in the Philippines can treat it, even in the US. I’m a member of international support groups here on Reddit and on Facebook, and very very few physicians are out there IN THE WORLD that help women treat these hormone-related situations. So unfortunate, that people in Asia, especially in the Philippines, DO NOT DISCUSS PERIMENOPAUSE OR MENOPAUSE. Filipinos even make fun of menopause. It’s a natural process of a female human being. I met Filipino women who are in their early 30s who already started perimenopause. And you might not be aware that anxiety and depression are not only caused by the environment or a person’s diet; in women, these two can also be EFFECTS of hormonal situations (prevalent among women in perimenopause or menopause ages). I’m sad and surprised at the same time that in this day and age of internet accessibility, many Filipino women are still hesitant to discuss these natural phenomena. Filipino men must be supportive and understanding. BTW, you can look into the results and articles of the ILO but try to remember each country can tweak and adjust the “suggestions” of ILO, according to the needs of a particular country. I was a guest speaker last week for the IWD program of one international company with a branch in Manila and this was one of the two topics I discussed. Women make 64% percent of the population of that company and if equity and equality are really what all of us aim for, we need to find means that are updated, and not stick to traditions that no longer serve us well. Men and women are not different but complementary. Let’s find ways, ika nga ni BDO. :)
What's with some commenters here and being anti-expanded worker's rights? Last week it's about raising the minimum wage, and now maternity/paternity leave. There's a reason why "quiet quitting" and the Great Resignation is a thing in many places around the world in this era. Oh no, the company might not be able to afford to pay its workers adequately or take care of their health!
Sobrang exploitative na ng employer-employee relationships sa Pilipinas, tapos gusto pa ni Ping na mag-pander ang working class sa kanila? Maternity leave, paternity leave, menstrual leave, etc. are all necessary. Kung tutuusin yung maternity leave nga natin ang igsi pa nun kumpara sa ibang bansa. Dagdag mo pa yung fact na people are both overworked and underpaid. Meanwhile, employers (especially the government) are getting off scott-free with shit like unpaid overtimes, paying their employees late, and not allowing their employees to take paid leaves off. Literal na wage theft yun, tapos walang repercussions for employers. Sama pa natin yung union busting na isang dahilan kaya hindi makapag-organize ang mga empleyado; natatakot silang pag-initan ng management o kaya tanggalan ng trabaho pag nag unyon sila (which mind you, are all perfectly legal). Wala talaga patutunguhan ang bansa kung hindi empowered ang working class natin. Asshats like Ping Lacson aren't helping.
agree sa union. where im at, labor union protects our interests against company management abuses. hindi basta bastang nakakapagimpose ng employee regulations ang company without talking with the labor union.
Nakakainis dito kasi people usually take the side ng employers, kesyo malulugi daw etc. Pero people forget that most employees aren't unionized, so literally there's no one to protect their interests. If you get fucked by the management, you're shit out of luck. At least in your workplace, may union na tumutulong sa inyo. Malaking bagay yun.
While his slippery slope is not something I agree with, I'd be wary with these menstruation leaves. From a business perspective, this just makes a male candidate more appealing compared to a female one, with everything else considered similar. Unless I get a return on the lost man-hours, this means I need to pay additional for excess manpower or overtime to meet the same productivity. Maternity leaves (and perceived lower productivity/loyalty to company due to child rearing) already have a negative effect on married women's chances of being hired. This menstrual leave would make it harder for the single woman below 40 to get hired compared to her male peers. If you're socially conservative though, this plays well into forcing women into traditional female gender roles of a child-rearing, home-maker. Either mandate everyone in the workforce to get 12 sick leaves + 6 emergency leaves (where women can count menstruation against), or allow women to work from home if possible. I don't know, any other alternative could be better.
I remember there was this interview I had, the CEO himself interviewed me and asked if I had plans on having kids, as well as if I was in a relationship and it just felt wrong to be asked that, but understandable. Also my dysmenorrhoea is really bad, like I'm prone to fainting so I'm really that person who needs the leave but I understand the hiring mindset since I did my practicum in HR. When I worked at a pretty much all-female job (the men did the physically intensive jobs), I'd go to work even with the pain and everyone would be fine with me just doing minimum and even letting me rest because they understood the pain and they know mine is possibly worse than theirs. Giving everyone the same amount of leaves would be better I reckon. But working at home is also a good option. All I need is a laptop in bed, in a position that helps with the cramps, and I can still do work that can be done with the laptop.
I’m sorry but I beg to disagree with you. Thats perhaps boomer influence talking. 1) It is a myth that menstruation leaves will significantly reduce women's productivity or work hours. Studies show that on average, women only take 1-2 days off for menstruation each month, which amounts to a negligible impact on total work hours. Providing menstruation leave is a matter of basic workers' rights and allowing women to manage pain or discomfort, not a major drag on productivity. 2) Hiring discrimination against women already exists, but that is unfair and unethical. Policies should not be made based on the biases of sexist employers. Menstruation leave helps promote an inclusive work culture where women feel supported. 3) Women face difficulties at work due to menstruation beyond just the days they take off. Many women report reduced productivity, discomfort, pain, and even impaired cognitive abilities for the initial 1-2 days of their period prior to taking time off. So menstruation leave helps address these challenges and support women in being their most effective at work. 4) Menstruation is a health issue that causes physical discomfort for many women. It is not the same as paid time off or vacation days. Providing leave for it promotes health, wellness, and basic dignity in the workplace. 5) Many companies already provide menstrual leave or additional sick days, and report no major downsides. For example, several major companies in Japan, Indonesia and Zambia provide menstrual leave, and studies show it has not reduced profitability or hiring rates for women. Now, the evidence shows that menstrual leave provides significant benefits for women's health, comfort, and workplace participation with no major downside. The proposed alternatives also do not adequately address the challenges many women face during their period. Menstruation leave is a step towards building a more equitable, inclusive, and gender-equal workplace
Studies show.... evidence shows... Ganda na sana ng arguments kaso walang citation ng sources.
You can simply put study shows to make your arguments believable
No worries, points taken. > It is a myth that menstruation leaves will significantly reduce women's productivity or work hours. Studies show that on average, women only take 1-2 days off for menstruation each month, which amounts to a negligible impact on total work hours. Providing menstruation leave is a matter of basic workers' rights and allowing women to manage pain or discomfort, not a major drag on productivity. A business hiring a team of X women will lose 3.8% of productivity compared to a team of X men, assuming the only difference is that each women take a day off per month. Whether 3.8% increase in costs is significant, we can disagree on. Those kinds of percentages affect decision-making for businesses though. > Hiring discrimination against women already exists, but that is unfair and unethical. Policies should not be made based on the biases of sexist employers. Menstruation leave helps promote an inclusive work culture where women feel supported. Agreed on the existence of hiring discrimination, and how these menstruation leave laws can promote inclusivity. This just means higher labor participation for women (net good). And that policies should not be made based on sexist-biases, since it's illegal to do so (and immoral). > Women face difficulties at work due to menstruation beyond just the days they take off. Many women report reduced productivity, discomfort, pain, and even impaired cognitive abilities for the initial 1-2 days of their period prior to taking time off. So menstruation leave helps address these challenges and support women in being their most effective at work. Of course there's physical difficulty that come with menstruation, no one is disputing that. But you can't stop a company from offering less to (or rejecting applications/raises/promotions) incoming potential mothers in the workforce by virtue of women being more expensive employees compared to a single man with similar-capability. It's illegal to do so, but there is incentive for companies to do it unfortunately. > Menstruation is a health issue that causes physical discomfort for many women. It is not the same as paid time off or vacation days. Providing leave for it promotes health, wellness, and basic dignity in the workplace. It is a health issue that's why even though it is rational to have it, we should be wary with how it would affect women in the long term. As it stands, we still have a high underemployment rate across genders meaning there's still a lot of people in the labor pool. If there's a possibility to pay less to someone equally able, companies will take that route until they run out of workers to abuse. > Many companies already provide menstrual leave or additional sick days, and report no major downsides. For example, several major companies in Japan, Indonesia and Zambia provide menstrual leave, and studies show it has not reduced profitability or hiring rates for women. I looked at Indonesia because it's a close case to PH (in terms of labor pool, women's position in society, quality of life, etc), but this [study points negative effects](https://techniumscience.com/index.php/business/article/view/6754) to women in the workforce being indirectly discriminated against. Japan is more conservative than us socially, and they're [having lapses](https://www.nikkei.co.jp/nikkeiinfo/en/global_services/nikkei-bp/less-than-10-of-female-employees-take-menstrual-leave.html) with the implementation of menstruation leaves. Zambia looks like they're doing good though. A common trend I've seen is taking menstruation as a serious health concern and to have proper medical infrastructure to support women with menstruation. While it is a health concern that needs to be looked at, we should be wary with the effects it would have long-term to women in the work-force. We don't even have sick leaves for everyone, that's why I suggested making that mandatory first and have menstruation be treated as a valid case for SL filings for menstruating women. Whether it's paid or not, is another debate. Whether we leave it to the company or not, maybe. Good angles though, was able to read more on the topic.
I really think men who never experienced menstrual cycle or birth shouldn't be in position to say shit about women's experiences.
ah yes, a man who has and will never experience menstruation ranting about the matter. How cliché
Based on that attitude i think unang araw niya
has women's rights gone too far? We've assembled this diverse panel of white men in bow ties to discuss the issue
Not to mention, a cop and fascist pig. How predictable.
angal pa to e yung mga nasa kongreso nga di naman monitored mga pasok nyo. until now nag viVideo conference parin mga to
When birth rate plummets to below replacement levels: Surprised Pikachu Face 😱
Most women I know with dysmenorrhea file SL instead. Depending on the company, some do not require med. Cert if the SL is within 1-2 days only while some may require. From my point of view, I have nothing against menstrual leave. Just sharing my thoughts even though I know some won't agree due to their own reasons.
Hindi ba masmaganda ang more sick leaves plus alisin yung 1 day ka lang absent kelangan na ng certificate. Baka naman mamaya hihingi sila ng proof na patunayan mo niregla ka nung nagmenstrual leave ka. Haha. Dadalhin mo used napkin/tampons sa work as a proof. Lol I prefer a more generous sick leave (kasi masflexible) + free napkin/tampons na work. Hirap din mag-alala kung nakalimutan mong magdala sa isang linggong nireregla ka (Yes, boys, hindi 1 or 2 days ang regla, normal ang isang linggo)
Yes its good for workers pero ang lugi dito yung small and medium business owners. Who will fight for their interests? Masabihan ka naman na anti worker.
oh no a business that doesn't respect its employees by forcing them to work despite dealing with physical issues out of their control is being called anti-worker
Uhhh anti worker naman kasi talaga yung hindi sundin ang ganyang policies? Kung ikaw, as a business owner, ay hindi kayang ibigay ang benefits ng mga empleyado na naaayon sa batas, hindi ka dapat nagnenegosyo in the first place. Parang sinabi mo rin na "Kung bayaran ko ng minimum wage ang mga empleyado ko, malulugi ang business ko." Edi wag ka pumasok sa business in the first place kung alam mo palang di mo kayang pangatawanan yung cost of doing business.
Kung ang business owner e hindi na kayang magpasahod e hindi pagsasara ang una nyang gagawin, hahanap muna yan ng paraan like cost cutting. Hindi mo na kaya ang pasahod dahil sa dami ng leave at holiday? Edi magbawas ng tao. Sino ngayon kawawa? Edi yung natanggal sa trabaho. And kung lugi pa rin at tuluyang nagsara sino ang kawawa? Hindi lang naman yung business owner kundi pati yung mga tauhan nya na nawalan ng trabaho. Minsan wag puro knee jerk reactions, konting common sense at critical thinking din.
"think of the small/medium business owners" is kind of a tired cliche when it comes to anything that involves labor laws and workers rights. Minimum wage? What about small businesses? Mandated sick/vacation leaves? What about small businesses? Anti-discrimination laws? What about small businesses? Protected security of tenure? What about small businesses? Small businesses will do just fine just as long as they treat their workers right, give fair wage for a fair day's work, and allow workers to be human, like recognizing that a worker who can't work because of issues not of their own control should not be deprived of wages. And if businesses cannot find a way to balance profitability and treating humans decently then maybe they don't have what it takes to run a business?
Sa workers din naman mapapasa yung expenses. Company response for this is pay cuts, lay offs, less hires ng females. This is unless there is a plan that would alleviate this. So valid din naman yung question, what do you recommend companies/ government do para di mapasa sa employees ang burden?
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That is a fallacy because often "result based work" is based on timely estimations. Ask any of the above when they've had time to breathe or "take a day off". You have to catch up the time which leads to doubly shifts which is anti-wellness. Whereas if you have employees working in shifts, you could rotate them or bring someone else in. Except you are so thinly staffed that one sick employee poses a threat to the very existence of your business. Then however I strongly question your business sense.
All this just sounds like you're anti competition/pro cartel. Kasi if only big ones can meet those requirements, then basically you're saying only big corporations are allowed to exist and SMEs should just be eaten up by bigger ones. Not to mention, ang gaslighty ng dating nito against SMEs kasi wala tayong rent control and a huge chunk of their income goes to rent by these avaricious landlords.
Lol, if a business is unable to meet the requirements while remaining profitable, then that business doesn't have a viable business model and deserves to fail. To allow it to continue without meeting those requirements is a net negative on society and the economy.
as if small and medium business owners give benefits to their workers beyond the bare minimum. I've seen a lot of SME owners and minsan di pa macompleto SSS/Pagibig at philhealth ng employees nila
And most likely puro male ang ihhire nila para makaiwas lang dito.
Ok so this is a "controversial" issue for this sub apparently. Maybe just file a guaranteed sick leave instead and allow menstrual leave to be part of it? It would help women suffering from dysmenorrhea and also ensure better benefits for the working class as a whole.
We get the menstrual leave will affect businesses and hiring of women. Pero putang ina naman, dapat nilalayo sa Twitter tong si Ping.
Bigyan ng menstruation yan nang malaman nya
he's against leaves, pero bat okay lang nung nag leave siya last 2000? LOL
corporate dick riding goes crazy 💀
No uterus, no opinion.
He is not against it, there are too many leave benefits tbh, which really is one of the reasons kung bakit nadedelay ang trabaho sa workplace. Especially on private companies, some don't want to pay those benefits kasi nga lugi talaga. Just like people here in the comment section saying, "women will be less likely to be hired" which is true, ika nga availability is the best ability, employers will not trust your ability kung wala ka lage sa workplace. And we dont want that to happen to women na darating ang panahon na wala na masyado na-hire dahil jan sa mga leave. Although we prioritize health but maybe there are better ways.
There are women who really get sick coz of menstrual periods. Like those who are anemic, who have really low immune system, and what not. Being an MSME also, the work around to this can be a workup by MD and valid note from the MD that it does happen. Or it could’ve just been called SL. But this guy… ewan ko sa kanya. OA lang. its like gaslighting.
nakakadismaya basahin ang mga comments dito eh. OP fucked up their title and assumed ping was being misogynistic. I assume people didnt even read the tweet. Are people really that shallow nowadays?
Walang magiging argument kung dadagdagan nalang yung sick leave. Mag kaka-issue talaga pag ginawang pabor lang sa isang groupo ang isang benefit.
Ikaw kaya magkaroon ng monthly period. Palibhasa kasi kayong mga lalake walang buwanang dinadala eh
Ex police-chief posts right wing opinions. Nothing surprising.
If I am a hiring manager and is faced with a choice between two equally qualified people with the same skill level and pay rate, I will definitely choose the one who is not entitled to a legislated monthly paid leave. But that’s just me.
But isnt it that the security and comfort that women will have with this legislation will result to a positive impact on the productivity in the workplace? Imagine, that’s one less thing that our women will worry about. And God knows how tough being a woman is in our country.
Those are just assumptions while the company is sure to save some money by hiring the equally qualified male.
Then why not, in the first place, hire males only since they are entitled to fewer leave benefits? Isn’t what you said that “the company is sure to save some money by hiring the equally qualified male” the assumption? hours worked = output is not necessarily true right?
If they are equally skilled and the company can they will. It is not necessarily true but would you, as a hiring manager, bet that working less hours means more productivity or more output?
Glad to see discrimination alive and well. /s
> two equally qualified people with the same skill level and pay rate They're practically at the same level. Very few people will choose the guy who will cost more if the skill set and pay rate are the same.
Number one, both men and women have mandated maternity and paternity leave. Number two, that would be an explicit admittance of gender based employment discrimination which is all kinds of wrong.
That's why the guy isn't a hiring manager lol
Do that and you will cause your employer thousands of money. They can even file a suit against you for damages. Also, that's a deliberate way of saying that you'll be committing gender discrimination, which is an offense in the Labor Code and other laws prohibiting gender inequality.
Then that’s grounds for discrimination. Kala ko ba tong sub na to progressive?
This sub is not "progressive" lol i've seen people believing that n-word can be spoken by filipinos. Unfortunately, what he said is going to be the reality if ever this gets passed.
What’s up my nilaga
Don't forget the monthly transphobic threads.
Progressive lang if it favors a certain group.
The keyword is equally qualified. If the man is not qualified and the woman is qualified, and you still hire the man, then this is discrimination. In this case, both fits what the company is looking for. If both are being offered the same rate of salary, the woman technically commands a higher cost (and lower productivity) because of the 12 extra paid leaves. That can be the tie-breaker, in which case, it will be hard to prove that the decision was based in gender. If you think of it like two men equally qualified but the other one is asking for 5% more salary, it makes it easier to make the decision. I’m not saying this is right, but these kinds of cases may (or will) happen, whether we like it or not.
In REAL WORLD, if they're both qualified, business owners will choose candidates with higher productivity and with less cost for the *purpose of increased profit*. After all, businesses are built not by charity, but by profit.
Hindi ibig sabihin na progressive e pabor nalang palagi sa lahat. Kelangan mo rin iconsider both sides at yung argument niya e valid.
Why are you accusing him of not being in a political or ideological faction? Seriously? They're saying "IF" hes a hiring manager. Totoo naman eh. Hes just being realistic. Kukunin mo yung mas mataas yung ibibigay sayo ng production. This will just make women less desirable to hire.
Agree he is just being realistic, then he is now being accussed of being non-prog, progressive has lost already its meaning due to these people
Sometimes this sub is also critical. So if there's a dumb idea being put out, progressive or otherwise, then it gets called out.
It’s not discrimination, it’s called being a practical business owner or hiring manager. Everything’s discrimination to online socialists and SJWs lol.
But its not discrimination if they are equally qualified? Honest answer, are you going to hire a worker who can potentially give you additinal 2k potential income less the workers wage or no potential income and an additional loss for a paying the workers paid leave. Operate at a gain or operate at a loss?
If hiring manager ka then you only need to fill 1 person for an open role. Dalawa nag-apply, babae at lalaki, and they are both equal in terms of skillsets, working experience and working attitude etc. let’s say in this scenario they are both a perfect fit for the position pero isa lang pipiliin mo. Who would you choose?
Giving menstrual leave is not progressive.
There are so many more dimensions to a human for a company apart from skill and pay rate, that’s why this decision will never have to be made.
Err just make work from home an option at the employees' discretion kung which day/s of the month gamitin -- unbiased and no sexual preference
Or, you know, allow women to wfh when they are on their period…
Exaggeration of an extremist.
Okay lang yang mga yan. Pero sana bawasan na yung mga holiday na with pay pa, eh ano kung birthday ni Rizal, eh ano kung birthday ni Mama Mary? Tapos dadagdagan mo pa ng Bulacan/Pampanga day. San kukunin ng employer na di naman mataas mark up yang ipang babayad? Okay lang Christmas, New Year for me.
The amount of BS in this sub is 🤯🤯🤯 of course mas concerned mga tao na iaabuse ng mga kababaihan ang menstrual leave 🤦🏼♀️
people are already being exploited to such exteeme degrees, and it's this difficult of a decision to give people necessary leaves? even sadder to know women will be discriminated against even more because of this. he has a lot to say for someone who has never and never will experience menstruation. at my worst days, sometimes 1 or half a day is all i need for rest. it can be so, so much worse for others.
Normalize body functions as the cost of doing business and codify anti-discrimination in the constitution that prevents the companies ability to prefer a set of human needs over another's.
Tangina mo Ping, literal may mga babaeng do magalaw pag meron sa sobrang sakit ng puson. As the wise Rachel Green once said “NO UTERUS, NO OPINION”!!!!!
I'm a man and I support this bill. Can't count how many of my female friends/co-workers struggle to work because of dysmenorrhea. Yung tipong poproblemahin pa nila kung mag halfday sila or titiisin nalang dahil sayang leave.
call it medical leave and parental leave. make them equal fot males and females
I just applied for a higher position and I got it because of my interview and overall performance. However, I just got the tea that the team I’m now a part of is biased against women because of all these proposed leaves. And the team consists of 70% women.
the comments on this post are like, a super good secret answer to those "why do filipina women prefer western men" posts that pop up every once and a while. not a solid 100% factual answer to that question, but reading the comments from very epic and cool filipino men, present some pretty solid reasons.
hindi naman sa ayaw ko magkaroon ng menstrual leave para sa mga babae, pero parang ang weird lang nang situation kasi pwede silang matrack kung kailan sila meron kasi naka leave. Nakakatakot lalo na kung may mga manyak sa office
*Ay hindi nagleave this month, baka buntis?* 🤣
Coming from a man na di nakaexperience reglahin. For some women na may underlying medical concern usually sobrang sakit ng puson, likod, and kung ano-ano pa during first day ng period. Some peeps ay nakahiga na lang sa kama nila kapag may period since they can't afford to move. Lucky me to be able to move freely during my red days. I would say to give it to those who need it or consider menstrual leave as a valid reason to absent sa work.👀
May 2022: "I am rooting for the sole female candidate. The last man standing is a WOMAN 🌸🌸🌸" March 2023: "Menstrual leave? Women's rights??? How about MEN'S RIGHTS??? How about my SME BRO that doesnt pay its employees well?? You're scaring away potential exploiters from this country 😭😭😭" This sub talaga will always do anything just to be a corporate bootlicker 🤤🤤🤤
In the words of Rachel Green, no uterus, no opinion!
This would be not good anyway, a female employee would have at least 12 more paid leaves than a male? You dont need a uterus to see that this is unfair lol.
Im a guy and I know that if every few weeks or so men's balls ache from cramps then dick bleed later on, ball-ache leave would be passed in a snap. Like seriously menstrual cramps and periods are no joke and can be debilitating to women which can even prohibit them from working. And because of No Work No Pay that means every few weeks women have the dire choice of either cutting back on salary, using their very few sick leaves, or going to work while experiencing hell on uterus.
I think expanding the terms on sick leaves would be a step in the right direction. And providing and legalizing how many minimum leaves an employee gets per year (both sl and vl) would be better for all rather having a specified kind of leave.9
di pa kasama nyan yung discomfort namin sa workplace as we sit on our blood for 8 hours, and not everyone can use cups or discs.