Rights and Empowerment workers regardless of their status and recognizing the temporary nature of overseas work mandates the State to address out-migration by developing local employment. Decent work to emphasise includes all the qualities of a living wage that can sustain a healthy family and this is not just limited to the minimum standards that should be provided to women workers. In broad, the overall well being of women workers taking into account their sensitive conditions must be of paramount concern. The Labor Code specifically provides ample protections to women. Discrimination with respect to terms and conditions of employment solely on account of sex is strictly prohibited. Acts of discrimination are not limited to payment of a lesser compensation; favouring a male employee over a female employee with respect to hiring, promotion, training opportunities and other similar advantages; denial of leaves; first to be dismissed during retrenchment; and company provided employee benefits. The Labor Code in terms of employees’ welfare empowers the Secretary of Department of Labor (DOLE) and he may require employers to provide facilities exclusive to women employees-dressing rooms, lavatories, nursery and breastfeeding areas among others. In addition to the leave credits granted under the Labor Code, the Anti-Violence against Women and their Children Act of 2004, (RA 9262) and the Social Security Service Law (RA 1161), grant additional leaves to women. The Solo Parent’s Act (RA 8972), also grants additional leave privileges of seven (7) working days every year to solo parents who have rendered service of at least one year. On top of which, employers are as well mandated to provide flexible working schedule for solo parents, and work discrimination with respect to terms and conditions on account of her status is prohibited.134 the welfare of domestic workers who are mostly women. The terms on health and safety, daily and weekly rest periods, minimum salary and other benefits previously denied were finally made into a law. Aggrieved women may file appropriate civil or criminal action. The law also provides a standard of treatment to be adopted by an employer, including any member of the household, to their domestic worker. This blanket requirement amply safeguards a domestic worker from any kind of abuse or any form of physical violence or harassments or any act tending to degrade her dignity.135 4. Right to livelihood, credit capital and technology (sec. 23); education and training (sec. 24); and information (sec. 26) The applicable section of the MCW mandates that women shall be ensured equal access to formal sources of credit and capital; equal share to produce of farms and aquatic resources.136 It also provides for employment opportunities for returning migrants.137 The State is also mandated to ensure that women migrant workers have opportunity to undergo skills training, 138 while access to information regarding policies on women is ensured.139 Particular attention is given to women when giving access to credit (Sec. 20, R.A. 8435, “Agricultural and Fisheries Modernization Act of 1997” and see Migrant Law). The Indigenous People’s Rights Act (RA 8371), or IPRA, mandates that indigenous peoples be given full access to education. Vocational, technical, professional and other forms of training shall be provided to enable these women to fully participate in all aspects of social life.140 135 Sec. 5, RA 10361. The Kasambahay Law (R.A. 10361) further provides specific rights to households in general. This special law is a milestone in the promotion of 134 See secs. 6-8, RA 8972. 89 136 Sec. 23(a)-(b), Magna Carta of Women. 137 Sec. 23(c), id. 138 Sec. 24, id. 139 Sec. 26, id. 140 Sec. 26(2), RA 8371. CHR Gender Ombud Guidelines