employees with appropriate personalprotective equipment (PPE) to preventinjury or impairmentin anypart of their bodies as well as ensure proper maintenance of the PPE used in the workplace. c. The DOLE, through its concerned agencies, shall make available occupational safety and health (OSH) - related programs and services to women workers in the formal and informal sectors. Theseinclude, but are notlimited to, the conduct of OSH orientations and trainings, medical surveillance and research, screening tests for reproductive tract diseases, provisions for technical support/advice, and developmentofinformation, education and communication materials. 3. Work closely with both the employers and unions or worker representatives, in the private sector in promoting a safe and healthy workplace. Further: a. Employersbothin the public andprivate sectorsshall provide servicesin support to balancing family obligations and work responsibilities. These include family health services but notlimited to: day care and child minding centers, breastfeeding or lactation stations with appropriate facilities and corresponding nursing/lactation breaks, health education, counseling on breastfeeding, seminars on responsible parenthood and family planning, non-sexist child-rearing, shared parenting and family responsibility, annual family day, flexible work arrangements, and anti-sexual harassment initiatives. Compliance by governmentagenciesand private employers shall be monitored by the CSC and DOLE,respectively. In establishing facilities as required by law, the LGUs shall make compliancethereofa pre-requisite in the grant of any form of building and business permit b. In the exercise of their labor rights, women workersare free to exercise their right to self-organization and are encouraged to form unions and join associations. The DOLE and CSC shall ensure that such rights are respected regardless of the workers’ status and place of employment. DOLE and CSC shall also support programsthatwill encourage womento developtheir leadershipskills to accelerate their qualifications in positions of leadership. c. Employees who are membersof indigenous communities shall be allowed to observe their cultural practices in the workplaceprovided that the employeris notified by the applicant or employee aboutthe cultural practice/s that she needs to observe and the cultural practice/s will neither hamper workefficiency of the employee nor be prejudicial to the operation of the workplace. B. In recognition of the temporary nature of overseas work and the needto exert all efforts to address the causes of out-migration, the National Anti-Poverty Commission (NAPC), in the exercise ofits oversight functions in the implementation of the Social Reform Agenda, shall ensure that policies and programsin addressing poverty reduction as well asinitiatives taken bycivil society and the basic sectors shall include local employment and other economic opportunities for women. DTI, DOLE,other concerned government agencies, and the LGUsshall initiate investment friendly policies, systems, programs and procedures as well as provide technical assistance and supporting financial arrangements to returning women migrant workers to help them establish local business. The DFA, DOLE,Philippine Overseas Employment Administration (POEA), and Overseas Workers’ Welfare Administration (OWWA)shall be responsible in protecting the rights and promoting the welfare of women migrant workers especially those classified under the vulnerable skills categories. These agencies shall review and forge bilateral and multilateral labor agreements to ensure safe migration, better work conditions that will curb violence against women migrant workers; conduct professional and personal development among women migrant workers throughlivelihood and skills development trainings, seminars, and scholarship grants; and mainstream entrepreneurship and GAD 72