CEDAW/C/PHI/5-6 harassment and other issues, monitoring remains a problem. In the part of the government, monitoring of private sector compliance with RA 7877 is non-existent. 381. To address the occupational health and safety (OHS) of women workers, the Occupational Safety and Health Center conducted lectures or training on OHS and provided the following medical examinations upon request: blood lead determination among women semiconductor workers (1996-present), audiogram for women workers in selected manufacturing industries (1996-present), and urine examination for organic solvent exposure for women workers in semiconductor industries (1996-2001). Measures for Specific Workers’ Groups Women in government 382. Paid maternity leave for women workers in government applies to full term delivery and miscarriage. It only applies to married women and involves a leave of 60 calendar days with full pay for employees who have rendered two or more years of service. Benefits of women who have worked less than two years but have one year or more of service are computed proportionate to their length of service, while those with less than a year of service are granted 60 days with half pay. By 2003, CSC recognized the right of unmarried women to maternity leave. Thus, they are now granted the same maternity leave given to married women. 383. In 2001, a bill to establish a Civil Service Code was proposed. It codifies existing laws on civil service and provisions on maternity leave for unmarried women, paternity leave, parental leave for solo parents, and flexible working hours and a provision for a disciplinary action on the ground of sexual harassment. 384. Even without the proposed Civil Service Code, however, the government has initiated the following: a. Flexi-time (flexible working schedule), which allows workers to report any time between seven and ten in the morning and leave work between four and seven in the evening, provided they complete the required eight-hour workday. b. Swap Work Assistance Program (SWAP), a scheme that aims to reduce employee travel time by exchanging their post with a counterpart so they can work in a station geographically closer to home. It covers first and second level employees with permanent status. c. Harmonizing work and family responsibilities through part-time employment, establishment of day care centers in the workplace, special leave privileges, and observance of family week every September. Within the CSC, third- and fourth-level directors who are assigned away from their families are allowed to make regular family visits for a maximum of 12 visits a year, with pay and transportation allowance. 105