CEDAW/C/PHI/4 English Page 49 187. Homeworkers are covered by some protective policies, particularly articles 153 to 155 of the Labor Code. To effect these provisions, Department Order No. 5, or Rule XIV of the Rules Implementing Book III of the Labor Code on Employment of Homeworkers, was issued covering the following: (a) The registration and types of assistance to homeworkers' organizations and employers and contractors; (b) Payment and conditions for payment of homework, standard rates and deductions; (c) Duties of the employer, contractor and subcontractor; (d) Prohibition of homework; (e) Enforcement power of the Department of Labor and Employment Regional Director over labour standards cases. 188. Considering the peculiarities of homework and the prevailing policy of the Government towards the increasing participation of the labour force in self-employment and livelihood activities, measures towards more effective enforcement of Department Order No. 5 need to be continuously reviewed and other social protection schemes developed. 189. An additional budget for implementing Republic Act 6972 (Act Establishing Day-care Center in Every Barangay) has to be allocated. As a support mechanism for working mothers, it will provide the homeworkers more opportunities to attend to their work and domestic responsibilities as well as other activities in the community. 190. Republic Act 7322 (1992) amends the social security law and increases the maternity benefit of women workers. But Rule XVI, section 12 of the Civil Service Law and Rules, which is applicable only to the government but not to the private sector, still requires marriage as a precondition to maternity leave and benefits. 191. Civil Service Rules have been amended by CSC resolution 94-2854 to include all forms of sexual harassment within the offence of "grave misconduct" for which corresponding heavier sanctions shall be imposed. 192. Republic Act 7877, or the Anti-sexual Harassment Act, was enacted in 1995. It provides that "work, education or training-related sexual harassment is committed by an employer, manager, supervisor, agent of the employer, teacher, instructor, coach, professor, trainer, or any other person who, having authority, influence or moral ascendancy over another in a work or training or education environment demands, requests or otherwise requires any sexual favour from the other, regardless of whether the demand, request or requirement for submission is accepted by the object of the said act". The law also provides, among other things, that sexual harassment is committed in a work-related environment when: /...