RA 7877 Anti-
Sexual
Harassment Law
of 1995
Is this sexual
harassment?
One or a series of incidents
involving unwelcome sexual favors
Sexual other verbal or
Harassment is... physical conduct
of sexual nature
directly, indirectly, and impliedly made
Sexual Harassment
“Unwelcome” behavior of a sexual nature
that interferes with the “life of the target/s”;
it is “unsolicited” and “nonreciprocal”
Generally any sexual nature that provokes
undesirable, uncomfortable feelings in the
target
RA 7877 Anti-Sexual Harassment
Law of 1995
COVERAGE WORK EDUCATION or TRAINING
UNDER WHAT it must be education or training-
it must be work-related
CIRCUMSTANCES? related
employer; employee; manager; supervisor; teacher; instructor; professor; coach;
agent of the employer; any other person trainor; any other person with
WHO MAY COMMIT? with authority, influence or moral authority, influence or moral
ascendancy ascendancy
How committed?
DEMANDS, REQUESTS or REQUIRES any SEXUAL
FAVOR (REGARDLESS whether the demand, request or
requirement is ACCEPTED
DIRECTS or INDUCES another to commit sexual
harassment, or who COOPERATES with another is
ALSO LIABLE
Committed at work
When any sexual favor is made as a condition
• hiring, re-employment or continued employment
• granting compensation, terms of conditions, promotions, or
privileges
When refusal results in:
• Discrimination
• Deprive or diminish employment opportunities
• Adversely affect said employee
Committed at work
When such acts impair rights and privileges under labor laws
When such acts result in an intimidating, hostile, or offensive
environment
Committed at school
Against one who is under the care, custody or supervision of the
offender
Against one whose education, training, apprenticeship or
tutorship is entrusted to the offender
When the sexual advances result in an intimidating, hostile, or
offensive environment for the student, trainee or apprentice
Committed at school
When sexual favor is made as a condition to:
• The giving of a passing grade
• The granting of honors or scholarships
• The payment of a stipend, allowance, or others benefits, privileges,
or consideration.
Behaviors that constitute
sexual harassment
Intercourse or invitations for such
Sexual remarks or insults
Attempted kissing, forced kissing
Touching of a sexual nature, touched grabbed or pinched in a
sexual way
Displaying or distributing of sexually explicit drawings,
pictures and written materials
Behaviors that constitute
sexual harassment
Sexual or “dirty” jokes and cartoons
Pressure for sexual favors
Touching oneself sexually or talking about one’s sexual activity in
front of others
Spreading rumors about or rating other students as to sexual
activity or performance
Nude or suggestive pictures and posters
Behaviors that constitute
sexual harassment
Clothing pulled at, off or down in a sexual way
Spied on while dressing
Effects of Sexual
Harassment
Threatens a student’s physical or emotional well-being
Influences how well a student does in school, and make it difficult for a
student to achieve her/his career goals
May have trouble learning
May drop a class/drop out of school
Loss of trust in school officials
Effects of Sexual
Harassment
May become isolated
Fear for personal security
Loss of self-esteem
DUTIES OF THE EMPLOYER /
HEAD OF OFFICE
shall prevent the commission of acts of SH and provide the
procedures for the resolution, settlement, or prosecution of
SH acts by:
• Promulgating rules and regulations, in consultation with
employees or students, prescribing the procedures for
investigations and administrative sanctions
• Creating a Committee on Decorum and Investigation
RESPONSIBILITIES OF
HEADS OF AGENCIES
management
Create a Committee on Decorum and union
Investigation (CODI). Committee on
Decorum and
Investigation
• The committee shall conduct investigation of (CODI)
alleged cases rank and file employees
• The committee shall be composed of at least employees
one (1) representative each from the
supervisory
rank
Liabilities of the
Employer /
Head of Office
• damages arising from SH committed, if he/she was informed of such acts
by the offended party and no immediate action is taken thereon
• Any administrative action done, shall not preclude the victim of SH from
instituting a separate and independent action for damages and other
affirmative relief
Penalties
• Imprisonment of not less than one (1) month nor more than six
(6) months
• Or a fine of not less than P10,00.00 nor more than P20,000.00
• Or both such fine and imprisonment at the discretion of the court
• Prescription period: 3 years
Under CSC Rules (MC 19, Series
of 1994), sexual harassment
Additional
committed by another employee
or officer towards another
element by the
employee or officer of the same
rank, shall constitute a ground for CSC
administrative disciplinary action,
and may be subject to penalties up
to dismissal from the service
Civil
Service
Law
DOLE ADMINISTRA
TIVE REMEDIES
Revised
Penal Code
CIVIL CRIMINAL
Article 2176
Civil Code Anti-Sexual
Harassment
Act
Write what Report the
happened to Keep a record of Harassment. Consult
you and when efficiency or merit the school grievance
it happened, citations to policies and
who was disprove later grievance / GAD
Tell the
around that allegations of officer
harasser to
time--write incompetence by
stop.
Be prepared. down their the harasser.
Emphasize
Don’t blame
that it is not names 5
yourself.
welcome.
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3
2
1 STEPS THAT A VICTIM CAN DO IF
SEXUALLY HARASSED
Complain in
writing—
include all the
details. Ask for
File a
a written
Complaint With
response. Keep
a Government
a copy of what File a Lawsuit
Agency
you wrote and
the response.
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Is this sexual harassment?
Is this sexual harassment?
Is this sexual harassment
Is this sexual harassment
Is this sexual harassment?
Thank you!
