Download as PPT, PDF, TXT or read online from Scribd
Download as ppt, pdf, or txt
You are on page 1/ 32
REPUBLIC ACT 7877
ANTI SEXUAL HARASSMENT ACT OF 1995
Programs, Policies & Guidelines Approved: February 14, 1995 Effectivity: March 5, 1995 Sexual Harassment Defined… “… is the misuse of power that involves two people of perceived unequal authority and status, in a situation which has sexual overtone.” example: Manager and Secretary, Supervisor and Operator, Applicant and Recruitment Clerk An act or a series of unwanted, unsolicited or uninvited acts demanding, requesting or requiring any sexual favors from another by a person or any other individual who exercised authority and influence over another person or Done in a work- related or employment environment; education or training environment. WHO ARE THE VICTIMS? CONDITIONS WHERE SEXUAL HARASSMENT IS COMMITTED IN A WORK-RELATED OR EMPLOYMENT ENVIRONMENT
A. The sexual favor is demanded as a
condition for: Hiring or employment ; Re-employment ; Continued employment of the victim ; and Grant of favorable compensation, terms, conditions, promotions or privileges. B. The refusal to grant sexual favors results in:
Limiting, segregating or classifying
the employee ; and Acts discriminating, depriving or diminishing. BASIC ELEMENTS OF SEXUAL HARASSMENT
UNWANTED UNINVITED WITH SEXUAL CONNOTATION WHERE SEXUAL HARASSMENT CAN BE COMMITTED • In or outside the office building or training site;
• at the office or training related social
functions;
• in the course of work assignments outside the
office;
• at work related conferences, studies or
training sessions; or
• during work related travel
FORMS OF SEXUAL HARASSMENT PHYSICAL VERBAL NON VERBAL FORMS OF SEXUAL HARASSMENT PHYSICAL Unnecessary touching, patting, pinching, brushing against another person’s body, assault, coercing sexual intercourse. Forms of Physical Harassment – includes distasteful action such as touching of an intimate body part, patting, pinching, stroking, brushing up against the body, hugging, kissing, fondling and sexual assault. FORMS OF SEXUAL HARASSMENT NON-VERBAL Display of pornographic or sexually suggestive pictures, objects or written materials. Leering Whistling Making sexually suggestive gestures FORMS OF SEXUAL HARASSMENT VERBAL Unwelcome sexual advances. Propositions or pressure for sexual activity. Continued suggestions for social activity outside the workplace after it has been made clear that such suggestions are unwelcome. Offensive flirtations. Suggestive remarks, innuendoes, or lewd comments. LAY-OFF O R L AY DOWN?! ? EFFECTS OF SEXUAL HARASSMENT ON THE ENTERPRISE: Workplace tension Labor turnover Lower productivity Poor image Loss of confidence in the company Time & effort lost to resolve issue Payment of liability (damage and fines). EFFECTS OF SEXUAL HARASSMENT
ON THE VICTIM: Demoralization Emotional & physical stress Absenteeism Loss of job Lower productivity DUTIES OF EMPLOYER appropriate Promulgate rules and regulations in consultation with employees, prescribing the procedures for the investigation of Sexual Harassment cases and the administrative sanctions. Dissemination or posting a copy of RA 7877 for all concerned. DUTIES OF EMPLOYER Creation of a Committee on Decorum and Investigation (CODI) that will investigate all cases of Sexual Harassment. COMPOSITION OF CODI At least one (1) representative each from: the management ; union (if there is any) ; supervisory rank employees ; and the rank and file employees. CODI FUNCTIONS Conduct orientation meetings/seminars, with officers and employees to increase the level of awareness, understanding and to prevent incidents of Sexual Harassment. CODI FUNCTIONS Participate in the formulation of company policies and programs related to the prevention of Sexual Harassment. CODI FUNCTIONS Receive complaints, investigate and hear sexual harassment cases; prepare and submit reports with corresponding recommendations SOLIDARY LIABILITY
The liability of the
harasser may be enforced against the harasser and the employer or against any one of them, by a joint action, or by an individual action. Liability of the Employer, Head of Office, Educational or Training Institution
shall be solidarily liable for damages arising from the acts
of sexual harassment committed in the employment, education or training environment if the employer or head of office, educational or training institution is informed and no of such acts by the offended party immediate action is taken thereon. Civil Remedies Are used to enforce payment of damages for injuries sustained by reason of the Sexual Harassment committed. Only the courts have jurisdiction to grant civil remedies. An imprisonment of not less than one (1) month nor more than six (6) months. Fine not less than Php10,000.00 nor more than Php20,000.00.
How to Deal With Difficult People: A Comprehensive Beginner's Guide of Simple and Effective Strategies (Discover the Secret to Disarming and Dealing With Difficult People)
How to Deal With Difficult People: A Comprehensive Beginner's Guide of Simple and Effective Strategies (Discover the Secret to Disarming and Dealing With Difficult People)
