QUICK FACTS WORK RELATED SEXUAL HARASSMENT IS

COMMITTED UNDER THE FOLLOWING

Republic Act 7877, or the Anti-Sexual Harassment Act of 1995, CIRCUMSTANCES:
addresses the issue of sexual harassment committed in work and
education or training environment. It was signed into law on
1) Submission to or rejection of the act or series of acts is used
February 14, 1995 under former Pres. Fidel Ramos’ administration.
as a basis for any employment decision (including, but not
WHAT IS SEXUAL HARASSMENT? limited to, matters related to hiring, promotion, raise in
salary, job security, benefits and any other personnel action)
affecting the applicant/employee;
Under the law, work, education or 2) The act or series of acts have the purpose or effect of
training related sexual harassment interfering with the complainant’s work performance, or
is… creating an intimidating, hostile or offensive work
“committed by an employer, environment; or
employee, manager, supervisor, 3) The act or series of acts might reasonably be expected to
agent of the employer, teacher, cause discrimination, insecurity, discomfort, offense or
instructor, professor, coach, humiliation to a complainant who may be a co-employee,
applicant, customer, or word of the person complained of. a) Physical
trainer, or any other person who, having authority, influence or moral i. Malicious touching;
ascendancy over another in a work or training or education ii. Overt sexual advances;
environment, demands, requests or otherwise requires any sexual iii. Gestures with lewd insinuation.
favor from the other, regardless of whether the demand, request or
WHAT ABOUT EDUCATION OR TRAINING b) Verbal, such as but not limited to, requests or demands for
requirement for submission is accepted by the object of said Act.” RELATED SEXUAL HARASSMENT? sexual favors, and lurid remarks;
c) Use of objects, pictures or graphics, letters or writing notes
HOW IS WORK-RELATED SEXUAL with sexual underpinnings;
This is committed: d) Other forms analogous to the forgoing.
HARASSMENT COMMITTED? a) Against one who is under the
care, custody or supervision of
This is done when: the offender; WHAT IS THE DUTY OF THE EMPLOYER OR HEAD
a) The sexual favor is made as a condition in the hiring or in the b) Against one whose education, OF OFFICE IN A WORK OR EDUCATION/TRAINING
employment, re-employment or continued employment of said training, apprenticeship or ENVIRONMENT?
individual, or in granting said individual favorable tutorship is entrusted to the
compensation, terms, conditions, promotions, or privileges; or offender;
the refusal to grant the sexual favor results in limiting, c) When the sexual favor is made a condition to the giving of The employer or head of office is required by the law to prevent the
segregating or classifying the employee which in any way would a passing grade, or the granting of honors and scholarships, occurrence of sexual harassment acts. If in case acts of sexual
discriminate, deprive or diminish employment opportunities or or the payment of a stipend, allowance or other benefits, harassment were committed, the employer or head of office should:
otherwise adversely affect said employee; privileges, or considerations; or
d) When the sexual advances result in an intimidating, hostile a) Disseminate appropriate rules and regulations which are
b) The above acts would impair the employee’s rights or privileges
or offensive environment for the student, trainee or consulted from and jointly approved by the employees or
under existing labor laws; or
apprentice. students or trainees, through their duly designated
c) The above acts would result in an intimidating, hostile, or UNDER THE CSC RESOLUTION NO. 01-0940: representatives. The said rules prescribe the procedure for the
offensive environment for the employee. investigation of sexual harassment cases and the administrative
CSC PROVIDES FOR THE FOLLOWING sanctions applied for such.
UNDER THE CSC RESOLUTION NO. 01-0940: ILLUSTRATIVE FORMS OF SEXUAL HARASSMENT:
b) Create a committee on
decorum and
 investigation of cases on
sexual harassment. The
committee shall conduct IF IT’S UNWELCOMED…
meetings or as the case IF IT’S INTIMIDATING…
may be, with officers IF IT’S HUMILIATING…
and
IT IS AN OFFENSE REGARDLESS
employees, teachers, instructors, professors, coaches, trainers and OF WHO COMMITS IT.
students or trainees to increase understanding and prevent incidents
of sexual harassment. It shall also conduct the investigation of
alleged cases constituting sexual harassment. DO NOT IGNORE IT.
Do not pretend it did not happen. Inform the harasser that
the behavior is unwelcomed.

In the case of a work-related environment, the committee
shall be composed of at least one (1) representative each from
the management, the union, if any, the employees from the
supervisory rank, and from the rank and file employees.
In the case of the educational or training institution, the
committee shall be composed of at least one (1) representative
from the administration, the trainers, teachers, instructors,
professors or coaches and students or trainees, as the case may
be.
DO NOT ACCEPT THE BEHAVIOR.
Do not tolerate the harassment even if others around you
seem to ignore or tolerate it.
REPORT THE INCIDENT.
Inform the head of the Committee on Decorum and
Investigation or your immediate supervisor of the incident.
Follow up on actions and investigation undertaken by the
Committee to ensure that similar incidents do not happen
again in your workplace.

The employer or head of office, educational or training

institution shall disseminate or post a copy of RA 7877 to
inform all concerned individuals.

WHAT ARE THE PENALTIES APPLIED TO

OFFENDERS?

Any person who violates the provisions of the law shall be penalized
by imprisonment of NOT LESS THAN ONE (1) MONTH NOR MORE
THAN SIX (6) MONTHS, or a FINE OF NOT LESS THAN TEN
THOUSAND PESOS (P10,000) nor more than Twenty thousand pesos
(P20,000), or both such fine and imprisonment at the discretion of the
court. Any action arising from the violation of the provisions of this
Act shall prescribe in three (3) years.

HOW TO DETER SEXUAL HARASSMENT