Policy title: Anti-Sexual Approved by: Ron Manalang

Harassment Policy

Policy number: PP-SEC-007-04-21 Signature:

Date issued: 16 April 2021 Last up-date:
Issued by: Gene Lada Distribution: Executive Office; Rooms Division; F&B
Services; F&B Culinary; HR; Security;
Engineering; Sales & Marketing;
Housekeeping; Security

POLICY STATEMENT:

It is the policy of Seda Central Bloc Cebu to adopt the Anti-Sexual Harassment Law in the
Workplace, Pursuant to the provisions of Section 4, Republic Act No. 7877, An Act Declaring
Sexual Harassment Unlawful in the Employment, Education or Training Environment and For
Other Purposes, the following policies and procedure are hereby issued by SEDA CENTRAL BLOC
CEBU to prevent sexual harassment in its workplace and to provide the procedure for the
resolution, settlement and/or disposition of sexual harassment cases.

Seda Central Bloc Cebu believes that employees should be afforded equal opportunity to work
in an environment where workers are safe to work and free of any form of sexual harassment in
the workplace. Sexual harassment is a form of misconduct that undermines the employment
relationship. Seda Central Bloc Cebu upholds that no employee, either male or female, should
be subjected verbally or physically to unsolicited and unwelcome sexual overtures or conduct.

Sexual harassment refers to behavior that is not welcome, that is personally offensive, debilitates
morale and, therefore, interferes with work effectiveness. Such behavior may be in the form of
unwanted physical, verbal or visual sexual advances, requests for sexual favors, and other sexually
oriented conduct which is offensive or objectionable to the recipient, including, but not limited
to: epithets, derogatory or suggestive comments, slurs or gestures and offensive posters,
cartoons, pictures, or drawings.

Seda Central Bloc Cebu will not tolerate any behavior that amounts to sexual harassment and any
officer or employee found to have committed sexual harassment shall be subjected to disciplinary
action, up to and including dismissal as well as in accordance to the law, to support in filing of
criminal cases for its offenders.
Policy title: Anti-Sexual Approved by: Ron Manalang
Harassment Policy

Policy number: PP-SEC-007-04-21 Signature:

Date issued: 16 April 2021 Last up-date:
Issued by: Gene Lada Distribution: Executive Office; Rooms Division; F&B
Services; F&B Culinary; HR; Security;
Engineering; Sales & Marketing;
Housekeeping; Security

PURPOSE:

Sexual harassment occurs everytime and anytime in the workplaces and only that, a few declares
such since most of its employees are not aware that a law exists. Awareness of the provision is
one of the effective prevention methods, not only to minimize complaint but also to generate
respect and retain dignity among fellow employees. This Policy will guide the management to
exercise caution and to ensure that any an all complaints are handled appropriately including
handing the sanctions to offenders and taking care of the complainants.

OBJECTIVE:

To ensure cascading of the anti-sexual harassment law, as provided in RA 78-77, to all employees,
new hires, practicumer or On-The-Job trainee, casual or seasonal employees and regular
employees, to strengthen the hotel against the performance, act or deed on sexual harassment
against any employees of the hotel, not only within fellow employees but also to external
personalities, guests, patrons and contractors.

DEFINITION:

Sexual Harassment – is defined as an act or a series of acts involving any unwelcome sexual
advance, request or demand for a sexual favor, or other verbal or physical behavior of a sexual
nature, committed by a government employee or official in a work-related, training- or education-
related environment.

Complainant – is a defined as person or persons who makes a formal complaint in a law court
that they have been harmed by someone else. Harm may be defined as physical or psychological
harm such as mental distress or anxiety, as a result of a sexual advances, request or demand.

Offender – is defined as a person or persons (et al), who committed an illegal act. In this case a
Policy title: Anti-Sexual Approved by: Ron Manalang
Harassment Policy

Policy number: PP-SEC-007-04-21 Signature:

Date issued: 16 April 2021 Last up-date:
Issued by: Gene Lada Distribution: Executive Office; Rooms Division; F&B
Services; F&B Culinary; HR; Security;
Engineering; Sales & Marketing;
Housekeeping; Security

sexual harassment to a person, employee or guest of the establishement.

Retaliation – shall mean an act of the offender against a complainant or “whistle-blower”, to

prevent any revelation of the sexual harassment offenses and therefore, any complaint from
being brought out to the knowledge of the hotel management. Retaliation shall also mean the
inaction of the hotel management of the sexual harassment complaint being brought about, may
be construed as retaliation on the complainant.

Workplace – shall mean a place or location of where people, staffs perform their tasks, jobs and
projects for their employer

THE ADOPTION OF THE Anti-Sexual Harassment Law

Seda Central Bloc Cebu through this Policy has formally adopted the Anti-Sexual Harassment Law,
as defined in Section 3 of R.A. 7877, that states and provides that sexual harassment in workplace
is committed by an employer, employee, manager, supervisor, agent of the employer, or any other
person who, having authority, influence or moral ascendancy over another in a work
environment, demands, requires or otherwise requires any sexual favor from the other,
regardless of whether the demand, requests or requirement for submission is accepted by the
object of said Act.

In a work-related or employment environment, sexual harassment is committed when:

a. The sexual favor is made as a condition in the hiring or in the employment, re-
employment, or continued employment of said individual,

b. or in granting said individual favorable compensation, terms of conditions,

promotions, or privileges;

c. or the refusal to grant the sexual favor results in limiting, segregating or classifying
Policy title: Anti-Sexual Approved by: Ron Manalang
Harassment Policy

Policy number: PP-SEC-007-04-21 Signature:

Date issued: 16 April 2021 Last up-date:
Issued by: Gene Lada Distribution: Executive Office; Rooms Division; F&B
Services; F&B Culinary; HR; Security;
Engineering; Sales & Marketing;
Housekeeping; Security

the employee which in any way would discriminate, deprive or diminish

employment opportunities or otherwise adversely affect said employee;

d. the above acts would impair the employees’ rights or privileges under existing
labor laws; or the above acts would result in an intimidating, hostile, or offensive
environment for the employee.

WHERE SEXUAL HARASSMENT IS COMMITED

Sexual harassment may be committed in any work or training environment. It may include, but
are not limited to the following:

✓ In or outside the office building or training site;

✓ at 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

Sexual harassment may be committed in any of the following forms:

✓ Overt sexual advances;
✓ Unwelcome or improper gestures of affection;
✓ Request or demand for sexual favors including but not limited to going out on dates,
outings, or the like for the same purpose;
✓ Any other act or conduct of a sexual nature or for purposes of sexual gratification which
is generally annoying, disgusting or offensive to the victim.
Policy title: Anti-Sexual Approved by: Ron Manalang
Harassment Policy

Policy number: PP-SEC-007-04-21 Signature:

Date issued: 16 April 2021 Last up-date:
Issued by: Gene Lada Distribution: Executive Office; Rooms Division; F&B
Services; F&B Culinary; HR; Security;
Engineering; Sales & Marketing;
Housekeeping; Security

WHAT IS NOT SEXUAL HARASSMENT

Sexual harassment does not refer to occasional compliments of a socially acceptable in nature. It
refers to behavior that is not welcome, that is personally offensive, that debilitates morale, and
that, therefore, interferes with work effectiveness.

EMPLOYER’S RESPONSIBILITY

Seda Central Bloc Cebu (the Hotel) undertakes to provide its officers and employees a work
environment free of sexual harassment by management personnel, by co-workers and by others
with whom officers and employees must interact in the course of their employment in the Hotel.

Sexual harassment is specifically prohibited as unlawful and as a violation of company’s policy.

The Hotel is responsible for preventing sexual harassment in the workplace, for taking immediate
corrective action to stop sexual harassment in the workplace, including but not limited to:
cascading awareness, training against sexual harassment, prevention of sexual harassment
through evaluation of work conditions and situations that may promote commission of sexual
harassment, and the management to promptly investigate, inquire any allegation or information
of work-related sexual harassment.

PROCEDURES ON SEXUAL HARASSMENT CASES

COMPLAINT PROCEDURE

1. Any officer or employee, who experiences or witnesses any act of sexual harassment in the
workplace, shall report the same immediately to the Committee on Decorum and
Investigation or through their department head or through the Human Resources or through
any colleagues that the complainant may be comfortable and contented

2. They may also report acts of sexual harassment to any other member of company’s
management or ownership.
Policy title: Anti-Sexual Approved by: Ron Manalang
Harassment Policy

Policy number: PP-SEC-007-04-21 Signature:

Date issued: 16 April 2021 Last up-date:
Issued by: Gene Lada Distribution: Executive Office; Rooms Division; F&B
Services; F&B Culinary; HR; Security;
Engineering; Sales & Marketing;
Housekeeping; Security

3. All allegations of sexual harassment shall be quickly investigated. To the extent possible, the
identity of the officer or employee shall remain confidential and that of any witnesses and
the alleged harasser will be protected against unnecessary disclosure, until or otherwise when
such case is endorsed to the court of law.

4. When the investigation is completed, all parties will be informed of the outcome of the
investigation.

5. Seda Central Bloc Management advocates Anti-Sexual Harassment and shall ensure that any
or all complaints, including minute information of the act, shall be immediately investigated,
acted upon and resolved in favor or the complainant.

6. Further actions of the complainant, Seda Central Bloc Cebu, its management and employees,
shall not hinder, hamper, obstruct, delay a complainant of sexual harassment in the workplace
(the Hotel) from filing a case against the offender in the court of law, where the offender may
be fined and/or imprisoned accordingly.

DECORUM COMMITTEE

A Committee on Decorum and Investigation shall be constituted and shall be composed of the
management and the employees’ representative to receive complaints, to investigate
independently and hear sexual harassment cases.

The Committee shall develop its own rules in the settlement and disposition of sexual harassment
cases within the contents and accordance to the sexual harassment law.

The Committee shall also develop and implement programs to increase understanding and
awareness about sexual harassment.
Policy title: Anti-Sexual Approved by: Ron Manalang
Harassment Policy

Policy number: PP-SEC-007-04-21 Signature:

Date issued: 16 April 2021 Last up-date:
Issued by: Gene Lada Distribution: Executive Office; Rooms Division; F&B
Services; F&B Culinary; HR; Security;
Engineering; Sales & Marketing;
Housekeeping; Security

PREVENTION METHODS

The Hotel management, in accordance to anti-sexual harassment law, hereby adopts workplace
pvention scheme to prevent occurrence of sexual harassment in the workplace

1. All employees are required to undergo Anti-Sexual Harassment Awareness training, prior to
any deployment or start of work of any employee, direct or indirect hires, that covers this
Policy.

2. Monitoring of employee activities, including while on the job, and to educate and
communicate any behaviour or actions or interactions between two same gender or other
gender, that may fall under the sexual harassment category.

3. Support the policy by placing signs posted at the bulletin boards or the specific departmental
workplaces on sexual harassment is unlawful, including posting of contact numbers or
persons to approach when such offense occurs.

4. Distribution of this Policy to each department and each department heads to encourage and
monitor all employees under the department, to be trained on awareness as well as to
immediately act or report any sexual harassment in the workplace, under that department.

RETALIATION

Seda Central Bloc Cebu will permit no employment-based retaliation against anyone who brings
a complaint of sexual harassment or who speaks as a witness in the investigation of a complaint
of sexual harassment.
Policy title: Anti-Sexual Approved by: Ron Manalang
Harassment Policy

Policy number: PP-SEC-007-04-21 Signature:

Date issued: 16 April 2021 Last up-date:
Issued by: Gene Lada Distribution: Executive Office; Rooms Division; F&B
Services; F&B Culinary; HR; Security;
Engineering; Sales & Marketing;
Housekeeping; Security

WRITTEN POLICY

All officers and employees of Seda Central Bloc Cebu shall receive a copy of company’s sexual
harassment policy upon assumption of their respective offices. If at any time an officer of
employee would like another copy of the policy, please contact the Office of the Committee on
Decorum. I should amend or modify its sexual harassment policy, all officers and employees will
receive an individual copy of the amended or modified policy.

INDEPENDENT ACTION FOR DAMAGES

In accordance to RA 7877 or the Anti-Sexual Harassment Law in the workplace, as adopted by

Seda Central Bloc, “nothing in this Act shall preclude the victim of work, education or training-
related sexual harassment from instituting a separate and independent action for damages and
other affirmative relief”.

EFFECTIVITY

This Policy shall take place effective immediately and shall be made known to every employee.

- End of Policy -