The Anti-Sexual Harassment Act of 1995 prohibits all forms of sexual harassment in workplaces and educational institutions. It defines sexual harassment as making sexual favors a condition of employment, education, or training. The law requires employers to prevent harassment through rules against it, and by forming Committees to educate about and investigate reports of harassment. Employers are liable if they fail to act on harassment reports. Individuals committing harassment face fines and imprisonment under the law.
Atty. Ana Luz Cristal, President of Women in Nation Building, gave an orientation on various women's rights during the 11th General Assembly of the Philippine Federation of Local Councils of Women (PFLCW) in Dipolog City.
Atty. Ana Luz Cristal, President of Women in Nation Building, gave an orientation on various women's rights during the 11th General Assembly of the Philippine Federation of Local Councils of Women (PFLCW) in Dipolog City.
ReadySetPresent (Sexual Harassment PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Harassment in the workplace is the precursor to a hostile work environment. Understanding the difference between what is and is not sexual harassment, ones responsibilities as an employee and the consequences if harassment does occur will enable employees and managers to work in a comfortable environment. Sexual Harassment PowerPoint Presentation Content slides include topics such as: what is and is not sexual harassment, 6 types of sexual harassment, 10+ slides on various classes of harassment, 3 slides on who is the harasser, 3 slides on what sexual harassment causes, 10 slides on the complaint procedure, 10 slides on the consequences and effects of sexual harassment, 15+ slides on statistics, 10 slides on countries with similar harassment policies to the U.S. and more.
Simplified Explained Version, REPUBLIC ACT 9485 - ANTI-RED TAPE ACT OF 2007, Report for PAE1-Service Delivery System, College of Public Administration - Tarlac State University
How to prevent workplace sex harrasment . by dr alka arup mukherjee secretary...alka mukherjee
Vishakha V State of Rajasthan & Ors AIR 1997 SC 3011
• Duty of the Employer or other responsible persons in work places and other institutions to prevent or deter the commission of acts of sexual harassment and to provide the procedures for the resolution, settlement or prosecution of acts of sexual harassment by taking all steps required.
• All employers or persons in charge of work place whether in the public or private sector should take appropriate steps to prevent sexual harassment including the following:
o Express prohibition of sexual harassment at the work place should be notified, published and circulated in appropriate ways.
o The Rules/Regulations of Government and Public Sector bodies relating to conduct and discipline should include rules/regulations prohibiting sexual harassment and provide for appropriate penalties in such rules against the offender.
o As regards private employers steps should be taken to include the aforesaid prohibitions in the standing orders under the Industrial Employment (Standing Orders) Act, 1946.
o
ReadySetPresent (Sexual Harassment PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Harassment in the workplace is the precursor to a hostile work environment. Understanding the difference between what is and is not sexual harassment, ones responsibilities as an employee and the consequences if harassment does occur will enable employees and managers to work in a comfortable environment. Sexual Harassment PowerPoint Presentation Content slides include topics such as: what is and is not sexual harassment, 6 types of sexual harassment, 10+ slides on various classes of harassment, 3 slides on who is the harasser, 3 slides on what sexual harassment causes, 10 slides on the complaint procedure, 10 slides on the consequences and effects of sexual harassment, 15+ slides on statistics, 10 slides on countries with similar harassment policies to the U.S. and more.
Simplified Explained Version, REPUBLIC ACT 9485 - ANTI-RED TAPE ACT OF 2007, Report for PAE1-Service Delivery System, College of Public Administration - Tarlac State University
How to prevent workplace sex harrasment . by dr alka arup mukherjee secretary...alka mukherjee
Vishakha V State of Rajasthan & Ors AIR 1997 SC 3011
• Duty of the Employer or other responsible persons in work places and other institutions to prevent or deter the commission of acts of sexual harassment and to provide the procedures for the resolution, settlement or prosecution of acts of sexual harassment by taking all steps required.
• All employers or persons in charge of work place whether in the public or private sector should take appropriate steps to prevent sexual harassment including the following:
o Express prohibition of sexual harassment at the work place should be notified, published and circulated in appropriate ways.
o The Rules/Regulations of Government and Public Sector bodies relating to conduct and discipline should include rules/regulations prohibiting sexual harassment and provide for appropriate penalties in such rules against the offender.
o As regards private employers steps should be taken to include the aforesaid prohibitions in the standing orders under the Industrial Employment (Standing Orders) Act, 1946.
o
Here, the country's rising star in multifaceted trainings and speaking engagements; Mr. Myron Sta. Ana, talks about Sexual Harassment in the Philippine Workplace according to the provisions of Republic Act No. 7887 or otherwise known as the Anti-Sexual Harassment Act of 1995, which was his topic during his talk for the 3rd and 4th year Business Administration students of Miriam College in Quezon City, Philipppines.
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An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
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This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
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It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
2024.06.01 Introducing a competency framework for languag learning materials ...
RA 7877.pptx
1.
2. REPUBLIC ACT NO. 7877
The Anti-sexual harassment law (February 14, 1995)
PROHIBITS ALL FORMS OF SEXUAL HARASSMENT IN THE
WORKPLACE
EDUCATION OR
TRAINING ENVIRONMENT
3. HOW IS WORK-RELATED SEXUAL HARASSMENT
COMMITTED?
A. The sexual favor is made as a condition in the hiring or in the
employment of said individual, or in granting said individual
favorable compensation, terms, conditions, promotions, or
privileges; or refusal to grant the sexual favor results in limiting,
segregating or classifying the employee which in any way would
discriminate, deprive or diminish employment opportunities or
otherwise adversely affect said employee;
4. B. The above acts would
impair the employee’s rights
or privileges under existing
labor laws; or
C. The above acts would result
in an intimidating, hostile, or
offensive environment for the
employee.
5. How is education or training-related sexual harassment
committed?
Education or Training-related Sexual Harassment is
committed:
• 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;
6. When the sexual favor is made a condition to the
giving of passing grade or granting of honors and
scholarships, or the payment of a stipend, allowance
or other benefits, privileges or considerations; or
When the sexual advances result in an intimidating,
hostile or offensive environment for the student,
trainee or apprentice.
7. WHAT IS THE DUTY OF THE EMPLOYER OF A
HEAD OF AN OFFICE IN A WORK OR
EDUCATION/ TRAINING ENVIRONMENT?
8. The employer of a head of office is required by the law to
prevent the occurrence of sexual harassment. Toward this
end, the employer or head of office shall:
A. Promulgate appropriate rules and regulations in
consultation with and jointly approved by the employees
or student or trainees, through their duly designated
representatives.
9. The said rules and regulations should include
guidelines on proper decorum in the workplace and
educational or training institutions.
Administrative sanction shall not
be a bar to prosecution in the
proper courts for unlawful acts of
sexual harassment.
10. B. Create a Committee on Decorum and Investigation
(CODI) of cases on sexual harassment. The committee
shall conduct meetings or as the case may be, with
officers and employees, teachers, instructors,
professors, coaches, trainors, and students or trainees to
increase understanding and prevent incidents of sexual
harassment. It shall also conduct the investigation of
alleged cases constituting sexual harassment.
11. 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 educational or training institutions, the committee shall be
composed of at least one (1) representative from the administration, the
trainors, teachers, instructors, professors, or coaches, and students and
trainees, as the case may be.
The employer or head of office, educational or training institution shall
disseminate or post a copy of RA 7877 for the formation of all concerned.
12. What if the employer or head of office did not
undertake any action despite his/ her knowledge
of the sexual harassment act/s?
The employer or head of office, educational or training
institution will be held liable for the damages arising
from acts of sexual harassment if they are informed by
the offended party of the occurrence of such acts, yet no
action has been undertaken.
13. WHAT ARE THE PENALTIES OF THE 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 act on arising from the violation of the provisions of this act
shall prescribed in three (3) years.