The document defines sexual harassment and outlines the provisions of the Anti-Sexual Harassment Act of 1995 in the Philippines. It defines sexual harassment as unwelcome sexual conduct that affects employment, education, or training. It covers workers, students, and trainees and holds employers, supervisors, and managers liable. Victims are to report harassment to their supervisor or HR and have legal recourse to pursue damages. Penalties for violations include fines, imprisonment, or both.

1. REPUBLIC ACT NO.
7877
AN ACT DECLARING
SEXUAL
HARASSMENT
UNLAWFUL IN THE
EMPLOYMENT,
EDUCATION OR
TRAINING
ENVIRONMENT, AND
FOR OTHER PURPOSES

3. OBJECTIVES
By the end of the one hour talk, you
should been able to
Understand what Sexual Harassment
in the Philippine workplace is;
keep in mind the provisions of the
Anti-Sexual Harassment Act of 1995;
prepare yourself for any possibility
in the future and be protected.

4. Definition of terms
ASCENDANCY- governing or
controlling influence
SEXUAL- does not just involve
the act itself but anything that has
to do related to the reproductive
with or a behavior which is
sexually motivated or has sexual
desires.

5. What is Sexual Harassment?
Definition of Sexual Harassment
Sexual harassment is defined as unwelcome
sexual advances, requests for sexual favors, and
other verbal or physical conduct of a sexual
nature when either:
The conduct is made as a term or condition of
an individual's employment, education, living
environment or participation in a University
community.

6. Sexual harassment is defined by law and
includes requests for sexual favors, sexual
advances or other sexual conduct when (1)
submission is either explicitly or implicitly a
condition affecting academic or employment
decisions; (2) the behavior is sufficiently severe
or pervasive as to create an intimidating, hostile
or repugnant environment; or (3) the behavior
persists despite objection by the person to whom
the conduct is directed. The University
considers such behavior, whether physical or
verbal, to be a breach of its standards of
conduct and will seek to prevent such incidents
and take corrective action when sexual
harassment occurs.

7. Same-Sex Sexual
Harassment
Sexual harassment in the workplace is usually
associated with a heterosexual employee
making unwelcome sexual advances to another
heterosexual employee of the opposite gender.
There are also cases where a homosexual emplo
yee harasses an employee of the samesex.

8. WHAT ARE THE FORMS OF
SEXUAL HARASSMENT?
Physical
Malicious touching/Acts of
lasciviousness/lewdness
Overt sexual advances
Gestures with lewd insinuation

9. WHAT ARE THE FORMS OF
SEXUAL HARASSMENT?
Verbal
Request or demands for sexual favors
Lurid Remarks
Use of objects, Pictures/graphics, letters or
written notes with sexual underpinnings.

10. WHO ARE COVERED BY THIS
ACT?
Workers or employees
Students
Those undergoing Training,
Institution, or Education.

11. WHO ARE PUNISHABLE BY OR HELD LIABLE IN
THIS ACT?
-Employer or Head
-Employee who belongs to a higher level
-Manager/supervisor
-Agent of the employer
-Anybody else who has the authority, influence or
moral ascendancy over the offended
-Any person who directs or induces another to commit
any act of sexual harassment
-Any person who cooperates in the commission of the
act by another without whom it would not have been
committed
-Elementary or high school teacher
-College or University professor
Coach/trainer

12. WHERE IS THIS APPLICABLE?
Workplace
School
Any other place or training institution
or education

13. WHEN IS SEXUAL HARASSMENT
COMMITTED?
-The sexual favor is made as a condition in the hiring
or in the employment, re-employment are continued
employment of said individual, or in granting said
individual favorable compensation, terms of
conditions, promotions, or privileges, or the 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.
-In education or training environment.

14. WHAT PROCEDURES YOU
FOLLOW ONCE HARASSED?
-You come out and complain
-You report or escalate the act of sexual
harassment to your immediate supervisor
-Your immediate supervisor conducts his
own investigation to confirm the facts and
details of your allegation and to
coordinate with the alleged offenders boss
consult and coordinates with Human
Resource

15. WHAT PROCEDURES YOU FOLLOW
ONCE HARASSED?
-HR follows the discipline management
process part of which is its own
investigation procedures
-A closure memo is served if the alleged
offender is not found guilty or the
prescribed sanctions are enforced if
otherwise.

16. FINANCIAL DAMAGES
-Monetary Settlement
EMOTIONAL/MENTAL/
PSYCHOLOGICAL DAMAGES
-Counseling
-Referral to an agency offering professional
help
-Any other advise or option available

17. CAN THE VICTIM PURSUE
INDEPENDENT ACTIONS FOR
THE DAMAGES?
YES! Nothing on this act shall prelude
(rule out in advance) the victim of work,
education or training-related sexual
harassment from instituting a separate
and independent action for damages and
other affirmative relief.

18. WHAT ARE THE PENALTIES FOR
THE VIOLATION OF THIS ACT’S
PROVISION?
As per Law:
-Fine of Php20,000
-Imprisonment of 1-6 months or
Both at the discretion of the court based
on the degree of gravity of the offense

19. Grave offense -dismissal
Less grave offense
1st offense- fine or suspension for thirty days but
not exceeding six months
2nd offense- dismissal
Light offense
1st offense- reprimand
2nd offense fine or suspension not more than
thirty days
3rd offense-dismissal

20. THE BEST THING TO DO WHEN
DONE AN ACT OF SEXUAL
HARASSMENT
Reject the advance being made firmly
but politely but loud and conspicuous
enough for potential witnesses to hear
and see it.
Take note of the event by recording
the date, exact time, and specific
location in the workplace where it
happened.

21. THE BEST THING TO DO WHEN
DONE AN ACT OF SEXUAL
HARASSMENT
 Tell your closest confidant in the
workplace first.
Report to your immediate supervisor
unless he/she is the offender.
Go to your HR person in your
immediate supervisor’s absence or if he
is the person in question.

22. “A VICTIM REMAINS AS SUCH ONLY
UNTIL HE/SHE LETS JUSTICE BE SERVED
BUT BECOMES AN ETERNAL FOOL IF
HE/SHE DENIES THEMSELVES OF IT”.