 If can’t resist, keep a log or diary of incidents more than six (6) months or fine of not less than

an ten
 Date of incident
thousand pesos (P10,000) nor more than twenty
thousand pesos (P20,000) or both at the discretion
What Every Employee
 Time of incident
 Place of incident
of the court.
Should Know about
 Name of person/s who caused the
harassment
 What actually happened
 How the victim felt at the time of the
harassment
 Name of any person who is present at the
time (i.e. saw the incident itself/ who can
corroborate the event(s) that preceded or
followed the incident)
 Don’t suffer in silence. Seek advice and
support from trusted friends and colleagues.
 Take a formal action and file:
 an administrative complaint with the
company’s CODI; and/or
 an independent civil action with the courts to
enforce payment of damages or injuries What if the offender is a co-employee of
and/or for preliminary injunction or equivalent or lower rank than the offended
temporary restraining order; and/or a party?
 a criminal case with the courts to penalize
The said act of ‘sexual harassment’ is not
the harasser with imprisonment or fine or
covered by RA 7877. However, some specific
both for the commission of the sexual
provisions of the Revised Penal Code may be
harassment.
applied.
 Any action arising from the violation of the
provisions of RA 7877 must be filed within

SEXUAL
three (3) years from the time it is committed.
 Keep a record of efficiency or merit citations. Sources:
This is very important to prove job competence  Republic Act No. 7877 Anti-Sexual Harassment Act
in case you are demoted or worse, fired from of 1995
the job, because of refusal from sexual  Women’s Legal Bureau

HARASSMENT
advances or reporting a committed act or acts  Brighton Borough Council Policy on Sexual
of sexual harassment. Harassment East Sussex, Brighton England, 1990.

Penalty for crime of sexual harassment

under RA 7877 Prepared and published by the
BUREAU OF WORKERS WITH SPECIAL CONCERNS
Republic Act No. 7877 provides the penalty of Department of Labor and Employment
Bureau of Workers with Special Concerns
imprisonment of not less than one (1) month nor November 2016 DEPARTMENT OF LABOR AND EMPLOYMENT
 What is Sexual Harassment?  The sexual favor is made as a condition in the Duties of the Employer under RA 7877
following instances:
As generally understood by the public, sexual  in the hiring or in the employment, re-  Prevent or deter the commission of acts of
harassment is any unwanted sexual attention. This employment or continued employment of sexual harassment
attention can be verbal, visual, gestural, or physical the said individual; and  Provide the procedures for resolution,
and can range from a sexist remark to sexual settlement, or prosecution of acts of sexual
assault. Under Republic Act No. 7877 (The Anti- harassment through:
Sexual Harassment Act of 1995), the harasser’s
intention is irrelevant. The victim’s perception of the  Guidelines on Proper Decorum in the
situation as wanted or unwanted determines Workplace
whether or not it is sexual harassment.
 Procedures for the investigation of sexual
harassment cases and the administrative
Sexual Harassment under RA 7877 must sanctions for those cases in consultation
be work, education or training-related with and jointly approved by the
employees, through their duly designated
Work, education or training-related sexual representatives.
harassment is committed by an employer,
 Create a Committee on Decorum and
employee, manager, supervisor, agent of the
Investigation (CODI)* who shall conduct the
employer, teacher, instructor, professor, coach,  or in granting said individual favorable investigation of alleged cases constituting
trainor, or any other person who, having authority, compensation, terms, conditions, sexual harassment.
influence or moral ascendancy * over another in promotions or privilege; or
a work or training or education environment,  Disseminate/post a copy of RA 7877 for the
demands, requests or otherwise requires any  The refusal to information of all concerned.
sexual favor from the other, regardless of whether grant the sexual
favor results in * composed of at least one (1) representative each
the demand, request or requirement for submission
limiting, from the management, the union, if any, the employer
is accepted by the object of said Act. from the supervising rank, and from the rank and file
segregating or
* i.e. employer, manager, supervisor, agent of the classifying the employees
employer for work-related environment employee which
in any way
would What to do if sexually harassed
Work-Related Sexual Harassment – how it is discriminate,
committed (RA 7877) deprive or
 Be prepared
diminish
 By any person employment  Object or resist. You should make it clear to
who, having opportunities or the harasser that you do not consent to their
authority, otherwise behavior and
influence or adversely affect you want them
moral said offended to stop. You
ascendancy party; or can do this
over another either verbally
 The demand, request, or requirement for
demands, or in writing.
sexual favor would (a) impair the offended
requests or party’s rights or privileges under existing labor
otherwise laws or (b) results in an intimidating, hostile, or
requires sexual offensive environment for the offended party.
favor from the other; and

Illustrations credited to Bulbul of Liberation News Service (LNS)