Professional Documents
Culture Documents
1 - CSR Towards Employees
1 - CSR Towards Employees
Nowadays we are living in a modern technology years. Many are advance but many are
behind too... And from those behinds, there is high percentage that people are very talented to be
equal to those advance. But why there are people that are placed advance? This is something that
Opportunity is a chance given to everyone but for only who does qualify in a certain
qualification. And for equality it has a huge definition and depends to the situation for you to
find it. For some who didn’t qualify, they can, at some point thought that the process could be
unequal but looking in the other side of the coin a certain job requires qualification to provide the
opportunity.
The opportunity is always given to those who qualified meaning there are employments
What does equal job opportunity, job discrimination, and affirmative action means?
Equal job opportunity – is a labor policy that prohibits business from discriminating
Job discrimination – refers to the unjust act of differentiating one group of people not
favoring them in hiring and promotion, college admissions, and the awarding of government
contracts.
Ethnic Minorities - a relatively small group of people, especially one commonly
discriminated against in a community, society, or nation, differing from others in race, religion,
2. Pure affirmative action – a concerted effort to enlarge the pool of applicants so that no
A company’s internal policies and practices should assure its employees that they will be free
from discrimination on the basis of race, color, sex, language, religion, political, or other
Sample situation:
for a senior officer to head a department whose former head just retired. A Filipino assistant
manager who could not speak French knew the ropes around that department well enough, was
Many of his colleagues were anticipating the position would be awarded to him. But to
everyone’s surprise, the position was instead given to another employee who was perceived by
majority as less qualified. The appointed one was a French-speaking Canadian, and that is why
Sison and Palma-Angeles think that it really depends on several factors, such as the following:
It is not easy to detect whether or not there is discrimination in the workplace. Spotting
Examples:
characteristics
What are the elements of job discrimination? How do you know whether these elements
1. When a judgment, decision, or treatment is intended against anyone in the workers and
2. When a judgment, decision, or treatment springs from prejudice or bias, from false
stereotypes, or from other ways of unfair attitude aims at a particular group to which the
worker belongs.
More than one century have passed since we obtain our independence and yet we,
Filipinos do not have the freedom and some of the cultures of our colonizers were still in the
system. During the Spanish colonizers, women do not have the right to work. They believe that
women are fated to stay at home and take care of the family. It is one of the cultures that we
Today, in the Philippine setting, there is still this kind of discrimination to women in the
Family leave
“If the Labor Code compels business to provide all accommodations for them, who
certain group. Stereotypes can be positive, negative or neutral. While both positive and negative
stereotypes can be harmful, they can occasionally serve as a learning experience. These
There are fields of occupation, which are traditionally suitable for women because
There are types of work, which may not be fitting to women due to their
The inability of women to cope up with certain job requirements since their
common gender personality and aptitude traits make them unsuitable for those
jobs.
Such generalization is based on our wrong perception about women. Minds should not be
caged on what the others cater to us or what we know because we may end up discriminating
women unknowingly.
Even we are not yet born and still in the womb of our mother, we already have the right to
live. We are created to live and have a life. The right to have a life comes with the right to work.
In order for us to live, we must work to earn income and to sustain our daily lives. Men and
women are created equal. If men have the right to work then women also do.
Everyone’s right to work should be upheld since this is essentially related to the right to
Ethics is based on well-founded standards of right and wrong that prescribe what humans
specific virtues.
Business ethics is the study of proper business policies and practices regarding potentially
Discrimination in the workplace is wrong and socially irresponsible because of the following
reasons:
of ethics.
4. When business discriminates, it consciously or unconsciously affirms that one
Diversity in the workplace is a people issue, which focuses on the similarities and
largely to include different aspects beyond those legally specified in affirmative action non-
Royal Dutch/Shell Group reports that Shell companies across the globe promotes a
culture in which all Shell employees, contractors and joint ventures share this commitment for
4. Establishes annual diversity plans, goals, and targets for improvement: measures
5. Includes diversity performance in the appraisal and development plans of leaders and
employees.
6. Provides safe and effective way for employees to report observed behavioral
Against Contractualization
Labor Contractualization
the employers is hiring workers for a definite period of six months or less. This is because
they’re simply contractual whose jobs are “permanently temporary”, at the end of the contract,
The labor contractualization is part and parcel of our big economic setting but still, it is
unjust especially to employees that are employed in this practice that is rampant in our business
industry such as agribusiness, sweatshop, construction and retail business and they’re not entitled
of rights and privileges that regular employees obtain through work that is mandatory and
provided in labor standard like 13th month pay, retirement plan and social security and welfare
benefits.
President Duterte has certified a Senate Bill and says that the measure was necessary “to
and labor-only contracting, which continue to immerse our workers in quagmire of poverty and
unemployment.” Having the right to full employment and to earn a living by meaningful
occupation, we can see the eagerness of our Government to provide opportunities for adequate
work and full employment and classify the workers into regular and probationary employees and
Department of Labor and Employment also urge private businesses to make their
contractual employees as regular employees and company that is inconsistent with applicable
law will be penalized. The Labor Code is very clear that it is within the power of the Labor
Secretary to close establishment, provides fines and even prosecution under the penal clause of
business operation but adequate work and full employment is essential to all men and women of
all legal ages and somehow the choice between being jobless and underemployed is a decision
that should be chosen by jobseekers and breadwinners. And in the technical sense,
One of the objectives of every business is to maximize their profit, and labor
contractualization says to be cost effective by employers and this is the reason that it has become
the main labor form in the Philippines having a cheaper wages that capitalist grab for them to
- Easily dismissed
- “The Condition of Filipino Women Workers in the Manufacturing and Wholesale and Retail
- found that labor policies of flexibilization, such as contractualization, have led to more
- women workers continue to have a low level of knowledge on their rights enshrined in laws
such as the Magna Carta of Women, executive and department orders on daycare and
breastfeeding spaces, Solo Parents’ Act, Family Welfare Program, Anti-Sexual Harassment Law
and creation of Grievance Committees in the workplace. Women workers are also discouraged to
join unions.
job security. Firms giving out short-term job contracts, rather than making their employees
permanent after a six or 12-month period, employers allow to hire and terminate with ease,
You do not need to allocate a set amount of hours to people on a zero hour contract. They
have the right to decide whether they will do the work you offer. Either employees or workers
A zero hour contract should have clauses that clarify the following:
Availability for work - how you will inform the worker that they need to work
Hours - the work will vary depending on your business needs and the workers
should be flexible
Pay - is only given for the hours worked. They are entitled to the minimum wage
The Small Business, Enterprise and Employment Act 2015 rules out using exclusivity
Contract that ends on a specified date, or when a specific task is completed, or when a
- Weeders
- Fertilizer applicators
- “suksok” baggers
- Deflowerers
- Nematode controllers
- More farmers are relying on external companies to carry out major work, new research shows.
- Contractors themselves often employ workers, and in some rural areas is a significant source of
employment. Yet contractors are now reporting difficulties in finding suitably qualified staff.
Pros
Growth in Economy
Creating job opportunities will give rise to the economic growth of the country
arrangements for their employees. Providing temporary work is probably the best step they could
take in order to offer the required flexibility while meeting their own needs as well.
Cons
There are times when you will have to exert more training periods to some of your
temporary employees which will waste so much time and effort, from the perspective of the
company.
Some of the benefits that the companies aren’t giving to their employees include: Phil
Health, SSS, Pag-IBIG, Home Development and Mutual fund along with many others.
CHAPTER 17
ANTI-SEXUAL HARASSMENT
Resolution No. 956161 in Republic Act 7877 or also known as the “Anti-Sexual
Harassment Act of 1955” defined sexual harassment as a form of misconduct involving an act or
a series of unwelcome sexual advances, requests for sexual favours, or other verbal or physical
behaviour of a sexual nature, made directly, indirectly or impliedly under the following
instances:
employment; or
(c) submission to or rejection of such conduct is used as a basis for any employment
decision (including, but not limited to, matters of promotion, raise in salary, job security and
(d) such behaviour has the purpose or the effect of interfering with a person's work
(a) Demand, request or requirement for sexual favor is made for the following
considerations:
1. as a condition for hiring or employment, re-employment or continued
employment of an individual, or
(b) the demand, request or requirement for sexual favor is made against one whose
(c) the refusal of the demand, request or requirement for sexual favor will limit, classify
(d) the demand, request or requirement for sexual favor would result in intimidating,
For this purpose, work or employment related sexual harassment may take place in the
following:
1. the office
(a) Physical
(b) Verbal, such as requests or demands for sexual favors or lurid remarks
(c) Use of objects, pictures, letters or written notes with bold persuasive sexual under-
(1) The sexual favor is made as a condition in the hiring or in the employment,
grant the sexual favor results in limiting, segregating or classifying the employee which
(2) The above acts would impair the employee’s rights or privileges under
(1) Against one who is under the care, custody or supervision of the offender;
to the offender;
(3) When the sexual favor is made a condition to the giving of a passing grade, or
the granting of honors and scholarships, or the payment of a stipend, allowance or other
Any person who directs or induces another to commit any act of sexual harassment as herein
defined, or who cooperates in the commission thereof by another without which it would not
have been committed, shall also be held liable under this Act.
1. Emotional Well-being
Sexual harassment can jeopardize the victim’s emotional and mental health. It can lead to the
loss of self-esteem and it may even compromise personal relationships. Sexual harassment in the
workplace can cause significant stress and anxiety. An employment harassment lawyer is also
likely to work with clients who have suffered from long-term clinical depression as a result of
sexual harassment.
2. Physical Health
Physical health and emotional health are closely linked. When victims of sexual harassment
experience mental and emotional problems, it often leads to physical health issues, such as loss
of appetite, headaches, weight fluctuations, and sleep disturbances. Sleep disturbances can, in
turn, lead to other serious health problems, such as hormonal imbalance, an increased risk of
3. Financial Challenges
challenges. Some victims of sexual harassment may even face broader career repercussions, such
as the loss of job references. They may decide to leave their current position or employer to
4. Global Consequences
Sexual harassment has a direct effect on employers and the global economy. Each year, millions
are lost due to absenteeism, low productivity, employee turnover, low morale, and legal costs
stemming from sexual harassment. The economy also suffers due to premature retirement and
5. Depression
recent study of 1,000 youths, Blackstone found that people sexually harassed in their teens and
Many people who experience sexual harassment have feelings of self-doubt, Blackstone said.
"For some people, that self-doubt turned into self-blame," she said, and victims can feel
responsible for what happened. Such self-blame may have a negative effect on mental health,
Many studies have found a link between experiences of sexual harassment and symptoms
avoiding people or things that may remind the victim of the harassment.
In fact, women in the military who are sexually harassed are up to four times as likely to develop
PTSD as women exposed to a traumatic event in combat, according to a 2009 study in the
journal Law and Human Behavior. Those researchers found that experiences of sexual
harassment were significantly correlated with PSTD symptoms in 450 women who were
interviewed. The link held even after the researchers took into account previous psychological
7. Sleep problems
Sexual harassment has been linked to sleep disturbances, said Debra Borys, a psychologist with a
private practice in Westwood Village, Calif. This may be because the stress and anxiety of the
event affects sleep habits. For instance, victims may lie awake at night ruminating about the
8. Suicide
A 1997 study of more than 1,000 Canadian high school students suggested sexual harassment
may lead to suicidal behaviors. The study found that 23 percent of students had experienced at
least one incident of unwanted sexual touching, sexual threats or remarks, or indecent exposure
they had made suicidal attempts "often" in the past six months, compared with 2 percent of
Environment
It shall be the duty of the employer or the head of the work-related, educational or
harassment and to provide the procedures for the resolution, settlement or prosecution of acts of
sexual harassment. Towards this end, the employer or head of office shall:
(a) Promulgate appropriate rules and regulations in consultation with the jointly
Administrative sanctions shall not be a bar to prosecution in the proper courts for
The said rules and regulations issued pursuant to this section (a) shall include,
among others, guidelines on proper decorum in the workplace and educational or training
institutions.
harassment. The committee shall conduct meetings, as the case may be, with other
officers and employees, teachers, instructors, professors, coaches, trainers and students or
trainees to increase understanding and prevent incidents of sexual harassment. It shall
also conduct the investigation of the alleged cases constituting sexual harassment.
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.
composed of at least one (1) representative from the administration, the trainers, teachers,
"The employer or head of office, educational or training institution shall disseminate or post a
The employer or head of office, educational training institution shall be solidarily liable
for damage arising from the acts of sexual harassment committed in the employment, education
informed of such acts by the offended party and no immediate action is taken thereon.
Penalties
Any person who violates the provisions of this Act shall, upon conviction, 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 provision of this Act shall prescribe in three (3) years.
(1) informing officials and employees of this Policy on Sexual Harassment including their rights
and responsibilities and the existence of procedures available under this policy;
(2) investigating every formal written complaint of sexual harassment and imposing strict
have been substantiated, regardless of the position and status of the offender;
(2) doing all in its power to provide advice, support and assistance to employees of the agency
and applicants who are subjected to sexual harassment, whether one or both parties involved are
(4) appointing advisors, and providing the training and resources for them to fulfill their
(5) designating an officer of the agency who will be responsible for the investigation and
(6) strictly maintaining confidentiality in all stages of the proceedings to protect the interests of
the complainant, the person complained against and any other person who may report cases of
CHILD LABOR
There are about 4,000,000 child laborers in Philippines—aged 5-17 years old. Out of
these, 2,500,000 are classified as unpaid workers in their own family-oriented business while
900,000 work in private establishments. More than 350,000 are household helper and 270,000
are self-employed.
60% of child laborers are working on hazardous environment that put their lives at risk.
With regards to this, a global march against child labor was launched by the office of the
president on January 16, 1998. With the success of this movement, International Labor
Organization declared June 12 as Anti-Child Labor Day in the year 2002. Although there are
laws with regard to child labor, it is still existing because those laws are not strictly prohibited.
Child labor is defined as employment of children in hazardous occupation below the age
of 18, or without the proper conditions below the age of 15, where children are compelled to
work on a regular basis to earn a living for themselves and their families.
Poverty – Poor children and their families may rely upon child labor in order to improve
their chances of attaining basic necessities. Most children are forced to work in order to
supplement that family’s meager income. Some children work because of their school
fees. While some of them have to work whether they like it or not simply because their
Traditional distorted beliefs – This belief is about a parent who believes that children
must help to pay debts and support the family. The term “breadwinner” fits with this.
Also, some children sacrificed their studies in order to send their siblings to school.
Convenience on the part of the employer – This refers to employers who are enjoying to
hire children simply because they do not or cannot complain much. No matter how much
they compensate those children, no one will complain because they have no knowledge
about it.
psycho-physical deterioration simply because their body is not matured enough for
those jobs. With align to this, most of them suffer from physical injuries.
Mental wasting – working at a very young age, young workers inevitably depart
from some aspects of their juvenile life which are vital for their normal growth. Some
Low aspiration – As they get older, child laborers tend to have distaste on a regular
employment because of lack of training and are physically worn out. With this
possibility, they only have a small chance of acquiring trade skills in which, they
could fall into a huge population of future casual or contractual workers. These results
this, they may show independence and disobedience of parental control. They tend to
encounter opportunities to slip away into delinquency and street works that will
Yes. Because a paragraph on Section 2 of Republic Act No. 9231 states that the state
shall intervene on behalf of the child when the parent, guardian, teacher or person having care or
custody of the child fails or is unable to protect the child against abuse, exploitation and
discrimination or when such acts are committed by the said parent, guardian, teacher or person
It is good news that business is addressing the socioeconomic affairs of child labor from different
angles and perspectives. Also, these companies are employing more than a few approaches to
avoid the sullying stigma or child labor. Two of the most effective approach are:
Labeling – Most of the businesses use labels in order to assure the consumers that the
product is manufactured under fair and equitable conditions and free from child labor.
Critics suggest that this approach is too simplistic because it is hard to guarantee that a
product is manufactured without child labor. However, those labels can bring benefits if
Codes of conduct and supplier guidelines – This approach is not new to everyone’s eye
because of companies having introduced their own guidelines. This approach can be
useful when introduced by companies with a detailed understanding of the complexities
of child labor. However, codes of conduct may be less effective if proved without
sufficient thoughts
Focusing on customers – if customers demand that the company “stop using child labor”,
a company that prioritizes customers’ perspective will make an action about. Simply
Focusing on Suppliers – a company may change the nature of work in accordance with
ILO recommendations instead of eliminating all child laborers. Also, they can provide
jobs for their parents. This option needs a lot sustained planning and preparation.
role changes or eliminated, the benefits to both the company and child