Republic Act 7877

"Anti-Sexual Harassment Act of

1995."
 Section 2. Declaration of Policy
The State shall value the 1dignity of every
individual, 2enhance the development of its
human resources, 3guarantee full respect
for human rights, & 4uphold the dignity of
workers, employees, applicants for
employment, students or those undergoing
training, instruction or education. Towards
this end, all forms of sexual harassment in
the employment, education or training
environment are hereby declared unlawful.
 SEC. 3 (b)
 (b) In an education or training environment, sexual harassment is
committed:      
     (1) Against one who is under the care, custody or supervision of the
offender;
     

 (2) Against one whose education, training, apprenticeship  or

tutorship is entrusted 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 benefits,  privileges, or
consideration; or
 
    (4) When the sexual advances result in an intimidating, hostile or
offensive environment for the student, trainee or  apprentice.
 Rule X. CLASSIFICATION
OF ACTS OF SEXUAL
HARASSMENT

Section 53. Sexual harassment

is classified as grave,
less grave and light offenses.
 A. Grave Offenses shall include
but are not limited to:

 Unwanted touching of private parts of

the body (genitalia, buttocks and breast);
 Sexual assault;
 Malicious touching;
 Requesting for sexual favor in exchange for
employment, promotion, local or foreign
travels, favorable working conditions or
assignments, a passing grade, a granting of
honors or scholarship, or the grant of
benefits or payment of a stipend or
allowance, and
 Other analogous cases.
 B. Less Grave Offenses shall
include but are not limited to:

 Unwanted touching or brushing against

victim’s body;
 Pinching not falling under grave offenses.
 Derogatory or degrading remarks or
innuendoes directed toward the member of
one’ sex or one’s sexual orientation or used
to describe a person;
 Verbal abuse or threats with sexual
overtones; and
 Other analogous cases.
C. Light Offenses

 Surreptitiously looking or stealing

look at a person’s private parts or
worn undergarment;
 Telling sexist/smutty jokes or sending
there through text, electronic mail or
other similar means causing
embarrassment or offense and carried
out after the offender has been advised
that they are offensive and
embarrassing or even without such
advise, when they are by nature clearly
embarrassing, offensive and vulgar;
 Malicious leering or ogling;
 The display of sexually offensive pictures,
materials or graffiti;
 Unwelcome inquiries or comment about a
person’s sex life;
 Unwelcome sexual flirtation, advances,
proposition;
 Making offensive hand or body gestures at
an employee;
 Persistent unwanted attention with sexual
overtones;
 Unwelcome phone calls with sexual
overtones causing discomfort,
embarrassment, offense or insult to the
receiver; and
 Other analogous cases.
RULE XI.
ADMINISTRATIVE
LIABILITIES
 Section 54

The head of office who fails to act

within (15) days from receipt of any
complaint for sexual harassment
properly filed against any employee in
that office shall be charged with
Neglect of Duty.
 Section 55

Any person who is found guilty

of sexual harassment shall,
after investigation, be meted
the penalty corresponding to the
gravity and seriousness of the
offenses.
Section 56
The penalties for light, less grave, and grave
offenses are as follows:
 For light offenses:

2nd offense – fine or suspension not

exceeding 30 days
3rd offense – dismissal
 For grave offenses: DISMISSAL
Section 57

If the respondent is found guilty of two

or more charges or counts, the penalty
to be imposed should be that
corresponding to the most serious
charge or count and the rest shall be
considered as aggravating
circumstances.
 If You Are A Victim of Sexual
Harassment

 Recognize sexual harassment when it happens.

Understand that it is not your fault and that it
neither "comes with the job" nor is "part of the
educational process."
 Don't ignore the offensive behavior. The
behavior probably will not change if you ignore it
without taking further action.
 One option is to talk to the
harasser. Tell him/her that you
find the behavior offensive.
 Putyour objections to the
sexual harassment in writing,
send a letter to the harasser,
and keep a copy in your file.
 Document all sexual harassment incidents or
conversations about the incidents. Record the
date, time, place, people involved, and who
said what to whom. Consider keeping two sets
of your documentation for your files.
 Don't encourage harassers by smiling,
laughing at their jokes, or "flirting back." This
type of response can lead a harasser to
mistakenly think you enjoy this type of
attention.