April 17, 2020

Assignment, Practice Court II:

Re-make/improve the Information shown hereunder. The facts of the case are: Maria
Goldy is employed in a commercial bank. She is appointed to a higher position by the Vice
President of the bank’s branch in Cebu City. After about four months from the appointment
date, the Vice President started his sexual advances by kissing Maria three times in separate
occasions inside the bank vault, and eating area, away from the employees’ view. Maria
resisted the said advances. Consequently, the Vice President re-assigned Maria to another
branch in Cebu City with no clear job description. That made Maria decide to leave her job
because she cannot bear the conditions of her workplace. *(The relevant provisions of the law
are cited below the Information for your reference.)
Submit your work on April 23, 2020 by email to the UC School of Law.

INFORMATION
The undersigned prosecutor hereby accuses Bruno Absuelto for violation of the Anti-
Sexual Harassment Act of 1995 committed as follows:
That sometime in the month of September 2014, in Seedy Bank, Mala-in-se Branch,
Cebu City, under the jurisdiction of this court, the said accused, as Vice President of the said
bank, having authority and moral ascendancy over one Maria Goldy, Assistant Cashier of said
bank, taking advantage of his position, did there and then, started his sexual advances by
kissing Maria three times in separate occasions inside the bank vault, and eating area, away
from the employees’ view. When Maria resisted the sexual advances, accused caused her re-
assignment to another branch with no clear job description and unbearable working conditions.

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*a) In a work-related or employment environment, sexual harassment is committed when:

   (1) The sexual favor is made as a condition in the hiring or  in the employment, re-
employment or 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;
             
   (2) The above acts would impair the employee's rights or  privileges under existing labor laws;
or
             
   (3) The above acts would result in an intimidating, hostile, or offensive environment for the
employee…