QUICK FACTS

1) Submission to or rejection of the act or series of acts is used

Republic Act 7877, or the Anti-Sexual Harassment Act of 1995,
as a basis for any employment decision (including, but not
addresses the issue of sexual harassment committed in work and
limited to, matters related to hiring, promotion, raise in
education or training environment. It was signed into law on
salary, job security, benefits and any other personnel action)
February 14, 1995 under former Pres. Fidel Ramos’ administration.
affecting the applicant/employee;
WHAT IS SEXUAL HARASSMENT? 2) The act or series of acts have the purpose or effect of
interfering with the complainant’s work performance, or
creating an intimidating, hostile or offensive work
Under the law, work, education or environment; or
training related sexual harassment 3) The act or series of acts might reasonably be expected to
is… cause discrimination, insecurity, discomfort, offense or
“committed by an employer, humiliation to a complainant who may be a co-employee,
applicant, customer, or word of the person complained of. a) Physical
employee, manager, supervisor,
i. Malicious touching;
agent of the employer, teacher,
ii. Overt sexual advances;
instructor, professor, coach,
iii. Gestures with lewd insinuation.
trainer, or any other person who, having authority, influence or moral
WHAT ABOUT EDUCATION OR TRAINING b) Verbal, such as but not limited to, requests or demands for
ascendancy over another in a work or training or education RELATED SEXUAL HARASSMENT? sexual favors, and lurid remarks;
environment, demands, requests or otherwise requires any sexual c) Use of objects, pictures or graphics, letters or writing notes
favor from the other, regardless of whether the demand, request or with sexual underpinnings;
requirement for submission is accepted by the object of said Act.” This is committed: d) Other forms analogous to the forgoing.
a) Against one who is under the
HOW IS WORK-RELATED SEXUAL care, custody or supervision of
the offender; WHAT IS THE DUTY OF THE EMPLOYER OR HEAD OF
HARASSMENT COMMITTED? b) Against one whose education, OFFICE IN A WORK OR EDUCATION/TRAINING
training, apprenticeship or ENVIRONMENT?
This is done when: tutorship is entrusted to the
a) The sexual favor is made as a condition in the hiring or in offender; The employer or head of office is required by the law to prevent the
the employment, re-employment or continued employment c) When the sexual favor is made a condition to the giving of occurrence of sexual harassment acts. If in case acts of sexual
of said individual, or in granting said individual favorable a passing grade, or the granting of honors and scholarships, harassment were committed, the employer or head of office should:
compensation, terms, conditions, promotions, or privileges; or the payment of a stipend, allowance or other benefits,
or the refusal to grant the sexual favor results in limiting, privileges, or considerations; or
segregating or classifying the employee which in any way d) When the sexual advances result in an intimidating, hostile
would discriminate, deprive or diminish employment or offensive environment for the student, trainee or a) Disseminate appropriate rules and regulations which are
opportunities or otherwise adversely affect said employee; apprentice. consulted from and jointly approved by the employees or
b) The above acts would impair the employee’s rights or students or trainees, through their duly designated
privileges under existing labor laws; or representatives. The said rules prescribe the procedure for the
CSC Resolution No. 01-0940: investigation of sexual harassment cases and the administrative
c) The above acts would result in an intimidating, hostile, or sanctions applied for such.
offensive environment for the employee. CSC provides for the following illustrative forms of sexual
harassment: b) Create a committee on
Under the CSC Resolution No. 01-0940:
decorum and
Work related sexual harassment is committed under the following investigation of cases on
circumstances: sexual harassment. The
 committee shall conduct If it’s unwelcomed…
meetings or as the case If it’s intimidating…
may be, with officers If it’s humiliating…
and
It is an offense regardless of who
employees, teachers, instructors, professors, coaches, trainers and commits it.
students or trainees to increase understanding and prevent incidents
of sexual harassment. It shall also conduct the investigation of
alleged cases constituting sexual harassment. DO NOT IGNORE IT.
Do not pretend it did not happen. Inform the harasser that
the behavior is unwelcomed.

In the case of a work-related environment, the committee
shall be composed of at 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.
In the case of the educational or training institution, the
committee shall be composed of at least one (1) representative
from the administration, the trainers, teachers, instructors,
professors or coaches and students or trainees, as the case may
be.
DO NOT ACCEPT THE BEHAVIOR.
Do not tolerate the harassment even if others around you
seem to ignore or tolerate it.
REPORT THE INCIDENT.
Inform the head of the Committee on Decorum and
Investigation or your immediate supervisor of the incident.
Follow up on actions and investigation undertaken by the
Committee to ensure that similar incidents do not happen
again in your workplace.

The employer or head of office, educational or training

institution shall disseminate or post a copy of RA 7877 to
inform all concerned individuals.

WHAT ARE THE PENALTIES APPLIED TO

OFFENDERS?

Any person who violates the provisions of the law shall 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 provisions of this
Act shall prescribe in three (3) years.

HOW TO DETER SEXUAL HARASSMENT