THE LAW ON SEXUAL

HARASSMENT
Republic Act No. 7877
 WHAT IS SEXUAL
HARASSMENT
It is an act, or series of acts, involving any
unwelcome sexual advance, request or demand
for a sexual favor, or other verbal or physical
behavior of a sexual nature, committed by a
government employee or official in a work-related,
training or education related environment of the
person complained of.
 WHEN IS SEXUAL
HARASSMENT COMMITTED?
Committed by an:

1. employer
2. employee 9. OR any other person who, having authority influence or moral ascendancy over
another in a work or training or in education environment
3. manager
4. teacher DEMANDS

REQUESTS or otherwise
5. instructor REQUIRES any SEXUAL FAVOR from the other, regardless of whether the same is
accepted by the object
6. professor
7. coach
8. trainor
 HOW IS SEXUAL HARASSMENT COMMITTED IN
A WORK-RELATED OR EMPLOYMENT
ENVIRONMENT?
1. Sexual favor is made as a condition in
a. hiring
b. in the employment
c. re-employment; or
d. continued employment of the said individual, or
e. in granting the said individual favorable compensation, terms of
conditions, promotions or privileges, or
f. the refusal to grant the sexual favor results in limiting, segregating, or
classifying the employee which in any would discriminate, deprive or
diminish employment opportunities or otherwise adversely affect said
employee;
 HOW IS SEXUAL HARASSMENT COMMITTED IN
A WORK-RELATED OR EMPLOYMENT
ENVIRONMENT?

2. The above acts would impair the employees rights or pribileges under
existing labor laws; or

3. The above acts would result in an intimidating, hostile, or offensive

environment for the employee
 WHAT ARE THE FORMS OF
SEXUAL HARASSMENT?
Sexual Harassment include but is not limited to the following acts:
1. Physical touching
2. Malicious touching
3. Overt Sexual
4. Gestures with lewd insinuation
5. Verbal, i.e. request or demand for sexual favors, and lurid remarks
6. Use of objects, pictures or graphics, letters or written notes with sexual
underpinnings
OTHER FORMS ANALOGOUS to the foregoing may also be deemed acts
constituting sexual harassment
WHAT IS THE DUTY OF AN EMPLOYER OR HEAD OF OFFICE IN
A WORK-RELATED EDUCATION OR TRAINING ENVIRONMENT?

It shall be the duty of the employer or the head of the work-related

educational or training environment or institution, to prevent or deter the
commission of acts of sexual harassment and to provide the procedures
for the resolution, settlement, or prosecution of acts of sexual harassment
 WHAT ELSE DOES THE LAW MANDATE
AN EMPLOYER OR HEAD OF OFFICE?
An employer or head of office shall create a committee on decorum and
investigation of cases on sexual harassment.
It shall conduct the investigation of alleged case constituting sexual
harassment
 DOES THE EMPLOYER OR HEAD OF OFFICE
HAVE ANY LIABILITUES IN CASES OF SEXUAL
HARASSMENT?
The employer or head of office, educational or training institution shall be
solidarily liable for damages arising from the acts of sexual harassment
committed in the employment, education or training environment if the
employer or head of office , educational or training institution is informed
of such acts by the offended party and no immediate action is taken.
 DOES THE LAW PROVIDE PENALTIES FOR
VIOLATION OF THE SEXUAL HARASSMENT
LAW?
YES.
Any person who violates the provisions of this Act shall, upon conviction
be penalized by
a. imprisonment of NOT LESS THAN ONE (1) MONTH nor more than SIX (6)
months; or
b. a fine of NOT LESS THAN TEN (10) THOUSAND PESOS (P 10,000.00)
nor more than TWENTY (20) THOUSAND PESOS; or
c. BOTH such fine and imprisonment at the discretion of the court
 IS THERE A PRESCRIPTIVE OR EXPIRATION
PERIOD OF ACTS CONSTITUTING SEXUAL
HARASSMENT?
YES.
Any action arising from the violation of the provisions of the sexual
harassment act shall prescribe in three (3) years.
AN ACT STRENGTHENING THE
PROHIBITION ON DISCRIMINATION
AGAINST WOMEN WITH RESPECT TO
TERMS AND CONDITIONS OF
EMPLOYMENT, AMENDING FOR THE
PURPOSE ARTICLE ONE HUNDRED
THIRTY-FIVE OF THE LABOR CODE, AS
AMENDED.
Republic Act 6725
 PROHIBITION ON DISCRIMINATION
AGAINST WOMEN WITH RESPECT TO
TERMS AND CONDITIONS OF EMPLOYMENT
Section 1.Article One hundred thirty-five of the Labor Code, as
amended, is hereby further amended to read as follows:
"Art. 135. Discrimination Prohibited. It shall be unlawful for any
employer to discriminate against any woman employee with respect to
terms and conditions of employment solely on account of her sex.

 PROHIBITION ON DISCRIMINATION
AGAINST WOMEN WITH RESPECT TO
TERMS AND CONDITIONS OF EMPLOYMENT
"The following are acts of discrimination:
"(a) Payment of a lesser compensation, including wage, salary or
other form of remuneration and fringe benefits, to a female employee as
against a male employee, for work of equal value; and
"(b) Favoring a male employee over a female employee with respect
to promotion, training opportunities, study and scholarship grants solely
on account of their sexes.
 PROHIBITION ON DISCRIMINATION
AGAINST WOMEN WITH RESPECT TO
TERMS AND CONDITIONS OF EMPLOYMENT
"Criminal liability for the willful commission of any unlawful act as
provided in this article or any violation of the rules and regulations issued
pursuant to Section 2 hereof shall be penalized as provided in Articles 288
and 289 of this Code: Provided, That the institution of any criminal action
under this provision shall not bar the aggrieved employee from filing an
entirely separate and distinct action for money claims, which may include
claims for damages and other affirmative reliefs. The actions hereby
authorized shall proceed independently of each other."