1.

Define Sexual Harassment

2. Understand why sexual harassment take place
3. Understand the laws andrules governing sexual
harassment
4. Identify the different acts of sexual harassment
5. Create a sexual harassment free-environment

 Sexual harassment is a pervasive problem

confronting the bureaucracy.
Dismissed as a
product of vivid imagination or a harmless practical
joke or personal taste, sexual harassment thrives
in the workplace. It is within its context that the
Civil Service Commission (CSC) has come up with
rules and policies on sexual harassment. Along with
RA 7877, otherwise known as the Anti-Sexual
Harassment Act of 1995, the government is indeed
making a determined step toward the elimination of
sexual harassment in the bureaucracy.

 Human Needs and Wants

Financial Stability
Security
Safety
Convenience
Comfort

 Threats to the workplace

Verbal Abuse (VA)
Physical Violence (PV)
Sexual Harassment (SH)

 All officials and employees in the government

in the career or non-career service
holding any level of position
Presidential
and
elective
appointees
regardless of
status
National or local government
State Colleges and Universities
Government
owned
and
controlled
corporation

1. CSC Memorandum Circular No. 19, s. 1994

(Policy on Sexual Harassment in the Workplace)
2. RA No. 7877
(Anti-Sexual Harassment Act of 1995)
3. CSC MC No. 30, s. 1995
4. CSC MC No. 19, s. 1994
5. CSC Resolution No. 01-0940 dated May 21, 2001
(Administrative Disciplinary Rules on Sexual
Harassment Cases)

Sexual Harassment
an act or series of acts
involving
unwelcome
sexual
advance, request or demand
for a sexual favor
verbal
or
physical
behavior
ofsexual nature

The act is unwelcome, uninvited or unsolicited

It is repeated (for light offense)
It may be deliberate or done unconsciously
It emphasizes a persons sexuality over the role as
a worker

 Work related environment

Training environment
Education-related environment

 At work
Submission to or rejection of the act or series of acts is used
as basis for any employment decision (including, but not
limited to matters related to hiring, promotion, raise in
salary, job security, benefits and any other personnel action)
affecting the applicant/employee
The act or series of acts have the purpose or effect of
interfering with the complainants work performance, or
creating an intimidating, hostile or offensive work
environment
The act or series of acts might reasonably be expected to
cause discrimination, insecurity, discomfort, offense or
humiliation to a complainant who may be a co-employee,
applicant, customer, or ward of the person complained of

 Education or training-related environment

Education
or
training-related
sexual
harassment is committed against one who is
under the actual or constructive care, custody
or supervision of the offender, or against one
whose education, training, apprenticeship,
internship
or
tutorship
is
directly
or
constructively entrusted to or is provided by,
the offender, when:
1.

Submission to or rejection of the act or series of acts is

used as a basis for any decision affecting the
complainant, including but not limited to, the giving of
a grade, the granting of honors or a scholarship, the
payment of a stipend or allowance, or the giving of any
benefit, privilege or consideration

2. The act or series of acts have the purpose or effect

of intefering with the performance , or creating an
intimidating,
hostile
or
offensive
academic
environment of the complainant
3. The act or series of acts might reasonably be
expected to cause discrimination, insecurity
discomfort,offense or humiliation to a complainant
who may be a trainee, apprentice, intern, or ward of
the person complained of

 Other places such as

Any place where the parties were found as a result
of work or education or training responsibities or
relations
At work or education or training-related social
functions
While on official business outside the office or
school or training institution or during work or
school or training-related travel
At official conferences, fora, symposia, or training
sessions
By telephone, cellular phone, fax machine or
electronic mail

1. Psychological Costs
2. Socio-economic Costs
3. Physical Costs

Physical
malicious touching
overt sexual advances
gestures with lewd insinuation

Verbal
not limited to requests or demands for sexual favor
lurid remarks

Use of objects
pictures or graphics
letters or written notes with sexual underpinnings
other forms analogous to the foregoing

Government official or employee

regardless of sex

Directly participates in the execution of any act of

sexual harassment
Induces or directs another or others to commit
sexual harassment
Cooperates in the commission of sexual
harassment by another through an act without
which the sexual harassment would not have been
accomplished
Cooperates in the commission of sexual
harassment by another through previous or
simultaneous acts

Grave offenses
a.
b.
c.
d.

e.

Unwanted touching to private parts

Sexual assault
Malicious touching
Request
for sexual favor in exchange for
employment promotion, local or foreign travels,
favorable working conditions or assignments, a
passing grade, the granting of honors or
scholarship, or the grant of benefits or payment of
a stipend or allowance
Other analogous cases

Less grave offenses

a. Unwanted touching or brushing against a victims
body
b. Pinching not falling under grave offense
c. Derogatory or degrading remarks or innuendoes
directed towards the members of one sex or ones
sexual orientation or used to describe a person
d. Verbal abuse or threats with sexual overtones
e. Other analogous cases

Light offenses
a. Surreptitiously looking or stealing a look at a
persons private part or worn undergarments
b. Telling smutty/sexiest jokes or sending these
through electronic media such as text, e-mail or
the like, causing embarrassment or when such
jokes are clearly vulgar
c. Malicious leering or ogling
d. Display of sexually offensive pictures, materials, or
graffiti

e. Unwelcome inquiries or comments about a

persons sex life
f. Unwelcome sexual flirtations, advances or
propositions
g. Making offensive hand or body gestures
h. Persistent unwanted attention with sexual
overtones
i. Unwelcome phone calls with sexual overtones,
causing discomfort, embarrassment or insult
j. Other analogous cases

A.
B.

Grave offenses

Dismissal from the service

1st offense - Fine or suspension not less than 30

days but not to exceed 6 months
2nd offense - Dismissal

Less grave offenses

C.

Light offenses

1st offense - Reprimand

2nd offense - Fine/suspension not exceeding 30
days
3rd offense - Dismissal

The victim may file a complaint before

a) The Committee on Decorum and Investigation
b) Thecourt having jurisdiction thereof
c) The appropriate court in an independent civil
action for damages