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Synerquest Management Consultancy Services Inc.

DOLE Accreditation No. 1030-011713-0060


YOUR PARTNER IN YOUR QUEST FOR BUSINESS EXCELLENCE

QUALITY l ENVIRONMENT l SAFETY l HEALTH

Anti-Sexual Harassment Policy at the Workplace


INTENT
To set forth procedures when addressing sexual harassment at the workplace in
accordance with RA 7877, otherwise known as the Anti- Sexual Harassment Act of
1995.
To provide guidelines to employees on the prevention, awareness,
education and handling of sexual harassment.
1.0
POLICY
It is the policy of SYNERQUEST to provide a working atmosphere free from
discrimination, insult, intimidation, and other forms of sexual harassment. It is
highly committed and strongly supportive of an environment free from harassment
by officers and employees or non- employee third parties of the Company.
2.0
SCOPE
This policy applies to all regardless of employment status.
3.0
RESPONSIBILITIES
The VP for Admin shall be responsible for implementing this policy.
4.0

GUIDELINES
4.1
Definition
Sexual harassment at the workplace is committed by an employer,
employee, manager, officer, agent of the employer, trainer, or any other
person who having authority, influence or moral ascendancy over another in
a work or training or education environment, demands, requests or otherwise
requires any sexual favor from the other, regardless of whether the demand,
request or requirement for submission is accepted by the object of the said
act.
4.2
In a work- related or employment environment, sexual harassment is
committed when:
a. The sexual favor 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, conditions, promotions, or privileges; or the refusal to grant the
sexual favor result in limiting, segregating or classifying the employee
which in any way would discriminate, deprive or diminish employment
opportunities adversely affect said employee.
b. The above acts would impair the employee's right or privileges
under existing labor laws; or
c. The above acts would result in an intimidating, hostile, or offensive
environment for the employee.

5-A MARILAG ST., UP VILLAGE, QUEZON CITY, PHILIPPINES 1101


TEL: 4342743 Telefax: 9294834 Cel: 09175051304 E-mail:synerquest@yahoo.com (www.synerquest.com)

4.3

Forms of Sexual Harassment


a. Assault or Rape, whether attempted/ frustrated/ consummated.
b. Telling smutty jokes in actual or thru e-mail, text messages and
other media of communications to a co-employee who has indicated
he/ she finds offensive;
c. Taunting a co-employee with constant talk of sex or sexual
innuendos;
d. Displaying offensive pictures, illustrations or publications in the
workplace;
e. Asking a co-employee intimate questions on his/ her sexual
activities;
f. Making offensive hand or body gestures, staring at or leering to a
co-employee.
g. Making indecent phone calls to a co-employee;
h. Pinching, unnecessary stroking, tickling or brushing up against a
co-employee's body;
I. Proposing intimate dates or favors in exchange for a job, favorable
working conditions or assignments;
j. Unwelcome kissing, touching a co-employee in sensitive parts of
his/her body, threats of a sexual nature and actual sexual assault;
k. Any person who directs or induces another to commit any act of
sexual harassment as herein defined or who cooperates in the
commission thereof by another without which it would not have been
committed, shall also be liable under this policy.

4.4

Types of Sexual Harassment


a. Sexual Coercion
Sexual harassment also includes any employment-related sexual
harassment occurring outside the workplace as a result of
employment responsibilities or relationships such as, but not limited
to, work related social function, work assignments outside of the
company, work related travels, work related conferences or training
sessions, over any communication channel and work related business
dealing.
b. Sexual Annoyance
Sexual harassment does not refer to behavior or occasional
compliments or exchanges of a socially acceptable nature. It refers to
sexual behavior that is personally offensive, weakens morale, and
clearly goes beyond the bounds or reasonably accepted norms.

4.5

Examples of Sexual Harassment:


a. VERBAL- sexual innuendos, suggestive comments, jokes, or
teasing of a sexual nature, sexual propositions and threats, etc.
b. NON- VERBAL- Displays of sexuality suggestive objects or
pictures, graphic commentaries, insulting sounds, leering, whistling,
obscene gestures, etc.
c. PHYSICAL- Intentional, unwanted physical contact including
touching, pinching, brushing the body/ coerce sexual intercourse/
sexual assault, rape, etc.
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5-A MARILAG ST., UP VILLAGE, QUEZON CITY, PHILIPPINES 1101


TEL: 4342743 Telefax: 9294834 Cel: 09175051304 E-mail:synerquest@yahoo.com; info@synerquest.com

www.synerquest.com

d. VISUAL- Showing pornographic materials, drawing sex- based


sketches, writing sex- based letters, sexual exposure, etc.
e. PSYCHOLOGICAL- Repeated unwanted social invitation, relentless
proposal for dates or physical intimacy, etc.
5.0

WHERE SEXUAL HARASSMENT IS COMMITTED


5.1
Where Sexual Harassment can be committed
a. Within the company premises;
b. In the course of work assignments outside of the training sessions;
c. At work-related conferences or training sessions;
d. During work related travel;
e. Company activities outside the company premises;
5.2
Retaliation for Sexual Harassment complaints
Any person against whom a complaint for sexual harassment is filed is
deemed to commit retaliatory acts when he carries out any of the following:
a. Disciplining, changing work assignments of, providing inaccurate
work information to, or refusing to cooperate or discuss work- related
matters with any employee because that employee has complained
about or resisted harassment, discrimination or retaliation.
b. intentionally pressuring; falsely denying, lying about or otherwise
covering up or attempting to cover up acts of sexual harassment;
c. Threatening the promotional opportunities, job securities and other
service related benefits and privileges; or
d. other acts similar or analogous to the foregoing

6.0

PROCEDURES
6.1
Filing of Complaints
a. A complaint for sexual harassment must be submitted in writing to
the VP of Admin within thirty (30) days from the occurrence of the
incident, unless on meritorious grounds hereafter stated, the
complainant is prevented from instituting the filing of complaints.
Failure to do so shall be deemed as a waiver of the offended party to
pursue or file the complaint. The grounds are the following:
1. Health and medical reason
2. Life threatening situation
3. Intimidation and undue influence
b. The complaint must be signed by the complainant, and must
contain the following:
1.Full name, position title, and department/ place of assignment
of the compliant;
2. Full name, position title, and department/ place of
assignment of the respondent;

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5-A MARILAG ST., UP VILLAGE, QUEZON CITY, PHILIPPINES 1101
TEL: 4342743 Telefax: 9294834 Cel: 09175051304 E-mail:synerquest@yahoo.com; info@synerquest.com

www.synerquest.com

3. Specification of charges;
- Date, time, place of occurrence
- How it happened and consequences
- witnesses, other people involved, if any
- a brief statement of relevant and material facts
c The complainant likewise submits any evidence he/she has, i.e.,
written statement of witnesses;
d. In the event that the complainant wishes to withdraw the complaint
at any stage of the proceedings, he/she shall submit a written
statement to VP of Admin stating his/her reason/s thereof. However,
such withdrawal does not prevent VP of Admin to pursue the case if
the circumstances so warrant.
6.2

Respondent's Answer
a. The VP of Admin shall issue a notice in writing, copy furnished the
Department Head concerned, asking the respondent to answer the charges;
b. The respondent shall be required to submit a written reply together
with all available documentary evidence within three (3) working days upon
receipt of the notice;
c. Failure of the respondent to answer within the period specified shall
be deemed as a waiver of the respondent to present evidence in his/ her
behalf and VP of Admin shall proceed with the evaluation of the case based
on the available pertinent evidences and documents.
6.3

Hearings and Resolutions


a. Upon submission of all pleadings, VP of Admin shall conduct a
hearing within five (5) working days upon receipt of the respondent's
answer.
b. In case of existence of a hostile environment for the complainant
(wherein both parties work together and have antagonistic encounters
in reaction to the ongoing proceedings), VP of Admin shall assess the
situation and, if necessary, may recommend preventive suspension of
the respondent.
c. If the respondent failed to file or appear in the hearing scheduled
for the purpose, VP of Admin shall make a resolution/
recommendation based on the evidence/s and pleadings already on
hand.

6.4

Decision
a. The VP OF ADMIN shall render a decision within fifteen (15) days
upon conclusion of the investigation.
b. Nothing in this procedure shall preclude the victim of sexual
harassment from instituting a separate action in the proper courts.

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5-A MARILAG ST., UP VILLAGE, QUEZON CITY, PHILIPPINES 1101
TEL: 4342743 Telefax: 9294834 Cel: 09175051304 E-mail:synerquest@yahoo.com; info@synerquest.com

www.synerquest.com

c. The VP OF ADMIN may recommend, on meritorious grounds, the


following:
1. Counseling by a qualified psychologist to be shouldered by
the company.
2. Assist the victim in the filing of criminal complaints to the
proper courts
3. Other assistance deemed appropriate under the
circumstances.

7.0 EFFECTIVITY: January 2, 2014

Prepared By:

Approved By:

Luzedel Miciel D. Rubina


VP for Admin and Finance

Roberto C. Rubina
President & CEO

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5-A MARILAG ST., UP VILLAGE, QUEZON CITY, PHILIPPINES 1101
TEL: 4342743 Telefax: 9294834 Cel: 09175051304 E-mail:synerquest@yahoo.com; info@synerquest.com

www.synerquest.com

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