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PHILIPPINE SINTER CORPORATION

POLICY
PSC-WRK-917

The Company values and upholds the rights and dignity of all its employees and recognizes the paramount importance of a cohesive and efficient work environment, free from any and all forms of sexual harassment in the workplace.

OBJECTIVES
It is the companys ultimate objective to create an atmosphere of mutual respect and maintain corporate decorum among its employees. Towards this end, and as mandated by law (Republic Act No.7877), all forms of harassment in employment shall not be countenanced or tolerated within its workplace.

DEFINITION
Sexual Harassment
Unwelcome sexual advances, requests for sexual favors, and other acts of sexual aggression conducted either verbally or physically where submission to or rejection of this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile or offensive work environment.

GUIDELINES

COMMITTED UNDER THE FF CONDITIONS


When sexual favor is made as a condition for: -employment, or continued employment of an individual, or -granting said individual favorable compensation, or promotions, or -the refusal would result in limiting, or segregating the employee which in any way would discriminate, deprive or diminish employment opportunities or -would impair the employees rights or privileges, or -would result in an intimidating, hostile or offensive environment for the employee.

GUIDELINES
WHERE COMMITTED

In any of the Company work premises or extension thereof, including but not limited to:
1. Work premises 2. Venue of work - related conferences 3. Venue of Company sponsored or recognized social and sports activities.

GUIDELINES
PERSONS LIABLE:
Employer, employee, manager,

supervisor, agent of the employer or any other person who, having authority, influence or moral ascendancy over another in a work environment
who directs or induces another to commit sexual harassment or who gives his indispensable cooperation to its commission is also guilty of sexual harassment.

Any person

PROCEDURE ON INVESTIGATION
1. A Committee on Decorum and Investigation (CDI) will investigate alleged cases constituting sexual harassment in discreet and confidential manner with full compliance to due process. 2. The CDI shall be composed of the following:
-SVP/Treasurer -VP Resident Manager -Personnel Manager -Representative of Union -Chairman -Vice Chairman -Member -Member

PROCEDURE ON INVESTIGATION
3. Any complaint should be reported in writing to the CDI through the Personnel Department 4. If the complainant/ victim or the offender is a member of the CDI, she/he shall inhibit himself/herself in his/her capacity as member of the CDI.

PROCEDURE ON INVESTIGATION
5. All complaints should be investigated, heard and disposed of in accordance with the existing provisions provided in the Companys rules and regulations. 6. Whatever penalty may be imposed by the Company upon the offender is without prejudice to such other relief and remedies that may be availed of by the victim under Section 7 of Republic Act No. 7887.

PROCEDURE ON INVESTIGATION
7. The offender may be placed on preventive suspension pending investigation of the case.
8. The

facts of the case, proceedings and entire records of the case shall be treated with utmost confidentiality.

9. Prescription of Action- Any complaint for sexual harassment not filed within three (3) years from the date of incident shall prescribe.