Anti-Sexual

Harassment Act of
1995

REPUBLIC ACT NO.
7877

ADMINISTRATIVE DISCIPLINARY RULES ON
SEXUAL HARASSMENT CASES


Declaration of Policy
The State shall value the dignity of every
individual, enhance the development of its human
resources, guarantee full respect for human rights,
and uphold the dignity of workers, employees,
applicants for employment, students or those
undergoing training, instruction or education.
Towards this end, all forms of sexual harassment
in the employment, education or training
environment are hereby declared unlawful.

Sexual harassment may take
place:
in the premises of the workplace or office or of
the school or training institution;
in any place where the parties were found as a
result of work or education or training
responsibilities 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; or
by telephone, cellular phone, fax machine or
electronic mail.

Work, Education or Training -
Related, Sexual Harassment
Defined.
Work, education or training-related sexual
harassment is committed by an employer,
employee, manager, supervisor, agent of the
employer, teacher, instructor, professor, coach,
trainor, 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.
HOW IS SEXUAL HARASSMENT
COMMITTED IN THE WORKPLACE:
The sexual favor is 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 of conditions,
promotions, or privileges; or the refusal
to grant the sexual favor results in
limiting, segregating or classifying the
employee which in any way would
discriminate, deprive or diminish
employment opportunities or otherwise
adversely affect said employee;


HOW IS SEXUAL HARASSMENT
COMMITTED IN THE WORKPLACE:
The acts would impair the
employee's rights or privileges
under existing labor laws;
The acts would result in an
intimidating, hostile, or offensive
environment for the employee.

HOW IS SEXUAL HARASSMENT
COMMITTED IN THE EDUCATION OR
TRAINING ENVIRONMENT:
Against one who is under the care, custody or
supervision of the offender;
Against one whose education, training,
apprenticeship or tutorship is entrusted to the
offender;
When the sexual favor is made a condition to the
giving of a passing grade, or the granting of
honors and scholarships, or the payment of a
stipend, allowance or other benefits, privileges,
or consideration; OR
When the sexual advances result in an
intimidating, hostile or offensive environment for
the student, trainee or apprentice.

FORMS OR SEXUAL
HARASSMENT
(a) Physical

i. Malicious Touching;
ii. Overt sexual advances;
iii. Gestures with lewd insinuation.

(b) Verbal, such as but not limited to, requests or
demands for sexual favors, and lurid remarks;

(c) Use of objects, pictures or graphics, letters or writing
notes with sexual underpinnings;

(d) Other forms analogous to the forgoing.

PERSONS LIABLE
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 held
liable.
Duty of the 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.
Create a committee on decorum and investigation
of cases on sexual harassment.
COMPOSITION OF THE
COMMITTEE
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 trainors, instructors,
professors or coaches and students or trainees,
as the case may be.


Liability of the Employer, Head
of Office, Educational or Training
Institution
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.


CLASSIFICATION OF ACTS OF
SEXUAL HARASSMENT
Grave Offenses
Less Grave Offenses
Light Offenses
Grave Offenses
1. unwanted touching of private parts of the
body (genitalia, buttocks and breast);
2. sexual assault;
3. malicious touching;
4. requesting 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, and
5. other analogous cases.

Less Grave Offenses
1. unwanted touching or brushing against a
victims body;
2. pinching not falling under grave offenses;
3. derogatory or degrading remarks or
innuendoes directed toward the members of
one sex, or ones sexual orientation or used to
describe a person;
4. verbal abuse with sexual overtones; and
5. other analogous cases.

Light Offenses
1. surreptitiously looking or staring a look of a persons
private part or worn undergarments;
2. telling sexist/smutty jokes or sending these through text,
electronic mail or other similar means, causing
embarrassment or offense and carried out after the offender
has been advised that they are offensive or embarrassing
or, even without such advise, when they are by their nature
clearly embarrassing, offensive or vulgar;
3. malicious leering or ogling;
4. the display of sexually offensive pictures, materials or
graffiti;
5. unwelcome inquiries or comments about a persons sex life;
6. unwelcome sexual flirtation, advances, propositions;
7. making offensive hand or body gestures at an employee;
8. persistent unwanted attention with sexual overtones;
9. unwelcome phone calls with sexual overtones causing
discomfort, embarrassment, offense or insult to the
receiver; and
10. other analogous cases.

Penalties (RA 7877)
Any person who violates the provisions of this
Act shall, upon conviction, 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.

PENALTIES
A. For light offenses:

1st offense Reprimand
2nd offense Fine or suspension not exceeding
thirty (30) days
3rd offense Dismissal

B. For less grave offenses:

1st offense Fine or suspension of not less than
thirty (30) days and not exceeding six (6) months
2nd offense Dismissal

C. For grave offenses: Dismissal