Republic Act No.

7877

Full Title
An Act Declaring Sexual Harassment
Unlawful in the Employment, Education
or Training Environment, and for Other
Purposes

Short Title
Anti-Sexual Harassment Act of 1995
 What are the salient features
of RA 7877?

Defines sexual harassment in the workplace, education

or training environment
Criminalizes work, education or training-related sexual
harassment as defined
Mandates the employer, head of office, educational or
training institution to promulgate rules and
regulations on proper decorum in the workplace as
well as on the procedure for the investigation of
sexual harassment cases and the administrative
sanctions for the same
Mandates the creation of a committee on decorum
and investigation which shall conduct activities to
increase understanding and prevent incidents of
sexual harassment as well as conduct investigation of
alleged cases of sexual harassment
Holds the employer, head of office, educational or
training institution solidarily liable for damages
arising from the acts of sexual harassment if he/she
is informed of such acts and no immediate action
was taken thereon
 How does RA 7877 define
Sexual Harassment?
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 by the object of said act.
Persons liable under
RA 7877
 Other 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
under this Act.
 In the workplace, sexual
harassment is committed when:
a. a sexual favor is made as a
condition on 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 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;
b. the acts mentioned in
letter (a) would impair
the employees rights or
privileges under existing
labor laws; or
c. the acts mentioned in
letter (a) would result in
an intimidating, hostile,
or offensive environment
for the employee.
What are the duties of the
employer under RA 7877?

Prevent or deter the

commission of acts of
sexual harassment.
Provide the procedures for
the resolution, settlement
or prosecution of acts of
sexual harassment
through:
a. the promulgation of appropriate rules and
regulations which shall contain guidelines on
proper decorum in the workplace
b. procedures for the investigation of sexual
harassment cases and the administrative sanctions
for those cases

The creation of a committee on decorum and

investigation of cases on sexual harassment
Who are the members of the Committee
on Decorum and Investigation?

In the workplace, at least one (1) In educational or training

representative each from: institutions, at least one (1)
management, union (if any), representative each from:
employees of supervisory rank, administration, trainors, teachers,
and rank and file employees instructors and students or trainees

There is no maximum number of members prescribed by law.

 What are the functions and duties of the
Committee on Decorum and Investigation?

Conduct meetings with officers and employees to

increase understanding and prevent incidents of
sexual harassment
Conduct investigation of alleged cases constituting
sexual harassment

The above functions and duties of

the Committee on Decorum and
Investigation are dual in nature:
PREVENTIVE and REMEDIAL
 Nature of Remedy:
ADMINISTRATIVE

Legal Remedies to Sexual Harassment

 Nature of Remedy:
CRIMINAL

Legal Remedies to Sexual Harassment

 Nature of Remedy:
CIVIL

Legal Remedies to Sexual Harassment

 Period to File a Complaint

Any complaint for

sexual harassment
shall be filed within
three (3) years from
the time it is
committed. Beyond
this period, the
complaint shall be
barred.
 PENALTY
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) or more than
twenty thousand pesos
(P20,000) or both such fine
and imprisonment at the
discretion of the Court.