Rights of Women Workers

REPUBLIC ACT NO. 7877

“AN ACT DECLARING SEXUAL

HARASSMENT UNLAWFUL IN THE
EMPLOYMENT, EDUCATION OR
TRAINING ENVIRONMENT, AND
FOR OTHER PURPOSES”
WHAT IS SEXUAL
HARASSMENT?
 Unwelcome sexual advances, requests for sexual
favors, and other verbal or physical conduct of a
sexual nature that tends
to create a hostile or offensive work environment.
(http://legal-dictionary.thefreedictionary.com)
 WHO MAY COMMIT SEXUAL
HARASSMENT?
 an employee;

 Manager;

 Supervisor;

 agent of the employer;

 teacher, instructor;
What constitute Sexual
Harassment?
 The act is committed in a work, education, or training-related
environment
 The doer, the harasser, is an employer, employee, professor, coach
or any person who has authority
 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.
 WHERE IS IT COMMITTED?

WHERE CAN SEXUAL HARASSMENT BE COMMITTED UNDER THE PROVISIONS OF CSC

RESOLUTION NO. 01-0940?
Sexual harassment may take place:
 1. in the premises of the workplace or office or of the school or training institution;
 2. in any place where the parties were found, as a result of work or education or
training responsibilities or relations;
 3. at work or education- or training-related social functions;
 4. while on official business outside the office or school or training institution or during
work or school or training-related travel;
 5. at official conferences, fora, symposia or training sessions; or
 6. by telephone, cellular phone, fax machine or electronic mail.
 WHEN IS IT COMITTED?

 Sec. 3. paragraph a.
In a work-related or employment environment, sexual harassment is
committed when:

(1.) The sexual favor is made as a condition in the hiring or in the

employment, reemployment 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 a way would
discriminate, deprive or diminish employment opportunities or otherwise
adversely affect said employee;
 (2) The above acts would impair the employee’s rights or
privileges under existing labor laws; or

 (3) The above acts would result in an intimidating, hostile, or

offensive environment for the employee.