R.A. 7877 – “an Act Declaring Sexual Harassment Unlawful in the Employment, Education or Training Environment, and for Other Purposes”

In: Other Topics

Submitted By jherbert
Words 1395
Pages 6
2. Discuss in 150 words your critical understanding of R.A. 7877 – “AN ACT DECLARING SEXUAL HARASSMENT UNLAWFUL IN THE EMPLOYMENT, EDUCATION OR TRAINING ENVIRONMENT, AND FOR OTHER PURPOSES”.

RA 7877 was enacted to prevent and lawfully punished any unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when 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." Its concerns were to value the dignity of every individual, enhance the development of human resources, guarantee respect for human rights, and uphold the dignity of workers, employees, applicants for employment, students or those undergoing training, instruction or education. Any person who commit work/education or training related sexual harassment was 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.

1. Prepare a comprehensive analysis of the three systems of education namely:
a. Basic
b. Technical
c. Tertiary

Basic Education Technical Education Tertiary Education
Government Agency Provider:
DepEd Government Agency Provider:
TESDA Government Agency Provider:
CHED
Legal Basis:
RA 9155 Legal Basis:
RA 7796 Legal Basis:
RA 7722
Secretary: Bro. Armin Luistro Director General: Joel Villanueva Chairman: Patricia Licuanan
Vision:
• By 2030, DepEd is globally recognized for good governance and for developing functionally-literate and God-loving Filipinos. Vision:
• TESDA is the leading partner in the development of the Filipino workforce with world-class…...

Similar Documents

Sexual Harassment

... that it can happen to anyone, any time and at any place. The victims are left wondering why the incidents happened to them but it is difficult to come up with any good interpretation. On the other hand employees are advised to seek help as soon as possible in cases where they have fallen prey to sexual harassment in their places of work. How do you detect sexual harassment in your place of work? This is a very vital question whose discussion will bring to light many indicators of sexual harassment in workplace. As mentioned early, a variety of conducts or behaviors can help a victims or potential victims to realize sexual harassment in their workplaces. Sexual advances that are not welcomed, calling for sexual favors i.e. sexual intercourse, verbal or physical conduct that seems sexual in its nature will qualify for sexual harassment if they are followed by the following acts. Firstly, an employee can be affected by an employment decision that arose from their rejection or submission to the unwelcomed behavior. Secondly, an employee’s performance at the place of work can be unreasonably interfered with or they feel intimidated or abused at their place of work. The environment becomes hostile hence unfriendly. It becomes hard for them to feel at ease at their place. There are many types of sexual abuses in workplaces in the United States of America. Sexual abuse can be verbal or written. This category comprises of comments on how a person dresses to the place of work, their...

Words: 2848 - Pages: 12

Year-End Symposium: Anti-Sexual Harassment Act

...Year-end Symposium: Anti-Sexual Harassment Act “We ourselves are required to discover the human remedies for human maladies, to eradicate these shortfalls in human rights.” These were the words of Justice Shri S. Rajendra Babu of New Delhi, as quoted by Dr. Perla B. Estrella, Center of Human Rights Education (CHRE) Coordinator, in a symposium regarding “Anti-Sexual Harassment Act: Nature and Prevention, [R.A. 7877]” held at BPSU Dinalupihan Campus, on December 12, 2011, Monday, attended by the university administrators, members of the faculty, non-teaching personnel, and privileged members of the student publication. The program started at around 01:20 in the afternoon with an opening prayer, singing of the Philippine National Anthem, and BPSU Hymn, all in a multi-media presentation respectively. The Master of Ceremonies, Mrs. Candida S. Punla, read the “Panata Sa Karapatang Pantao” in connection with theme. Dr. Estrella formally welcomed the participants in her opening remarks, including the two resource speakers from the BPSU Main Campus, Mrs. Magdalena A. Abella and Ms. Arlene I. Pascual. According to her [Dr. Estrella], she was happy because the symposium was initially postponed in the advent of the Preparation for the University’s Accreditation. “Why am I happy? It is because incidentally, this symposium coincides with the celebration of the Declaration of the Universal Rights (Human Rights Day) being held in all countries every December 10.” In...

Words: 2130 - Pages: 9

R.A. 7877 – “an Act Declaring Sexual Harassment Unlawful in the Employment, Education or Training Environment, and for Other Purposes”

...2. Discuss in 150 words your critical understanding of R.A. 7877 – “AN ACT DECLARING SEXUAL HARASSMENT UNLAWFUL IN THE EMPLOYMENT, EDUCATION OR TRAINING ENVIRONMENT, AND FOR OTHER PURPOSES”. RA 7877 was enacted to prevent and lawfully punished any unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when 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." Its concerns were to value the dignity of every individual, enhance the development of human resources, guarantee respect for human rights, and uphold the dignity of workers, employees, applicants for employment, students or those undergoing training, instruction or education. Any person who commit work/education or training related sexual harassment was 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. 1. Prepare a comprehensive analysis of the three systems of education namely: a. Basic b. Technical c. Tertiary Basic Education Technical Education Tertiary Education Government Agency Provider: DepEd Government Agency Provider: TESDA Government Agency Provider: CHED Legal...

Words: 1395 - Pages: 6

Sexual Harassment

... complaints to their supervisor. All sexual harassment complaints will be thoroughly investigated and kept confidential. Sexual harassment will be determined by behavior that warrants unwelcome sexual advances and other verbal and physical conduct of a sexual nature, and if the conduct unreasonably interferes with an individual's job performance or creates intimidating, hostile, or an offensive work environment. If any party involved in the sexual harassment investigation is not satisfied with the outcome, they have the right to appeal the decision. The company will not in any way retaliate against any individual who makes a report of sexual harassment. The best way for the company to deal with sexual harassment is to prevent it from happening. Lawsuits resulting from sexual harassment can easily put a company in great danger or even out of business. The company’s reputation may be extremely damaged. Both of these situations are detrimental for the company. It's worth taking every measure possible to prevent sexual harassment from occurring. A message from the Human Resources Director: Sexual harassment negatively affects morale, motivation and job performance. It can affect individuals' self-image and perception of personal safety. Work-related results may include increased absenteeism, turnover, inefficiency and loss of productivity. It is inappropriate, offensive and illegal and it will not be tolerated in this company. References Moran, J. (2008). Employment......

Words: 976 - Pages: 4

Sexual Harassment

...Sexual harassment is a form of Sex Discrimination that occurs in the workplace. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individuals, or such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment. A key part of the definition is the use of the word unwelcome. Unwelcome or uninvited conduct or communication of a sexual nature is prohibited; welcome or invited actions or words are not unlawful. Sexual or romantic interaction between consenting people at work may be offensive to observers or may violate company policy, but it is not sexual harassment. The law prohibits unwelcome "sexual" conduct and words or actions "of a sexual nature." Some conduct, such as hugging, may be sexual or nonsexual and must be evaluated in context. Sexual harassment may be physical, such as kissing, hugging, pinching, patting, grabbing, blocking the victim's path, leering or staring, or standing very close to the victim. It may also be verbal, which may be oral or written and could include requests. Sexual harassment is making offensive...

Words: 1511 - Pages: 7

Employment Issues: Sexual Harassment & Discrimination

... is where you should bring your complaint. It is important, particularly in a hostile environment case, to make sure that your company’s management knows of the harassment. If you are unable to resolve your harassment complaint by using your employer’s internal procedures and you wish to pursue the matter, you will need to file an administrative charge with the appropriate governmental agency. The agency is either the federal Equal Employment Opportunity Commission (EEOC) or your state’s human rights or civil rights enforcement agency. The governmental agency will investigate your claim. It will attempt to resolve it by negotiate it with your employer if you desire. On the other hand, if the agency decides not to proceed with your complaint, either because the evidence does not establish the harassment or because the agency does not wish to file a lawsuit against your employer for another reason, it will use you a “right to sue” notice. This means that you may bring your case to court. Sexual harassment has serious emotional effects on its victims. It can also do damage to a victim’s career. They often feel powerless and may even believe that they share some blame for the harassment. Some victims also feel stigmatized; that no one believes them; or that one thinks what they endured is serious. You are not the only one, however, who has been a victim of this type of conduct. The EEOC receives thousands of new charges of sexual harassment each......

Words: 2693 - Pages: 11

Sexual Harassment Paper, Employment Law

...Sexual Harassment Employment Law DeVry University September 22, 2013 Sexual Harassment Brittany has a legally viable claim for quid pro quo sexual harassment and hostile environment sexual harassment. Quid pro quo sexual harassment is defined as “sexual harassment in which the harasser requests sexual activity from the harassee in exchange for workplace benefits” (Bennett-Alexander & Hartman, 2012, p. 403). Hostile environment sexual harassment is defined as “sexual harassment in which the harasser creates an abusive, offensive, or intimidating environment for the harassee” (Bennett-Alexander & Hartman, 2012, p. 403). Brittany has a legally viable claim for hostile environment sexual harassment against her co-worker, Robert. He was making inappropriate comments about her chest. She asked him to stop, but he continued. She found pictures of herself on his desktop. When she took this information to her supervisor, nothing seemed to have been done about it. Now Robert has a passcode on his computer, making is assumed that the photos are still there. Brittany has a quid pro quo sexual harassment claim against Dwayne Miller, her supervisor. He told her she could have a promotion if she showed him her breast. This is offering a promotion for sexual activity. He also told her they would discuss the situation with Robert over a trip that was work related. She refused both. Weekend work trips were never part of her job before. Because she refused to show her breast...

Words: 661 - Pages: 3

Sexual Harassment

...Sexual Harassment Paper HRM320: Employment Law Professor Brian Lahargoue DeVry University Online Whitley Thomas Introduction Sexual harassment is an act that many individuals are involved in daily. Regardless of the reason why a person are harassed; sexual harassment is illegal, unwanted and makes the individual being harassed feel uncomfortable. Many people believe that women are the only individuals who can be harassed. This is a false belief, as men can be sexually harassed as well. Many individuals do not report sexual harassment for fear of a hostile work environment and to prevent embarrassment. Throughout this paper, we will discuss sexual harassment, the different types of sexual harassment and examples. Whether someone harasses someone on purpose or not it is still unacceptable and is punishable by law. Define sexual harassment as the term is used legally. According to Law.com, sexual harassment is defined as "unwanted sexual approaches (including touching, feeling, groping) and/or repeated unpleasant, degrading and/or sexist remarks directed toward an employee with the implied suggestion that the target's employment status, promotion or favorable treatment depend upon a positive response and/or "cooperation" (Sexual harassment, 2013). An example of sexual harassment would be an executive assistant's boss telling her he would give her a promotion or incentive if she went on a date with him.  Explain how sexual harassment differs from gender...

Words: 1635 - Pages: 7

Sexual Harassment

... taken offensively. Don’t assume that off-color comments or conduct are acceptable just because a coworker appears to enjoy it. The safest course is to avoid such conduct in the workplace at all times. As a supervisor setting a good example of conversation and conduct can be a great start to avoiding sexual harassment incidents. Education through training is another way to stress the no tolerance policy of sexual harassment. In the unlikely case that an incident has occurred, listening without bias to both sides is important. As a supervisor understanding different people is a needed skill. Hopefully in most cases it is circumstance of misunderstanding, but if it is significant, the no-tolerance policy needs to be enforced. The person maybe a great worker but that does not give the excuse it is ok!...

Words: 401 - Pages: 2

Sexual Harassment

...Sexual harassment is bullying or coercion of a sexual nature, or the unwelcome or inappropriate promise of rewards in exchange for sexual favors.[1] In most modern legal contexts, sexual harassment is illegal. As defined by the US EEOC, "It is unlawful to harass a person (an applicant or employee) because of that person’s sex." Harassment can include "sexual harassment" or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. The legal definition of sexual harassment differs by jurisdiction. Sexual harassment is subject to a directive in the European Union.[2] Where laws surrounding sexual harassment exist, they generally do not prohibit simple teasing, offhand comments, or minor isolated incidents. In the workplace, harassment may be considered illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted, or when the victim decides to quit the job). The legal and social understanding of sexual harassment, however, varies by culture. The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer and harassers or victims can be either male or female.[3] It includes a range of actions from mild transgressions to sexual abuse or sexual assault.[4] Sexual harassment is a form of...

Words: 360 - Pages: 2

Sexual Harassment

...Reflection Hanah Greene Post University   Reflection From the beginning of week one, to the end of week eight I have learned so much in this class. I am happy that I will be able to take what I have learned with me, as I start my new life as an elementary special education teacher. With everything that we have learned, the thing that has helped me the most was the time management skills. I noticed that things became a lot easier for me when I was taught how to make a schedule. It took me a little time to catch on to following the specific event and matching them with a specific time. However, after about a week or two, it became second nature. Not only will I be able to use this skill at home with my own family, I will also be able to take this skill with me into the classroom. By sticking to a schedule in the classroom, it will be easier for the students and me as well. Along with time management in unit two, I also learned a lot during units five, six and seven. In unit five we were taught how to write in APA format. During this module I was also take a college writing class that had us writing in APA format. This was very helpful for me not only in this class, but I was also able to use it in my college writing class. I thought it was interesting how both professors used different sources to teach us. I was still a little confused about in-text citations but through some of the sites you listed I was able to figure it out. In order to make sure we knew how to...

Words: 736 - Pages: 3

Sexual Harassment

...Today, sexual harassment in the workplace is a very serious issue that makes going to work very stressful for many women and men all over the world. Accounting to the Anita Superson, “Sexual harassment, a form of sexism, is about domination, in particular, the domination of the group of men over the group of women. Domination involves control or power, which can be seen in the economic, political, and social spheres of society. Sexual harassment is not simply an assertion of power, for power can be used in beneficial ways. The power men have over women has been wielded in ways that oppress women. The power ex- pressed in sexual harassment is oppression, power used wrongly” (Textbook, p154). It is estimated that approximately 90% of all female employees in Canada will face some form of sexual harassment while working on the job, especially the young women and unmarried women. Sexual harassment not only creates an unhealthy work environment and negative consequences for the harassed, but it is also a violation of Human Rights and Freedoms legislation. In this essay, I will focus on the negative effect of sexual harassment and give some recommendations that can support Anita’s claim. It is important to note that women often know when they have been sexually harassed. However, I am arguing for objective justification of sexual harassment, rather than subjective, there are cases in which women are mistaken. According to Anita, the sexual harassment is the harm an...

Words: 1027 - Pages: 5

Sexual Harassment

...Every business has a Code of Conduct. It is the law of the business and is vital for the success of the business. After all who wants to come to work in a hostile work environment? Or in an environment that doesn’t promote healthy growth. Chipotle has a very clear cut Code of Conduct that specifically lays out the laws and consequences for violating the laws of the company. Unfortunately Sexual Harassment is on the rise in the work place. Statistics show that out of a group of 500 people that 262, or 54-percent, have experienced sexual harassment. (Aware) Out of the 262 people 71, or 27-percent, have experienced sexual harassment by a colleague. (Aware) While 40 people, or 17-percent, have experienced sexual harassment by a superior. (Aware) Chipotle committed to every employee and their positive working environment. (Chipotle) Sexual harassment is prohibited because it is intimidating and could be an abuse of power. (Chipotle) At Chipotle they define sexual harassment as unwelcome sexual advances, request for sexual favors, and other certain verbal, non-verbal, or physical conduct that is sexually based or based on a person gender. (Chipotle) Sexual Harassment has no place in the work environment and will not be tolerated. Management has a responsibility to every employee . (Chipotle) Management employees who witness or receive any reports of discriminatory or harassing behavior are required to take appropriate action. (Chipotle) This includes immediately...

Words: 831 - Pages: 4

Republic Act 7877

...Anti-Sexual Harassment Act of 1995 Files: Republic Act 7877 AN ACT DECLARING SEXUAL HARASSMENT UNLAWFUL IN THE EMPLOYMENT, EDUCATION OR TRAINING ENVIRONMENT, AND FOR OTHER PURPOSES. Be it enacted by the Senate and House of Representatives of the Philippines in Congress assembled: SECTION 1. Title. - This Act shall be known as the "Anti-Sexual Harassment Act of 1995." SECTION 2. 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. SECTION 3. 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 by the object of said Act. (a) In a work-related or employment...

Words: 967 - Pages: 4

Sexual Harassment

...Ouch v. Jakubek An analysis on reporting of Sexual Harassment in the work place Strayer University This analysis is a look at the sexual harassment in the case of Ouch v. Jakubek and why the situation was not in compliance with the federal employment laws. The discussion will try to create a plan that will correct the issues in the future and bring the Jakubek back into compliance of the law under Title VII of the Civil Right Act. In the work environment there are many laws that help protect the employee rights in the work place. One of these laws is The Civil Rights Act of 1866, which prohibits employers from discriminating against individuals because of their race. Over the years the Civil Right Act has change to encompass not only race, but also prohibits employers from discriminating in terms of conditions of employment on the basis of color, national origin, religion and sex. [ (Kubasek, 2009, p. 627) ] In the court case of Ouch v. Jakubek we will look at the part of the Civil Right Act under Title VII on discrimination because of sex or in this case sexual harassment. Sexual harassment is “the unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, which explicitly or implicitly makes submission a term or conditions of employment...

Words: 1273 - Pages: 6