1. Ano ang sexual-harassment?

Ang sexual harassment ay ang sapilitang paghingi, paghiling o pag-uutos at iba pa, ng sekswal na pabor mula sa iba, ito

man ay tanggapin/pagbigyan o hindi ng biktima, na nanggagaling sa employer, manager, supervisor, ahente ng

employer, guro, instruktor, propesor, coach, tagapagsanay, o sinumang may kapangyarihan, impluwensiya, o moral na

awtoridad sa iba sa loob ng trabaho o lugar ng pag-aaral o pagsasanay.

2. Saan at kailan may sexual-harassment sa ilalim ng R.A. 7877?

Ang sexual harassment ay nagaganap lamang sa loob ng trabaho at lugar ng pag-aaral o pagsasanay. Limitado ito sa

may relasyong employer-empleyado, guro-estudyante o sa pagitan ng sinumang may moral na awtoridad at sa

biktimang nasa pangangalaga niya sa loob ng nasabing mga kondisyon o kapaligiran.

3. Sino ang maaaring lumabag sa anti-sexual harassment law?

Sinumang direktang magsagawa ng mga ipinagbabawal na akto, babae man o lalaki ay maaaring maparusahan sa ilalim

ng batas.  Gayundin, sinumang humikayat o tumulong sa iba na isagawa ang mga nasabing akto ay maaari ring managot

sa batas. 

4. Ano ang mga mga paraan ng Sexual Harassment (What are the forms of sexual harassment)?

1. Physical

a. Malicious touching

b. Overt sexual advances

c. Gestures with lewd insinuation  

2. Verbal, such as but not limited to, requests or demands for sexual favors, and lurid/lewd remarks

3. Use of objects, pictures or graphics, letters or written notes with sexual underpinnings

4. Other forms analogous to the foregoing. 

5. Paano nagaganap ang sexual harassment sa lugar ng trabaho (In a work-related or employment environment,

how is sexual harassment committed?)?

(1) Ang sekswal na pabor ay ginagawang kondisyon sa pagtanggap sa trabaho ng isang aplikante o pananatili ng isang

empleyado sa kanyang trabaho, o di kaya’y sa pagkakaloob ng sahod o anumang benepisyo at pribilehiyo, o kaya naman

ay ang pagtanggi sa sekswal na pabor ang sanhi ng diskriminasyon sa trabaho at pagkabawas o tuluyang pagkawala ng

mga oportunidad sa trabaho.

(2) Ang sexual harassment ay nagdudulot ng paglabag sa mga karapatan ng empleyado sa ilalim ng batas sa paggawa

(3) Ang mga akto ng sexual harassment ay nagbubunga sa isang hindi komportableng sitwasyon sa biktima 

6. Paano nagaganap ang sexual harassment sa lugar ng pag-aaral o pagsasanay?

(1) Laban sa biktima na nasa pangangalaga, kustodiya o superbisyon ng offender

(2) Laban sa biktimang ang pag-aaral o pagsasanay ay ipinagkatiwala sa offender

(3) Kung ang sekswal na pabor ay kondisyon upang bigyan ang biktima ng pasadong marka, parangal o scholarship,

allowance at anupamang benepisyo o konsiderasyon

(4) Kung ang sekswal na pabor ay nagbubunga sa isang hindi komportableng sitwasyon sa biktima 

6. Ano ang kinakailangang gawin ng employer o head of educational at training institution ayon sa R.A. 7877?

(1) Magtakda ng proseso upang imbestigahan ang mga kaso ng sexual harassment. 

(2) Bumuo ng CODI (Committee on Decorum and Investigation) na tatanggap ng mga reklamo patungkol sa sexual

harassment. 

7. Maaari bang magsampa ng hiwalay ng kaso ang biktima maliban sa imbestigasyon ng CODI?

Oo. Karapatan ng biktima na makahingi ng ibang legal na remedyo kung nais nya sa pamamagitan ng hiwalay na

kasong kriminal sa korte. 

8. Ano ang mga uri ng Acts of Sexual Harassment base sa CIVIL SERVICE COMMISSION (CSC)

RESOLUTION NO. 01-0940 o ang Administrative Disciplinary Rules on Sexual Harassment Cases.? (What is the

classification of acts of sexual harassment?)

Sexual Harassment is classified as:

1. Grave Offenses

a. unwanted touching of private parts of the body (genitalia, buttocks, and breast);

b. sexual assault;

c. malicious touching;

d. 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

e. other analogous cases.

2. Less Grave Offenses

a. unwanted touching or brushing against a victim’s body;

b. pinching not falling under grave offenses;

c. derogatory or degrading remarks or innuendoes directed toward the members of one sex or one’s sexual orientation or

used to describe a person;

d. verbal abuse or threats with sexual overtones; and

e. other analogous cases.

3. Light Offenses

a. surreptitiously looking or stealing a look at a person’s private part or worn undergarments;

b. 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;

c. malicious leering or ogling;

d. the display of sexually offensive pictures, materials or graffiti;

e. unwelcome inquiries or comments about a person’s sex life;

f. unwelcome sexual flirtation, advances, propositions;

g. making offensive hand or body gestures at an employee;

h. persistent unwanted attention with sexual overtones;

i. unwelcome phone calls with sexual overtones causing discomfort, embarrassment, offense or insult to the receiver; and

j. other analogous cases.

The head of the agency who fails to act on the complaint within fifteen (15) days from receipt of any complaint for

sexual harassment properly filed against any employee in that office shall be charged with neglect of duty.

Any person found guilty of sexual harassment shall, after the investigation, be meted the penalty corresponding to the

gravity of the offense.

10. Ano ang parusa sa paglabag sa batas ng sexual-harassment o R.A. 7877?

Ang anumang paglabag ay maaaring maparusahan ng pagkakulong ng hindi bababa sa isang (1) buwan at hindi

lalampas ng anim (6) na buwan o kaya’y multa na hindi bababa sa sampung libong (10,000) piso at di lalampas sa

dalawampung-libong (20,000) piso, o di kaya’y parehong pagkakulong at multa, sa diskresyon ng korte.

Base sa Administrative Disciplinary Rules on Sexual Harassment Cases ng CSC RESOLUTION NO. 01-0940:

1. Grave offenses - Dismissal

2. Less grave offenses

       1 st offense - Fine or suspension for thirty (30) days but not exceeding six (6) months

       2 nd offense - Dismissal

3. Light offenses

       1 st offense - Reprimand

        2 nd offense - Fine or suspension not exceeding thirty (30) days

        3 rd offense – Dismissal

11. What penalty shall be applied if the respondent is found guilty of two (2) or more charges or counts?

The penalty to be imposed shall be that corresponding to the most serious charges or count and the rest shall be

considered as aggravating circumstances. 

Questions:

1. If a male teacher is close with his few male high school students, and they are doing the “boy things” together,

like trying to use condoms, showing off their bodies and sexual organs to one another, is this considered

sexual harassment? 

If the male high school students are forced by the teacher to perform lewd acts in exchange for good grades, then

the acts you narrated may be considered as sexual harassment.

However, if said students perform the lewd acts in mutual consent with the teacher, then this constitute immoral and

disgraceful conduct. Such conduct may be sanctioned under rules in the faculty handbook or student handbook.

Further, if such lewd behavior is done in public resulting to people getting scandalized, then a criminal complaint

may also be filed against the concerned parties.

2. Does this law also apply to harassments committed by one student to another?

No. The case will not fall under the Sexual Harassment law.

However, it may fall under RA 9262 (AN ACT DEFINING VIOLENCE AGAINST WOMEN AND THEIR

CHILDREN, PROVIDING FOR PROTECTIVE MEASURES FOR VICTIMS, PRESCRIBING PENALTIES

THEREFORE, AND FOR OTHER PURPOSES). Provided that the act or a series of acts committed by the said student

is/are:

- Against a woman who is his wife, former wife.

-   Against a woman with whom the person has or had a sexual or dating relationship, or with whom he has common

child,

-   Against her child whether legitimate or illegitimate,

-   within or without the family abode,

-   which result in or is likely to result in physical, sexual, psychological harm or suffering, or economic

abuse   including threats of such acts battering, assault, coercion, harassment or  arbitrary deprivation of liberty

Otherwise, the act committed may simply be vexatious.

3. How can a teacher or a person with moral authority protect himself/herself from any baseless accusations

made by his/her student or subordinate?