Ma. Lucille Trina R.

Santos
BSA4-2
Sexual harassment is defined as the unwelcome sexual advances, requests for sexual favors, and
other verbal or physical conduct of a sexual nature that in a direct or indirect way does one of the
following:

affects your employment,

unreasonably interferes with your performance at work, or

creates a work environment that is intimidating, offensive, or hostile.

1. List at least five unethical behaviors that will qualify for a case involving
harassment.
Listed are some of the examples of situations or unethical behaviors that describe sexual
harassment.

A supervisor makes sexual advances towards a person at work against her will.

The woman is afraid to say anything because she is scared of losing her job.
A person feels scared and upset at work because her co-workers are always
staring at her breasts, telling dirty jokes and saying sexual things about her. It was
reported to the supervisor but nothing was done about it. The supervisor even

allows the behavior to continue.

One worker experiences repeated advances from another asking her for dates or
just to go out for drinks after work. The worker says she isnt interested, but the

co-worker wont take no for an answer.

Inappropriate and unwanted touching of a person and their clothing. Other
inappropriate touching includes kissing, hugging, patting, stroking or rubbing.

Purposely brushing up against another person.

Making inappropriate sexual gestures, looking at a persons body up and down,
whistling or staring in a sexually suggestive or offensive manner and offensive
gestures or facial expressions of a sexual nature.

2. From the legal point of view, what are the legal remedies or legal action necessary?

There may be a formal way of dealing with complaints of sexual harassment. The
two approaches are both valid and can be included in a sexual harassment policy. The
approach to take will usually depend on the wish of the complainant. Employers need to
set out clear procedures for both approaches and make the information available to all
staff. This is particularly important in helping staff to understand the steps involved when
making a complaint of sexual harassment. According to the Philippine Anti-Sexual
Harassment Law of 1995, any person violates the 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.
3. From the moral point of view, how should an individual react for any corrective
action to be done under circumstances?
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. As an individual, one should be aware that
sexual harassment must not be supported in any way. The rights and dignity of a person is
greatly affected by this act which may affect the person morally, emotionally and
mentally. One must support and raise some corrective actions that can prevent sexual
harassment. In a workplace, the following are the ways on how it can respond to the
different concerns on sexual harassment.

Implement a strong policy explicitly prohibiting harassment, including a

description of disciplinary consequences that will be applied.

Provide training to educate employees on the issue of harassment and periodically

remind them of your strong desire to maintain a harassment free workplace.

Have multiple avenues in place for making an internal complaint and regularly
inform employees about the complaint process. A victim-friendly complaint
procedure encourages employees to come forward, is sensitive to their situation,

stresses the need for confidentiality and ensures that retaliation will not occur,
whatever the investigation outcome is.

Ensure that every complaint is taken seriously. It is essential that the employer act
in a timely manner. Commence an investigation immediately and take appropriate
corrective action as soon as possible.

Avoid making credibility judgments or reaching conclusions before you have

gathered the facts, even if you think you know the parties involved and have an
idea about what happened.