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Republic Act No. 7877

February 14, 1995 (https://www.officialgazette.gov.ph/1995/02/14/republic-act-no-7877/)

H. No. 9425
S. B. No. 1632

Republic of the Philippines

Congress of the Philippines
Metro Manila

Third Regular Session

Begun and held in Metro Manila, on Monday, the twenty-fifth

day of July, nineteen hundred and ninety-four.

[REPUBLIC ACT NO. 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.”

SEC. 2. Declaration of Policy. – The State shall value the dignity of every individual, enhance the
development of its human resources guarantee fell respect for human rights, and uphold the dignity
of work rs, 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.

SEC. 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 environment, sexual

harassment is committed when:

(1) The sexual favor is made as a condition in 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;

(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.

(b) In an education or training environment, sexual harassment is committed:

(1) Against one who is under the care, custody or supervision of the offender;

(2) Against one whose education, training, apprenticeship or tutorship is entrusted to the offender;

(3) When the sexual favor is made a condition to the giving of a passing grade, or the granting of
honors and scholarships, or the payment of a stipend, allowance or other benefits, privileges, or
considerations; or

(4) When the sexual advances result in an intimidating, hostile or offensive environment for the
student, trainee or apprentice.
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.

SEC. 4. Duty of the Employer or Head of Office in a Work-related, Education or Training Environment. –
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.
Towards this end, the employer or head of office shall:

(a) Promulgate appropriate rules and regulations in consultation with and jointly approved by the
employees or students or trainees, through their duly designated representatives, prescribing the
procedure for the investigation of sexual harassment cases and the administrative sanctions
therefor.

Administrative sanctions shall not be a bar to prosecution in the proper courts for unlawful acts of
sexual harassment.

The said rules and regulations issued pursuant to this subsection (a) shall include, among others,
guidelines on proper decorum in the workplace and educational or training institutions.

(b) Create a committee on decorum and investigation of cases on sexual harassment. The committee
shall conduct meetings, as the case may be, with officers and employees, teachers, instructors,
professors, coaches, trainors and students or trainees to increase understanding and prevent
incidents of sexual harassment. It shall also conduct the investigation of alleged cases constituting
sexual harassment.

In the case of a work-related environment, the committee shall be composed of at least one (1)
representative each from the management, the union, if any, the employees from the supervisory rank,
and from the rank and file employees.

In the case of the educational or training institution, the committee shall be composed of at least one
(1) representative from the administration, the trainors, teachers, instructors, professors or coaches
and students or trainees, as the case may be.
The employer or head of office, educational or training institution shall disseminate or post . copy of
this Act for the information of all concerned.

SEC. 5. Liability of the Employer, Head of Office, Educational or Training Institution. – The employer or
head of office, educational or training institution shall be solidarily liable for damages arising from the
acts of sexual harassment committed in the employment, education or training environment if the
employer or head of office, educational or training institution is informed of such acts by the offended
party and no immediate action is taken thereon.

SEC. 6. Independent Action for Damages. – Nothing in this Act shall preclude the victim of work,
education or training-related sexual harassment from instituting a separate and independent action
for damages and other affirmative relief.

SEC 7. Penalties. – 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 (P 10,000) nor more than Twenty thousand pesos (P 20,000), or
both such fine and imprisonment at the discretion of the court.

Any action arising from the violation of the provisions of this Act shall prescribe in three (3) years.

SEC. 8. Separability Clause. – If any portion or provision of this Act is declared void or
unconstitutional, the remaining portions or provisions hereof shall not be affected by such
declaration.

SEC. 9. Repealing Clause. – All laws, decrees, orders, rules and regulations, other issuances, or parts
thereof inconsistent with the provisions of this Act are hereby repealed or modified accordingly.

SEC. 10. Effectivity Clause. – This Act shall take effect fifteen (15) days after its complete publication
in at least two (2) national newspapers of general circulation.

Approved,
 (Sgd.) JOSE DE
(Sgd.) EDGARDO J.
VENECIA, JR.
ANGARA
Speaker of the House
President of the Senate
of Representatives

This Act which is a consolidation of House Bill No. 9425 and Senate Bill No. 1532 was finally passed
by the House of Representatives and the Senate on February 8, 1995.

(Sgd.) CAMILO L.
(Sgd.) EDGARDO E. SABIO
TUMANGAN Secretary General
Secretary of the Senate House of
Representatives

Approved: FEB 14 1995

(Sgd.) FIDEL V. RAMOS

President of the Philippines

Source: Presidential Management Staff

RESOURCES

[PDF] Republic Act No. 7876, February 14, 1995

(https://www.officialgazette.gov.ph/downloads/1995/02feb/19950214-RA-7877-FVR.pdf)

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