Amend R.A. 7877 (Anti- Sexual Harassment Law) Inadequacy of R.A. 7877 (Anti- Sexual Harassment Law)
- by: University Of Cebu College of Law ; D' Originators
- recipient: All Filipino Citizens
Inadequacy of R.A. 7877 (Anti- Sexual Harassment Law)
It is just unfortunate that despite the number of sexually harassed victims, the institutions and employers tasked to at least prevent and investigate cases of sexual harassment, are not equipped of the proper skill and knowledge in preventing and investigating the same. Further, the creation of The Committee of Decorum and Invetsigations (CODI) in the different institutions and workplace is merely reactionary. CODI are only created when there is already a complaint of sexual harassment. The employers and institutions are not sensitive of the issues of sexual harassment in their areas. Further, employees, students and trainees are not so well aware of R.A. 7877 as the same is not disseminated in their workplace, schools, etc. When they become victims, these woman and children will just keep mum about is as they do not know what to do to and what procedures to undertake.
Awareness of the law is crucial in the amendment of the law. This would give our beneficiaries and stakeholders a concrete stand on the law and what provisions of the law they would want to be amended. Thus, information campaigns in the radio, newspapers and TV is important in the move to advocate for a policy change.
The following are the specific policy recommendations:
1. Sanctions to employers who will not comply with his obligation in forming and establishing a CODI. Impose sanctions on the agency/institution/corporation, etc. for non-compliance with the law especially on the creation of CODI and policies/procedures on sexual harassment
2. To increase the penalty of R.A. 7877. Increase the penalties (at least 1 year imprisonment) so that harasser cannot avail of probation. Increase fines at least to P 50,000.00.
3. When there is a complaint of harassment, there must be immediate preventive suspension or transfer of office.
4. There must be a continuing education campaign in all areas using their dialect.
5. The hiring policy of each establishment should include orientation on R.A 7877.
6. DOLE should require in its requirements compliance by the employer to establish a CODI and to give incentives.
7. Expand scope of sexual harassment in the work-related sexual harassment to include %u201Csexual advances%u201D and make it applicable in all forms. The Civil Service Commission%u2019s definition of sexual harassment to be adapted as it contains a broad scope of sexual harassment.
8. Amend RA 7877 to include provisions culled from the CSC Resolution on Anti-Sexual Harassment.
9. Religious sectors should also be covered by this law ( i,e. between priests and penitents)
Note:
The foregoing text is a substantial part of %u201CPolicy Paper on Sexual Harassment Law%u201D by Alternative Law Groups, Inc. Should you want to read the whole text, please do not hesitate to email info@alternativelawgroups.org.
Inadequacy of R.A. 7877 (Anti- Sexual Harassment Law)
It is just unfortunate that despite the number of sexually harassed victims, the institutions and employers tasked to at least prevent and investigate cases of sexual harassment, are not equipped of the proper skill and knowledge in preventing and investigating the same. Further, the creation of The Committee of Decorum and Invetsigations (CODI) in the different institutions and workplace is merely reactionary. CODI are only created when there is already a complaint of sexual harassment. The employers and institutions are not sensitive of the issues of sexual harassment in their areas. Further, employees, students and trainees are not so well aware of R.A. 7877 as the same is not disseminated in their workplace, schools, etc. When they become victims, these woman and children will just keep mum about is as they do not know what to do to and what procedures to undertake.
Awareness of the law is crucial in the amendment of the law. This would give our beneficiaries and stakeholders a concrete stand on the law and what provisions of the law they would want to be amended. Thus, information campaigns in the radio, newspapers and TV is important in the move to advocate for a policy change.
The following are the specific policy recommendations:
1. Sanctions to employers who will not comply with his obligation in forming and establishing a CODI. Impose sanctions on the agency/institution/corporation, etc. for non-compliance with the law especially on the creation of CODI and policies/procedures on sexual harassment
2. To increase the penalty of R.A. 7877. Increase the penalties (at least 1 year imprisonment) so that harasser cannot avail of probation. Increase fines at least to P 50,000.00.
3. When there is a complaint of harassment, there must be immediate preventive suspension or transfer of office.
4. There must be a continuing education campaign in all areas using their dialect.
5. The hiring policy of each establishment should include orientation on R.A 7877.
6. DOLE should require in its requirements compliance by the employer to establish a CODI and to give incentives.
7. Expand scope of sexual harassment in the work-related sexual harassment to include %u201Csexual advances%u201D and make it applicable in all forms. The Civil Service Commission%u2019s definition of sexual harassment to be adapted as it contains a broad scope of sexual harassment.
8. Amend RA 7877 to include provisions culled from the CSC Resolution on Anti-Sexual Harassment.
9. Religious sectors should also be covered by this law ( i,e. between priests and penitents)
Note:
The foregoing text is a substantial part of %u201CPolicy Paper on Sexual Harassment Law%u201D by Alternative Law Groups, Inc. Should you want to read the whole text, please do not hesitate to email info@alternativelawgroups.org.
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