DOLE Policy Against Sexual Harassment

Sexual harassment includes any unwelcome sexual advances, demands for sexual favors, or other sexual conduct whether written, oral, or physical.
Applies when committed by a DOLE official or employee against a co-official, co-employee, applicant, or client.
Sexual harassment is characterized by:
1. Taking advantage of the victim's weakness, vulnerability, status, or socio-economic standing.
2. Imposing sexual acts explicitly or implicitly as conditions for employment, promotion, or preferential treatment.
3. Interfering negatively with an official’s or employee’s work performance.
4. Creating a hostile, offensive, intimidating, or uncomfortable work environment.
Classified as a grave offense punishable under the DOLE Manual on Disposition of Administrative Cases.
Filing of administrative disciplinary measures does not preclude resort to regular courts for other legal actions.

Establishes a Special Fact-Finding Committee for receiving, investigating, and hearing sexual harassment complaints.
Committee Members:
1. DOLE Resident Ombudsman (Chairperson)
2. Chairperson, DOLE PDPW Focal Point (Co-Chairperson)
3. Assistant Secretary for Management Services
4. Director, Human Resource Development Service
5. Director, Legal Service
6. President, DOLE or Concerned Agency Employees Union (Ad Hoc)
7. Resident Ombudsman of Concerned Agency (Ad Hoc)
Members who are complainants or respondents must inhibit themselves from committee deliberations.

The Legal Service department will serve as the Secretariat for the Fact-Finding Committee.

The DOLE Secretary is tasked with issuing rules and regulations to implement this Administrative Order effectively.

Relevant agencies are required to conduct campaigns to raise awareness and educate on the policy against sexual harassment.