R.A. No. 7877 CSC Rules on Sexual Harassment

The Civil Service Commission (CSC) has exclusive jurisdiction over sexual harassment complaints involving its officials and employees
CSC decisions on such cases are final but appealable to the Court of Appeals

Consists of unwelcome sexual advances, requests for sexual favors, or sexually related verbal or physical conduct
Such acts can be explicit, implicit, direct, indirect, or implied
Includes conduct that:
- causes discrimination, discomfort, embarrassment, or offense
- is a condition for employment or benefits
- affects employment decisions (promotion, salary, job security)
- creates hostile, intimidating, or offensive work environment

Demand or request for sexual favor as condition for hiring, promotion, or employment benefits
Sexual harassment towards a trainee by a person in authority
Harassment resulting in discrimination, deprivation of opportunities, or hostile work conditions
Occurs in the office, work-related social functions, official travel, conferences, or through communication devices

Physical: unwanted touching, lewd advances, suggestive gestures or expressions
Verbal: demands for sexual favors, lewd remarks
Use of objects, pictures, letters creating hostile or offensive work/training environment

Officials or employees having authority or influence over others are liable regardless of gender
Liability extends to those who induce or cooperate in the act of harassment

Created at central and regional levels to receive complaints, investigate, and conduct hearings
Composed of appointed officials and employee representatives
Investigations follow Uniform Rules of Administrative Procedure
Committee meetings designed to increase awareness and expedite case resolution
Members involved in a case must inhibit themselves from deliberations

Complaints must be under oath and supported by affidavit
Anonymous complaints receive no action
Complaints transmitted to Committee within five days
Preliminary investigations with affidavits and clarificatory questions but no cross-examination
Investigation to be completed within ten days
Formal charges filed if prima facie case exists
Respondent given 72 hours to answer with supporting affidavits
Formal investigations to conclude within 30 days unless extended
No answer by respondent leads to formal investigation proceeding
Hearings scheduled with limited postponements; ex parte proceedings if respondent absent

Penalties based on gravity: light, less grave, and grave offenses
Light: reprimand, fine or suspension (up to 30 days)
Less grave: transfer, demotion, fine or suspension (up to 8 months)
Grave: transfer, demotion, fine (6 months salary), suspension up to one year or dismissal
Heads of office neglecting to act on complaints may be charged with neglect of duty

Grave offenses: sexual assault, malicious touching, harassment by superiors
Less grave offenses: unwanted touching (not malicious), requests for sexual favors tied to employment conditions, derogatory remarks, verbal abuse
Light offenses: smutty jokes, leering, voyeurism, display of offensive materials, unwelcome flirting, offensive gestures, persistent unwanted contact post-relationship
Classification aids in proper penalty imposition based on offense seriousness