Coverage
- Applies to all government officials and employees, including career, non-career, permanent, temporary, government-owned or controlled corporations, and state colleges/universities.
- Includes applicants for employment once their application is received.
- Employers must support employees harassed by clients.
- The policy does not restrict social interactions and does not limit the right to seek judicial redress.
Definition of Sexual Harassment
- Sexual harassment includes unwelcome sexual advances, requests for sexual favors, or other sexual conduct that:
- Causes insecurity, discomfort, offense, or humiliation.
- Is made a condition for employment or benefits.
- Influences employment decisions like promotions or salary.
- Interferes with work performance or creates a hostile work environment.
- Employment-related sexual harassment refers to conduct occurring in the working environment or related activities (office, social functions, work travel, training, etc.).
Responsibilities of Heads of Agencies
- Inform employees of the policy and their rights.
- Investigate all formal complaints promptly and impose disciplinary action if harassment is substantiated.
- Provide support and assistance to victims regardless of agency affiliation.
- Appoint and train advisors for policy implementation.
- Designate an officer responsible for handling sexual harassment complaints.
- Maintain confidentiality throughout proceedings to protect all parties involved.
- Keep records as required by the policy.
Procedures in Disposition of Sexual Harassment Cases
- Sexual harassment complaints shall be processed and resolved in accordance with existing administrative rules and procedures.
Effectivity and Implementation
- The policy takes effect fifteen days after publication in a newspaper of general circulation.
- Government agencies are enjoined to adopt and implement the policy promptly upon effectivity.