SEXUAL HARASSMENT?

It is an act or a series of acts involving

any unwelcome sexual advance, request or
demand for a sexual favor, or other verbal or
physical behavior of a sexual nature,
committed by a government employee or
official in a work-related, training- or
education- related environment.
WHAT IS THE POLICY
OF THE STATE ON SEXUAL HARASSMENT?

Sexual harassment, which has been

declared unlawful in the workplace, training
and education environments, will not be
tolerated as it violates the dignity and human
rights of a person.
WHAT IS THE PRESENT LAW
ON SEXUAL HARASSMENT?

R.A. 7877, an “Act Declaring Sexual

Harassment Unlawful in the Employment,
Education or Training Environment, and for
other purposes” was approved on February
14, 1995 and became effective on March 5,
1995, fifteen (15) days after its publication in
the Malaya and Times Journal on February
18, 1995. It is known as “The Anti-Sexual
Harassment Act of 1995.”
WHAT IS CIVIL SERVICE COMMISSION (CSC)
RESOLUTION NO. 01-0940?

It is known as the Administrative

Disciplinary Rules on Sexual Harassment
Cases.
WHERE CAN SEXUAL HARASSMENT BE COMMITTED
UNDER THE PROVISIONS OF CSC
RESOLUTION NO. 01-0940?
It is known as the Administrative Disciplinary
Rules on Sexual Harassment Cases.
Sexual harassment may take place:
1. in the premises of the workplace or office or
of the school or training institution;
2. in any place where the parties were found,
as a result of work or education or training
responsibilities or relations;
3. at work or education- or training-related
social functions;
WHERE CAN SEXUAL HARASSMENT BE COMMITTED
UNDER THE PROVISIONS OF CSC
RESOLUTION NO. 01-0940?
It is known as the Administrative Disciplinary
Rules on Sexual Harassment Cases.
Sexual harassment may take place:
4. while on official business outside the office
or school or training institution or during
work or school or training-related travel;
5. at official conferences, fora, symposia or
training sessions; or
6. by telephone, cellular phone, fax machine or
electronic mail.
WHEN IS SEXUAL HARASSMENT COMMITTED
IN THE EMPLOYMENT OR WORK-RELATED
ENVIRONMENT?
Work-related sexual harassment is
committed when:
1. The submission to or rejection of the act or
series of acts is used as basis for any
employment decision (including but not
limited to, matters related to hiring,
promotion, raises in salary, job security,
benefits and any other personnel action)
affecting the applicant/employee; or
WHEN IS SEXUAL HARASSMENT COMMITTED
IN THE EMPLOYMENT OR WORK-RELATED
ENVIRONMENT?
Work-related sexual harassment is
committed when:
2. The act or series of acts have the purpose
or effect of interfering with the complainant’s
work performance, or creating an
intimidating, hostile or offensive work
environment; or
WHEN IS SEXUAL HARASSMENT COMMITTED
IN THE EMPLOYMENT OR WORK-RELATED
ENVIRONMENT?
Work-related sexual harassment is
committed when:
3. the act or series of acts might reasonably be
expected to cause discrimination, insecurity,
discomfort, offense or humiliation to a
complainant who may be a co-employee,
applicant, customer, or ward of the person
complained of.
WHEN IS SEXUAL HARASSMENT COMMITTED IN AN
EDUCATION OR TRAINING ENVIRONMENT?

Education or training related sexual harassment

is committed when:
1. the submission to or rejection of the act or
series of acts is used as a basis for any
decision affecting the complainant,
2. the act or series of acts have the purpose or
effect of interfering with the performance, or
creating an intimidating, hostile or offensive
academic environment of the complainant;
or
WHEN IS SEXUAL HARASSMENT COMMITTED IN AN
EDUCATION OR TRAINING ENVIRONMENT?

Education or training related sexual harassment

is committed when:
3. the act or series of acts might reasonably be
expected to cause discrimination, insecurity,
discomfort, offense or humiliation to a
complainant who may be a trainee,
apprentice, intern, tutee or ward of the
person complained of.
WHEN IS A GOVERNMENT OFFICIAL/EMPLOYEE LIABLE
FOR SEXUAL HARASSMENT?

A government official or employee, regardless of

sex, is liable for sexual harassment when he/she:
1. Directly participates in the execution of any
act of sexual harassment as defined by the
Administrative Disciplinary Rules on Sexual
Harassment Cases;
2. Induces or directs another or others to
commit sexual harassment as defined by
these Rules;
WHEN IS A GOVERNMENT OFFICIAL/EMPLOYEE LIABLE
FOR SEXUAL HARASSMENT?

A government official or employee, regardless of

sex, is liable for sexual harassment when he/she:
3. Cooperates in the commission of sexual
harassment by another through an act
without which the sexual harassment would
not have been accomplished; or
4. Cooperates in the commission of sexual
harassment by another through previous or
simultaneous acts.
WHAT ARE THE FORMS OF SEXUAL HARASSMENT?

1. Physical
a. Malicious touching
b. Overt sexual advances
c. Gestures with lewd insinuation
2. Verbal, such as but not limited to, requests or
demands for sexual favors, and lurid remarks
3. Use of objects, pictures or graphics, letters or
written notes with sexual underpinnings
4. Other forms analogous to the foregoing.
WHAT ARE THE FUNCTIONS OF THE COMMITTEE ON
DECORUM AND INVESTIGATION (CODI)
IN SEXUAL HARASSMENT CASES?
The CODI shall:
1. Receive complaints of sexual harassment;
2. Investigate sexual harassment complaints in
accordance with the prescribed procedure;
3. Submit a report of its findings with the
corresponding recommendation to the
disciplining authority for decision; and
4. Lead in the conduct of discussions about
sexual harassment within the agency or
institution to increase understanding and
prevent incidents of sexual harassment.
WHAT IS THE COMPOSITION OF THE CODI?

At least one (1) representative each from:

1. In a work-related environment:
i. the management
ii. the accredited union (if any)
iii. the first level employees iv. the second
level employees
WHAT IS THE COMPOSITION OF THE CODI?

At least one (1) representative each from:

2. In an educational/training institution:
i. the administrator
ii. the trainers, teachers, instructors,
professors or coaches
iii. the students or trainees

The term of office of the members of the CODI

shall not be more than two (2) years.
AT THE PRE-FILING STAGE,
WHAT ASSISTANCE CAN THE AGENCY PROVIDE
TO AN ALLEGED VICTIM OF SEXUAL HARASSMENT?
The agency may adopt mechanism to provide
assistance to an alleged victim of sexual harassment
which may include:
1. counseling;
2. referral to an agency offering professional
help; and
3. advice or options available before the filing of
the complaint.
WHAT ARE THE STANDARD PROCEDURAL
REQUIREMENTS IN HANDLING A
SEXUAL HARASSMENT CASE?
1. When can a complaint for sexual harassment
be filed?
Anytime
2. With whom can a complaint file a complaint for
sexual harassment be filed?
With the disciplining authority of the office/
agency; or with the Committee on Decorum and
Investigation. Upon receipt of the complaint, the
disciplining authority of the office/agency shall
transmit the same to the CODI, if there is any.
WHAT ARE THE STANDARD PROCEDURAL
REQUIREMENTS IN HANDLING A
SEXUAL HARASSMENT CASE?
1. When can a complaint for sexual harassment
be filed?
Anytime
2. With whom can a complaint file a complaint for
sexual harassment be filed?
In the absence of a CODI, the head of
office/agency shall cause the creation of a CODI in
accordance with the law and rules and transmit the
complaint to said Committee.
WHAT ARE THE STANDARD PROCEDURAL
REQUIREMENTS IN HANDLING A
SEXUAL HARASSMENT CASE?
3. What are the requirements for a complaint?

It must be in writing, signed and sworn to by the

complainant, and contains the following:

Full name and address of the complainant;

Full name, address, and position of the

respondent;
WHAT ARE THE STANDARD PROCEDURAL
REQUIREMENTS IN HANDLING A
SEXUAL HARASSMENT CASE?
3. What are the requirements for a complaint?

A brief statement of the relevant facts;

Residence, in support of the complaint, if any; and

A certification of non-forum shopping.

*In the absence of any one of the aforementioned

requirements, the complaint shall be dismissed
without prejudice to its refilling.
WHAT ARE THE STANDARD PROCEDURAL
REQUIREMENTS IN HANDLING A
SEXUAL HARASSMENT CASE?
4. Are complaints sent thru telegram,
radiogram, electronic mail or similar
means considered as filed?

Yes, if the requirements provided in Section

12 (b) of Resolution No. 01-0940 are complied
with. In the absence of the said requirements, the
complaint is considered non-filed. Complainant
has to be notified to comply within ten (10) days
from receipt of the notice for compliance.
WHAT ARE THE STANDARD PROCEDURAL
REQUIREMENTS IN HANDLING A
SEXUAL HARASSMENT CASE?
5. Shall the withdrawal of the complaint at any
stage of the proceedings preclude the CODI
from proceeding with the investigation?

When there is obvious truth or merit to the

allegations in the complaint or where there is
documentary or direct evidence that can prove
the guilt of the person complained of, the CODI
can proceed with the investigation.
WHAT WILL BE THE ACTION OF THE CODI
ON THE COMPLAINT?

1. Counter-Affidavit/Comment of Person
Complained of

Upon receipt of a complaint that is sufficient

in form and substance, the CODI shall require the
person complained of to submit a Counter-
Affidavit/Comment under oath within three (3)
days from receipt of the notice, furnishing a copy
to the complainant; otherwise, the Counter-
Affidavit/ Comment shall be considered as not
filed.
WHAT WILL BE THE ACTION OF THE CODI
ON THE COMPLAINT?

2. Preliminary Investigation
The CODI shall conduct a preliminary
investigation which shall involve the ex parte
examination of documents submitted by the
complainant and the person complained of, as
well as documents readily available from other
government offices.
During the preliminary investigation, the
parties may submit affidavits and counter-
affidavits.
WHAT WILL BE THE ACTION OF THE CODI
ON THE COMPLAINT?

3. Formal Charge
Upon receipt of the counter-
affidavit/comment under oath, the Committee on
Decorum and Investigation may now recommend
whether a prima facie case exists to warrant the
issuance of a formal charge.

Strict confidentiality of the proceedings

during preliminary investigation by the CODI shall
be exercised.
WHAT SHALL BE THE DURATION OF THE
PRELIMINARY INVESTIGATION?

 The preliminary investigation shall commence

not later than five (5) days from receipt of the
complaint by the CODI. It shall be terminated
within fifteen (15) working days thereafter.
WHEN WILL THE CODI SUBMIT ITS INVESTIGATION
REPORT ON THE PRELIMINARY INVESTIGATION?

 The CODI shall submit the Investigation Report

and the complete records of the case to the
disciplining authority within five (5) working
days from the termination of the preliminary
investigation.
WHAT WILL BE THE ACTION OF THE DISCIPLINING
AUTHORITY AFTER PRELIMINARY INVESTIGATION?

 Within three (3) working days from receipt of

the investigation report, the disciplining
authority shall issue a formal charge if a prima
facie case is established during the
investigation.

 If a prima facie case is not established during

the investigation, the complaint shall be
dismissed within three (3) working days from
receipt of the investigation report.
WHAT ARE THE CONTENTS OF THE FORMAL CHARGE?

1. A specification of the charge/s;

2. A brief statement of material or relevant facts;

3. Certified true copies of the documentary

evidence, if any;

4. Sworn statement covering the testimony of

witness/es;
WHAT ARE THE CONTENTS OF THE FORMAL CHARGE?

5. A directive to answer the charge/s in writing

under oath in not less than seventy-two (72)
hours from receipt thereof;

6. An advice for the respondent to indicate in

his/her answer whether or not he/she elects a
formal investigation of the charges; and

7. A notice that he/she is entitled to be assisted by

a counsel of his/her choice.
CAN THE RESPONDENT SUBMIT
ADDITIONAL EVIDENCE/S AFTER
THE PRELIMINARY INVESTIGATION?
 Yes, even if he has already submitted his/her
comment/s and counter affidavits during the
preliminary investigation.
WHAT WILL BE THE CONTENT OF THE ANSWER
OF THE RESPONDENT?

 The answer, which must be in writing and under

oath, shall be specific and shall contain material
facts and applicable laws, if any, including
documentary evidence/s, sworn statements
covering testimonies of witnesses, if any, in
support of respondent's case.
 It shall also include a statement indicating
whether he/she elects a formal investigation.
The answer must be filed within seventy-two
(72) hours from receipt thereof.
WHAT WILL BE THE EFFECT IF RESPONDENT FAILS OR
REFUSES TO ANSWER WITHIN THE
72 HOURS REQUIREMENT?
 It shall be considered a waiver of respondent’s
right to answer and a formal investigation may
commence.
WHEN CAN PREVENTIVE SUSPENSION BE APPLIED?

 Preventive suspension can be applied upon

petition of the complainant or motu propio upon
the recommendation of the CODI after the
service of the Formal Charge to the respondent.
WHEN CAN PREVENTIVE SUSPENSION BE APPLIED?

 Preventive suspension can be applied upon

petition of the complainant or motu propio upon
the recommendation of the CODI after the
service of the Formal Charge to the respondent.

 The proper disciplining authority may order the

preventive suspension during the formal
investigation, if there are reasons to believe that
the person complained of is probably guilty of
the charges which would warrant his/her
removal from the service.
WHAT IS THE PURPOSE OF THE PREVENTIVE
SUSPENSION?
 An order of preventive suspension may be
issued to temporarily remove the respondent
from the scene of his/her malfeasance or
misfeasance and to preclude the possibility of
his/her exerting undue influence or pressure on
the witnesses against his/her tampering of
documentary evidence on file with this Office.
HOW LONG IS THE PERIOD OF PREVENTIVE
SUSPENSION?
 Preventive suspension for an administrative
case shall not be more than ninety (90) days
unless otherwise provided by a special law.
 WHAT REMEDIES FROM THE PREVENTIVE SUSPENSION
CAN BE AVAILED OF BY THE RESPONDENT?
 Within fifteen (15) days from receipt of order,
respondent may:
1. file a motion for reconsideration with the
disciplining authority; or
2. elevate the same to the Civil Service
Commission by way of an appeal.
WHEN CAN A FORMAL INVESTIGATION BE
CONDUCTED? BY WHOM?
 If the CODI deems that a formal investigation is
necessary to decide the case judiciously, it shall
conduct an investigation not earlier than five (5)
days nor later than ten (10) days from receipt of
the respondent’s answer.

 It shall be finished within thirty (30) days from the

issuance of the formal charge or the receipt of the
answer unless the disciplining authority extends
the period.
WHAT IS THE PRE-HEARING CONFERENCE?

 The pre-hearing conference may be conducted by

the CODI at the commencement of the formal
investigation to agree on matter/s that would
expedite the hearing.

 The hearing proper and the order of presentation

of evidence/s is governed by Sections 26 to 35 of
the Administrative Disciplinary Rules on Sexual
Harassment Cases of the CSC.
WHEN IS THE FORMAL INVESTIGATION REPORT
SUBMITTED? TO WHOM?
 Within fifteen (15) days after the conclusion of the
formal investigation, a report containing a narration
of the material facts established during the
investigation, the findings and the evidence
supporting said findings, as well as the
recommendations, shall be submitted by the CODI
to the disciplining authority together with the
complete records of the case.

 Within thirty (30) days from receipt of the

investigation report, the disciplining authority shall
render his/her decision on the case.
 WHEN IS A DECISION ON A SEXUAL HARASSMENT CASE
BY THE DISCIPLINING AUTHORITY FINAL
AND EXECUTORY?
 The decision of the disciplining authority is final
and executory when the penalty of suspension is
not more than thirty (30) days or a fine of not more
than the equivalent of thirty (30) days salary is
imposed.
WHEN IS A PENALTY OF SUSPENSION APPEALABLE TO
THE CIVIL SERVICE COMMISSION?
 A penalty of suspension exceeding thirty (30) days
or a fine exceeding the equivalent of thirty (30)
days salary of the respondent shall be appealable
to the ommission after the lapse of the
reglamentary period for filing a motion for
reconsideration or an appeal and no such pleading
has been filed.
 WHAT ARE THE REMEDIES AFTER A DECISION?

1. Motion for reconsideration by the adversed party

2. Appeal to the Civil Service Commission if penalty

imposed exceeds thirty (30) days suspension or
fine exceeding the equivalent of thirty (30) days
salary. The appeal may be initially appealed to the
department head (for decisions rendered by the
bureau or office head that are appealable to the
CSC)
 WHAT ARE THE REMEDIES AFTER A DECISION?

3. Petition for review with the CSC by a complainant

for a decision of a disciplining authority dismissing
a complaint for lack of prima facie case

4. Petition for review with the Court of Appeals on a

decision made by the CSC

5. Petition for certiorari in the proper court by the

aggrieved party
WHEN CAN A MOTION FOR RECONSIDERATION BE
FILED BY THE ADVERSED PARTY?
 The party adversely affected by the decision may
file a motion for reconsideration with the
disciplining authority who rendered the decision
within fifteen (15) days from receipt thereof.

 Such is deemed filed on the date stamped on the

official copy by the proper receiving authority, and
if sent by mail, on the date shown by the postmark
on the envelope, which shall be attached to the
records of the case.
WHEN CAN A MOTION FOR RECONSIDERATION BE
FILED BY THE ADVERSED PARTY?
 The filing of the motion for reconsideration within
the reglamentary period shall stay the execution of
the decision sought to be reconsidered.
 WHAT CAN BE THE BASIS FOR A MOTION FOR
RECONSIDERATION?
1. New evidence has been discovered which
materially affects the decision rendered; or

2. The decision is not supported by the evidence on

record; or

3. Errors of law or irregularities have been committed

prejudicial to the interest of the movant.
CAN THERE BE MORE THAN ONE MOTION FOR
RECONSIDERATION?
 No, only one motion for reconsideration shall be
entertained.
 WHEN CAN AN APPEAL FOR DECISIONS OF HEADS
OF DEPARTMENTS, PROVINCES, CITIES,
MUNICIPALITIES AND OTHER INSTRUMENTALITIES
BE APPEALED TO THE CSC?
 For a decision where the penalty imposed is more
than thirty (30) days suspension or a fine
exceeding the equivalent of thirty (30) days salary,
it may be appealed to the CSC within a period of
fifteen (15) days from receipt thereof.
 WHEN CAN AN APPEAL FOR DECISIONS OF HEADS
OF DEPARTMENTS, PROVINCES, CITIES,
MUNICIPALITIES AND OTHER INSTRUMENTALITIES
BE APPEALED TO THE CSC?
 A notice of appeal, including the appeal
memorandum, shall be filed with the appellate
authority with a copy furnished to the disciplining
office.
 The latter shall submit the records of the case,
which shall be automatically and chronologically
arranged, paged and securely bound to prevent
loss with its comment within fifteen (15) days, to
the appellate authority.
WHEN IS THE APPEAL DEEMED FILED? HOW MUCH IS
THE APPEAL FEE?

 An appeal sent by mail shall be deemed filed on

the date shown by the postmark on the envelope,
which shall be attached to the records of the case
and in case of personal delivery, the date stamped
thereon by the proper office.

 The appellant shall pay an appeal fee of three

hundred pesos (P300.00) and a copy of the receipt
shall be attached to the appeal.
 WHEN IS AN APPEAL PERFECTED?
The appeal is perfected when the appellant shall have
submitted within fifteen (15) days from receipt of the
decision the following:
1. Notice of appeal which shall specifically state the date of the
decision appealed from and the date of receipt thereof;

2. Three copies of appeal memorandum containing the

grounds relied upon for the appeal, together with the
certified true copy of the decision, resolution or order
appealed from, and certified copies of the document or
evidence;
 WHEN IS AN APPEAL PERFECTED?
The appeal is perfected when the appellant shall have
submitted within fifteen (15) days from receipt of the
decision the following:
3. Proof of service of a copy of the appeal memorandum to the
disciplining office;

4. Proof of payment of the appeal fee; and

5. A statement or certification of non-forum shopping

WHAT IS THE EFFECT OF FAILURE TO COMPLY WITH THE
ABOVE REQUIREMENTS WITHIN THE
REGLAMENTARY PERIOD?

 It shall be construed as failure to perfect an appeal

and shall cause its dismissal.
WILL AN APPEAL FILED STOP THE DECISION
FROM BEING EXECUTORY?

 The appeal shall not stop the decision from being

executory.

 In case the penalty is suspension or removal, the

respondent shall be considered as having been
under preventive suspension during the period of
the appeal, in the event he wins the appeal.
 WHAT IS THE CLASSIFICATION OF ACTS OF SEXUAL
HARASSMENT?

Sexual Harassment is classified as:

1. Grave Offenses
a. unwanted touching of private parts of the body
(genitalia, buttocks, and breast);
b. sexual assault;
c. malicious touching;
 WHAT IS THE CLASSIFICATION OF ACTS OF SEXUAL
HARASSMENT?

Sexual Harassment is classified as:

1. Grave Offenses
d.requesting for sexual favor in exchange for
employment, promotion, local or foreign travels,
favorable working conditions or assignments, a
passing grade, the granting of honors or
scholarship, or the grant of benefits or payment of
a stipend or allowance; and
e. other analogous cases.
 WHAT IS THE CLASSIFICATION OF ACTS OF SEXUAL
HARASSMENT?

Sexual Harassment is classified as:

2. Less Grave Offenses
a. unwanted touching or brushing against a victim’s
body;
b. pinching not falling under grave offenses;

c. derogatory or degrading remarks or innuendoes

directed toward the members of one sex or one’s
sexual orientation or used to describe a person;
 WHAT IS THE CLASSIFICATION OF ACTS OF SEXUAL
HARASSMENT?

Sexual Harassment is classified as:

2. Less Grave Offenses
d. verbal abuse or threats with sexual overtones; and
e. other analogous cases.
 WHAT IS THE CLASSIFICATION OF ACTS OF SEXUAL
HARASSMENT?

Sexual Harassment is classified as:

3. Light Offenses
 surreptitiously looking or stealing a look at a
person’s private part or worn undergarments;
 b. telling sexist/smutty jokes or sending these
through text, electronic mail or other similar means,
causing embarrassment or offense and carried out
after the offender has been advised that they are
offensive or embarrassing or, even without such
advise, when they are by their nature clearly
embarrassing, offensive or vulgar;
 WHAT IS THE CLASSIFICATION OF ACTS OF SEXUAL
HARASSMENT?

Sexual Harassment is classified as:

3. Light Offenses
d. the display of sexually offensive pictures, materials
or graffiti;
e. unwelcome inquiries or comments about a
person’s sex life;
f. unwelcome sexual flirtation, advances,
propositions;
g. making offensive hand or body gestures at an
employee;
 WHAT IS THE CLASSIFICATION OF ACTS OF SEXUAL
HARASSMENT?

Sexual Harassment is classified as:

3. Light Offenses
h. persistent unwanted attention with sexual
overtones;
i. unwelcome phone calls with sexual overtones
causing discomfort, embarrassment, offense or
insult to the receiver; and
j. other analogous cases.
The head of the agency who fails to act on the complaint
within fifteen (15) days from receipt of any complaint for
sexual harassment properly filed against any employee in
that office shall be charged with neglect of duty.
 WHAT ARE THE PENALTIES FOR OFFENSES OF SEXUAL
HARASSMENT?

Sexual Harassment is classified as:

3. Light Offenses
The head of the agency who fails to act on the complaint
within fifteen (15) days from receipt of any complaint for
sexual harassment properly filed against any employee in
that office shall be charged with neglect of duty.

Any person found guilty of sexual harassment shall, after the

investigation, be meted the penalty corresponding to the
gravity of the offense.
 WHAT IS THE CLASSIFICATION OF ACTS OF SEXUAL
HARASSMENT?

1. Grave offenses - Dismissal

2. Less grave offenses
1 st offense - Fine or suspension for thirty (30)
days but not exceeding six (6) months
2 nd offense - Dismissal
3. Light offenses
1 st offense - Reprimand
2 nd offense - Fine or suspension not exceeding thirty
(30) days
3 rd offense - Dismissal
WHAT PENALTY SHALL BE APPLIED IF THE
RESPONDENT IS FOUND GUILTY OF TWO (2)
OR MORE CHARGES OR COUNTS?

The penalty to be imposed shall be that

corresponding to the most serious charges or
count and the rest shall be considered as
aggravating circumstances.
 WHAT ARE THE DUTIES OF THE AGENCIES OF THE
GOVERNMENT ACCORDING TO THE CIVIL SERVICE
COMMISSION (CSC) ADMINISTRATIVE DISCIPLINARY
RULES ON SEXUAL HARASSMENT CASES?

All national and local government agencies, state

colleges and universities, including government-
owned or controlled corporations with original
charter, shall promulgate or modify their own rules
and regulations in conformity with these Rules, in
consultation with their employees, within six (6)
months from the effectivity of this Resolution.
 WHAT ARE THE DUTIES OF THE AGENCIES OF THE
GOVERNMENT ACCORDING TO THE CIVIL SERVICE
COMMISSION (CSC) ADMINISTRATIVE DISCIPLINARY
RULES ON SEXUAL HARASSMENT CASES?

All agencies of the government shall submit an

authenticated copy of their rules and regulations
on sexual harassment to the Commission for
approval within one (1) month from the date of their
promulgation. It shall likewise submit to the
Commission a list of the members of their
Committee on Decorum and Investigation
immediately after its composition.
 WHAT ARE THE DUTIES OF THE AGENCIES OF THE
GOVERNMENT ACCORDING TO THE CIVIL SERVICE
COMMISSION (CSC) ADMINISTRATIVE DISCIPLINARY
RULES ON SEXUAL HARASSMENT CASES?

All agencies of the government shall develop an

education and training program for their officials
and employees and the members of their
Committee on Decorum and Investigation to
increase understanding about sexual harassment,
prevent its occurrence, and ensure proper
investigation, prosecution and resolution of sexual
harassment cases.
 WHAT ARE THE DUTIES OF THE AGENCIES OF THE
GOVERNMENT ACCORDING TO THE CIVIL SERVICE
COMMISSION (CSC) ADMINISTRATIVE DISCIPLINARY
RULES ON SEXUAL HARASSMENT CASES?

The head of office who, after six (6) months from the
affectivity of this resolution, fails to cause the
promulgation or modification of the agency’s rules
and regulations on sexual harassment in
conformity with these rules, shall be charged with
neglect of duty.
 WHAT SHALL APPLY TO A CASE OF SEXUAL
HARASSMENT WHEN THE AGENCY IS STILL IN THE
PROCESS OF PROMULGATING OR MODIFYING ITS OWN
RULES AND REGULATIONS?

During the period when the agency is still in the

process of promulgating or modifying its own rules
and regulations on sexual harassment, a complaint
alleging acts constituting sexual harassment shall
be administratively prosecuted, resolved and
adjudicated based on these Rules.