3. Anti-Sexual Harassment Flashcards
Is a form of unlawful sex discrimination which includes unwarranted verbal or physical behavior of a sexual nature that occurs in the workplace or in an educational setting under certain conditions.
Sexual harassment
is that which is explicitly or implicitly made as a condition for favorable decisions affecting one’s employment, gain or loss of tangible job benefits.
Sexual coercion
Creates an intimidating hostile, or offensive environment in the workplace.
sexual annoyance
Sexual harassment is always unsolicited and unreciprocated behavior. It is an unwanted and imposed sexual attention which may be reduce to types: ________ and ________
Sexual coercion and sexual annoyance
is a form of discrimination
sexual harassment
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes _______.
sexual harassment
In the Philippines, there is an enacted law against sexual coercion: ___________.
The Anti-Sexual Harassment Act of 1995 (RA 7877)
It defines sexual harassment as the sexual favor made as a condition in the hiring or in the employment, reemployment, or continued employment of said individual or in granting said individual favorable compensation, terms, conditions, promotions or privileges; or the refusal to grant sexual favor.
The Anti-Sexual Harassment Act of 1995 (RA 7877)
Sexual harassment is a sexual coercion, a condition for favorable decisions affecting one’s job. In a strict legal sense, sexual harassment could be committed by somebody having authority or moral ascendency over another - usually by a _____
male superior
Sexual harassment may be manifested in both _____ and ______ conduct.
verbal and physical
Consists of lewd comments or remarks offensive jokes or outright propositions.
Verbal harassment
May range from a naughty glance, leering, kissing and intentionally brushing up against a person to pinching, touching, and any sexual assaults.
Physical harassment
Covers all forms of gender based sexual harassment committed in public spaces educational or training institutions workplace, as well as online space
RA 11313 Safe Spaces Act or Bawal Bastos Law
Produces a good feeling so much so one wants the interaction to go on.
Compliment
Is so discomforting that one wants to stop immediately. Such conduct causes the victim to undergo embarrassment or humiliation and a sense of being violated, taken as an object and pushed into a corner.
Sexual harassment
is more on the behavior that is coercive, unsolicited and embarrassing on the part of the victim. It is not on the perpetrator’s good feeling but on the victim’s bad feeling.
Verbal sexual harassment
The Anti-Sexual Harassment Act of 1995 makes sure that accountability falls on both the _____ and _____.
harasser and employer
Sexual harassment in the Philippines is related to our _____
culture
_________ profoundly affect women who have to bear not only the psycho-emotional trauma of the experience but also those results that hit hard in the pocket.
Sexual coercion and annoyance
Loss of self-esteem, shatters women confidence, stress-related illnesses, nervousness, forgetfulness, sleeplessness.
Psycho-emotional stress
Sexual harassment is not only improper but also _____ and _____.
illegal and unethical
Sexual harassment violates several human rights:
(1) Right t be treated with respect
(2) Employee right to a good working environment
(3) Right to equal opportunity
(4) Right to job security
- Preventing Sexual harassment is a management’s legal and social responsibility and it makes good business sense to nip it in the bud. It is called _________.
vicarious liability
- Following the principle of ______, management should be the first to create a working climate where all employees learn to respect one another’s integrity (______), and to look seriously into the matter when it occurs (_____).
command responsibility, preventive; curative
True or False
1. Sexual harassment is always unsolicited and unreciprocated behavior. It is unwanted and imposed sexual attention which may be reduced to types: sexual coercion and sexual annoyance.
2. Such behavior is illegal if it interferes with a person’s work or school performance, or if acceptance of the harasser’s behavior is made a condition of employment or academic achievement.
3. Sexual harassment is not a form of discrimination.
4. The most important element is: When submission to or rejection of this conduct affects an individual’s employment, unreasonably interferes with an individual’s work performance or creates an intimidating, hostile or offensive work environment.
5. Sexual harassment is a sexual coercion, a condition for favorable decisions affecting one’s job.
6. Sexual harassment could be any other person who having authority, influence or moral ascendancy over another in a work or training or education environment, demands, requests, or other requires any sexual favor from the other.
7. Physical sexual harassment is more on the behavior that is coercive, unsolicited and embarrassing on the part of the victim.
8. The Magna Carta for Women (9710) make sure that accountability falls on both the harasser and the employer.
9. Employer will be held liable in solidarity for damages arising from the acts of sexual harassment if he fails to act after knowing the commission of offense.
10. Sexual harassment and annoyance profoundly affect women who have to bear not only the psycho-emotional trauma of the experience but also those results that hit hard in the pocket.
11. Sexual harassment creates a distracting work environment which may affect the competence and productivity of women.
12. Sexual harassment violates several human rights: right to be treated with respect, employee right to a good working environment, the right to equal opportunity and the right to job security.
1-2. T
3. F
4-6. T
7-8. F
9. T
10. F
11-12. T
