The Civil Service Commission (CSC) directed government agencies to intensify the campaign against sexual harassment in the workplace in line with the celebration of the 18-Day Campaign to End Violence Against Women (VAW).
“We need to recognize that gender-based sexual harassment is real, and it is still happening not just on the streets but also in the workplace. Our duty as civil servants is to prioritize and intensify the implementation of laws, policies, and programs that make our workplaces a safe and secure environment for women to flourish and succeed,” CSC Chairperson Karlo Nograles said.
Citing international studies, Nograles said 22.8 percent of employees worldwide, including the Philippines, have experienced violence and harassment, with women slightly more likely than men.
He urged government agencies to speed up implementation of CSC Resolution No. 2100064 (Revised Administrative Disciplinary Rules on Sexual Harassment Cases), which amended provisions of the 2017 Rules on Administrative Cases in the Civil Service relating to sexual harassment committed by government officials and employees.
The amendment was intended to align CSC rules with the provisions of Republic Act No. 11313 or the Safe Spaces Act, also known as the "Bawal Bastos Law," and its implementing rules and regulations.
CSC Resolution No. 2100064 requires heads of agencies or other persons of authority, influence, or moral ascendancy to prevent any form of sexual harassment in the workplace and to take immediate action on complaints filed.
The heads of agencies are also asked to ensure that the law and rules are widely distributed to all employees and institute preventive measures against sexual harassment, such as anti-sexual harassment seminars and gender sensitivity trainings.
They should establish a Committee on Decorum and Investigation (CODI), an independent internal mechanism to address and investigate sexual harassment complaints.
The CODI will include at least one representative from management, supervisory staff, rank-and-file employees, and, if applicable, the respective union/s or employees association. It must be led by a woman, and at least half of its members must be women.
It has 10 days from the conclusion of the investigation to submit its findings and recommendations to the disciplinary authority for decision, avoiding potential delays in verifying the allegations in the complaint while maintaining confidentiality and following due process.
Furthermore, they must ensure the protection of a complainant from retaliation without causing her/him any disadvantage, diminution of benefits or displacement, and without compromising his/her security of tenure.
The administrative offense of sexual harassment may be classified as light, less grave, and grave.
A government official or employee found guilty of the administrative offense of sexual harassment may be meted out a penalty ranging from reprimand, suspension, and dismissal from the service, depending on the gravity of the acts committed.
Meanwhile, heads of agencies who fail to create a CODI or take action on complaints filed should be charged with neglect of duty.
“More than an HR issue, violence against women is also a public health problem as it impacts a woman’s attitudes and sense of self, affecting her welfare and productivity at home, at work, and even in the community. Our awareness and compassion will come a long way in the success of our mission to make our communities a safe space for all,” Nograles said.
The celebration of the Campaign to End VAW was held from Nov. 25 to Dec. 12