As the country observes
the 18-Day Campaign to End Violence Against Women and Children (VAWC) from
November 25 to December 12, the Civil Service Commission (CSC) called for the
strengthening of the Committee on Decorum and Investigation (CODI) in every government
agency to protect civil servants against work-related sexual harassment.
CSC Chairperson Francisco T. Duque III said that an active CODI will bring swift justice to victims as well as deter offenders. “We must assure government workers who are or may have been victims of sexual harassment that they can turn to the law for recourse.”
Duque stressed that sexual harassment and other forms of violence in the public sector affect the morale and productivity of victim-employees and, thus, are a deterrent to the effective and timely delivery of government services.
From 1994 to 2014, there have been 159 sexual harassment cases filed with CSC, where 69% or 110 have been resolved. Of the resolved cases, 66% or 73 were decided in favor of the complainant—55 resulted to the guilty party’s dismissal while 16 led to suspension.
Republic Act No. 7877, otherwise known as the Anti-Sexual Harassment Act of 1995, mandates the creation of a CODI in all work, educational, or training institutions. The committee shall be tasked to increase understanding and prevent incidents of sexual harassment, as well as conduct investigation of alleged cases.
Duque said that state workers found guilty of sexual harassment may face dismissal from government service, which includes accessory penalties of cancellation of eligibility, forfeiture of retirement benefits, perpetual disqualification from holding public office, and bar from taking civil service examinations, without prejudice to criminal and civil liability.
In 2001, the CSC issued the Administrative Disciplinary Rules on Sexual Harassment or Resolution No. 01-0940 that directed all national and local agencies, state universities and colleges, and government-owned or controlled corporations with original charter to create a CODI that will receive and investigate complaints of sexual harassment, make recommendations to the disciplining authority, and lead efforts to protect employees from sexual harassment.
In a work-related environment, the Committee shall be composed of at least one representative each from the management, the accredited union (if any), the second level employees, and the first level employees, duly selected by the unit concerned.
In an educational or training institution, at least one representative each from the administration, the faculty, and the student body, duly selected by the level concerned, should make up the CODI.
The said Resolution defines sexual harassment as “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 of the person complained of.”
The act may come in the form of malicious touching, overt sexual advances and gestures with lewd insinuation (physical); requests or demands for sexual favors and lurid remarks (verbal); and use of objects, pictures or graphics, letters or writing notes with sexual underpinnings.
The CSC enjoins all government agencies to observe the 18-Day Campaign to End VAWC from November 25 to December 12, 2014. With the theme “End VAW Now! It’s Our Duty”, the CSC remains committed to its responsibilities as duty-bearer in molding a gender responsive government. “As we change the landscape of Philippine HR by moving from transactional to strategic HR, we also continue to make the workplace gender sensitive and gender responsive” Duque says. “Let’s end VAW not only in the workplace but everywhere. We must turn our words into action.” (CSC)
CSC Chairperson Francisco T. Duque III said that an active CODI will bring swift justice to victims as well as deter offenders. “We must assure government workers who are or may have been victims of sexual harassment that they can turn to the law for recourse.”
Duque stressed that sexual harassment and other forms of violence in the public sector affect the morale and productivity of victim-employees and, thus, are a deterrent to the effective and timely delivery of government services.
From 1994 to 2014, there have been 159 sexual harassment cases filed with CSC, where 69% or 110 have been resolved. Of the resolved cases, 66% or 73 were decided in favor of the complainant—55 resulted to the guilty party’s dismissal while 16 led to suspension.
Republic Act No. 7877, otherwise known as the Anti-Sexual Harassment Act of 1995, mandates the creation of a CODI in all work, educational, or training institutions. The committee shall be tasked to increase understanding and prevent incidents of sexual harassment, as well as conduct investigation of alleged cases.
Duque said that state workers found guilty of sexual harassment may face dismissal from government service, which includes accessory penalties of cancellation of eligibility, forfeiture of retirement benefits, perpetual disqualification from holding public office, and bar from taking civil service examinations, without prejudice to criminal and civil liability.
In 2001, the CSC issued the Administrative Disciplinary Rules on Sexual Harassment or Resolution No. 01-0940 that directed all national and local agencies, state universities and colleges, and government-owned or controlled corporations with original charter to create a CODI that will receive and investigate complaints of sexual harassment, make recommendations to the disciplining authority, and lead efforts to protect employees from sexual harassment.
In a work-related environment, the Committee shall be composed of at least one representative each from the management, the accredited union (if any), the second level employees, and the first level employees, duly selected by the unit concerned.
In an educational or training institution, at least one representative each from the administration, the faculty, and the student body, duly selected by the level concerned, should make up the CODI.
The said Resolution defines sexual harassment as “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 of the person complained of.”
The act may come in the form of malicious touching, overt sexual advances and gestures with lewd insinuation (physical); requests or demands for sexual favors and lurid remarks (verbal); and use of objects, pictures or graphics, letters or writing notes with sexual underpinnings.
The CSC enjoins all government agencies to observe the 18-Day Campaign to End VAWC from November 25 to December 12, 2014. With the theme “End VAW Now! It’s Our Duty”, the CSC remains committed to its responsibilities as duty-bearer in molding a gender responsive government. “As we change the landscape of Philippine HR by moving from transactional to strategic HR, we also continue to make the workplace gender sensitive and gender responsive” Duque says. “Let’s end VAW not only in the workplace but everywhere. We must turn our words into action.” (CSC)
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