Podcast
Questions and Answers
What constitutes work-related sexual harassment under RA 7877?
What constitutes work-related sexual harassment under RA 7877?
- Ignoring unwanted sexual advances
- Informally suggesting sexual relations during breaks
- Making sexual favors a condition of employment (correct)
- Offering promotions in exchange for sexual favors
Which scenario best illustrates quid pro quo sexual harassment?
Which scenario best illustrates quid pro quo sexual harassment?
- A coworker shares explicit jokes at work
- A teacher flirts with a student
- An employee receives a warning for inappropriate behavior
- A manager promises a raise for a sexual favor (correct)
What is one condition for education-related sexual harassment?
What is one condition for education-related sexual harassment?
- The student feels threatened by the offender (correct)
- The education system is dysfunctional
- The favor is not demanded openly
- The offender is unrelated to the student
In what situation could work-related sexual harassment occur?
In what situation could work-related sexual harassment occur?
Which of these would NOT constitute a hostile work environment?
Which of these would NOT constitute a hostile work environment?
What does the term 'moral ascendancy' imply in the context of sexual harassment?
What does the term 'moral ascendancy' imply in the context of sexual harassment?
Which of the following does NOT represent a type of training-related sexual harassment?
Which of the following does NOT represent a type of training-related sexual harassment?
What is one potential outcome of work-related sexual harassment?
What is one potential outcome of work-related sexual harassment?
What is the responsibility of the employer or head of office concerning sexual harassment in the workplace?
What is the responsibility of the employer or head of office concerning sexual harassment in the workplace?
What must an employer do if they are informed of sexual harassment acts?
What must an employer do if they are informed of sexual harassment acts?
What is the function of the Committee on Decorum and Investigation (CODI)?
What is the function of the Committee on Decorum and Investigation (CODI)?
What can an offended party do if the employer fails to act on their report of sexual harassment?
What can an offended party do if the employer fails to act on their report of sexual harassment?
What is the range of penalties for violators of the sexual harassment laws?
What is the range of penalties for violators of the sexual harassment laws?
Under what condition is the employer liable for damages due to sexual harassment?
Under what condition is the employer liable for damages due to sexual harassment?
How should rules and regulations regarding sexual harassment be developed?
How should rules and regulations regarding sexual harassment be developed?
What is NOT required from the employer regarding the handling of sexual harassment cases?
What is NOT required from the employer regarding the handling of sexual harassment cases?
What constitutes employment discrimination?
What constitutes employment discrimination?
What are protected classifications under EEO laws?
What are protected classifications under EEO laws?
What is intentional discrimination also known as?
What is intentional discrimination also known as?
How does affirmative action differ from Equal Employment Opportunity?
How does affirmative action differ from Equal Employment Opportunity?
What is the purpose of RA No. 7277?
What is the purpose of RA No. 7277?
Which section of RA No. 7277 pertains to equal opportunity for employment?
Which section of RA No. 7277 pertains to equal opportunity for employment?
What type of discrimination does unintentional discrimination refer to?
What type of discrimination does unintentional discrimination refer to?
What is a key goal of Equal Employment Opportunity legislation?
What is a key goal of Equal Employment Opportunity legislation?
Study Notes
Equal Employment Opportunity (EEO) and Employment Discrimination
- Employment discrimination refers to unfair treatment of individuals based on age, race, gender, and religious beliefs.
- Protected classifications include individuals safeguarded against discrimination due to age, gender, race, ethnicity, and disabilities.
- Protected groups are specific sub-categories within each protected classification.
Court Definitions of Discrimination
- Intentional discrimination (disparate treatment) occurs when an employer purposely treats an individual differently based on specific criteria.
- Unintentional discrimination (disparate impact) arises from policies that inadvertently disadvantage individuals from protected groups.
EEO vs. Affirmative Action
- EEO ensures equal employment opportunities based on qualifications, regardless of personal attributes.
- Affirmative action goes further by requiring employers to actively provide fair chances to individuals in protected groups to counteract past discrimination.
EEO Legislations
- RA No. 7277: Promotes the welfare of disabled individuals through various provisions, including:
- Equal opportunity for employment
- Sheltered employment
- Vocational rehabilitation and guidance
- RA No. 7877: Anti-Sexual Harassment Act defining workplace sexual harassment and establishing accountability for employers.
Forms and Conditions of Sexual Harassment
- Work-related sexual harassment occurs when sexual favors are demanded as a condition of employment, affecting employee rights or creating hostile environments.
- Education or training-related sexual harassment includes making sexual favors a condition for grades or privileges, or targeting individuals under the offender's supervision.
Types of Sexual Harassment
- Quid Pro Quo Sexual Harassment: Involves demands for sexual intimacy in exchange for job benefits.
- Hostile Environment: Characterized by unsolicited comments and actions that disrupt professional performance, creating an offensive work atmosphere.
Employer Responsibilities
- Employers must implement preventive measures against sexual harassment and develop procedures for resolution, settlement, or prosecution of incidents.
- A Committee on Decorum and Investigation (CODI) should be established to address and investigate claims effectively.
Lack of Action by Employers
- Employers can be held liable for damages resulting from sexual harassment if they neglect to act upon being informed of such incidents.
Independent Action and Relief
- Victims of sexual harassment may pursue personal legal action for damages and seek appropriate relief.
Penalties for Offenders
- Violations of sexual harassment laws can result in imprisonment from one to six months, fines ranging from P10,000 to P20,000, or both penalties at the court's discretion.
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Description
This quiz covers Equal Employment Opportunity (EEO) and the legal frameworks surrounding employment discrimination. Explore the various protected classifications and understand the implications of EEO laws in the workplace. Prepare to enhance your knowledge of employment rights and responsibilities.
