Human Resource Management Lesson 3

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Questions and Answers

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?

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?

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?

If a supervisor demands sexual favors for promotion Signup and view all the answers

Which of these would NOT constitute a hostile work environment?

A respectful and professional atmosphere Signup and view all the answers

What does the term 'moral ascendancy' imply in the context of sexual harassment?

Exerting undue influence or authority over someone Signup and view all the answers

Which of the following does NOT represent a type of training-related sexual harassment?

A student reporting harassment from a peer Signup and view all the answers

What is one potential outcome of work-related sexual harassment?

Decreased employee productivity Signup and view all the answers

What is the responsibility of the employer or head of office concerning sexual harassment in the workplace?

To prevent occurrences and provide procedures for resolution. Signup and view all the answers

What must an employer do if they are informed of sexual harassment acts?

Undertake action in accordance with established rules and procedures. Signup and view all the answers

What is the function of the Committee on Decorum and Investigation (CODI)?

To investigate sexual harassment cases and promote understanding. Signup and view all the answers

What can an offended party do if the employer fails to act on their report of sexual harassment?

Seek an independent action for damages. Signup and view all the answers

What is the range of penalties for violators of the sexual harassment laws?

Imprisonment from one month to six months or fines ranging from P10,000 to P20,000. Signup and view all the answers

Under what condition is the employer liable for damages due to sexual harassment?

If the employer disregards the complaint despite knowing the facts. Signup and view all the answers

How should rules and regulations regarding sexual harassment be developed?

Through consultation and joint approval with employees' representatives. Signup and view all the answers

What is NOT required from the employer regarding the handling of sexual harassment cases?

Conducting an immediate inquiry into every complaint. Signup and view all the answers

What constitutes employment discrimination?

Unjust treatment based on age, race, gender, or religion Signup and view all the answers

What are protected classifications under EEO laws?

People protected against discrimination due to their age, gender, and disability Signup and view all the answers

What is intentional discrimination also known as?

Disparate Treatment Signup and view all the answers

How does affirmative action differ from Equal Employment Opportunity?

Affirmative action requires proactive steps for protected groups Signup and view all the answers

What is the purpose of RA No. 7277?

To ensure rehabilitation and self-reliance of disabled persons Signup and view all the answers

Which section of RA No. 7277 pertains to equal opportunity for employment?

Section 5 Signup and view all the answers

What type of discrimination does unintentional discrimination refer to?

Discrimination that occurs indirectly through policies Signup and view all the answers

What is a key goal of Equal Employment Opportunity legislation?

To provide equal chances based on qualifications Signup and view all the answers

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.