Republic of the Philippines
HOUSE OF REPRESENTATIVES
Quezon City

SIXTEENTH CONGRESS
First Regular Session

HOUSE BILL NO, 3481

EXPLANATORY NOTE

This bill seeks to mandate and compel all government and non-government offices to establish
policies to address office bullying and other similar acts in their respective institutions,

The 1987 Philippine Constitution declares that the State values the dignity of every human
person and guarantees full respect for human rights. It also imposes upon the State the duty to ensure
the fundamental equality before the law of men and women. In addition, the Philippines is a signatory
to numerous international agreements that seck to ensure respect for the human rights of all persons
regardless of race, ethnic origin, religion, or religious affiliation or beliefs, sexual orientation, gender
identity, social status, age, looks, or political beliefs.

While a law has been passed preventing and addressing acts of bullying in educational
institutions, there still prevails bullying and other similar acts in the workplace or work environment.
These kinds of acts in the work place hamper peace and tranquility in a professional environment and
disrupt the delivery of services to the public

Bullying in the workplace is often ignored and overlooked. More often, it is done
surreptitiously, in an organized or institutionalized manner, and condoned or ignored by the employers
or supervisors. It is often missed by employers, human resource or administrative personnel but its
ramifications are not limited to the negative effects upon the individual victims as it also leads to the

f the above circumstances, the swift passage of the bilf/is eafitstly sought

A a
Rep. RODEL M. BATOCABE



Republic of the PI
HOUSE OF REPRESENTATIVES
Quezon City

SIXTEENTH CONGRESS
First Regular Session

HOUSE BILL NO. _348

Introduced by CHRISTOPHER S, CO and RODEL M. BATOCABE

AN ACT
REQUIRING ALL GOVERNMENT AND NON-GOVERNMENT OFFICES AND
ESTABLISHMENTS TO ADOPT POLICIES TO PREVENT AND ADDRESS THE ACTS OF
BULLYING AND OTHER SIMILAR ACTS IN THEIR WORKPLACE

Be it enacted by the Senate and the House of Representatives of the Philippines in Congress

Section 1, Short Title. This Act shall be known as the “Anti- Office Bullying of 2013”,
Section 2. Adoption of Anti-Office Bullying Policies. All government and non-government offices,
and business establishments, are hereby directed to adopt policies to address the existence of office
bullying and other similar acts in their respective institutions. Such policies shall be regularly updated
and at a minimum shall include provisions which

(a)Prohibit the following acts:

(1) “Office Bullying” - any severe or repeated use by one or more employees of a written,
verbal or electronic expression, or a physical act or gesture, or any combination
thereof, directed at an employer, co-employee, or any person with whom he/she has
professional relations or dealings that has the effect of actually causing or placing the
latter in reasonable fear of physical or emotional harm or damage to his property;
creating a hostile work environment for the an employer, co-employee, or any person
with whom he/she has professional relations or dealings; infringing on the rights of
another at work premises; or materially and substantially disrupting the orderly
operation of the office; such as, but not limited to, the following:

a, Any act that causes physical or bodily harm;

b. Any act that causes harm to a victim’s psyche and/or emotional and/or moral
well-being:

c. Any slanderous statement or accusation that causes the victim undue emotional
distress like directing foul language or profanity at the target, name-calling,
tormenting and commenting negatively on victim’s looks, clothes and body;
and

d. Cyber-bullying or any bullying done through the use of technology or any

electronic means.


(2) Any abusive acts or behavior which include but are not limited to the following:

a, Offering, publishing, distributing, circulating and spreading rumors, false news
and information and gossip about, or any act against or direct against an
employer, a co-employee, or any person with whom he/she has professional
relations or dealings;

b. Disrespecting and devaluing an employer, a co-employee, or any person with
whom he/she has professional relations or dealings through disrespectful and
devaluing language;

Management by threat and intimidation;

d. Stealing credit and taking unfair advantage of an employer, a co-employee, or

any person with whom he/she has professional relations or dealings;

e. Preventing access to workplace, career, and office opportuni to an
employer, a co-employee, or any person with whom he/she has professional
relations or dealings; and

f, An act or behavior shall be construed as abusive if it results to any or all of the
following:

i, Destroys or undermines the character, image, status, reputation, morale,
and credibility of an employer, a co-employee, or any person with
whom he/she has professional relations or dealings;

ii, Discredits, destroys and undermines the work, results of the work,
awards, career, vocation, craft, professional status, productivity,
performance, and talents of an employer, a co-employee, or any person
with whom he/she has professional relations or dealings;

iii, Causes divisive effects among employees, employers, officers, and
other members of the government and non-government organizations,
business establishments, their clientele, and any other person engaged
by government and non-government organizations, business

establishments in their respective professional capacities.

(b) Establish clear procedures and strategies for

(1) Reporting acts prohibited under this act;

(2) Responding promptly to and investigating reports of acts, which are prohibited under
this act;

(3) Ensuring the protection of the person who reports any of the prohibited acts, provides
information during an investigation of the prohibited acts, or is witness to or has
reliable information about any of the prohibited acts,

(c) Enable employees to anonymously report any of the prohibited acts: Provided, however, That
no disciplinary administrative action shall be taken against a perpetrator solely on the basis of

an anonymous report; and


(d) Subject the perpetrator/s who knowingly makes a false accusation to disciplinary

administrative action.
Section 3. Mechanisms to Address Office Bullying and/or other Prohibited Acts.

(a) The administrative office or officer, human relations office or officer, or any person or office
holding a comparable role shall be responsible for the implementation and oversight of policies
intended to address office bullying and other prohibited acts

(b) All government and non-government offices and business establishments shall provide their
‘employees a copy of the policies being adopted. Such policies shall likewise be included in the
employees’ handbook and shall be conspicuously posted on the office walls and website, if
there is any

(c)Any employee shall immediately report any instance of office bullying and other prohibited acts

witnessed, or that has come to one’s attention, to the administrative office or officer, human
relations office or officer, and/or any person or office holding a comparable role, Upon receipt
of such a report, the administrative office or officer, human relations office or officer, or any
person or office holding a comparable role, shall promptly investigate
(d) If it is determined that bullying and/or other prohibited acts have occurred, administrative
office or officer, human relations office or officer, or any person or office holding a
comparable role, shall
i Notify the law enforcement agency if the administrative office or officer, human
relations office or officer, and/or any person or office holding a comparable role
believes that criminal charges under the Revised Penal Code may be pursued against
the perpetrator;
ii, Take appropriate disciplinary administrative action;

Section 4, Reportorial Requirements.

(a) All non-government offices and business establishments shall inform the Department of Labor
and Employment in writing about the policies against anti-office bullying and/or other
prohibited acts formulated within six (6) months from the effectivity of this Act. Such
notification shall likewise be an administrative requirement prior to the operation, creation, or
establishment of new non-government offices and business establishments

(b) All government offices shall inform the Civil Service Commission in writing about the policies
against office bullying and/or other prohibited acts formulated within six (6) months from the
effectivity of this Act

Section 5. Sanction for Non-compliance. In the rules and regulations to be implemented pursuant to
this Act, the Secretary of the Department of Labor and Employment and the Chairman of the Civil
Service Commission shall prescribe the appropriate administrative sanctions on any administrative
office or officer, human relations office or officer, or any person or office holding a comparable role,

who shall fail to comply with the requirements under this Act, In addition thereto, erring non-


government offices and business establishments shall likewise suffer the penalty of suspension of their

permits to operate.

Section 6, Implementing Rules and Regulations.- Within ninety (90) days from the effectivity of this
Act, the Department of Labor and Employment and the Civil Service Commission, respectively, shall

promulgate the necessary rules and regulations to implement the provisions of this Act.

Section 7. Separability Clause. — If, for any reason, any provision of this Act is declared to be
unconstitutional or invalid, the other sections or provisions hereof which are not affected thereby shall
continue to be in full force or effect

Section 8 Repealing Clause. - All laws, decrees, orders, rules and regulations or parts thereof, which
are inconsistent with or contrary to the provision of this Act are hereby repealed, amended or modified
accordingly.

Section 9, Effectivity. - This Act shall take effect fifteen (15) days after its publication in at least two

(2) national newspapers of general circulation

Approved,