Republic of the Philippines
HOUSE OF REPRESENTATIVES
Quezon City

FIFTEENTH CONGRESS
‘Third Regular Session

commartee reportNo,___ 2.35
09 OCT 2012
Submitted by the Comlizag 99 Women & Gender Equalty on
Re: Holisé BiINo, G5 20
Recommending its approvat in substitution of House Bill Nos. 1479 & 2538
Sponsors: Representatives Ma. Angelica M, Amante-Matba, Josephine Veronique Lacson-Noel, Luzviminda C.
Magan and Emmi A. de Jesus

Mr. Speaker:

‘The Committee on Women & Gender Equality, to which were referred House Bill No, 1479 introduces by
Representatives Luzviminda C. tlagan and Emmi A, de Jesus, entitled:

“AN ACT
AMENDING REPUBLIC ACT NO. 7877, OTHERWISE KNOWN AS THE ‘ANII-SEXUAL HARASSMENT ACT OF 1955',"

and
House Bill No. 2538 introduced by Representative Joseph Victor G. tjercito, entitled.

“ANAT
FURTHER PROVIDING PROTECTION FOR WOMEN AGAINST ABUSES OF UNEQUAL POWER RELATIONS,
EXPANDING FOR THAT PURPOSE THE DEFINITION OF SEXUAL HARASSMENT AND INCREASING THE PENALTIES
THEREFOR, THEREBY AMENDING REPUBLIC ACT 7877 AND FOR OTHER PuRPOREE: 20

has considered the same and recommends that the attached House Bill No. _ entitled:

“AN ACT

EXPANDING THE DEFINITION OF SEXUAL HARASSMENT, STRENGTHENING THE MECHANISM FOR ITS
PREVENTION AND INCREASING THE PENALTIES THEREFOR, AMENDING FOR THE PURPOSE REPUBLIC ACT NO.
7877, OTHERWISE KNOWN AS THE ‘ANTI-SEXUAL HARASSMENT ACT Of 1995'," .

‘be approved in substitution of House Bill Nas. 1479 & 2538 with Representatives Luzviminda C. lagan, Emr A,
de Jesus, loseph Victor 6. Ejercito, Emmeline A. Aghpay, Neri J. Colmenares, Teddy A. Casifio, Mary Mite Lim
Cajayon, Maria Isabelle ‘Beng’ G. Climaco, Antonio 1. Tinio, Rafael V. Mariana, Raymond V. Palatino,
Bernadette R. Herrera-Dy, Susan A.Yap, Linabetle Ruth R. Villarica, Lani Mercado-Revilla, Jane T. Castro,
Josephine Veronique 8. Lacson-Noel and Ma. Angelica M. Amante-Matba as authors thereof,

Respectfully 5

MA. ANGELICA M. E-MATBA
Chairperson, Committee Hy Women & Gender Equality

THE HONORABLE SPEAKER
HOUSE OF REPRESENTATIVES
QUEZON CITY


Sowrvouson

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Republic of the Philippines
HOUSE OF REPRESENTATIVES
Constitution Hills, Quezon City

FIFTEENTH CONGRESS,
Third Regular Session

HOUSE BILL NO. 6620

{in Consolidation and Substitution of House Bill Nos, 1479 & 2538)

Introduced by Representatives Luzviminda C. llagan, Emmi A. de Jesus, Joseph Victor G.
Ejercito, Emmeline A. Aglipay, Neri 3. Colmenares, Teddy A. Casifio, Mary Mitzi Lim Cajayon,
Mania Isabelle ‘Beng’ G. Climaco, Antonio L. Tinia, Rafael V. Mariano, Raymond V. Palatino,
Bernadette R. Herrera-Dy, Susan A.Yap, Linabelle Ruth R. Villarica, Lani Mercado-Revilla,
Jane T. Castro, Josephine Veronique R. Lacsan-Noel and Ma. Angelica M. Amante-Matbs

AN ACT EXPANDING THE DEFINITION OF SEXUAL HARASSMENT, STRENGTHENING THE
MECHANISM FOR iTS PREVENTION AND INCREASING THE PENALTIES THEREFOR,
AMENDING FOR THE PURPOSE REPUBUC ACT NO. 7877, OTHERWISE KNOWN AS THE
“ANTI-SEXUAL HARASSMENT ACT OF 1995”

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

SECTION 1. Section 3 of Republic Act No, 7877 is hereby amended to read as
fotiows

“SEC. 3. [Work, Education or Training-reloted Sexual Horossment
Defined. — Work, education ar training-related sexual harassment is committed
by an employer, employee, manager, supervisor, agent of the employer, teacher,
instructor, professor, coach, trainor, or any other person who, having authority,
influence or moral ascendancy over another in 3 work oF training or education
environment, demands, requests of otherwise requires any sexual favor from
the other, regardtess of whether the demand, request or requicement for
submission is accepted by the object of said Act.

(a) In a work-related or employment environment, sexual harassment +s
committed when:

(1) The sexual favor is made as a condition in the hiring or in the employment,
re-employment or continued employment of said individual, or in granting sa-d
individuat favorable compensation, terms, conditions, promotians, or priviteges;
or the refusal to grant the sexual favor results in limiting, segregating or


classifying the employee which in any way would discriminate, deprive or
diminish employment: opportunities or otherwise adversely affect saic
employee;

(2) The above acts would impair the employees rights or privileges unde:
existing labor laws; or

(3). The above acts would result in an intimidating, hostile, or offensive
environment for the employee.

(b} In an education or training environment, sexual harassment is committed:

(1) Against one who is under the care, custody or supervision of the offender;
{2) Against one whose education, training, apprenticeship or tutorship is
entrusted to the offender;

{3) When the sexual favor is made a condition to the giving of a passing grade, or
the granting of honors and scholarships or the payment of a stipend, allowance
of ather benefits, privileges, or considerations; or

{4) When the sexual advances result in an intimidating, hostile or offensive
environment for the student, trainee or apprentice.

Any person who directs or induces another to commit any act of sexua
harassment as herein defined, or who cooperates in the commission thereof by
another, without which it would not have been committed, shall also be hele
liable under this Act.]

SEXUAL HARASSMENT DEFINED. - SEXUAL HARASSMENT IS AN ACT, OR A
SERIES OF ACTS, COMMITTED EITHER PHYSICALLY OR VERBALLY OR WITH THE
USE OF ELECTRONIC OR AVAILABLE TECHNOLOGY OR ANY OTHER MEANS
WITHIN OR OUTSIDE THE PLACE OF EMPLOYMENT, TRAINING OR EDUCATION
BY:

- AN EMPLOYER, MANAGER, SUPERVISOR, AGENT OF THE EMPLOYER, TEACHER,

INSTRUCTOR, PROFESSOR, COACH, TRAINOR, OR ANY OTHER PERSON WHO,
HAVING AUTHORITY, INFLUENCE OR MORAL ASCENDANCY OVER ANOTHER’S
WORK, TRAINING OR EDUCATION, COMMITS OR MAKES ANY UNWANTED,
UNWELCOME OR INAPPROPRIATE SEXUAL ADVANCE, REQUEST OR DEMAND
FOR SEXUAL FAVOR;

THIS PROVISION ALSO COVERS THOSE WHO HAVE AUTHORITY OR INFLUENCE
IN APPROVING OR GRANTING APPOINTMENTS, ADMISSION OR SCHOLARSHIP,
WITH RESPECT TO COMMITTING SAIO ACTS AGAINST THEIR APPLICANTS FOR
EMPLOYMENT, PROMOTION, SCHOOL OR TRAINING ADMISSION, ANDO
SCHOLARSHIP;

. ANY PERSON WHO COMMITS OR ENGAGES IN ANY UNWANTED, UNWELCOME

OR INAPPROPRIATE SEXUAL ACT, ADVANCE OR SEXUALLY-BASED BEHAVIOR
AGAINST ANOTHER PERSON WHERE BOTH THE VICTIM AND PERPETRATOR ARE
CONNECTED TO PLACE OF EMPLOYMENT, TRAINING OR EDUCATION.


SEC. 2. Section 4 of the same Act is hereby amended to read as follows:

“SEC. 4. Duty of the Employer or Head of Office in « Work-related, Education or
Training Environment. - THE EMPLOYER OR HEAD OF OFFICE IN A WORK-RELATED,
EDUCATION OR TRAINING ENVIRONMENT OR INSTITUTION IS HEREBY MANDATED
TO ADOPT AND IMPLEMENT A COMPREHENSIVE, DETAILED, WRITTEN POLICY ON
SEXUAL HARASSMENT. It shall be the duty of the employer, or the head of the
work-related, educational of training environment or institution, to prevent or deser
the commission of acts of sexual harassment and to provide the procedures for the
resolution, settlement or prosecution of acts of sexual harassments. Towards this
end, the employer or head of office shall:

{a} Promulgate appropriate rules and regulations in consultation with and jointly
approved by the employees or students of trainees, through their duly designated
representatives, prescribing the GUIDELINES OR PROPER DECORUM WITHin AND
OUTSIDE THE WORKPLACE AND EDUCATIONAL OR TRAINING INSTITUTIONS and
the procedure for the investigation of sexual harassment cases and the
admunistrative sanctions therefore.

[Administrative sanctions shall not be a bar to prosecution in the proper courts far
unlawful acts of sexual harassment.}

The said rules and regulations issued pursuant to this subsection (a) shall
include, among others, guidelines on proper decorum WITHin AND OUTSIDE tre
workplace and educationat or training institutions;

(b) Create a Committee on Decorum and Investigation (CODI) {of] FOR cases of
sexual harassment WITHIN ONE (1) YEAR OF THE AGENCY'S EXISTENCE OR INITIAL
OPERATIONS. [The Committee shall conduct meetings, as the case may be, with
other officers and employees, teachers, instructors, professors, coaches, trainors
and students of trainees to increase understanding and prevent incidents of sexual
harassment. it shall also conduct the investigation of the alleged cases constituting
sexual harassment.

(C) RESOLVE SEXUAL HARASSMENT CASES WITHIN A NON-EXTENDIBLE PERIOD OF
FIFTEEN (25) DAYS FROM THE SUBMISSION OF THE CODI OF ITS REPORT TO THE
DISCIPLINING AUTHORITY.

THE CODI SHALL EXERCISE THE FOLLOWING FUNCTIONS:

1, RECEIVE COMPLAINTS OF SEXUAL HARASSMENT WHICH MUST 8E
TREATED WITH UTMOST CONFIDENTIALITY TO PROTECT ALL PARTIES


INVOLVED AND MAINTAIN HARMONIOUS RELATIONSHIP IN THE WORK
AREA, AND ACT ON THE SAME WITHIN A PERIOD OF TWO (2) WORKING
DAYS UPON THE FILING OF THE COMPLAINT;

2, INVESTIGATE SEXUAL HARASSMENT COMPLAINTS IN ACCORDANCE WITH
THE PRESCRIBED PROCEDURE;

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8 3. SUBMIT A REPORT OF ITS FINDINGS WITH THE CORRESPONDING
9 RECOMMENDATION TO THE DISCIPLINING AUTHORITY FOR DECISION,
10 WITHIN A NON-EXTENDIBLE PERIOD OF THIRTY (30) DAYS FROM THE LAST
4 HEARING OR FILING OF THE LAST PLEADING;

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4, LEAD IN THE CONDUCT OF DISCUSSIONS ABOUT SEXUAL HARASSMENT
WITHIN THE AGENCY OR INSTITUTION TO INCREASE UNDERSTANDING
AND PREVENT INCIDENTS OF SEXUAL HARASSMENT;

5. UNDERTAKE INFORMATION AND EDUCATIONAL ACTIVITIES IN THE

18 EDUCATION AND TRAINING ENVIRONMENT TO THE END THAT THE
19 SCHOOL POLICY, RULES, REGULATIONS, AND PROCEDURES ON SEXUAL
20 HARASSMENT ARE DISSEMINATED AND BECOME PART OF ACADEMIC
2t CULTURE IN ALL PUBLIC AND PRIVATE EDUCATIONAL INSTITUTIONS
22 NATIONWIDE;

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24 6. FORMULATE INFORMAL PROCEDURES OF SUCH NATURE AS TO ELICIT
25 TRUST AND CONFIDENCE ON THE PART OF INTERESTED PARTIES IN
26 ADDRESSING PROBLEMS ARISING FROM CASES OR INCIDENTS OF SEXUAL
27 HARASSMENT, INCLUDING CQUNSELLING AND GRIEVANCE
28 MANAGEMENT;

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wv» 7. PROVIDE SECURITY AND SUPPORT MEASURES TO AGGRIEVED PARTIES OR
<a] VICTIMS IN SEXUAL HARASSMENT CASES, ESPECIALLY WHEN THERE ARE
32 THREATS OF RETALIATION;

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34 8. CONSTITUTE A HEARING COMMITTEE FOR EVERY SEXUAL HARASSMENT
35 CASE OR IN CASE OF SEXUAL HARASSMENT COMMITTED WITHIN THE
36 PREMISES BY A PERSON NOT CONNECTED BY REASON OF EMPLOYMENT,
37 TRAINING OR EDUCATION, ASSIST THE VICTIM IN FILING THE
38 APPROPRIATE CHARGES WITH THE POLICE, IN EFFECT RENDERING THE
33 AREA SEXUAL HARASSMENT-FREE, NOT AT ALL INTIMIDATING, HOSTILE
40 NOR OFFENSIVE; AND

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42 9. DISSEMINATE OR POST A COPY OF THIS ACT AND THE RULES AND
43 REGULATIONS FOR THE INFORMATION OF ALL CONCERNED.

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45 PLACES OF WORK, TRAINING OR EDUCATION THAT EMPLOY OR HAVE LESS

46 THAN TWENTY {20) PEOPLE ARE EXEMPTED FROM THE CREATION OF A CODI:


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PROVIDED, THAT A PARTICULAR EMPLOYEE IS DESIGNATED TO PERFORM THE
ABOVE FUNCTIONS OF THE CODI;

In the case of a work-related environment, the committee shail be composec of
at least one (2) representative each from the management, the union, if any, the
employees from the supervisory rank, and from the rank and file employees

In the case of the educational or training institution, the committee shall ne
composed of at least one (1} representative from the administration, the trainors,
teachers, instructors, professors or coaches and students or trainees, as the case
maybe.

[The employer or head of office, educational training institution shall
disseminate or post a copy of this Act for the implementation of all concerned.]

WHEN THE MEMBER OF THE CODI IS THE COMPLAINANT OR THE PERSON
COMPLAINED OF IN A SEXUAL HARASSMENT CASE, THE SAID PERSON SHALL BE
DISQUALIFIED FROM BEING A MEMBER OF THE CODI.

SEC. 3. Section 5 of the same Act is hereby amended to read as follows:

“SEC. 5. Liability of the Employer, Head of Office, Educational or Training
Institution. ~ The employer or head of office, educational or training institution shalh
be solidarily liable for damages arising from the acts of sexual harassmant
committed WITHin OR OUTSIDE the employment, education or training
environment if the employer or head of office, educational or training institution [is
informed of such acts by the offended party] HAS KNOWLEDGE OR IS PRESUMED
TO HAVE KNOWLEDGE OF SUCH ACT OR ACTS CONSTITUTING SEXUAL
HARASSMENT and no immediate action is taken thereon.

THE EMPLOYER OR HEAD OF OFFICE IS PRESUMED TO HAVE KNOWLEDGE OF
SUCH ACT OR ACTS CONSTITUTING SEXUAL HARASSMENT UNDER ANY OF THE
FOLLOWING INSTANCES:

1. IF THE MANAGEMENT FAILED TO COMPLY WITH PROVISIONS OF THE
PRECEDING SECTION;

2. IF A COMPLAINT WAS MADE BEFORE THE COMMITTEE OR AUTHORITY
DESIGNATED TO RECEIVE COMPLAINTS AND INVESTIGATE CASES OF SEXUAL
HARASSMENT AS PROVIDED IN THE RULES AND REGULATIONS IT IS
MANDATED TO PRESCRIBE;

3. IF THE HARASSMENT IS OPENLY PRACTICED OR WELL-KNOWN AMONG
EMPLOYEES, STUDENTS OR TRAINEES.


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IN THE CASE OF EMPLOYMENT-RELATED SEXUAL HARASSMENT THAT RESULTS
TO THE CONSTRUCTIVE DISMISSAL OF THE EMPLOYEE, THE EMPLOYER WHO /S
FOUND LIABLE UNDER THE PROVISIONS OF THIS ACT SHALL ALSO BE LIABLE FOR
DAMAGES AND BENEFITS THAT SUCH EMPLOYEE IS ENTITLED UNDER LABOR AND
OTHER APPLICABLE LAWS.”

SEC. 4. Section 6 of the same Act is hereby amended to read as follows:

“SEC. 6. — independent Action for Damages. ~ Nothing in this Act shall preclude
the victim of work, education or training-related sexual harassment from instituting
a separate and independent action for damages and other affirmative relief.

ADMINISTRATIVE SANCTIONS SHALL NOT BE A BAR TO PROSECUTION IN THE
PROPER COURTS FOR UNLAWFUL ACTS OF SEXUAL HARASSMENT.”

SEC. 5. Section 7 of the same Act is hereby amended to read as follows:

“SEC. 7. Penalties. ~ Ariy person who violates the provisions of this Act shali,
upon conviction, be penalized by imprisonment of not fess than one (1) month ner
more than six (6) months, or a fine of not fess than [Ten thousand pesos (P10,00C!]
FIFTY THOUSAND PESOS (PHP5S0,000) nor more than [Twenty thousand pesos
(P20,000}] TWO HUNDRED THOUSAND PESOS {PHP200, 000), or both such fine ard
imprisonment at the discretion of the court. IF THE PERPETRATOR IS THE
EMPLOYER, MANAGER, SUPERVISOR, AGENT OF THE EMPLOYER, TEACHER,
INSTRUCTOR, PROFESSOR, COACH, TRAINOR, OR ANY OTHER PERSON WHO HAS.
AUTHORITY, INFLUENCE OR MORAL ASCENDANCY OVER ANOTHER’S WORK,
TRAINING OR EDUCATION, THE MAXIMUM PENALTIES SHALL BE IMPOSED.”

Any action arising from the violation of the provisions of this Act shall prescribe n

three (3) years.”

SEC. 6. A new section to be denominated as Section 8 is hereby added to read as foilows:

“SEC. 8. IMPLEMENTING RULES AND REGULATIONS, - THE CIVIL SERVICE
COMMISSION, IN THE CASE OF THE PUBLIC SECTOR, AND THE DEPARTMENT OF
LABOR AND EMPLOYMENT, IN THE CASE OF THE PRIVATE SECTOR, SHALL
FORMULATE THE IMPLEMENTING RULES AND REGULATIONS (IRR) OF THIS ACT
WITHIN ONE HUNDRED EIGHTY (180) DAYS AFTER ITS EFFECTIVITY, TOGETHER
WITH THE PHILIPPINE COMMISSION ON WOMEN, THE DEPARTMENT OF
EDUCATION, THE COMMISSION ON HIGHER EDUCATION, THE TECHNICAL
EDUCATION & SKILLS DEVELOPMENT AUTHORITY AND ALL CONCERNED
GOVERNMENT DEPARTMENTS AND AGENCIES, INCLUDING, AS OBSERVERS, BOTH
HOUSES OF CONGRESS THROUGH THE COMMITTEE ON YOUTH, WOMEN AND
FAMILY RELATIONS {SENATE) AND THE COMMITTEE ON WOMEN AND GENDER
EQUALITY (HOUSE OF REPRESENTATIVES), AND WITH THE PARTICIPATION OF
REPRESENTATIVES FROM NON-GOVERNMENT ORGANIZATIONS (NGOs) AND CIVIL


CONOR ONS

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SOCIETY GROUPS WITH PROVEN TRACK RECORD OF INVOLVEMENT IN THE
PROMOTION OF THE RIGHTS AND WELFARE OF FILIPINO WOMEN AND GIRLS.”

SEC. 7. Sections 8, 9 and 10 of Republic Act No. 7877 are hereby renumbered as
Sections 9, 19 and 114, respectively.

SEC. 8. Separability Clause. - If any portion or provision of this Act is declared vcid and
unconstitutional, the remaining portions or provisions hereof shail not be affected by such
declaration.

SEC. 9. Repealing Clause. — All laws, decrees, orders, rules and regulations, other
'ssuances, or parts thereof inconsistent with the provisions of this Act are hereby repeated
or modified accordingly.

SEC. 10. Effectivity Clause. - This act shall take effect fifteen (15) days after its complete
Publication in at least two (2) national newspapers of general circulation.

Approved,

Posango with cod mgt edhts200212


FACT SHEET

mn p04
noust éuuno.__ 0624)

(in Consolidation and Substitution of House Bill Nos. 1479 & 2538)

AN ACT EXPANDING THE DEFINITION OF SEXUAL HARASSMENT, STRENGTHENING THE MECHANISM FOR ITS.
PREVENTION AND INCREASING THE PENALTIES THEREFOR, AMENDING FOR THE PURPOSE REPUBLIC ACT NO.
‘7877, OTHERWISE KNOWN AS THE “ANTI-SEXUAL HARASSMENT ACT OF 1995”

Introduced by Representatives Luzviminda C. ltagan, Emmi A. de Jesus, Joseph Victor G. Ejercito, Emmeline
A. Aglipay, Neri J. Colmenares, Teddy A. Casifio, Mary Miti Lim Cajayan, Maria Isabelle ‘Beng’ G. Climaco,
Antonio L. Tinio, Rafael V. Marlana, Raymond V. Palatino, Bernadette R. Herrera-Dy, Susan A.Yap, Unabelle
Ruth R. Villarica, Lani Mercado-Revilla, Jane T. Castro, Josephine Veronique R. Lacson-Noel and Ma. Angelica
M. Amante-Matba

Committee Referral: COMMITTEE ON WOMEN & GENDER EQUALITY (Primary)
‘Committee Chairperson: REP. MA. ANGELICA M. AMANTE-MATBA

OBJECTIVE: To deter acts of sexual harassment within and outside the workplace by expanding the scope of
‘acts constituting sexual harassment and enforcing stiffer penatties thereon

KEY PROVISIONS:

+ Expands the scope of acts constituting sexual harassment by defining the term as an “act oF a series
of acts, committed either physically or verbally or with the use of electronic or available technology
Of any other means committed within or outside the place of employment, training ar education;”

* Further defines sexual harassment committed by those in authority such as an employer, manager,
supervisor, agent of the employer, teacher, instructor, professor, coach, trainor or any other
person, who because of their influence or moral ascendancy over another's work, training or
education, commits or makes any unwanted or unwelcome sexual advance, request or demand for
sexual favor. The bill imposes the maximum penatty on these violators;

‘*  Stipulates that a sexual harasser can be a work colleague or subordinate staff;

«Directs the employer, head of office in a work-related education or training environment or
institution to adopt 3 comprehensive, detailed, written policy on sexual harassment, rules and
regulations prescribing guidelines or proper decorum, in consultation with and jointly approved by
the employees, or students or trainees;

* Mandates the creation of a Committee on Decorum and Investigation/CODI for cases of sexual
harassment within the workplace or educational/training institutions;

* Mandates that In the case of employment-elated sexual harassment resulting in constructive
dismissal of the employee, an employer found liable shall also be liable for damages and benefits
‘Such employee is entitled to under labor and other applicable ‘aws;

+ Amends Section 6 of RA 7877, mandating that administrative sanctions shail not be a bar to
Prosecution in the proper courts for unlawful acts of sexual harassment,

RELATED LAWS:

+ Republic Act No. 7877 {The Anti-Sexual Harassment Act of 1995”
+ Republic Act 9710 (Magna Carta of Women)


Republic of the Philippines
HOUSE OF REPRESENTATIVES
‘Quezon City. Metro Manila
15" Congress
First Regular Session

MINUTES OF THE 10” MOTHER COMMITTEE MEETING CONDUCTED BY THE
COMMITTEE ON WOMEN AND GENDER EQUALITY
May 22, 2012, 1:20 p.m... Raman V. Mitra Conference Rooms 7 & 8

AUTHORS PRESENT:

+. Rep. Luzviminda C. tlagan
Partylist GABRIEL

2. Rep. Antonio L. Tinio
Partylist, ACT Teachers,

3. Rep. Linabelle Ruth R. Villarica
€° District, Bulacan

4. Rep. Jane T. Castro
2" District, Capiz

GUESS IN ATTENDANCE:

3. Ms. Cristina Ramos
Rarros Peace and Development Foundation

2. Hor, Remedios |. Rikken
Chaieperson
Philiopme Commission on Women {PCW}

3. Ms. Honey Castro
Planning Officer lv. POW

A. Atty, Renato M. Cameton Ill
SLSO 1, Bill Deafting Service
Refwrence anc Research Bureau
House of Representatives

5 Hon. Maria Victoria Cardona
Commissioner
Commission on Human Rights

any. Led Parajas
Commission an Human Rights

o

Atty. Ainte tia
Gabrie’s Women's Party

8. Prof, Aurora Javate-de Dios
Executive Director
Women and Gender institute [WAGI}
Miriam College


Ai. TO ORDER

2, Malaben City), Senior Vice-Chairpersan
acting as the Presiding Officer, called the meas

ec. sosephine Veronique Lacson Noel j-0n€ D1
‘ze on Women and Gender tqualizy (CW
1:28 p.m

CALLING OF THE ROLL

caliing o the Rall was walvea an mation of Rep. Tinio and duly seconded by Rep. llagan.

APPROVAL OF THE MINUTES OF THE PREVIOUS MEETING

Or. motion of Rep. Tinio duly secanded by Rep. Wagan, the Minutes of the meeting held on Fear
201? meeving, was approved.

BERATIONS/ACTIONS ON SUBIECT MEASURES

Rep. Larson Noel welcomed the memners anc guests present in the 10" Mother Committee Mew:
the CWSE, She said that she will be the meeting's Presiding Officer because the Committee Chaive:
‘ron, Ma, Angelica M, Amante-Matba, Is on offic. xravei ro Australia, She further saic that ov-purs
Techaicat Working Group (TWG) an she Substrrute Sil! re Amendments to the Anti-Sexua! Harassmen:
Reoubiic Act. No. 7877 will be reporced aut far descussion/approval of the comrnittee, following 2wo
meecings chaired by Rep. Lani Mercado-Xevilla (2° Diszrict, Cavice) and participated in by w:
takehoigers from government, non-government organizations anc civil society groups,

As this point, she expressed che condolences of the CWGE to the family of Rep, Mercado-Revilla She aise
‘snankec she sechnical assistance extenaec by she Reference and Research Bureau (RRB) in fing-cuninr the
consoiicared Substitute Bill. She further stated tha: sne RRB has been a major help in crafting priority
measures included in the Women’s Priority Legislazive Agenda (WPLA) into appropriate form and conzans,
ea. bls omending the faws on aduttery anc. concebinage in the Revised Pena’ Code (Anti-Sext.a’ Inficeti
BkI! ang escablishment of a resource developmen: and crisis assistance centers for women and nis

nationwide,

Rep. Lacson-Noel alsa informed the body that the Anti-Sexual Infidelity Bill, where she Is one of the
principa authors, has aiready been reported out by tne CWGE, approved by the Committee on Ruins b.." 2a5
nding to this day for plenary debates or. Seconc Reading, The women legislators, spearnee nee.
uty Speaker Maria Isabelle G. Climaco ane CGE Chair Amance-Matba, have been loabying :ne
passage 0 said measure by the House of Representatives fo- transmittal to the Senate, Irs passage, accons
vem. will translate victory for wamen by leveling the playing field of equal sanctions in pr: ven
circumsrances for any philandering spouse, male or female.

She alsc apprised the bady chat the bilf or. escablishing resource development and crisis centers for
womer on¢ children nationwide covering women victims of rape anc’ other unfartunace circumstances, as
aireacy approved on Third Reading by the House, whiie measures declaring March 8 as a non-work-ng h2't=
ane ceciaring November 25 as Nationa Consciousness Day for the <liminatian of Violence Agains:
are now awaiting Senate's consideration

Noe!

= lebraticns of the Wore 12, Rep.
1 Committee on Women & Gender Equalicy (CWGE: partnered with “he Association of Women -eg's 3
Faunestior, inc, the Gaoricla Women’s Pary, the Naciora! Council on Disability Hairs & othe: Go
& Nop-Governirent Agencies/Civil Societies on the folowing activities: House of Represenvatives /4O3
Mongay of March Flag Ceremony traditionally spomsorec annually by the Cor:mittee on Women & Gene
Gest Speaker CWGL Vice-Chair Hon Sisan Yup, followed by Breakfast at 1
. Serance-Matoa, AllWomen Session Day where 2:
Laprslazo’s acted as Speaker, Deputy Speakers, Majo:ry eaaes, Deputy Majority Leaders, Minari7y
Senary Minority Leagers. They also took tus aeiivering respective Privilege Speeches on various worn
sues; Gaavela Wamen’s Party with CWGE zoncucec a 4-cay “Women Hight for Social Justice: & "as un
tibet Against Poverty & Violence” with Sxhibs: Opening Program & Ribbon Cutting; Film Showing

ati wl
cencerec by CWGE Chair Hon. Ma. Angei



ang showcases our colorful Philippine elections, Women’s Rights under the Family Cone >
Sy c¢-ebrated lady lawyer Atvy. Lorna Patajc-kaeuna~: Whole Day Forurm un the Participation of \'>
aisebiies (WAVES) in Disaster Risk art Reauctior Managemen:, in celebration of the annual Wormer with
Disabitries Day held every last Monday of Ma Lacson-Nael was the keynote spear

Upon instructions of the presiding officer, zhe Committee Secretary acknawledgec the pr:
SesOe te Persons present in the meting. Before hearing che comments of the resource Persons, che Zamsec
askee she Chair To include additional amenamens crafvec in consultation with the lawyers of the Re‘erence
anc Research Bureau and Atty. Alnie Faja of Gabriela as follows.

anc replace it with the word “SCHOOL”,

1 On page 4, fine 3, delete the word “universi
2 On same page, line , delete the phrase “creatively design or”;

3 Drsame page, fine 17, delete the phrase “in every appropriate case”:

‘4 Or same page, line 28, insert the word “ZVERY" before the word “sexual” and ado the wore AND"
atter me semi-colon;

On page 5, fine 4, insert the article “OR” afte tne ward “knowieage” and transpose the ohvass from
fines 6 anc 7 “is presumed to have know acts" after the word “of” on line 4,

ge Of suc

Rez, aban. 2uthor of the bi, commentec that she was pleased with the TWG's outaue are she
Co SHEMET intention ofthe amenomen:s zo the proposal is to widen the scope of the sar > anc
22 Srenecnen the existing aw by incluoing other aveas where sexual harassment oeccrs, she excesses
*e opaeeiion zo the proposed amendstory bill as consained in the comparative matrix of the ma sit

Chairperson Remedios Rikken of the Phiippine Comission on Women (PCW), commentea that in ==" ou
"8 was included but It was not reflectea in che sub: To this, she recommendec
“nirig” back in the proposed substrtuse bil The Comer explainen that ft would be inserten subje
PecaLse the harasser is a person in authority will be consulted with the tawyers of RE anc
A&y. Foye on how 10 insert the wor “hiring.” Another POW recommencen: is for the Deparrmens 9° -2bor
anc Employment and the Civil Service Commission zc head zhe tearm in formulating the Implementing

ane Regu.ations (IRRI.

ow,

SomSec Sanga, reported that auring the TWG discussion, Atty. Alnie Fola of Gabrizia brought up =
canes RON astablishments sexual harassment-tree, cting a scenario for instance at oh malls wnere'= a
suscomes harasses another customer. Atty. Cola expiaines c
unsie’ number 3 in the scope of the draft bills gefinizian of
LASSENTED, SNWE.COME OR INAPPROBRATL 523
TRAINING OF COUCATION WHC

£ OW OFFLNSIW.; The Ine h3 ng,
‘owners or managers of establishments to make =.7e
Xf any person commits sexual harassmens wh:
incimidating, hostile or offensive, oe
Son tye uulld 88 covered by the propasec amentacory law. This, she said, is actually a comers
Frovisiye for othor TWG members who ware earlier proposing to tover seve) harassment acts com:mic
oh ible laces like parks, public Buildings, etc. Fram che TW aiscussions ane decisions cotlectivery ar
See ated tat even if the perpetrator anc che victim are not employees of the estal
"Y Proposed ‘aw on anti-sexual harassmen: can be appiied invoking said amendment

" Rikken reacted that the amensmen: may be toc broad and shoula be limited

se or ctmented that the use of terms “insiae anc outside” an¢ relative to that, the “late
amprover, heac’ of office, educational or training ins:ic-or. snall be solidarity tiable for damages ari
S QoS 2 sexu harassment” and amended as “Aas knowlege oF is presumes to have knowledge
be further explained as it seems. little broag

ComSes Satiga explained that during the TWG discussions, even incigents in airplanes on flight tor
ieee 2 passenger or fight stewardess is harassec, can be covered by she Proposed pill, She ac:
Seere was also a “WG discussion on the possibilty of charging oucsiier, committing acts 9! fascviou ss:
are war tgter But following Atty. Foja’s avemenss, me much argued sbout 3 amendatory provision
3 the definition of terms, can be invoked 10 rencer establishments semat harassment-tree. The ComSe=

3



* 2 craft dill and thus can be subjestec rx ¢ one

reserven

jougn that subjec: praposal ism:

amenaments

Presicing Officer Rep, Lacson-Noel commentee sna: snere should be presence af a working
The ComSec assurec that except for the 3 provision. proposed amendments stated ir, numbers +
sian of terms contain the ‘presence a a working relationship.”

formed the body that there was a nearec TWG discussion on the controversia sh’re pvau:sion
however, sne said that the idea there Is thar you waxic not impase liability on the employer ar =e ow-2 oF
she mal with the reservation thar “nc immeg.ate action is taken thereon. Only if che owne™ =
inlisnment dic not do anything w address sexuai harassment even If Ic is openly pra

measures tha: should have been undertaken as provicec in shis .aw is not put in place by the awe" «:
‘estanlishmens." She added that going back to she @efinkian, tne main idea Is 10 cover two things = te + aces
‘ang the connection or relationship. If sexual harassment takes place outside committed by persans wre are
connaczae by reason of work, training or education. ther tra: shoula be covered, she emphasizee, The

voea, she said, is to bring up sexual harassment raking piace inside an establishment even if the perpe
anc victims are outsiders, not connected by reason af employment, training oF education,

any. foja

shoule ve justfiably covered by acts of lasciviousre:s

Tinig commented that Atty. Foja’s tast 1c
‘other penal provisions sather than sexual harassment because the specificity of the crime
i lost which essentially involves reiasionship a: work, schoal or training.

hese places are sexual havassmen
e owner

Ja replieé that the intention Is ta maxe sure
discouraging people fram engaging in chis crme anc by putting the burden on
astablishrrent.

Commissioner Ma, Victoria Cardona of zhe Commission on Human Rights (CHR) expressec “rele
appreciation for allowing them to paricipate ir the deliberations on the proposal to amend the cure™ aw
‘on sexual harassment and congratulated the TWG for corning up with the draft bill. She agrees w°t:

‘agar’s earlier statements that the craf: bill has definitely wicened the coverage of sexal harass
strengthened the current law on ant-sexual harassment,

Ngee

She opined though, that we need to be certain on who exactly we want to protect and to iaensify spe
inciucing those without working relationships, with the enc intention to make any estabfisnmen: tr
sexvat harassment,

Professor Aurore Javate-De Dios of the Wamen & Gener inscituce (WAG!), Mirlam College saic shar *h¢
proposec bill shovid be expanded a little bit mare, naz jus: in terms of acting on a case of sexual har
iy at least three aspects where employers are obligated ta do something, First is the pv
‘© inforr> the public about the law to prom:
iva, which is to act immediately an cases of
By which is te begin to seriously adcress changes ‘= “he

wherein measures shoulc be uncertaken
ee environment. Second is pror
harassmen:, ang third is the transformative scr
behavior and attitudes of therr emplayees.

Sne aiso proposed that the compesition of the comm 1: wil! draft the new law's impiener
an reg.iavions should include the Department of Ecucation {DEPeD} because it has biggest number o* . vi!
ring in thay sector, and the Commission ar Ht grr
= program to educate all the higher ecucatian 1

rvan‘s and many sexual harassment cases are o:
Ecucation ‘CHED} because it has wlrewcy taker an acct
Professor De Dios also saw the need to adc a monitoring kind af mechanism specifically as par: o* 770
‘oversigh: function of Congress to require periodic reporting at least every two years'to be updatec on * rw
law 1s being implemented as part of ts aversight F.nccion

Res. uagan respondec ta the concerns of Pru. de Dios te make the proposed aw’s implementator o:
ang now to ensure that the schools, companies and workplaces would be properly guided anc fun: a>
¥y. especially in the creation af a Comminee on Decorum and Investigation (COD)
fv indizate in their operation ané student ma

effectn
suggestes that companies and schools shoute <
of aCODt

PCW Chai: Rikken said the weakness of the curren: iaw 9a anti-sexual harassment is that the snurcr 35

not included as one environment. She alsa sai¢ that all private schoo's fall under the anti- sewua! harassme:

4


‘oratmission {CSC} which includes peers anc co
ihe a:af* bill removed moral ascendancy in she ~~
Sur they sti continue to question

“#» while public scnools fall unger the Covi! Sery:c

svcluge motel ascendancy, She pointed ox

Srowision under the definition of sexua! har:
Provision,

controversial t

een Provinon number 3, she anticipates a lot of cuestians
or -s £9 wioen the scope anc! include instances wn.
hers who de no: have any working relationship with them, act tne
Scroo. She asked how a0 to ga after the persar whe

3: al Delong ‘0 2 particular workplace, ¢g., mall -ustome. “he lagy solon continued to seek clarit
2ov far de We go ap in looking for azeauntabiliy. will be ere immediate manager or the instit:
ak Be aoubly sificul Fit concerns a mall: 2a we go atser owners Henry Sy, Lucio Tar, et. Ree. “agen
ae nauneet shat Perhaps a manager shoule be accouncable -*he OF she does nat ao anything abou:

ase 0° sexual harassment happening within the workplace committed by persons connected or nat

stablishrrent

ep ‘lagon remarked that with reg:
arise in the plenary She said th
Sases af women or men victimized by ot
Sarassmen: happens within a workplace or

* inset,

Rep. Ginio opined that anti sexial hecasserent ‘ow ana Policies are intended ta make
ioanisbie for ensuring that the workplace or the eeurationa! institution 1 sexual harassment

coe BOIe #8 venice from administrators o- empiayers because they have control of
ft reasonable, the solon expressea, to hola b. nes

th the preceding cites exam:
ihe for example, SM management will repor: the insons 70
mplaint of the victim, bur the provisions af the Proposed bill require the establish:

‘ne Behavior of the general public, wnich, accareing to che fawmaker, is very ditficul: to imp‘e:
‘we further commented that whar power 2» as. hority does the management af a mat’ hos»
*f inoWvidu.ai whom they cannot detain nor jucge se ‘ney can only call the potice and file charges

rot. De Dios sale that in discussing. sexual harassme we are dealing with cultural change c- <0
the Bervasive culture of machismo. She suprested’ @ncouraging al institutions inclus'ng af
P20Ns Ae ensure that there is preventive strarsey lie E
erage In New York train stations anc in other countries She added that huge estaalisnene
Rr fosources lke SM may indulge in preventive ecvessione strategy through media airtime exaon
SF 0" Pestioning in their counters warnings tke "Sexua! Harousmen ee Punishable by Law.”

agencies an private insert

pos

Ms. Rikken asked if thare is a section in me oropased bill that states private establisaner-y
Sate the public about sexual harassment The Presiding Officer reptied that they ay inform as
fh assiscance desks a: embark on active information dissemination. 3_-
'ey have no control ot,

Brores: Customers and clients throw;
8} May nor be held respansible for some incitests chaz

Zot, oe Dias stressed that when a place has ro ae Sexua! harassment-free, it does not mea:
* by law to ensure if the onjective is not achieves O« the liability of the company.
RY Ctucial for not taking accion ir a reasonacle tne to Fespone to particular case. $c, iner~
0 SisUngulsh the acts committed to the goal o achieving a sexual harassment-froe enviranme

establishment acted within a reasanab:s

nese
ane measures should be taken to prevent it and Hf sole
9¢ 5 respona <0 3 case, then they may not be nels i

Say Fale agrees with Prof. de Olas that the intent ¢ not Night away punish or impose laaitl:
Sablisnmencs but to create a sexual harassmiene-ire envisonment. After hearing the aise.
© it one of the parties is connected with

* sexcaliy harassed by a customer or a 5

hs Peesicing Otticer interrupted saying tna: this covers whe Arty. Foja has been stating earlier. wnat
Pring Guestionsa nere, Rep. Lacson-Noel said, Is for * employed (both victim ang aerpesra-or
5 n0 employee-employer relationship

anne ne commistee for the invitation anc conveyed her condolences to Rep. Lani Mercado-
Revilla for the wassing of the fatter’s mother. Sha saig that she #



look inca batause there are a lot of sexua harassment cases due to the nature of whaz a sn07
She added that there is a relat-anstio of @ coac. and an athlete and there are

nor training
vnamics chere and many instances where sexvai harassment is encouraged.

She set 8 an example wherein the coach touches ‘re athlete's body :0 correct the movernens a s-ouic
give verbal inscructions like in gymnastics especially the female anes. She also clarified wha: Pra’
saic that while staristically ar what we see if mediz chat almost all the harassers are males. whiz~ she
Corrects by saying that the homosexuals ever the tansgenaers would be guilty of acts of -exual
‘ould best be presumec that ic happens in all genders especially in sports,

harassment, or maybe

She toic the body that she was the match coremissioner for a friendly match in football, in saccer
she Philippine National leam commanty known as the Azaals anc added that she cringes at the ve. ana!
women’s Team name "MALDITAs” saying that she coes not know if iz could be considerec as :exual

narassment

She said tha itis also a very difficult process in she sense that shose in the spor:s environmen: nase tr
agree 70 resolve cases within the system, She safc that they have their own legal system to resorr sa ¥ they
are sport-relared aut as much as possible, it goes shrough that systerr, She also cited that maybe it 1s sre of
‘the “easons why they have many unresolved cases anc itis easy for the sports leaders or those in aushavy 20
really abuse their power because they know that i: is difficult for the victims or thase who carrpla'r that
there is such a jong and expensive process to the whale thing.

Inher case, its within the jurisdiction of she Philippine Football Federation and protection of the aro ‘sion
‘on women and sports in the Magna Cara of Women (MCW) law, But she feels the case shoule 15 =:

Infaative of those In the sports leadership, in the decision making bodies like the Philippine
Cormmm'ssion (PSC) which is directly under the Office of the President, But PSC, she saic, being a auniic o*Fice
makes F cifficult for them to resalve issues such as her case, while the Philippine Olympic Ganrmister anc

ona! sports associations are private extities

other n

She also said that in sports, there has beer na sexvai harassment policy she knows of ang eve:
has no: cealt with the problem because according 20 the PSC, chev have no record of any sexual “arags~ ent
Incicent, Ms, Ramos stressed that there nave been a lot of sexual harassment cases In soo7s 0." Te
tengency is 10 “sweep It under the rug” because in spor:s especiaty with mates, aggression or incirr
sigh of manhood, manliness, power, strength. These are, Ms, Ramos stated, the positive characte’ srics
which sescribe sports.

Mer case, she testifieo, is not covered by RA 7877 because ft was an athlete subordinate to her pe!
‘that harassed her - asking her if she wears cup ‘8! prasstere, giving her dirty malicious looks while
march commissioner, on the azkals inside the dressing room. She also said that sexual harassmen: may
ro peer relationship like a male teammate narassing a fernale teammate or a male teammate
‘arassing a male teammate or maybe homosexuals wishin tne same ceam, the more macho or heterasesLat
players harass these players. She further ex: that varios dynamics occur in the sports arena, sc % :ar
be peer to peer, same gender, or combinations of mae-female, male-male, female to female, rain
homosexua! 10 heterosexual or even male :0 transgender tt covers all aspects and tr can alsa ar payers
J0es ether way, inferior ta superior, superior ta nfs!

Farassing coach, referee or @ match official
peer

Rep. l'agan said that Ms. Ramos’ experience is caverec by propased provision number 2 in the ce’
‘of sexval harassment of the draft substitute bill. Rep. lagan was of the opinion that Ms, Ramos
proves char sexual harassment is really gefined trae? a point of view of the victim because if she vc
eacomfortabie, the victim is embarrassed or Aumittarec, chen i: is sexual narassment, whether the
superior, subordinate staff or peer of che narasser. She stressed chat Gabriela took the cudge's fe
Ramos’ case and was one of the impetuses for the review o* the current anti-sexual harassment iow
‘aadee tha: the sports environment is one of the first areas they 10oked inta when che prapesed 3s. sas
crattee, because it Is common in the sports arena especially in schools with coaches, nlayers and rear:

SSne also said that with Ms, Ramos’ restimany. the prooosec amendatory law can stil: be strengche-26
addressing issves Uke indifference tc the probler by sors authorities, prevailing machisme attitu
‘his machismo attitude can also be corrected



Ais. 3e Dias thankes the courage of Ms. Rames for coming our ane her testimony enlighzerac 72 Sue
acne cra: it is not the first time that Azkeis have det ssed of no: only sexual harassment becau:
nave a feeling that they are famous, they represen she country and they are untouchable. She saic =
er telling them abour their behaviar wh

shouie 9 aceressec and there shourc be a forma’
ble, She mentioned that in Australia the macbo players, hockey players, footbal! players are ade
» spokespersons in the campawgn against sexva, ha"

saaceen:

against gender-violence and they ai

She also cred Miriam College where anti-sexual harassment Is not only part of the pahcy bur =s
‘sspoused by the administrators anc an integral part of the schoo”’s working contr:
‘here is ¢ CODI, a year round GST for al incluging spor: caacnes down to security guards. These a
ave been ongoing for the last 10 years anc ts generally the preventive measure of training or at -eas7
articulacing these issues in the open wit! have preventive impact an everyone.

Rep, Villarica suggested that a preventive meastre must br put in place. She added that the ill covs not
inciuce a specific period for the resolution of the case that 1s filed. She stressed that chere is 2 neec 20
specity it because cases ike this may drag on anc we don’t know when it will be cesolved. The es sing
Officer interjected thar it should be justified by a resolution. Rep, Villarica further sala that there shaw. be a
ceadline or time imi: after the Jast day maybe after che filing of cases or aftor the iast hearing of she ca

‘he Presiding Officer suggested that Rep. Villarica’s amencment may be added to page 3, ines 1¢ ar 7 22
Tne Commistee Secretary Informed the body tha: there were é lot of discussions on how long show's +
COD! attend to sexual harassment cases and there were vioient reacsions on the periogs whic! we:
suggestes. The TWG therefore remained siient on how long will the case proceed and passed she maci2" ze
ine mother committee for advisement. The ComSec further stated that if there are suggestians 2" she
prescrrasc periods for resolution of sexual harassmen: cases, the proposed bill can still be amendec.

Rep, Casto sald that the bill is confined ar apalies more to an employer-employee relationshia 2° :0 a
protassor/teacher student, or zo a coach/trainor-trainee or those having authority or morat ascenzarcs aver
anozher anz any case other than those mentionec should be a case of act of lasciviousness, She also 98! evec
that number two provision in che definition of sextiai harassment should be deleted, since, accoraing *« her,
he same as number three.

Rep. Hlagan scated that she still wants to retain the essence of the third provision in order to aztain a seca"
harassmemt-free environment, She elaboratec by saying shat wrth the deletion of said provision will ra <2 ts
fo back *e srtuations wherein sexua’ harassment is happening between somebody who does no*

‘tne esrapiishmrent and someboay who belongs there even if they do not have a working relatiorshic, She
suggested that that the proposed aill snoule be moditied retaining the essence of having a sweual
ree environment which is the real inzention of the bill

Commissioner Cardona would like to retain the postion of CHR for the retention of saic provision ba" rox
re wigan the coverage as just to cover anyone. She adced that there must at ieast be a relation
connecc'on to an education, training or work env:ronment. Te reformulate this, she sugge:
the person is not connected by reasan of employment or eausation, but one that renoars it nos
cHensive or mtimidating which means tha: there is sill that connection to an education or work
raining environment so its not just anyone like customer to customer but perhaps for example, a tea.ner
harassec by the oriver of the schoo! bus.

She adioed that the case of Ms. Ramos would no: be covered by number two because there ras te ce 2
connection by reason of employment, training of esucation. She reminded everyone chat i che
preracion of criminal provisions, we neec ta be clea: and very specific because there is

Halliy

Rep. ,arson Nocl stated that afl concernee supmit mmacately modificacions to the proposed subs:
bit! The ComSec also suggested that +f tne bill will be favorably considered an today's eet
commicree. those who have commenced on provision. number 3 should submit before the commctee + oi
prapasec modification/s which will ther be collatec for consutation with the Commiztee feade-shy
which the secretariat will incorporate the necessary amendments far reporting out to the Cor
Ruies for eventual plenary cansideration.



‘he nooy agreed to submit their modifications with'e one week, with Rep. ltagan suggesting
she aritciation of controversial provision number 3 anc passible other amenoments to enkan:
Strengthen the consolidated substitute bill amending the Anti-Sexval Harassment Law

Rep Jagan then movec for the approval of he subject substitute bill, subject to further madrfice:ens
committee secretariat. The motion was secorces and

prige co preparation of 2 committee report by
approved

v. ADIOURNMENT

On moxion ot Rep. Tinio and duty secandee by Rep Castro, having no objection, the meesirg was
adjourned. 1t was 3:15 p.m.

‘ nereay certify to the correctness of the foregoing minutes,

frets 2be
BEATRIZL SAGA
Caremrtee Secrptary

Approved by:

REP. JOSEPHINE VERONIQUE R. LACSON-NOEL
Presiding Officer/Committee Senior Vice-Chawrperson

ce 2602
O52?



Republic af the Philippines
HOUSE OF REPRESENTATIVES
‘Quezon City. Metro Manila

FIFTEENTH CONGRESS
First Reguiar Session

hic 1479

HOUSE Bilt NO.

Introduced by GABRIELA Women’s Party Uist
Representatives LUZVIMINDA C. ILAGAN and EMERENCIANA A. DE JESUS.

EXPLANATORY NOTE

Republic Act {R. A.) No. 7877 has been in existence for more than ten {10} years now,
and yet, cases of sexual harassment which it sought to curb and curtail remain to be rampant.
Prosecutions under the said law are but a few.

in many complaints for sexual harassment that we received mastly from women
emptoyees, students and workers, we noted one common factor that deterred the victims’
Tecourse to the proper courts, and that 's, the difficufty in surmounting the evidentiary
Tequirement of the perpetrator's use of influence or moral ascendancy against the vict:m. This
Proposed amendment to R. A. 7877 seeks ta address such limitation and legal obstacle. 6y <0
doing it also rightfully recognizes the inherent difficulty of the subordinate victim's position n
the place af work, training or education.

This proposea amendment also recognizes that sexual harassment may be commrtted
by a co-employee, fellow trainee or student, hence, the proposed amendment to the ¢efiniticn
of sexual harassment,

Lastly, this bill strengthens the policy that prevention cf sexual harassment in the place
of work, training and education is the primary responsibility of the employer, or the head of
training or educational environment, by the imposition of stricter requirements and stiffer
penakties. :

In view of the above, approval of this bill is earnestly sought.

nk. O. Poveet

‘UziIMINDA C, LAGAN, EMERENCIANA A: DE JESUS,
Gabriela Women’s Party List Gabriela Women’s Party List


Republic of the Philippines
HOUSE OF REPRESENTATIVES
Quezon City, Metro Manila

FIFTEENTH CONGRESS
First Regular Session

HOUSE BILL NO, 1473

Introduced by GABRIELA Women's Party List
Representatives LUZVIMINDA C. LAGAN and EMERENCIANA A. DE JESUS

AN ACT AMENDING REPUBLIC ACT NO. 7877, OTHERWISE KNOWN AS
‘THE ANTLSEXUAL HARASSMENT ACT OF 1995

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

SECTION 1. Section 3 of the Act is hereby amended to read as follows:

"Sec, 3. SEXUAL HARASSMENT IS COMMITFED AS FOLLOWS:

A) IN THE PLACE OF EMPLOYMENT, TRA NING OR EDUCATION, BY ANY PERSON
WHO ENGAGES (N ANY UNWANTEC: OR LNWELCOME SEXUAL ADVANCE,
REQUEST GR DEMAND FOR SEXUAL FAVOR CR OTHER VERBAL OR PHYSICAL
CONDUCT OF A SEXUAL NATLRE AGAINST AN EMPLOYEE, EMPLOYER, TRA’YEL,
TRAINOR, STUDENT, INSTRUCTOR, TEACHER OR PROFESSOR,

B} OUTSIDE THE PLACE OF EMPLOYMENT, TRAINING OR EDUCATION, BY AN
EMPLOYER, MANAGER, SUPERVISOR, AGENT OF THE EMPLOYER, TEACHER,
INSTRUCTOR, PROFESSOR, COACH, TRAINOR, OR ANY OTHER PERSON, WHO
HAVING AUTHORITY, INFLUENCE OR MORAL ASCENDANCY OVER ANOTHER'S
WORK, TRAINING OR EDUCATION, MAKES ANY UNWANTED OR UNWELCONE
SEXUAL ADVANCE, REQUEST OR DEMAND FOR SEXUAL FAVOR OR OTHER
VERBAL OR PHYSICAL CONDUCT OF A SEXUAL NATURE.

Any person who directs or induces another ta commit any act of sexual harassment 3=
herein defitied, or who cooperates in the commission thereof by another without vihich
it would not have been committed, shall also be held liable under this Act.”

SECTION, 2. Section 4 is hereby amended to read as follows: .

“Sec. 4, Duty of the Employer or Head of Office in a Work-related, Education or
Training Environment. - THE EMPLOYER, HEAD OF OFFICE IN A WORK-RELATED,
EDUCATION OR TRAINING ENVIRONMENT OR INSTITUTION [5 HEREBY MANDATED ~O
ADOPT A COMPREHENSIVE, DETAILED, WRITTEN POLICY ON SEXUAL HARASSMENT. It
shall be the duty of the employer, or the head of the work-related, educationai or
training environment or institutian, to prevent or deter the commission of acts of sexuab
harassment, Towards this end, the employer ar head of office shall:



(a) Pramulgate’ appropriate rules end regulations in consultation with and joirtly
approved by the employees ar students or trainees, through their duly
designated representatives, prescribing te guidelines or proper decorum in the
workplace and educational ar training institutions and the procedure for the

Investigation of sexual harassment cases and the administrative sanctions
therefor.

[Administrative sanctions shall not be a bar ta prosecution in the proper courts for
unlawful acts of sexual harassment.)

The sad rules and regulations issued pursuant to this subsection (a) shall (icloae,
amang others, guidelines on proper decarum in the workplace and educational or
training institutions AND PROVIDE OR A PERIIO OF NOT MORE THAN FORTY EIGHT
(48) HOURS W/ITHIN WHICH TO AGT ON COMPLAINTS AGAINST SEXUAL HARASSMENT.

{b) Create a Committee on Decorum avd Investigation for cases of sexual
harasiment. The Committee shall conduct meetings, as the case may be, with
other officers and empioyees, teachers, instructors, professors, coaches, traino-
and students or trainees to increase understanding and prevent incidents oF
sexual harassment. ft shall also conduct the investigation of the alleged cases
constituting sexual harassment.

(c)__ DISSEMINATE OR POST A COPY OF TH’S ACT AND THE RULES AND REGULATIC
MENTIONED IN (a) ABOVE FOR THE INFORMATION OF ALL CONCERNED.

In the case of a work-related environment, the committ2e shal! be composed of at least
one (1) representative each from the management, the union, if any, the employees
from the supervisory rank, and from the rank and file employees.

In the case af the educational or training institution, the committee shall be composed
of at least one (1) representative ‘rom the administration, the trainors, teachers,
instructors, professors or coaches and students or trainees, as the case maybe,

[The employer of head of office, educational cr training institution shail disseminate or
post a copy of this Act for the implemantation cf all concerned)”

SECTION 3. Section 5 is hereby amended to read as follows:

“Sec. 5. Liability of the Employer, Head of Office, Educational or Training tnstitution. -
The employer or head of office, educational OR training institution shail be solidarivy
lisble for camages.arising from the acts of sexual harassment committed in the
employment, education or training environment if tae employer or head of cific=
educational or training institution HAS KNOWLEDGE OF SUCH ACT OR ACS
CONSTITUTING SEXUAL HARASSMENT OR IF THE EMPLOYER OR HEAD OF OFFICE
EDUCATIONAL OR TRAINING INSTITUTION IS PRESUMED TO HAVE KNOWLEDGE OF
SUCH ACTS and no immediate action is taken thereon.

THE EMPLOYER OR HEAD OF THE OFFICE IS PRIMA FACIE PRESUMED TO HAVE
KNOWLEDGE OF SUCH ACT OR ACTS CONSTITUTING SEXUAL HARASSMENT IN THE
FOLLOWING INSTANCES:

2. IF THE MANAGEMENT FAILED TO COMPLY WITH THE PROVISIONS OF THE
PRECEDING SECTION.


IF A COMPLAINT WAS MADE BEFORE THE COMMITTEE OR AUTHORITY
DESIGNATED TO RECEIVE COMPLAINTS AND/OR INVESTIGATE CASES OF SEXUAL

HARASSMENT AS PROVIDED IN THE RULES AND REGULATIONS IT IS MANDATED
TO PRESCRIBE.

3. IF THE HARASSMENT iS OPENLY FRACTICED OR WELLKNOWN AMONG
EMPLOYEES, STUDENTS OR TRAINEES

IN THE CASE OF EMPLOYMENT-RELATED SEXUAL HARASSMENT THAT RESULTS TQ THE
CONSTRUCTIVE DISMISSAL OF THE EMPLOYEE, THE EMPLOYER WHO IS FOUND LIAE-E
UNDER THE PROVISIONS OF THIS ACT SHALL ALSO BE LIABLE FOR DAMAGES ANC
BENEFITS SUCH EMPLOYEE IS ENTITLED UNGER LABOR AND OTHER APPLICABLE LAWS.”

SECTION 4. Section 6 is hereby amended to read as follows:

“Sec. 6.- independent Action for Damages. - Nothing in this Act shal! preclude the victim
of work, education or training-related sexual harassment from instituting a separat2 anc
independent action for damages and other affirmative relief.

ADMINISTRATIVE SANCTIONS SHALL NOT BE A BAR TO PROSECUTION IN THE PROP:R
CGuRTS FOR UNLAWFUL ACTS OF SEXUAL HARASSMENT.”

SECTION 5. Section 7 's hereby amended to read as follows:

“Sec. 7. Penalties. - Any person who violates the provisions of this Act shall, upon
canviction; be penalized by imprisonment of not less tha one (1) month nor more than
six (6) months, or a fine of not less than FIFTY THOUSAND PESOS {PHPS0,000.00) ror
more than TWO HUNDRED THOUSAND PESOS (PHP200,000.00), or both such fine and
imprisonment at the discretion of the court. IF THE PERPETRATOR IS THE EMP.OYER,
MANAGER, SUPERVISOR, AGENT OF THE EMPLOYER, TEACHER, INSTRUCTOR,
PROFESSOR, COACH, TRAINOR, OR ANY OTHER PERSON WHO HAS AUTHORITY,
INFLUENCE OR MORAL ASCENDANCY OVER ANOTHER'S WORK, TRAINING OR
EDUCATION, THE MAXIMUM PENALTIES SHALL BE IMPOSED.

Any action arising from the violation of the pravision of this Act shall prescribe in three
(3) years.”

SECTION 6, Separabiity Clause - if any portion o provision cf this Act Is declared vold and

unconstitutional, the ‘emaining portions or provisions hereo’ shall not be affected by such
declaration.

SECTION 7. Repeating Clause. - All laws, decrees, orders, rules and regulations, other issuances,
or parts thereof inconsistent with the pravisians of this Act ace hereby repealed of medicied
accordingly.

SECTION 8, Effectivity Clause. - This Act shall take effect fifteen (15) days after its comprete
publication in at least two (2} national newspapers of genera circutation.

Approved.


Republic of the Philippines
HOUSE OF REPRESENTATIVES
Batasang Pambansa, Quezon City

FIFTEENTH CONGRESS
First Regular Session

. HOUSE BILL NO. 2538

Authored by HON. JOSEPH VICTOR G. EJERCITO

EXPLANATORY NOTE

Republic Act No. 7877, or the Anti-Sexual Harassment law is
considered as a milestone in the continuous struggle for the
elimination of gender-based violence and crimes. Thirteen years after
its enactment into law In March 5, 1995, however, women continue to
be victims of sexual harassment with more cases left unceported. The
Jaw’s very timited definition of what Constitutes sexual harassmert
leaves most women no recourse than to keep their silence. Even the
paltry penalty of imprisonment for 1 month to 6 months Is enough ta
discourage 2 woman from filing a complaint,

There is clearly a need to reconsider the law and make it more
responsive to the realities that women face every day.

Recognizing that gender-based violence are rooted in unequal
power relations, this bill proposes to expand the definition of sexuz)
harassment ta include unwanted sexual advances made by any person
in the place of employment, training or education. Further, unsolicited
advances of a sexual nature committed even outside the-place of
employment, training or education, when by any person having
authority, Influence or moral ascendancy over another is also 2
Punishable offense of sexual harassment under this Proposed
measure. To address the concern that cases reported to some
employers are left uninvestigated, employers shall be presumed to
have knowledge of the act of sexual harassment — making them flable
for damages - if the employer fails to create a committee on decorum
or’ if the sexual harassment Is openly practiced. As an added
safeguard, the increased penalties are also proposed by this measure.

The passage of this bill Is intended to curb, with the hope of
eventually eliminating, the difficult plight of women, who everyday are
exposed to abuses of unequal power relations.

In view of the foregoing, urgent approval of this bill is earnestly

requested. .
<S ( —.

JOSEPH VICTOR G. EJERUITO


Republic of the Philippines
HOUSE OF REPRESENTATIVES
Batasang Pambansa, Quezon City

FIFTEENTH CONGRESS
First Regular Session

HOUSE BILL NO. 2538

Authored by HON. JOSEPH VICTOR G. EJERCITO

AN ACT
FURTHER PROVIDING PROTECTION FOR WOMEN AGAINST
ABUSES OF UNEQUAL POWER RELATIONS, EXPANDING FOR

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

SECTION 1, Section 3 of R.A. 7877 is hereby amended to read
as follows:

“Section 3. [Work, Education or Training-related] SEXUAL
HARASSMENT DEFINED. - [Work, education or training-related
sexual harassment is committed by an employer, employee,
manager, supervisor, agent of the employer, teacher, Instructor,
Professor, coach, trainor, or any other person who, having
authority, influence or moral ascendancy over another In a work
or training or education environment, demands, requests or
otherwise requires any sexuai favor from the other, regardless of
whether the demand, request or requirement for submission is
accepted by the object of said Act.

(a) In a work-related or employment environment, sexual
harassment is committed when:

{1) The sexual favor Is made as a condition In the hiring or in the
employment, re-employment or continued employment of said
Individual, or in granting said individual favorable compensation,
terms, conditions, promotions, or privileges; or the refusat to grant the
sexual favor results In limiting, segregating or classifying the employee
which in any way would discriminate, deprive or diminish employment
opportunities or otherwise adversely affect said employee;

(2) The above acts would impair the employee's rights or
privileges under existing labor laws; or


(3) The above acts would result in an intimidating, hostile, or
offensive environment for the employee.

(b) In an education or training environment, sexual harassment
is committed:

(1) Against one who is under the care, custody or supervision of
the offender;

(2) Against one whose education, training, apprenticeship or
tutorship is entrusted to the offender;

(3) When the sexual favor is made a condition to the giving of a
passing grade, or the granting of honors and scholarships or the
payment of a stipend, allowance or other benefits, privileges, or
considerations; or

(4) When the sexual advances result in an intimidating, hostile
or offensive
environment for the student, trainee or apprentice.)

A. IN THE PLACE OF EMPLOYMENT, TRAINING OR EDUCATION,
SEXUAL HARASSMENT IS COMMITTED BY ANY PERSON WHO
ENGAGES IN ANY UNWANTED OR UNWELCOME SEXUAL
ADVANCE,

REQUEST OR DEMAND FOR SEXUAL FAVOR OR OTHER VERBAL,
OR PHYSICAL CONDUCT OF A SEXUAL NATURE AGAINST AN
EMPLOYEE, EMPLOYER, TRAINEE, TRAINOR, STUDENT,
INSTRUCTOR, TEACHER OR PROPESSOR REGARDLESS OF
WHETHER THE DEMAND OR REQUEST FOR SUBMISSION IS
ACCEPTED BY THE OBJECT OF SAID ACT;

B. OUTSIDE THE PLACE OF EMPLOYMENT, TRAINING OR
EDUCATION, SEXUAL HARASSMENT IS COMMITTED BY AN
EMPLOYER, MANAGER, SUPERVISON, AGENT OF EMPLOYER,
TEACHER, INSTRUCTOR, PROFESSOR, COACH, TMINOR OR ANY
OTHER PERSON, WHO HAVING AUTHORITY, INFLUENCE OR
MORAL ASCENDANCY OVER ANOTHER, MAKES ANY UNWANTED
OR UNWELCOME SEXUAL ADVANCE, REQUEST OR DEMAND FOR
SEXUAL FAVOR OR OTHER VERBAL OR PHYSICAL CONDUCT OF
A SEXUAL NATURE, REGARDLESS OF THE DEMAND OR REQUEST
FOR SUBMISSION IS ACCEPTED BY THE OBJECT OF SAID ACT;

Any person who directs or induces another to commit any
act of sexual harassment as herein defined, or who cooperates in
the commission thereof by another without which it would not
have been committed, shall also be held liable under this Act.

SEC. 2. Section 5 of RA 7877 is hereby amended as follows:

éction 5, Liability of the Employer, Head of Office, Educational
or Training Institution, - The employer or head of office,


educational or training institution shall be solldarily tiable for
damages arising from the acts of sexual harassment committec
in the employment, education or training environment if de
emplcyer or head of office, educational or training institutio.: is
Informed of such acts by the offended party and no immediate
action is taken thereon. THE EMPLOYER IS PRIMA FACIE
PRESUMED TO HAVE KNOWLEDGE OF THE SEXUAL
HARASSMENT ACT OR ACTS IF THE EMPLOYER FAILED TO
CREATE A COMMITTEE ON DECORUM AS MANDATED BY THIS
ACT; OR IF A COMPLAINT WAS MADE BEFORE THE COMMITTEE
OR AUTHORITY DESIGNATED TO RECEIVE COMPLAINTS; OR
WHEN THE SEXUAL HARASSMENT IS OPENLY PRACTICED OR
WELL-KNOWN AMONG EMPLOYEES, STUDENTS OR TRAINEES.”
SEC. 3. Section 7 of RA 7877 is hereby amended as follows:

“Section 7. Penalties. - Any person who violates the provisions of
this Act shall, upon conviction, be penalized by imprisonment of
not less than [one (1) month] SIX (6) MONTHS nor more than
six (6) [months] YEARS, or a fine of not less than [Ten thousand
Pesos (P10,000.00) FIFTY THOUSAND PESOS (P50,000.00) ner
Diore than {Twenty thousand pesos (P20,000.00)] ONE
HUNDRED THOUSAND PESOS (F100,000), or both such fine and
imprisonment at the discretion of the cour.

Any action arising from the violation of the provisions of this Act
shail prescribe in three (3) years,”

SEC. 4. Separability Clause, -If, for any reason, any section or
Provision of this Act shall be held unconstitutional or invalid, the other

section or provision not otherwise affected shall remain in full force
and effect.

SEC. 5. Repealing Clause. - Any provision of taw, decree,
executive order or issuance inconsistent herewith is hereby repeated
and/or modified accordingly.

SEC. 6. Effectivity Clause. - This Act shall take effect fifteen
(15) days after the completion of its publication in the Official Gazette
or in at least two (2) national newspapers of general circula‘ion.

Approved,


Repadblic af tye Poiliggines
Gangress sf the Philippines
Metre Hh

ila

‘Uhira Regafar Session

wun and held in Metre Manila, on Monday, the twenty-fifth day of July, ninctcen,
hundred and ninety-four.

[REPUBLIC ACT NO. 7877]

AN ACT DECLARING SEXUAL HARASSMENT UNLAWFUL IN ‘THE EMPLOYMENT,
EDUCATION OR TRAINING ENVIRONMENT, AND FOR OTHER PURPOSES

Re it enacted by the Senate and House of Representatives of the Philippines in
Congress assembled: :

.

SECTION |. Title. — This Act shail be known as the “Anti-Sexual Harassment ©

Act at 1995.

eC

Declaration of Policy. — The State shall value the dignity of very
nee the development of its human resources, guarantee full respect for
and uphold the dignity of workers, employees, applicants for employment,
students or those undergoing training, inswuction or education. Towards this ¢14, all

forms of sexual harassment in the employment, edncati .n or training environment are
hereby declitred unlawful, 4

en

individe
human righ

re Bega eda

SEC. 3. Work, Education or Training-related Sexual Harassment Defined — :
Work, education or twaining-related sexual harassment is committed by an employ
employee, manager, supervisor, agent of the employer, teacher, instructor, proessur
coach. trainer, ut any other person who, having authority, influence or moral ascendancy 4
ever another in a work or training or education environment, demands, requests at
otherwise requires any sexual favor from the other, regardless of whether the demand,
request or requizement for submission is accepted by the object of said Act

Ga tn a work-related or employment environment, sexual harassment is

conunitted when:

(1) The sexual favor is made as a condition in the hitiry or ic the
employment, re-employment or continued employment of sa
individual, or in granting said individual favorable compensation. terms


conditions, promotions, or priviteges; or the refusal to grant the sexcal
favor results in limiting, segregating or classifying the employee which in
‘any way would discriminate. deprive or diminish employment
‘opportunities ar atherwise adversely affect said employee;

(2) The above acts wold impair the employee's rights or privileges uncer
existing labor laws; ot

(3) The above acts would result in an intimidating, hostile, or offensive
environment for the employee.

() In an education or training environment, sexual harassment is committed

©) Against one who is under the care, custody or supervision of tre
oflender;

©) Against one whose education, training, apprenticeship or tutorshia 's
entrusted to the offender;

() When the sexual favor is made a condition to the giving of a passing
grade, or the granting of honors and scholarships, or the payment vf a
stipend, allowance or other benefits, privileges, or considerations; or

(4) When the sexual advances result in an intimidating, hostile or of!
environment for the student, trainee or apprentice.

‘ive

Any person who directs or induces another to commit any act cf sexual
harassment as herein defined, or who cooperates in the commission thereof by ano:her
without which it would not have been committed, shall also be held liable under this Ac:

SEC. 4, Duty of the Employer or Head of Office in a Work-related. Education or
Training Environment. — \t shall be the duty of the employer or the head of the work-
related. educational or training environment or institution, to prevent or deter tz
commission of acts of sexua! harassment and to provide the procedures for the resolutior..
setllement or prosecution of acts of sexual barassment. Towards this end, the empleyer
or head of office shall:

(a) Promulgate appropriate rules and regulations in consultation with and joints:
approved by the employees or students or trainees, through their duly designated
representatives, prescribing the procedure for the investigation of sexual harassmeal
cases and the administrative sanctions therefor.

Administrative sanctions shall not Le a oar 20 prosecution in the proper conr:s fin
unlawful acts of sexual harassment.


‘The said rules and regulations issued pursuant to this subsection (a) sh! include,
among others, guidelines on proper decorum in the workplace and educational or’
institutions.

(b) Create a conimittee on deconim and investigation of cases on sexual
harassment, ‘The committee shai} conduct meetings, as the case may be, with »!fivers and 5
Employees. teachers, instructors, professors, coaches, trainors and students or -rainees 10.”
increase understanding and prevent incidents of sexual harassment. It shall ava conduct
the investigation of alleged cases constituting sexual harassment, 5

In the case of a work-related environment, the committee shal! be composed of at
least one (1) representative each from the management, the union, iff any, the <mployees
from the supervisory rank, and from the rank and file employ

In the case of the educational or taining institution, the eommittec shall be L
composed of at least one (1) representative from zhe administration, the trainors. teachers, ©
instructors, professors or coaches and stulents ot trainees, as the case may be. "

The employer or head of office, educational or training
disseminate or post a copy of this Act for the information of all concerned.

jttion shall,

SEC. 5. Liability of the Employer, Head of Office, Educational or Tesining ©
instindion. — The employer or head of office, educational or training instirutica shall be
solidarily liable for damages arising from the acts of sexual harassment comenitied in the >
employment, educat on or training environment if the employer or head of office,
educational or trainir g institution is informed of such acts by the offended pasty and no
immediate action is taken thereon.

SEC. 6. Ind-pendent Action for Damages. — Nothing in this Act shall preclude
the victim of work, education or twaining-related sexusl harassment from. irstituting a
separate and independent action for damages and other affirmative reliel.

SEC. 7. Penalties, — Any person who violates the provisions of this Act
upon conviction. be penalized by imprisonment of not less than one (1) mor zh
than six. (6) mouths, or a fine of not less than Ten thousand pesos {P10,000) nage
than Twenty thousand pesos (P20,000), or both such fine and imprisoameat
discretion af the court.

Any action ai
in three (3) years,

sing from the violation of the provisions of this Act shall

SEC. 8. Separability Clause — If any portion or provision of this Act is deg
void or uxtconstitational, the remaining portions or provisions hereof shall no: be
by such declaration.


SEC 9 Repeating Clause. ~~ All laws, decrees, orders, rul
other ‘ssnances, or parts thereof inconsisten: with provisions of this Act a
repealed or modi fied accordingly.

otis
hetihy

SEC. 10,
complete publ

jectivity Clause, »— This Act shall take effect fifteen (15) day ~ atier its
jon in al Ieast two (2) national newspapers of general cisculsttion.

Approved,

(Sed) EDGARDO J. ANGARA (Sad) JOSE DE VENEC TAL IR
dent of the Senate Speaker of the House of

Representatives

This Act which is a consolidation of House Bill No. 9425 and Senate Bill No.

1632. was linally passed by the House of Representatives and the Senate on February &,
1995.

{Sed.) EDGARDO L. TUMANGAN —(Sgd.) CAMILOL., SARTO
Secretary of the Senate Secretary General
House of Representatives

Approved: February 14, 1995

(Sgd.) FIDEL V. RAMOS
President of the Philippines