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A Sexual Harassment Policy outlines your organization's rules, procedures, and consequences for handling workplace sexual harassment, as required by Philippine law RA 7877. It spells out prohibited behaviors, from unwanted advances to creating a hostile work environment, and explains how employees can report incidents safely and confidentially.

The policy protects both employees and employers by establishing clear reporting channels, investigation procedures, and disciplinary measures. It must include specific steps for filing complaints, detail the rights of all parties involved, and align with the Civil Service Commission's guidelines on workplace conduct and professional relationships.

Use a Sexual Harassment Policy immediately when setting up any workplace in the Philippines - it's required by law from day one of operations. Companies need this policy in place before hiring employees to comply with RA 7877 and protect everyone from the start. The policy becomes especially crucial when onboarding new staff, conducting workplace training, or responding to harassment complaints.

Put the policy to work during employee orientations, annual compliance reviews, and whenever workplace conduct issues arise. It guides managers through proper investigation procedures and helps HR teams handle sensitive situations professionally. Having it ready before problems occur prevents costly legal issues and maintains a respectful work environment.

• Basic Policy: A straightforward Sexual Harassment Policy focusing on essential RA 7877 requirements, definitions of prohibited conduct, and basic reporting procedures - ideal for small businesses.
• Comprehensive Version: Includes detailed investigation protocols, multiple reporting channels, and specific examples of prohibited behavior - suited for larger organizations.
• Industry-Specific Policies: Tailored for sectors like education, healthcare, or hospitality, addressing unique workplace dynamics and risks.
• Digital Workplace Policy: Addresses online harassment through email, messaging apps, and virtual meetings - increasingly important for remote teams.
• Multi-Branch Policy: Adapted for companies with multiple locations, including specific procedures for cross-location complaints and investigations.

• HR Managers: Draft and implement the Sexual Harassment Policy, conduct training sessions, and oversee complaint procedures.
• Legal Teams: Review and update policies to ensure compliance with RA 7877 and other Philippine labor laws.
• Department Heads: Help enforce the policy, report violations, and maintain a harassment-free workplace environment.
• All Employees: Must understand, follow, and acknowledge the policy as part of their employment terms.
• Committee on Decorum and Investigation (CODI): Handles investigations and resolves sexual harassment complaints as mandated by law.

• Review Legal Requirements: Gather current copies of RA 7877, CSC guidelines, and DOLE advisories on workplace harassment.
• Company Structure: Map out reporting channels, identify CODI members, and establish investigation procedures.
• Policy Scope: Define covered locations, online platforms, and work-related events where the policy applies.
• Complaint Process: Create clear steps for filing complaints, protection measures for complainants, and investigation timelines.
• Documentation System: Set up secure methods for recording incidents, maintaining confidentiality, and tracking resolutions.
• Training Plan: Outline orientation requirements and regular refresher sessions for all employees.

• Definition Section: Clear explanations of sexual harassment forms under RA 7877, including physical, verbal, and digital conduct.
• Prohibited Acts: Specific examples of unacceptable behavior in workplace settings.
• Reporting Procedures: Step-by-step process for filing complaints, including confidentiality measures.
• CODI Structure: Composition and responsibilities of the Committee on Decorum and Investigation.
• Investigation Protocol: Timelines, procedures, and due process rights of all parties.
• Sanctions: Progressive disciplinary measures for policy violations.
• Protection Mechanisms: Anti-retaliation provisions and victim support measures.

A Sexual Harassment Policy differs significantly from a Bullying and Harassment Policy in several key aspects, though both aim to protect employees. While sexual harassment policies specifically address conduct of a sexual nature as defined by RA 7877, bullying policies cover a broader range of inappropriate workplace behaviors.

• Legal Framework: Sexual harassment policies must follow strict DOLE and CSC guidelines, including mandatory CODI formation, while bullying policies have more flexible implementation requirements.
• Investigation Procedures: Sexual harassment cases require specific confidentiality protocols and investigation timelines under Philippine law, whereas bullying complaints often follow standard grievance procedures.
• Scope of Coverage: Sexual harassment policies focus exclusively on gender-based misconduct and power dynamics, while bullying policies address general hostile behaviors like intimidation, exclusion, or verbal abuse.
• Reporting Mechanisms: Sexual harassment requires dedicated reporting channels through CODI, while bullying cases can be handled through regular HR processes.