Press Releases
DOLE LAGUNA OBSERVES WOMEN’S MONTH WITH A SERIES OF LEARNING SESSIONS

With the enactment of R.A. 11313, the Safe Spaces Act, management representatives cannot help but ask, “How are we supposed to comply with the provision on gender-based sexual harassment at the workplace?” This sentiment was shared by an HR representative who has been looking for the implementing rules and regulations of the legislation early this year.

Compliance is imperative since inspection activities commenced over the first quarter of the year. DOLE IV-A Regional Director Exequiel Ronie A. Guzman has already been issuing authority to labor inspectors in visiting establishments as early as January of this year. The inspection activity covers anti-sexual harassment policy that is expected to incorporate provisions on gender-based sexual harassment in the workplace.

 



Now just in time for the celebration of the women’s month, DOLE Laguna Provincial Director Guido R. Recio has been advocating for compliance with the new law. A series of learning sessions on Safe Spaces Act at the workplace was conducted in partnership with the Philippine National Police Community Affairs Development Office with PMSG Jason B. Turaray, J.D. as the resource person. Consequently, each learning session features other topics relating to labor relations, human relations, and productivity.

At the Laguna Technopark, two face-to-face seminars on gender-based sexual harassment were conducted along with other topics such as Compressed Work Week (CWW) Implementation discussed by CWW Focal, Ms. Jennifer C. Taip and Due Process on Termination discussed by Labor Relations Focal, Mr. Rudyboy R. Sinay. The lectures were attended by safety, security, and HR officers carried out in the newly-renovated multipurpose hall that can safely accommodate mass gatherings on the 17th and 24th of March 2022.

 


Another learning session on the Safe Spaces Act was held at the end of the month. It was a virtual seminar that includes a presentation on LMC by Ms. Milca Lopez and Grievance Handling by Mr. Luis San Andres of the Regional Mediation and Conciliation Board IV-A. The process of formulating Wage Orders was related by Mr. Gener Rivera while updates on the schedule of wage consultation was shared by the Board Secretary, Atty. Rio Ariel A. Soriano of the Regional Tripartite Wages and Productivity Board IV-A.

There were more than 150 attendees from labor and management representatives of establishments in several industrial zones such as the Light Industry and Science Parks and Carmelray Industrial Parks. Among the participants are union officers and members of the CFW-Monde Nissin Chapter telecommuting from Sta. Rosa, Laguna. The activity was hosted by Mr. Virgilio Rapin of Motorcentral Sales Corporation who is also an officer of the Laguna Labor Management Council, Inc.

Understanding the pertinent provisions of the Safe Spaces Act is imperative to setting a responsive policy in the workplace. Responsibility, not to mention, liability is being imposed by the law not only on perpetrators but also on employers. Duties of the management include dissemination of information, creation of policy, and consultation with experts. Otherwise, the company may have to pay a fine for failing to observe its obligations under this law.

An establishment’s anti-sexual harassment policy is supposed to reflect the provisions under the new law. Given the expanded the coverage of sexual harassment with the provisions on gender-based sexual harassment in the workplace, there is a need to update the current policy to effect compliance. For instance, superiority or moral ascendancy of the perpetrator that is a requisite under the Anti-Sexual Harassment Act of 1995 has been rendered irrelevant under the new law.

With these learning sessions, there is a good chance that establishments will be able to draft an effective Anti-Sexual Harassment policy according to the new provisions of the Safe Spaces Law.

By:

Rudyboy R. Sinay
Senior LEO/LPO LIO

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2022-04-20
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