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Anti-sexual harassment act implementing rules and regulations

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French - Spanish Printable version. The Committee noted previously that an intensive inspection strategy LSEF—BLITZ was ongoing to monitor compliance with core labour standards, social welfare benefits and occupational safety and health. The Committee recalls Anti-sexual harassment act implementing rules and regulations the absence of complaints could indicate a lack of awareness of the legal provisions, lack of confidence in, or absence of, practical access to procedures, or fear of reprisals.

The Committee also asks the Government to take steps to ensure effective enforcement of the Anti-Sexual Harassment Act, including extending the intensive inspection strategy to cover sexual harassment, and enhancing the capacity of the responsible authorities, including judges, labour inspectors and other public officials, to identify and address such cases.

Please also provide Anti-sexual harassment act implementing rules and regulations on any judicial or administrative decisions addressing sexual harassment, including the remedies provided and sanctions imposed. Discrimination on the basis of sex night work. In the context Anti-sexual harassment act implementing rules and regulations the upcoming review of laws that may be discriminatory to women, the Committee hopes that the Government will take steps to review section of the Labour Code with a view to eliminating discrimination against women that may exist in access to employment.

Please provide specific information of the measures taken in this respect. Equality of opportunity and treatment between men and women. Anti-sexual harassment act implementing rules and regulations had also Anti-sexual harassment act implementing rules and regulations the need identified in the National Plan of Action for Decent Work, —07, to provide greater protection for domestic workers, many of whom are women.

Observation (CEACR) - adopted 2019,...

The Committee notes that, in reply, the Government refers generally to the enactment of the Magna Carta of Women. Please also indicate the specific measures taken and the results achieved to protect the rights of domestic workers, including from discrimination.

Access to vocational training. It also notes that Pangulong Gloria Scholarships have been provided by the TESDA, particularly for occupations in the business process outsourcing Anti-sexual harassment act implementing rules and regulations, metals and engineering, and construction. Noting that women are concentrated in vocational training leading to traditionally female jobs, the Committee asks the Government to take measures to promote the enrolment of women in a wider range of courses, including those leading to higher paying jobs and career opportunities.

The Committee also asks the Government to provide information on the number of women who benefited from the Pangulong Gloria Scholarships, and in which occupations. Please also provide information on how TESDA is promoting equality of opportunity and treatment with respect to the other grounds set out in Article 1 1 a of the Convention, namely race, colour, religion, national extraction, social origin and political opinion.

National policy with respect to indigenous peoples. CERD also raises concerns regarding the unduly burdensome process for claiming collective land titles paragraph The Committee urges the Government to provide full particulars on the following: Article 1 of the Convention.

The Magna Carta provides that the State shall: With respect to employment and opportunity, in section 2 of the Magna Carta, Anti-sexual harassment act implementing rules and regulations State is to provide opportunities for women to enhance and develop their skills and acquire productive employment.

Section 22 provides further that: As the Magna Carta of Women is a framework law requiring specific laws, regulations and guidelines for the full implementation of many of the principles set out therein, the Committee asks the Government to provide information on any implementing measures taken or envisaged Anti-sexual harassment act implementing rules and regulations respect to promoting equality of opportunity and treatment in employment Anti-sexual harassment act implementing rules and regulations occupation, with a view to eliminating any discrimination against women in respect thereof, including by the newly established Philippine Commission of Women.

Recalling its previous observation regarding the need to amend the Labour Code to ensure that women are protected against discrimination in all aspects of employment, including hiring, the Committee urges the Government to take the opportunity of the adoption of the Magna Carta to adopt the necessary legislation or amendments.

Please also provide information on any measures taken Anti-sexual harassment act implementing rules and regulations practice to prevent and address discrimination against women in access to employment, and the results achieved.

Application in the public sector.

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The Government also refers to item 2 2 of Memorandum Circular No. The Committee also requests information on the application of the principle of the Convention to the positions exempted from the publication requirement.

As the Government provides very general information regarding the Merit Promotion Plans, the Committee also asks the Government to provide more specific information on how the Plans address discrimination and promote equality.

Gender equality in the public service. The Committee requests the Government to provide information on the implementation of the Magna Carta of Women in the public service, Anti-sexual harassment act implementing rules and regulations particularly the measures taken to implement section 11 a.

In this regard, the Committee recalls the Anti-sexual harassment act implementing rules and regulations of collecting statistical data disaggregated by sex in order to assess the impact of measures to advance gender equality in the public service, and it urges the Government to provide such information.

Please also supply a copy of the draft of the Memorandum implementing the Magna Carta of Women. The Committee recalls its previous comments in which it noted that despite progress made in the implementation of the Sexual Harassment Act RAmuch remained to be done in terms of awareness raising, developing workplace policies and procedures, training of managers and offering counselling to victims of sexual harassment.

The Committee notes that in order to maximize compliance with labour standards and to enhance the implementation of the Labor Standards Enforcement Framework LSEFan Anti-sexual harassment act implementing rules and regulations inspection strategy, i. LSEF—BLITZ is ongoing in all regions to monitor compliance with core labour standards, social welfare benefits and occupational safety and health standards. The Committee asks the Government to indicate the results of LSEF—BLITZ with respect to compliance of RAand to provide information on any measures taken, and their Anti-sexual harassment act implementing rules and regulations, to raise awareness, develop workplace policies and procedures, train managers and offer counselling to victims of sexual harassment.

The Committee asks the Government to keep it informed of any amendments to the provisions of the Labor Code concerning night work so as to eliminate any discrimination that might exist against women in terms of access to employment.

The Committee recalls its previous comments on the continuing occupational segregation of women in low-skilled and low-income jobs, and the need, identified by the National Plan of Action for Decent Work —07, to provide greater protection for domestic workers, most of whom are women, who often face long working hours, non-payment of wages, verbal, physical and sexual abuse, and insufficient accommodation.

The Committee further notes that, since andthe TWC resources and capacity Anti-sexual harassment act implementing rules and regulations been further enhanced by the Project Gender Responsive Employability and Training GREAT which aims to strengthen employability of women trained in the TWC through integrated research, training and advocacy activities.

The Government indicates that the TWC has started to take a more active and strategic role in the promotion of gender and development in the TVET sector. The Committee further notes that the TESDA has been offering scholarship slots to deserving students to pursue vocational training in priority occupational areas which will improve their chances to obtain decent jobs.

The Committee urges the Government to provide information on the results of the programmes carried out by the TESDA, including the TWC, in overcoming the systematic enrolment of men Anti-sexual harassment act implementing rules and regulations women in traditional trades and occupations and to promote the enrolment of Anti-sexual harassment act implementing rules and regulations Anti-sexual harassment act implementing rules and regulations VTET programmes that offer them jobs with career opportunities.

This information should include statistics, disaggregated by sex, on the Anti-sexual harassment act implementing rules and regulations of men and women in the various training courses, as well as on the number of them that have actually obtain employment after attending such a course. Please also provide information on how TESDA is promoting equality of opportunity and treatment with respect to the other grounds set out in Article 1 1 a of the Convention.

The Committee asks the Government to provide further details on how the PESOs ensure the observance of equality of opportunity and treatment with respect to job advertisements and recruitment and selection procedures. Please also provide information on how Phil-Jobnet and the GMA Employment Kiosk have helped to promote the employment of women and other disadvantaged groups in a wider range of jobs and occupations.

The Committee recalls its previous comments in which it noted that discrimination against indigenous peoples with respect to wage employment and non-wage livelihood activities as well as education and training remained widespread and Anti-sexual harassment act implementing rules and regulations, on account of their ethnicity, they experienced various forms of prejudice and intolerance.

Please also provide information on any follow-up given to the recommendations made by the ILO study on equality and non-discrimination in employment and livelihoods of indigenous peoples with a view to addressing and eliminating discrimination against indigenous peoples in employment and occupation. Lack of protection against discrimination in hiring.

The Committee recalls its long-standing comments since urging the Government to take the necessary legal measures to ensure that women are fully protected against discrimination in all aspects of employment and occupation, including hiring. The Committee strongly urges the Government to bring its legislation into conformity with Article 1 of the Convention so as to ensure that women are fully protected against discrimination in all aspects of employment, not only with respect to terms and conditions of employment, training and education opportunities and job security, but also in hiring.

The Anti-sexual harassment act implementing rules and regulations also asks the Government to provide full details on the measures taken to prevent and address discrimination against women in hiring, and the results Anti-sexual harassment act implementing rules and regulations. Application in the public service.

For a considerable number of years sincethe Committee has been asking the Government to provide information on the application Anti-sexual harassment act implementing rules and regulations the Convention in the public service. In particular, the Committee requested information on the practical application of specific provisions on non-discrimination and equal opportunities of men and women under the Merit Promotion Plan MPP and the impact of the Civil Service Commission Resolution No.

The Committee also requested information on the application in practice of Resolution No. The Committee strongly urges the Government to provide full particulars in its next report on the following: Please also provide up to date statistical data disaggregated by sex, religion and national extraction, if possible, on employment in the public service.

On the other hand, it Anti-sexual harassment act implementing rules and regulations notes that the Philippine National Plan of Action for Decent Work —07 highlights that much remains to be done in terms of raising awareness, developing workplace policies and procedures, providing training to managers and offering counselling to victims.

The National Plan Anti-sexual harassment act implementing rules and regulations to undertake a review of Anti-sexual harassment act implementing rules and regulations with a view to strengthening the Act and to intensifying the Sexual Harassment Program aimed at, among others, developing action-based programmes to prevent sexual harassment at the workplace. The Committee hopes that the activities carried out under the National Plan for Decent Work will help to address sexual harassment at the workplace more effectively.

The Committee asks the Government to continue to monitor compliance with RAto keep it informed of the outcome of any review undertaken of RAincluding any amendments to the Act and of any other measures taken to address sexual harassment at work, and the results achieved. Discrimination on the basis of sex.

National Machinery for Gender Equality...

The Committee notes that the Philippine National Plan of Action for Decent Work —07 confirms that women face a narrower range of occupational choices than men resulting in Anti-sexual harassment act implementing rules and regulations opportunities for skills and career development. Also, unemployment rates for young women have been systematically higher than those of young men. In addition, the National Plan identifies the need for greater protection of domestic workers, their number being estimated at roughlyto 2.

Many of them face long working hours, non-payment of wages, verbal, physical and sexual abuse, and insufficient accommodation. The Committee notes that the National Plan states that efforts to alleviate poverty and to promote decent work require that gender equality concerns be fully integrated into all strategies and responses to promote decent work in the country.

Access of women to vocational training and education. Please also provide statistical information disaggregated by sex on the enrolment of men and women in the various training courses of TESDA. National policy with regard to religion and national extraction indigenous peoples.

The Committee notes in this regard that an ILO study on equality and Anti-sexual harassment act implementing rules and regulations in employment and livelihoods of indigenous peoples, published inhighlights that discrimination against indigenous peoples with respect to wage employment and non-wage livelihood activities as well as education and training remains widespread and Anti-sexual harassment act implementing rules and regulations, on account of their ethnicity, they experience various forms of prejudice and intolerance.

The study further highlights that few employers in the public and private sectors Anti-sexual harassment act implementing rules and regulations complied with their obligation under IPRA and its Implementing Rules to hire indigenous peoples in proportion to their share in the population.

The Committee notes that the ILO study makes a number of recommendations to address discrimination against indigenous peoples. The Committee asks the Government to provide information in its next report on the measures taken or envisaged to ensure the effective application of the IPRA and to implement the milestone agenda of the NCIP. Failure to provide information requested. Further to its observation, the Committee trusts that the Government will make every effort to provide in its next report information, including statistics, on the matters raised in its previous direct request which in relevant parts read as follows:.

Information on the practical application of specific provisions on non-discrimination and equal opportunities of men and women under the Merit Promotion Plan MPP and the impact of the Civil Service Commission resolution No. Indicate the likelihood that Bill No. For a considerable number of years, the Committee has expressed concern over the lack of legislative prohibition of discrimination against women in hiring and the overly broad interpretation of inherent requirements of the job.

The Committee notes that section still does not include a prohibition for such favourable treatment in the hiring of men over women on account of their sex. The Committee recalls that, pursuant to Article 1 3 of the Convention, discrimination on the basis of sex should be prohibited with respect to access to employment and occupation including hiringvocational training and terms and conditions of employment.

The Committee again urges the Government to take the necessary legal steps to ensure that women are fully protected against discrimination in all aspects of employment in conformity with the Convention not only with respect to terms and conditions of Anti-sexual harassment act implementing rules and regulations, training and education Anti-sexual harassment act implementing rules and regulations and job security, but also in hiring practices.

Awaiting any legislative changes, the Committee also requests the Government to provide detailed information on the measures taken Anti-sexual harassment act implementing rules and regulations envisaged to prevent and address discrimination against women in hiring and the results achieved. Failure to provide the information requested.

For a considerable number of years the Committee has been asking the Government to provide information on a number of points raised in previous requests. These concern in particular: Article 1 1 a of the Convention. It asks the Government to provide a copy of the Order and to indicate the number of enterprises that have adopted a self-policing mechanism, including on sexual Anti-sexual harassment act implementing rules and regulations, and whether this has positively impacted on the prevention and monitoring of sexual harassment in the workplace.

Further with regard to the application of RAthe Committee encourages the Government to continue to monitor the implementation of the Act together with the social Anti-sexual harassment act implementing rules and regulations and to supply information on the results achieved by the labour inspection services since the inclusions of indicators of sexual harassment in the Statistical Performance and Reporting System SPRS form.

Please also keep the Committee informed of any amendments to the Act. Equality of opportunity and treatment of men and women. The Committee notes from statistics collected by the Department of Labor and Employment DOLE that in January women continue to be predominantly employed as labourers and unskilled workers and mostly concentrated in the wholesale and retail trade This should particularly include any measures taken to address male preference in the labour market and the prevalence of women in low-income and low-skilled jobs in the private sector.

It asks the Government to supply information on the concrete activities implemented under this plan, in particular those promoting equality of Anti-sexual harassment act implementing rules and regulations and treatment of the men and women belonging to indigenous peoples in employment, occupation and training, as well as an indication by means of statistics or otherwise of the results achieved.

It hopes that the Government will soon be in a position to confirm adoption of the Bill and provide information on its practical application.

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