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Studied by 17 peopleNoteStudied by 8 peopleNoteStudied by 5 peopleNoteStudied by 44 peopleNoteStudied by 21 peopleNoteStudied by 1 person
HRM Module 1 and 2
HRM
HRM - an organizational function of managing and handling one of the most valuable assets of the organization–its employees.
It tackles various undertakings performed by a business firm to make certain that workers are handled and managed as human beings worthy of respect and compassion throughout their employment life–that is from entry to separation.
composed of HR practices that aid the firm in leading its people successfully and reasonably throughout their journey during the three stages of the employment cycle—THE PRE HIRE, THE HIRE, THE POST HIRE.
YEAR | EVENTS |
|---|---|
1890-1910 | Frederick Taylor introduced a management approach known as scientific management—scientific selection of employees based on their capabilitiesThis system provides that workers will be paid additional compensation when they exceed the standard level of output for a given job. |
1910-1930 | Most companies started to develop departmental units focused on maintaining the well-being of employees.The field of industrial psychology, together with World War 1, led to the development of employment tests and selection techniques. |
1930-1945 | The Hawthorne Studies started to have a tremendous effect on management studies and principles. much attention was put on the personal and social interaction in the workplace that affect and influence worker’s productivity and level of performance |
1945-1965 | Marked the birth of union membership that gave considerable importance to employee-employer relationships.pay and benefits programs slid in a very notable value as organized unions bargained for paid work leaves, health and welfare coverage |
1965-1985 | The civil rights act 1964 reached its highest point when it prohibits discriminatory practices based on an individual’s age, sex, color, religious affiliation, race and physical or mental disabilities. Employers were advised to adhere to equal employment opportunity provisions and to take affirmative steps to avoid workplace discrimination. |
1985-present | Diverse labor force, globalization and HRM strategic functions were three pressing concerns during this period.employers primary aim is to effectively cope with the intense demands and effects of change, competition and job efficiency. |
ENTREPRENEURS - have to meet a lot of challenges in handling and managing their workers, especially in training and designing a compensation structure, or building a friendly company culture.
This study will give these enterprising individuals useful insights and a thorough understanding of the employment cycle and a broader idea about various human resource practices.
EMPLOYEES - it's important to know that people will always be one of the company’s valuable assets.
It's essential for them to understand hrm so they may gain a better preview of their rights and privileges.
SUPERVISOR AND LEADERS - studying hrm can provide them the competitive edge especially in the aspect of recruitment.
hrm involves designing various productivity improvement programs that could provide learning and enhancement in the quality of life and level performance of employees.
BEST FEATURES OF HRM
IT IS PREVALENT IN NATURE - it is present and performed in all operational and functional areas of management within an organization on a continuous basis.
IT IS DYNAMIC - it does not depend on written rules and policies to get problems solved, rather, it focuses on what can be done through logical and well-grounded solutions and decisions.
IT IS INDIVIDUALLY-ORIENTED - hrm works on getting the best out of each employee by seeing to it that they are continually offered the opportunity to be equipped with new skills through training, development and other productivity improvement schemes.
IT IS EMPLOYEE ORIENTED - a firm’s hrm strategy that empowers employees to make them feel appreciated for the job they do.
IT IS FORWARD LOOKING - an organization’s HRM function to be successful should effectively envision and assess its labor needs for a given period of time.
IT IS GROWTH ORIENTED - for an organization’s HRM process to yield success, it should constantly enhance the conceptual and analytical skills of its employees.
DIFFERENCES BETWEEN PERSONNEL MANAGEMENT (PM) AND HUMAN RESOURCE MANAGEMENT (HRM)
PERSONNEL MANAGEMENT | HUMAN RESOURCE MANAGEMENT |
|---|---|
Personnel refers to the people manning the organization. Managing them is referred to as personnel management | HRM is the effective supervision and management of employees’ capabilities and other attributes |
PM is conventional and concentrates on supervisory administration of people | HRM is a non-stop function directed at developing the knowledge and skills of employees |
PM is a separate purpose with separate sub-function | HRM is an indispensable part of the entire organization |
PM is seen as a supplementary activity | HRM anticipates and effectively handles adverse situations even before they arise |
PM reacts of adverse situations as they arise | HRM sees the organization as one that embodies a dynamic personality |
Pm takes complete authority in people management | HRM sees to it that both personal and professional needs of employees are addressed rightfully in order to achieve a work-life balance equation |
PM has a limited range as it only centers on administration of people | Motivational activities and team building activities are top priorities for HRM |
PM is particularly involved with recruitment, selection and administration of the workforce | In HRM, a fulfilling job is the antecedent and job satisfaction is the outcome |
Primary stimuli in PM are monetary and non-monetary rewards | In HRM, there is a great relationship between productivity and satisfaction and employees’ social well being |
In PM, high level of contentment means better performance | HRM considers people as valuable assets |
PM regards employees as tools for the organization to make more profit | HRM regards employees as excellent contributors to the organization’s wellness thus, acknowledges there contributions through growth and advancement opportunities |
PM treats employees as commodities that can be bought in exchange of money | HRM sees to it there is a constant healthy relationship between the organization and its employees, extending to the family members of the employees |
PM treats people as an expense, thus, employers have the power to manage the cost | Encouraging all forms of communications is the driving force in HRM |
DIFFERENCES BETWEEN HUMAN RESOURCE MANAGEMENT (HRM) AND HUMAN RESOURCE DEVELOPMENT (HRD)
HUMAN RESOURCE MANAGEMENT | HUMAN RESOURCE DEVELOPMENT |
|---|---|
HRM focuses on enhancement of employees potentials | HRD is concerned with enhancing the capabilities of employees that will result to positive behavior change |
HRM gives attention to the effective utilization of employees and their capabilities | HRD sees to it that there is continuing opportunities for growth and development |
HRM takes decisions on HRD plans | HRD depends on the decisions of HRM |
HRM at its center has HRD | The goal of HRD is to anchor to that of HRM that will boil down to the benefit of the workers |
HRM attends to every employee demand resulting to increased satisfaction and productivity. | HRD promotes up-scaling of skills and knowledge resulting to outstanding performance |
CHAPTER 2:
EQUAL EMPLOYMENT OPPORTUNITY AND THE LAW
Employment discrimination is the unjust or prejudicial treatment of different categories of people or thing specifically on the basis of their classification in terms of age, race, gender, and religious involvement.
Two categories of people protected by Equal Employment Opportunity (EEO) Laws:
Protected Classifications – categories of people who are lawfully protected against employment discrimination based on their age, gender, skin color, ethnicity, and physical or mental disability.
Protected Groups – sub-categories of people within each protected classifications. Ex: white, black and brown are protected groups under the protected classification skin color.
To resolve whether an EEO law was not complied or has been violated, a person should know how the court defines discrimination:
Intentional discrimination or Disparate Treatment – this is a kind of an unlawful discrimination wherein the employer makes a gesture that intentionally and differently treated an individual on the basis of some
Unintentional discrimination or Disparate Impact – this is an indirect type of discrimination whereby a policy or standard that is work-related gives unequal chances for individuals from various protected group.
EQUAL EMPLOYMENT OPPORTUNITY VERSUS AFFIRMATIVE ACTION
Every employment opportunity aspires to guarantee that anyone, despite his age, color, disability, sex, religion, national origin or race gets equal chances to employment based on his or her qualifications inventory. Affirmative action goes beyond equal employment opportunity by compelling employers to take certain steps to consider those in the protected group fair chances for employment. This is done to eliminate the adverse effects of past discriminatory practices to the current workplace practices in terms of recruitment and selection.
EQUAL EMPLOYMENT OPPORTUNITY LEGISLATION – PHILIPPINES
REPUBLIC ACT NO. 7277 - AN ACT PROVIDING FOR THE REHABILITATION, SELF DEVELOPMENT AND SELF-RELIANCE OF DISABLED PERSONS AND THEIR INTEGRATION INTO THE MAINSTREAM OF SOCIETY AND FOR OTHER PURPOSES.
TITLE II
RIGHTS AND PRIVILEGES OF DISABLED PERSONS
CHAPTER I
EMPLOYMENT
DISABLED PERSONS are those suffering from restriction or different abilities, as a result of a mental, physical or sensory impairment, to perform an activity in the manner or within the range considered normal for a human being.
Sec. 5. Equal Opportunity for Employment. No disabled person shall be denied access to opportunities for suitable employment. A qualified disabled employee shall be subject to the same terms and conditions of employment and the same compensation, privileges, benefits, fringe benefits, incentives or allowances as a qualified able bodied person (Chan Robles virtual law library).Five percent (5%) of all casual, emergency and contractual positions in the Departments of Social Welfare and Development; Health; Education, Culture and Sports; and other government agencies, offices or corporations engaged in social development shall be reserved for disabled persons.
SEC. 6 - Sheltered Employment — If suitable employment for disabled persons cannot be found through open employment as provided in the immediately preceding Section, the State shall endeavor to provide it by means of sheltered employment.
Sec. 7. Apprenticeship. — Subject to the provisions of the Labor Code as amended, disabled persons shall be eligible as apprentices or learners: Provided, that their handicap is not as much as to effectively impede the performance of job operations in the particular occupation for which they are hired; Provided, further, that after the lapse of the period of apprenticeship, if found satisfactory in the job performance, they shall be eligible for employment.
Sec. 8. Incentives for Employers. — (a) To encourage the active participation of the private sector in promoting the welfare of disabled persons and to ensure gainful employment for qualified disabled persons, adequate incentives shall be provided to private entities which employ disabled persons.
(b) Private entities that employ disabled persons who meet the required skills or qualifications, either as regular employee, apprentice or learner, shall be entitled to an additional deduction, from their gross income, equivalent to twenty-five percent (25%)of the total amount paid as salaries and wages to disabled persons:
Private entities that improve or modify their physical facilities in order to provide reasonable accommodation for disabled persons shall also be entitled to an additional deduction from their net taxable income, equivalent to fifty percent (50%) of the direct costs of the improvements or modifications.
Sec. 9. Vocational Rehabilitation. — Consistent with the principle of equal opportunity for disabled workers and workers in general, the State shall take appropriate vocational rehabilitation measures that shall serve to develop the skills and potentials of disabled persons and enable them to compete favorably for available productive and remunerative employment opportunities in the labor market.
Sec. 10. Vocational Guidance and Counseling. — The Department of Social Welfare and Development, shall implement measures providing and evaluating vocational guidance and counseling to enable disabled persons to secure, retain and advance in employment. It shall ensure the availability and training of counselors and other suitably qualified staff responsible for the vocational guidance and counseling of disabled persons (Chan Robles Virtual Law Library).
Sec. 11. Implementing Rules and Regulations. — The Department of Labor and Employment shall, in coordination with the Department of Social Welfare and Development (DSWD) and National Council for the Welfare of the Disabled Persons (NCWDP) shall promulgate the rules and regulations necessary to implement the provisions under this Chapter(Chan Robles, 2006).
ANTI-SEXUAL HARASSMENT ACT, 1995, PHILIPPINES
All forms of sexual harassment in employment, education or training environment are declared unlawful (Section 2). Section 3 defines sexual harassment as a request for a sexual favor, accepted or not, from an employer, employee, manager, teacher, instructor, professor, coach, trainer or other persons who have authority, influence or moral ascendancy over another. Sexual harassment is committed when such a favor is demanded in return for employment or promotion, or refusal to grant such a favor results in the impairment of an employee’s rights, privileges or employment opportunities.
WAGE RATIONALIZATION ACT, 1989 - PHILIPPINES
The question of wages in the Philippines is regulated by this Act. It aims to promote the objective appraisal of jobs on the basis of the work to be performed and the cooperation of the employers’ and workers’ organizations concerned. It spells out the manner for determining the rates of remuneration. This is limited to the determination of minimum wage rates for workers in general regardless of sex.
WOMEN IN DEVELOPMENT AND NATION BUILDING ACT,1992 - PHILIPPINES
The intent of the Act is to promote the integration of women as full and equal partners with men in development and nation building. The State must ensure fundamental equality before the law and provide women with rights and opportunities equal to that of men. Gender biases must be removed and a substantial part of foreign assistance funds utilized to support programs and activities for women. The National Economic and Development Authority is given the primary responsibility for carrying out the purposes of the Act (Sections 3 and 4).
ACT TO REGULATE THE EMPLOYMENT OF WOMEN AND CHILDREN, TO PROVIDE FOR PENALTIES IN VIOLATION HEREOF, AND FOR OTHER PURPOSES,1952 - PHILIPPINES
The Act prohibits the employment of women in work which involves prolonged standing or lifting of heavy objects and (with some exceptions) night work, and provides for rest periods (Section 7). It prohibits discrimination against women in terms of work and remuneration. It also provides for maternity leave benefits (at least two weeks before and four weeks after delivery but only for the first four deliveries) and requires the establishment of facilities for women and children at the workplace.
MIGRANT WORKERS AND OVERSEAS FILIPINOS ACT, 1995 – PHILIPPINES
Overall, the Act is meant to protect Filipino workers working overseas, primarily female domestic workers. Section 2(b) stipulates that the State must protect local and overseas labour, and promote full employment and equality of employment opportunities for all. Equality of men and women before the law is affirmed in 2(d). Similarly, the contribution of overseas women workers is recognized as is their vulnerability, and the State must apply gender sensitive criteria in the formulation and implementation of policies and programs affecting migrant workers.
MAGNA CARTA FOR PUBLIC HEALTH WORKERS ACT, 1992 – PHILIPPINES
Section 9 stipulates that there must be no discrimination against a public health worker, inter alia with regard to gender. Section 7 requires everything possible to be done to permit married couples who are both public health workers to be employed in the same municipality. Moreover, the Act grants additional benefits to public health workers, the majority of whom are women, such as security of tenure, regulations concerning the normal hours of work, overtime work, work during rest days and night-shift, and leave benefits.
TYPES OF SEXUAL HARASSMENT
Quid pro quo sexual harassment, happens when a manager demands sexual intimacy from a subordinate or a possible hire as an exchange for employment.
The second type, Hostile Environment can take place when unsolicited criticisms and actions interfered with the employee’s work performance and well-being or has created a disrespectful or insulting work climate to the harassed employee.
HRM Module 1 and 2
HRM
HRM - an organizational function of managing and handling one of the most valuable assets of the organization–its employees.
It tackles various undertakings performed by a business firm to make certain that workers are handled and managed as human beings worthy of respect and compassion throughout their employment life–that is from entry to separation.
composed of HR practices that aid the firm in leading its people successfully and reasonably throughout their journey during the three stages of the employment cycle—THE PRE HIRE, THE HIRE, THE POST HIRE.
YEAR | EVENTS |
|---|---|
1890-1910 | Frederick Taylor introduced a management approach known as scientific management—scientific selection of employees based on their capabilitiesThis system provides that workers will be paid additional compensation when they exceed the standard level of output for a given job. |
1910-1930 | Most companies started to develop departmental units focused on maintaining the well-being of employees.The field of industrial psychology, together with World War 1, led to the development of employment tests and selection techniques. |
1930-1945 | The Hawthorne Studies started to have a tremendous effect on management studies and principles. much attention was put on the personal and social interaction in the workplace that affect and influence worker’s productivity and level of performance |
1945-1965 | Marked the birth of union membership that gave considerable importance to employee-employer relationships.pay and benefits programs slid in a very notable value as organized unions bargained for paid work leaves, health and welfare coverage |
1965-1985 | The civil rights act 1964 reached its highest point when it prohibits discriminatory practices based on an individual’s age, sex, color, religious affiliation, race and physical or mental disabilities. Employers were advised to adhere to equal employment opportunity provisions and to take affirmative steps to avoid workplace discrimination. |
1985-present | Diverse labor force, globalization and HRM strategic functions were three pressing concerns during this period.employers primary aim is to effectively cope with the intense demands and effects of change, competition and job efficiency. |
ENTREPRENEURS - have to meet a lot of challenges in handling and managing their workers, especially in training and designing a compensation structure, or building a friendly company culture.
This study will give these enterprising individuals useful insights and a thorough understanding of the employment cycle and a broader idea about various human resource practices.
EMPLOYEES - it's important to know that people will always be one of the company’s valuable assets.
It's essential for them to understand hrm so they may gain a better preview of their rights and privileges.
SUPERVISOR AND LEADERS - studying hrm can provide them the competitive edge especially in the aspect of recruitment.
hrm involves designing various productivity improvement programs that could provide learning and enhancement in the quality of life and level performance of employees.
BEST FEATURES OF HRM
IT IS PREVALENT IN NATURE - it is present and performed in all operational and functional areas of management within an organization on a continuous basis.
IT IS DYNAMIC - it does not depend on written rules and policies to get problems solved, rather, it focuses on what can be done through logical and well-grounded solutions and decisions.
IT IS INDIVIDUALLY-ORIENTED - hrm works on getting the best out of each employee by seeing to it that they are continually offered the opportunity to be equipped with new skills through training, development and other productivity improvement schemes.
IT IS EMPLOYEE ORIENTED - a firm’s hrm strategy that empowers employees to make them feel appreciated for the job they do.
IT IS FORWARD LOOKING - an organization’s HRM function to be successful should effectively envision and assess its labor needs for a given period of time.
IT IS GROWTH ORIENTED - for an organization’s HRM process to yield success, it should constantly enhance the conceptual and analytical skills of its employees.
DIFFERENCES BETWEEN PERSONNEL MANAGEMENT (PM) AND HUMAN RESOURCE MANAGEMENT (HRM)
PERSONNEL MANAGEMENT | HUMAN RESOURCE MANAGEMENT |
|---|---|
Personnel refers to the people manning the organization. Managing them is referred to as personnel management | HRM is the effective supervision and management of employees’ capabilities and other attributes |
PM is conventional and concentrates on supervisory administration of people | HRM is a non-stop function directed at developing the knowledge and skills of employees |
PM is a separate purpose with separate sub-function | HRM is an indispensable part of the entire organization |
PM is seen as a supplementary activity | HRM anticipates and effectively handles adverse situations even before they arise |
PM reacts of adverse situations as they arise | HRM sees the organization as one that embodies a dynamic personality |
Pm takes complete authority in people management | HRM sees to it that both personal and professional needs of employees are addressed rightfully in order to achieve a work-life balance equation |
PM has a limited range as it only centers on administration of people | Motivational activities and team building activities are top priorities for HRM |
PM is particularly involved with recruitment, selection and administration of the workforce | In HRM, a fulfilling job is the antecedent and job satisfaction is the outcome |
Primary stimuli in PM are monetary and non-monetary rewards | In HRM, there is a great relationship between productivity and satisfaction and employees’ social well being |
In PM, high level of contentment means better performance | HRM considers people as valuable assets |
PM regards employees as tools for the organization to make more profit | HRM regards employees as excellent contributors to the organization’s wellness thus, acknowledges there contributions through growth and advancement opportunities |
PM treats employees as commodities that can be bought in exchange of money | HRM sees to it there is a constant healthy relationship between the organization and its employees, extending to the family members of the employees |
PM treats people as an expense, thus, employers have the power to manage the cost | Encouraging all forms of communications is the driving force in HRM |
DIFFERENCES BETWEEN HUMAN RESOURCE MANAGEMENT (HRM) AND HUMAN RESOURCE DEVELOPMENT (HRD)
HUMAN RESOURCE MANAGEMENT | HUMAN RESOURCE DEVELOPMENT |
|---|---|
HRM focuses on enhancement of employees potentials | HRD is concerned with enhancing the capabilities of employees that will result to positive behavior change |
HRM gives attention to the effective utilization of employees and their capabilities | HRD sees to it that there is continuing opportunities for growth and development |
HRM takes decisions on HRD plans | HRD depends on the decisions of HRM |
HRM at its center has HRD | The goal of HRD is to anchor to that of HRM that will boil down to the benefit of the workers |
HRM attends to every employee demand resulting to increased satisfaction and productivity. | HRD promotes up-scaling of skills and knowledge resulting to outstanding performance |
CHAPTER 2:
EQUAL EMPLOYMENT OPPORTUNITY AND THE LAW
Employment discrimination is the unjust or prejudicial treatment of different categories of people or thing specifically on the basis of their classification in terms of age, race, gender, and religious involvement.
Two categories of people protected by Equal Employment Opportunity (EEO) Laws:
Protected Classifications – categories of people who are lawfully protected against employment discrimination based on their age, gender, skin color, ethnicity, and physical or mental disability.
Protected Groups – sub-categories of people within each protected classifications. Ex: white, black and brown are protected groups under the protected classification skin color.
To resolve whether an EEO law was not complied or has been violated, a person should know how the court defines discrimination:
Intentional discrimination or Disparate Treatment – this is a kind of an unlawful discrimination wherein the employer makes a gesture that intentionally and differently treated an individual on the basis of some
Unintentional discrimination or Disparate Impact – this is an indirect type of discrimination whereby a policy or standard that is work-related gives unequal chances for individuals from various protected group.
EQUAL EMPLOYMENT OPPORTUNITY VERSUS AFFIRMATIVE ACTION
Every employment opportunity aspires to guarantee that anyone, despite his age, color, disability, sex, religion, national origin or race gets equal chances to employment based on his or her qualifications inventory. Affirmative action goes beyond equal employment opportunity by compelling employers to take certain steps to consider those in the protected group fair chances for employment. This is done to eliminate the adverse effects of past discriminatory practices to the current workplace practices in terms of recruitment and selection.
EQUAL EMPLOYMENT OPPORTUNITY LEGISLATION – PHILIPPINES
REPUBLIC ACT NO. 7277 - AN ACT PROVIDING FOR THE REHABILITATION, SELF DEVELOPMENT AND SELF-RELIANCE OF DISABLED PERSONS AND THEIR INTEGRATION INTO THE MAINSTREAM OF SOCIETY AND FOR OTHER PURPOSES.
TITLE II
RIGHTS AND PRIVILEGES OF DISABLED PERSONS
CHAPTER I
EMPLOYMENT
DISABLED PERSONS are those suffering from restriction or different abilities, as a result of a mental, physical or sensory impairment, to perform an activity in the manner or within the range considered normal for a human being.
Sec. 5. Equal Opportunity for Employment. No disabled person shall be denied access to opportunities for suitable employment. A qualified disabled employee shall be subject to the same terms and conditions of employment and the same compensation, privileges, benefits, fringe benefits, incentives or allowances as a qualified able bodied person (Chan Robles virtual law library).Five percent (5%) of all casual, emergency and contractual positions in the Departments of Social Welfare and Development; Health; Education, Culture and Sports; and other government agencies, offices or corporations engaged in social development shall be reserved for disabled persons.
SEC. 6 - Sheltered Employment — If suitable employment for disabled persons cannot be found through open employment as provided in the immediately preceding Section, the State shall endeavor to provide it by means of sheltered employment.
Sec. 7. Apprenticeship. — Subject to the provisions of the Labor Code as amended, disabled persons shall be eligible as apprentices or learners: Provided, that their handicap is not as much as to effectively impede the performance of job operations in the particular occupation for which they are hired; Provided, further, that after the lapse of the period of apprenticeship, if found satisfactory in the job performance, they shall be eligible for employment.
Sec. 8. Incentives for Employers. — (a) To encourage the active participation of the private sector in promoting the welfare of disabled persons and to ensure gainful employment for qualified disabled persons, adequate incentives shall be provided to private entities which employ disabled persons.
(b) Private entities that employ disabled persons who meet the required skills or qualifications, either as regular employee, apprentice or learner, shall be entitled to an additional deduction, from their gross income, equivalent to twenty-five percent (25%)of the total amount paid as salaries and wages to disabled persons:
Private entities that improve or modify their physical facilities in order to provide reasonable accommodation for disabled persons shall also be entitled to an additional deduction from their net taxable income, equivalent to fifty percent (50%) of the direct costs of the improvements or modifications.
Sec. 9. Vocational Rehabilitation. — Consistent with the principle of equal opportunity for disabled workers and workers in general, the State shall take appropriate vocational rehabilitation measures that shall serve to develop the skills and potentials of disabled persons and enable them to compete favorably for available productive and remunerative employment opportunities in the labor market.
Sec. 10. Vocational Guidance and Counseling. — The Department of Social Welfare and Development, shall implement measures providing and evaluating vocational guidance and counseling to enable disabled persons to secure, retain and advance in employment. It shall ensure the availability and training of counselors and other suitably qualified staff responsible for the vocational guidance and counseling of disabled persons (Chan Robles Virtual Law Library).
Sec. 11. Implementing Rules and Regulations. — The Department of Labor and Employment shall, in coordination with the Department of Social Welfare and Development (DSWD) and National Council for the Welfare of the Disabled Persons (NCWDP) shall promulgate the rules and regulations necessary to implement the provisions under this Chapter(Chan Robles, 2006).
ANTI-SEXUAL HARASSMENT ACT, 1995, PHILIPPINES
All forms of sexual harassment in employment, education or training environment are declared unlawful (Section 2). Section 3 defines sexual harassment as a request for a sexual favor, accepted or not, from an employer, employee, manager, teacher, instructor, professor, coach, trainer or other persons who have authority, influence or moral ascendancy over another. Sexual harassment is committed when such a favor is demanded in return for employment or promotion, or refusal to grant such a favor results in the impairment of an employee’s rights, privileges or employment opportunities.
WAGE RATIONALIZATION ACT, 1989 - PHILIPPINES
The question of wages in the Philippines is regulated by this Act. It aims to promote the objective appraisal of jobs on the basis of the work to be performed and the cooperation of the employers’ and workers’ organizations concerned. It spells out the manner for determining the rates of remuneration. This is limited to the determination of minimum wage rates for workers in general regardless of sex.
WOMEN IN DEVELOPMENT AND NATION BUILDING ACT,1992 - PHILIPPINES
The intent of the Act is to promote the integration of women as full and equal partners with men in development and nation building. The State must ensure fundamental equality before the law and provide women with rights and opportunities equal to that of men. Gender biases must be removed and a substantial part of foreign assistance funds utilized to support programs and activities for women. The National Economic and Development Authority is given the primary responsibility for carrying out the purposes of the Act (Sections 3 and 4).
ACT TO REGULATE THE EMPLOYMENT OF WOMEN AND CHILDREN, TO PROVIDE FOR PENALTIES IN VIOLATION HEREOF, AND FOR OTHER PURPOSES,1952 - PHILIPPINES
The Act prohibits the employment of women in work which involves prolonged standing or lifting of heavy objects and (with some exceptions) night work, and provides for rest periods (Section 7). It prohibits discrimination against women in terms of work and remuneration. It also provides for maternity leave benefits (at least two weeks before and four weeks after delivery but only for the first four deliveries) and requires the establishment of facilities for women and children at the workplace.
MIGRANT WORKERS AND OVERSEAS FILIPINOS ACT, 1995 – PHILIPPINES
Overall, the Act is meant to protect Filipino workers working overseas, primarily female domestic workers. Section 2(b) stipulates that the State must protect local and overseas labour, and promote full employment and equality of employment opportunities for all. Equality of men and women before the law is affirmed in 2(d). Similarly, the contribution of overseas women workers is recognized as is their vulnerability, and the State must apply gender sensitive criteria in the formulation and implementation of policies and programs affecting migrant workers.
MAGNA CARTA FOR PUBLIC HEALTH WORKERS ACT, 1992 – PHILIPPINES
Section 9 stipulates that there must be no discrimination against a public health worker, inter alia with regard to gender. Section 7 requires everything possible to be done to permit married couples who are both public health workers to be employed in the same municipality. Moreover, the Act grants additional benefits to public health workers, the majority of whom are women, such as security of tenure, regulations concerning the normal hours of work, overtime work, work during rest days and night-shift, and leave benefits.
TYPES OF SEXUAL HARASSMENT
Quid pro quo sexual harassment, happens when a manager demands sexual intimacy from a subordinate or a possible hire as an exchange for employment.
The second type, Hostile Environment can take place when unsolicited criticisms and actions interfered with the employee’s work performance and well-being or has created a disrespectful or insulting work climate to the harassed employee.
NoteStudied by 17 peopleNoteStudied by 8 peopleNoteStudied by 5 peopleNoteStudied by 44 peopleNoteStudied by 21 peopleNoteStudied by 1 person