Anti Sexual Harassment Policy

Colegio de la Purisima Concepcion

As a Catholic institution, Colegio de la Purisima Concepcion upholds the moral values of the Roman Catholic Church hence, respect for human dignity is being emphasized in the classrooms through the infusion of anti-sexual harassment topics in Theology and Religion classes, and the workplace.

Pursuant to RA 7877 (“Anti-Sexual Harassment Act of 1995”), Colegio de la Purisima Concepcion assigned its Committee on Board of Hearing to prevent and/or take actions on the cases of sexual harassment that may occur in the College.

The following are the members of the CPC Anti-Sexual Harassment Committee:

Chairperson

Very Rev. Msgr. Policarpio John A. Luza, PhD, Rector

Members

Rev. Fr. Reynaldo A. Villanoy, PhD, Director for Administration

Rev. Fr. JOHN ALSTON V. AZARCON, STL-MA, Director, Human Resources and Development Office

Rev. Fr. MICHAEL B. VASQUEZ, Dean, Student Affairs

Atty. Babette B. Bolido, CPC Legal Department

RAYMUNDA A. DELA CRUZ, MA, RGC, Head, Guidance Services Center

MR. PAULINO N. FEGARIDO, JR., Adviser, Supreme Student Pastoral Council

MS. SHEENA BATAN, President, Supreme Student Pastoral Council

The existing committee endeavors to protect the personal safety of its population and is committed to the fulfillment of the following OBJECTIVES:

  1. to institutionalize anti-sexual harassment policies in the College
  2. to investigate, deliberate and  take necessary measures with regard to sexual harassment cases and other untoward incidences that may take place in the College
  3. to prevent the occurrence of sexual-harassment cases in the College by providing pertinent activities that shall increase the awareness of its clientele regarding the matter at hand

This has been made to show the progress and actions taken by the CPC Committee on Anti-Sexual Harassment after a careful deliberation by its members.  This is also intended to illustrate the enthusiasm and eagerness of the College to uphold the RA 7877 and its commitment to safeguard and support the well-being of its students, faculty and staff.

RA 7877 Section 3 declares sexual harassment unlawful in “Work, education or training-related sexual harassment is committed by an employer, employee, manager, supervisor, agent of the employer, teacher, instructor, professor, coach, trainer, 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 sexual favor from the other, regardless of whether the demand, request or requirement for submission is accepted by the object of said Act.

Nature & Commission of Acts of Sexual Harassment

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 of conditions, promotions, or privileges; 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 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.

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 consideration; or
  4. When the sexual advances result in an intimidating, hostile or offensive environment for the student, trainee or apprentice.
  5. 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.

RESPONSIBILITIES OF THE EMPLOYER OR HEAD OF OFFICE

It shall be the duty of the employer or the head of the work-related, educational or training environment or institution, to prevent or deter the commission of acts of sexual harassment and to provide the procedures for the resolution, settlement or prosecution of acts of sexual harassment. Towards this end, the employer or head of office shall:

  1. Promulgate appropriate rules and regulations in consultation with and jointly approved by the employees or students or trainees, through their duly designated representatives, prescribing the procedure for the investigation of sexual harassment cases and the administrative sanctions therefor.
  2. Create a COMMITTEE ON DECORUM AND INVESTIGATION of cases on sexual harassment.

PROCEDURE FOR MAKING, INVESTIGATING AND RESOLVING SEXUAL HARASSMENT AND RETALIATION COMPLAINTS

  1. All complaints must be filed in writing with the Office of Student Affairs;
  2. Endorse all complaints to the Deans concerned for purpose of mediation and conciliation;
  3. If an amicable settlement is not reached, the Dean or Deans concerned shall submit a written report regarding the case to the Dean of Student Affairs;
  4. The Dean of Student Affairs shall be require the complainant to file the formal charges with affidavits of witnesses within seventy-two hours from receipt of such notice;
  5. The Dean of Student Affairs shall call a conference between the complainant and respondent for a possible amicable settlement;
  6. If no amicable settlement is reached, based on the evidences presented and statement of the witnesses, the Dean of Student Affairs shall conduct a fact-finding investigation to establish wither the prima facie case exists. If it does exist, the Dean of Student Affairs shall submit the case to the CPC Anti-Sexual Harassment Committee together with the following:
    1. Minutes of Meeting showing that the parties were summoned and that all efforts were exerted to settle the complaint amicably;
    2. Formal complaint of the complaining student and the written answer of the respondent student together with the affidavit of witnesses; and
    3. A report of the fact-finding investigation.
  7. The CPC Anti-Sexual Harassment Committee shall then convene on the date set for the hearing. During the hearing both parties shall present their statements and evidences as well as witnesses;
  8. The Committee shall then forward its findings and recommendations to the Director for Academic Affairs for appropriate actions, who in turn shall forward the same to the College Rector for his decision.

The Dean of Student Affairs shall notify the student in writing regarding the decision. If not appealed within ten (10) days from receipt of the notice from the Dean of Student Affairs, the decision becomes final and executor.

PENALTIES

Students

As stipulated in the CPC Student Manual, 2009 Edition, Gross Immorality or scandalous acts which cause dishonor to the College, may result to dismissal.

School Personnel and Faculty

Under the Manual of Regulation for Private Schools (Section 94) and as stipulated in the Administrative and Faculty Manual (pp. 59, 62 & 63), the employment of school personnel, including faculty, may be suspended (6 mos. to 1 year) or dismissed if found and proven guilty.

 

SUPPORT ACTIVITY & SERVICES

Students

As an advocate of students’ welfare, the CPC Guidance Services Center, through its Seminars & Symposia Services, conducts a yearly awareness campaign on sexual harassment.  A lawyer is being invited to talk about the legal prohibitions of the said act and medical doctors discuss the physiological and psychological effects of sexual abuse.  This symposium is being attended by first year college students and all those in the secondary school department.

CPC gives counseling to the victims.

School Personnel and Faculty

Anti-Sexual Harassment Policy will be a part of the General Orientation, with officers and employees, teachers, instructors, professors, coaches, trainors, and students or trainees to increase understanding and prevent incidents of sexual harassment.

Office of the Student Affairs

Educational Posters on Anti-Sexual Harassment Policy Posters will be posted throughout the campuses.