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• Business is a productive human activity that brings beneficial contribution to both people and society
• Business produces employment, fair deals, creativity, advancement of technology, customers' satisfaction
• Business is also an activity that provides an opportunity for some unscrupulous people to take advantage of others, the abuse of fiduciary relationship between employers and employees and between buyers and sellers
• Sexual harassment


  An issue in the corporate world that must be looked into because it can create a hostile and unhealthy workplace for the employees
• The Congress of the Philippines enacted the Anti-Sexual Act of 1995 or R.A. 7877 declaring sexual harassment unlawful in the employment, education or training environment, and other purposes
• Sexual harassment (as defined by R.A. 7877)


  Employer, employee, manager, supervisor, agent of the employer, teacher, instructor, professor, coach, trainor or any other person who, having authority, influence or moral ascendancy over another in a work or training or education environment demands, request or otherwise requires any sexual favour from the other, regardless of whether the demand, request, or requirement for submission is accepted by the object of said act
• Legal Penalties of R.A. 7877

  • Imprisonment of not less than one month but not more than six months
  • Fine of not less than P 10,000 but not more than P 20,000
• "Quid Pro Quo" Harassment


  Requiring a sexual favour or interaction as a condition of employment or in exchange for an employment benefit (such as promotion, transfer, pay raise and the like)
• Harassment that creates a hostile environment


  Abuses include verbal, physical and visual conducts that create an intimidating, offensive or hostile environment in the workplace that interferes with work performance
• Examples of sexual harassment


  • Unwanted touching, patting, pinching against a person
  • Comments about your body, wolf-whistling
  • Workplace blackmails
  • Green jokes
  • Suggestive looks
• Profiles of the Victim and the Harasser

  • The victim as well as the harasser may be a woman or a man
  • The harasser can be the victim's supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee
  • The victim does not have to be the person harassed but could be anyone affected by the offensive conduct
  • The harasser's conduct must be unwelcome
• It is helpful for the victim to directly inform the harasser that the conduct is unwelcome and must stop
• The victim should use any employer complaint mechanism or grievance system available
• Although the victim of sexual harassment and the person accused of sexual harassment may be peers, more frequently the victim is in a position of lesser power than the accused
• The most common example is the boss-subordinate situation. Harassment also occurs between customer/client and providers
• 80% of the persons interviewed believed they have been sexually harassed
• The study also showed that used of words, jokes, and gestures were the type of harassment which created a hostile environment or offensive work environment
• Sexual harassment can generate costly lawsuits, unfavourable publicity or the invasion of privacy, and can also affect the bottom line of the employer, managers and co-workers, and affect the entire life of an organization and its members
• Communicating the Sexual Harassment Policy

  1. Permanent posting on bulletin board

  2. Memos

  3. Articles in the organization's newsletter

  4. Meeting and trainings

  5. Training program may come up with various topics to support the anti-harassment programs and to assure each employee of a safe and harassment-free workplace environment
• Work


  Is said to be for the purpose of obtaining economic gain for the labor
• Most agreed that work is directed to the promotion of life. The duty to preserve one's life implies the duty to work and that each has a personal duty to take care of himself and not to be a burden to other
• Being compensated for a work done or for services rendered is the very essence of work
• Compensation


  One is willing to work in exchange for remuneration or rewards he will receive from working, which may include both financial and non-financial compensation in the form of wages, shares on profits, harvest or commercial goods, in-kind payments and other remunerative fringe benefits
• The main objective of compensation is to create a system of reward that is equitable to the employer and employee
• Just Wage


  The remuneration which is enough to support the wage-earner is reasonable and frugal comfort, and the legitimate fruit of labor
• Factors to consider in Formulation of Fair Wages

  • External Market Factor (supply and demand for labor and economic and underemployment)
  • Laws and Regulations (workers should be paid in accordance with laws regulations issued by the government, requiring at least the minimum wage)
  • Cost of Living (a fair wage should be sufficient to meet the increase in cost of living)
  • Prevailing Industry Rate (paying workers the average of what other companies are paying for the same job)
  • Organizational Factor (assessment of the type of industry, size, and profitability of the organization)
  • Job Factor (duties, responsibilities, and skills requirements of the job)
  • Individual Performance (productivity ratings affecting wage/salary increases)
• The minimum wage mandated by the government is not a guarantee of a just and fair wage
• Geographical difference hinder the formulation of a perfectly common definition of fair wage, as some communities have a higher cost of living than others
• Wage indexation to cost of living, where wage is automatically adjusted with the increases of cost of living, is not usually met by majority of the employers
• Companies have different interpretations of the justifiable pay for certain job position, skills, and tasks, so the prevailing rate in industry alone could not perfectly establish a just wage
• Gift-giving


  An act of extending goodwill to an individual in an effort to share something with them
• Reasons why business usually engage in gift-giving

  • To show appreciation for a favor received
  • To effectively establish goodwill with business partners
  • To advertise
  • To compete effectively against competitors
• Common forms of Gift-Giving

  • Samples
  • Raffle coupons / certificates
  • Rebates / cash refund
  • Padding expense accounts
  • Premiums
  • Prizes
  • Patronage awards (rewards)
  • Tie-up promotions
  • Allowance
  • Free goods
  • Tips
• Factors in Determining the Morality of Gift-Giving

  • Value of the Gift
  • Purpose of the Gift
  • Circumstances under Which the Gift was Given or Received
  • Position between or Relationship of the Giver and the Receiver
  • Acceptable Business Practice in the Industry
  • Company Policy
  • Laws and Regulations
• Business gift of clients and business associates can raise conflict of interest problems, and knowing where to draw the line, between what is right and wrong, is not always easy
• Those who cross the line, intentionally or not, end up in big trouble
• It is indeed difficult to determine the morality of giving-gift
• Most agree that accepting and receiving bribery is unethical
• Gift-Giving

  To effectively establish goodwill with business partners
• Common forms of Gift-Giving

  • Samples
  • Raffle coupons / certificates
  • Rebates / cash refund
  • Padding expense accounts
  • Premiums
  • Prizes
  • Patronage awards (rewards)
  • Tie-up promotions
  • Allowance
  • Free goods
  • Tips