Sexual Harassment Policy Form

BWC GUIDELINES NO.
2, SERIES OF 2012
“SEXUAL HARRASMENT POLICIES AND PROCEDURES”
Pursuant to the provisions of Section 4, Republic Act No. 7877, An Act

Declaring Sexual Harassment Unlawful in the Employment, Education or Training
Environment, and For Other Purposes, the following policies and procedure are
hereby issued by Hupan Lending Technology Inc. to prevent sexual harassment
in its workplace and to provide the procedure for the resolution, settlement and/or
disposition of sexual harassment cases.
I. COMPANY POLICY AGAINST SEXUAL HARASSMENT
Hupan Lending Technology Inc. believes that employees should be afforded the
opportunity to work in an environment free of sexual harassment. Sexual
harassment is a form of misconduct that undermines the employment
relationship. No employee, either male or female, should be subjected verbally
or physically to unsolicited and unwelcome sexual overtures or conduct.
Sexual harassment refers to behavior that is not welcome, that is personally

offensive, debilitates morale and, therefore, interferes with work effectiveness.
Such behavior may be in the form of unwanted physical, verbal or visual sexual
advances, requests for sexual favors, and other sexually oriented conduct which
is offensive or objectionable to the recipient, including, but not limited to: epithets,
derogatory or suggestive comments, slurs or gestures and offensive posters,
cartoons, pictures, or drawings.
Hupan Lending Technology Inc. will not tolerate any behavior that amounts to
sexual harassment and any officer or employee found to have committed sexual
harassment shall be subjected to disciplinary action, up to and including
dismissal.
A. DEFINITION OF SEXUAL HARASSMENT

Hupan Lending Technology Inc. has adopted, and its policy is based on, the
definition of sexual harassment set forth in Section 3 of R.A. 7877. It provides
that sexual harassment in workplace is committed by an employer, employee,
manager, supervisor, agent of the employer, or any other person who, having
authority, influence or moral ascendancy over another in a work environment,
demands, requires or otherwise requires any sexual favor from the other,
regardless of whether the demand, requests or requirement for submission is
accepted by the object of said Act.
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 employees’ rights or privileges under
existing labor laws; or
3. the above acts would result in an intimidating, hostile, or offensive
environment for the employee.
B. WHERE SEXUAL HARASSMENT IS COMMITED
Sexual harassment may be committed in any work or training environment. It

may include, but are not limited to the following:
1. In or outside the office building or training site;

2. at office or training-related social functions;
3. in the course of work assignments outside the office;
4. at work-related conferences, studies or training sessions; or
5. during work related travel.
C. FORMS OF SEXUAL HARASSMENT
Sexual harassment may be committed in any of the following forms:
1. Overt sexual advances;
2. Unwelcome or improper gestures of affection;
3. Request or demand for sexual favors including but not limited to going out
on dates, outings, or the like for the same purpose;
4. Any other act or conduct of a sexual nature or for purposes of sexual

gratification which is generally annoying, disgusting or offensive to the
victim.
D. WHAT IS NOT SEXUAL HARASSMENT
Sexual harassment does not refer to occasional compliments of a socially

acceptable nature. It refers to behavior that is not welcome, that is personally
offensive, that debilitates morale, and that, therefore, interferes with work
effectiveness.
E. EMPLOYER’S RESPONSIBILITY
Hupan Lending Technology Inc. undertakes to provide its officers and

employees a work environment free of sexual harassment by management
personnel, by co-workers and by others with whom officers and employees must
interact in the course of their employment in Hupan Lending Technology Inc.
Sexual harassment is specifically prohibited as unlawful and as a violation of
Hupan Lending Technology Inc.’s policy. Hupan Lending Technology Inc.is
responsible for preventing sexual harassment in the workplace, for taking
immediate corrective action to stop sexual harassment in the workplace and for
promptly investigating any allegation of work-related sexual harassment.
II. PROCEDURES ON SEXUAL HARASSMENT CASES

A. COMPLAINT PROCEDURE
Any officer or employee, who experiences or witnesses any act of sexual

harassment in the workplace, shall report the same immediately to the
Committee on Decorum and Investigation. They may also report acts of sexual
harassment to any other member of Hupan Lending Technology Inc.’s
management or ownership. All allegations of sexual harassment will be quickly
investigated. To the extent possible, the identity of the officer or employee shall
remain confidential and that of any witnesses and the alleged harasser will be
protected against unnecessary disclosure. When the investigation is completed,
all parties will be informed of the outcome of the investigation.
A Committee on Decorum and Investigation shall be constituted and shall be

composed of the management and the employees’ representative to receive
complaints, investigate and hear sexual harassment cases. The Committee shall
develop its own rules in the settlement and disposition of sexual harassment
cases. The Committee shall also develop and implement programs to increase
understanding and awareness about sexual harassment.
B. RETALIATION
Hupan Lending Technology Inc. will permit no employment-based retaliation

against anyone who brings a complaint of sexual harassment or who speaks as a
witness in the investigation of a complaint of sexual harassment.
C. WRITTEN POLICY
All officers and employees of Hupan Lending Technology Inc. shall receive a
copy of Hupan Lending Technology Inc.’s sexual harassment policy upon
assumption of their respective offices. If at any time an officer of employee
would like another copy of the policy, please contact the Office of the Committee
on Decorum. If ABC Company should amend or modify its sexual harassment
policy, all officers and employees will receive an individual copy of the amended
or modified policy.

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BWC GUIDELINES NO.

Pursuant to the provisions of Section 4, Republic Act No. 7877, An Act

I. COMPANY POLICY AGAINST SEXUAL HARASSMENT

Sexual harassment refers to behavior that is not welcome, that is personally

A. DEFINITION OF SEXUAL HARASSMENT

In a work-related or employment environment, sexual harassment is

1. The sexual favor is made as a condition in the hiring or in the

B. WHERE SEXUAL HARASSMENT IS COMMITED

Sexual harassment may be committed in any work or training environment. It

1. In or outside the office building or training site;

C. FORMS OF SEXUAL HARASSMENT

Sexual harassment may be committed in any of the following forms:

1. Overt sexual advances;

2. Unwelcome or improper gestures of affection;

4. Any other act or conduct of a sexual nature or for purposes of sexual

D. WHAT IS NOT SEXUAL HARASSMENT

Sexual harassment does not refer to occasional compliments of a socially

Hupan Lending Technology Inc. undertakes to provide its officers and

II. PROCEDURES ON SEXUAL HARASSMENT CASES

Any officer or employee, who experiences or witnesses any act of sexual

A Committee on Decorum and Investigation shall be constituted and shall be

Hupan Lending Technology Inc. will permit no employment-based retaliation

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