NWTF values and upholds the rights and dignity of all the members of its staff and recognizes the paramount importance of a cohesive and efficient work environment, free from any and all forms of sexual harassment in the workplace.   It is the organization’s ultimate objective to create an atmosphere of mutual respect and maintain corporate decorum among its staff.

Towards this end, and as mandated by law (Republic Act. No. 7877), NWTF declares that all forms of harassment in employment shall not be countenanced or tolerated within its workplace.

This policy shall apply to all members of the staff of NWTF regardless of level, status, or age.

Sexual harassment is committed when an employer, staff, manager, supervisor, instructor/ trainer or any other person who, having authority, influence or moral ascendancy over another in a workplace or training environment demands, requests or otherwise requires any sexual favor from the other, regardless of whether the demand, request or requirement for submission is accepted or not by the object of said act.

Sexual harassment also refers to acts of sexual aggression that violates the rights and dignity of the object of the act.

  1. Sexual Harassment is committed when:
    The sexual favor is made as a condition

    • in the hiring, employment, re-employment or continued employment of the victim
    • in granting the victim favorable compensation, promotions or privileges; or
    • in giving a passing grade, or payment of allowance or consideration to a trainee or staff:
      The refusal to grant the sexual favor results in segregating or classifying the trainee or staff which in any way would discriminate, deprive or diminish employment opportunities or otherwise adversely affect said trainee or staff;A staff commits acts of sexual aggression such as making sexual advances at another staff, fondling private parts, or making the person the object of sexual jokes, comments or other similar acts which violate the dignity of the person:

      Any of the above acts would

      a. impair the trainee or staff’s right or privileges under the existing labor law; or
      b. result in an intimidating hostile or offensive environment for the trainee or staff.

  2. Any person who directs or induces another to commit sexual harassment or who gives his indispensable cooperation to its commission is also guilty of sexual harassment.
  3. The organization shall create an Investigation Committee which will investigate alleged cases constituting sexual harassment in discreet, confidential and personal manner affording due process to all parties.
  4. Any retaliatory measure against complainant shall not be condoned and such retaliatory conduct may be considered a ground to incriminate respondent’s position.
  5. Penalties for offenders shall either be transfer of assignment, suspension with possible transfer of assignment upon return from suspension or dismissal from employment depending on the seriousness of the act.
  6. Administrative sanctions shall not be a bar to prosecution in the proper courts for unlawful acts of sexual harassment.

Due to the sensitivity of the matter on hand and with the objective of giving ample protection to the parties involved, the proceedings herein as well as the entire records of the case shall be treated with the highest standards of confidentiality.