Frequently Asked Questions (FAQs)

Section 7 of the UP ASH Code outlines the following classification of acts:

(a) Light Offenses shall include, but are not limited to:

1. surreptitious looking or stealing a look at a person’s private parts or underclothing;

2. malicious leering or ogling;

3. sexual flirtation or persistent unwanted attention with sexual overtones;

4. inquiries or comments about a person’s sex life and gender orientation;

5. communicating sexist/smutty remarks causing discomfort, embarrassment, offense, or insult to the receiver;

6. display of sexually-offensive pictures, materials, or graffiti; and

7. other analogous cases.

(b) Less Grave Offenses shall include, but are not limited to:

1. verbal and/or non-verbal abuse with sexual overtones, including but not limited to, offensive hand or body gestures;

2. derogatory or degrading remarks or innuendoes directed toward the opposite or one’s sex, sexual orientation or gender identity;

3. touching or brushing against a victim’s body;

4. pinching that does not fall under grave offenses;

5. sexual advances or propositions; and

6. other analogous cases.

(c) Grave Offenses shall include, but are not limited to:

1. touching or groping of private parts of the body such as the breast, genitalia, or buttocks;

2. forced kissing;

3. requesting sexual favor in exchange for employment, promotion, local or foreign travels, favorable working conditions or assignments, a passing grade, the granting of honors or scholarship, or the grant of benefits or payment of a stipend or allowance;

4. attempted or consummated unwanted sexual intercourse or torture of the person in a sexual manner;

5. and other analogous cases.

Section 2 of the UP ASH Code outlines the following policy standards and guidelines:

(a.) This Code shall apply to all teaching and non-teaching personnel, and students of the University.

(b.) Sexual harassment is a reprehensible conduct which subverts the mission of the University and undermines the dignity of the members of the UP community. The University shall undertake measures to prevent and eliminate sexual harassment.

(c.) All reported incidents or cases of sexual harassment, including incidents between member/s of the UP community and partner entities, shall be appropriately acted upon by the University.

(d.) The University shall provide appropriate services to parties to sexual harassment cases.

(e.) Retaliation in any form, against persons directly or indirectly involved in any incident report or case involving sexual harassment, shall be a ground for disciplinary action.

This Code applies to all members of the UP community.

The “UP community” refers to persons, natural or juridical, inclusive of teaching and non-teaching personnel, and students as defined herein.

(a.) “Teaching personnel” – any member of the teaching staff of the University, regardless of academic rank or status of appointment, including any person with teaching responsibilities.

(b.) “Non-teaching personnel” – any person who works for the University, not included in the teaching staff regardless of statues of appointment.

(c.) “Student” – any individual admitted and registered in any program of the University on a regular or part-time basis, including one who is officially on leave of absence and who has not yet been separated from the University formally through either transfer, graduation, honorable or dishonorable dismissal, expulsion or expiration of the period allowed for maximum residence, at the time University at the time of the filing of the charge or during the pendency of the disciplinary proceedings, including any person undertaking on-the-job training.

(d.) “Other UP workers” – refers to non-UP contractual and job order workers, who are under a contractual teaching and non-teaching arrangement, including, but not limited to coach, mentor, trainer, consultant.

(e.) “UP organizations” – refers to organizations or groups registered or recognized by the University or any of it’s offices/units.

Step 1. Report to OASH

No particular form required. It can be reported orally, in writing (letter,email, chat), or through other non-written ways.

Step 2. Mediation and Consultation

Alternative Dispute Settlement Resolutions will be initially involved, services that will be accessible for both parties.

Step 3. Corrective Measures

Corrective measures may be taken should the OASH deem them necessary.

See Procedure List.

See answer to ''What if I Want to Remain Anonymous?'' in Netiquette.