FM-AA-CIA-15 Rev.
0 10-July-2020
Study Guide in HUMAN RESOURCE MANAGEMENT Module No. 2
STUDY GUIDE FOR MODULE NO. 2_
EQUAL EMPLOYMENT OPPORTUNITY (EEQ) AND THE LAW
MODULE OVERVIEW
Legal issues pervade almost all aspects of employment from the recruitment and selection of applicants
to their separation from employment. Several HRM laws tackle a variety of legal issues. Some may be related
to specific employment practices while others cover extensive HR concerns such as employment discrimination
in the areas of age, sex, race, and other factors.
However, the topic of discrimination is so pervasive and the interpretation of anti-discrimination law is
so complex that we must have to study the “basics.”
This module focuses on equal employment opportunity (EEO) and sexual harassment. Furthermore,
other laws like magna carta and wage rationalization are included.
MODULE LEARNING OBJECTIVES
At the end of this Module, you should be able to:
1. Define employment discrimination and describe its various forms.
2. Discuss sexual harassment and its types.
3. Cite various discriminatory HRM issues that impact an organization’s HR practices.
4. Identify Equal Employment Opportunity (EEO) laws in the Philippines.
LEARNING CONTENTS (Equal Employment Opportunity)
Employment Discrimination is the unjust or prejudicial treatment of different categories of people or thing
especially on the basis of their age, race, gender, and religious beliefs.
Section 5 of Republic Act No. 7277, as amended, is hereby amended to read as follows:
"SEC. 5. Equal Opportunity for Employment. – No person with disability shall be denied access to
opportunities for suitable employment. A qualified employee with disability shall be subject to the same terms
and conditions of employment and the same compensation, privileges, benefits, fringe benefits, incentives or
allowances as a qualified able bodied person.
During recruitment, firms should be cautious not to infringe anti-discrimination laws. The goal of these
laws is to make certain that an individual who seeks employment is equal chances to vie for it.
Every employment opportunity seeks to guarantee that anyone, despite his age, color, diability, sex,
religion, national origin or race has an equal chance of employment based on his or her qualifications inventory.
Affirmative action goes beyond equal employment opportunity by compelling employers to take certain steps to
provide those in the protected group fair chance for employment. (Lauron, Doris P., 2019)
For further reading about the equal employment opportunity in the Philippines, kindly search this link:
[Link]
series-0
LEARNING ACTIVITY 2.1: Study Questions
PANGASINAN STATE UNIVERSITY 1
FM-AA-CIA-15 Rev. 0 10-July-2020
Study Guide in HUMAN RESOURCE MANAGEMENT Module No. 2
Read the Equal Employment Opportunity from your textbook, pages 8-15. Answer the following study
questions after reading:
1. Would an advertising agency be discriminating if it advertised for a male model about 60 years old for an
advertisement that is appeal to older men?
2. Would a business firm be discriminating if it refused to hire someone as a receptionist because the
applicant is overweight?
3. Would a bank be discriminating because it refused to hire an applicant whom the human resource manager
believes would not fit in because of the person’s appearance?
4. Your answer should not exceed 250 words and typed in A4 size bond paper
5. This paper will be assessed using the appropriate rubric.
6. Send your assignment thru email: timjoshuaventayen@[Link]
LEARNING CONTENTS (Sexual Harassment)
The next topic will be about Sexual Harassment
Anti-Sexual Harassment Act, 1995 - Philippines
All forms of sexual harassment in employment, education or training environment are declared unlawful
(Section 2). Section 3 defines sexual harassment as a request for sexual favor, accepted or not, from an
employer, employee, manager, teacher, instructor, professor, coach, trainer or other persons who have
authority, influence or moral ascendancy over another.
Sexual harassment is committed when such a favor is demanded in return for employment or promotion,
or if the refusal to grant such a favor results in the impairment of an employees’ rights, privileges or employment
opportunities.
It is unlawful to harass a person (an applicant or employee) because of that person's sex. Harassment
can include "sexual harassment" or unwelcome sexual advances, requests for sexual favors, and other verbal
or physical harassment of a sexual nature.
Harassment does not have to be of a sexual nature, however, and can include offensive remarks about
a person's sex. For example, it is illegal to harass a woman by making offensive comments about women in
general.
Both victim and the harasser can be either a woman or a man, and the victim and harasser can be the
same sex.
Although the law doesn't prohibit simple teasing, offhand comments, or isolated incidents that are not
very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work
environment or when it results in an adverse employment decision (such as the victim being fired or demoted).
The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone
who is not an employee of the employer, such as a client or customer. ([Link]
harassment)
For further reading about sexual harassment, you may search this link: [Link]
anti-sexual-harassment-act-of-1995/
LEARNING ACTIVITY 2.2
PANGASINAN STATE UNIVERSITY 2
FM-AA-CIA-15 Rev. 0 10-July-2020
Study Guide in HUMAN RESOURCE MANAGEMENT Module No. 2
1. Before the discussion, an objective-type quiz will be given covering Topics 1 and 2.
2. After reading the case exercise 1 “A Bad Hair Day” or Religious Custom? by Lauron, Doris P., 2019.
Human Resource management Principles and Practices , kindly answer study questions regarding
employee discrimination.
a. If you had to decide this case for the EEOC, how would you settle the charge? What is the basis
for your decision?
b. Should Vision Electronics be required to accommodate Nadia’s requests? Explain.
c. Should management be allowed to ask Nadia when she must keep her head covered and what
is permissible headwear? Explain.
d. Your answer should not exceed 300 words and typed in A4 size bond paper
e. This paper will be assessed using the appropriate rubric.
f. Send your assignment thru email: timjoshuaventayen@[Link]
3. Review the scope of Human Resource Management and answer the study and discussion questions
and application exercises, page 7. Lauron, Doris P. (2019). Human Resources Management
(Principles and Practices)
a. Answer True or False questions, page 17-18. Ferrer, M.P., [Link]. (2015. Human Resource
Management. Unlimited Books Library Services & Publishing, Inc
b. Suppose you are an HR manager. You were requested by the company’s CEO to write a policy
manual on sexual harassment. What provisions will you include? How should they be executed?
c. Your answer should not exceed 200 words and ttyped in A4 size bond paper
d. This paper will be assessed using the appropriate rubric.
e. Send your assignment thru email: timjoshuaventayen@[Link]
SUMMARY
• Employment discrimination is the unjust or prejudicial treatment of different categories of people or thing
on the basis of their age, race, gender, and religion.
• During recruitment, firms should be cautious not to infringe anti-discrimination laws. The purpose of these
laws is to make certain that any individual who wishes to seek employment must be given a fair chance to
pursue it.
• Sexual harassment comes in two types: (a) quid pro quo which happens when a manager demands sexual
intimacy from a subordinate in exchange for employment (b) hostile environment; and that can take place
when unsolicited criticisms and actions interfere with the employees’ performance and well-being or have
created a disrespectful or insulting work environment.
REFERENCES
Lauron, D.P. (2019). Human Resources Management (Principles and Practices). Manila, Philippines: Rex
Bookstore.
Diamante, M. M. (2015). Managing Human Resources Local and Global Perspectives (Outcomes-Based
Learning). Manila, Philippines: C&E Publishing, Inc.
Ferrer, M.P., [Link]. (2015). Human Resource Management. Manila, Philippines:, Unlimited Books
Library Services and Publishing Inc.
Electronic Sources:
PANGASINAN STATE UNIVERSITY 3
FM-AA-CIA-15 Rev. 0 10-July-2020
Study Guide in HUMAN RESOURCE MANAGEMENT Module No. 2
Decent Work in the Philippines: Equal Opportunity and Treatment in Employment
Retrieved from:
[Link] opportunity- and-treatment-employment-
second-series-0
What is Equal Employment Opportunity? - Definition, Laws & Policies
Retrieved from:
[Link]
Republic Act 7877: Anti-Sexual Harassment Act of 1995
Retrieved from:
[Link]
PANGASINAN STATE UNIVERSITY 4