PHILIPPINE SINTER CORPORATION

PSC-WRK-917

The Company values and upholds the rights and dignity of all its employees and recognizes the paramount importance of a cohesive and efficient work environment, free from any and all forms of sexual harassment in the workplace.

OBJECTIVES

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

It is the company’s ultimate objective to create an atmosphere of mutual respect and maintain corporate decorum among its employees.

DEFINITION

Sexual Harassment Unwelcome sexual advances, requests for sexual favors, and other acts of sexual aggression conducted either verbally or physically where submission to or rejection of this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile or offensive work environment.

GUIDELINES

When sexual favor is made as a condition for: -employment, or continued

employment of an individual, or -granting said individual

favorable compensation, or promotions, or

-the refusal would result in limiting, or segregating the employee which in any way would discriminate, deprive or diminish employment opportunities or-would impair the employee’s rights or privileges, or-would result in an intimidating, hostile or offensive environment for the employee.

COMMITTED UNDER THE FF CONDITIONS

GUIDELINES

 In any of the Company work premises or extension thereof, including but not limited to:

WHERE COMMITTED

1. Work premises 2. Venue of work - related conferences 3. Venue of Company sponsored or recognized social and sports activities.

GUIDELINES

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

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.

PERSONS LIABLE:

PROCEDURE ON INVESTIGATION1. A Committee on Decorum

and Investigation (CDI) will investigate alleged cases constituting sexual harassment in discreet and confidential manner with full compliance to due process.

2. The ‘CDI” shall be composed of the following:-SVP/Treasurer -Chairman-VP Resident Manager -Vice Chairman-Personnel Manager -Member-Representative of Union -Member

4. If the complainant/ victim or the offender is a member of the CDI, she/he shall inhibit himself/herself in his/her capacity as member of the CDI.

3. Any complaint should be reported in writing to the CDI through the Personnel Department

PROCEDURE ON INVESTIGATION

6. Whatever penalty may be imposed by the Company upon the offender is without prejudice to such other relief and remedies that may be availed of by the victim under Section 7 of Republic Act No. 7887.

5. All complaints should be investigated, heard and disposed of in accordance with the existing provisions provided in the Company’s rules and regulations.

PROCEDURE ON INVESTIGATION

7. The offender may be placed on preventive suspension pending investigation of the case.

8. The facts of the case, proceedings and entire records of the case shall be treated with utmost confidentiality.

9. Prescription of Action- Any complaint for sexual harassment not filed within three (3) years from the date of incident shall prescribe.

PROCEDURE ON INVESTIGATION