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The Sandiganbayan, through its Fourth Division, rendered its decision, dated 05 November 1999, penned by Mr.

Justice Rodolfo G. Palattao, finding the accused, Dr. Rico Jacutin, guilty of the crime of Sexual Harassment under Republic Act No. 7877. The Sandiganbayan concluded:
WHEREFORE, judgment is hereby rendered, convicting the accused RICO JACUTIN Y SALCEDO of the crime of Sexual Harassment, defined and punished under R.A. No. 7877, particularly Secs. 3 and 7 of the same Act, properly known as the Anti-Sexual Harassment Act of 1995, and is hereby sentenced to suffer the penalty of imprisonment of six (6) months and to pay a fine of Twenty Thousand (P20,000.00) Pesos, with subsidiary imprisonment in case of insolvency. Accused is further ordered to indemnify the offended party in the amount of Three Hundred Thousand (P300,000.00) Pesos, by way of moral damages; Two Hundred Thousand (P200,000.00) Pesos, by way of Exemplary damages and to pay the cost of suit.i[2]

In the instant recourse, it is contended that I. Petitioner cannot be convicted of the crime of sexual harassment in view of the inapplicability of Republic Act No. 7877 to the case at bar. II. Petitioner [has been] denied x x x his constitutional right to due process of law and presumption of innocence on account of the insufficiency of the prosecution evidence to sustain his conviction.ii[3]

The above contentions of petitioner are not meritorious. Section 3 of Republic Act 7877 provides:
SEC. 3. Work, Education or Training-related Sexual Harassment Defined. Work, education or training-related sexual harassment is committed by an employer, employee, manager, supervisor, agent of the employer, teacher, instructor, professor, coach, trainor, or any other person who, having authority, influence or moral ascendancy over another in a work or training or education environment, demands, requests or otherwise requires any sexual favor from the other, regardless of whether the demand, request or requirement for submission is accepted by the object of said Act. (a) when: In a work-related or employment environment, sexual harassment is committed

(1) The sexual favor is made as a condition in the hiring or in the employment, reemployment or continued employment of said individual, or in granting said individual favorable compensation, terms, 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.

Petitioner was the City Health Officer of Cagayan de Oro City, a position he held when complainant, a newly graduated nurse, saw him to enlist his help in her desire to gain employment. He did try to show an interest in her plight, her father being a boyhood friend, but finding no opening suitable for her in his office, he asked her about accepting a job in a family planning research project. It all started from there; the Sandiganbayan recited the rest of the story:

[G.R. No. 140604. March 6, 2002]

DR. RICO S. JACUTIN, petitioner, vs. PEOPLE OF THE PHILIPPINES, respondent.

Yet, even if we were to test Rayalas acts strictly by the standards set in Section 3, RA 7877, he would still be administratively liable. It is true that this provision calls for a "demand, request or requirement of a sexual favor." But it is not necessary that the demand, request or requirement of a sexual favor be articulated in a categorical oral or written statement. It may be discerned, with equal certitude, from the acts of the offender. Holding and squeezing Domingos shoulders, running his fingers across her neck and tickling her ear, having inappropriate conversations with her, giving her money allegedly for school expenses with a promise of future privileges, and making statements with unmistakable sexual overtones all these acts of Rayala resound with deafening clarity the unspoken request for a sexual favor. Likewise, contrary to Rayalas claim, it is not essential that the demand, request or requirement be made as a condition for continued employment or for promotion to a higher position. It is enough that the respondents acts result in creating an intimidating, hostile or offensive environment for the employee.45 That the acts of Rayala generated an intimidating and hostile environment for Domingo is clearly shown by the common factual finding of the Investigating Committee, the OP and the CA that Domingo reported the matter to an officemate and, after the last incident, filed for a leave of absence and requested transfer to another unit. Rayalas invocation of Aquino v. Acosta46 is misplaced, because the factual setting in that case is different from that in the case at bench. In Aquino, Atty. Susan Aquino, Chief of the Legal and Technical Staff of the Court of Tax Appeals (CTA), charged then CTA Presiding Judge (now Presiding Justice) Ernesto Acosta of sexual harassment. She complained of several incidents when Judge Acosta allegedly kissed her, embraced her, and put his arm around her shoulder. The case was referred to CA Justice Josefina G. Salonga for investigation. In her report, Justice Salonga found that "the complainant failed to show by convincing evidence that the acts of Judge Acosta in greeting her with a kiss on the cheek, in a `beso-beso fashion, were carried out with lustful and lascivious desires or were motivated by malice or ill motive. It is clear from the circumstances that most of the kissing incidents were done on festive and special occasions," and they "took place in the presence of other people and the same was by reason of the exaltation or happiness of the moment." Thus, Justice Salonga concluded:

In all the incidents complained of, the respondent's pecks on the cheeks of the complainant should be understood in the context of having been done on the occasion of some festivities, and not the assertion of the latter that she was singled out by Judge Acosta in his kissing escapades. The busses on her cheeks were simply friendly and innocent, bereft of malice and lewd design. The fact that respondent judge kisses other people on the cheeks in the 'beso-beso' fashion, without malice, was corroborated by Atty. Florecita P. Flores, Ms. Josephine Adalem and Ms. Ma. Fides Balili, who stated that they usually practice 'beso-beso' or kissing on the cheeks, as a form of greeting on occasions when they meet each other, like birthdays, Christmas, New Year's Day and even Valentine's Day, and it does not matter whether it is Judge Acosta's birthday or their birthdays. Theresa Cinco Bactat, a lawyer who belongs to complainant's department, further attested that on occasions like birthdays, respondent judge would likewise greet her with a peck on the cheek in a 'beso-beso' manner. Interestingly, in one of several festive occasions, female employees of the CTA pecked respondent judge on the cheek where Atty. Aquino was one of Judge Acosta's well wishers. In sum, no sexual harassment had indeed transpired on those six occasions. Judge Acosta's acts of bussing Atty. Aquino on her cheek were merely forms of greetings, casual and customary in nature. No evidence of intent to sexually harass complainant was apparent, only that the innocent acts of 'beso-beso' were given malicious connotations by the complainant. In fact, she did not even relate to anyone what happened to her. Undeniably, there is no manifest sexual undertone in all those incidents.47 This Court agreed with Justice Salonga, and Judge Acosta was exonerated. To repeat, this factual milieu in Aquino does not obtain in the case at bench. While in Aquino, the Court interpreted the acts (of Judge Acosta) as casual gestures of friendship and camaraderie, done during festive or special occasions and with other people present, in the instant case, Rayalas acts of holding and squeezing Domingos shoulders, running his fingers across her neck and tickling her ear, and the inappropriate comments, were all made in the confines of Rayalas office when no other members of his staff were around. More importantly, and a circumstance absent in Aquino, Rayalas acts, as already adverted to above, produced a hostile work environment for Domingo, as shown by her having reported the matter to an officemate and, after the last incident, filing for a leave of absence and requesting transfer to another unit. Rayala also argues that AO 250 does not apply to him. First, he argues that AO 250 does not cover the NLRC, which, at the time of the incident, was under the DOLE only for purposes of program and policy coordination. Second, he posits that even assuming AO 250 is applicable to the NLRC, he is not within its coverage because he is a presidential appointee. We find, however, that the question of whether or not AO 250 covers Rayala is of no real consequence. The events of this case unmistakably show that the administrative charges against Rayala were for violation of RA 7877; that the OP properly assumed jurisdiction over the administrative case; that the participation of the DOLE, through the Committee

created by the Secretary, was limited to initiating the investigation process, reception of evidence of the parties, preparation of the investigation report, and recommending the appropriate action to be taken by the OP. AO 250 had never really been applied to Rayala. If it was used at all, it was to serve merely as an auxiliary procedural guide to aid the Committee in the orderly conduct of the investigation.

Sexual harassment is an imposition of misplaced "superiority" which is enough to dampen an employees spirit and her capacity for advancement. It affects her sense of judgment; it changes her life.1
Philippine Aeolus Automotive United Corporation v. National Labor Relations Commission, 387 Phil. 256, 265 (2000).

The Court has certainly taken stock of the fact that even after the alleged "sexual harassment" incidents transpired, complainant still dared to repair, in several instances, to respondent Judges chamber all by her lonesome self when the natural thing to do is to avoid occasions likely to further exacerbate an already difficult situation. What is more, complainant, by her own admission22 even attended the birthday party of respondent judge in his residence and, judging from photographs23 of smiling, clapping and swinging court staff personnel, complainant definitely appeared to be having much fun. To be sure, complainant is not exactly a picture of one recently sexually harassed by her offending host. With the view we thus take of the case, complainant has failed to prove her charge against the respondent judge with the quantum of proof required under the premises. Given this perspective, the dismissal of the complaint as against respondent judge for insufficiency of evidence is indicated. The Court, however, stresses that this ruling does not necessarily reflect on the bona fides of the filing of the complainant, let alone what complainant perceives to be the righteousness of her grievances A.M.-RTJ-07-2068 August 7, 2007 (Formerly A.M. OCA IPI No. 03-1854-RTJ) ERLIND A. ALCUIZAR, complainant, vs. JUDGE EMMANUEL C. CARPIO, ATTY. CRISOSTOMO S.J. UGALI, JR, and MRS. DIVINAGRACIA BARCELONA, respondents.

In grave misconduct, the elements of corruption, clear intent to violate the law, or flagrant disregard of established rule must be manifest.14 The act of petitioner of fondling one of his students is against a law, RA 7877, and is doubtless inexcusable. The particular act of petitioner cannot in any way be construed as a case of simple misconduct. Sexually molesting a child is, by any norm, a revolting act that it cannot but be categorized as a grave offense. Parents entrust the care and molding of their children to teachers, and expect them to be their guardians while in school. Petitioner has violated that trust. The charge of grave misconduct proven against petitioner demonstrates his unfitness to remain as a teacher and continue to discharge the functions of his office. As Dadubo v. Civil Service Commission teaches: The charge against the respondent in an administrative case need not be drafted with the precision of an information in a criminal prosecution. It is sufficient that he is apprised of the substance of the charge against him; what is controlling is the allegation of the acts complained of, not the designation of the offense. 10 It is clear that petitioner was sufficiently informed of the basis of the charge against him, which was his act of improperly touching one of his students. Thus informed, he defended himself from such charge. The failure to designate the offense specifically and with precision is of no moment in this administrative case. The formal charge, while not specifically mentioning RA 7877, The Anti-Sexual Harassment Act of 1995, imputes on the petitioner acts covered and penalized by said law. Contrary to the argument of petitioner, the demand of a sexual favor need not be explicit or stated. In Domingo v. Rayala,11 it was held, "It is true that this provision calls for a demand, request or requirement of a sexual favor. But it is not necessary that the demand, request, or requirement of a sexual favor be articulated in a categorical oral or written statement. It may be discerned, with equal certitude, from the acts of the offender." The CSC found, as did the CA, that even without an explicit demand from petitioner his act of mashing the breast of AAA was sufficient to constitute sexual harassment. Moreover, under Section 3 (b) (4) of RA 7877, sexual harassment in an education or training environment is committed "(w)hen the sexual advances result in an intimidating, hostile or offensive environment for the student, trainee or apprentice." AAA even testified that she felt fear at the time petitioner touched her.12 It cannot then be said that the CSC lacked basis for its ruling, when it had both the facts and the law. The CSC found the evidence presented by the complainant sufficient to support a finding of grave misconduct. It is basic that factual findings of administrative agencies, when supported by substantial evidence, are binding upon the Court.

G.R. No. 146053 April 30, 2008 DIOSCORO F. BACSIN, petitioner, vs. EDUARDO O. WAHIMAN, respondent.

Aquino v. Acosta

Indeed, from the records on hand, there is no showing that respondent judge demanded, requested or required any sexual favor from complainant in exchange for favorable compensation, terms, conditions, promotion or privileges specified under Section 3 of R.A. 7877. Nor did he, by his actuations, violate the Canons of Judicial Ethics or the Code of Professional Responsibility. While we exonerate respondent from the charges herein, however, he is admonished not to commit similar acts against complainant or other female employees of the Court of Tax Appeals, otherwise, his conduct may be construed as tainted with impropriety. We laud complainants effort to seek redress for what she honestly believed to be an affront to her honor. Surely, it was difficult and agonizing on her part to come out in the open and accuse her superior of sexual harassment. However, her assessment of the incidents is misplaced for the reasons mentioned above.

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