Aimed at priming its policies against harassment and violence on the Safe Spaces Act or Republic Act No. 11313, the University expanded its Safe Spaces Policy in 2020 to better cater to the diverse needs and concerns of Lasallians. This also led to the establishment of the Lasallian Center for Inclusion, Diversity, and Well-being (LCIDWell), which is at the helm of building a more inclusive community through programs, projects, and aid to concerns directed to them.
Grievance procedures
Grievances are filed with the Safe Spaces and Inclusion Office and are disseminated and endorsed by the program head for Gender and Development and Safe Spaces (GADSS), either verbally or in writing. Such reports, including supporting documents, are signed and notarized before being handed over to the student’s associate dean and the employee’s immediate supervisor. Both are informed of complaints so they may be aware and provide assistance if necessary. The program head will record the details of the incident, verify the given details, and provide support to the aggrieved.
Within five working days, the respondent is given a notice of complaint through email. Should the respondent fail to reply to the email, a hard copy of the notice of complaint will be sent instead. If the respondent is under 18, the parents and assigned guardians are served the notice instead. Respondents must then submit three notarized counter-affidavits within three working days, detailing the specific facts, documentary evidence, and other pertinent documents in their defense.
Once these are settled, the files will be forwarded to the Office of the University Legal (OULC) Counsel, who will determine the “prima facie case;” this, regarded as sufficiently true until proven otherwise, cannot be appealed and shall set the case in motion. If necessary, the OULC may also recommend protection orders for the aggrieved and preventive suspension for the respondent—barring them from entering campus, engaging in University activities, or utilizing physical and digital resources.
Upon this and the receipt of the Safe Spaces and Inclusion Office’s report and recommendations, a formal charge is expected to be filed against the respondents within 10 working days.
This will prompt the formation of a Committee on Decorum and Investigation (CODI) to be convened by the Safe Spaces Council chair. The CODI, under the Safe Spaces and Inclusion Office, mainly handles the investigation and resolution of these cases. CODIs are designated for faculty-only cases or those involving students.
The committee is expected to address written complaints within 10 working days through hearings and other legal standards within the Anti-Sexual Harassment Act of 1995 and the Safe Spaces Act. Once finalized, CODI releases its verdict on the case and recommends courses of action based on the national laws and University policy. Any party has the right to appeal within five working days.
Disputes may also be settled amicably either through the Safe Space and Inclusion Office provided that it is the first complaint against the complainee, it concerns a light offense, and the concerned parties are either both students or both faculty.
Unraveling offenses
The Student Handbook recognizes and accordingly penalizes light, less grave, and grave acts of sexual harassment and discrimination. Making suggestive, derogatory, and sexual jokes and remarks about an individual, covertly looking into private areas or undergarments, and similar behaviors are deemed as light offenses.
Upon the first light offense, the individual will be reprimanded and asked to undergo gender sensitivity reorientation. If repeated, the offender will be suspended—without pay for employees—for one term and be given gender sensitivity reorientation sessions. A third offense will result in their direct dismissal or expulsion.
Less grave offenses include behaviors such as making repeated sexual and offensive jokes, remarks, and gestures, engaging in sexual and verbal abuse, and invading privacy through cyberstalking and excessive messaging. At the first occurrence, students involved are mandated to fulfill community service for two terms, while employees are suspended without pay for up to three years. A guilty student’s clearance will nonetheless be withheld should they have fewer terms left than the two-term community service requirement. Both are subject to a gender sensitivity reorientation. In the case of a second offense, individuals can either be dismissed or expelled.
Severe acts categorized as grave offenses constitute coercive physical contact, unwanted sexual acts in exchange for benefits, online harassment without consent, and physical assaults of a sexual nature. Teaching and non-teaching employees face direct dismissal from the University upon the first offense. Expulsion accompanied by a formation session may be considered for students for the first offense and are directly dismissed or expelled from the institution for a second offense.
Pursuant to the prescriptive period under RA 11313, sexual harassment or grievance concerns may be submitted to the LCIDWell and made at any time during a student’s stay in DLSU.
Suppose the case filed occurred while the complainant was a student of DLSU but is no longer affiliated with the University. In that case, the University may withhold the respondent’s good moral certificate and, if found guilty, revoke their diploma. Likewise, a perpetual employment ban may be enforced if the respondent professor or employee is found guilty during the sexual harassment incident despite being no longer associated with the University.
Protection and impartiality for a safer DLSU
Through LCIDWell’s administration, the Safe Spaces Act guarantees the privacy of victims and ensures fairness for all parties in handling gender-based offenses.
LCIDWell Director Dr. Estesa Xaris Legaspi highlighted that the Safe Spaces Act ensures utmost confidentiality to alleviate concerns of privacy that victims may have. She adds that affected Lasallians may also seek assistance and explore their options with LCIDWell, regardless of whether they file a complaint.
“They can always come to us at any point at any time. One of their hesitations to file a formal complaint is the issue of privacy or confidentiality. But if you’re going to look at DLSU’s Safe Spaces Policy, we have a provision about confidentiality. We make sure that we are dealing with the information with utmost confidentiality,” Dr. Legazpi said in a mix of Filipino and English.
LCIDWELL’s program head for GADSS, Christian Derek Guerra, also emphasized that LCIDWELL guarantees respondents due process and accommodates them by guiding them through processes, providing psychosocial support, or referring students to the DLSU Counseling and Psychological Services or the Mental Healthcare and Well-being Unit of LCIDWell for faculty members and staff.
Guerra said, “Anybody who’s complained against can be assured of due process. The policy is there to protect everyone. [The] important is that they (respondents) answer and communicate with LCIDWell. Any respondent can also direct their clarifications about the process to LCIDwell. The policy is for everybody; nobody is held accountable without due process.”
If you or someone you know is facing sexual harassment or discrimination concerns, do not hesitate to reach out to LCIDWell via their landline (632) 524-4611 Ext. 729, Facebook (Lasallian Center for Inclusion, Diversity, and Well-being, https://www.facebook.com/LCIDW), and Email ([email protected]) or visit their office located on the 2nd floor of Bloemen Hall for proper guidance and support.
This article was published in The LaSallian‘s March 2025 issue. To read more, visit bit.ly/TLSMarch2025.
