Yes, employees can file a complaint if their boss uses inappropriate language, such as profanities, which may create a hostile work environment. In the Philippines, the law protects employees from abuse and harassment, which can include verbal abuse from superiors.
Labor Code and Workplace Harassment
The Labor Code of the Philippines, while not specifically listing verbal abuse as a form of harassment, mandates the protection of employees from unjust treatment. Acts that constitute unfair labor practices may include creating a hostile work environment. While general bad behavior like occasional outbursts may not rise to the level of actionable misconduct, persistent and malicious verbal abuse that causes undue stress or humiliation may be a violation of labor laws.
Anti-Bullying and Anti-Sexual Harassment Laws
The Republic Act No. 7877, or the Anti-Sexual Harassment Act of 1995, provides guidelines against sexual harassment in the workplace. Although this law specifically focuses on sexual misconduct, other forms of harassment may also be addressed through internal company policies or legal actions under general anti-bullying practices.
Internal Company Policies
Many companies have their own code of conduct or employee handbook that outlines acceptable behavior. Most organizations include policies against harassment, including verbal abuse, bullying, or the use of inappropriate language. An employee may file an internal grievance or escalate the issue to human resources (HR) if a manager’s language or actions violate these internal guidelines.
Filing a Complaint with DOLE
If the issue is not resolved internally, an employee may file a complaint with the Department of Labor and Employment (DOLE). DOLE handles complaints related to labor standards and unlawful working conditions. If the employee feels that the language used by their boss creates an unsafe or unfair work environment, they may request mediation or file a formal complaint.
What to Consider Before Filing a Complaint
When filing a complaint, the employee must ensure that they have clear documentation, such as written records of the incidents, witnesses, or any communication that demonstrates the boss’s inappropriate behavior. It is crucial to determine whether the verbal abuse is an isolated incident or part of a pattern that significantly affects the workplace environment.
Conclusion
Employees have the right to report inappropriate behavior, including verbal abuse, by their superiors. Depending on the severity and frequency of the verbal abuse, it may fall under workplace harassment or unjust treatment. Employees can seek resolution either through internal company channels or by filing a formal complaint with DOLE.