Dear Atty. Peachy,

I am reaching out to seek legal advice regarding a serious situation I am currently facing. I work with a colleague who recently accused me of sexual harassment, which has resulted in my dismissal from work. Her claims are entirely fabricated and motivated by personal issues between us. Unfortunately, due to these allegations, I have found myself in a perilous financial situation, accruing debt while I wait to secure another job.

I am eager to know my options for pursuing legal action against her for false accusations and how to address the agency that fired me based on these unsubstantiated claims. I would greatly appreciate it if you could provide a step-by-step guide on what I should do next to navigate this challenging ordeal and hold both the individual and the agency accountable.

Thank you for your time and assistance. Your insights would be invaluable as I take steps to protect my rights and seek justice.

Sherwin

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Dear Sherwin,

Allegations of sexual harassment are serious matters, and it is essential to approach them carefully and methodically, especially when you believe they are false and damaging to your reputation and livelihood.

Begin by collecting all relevant documentation related to the accusation and your employment. Keep records of communications with the accuser, any formal complaints made against you, and your termination notice. This will provide a factual basis to support your case.

Familiarize yourself with your company’s policies on harassment and the procedures they followed during the investigation. If the agency did not follow proper protocol or failed to provide due process, that could be grounds for challenging your dismissal.

If you can prove that the accusations were false and made with malicious intent, you may have a valid claim for defamation under Philippine law. Article 353 of the Revised Penal Code allows individuals to seek damages for statements that harm their reputation.

If the agency did not have sufficient grounds for terminating your employment based solely on the accusation, you might pursue a case for wrongful dismissal. Under the Labor Code of the Philippines, an employer must provide just cause before terminating an employee.

The road ahead may be challenging, but pursuing justice for false accusations and wrongful termination is within your rights as an employee and a citizen. I wish you strength and clarity as you work to resolve this matter.

Atty. Peachy Selda-Gregorio