CEDAW/C/PHI/4 English Page 50 (a) The sexual favour is made as a condition in the hiring or in the employment, re-employment or continued employment of the said individual, or in granting the said individual favourable compensation, terms, conditions, promotions, or privileges; or the refusal to grant the sexual favour results in limiting, segregating or classifying the employee which in any way would discriminate, deprive or diminish employment opportunities or otherwise adversely affect the said employee; (b) The above acts would impair the employee's rights or privileges under existing labour laws; (c) The above acts would result in an intimidating, hostile or offensive environment for the employee. 193. The Department of Labor and Employment adopted two significant policy issuances to further protect women workers: (a) Administrative Order No. 28, Series of 1994, prescribes guidelines to improve the effectiveness of labour standards enforcement and specified women's concerns as a priority; (b) Department Order No. 3, Series of 1994, sets guidelines for the training, testing and deployment of performing artists or entertainers. 194. Republic Act 8042 mandates the institution of a higher standard of protection and promotion of the welfare of migrant workers, their families and overseas Filipinos in distress. Section 2 (d) of the law specifically provides that "the State shall apply gender-sensitive criteria in the formulation and implementation of policies and programmes affecting migrant workers and the composition of bodies tasked for the welfare of migrant workers ...". 195. Department Order No. 13, Series of 1994, revised measures to further protect overseas household workers. It instructs, inter alia, the development and coordination of welfare programmes for household workers, to be implemented at the overseas centres mainly by the Philippine Overseas Labor Officers Corps. Among the special responsibilities assigned to the corps are the following: (a) Monitoring the entry and departure of household workers in their respective areas; (b) workers; (c) Conducting skills enhancement programmes for overseas contract Implementing welfare programmes on site; (d) Monitoring and assessing the welfare services of private recruitment agencies and entities; (e) Implementing a pre-qualification system for foreign placement agencies as principals. /...