Transcript SEXUAL HARASSMENT
SEXUAL HARASSMENT
MIDN 1/C CURTIN
OBJECTIVES
• • • COMPREHEND SECNAV SEXUAL HARASSMENT POLICY AND THE DEFINITON OF SEXUAL HARASSMENT.
DEMONSTRATE THE ABILITY TO COUNSEL AND APPLY PROCEDURES FOR RESOLVING SEXUAL HARASSMENT ISSUES.
DEMONSTRATE THE ABILITY TO UPHOLD AND ENFORCE THE SECNAV POLICY ON SEXUAL HARASSMENT.
SEXUAL HARASSMENT POLICY
• • • • • SEXUAL HARASSMENT IS PROHIBITED. ALL DON PERSONELLWILL BE EDUCATED AND TRAINED UPON ACCESSION.
INDIVIDUALS WHO BELIEVE THEY HAVE BEEN SEXUALLY HARASSED SHALL BE PROVIDED THE OPPORTUNITY TO SEEK RESOLUTION AND REGRESS.
ALL REPORTED INCIDENTS WILL BE INVESTIGATED.
COUNSELING OR REFERRAL SERVICES WILL BE MADE AVAILABLE.
DEFINITION
• SEXUAL HARASSMENT IS A FORM OF DISCRIMINATION THAT INVOLVES UNWELCOME SEXUAL ADVANCES, REQUESTS FOR SEXUAL FAVORS, AND OTHER VERBAL OR PHYSICAL CONDUCT OF A SEXUAL NATURE.
WHEN
• • SUBMISSION OR REJECTION TO SUCH CONDUCT IS MADE A TERM OF A PERSONS JOB SUCH CONDUCT HAS THE PURPOSE OR EFFECT OF UNREASONABLY INTERFERING WITH AN INDIVIDUALS WORK PERFORMANCE OR CREATES AN INTIMIDATING, HOSTILE, OR OFFENSIVE WORKING ENVIRONMENT.
WHERE
•WORKPLACE: AN EXPANSIVE TERM FOR MILITARY MEMBERS AND MAY INCLUDE CONDUCT ON OR OFF DUTY, 24 HOURS A DAY.
•WORK ENVIRONMENT: WORKPLACE OR ANY OTHER PLACE THAT IS WORK CONNECTED.
•OFFICE, BASE, SHIP, ANYWHERE DOD
ACCOUNTABILITY
•NO INDIVIDUAL IN THE DON SHALL •COMMIT SEXUAL HARASSMENT •TAKE REPRISAL ACTION AGAINST A PERSON WHO PROVIDES INFORMATION ON AN INCIDENT OF ALLEGED SEXUAL HARASSMENT •CONDONE OR IGNORE SEXUAL HARASSMENT
ACCOUNTABILITY
•THE APPROPRIATE ACTION TO RESOLVE AN INCIDENT DEPENDS ON THE SITUATION.
•INCIDENTS OF SEXUAL HARASSMENT COVER A WIDE RANGE OF BEHAVIORS, FROM VERBAL COMMENTS TO PHYSICAL ACTS, AND CAN BE SUBTLE OR OVERT.
ACCOUNTABILITY
• • THE FULL RANGE OF ADMINISTRATIVE AND DISCIPLINARY ACTIONS IS AVAILABLE.
MILITARY PERSONNEL OF THE NAVY AND MARINE CORPS SHALL BE PROCESSED FOR ADMINISTRATIVE SEPERATION ON THE 1 ST SUBSTANTIATED INCIDENT.
WHAT DOES IT CONSIST OF?
• FOR A PERSON’S BEHAVIOR TO BE CONSIDERED SEXUAL HARASSMENT, IT MUST MEET THREE CRITERIA: – IT MUST BE UNWELCOME » IT IS THE RECIPIENT’S PERCEPTION THE MATTER – IT MUST BE SEXUAL IN NATURE – IT MUST OCCUR IN OR IMPACT ON THE WORK ENVIRONMENT.
EXAMPLES
• • OFFENSIVE LANGUAGE.
SEXUALLY ORIENTED POSTERS/ CALANDERS.
• UNWELCOME LETTERS, CARDS, GIFTS, FLOWERS.
• UNWANTED PRESSURE FOR DATES.
TRAFFIC LIGHTS
• • • GREEN YELLOW RED
GREEN
• BEHAVIOR THAT IS ACCEPTABLE AND IS NOT HARASSMENT.
– TOUCHING THAT IS NOT SEXUAL – SHAKING HANDS, PAT ON SHOULDER – SOCIAL INTERACTION – COMPLIMENTS
YELLOW
• THESE BEHAVIORS MAY BE UNACCEPTABLE AND THEY COULD BE CONSIDERED SEXUAL HARASSMENT, CAUTION: – VIOLATING PERSONAL SPACE – – – – WHISTLING SUGGESTIVE POSTERS JOKES LEERING
RED
• STOP!! THESE BEHAVIORS ARE ALWAYS CONSIDERED HARASSMENT.
– SEXUAL FAVORS OFFERED FOR ADVANCES IN JOBS/ PAY.
– THREATS IF FAVORS ARE NOT PROVIDED – SEXUALLY EXPLICIT PICTURES OR REMARKS.
INFORMAL RESOLUTION SYSTEM (IRS)
• • • WHENEVER POSSIBLE, CONFLICTS ARISING FROM OFFENSIVE BEHAVIOR SHOULD BE RESOLVED AT LOWEST LEVEL. IF THE SITUATION DOES NOT CONSTITUTE THE USE OF UCMJ.
PERSONEL ADDRESS NOTIFY CHAIN OF COMMAND
RESOLUTION
•FORMAL COMPLAINT: ALL NAVAL PERSONNEL HAVE THE RIGHT AND RESPONSIBILITY TO LODGE A LEGITIMENT FORMAL COMPLAINT WITHOUT FEAR OF REPRISAL USING ONE OF THE FOLLOWING METHODS: •REQUST MAST, ARTICLE 138 UCMJ COMPLAINT, REDRESS OF WRONG COMMITTED BY A SUPERIOR, COMS WITH INSPECTOR GENERAL, INDIVIDUAL COMS WITH CONGRESS.
RESPONSIBILITY
• • • • • • LEADERSHIP IS THE KEY TO ELIMINATION OF SEXUAL HARASSMENT.
SET THE EXAMPLE DON’T IGNORE IT TAKE ACTION PROVIDE ANNUAL INDOCTRINATION ADDRESS PROHIBITED BEHAVIOR