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DEFINITION OF SEXUAL HARASSMENT Viewgraph #22-1 A form of gender discrimination that involves unwelcomed sexual advances, requests for sexual favors, and.

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Presentation on theme: "DEFINITION OF SEXUAL HARASSMENT Viewgraph #22-1 A form of gender discrimination that involves unwelcomed sexual advances, requests for sexual favors, and."— Presentation transcript:

1 DEFINITION OF SEXUAL HARASSMENT Viewgraph #22-1 A form of gender discrimination that involves unwelcomed sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: A persons job, pay, or career placed at risk An employees employment or career placed in jeopardy It creates an intimidating, hostile, or offensive work environment

2 QUID PRO QUO Viewgraph #22-2 Latin term meaning, this for that Conditions placed upon a persons career or terms of employment in return for sexual favors Promises of career advancement, promotions, and other benefits, should the victim give-in to the sexual advances

3 HOSTILE ENVIRONMENT Viewgraph #22-3 Offensive Unwanted Unsolicited comments and/or behaviors of a sexual nature

4 RELATED ELEMENTS OF SEXUAL HARASSMENT SEXUAL HARASSMENT Viewgraph #22-4 IMPACT vs INTENT Reasonable person standard

5 SEXUAL HARASSMENT SEXUAL HARASSMENTBEHAVIORS Viewgraph #22-5 Verbal comments Nonverbal gestures Physical contact

6 SEXUAL HARASSMENT SEXUAL HARASSMENTCHECKLIST Viewgraph #22-6 Is the behavior sexual in nature? Is the behavior unwelcome Does the behavior create a hostile or offensive environment? Have sexual favors been demanded, requested, or suggested?

7 VICTIM IMPACT VICTIM IMPACT Viewgraph #22-7 Interferes with work performance Creates a hostile environment Stress Fear and anxiety (quid pro quo) Less productive

8 TECHNIQUES TO DEAL TECHNIQUES TO DEAL WITH SEXUAL HARASSMENT Viewgraph #22-8 Direct approach Indirect approach Third party A letter or memorandum Chain of command File a formal complaint

9 REPERCUSSIONS OF REPERCUSSIONS OF SEXUAL HARASSMENT SEXUAL HARASSMENT Viewgraph #22-9 Administrative actions Mandatory counseling Additional training Denial of certain privileges Rehabilitative transfer Letter of admonishment/reprimand Relief for cause (OER/NCOER) Adverse performance evaluation Bar to reenlistment Separation

10 STRATEGIES FOR COMBATING SEXUAL HARASSMENT Viewgraph #22-10 Be proactive! Keep soldiers / civilians informed and educated Conduct training Outline procedures and policies Be familiar with regulations and policies

11 ARMY TRAINING PREVENTION OF SEXUAL HARASSMENT VIDEO LEVEL 1 VIDEO SLIDE # 1

12 POSH VIDEO TRAINING OBJECTIVES You Will Learn: Army Policy On Sexual Harassment Impact On Personal and Unit Performance How To Recognize Sexual Harassment VIDEO SLIDE # 2

13 POSH VIDEO TRAINING OBJECTIVES (Cont) You Will Learn: How To Prevent Sexual Harassment Informal Resolution Techniques Sanctions And Laws VIDEO SLIDE # 3

14 DEFINITION A form of sex discrimination that involves unwelcome sexual advances, requests for sexual favors, and other verbal, or physical conduct of a sexual nature, when: Submission to such conduct is made either explicitly or implicitly a term or condition of a persons job, pay or career, or, Submission to or rejection of such conduct is used as a basis for career or employment decisions affecting that person, or, Such conduct has the purpose or effect of unreasonably interfering with an individuals work performance or creates an intimidating, hostile, or offensive working environment. VIDEO SLIDE #4

15 DEFINITION (Cont) The definition of sexual harassment emphasizes that work-place conduct, to be actionable as "abusive work environment" harassment, need not result in concrete psychological harm to the victim, but rather need only be so severe or pervasive that a reasonable person would perceive, and the victim does perceive, the work environment is hostile or abusive. Any person in a supervisory or command position who uses or condones any form of sexual behavior to control, influence, or affect the career, pay, or job of a military member or civilian employee who makes deliberate or repeated unwelcome verbal comments, gestures, or physical contact of a sexual nature in the workplace is also engaging in sexual harassment. VIDEO SLIDE #5

16 EXAMPLES OF SEXUAL HARASSMENT Verbal: oProfanity, off-color jokes oSexual comments, threats oWhistling, barking, grunts, growling, etc. oPassing rumors of sexual acts or involvement VIDEO SLIDE #6

17 EXAMPLES OF SEXUAL HARASSMENT Physical: Leering, winking Licking lips, displaying/giving sexually suggestive pictures or cartoons Stroking, grabbing, patting, hugging, pinching, provocatively posing Cornering or blocking a passageway Adjusting someones clothing without permission VIDEO SLIDE #7

18 TYPES OF SEXUAL HARASSMENT Quid Pro Quo = This for That Submitting to, or rejecting sexual advances or requests can not be a condition upon which a person's job, career or upcoming promotion depends. VIDEO SLIDE #8

19 Unwelcome Conduct that the soldier, family member or employee did not elicit or incite, and that he or she regards as undesirable or offensive Equal initiation and participation between the alleged victim and the person he or she is interacting with Some victims may feel they have no choice but to submit Not necessary to state behavior is unwelcome VIDEO SLIDE #9 TYPES OF SEXUAL HARASSMENT (Cont)

20 Hostile Environment Unwelcome and demeaning sexually related behavior that creates an intimidating, hostile and offensive work environment. VIDEO SLIDE #10 TYPES OF SEXUAL HARASSMENT (Cont)

21 Hostile Environment Key Points: Subtle One incident or several Intent of harasser is irrelevant Perception or impact on harassed person VIDEO SLIDE #11 TYPES OF SEXUAL HARASSMENT (Cont)

22 DATING When do requests for dates constitute sexual harassment? When it is unwelcome What constitutes unwelcome? Repeatedly hearing no as an answer What constitutes no? VIDEO SLIDE #12 TYPES OF SEXUAL HARASSMENT (Cont)

23 OBSESSIVE FOLLOWING BEHAVIOR STALKING: includes actions of a person repeatedly following or harassing another person in a manner to induce in a reasonable person a fear of sexual battery, bodily injury or death of that person or a member of that person's immediate family Stalking is a violation of the UCMJ Obsessive behavior: such harassment can include unwanted telephone calls, uninvited visits to personal quarters, etc. VIDEO SLIDE #13 TYPES OF SEXUAL HARASSMENT (Cont)

24 4 QUICK QUESTIONS Was the behavior or innuendo sexual in nature? Was the behavior unwelcome? Does the behavior create a hostile or offensive work environment? Have sexual favors been demanded, requested, or suggested--especially as a condition of employment or career and job success? VIDEO SLIDE #14

25 ADVICE Victim of sexual harassment? Contact your post's Equal Opportunity Advisor or, Call the Equal Opportunity Sexual Harassment Hotline VIDEO SLIDE #15

26 SELF-COPING MECHANISMS Denial Blaming Oneself Joking Avoidance Confrontation VIDEO SLIDE #16

27 INFORMAL RESOLUTION TECHNIQUES Confront the harasser Use an intermediary to confront the harasser Write a letter to the harasser Maintain a log or diary of incidents Request sexual harassment training for the unit, or Report the incident VIDEO SLIDE #17

28 Confront the harasser: Maintain professional demeanor, Correct behavior, do not personally attack person Tell the harasser what actions you do not like, Explain that the action offends you, Tell the harasser to stop, State that if the actions persist, you will report the individual VIDEO SLIDE #18 INFORMAL RESOLUTION TECHNIQUES (Cont)

29 Write A Letter To The Harasser: write down the facts explain how the inappropriate behavior makes you feel state what you think should happen next keep a copy of the letter and mailed registration receipt if needed - make a formal complaint with letter as proof VIDEO SLIDE #19 INFORMAL RESOLUTION TECHNIQUES (Cont)

30 Maintain a log or diary of incidents: Make notes such as: times, dates, places, witnesses, and any actions taken to make the harasser stop Keep your log out of the office Do not show you log to anyone Decide whether to file a complaint, using the log as evidence or destroy the log VIDEO SLIDE #20 INFORMAL RESOLUTION TECHNIQUES (Cont)

31 Request sexual harassment training: Training to focus on sexually harassing behaviors being exhibited, This is a subtle resolution technique, Makes harassers aware of their inappropriate behavior. VIDEO SLIDE #21 INFORMAL RESOLUTION TECHNIQUES (Cont)

32 LEGAL SANCTIONS OFFENSEUCMJ ARTICLE Making Sexual CommentsArt 89: Disrespect Toward Or GesturesSuperior Officer, Art 91: Insubordinate Conduct Towards A WO Or NCO, Art 117: Provoking Speech And Gestures, Art 134: Indecent Language, Offering Rewards ForArt 134: Bribery And Graft Sexual Behaviors VIDEO SLIDE #22

33 VIDEO SLIDE #23 LEGAL SANCTIONS (Cont) OFFENSEUCMJ ARTICLE Threatening The Career, JobArt 127: Extortion, Or Salary Of A Person Unless He or She Cooperates Engaging In Or CondoningArt 92: Failure To Obey An Sexual HarassmentOrder Or Regulation BehaviorsArt 133: Conduct Unbecoming An Officer Influencing Or ThreateningArt 93: Cruelty And The Career, Pay Or Job Of Maltreatment Another Person In Exchange For Sexual Favors

34 ADMINISTRATIVE SANCTIONS Counseling Bar To Reenlistment Relief For Cause Negative Performance Evaluation VIDEO SLIDE #25

35 ADMINISTRATIVE SANCTIONS (Cont) Letters Of Admonishment And Reprimand Rehabilitative Transfer Negative Performance Administrative Reduction Discharge From Service Denial Of Certain Privileges VIDEO SLIDE #26

36 WHISTLEBLOWER PROTECTION Soldiers cannot be reprised against for filing a complaint of sexual harassment or unlawful discrimination Soldiers must submit their complaints to DOD inspector general for investigation DOD hotline: DOD hotline: CONUS: CONUS: OCONUS: (703) OCONUS: (703) VIDEO SLIDE #27

37 REPRISAL Soldiers shall be free from reprisal for making or preparing a protected communication (to include complaints of unlawful discrimination and sexual Harassment) to a member of congress, an IG, or a member of a DOD audit, inspection, investigation, or law enforcement organization or any other person or organization. VIDEO SLIDE #28

38 REPRISAL (Cont) Threats or acts of reprisal forbidden by army and The Department of Defense policy Punishable under the UCMJ Acts of reprisal can come from your co-workers of those in a supervisory position VIDEO SLIDE #29

39 REASONABLE PERSON STANDARD In judging whether the incident is sexual harassment, it must be viewed from the perspective of a typical, reasonable third party. Would a reasonable person find that behavior hostile, offensive, or intimidating and adversely affect his/her ability to do his/her work? The reasonable person standard is used by commanders and the courts to judge whether the conduct was sexual harassment VIDEO SLIDE #30

40 TRAINING SESSION # 1 The following was covered: Army policy on sexual harassment Definition of sexual harassment Physical and verbal types of sexual harassment Effect of sexual harassment on unit cohesion and readiness VIDEO SLIDE #31

41 TRAINING SESSION # 1 The following was covered: Effect of sexual harassment on individual performance Four questions Unwelcome Reasonable person standard VIDEO SLIDE #32

42 TRAINING SESSION # 1 The following was covered: Sex vs. Power Intent vs. Impact For advice, contact EOA or EO/SH hotline VIDEO SLIDE #33

43 TRAINING SESSION # 2 The following was covered: EOAs role as advisor to commander Definition of sex discrimination Six informal resolution techniques Who to file an equal opportunity complaint with VIDEO SLIDE #34

44 TRAINING SESSION # 2 The following was covered: Definition Of Reprisal Military Whistleblower Protection Directive VIDEO SLIDE #35

45 TRAINING SESSION # 3 The Following Was Covered: Sexual Harassment Punishable Under The UCMJ Or Administrative Punishment Administrative Actions That May Be Taken Totality Of Circumstances Immediately Report Acts Of Sexual Harassment Immediately Report Acts Of Obsessive Following Behavior VIDEO SLIDE #36


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