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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.

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sexual harassment

SEXUAL HARASSMENT

MIDN 1/C CURTIN

objectives
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 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
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.
slide5
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
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
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
accountability8
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.
accountability9
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 1ST SUBSTANTIATED INCIDENT.
what does it consist of
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
EXAMPLES
  • OFFENSIVE LANGUAGE.
  • SEXUALLY ORIENTED POSTERS/ CALANDERS.
  • UNWELCOME LETTERS, CARDS, GIFTS, FLOWERS.
  • UNWANTED PRESSURE FOR DATES.
traffic lights
TRAFFIC LIGHTS
  • GREEN
  • YELLOW
  • RED
green
GREEN
  • BEHAVIOR THAT IS ACCEPTABLE AND IS NOT HARASSMENT.
    • TOUCHING THAT IS NOT SEXUAL
    • SHAKING HANDS, PAT ON SHOULDER
    • SOCIAL INTERACTION
    • COMPLIMENTS
yellow
YELLOW
  • THESE BEHAVIORS MAY BE UNACCEPTABLE AND THEY COULD BE CONSIDERED SEXUAL HARASSMENT, CAUTION:
    • VIOLATING PERSONAL SPACE
    • WHISTLING
    • SUGGESTIVE POSTERS
    • JOKES
    • LEERING
slide16
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
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
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
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