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 WORKCONNECTED.
•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 1ST 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
QUESTIONS?