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Sexual Harassment Prevention . Human Relationship. The Complaint Process. Policy. All Auxiliarists will receive training in the areas of identification , prevention , resolution , and elimination of sexual harassment. This training is mandatory . What is Sexual Harassment?. - PowerPoint PPT Presentation

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  • Sexual Harassment Prevention

    Human RelationshipThe Complaint Process

  • Policy

    All Auxiliarists will receive training in the areas of identification, prevention, resolution, and elimination of sexual harassment. This training is mandatory.

  • What is Sexual Harassment?

  • What is Sexual Harassment?Identification

    Sexual Harassment is defined as unwelcome sexual advances.

  • What is Sexual Harassment?Identification

    Sexual Harassment is defined as unwelcome sexual advances.

    Request for sexual favors.

  • What is Sexual Harassment?Identification

    Sexual Harassment is defined as unwelcome sexual advances,

    request for sexual favors,

    and other verbal or physical conduct of a sexual nature.

  • What is Sexual Harassment?Identification

    When this conduct explicitly or implicitly affects an individuals position within the Auxiliary.

  • What is Sexual Harassment?IdentificationSexual Harassment is further defined as conduct that causes unreasonable interference with an individuals work performance,

  • What is Sexual Harassment?IdentificationSexual Harassment is further defined as conduct that causes unreasonable interference with an individuals work performance, or creates an intimidating, hostile, or offensive work environment.

  • What is Sexual Harassment?Identification

    This also encompasses unwelcome display or communicating of sexually offensive materials.

  • What is Sexual Harassment?Identification

    Harassment based on perceived or stated sexual orientation is considered sexual harassment.

  • Fair Treatment

    PreventionThe key to preventing sexual harassment is personal leadership and commitment.

  • Fair Treatment

    PreventionThe key to preventing sexual harassment is personal leadership and commitment. All persons are entitled to be treated fairly, and with dignity and respect.

  • Fair Treatment

    Prevention

    All must be allowed to work and to enjoy an environment free of unlawful discrimination.

    The Auxiliary leadership must commit themselves to promoting equitable treatment.

  • PolicyResolution

    The Coast Guard will not tolerate acts of reprisal, intimidation, or further acts of harassment.

  • PolicyResolution

    All reported incidents of sexual harassment should be resolved at the lowest possible level. All incidents should be resolved promptly and with sensitivity.Confidentiality will be maintained to the greatest extent possible.

  • PolicyResolution

    All reported incidents of sexual harassment should be resolved at? ______________________.

  • PolicyResolution

    All reported incidents of sexual harassment should be resolved at the lowest possible level.

  • PolicyResolution

    All incidents should be resolved: When? ___________, and with? ____________.

  • PolicyResolution

    All incidents should be resolved promptly and with sensitivity.

  • PolicyResolution

    What? ____________will be maintained to the greatest extent possible?

  • PolicyResolution

    Confidentiality will be maintained to the greatest extent possible?

  • PolicyResolution

    Elected Officials are the POC for anyone wanting to file a complaint.

    Equal Opportunity Counseling support will be made available.

  • PolicyResolution

    Your elected officials are responsible for this counseling or you can to refer to the Coast Guard Auxiliary Civil Rights Coordinator (CRC).

  • ProceduresResolution & EliminationHere is the process through which a person would file a report of allegations of sexual harassment.

  • EEO Complaint ProcessResolution & Elimination

    The first thing you are to do is attempt to resolve the issue yourself by speaking with the person you believe has harassed you.

  • EEO Complaint ProcessResolution & Elimination

    If you are not comfortable or do not feel safe confronting this person.Then you will need to write down what transpired in a letter.

  • EEO Complaint ProcessResolution & Elimination

    This letter is a part of their Civil Rights process.

  • EEO Complaint ProcessResolution & EliminationWhat goes in the letter?All the information that goes into the letter is in Chapter 7 of the Coast Guard Auxiliary manual. Please refer to this manual in order to insure that your letter is complete.

  • EEO Complaint ProcessResolution & Elimination

    Turn this letter over to the elected official or to the CRC.

  • EEO Complaint ProcessResolution & Elimination

    The elected official has two-weeks to resolve this issue or it must be turned over the to CRC. It does not go up the chain of leadership!

  • EEO Complaint ProcessResolution & Elimination

    The CRC is the key in all discrimination complaint procedures. If you have any questions contact the CRC.

  • Coast Guards Core ValuesWe should always remember to follow the Coast Guards Core Values of:

    Honor Respectand Devotion to Duty

    Im going to ask a lot of questions.

    **Most of the questions are- Tell us what this mean to you? **

    Its okay if they dont know the answers, but I really expect you to make attempts to answer these questions.

    I need you to participate in this training with open and honest answers, and without being rude. There are four areas that this training will cover in regards to SHP. Ask: What is Sexual Harassment mean to you? ***(pause and solicit answers)We are now going to talk about: Identification! The first two are pretty clear, but this third comment is where this conduct is not so clear.

    **Mitch, you may wish to add in the notes other verbal or physical conduct of a sexual nature is in the eye of the beholder? Ask: Does this mean, if the behavior doesnt affect their position its okay?

    Ask: Why or Why not?

    2) Ask: Who gets to define what is unreasonable, intimidating, hostile, and offensive?

    2) Ask: Who gets to define what is unreasonable, intimidating, hostile, and offensive?

    **Mitch, this question may need a concrete answer for the SHP facilitator/trainer.1) Ask: Can you have a calendar hanging up that shows a woman or man nude or mostly nude or insome other sexually explicit pose?

    1) Ask: What this mean?

    Tell: If someone is perceived as gay or if they tell everyone they are gay, and if they are then treated in any manner mentioned before as prohibited they have cause to file a sexual harassment complaint. Here is more on prevention!

    Ask: Can anyone tell us what this mean?

    Ask: What kind or initial reactions might curtail uncomfortable SH situations?

    3) Ask: What does this mean to you as a leader? Here is more on prevention!

    1) Ask: Tell us what this means to you?

    2) Ask: What does this mean to you as a leader? Here is more on prevention!

    Ask: Can anyone tell us what this mean?

    ** Mitch, I changed a couple of notes from Can anyone tell us . . . to the content of the question. It changes the focus from who is speaking to focus on the idea. , , , , teachers are not supposed to use that phrase, but do all the time. My poor student teachers learned all my NO-NO phrases. That was one.

    1) Ask: What is reprisal? Ask: Intimidation? Ask: or further acts of harassment?

    One form of reprisal would be to start treating this person with disrespect. Saying to yourself, Well, if you want to be like that then we can Intimidation could be a threat of some kind. A further act of harassment could be down playing the event as not important. Saying something like Look Doll he didnt mean anything by that. Every complaint is be taken serious and is to be looked into if the aggrieved wants to file the letter starting the process. All Auxiliarists must be aware of the avenue of resolution and redress available. **Ask: Describe lowest level

    **Lowest level leader is to respond in 15 days for resolutionRemember that if these individuals want to remain anonymous then they are to remain anonymous until they wave their anonymity. For 2007 and 2008, Irene Wetzel is the CRC, available to all members as an advisor.We are now talking about Resolution and Elimination*Why the situation is uncomfortable for you and what would work for you.Remember that the aggrieved can remain anonymous during the informal process.

    Give them the below list of comments and questions. Tell them that these comments and questions should be addressed in their letter. Inform them that this letter is a part of their Civil Rights process. What goes in the letter?The date the letter is written. The aggrieves name, EMPLID number, address, and telephone number(s). The date they first contacted their FC, DCP, or CRC. The elected official's name, title, and phone number(s).

    We are still talking about the EEO Complaint Process, and what goes in the aggrieves letter!

    List what they believe would be a remedy to the situation? Have them turn this letter over to the Elected Official or to the CRC.

    The CRC is the key in all discrimination complaint procedures. If you have any questions contact the CRC.

    * The core values reflect in how we as Auxiliary members work together, with honor and respect.

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