Prevention Of Sexual Harassment POSH

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Prevention OfSexual Harassment(POSH)
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ARMY DEFINITION

• A form of gender discrimination that involves
  unwelcome sexual advances, requests for sexual
  favors, and other verbal or physical conduct of a
  sexual nature, when

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Definition(continued)

• Submission to or rejection of such conduct is
  made either explicitly or implicity a term or
  condition of a persons job, pay, or career, or
• Submission to or rejection of such conduct by a
  person is made as a basis for career or
  employment decisions affecting that person, or

Junior enlisted women experience harassment more
than any other group. Senior Review Panel on
Sexual Harassment, JUN97
29
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Definition(continued)

• Such conduct interferes with an individuals
  performance or creates an intimidating, hostile,
  or offensive environment.

CATEGORIES 1. Quid Pro Quo 2. Hostile
Environment
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SEXUAL HARASSMENT

• Any person in a supervisory 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 is
  engaging in sexual harassment.
• Substantiated formal complaints require a DOES
  NOT SUPPORT EO on the NCOER or the OER.

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IMPACT vs Intent

• Behavior assessed from perspective of recipient.
• Assessment of behavior is a leadership
  responsibility.
• Emotional effect or willingness to submit is not
  relevant.

I was only joking.
Its a guy/girl thing.
I didnt mean it that way.
It never bothered him/her before.
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Reasonable Person Standard

• Ask yourself
• How would a reasonable person under similar
  circumstances react or be affected by such
  behavior?
• Men women can watch the same behavior, but have
  very different perspectives about what they saw
  how they feel.

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EXAMPLES
Posters/pin-ups
Whistling
Rumors
Screen savers
E-mails
Tattoos
Sexual music
Package checks
Sexual jokes
Innuendos
Massages
Cartoons
Grabbing
Leering
Porno at FTX
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Leader Liability

• The leader is responsible for
• Ensuring that the environment is safe clean.
• Training subordinates to
• behave appropriately.
• Maintaining a climate of
• openness mutual trust.

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Impact of Sexual Harassment

• Interferes with victims work performance.
• Creates unreasonable stress in the work place.
• Puts high levels of fear anxiety in the work
  place.
• Negative impact on mission accomplishment.

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ASSESSMENT

• Victim impact.
• Frequency of behavior.
• Appropriateness of behavior.
• Define the incident.
• Rank/position relationship.
• Past history.
• Consequences of your actions.
• Environment assessment.

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Leaders Prevention Actions

• Leadership commitment.
• Clear policy letters.
• Progressive training.
• IAW AR 600-20, two quarters are POSH topics.
• Complaint process.

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Administrative Actions

• Bar to reenlistment.
• Letter of admonishment/reprimand.
• Relief for Cause evaluation.
• Rehabilitative transfer.
• Required counseling.
• Denial of certain privileges.

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• The individuals who serve in the military come
  from the larger society. They do not enter the
  military completely devoid of preconceived
  notions about people. In some sense, it may be
  too big a burden to place on the military to
  correct for all that may have been encountered
  prior to entry into the military.
• Margaret C. Simms
• VP at Joint Center for Political
• Economic Studies