1. PREVENTION OF SEXUAL HARASSMENT (POSH)
CW2 R. Mandell

2. ARMY POLICY ARMY POLICY
The policy of the Army is that sexual harassment is unacceptable conduct and will not be tolerated. Army leadership at all levels will be committed to creating and maintaining an environment conducive to maximum productivity and respect for human dignity. Sexual harassment destroys teamwork and is detrimental to combat readiness. Successful mission accomplishment can be achieved only in an environment free of sexual harassment for all personnel.
ARMY POLICY

3. DEFINITION OF SEXUAL HARASSMENT
A form of sex discrimination that involves unwelcomed sexual
advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
Submission to or rejection of such conduct is made either explicitly or implicitly a term or condition of a person’s job, pay, or career, or
Submission to or rejection of such conduct by a person 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 individual’s performance or creates an intimidating, hostile, or offensive working environment

4. CATEGORIES OF SEXUAL HARASSMENT
Quid Pro Quo
Hostile Environment

5. QUID PRO QUO Latin term meaning “this for that”
Placing conditions on a person’s job or terms of employment in return for sexual favors
Making promises of career advancement, promotions, or other benefits in exchange for sexual favors

6. HOSTILE ENVIRONMENT
Offensive, unwanted, and unsolicited comments and behaviors of a sexual nature
Most prevalent form of sexual harassment in the Army

7. IMPACT vs INTENT Assessment of behavior is a leadership responsibility
Behavior assessed from perspective of the victim, not the alleged harasser
Emotional effect or willingness to submit is not relevant
Relevant question - was the behavior appropriate or inappropriate

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

9. SEXUAL HARASSMENT BEHAVIORS
Verbal comments
Nonverbal gestures
Printed materials
Physical contact

10. VERBAL COMMENTS Sexual jokes or profanity/ jody calls Verbal threats
Barking, growling, whistling, etc.
Describing sexual attitudes of one’s physical appearance or attributes
Remarks linking to threat of job
Personal inquiries unrelated to work
Referring to co-workers as “honey”, “baby”, “dear”, “sweetheart”

11. NONVERBAL GESTURES Staring at someone Blowing kisses Winking
Licking one’s lips in a suggestive manner
Ashtrays, coffee cups, figurines
Manipulation of parts of the anatomy or clothing (adjusting zipper, bra straps, or lowering pants to tuck in shirt)

12. PRINTED MATERIALS (Sexually Oriented)
Notes, letters, faxes, computer
Bumper stickers, cartoons, posters, pictures
Calendar, pin-ups, quotations

13. PHYSICAL CONTACT Touching, patting, hugging
Pinching, grabbing, cornering, kissing
Blocking a passageway
Providing unsolicited back or neck rubs
Unsolicited adjusting of a person’s clothing

14. LEADER’S RESPONSIBILITY
Ensuring the environment is safe and clean
Training subordinates to behave appropriately
Maintaining a climate of openness and mutual trust

15. IMPACT OF SEXUAL HARASSMENT
Interferes with victim’s work performance
Creates unreasonable stress in the work place
Puts high levels of fear and anxiety in the work place
Negative impact on mission accomplishment

16. SEXUAL HARASSMENT CHECKLIST
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?

17. TECHNIQUES TO DEAL WITH SEXUAL HARASSMENT
Direct approach - confront the harasser
Indirect approach - write a letter
Third party
Chain of command
File a formal complaint

18. REPERCUSSIONS OF SEXUAL HARASSMENT
Mandatory counseling
Additional training
Denial of certain privileges
Rehabilitative transfer
Letter of admonishment/reprimand
Relief for cause
Adverse performance evaluation
Bar to reenlistment
Separation

19. STRATEGIES TO COMBAT SEXUAL HARASSMENT
Be proactive
Keep soldiers/civilians informed and educated
Conduct training
Outline procedures and policies
Be familiar with regulations and policies
A readily available system
Treat all complaints seriously
Reduce fears of reprisal or intimidation

20. IF YOU DO NOTHING, MOST LIKELY NOTHING WILL BE DONE.
BOTTOM LINE
Sexual harassment disrupts unit cohesion
Prevention is the key to success
Must be reported before action can be taken
Leaders set the example by correcting behavior
IF YOU DO NOTHING, MOST LIKELY NOTHING WILL BE DONE.

21. rest with the Genera-Court Martial Convening Authority.
EO COMPLAINT PROCESS
EO Complaint Process
Make an informal complaint.
Report inappropriate
Behavior without initiating a
Full investigation. This may
Be appropriate for minor
Infractions, where the
complainant simply wants
the behavior to stop.
If you are the
complainant
Call the Equal
Opportunity Office
To clarify whether
An incident or
Behavior qualifies as
An EO complaint/
Sexual harassment
If behavior File a formal written complaint (DA Form 7279-R) with any
persist of the following personnel or agencies. Complaints should
be filed within 60 days of the incident—those filed after 60
days may be pursued at commander’s discretion IAW AR
411th BSB, EO Office
Chain of
Command
Equal
Opportunity
Advisor
Inspector
General
(CHRRS)
Housing
Referral
Judge
Advocate
General
Military Police
Or Criminal
Investigator
Chaplain
Medical
Agency
3 Days Complaints filed with outside agencies, except those filed with the IG, must be acted upon within three calendar days. Complaints
filed with an agency against a member of the chain of command will be referred to the next higher commander in the chain.
14 Days The commander or the investigating officer appointed by the commander has 14 calendar days to investigate the allegations. The commander
must meet with the complainant and the alleged perpetrator to discuss the outcome and results. A 30-day extension may be granted from the
next higher commander if circumstances require it. Further extensions can be approved only by the first general officer in the chain of
command.
7 Days The complainant and the alleged perpetrator have seven calendar days to appeal to the next higher commander if he or she is
dissatisfied with the investigation results. The commander has 14 days to complete the investigation. Final decision on complaints
rest with the Genera-Court Martial Convening Authority.
30-45 Days 30 to 45 days after the final decision on the complaint, a follow up assessment is conducted by the EOA on all formal EO complaints
(substantiated or non-substantiated). A report and recommendation are submitted to the commander who authorized the investigation.

22. QUESTIONS?