Deomi 3300 Sexual Harassment Eoarcp – Complete

Front 1

(pg 156) term:

Key term:

Sexual harassment is a form of sex discrimination that involves unwelcome sexual advances, request for sexual favors, and other verbal or physical conduct of a sexual nature when submission to or rejection of such conduct by a person is used as a basis or term for career or employment decisions affecting that person or such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creates an intimidating, hostile, or offensive working environment.

Back 1

move on!

Front 2

(pg 156) term:

What is EXPLICIT sexual harassment?

Back 2

“The full and precise expression in the form of verbal, nonverbal, or physical behaviors”

Front 3

(pg 156) term:

What is IMPLICIT sexual harassment?

Back 3

“implied or inferred behaviors that are not clearly expressed but are understood. Can be verbal, nonverbal, or physical in nature. Implicit behaviors are closely associated with subtleties of sexual harassment, innuendoes”

Front 4

(pg 156)

Referencing sexual harassment, What is “Quid Pro Quo” ?

Back 4

This for that, or sex favors for opportunity exchange…

“quid pro quo also places a discriminatory condition on the subject because of the terms of employment being changed because of his/her gender”

Front 5

TEST NOTE:

it is likely that all test questions on this block will be abstract multiple choice, closely tied to the concepts rather than the definitions of sexual harassment. Knowing the terms and definitions AND the examples in the study guide should sufficiently prepare you for the scenarios.

Back 5

proceed

Front 6

(pg 157)

Be familiar with the "hostile or offensive environment"

Back 6

A hostile or offensive environment occurs when “service members or civilians are subjected to offensive, unwanted, unsolicited comments and behaviors of a sexual nature”

Front 7

(pg 157)

Emphasis on the recipient not the harasser:

Back 7

pg 157 D,1 says:

“Assessing whether the behavior is appropriate or offensive must be done from the perspective of the recipient not the harasser”

This concept could be key in scenario based MC questions

Front 8

(pg 157)

Emphasis on the recipient not the harasser: ADDITIONAL reference

Back 8

”The impact of the act upon the victim is of primary concern, not the intent of the harasser”

This concept could be key in scenario based MC questions

Front 9

9pg 157)

Emphasis on the recipient not the harasser: ADDITIONAL reference # 3

Back 9

(pg 157 D 2)

Service members must understand that what they may consider joking or horseplay must be evaluated on its appropriateness or offensiveness as perceived by the subject or recipient”

This concept could be key in scenario based MC questions

Front 10

(pg 157)

Understand the "reasonable person standard"

READ and know this concept as it is not definitive and is subject to some situational judgment. Specifically, also know page 159, para. 2 “it is difficult to determine the nature of the behavior that would constitute sexual harassment…”

Back 10

See page 157 and cross ferefence to page 159, para. 2

Front 11

(pg 157) term:

Define the "reasonable person standard"

Back 11

The reasonable person standard is an objective and subjective test used to determine if behavior meets the legal test for sexual harassment.

Front 12

(pg 158-159 testable section:

factors that constitute sexual harassment: see notes >>

Back 12

This section lists example of verbal, non verbal and physical examples. Know them well as any scenario based MC question will draw directly from these references. See pages 158 & 159

Front 13

(pg 159)

Sexual harassment, additional definition:

Back 13

Using sexual behavior or control to influence, or affect the career, pay, or job of a military member or civilian employee.

Front 14

GI Jane perceives that GI Jim implicitly expressed a non- verbal form of sexual harassment when she received a birthday card picturing a provocatively dressed female with a hand written reference to GI Jane’s “birthday suit”. In this example, has the subjective reasonable person standard been met?

Back 14

Yes…

Obvious observations notwithstanding, GI Jane [perceives] it as such. Remember , SUBJECTIVE relates to “singular” or first person reference whereas OBJECTIVE relates to “others” perspective… page 157

Front 15

(pg 161)

GI Jane received from GI Jim an implicitly expressed a non verbal form of sexual harassment when she received a birthday card picturing a provocatively dressed female with a hand written reference to GI Jane’s “birthday suit”.

GI Jane copes with this behavior and dismisses this behavior by covering for GI Jim as having a good sense of humor… Which coping strategy is the closest to the study guide description of the strategy she employs in this example?

1. Detachment
2. Denial
3. Re-Labeling
4. Avoidance

Back 15

re-labeling:

Involves the victim offering excuses for the harasser or interpreting the behavior as flattering (pg 151)

Front 16

(pg 161)
GI Jill complies with her perceived sexual harassment by encouraging the harasser by participating in the jokes and off color comments, She simply determines the actions to be unimportant.
GI Jane copes with this behavior using which coping strategy? (closest to the study guide description of the strategy)

1. Detachment
2. Denial
3. Re-Labeling
4. Avoidance

Back 16

Detachment:

"A victim may attempt to minimize the situation by treating it like it is a job or deciding that the incident was not really important" (pg 161)

Front 17

(pg 156) term

What is Quid Pro Quo?

Back 17

Simply, “this for that”
Regarding sexual harassment, Quid Pro Quo occurs when a supervisor or someone with authority to confer benefits takes or threatens to take away such benefits if the employee does not accept the “offer” or proceed with the pre-established “contract” “ page 156

Front 18

(pg 156 -157 and lecture emphasized)

What are the two types of sexual harassment?

Back 18

Quid Pro Quo

and

“intimidating, hostile, or offensive environment”

Front 19

(pg 157 and lecture emphasized)

Differentiate between the reasonable person standard (subjective test) and the reasonable person standard (objective test)

Back 19

Subjective = single, as in single or first person (the victim’s) perspective wherein he/she believed, or perceived the incident to be sexual harassment.

Objective = “O” for Other, meaning would a third person presented with the facts and deem the incident to be sexual harassment.

Front 20

(pg 157)

A third person is told of a circumstance wherein they (3rd person) decided that the actions, as told were clearly, in their view, sexual harassment.
Which test of the reasonable person standard has been met?

I. Objective
II. Subjective

Back 20

Objective

Objective = “O” for Other, meaning would a third person presented with the facts and deem the incident to be sexual harassment

Front 21

(pg 159)

Which is NOT considered to be non-verbal sexual harassment?


1) Paying unwanted attention to someone by ogling or staring at their body

2) Blocking a passageway

3) Items like ashtrays, cups, figurines depicting sexual body parts

4) Touching a persons clothing, body, or hair

5) Sexually suggestive [gestures] with hands or through body movements

Back 21

Touching a persons clothing, body,or hair

Blocking a passageway

Front 22

(pg 159)

Which is NOT considered to be physical sexual harassment?

1. Hanging around, following standing close to or brushing up against a person

2.Touching a persons clothing, body, or hair

3. Sexually suggestive [gestures] with hands or through body movements

4.Touching, bumping pinching, or cornering

5. Displaying sexually suggestive visuals (centerfolds, calendars, cartoons)

Back 22

Sexually suggestive [gestures] with hands or through body movements

displaying sexually suggestive visuals (centerfolds, calendars, cartoons)

Front 23

1 x 4 =

Back 23

4

Front 24

(pg 159)

Know examples of physical sexual harassment

Back 24

1) Hanging around, following, standing close to or brushing up against a person

2) Touching a persons clothing, body, or hair

3) Hugging, kissing, patting, stroking

4) Touching, bumping pinching, or cornering

5) Blocking a passageway

Front 25

(pg 160)

Work related effects of sexual harassment:

Back 25

INDIVIDUAL = “work withdrawal” - involves avoidance by an individual of work duties

ORGANIZATIONAL = “Job withdrawal” – encompasses job turnover and retirement, etc.

Front 26

(pg 164)

LIST and know the roles of the EOA/EOP in combating sexual harassment

Back 26

1. Advisor
2. Trainer/educator
3. Technical specialist
4. Assessor
5. Process specialist
6. Change agent

Front 27

KNOW THIS LIST: (testable)
page 161-162

This list is called "principles for acceptable and unacceptable social behaviors at work"

In my O-Pinion, these 10 principles represent the closest to actual specifics or definitive statements that one can use to govern sexually related harassment issues in the work place. They are listed as being prevention strategies.

Cross-reference now to the list on 161-162

Back 27

Cross-reference to the list on 161-162

Front 28

(pg 164)

Techniques for dealing with sexual harassment:

Back 28

A. Direct: Write your thoughts first, confront the harasser, tell him/her it must stop, notify of your willingness to use the chain of command if the behavior is not stopped

B. Indirect: send an objective and specific letter to the harasser - tell him/her it must stop, notify of your willingness to use the chain of command if the behavior is not stopped

C. Third party approach: request assistance from another person, ask them to speak to the harasser on your behalf

D. Report to the Chain of Command, file complaint, social actions, see the IG

Front 29

GI June from the orderly room was being harassed by GI Paul from the chow hall. June got nasty mails, nasty calls, and all sorts of nasty stuff. June said stop it “or else” but Paul thought he’d call her bluff”. June tried to get a friend to talk to Paul but he was more bull headed than them all. Paul continued to harass with no end in sight, said that if June complained, it would be out of spite. When Paul said of June’s threats, “she can go pound sand!”, June decided enough was enough and took the complaint to her Chain of Command.

Which techniques or approaches did GI June use to deal with GI Paul’s harassment?

A. Direct then Indirect then avoidance

B. Re-labeling then detachment then chain of command

C. Report to the Chain of Command then avoidance then indirect

D. Direct then Third party then chain of command

E. Indirect then reporting to the Chain of Command then avoidance

Back 29

D. Direct then Third party then chain of command, in that order.