...ABSTRACT A Sexual Offense is a serious issue. The United States Military has a “zero” tolerance for sexual offenses. Sexual offenses include sexual assaults, sexual harassment, sexual violence and sexual abuse. As an NCO we need to ensure the safety of our Soldiers and do everything in our power to prevent a sexual offense. If a sexual offense happens it is our responsibility to manage it in the proper way. The Sharp Program is a combination of two Army programs. The SAPR (Sexual Assault Prevention and Response) and the POSH (Program and Prevention of Sexual Harassment). On 6 February 2004, Acting Secretary of the Army Mr. Les Brownlee established a task force. The task force was responsible for reviewing Army policies on reporting and addressing allegations of sexual assaults. The finding of the taskforce led to the implementation of the SHARP program. In September 2008 the Army launched phase I of the Sexual Assault Prevention Strategy and in April 2010 the phase II Army wide roll out began. (SHARP Facts, n.d.) INTRODUCTION Sexual violence is an increasing problem in the armed forces, no matter your gender, age or race. The Sexual Harassment/Assault Response and Prevention (SHARP) has been a yearly briefing, since its inception in September 2008. The SHARP program was developed to ensure Soldiers understand what a sexual offense is, how to deal with a sexual offense and possible steps to prevent a sexual offense from happening. It also strives to eliminate...
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...Article Critique Training is the Answer…But What Was the Question The author’s main objective of this article is to ask the question of whether training really works or not. Mr. Rosner looks at how managers were being trained in order to develop the employees that they managed. This article also speaks about the mindset of personnel that attend training. Rosner states, in the words of Bob Pike, president of Minneapolis-based Creative Training Techniques, “Most people come to training with one of four mindsets: as a learner, a networker, a vacationer or a prisoner” (Rosner, 2009). These mindsets that people possess can make the training better or worse for the people attending it. If they come in with a learning mindset then they tend to more focused on what they are about to learn. They are more involved in the training and understand what they are there for. The networker mindset person is there for learning but they want to network with other people within the class. They are looking to make connections in order to have more connections for a later date, maybe for a better job or for something they may need in their current company. The vacationer mindset person is there to get away from everything not to learn. They want to get away from the office and enjoy their time away. The prisoner feels as if they were forced to be there and they come in mostly with a closed mind about the training they are attending. Rosner also speaks about some problems that people have within...
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...Sexual Harassment and Assault Prevention Shanna M. Rodriguez ALC 167-16 Sexual Harassment and Assault Prevention In the scenario, SPC Andrews did not appear to be an offender in the sense that he was preying on PFC Nolan. They are talking all night and gradually move into physical affection. As they are walking, SPC Andrews offers an arm when noticing PFC Nolan’s instability. Our image of an offender can sometimes be that of a person who is seeking to take something from someone regardless of opposition. However, it is not our responsibility as a leader to evaluate the evidence and form a conclusion. As leaders we are to support the system of justice and protect our Soldiers. We are to ensure that guidelines and regulations are enforced and adhered to. This rational is what I had in mind when I wrote this paper. I did not go into the specificity of the case or the right or wrong of each Soldier. I used critical thinking to see all the possible avenues of approach. The final outcome is to place my Soldier’s needs before my own. As a leader in today’s Army it is vital to have a clear understanding of the Sexual Harassment and Response Program (SHARP). This will empower us to be an effective Army leader by properly training our superiors and subordinates. Situations like the scenario given have to be handled with extreme tact and understanding. The ideal mindset is that we have effectively trained our Soldiers for these types of scenarios. The best case...
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...SHARP and EO The US military is composed of personnel from all different diversities and beliefs, representing the United States of America. Even though we are very different individuals, we are united by our uniforms and our nation’s colors; due to this fact, there is a zero tolerance policy on sexual harassment in the US military. In other words unprofessional, distasteful conduct, (especially sexual nature) toward another individual is seen as disrespectful and not tolerated at any level. Sexual harassment is considered as a type of sexual discrimination, of which is identified by three specific criteria—such behavior must: unwelcomed, sexual in nature and must occur or influence/impact the work environment. Sexual harassment can happen to anyone. It can be between members of the opposite sex or members of the same sex. Sexual harassment can derive from a large range of unwanted wrongful behaviors. As for military service members, this includes any conduct during a 24-hour duty period. Such as but not limited to,sexual jokes,negative or derogatory comments, sexual innuendos in part, or completely. Also requesting sexual favors or repeatedly, aggressively asking a person out on a date as well as,telling rumors about a person’s personal or sexual life. These particular things are very inappropriate, in all work environments. Therefore complete respect for fellow soldier/sailor is vital. It is up to the military member to ensure that he or she establishes a professional...
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...* CASE STUDY “SFC Sharp and the SECRET Papers” Recently, you received an assignment as the communications and electronics staff NCO of the 99th Infantry Battalion. You are replacing SFC Sharp who is on the promotion list to master sergeant and is departing for his next duty assignment in two weeks. SFC Sharp’s welcome was impressive and he has done everything imaginable to ensure you’re getting off to a good start. Your Soldiers appear well trained, and your section sergeant, SGT Day, seems to know just about everything. You know you have big shoes to fill when SFC Sharp leaves because everyone seems to like and respect him. You’ve heard people say that he knows more about infantry operations than most infantry platoon sergeants. SFC Sharp has cleaned out his desk and tells you to make yourself at home. Later this afternoon he is receiving an award for his service to the 99th. His farewell party is this evening at the club. As you are setting up your things in your new desk, you discover some papers wedged between the wall and the side of the desk. You pull them out and discover that they are pages from a communication security book and marked “SECRET.” You attach a cover sheet to them and go into the security vault to talk to SGT Day. SGT Day checks the inventory and destruction certificates and discovers that SFC Sharp certified the destruction of the book these pages came from two weeks ago. Both you and SGT Day search the vault and the outer office for any other pages...
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...This paper explores the concept of "Not in My Squad" (NIMS) which is a grassroots concept spearheaded by Sergeant Major of the Army (SMA) Daniel A Daily. This concept originally created to help Noncommissioned Officers (NCO) of the United States Army (Army) better identify Sexual Harassment/Sexual Assaults (SHARP) and counteract it by building a foundation of trust with their junior enlisted Soldiers in their formations. His initial foundation of NIMS was able to set conditions and expand better than he could imagine. Instead of just focusing on SHARP related issues he expanded to teaching better leadership skills, training, and physical fitness. He took a hard line at changing the toxicity of the NCO Corps and created an environment of...
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...the 33TH Military Police Battalion (MP BN) and provide training guidance for the planning, conducting, and execution of the NCODP for units within the 33TH MP BN for fiscal year 2015. 3. In order to maintain tactical, technical, and leadership proficiency all NCOs must be fully qualified in their career field and for their NCO level of leadership. The priority for course/school completion is as follows: a. MOSQ course schools for NCOs to become duty MOS qualified. b. NCOES/SSD course schools for NCOs compatible with their rank. * Sergeants are expected to complete WLC (SSD-1 completed prior to attending WLC). * Staff Sergeants are expected to complete ALC (SSD-2 completed prior to attending ALC). * Sergeant First Class are expected to complete SLC (SSD-3 prior to attending SLC). * Command Sergeant / Sergeant Major are expected to complete SMC (SSD-4 prior to completing SMC). * SSD-5 upon completing SMC * Complete all required Sharp training and NIMS courses c. Specialized course schools to meet duty position SSI requirements. d. Additional course schools which enhance the NCOs skills and abilities. 4. To further develop the skills of our NCOs, NCODP will be conducted and attended by all NCOs of the unit. IAW NGIL Regulation 350-2, NCODP is to be conducted at least quarterly during the training year. Monthly NCODP is recommended. Each unit will tailor its NCODP to conduct training on topics that are battle focused to support...
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...WHITEPAPER ON GLOBAL WORKFORCE COMPLIANCE. -Under the guidance of Faculty -Dr.Prof.Savita G.R (Asst.Prof.HR -Prin Welingkar Institute Of Management and Research, Bangalore) By: Ankita Shrivastava Student Of E-business We School,bangalore WHITEPAPER ON GLOBAL WORKFORCE COMPLIANCE- EXECUTIVE SUMMARY: Organizations are expanding at a great pace today. Mergers and Acquisitions have also increased many folds. With this there is the need for organizations to maintain a checklist of statutory, legal, business and domain specific compliances. Statutory compliances mainly includes compliance to minimum wages, ESI Act, PF Act, Apprentices Act, Contract labour Regulation and Abolition act, Industrial disputes Act, Payment of gratuity act, Equal Remuneration Act, Employee State remuneration act etc. At the organizational level, domain based compliances are also important. With organizations looking into more of mergers and acquisitions, the role of human resources is very vital to manage the cultural and language barriers. With this the objective of this paper is to throw light on various compliances to be ensured at the statutory level, role based and domain based level. OUTCOME: The outcome of this project is a recommended framework for Global HR Compliance with respect to legal, statutory regulations, employee leave management systems, role based compliance , organizational compliance and domain based compliances for any business during global expansions...
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...CW3 McNair exemplifies impeccable character. He has always conducted himself in a professional and forthright manner setting the example for all to follow. Committed to maintaining a workplace environment free from discrimination and harassment. Fully and actively supports the Army SHARP, EO and EEO programs. CW3 McNair performed outstanding during this rating period. He surpass his contemporaries, as a subject matter expertise for electronic maintenance matters. He meticulously analyzed tends, efficiently delegated authority and intuitively anticipated future requirements. He took a proactive approach to address training deficiencies (challenges) by facilitating supplemental GCSS-A training, as a forefront integrator of emerging technology....
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... The Managing Director , AM Construction & Hardware Sdn Bhd , 28-30 , Jalan Pt Jalil , 83000 Batu Pahat , Johor . Dear Mr Hamzah bin Kahar , Enclosed is the report you requested in September on the problems related to the health and safety standards in AM Construction & Hardware Sdn Bhd . After the recent tour of the company , it was discovered that the operators were blatantly ignoring the safety standards of the company . The problems are stated as follow : 1. Manual handling of hand tools 2. Sharp objects and rubbish: syringes, broken glass and rusty metal 3. tripping or slipping. 4. Violation of rules / Improper working behavior . I have identified the solutions to overcome the problems . The solutions are as follow : 1. Teach and remind volunteers of correct lifting and carrying techniques. Rotate tasks. 2. Wear gloves. Remove sharps from site when found and use correct sharps handling procedures. 3. Warn...
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...equality in the workplace is still a major issue of concern in many countries, including Australia. What is it that makes this such an apparently impossible issue to resolve? Critically examine the implications, of this gender inequality, for efficient and effective work and management practices in companies today. Introduction Gender inequality issue originates from Christian ideology, which advocates traditional thought of “male superiority to female”. In the workplace, gender inequality causes unequal treatment between male and female employees, such as women are typically more difficult to get promotions than male; they do the same work as male but get paid less than men, they even suffer from other issues such as sexual harassment. Sexual harassment exists in most countries including Australia. As long as the society couldn’t reach to gender equality, people’s human rights will be threatened whether people in the workplace, or anywhere else. This essay introduces the histories and background of gender equality, and further examines the gender equality improvement in Australia, as well as the effects of this issue in the workplace. Moreover, there also several suggestions for companies on gender equality promotion and related policies making. Gender Equality in Workplace Grown (2003, p.2) claims that the term ‘Gender Equality’ narrates the measureable equal representation of men and women. Gender equality is a basic human right that both men and women are equally contributing...
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...TA 600-BNCOC/05-002 THE ARMY TRAINING SYSTEM (TATS) COURSEWARE BNCOC SOLUTION TO PRACTICAL EXERCISES BASIC NONCOMMSSIONED COURSE PHASE I PREPARED BY UNITED STATES ARMY SERGEANTS MAJOR ACADEMY FORT BLISS, TEXAS 79918-8002 FOR THE ARMYY SCHOOL SYSTEM (TASS) INSTITUTIONS FIELDING DATE: OCT 04 THIS PAGE INTENTIONALLY LEFT BLANK BNCOC SOLUTION TO PRACTICAL EXERCISES PFN T321 T342 L327 L326 L330 L335 L328 L333 L336 L324 L338 L340 T323 W326 W332 T341 W323 W325 W321 W322 Table of Contents The Risk Management Process Cultural Awareness Considerations Enforce the Equal Opportunity Program Communicate Effectively in a Given Situation The Army Writing Style Develop Subordinate Leaders in a Unit Counsel Subordinates The Noncommissioned Officer Evaluation Reporting System Motivate Subordinates to Accomplish Unit Mission Ethical Behavior Apply the Ethical Decision-Making Method at Small Unit Level Develop a Cohesive Team Training Management at the Squad Level Intelligence and Electronic Warfare (IEW) Operations Establishment of a Check Point Casualty Evacuation Troop Leading Procedures Squad Tactical Operations Graphics and Overlays Plans, Orders, and Annexes THIS PAGE INTENTIONALLY LEFT BLANK U.S. ARMY SERGEANTS MAJOR ACADEMY (BNCOC) OCT 04 BNCOC SOLUTION TO PRACTICAL EXERCISES BNCOC BNCOC Stand Alone Common Core THIS PAGE INTENTIONALLY LEFT BLANK T321 PRACTICAL EXERCISE SHEET T321 Title Lesson Number/Title Introduction OCT 04 THE...
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...IN THE UNITED STATES DISTRICT COURT FOR THE MIDDLE DISTRICT OF TENNESSEE NORTHEASTERN DIVISION -----------------------------------------------------------x KEVIN BROWN No. 2:14-cv-00011 Plaintiff, Judge Sharp AMENDED COMPLAINT V. JURY DEMAND MISTER WAYNE'S SCHOOL OF UNISEX HAIR DESIGN Defendant. ----------------------------------------------------------x PLAINTIFF'S FIRST AMENDED COMPLAINT I. INTRODUCTION 1. This cause of action arises from the Defendant's deliberately indifferent response to reports of student-on-student harassment based on the Plaintiff's perceived gender-stereotype, and subsequent sex-based discrimination by employees. The Plaintiff was targeted by students and employees of the Defendant because he did not conform to stereotypical expectations of masculinity. The personality traits that the Plaintiff exhibited were considered to be feminine, and triggered an animus in many students, employees, even administrators, because they believed him to be gay. Indeed, even the appearance of homosexuality is enough to ignite a fire of prejudice and hatred among some of the -1- students, employees, and administrators of the Defendant. Employee Bridgette Wilson, publicly demonstrates her enmity against gays by posting images of the anti-gay activist, Phil Robertson, who claims that homosexuals are “going to hell”, onto the popular social networking site, Facebook. Another student...
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...A1. The optimal results of a well-prepared and well-delivered performance appraisal can have a positive effect on the employees, the supervisors, and the organization. Not only will the employee be better able to understand what is expected of him, this is also the opportunity to ask about areas that needs improvement. Knowing this information gives the employee more focus on what is expected to meet or exceed standards. For supervisors, the performance appraisal allows them to build a rapport with employees and allow them to spot weaknesses and strengths. This is also the time to reward exceptional performance from an employee and schedule training sessions for those who might be lacking in areas in order to help the employee be more efficient, while helping to build confidence. The organization is better able to improve the workforce by taking into consideration of feedback from employees about what they expect from the organization. This is also an efficient way to identify individuals with great potential for promotion purposes within the organization. A2. Pre-appraisal activities that ensure there are performance appraisal processes that are beneficial to the employee and the company should start by setting performance standards. Followed by the manager observing the employee to see if there is “understanding of the job role, associated work processes and the conditions under which the work is being performed” (Wilton, 2013). This is also the time for gathering...
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...PERCEIVED VALUES: FACE TO FACE VS. VIRTUAL TRAINING MSA 600 Foundations of Research Methods in Administration Central Michigan University Submitted by: Gregory X. Brown Project Instructor: Dr. Marty Meloche Submission Date: 10 August 2015 Table of Contents Page Number List of Tables ii List of Figures ii Chapter 1 Problem Definition 3 Chapter 2 Literature Review 10 Chapter 3 Research Methodology 21 Chapter 4 Data Analysis Future Chapter 5 Summary, Conclusions, and Recommendations Future Definition of Terms Future References Pages 29 Appendix A Permission to Conduct Study Chapter 1: Problem Definition Background Over the last decade Soldiers in the Headquarters Company of the 710th Brigade Support Battalion, 10th Mountain Division (HHC, 710th BSB) have deployed several times throughout the Middle East in support of combat operations. The way that Soldiers have trained has changed over that time. Training has shifted from a hands-on platform to more virtual world. Since the mid-2000s, the Soldiers of HHC, 710th BSB, 3/10 MTN have been prepared to execute combat operations based on the training that has been spearheaded by the Non Commissioned Officers (NCOs). Army Directorate Publication 7-0 (ADP 7-0) is a manual that describes the appropriate way to conduct unit training. According to ADP 7-0 “unit training is the Army’s life- blood and the NCOs are the...
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