...SUBJECT: Prevention of Sexual Harassment CONDITION: Classroom environment STANDARD: 1. Define Sexual Harassment. 2. Define the Army’s Policy on Sexual Harassment. 3. Explain the Categories of Sexual Harassment. 4. Explain the Elements of Sexual Harassment. 5. Define Sexual Harassment Behaviors. 6. Explain the Sexual Harassment Checklist. 7. Explain the Techniques to Deal with Sexual Harassment. 8. Explain the Administrative Actions. TYPE OF INSTRUCTION: Instruction and Small Group Discussion TIME OF INSTRUCTION: 4 Hours NOTE: You must ensure you have a video player and monitor to show the video on the prevention of sexual harassment (Pin Number 170876, ICN: TVT-20-1996) produced by the Department of the Army in 1996. This tape is available from your EOA or TASC. It is recommended this video be shown at the beginning of the block of instruction, but stop it before showing the vignettes. By showing the first portion of the video at the beginning, the students will already be familiar with many of the concepts and terms you are going to be instructing. This should make the learning process easier for them during your instruction. After the block of instruction, and the practice exercise is completed, then show the vignettes. The responses from the group while stopping after each vignette for discussion will ensure learning occurred, and serve to clarify what constitutes sexual harassment in the student’s minds. The...
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...Sexual Assault Definition and Army Policy Definition Of Sexual Assault Sexual assault refers to offenses of a sexual nature committed without the lawful consent of the victim. Sexual assault includes rape, forcible sodomy, indecent assault, and carnal knowledge as defined by Articles 120, 125, and 134 of the Uniform Code of Military Justice (UCMJ). The following are types of sexual assault: • Rape – Sexual intercourse by force and without consent • Forcible Sodomy – Oral or anal sex by force and without consent • Indecent Assault – Any non-consensual touching done with the intent to gratify lust or sexual desires • Carnal Knowledge – Sexual intercourse with a child under age 16. Attempts to commit the offenses of rape or forcible sodomy under Article 80, UCMJ, or assaults with the intent to commit rape or sodomy under Article 134, UCMJ, are also crimes punishable under the UCMJ. Discussion Questions: • What are some of the differences between sexual assault and sexual harassment? • Why isn’t sexual assault considered to be just a more serious example of sexual harassment? Sexual Assault Definition and Army Policy (continued) Army Policy on Sexual Assault The Army policy on sexual assault is as follows: • Sexual assault is a criminal offense that has no place in the Army. It degrades mission readiness by devastating the Army’s ability to work effectively as a team. • Sexual assault is incompatible with Army Values and the Warrior Ethos and...
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...The Mysterious Roses and the Cold Feet Sexual Harassment and Falsifying data are an unethical practice that happens in organization. Leaders must take action. In the case of the Mysterious Roses and the case of the Cold Feet G BioSport find themselves resolving serious dilemmas. This discuss will address decision-making steps, ethical lenses used to make decisions, and ethical lenses that influence decisions. Ethical issues presented in the simulation The Mysterious Roses and the Case of the Cold feet were two simulation that present different issues with different solution. The Mysterious Roses dealt with a sexual harassment incident with Gayle Dornier a worker with G-BioSport. Gayle was receiving roses mysteriously, and she was not in favor of the gesture. The suspect in question is Bill Witherspoon. The issue is that Gayle wants to speak about a confidential matter. Initially advising Gayle that the conversation will be confidential; however, if it consists of work related issue it may have to be reported. To prepare better, Gayle will need to read the handbook before the meeting. The issue surrounding the Case of the Cold Feet is that someone in the company has copied another division work. After a little internal investigation the reports Phillip Waters gave are definitely incorrect. Division Medical Director; Phillips Waters have given false data on an upcoming article on a research study that has been changed and cannot be replicated...
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...Davis v. The Board of County Commissioners of Dona Ana County What was the legal issue in this case? The legal issue in this case was deciding whether an employer owes prospective employers and foreseeable third persons a duty of reasonable care not to misrepresent material facts in the course of making an employment recommendation about a present or former employee, when a substantial risk of physical harm to third persons by the employee is foreseeable (Walsh, 2010). The defendant in this case is Joseph "Tinie" Herrera and the plaintiff is Mariah C. Davis. Joseph former supervisors Frank Steele (Director) and Al Mochen (Captain and Assistant Director), both gave positive endorsements about him to the Mesilla Valley Hospital (MVH). They hired Herrera based on the favorable recommendations, which was the heart of the Plaintiff's suit against the County. Mariah C. Davis sued the County of Dona Ana (the County) for injuries suffered during a patient stay at Mesilla Valley Hospital (MVH)." Davis alleged that hospital employee Joe Herrera sexually assaulted her. The Plaintiff alleged that MVH’s decision to hire Herrera was based on misinformation provided by Steele and Mochen. Why does the court conclude that Doña Ana County could be held liable for negligent referral (misrepresentation)? According to Mann (2000), “The Court of Appeals held that when the county law enforcement officers (Steele and Mochen) undertook to provide an employment...
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...environment STANDARD: 1. Define Discrimination. 2. Explain the Characteristic of Discrimination. 3. Explain Related Causes of Discrimination Behaviors. 4. Define Racism and Sexism. 5. Define Prejudice. 6. Explain power, and its Relationship to Discrimination. TYPE OF INSTRUCTION: Small Group Discussion TIME OF INSTRUCTION: 1.5 Hours NOTE: Near the end of this block is Practical Exercise #1. The purpose of this exercise is to allow soldiers the chance to think about and make decisions about what constitutes examples of prejudice, racism, sexism and discrimination by selecting various behaviors and categorizing them. You should have enough copies of the exercise for each student. If you wish - depending upon group size - you may want to break them into groups and allow the groups to work together. The Star Power Exercise is also recommended to reinforce this block of instruction. You should plan on allowing three hours for this exercise. If you do not possess the Star Power exercise, then you should find another exercise that will demonstrate the concept of power to your students. You may find a suitable video or film at your local TASC that would demonstrate the principles of power or the abuse of power that would serve well. However, Star Power is strongly recommended as the best means to reinforce this block of instruction to the group. LEAD-IN: Hopefully, blatant incidents of discrimination in the Army today are a rare...
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...HR 512 Training Training on Sexual Harassment Carolyn P Garrity November 21th, 2012 Sanjoy Barman Md. Kamrul Ahsan Emon Rafsan Kabir Confederation College Contents Introduction 3 Training Need Analysis 4 Tool Design: 4 Effective use of tools: 4 Survey on Sexual Harassment 5 Report of findings: 7 TRAINING PROPOSAL 12 1. Title of Training Proposal: Avoid Sexual Harassment at Your Workplace. 12 2. Sector: 12 3. Brief Description of Training 12 3.1 Training Objective: 13 Participants will learn: 13 TRAINING DESIGN 14 4. Details of Training Design: 14 4.1Proposed Date and Duration of Training 14 4.2 Course Outline: 15 I. Understand and reinforce the need for sexual harassment training 15 II. Identify and legally define discrimination and harassment 15 III. Prevent harassment and discrimination 15 IV. Understand different gender and cultural communication methods 16 V. Active and respectful communication skills 16 VI. Case study application, course review and examination 16 4.3 Training Output: 17 4.3 Methodology: 17 Return on Investment 18 Target Group 18 Training Costs 19 Training Plan 20 Name and Designation of Officer to be contacted for details: 23 Bibliography 24 Appendix 25 Introduction Training helps the organization to identify the effectiveness of training. It indicates the performance required for the employees to perform the job. Training plays an important role to develop the skills and performance of the...
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...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 RISK MANAGEMENT...
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...Sexual Harassment Sexual harassment is considered a form of sex discrimination under Title VII of the Civil Rights Act of 1964. The EEOC (Equal Employment Opportunity Commission) defines sexual harassment as unwelcome sexual advance, requests for sexual favors, or other verbal or physical conduct of a sexual nature. Sexual harassment can happen from the opposite sex as well as the same sex. There are two forms of sexual harassment; one is the most commonly know by people is called quid pro quo. It is the exchange of sexual favors for job benefits. Identifiable elements to determined quid pro quo from the case Pease vs. Alford Photo Industries are. You are a member of a protective class You were subjected to unwelcome sexual harassment in the form of sexual advances or requests for sexual favors from a supervisor or individual with authority over the plaintiff. Harassment complained of was based on sex. Submission to the unwelcome advances was an express or implied condition for receiving some form of job benefits, or refusal to submit to sexual demands resulted in a tangible job detriment. Employer knew or should have known of the harassment. The second form of sexual harassment is called Hostile work environment. Its is unwelcome conduct constituting hostile work environment harassment must be sufficiently severe or pervasive to alter the conditions of the victim’s employment and create an abusive working environment. An example of this could be...
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...Making the Right Decisions Conductive ways to meet ethical standards in the workplace EST1 – Task 2 MISSION STATEMENT: The company’s main goal in obtaining business growth, remaining competitive and providing job security is to create a working relationship of trust, confidence, and mutual respect between and among management and/or the hourly workforce. Only by working together and developing a strong partnership based on mutual trust and teamwork, will allow or company to maintain its success. We are committed to developing a culture based on team efforts and shared responsibilities in decision making processes. We also work towards achieving the key variables needed to be successful in our company and as a Management Consultant. We encourage all employees to give us suggestions or opinions on how our company can be more productive, competitive, safe, and a better place to work for everyone. We want everyone to feel proud about ones contributions to the company, and feel proud you work for our company. ETHICS AND CONDUCT: The company’s reputation for ethical business practices is one of its most valued assets. This reputation was achieved and maintained through the efforts of its employees and the avoidance of any activity or interest that might reflect as unfavorable upon their own or the company’s integrity. Maintaining the highest standard of ethics in the conduct of our business is our corporate policy and has always been an integral part of our company....
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...Davis vs. Doña Ana County 2 What was the legal issue in this case? There are three legal issues in this case that were found, which are negligent hiring, negligent referral and foreseeability. Negligent hiring is defined as “it extends the liability of employers for harm caused by their employees beyond actions undertaken within the scope of employment to harmful actions that lie outside the scope of employment” (Walsh, 2010, p.132). Even though Mesilla Valley Hospital is not being sued, they exercised negligence in hiring Herrera because they failed to do more extensive research when looking to hire Herrera, instead of going off of a basic recommendation letter. I believe that in certain work environments that involve the care for others, the patients have a due diligence that is owed to them that they will always be protected and cared for by their caretakers. Herrera took advantage of not only Davis, but also the inmates in Doña Ana County, which unfortunately can ruin the victim’s lives. As stated in the textbook, negligent referral is defined as “a former employer’s misrepresentation about an employee in giving a reference…” (Walsh, 2010, p.677). Frank Steele, Doña Ana County’s director blatantly showed negligence when after scheduling a hearing for Herrera’s behavior and Herrera resigning, he submitted a recommendation letter on behalf of Herrera giving nothing but praise to his work ethics. The final legal issue is foreseeability...
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...Risk Management Risk: Risk is any uncertainty about a future event that threatens your organization's ability to accomplish its mission. Cost of Risk Equals: • Insurance premiums; plus • retained losses; plus • internal administrative costs; plus • external administrative costs. Risk Management is the systematic method of identifying, measuring and treating exposures to property and casualty loss. Risk management focuses on risks stemming from physical or legal causes (e.g. natural disasters or fires, accidents, death, and lawsuits). Purpose – To develop pre-emptive strategies to prevent or reduce losses and loss effects; and to develop strategies to reduce the effects of a loss after it happens (Business Continuity Planning); reduce surprises after the loss. Risk Management is a discipline for dealing with the possibility that some future event will cause harm. It provides strategies, techniques, and an approach to recognizing and confronting most threats faced by an organization in fulfilling its mission. Risk management may be as uncomplicated as asking and answering three basic questions: What can go wrong? What will we do (both to prevent the harm from occurring and in the aftermath of an incident)? If something happens, how will we pay for it? Importance -To protect the assets and financial resources of your agency so that you can continue to service clients and the community. It will help ensure the survival of the agency after a severe loss. Essential Components of...
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...soap opera characters who found romance within their work environment. At the “Daily Planet”, we observed Clark Kent and Lois Lane navigate the delicate path of working with each other while engaged in a relationship. Jim and Pam Halpert from “The Office” had to walk the fine line of performing effectively at their jobs while working together first as friends and then later, as a married couple. Just as these characters have found love within their workplace, in reality many of us find ourselves observing or even participating in romantic relationships amongst our own colleagues. In contemporary society, many companies are faced with the dilemma of trying to manage the workplace romances that occur on a daily basis. Businesses may exercise Consensual Relationship Agreements (CRAs) (Hellriegel & Slocum, Jr., 2011) as a means to control the inevitable work place dating which occurs within their company; while other businesses may decide to forgo having a CRA as a policy for their employees. There are both positive and negative implications to implementing a Consensual Relationship Agreement within the work place. Ethical principles also can arise from having such a contract in place. When we consider the ethical consequences involved in the use of a CRA within the regulations of a company, we need to examine the ethical principles from the perspective of both the employer and the employee. Consequently, there are alternatives to the CRA that managers can employ as a tool...
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...Introduction Employment Law is applied by the department of labor while expressing the USA employment laws and regulations. The purpose of employment law is to protect the rights and mistreatment of any employee working under any organization. The employment law plays an essential part in protecting the employees according to USA employment laws because every country has their own employment laws. Protection is provided to employers by the acts which are defined by the Department of Labor (Greenhouse, 2011). There are even legal rights for the foreigners, in which it is stated that under what conditions they can work in the country. Various acts of law that come under the employment law are: Equal Employment Opportunity Commission (EEOC), Sexual Harassment, The Americans with Disabilities Act and The Fair Labor Standards Act of 1938 (FLSA). In that particular regard, this paper focuses on the health and safety, unions, discrimination, privacy, and job security. Discussion Health and Safety The Safety and Health at Work is always profiled as catalysts factors improving the quality of work and competitiveness. This is now well proven through various indicators of quality of work and competitiveness, whatever their origin, social or technical. However and given the changes which we live today, reflected in changes in the workplace and in the labor force, caused by the economic crisis in Europe and the particular imbalance of austerity measures that the various countries of Europe to...
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...Grievance Handling Handbook Produced by: www.fairemployment.sg Printed in January 2011 All rights reserved. No part of this book may be reproduced in any form or by any electronic mechanical means, including information storage and retrieval systems without permission in writing from the publisher. CONTENTS 1. 2. 3. 4. 5. 6. 7. 8. 9. Introduction: Why a Grievance Handling Procedure is Vital Definition of Grievances and Complaints at the Workplace Work-related Grievance Types of Grievance: General vs Individual Handling of General Grievances Handling of Individual Grievances Making the Grievance Procedure Work Employee Counselling Handling Unexpected Scenarios 01 02 03 05 06 09 12 20 24 28 10. Going Beyond the Organisation 01 1. Introduction: Why a Grievance Handling Procedure is Vital There is a greater diversity in the Singapore workplace today, comprising employees from different age, nationality, gender, ethnic and religious background. In such work environment, miscommunication and misunderstanding are likely. If not managed properly, such misunderstandings will affect employees’ moral and productivity. With employees being more Internet savvy and the popularity of social media, such unhappiness may also be publicised on social media platforms such as Facebook or Twitter. Such negative publicity can affect the employers’ image and brand, causing unnecessary embarrassment to the management. In some cases, such grievances can also lead to expensive...
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...MALAYSIAN LABOUR LAW 1. INTERPRETATION OF “WORKMAN” WITHIN THE SCOPE OF EMPLOYMENT ACT 1955 AND INDUSTRIAL ACT 1967 EMPLOYMENT ACT 1955 ❖ First Schedule Section 2(1) EA 1955- 1] any person, irrespective of his occupation, who has entered into a contract of service with an employer under which such person’s wages do not exceed RM 1500 per month 2] any person who irrespective of the amount of wages he earns in a month, has entered into a contract of service with an employer in pursuant of which :- (a) he is engaged in manual labour including such labour as an artisan or apprentice: provided that where a person is employed by one employer partly in manual labour and partly in some other capacity, such person shall not be deemed to be performing manual labour unless the time during which he is required to perform manual labour in anyone wage period exceeds one-half of the total time during which he is required to work in such wage period . (b) he is engaged in the operation or maintenance of any mechanically propelled vehicle operated for the transport of passengers or goods or for reward or for commercial purposes. (c) he supervises or oversees other employees engaged in manual labour employed by the same employer in and throughout the performance of their work. (d) he is engaged in any capacity in any vessel registered in Malaysia and who:- I] is not an officer certificated under the Merchant...
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