SEXUAL Harassment is punishable with the full range of administrative, non-judicial, and judicial actions.
Topic: Sexual Harassment (Hostile Work Environment/Verbal and Non-Verbal)
Module: 3 – Sexual Harassment
Situation: Inappropriate NCO behaviors in the Motor Pool
The Platoon (PLT) is conducting their standard Pre-combat checks (PCC)/ Pre-combat inspections (PCI) in preparation for an upcoming Field Training Exercise (FTX). Everyone is present including the Platoon Sergeant (PSG) and Platoon Leader (PL). It is known throughout the company that Staff Sergeant (SSG) Smith likes to bring an inflatable doll to the field. SSG Smith and their crew like to take pictures with the doll in various positions and stages of undress. The doll, which has been given a name, even sometimes occupies the crew served weapons at night while the team sleeps. Specialist (SPC) Winn, is the new loader for the crew, and this is their first field problem with this unit. The PSG asks SSG Smith if SPC Winn has been introduced to the “extra crew member” at which time SSG Smith produces the doll out of a duffel bag and instructs SPC Winn to inflate it. SPC Winn uncomfortably complies. The rest of the platoon stops to watch and make vulgar comments about what they are going to do with the doll once the platoon deploys. Afterward, SPC Winn returns to work but feels humiliated by the whole situation. At the end of the day, SPC Winn goes to the Brigade (BDE) SARC to talk about what happened.
Solution:In this vignette, the use of the blow-up doll and comments are an example of creating a hostile work environment. This is in violation of AR 600-52, DODI 1020.03, and 10 USC 1561. Possible methods of addressing this behavior would be SPC Winn uses bystander intervention techniques to address the issue, informing someone in the higher chain of command, talking to the unit SARC, or making an anonymous complaint.
Topic: Sexual Harassment (Verbal and Non-Verbal/Hostile Work Environment)
Module:3 – Sexual Harassment
Situation:Brigade Commander’s inappropriate behavior and comments towards a female CW2 pilot
A helicopter pilot, Chief Warrant Officer 2 (CW2) Hardy, who is also a victim advocate, has just finished their check ride. They are preparing to debrief the mission. Around the Flight Operations desk, Lieutenant Colonel (LTC) Green is visiting with the check pilot and CW2 Hardy, when the Combat Aviation Brigade (CAB) Commander, Colonel (COL) Moore, stopped by to say hello. COL Moore says something inappropriate about CW2 Hardy to the other Soldiers present, which CW2 Hardy isn’t able to hear. The Colonel’s remarks are followed by laughter and quick glances towards CW2 Hardy. The next thing they are able hear clearly is LTC Green say to the BDE CDR “be careful, they’re a victim advocate”. COL Moore takes a slight step back to get a good view of CW2 Hardy, looks them up and down then states with a devious grin and wink, “They’re not a victim…. yet”.
Solution: This vignette is a clear representation of Sexual Harassment. Leaders (LTC Green) have to be able to address situations that arise even if they involve superiors. Possible methods of addressing this behavior would be LTC Green using the direct approach, talks to COL Moore about the inappropriate conduct. LTC Green could also notify COL Moore’s commander.
Topic: Quid Pro Quo/Threat
Module: 3 – Sexual Harassment
Situation: Staff Duty
SPC Humble is working staff duty when SFC Dunn approaches with a work-related question. When SPC Humble answers the question, SFC Dunn proceeds to wink and ask if they would like to pull some “fun duty” in order to get out of staff duty. SPC Humble replies, “I’m not sure what you mean by that, but I am fine with my present tasks Sergeant.” When SFC Dunn is exiting the area, they slowly look Humble up and down and state, “I will be back later for your real answer. It would be a shame if the 1SG found out that you weren’t doing your job”.
Solution: The vignette demonstrates how a superior could use power and position to coerce a subordinate into doing something they don’t want to do. By threatening SPC Humble’s career progression, SFC Dunn is committing sexual harassment (Quid Pro Quo). SPC Humble can file a complaint with the SARC or the command.
Topic: Sexual Harassment and Retaliation
Module: 3 – Sexual Harassment and 5 - Retaliation
Situation: SPC Coles is Being Harassed
SPC Coles, files a formal harassment complaint against several members of their new Infantry squad. SPC Coles files the complaint upon discovering that squad members have a “hot” list ranking individuals based on physical appearance. After filing the complaint, SPC Coles is called derogatory names and accused of being a troublemaker and a non-team player. Soldiers say things like, “What? You think you’re better than the rest?”; “Why do you think they let people like you in the Infantry? It was to entertain the others.” Squad members tell others in the platoon not to associate with SPC Coles because they could face repercussions for even speaking with or looking at them. Someone leaves a note under SPC Coles' barracks room door saying, “Drop the complaint if you ever want to be part of the team.”
Solution: The vignette demonstrates ostracism, a form of retaliation. Upon filing a formal harassment complaint, SPC Coles’ peers began excluding them from the squad and encouraging others to do the same, in order to pressure them into dropping the complaint. Retaliation can be reported to the chain of command, SARC, Victim Advocate, or IG.
Topic: Toxic Atmosphere/Inappropriate Jokes or Comments
Module: 1 – Prevention and 3 – Sexual Harassment
Situation: Squad Group Text
You are new to the unit and your squad leader adds you to the group text to quickly share important information with the squad. Over the weekend, several squad members start sharing funny memes that everyone enjoys. You can tell this is a close-knit group and you show your spouse your phone, expressing your happiness about being assigned to this squad. Then, one squad member sends an offensive meme and another replies with a meme about “chubby chaser” - having sex with overweight or obese people – with the tag line “it’s like riding a moped – it’s cool and fun as long as your friends don’t see you.” The squad leader immediately “laughs” at the text. You are very uncomfortable with the direction of the conversation and send the squad leader a separate text expressing your concern, mentioning that the joke is inappropriate and you wouldn't want your spouse to see it. The squad leader replies “fine – I can drop you from the group and just text you individually when I have information to pass on.”
Solution: This vignette demonstrates a toxic atmosphere where inappropriate jokes and comments are not just tolerated but encouraged. The squad leader sets the tone for the climate of the squad and all of the Soldiers should have spoken up or gone to their chain of command for guidance.
Topic: Inappropriate work conversations
Module: 2 – Bystander Intervention and 3 – Sexual Harassment
Situation: Workplace Discussions
Leslie is a DA Civilian who works in an office cubicle. One day, Taylor, the section leader, stopped by Jordan’s cubicle, and the conversation turned to a discussion of Leslie’s body. Taylor says he would like to take Leslie to the break room and “show her a few things.” Leslie did not hear any of it, but two other co-workers, Karen, and Jimmy, sitting unseen in the adjacent cubicles, heard the comments. Karen noticed that Taylor's conversation upset Jimmy.
Later in the day, Jimmy tells Karen that he does not want to work with Taylor or Jordan because this is not the first time, he’s heard them having sexually explicit conversations. Jimmy doesn’t want to work with either of them if that’s how they are going to talk about women. Jimmy also said he was going to tell Leslie about the remarks he overheard.
Jimmy tells Leslie about Taylor and Jordan's conversation. Leslie becomes very angry and decides something needs to be done.
Solution: Leslie and Jimmy are offended by Jodan's and Taylor's inappropriate behavior. They could report the incident to their supervisor, and/or file a formal complaint of sexual harassment with their Chain of Command (including the Responsible Management Official), or the Equal Employment Opportunity (EEO) office. The EEO office would explain the complaint process, including the option to file a formal complaint.
Topic: Power and Coercion
Module: 3 – Sexual Harassment
Situation: Workspace and Inappropriate Behavior
SSG Thomas and SSG Freeman are assigned to Joint Base Lewis-McChord (JBLM) to the replacement company. Their duties include escorting incoming Soldiers through CIF. The NCOs collect the new Soldiers ID cards to give to the civilian CIF employee, Casey.
Initially the relationship between SSG Thomas and Casey was always professional; however, over time they became friendlier. One day SSG Thomas was complaining about heavy traffic he encountered in the late Thursday afternoons due to having the afternoon CIF time slot. Casey said, “It wouldn’t have been so bad if I had been stuck in that traffic with you!” Casey's comment seemed odd, but SSG Thomas brushed it off and went about their business.
The following week, while chatting with Casey, SSG Thomas told Casey that their spouse and them had spent the past weekend in Seattle celebrating their wedding anniversary. SSG Thomas said the hotel was expensive, but hotel costs aside, they had a really great weekend. Casey grabbed their hand, squeezed it and said, “If I were there, you wouldn’t have complained about anything!” SSG Thomas pulled their hand away as Casey said, “Let’s plan a little lunch trip and I’ll see if I can move you to the 0900 appointment slot.”
Solution: The vignette demonstrates how a person, Casey, could use power and position to coerce another person into doing something they don’t want to do. By offering SSG Thomas the earlier CIF appointment time in exchange for sex, Casey is committing sexual harassment (Quid Pro Quo). Additionally, Casey has steadily escalated their inappropriate behavior towards SSG Thomas, and it has evolved into a case of sexual harassment. SSG Thomas can file a complaint with the command or report with the SARC.
Topic: Inappropriate Work Relationships/Non-consensual Touching
Module: 3 – Sexual Harassment
Situation: Office Misconduct
Alex just started in your office. They and their spouse just moved from Virginia. Alex tells you they are a former service member, and this is their first civilian job. You ask how they like being out of the service. They say the jury’s still out and laugh. They ask you what you like about working here. You tell them that you too are a recent hire, but from what you can gather the supervisor, Jordan, is a real old-school type. Jordan is also a veteran and has very particular ideas about professionalism and dress. Alex laughs and says “Ahhh, thanks for the heads up. I am still unpacking, better look for the box with my suits.”
Two days later you notice that Jordan is hanging around Alex’s desk all the time, and keeps Alex late on Friday. You ask Alex why. They shrug and say, “Who knows why they do anything?” and changes the subject.
A few weeks later you run into Alex at a gas station at the other side of the post, you are surprised because they had called in sick. They look both surprised and irritated. You ask what’s up, and they tell you it’s “nothing, bad day, but thanks for asking.”
The next day you are walking down the hall and you overhear them talking to someone else. You hear Alex say “they are a nightmare; they’ve touched my upper arm three times today and keeps telling me how impressive my physique is. I hate it and I want to make a complaint.” The other voice says “hey, I get it, hell, I lived it, but they’re two months from leaving and no one wants to go through all that BS that comes with charges. They get investigated, found not responsible, and then remains in their job just to screw with us. Just take one for the team.
Solution: This vignette demonstrates inappropriate work relationships and non-consensual touching. The supervisor is sexually harassing their employee. The employees’ peers are minimizing the conduct of the supervisor. The fact that the supervisor is squeezing the employees’ upper arm without consent is sexual harassment. The best option for Alex is to talk to an Equal Employment Opportunity Office about options to report this type of behavior.
Topic: Sexual Harassment
Module: 3 – Sexual Harassment
Situation: Workspace and Inappropriate behavior
Cameron and Sam have worked together for 10 years. Over that time, they have developed an excellent working relationship. This has also led to them having lunch together, walking the office halls discussing their projects, and discussing their lives outside of work. One day, while waiting for their group TEAMs meeting, Cameron and Sam begin joking. Their comments are sexual in nature, but both are fine with each other’s banter. There is a third person, Alex, who signed in mid-discussion. While Alex knows that Cameron and Sam have a good relationship, the banter between them is inappropriate for the workplace and Alex is uncomfortable.
Solution: Alex, who was obviously offended by the conversation, could address the behavior directly with Cameron and Sam or file a sexual harassment complaint with EEO or the chain of command. If Cameron and/or Sam are Alex’s supervisor(s), Alex can choose to file a complaint with EEO or go to the next level of supervision in their chain of command.
Topic: Sexual Harassment
Module: 3 – Sexual Harassment
Situation: Workspace and Inappropriate behavior
Alex chooses to say something before other people join the meeting. Alex says, “Hey, I don’t think you’d want anyone else hearing this conversation, please stop.” Cameron and Logan both say, “Come on, lighten up… we’re just killing time waiting for this meeting to start… Don’t SHARP us!” and they carry on with their banter. Alex chooses to go to EEO and make a Hostile Work Environment Sexual Harassment Complaint. After filing the complaint, Alex feels a chill when interacting with co-workers. When Alex comes into TEAMs meetings, people say, “Uh, oh…we all got to watch ourselves now…”. Alex receives an anonymous note advising him to “be a team player, not a snitch”. Alex had been very involved in a project with Cameron and Sam, but since the EEO complaint, they have had meetings that excluded Alex. Alex spoke to their Director after the EEO complaint was initiated; the Director told Alex that EEO has a process and that Alex, Cameron, and Sam must find a way to continue to work together as professionals during that process.
Solution: Alex is experiencing retaliation in this situation. The Command has a responsibility to protect complainants against retaliation in response to a filed sexual harassment complaint. Alex could go back to EEO and file a complaint or speak to the Inspector General (IG). The Director could hold a team meeting to discuss retaliation and the expectations of a professional/healthy workplace environment.
Topic: Bystander Intervention, Sexual Harassment
Module: 2 - Bystander Intervention, 3 – Sexual Harassment
Situation: Social Media
Jesse, a DA Civilian, is a friendly person and is on various social media platforms. Jesse makes posts that are relevant to many diverse interests and many diverse friend groups and posts during off-duty time. One night, Jesse reposts multiple items. One of the reposted items was a sexual ranking list where Jesse placed the name of a newer co-worker. Though Jesse and the co-worker do not follow each other’s social media accounts, other co-workers see the post and share it with the new co-worker.
Solution: The Command has a responsibility to ensure good order and discipline. Jesse could be called in and asked to explain the post. Even though Jesse was “off the clock” when the posts were made, Civilians represent the agency, even when they are "off the clock". The social media policy does apply to DA Civilians, as well as Soldiers. Soldiers and DACs are expected to adhere to AR 600-52, Army Command Policy, and the Army's Online Conduct Policy, which together state that harassment, bullying, hazing, stalking, discrimination, retaliation, or any other type of misconduct are contrary to Army Values.
Topic: Sexual Harassment
Module: 3 – Sexual Harassment
Situation: Too Close
Kelly, a DA Civilian, is attending a resident course at Ft. Leavenworth. Kelly is excited to be in Leavenworth and to be working with people from around the world while learning new skills. At the end of the week, all of Kelly’s group members agree to go to dinner together at a local restaurant. While they are there, Kelly starts talking with Jordan, a Civilian classmate. Kelly begins leaning into Jordan when speaking and touching Jordan’s arm. Jordan is trying to keep some distance from Kelly, but it is challenging in the restaurant where they are sharing a booth and there is a lot of noise.
Solution:Yes, Kelly’s use of physical touch could be considered sexual harassment. If Jordan is uncomfortable with Kelly’s behavior, Jordon could use the direct approach with Kelly and discuss the need for personal space. Jordon could use the distract approach and ask one of the classmates to step away for a minute and exchange seats when they return. Jordon could also use the delegate approach and have the Class Leader talk to Kelly or Jordan can speak with the instructor(s) about the situation and ask them to speak with Kelly.
Topic: Bystander Intervention, Sexual Harassment
Module: 2- Bystander Intervention,3 – Sexual Harassment
Situation: Corrosive Leadership
You are a DA Civilian and your desk is close to your senior leader’s office. You work in small quarters, and you can occasionally hear the Lieutenant Colonel’s conversations. Many of the things you overhear are making you uncomfortable.
In the last few days, you have clearly heard the LTC making sexually inappropriate comments about individuals in the Battalion and derogatory remarks about the marginalized Soldiers while on the phone or in small meetings. The LTC has never said these things to the larger group, but you are sure you aren’t the only one in the office that has overheard what’s being said behind closed doors.
Solution:You, as a DA Civilian, may initiate the EEO complaint process by contacting an EEO official, or file a formal complaint with the next higher official in the chain of command. You can speak directly to the LTC about what you have heard and how it makes you feel uncomfortable, or you can delegate to another member of leadership to voice your concerns. Because you and your co-workers are uncomfortable, the LTC has contributed to/created a hostile work environment. Because of the behavior, the LTC is lacking in all Army Values: LOYALTY (allegiance to other Soldiers), DUTY (obligations of a leader or teammate), RESPECT (treating others with dignity), SELFLESS SERVICE (putting the welfare of subordinates above one's own), HONOR (living out the Values daily), INTEGRITY (doing what's right), or PERSONAL COURAGE (standing up for things that are honorable)
Topic: Prevention, Bystander Intervention
Module: 1 – Prevention, 3 - Sexual Harassment
Situation: Mostly Harmless
Today PFC Johnson asks for your advice about something observed. PFC Johnson tells you:
“About six months ago, Robin transferred to my office. One of my buddies had worked with Robin before and told me their sense of humor was a little weird. At first, everything was fine. Robin was friendly, professional, and we were all getting along well; however, a couple of months ago, I noticed Robin seemed to be a real ‘close talker’ while speaking with Soldiers. A couple of times I heard Robin making inappropriate jokes and comments, asking Soldiers stuff like if they were single and saying things like, ‘You’re too sexy to be a Soldier.’ Once I heard Robin ask one of them if they had any cool tattoos hiding under their uniform.”
“I mentioned this to a leader from my unit who said I was being too sensitive, and that Robin was ‘just a dork’ and ‘mostly harmless’. So, I didn’t say anything else. I didn’t want to ruin Robin’s career just because I had been to too many EO/SHARP trainings.”
Solution: You should tell PFC Johnson that this type of behavior is not appropriate and could affect the climate within the office. If Robin is allowed to continue this behavior, co-workers could become uncomfortable with the conversations and sexual harassment complaints could be filed. Using the 3 D’s (Direct, Delegate, or Distract) could be an effective way to handle this situation without harming anyone’s career. PFC Johnson can also see the SARC or VA.
Topic: Bystander Intervention, Sexual Harassment
Module: 2 – Bystander Intervention, 3 - Sexual Harassment
Situation: Birthday Base
It’s the boss’ birthday. The room is decorated, balloons are hung, and the atmosphere is set for celebration. All the branch chiefs and leadership are present. Pat walks up and places a phone on the table with audio on. The music begins to play, but the lyrics are provocative and full of sexual innuendos. The boss blushes and nervously smiles. All the branch chiefs get a kick out of the song and start clapping and laughing. You do not appreciate the music, or the sexual overtones being conveyed.
Solution: Utilize the 3 D’s (Direct, Distract, or Delegate) to intervene in the situation. If left unaddressed, it could lead to unprofessional and inappropriate actions and behaviors within the workplace. You could address your concerns with Pat. Directly voicing your concerns of how the boss is acting and what could happen if someone feels offended by the music and files a sexual harassment complaint. This could create/contribute a culture of unprofessional behaviors that could allow sexual discussions in the work place.
Topic: Sexual Harassment
Module: 3 - Sexual Harassment
Situation: Text Savvy
MSG Rassberry, the section NCOIC, often communicates with the section via group chat. One day, Charlie receives an individual text from the MSG that contains an eggplant emoji and an emoji with an open mouth. Confused by the text, Charlie heads to the MSG’s office and asks for clarity. The MSG says, “Oh yeah, I was telling you that I was a vegetarian - that’s all I was trying to say.”
After leaving, Charlie receives another text from MSG Rassberry. This time it is the finger point, the ‘OK’ sign, and fireworks emojis. Charlie suspects that MSG Rassberry isn’t a vegetarian and that the messages meant something else.
Solution: Charlie could take the direct approach and re-address the topic with MSG Rassberry, informing the MSG that the texts are making Charlie uncomfortable. Charlie could also file a Pre-Complaint with EEO and ask for help to resolve the complaint.
Topic: Inappropriate Work Relationships/Non-consensual Touching
Module: 3 – Sexual Harassment
SCENE – Recruiter sitting at his desk. Station Commander approaches to talk to him. Station Commander: “Hey, SSG Jones, contact to your Future Soldier and ask if she will be attending Future Soldier training tonight.”
SSG Jones: text to FS, “Hey Davis, are you coming to FS training tonight?”
FS: “No SSG, I have to work this evening”
SSG Jones: “Dang! I was really looking forward to seeing you.”
FS: “I was really looking forward to learning more about the Army”
SSG Jones: “Are you sure you can’t call out and come to training anyway?”
FS: “No, I need this job until I ship.”
Instructor/Facilitator: Stop, let’s evaluate. Has any of this communication been inappropriate so far? Recruiter asking a FS to call out of work is suspicious and unprofessional.
Note: Pause the video and ask the students the question.
Ask: “Has any of this communication been inappropriate so far? Recruiter asking a FS to call out of work is suspicious and unprofessional”.
Note: Continue with the video.
SSG Jones: “I understand that. I do enjoy seeing you when you are able to come to training.”
FS: “I enjoy going to the training and getting the chance to learn about the Army”
SSG Jones: “I also look forward to seeing what you’re wearing when you show up.”
FS: “I didn’t think what I’ve been wearing was inappropriate…”
SSG Jones: “You weren’t, I just like seeing you in those jeans.”
FS: “Which jeans?”
SSG Jones: “You know, the ones that are so tight they can’t hide how great you look from behind…”
Instructor/Facilitator: Is this a case of sexual harassment?
Note: Pause the video and ask the students the question.
Ask: “Is this a case of sexual harassment?”
Answer: After the discussion, the correct is “No”.
Note: Continue with the video.
Instructor/Facilitator: No. Why or why not?
Note: Pause the video and ask the students the question.
Ask: Why or why not is this situation sexual harassment?
Answer: After the discussion, the correct answer is this is not sexual harassment, but sexual misconduct.
Note: Continue with the video.
Instructor/Facilitator: In order for a complaint to be sexual harassment the complainant must be a Soldier. This a case of sexual misconduct (Prohibited activities with a SRE or FS) - if an AR 15-6 investigation substantiates this conduct as making sexually inappropriate comments to an SRE, this is a Type I offense, *IF the Soldier is found guilty at an Article 15 or CM. If there is no Article 15 or CM conviction, then this is a Type II offense. Have you witnessed your fellow Recruiters exhibit this behavior? What have you done about it?
Topic: Quid Pro Quo
Module: 3 – Sexual Harassment
SCENE - Recruiter (SFC Smith) is driving Applicant (Mellisa Dove) to Military Entrance Processing Station (MEPS). Sergeant First Class Smith does not have a battle buddy so he calls the Station Commander (SC) right before he leaves to inform the SC of his departure time. While driving the following conversation take place: SFC Smith: “You look nervous, are you okay?”
Dove: “Yeah, I’m REALLY nervous.”
Smith: “Ah, Just tell them all the same things you told me and everything should be fine.”
Dove: “Yes, Sergeant.”
Smith: Explains the MEPS process, he has done this before but reiterating to calm the Applicant’s nerves.
Dove: “Thank you Sergeant, that really makes me feel better. Knowing the way events will flow gives me goals to look for.
Smith: “You’re welcome Dove.”
SCENE - SFC Smith and Applicant Dove arrive at MEPS. SFC Smith calls his SC to give his arrival time. As they two are walking into MEPS:
Smith: “You know Dove, I could probably help you get the MOS you want but you would have to do something for me…”
Dove: “Sergeant Smith, what do you mean? I really want to be an MP! What do I need to do to get you to help me get that MOS?”
Smith: “Well Dove, for starters you will need to give me a hug....”
SCENE - SFC Smith leans in for a hug, which lasts uncomfortably long. Angrily, Dove decides this has gone long enough and she pushes SFC Smith away.
Note:Pause the video and ask the students the question.
Ask:Is this a case of Recruiter Misconduct?
Answer:After the discussion, the correct answer is Yes.
Instructor/Facilitator: Yes. UR 27-4, 2-1d. (1) prohibits a Recruiter from attempting to develop a relationship with an SRE and (2) prohibits a Recruiter from promising to return a favor or provide favorable treatment in an attempt to gain sexual favor from the SRE.
Topic: Unwanted Advances/Hostile Environment
Module: 3 – Sexual Harassment
Video: https://www.milsuite.mil/video/41310
SCENE - SGT Snyder arrives to his Recruiting Station for his first day. He is immediately introduced to his new Station Commander, SFC Stark, who takes him around the station to show him the layout and introduce him to all his fellow Recruiters. SFC Stark ends the tour in her office to conduct an informal initial counseling session but does not shut the office door.
SFC Stark: “So, Sergeant Snyder, you have seen the layout of the Station, met all your fellow Recruiters, and been assigned a desk. Tell me a little about yourself and if there is anything you think I need to know before you get started.”
SGT Snyder: “Yes, Sergeant. Right before I went to school my wife and I divorced. She is also in the Army, and has PCSd with my child. Being here in Texas is going to very difficult since my son is so far away. I am a bit raw emotionally but that won’t stop me from giving 110% while I am here.”
Stark: “Where did you ex-wife get stationed?”
Snyder: “She went to Germany Sergeant.”
Stark: “Oh wow!! That really is going to be difficult!”
Snyder: Nods his head and looks down at his feet feeling emotional.
Stark: “Don’t worry Sergeant Snyder, we are a close station, we take care of our own here.”
Snyder: “Thank you Sergeant.”
Stark: “Is there anything I can do for you?”
Snyder: “No Sergeant, I just miss my wife and kid.”
SCENE - SSG Blank walks down the hall to use the restroom and hears: Stark (looking Snyder up and down): “Well SGT Snyder, let me know if you want me to help you forget about your ex-wife. Not only am I good at Recruiting, but I am DAMN good at helping men forget AAALLLL about their problems…”
SCENE or (Narrator) - Later that day, SSG Blank can see that SGT Snyder is still shocked by SFC Stark’s words but has not said anything to him. Having been treated in a similar manner when he arrived just two months ago, he decided use his personal cell phone to call his Battalion SHARP representative and anonymously report the sexual harassment.
Instructor/Facilitator: What type of sexual harassment happened?
Note: Pause the video and ask the students the question.
Ask: What type of sexual harassment happened?
Answer: After the discussion, the correct answer, hostile environment.
Instructor/Facilitator: Hostile environment. What was the category of sexual harassment?
Note: Pause the video and ask the students the question.
Ask: What was the category of sexual harassment?
Answer: After the discussion, the correct answer is verbal and nonverbal.
Note: Pause the video and ask the students the question.
Ask: Who else could he have anonymously reported the incident to?
Answer: After the discussion, the correct answer is any SHARP representative, anyone in the NCO Support Channel, any Commander.
Narrator: Any SHARP representative, anyone in the NCO Support Channel, any Commander.
