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Sexual harassment is a form of sex discrimination that violates Title VII of the 1964 Civil Rights Act as amended in 1972. Sexual harassment consists of unwanted, unwelcome sexual advances or sexual conduct in the workplace that has the effect of unreasonably interfering with a person's work performance. This type of behavior can create an intimidating or hostile work environment. The goal of eliminating sexual harassment in the workplace must begin with prevention. As Marine Corps employees we have a responsibility to prevent sexual harassment from occurring. To accomplish this goal the online Sexual Harassment Prevention training will: P P Pc-cc  @` 3f3f80___PPT10.:{" ( (  .   x`0e0e?Rectangle 2j   bContinued& & & . a    x0e0e?Rectangle 3Pe  Increase your awareness, and Provide you with the skills and motivation needed to address issues of sexual harassment and provide information about No Fear Act of 2002. Course Completion Once you have completed this online course, please print and give a copy of the certificate to your supervisor to be forwarded to the EEO Office. To successfully complete the course, you must: Read the information presented on each screen Check your comprehension of the material by participating in all learning activities, such as open-ended questions and other interactive exercises Answer all review questions and use the feedback provided to increase your understanding  P P P P Pccc-ccccYcc @` 3f3f80___PPT10."     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And to discuss SECNAV Inst. 5300.26D P Z Zccc s@` 3f3f80___PPT10.yL"p @$(  $. $  x0e0e?Rectangle 2j   bWhat is SECNAV Inst.5300-26D?  " B $  x0e0e?Rectangle 3@PP   vThis instruction was released on 3 January 2006 to provide a comprehensive Department of the Navy (DON) policy for all military and civilian personnel on the identification, prevention, and elimination of sexual harassment and to establish regulation to enforce that policy. a  @` 3f3f80___PPT10.p_A" 8-| p h P(P (  (N  (  x0e0e?Rectangle 2"òPK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!LHdrs/shapexml.xmlUmo6>"˜1b\cq(K5Er$=$a[@玗OVjG UQyșJZ? ?ro08+753^{o+jђP8mCہ #Q+fR>3+y)et};pE޵(b+Ao|@ع 4J|)٢rElZ}.|FAD VkbjO(}nrws;5"֡X?>4i_0DhrtdNPh2A}T&׷c($M<484kVoxƅa _oP#[ɤqaIf+t%v‚}a{0f͋l~g+ueROineSIǸP+QUi$ 岳k*QGӄsVpƷ,*9)O9vXovKw {9]hdӴ±gq`kݒ4m &DlAW6}1+ö!Z]ϧB\q,7|['s5>ڗX?UbPdn%ZU=R\^+XV1asn?PK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!LH*drs/shapexml.xmlPK-!drs/downrev.xmlPKj   vSECNAV INST 5300.26D- DON s Prevention of sexual Harassment< <c$ < (  x 0e0e?Rectangle 3e  This instruction applies to all DON personnel, specifically: all active-duty military personnel, both Regular and Reserve; all DON civilians including non-appropriated fund employees; midshipman of the Naval Academy and the Reserve Officer Training Corps; and Reserve personnel when performing active or inactive duty for training, or engaging in any activity directly related to the performance of a Department of Defense (DOD) reserve duty or function. To Find a Copy: http://doni.daps.dla.mil/allinstructions.aspx` PA Pccc.c-  @` 3f3f" 8| Z R `,: (  ,4  ,  x@0e0e?Rectangle 4"PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!V drs/shapexml.xmlUMo8 x]vEb \<(K5E$ΐa{oޛ}>6텱V }r&TZmux5:PHDOض 7+ kh~ҭP+ilV(/j 'jxڧʐ?WEoFј3 ޺9bJ|Ї0: Ka `&#S/*Mkw@UsQI1v|;F7'j}K)ĺ,^=LP '!X=G s  o4` @|Y.N;_&$c9THgo/ i\zKꚅ^3P9`.(Kݴ*ms \Zc LDᐛ'V ue_i]NXH楓~XӀYX{C V7An%g(7=ĵ 0,nd|;RiHo"A} G\ͺ45iO8|,h 1^^vjm뚺@)fp8-l. iSoqʿW?~I|˚Ʈ֥mR?pJEJ?Re]K g91x%-rB[tI2ٙ5 X:55yM,f+Cnz:۾-!GN6u#,{ (#4Ɇ\y _^lj_ 00\ܜ&H:etRF<.(>hGnz 4Q?34m; PK!drs/downrev.xmlDQK0Co.YQn٨L&ҷks&{x8͗ف|JN0Sڶvۧ;`!U;KN`8?cnPƖ% 9JbrCݑ0q5)+7=τMQUu־7|y/ZJˋ4+QJ4֬N^ H^BKIPK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!V *drs/shapexml.xmlPK-!drs/downrev.xmlPK    ^THE LAW ( c0  ,  x`0e0e?Rectangle 5 0  PCivil Rights Act of 1964, requires All personnel actions, affecting employees or applicants for (Federal) employment& Shall be free from any discrimination based on race, color, religion, sex or national origin.b P'c c c c xc   @` , zA??bs00330_Picture 7bs00330_p   3f3f" |   p0 (  00  0  x0e0e?Rectangle 2"PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!M9JV}vdrs/shapexml.xmlUn8}_`kZV6b.`%QjԒ/!b*2pΜV DŽ3sSTz;_6O7#Μh9gٟ708k7i|}3\pM#5t8mIGZ$jQi>Un*%'3-j](J:#daЈaeK1|hZsIQ8V?7@+$Ӕ`ZKЏv-%*)֝.4*es\VD7arM=;RBOwe(˟m_}(uڬ+9ZvruLbl+;xݷuUUO7_X`Ӏ- lEv5BAu8K aSwVԜieEķhS~NSTL ~qFU} z`'ß.Eee NŴ^8Lv% :B: YKb}Yl/(9.! tp; ֻBwj |' 98TtYBsT>=R+ dhPl)?o1w?)rס}~(HK2 07Zokkf?PK!Bdrs/downrev.xmlDAK1F!&ڴT7f$iw 8}jr=;b֓xmHx"zO(V*i:%K%Ki(9MNř2k}p*3bΝ:5Cw}pvoٶ~y"+p-TK8gkv|?_ճ-ŭ(+XQ1asn?PK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!M9JV}v*drs/shapexml.xmlPK-!Bdrs/downrev.xmlPK,   p&Rehabilitation Act of 1973 and the ADA' 'C" ' 0  x0e0e?Rectangle 3P   No personnel actions may be made which are based on real, perceived or a history of disability. Reasonable Accommodation is required for qualified employees with disabilities. The Underlined Terminology is critical!! AAMAAAAAAA A+A  @` 3f3fy___PPT10Y+D=' = @B +" |  y 4a (  47  4  x0e0e?Rectangle 2"PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!>~|drs/shapexml.xmlUo8~?˯.Bjzw$q clBl {foϧZ0j΄uQ݌>L8TAR+1ga7mM;פ&I7BAWjSzV(Gղ7H^Ms\fe?WU&pxw-rIFCCMa!~” >ԋ=^藽c *`X=s(]`:ލQq{6DM4ŸS˒d<8;m2$G@89C=M&Om(#&uG]wHMLϓZsȐ6ߖ X+<f81ךZzexY;rKirociu?dE$<͞ 踴.Rn4KuwFE"%!7oĆ2 ayAR0$wvY!-e׎wϵւV!dd}ŪSŷ iժGcM;R?]][s_/N)?2e* [Ϸ Ѻ B xRUJ@}*ɹ_PK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!>~|*drs/shapexml.xmlPK-!G|edrs/downrev.xmlPKn   v,Age Discrimination in Employment Act of 1967- -C$ - 4  x@0e0e?Rectangle 3    h All personnel actions affecting employees or applicants for (Federal) employment, who are at least 40 years of age . . . Shall be made free from any discrimination based on age. l  C"C"NC"C"AC"  @` 3f3fy___PPT10Y+D=' = @B +" |   8g (  8)  8  x`0e0e?Rectangle 2"PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!zDzodrs/shapexml.xmlUn6}/ Zdh}GEb m#0,$֚"U%_8P6@933}9ՒV)L\ڦ̈́3H$)? ˿نYYsͬ׳Nd?F(Jmjrؚm1 Z~ԫR|aӬʰHpy0LQg",.p,u?` CGDSOPn^7Fw n/|êciv̝t)d:t9Fk ATWh˒Q:#'ċN3qr,zCa^D͓K|m6/mܼOB~j26uJ ܢ%g()ۼv{]Tf-r%#3&V.ULV>2,=mU؁|]Y@!fPK!5drs/downrev.xmlDQK0Co.q&u٨̡ 67%ɶ/sl1؎HHC6Hx":G(ӓʴS26,A(dJBcq ##vުojc!&*CU=>X[+k3n>Ps}\Jy~6w"ZWWX<|{ "z /&S#PK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!zDzo*drs/shapexml.xmlPK-!5drs/downrev.xmlPK,   j Unlawful Basis of Discrimination! !C( ! 8  x0e0e?Rectangle 3   uIn Summary discrimination is prohibited based on the following basis: Age (over 40) Sex Race Religion National Originv ZvC v @`M 8  x0e0e?Rectangle 4   Disability Color Reprisal ZC  @` 3f3f___PPT10i.s+D=' = @B +" <(  <) <  x 0e0e?Rectangle 4`   ]SEXUAL HARASSMENT c, g <  z@0e0e?Rectangle 10P   /LET US FOCUS ON PREVENTION OF SEXUAL HARASSMNET 0 0c$ 0 @` 3f3f80___PPT10.ֻ"@ 8|   @ (  @  @  x`0e0e?Rectangle 2"PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK! dndrs/shapexml.xmlUo"7~kp8%Hi+>za@7>THxg7?r8(+kS_ er[Tf;_7OWc)| SFM_o4S z>ߩ'(]i]MG5Nyeuoz5UFp9c)>,GRvrj%%CL ?5bԃsSTx~ TDxi2TA+ wM瘬q{>&MSꟅ?-KзG> (DY=70߀1Y&d$m~QT'P!^8:X|w=Z!.5٥ƴX329nL$N nr6\FgQ>p/m1hڼB}jr6U(bص*7_;ޙ됬-̣GjKkCts0ĦSÅGôlMÚfLɗy*]X_:mεۜ"Y~=OH|x6&TkueѦIz}[WV%JT*su"[ɤJ<]n0v%)ʁ}7'^ޘzU#+޻Qt֖QukEƩ ?}N 77 rSܥV,l 6(G֭cS5X_+8Jmsy]!l0]Zɱ-)'V^pW%aXV{ l)PK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-! dn*drs/shapexml.xmlPK-!=d_drs/downrev.xmlPK    ZACCOUNTABILITY c( \ @  x0e0e?Rectangle 3P  A. Sexual harassment is prohibited. B. No individual in the DON shall: 1. Commit sexual harassment as defined in enclosure (1) of SECNAV Inst 5300.26D; 2. Take reprisal action against a person who provides information on an incident of alleged sexual harassment; 3. Knowingly makes a false accusation of sexual harassment; or 4. While in supervisory or Command position, condone or ignore sexual harassment of which he or she has knowledge or has reason to have knowledge.`I P PIc Zcjcc  @` 3f3f"o8|    (      x0e0e?Rectangle 4"PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!Sqdrs/shapexml.xmlUn8}/@uDZEb \y$QjԒ/6 533g.~p%;c+>xL\&f™u Z{hfapVv$|\3l5 RfkB9rTްj*uHRrXV FFԵȁa+^g=0:  ~)A&ԋGcq'5oPz,͎srRp?%|4sָ-Wr٩4Ÿ?L%Cq:/:ɱIҿ,`0G^Ț;=30O2:͡Bڼrv4-&?*<Fatw?\kkj녖frܚ(.Nuݐ[ɽϥ1mN4̋(y 谴6# i]?$$6!-ԧ& iCXA@xT "-f]rVrCYvZR=}=fXujQ0ZȰt{LWcUB]ZI?چ>'v6klN֬M_/3Ҹ^̂,֚f`c2]h,>뾭Z"8B|JŲV4iNSN^ܷg_z[V~h]n!{0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!eLndrs/shapexml.xmlUmo"7^*ˑK@Sp]/ᵷH~}7Tz2ޙ< wO|eT>P&EeSexu+d ֨|V^~]3񍀳f*w!4^;U`e+)趽)L@ O*#gұ?NTTC1T#JJd3K }K1|h9{)*[ZSFk)6.<,ekrHk&Q&_AV;7ۥŃ*mړޗv6kmNج]Gq>[хo+E &P{:]j0 F4><,DPK!drs/downrev.xmlDN0DHHܨMB* PAHT 8.&v8qvVo bG!Zg qN% IÁ",Gs,vuDp,QCXJƙs0:i3 PB:z鶧: E>q}S]VJӓhJ?E= WEe3X(hȗ,EA.~PK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!eLn*drs/shapexml.xmlPK-!drs/downrev.xmlPK`0   fMUST MEET THREE CRITERIA  c(  D  x 0e0e?Rectangle 5    PMust be unwelcome Sexual in nature Occur in or impact on the work environment.V    , Qg Q @` D  ~1?AutoShape 6  Z  G    D f1?Text Box 10p Pj  uSexual Harassment" 2G   3f3f"E      !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{}~ H(  H7 H  x@0e0e?Rectangle 2j   kPrevention of Sexual Harassment  c(  H  x`0e0e?Rectangle 3Pe  BPrevention is the best tool to eliminate sexual harassment in the workplace. Employers are encouraged to take steps necessary to prevent sexual harassment from occurring. They should clearly communicate to employees that sexual harassment will not be tolerated. They can do so by providing sexual harassment training to their employees and by establishing an effective complaint or grievance process; taking immediate and appropriate action when an employee complains. Pc  @` 3f3f80___PPT10.q"?    L (  L L  x0e0e?Rectangle 2"èPK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!. -?drs/shapexml.xmlTn6?;g<貸(KcdIʏ|}ItQ/y>>:ºV~s&TV2e|sϙ*Z?`0(+77o7ȕ}F(jm;XᨓxiQ!7k尶2~?n7D;)؄Bc˽Le "[ģ\xQ -VPC,aloџ2>̦OwA1I·dӓ΋ *-!-gON(ǻ .S\sT-А*a5g\zܠ]ΐ_ܔA0bd $'󆌈tX9`C0"NH^J4tdW1mH$LI*Qo_>I Z'ZǨR ¬ БuJOwər]zvPq8ߕē.&o-S 4.,(H9ľeDk;M" u%zӐ+"ZIϸl*G@ehA*4'TXL}k[aEj]Gu~)E;!NWVԷiV1:W}'%; {a:BvCUG:m6Ke쮸\o耋8X+5Tt컸j*ɶc/6#ři}^n `1{Ga1amR2%t) %b\,|뀧 = q-:詣[ioޢZ+qxj%ڬW-},_-DAB˶PK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!. -?*drs/shapexml.xmlPK-!drs/downrev.xmlPKj   fReprisal Action - Unlawful c( W L  x0e0e?Rectangle 3e  'It is also unlawful to retaliate against an individual for opposing employment practices that discriminate based on sex or for filing a discrimination charge, testifying or participating in any way in an investigation, proceeding, or litigation under Title VII. Prohibited by Law and Regulation( (a ( @` 3f3f80___PPT10." q i PQ (  P P  x0e0e?Rectangle 2"êPK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!b@drs/shapexml.xmlUn6}/ Zd&1"/i ayHm)R%)_=C*^Ŷ+Ґ˙3çc^9_[C))mUM&?LEɓډo܆N_nUCmںn3h h88h6r Wf R_8QWC .U HzdB1`{Tao\#mM=:g[EmDoX 2v+©P$39ݏ?ގozä ߒH:fO:MhR ?T4^88BZ? An wyR\Y!Sk& )8 XMKandEΥu>kGËͷԪ@Ln\&؉!')ADQ/ ӐǴ!, <ԦBGwJKQ睹I[<]vmMx&ya]tİfoEĞJC~bׁ '쿝>ÿE7nu]zyU4\vA4I/뚺_D)2Τ2Ws !7DJ*]& BrWSSJ?rKΫ؊.i^)b04) ]j0_"P:iN*DNPK!drs/downrev.xmlD]K@EC7k#nKJTuNlݶ}ss9hlO> .'2iíEY{ǤHӓxC*Yp(PAP,S8o1[=b*印h8-t8CGW >^{ ǒRgcyY1?+/Y+d, H^A$d bPK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!b@*drs/shapexml.xmlPK-!drs/downrev.xmlPKj   ]Sexual Harassment c( 0 P  x`P0e0e?Rectangle 3Pe  dSexual harassment can occur in a variety of circumstances, including but not limited to the following: The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex. The harasser can be the victim's supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee. The victim does not have to be the person harassed but could be anyone affected by the offensive conduct. Unlawful sexual harassment may occur without economic injury to or discharge of the victim. The harasser's conduct must be unwelcome. Source: http://www.de2.psu.edu/harassment/legal/ h Z Z Zfccc c( c  c   @` 3f3f80___PPT10.Tt""9  Ty(  T  T  xQ0e0e?Rectangle 2" PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!u drs/shapexml.xmlUMo6 x-׉ȋ@F`^XPekM,I#~ߐJPlw CrHyft(vFg|ϙԅ)k-g>] eYziOwv-f6N60VjU5"`=뤗:^#jg8Jv*K25hڕ,b$^痶Xb;0[N;L_BN36y9(=M^U*a;(C@h8M7nc o*(ٝbzܟ&<V`>p 0aL@b Ӄ)ϴ;?22$Cj2 4O8}b.W6sb΄.pjsΒ9Q",HXpā' +8,||_aQ>AJbn^J黉a!?p6U4Zh E+JYmD~x'Cb>R[\xXwBbZaEt&oeAP$Fz F V~jΕۜ"y~~5 ,\)X-]v*m1Mo1_D)"θW`:[J.m5=z6hq2IS:oqH|n\[:ch&̕©4=yJoT]d䍺;){)|% ֻrպ(-T8&%yKɻmzO/ΎvLbDN6u#={G2М:GԊ:\N8/cKJ o.%؟GL)9ߨ!obo+E&aEuz{Ao{{vPK! drs/downrev.xmlDAK1aMlAڴTQ*]Ef6L$mAo=jt}g qe5I"' ,?u2Ep,QAP Ɖs0z1J8:讣9hcz[}VZ󳱺"јyW|66bLKͦ ?PK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!u *drs/shapexml.xmlPK-! drs/downrev.xmlPK0   DTypes of Sexual Harassment Quid Pro Quo and Hostile Work Environment0E c$+c E T  xQ0e0e?Rectangle 3pe  .Quid Pro Quo Quid pro quo sexual harassment occurs when an individual's submission to or rejection of sexual advances or conduct of a sexual nature is used as the basis for employment decisions affecting the individual or the individual's submission to such conduct is made a term or condition of employment. It is sufficient to show a threat of economic loss to prove quid pro quo sexual harassment. A single sexual advance may constitute harassment if it is linked to the granting or denial of employment benefits. Courts have held employers strictly liable for quid pro quo sexual harassment initiated by supervisory employees. A subordinate who submits and then changes her or his mind and refuses can still bring quid pro quo sexual harassment charges. Source: http://www.de2.psu.edu/harassment/legal/ t P P3 P ccc3c / @` 3f3f80___PPT10.&!"k 0X(  X< X  x T0e0e?Rectangle 2@`   p$Hostile Work Environment Harassment % %c" %/ X  xT0e0e?Rectangle 3e  cWHostile environment sexual harassment occurs when unwelcome sexual conduct unreasonably interferes with an individual's job performance or creates a hostile, intimidating or offensive work environment even though the harassment may not result in tangible or economic job consequences, that is, the person may not lose pay or a promotion. Employers, supervisors, coworkers, customers, or clients can create a hostile work environment. Hostile environment sexual harassment might include: repeated requests for sexual favors demeaning sexual inquiries and vulgarities offensive language other verbal or physical conduct of sexual or degrading nature sexually offensive, explicit or sexist signs, cartoons, calendars, literature or photographs displayed in plain view offensive and vulgar graffiti Source: http://www.de2.psu.edu/harassment/legal/  P: P3 P P%ccc3cc:cc3g X@` 3f3f80___PPT10.Y0d6" SK@\3(  \( \  x`V0e0e?Rectangle 2j   \Behavioral Zones c,  \  xW0e0e?Rectangle 3Pe  Department of the Navy has developed three behavioral zones for training purposes to categorize some the behaviors you may encounter in the workplace.  c(  @` 3f3f80___PPT10.C6"_ 8   P` (  `  `  xY0e0e?Rectangle 4"PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!Isqdrs/shapexml.xmlUn8}/@uZv1b0rD٪)RKR{Hۇڀh5 iud@0M݅Czs7\jKꚹf :9gQ;]%PY[xCKk[?iQ8p-"~am8F%Һ̝БHIͷQmbCZOCf҆ ܃ PD ՚sz2@m{ .9Y_) paZval[, 䫄F;ڥœ~ = }OzmͥYygq>`Gy5MjiѦI|]ԍRGJ u)v{ϋ偭hMB oNR~cUoYtKud۸8Ok)cղ.r(&|i% x9amy`̊Jl1֩]/d%k69<>0X߅Tr軰j+*ɺne/V!Y[bLM-f?W%cEhPlA7_X mjbW&qV!vPK!8drs/downrev.xmlDOK1G!&.EdmZb"X^?,I~{=ox?b5^ȇαۙA\9q}ss"DdcpsFөH9jhcr)CՒ0sqbc:}#1m/3ŎB[ˣ5k(_v:>)j}}5 "Myf}gZT6C$!DA.PK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!Isq*drs/shapexml.xmlPK-!8drs/downrev.xmlPK`   \BEHAVIORAL ZONES c(  `  x0e0e?Rectangle 5 ~  RED YELLOW GREEN     g$c$g$ڰc$g$  @` ` zA??tn00276_Picture 6tn00276_r 3f3f" 8 Y Q `d9 (  d  d  xZ0e0e?Rectangle 4" PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!m, drs/shapexml.xmlVmo9~R寧PJrwPjv [_Tү ;3gyOJ0j̻΄t^^=\ 8TNR+1Gaɇ?n둭cqu:6ۈG] ]MEGFX9d$םJ'Jx){ +s`\Q Z .pt-0=2|)A*] ;c~#(1vg P=zܱJW:)8Ƽ7UqK6$MCa߅?. ׃AB2{i$ePArysYnDN;S|2o'P!m8[Chv}@wп`5F5TP3Rn(NNtUeyCKm[%S3/pQ/7T`@uiHMJBmGĆP, aAT9/$vY.˧wϵւflV.d}0ĪUŏ iި Gcu6ۑj6,p?ki3fu$> ,8Jci6sӖݏ6x6UYeP؎`bi`+4c/OSn^0`o7')1e$GϷ, ѺT xROJ)cղY&#IS1^)G7N&߳T6fA9vD~rN [&r2̒=:M;lijd T[ƣoxaUY Ş-tEt恪RՆ_lCƊڂ^1g{/~qߗ_# [yJ.uPk}+o%,%׼j0,D[OPK!{drs/downrev.xmlLMK1@!&C)kӲZEt:nf?t,In8ͼj8Rw\M 7s13{GaX`nmXF5) jbHrL9@-Ujؿeͮ~PuZ__-Dc\U=nf3~^?Cg ǵLA.PK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!m, *drs/shapexml.xmlPK-!{drs/downrev.xmlPK   4GREEN ZONE BEHAVIOR Acceptable not Sexual HarassmentL5 g(e!g 5 d  x[0e0e?Rectangle 5    Performance counseling Polite touching e.g. on the elbow Social interaction Showing concern Encouragement Polite compliment Friendly conversation a  @` d |A??j0079052Picture 10j0079052 `  3f3f"8 ^Vph>(  hS  h  x_0e0e?Rectangle 6"PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!} drs/shapexml.xmlUn8}_`"5c.] ED٪)%)_{H(^^kP39s۷Zj{o R ~qqv,X*|򺏃=d3-cHu3Β88;׵!?W+ÐίD<Ֆ;}npt~O_$(41-ԧ&;iCXFAAxT" ]rVrM=p퓵Hm.P) jp aZ4*ag{ UB=ڹŽ(o{E{WoصڬI>FZf,> #Y4Zl,-{m/k֟D)2p.ޯ DddLB`סP2Β;:w܈gwzTM@ʱ-))=[gJՆ|K։ڂ?]J1wg}jS)+,Uwﮚ>Q}G љPK!mdrs/downrev.xmlDAK@FahDTxd1;vi] Z Zcc  @` h d1?Text Box 8 @ pIF YELLOW ZONE BEHAVIOR IS TOLD IT IS NOT WELCOME AND REPEATED, IT BECOMES SEXUAL HARASSMENT PER DON REGULATION >p~8 KZ 2qG q R h  1?AutoShape 28`0  N   R h \ >?AutoShape 29  N    h N@1?Text Box 30   gYIELD ( 2C   3f3f" tllT(  l l  x ]0e0e?Rectangle 2j   RED ZONE  STOP Don t do it. Always Considered Sexual Harassment8A  g(8g A l  x0e0e?Rectangle 3  Sexual favors in return for employment rewards Threats Sexually explicit (Porn) pictures displayed/E-mails Using status to require dates Criminal conduct-Sexual Assault c  @` l XA?1?Picture 5  3f3f"    p} (  p4  p  x0e0e?Rectangle 2"PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!2zzdrs/shapexml.xmlUn8}/@ubD.-`%QjԒ/!Chmr3g.t;HJL&f™BB-~ᾞv:;i㲝hj+n;Nj/<UvGJ>%){>,-+OFkQJfUyWp,Lw-V;L,BM>Xk;)rG _j@%,s Jr?%|п܍a{1Zㅷ`]ZLO^LMQ0M.yNmw@"|g"y /&SPK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!2zz*drs/shapexml.xmlPK-!drs/downrev.xmlPK   u+Determining Liability for Sexual Harassment, ,C( ,  p  x0e0e?Rectangle 3@   =Is there an effective Sexual Harassment policy in place? When the employer learned or should have known, of the Sexual Harassment, did they take prompt, effective action, reasonably calculated to end the harassment?  C  @` 3f3f___PPT10i.s0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!]wjdrs/shapexml.xmlUn8}_`":!rF`.I"U%_CRq>V!g$[Е_Aq6En;&EM?'@ި?3~m3PK!mXdrs/downrev.xmlDQK0Co.qH)u٨"8Zķks${x8-Vؑ|蝕p;6N{_BDpp$)jyyBXǎ% J1d0H6uc)Bd`oӃƑ55Hxw5/ۇRJ Hy}5"M|W?+QJB,n_WH^BKPK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!]wj*drs/shapexml.xmlPK-!mXdrs/downrev.xmlPK`   eReporting Sexual Harassment C(  |  x0e0e?Rectangle 3  pEach organization is required to have posted on their bulletin boards, the EEO poster regarding the reporting of Sexual Harassment and discrimination based on race, color, national origin, sex, age (over 40), disability, religion and reprisal. Communicate Commanding General/Officer s Policy Statement. If you have any questions, call the POC on the poster or 760-725-9810/4301 or use the POC listing at the end of this training module.D2 P P PC  @` 3f3f___PPT10i.pb#p+D=' = @B +"L ;3(      x`0e0e?Rectangle 2" PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!)qܚ drs/shapexml.xmlVMo8@H8NEb ]y$QjԒ?HʎâܺP3$߼yC%N[j]΄t^u¿YG*'HQXiۇzlkʎoǝ6"QBWhSҬ;V(GUv:Op-VV ތ@µ Z 6.n!lk[0#`rC{dSTqnpx0F7r_Nxªc7kt!ި?F^!i Sƺ(0Xoޟ!`x3l:GH2ߜyi慳!mnȀ4Yud.,x̥'jJF*é O9aUMnu}.nuLͼgP-Bfr_Ɔe"[#򝔄Ҝ&駉 i>YH"rCr_0I13XQ|iGq1^L=m =M)Y_+Ljg4oT "Q:gש?a@Eģ(=apzf*M|B3,8Jci 6s6n2.՗%~tx6 W«)l+ G|WK,_ğa`Mp)*TJoe_޼< ALoDQ@mߢ'rY*<7CS9/0mA/ d&kip>;֛kj+x.hmA8YYBW8Km*% +Bۇb {JP^8`vqvxF #7;[d\ZP:7PԐ]0m=PK!C&drs/downrev.xmlDAK@!ZmTEcv,fg6M=yv@> .'2iÍbY;ǤHVӓxCC,A8䨠υUKĩS n;1r&,N -tRUi^Rgcq Y1?3]_z W7ɦ^? tIPK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!)qܚ *drs/shapexml.xmlPK-!C&drs/downrev.xmlPK 0   DREPORTING - THE EMPLOYEE S OPTIONSD#  ccc #H   x 0e0e?Rectangle 3" ö PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!\K ?drs/shapexml.xmlZn6}/ Zd}sg5qhH'_gHY ^ːpgH^}[KSZyC3"q??ܞ\rVZbi%E\`hQ1+kQSF+.B]M.,SYJe@yw\_+3Cn=3,txLL,ɃX_kحo#T}2ONʉV5Y{Vu5f0vF'"E,l|[RΆ](nv%e5`I"QAke5}8,[LYv""X̌pHmyXc+aJ)a,ĸ1XE%F0D |4^mKuynzβNsd&6TzR=IB-YMEV"EМ%mf).s;ɤpҷi RgiL"k %dշ2|EiZ:xHsY;u.MԶآh5-W'Rx}De{08{lp"5Z0FL=y!ā;ئ`eueg*s/1?A7 P.q9q٠Kjpovf֠5:`ك*^],4KhsBD7^ :6"1}=csQK=o5-2.ߊ }yPɇM[8 :xBw HQL˂p/0:{±>mzz"mȶMnQ2.t}4A" Ov1um덥@GHD5{f(ޭX QBp(!BZNE "\2Qo.X%px'^7/;~Gr]2wxUQk0 +ƯG/e Ka{(#;q(jvnd']۽`$I>I亀~y e\tˬOPBŷ1(JuYo oët:/ (9H|Ny:=V[a+1V|r@`5g잠YW|1L>>VxwqY7٥ ).D\ʬQGf9+k'RzZDjJ/2[}RP qDtDyCH֦ә̧ÐAD\)|~l{*7';SQl(V |Tr|,&B 1Dc퇢095 2E4V\@-SC܂Wd^(;,qZJxDVa#|LM ɝhkom`❖$24'{P V6)s')HJvI‘>ݼ?/Y*dS~ '?.+Qo !C~6PK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!\K ?*drs/shapexml.xmlPK-!쎂& drs/downrev.xmlPK P  Do you know how and where to report sexual harassment? Chain Of Command Base Inspector EEO Office  (760-725-9810/4301) or use the POC List at the end of this module) HRO Management Inquiry (Supports EEOC Model EEO Program, SECNAV Inst. 5300.26D and Title 10 Section 1561 Requirements) File an EEO complaint (45 calendar days limit to file/contact applies) Use of DON s Informal Resolution System Alternate Dispute Resolution (ADR) Title 10 Section 1561 When you report it& & & 8 P| P P P8ccxcc:c  @` 3f3f___PPT10i.0,o+D=' = @B +"0 p(     x`P0e0e?Rectangle 2   F Management Inquiry/Agency Investigation (This is not an option) ZG c(c gg G   xQ0e0e?Rectangle 3e bZ___PPT9<4 `~Per EEOC Model EEO Program, SECNAV INSTR 5300.26D and Title 10 Section 1561, the Agency Will: Conduct an inquiry  Can be informal or formal Why? To take  Necessary, Immediate, and Appropriate corrective action Best Practice - This may reduce or relieve agency liability Per SECNAV Inst 5300.26D  All reported incidents of Sexual Harassment shall be investigated and resolved at the lowest appropriate level. _    o^ggcc g  @` 3f3f80___PPT10.`": ia I(     xS0e0e ?Rectangle 4p  ROption 1  c6   LT1?Text Box 7P  o EEO Process" 2 g6   3f3f80___PPT10.5V 0(  >    xU0e0e?Rectangle 2"PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!(3U drs/shapexml.xmlUKo6 x-~O!"1=#HȯRq{(SQozxn$; jR>LBڥnƙJZ_?`gV.1){o^{рPmz '57'jJ3$/ǵeuxrk7@;)ؐ:xJׁpb(S/xxVJGxo/|ê*a1{/QK9|4Lqw0Z`]sexDWë'񬏉|:Aq@t6Q_`<G23??BsĄ?Xi+g' H<Ḟh<j[j!e (.=(H+ )cߞk7Eg{0"q<6,# D: RRIMl Ӏ]QA V%_A%ggĵVV1QU#)KV>2,nL.<;e +1"zk$omCɢ>Vo:m.ݞy^g xaL<1א N I|!b)SQ\,lE6 i qvGʿ-ES֯ⷰ$eMc7V*ȮK) !R[Z@qZ%mh8 d'ß(%oDU}]tr0*(ݶnc/6ř}8b )`hps8 w~1賓u岵(S~?Ö)P .plUY^.VϲOqV].?a<_U֖߿(:PK!)drs/downrev.xmlDQK0Co.`n٨t:P։^6$%ɶ|9|ovVL#8m'}tu ,D gI‰g ,;-ر@ }cyhz2fn$y1Eqf97mzqzo$|fG })Ղ*)//r,e}W/j$d7ȀkKH~6_PK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!(3U *drs/shapexml.xmlPK-!)drs/downrev.xmlPK   u Option 1 - EEO PROCESS0 c(c(    xV0e0e?Rectangle 3 0  6If you choose the EEO process, the EEO complaint based on sexual harassment* complaint MUST be filed within 45 calendar days of the alleged act occurred, the effective date of an alleged discriminatory personnel action, or the date that the aggrieved person knew or reasonably should have known that it occurred. * Or other basis  Race, Color, National Origin, Disability, Religion, Age (Over 40) and Reprisal.b lc ccc c  @`  zA??bs02042_Picture 6bs02042_@P}  3f3f"7    @ (     xX0e0e?Rectangle 2"âPK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!9drs/shapexml.xmlUn6}/ Zd^gcD^$0#H|TNnOda]Uo?9Uv}ę*Z?`0+77o7ȕ}F(jm;`ndpByd<:j_:fmU֖U'dƙa7D;)؄dBc˽Le ͢[ģ\x[ \L Kz)8?e|:&ä ߊu(:VOO:/h^$`-ھrv_=Y$'Pv:E}d&`쵤[j!Uk `]ΐ_ܔA1bӟd $'󆌈 tX9`֍l!8 $(?%:A:X6M$VUHa$gTkԓGhkc4)ȅNaW IHW%'e;L.=;P8|+'QSM ߤAZKike\H9ĹmDk;M u%zXJ*}Be=VP6___PPT9 4What is ADR? ADR is the intervention into a dispute or negotiation of an acceptable, impartial and neutral third party who has no decision-making authority. The objective of this intervention is to assist the parties in reaching an acceptable resolution of issues in dispute voluntarily. To request Mediation/Conciliation  please your HRO or EEO Office.$d qZd d @` 3f3f"H (  /   x_0e0e?Rectangle 2j0   cMEDIATION/CONCILLIATION c$ Y   x``0e0e?Rectangle 3e  Confidential Best option for all DISPUTES! Minimum participants Complaint/Representative Management/Representative Mediator/Conciliator Union Representative (When applicable) Saves money Win-Win Situation Call Your HRO or EEO Office for more info H@ Zs ZI Zc  @` 3f3f"`: (  >   xa0e0e ?Rectangle 4p  r&Your Actions& & & & & & . c, &   xb0e0e ?Rectangle 5p `   Z   @` 3f3f80___PPT10.pv72 (  p   xc0e0e?Rectangle 2j   XIf An Employee Notifies You Of An Allegation Of Discrimination (Including SH*), You MustY Yc Y   xd0e0e?Rectangle 3  6xRefer the employee to the EEO officials Keep notes Notify the EEO Office immediately Follow-up *SH-Sexual Harassmentt( P P9 P Pbccg y @` 3f3f"D  (  1   xf0e0e?Rectangle 2j   eWHERE CAN YOU GET ADVICE? c$ S   x g0e0e?Rectangle 3   Shipmate, Fellow Marine, or Co-Worker Chaplain Supervisor Legal Officer Equal Opportunity Officer Equal Opportunity Advisor (Military) Human Resources Director EEO Office DON Counseling and Advice Line (800) 253-0931 Overseas Call Collect (703) 614-2735 > Z5 Z Zc  @` 3f3f"y 0(  =   xh0e0e?Rectangle 20   q%How Can You Prevent Sexual Harassment& &c" &N   x`i0e0e?Rectangle 3P   You set the tone. Lead by Example. Keep your Eyes and Ears open. Refuse to accept even Yellow Zone Behavior. Demand mature behavior. Ensure you receive EEO Education & Training. Be aware of the outlets for reporting. Co-operate.T Ac*g3cxc  @` 3f3f___PPT10i.+D=' = @B +"*z P(     xj0e0e?Rectangle 2j   Finally & & If you are a Supervisor Acting on Reports of Sexual HarassmentJ JC  J   xl0e0e?Rectangle 3Pb >6___PPT9 IEnsure Your Employees are advised of EEO rights (Refer the employee to EEO Office) Consult Human Resources Office (HRO) Seek Counsel Appropriately, investigate all allegations Take Prompt, appropriate and effective remedial action. (Varies with circumstances and investigative findings) Communicate with the Complainant Follow UplJ qZ0C#C]C8G37C+C J @` 3f3f___PPT10i. Wp+D=' = @B +"  ] U p= (  +    x m0e0e?Rectangle 2"PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!8|drs/shapexml.xmlUێ"7}r X M *n7;{6Q˥S.)H[UyqO7Ϛ܇z=UMm^i]M2.uoj\(s4kR|\;Q2Rqʁb^g|@V6? 4B07X.M=8gO{Eeۋ5X P*h%lky=5*q6>D ($k+}71,&aCx> PE;4P喲[;sytHmiMx.ytpNA/[İfouđ8K(TQ% 3>_ݬ]j=GZvvEy4&kΝMjJ"Tb;edΥ<<]uh0v%)ʁ}L.ΊK'Qeus7e}ZQb5ڞHt"!Nj%nr`!*Ҫw`XBXŖ% BIb CݡUa筊-^|&Dƭ2:5Cwu>y })%k)r,ܽm?rw;f}FT%0PK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!8|*drs/shapexml.xmlPK-!pdrs/downrev.xmlPKj   kAre you ready to take the QUIZ?  c(    x@n0e0e?Rectangle 3e  l1. Sexual Harassment is: a. Bad Behavior b. Accepted as normal behavior where I work c. Is a form of sex discrimination that is sexual in nature d. Objectionable, sexually related misconduct. 2. There are two forms of sexual harassment and they are; a. Quid Pro Quo and Hostile Work Environment b. Verbal and Behavior c. Individual and Group Nm cccc mt @` 3f3f80___PPT10.G`0)" (  $   x`o0e0e?Rectangle 2j   XCorrect Answer c0 n   xp0e0e?Rectangle 3e  Question 1 = c c. Is a form of sex discrimination that is sexual in nature Question 2 = a a. 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What action should you take if you believe you are a victim of sexual harassment? (More than one answer can be correct!) a. Contact your supervisor b. Contact your EEO Counselor c. Ignore the behavior d. Asking or telling the person to stop @  ]c(cc t @` 3f3f80___PPT10.G`0)"( @h(  $   x0e0e?Rectangle 2j   XCorrect Answer c,    x0e0e?Rectangle 3@e  8Question 13 = a, b, and d a. Contact your supervisor b. Contact your EEO Counselor d. Asking or telling the person to stop f8 Q akc     @` 3f3f80___PPT10.p+:"~    P (      x 0e0e?Rectangle 2"PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!̐zs~drs/shapexml.xmlUmo6>`!N,D.a$QjH/{H&r{%ϭdGalU΄*uը]?mn8TER+_v ʦ]uhd˽hɾӝPڴp4QgʑCV&I2(Swk62>?qE؍(b'`]8V< 02SwTƈ{D^Pe5Xz,ݞKqRp?g|:O[6$M6_S!,"S*ΎPbx} dNͅs)5oZ*j ΢t8,uۑ[+ϥ3mϟt̋(y: 踲6# i].ȟ$(0!-ԧ% iCAAxhT "]rVzKE2vZJ=C=X jQ0{UȰt{L+ץcGUBfmYMP ڢ_J=Z>y,8*b)GmZ" u)v{aX؊&}Bivy8;}g|sJ)G8zenЭumRPx~j eSrsإk+QXĻ +do6Taܡh6e dͮx LoXWo&lRCz~C߅U[S NM+,{'-)κƕ'j7s{2Vt[FP܍RwØmBPK!p1drs/downrev.xmlDMK1E!0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!kq~drs/shapexml.xmlUn6}/ Zdmk'6"/i ayb$Q/hwm@jf8g\HvZ|ișP.kM=g֑*Ij%R~C;-6;``h~ҭPU4p4AkʑCFp2hV|!kWKaeX]|z|sAص(b+K.K]m ~ bģ1TZqVKcO)'trLo{hޓ!i*(tU1 ! yN"L+O/`0JFa1F !ˈӓ.;/*+$*+gGCՑkw]8o̵&֨YhjF)9B7-\Zcy7/:Q+z_ۆc_"ڼwB}2ː6uZ b%g6g=k-Փj+cpJaU ӪS KOdbU8v _q}WOߵ^w i6@kei\/fQkM3^~iu5uՑRdrnf؎`/ [ѤKBG.'R崡Fvu1":G(ӓʵ;26,A(JBcs #vުo*CU=>X}{+5k>P>bXl,ExXE=i X>~y7*D_M?PK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!kq~*drs/shapexml.xmlPK-!Y|\drs/downrev.xmlPK   U Example 2  c0    x#0e0e?Rectangle 3e  An employee from another department keeps calling you asking you to go out with him or her. You have said no several times and you want him or her to stop asking. What will you do? a  @` 3f3f80___PPT10." um U(   R    x $0e0e?Rectangle 2j   :Options, but not limited to& . c(     x@%0e0e?Rectangle 3Pe  Request a coworker to inform the employee to stop asking you for a date. Notify your supervisor Notify his or her supervisor Call the EEO Office a  @` 3f3f80___PPT10.EV"  m e M (     x`&0e0e?Rectangle 2"åPK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!t/Z;drs/shapexml.xmlT[o6~@HxF"1v=GeH|ɯGRq= *9:\>[ºF_r&TFm2m|uϙ*Zg~y0Sgo7[ђPڶXpx;hQ|Wj T_ZT܎n\Q+Q"l^2!пIt@`J(1|hZ} \[ \̖ARpdx4OnF0iÏb㓮N _ :,,gG\hn^JKڹR%f,s֥n MC-:>Nְ@q/:ߒQ M0'ܟagD'OKv Ш cI=`퓶zm&)0 ]v p)g{ ]'Nxu`CXE7v}]z&Qƙyш*kUA4M/ڦߛ)*θPWr!7G]h%. !+t)v}a{0aͫـlyպk\ ~BRύineSpIxP;-Q׸i$ o+dgWTe{ӄ93ص]/Ke\%g79|~}z[S]HŋVS LM+{-)L3<喬qc]l_ дt4.~cv Kwo3} PK!lLdrs/downrev.xmlDAK1!&.ZtmZVT)(]E-nfdIv 8{-F׳=h=I`HזNj`1)Ҫa1?=Rmp_'2b$t) %Щ8RZJ z^1NY 9 /hױ~~nYl%v/E=i :oWǯ`FńAB˶PK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!t/Z;*drs/shapexml.xmlPK-!lLdrs/downrev.xmlPKj   U Example 3  c0 9   x'0e0e?Rectangle 3e  m You work in an office where everyone gets along well with each other and there is lot of mild sexual joking going around. Suddenly you find that the tone and nature of the jokes have become more than you can tolerate. What will you do to address this situation?    a  @` 3f3f80___PPT10. " .&(  R   x(0e0e?Rectangle 2j   :Options, but not limited to& . c( |   x)0e0e?Rectangle 3e  LAsk for the behavior to stop Report it to your supervisor Request trainingM Ma M @` 3f3f80___PPT10.@"  c [ C (     x*0e0e      !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxy{|}~?Rectangle 2"æPK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!<drs/shapexml.xmlUn6}/ ZdMlD^$0H,)%)_=$Ӈڀ< k1gBj._79O"Y8yf rs{3\وmֶ#F ''@MOZpY@/em~™a7D;)؄dBc˽Le Ţ[ģ\x[ \L Kz)8?e|:Mg&a҆o:']4/ tm_9;ZBYϞ,)T3Njǻ {-)%ZFhHD.=8X3W*7eP ;Y |ɿ!#VXu#`N? zNП* b y@U<$w)Y%-{'mA+dZ+M rS5a&3U a99SK48uJI}S7cAoR)Z|FG#x*Ri46qC<=Nm8B|q4ŊVR3"(Jl/,Ї~ ÉW*&پ_#m8oQZבv_JAOST2mzl2:O}%7 {a:BvCUG1:mX ]ܥ4^^UrvW\B.;Lw\wa:Շ:]h5dv±qdݑ̴lkDِu"}l+󟺯7B24/ݕ6_?⇱p;a;S,PK! gPdrs/downrev.xmlDQK0Co.κlTQ* 67%ɶ_oAbؑƱIvpl "DdcRp ][  T8R#a5[)Vj̳RZ4:讣ZyެCz-}&R'cy"悞W/Q+ʧ9fyFo0D _M ?PK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!<*drs/shapexml.xmlPK-! gPdrs/downrev.xmlPKj   U Example 4  c( .   x,0e0e?Rectangle 3e  bYou notice that your supervisor or coworker stands behind you while you are working and his or her back rubs against you. He or she also asks you to wear suggestive clothing. You want this behavior to stop. What will you do?4   a  @` 3f3f80___PPT10.PeX" OG/(  R   x -0e0e?Rectangle 20   :Options, but not limited to& . c(    x@.0e0e?Rectangle 3Pe  mTell the employee/supervisor to stop the behavior Notify your second line supervisor Contact the EEO Officen na n @` 3f3f80___PPT10.":8)     (       x`/0e0e ?Rectangle 2"PK![Content_Types].xml|N0 HC+jS8 @:Q۸ ??\o<7p]V޷O(I'6E=, ){Ō4>I)q7UuDހǏ)}nL"Mᴸ&g0eSA)΄2';2 WYu7{ɯΒzŘqFrj9K*(]mOlPK!Z,[ _rels/.relslj0 ``t_Pƈ[>,dgzjǎ?I'f#®Pb-\/Ƿ0Z]nLnp__3.iJV KQBiDžrL,Vʌ/7р4`ANar+m;E/'3U Aںv83/PK!ݵdrs/downrev.xmlDQK0FCo.i"ݲQe2EX6ܔ$:}8h{vD# DC6Jؿ= QV#p\ڝh*,I(JBPp 7 %8oULow*CiS>vXU+ck^8J2R^_ X1?|;YivM57zBD/!܄/~PK-![Content_Types].xmlPK-!Z,[ _rels/.relsPK-!ݵdrs/downrev.xmlPK H$   rNo Fear Act: Notification and Federal Employee Anti-Discrimination and Retaliation Act of 2002 Training Module xs  c,c$Qc c$$c(  ( s    x00e0e ?Rectangle 3"PK![Content_Types].xml|N0 HC+jS8 @:Q۸ ??\o<7p]V޷O(I'6E=, ){Ō4>I)q7UuDހǏ)}nL"Mᴸ&g0eSA)΄2';2 WYu7{ɯΒzŘqFrj9K*(]mOlPK!Z,[ _rels/.relslj0 ``t_Pƈ[>,dgzjǎ?I'f#®Pb-\/Ƿ0Z]nLnp__3.iJV KQBiDžrL,Vʌ/7р4`ANar+m;E/'3U Aںv83/PK!drs/downrev.xmlDAO@F&͐x1BjTHL&^uwxMޗ7wGvVA:H@-m=YRpYbv'6%6dͤ EEd7O,7I;iPaKˊ(hǫׇh/s7\qJ]=H]^/U/[na:{>Zo0D 8sPK-![Content_Types].xmlPK-!Z,[ _rels/.relsPK-!drs/downrev.xmlPK@ H$  FPrepared by: Naval Office of EEO Complaints Management & Adjudication G Gc G @` 3f3f0 ( ___PPT10 .+Dp' = @B D+' = @BA?%,( < +O%,( < +Db' = @B%(%(D0' = @B%(D' =A@BBBB0B%(D' =1:Bvisible*o3>+B#style.visibility<* %(D' =+4 8?\CB#ppt_xBCB#ppt_xB*Y3>B ppt_x<* D' =+4 8?dCB0-#ppt_h/2BCB#ppt_yB*Y3>B ppt_y<* D' = @B%(D@' =A@BB BB0B%(D' =1:Bvisible*o3>+B#style.visibility<* %(D' =-o6Bdissolve*<3<* +p+0+  ++0+  +A8* $(  $+ $  x10e0e?Rectangle 2j   _Overview of No Fear Act C* > $  x30e0e?Rectangle 3Pe  rTitle: Notification and Federal Employee Anti-Discrimination and Retaliation Act of 2002 (effective 10/01/03) Three titles: Title I  General Provisions Title II  Federal Employee Discrimination and Retaliation Title III  EEO Complaint Data Disclosure *|  | @` 3f3f" NF(.(  ( (  x 0e0e?Rectangle 2j   RPolicy c0  (  x40e0e?Rectangle 3e   A Federal agency may not discriminate against an employee or applicant with respect to the terms, conditions or privileges of employment on the basis of race, color, religion, sex, national origin, age, disability, marital status or political affiliation. Discrimination on these bases is prohibited by one or more of the following statutes: 5 U.S.C. 2302(b) (1), 29 U.S.C. 206(d), 29 U.S.C. 631, 29 U.S.C. 633a, 29 U.S.C. 791 and 42 U.S.C. 2000e-16.. cc  @` 3f3f80___PPT10.2" ,h(  , ,  x50e0e?Rectangle 2j   PPurpose of Act    ,  x60e0e?Rectangle 3Pe  @The Act requires that  Federal agencies be accountable for violations of antidiscrimination and whistleblower protection laws. The Act also requires that DON inform current employees, former employees and applicants for employment, of the rights and protections available under Federal antidiscrimination, whistleblower protection and retaliation laws.2c 2+ - c @` 3f3f___PPT10i.p/+D=' = @B +"( /'0(  0+ 0  x70e0e?Rectangle 2j   _What are Your Rights? c*  0  x90e0e?Rectangle 3e  TExisting Rights Unchanged Pursuant to section 205 of the No FEAR Act, neither the Act nor any notice issued in compliance with the Act, creates, expands or reduces any rights otherwise available to any employee, former employee or applicant under the laws of the United States, including the provisions of law specified in 5 U.S.C. 2302(d).> 2; 2c";a U@` 3f3f___PPT10i.pg+D=' = @B +"2:  4v(  4> 4  x:0e0e ?Rectangle 2p  r&EEO Discrimination Complaint Process' 'c( ' 3f3f80___PPT10. : 08(  8$ 8  x`90e0e?Rectangle 2j   X EEO Statutes  c0 _ 8  x<0e0e?Rectangle 3`  Title VII of the Civil Rights Act of 1964 Prohibits discrimination based on race, color, religion, sex, and national origin. Age Discrimination in Employment Act of 1967 Prohibits discrimination of the basis of age (40 years and older). The Rehabilitation Act of 1973 Prohibits discrimination the basis of mental and physical disability. Equal Pay Act of 1963 Prohibits sex-based wage discrimination. All statutes prohibit reprisal or retaliation against individuals exercising their rights under the statutes.L*0 Z2S0 Z2-0 Z2C0 Z20 Z2G0 Z20 Z2+0 Z2n0 Z2*cSc-cCccGc c + c l g  g  @` 3f3f___PPT10i.m+D=' = @B +" VN@<6(  <5 <  x=0e0e?Rectangle 2j   iEEO Discrimination Complaints c(  <  x?0e0e?Rectangle 3Pe  qIf you believe that you have been the victim of unlawful discrimination on the basis of race, color, religion, sex, national origin or disability, you must: Contact an Equal Employment Opportunity (EEO) counselor within 45 calendar days of the alleged discriminatory action; or, In the case of a personnel action, within 45 calendar days of the effective date of the action, before you can file a formal complaint of discrimination with your agency. See, e.g., 29 CFR 1614. Every individual alleging discrimination must first go through the pre-complaint or counseling phase of the DON EEO discrimination complaint process.> 2 2cc r@` 3f3f80___PPT10.8"h  P$$@(  @ @ F?Text Box 2 uPRE-COMPLAINT PROCESS c$   @ `?AutoShape 3@  "Initial Contact With EEO Counselor# #C #  @ `?AutoShape 4`  #Alleged Discriminatory Event Occurs$ $C  $  @ f@66?AutoShape 5 @  yDoes Employee want ADR? C    @ ``?AutoShape 6  `  k Conduct ADR   C    @ `?AutoShape 7@ `   Conduct Traditional Counseling   C   @ f66?AutoShape 8p ` oCase Resolved? C    @ `?AutoShape 9    wConduct Final Interview C    @ h==?AutoShape 10p @@ oCase Resolved? C    @ b?AutoShape 11 P i Case Ends   C    @ h f?AutoShape 120  vFormal Complaint Filed C    @ h@fnn?AutoShape 13   w Formal Process Begins  C   @ b`?AutoShape 14   Case Ends <  C CC   @ H?Text Box 15p0 V 2C   @ bo?AutoShape 16  B @ Xo?Line 17   B @ Xo?Line 18B @ Xo?Line 19 @ B @ Xo?Line 20ppP @ Zo?Text Box 21` D G _Yes A   @ Zo?Text Box 22 <   ^NO A   @ Zo?Text Box 23 t _Yes A   @ Z@o?Text Box 24 @  mNO ( AC   @ Zo?Text Box 25\ mNO ( AC   @ Zo?Text Box 26  nYes ( AC   @ Zo?Text Box 27 6  nYes ( AC   @ Z o?Text Box 28Hf/ ^NO A  B @ ^jJ?Line 29 ` B @ ^jJ?Line 30@ B @ ^jJ?Line 31B  @ ^jJ?Line 32 B !@ ^jJ?Line 33 P P 0 B "@ ^jJ?Line 34` p B #@ ^jJ?Line 35 pp@ B $@ ^jJ?Line 36p`p @@@ 3f3f" pD(  D D F`?Text Box 2: FORMAL PROCESS4 c(g(   D rfppo?AutoShape 3 0 yFormal Complaint Received C   D rf==o?AutoShape 4P  zEntire Complaint Dismissed C  2 D rf==o?AutoShape 5`   "Claims of Discrimination Accepted ,# "CC #  D rBBo?AutoShape 6 0  |Agency Requests Investigator C   D rBBo?AutoShape 7` 0 0  tOnsite Investigation C  & D lo?AutoShape 8 P0  *Request Final Agency Decision w/o Hearing + +C + $  D r``f==o?AutoShape 9 p P "Complainant Receives ROI And does?# #C  # 4  D t`BBo?AutoShape 100 P0  0Report of Investigation (ROI) Received by Agency1 1C 1 :  D no?AutoShape 11 0 .Request Final Agency Decision w/EEOC Hearing ,/ .CC /   D no?AutoShape 120  {Employee May Appeal To OFO C  B  D Xo?Line 13 0 B D Xo?Line 140 B D Xo?Line 15PB D@ Xo?Line 160 p B D ^jJ?Line 17 B D ^jJ?Line 180pp B D ^jJ?Line 19 B D ^jJ?Line 200` 00B D ^jJ?Line 21p00  3f3fy___PPT10Y+D=' = @B +"  H(  H+ H  x0e0e?Rectangle 2j   _Other Circumstances c0  H  ~ 0e0e?Rectangle 3e  If you believe that you have been the victim of unlawful discrimination on the basis of age, you may either contact an EEO counselor as noted above or give notice of intent to sue to the Equal Employment Opportunity Commission (EEOC) within 180 days of the alleged discriminatory action. If you are alleging discrimination based on marital status or political affiliation, you may file a written complaint with the U.S. Office of Special Counsel (OSC). In the alternative (or in some cases, in addition), you may pursue a discrimination complaint by filing a grievance through your agency's administrative or negotiated grievance procedures, if such procedures apply and are available. ZOc gfcc,cgfcgf<c  @` 3f3f80___PPT10.p5a" 91L(  L+ L  x0e0e?Rectangle 2j   _Who Do You Contact? c*  L  x`0e0e?Rectangle 3Pe  Local EEO Office Contact information can be found on official bulletin board. Office of Special Counsel U.S. Office of Special Counsel at 1730 M Street NW., Suite 218, Washington, DC 20036-4505 or online through the OSC Web site  http://www.osc.gov  >   a>aaaeae @` 3f3f80___PPT10.4":  P(  P2 P  x0e0e ?Rectangle 2p  fWhistleblower Protection Act c6  P XA?1?Picture 4M  3f3f80___PPT10.wE T(  T5 T  x`0e0e?Rectangle 2`P^   iWhistleblower Protection Laws c* ) T  x0e0e?Rectangle 3    ]wA Federal employee with authority to take, direct others to take, recommend or approve any personnel action must not use that authority to take or fail to take, or threaten to take or fail to take, a personnel action against an employee or applicant because of disclosure of information by that individual that is reasonably believed to evidence: violations of law, rule or regulation; gross mismanagement; gross waste of funds; an abuse of authority; or a substantial and specific danger to public health or safety, Unless disclosure of such information is specifically prohibited by law and such information is specifically required by Executive order to be kept secret in the interest of national defense or the conduct of foreign affairs. Retaliation against an employee or applicant for making a protected disclosure is prohibited by 5 U.S.C. 2302(b)(8). If you believe that you have been the victim of whistleblower retaliation, you may file a written complaint (Form OSC-11) with the U.S. Office of Special Counsel at 1730 M Street NW., Suite 218, Washington, DC 20036-4505 or online through the OSC Web site: http://www.osc.gov.[0 P-0 P-0 P-m0 P-[cccY c  g  x@` 3f3f___PPT10i. +D=' = @B +" X(  XG X  x0e0e?Rectangle 2j   {/Examples of Protected Whistleblower Disclosures0 0c  0: X  x0e0e?Rectangle 3Pe  n&Violation of Law, Rule or Regulation Substantial and specific danger to public health or safety Gross Waste of Funds More than a debatable expenditure. Gross Mismanagement An action that creates a risk of significant adverse impact on the accomplishment of an Agency s mission. Abuse of Authority An arbitrary or capricious exercise of power that injures another, or benefits the abuser or others.x Z$ Z Zk Z Ze Z$cc:cc$ccckcce c  @` 3f3f___PPT10i. p'+D=' = @B +"   \(  \1 \  x`0e0e?Rectangle 2j   eWhistleblower Disclosures c(  \  x@0e0e?Rectangle 3e  No Requirement that employee go through Chain of Command. Whistleblower s personal motivation does not affect reasonableness of a disclosure. Employee or applicant is protected if employer mistakenly believes he or she is a whistleblower. Disclosure is not protected (unless made to the Special Counsel or Inspector General), where the disclosure is: Prohibited by law, or Required by Executive Order to be secret for National Security or Foreign Affairs reasons._ Zq Zc<c#c7ccJcc_cpcc @` 3f3f___PPT10i. _+D=' = @B +" `t(  `L `  x`0e0e?Rectangle 2j   :Office of Special Counsel Role in Whistleblower Protection; ;A ; `  x0e0e?Rectangle 3 P  The Office of Special Counsel (OSC) provides a secure channel through which current and former federal employees and applicants may make confidential disclosures. OSC evaluates the disclosures to determine whether there is a substantial likelihood that one of the conditions listed above has been disclosed. If such a determination is made, OSC has the authority to require the head of the agency to investigate the matter. To make a disclosure contact: U.S. Office of Special Counsel 1730 M Street, N.W., Suite 218 Washington, DC 20036-4505 Phone: (202) 254-3640 Toll Free: 1-800-572-2249 Hearing and Speech Disabled: Federal Relay Service 1-800-877-8339* Z Z  @` 3f3f___PPT10i.+D=' = @B +" d(  d$ d  x0e0e?Rectangle 2j   XResponsibilities C. U d  x0e0e?Rectangle 3Pe  Agency Heads, and officials with delegated personnel management authority are responsible for: Preventing prohibited personnel practices. Complying with and enforcing civil service laws, rules and regulations Ensuring that employees are informed of their rights and remedies.0_ - -_ @` 3f3f___PPT10i.  +D=' = @B +" h(  h0 h  x0e0e?Rectangle 2j   dMerit Systems Principles c( . h  x0e0e?Rectangle 3Pe  bRecruit, select, and advance on the basis of merit after fair and open competition Treat employees and applicants fairly and equitably Provide equal pay for equal work; reward excellent performance Maintain high standards of integrity, conduct and concern for the public interest. Use human resources effectively and efficiently Retain or separate employees on the basis of their performance. Provide employees with effective training and education Protect employees from reprisal for lawful disclosures. 0 Z2c  @` 3f3f___PPT10i. 09+D=' = @B +" l(  l9 l  x 0e0e?Rectangle 2j   m!12 Prohibited Personnel Practices" "c( "b l  x0e0e?Rectangle 3P  Generally stated, 2302(b) provides that a federal employee authorized to take, direct others to take, recommend or approve any personnel action may not: Discriminate against an employee or applicant based on race, color, religion, sex, national origin, age, handicapping condition, marital status, or political affiliation; Solicit or consider employment recommendations based on factors other than personal knowledge or records of job-related abilities or characteristics; Coerce the political activity of any person; Deceive or willfully obstruct anyone from competing for employment; Influence anyone to withdraw from competition for any position so as to improve or injure the employment prospects of any other person; Give an unauthorized preference or advantage to anyone so as to improve or injure the employment prospects of any particular employee or applicant; Engage in nepotism (i.e., hire, promote, or advocate the hiring or promotion of relatives);0 P2*0 P2cccccDc @` 3f3f___PPT10i. [+D=' = @B +"l  s k pS (  p9 p  x0e0e?Rectangle 2   m!12 Prohibited Personnel Practices" "c( " p  x0e0e?Rectangle 3  `Continued: Engage in reprisal for whistleblowing Take, fail to take, or threaten to take or fail to take a personnel action against an employee or applicant for exercising an appeal, complaint, or grievance right; testifying for or assisting another in exercising such a right; cooperating with or disclosing information to the Special Counsel or to an Inspector General; or refusing to obey an order that would require the individual to violate a law; Discriminate based on personal conduct which is not adverse to the on-the-job performance of an employee, applicant, or others; or Take or fail to take, recommend, or approve a personnel action if taking or failing to take such an action would violate a veterans preference requirement; and Take or fail to take a personnel action, if taking or failing to take action would violate any law, rule or regulation implementing or directly concerning merit system principles at 5 U.S.C. 2301.h  Z Z ccgc @` 3f3f___PPT10i.:+D=' = @B +": 0t(  t: t  x0e0e ?Rectangle 2p  nFreedom from Reprisal * c06  t XA ?1?Picture 30 3f3fy___PPT10Y+D=' = @B + @x(  xF x  x0e0e?Rectangle 2j   z.Retaliation for Engaging in Protected Activity/ /c$ /X x  x@r0e0e?Rectangle 3e   A Federal agency may not retaliate against an employee or applicant because that individual exercises his or her rights under any of the Federal antidiscrimination or whistleblower protections laws listed above. If you believe that you are the victim of retaliation for engaging in protected activity, you must follow, as appropriate, the procedures described in the Antidiscrimination Laws and Whistleblower Protection Laws sections or, if applicable, the administrative or negotiated grievance procedures in order to pursue any legal remedy."!0 Z2!c ! @` 3f3f___PPT10i.sE+D=' = @B +" P|(  |. |  x0e0e?Rectangle 2j   bApplicable Regulations c, N |  x 0e0e?Rectangle 3Pe  29 C.F.R. 1614.101(b) states:  No person shall be subjected to retaliation for opposing any practice made unlawful by Title VII of the Civil Rights Act, the Age Discrimination in Employment Act (ADEA), the Equal Pay Act (EPA),or the Rehabilitation Act (Rehab Act), or for participating in any stage of the administrative or judicial proceedings under those statutes. N 2V 2 2cYc v @` 3f3fy___PPT10Y+D=' = @B +"I  P H `0 (  2   x@0e0e?Rectangle 2j   fElements of Reprisal Claim c,    x` 0e0e?Rectangle 3e  \First Element: Individual expressed opposition to discriminatory practice; or, Individual participated in the discrimination complaint process Second Element: Agency (Management) aware of protected activity. The individual who the complainant alleges retaliated against them must have knowledge of their protected activity. Third Element: Agency must have taken an adverse action after the complainant engaged in the protected activity Examples of Adverse Action: Denial of promotion, award, position; disciplinary action; negative evaluation or, harassment. Fourth Element: Complainant must demonstrate a  Causal Connection between the adverse action and the protected activity. P P P P P P P Pk P cccccc ccc c  c ic @` 3f3f___PPT10i.+D=' = @B +"{    pr (  b   x 0e0e?Rectangle 2j   :Protected Activity: Opposition to Discriminatory Practice.; c"&c" ;   x@ 0e0e?Rectangle 3e  Opposition to a discriminatory practice . The anti-retaliation provisions make it unlawful to discriminate against an individual because s/he has opposed any practice made unlawful by Title VII, the ADEA, the EPA, or the Rehab Act. A complaint amounts to protected opposition only if the individual explicitly or implicitly communicates a belief that the practice constitutes unlawful employment discrimination. The opposition clause does not require the person be correct in their belief that the agency s employment practice they opposed actually violated Title VII, the ADEA, the EPA, and/or the Rehab Act. The opposition clause protects the individual provided that they had a good faith and reasonable belief that a violation of the EEO statutes had or was occurring. + Z Z'cccgfhc gf=c# @` 3f3fy___PPT10Y+D=' = @B +" (  \   x 0e0e?Rectangle 2j   4Protected Activity: Participation in the EEO Process.5 c #c  5`   x 0e0e?Rectangle 3Pe  Participating in the EEO process. Title VII, the ADEA, the EPA, and the Rehab Act make it unlawful to discriminate against any individual because s/he has filed a complaint, testified, assisted, or participated in any manner in an investigation, proceeding, hearing, or litigation under any of the anti-discrimination statutes. While the opposition clause applies only to those who protest practices that they reasonably and in good faith believe are unlawful, the participation clause applies to all individuals who participate in the EEO complaints process. An agency can be found liable for retaliating against an individual for filing an EEO complaint regardless of the merits or reasonableness of the original complaint. p$ P P0 P2 P ccc @` 3f3fy___PPT10Y+D=' = @B +"] d\D(  ,   x0e0e?Rectangle 2j   `Disciplinary Actions c(    x`0e0e?Rectangle 3e  Under the existing laws, each agency retains the right, where appropriate, to discipline a Federal employee who has engaged in discriminatory or retaliatory conduct, up to and including removal. If OSC has initiated an investigation under 5 U.S.C. 1214, however, according to 5 U.S.C. 1214(f), agencies must seek approval from the Special Counsel to discipline employees for, among other activities, engaging in prohibited retaliation. Nothing in the No FEAR Act alters existing laws or permits an agency to take unfounded disciplinary action against a Federal employee or to violate the procedural rights of a Federal employee who has been accused of discrimination."0 P2c  @` 3f3f___PPT10i.::F+D=' = @B +" (  .   x0e0e?Rectangle 2j   bAdditional Information c. M   x0e0e?Rectangle 3Pe  [For further information regarding the No FEAR Act regulations refer to: 5 CFR 724 Servicing EEO Office Website: https://www.donhr.navy.mil/NoFearAct.asp. Additional information regarding Federal antidiscrimination, whistleblower protection and retaliation laws can be found at: EEOC Website: http://www.eeoc.gov OSC Website: http://www.osc.govH ZT Z| ZD ZHc)c(gc|ccgcg \@` 3f3f___PPT10i.0zG+D=' = @B +" (  :   x0e0e?Rectangle 2j   nEEO POINTS OF CONTACT * c"" g   x0e0e?Rectangle 3Pe  qREGIONAL EEO PROGRAM OFFICE DEPUTY EEO OFFICER (760) 725-4301 (DSN: 365) COMMAND EEO OFFICES Marine Forces Pacific (808) 257-2120 (DSN: 94-315-457) MCB Hawaii (808) 257-2120 (DSN: 94-315-457) Marine Corps Installations-West (858) 577-1120 (DSN: 267) MCAGCC Twentynine Palms (760) 830-7370 (DSN: 230) MCB Camp Pendleton (760) 725-3845 (DSN: 365)  Z/ Z Z Z Zcc/ccccccc r@` 3f3f80___PPT10.p" rjR(  8   x0e0e?Rectangle 2j   lEEO POINTS OF CONTACT ( c     x 0e0e?Rectangle 3P0  MCAS Camp Pendleton (858) 577-1120 (DSN: 267) MCAS Miramar (858) 577-1120 (DSN: 267) MCAS Yuma 760) 725-4301 (DSN: 365) MCLB Barstow (760) 577-6599/6022 (DSN: 282) MWTC Bridgeport (760) 830-7370 (DSN: 230) MCRD San Diego (760) 725-9810 (DSN: 365) MCTSSA (760) 725-3845 (DSN: 365) Naval Hospital Twentynine Palms (760) 830-7370 (DSN: 230) BMC, China Lake (760) 830-7370 (DSN: 230)  Pc  @` 3f3f80___PPT10.*" a d \ D (  ?    x0e0e?Rectangle 2"PK!Zf[Content_Types].xmlMO &2WR=cJ`F0iK`#̼vLw 9uSq:w`G ^i ½KI)c/ $oVjTMRc|}042ҥCƔM̏P~*ka/8^DkHbL8e i"K\XN\6rco4y@_;oPK!1_a _rels/.relsj0 ѽqCNo^K [ILcX&m߾0XFo;>0xM e`|X}đ I`߽N4aG2$RKIZ)4(M9`ctB{m:f@`3n|O,ܗr޾jxR0T ,0@}WBLǬ5vPK!BFdrs/shapexml.xmlUMo"9u@+0J0cTvCnvȯgCVdvի}9Ԋu~ϙLň3I~]XM95Ϧw5ylXVAӫ|~,l~aYUhx5pߥ@Q xSL6 s#vCC??ae%|併e+p~{X Ke>3Lx=ZPwO(3e?#GD@L<GkFW#"BL8b XÃ)8/22<d+g/@% ?,/C q3`co3bH :9gIy`-LݐU#bίmX7PdV[jdTsݸM4G+DA&%15oư< aA/6hv-g,ה^;>KFh B&WMV 8H@x@)5doK?zmΔ]"yz=y<*mraćަ,-`vUmUTDpyb:kV; mVQl'- #f^qVUna)j?S;aR*NQU#oa>Kq?hɲĴ'Ĵ^նxaj :BQ:Uh6Me&?_Wck}pu6Xwq֖$ɺcO-MMbHu0.Kl:>&[ҙۅ2~CiS!) 3_iqXQBa`}]3PK!Atdrs/downrev.xmlDQK0FCo.l2"L։ 67%ɶ_oA/r>|9فHLCj6Ix=^BT%0rq~6WvG⡎K 8G̍H[;:&x&PZՈ=6_Jd{תUIFZˋqyUWSK~{eU!Sn?PK-!Zf[Content_Types].xmlPK-!1_a /_rels/.relsPK-!BF*drs/shapexml.xmlPK-!Atdrs/downrev.xmlPKb   z.POSH and No Fear Act 2002 Training Certificate/ /C$ /  zA ??BD21318_Picture 3BD21318_@&  L1?Text Box 4 This Certifies that Name Unit/Base: _________________ Completed the POSH and No Fear Act Training and Quiz on Date: __________ Please send this certificate to your EEO Office.( 2c c!cc c5ccc1c   3f3f"C KC+(    r1?Rectangle 1031`   j*C      r0e0e?Rectangle 2!      ~0e0e?Rectangle 3 A   N    ̙3380___PPT10. *"C KC+(    r1?Rectangle 1031`   j*C      r0e0e?Rectangle 2!      ~0e0e?Rectangle 3 A   N    ̙3380___PPT10.#C KC+(    r 1?Rectangle 1031`   j*C      r0e0e?Rectangle 2!      ~@ 0e0e?Rectangle 3 A   N    ̙3380___PPT10.!C KC+(    r 1?Rectangle 1031`   j*C      r0e0e?Rectangle 2!      ~@0e0e?Rectangle 3 A   N    ̙3380___PPT10.1C KC`+(    r1?Rectangle 1031`   j*C      r0e0e?Rectangle 2!      ~0e0e?Rectangle 3 A   N    ̙3380___PPT10.3C KC+(    r@1?Rectangle 1031`   j*C      r0e0e?Rectangle 2!      ~0e0e?Rectangle 3 A   N    ̙3380___PPT10.5C KC+(    r@1?Rectangle 1031`   j*C      r0e0e?Rectangle 2!      ~0e0e?Rectangle 3 A   N    ̙3380___PPT10.$C KC@+(    r@1?Rectangle 1031`   j*C      r0e0e?Rectangle 2!      ~0e0e?Rectangle 3 A   N    ̙3380___PPT10.C KC`+(    r@1?Rectangle 1031`   j*C      r0e0e?Rectangle 2!      ~0e0e?Rectangle 3 A   N    ̙3380___PPT10.KC KC`+(    r1?Rectangle 1031`   j*C      r0e0e?Rectangle 2      ~`(e(e?Rectangle 3 @   N    ̙33^x\ p>gwGKB#BAHGD@bQqTQ @HSGB;02TV#V(;:3SiiiKa[~nBuϛ{{?m/o vS&A8Թiva4 l !/6 0Lf~L(j=i?0,p? 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Example 2Options, but not limited to. Example 3Options, but not limited to. Example 4Options, but not limited to.sNo Fear Act: Notification and Federal Employee Anti-Discrimination and Retaliation Act of 2002 Training Module Overview of No Fear ActPolicyPurpose of ActWhat are Your Rights?'EEO Discrimination Complaint Process EEO StatutesEEO Discrimination Complaints Slide 78 Slide 79Other CircumstancesWho Do You Contact?Whistleblower Protection ActWhistleblower Protection Laws0Examples of Protected Whistleblower DisclosuresWhistleblower Disclosures;Office of Special Counsel Role in Whistleblower ProtectionResponsibilitiesMerit Systems Principles"12 Prohibited Personnel Practices"12 Prohibited Personnel PracticesFreedom from Reprisal /Retaliation for Engaging in Protected ActivityApplicable RegulationsElements of Reprisal Claim;Protected Activity: Opposition to Discriminatory Practice5Protected Activity: Participation in the EEO ProcessDisciplinary ActionsAdditional InformationEEO POINTS OF CONTACT EEO POINTS OF CONTACT /POSH and No Fear Act 2002 Training Certificate  Fonts UsedThemeEmbedded OLE Servers Slide TitleseHS՜.+,D՜.+,H    On-screen Show (4:3)USMCue  oVerdanaArial WingdingsTimes New Roman Arial BlackSymbolSimSunProfile 1_ProfileMicrosoft Word PictureSlide 1WELCOMEContinued.AgendaWhy are we here?What is SECNAV Inst.5300-26D? <SECNAV INST 5300.26D- DONs Prevention of sexual Harassment THE LAW 'Rehabilitation Act of 1973 and the ADA-Age Discrimination in Employment Act of 1967!Unlawful Basis of DiscriminationSEXUAL HARASSMENTACCOUNTABILITYSEXUAL HARASSMENTMUST MEET THREE CRITERIA Prevention of Sexual HarassmentReprisal Action - UnlawfulSexual HarassmentETypes of Sexual Harassment Quid Pro Quo and Hostile Work Environment%Hostile Work Environment Harassment Behavioral ZonesBEHAVIORAL ZONES5GREEN ZONE BEHAVIOR Acceptable not Sexual Harassment!YELLOW ZONE BEHAVIOR Use CautionARED ZONE STOP Dont do it. Always Considered Sexual Harassment,Determining Liability for Sexual HarassmentConfidentiality LiabilityReporting Sexual Harassment#REPORTING - THE EMPLOYEES OPTIONSG Management Inquiry/Agency Investigation (This is not an option) Option 1 Option 1 - EEO PROCESS3PROCESSING INDIVIDUAL EEO/DISCRIMINATION COMPLAINTInformal Stage Formal StageFinal Agency Decision (FAD) Option 2FOption 2 Department Of The Navys Informal Resolution System (IRS) Option 3.Option - 3 Alternate Dispute Resolution (ADR)MEDIATION/CONCILLIATIONYour Actions.YIf An Employee Notifies You Of An Allegation Of Discrimination (Including SH*), You MustWHERE CAN YOU GET ADVICE?&How Can You Prevent Sexual HarassmentJFinally If you are a Supervisor Acting on Reports of Sexual Harassment Are you ready to take the QUIZ?Correct Answer Are you ready to take the QUIZ?Correct Answer Are you ready to take the QUIZ?Correct Answer Are you ready to take the QUIZ?Correct Answer Are you ready to take the QUIZ?Correct Answer Are you ready to take the QUIZ?Correct Answer Are you ready to take the QUIZ?Correct Answer Example 1Options, but not limited to. Example 2Options, but not limited to. Example 3Options, but not limited to. 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