ALL FOR ONE ONE FOR ALL

1. Irene Wetzel

2. ALL FOR ONE ONE FOR ALL Irene Wetzel

3. TEAMWORKMakes Missions Happen Irene Wetzel

4. Creating Success Human Relationships - Diversity • Create a positive environment • Value all members • Promote individual success It has a rippling effect! Irene Wetzel

5. BLOCKS to SUCCESS • Discrimination • Harassment Affirmative Action Law Directive for the Commandant: All USCG Auxiliary Flotillas will provide annually, Sexual Harassment Prevention Training Irene Wetzel

6. Requirements:Sexual Harassment Prevention Human Relationship The Complaint Process Irene Wetzel

7. Policy • All Auxiliarists will receive training in the areas of identification, prevention, resolution, and elimination of sexual harassment. Irene Wetzel

8. What do you consider Sexual Harassment? Irene Wetzel

9. What is Sexual Harassment? Identification • Sexual Harassment is defined as unwelcome sexual advances, • request for sexual favors, • and other verbal or physical conduct of a sexual nature. Irene Wetzel

10. What is Sexual Harassment? Identification • When this conduct explicitly or implicitly affects an individual’s position within the Auxiliary. Irene Wetzel

11. What is Sexual Harassment? Identification • Sexual Harassment is further defined as conduct that causes unreasonable interference with an individual’s work performance, Irene Wetzel

12. What is Sexual Harassment? Identification • Sexual Harassment is further defined as conduct that causes unreasonable interference with an individual’s work performance, • or creates an intimidating, hostile, or offensive work environment. Irene Wetzel

13. What is Sexual Harassment? Identification • This also encompasses unwelcome display or communicating of sexually offensive materials. Irene Wetzel

14. What is Sexual Harassment? Identification • Harassment based on perceived or stated sexual orientation is considered sexual harassment. Irene Wetzel

15. Prevention The key to preventing sexual harassment is personal leadership and commitment. Fair Treatment Irene Wetzel

16. Prevention The key to preventing sexual harassment is personal leadership and commitment. All persons are entitled to be treated fairly, and with dignity and respect. Fair Treatment Irene Wetzel

17. Prevention All must be allowed to work and to enjoy an environment free of unlawful discrimination. The Auxiliary leadership must commit themselves to promoting equitable treatment. Fair Treatment Irene Wetzel

18. Policy Resolution • The Coast Guard will not tolerate acts of reprisal, intimidation, or further acts of harassment. Irene Wetzel

19. Policy Resolution • All reported incidents of sexual harassment should be resolved at the lowest possible level. • All incidents should be resolved promptlyand with sensitivity. • Confidentiality will be maintained to the greatest extent possible. Irene Wetzel

20. Policy Resolution • All reported incidents of sexual harassment should be resolved at? ______________________. Irene Wetzel

21. Policy Resolution • All reported incidents of sexual harassment should be resolved at the lowest possible level. Irene Wetzel

22. Policy Resolution • All incidents should be resolved: When? ___________, and with? ____________. Irene Wetzel

23. Policy Resolution • All incidents should be resolved promptlyand with sensitivity. Irene Wetzel

24. Policy Resolution • What? ____________will be maintained to the greatest extent possible? Irene Wetzel

25. Policy Resolution • Confidentiality will be maintained to the greatest extent possible? Irene Wetzel

26. Policy Resolution • Elected Officials are the POC for anyone wanting to file a complaint. • Equal Opportunity Counseling support will be made available. Irene Wetzel

27. Policy Resolution • Your elected officials are responsible for this counseling or you can to refer to the Coast Guard Auxiliary Civil Rights Coordinator (CRC). Irene Wetzel

28. Procedures Resolution & Elimination • Here is the process through which a person would file a report of allegations of sexual harassment. Irene Wetzel

29. EEO Complaint Process Resolution & Elimination • The first thing you are to do is attempt to resolve the issue yourself by speaking with the person you believe has harassed you. Irene Wetzel

30. EEO Complaint Process Resolution & Elimination • If you are not comfortable or do not feel safe confronting this person. • Then you will need to write down what transpired in a letter. Irene Wetzel

31. EEO Complaint Process Resolution & Elimination • This letter is a part of their Civil Rights process. Irene Wetzel

32. EEO Complaint Process Resolution & Elimination • What goes in the letter? • All the information that goes into the letter is in Chapter 7 of the Coast Guard Auxiliary manual. • Please refer to this manual in order to insure that your letter is complete. Irene Wetzel

33. EEO Complaint Process Resolution & Elimination • Turn this letter over to the elected official or to the CRC. Irene Wetzel

34. EEO Complaint Process Resolution & Elimination • The elected official has two-weeks to resolve this issue or it must be turned over the to CRC. It does not go up the chain of leadership! Irene Wetzel

35. EEO Complaint Process Resolution & Elimination • The CRC is the key in all discrimination complaint procedures. If you have any questions contact the CRC. Irene Wetzel

36. Coast Guards Core Values We should always remember to follow the Coast Guard’s Core Values of: • Honor • Respect • and Devotion to Duty Irene Wetzel