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Show COMMENTARY TIMES November 22, 2007 W Zero tolerance policy on harassment, discrimination COMMEIfTARY BY ALMA C, BlRKEL Equal Employment Opportunity TIMES H WookJv Since Hilltop Times Editorial Staff: Lee Carter... Standard-Examiner publisher AndyHowell Standard-Examiner managing editor Tom Busselberg Hilltop Timesz editor Mitch Shaw Military affairs reporter Deadline*; Editorial and news items ore' * due by noon on the Friday prior to the ^ Thursday print date. To submit news items e-mail hilhoptimesOsUndard.net or call 629-5250. For advertising, call 625-4300. The Hilltop Times is published by Ogden Publishing Corp. in cooperation witH Hill Air Force Base. Ogden Publishing is a private company in no way connected with the U.S. Air Force arid is solely responsible for the content and advertising. Contents of the Hill Top Times are not necessarily the official views of, or endorsed by, the U.S. Government the Department of Defense or the Air Force. The appearance of advertisements in this publication, including inserts or supplements, does not constitute endorsement by the Air Force. Everything advertised in this publication shall be made available for purchase, use or patronage without regard to race, color, religion, sex, national origin, age, marital status, physical handicap, political affiliation or any other nonmerit factor of the purchaser, user or patron. Editorial content is edited, prepared and provided by the Standard-Examiner's ^)flV!5-C0untf^>1>fisef 67 S1. Main St., Suite 104, Layton, Man, 84041. Additional editorial content is provided by various military and civilian wire services and Hill Air Force Base public affairs departments. Call 629-5220 with story ideas or comments, or send e-mail to Editor Tom Busselberg at tbusselberg® standard.net Call 625-4300 for advertising needs. EX AIR FORCE BASE — Successful accomplishment of our Air Force mission depends on our most precious resource and valued commodity, our work force. If s imperative we remove any barriers or obstacles that may impede their performance in accomplishing the mission. Diversity must also be valued and we must respect our different backgrounds, cultures, gender and beliefs. When the level of respect declines and inappropriate behavior enters, this is a concern for the well-being of our workforce. Inappropriate sexual conduct is against the law and Air Force policy. Inappropriate behavior of a sexual nature not only offends, it diminishes human dignity. The Air Force policy is: "Any conduct that involves unwanted sexual advances, requests for sexual favors, sexual jokes or any other verbal or physical conduct of a sexual nature that creates an intimidating, hostile or offensive environment for any Air Force employee will not be tolerated." It is imperative that everyone understands and abides by this zero tolerance policy at all times. Tide VII of the Civil Rights Act of 1964, as amended, prohibits unlawful employment practices. Despite the commander's involvement and equal opportunity education programs, people will occasionally behave inappropriately in the work place. It takes a strong continuing commitment by everyone to minimize these behaviors and their effects on our mission. It's important to strive for a more productive work atmosphere by getting to know the people you work with and respecting their individuality as they should yours. Treating everyone with respect and dignity is an absolutely essential ingredient in preventing sexual harassment in the workplace. Unfortunately the definition of sexual harassment and what types of actions rise to the level of sexual harassment can be confusing. Determining what constitutes sexual ha- rassment depends upon the specific facts and the context in which the conduct occurs. Sexual harassment may take many forms either subtle and indirect, or blatant and overt. It may be inappropriate sexual conduct toward an individual of the Blrkel opposite sex or the same sex. It may occur between peers or between an individual and a management official. It may be aimed at coercing an individual to participate in an unwanted sexual relationship or it may have the effect of causing an individual to change behavior or work performance due to a hostile working environment. The definition: Unwelcome sexual advances, requests for sexual favors and other visual, verbal or physical conduct of a sexual nature constitutes sexual harassment when it implicitly or explicitly suggests that submission to or rejection of the conduct will be a factor in employment decisions or evaluations and the conduct has the purpose or effect of unreasonably interfering with individual work performance and creates an intimidating or hostile working environment. An easy way to prevent and avoid being involved in a sexual harassment allegation or complaint is to simply not engage in sexual conversations, sexual banter, inappropriate sexual e-mails, scantily clad or provocative sexual pictures or any type of inappropriate conduct of a sexual nature. Please, employees — and this includes supervisors — now that you have the definition of sexual harassment, look hard at your own situation and evaluate your actions in the workplace. If you feel you are crossing the fine line into sexual harassment territory it would be wise to stop those actions or words immediately. The EO office must rely on managers to assist in the prevention of sexual harassment. Management has an obligation to ensure the Air Force policies are carried out and are accountable for the working environment in which our employees work. You need to ensure your employees are protected from discrimination or harassment because of race, color, sex, religion, national origin, disability, age or reprisal. Supervisor's actions and or words are scrutinized by others on a daily basis. Therefore, without fail you must set the example and be a positive influence. If an employee reports allegations of sexual harassment they should expect the following: the allegations are taken seriously; they are entitled to non-attribution from management and employees; a prompt inquiry/investigation into the facts of the situation; and employees found to have committed sexual harassment should be held accountable. The standard for supervisors requires that every aspect of your relationship with your subordinates be professional and beyond reproach. As leaders, you must be constantly vigilant in preventing situations or behaviors that present even the appearance or perception of impropriety. Sexual harassment can have serious consequences on unit teamwork, which is the main ingredient we need to succeed as an Air Force. The good news is it's within the control of each of us to put a stop to inappropriate sexual behavior and discrimination. If you believe sexual harassment is alive and well within your work environment, in whatever form, I encourage you to report the condition to your supervisor or through your chain-of-command. If you don't feel comfortable bringing it to the attention of your management, please feel free to contact the EO office at 777-5455 or 7774856 for civilian assistance and Military Equal Opportunity for military assistance, 777-3516. Managers may contact the EO offices; your employee relations specialist for your organization and/or the judge advocates office for advice on how to handle sexual harassment complaints. Management, please ensure the subject of sexual harassment is discussed at all levels during upcoming staff meetings within your respective organizations. 777-7000 action.line.pa@hill.af.mil . Scott 7 Chambers, 75th Air» Base Wing commander, receives an orientation at one of the 309th Maintenance Wing buildings of a new restaurant that will be opening Nov. 21. When you call or send an email, yourcemments will be recorded and staffed through the agency responsible for action. Please give your supervisor and chain of command the opportunity to work with you in answering questions and solving problems before calling the Action Line. This will help me better serve your interests. Items of basewide interest will be published in the Hilltop CAPT. GENIEVE DAVID U.S. Air Force Times. Military Pay : 777-1851 Phone numbers — The Security Forces .". .777-5550 24-hr. Crisis Information...777-3056 Civilian Pay 777-6246 base agencies listed can Services 777-4134 Air Force Suggestion 777-6901 be contacted directly if Base Restaurants 777-2043 Program you have a complaint or a Retirement/Compensation... 777-6142 IC Complaints 777-5305 (civilian) (for appointment) problem with their services: Social Actions 777-3516 Employer Relations 777-7129 IC Complaints .-. 777-5361 (after hours) Fraud, Waste or Abuse 777-5361 (recording) 75th Medical Group 777-4918 Civil Engineering 777-1856 Hill Pride Hotline 777-7433 Public Affairs 777-5201 Public Affairs Information ..777-96% Control Line Military Housing 777-2963 Maintenance Safety Office 777-3333 Union 777-3257 AFOSI Narcotics Hotline.... 777-1852 Family Assistance Center...777-3090 (when activated) .-. ^ What's your favorite outdoor winter activity and how come? Flexibility is probably the most neglected aspect of most fitness programs. Flexibility training is increasingly being recognized as a crucial component for complementing muscular strength, aerobic endurance, building efficiency, coordination and preventing injuries. THINK SAFETY Hill's Total 2007 DUIs: 19 Hill's Last DUI: Unit Involved: Airman Agiinst Drinking and Driving provide rldo* whan designated drivers are unavailable. Call 777-1J1} any time to request a ride. Margaret Hess 508th Aerospace Wing "I like to make snow angels with my grandkids during the wintertime." Wayne Welninski Ogden Air Logistics Center "I chase "my kids in the snow just to have a good time." Airman 1st Class Colt Inman 75th Air Base Wing . Mai Blngham 309th Maintenance Wing "Playing soccer is a great winter "My favorite winter activity activity because it doesn't matter would be ice fishing because it's if rf s hot or cold or if if s sunny or fun going out on the ice and it snowy; there's always a place to proves a little more challenging. play." It also requires a bit of patience." |