SHARP FOUNDATION COURSE TEST 1 EXAM QUESTIONS WITH 100% CORRECT ANSWERS

Victims Rights Created 1. Right to the reasonably protected from the accused. 2. Right to reasonable, accurate, and timely notice. 3. Right not to be excluded from any public proceedings. 4. Right to be reasonably heard. 5. Reasonable right to confer with governments attorney. 6. Right to full and timely restitution as provided in law. ---in military this is the special victims prosecution 7. Right to proceedings free from unreasonable delay. 8. Right to be treated with fairness and with respect for victims dignity and privacy. 1970s Victims Rights Programs Created -Aid for victims of crimes -Bay area women against rape -Rape crisis center Policies and Directives SHARP uses AR 600-20 - Command Policy DoDD 6495.01 SAPR AR 27-10 - Military Justice Policies used by sister programs EEO - DoDD 1440.1 EEO - AR 690-600 Army Vision For SHARP Eliminate sexual harassment and sexual assault What is the of the I. A.M. STRONG campaign? It is the Army's campaign to combat sexual assaults by engaging all Soldiers in preventing sexual assaults before they occur Phases of the SHARP Campaign P1: Committed Army Leadership P2: Army wide Conviction P3: Achieve Cultural Change P4: Sustainment, Refinement, and Sharing Program Responsabilities Standardize sexual assault response to victims and professionalize military victim advocacy. Prevent Steps of Sexual harassment 1. Know and follow rules 2. Reduce threats 3. Promote awareness 4. Influence behavior Non-Verbal Communication Skills It's a means of exchanging information between people through gestures, facial expressions, posture, silence, and vocal sounds other than words. behaviors include: general appearance, posture, body movement and distance, eye contact, gestures (arms and hands), and facial expressions Professional Boundaries Maintain appropriate boundaries of communication and consistently behaving within the limits of the SARC/VA/Victim relationship. - - Provide professional information only - Separate appropriate vs. inappropriate behavior - ease into the boundaries - guide the victim - do not let the victim get too connected SHARP Conflict of interest A situation in which a person or organization has competing interests or loyalties, which could prevent you from providing appropriate and sufficient support to personnel. Sexual Harassment Conduct that: a) involves unwelcome sexual advances, requests for sexual favors, and deliberate or repeated offensive comments or gestures of a sexual nature b) is so severe or pervasive that a reasonable person would perceive, and the victim does perceive, the environment as hostile or offensive. Categories of sexual harassment Verbal: telling jokes, derogatory terms, ect. Non-Verbal: sexting, staring, sexual screen savers, ect Physical Contact: touching, cornering, kissing ----- physical contact is assault if in a 'hot zone' Types of Sexual Harassment quid pro quo and hostile work environment reasonable person standard The standard of behavior expected of a hypothetical "reasonable person." The standard against which negligence is measured and that must be observed to avoid liability for negligence. impact vs. intent appropriate behavior is determined by the person who perceives the behavior as such rather than by the alleged harasser. Impact is reviewed and evaluated from the complaintant's perspective. Judged with the 'reasonable person standard' Sexual Harassment Checklist - Is the behavior sexual in nature? - Is the behavior unwelcomed? - Would a reasonable person find the behavior inappropriate? - Does one or more of the following exist? -- Power, control and influence -- Hostile or offensive environment Misperceptions of Social Norms gap between what people THINK others believe and do (perceived norm) and what others ACTUALLY believe and do (actual norm) Behavior-centered Feedback Specific, non-evaluative, private, empathetic Use "I" statements: - I feel - When - Because Victim Coping Methods - Denial - Rationalization - Avoidance - Adaptation Active Listening Empathic listening in which the listener echoes, restates, and clarifies. A feature of Rogers' client-centered therapy. Guarantee confidentiality in sexual harassment Chaplain or a lawyer Communication Style Approach Methods Aggressive Harasser: 1)email/text 2)face to face Passive-aggressive harasser: 1)face to face 2)email/text Passive harasser: 1)face to face 2)email/text Assertive harasser: 1)face to face 2)email/text Informal Approach Methods - Anonymous Complaint - Direct Approach - Third-party assistance - Chain of Command - or resort to filing a formal complaint substantiated vs unsubstantiated unsubstantiated: There is no preponderance of evidence to support the basis of the complaint or other substantiated: There is a preponderance of evidence to support the basis of the complaint or other Alternate Reporting Agencies - The Inspector General - Housing Referral Office - Higher Echelon Command (preferred) - Provost Marshal Office - Chaplain - The staff judge advocate - Medical Agency Personnel Sexual Harassment Timeline 60 Days - complaint filed from last incident 3 days - refers complaint to commander 3/14 days - investigations occurs (GCMCA notified) 7 days - complaintent appeal 3/14 days - new investigation occurs at higher commander Reprisal Individuals being punished for coming forward with a report - Cancelled leave - Deleted Assignments - Downgrade of awards