POS-301: We the People Essay Questions Respond to the following questions in 150-200 words each. 1. Analyze the Declaration of Independence, the Articles of Confederation, and the U.S. Constitution. Explain the significance of these founding documents and how they altered the concept of government that had prevailed in society before their creation. 2. What does it mean to be a part of “We the People”? What rights do “We the People” have and where do those rights come from? 3. How has the term “American” changed from the founding of the nation through today? References: Anyone, Anywhere, Anytime Sexual Harassment in the Workplace * Any one, Any place, Any timeManaging your career meansProtecting yourself by being awareKnowledgeable of the policy and lawDeveloping skills to handle situations * There are many ways to manage your career. Developing the skills to handle unpleasant situations. It is as important as being technically sound employee. If is also important that you develop people skills too. Defining the terms Sex Discrimination Sex Harassment is not sexual, it is harassment because of gender. This can be rude, abusive or intimidating behavior.Sexual Harassment it is harassment of a sexual natureQuid pro quo - Latin for “this for that.” It is requests for sexual acts in return for favoritism in employment.Hostile Work Environment - behavior that creates a hostile, intimidating or offensive work environment. * For an action to be considered “Harassment” it must be unwelcomed by the person who it is being directed towards. Sexual Harassment is . . .About power, about intimidation, preserving the status quo, superiority and control.Exploitation of power, feeling that you can do anything you want to.Not about age or attractiveness. * Remember the bully in school. This was a person who tried to intimidate and scare you. You had to confront them in order to deal with them. Why Are We Still Talking About This?Because it still happensPrevention is the best medicineRenew a commitment of respectful treatment of all employeesTo Provide information to employees and managers * FactsIt can happen to any one, anywhere and any time.85-95% who are harassed are womenMen are harassedIts not about age or attractivenessHarassment starts as early as elementary school * Perceptions and MythsA women’s natural place is in the home.A woman committed to the job rather than family is unwomanly.Women lack reason and are governed by emotion.Women should be subordinate to men.Women are not tough minded. Men need to take care of them.Only attractive women get harassed.Women who get harassed are asking for it.Men don’t get harassed.Sexual harassment doesn’t happen to managers and executives.Promiscuity leads to sexual harassment.Most sexual harassment happens only in women’s minds.Women charge sexual harassment when they are in trouble on the job. * Perceptions Because of r.

1. POS-301: We the People Essay Questions
Respond to the following questions in 150-200 words each.
1. Analyze the Declaration of Independence, the Articles of
Confederation, and the U.S. Constitution. Explain the
significance of these founding documents and how they altered
the concept of government that had prevailed in society before
their creation.
2. What does it mean to be a part of “We the People”? What
rights do “We the People” have and where do those rights come
from?

2. 3. How has the term “American” changed from the founding of
the nation through today?
References:
Anyone, Anywhere, Anytime
Sexual Harassment in the Workplace
*
Any one, Any place, Any timeManaging your career
meansProtecting yourself by being awareKnowledgeable of the

3. policy and lawDeveloping skills to handle situations
*
There are many ways to manage your career. Developing the
skills to handle unpleasant situations.
It is as important as being technically sound employee. If is
also important that you develop people skills too.
Defining the terms
Sex Discrimination
Sex Harassment is not sexual, it is harassment because of
gender. This can be rude, abusive or intimidating
behavior.Sexual Harassment it is harassment of a sexual
natureQuid pro quo - Latin for “this for that.” It is requests for
sexual acts in return for favoritism in employment.Hostile Work
Environment - behavior that creates a hostile, intimidating or
offensive work environment.
*
For an action to be considered “Harassment” it must be
unwelcomed by the person who it is being directed towards.
Sexual Harassment is . . .About power, about intimidation,
preserving the status quo, superiority and control.Exploitation
of power, feeling that you can do anything you want to.Not
about age or attractiveness.

4. *
Remember the bully in school. This was a person who tried to
intimidate and scare you. You had to confront them in order to
deal with them.
Why Are We Still Talking About This?Because it still
happensPrevention is the best medicineRenew a commitment of
respectful treatment of all employeesTo Provide information to
employees and managers
*
FactsIt can happen to any one, anywhere and any time.85-95%
who are harassed are womenMen are harassedIts not about age
or attractivenessHarassment starts as early as elementary school
*
Perceptions and MythsA women’s natural place is in the
home.A woman committed to the job rather than family is
unwomanly.Women lack reason and are governed by
emotion.Women should be subordinate to men.Women are not
tough minded. Men need to take care of them.Only attractive
women get harassed.Women who get harassed are asking for
it.Men don’t get harassed.Sexual harassment doesn’t happen to

5. managers and executives.Promiscuity leads to sexual
harassment.Most sexual harassment happens only in women’s
minds.Women charge sexual harassment when they are in
trouble on the job.
*
Perceptions
Because of religious and cultural belief “nice” men treat women
as mothers, daughters, wives, sisters and dependents, not as
intellectual or professional equals. When men view women as
nice and not equals they close their eyes to the reality of sexual
harassment. When you are not sure how to treat a person at
work. Think of them as a skilled professional colleague or
employee, not as a mother, father, wife, husband, son or
daughter.
Myths
Sexual harassment is not a women’s problem, it is a business
problem. The law and agency policy regulates this problem just
as clearly as it regulates other workplace problems, such as
thief.
The Confusion is in the
RolesPersonalParent/grandparentSibling/cousin/friendChild/gra
ndchildSpouseGirl/boyfriendProfessionalBoss –
authorityColleague – peerEmployee - subordinate
*
The confusion on how to behave stems from our knowledge of
stereotypes, myths and perceptions on who and what women and
men are. We have learned to see men and women in a variety of
roles, but mostly personal.

6. Most men look at a woman and see their mother or grandmother,
sister or friend, wife or lover, child or grandchild and they treat
her accordingly.
Not realizing that when at work all women are one of three
things, they are the boss, the colleague or their subordinate and
must be treated in a professional manner that is defined by the
work role not the personal role.
Women see men the same way. If you view older men as
someone who is suppose to take care of you like daddy, older
brother, uncle Bob or Grandpa John you have expectations that
will not be met because he is not those things. He may be your
boss or your peer. If you are an older woman and treat a
younger man as you would your son or grandson, you could be
heading for trouble.
Men who expect women to fill the role of wife or mother in the
workplace are heading for trouble. And if you think all single
women are potential “dates” or need to be taken care of or
“handled” like you daughter you are heading for trouble.
In the work place we need to treat men and women in the roles
defined by work, the authority role of supervisor, manager, boss
and the respect that comes with that title, the peer role as you
would treat a colleague as a peer and don’t treat your
subordinates as your children.
Sexual Harassment
A Spectrum of Behavior

7. PatternsVisualVerbalWrittenOglingUnwanted requests for dates,
sex, etc.Unwanted love poemsStaringQuestions about personal
lifeUnwanted love lettersPostersLewd commentsObscene
poemsMagazinesDirty/sexual jokesUnwanted
cardsFlyersWhistlingSource:
GE Fanuc Automation North America, Inc.
*
Sexual Harassment
A Spectrum of Behavior
PatternsTouchingPowerThreatsForceViolating
spaceRelationshipsQuid pro quoRapePattingUsing position to
request dates, sex, etc.DemandsPhysical AssaultGrabbingLoss
of JobPinchingSelection ProcessCaressingKissingSource:
GE Fanuc Automation North America, Inc.

8. *
Managers, what should you do?Know the agency’s policy on sex
discrimination.Make sure your staff knows that there is a “zero
tolerance” for sex discrimination.Take complaints seriously
when an employee comes to you with a concern.Contact HR to
begin an investigationLet the employees involved know their
rightsLog on to
http://eeoc.gov/types/sexual_harassment.htmlProvide training
on sex discrimination yearly.Be observant, notice what is going
on in your office.
*
Don’t down play the incident, don’t say well Bob didn’t mean
that, you know how he is. Don’t judge the person who is
bringing the complaint. Whether they are a team player or a
little too friendly in your opinion is not relative to the current
situation you are finding yourself in right now.
Professional behavior on your part is what is required now.

9. Women, what should you do?Know and understand the law and
agency’s policy.Don’t accept old standards of behavior.Be
prepared to speak up on your behalf.Be prepared to be
uncomfortable.Talk to and educate your children about
harassment.Understand the definition of “unwelcome”
*
Don’t use sex as a tool. Don’t use your sexuality or femininity
as a way to ease your work load. If you have to carry heavy
objects find a way to do it. Don’t act girlish, helpless, or
expect men in the office to treat you like your father, husband
or older brother would when it is convenient and then want
them to treat you like a colleague at other times. Its confusing
and not professional.
You want to be treated as a skilled professional at all time and
you have to present yourself this way.
Men, what should you do?Know and understand the law and
agency’s policy. Compliance is mandatory.Understand how and
why old standards of behavior may be offensive. Be prepared to
speak up.Understand what “unwelcome” meansBe prepared to
be uncomfortable.When you see or hear your colleague behavior
inappropriate: speak up
*
You need to understand the law. Review the myths and
perceptions, review the agency policy and review the eeoc

10. website. Saying I didn’t think I was doing anything wrong or I
didn’t mean anything by it will not guarantee that you won’t
have a problem.
What was acceptable 10 - 20 years ago is not acceptable today.
Women in the work place are not your mother, wife, daughter,
or potential date. Don’t treat them that way. Don’t expect the
woman in the office to be the one to bake, buy the birthday gift
for the staff and organize all the social activities.
When you see or hear your colleagues behaving inappropriately
speak up.
When you are out of the office. . .WorkshopsconferencesWork
related travelWork social gatheringsContractors
CustomersPartners
*
Adhering to Sex discrimination and sexual harassment polices
don’t end after 4:30 or 5 p.m. When you are on travel status, at
the company picnic, or meeting co-workers after work at the
local tavern you need to continue to treat each other with the
same dignity and respect you would have in the office.
You don’t have to put up with inappropriate behavior or
comments from contractors, customers, partners. Confront
them and tell them to stop. And if they don’t report it to your
supervisor.
When you are harassed.You must respect yourself. You were

11. hired to do a job not to be abused.Learn the difference between
being assertive and being aggressive.If you need it, take
assertiveness training.Read and understand the agency’s policy,
know your rights.
*
You cannot prevent someone from harassing you however, since
you know it is a strong possibility that It can happen to you. Be
prepared. Spend some time visualizing how you would handle
situations that could arise. It would not hurt to get a couple of
books from the local library and read more about it.
Another thing you should remember, how you behave
When you are harassed, con’t.Talk to the harasser. You
can:Point to the sexual harassment poster and state “we have a
policy against sexual harassment and it applies to you.”“I find
your behavior/comments unacceptable.”“The only relationship I
plan to have with you is a professional one so let’s get back to
work.”You are standing in my personal space, MOVE.Would
you say or do this to me if you spouse or child were here?
*
Your first step should be to talk to the harasser. Respond
immediately. Tell my story about “girl in fsa”
Don’t brude, don’t tell others without telling the person who
offended you.
Don’t suffer in silence.
Jokes? Ask the person to write that up so you can print it in the
state’s newsletter.

12. Never say or write anything you wouldn’t want seen on the
front page of the local newspaper.
When you are harassed, con’t.If the harassment does not end . .
.Report harassment to your supervisor. Expect action, if there is
none . . .Report harassment to the state conservationist, expect
action, if there is none . . . Report harassment to Civil Rights
Division
*
FWPMs can assist you in determining who to contact when you
have been harassed.
W
You have been confronted . . .You have been told that your
behavior or comment is offensive.What do you do?Consider
your self lucky. Why??A person who has been offended and
feels they have been sexually harassed is not required to
confront the person who offended them. They can file a
complaint.
So if you are approached and told your behavior/comment was
offensive. Immediately assure the person it will not happen
again.
*
How do you handle this?
You are steamed because someone else told that joke last month
and they didn’t get in trouble. Or you may be shocked because

13. you didn’t think you did anything wrong.
Consider yourself lucky. Why? A person who feels they have
been harassed IS NOT REQUIRED TO CONFRONT THE
PERSON WHO OFFENDED THEM.
Justification (Free Speech) Dealing with ExcusesSometimes
people try to justify their offensive remarks or behaviors.
*
This is usually done out loud and in front of others. They are
made to make you feel uncomfortable because some are not
happy with what they see as restrictions or violations of their
freedoms.
Your may hear comments of reverse discrimination, what about
my rights, oh here comes the morality police, we used to have
fun around here, people are too sensitive these days, what ever
happen to freedom of speech in this country?
However it happens, when it does, you know that you are at a
critical moment in time. Everyone is waiting to hear your
response. Will you remain silent and leave the others
wondering just how strong is management’s commitment to
preventing sexual harassment? Will you join in and chuckle
removing any doubt that you don’t support a sexual harassment
policy or will you take this opportunity to state calmly,
logically but firmly that harassing comments and behaviors will
not be tolerated and show everyone in the room that you and
management will not condone inappropriate behavior.

14. Justifying and making excusesFreedom and freedom of speech
was never intended to give one person the right to hurt another
person. Defamation, libel and slander laws protect people from
being hurt by another person’s words. Part of taking a job is
agreeing to do the assigned work and follow the rules of the
organization. One of the rules is that discrimination and sexual
harassment will not be condoned.However you handle these
moments will enhance or destroy all efforts to provide a
harassment-free workplace. You need to be prepared to deal
with challenges and excuses.
The Costs of harassment . . .Physical Headaches,
ulcersNo clear focus
PsychologicalFear, anxiety, guilt
EconomicReal illness cost $ in lost wages, medical bills, costs
of recruiting, training to replace lost employees
Agency ReputationLost of talented employeesNew students
*
Stress from harassment costs us in loss of productivity and
absenteeism. Our reputation as an agency is at stake, summer
intern and student trainees have a network and though they may
not file complaints they will talk to other students and school
officials.
Managing Your CareerWhether you are an employee or
manager, supervisor, partner or contractor you are responsible
for your actions.You must protect yourself by being ready to act
if a situation arises.Don’t worry about making waves

15. *
As I said earlier you need to manage your career. You are
responsible for your actions and for your reactions. You must
stay current with the times and protect yourself. Don’t worry
about making waves when you respond to someone who has
made inappropriate comments or acts.
I appreciate you for listening to this session and I hope I
provided you with something new to think about. NRCS is a
good agency to work for. It is the third agency I worked for. I
started OPM, FWS and then SCS. When the opportunities were
limited in NC and my children grew up I became mobile and
was willing to leave NC a state I lived in for 23 years rather
than leave the agency.
There are good people in NRCS who do good work and we
should all be proud of who and what we are. However, every so
often we have to have these sessions to remind folks of our
committement to a fair, respectful workplace that values and
appreciates all of our employees.
Thank your for your attention. I enjoyed visiting with you last
evening and look forward to spending the rest of the day with
you.
Learn More About It By . . . .
Reading
Researching
Networking

16. *
Take the initiative to learn more about these and other civil
rights issues by reading, researching and networking. Using the
www to find information is easy and an very good way to get
started on your quest to become knowledgeable. If you have to
take a class on surfing the web, please do so. Your local library
or university library will have good information and networking
with others, HR, State and National SEPM and by all mean with
each other will help you.
References/Bibliography
Alvarez Sharyn. Anyone, Anytime, Anywhere Powerpoints.
Retrieved from: www.nrcs.usda.gov/.../nrcs142p2...
Nancy and Thomas McGinn, - Harassed-100 Women Define
Inappropriate Behavior in the Workplace
Joan Kennedy Taylor - What To Do When You Don’t Want To
Call The Cops – A Non-Adversarial Approach To Sexual
Harassment
Ginny Nicarthy, You Don’t Have to Take It! A Woman’s Guide
to Confronting Emotional Abuse at Work.
Naomi Coffman, Ginny Gottlieb - The First Line of Defense – A
Guide to Protecting Yourself Against Sexual Harassment
Mike Debelieux, Stopping Sexual Harassment Before it Starts