From: bergman@AFPAN.PA.AF.MIL (CMSgt Mike Bergman)
Newsgroups: soc.veterans
Subject: AF News Svc 08/18/92
Date: 19 Aug 92 15:18:05 GMT
Article-I.D.: afnews.9208191518.AA21160
Organization: Hq Air Force News Agency/SCC


665.  Sexual harassment
666.  Somalia relief missions
667.  Washington Guard Openings
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665.  Sexual harassment
by TSgt. Sarah L. Hood
Air Force News Service
     WASHINGTON -- Nearly three-fourths of the sexual harassment complaints 
filed so far this year through Air Force channels have been validated, a 
testament to a system that works, the director of the service's personnel 
programs said.
     The policy is very clear, Brig. Gen. Charles R. Heflebower said.  "We 
don't condone or tolerate sexual harassment behavior in any way, shape or 
form.
     "I think more and more people understand that and are less tolerant in 
putting up with it.
     "One reason for the increase in reported sexual harassment incidents is a 
complaint process that works," he said.  "People are becoming more comfortable
with it."
     But while Heflebower does not think the current rate of complaints is 
alarming, he said any number is too many and it is a rate the Air Force is not 
comfortable with.
     A solution is to take corrective action, something the Air Force is doing 
in a variety of different ways, Heflebower said.
     Equal opportunity channels as well as the inspector general, security 
police, chaplains, commanders or first sergeants are available for reporting 
complaints.
     The equal opportunity system has been in effect for several years and is 
staffed by full-time, trained specialists at all Air Force installations.
     The Air Force sexual harassment policy was implemented about 10 years ago 
when the number of women entering the military began to grow.  The program 
supporting the policy has evolved over time and targets training as its 
keystone to prevention, Heflebower said.
     Settling as many complaints as possible at the lowest level is a goal of 
the Air Force sexual harassment program.  What actions are taken depend on the 
seriousness of the complaint.
     In some cases, the harassment is innocent and unintentional and can be 
corrected on the spot.
     Corrective measures range from counseling and verbal reprimands to more 
serious disciplinary actions, including courts-martial and discharges.
     As an example, Heflebower described a supervisor whose behavior makes 
subordinates feel uncomfortable.
     "He, in fact, may not know that," Heflebower said.  "He may not realize 
his behavior is creating that kind of situation."
     Counseling may be the answer to solving behavior of this type, he said, 
but if the problem continues, then disciplinary action may be required.
     Air Force officers, enlisted and civilian employees are obligated to 
report sexual harassment because it affects not only the individuals, but 
units and the units' ability to perform the mission, Heflebower said.
     While there is no "concrete, school solution," he said, the Air Force 
tries to provide a flexible system that can be tailored to the individual.
     Because people entering the service come from diverse backgrounds, the 
Air Force conveys one set of standards which may differ from what many of the 
recruits have been used to, Heflebower said.
     New Air Force recruits receive sexual harassment orientation as part of 
their basic military training.  Officer commissioning programs also include 
training on sexual harassment prevention programs and policies.
     Sexual harassment awareness training is also part of the curriculum at 
all levels of professional military education.
     The Air Force Academy's cadet counseling and leadership development 
center offers one-on-one counseling for cadets and develops military training 
sessions dealing with human relations.  The center also administers the social 
actions program that investigates allegations of sexual and racial harassment.
     Air Force commanders also receive training.  Social action offices have 
30 days to visit new commanders and ensure they understand their 
responsibilities with regard to the social actions programs and what tools are 
available to help them implement those programs.
     Additionally, all local introduction programs for new arrivals cover 
sexual harassment.
     "I think we're seeing that pay off for the Air Force," Heflebower said.


666.  Somalia relief mission
     WASHINGTON (AFNS) -- Air Force crews flying C-141 and C-130 transports 
are taking part in the United Nations-sponsored humanitarian relief effort to 
Kenya and Somalia.
     The command's support comes after the White House announced Aug. 14 that 
the United States would take a leading role with other nations and 
international organizations to overcome obstacles and ensure food reaches 
those needing relief supplies.
     The Agency for International Development is conducting the operation.
     Called Operation Provide Relief, Air Mobility Command C-141s and C-130s 
from Little Rock AFB, Ark.; Charleston AFB, S.C.; McChord AFB, Wash.; Travis 
AFB, Calif.; and McGuire AFB, N.J.; are moving support equipment and personnel
into Mombasa Airport in Kenya.  Relief efforts will stage out of the airport 
there.
     A tanker airlift control element from Charleston is being airlifted to 
Mombasa.  Once in place, the unit will coordinate movement of relief supplies.
(Courtesy of AMC News Service)


667.  Washington Guard openings
     FAIRCHILD AFB, Wash. (AFNS) -- The Washington Air National Guard has 
immediate part-time openings with the 141st Air Refueling Group.
     Vacancies exist in both the eastern and western parts of the state in Air 
Force specialties 30XXX, 454X1, 542X2, 623X0 and 645X0.  Cross-training is 
available.
     More information is available by calling the unit at DSN 820-7500 or 
commercial 1-800-344-7034 for Eastern Washington or DSN 355-7390 or commercial
1-800-344-0539 for Western Washington.

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