For those serving in the United States Armed Forces, the reporting procedure for Rape or Sexual Assault is different than for those who are non-military.

Here are some links to the various military branches to provide the information needed to better understand and get assistance from Military leaders.

Nellis Air Force Base – Las Vegas, Nevada

http://www.nellis.af.mil/library/factsheets/factsheet.asp?id=4182

United States Air Force

http://www.afcrossroads.com

United States Department of Defense

http://www.sapr.mil/

United States Army

http://www.sexualassault.army.mil/

United States Navy

http://www.cnrsw.navy.mil/FSC/savi.asp

United States Marine Corps

The most important component of any workplace violence prevention program is management commitment. Management commitment is best communicated in a written policy. The policy must:

• Be developed by management and employee representatives.
• Apply to management, employee's, clients, independent contractors and anyone who has a relationship with your company.
• Define what you mean by workplace violence in precise, concrete language.
• Provide clear examples of unacceptable behavior and working conditions.
• State in clear terms your organization's view toward workplace violence and its commitment to the prevention of workplace violence.
• Precisely state the consequences of making threats or committing violent acts.
• Outline the process by which preventive measures will be developed...
• Encourage reporting of all incidents of violence.
• Outline the confidential process by which employees can report incidents and to whom.
• Assure no reprisals will be made against reporting employees.
• Outline the procedures for investigating and resolving complaints.
• Describe how information about potential risks of violence will be communicated to employees.
• Make a commitment to provide support services to victims of violence.
• Offer a confidential Employee Assistance Program (EAP) to allow employees with personal problems to seek help.
• Make a commitment to fulfill the violence prevention training needs of different levels of personnel within the organization.
• Make a commitment to monitor and regularly review the policy.
• State applicable regulatory requirements and or company policy.

Facts About Sexual Harassment :

Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964.

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance or creates an intimidating, hostile or offensive work environment.

Sexual harassment can occur in a variety of circumstances, including but not limited to the following:

• The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex.
• The harasser can be the victim's supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee.
• The victim does not have to be the person harassed but could be anyone affected by the offensive conduct.
• Unlawful sexual harassment may occur without economic injury to or discharge of the victim.
• The harasser's conduct must be unwelcome.

It is helpful for the victim to directly inform the harasser that the conduct is unwelcome and must stop. The victim should use any employer complaint mechanism or grievance system available.

Where can you go for help?

Sexual discrimination is one form of employment of discrimination that Nevada Equal Rights Commission staff deal with frequently. The staff provides complete assistance to individuals with job discrimination complaints based on race, color, religion, national origin, sex, age or disability. This service includes counseling individuals, filing formal complaints, conciliation efforts and hearings and court actions if necessary to stop discrimination.

To file a complaint, contact :

Department of Employment, Training and Rehabilitation
Nevada Equal Rights Commission