- Focuses on the sexuality of another person or occurs because of the person's gender.
- When unwanted or unwelcome.
- When behavior severe or pervasive enough to affect the person's work environment.

- Sexually oriented jokes, stories, whistling or teasing
- Comments about a person's body parts or sexual activities
- Displaying pictures, posters, calendars, or cartoons of a sexual or objectionable nature
- Leering, ogling, or staring at a person's body
- Repeated requests or pressure for dates
- Excessive attention in the form of love letters, telephone calls or gifts
- Unnecessary touching, patting, hugs, shoulder rubs, pinching, cornering or brushing against another individual in a deliberately sexual manner
- Assault/Rape

- Become familiar with your right to work in an environment free from discrimination based on sex.
- Be prepared to assert these rights.
- Conduct yourself in a professional manner at all times.
- Become acquainted with command policy and procedures for reporting harassment. Contact your unit Equal Opportunity Representative if necessary.

- Try to remain professional, and avoid being overly dramatic.
- Be direct and candid with the person. Respond promptly and clearly, verbally or in writing, or both. Tell the offender that the conduct is unwelcome and unacceptable, say what is acceptable, for example, "Don't call me sweetheart; my name is PFC Marine." "Don't hug me when you pass me in the hall; a simple `hello' is fine."
- Document in writing every incident, with specific details of the offensive behavior and your response. When reporting the harassment be prepared to tell all the facts surrounding the incident. Information needed is who, what, when, where, and how.
- Try not to feel guilty. Sexual harassment is not your fault. By clearly voicing your expectations, you force the offender to choose whether to change the unwelcome behavior, or to purposely continue it.
- If the harassment continues, contact your Equal Opportunity Representative and/or report it to the Chain of Command.

- Take every complaint seriously; give it your prompt attention and open-minded consideration.
- Be supportive and sensitive; personnel may be embarrassed not only by the harassment, but also by the need to discuss a "personal" problem with a supervisor.
- Listen to the individual. Don't be judgmental or contradict what he or she feels they experienced.
- Maintain confidentiality. Protect the rights of both the accuser and the accused. Rumor causes damage to unit cohesion.
- Contact your Equal Opportunity Representative to be sure you understand command policy and procedures -- then follow them carefully.