I am a person at a small unit. There is an ongoing 8h situation occurring that is causing duress amongst the crew. The command pretends not to know what is going on, while they clearly do.

Both of the members involved have good marks and one is even up for advancement. There are several people that are scared to come forward because of reasons of their fear of getting in trouble for contributing. I would like not to say anything but at a certain point you have too, especially when the working environment is being affected. The fact that our crew size is so small and that the female involved is the "teachers pet" of the command, makes the situation increasingly complex.

I am choosing to remain anonymous for fear of reprisal. At this point I need to know what to do without being the person that cracked.

You should talk to your Sector Gold Badge or if you don;t feel comfortable then call the district Chaplin and talk to him (her).

I'm with the CDR. I would go to the Sector Gold Badge as well,that is their job. But I would also make sure my ducks are in a row before I just call him/her up and just start venting.

There is no venting here. It is more of a concern, as I mentioned, our unit is affected.

Why don't you excercise your right to confront the members that are causing the situation? Let them know you know and how their inappropriate relationship is affecting the unit. Give THEM the opportunity to bring it forward to the command before you do.

If the situation doesn't resolve itself you then have every right to take it to the next level.

If you think there is something going on and are concerned over it.....make it known. I know that seems easier said than done, but your answer lies in the topic title "ethical delima", ethical delimas exist when there are two or more definitive paths to solve a situation and none is more right than the other. These decisions are tough to make because there is no right/ wrong, in the situation you are describing there is a definite wrong....if a units morale is suffering due to an 8-h violation, it must be addressed and there is no alternative path. I would take the steps already suggested in previous posts as my course of action.

quote:

Originally posted by prayforsurf:
Why don't you excercise your right to confront the members that are causing the situation? Let them know you know and how their inappropriate relationship is affecting the unit. Give THEM the opportunity to bring it forward to the command before you do.

If the situation doesn't resolve itself you then have every right to take it to the next level.

This answer makes the most sense. Perception is reality. Keep it at the lowest level possible, give the situation a chance to resolve itself.

Pick one of the two individuals, probably the senior one, and speak to them in private. See what happens from there but let them know your intentions if it is not addressed right away. At least you are giving them a fair chance at seeing what they have created, and doing something about it.

Good luck.

--Jim
Life is good!

I agree with most. If the way you wrote your post is any indication of the way you could bring it up, it shold work out. Your original post was very well written and non confrontaional. (Well, the teacher's pet thing should probably be left out).

If you really don't think that your command will recieve it well, then explain it as you did to the Sector Silver Badge. (Always try to talk to a ilver badge before elevating to a gold badge)

I don't disagree with advice so far given; attempting to solve at the lowest level possible is in my opinion always an option.

And certainly, many avenues exist outside a direct confrontation with the parties involved (which you indicate - you are fearful of reprisal of some sort if you did).

The Silver/Gold Badge route
The Chaplain, Employee Assistance Program route

The purpose of this response is not to differ, but to also provide you another possible resource - The Military Civil Rights Counselor/Human Relations Council Route. Not knowing your geo/CofC unit relationships, in general I do know that somewhere in your geographical area there is a MCRC/F, Civil Rights officer. They have both a formal/informal resoution process you may want to learn about. 8H by it's nature may be gender/sexual harassment related and well in the purview of their problem solving responsibilities. You don't have to be a victim of discrimination or harrasment in order to come forth - third party concerns are allowable. And favoritism (your term) is often the opposite side of the coin of discrimination.

Not knowing the details... The above is only offered for you to consider as you are the only one in a position to decide, what if any action you may want to take.

One final thought - without going into a "complaint mode", the approach of "we haven't had training in a while" is a tactic that could be used. I've found that sometimes after an MCRC/F presents their Human Relations Workshops and covers the topics of Rights and Responsibilities, Discrimination, Harrassment, etc... that some individuals involved in questionable comments, gestures, behaviors reevaluate what they're doing and cease it, or change it. Not always... but sometimes.

Whatever, hope your situation improves. Remain professional. Document whatever you do.

Best Wishes
Former MCRC/F 1980-1983, Civil Rights Officer 1983-86, Instructor at Deomi 1986-88.