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Upon completion of a Master of Education in Guidance and Counseling I hope to be employed as a school counselor at the high school level. I really enjoy working with college applications and financial aid so I feel this would be the best fit. My "why" is to be able to guide students who might not have guidance otherwise. As a high school student I didn't have true guidance with college applications or financial aid and had to teach myself all of it since I was a first generation college student.

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While navigating my way through the American School Counselor Association website, I came across a post stating ethical issues that might arise with working with parents. It mentions as a school counselor we must be able to balance information the child speaks with us and also notifying parents of important issues(Lepkowski,2018).

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Legal and Ethical Issues in Working with Parents | American School Counselor Association (ASCA)

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Exploration Option 2- American Council on Education

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Exploration Option 2- American Council on Education

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An interesting post I came across while searching through the ACE website dealt with balancing federal ethics and reporting requirements when inviting government officials to commencement ceremonies to speak. The website mentions the Honest Leadership and Open Government Act (HLOGA) that discloses lobbying activity (ACE, 2014).

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​ACE has updated and released a memo to help colleges and universities better understand how to comply with federal ethics and reporting requirements when inviting government officials to speak at commencement, particularly if they are presented with an honorary degree.

The Honest Leadership and Open Government Act (HLOGA) passed in 2007, which amended parts of the Lobbying Disclosure Act of 1995, strengthened the public disclosure requirements concerning lobbying activity and funding and placed more restrictions on gifts for members of Congress and their staff.

There are no restrictions on who may be invited to speak at commencements or other campus events. However, HLOGA does necessitate the disclosure and reimbursement of travel and entertainment expenses associated with participation in commencement, depending on the type of institution, whether the institution is a registrant under the Lobbying Disclosure Act and whether the invitee is a member of Congress, congressional staff member or a senior executive branch official.

The ACE memo outlines these r​​​​​ules, which can be extremely complicated. Institutions with further questions should seek specific legal advice in advance.

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ACE Memo Gives Guidance for Inviting Federal Officials to Commencement

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​ACE has updated and released a memo to help colleges and universities better understand how to comply with federal ethics and reporting requirements when inviting government officials to speak at commencement, particularly if they are presented with an honorary degree.

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Exploration Option 3- Harassment of Women's Careers

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Exploration Option 3- Harassment of Women's Careers

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This article in particular was interesting because it addressed the issue of women who felt their careers in science, engineering and medicine were "derailed" due to being sexually harassed.

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Ronen Tivony, Getty Images

Sexual harassment is derailing the careers of far too many women in science, engineering, and medicine. That's the central message of a searing new report from the National Academies of Sciences, Engineering, and Medicine on the prevalence of sexual misconduct in those fields.

The report estimates that half of women in science experience some form of harassment. "What is especially discouraging about this situation is that at the same time that so much energy and money is being invested in efforts to attract and retain women in science, engineering, and medical fields, it appears women are often bullied or harassed out of career pathways in these fields," the report says.

The document, the result of a two-year study, aims to send a clear signal that the three honorary societies are taking harassment seriously amid a growing conversation about how to combat such behavior in academe.

But it comes as the academies themselves are being roiled by a debate about whether or how to kick out members who harass. Academy members are chosen by their peers, and membership is for life.

In recent weeks, the National Academy of Sciences, in particular, has come under scrutiny for lacking policies and processes to expel people like Inder Verma, a cancer biologist who left his position at the Salk Institute for Biological Studies on Monday after facing harassment accusations, and Geoff Marcy, an astronomer who resigned under pressure in 2015 from the University of California at Berkeley after being found responsible for unwanted kissing and groping of female students. (Verma has denied the allegations; Marcy has acknowledged most of the behavior but said he stopped years ago.)

And the person taking much of the criticism for the academy's inaction is Marcia McNutt, its first female president.

McNutt, who was out of the country and responded to questions by email, told The Chronicle that no one who had been found responsible for harassment by a college or institution "holds a position of prestige" in the academy. "Expelling members is another matter, however," she said. "There is legitimate concern that it could be subverted for political or personal gain against perceived rivals."

Another issue is that it would take years for the academy to formally change its bylaws. That's why, in the interim, the National Academy of Sciences is looking at "an array of options" besides revoking membership, said Bruce B. Darling, the academy's executive officer, during a Tuesday release event for the new report.

Many scientists aren't satisfied with McNutt's handling of the issue. "She just goes around giving PowerPoint presentations saying 'harassment is bad,'" said BethAnn McLaughlin, an assistant professor of neurology at Vanderbilt University's medical center. "That is not leadership."

McLaughlin started a petition in May calling on the academy to remove harassers. So far nearly 3,600 people have signed it. Last week she also created a website to highlight female scientists' stories of being harassed, including her own.

The 'Symbolic Compliance' Obsession

The academies' new report incorporates a sweeping review of the existing research on sexual harassment and in-depth interviews with 40 female faculty members in science, engineering, and medicine who said they'd been harassed. Researchers assessed the status quo in the three fields, examined the effect harassment has on women's careers, and proposed solutions.

The report rehashes some familiar reasons harassment persists in the sciences. Hierarchical power structures in academe is one. Another is that men are more often deans, department chairs, and principal investigators, while women are more often early-career professors, graduate students, and postdocs.

But the report also faults what it calls the obsession of colleges and other academic institutions with "symbolic compliance" with federal civil-rights statutes like Title IX, the gender-equity law.

Many campuses first developed anti-harassment policies about three decades ago, and the focus on shoring up policies has intensified in an era of more-aggressive federal enforcement of Title IX and more lawsuits against colleges.

So while most institutions have elaborate procedures in place and require faculty and staff members to go through training on those procedures, such an approach has promoted a culture focused on legal compliance, the report states, and hasn't helped prevent sexual harassment.

Most campus policies, it says, "are based on the inaccurate assumption that a target will promptly report the harassment without worrying about retaliation." Having effective systems for reporting misconduct is critical, it continues, but that's not enough - because administrators wait on victims to make formal complaints before taking action.

Institutional policies should clarify the precise consequences for committing harassment, the report says, and ensure that they're meaningful enough to discourage the behavior. Campus leaders also need to become more informed on harassment issues, speak out more forcefully, and demonstrate that people are held accountable when they commit sexual misconduct. Such steps will help fight the perception in academe that harassment is tolerated.

The report also discusses anti-harassment training, noting that, in many cases, the training has backfired. After completing the programs, some men mock the behaviors they've been told to avoid.

One of the report's recommendations suggests reframing the trainings by combining them with "civility-promotion programs," where the emphasis is on building a safe and respectful workplace, not just complying with the law. The goal should be to change people's behavior, not necessarily their beliefs, the report says.

Kate Clancy, an associate professor of anthropology at the University of Illinois at Urbana-Champaign, was part of the committee that wrote the report. She said she hopes it will help people understand that much of the harassment that women in science experience doesn't look like the kind of behavior that, for instance, dozens of women have said Harvey Weinstein perpetrated. They accused him of rape, sexual assault, and sexual abuse; he has denied the allegations.

The form of misconduct more common to the academic realm is often gender harassment - behavior toward women that conveys hostility, objectification, or exclusion - that over time creates a toxic work environment for female scientists, Clancy said.

Defusing the dependent relationships that often exist in scientific fields is key, the report says. It suggests that colleges change their mentoring and funding structures for graduate students and postdocs. That means creating mentoring networks as well as committees to advise students on their dissertations, instead of granting such authority to a single scientist.

Some See Mixed Messages

Some scientists who spoke with The Chronicle commended the national academies and the many scholars involved in conducting the study for putting so much time and effort into crafting the report and its recommendations.

But the academies are sending "mixed messages" by not taking on harassment within their own ranks, said Jacquelyn Gill, an assistant professor of paleoecology and plant ecology at the University of Maine's Climate Change Institute.

In recent weeks, many scientists on Twitter have lobbed criticism at McNutt, the National Academy of Sciences president.

This tweet gets more to the point. Getting it right for the NAS is not just about kicking out the already disgraced but putting in safeguards to not honor them in the first place. That is harder to do right. https://t.co/ktM1gaZTKb
- Marcia McNutt (@Marcia4Science) May 22, 2018

Absolutely hear and relate to them. I will have one chance to get this done right or risk jeopardizing any reform for years. This is why I am lining everything up. https://t.co/v1PTbf1sYC
- Marcia McNutt (@Marcia4Science) May 23, 2018

"While I respect a lot of the work that Marcia McNutt has done, I've been disappointed in what often comes across, at least on Twitter, as a lot of defensiveness and dismissiveness," Gill said.

For McLaughlin, the Vanderbilt professor who started the petition, the fight feels personal. In her recent Title IX case, the man she accused of harassment "got to control the narrative," she said. "I was told to be quiet. He got to stay on campus. Nobody comes and tries to help me get my career back on track."

It's "insulting and degrading," McLaughlin said, that men who have been found responsible for harassment can continue to hold membership in a professional society, serve as anonymous peer reviewers, and get paid to speak at national meetings, among other things.

She is calling for the academy to require that member scientists submit a letter from their institution saying that they have not committed any Title IX violations over the last 15 years. That kind of mandate would not only ensure that members of such prestigious groups maintain honorable behavior, she said. It would also help deal with the fact that harassers in academe often hop from college to college.

McNutt doesn't support such a requirement. In an email she pointed out that the report questions whether the current Title IX processes for resolving harassment complaints are effective.

Phoebe Cohen, an associate professor of geosciences at Williams College, is also frustrated by how the academy has responded to the recent calls to expel harassers. Cohen reached out to some of her mentors who are academy members and asked them to sign McLaughlin's petition. Many of them did, but she said male allies need to do more than put their names on an online petition.

One scientist Cohen contacted copied McNutt on his email reply that explained why he felt it was important for the academy to remove members who commit sexual misconduct. That's the kind of step men should take to make their voices heard, she said.

But Cohen said she has some sympathy for McNutt. "She is in a position where she is cleaning up messes made by men," the professor said. "And that's a difficult position for her to be in."
Sarah Brown writes about a range of higher-education topics, including sexual assault, race on campus, and Greek life. Follow her on Twitter @Brown_e_Points, or email her at sarah.brown@chronicle.com.

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A Major Scientific Society Says Harassment Derails Women's Careers. Critics Say the Group Hasn't Done Enough.

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Sexual harassment is derailing the careers of far too many women in science, engineering, and medicine. That's the central message of a searing new report from the National Academies of Sciences, Engineering, and Medicine on the prevalence of sexual misconduct in those fields. The report estimates that half of women in science experience some form of harassment.

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Exploration Option 3- The Chronicle of Higher Education: Jeff Sessions

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Exploration Option 3- The Chronicle of Higher Education: Jeff Sessions

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As I researched the trending articles on The Chronicle, I noticed many dealt with issues that we are seeing daily in our every day lives. They consisted of women's rights, how women get paid less to do the same job, and government interference on campus issues. One article in particular discusses Jeff Sessions' "promise" to look at how college campuses  are censored.

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Gage Skidmore/Wikimedia Commons

Updated (6/11/2018, 5:21 p.m.) with comment from Speech First.
Jeff Sessions promised that his Department of Justice would be more involved in cases of alleged censorship on college campuses, and the agency continues to deliver on his word.

The department on Monday issued a "statement of interest" in a free-speech lawsuit filed against the University of Michigan at Ann Arbor by a group called Speech First.

"The United States' Statement of Interest argues that the University of Michigan's Statement of Student Rights and Responsibilities, which prohibits 'harassment,' 'bullying,' and 'bias,' is unconstitutional because it offers no clear, objective definitions of the violations," the department said. "Instead, the Statement refers students to a wide array of 'examples of various interpretations that exist for the terms,' many of which depend on a listener's subjective reaction to speech."

The department has filed similar statements in three other campus free-speech cases. Two involve colleges' use of free-speech zones and permitting. The other concerns a group of conservative students at the University of California at Berkeley who say the university selectively enforced its speaker policy in an attempt to censor their right to free speech.

The department also said it was concerned that Michigan's bias-response team could be exerting a chilling effect on speech by disciplining students. The teams, which are meant to serve as a venue for students to report cases in which they feel maligned by someone else's bias, have also drawn criticism from free-speech advocates.

The University of Michigan's spokesman, Rick Fitzgerald, challenged the agency's statement.

"The Department of Justice, like the plaintiff (Speech First), has seriously misstated University of Michigan policy and painted a false portrait of speech on our campus," he wrote in an email. "U-M prohibits 'harassing' and 'bullying,' but the definitions of those terms have just been streamlined and are based on provisions of Michigan law that have been upheld by the courts."

He added that the bias-response team doesn't have the authority to discipline students, and that, instead, it provides support to students on a voluntary basis.

Notice of the streamlined definitions was posted on Monday on the university's website.

Chilly Climate Is Forecast

Speech First describes itself as "a nonprofit membership association working to combat restrictions on free speech and other civil rights at colleges and universities across the United States." The Michigan lawsuit is the first the group has filed, and it's now soliciting new members.

"Have you faced a problem on your campus?" the group's website says. "Students' speech rights are threatened on a regular basis - but you don't need to take it. Tell us what happened so we can help."

Speech First's lawsuit against the university includes a long list of complaints about its policies and practices, as well as the assertion that the campus's climate chills the speech of conservative students enrolled there. But it's not clear from the complaint how those policies have actually affected any of the three students whom Free Speech says it is representing, beyond the alleged chilling effect.

The three, identified anonymously in the lawsuit, "face a credible threat that the speech in which they seek to engage would be considered 'harassment,' 'bullying,' or a 'bias incident,' and would lead to investigation or punishment" for expressing their views, the complaint says.

Nicole Neily, president of Speech First, when questioned about how the university's policies affect students, said, "Chilling of student speech and expression is our primary concern in this case."

"The harm being alleged is that it's a constitutionally impermissible prior restraint on speech."

Melissa M. Carleton, a lawyer who specializes in higher-education issues at the firm Bricker & Eckler, said the group was alleging that the university's rules acted as "a prior restraint on speech - basically, censorship from the get-go." She added: "The harm being alleged is that it's a constitutionally impermissible prior restraint on speech."

The department's new statement of interest is just its latest effort to shape the discussions of free speech on college campuses.

In September, Sessions declared in a much-publicized speech at Georgetown University that colleges were becoming "an echo chamber of political correctness and homogenous thought, a shelter for fragile egos."

And Jesse Panuccio, a top official at the Justice Department, delivered a similar message in January while calling on colleges to punish students who disrupt speeches by controversial speakers.
Eric Kelderman contributed to this article. Chris Quintana is a staff reporter. Follow him on Twitter @cquintanadc or email him at chris.quintana@chronicle.com.

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Jeff Sessions' Justice Dept. Is Intervening in Another Campus Speech Case - Its Fourth

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Updated (6/11/2018, 5:21 p.m.) with comment from Speech First. Jeff Sessions promised that his Department of Justice would be more involved in cases of alleged censorship on college campuses, and the agency continues to deliver on his word.

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The website, "Women Employed", provides information and resources for women who need to educate themselves on their right in the workplace.

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Click here for quick tips on standing up to sexual harassment, including what to do if you witness it happening to someone else.

Read on for more information about sexual harassment, including how it is defined by law, and what you can do if you are sexually harassed.
WHAT IS SEXUAL HARASSMENT?
Sexual harassment in the workplace is:

Any verbal or physical interaction with you that is sexual and that you do not want.

A sexual suggestion or explicit language about sex that you do not want.

A pattern of sexually discriminatory remarks.

Examples of Sexual Harassment

Verbal abuse, jokes, or conversations about sex.

Pressure for sex. For example, this can be flirting, asking for sex, staring, or brushing up against a person's body.

Physical contact that you do not want. This can be patting, pinching, hugging, kissing, or other unnecessary touching.

Showing sexually explicit or degrading materials. These can be posters, calendars, graffiti, signs, or clothing with offensive messages. These can include materials on e-mail or other communication tools that your company uses.

Comments on a person's appearance that make the person feel uncomfortable because of her or his sex.

Sexually oriented entertainment at a work-related event.

Demanding sexual favors.

Giving promotions or other job favors because of saying yes or no to sex.

Physical assault.

This behavior is harassment if it is offensive to you or you object to it. It is harassment if it causes you to be uncomfortable, it creates a hostile atmosphere, or it interferes with your job performance. Sexual harassment is not limited to any class or level of employee. You can be sexually harassed at work by someone you are currently dating or previously dated.
SEXUAL HARASSMENT VIOLATES THE LAW WHEN:

You must submit to sexual demands to keep your job. These demands can be spoken or unspoken.

An employer makes employment decisions about you depending on whether or not you submit to sexual demands. These decisions can be about hiring, promotions, raises, or other employment issues.

The behavior creates an intimidating, hostile, or offensive working environment.

EMPLOYER RESPONSIBILITY
The law holds your employer responsible if you are sexually harassed. This is called liability.

An employer is also liable when a supervisor harasses someone, and this results in a concrete employment action, like firing, demotion, or no promotion. This is callled quid pro quo, which means this for that. One example is if a supervisor tells an employee to date him or be fired.

An employer is also liable when there is a hostile environment (words, actions, or pictures that are offensive to the employee) caused by co-workers or by others (such as customers) if the employer either knew or or should have known, and then did not take quick and appropriate action to change the environment.

In some cases, the employer is not liable for sexual harassment or a hostile environment caused by a supervisor if: 1) the employer can show it tried to prevent and stop harassment, and 2) you did not use the employer's procedures to prevent and stop harassment and you did not have a good reason not to use the procedures.

Sexual harassment is illegal whether or not your employer has its own antiharassment policy. To prevent harassment, employers should create, publicize, and enforce a policy against sexual harassment. Employers should publish this policy in a personnel manual and circulate it to employees. The policy should include a procedure for reporting harassment.
WHAT CAN YOU DO IF YOU ARE SEXUALLY HARASSED?
1. Speak directly at the time the harassment occurs. You can say things like "I'm not interested," or "I prefer that you do not touch me when we talk." Say it firmly, without smiling or apologizing. Make it clear that you do not like the behavior. You may want to practice doing this in case the behavior happens again.

2. Keep a diary of what is happening to you in a bound book in which sheets of paper cannot be added. Take notes of what is said and done. Include dates, times, and places. Write down direct quotes. Save any letters, cards, notes, or materials sent to you. Keep the book in a secure place, preferably at home. Don't keep this in your desk or locker at work.

3. Talk to your co-workers to learn if anyone saw the harassment. Find out if anyone else has been harassed. Perhaps someone left a job because of this. Witnesses can help provide evidence of sexual harassment. Otherwise, the only evidence may be your word against the harasser's word.

Some Suggestions for Writing a Letter

Paragraph 1: Report the basic facts of what has happened. For example, you might say, "During the meeting you commented on my appearance," or "You brush against me when you pass me in the hall."

Paragraph 2: Describe how you feel about it. For example, you might say "My stomach turns to knots when I come to work," or "I am thinking of asking for a transfer."

Paragraph 3: Explain what you want to happen next, for example, "I want our relationship to be purely professional," or "I want you to stop making comments about my appearance."

4. If the harassment continues, you may want to put in writing that you object to it. Writing a letter to the harasser allows you to communicate your feelings without being interrupted. When you write a letter, most of the time the harasser does not say anything, but the behavior changes. The harasser may be surprised at the way you see the behavior. The harasser may also fear that you will make a formal charge and worry about who else has seen the letter. You may decide to send a copy of the letter to a supervisor if the letter does not get the harasser to stop. Keep a copy. If the letter doesn't stop the harassment, it can later be used as evidence in a formal complaint or lawsuit.

5. Use formal complaint procedures where you work. Report the harassment to human resources or to your supervisor. If your supervisor is harassing you, report the harassment to that person's supervisor. When you confront harassers, they may try to make you feel bad. But ignoring the problem won't make it go away. If women remain silent, workplace harassment will continue to be seen as a personal problem rather than a social issue.
RETALIATION IS ILLEGAL
Retaliation for filing a charge is illegal. If you file a complaint and, as a result, you are transferred to a lower-paying job, passed over for promotion, or fired, you can report this to an enforcement agency.
FILING A COMPLAINT
The Equal Employment Opportunity Commission (EEOC) is the federal agency that enforces the law. This covers employers with at least 15 employees. You must file a complaint within 300 days of the harassment. You may be able to get back pay, money for damages, a job back, or other help.

To find the EEOC office nearest you, go to http://www.eeoc.gov/field or call 1-800-669-4000. The TTY number is 1-800-669-6820. States and some counties and cities have agencies that also enforce sexual harassment laws. Check with your state government for your state's Fair Employment Practice Agency (FEPA) as well as local government for county and city agencies. You can also file a complaint with the EEOC online at http://bit.ly/eeoc-online.

In Illinois, the Illinois Department of Human Rights covers sexual harassment claims. 100 West Randolph, Chicago.
Sexual Harassment hotline: 1-877-236-7703 (se habla Español) TTY: 312-263-1579, http://www2.illinois.gov/dhr

The Cook County Commission on Human Rights can help when a violation occurs in Cook County. 69 West Washington, Chicago 312-603-1100 TTY: 312-603-1101, http://www.cookcountyil.gov

In Chicago, the Chicago Commission on Human Relations covers violations that occur in Chicago. 740 North Sedgwick, Chicago 312-744-4111 TTY: 312-744-1088, http://www.cityofchicago.org/humanrelations

These three agencies cover any size employer for sexual harassment. You must file a complaint within 180 days.

Download our sexual harassment fact sheet and see other fact sheets on workplace rights.

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Click here for quick tips on standing up to sexual harassment, including what to do if you witness it happening to someone else. Read on for more information about sexual harassment, including how it is defined by law, and what you can do if you are sexually harassed. WHAT IS SEXUAL HARASSMENT?

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Legal and Ethical Issues- Sexual Harrassment

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Legal and Ethical Issues- Sexual Harrassment

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One topic in particular that stuck out to me was the amount of articles dealing with women dealing with sexual harassment or discrimination in the work place. With so many movements and research concerning our need to place more women in higher positions, especially those in STEAM career paths, it is astonishing how many women still face these barriers.

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My search through the ASU Library resources resulted in finding the article, "Sexual harassment in the medical profession: legal and ethical responsibilities." which addresses the issues women face when trying to obtain or keep a job in the medical field. This can often be challenged when faced with sexual advances; women tend to feel they will be punished or their careers jeopardized if they report it ( Mathews, 2015).

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Angelo State University - Library Online Resources

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Unauthorized use is prohibited; Usage may be subject to security testing and monitoring; Misuse is subject to criminal prosecution; No expectation of privacy except as otherwise provided by applicable privacy laws.

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While reviewing the information in my search, I was able to educate myself on different aspects of the issue. In the year 2018 women are still facing many inequalities in the workplace. Women are constantly being passed over for promotions, being paid less then their male counterparts, or are dealing with sexual harassment on the job. The website, Women Employed, states that your employer is held responsible if you are sexually harassed. As an employer it is important that we do not have hostile environments for our employees. As a counselor, this is important because we must educate our high school students who are currently entering or working. As a counselor it is my duty to educate our female students of their legal rights.

As a future counselor I must also be aware of how I conduct myself with my students and my peers. I will find myself often in uncomfortable situations or discussions.I must know how to address them and navigate them in a way that does not interfere with any legal or ethical policies.