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This report covers Part 2 of our inquiry into events relating to the 35th Annual Symposium of the Tailhook Association (Tailhook 91) held at the Las Vegas Hilton Hotel from Thursday, September 5 to Sunday, September 8, 1991. The inquiry was initiated in response to a request from the Secretary of the Navy on June 18, 1992. This report is primarily focused on the events at Tailhook 91; Part 1, issued on September 21, 1992, detailed our review of the Navy investigations of Tailhook 91 and related matters. Part 1 of the report concluded that the scope of the Navy's earlier investigations should have been expanded beyond the indecent assaults to encompass other violations of law and regulation as they became apparent and should have addressed individual accountability for the leadership failure that created an atmosphere in which the assaults and other misconduct took place. In that regard, the first part of our report examined the actions and inactions of Navy leadership responsible for the Navy's investigations of Tailhook 91.
In September 1991, over 4,000 U.S. Navy and Marine Corps aviation officers met in Las Vegas for the 35th Annual Tailhook Symposium, a long-standing professional convention of naval aviators. Over the weekend, the parties and drunken behavior raged out of control and resulted in widespread damage to the hotel, 90 identified victims of indecent assault, 140 officers referred for possible court-martial or disciplinary action, and the demotion, transfer, or resignation of several top Navy officials. For the first time, this, the official report of the wildest ranging scandal in the history of the U.S. Navy, details in-depth the abuses that occurred. This report finally reveals the truth behind the rumors, the headlines, and the scandal.
The aim of this book is to make more widely available a body of recent research activity that has become known as applied general equilibrium analysis. The central idea underlying this work is to convert the Walrasian general equilibrium structure (formalized in the 1950s by Kenneth Arrow, Gerard Debreu and others) from an abstract representation of an economy into realistic models of actual economies. Numerical, empirically based general equilibrium models can then be used to evaluate concrete policy options by specifying production and demand parameters and incorporating data reflective of real economies. Shoven and Whalley describe all aspects of developing applied general equilibrium models, including developing an appropriate equilibrium structure, calibrating the model, compiling counterfactual equilibria, and interpreting results. The authors contend that the Walrasian general equilibrium model provides an ideal framework for appraising the effects of policy changes on resource allocation, assessing who gains and who loses, and the policy impacts not well covered by empirical macro models. The applications in the book illustrate a number of ways in which fresh insights are provided in long standing policy controversies.
Most Americans were shocked when Anita Hill charged U.S. Supreme Court nominee Clarence Thomas with sexual harassment. Not surprisingly, the nation was divided on the Senate hearings on the matter--some believed Hill, others, Thomas. Perhaps the most important result of the hearings was to open the eyes of a majority of the public to the issue of sexual harassment and to begin a dialog on the issue. This work first defines sexual harassment, including operational, sociological and legal definitions, and then provides a history of the issue in the United States and a theoretical framework of why harassment occurs. This is followed by a look at the legal dimension of the problem, with a discussion of pertinent federal and state laws and Equal Employment Opportunity Commission (EEOC) decisions. The incidence and settings (e.g., workplace, housing, religious institutions) are next examined, followed by chapters on sexual harassment in the government, the military, and in education. The book concludes with discussions of strategies for the victims and for employers.