The gay thing - Part 1: Gays in the military (d)

 Part 1: Gays in the military

d. Plan of action

None of this well end well unless thoughtfully enacted. Rather than just complain about the status quo, it seems prudent to offer suggestions on implementation.

1. Stop any pending separations for homosexual conduct.

2. Modify article 125 of the UCMJ to exclude consensual acts between adult humans (I'm a pretty open minded guy, but we don't need goat humpers in the Army; the Navy can have them if they want). It really makes no sense to allow gays to serve openly when only conventional intercourse is permitted. This of course will be a victory also for hetero troops who might enjoy the occasional BJ.

3. Educate the troops. Standard practice when there are significant changes to the rules. Ensure the training stresses that discrimination, harassment, etc. will not be tolerated.

3.1 Create a website and hotline to report discrimination, harassment, etc. A special team to evaluate these problems and command response. This can be discontinued or integrated into the E.O. program after a year or so.


4. Create a special team to locate any service members previously discharged for homosexual conduct. If they still meet the same medical and moral (i.e. criminal) requirements as when they were discharged, offer them reinstatement in their previous status with a complete resumption of lost benefits and incentives (bonus, GI bill, etc.). The assessing authority will grant liberal exceptions to policy to allow them to return in the same grade and specialty.

5. Use recruiting records to attempt to contact any applicants  that were previously disqualified and inform them of the change.

5.1 Discretion would be a good policy here; the service representative would take care not to disclose the sexuality of the applicant to 3rd parties.

6. (optional) Raise recruiting standards to compensate for the influx of applicants.

6.1 Lower recruiting standards once we realize that the homosexual population will not create a very significant increase in applicants.

7. At the very first sign of harassment or discrimination, identify the offending parties and administratively stomp the living dog snot out of them. Repeat as needed.