As the U.S. Pacific Fleet Commander, I expect each member of the PACFLT team to cultivate a work environment of dignity and respect. It is our collective and individual responsibility to ensure our Navy is free from harassment (sexual & non-sexual) and other forms of discrimination. To this end, all members must participate in annual and continuous training in the prevention of sexual harassment, as prescribed by my program managers or higher authority.

Sexual harassment is defined as a form of sex discrimination that involves unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

  1. Submission to or rejection of such conduct is made, either explicitly or implicitly, a term or condition of a person’s job, pay, or career, or
  2. Submission to or rejection of such conduct by a person is used as a basis for career or employment decisions affecting that person, or
  3. Such conduct interferes with an individual’s performance or creates an intimidating, hostile or offensive environment.

Harassment on any other protected basis is also strictly prohibited. Such harassment can be defined as conduct that shows hostility or aversion toward an individual because of his/her protected characteristic and that has the purpose or effect of unreasonably interfering with work performance or creating an intimidating, hostile or offensive work environment.

Responsibilities of all Sailors and Civilian Sailors. All hands, especially leaders, managers, and supervisors within PACFLT shall enforce this policy through committed leadership and shall not condone or ignore harassment of which they have knowledge. Reported incidents of harassment will be thoroughly investigated and dealt with promptly, fairly, and effectively. Individuals responding to alleged incidents will uphold confidentiality to the greatest extent possible. If the alleged harassment is substantiated, immediate and appropriate action will be taken. When appropriate, any Sailor or Civilian Sailor who is found to have committed sexual harassment or any other discriminatory harassment will be subject to disciplinary action.

Responsibilities of those who believe they have been harassed. Individuals who believe they are being harassed are encouraged to confront the harasser, stating that such behavior is offensive and unwelcome. Individuals who are subject to or observe harassing behaviors should immediately report the incident(s) to the appropriate supervisory level if: (1) the behavior does not stop after the harasser has been told the behavior is offensive and unwelcome; (2) the employee is uncomfortable in addressing the harasser; or (3) the behavior is severe or possibly criminal in nature. Individuals who believe they are subjected to sexual harassment or any form of harassment should feel confident reporting the situation immediately without fear of retaliation or reprisal.

Avenues of redress. Sailors may use the Informal Resolution System (IRS), request Captain’s Mast or file a formal complaint by contacting your respective Command Managed Equal Opportunity (CMEO) Officer. Civilian Sailors may use the Navy’s Alternative Dispute Resolution (ADR) process, file a discrimination complaint pursuant to 29 Code of Federal Regulations Part 1614 or 10 United States Code Section 1561, use the negotiated grievance procedure, if applicable, or the administrative grievance procedure by contacting the appropriate servicing Equal Employment Opportunity Department or Labor and Employee Relations Division. The Navy’s Equal Opportunity Advice Line is also available at (800)-253-0931.

S. H. SWIFT
Admiral, U.S. Navy
17 June 2015