Anti-Harassment and Prevention of Sexual Harassment

4 Apr 24

Everyone is owed a safe and comfortable environment to work and carry out their oath. As Commander, U.S. Pacific Fleet (COMPACFLT), I expect each member to foster an environment that is free from harassment (sexual and non-sexual) and retaliation. This behavior degrades our effectiveness as a war-fighting organization. Professionalism starts with treating people with dignity and respect. It is everyone's responsibility to prevent harassment by intervening to stop inappropriate behaviors both on and off duty.
 
Sexual harassment involves unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: (1) submission to such conduct is made explicitly or implicitly a term or condition of a person’s job, pay, career, or employment; (2) submission to or rejection of such conduct is used as a basis for career or employment decisions; or (3) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment.
 
Harassment is behavior that is unwelcome or offensive to a reasonable person and that creates conditions that unreasonably interfere with work performance or creates an intimidating, hostile, or offensive work environment. Harassment also encompasses aggressive, menacing, malicious, insulting, or bullying behavior involving the misuse of power that makes a reasonable person feel vulnerable, upset, humiliated, undermined, or threatened. Harassment can be oral, written, physical, occur through electronic communications, including social media, other forms of communication, and in-person. Harassment prohibited by this policy includes, but is not limited to, harassing behavior based on protected Equal Employment Opportunity (EEO) categories of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability, genetic information (e.g., genetic tests or family medical history), or reprisal for protected EEO activity (i.e., opposition to prohibited discrimination or participation in the statutory complaint process).
 
Examples of prohibited conduct include, but are not limited to, unwanted physical contact; offensive jokes or stories; epithets; ridicule or mockery; insults or put-downs; displays of offensive objects or imagery; stereotyping; intimidating acts; veiled threats of violence; threatening or provoking remarks; racial or other slurs; derogatory remarks about a person's accent or disability, displays of racially offensive symbols; hazing; bullying; cyber harassment; making obscene or lewd comments or gestures; or commenting on a person's body or sexual characteristics.
 
Retaliation against individuals for reporting or filing a complaint of harassment or providing information as part of an inquiry; refusing to follow orders that would result in harassment; or resisting sexual advances or intervening to protect others, is prohibited. Prohibited retaliatory behaviors include: reprisal (taking, threatening, or recommending to take an unfavorable personnel action or withholding, threatening, or recommending withholding a favorable personnel action), ostracism, maltreatment, and criminal acts for a retaliatory purpose. Anyone engaging in retaliatory behavior will be subject to appropriate corrective action.
 
Avenues of redress. Civilian employees may use their unit's internal harassment reporting process; the Navy's Alternative Dispute Resolution program; the negotiated or administrative grievance procedures by contacting their servicing Human Resources Office; or file a discrimination complaint by contacting their servicing EEO Office. Civilian employees who are directly supervised by a Commanding Officer or Officer-in-Charge and who wish to report sexual harassment should contact their servicing EEO Office.
 
All COMPACFLT personnel shall enforce this policy and shall not condone or ignore harassment or retaliation of which they are aware. Reported incidents will be investigated and addressed promptly, fairly, and effectively. Individuals responding to alleged incidents will keep the identity of individuals who report harassment, alleged victims, witnesses, and alleged harassers as well as information related to harassment investigations confidential to the extent possible consistent with legal obligations and the need to conduct a thorough and impartial investigation.
 

S.T. KOEHLER