As Commander, U.S. Pacific Fleet (COMPACFLT), I expect each member of the COMPACFLT team to foster an environment that is free from harassment (sexual and non-sexual) to include bullying and hazing. Incidents of harassment cover a wide range of behaviors, from verbal comments to physical acts, and can be subtle or overt. 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 or rejection of such conduct is made explicitly or implicitly a term or condition of career/employment, or;
  2. submission to, or rejection of, such conduct is used as a basis for career or employment decisions; or
  3. such conduct interferes with an individual’s work performance or creates an intimidating, hostile or offensive environment.

Non-sexual Harassment is behavior that is unwelcome or offensive to a reasonable person and that interferes with work performance or creates an intimidating, hostile, or offensive work environment.

Examples of prohibited conduct include

  • bullying or intimidation;
  • unwanted physical contact, offensive jokes, stories, or slurs;
  • teasing or mimicking a person’s disability, accent, or appearance;
  • making obscene or lewd comments or gestures;
  • commenting on a person’s body or sexual characteristics;
  • displaying nude or sexually-suggestive objects, images, or cartoons.

This list is not exhaustive.

Responsibilities of Sailors and Civilians.

All hands shall enforce this policy 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 consistent with a thorough investigation.

Avenues of redress.

Sailors may

  • use the Informal Resolution System;
  • request Captain’s Mast; or
  • file a formal complaint by contacting their respective Command Managed Equal Opportunity Program Manager or Command Climate Specialist (CCS).

Civilian employees may

  • use their unit’s internal anti-harassment process;
  • Navy’s Alternative Dispute Resolution process;
  • the negotiated grievance or administrative grievance procedures by contacting their servicing Human Resources Office;
  • or file a discrimination complaint pursuant to 29 CFR § 1614 or 10 USC Section 1561 by contacting their servicing EEO Office.

The Navy’s Equal Opportunity Advice Line is also available at (1-800-253-0931).

Retaliation against individuals who report harassment and witnesses who provide information as part of an investigation into such reports is prohibited. Anyone who engages in retaliatory behavior will be subject to corrective and/or disciplinary action.

I am committed to providing a workplace environment that promotes excellence, professionalism, teamwork, dignity and respect, where each member of our team truly believes they can thrive, make a difference and advance on their merit. We must strive to eliminate and immediately address all forms of harassment within the Command.

S. J. PAPARO

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