May 17, 2018
I expect each member of the United States Pacific Fleet team to foster an environment that is free from harassment (sexual and non-sexual). As professionals representing our Nation and Navy, I expect all personnel to work together and always engage each other with mutual respect and treat all coworkers as family. Fairness, professionalism, courtesy and respect will dominate our workplace.
Everyone must be proactive in preventing and ultimately eliminating all forms of harassment. 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:
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 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
Responsibilities of those who believe they have been harassed. Members who believe they are being harassed in any form are encouraged to confront the harasser, if comfortable, stating that such behavior is offensive and unwelcome. Individuals who are subject to or observe harassing behaviors could immediately report the incident(s) to the appropriate supervisory level 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 their respective Command Managed Equal Opportunity (CMEO) Program Manager or Command Climate Specialist (CCS). Civilian employees may: use the Navy’s Alternative Dispute Resolution (ADR) process; utilize the negotiated grievance procedure, if applicable, or the administrative grievance procedure; or file a discrimination complaint pursuant to 29 CFR § 1614 or 10 USC Section 1561. The Navy’s Equal Opportunity Advice Line is also available at 1-800-253-0931.
We are all charged with looking out for one another as a family. We must strive to address and eliminate all forms of harassment within the Command. Harassment of any kind will not be tolerated.
J. C. AQUILINO