The Anti-Harassment Program (AHP) provide an accountable process for management to address employee allegations of harassment and take immediate and appropriate corrective action, including interim relief and use of disciplinary actions to eliminate harassing conduct, even if such conduct does not rise to a level that would violate the law. The goal of the Anti-Harassment Policy and Procedures is to address harassing conduct at the earliest possible stage, before it can become “severe or pervasive” harassment within the meaning of anti-discrimination laws.
Often times, the Anti-Harassment and the Complaint Process is considered to be the same, however, the Anti-Harassment process is entirely separate and apart from the EEO complaint process. Reporting harassment through the EEO process may not result in prompt corrective action, especially if the aggrieved party does not waive anonymity. The EEO process should be used only when the employee believes the harassment is occurring due to discrimination or retaliation, whereas the Anti-Harassment coordination process can be used to address harassment regardless of the motive. While the EEO process offers the possibility of a broader range of relief for harm that has occurred, the AHP focuses on stopping the harassment and punishing the responsible party. The Anti-Harassment procedures do not affect rights under the EEO complaint process. This means that an employee who reports allegations of harassment in accordance with the Agency’s Anti-Harassment procedures has not filed an EEO complaint, and that an employee at the beginning stages of the EEO process, also could report harassment through the Anti-Harassment Coordination Process. An employee who wishes to file a discrimination complaint should contact a DTRA EEO counselor within 45 days of the alleged harassing conduct.
Managers and supervisors are responsible for maintaining a work environment free of harassment. Managers and supervisors who observe or are made aware of allegations of harassing conduct are required to act promptly, effectively, and in accordance with DTRA Anti-Harassment Policy and Procedures to determine whether the harassment allegations are substantiated and to take corrective or disciplinary action as appropriate and necessary.
Individuals who believe they have been victims of harassment in the DTRA workplace should report the matter immediately to their management chain or the DTRA Anti-Harassment Coordinator.
If you have any questions about the Anti-Harassment Program, please email the Proactive Prevention Team at: firstname.lastname@example.org or call 703-767-4451.