Sexual Harassment is prohibited in any location that can be reasonably regarded as an extension of the Department's workplace, such as any DOI facility; any customer location, an off-site social business function, or any other non-DOI facility where DOI business is being conducted and discussed. The Department (DOI) operates under a Policy on Equal Opportunity.
The Equal Employment Opportunity Commission defines “sexual harassment” as unwelcome sexual advances, request for sexual favors, and other verbal and physical conduct of a sexual nature when:
Sexual harassment may take many forms - subtle and indirect, or blatant and overt.
Sanctions for Policy Violations
All employees are subject to the Department's Zero Tolerance Policy of Discrimination and Harassment. Individuals who violate this policy may be subject to discipline ranging from a written warning up to and including discharge or other appropriate sanction.
Reports of sexual harassment to appropriate management officials are taken seriously and will be dealt with promptly. The specific action taken in any particular case depends on the nature and gravity of the conduct reported, and may include intervention, mediation, investigation, and the initiation of disciplinary processes as discussed above. Where sexual harassment is found to have occurred, Bureau Managers will act to stop the harassment, act to prevent its recurrence, and discipline, where appropriate, those responsible.
Employees may bring allegations of sexual harassment immediately to the attention of the local, regional or Bureau EEO Officer, an EEO Counselor, and/or the Sexual Harassment Hotline for priority consideration. The EEO professional must immediately meet/discuss the alleged incident with the employee and then bring the matter to the immediate attention of the highest appropriate management official at the site where the incident arose. The manager will order an immediate, expedited inquiry into the facts of the incident to be completed within 10 days. Upon receipt of the inquiry report, if warranted, the senior manager must take immediate corrective action, including appropriate disciplinary action.
EEO Counseling/Alternative Dispute Resolution (ADR)
The Expedited Process described above may take the place of the informal counseling period required by 29 CFR 1614.106. If the matter is not addressed through the expedited process, the employee must bring the alleged sexual harassment to the attention of the EEO Counselor within 45 days of the matter, prior to filing a formal complaint of discrimination against the agency. During the expedited process or EEO Counseling, the Bureau may use their alternate dispute resolution process to facilitate early resolution. To locate an EEO Counselor, check your employee Bulletin Boards, the local area network, your local websites, or the Department's website at www.doi.gov/eeo, or contact your Bureau EEO Officer for assistance.
Examples of Sexual Harassment
Any of these elements may constitute sexual harassment or discrimination. These examples are not meant to be all inclusive.
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Sexual Harassment Hotline Policy (Link is being updated & coming soon)