Christine M. Major, Date
HHSOFFICEOFHUMANRESOURCES(OHR)
PolicyID: Anti‐HarassmentPolicyandProcedures
Owner(s): OHRLERandEEOCO
EffectiveDate: 4/17/17
DepartmentofHealthandHumanServices
Anti‐HarassmentPolicyandProcedures
ReviewedandApprovedby:
/ChristineM. Major/
ChristineMMajor
DeputyAssistantSecretaryfortheOfficeofHumanResources
Thecontentsofthispolicyareeffectivetotheextentpermittedby law,regulation,andall theapplicable
provisionsofallappropriatecollective bargainingagreements.Anypartoftheseproceduresfoundto
benoncompliantorineffectivewillbe revisedorrescinded,asappropriate,toensuresuccessful
achievementoftheDepartment’smission,goals,andobjectives.
HHSAnti‐HarassmentPolicyandProcedures
TABLEOFCONTENTS
I. INTRODUCTION: ............................................................................................................................ 3
II. POLICY:.......................................................................................................................................... 3
A. WorkplaceHarassment:.............................................................................................................................3
B. Definitions:
..............................................................
..................................................................................
4
III. ROLES AND RESPONSIBILITIES: ........................................................................................... 5
A. EmployeeComplainants:............................................................................................................................5
B. AgencyManagersand Supervisors:
..............................................................
..............................................
5
C. EmployeeRelations:...................................................................................................................................
6
IV. PROCEDURES FOR REPORTING & ADJUDICATING VIOLATIONS: ............................. 6
V. REFERENCES.................................................................................................................................... 7
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
HHSAnti‐HarassmentPolicyandProcedures
I. Introduction:
TheDepartmentofHealthandHumanServices(the“Department” or“HHS”)anditsOperating
and Staff Divisions (“Agency” or “Agencies”) have an affirmative obligation to create and
maintainawork environment inwhichemployeesaretreatedwithdignityand respect.The
environment must be one of mutual trust and the absence of intimidation, bullying and
harassment. In addition, the Secretary’s Equal Employment Opportunity(EEO)Policy
incorporatesthevalueofadiverseworkforce,theexpectationofasafe and secureworkplace
freefromharassmentorfearofreprisal. Therefore,theDepartmentwillnottolerateunlawful
discriminationorharassmentofanykind. Throughenforcementofthispolicy,theDepartment
seeks to prevent, correct and, where it exists, eliminate unacceptable behavior that is
inconsistentwiththispolicy.
ThispolicycoversallDepartmentand Agencyemployees,regardless ofposition.Assuch,each
isexpectedtocomplywiththispolicyandtotakeappropriatemeasurestoensurethatheor
she does not engage in the prohibited conduct. Management will take appropriate action
againstanyemployeewhoviolatesthispolicy. Appropriateactionincludesverbalandwritten
counseling, reprimands, suspensions, demotion or removal from one’s position and from the
FederalService.
II. Policy:
Incompliancewithallapplicablefederalandstateanti‐discriminationandanti‐harassmentlaws
andregulations,theDepartmentanditsAgencieswillenforcethispolicyinaccordancewiththe
followingdefinitions,guidelinesandprocedures:
Filing a complaint under these procedures is not equivalent to filing an EEO complaint of
discrimination, under 29 CFR 1614, or a grievance, under the administrative or negotiated
proceduresnotedintheapplicableCollectiveBargainingAgreement(CBA),ifany.
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A. Workplace Harassment:
Forpurposesof this policy, workplace harassmentisdefinedasanyverbal orphysical
conduct
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thatintimidatesorcoerces anemployee,co‐workeroranypersonworking for
or on behalf of the Department. Verbal attacks (including racial and ethnic slurs or
derogatory remarks), that, impairs his or her ability to perform his orherjobare
includedinthedefinitionofharassment.
Harassment of any kind, including sexual harassment, is prohibited. Immediate and
appropriate action will be taken against any Department employee found to be in
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ThisAnti‐HarassmentPolicyandProceduresdoesnot,norisitintendedto,supersedethepoliciesand/or
proceduresof anycollectivebargainingagreementineffectasofthedateofpublication.
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Conductthat isbasedonprotectedclasses(i.e.,Race,Color, Religion,Sex, NationalOrigin,Age (40 and over)or
Sex)constitutesaviolationof29CFR1614,and,thusfallswithinthepurviewofTitleVIIandtheDepartment’s
EEOoffice.Allotherallegedviolationsarecoveredbythispolicy.
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Actions or behaviors that adversely impact Agency operations, productivity
and/orwork environment.
Psychological bullying
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or intimidation, suchas:making statementswhichare
false,malicious,disparaging,derogatory,rude,disrespectful, abusive,obnoxious,
demeaning,belittling,orthathavetheintenttohurtothers'reputation.
Physical intimidation or aggression (e.g., holding, restraining, impeding or
blocking movement, following, stalking, inappropriate contact or advances,
bullying,oranyotherformsofinappropriatetouchingorgestures).

HHSAnti‐HarassmentPolicyandProcedures
violationofthispolicy. Tobeunlawful,theconductmustbesosevereorrepeatedor
pervasive suchthat itcreatesawork environment thatis hostile, intimidating or
offensivetoa reasonableperson.Forthepurposeof these procedures, the“reasonable
person”standardconsidersthecomplainant’sperspective andassessesifa reasonable
person exposed to the same or similar circumstances would find the environment
hostile,intimidating,oroffensive.
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B. Definitions:
(1) Workplaceharassmentisconsideredtohaveoccurredwhen:
(i) The conduct was sufficiently severe or pervasive (e.g., a pattern) enough to
create an environment that is hostile, or intimidating to a reasonable person
exposedtothesameorsimilarcircumstances.
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(2) Inappropriateconductoccurswhenthecomplainanthasnotsolicitedorinvitedthe
conduct and regards it as unacceptable, (outside of work assignments or
instructions)andthecomplainantisnotanactiveparticipant inthebehavior. Note:
submissiondoesnotmeantheconductwaswelcomed. Examplesinclude:
Sexual advances/pressures for dates. (Violator must be told that behavior is
unacceptable,orunwelcomed)
Inappropriateorracialslurs,comments,andinnuendos.
Rudeorobnoxiousremarksorcomments.
Inappropriatetouching.
Inappropriategestures,expressions,picturesorgraffiti.
Threatsmadeagainstothersorotherthreateningbehavior.
Inappropriatecommunicationsuchasslurs,epithets,ridicule,insults,displaying
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Fordangerousorlife‐threatening behavior,pleaserefertotheProceduresforHandlingDisruptiveEmployees,
PersonnelThreatsorEmergencies(Attachment#1).
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Althoughisolatedincidentsmaynotrisetothelevelof“harassment”,theactionsmustbeaddressedin
accordancewiththeDepartment’sdisciplinarypolicy,(seegenerally,HHSInstruction752andtheHHSResidual
StandardsofConduct.)
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Workplacebullyingisdefinedasrepeatedhealth‐harmingmistreatmentofoneormorepersonsbyoneormore
perpetrators. Itisabusiveconductthatisthreatening,humiliatingorintimidating; verbalabuse,orconductthat
isintrusiveorinterfereswithorsabotagesthetarget’sabilitytowork.
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Theconductoccurredinthepresenceofa managerorsupervisorandthey were
awareofit;
Theconductiswidespread;or
Thecomplainantputtheallegedviolatoronnotice.
HHSAnti‐HarassmentPolicyandProcedures
objects,pictures,graffiti, etc.This typeof inappropriate communication could
happen in person, on the phone, through other electronic means of
communication,etc.
(3) Liabilityattachesif(i)theDepartmentorAgencymanagementkneworshouldhave
knownoftheharassmentand(ii) failedtotakeimmediateandappropriateactionto
investigatethebehavior. Knowledgeisassumedif:
Thevictimcomplainsaboutharassmenttotheappropriateofficial;
III. Roles and Responsibilities:
A. Employee Complainants:
Timelyreport incidents ofworkplaceharassment toanyappropriate HHS
manageror supervisor. Incaseswheretheemployee’ssupervisor,orsomeone
withintheemployee’schainofcommand,istheoffender,employeesmayfilea
complaint withanymanagement officialwhois outside oftheemployee’schain
ofcommand,ifnecessary.
Cooperatefullywithmanagement’sinvestigationofthecomplaint.
Reportanyacts ofretaliationrelatedto makingagoodfaithreport of
harassment,orforassistingwithaninvestigation.
Beawarethatmanagementcannotguaranteeconfidentialityoranonymitywhen
investigatingaworkplaceharassmentcomplaint. Managementmay berequired
to inform those with a need‐to‐know the details surrounding theworkplace
harassment complaint or the questioning of witnesses may not maintain
confidentiality.
Take advantageoftheEmployeeAssistanceProgram(EAP)counseling services,
or other personal counseling services, when necessary, to address personal
problemsrelatingtotheworkplaceharassment.
Request special accommodations from management. (e.g., temporary parking,
etc.).
B. Agency Managers and Supervisors:
Inform employees about policies and procedures for handling incidents of
workplaceharassment.
Treatallreportsofworkplaceharassmentseriouslyandrespondappropriately.
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a)
b)

HHSAnti‐HarassmentPolicyandProcedures
Consult with a Labor and Employee Relations (LER) Specialist immediately
regarding allegations of workplace harassment, irrespective of whether or not
complainant electstofileaformalcomplaint.
Where required, timely investigate the alleged harassment; documenting the
investigativefindings;takingappropriateaction,includingdisciplinaryaction,to
remedythesituation;and,makingagoodfaithefforttopreventfutureincidents
fromoccurring.
Take steps to prevent retaliation against complainants who allege workplace
harassmentorthosewhoareinvolvedinmanagementinquiries.
C. Employee Relations:
Advise,guide,andassist supervisorsandmanagerswithinvestigatingallegations
ofworkplaceharassment.
Recommendsolutions,actionsand/ordiscipline,andinterimreliefforindividuals
allegingworkplaceharassment.
Advisemanagers andsupervisorsontheprovisions of the collective bargaining
agreement and other applicable laws, rules, regulations, policies, and
procedures.
IV. Procedures for Reporting & Adjudicating Violations:
Agency management will handle all complaints submitted under this policy swiftly and
confidentiallytotheextentpossiblebasedonstaffing. Also, lodginga complaintwillinnoway
be used against the complainant or have an impact on the individual’s employment status.
However, filing groundless or malicious complaints, as determined by the investigator(s), is
deemedanabuse of this policyand, thus,will be treatedasa violation.Employeesmuststill
maintainacceptableworkplacebehavior.
(1) InaccordancewiththepoliciesnotedundertheRolesandResponsibilities,employees
mayfilea complaintwithanyappropriateAgencymanagementofficialiftheviolatoris
inthechainofcommand.
(2) Agency management officials, in consultation with LER, will make a determination
regardingwhetheranofficialinvestigationiswarranted.
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Ifyes,determinescopeand selecttheinvestigativelead. (Investigatorswillfollow
procedures outlined in the collective bargaining agreement for bargaining unit
employees.)
Ifno,determinetheappropriateactiontotakeandexecute.
(3) Investigator(s) will prepare a written report of the findings, and submit it to the
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Investigationleadsmayincludemanager(s),supervisor(s),the HHSOfficeoftheInspectorGeneral(OIG),a
contractinvestigatororotherqualified individuals.(Note‐Theparticularsofeachcasewillinfluencewhowill
leadtheinvestigation.)
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(B.)
(C.)
(D.)

HHSAnti‐HarassmentPolicyandProcedures
appropriatemanagementofficial(s)andtheLERSpecialist.
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(4) Ifsupportedbythefindings,themanagementofficialwillwork withLERtodetermine
appropriatecorrectiveactionagainsttheoffenderortheaccuser,orboth.
(5) Managementofficialwillnotifythecomplainant whentheinvestigationiscompleteand
provideguidanceonnextsteps,ifany.
(6) Management official and LER will maintain official copies of the complaint and
investigative documents, including all witness statements and findings report, in
accordance withtheDepartment’sRecordsRetentionpolicyandprocedures.
V. REFERENCES
(A.) EEOand ProhibitedDiscriminationandAnti‐HarassmentPolicydated April 20, 2015,
oritssuccessor
HHSInstruction752:Discipline and Adverse ActiondatedMarch 20, 2009, or its
successor
45CFRPart73,HHSResidualStandardsofConduct
OHR Standard Operating Procedures for Handling Disruptive Employees, Personnel
ThreatsorEmergencies
(E.) HHSUnderstandingandRespondingtoWorkplaceViolenceHandbookdatedJanuary
2008
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Generallyspeaking,employeesreportingworkplacemisconductarenotentitledtoreceiveacopyof thereport
ofinvestigation.Inaddition,theyarenotentitledtoinformationregardingwhat,ifany,disciplinaryaction
managementtookagainsttheharasser(s).
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