Prevention of Sexual Harassment and Anti-Harassment Policy
I want to ensure every Military member and Civilian working at Pacific Submarine Force understands that sexual harassment, or harassment based on any EO/EEO protected characteristic will not be tolerated. It is Command policy that all necessary steps will be taken to prevent harassment in the workplace, and to correct harassing conduct that occurs before it becomes severe or pervasive.
Sexual harassment or any form of harassment seriously degrades team performance and is a detriment to productivity, morale, cohesion, and readiness. If we are to maintain a workplace that encourages Military and Civilians to reach their full potential, each of us must take an active role in the prevention and elimination of non-sexual or sexual harassment.
Harassment is any unwelcome verbal or physical conduct that can objectively be viewed as threatening, demeaning or offensive. Harassment becomes unlawful where enduring the offensive conduct becomes a condition of continued employment, or the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive. Harassment prohibited by this policy includes but is not limited to harassment based on race, color, religion, sex (including sexual orientation, gender identity, and pregnancy), national origin, age, disability, genetic information, and participation in protected activity (including participation in the Equal Opportunity Employment (EEO) process or opposing EEO discrimination).
Sexual harassment is any unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature. It includes circumstances where (1) submission to the prohibited conduct is made either explicitly or implicitly a term or condition of employment; (2) submission to, or rejection of, the prohibited conduct is used as a basis for employment decisions; or (3) the prohibited conduct is so frequent or severe that it creates an intimidating, hostile or offensive work environment. Sexual harassment can occur through electronic communications, including social media, other forms of communication, and in person.
Although not a requirement, I strongly encourage individuals who are harassed to make it clear to the offender that their behavior is offensive and must stop. Military may use the Informal Resolution System (IRS), request Captain's Mast or file a formal report by contacting their respective Command Managed Equal Opportunity (CMEO) Officer.
Civilians can file an incident of Harassment by contacting SUBPAC Inspector General Office at (808) XXX-XXXX and can file an EEO complaint, contact USPACFLT EEO HI- (808) 471-1622 or (808) 471- 0271.
My policy requires us to protect any individual who reports actual or suspected incidents of harassment from retaliation and that the reporting system will provide a prompt, thorough, and impartial investigation. I strongly encourage every Military member and Civilian to bring to my personal attention any suspected acts of reprisal. The identity of an individual who submits a report, a witness who provides information regarding a report, and the target of the complaint, will be kept confidential to the extent possible consistent with a thorough and impartial investigation. Any employee who retaliates against any individual who submits a report or provides information regarding a report will be disciplined appropriately. I will take immediate and proportionate corrective action if it determines that harassment has occurred.
I expect each of you, Military member and Civilian alike, to enforce this policy at all times and I encourage all of you to support each other in ensuring that our organization is a model of fair and professional treatment for all personnel.
J. T. JABLON
REAR ADMIRAL, U. S. NAVY