Prevention of Sexual Harassment Policy
It is the policy of the National Archives and Records Administration to provide a work environment free from sexual harassment and intimidation. Sexual harassment undermines the integrity of employment relationship and interferes with work productivity. I place the highest standards on all employees to comply with NARA’s sexual harassment prevention policy.
Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. The Equal Employment Opportunity Commission has defined sexual harassment as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
- Submission to or rejection of such conduct is made either explicitly or implicitly a term or condition of a person’s job, pay or career, or
- Submission to or rejection of such conduct by a person is used as a basis for career or employment decisions affecting that person, or
- Such conduct interferes with an individual’s work performance or creates an intimidating, hostile or offensive environment.
Managers and supervisors are responsible for ensuring that the workplace is free from sexual harassment. To successfully achieve this objective, every manager and supervisor in NARA should:
- Set the tone for office conduct and appropriate work place behavior;
- Take all allegations of sexual harassment seriously;
- Communicate to employees that sexual harassment will not be tolerated;
- Ensure that employees are aware of this policy and know the proper reporting procedures and penalties associated with sexual harassment.
Be mindful that the offending individual may not only be an employee, but a contractor or other non-employee as well. Managers and supervisors who observe unprofessional behavior in the workplace have the responsibility to take appropriate corrective action to stop such behavior and prevent future occurrences.
NARA will not tolerate any retaliation against an individual who lodges such a complaint or who provides information related to a complaint. Allegations of sexual harassment will be addressed immediately and fairly. Any NARA employee found to have engaged in sexual harassment is subject to disciplinary action. To deal with this type of situation, employees should refer to NARA’s Anti-Harassment Policy and follow the guidance provided therein.
While all employees have the responsibility of preventing sexual harassment, managers and supervisors must create a work climate free from unsolicited and unwelcome sexual overtures by applying applicable sanctions when warranted.
ADRIENNE C. THOMAS
Acting Archivist of the United States
