Human Resources

Equal Employment Opportunity

PSC EEO Diversity Guidelines and Directives

Policy Statement on General Harassment

MEMORANDUM TO ALL EMPLOYEES

SUBJECT: Policy Statement on General Harassment

All Program Support Center (PSC) employees must maintain a high standard of conduct in the workplace and refrain from engaging in harassing activities. We will not tolerate conduct by PSC employees that disparages, denigrates or demonstrates hostility or aversion towards any person based upon race, color, religion, gender, national origin, age, disability and sexual orientation. Such conduct constitutes discrimination in the terms, conditions and privileges of employment and violates Title VII of the Civil Rights Act of 1964, as amended.

General harassment can be either verbal or written and may include physical acts. Such harassment has the purpose or effect of creating an intimidating, hostile or offensive work environment; unreasonably interfering with a person's work performance; or otherwise adversely affecting his/her employment opportunities.

Examples of verbal or physical harassment include the use of slurs, epithets, negative stereotypes, threats, intimidation or other hostile acts designed or intended to disparage, denigrate, demonstrate hostility or aversion towards a person because of his or her race, religion, gender, national origin, age, disability or sexual orientation, or that of his or her friends, relatives or associates.

Written harassment involves placement or circulation of written or graphic materials (such as posters, flyers, memoranda and e-mail) on walls, bulletin boards or other workplace sites, that disparage or show hostility or aversion toward an individual or group because of race, gender, national origin, age, disability or sexual orientation, or that of his or her friends, relatives and associates.

Managers and supervisors are responsible for enforcing this policy and must take immediate and effective action to end any harassing activities which may exist. Effective action may include a formal letter of apology from the offending employee to the victim of such harassment, oral and written reprimands, and/or other progressive discipline, depending upon the severity of the violation.

Managers and supervisors who tolerate such harassment or fail to take prompt corrective action upon becoming aware of such activities may also be subject to disciplinary action and receive a reduced rating on their Equal Employment Opportunity (EEO) performance element.

Any employee who believes she/he has been subjected to harassment, or has witnessed such harassment, should report this to a supervisor/manager for corrective action. If the supervisor/manager fails to take prompt corrective action, the employee may contact an EEO counselor within 45 calendar days of the particular incident.

Any comments or questions related to this policy should be addressed to the Director, Office of Equal Employment Opportunity (301) 443-1144.

J. P. VanLandingham
Deputy Assistant Secretary for Program Support