Investigating Sexual Harassment Charges

Manager's Quick Reference Guide - Table of Contents
DDESS DMEO Contacts

DMEO Program Manager

Phone: 678-364-6655
Blackberry: 404-519-2517
Fax: 678-364-6626

EEO Counselor

Phone: 678-364-8013
Fax: 678-364-6626

Employees and applicants must contact the EEO Office at: 700 Westpark Drive, 3rd Floor, Peachtree City, GA 30269 (phone numbers above), within 45 days of the discriminating act to begin complaint counseling. EEO counselors assigned to process informal complaints are appointed by the EEO Chief. They are not advocates for management or the complainant, but serve as an impartial third party.

Resources

DoDEA Diversity Management and Equal Opportunity (DMEO) Program

Intake Form (file an EEO complaint)

Quick Reference Guide for Managers - Discrimination and Sexual Harassment Allegations

DoD Directive on DMEO

DoDEA EEO Policy

Reasonable Accommodation Policy

DoDEA EEO Regulation 5713.9

EEOC Regulations on Federal Sector EEO, 29 C.F.R. Part 1614

Equal Employment Opportunity Commission (EEOC) Website.

Discrimination and Sexual Harassment Quick Reference Guide - Investigating Sexual Harassment Charges

  1. Immediately contact the EEO office, either your local EEO Site Manager or Headquarters.

  2. Even if you are told by the victim not to take action, you are obligated to investigate the matter. Nothing is off the record.

  3. Respond immediately. Facts can normally be gathered within 3 or 4 days.

  4. Hold meetings in a quiet, private location. Avoid distractions such as the telephone.

  5. Obtain relevant information from the complainant.

  6. Be objective when asking questions; don't make assumptions. Also, questions should be asked in a non-threatening way, and the complainant should be assured that the allegations will be taken seriously. Questions should be open-ended and non-leading.

  7. Let all people you talk to, especially the alleged victim and accused harasser, know you are serious about eliminating sexual harassment. Set a proper tone for your discussions.

  8. Management is far better off eliminating behavior that constitutes sexual harassment before a problem arises or a complaint is brought to its attention through some other channel.

  9. Document all conversations you have with the alleged victim, harasser, and witnesses.

  10. Take each person seriously. Listen carefully to what is said, how it is said, and watch body language or reaction to your questions. Do not judge anyone until you have gathered all the facts.

  11. Keep the chain of command informed. Follow established procedures.