Equal Employment Opportunity Program

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Anti-Harassment Program

Anti-Harassment Policy Statement

The Anti-Harassment Program ensures a safe place for our workforce where employees can report harassing conduct and inappropriate behavior. The purpose of the program is to provide an expedited process for reviewing allegations of harassing conduct, stopping further incidents of harassment, and providing recommendations for taking corrective action, where appropriate.

Anti-Harassment Policy Statement

Our Commitment

NARA is committed to maintaining a work environment that is civil, courteous, respectful, and free from harassing or inappropriate behaviors for its employees, contractors, volunteers, visitors, interns, and customers. NARA has appropriate measures to prevent harassing and/or inappropriate behavior in the workplace. NARA will not tolerate harassment of any kind.

Harassment

Unlawful harassment is defined as any unwelcome verbal, non-verbal, or physical conduct based on race, color, religion, sex (including pregnancy and gender identity), national origin, age (40 or older), disability (mental or physical), genetic information, sexual orientation, marital status, political affiliation, status as a parent, or retaliation when:

  • Enduring the offensive conduct becomes a condition of continued employment.
  • The conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive.

Harassment undermines the integrity of employment relationships and interferes with work productivity.  Harassing conduct includes, but is not limited to: bullying, slurs, derogatory or disrespectful remarks, spreading rumors, swearing, jokes, obscenities, incessant teasing, expressing or insinuating threats, threatened assault, hitting, punching, other unwanted touching, and malicious or insulting gestures.

NARA has appropriate measures to prevent harassment (sexual or non-sexual) in the workplace and to correct harassing behavior before it becomes severe or pervasive. Harassing behavior by a NARA employee does not need to rise to the level of unlawful harassment in order for it to constitute misconduct. Violations of policy may result in administrative or disciplinary actions against offenders.

Sexual Harassment

Sexual harassment is conduct of a sexualized nature such as unwanted conduct/behavior expressing sexual attraction or involving sexual activity; sexual attention or sexual coercion, such as demands or pressure for sexual favors, and other verbal or physical conduct of a sexual nature. Sexual harassment could include the following: 

  • 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. 

Harassing and/or inappropriate behavior includes any sex-based conduct that interferes with an individual’s work performance or creates an intimidating, hostile or offensive environment.

Retaliation

In addition, NARA prohibits any retaliation against an employee who reports a concern about workplace harassment, other inappropriate behavior or assists in any inquiry about such a report.

Training

All NARA employees, including managers and supervisors, are required to take the anti-harassment training annually through NARA’s Learning Management System (LMS). A NARA notice will announce the mandatory training.

Reporting Violations

All NARA employees are strongly encouraged to report misconduct, including discrimination or harassing behavior. Supervisors, volunteer coordinators, CORs, and management officials must immediately report (usually within 48 - 72 hours of becoming aware of it) harassing conduct, or allegations of harassing conduct by others to any member of the Ad Hoc Committee on Harassment or directly to the Anti-Harassment Program Manager directly. Failure to report an incident of harassment may result in administrative action, including disciplinary action.

Report Incidents to Any of the Following Offices

Employees who believe they have been subjected to harassment should report the incident(s) to their supervisor or a manager in their chain of command or one of the members of the Ad Hoc Committee on Harassment comprised of officials from Human Capital (HC); Office of General Counsel (NGC); and Office of Equal Employment Opportunity (NEEO). Employees can contact the Anti-Harassment Program Manager directly. See NARA 396 Anti-Harassment Policy for guidance

You may submit incidents to Human Capital by:

You may also submit an incident to NGC by:

  • Calling 301-837-1750;
  • Sending a fax to 301-837-0293

You may also submit an incident to the Anti-Harassment Program Manager by:

You may also submit an incident to the Office of the Inspector General (OIG) by:

  • Calling the OIG Hotline:
  • 301-837-3500 (Washington, DC metro area)
  • 800-786-2551 (toll-free and outside the Washington, DC metro area)
     

Sending a document to:

OIG Hotline Office of Inspector General 

National Archives & Records Administration 

8601 Adelphi Road, Room 2800

College Park, MD, 20740-6001

Confidentially reporting online at:

https://naraoig.oversight.gov/online-complaint-form 

Time Frames and Contacts for Filing an EEO Complaint

Employees who wish to file an EEO complaint alleging discrimination and/or harassment should file a complaint within 45 calendar days of the date of the incident(s) to the Office of Equal Employment Opportunity (NEEO). See NARA 395 EEO Complaints Program for guidance or you may initiate an informal EEO complaint by:

If all or part of the complaint is pursued under the negotiated grievance procedure covering bargaining unit employees, a grievance must be filed within 20 days of the alleged incident, or 20 days after the grievant becomes aware of the alleged incident. Personnel may contact their union representative at any time regarding discrimination and/or harassment.

Dr. Colleen J. Shogan
Archivist of the United States

NARA 396

If you have any questions or would like more information, e-mail NEEO@nara.gov

Anti-Harassment Pamphlets

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