Anti-Harassment Policy, NARA 396
The purpose of this Policy is to:
- Prevent harassment in NARA facilities and services;
- Correct harrassing conduct that does occur before it becomes severe or pervasive;
- Ensure all NARA employees, contractors, volunteers, interns, doundation staff, visitors, and cusotmers are aware that NARA does not tolerate discrimnation or harassment; and
- Identify what to do in the event of an incident of harassment at NARA.
This policy covers conduct that falls within the EEO's definition of unlawful harassment, as well as other conduct.
- The EEO definintion of unlawful harassment is unwelcome verbal or physical conduct based on a protected class (i.e. race, color, religion, sex, nation origin, age (40 and older), or disability) that has the purpose or effect of unreasonably interfering with an employee's work performance and/or creating an intimidating, hostile, or offensive work environment. To rise to the level of unlawful harassment, conduct must be severe or pervasive.
- By contrast, this policy includes hostile or abusive conduct based on race, color, religion, sex (including pregnancy and gender identity), sexual orientation, national origin, age (40 and older), disability, genetic information, marital status, political affiliation, status as a parent, retaliation, or any other reason, even if the conduct has not risen to the level of illegality, or is not severe or pervasive.
- This policy also covers any type of harassment that interferes with, or alters, the condition of an employee's employment, regardless of the reason.
Employees should be aware that the anti-harassment process is NOT the same as the EEO complaints process (see para. 396.10 for more details).
If you have any questions or would like more information, e-mail NEEO@nara.gov