May 24, 2019

Anti-Harassment and Prevention of Sexual Harassment Policy Statement

As the commanding officer, I expect each member of the SRF-JRMC team to cultivate a work environment of dignity and respect. It is our collective and individual responsibility to ensure SRF-JRMC is free of harassment (sexual and non-sexual), power harassment and other forms of discrimination. To this end, all SRF-JRMC employees must participate in annual and continuous training in the prevention of sexual harassment, as prescribed by directive or directed by higher authority.

Per SECNAVINST 5300.26D, Sexual harassment is defined as a form of sex discrimination that involves unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

  1. 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
  2. Submission to or rejection of such conduct by a person is used as a basis for career or employment decisions affecting that person, or
  3. Such conduct interferes with an individual’s performance or creates an intimidating, hostile or offensive environment.

Harassment on any other protected basis is also strictly prohibited. Such harassment can be defined as conduct that shows hostility or aversion toward an individual because of his or her protected characteristic and that has the purpose or effect of unreasonably interfering with work performance or creating an intimidating, hostile or offensive work environment.

Power harassment is defined as conduct that will harm personnel in the workplace or deteriorate the workplace environment, resulting from misuse of one’s position, relationship or competitive advantage by going beyond business operational necessity. Power harassment can happen from the supervisor to the subordinate, between senior and junior employees, among coworkers, and from the subordinate to the supervisor. Work-related necessary directions, warnings and guidance, when given in an appropriate manner, will not constitute power harassment.

Responsibilities of all supervisory employees. All leaders, managers and supervisors within SRF-JRMC shall enforce this policy through credible leadership and shall not condone or ignore harassment of which they have knowledge. Reported incidents of harassment will be thoroughly investigated and dealt with promptly, fairly and effectively. If the alleged harassment is substantiated, immediate and appropriate action will be taken to remedy the situation. Individuals responding to the incident will maintain confidentiality to the greatest extent possible. Any employee who is found to have committed sexual harassment or any other discriminatory harassment may be subject to disciplinary action.

Responsibilities of those who believe they have been harassed. Although it is not required, employees who believe they are being harassed are encouraged to confront the harasser, stating that such behavior is offensive and unwelcome. Individuals who are subject to or observe harassing behavior should immediately report the incident(s) to the appropriate supervisory level if: (l) the behavior does not stop after the harasser has been told the behavior is offensive and unwelcome, (2) the employee is uncomfortable in addressing the harasser, or (3) the behavior is severe or possibly criminal in nature. Individuals who feel they are subjected to sexual harassment or any form of harassment should feel comfortable reporting the situation immediately without fear of retaliation or reprisal.

Avenues of redress. Sailors may use any appropriate avenue open to them by contacting their respective command managed equal opportunity (CMEO) advisor. U.S. civilian employees may use any appropriate avenue open to them by contacting the appropriate servicing equal employment opportunity department or employee relations division. The Department of the Navy’s Sexual Harassment Advice Line is also available at 1-800-253-0931. Master Labor Contract employees may report concerns or incidents of wrongdoing to their chain of command. When reporting to the chain of command has failed or is not practical, employees should make detailed and factual reports to the command inspector general hotline by phone at (DSN) 243-1115 or email: or in-person to a C101IG representative.




SECNAVINST 5300.26Dでは、以下のいずれかに該当する、望まれていない性的なアプローチ、性的な要求、または性的な内容に関する言動をセクシャル・ハラスメントと定義しています。

            (l) 言動・要求を受け入れる、または断ることで、明示的であるか無いかに関わらず、その人の仕事の任期や職務内容、給与もしくはキャリアに影響が及ぶ。

            (2) 言動・要求を受け入れる、または断るということが、その人の採用やキャリア形成に関わる判断の根拠とされる。

            (3) 言動・要求が、個人の仕事の業績に悪影響を及ぼしたり、恐怖感や敵意を抱く不快な環境を作り出す。