EEOC says harassment tops the list of allegations in employment discrimination complaints. Image: Philographer/Shutterstock.com
By: FEDweek StaffThe EEOC has issued a guide on Promising Practices for Preventing Harassment in the Federal Sector that is intended, in its words, to “serve as a resource to help federal agencies prevent and remedy harassment and to assist agencies as they work to update or revise their anti-harassment policies and programs.”
The guide is the latest in a series of studies and reports from the EEOC on harassment, noting that such complaints have been the top issue alleged in employment discrimination complaints filed against federal agencies for more than a decade, and have accounted for more than half of such complaints for the last five years. Recommendations include:
* That agencies and senior leaders ensure the agency: has an anti-harassment program that is separate and distinct from the EEO program; has sufficient funding, personnel, and other resources to help prevent and respond to harassment and retaliation; and that it begins investigations of harassment allegations within 10 calendar days of receipt of allegations.
* That anti-harassment policies “clearly set forth who is responsible for taking corrective action when allegations have been substantiated”; that consistent penalties or recommended penalty ranges are used in disciplinary actions against those found to have engaged in harassing conduct; and that agencies consider making such persons ineligible for reward programs or to serve in supervisory or managerial capacities.
* That agencies make multiple channels available for anonymous reporting of harassment; ensure that reports of harassment or harassing conduct are well-documented through a complaint tracking system; and regularly analyze complaints data and conduct and analyze regular surveys, such as workplace climate assessments.
Other topic areas include the content and distribution of anti-harassment policies, the content and conduct of training, and more.
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