Employee's Guide to Preventing Sexual Harassment Table of Contents

DDESS DMEO Contacts

DMEO Program Manager

Phone: 678-364-6655
Blackberry: 404-519-2517
Fax: 770-632-8720

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

EEO Complaint Process

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

POSH Guide: Stopping Sexual Harassment

Who is Responsible for Stopping Sexual Harassment?

Sexual harassment directed at a specific person.

The person being harassed
Advise the harasser that the behavior is inappropriate and unwanted.
The harasser(s)
Once it is made known that the behavior is unacceptable and/or unwanted that person is required to stop. If he/she does not stop, or if other people counsel you that you are too sensitive and should be able to take a joke, then you are being targeted because the harasser and/or other individuals are indicating that your rights and feelings do not count.
The Organization
When targeting occurs, the organization has the absolute responsibility to intervene. If your efforts are not successful or you are in a situation where it is difficult for you to speak up, utilize your chain of command or contact the EEO Office.

The organization has the responsibility for preventing and dealing with sexual harassment. Supervisors who know or should have known of sexual harassment are responsible for taking appropriate action. Sexual harassment constitutes misconduct for which disciplinary action is appropriate.
Law Enforcement
Circumstances, which may constitute sexual harassment, cover a broad range of behaviors that can be abusive and even criminal in nature. When abusive behavior includes elements of extortion, assault and battery, or sex crimes, supervisors have the responsibility for referring the matter to the proper authorities for further investigation and/or prosecution.