GSA Policy Statement on Harassment, Including Sexual and Non-sexual

1. Purpose

This directive defines and prescribes the GSA policy on harassment (sexual harassment, non-sexual harassment, and sexual misconduct). This policy supports GSA's well-established commitment to providing a workplace free from harassment. This policy ensures that GSA is taking all reasonable steps to prevent harassment from occurring and to address such conduct before it becomes unlawful.

2. Background

Harassment in the Federal workplace is defined as any unwelcome conduct, including oral, written, physical or on-line conduct, based on an individual’s membership in a group as described in Section 7(b) below.  Harassment also includes retaliation, which is adverse action taken against an individual because the individual reported harassment, supported another individual’s harassment claim, or opposed harassing conduct.

3. Responsibilities

     a. The Associate Administrator for GSA’s Office of Civil Rights (OCR) is responsible for developing and disseminating this policy.

     b. The Chief Human Capital Officer for GSA’s Office of Human Resources Management (OHRM) is responsible for administering GSA's Anti-Harassment Procedures in the Workplace (Anti-Harassment Procedures).

     c. Managers and supervisors are responsible for carrying out the provisions of this policy by: (i.) maintaining an environment free from harassment; (ii.) ensuring that individuals who engage in protected EEO activity are not subject to retaliation; (iii.) cooperating with investigations of harassment complaints; and (iv.) reporting to OHRM any harassing conduct witnessed, or reports or complaints of harassing conduct received.

     d. Employees are responsible for abiding by this policy by promptly reporting any conduct that violates this policy, and fully cooperating in any investigation of harassment.

4.  Scope and Applicability

This order applies to all GSA employees, former employees, and applicants for employment with GSA, with the following exceptions:

     a. The Office of Inspector General. The Office of Inspector General (OIG) has independent personnel authority. See GSA Order ADM P 5450.39D GSA Delegations of Authority Manual (Delegations Manual), Chapter 2, Part 1 (“the Inspector General has independent authority to formulate policies and make determinations concerning human capital issues within the [OIG]” and GSA determinations/delegations do not limit that authority). Similarly, GSA specifically recognizes that the Inspector General has independent authority to formulate policies and make determinations concerning training, employee development, and career management; and

     b. The Civilian Board of Contract Appeals.  This policy applies to personnel of the Civilian Board of Contract Appeals (CBCA) only to the extent that the CBCA determines it is consistent with the CBCA’s independent authority under the Contract Disputes Act and it does not conflict with other CBCA policies or the CBCA mission.