Office of the Under Secretary of Defense for Personnel and Readiness

“ Behavior that is unwelcome or offensive to a reasonable person and that interferes with work performance or creates an intimidating, hostile, or offensive work environment is prohibited. All allegations of harassment must be evaluated under the totality of the circumstances, to include an assessment of the nature of the conduct and the context in which the conduct occurred. In some circumstances, a single incident of harassing behavior is prohibited harassment whereas, in other circumstances, repeated or recurring harassing behavior may be required to constitute prohibited harassment. ”

“ It is so severe or pervasive that a reasonable person would perceive, and the DoD civilian employee does perceive, the environment as hostile or offensive.
stalking A form of harassment that includes repeated harassing, unwanted, or threatening conduct that would cause a reasonable person to fear for his or her safety or the safety of others. Stalking may occur through use of technology including, but not limited to, email, telephone, voicemail, text messaging, drones, cameras, microphones, and use of electronic tracking and monitoring and social networking sites. ”

“ The performance evaluations of managers and supervisors include input regarding whether the manager or supervisor fostered a workplace free from harassment and retaliation, and supported policies and procedures to prevent and respond to harassment by correcting harassing conduct. ”

“ The roles and responsibilities of DoD civilian employees, supervisors, and managers, including Service members who supervise or manage DoD civilian employees, to include fostering a culture free from harassment. ”

“ Provide appropriate notification to individuals who allege they have been harassed on the status of the response to the harassment allegation, including, but not limited to, when the Component determines its response to be completed.
h. Identify available resources and support services to restore workplace efficiency.
i. Permit a third-party, such as a bystander or witness, to report the harassment of a DoD civilian employee, unless the report is made via the process identified in Paragraph 4.3. ”

“ Bullying does not include a properly directed command or organizational activities that serve a proper military or other governmental purpose. Bullying can be conducted through the use of electronic devices or communications, and by other means including social media, as well as in person. Bullying is evaluated by a reasonable person standard and includes, but is not limited to, the following conduct when performed without a proper governmental purpose: Physically striking another person in any manner, or threatening to do the same. ”

“ Allegations of unlawful discriminatory harassment may be reported to a DoD EEO office, in accordance with DoDD 1440.1 and Part 1614 of Title 29, Code of Federal Regulations. Individuals reporting unlawful discriminatory harassment must be informed that, in order to pursue this avenue of redress, they must make a report within the statutory 45-day time limit. This process does not permit third-party harassment allegations, and limits the stage at which anonymous allegations may be made. This process does not address behaviors that are not unlawful discriminatory harassment. ”

“ DoD Components will collect data on harassment allegations, including anonymous allegations, for the purposes of identifying trends and analyzing program effectiveness. DoD Components will annually submit data to the Director, ODEI, for the DoD annual report to the USD (P&R) . In addition, DoD Components will collect and report data on unlawful discriminatory harassment allegations covered by Paragraph 4.3. ”

“ Allocate funding and personnel to meet the requirements in this section.
5.2. REQUIREMENTS FOR ORGANIZATIONAL PREVENTION AND RESPONSE TRAINING AND EDUCATION PROGRAMS.
a. Training and Education Schedule. ”