Anti-Harassment Program Briefing to Supervisors

1. Anti-Harassment Program Briefingto Supervisors Gale Fleming, 6-6582 Center Anti-Harassment Coordinator (CAHC) Gale.L.Fleming@nasa.gov GSFC-DL-Anti-Harassment@mail.gov

2. NASA Anti-Harassment Policy and Procedures The Agency’s Anti-Harassment Procedures are designed to assist NASA in: Preventing harassing conduct before it becomes severe or pervasive, i.e., harassment within the meaning of antidiscrimination laws; Conducting a prompt, thorough, and impartial investigation into allegations of harassing conduct; and Taking immediate and appropriate corrective action when the Agency determines that harassing conduct has occurred.

3. Harassing Conduct Defined: Harassing conduct is unwelcome conduct, verbal or physical, based on an individual’s race, color, gender, national origin, religion, age, disability, sexual orientation, status as a parent, gender identity, genetic information or retaliation when: the behavior can reasonably be considered to adversely affect the work environment or; an employment decision affecting the employee is based upon the employee’s acceptance or rejection of such conduct. NPR 3713.3, Anti-Harassment Procedures governs NASA’s program AGENCY OFFICE OF DIVERSITY AND EQUAL OPPORTUNITY- ANTI-HARASSMENT PROCEDURES PROGRAM” – SATERN TRAINING

4. What Does Harassment in the Workplace Look Like? NASA’s anti-harassment policy includes, but not limited to: Creating belittling caricatures or objects depicting persons of a particular race, national origin, religion, or other protected category. Making obscene or lewd comments, slurs, jokes, epithets, suggestions, or gestures. Making offensive comments, jokes, or suggestions about an employees gender. Continuing prohibited behavior after a coworker has objected. Laughing at, ignoring, or retaliating against an employee who complains.

5. Potential effects of harassing conduct: Insults Dignity of Employees Causes Emotional Distress Lowers Morale Undermines Inclusion Increases Absenteeism Undermines Professionalism Inhibits Growth and Creativity Undermines Productivity Causes Tension Increases Employee Turnover Supervisors must address issues that are brought to your attention. Everyone at GSFC is responsible for taking ownership of a healthy environment.

6. How the Anti-Harassment Process Works An employee who believes he or she has been subjected to harassing conduct can report the matter to his or her immediate supervisor; the CAHC or any other official designated by the Center Director. Supervisors or managers who observe or are notified of harassing conduct are required to assess the situation immediately and consult with the CAHC, as well subject matter experts in Legal, Equal Opportunity Programs Office (EOPO), and Human Resources communities. Fact finding may be conducted The supervisor may provide interim relief The supervisor will make the ultimate determination as to whether the conduct violate the policy and what corrective is warranted

7. NASA Anti-Harassment Procedures Differ from the EEO Complaints Process The Anti-Harassment Procedures set up a process for management to address employee allegations of harassment and take immediate action. The goal of anti-harassment policy and procedures is to address harassing conduct at the earliest possible stage before it can become severe. The Anti-Harassment Procedures do not affect rights under the EEO complaints process. The Anti-Harassment Procedures process is entirely separate and apart from the EEO complaints process.

8. Training and Resources Anti-Harassment Brochures / Posters On-line Training module in SATERN – “Agency Office of Diversity and Equal Opportunity –Anti-Harassment Procedures Program” Classroom Training for Supervisor in September 2011 and May 16, 2012 Web-page development with informative links underway New Supervisors Training New Employee Orientation Training Briefings to employees

9. Points of Contact: Gale Fleming, Center Anti-Harassment Coordinator 6-6582 Veronica Hill, alternate Center Anti-Harassment Coordinator 6-7770 Rich Billger, Human Resources Specialist, WFF 7-2394 Tina LaFountain, Employee Relations Specialist 6-3729 Dee Kerr, Office of Chief Counsel 6-5603 Dan Krieger, Alternative Dispute Resolution Manager 6-7913 Steve Lloyd, Procurement 6-3616