Naval Air Weapons Station (NAWS) China Lake has zero tolerance for workplace harassment. It is the policy of NAWS to maintain a work environment that is free of unlawful harassment for all employees and applicants for employment regardless of their race, color, religion, sex (whether or not of a sexual nature and including same-gender harassment and gender identity harassment), national origin, age, disability (mental or physical), sexual orientation and from reprisal/retaliatory harassment based on opposition to discrimination or participation in the discrimination complaints process. Unlawful harassment also includes sexual harassment.
Unwelcome verbal or physical conduct based on race, color, religion, sex (whether or not of a sexual nature and including same-gender harassment and gender identity harassment) national origin, age (40 and over), disability (mental or physical), sexual orientation, or retaliation, constitutes harassment when: The conduct is sufficiently severe or pervasive to create a hostile work environment; or a supervisor's harassing conduct results in a tangible change in an employee's employment status or benefits.
This policy covers everyone in the workplace to include supervisors, co-workers, and non-employees. Every employee must do their part in implementing this policy as a shared responsibility in fostering and maintaining a work environment that is free from unlawful workplace harassment and by ensuring that they do not engage in any activity or practice that creates an offensive or hostile work environment for their co-workers.
All employees are responsible for their own behavior and are expected to interact responsibly with fellow workers and supervisors. While a certain amount of debate and discussion is healthy in an organization, openly antagonistic, argumentative, abusive and/or hostile behavior, or use of disparaging, demeaning, or derogatory comments or gestures between or directed towards employees and/or supervisors, is unacceptable. All employees are expected to adhere to a standard of conduct that is respectful, courteous and professional to other members of the workforce.
Individuals who believe they are being harassed are encouraged to address their concerns or objections regarding the incident directly with the person demonstrating the harassing behavior. If the behavior does not stop or the employee does not feel comfortable addressing their concerns directly with the person demonstrating the harassing behavior, the employee must report the conduct to their supervisor or a Total Force Consultant (TFC) or Equal Employment Opportunity (EEO) Counselor in the Total Force Strategy and Management Department (TFSM) before the harassment becomes severe or pervasive. Employees who observe or are made aware of possible harassment have an obligation to report it to their supervisor or a TFC. All managers must take appropriate corrective action when they become aware of the possibility that harassment in the workplace has occurred.
A complaint alleging harassment, whether written or oral, should include the specific nature of the incident, date and place of the incident, names of all parties involved, as well as a detailed report of all pertinent facts. Complaints of harassment will be promptly and carefully investigated. Investigations will include interviews with all relevant parties, including the accused and other potential witnesses. Appropriate remedial action will be taken in all cases where harassment is found to have occurred.
If you believe you have been harassed in violation of this policy, you may:
- Contact the first level of management, not involved in the complaint, or your designated TFC in the Total Force Strategy and Management Department to initiate a management inquiry.
- Contact an EEO Counselor at (619) 532-1970 or (619) 532-1683 to initiate an informal EEO complaint. Individuals must contact the EEO counselor within 45 days of the alleged incident of harassment or employment discrimination. Do not wait until the agency's internal harassment inquiry is completed to contact a counselor if waiting will allow the 45 day time limit to expire.
Reprisal against anyone who engages in protected activity is not acceptable. NAWS Command supports all employees who exercise their rights under the civil rights statutes. It is expected that all employees, supervisors and managers will maintain an environment free of workplace harassment and fully support the goals and objectives of this policy.