How to Raise Allegations of Unlawful Harassment

Our Commitment

The U.S. Department of Agriculture (USDA) is committed to maintaining a safe, respectful, and harassment-free workplace and program environment. Harassment of any kind-whether verbal, written, physical, or digital-will not be tolerated. Every employee, applicant, contractor, customer, and program participant has the right to work and interact in an environment free from intimidation, hostility, and discrimination.

What Is Harassment?

Under Departmental Regulation 4200-003, Anti-Harassment Program, harassment is defined as: Any form of unwelcome, persistent, and unsolicited verbal, non-verbal, written, or physical conduct that is offensive and could alter the affected individual's terms and conditions of employment. It includes conduct intended to torment or cause fear for one's personal safety and may involve hostility or aversion based on characteristics protected by law.

Protected characteristics include race, color, sex, ethnic or national origin, age, religion, disability, marital status, sexual orientation, gender identity, pregnancy, genetic information, retaliation for previous EEO activity, or any other characteristic protected by law.

Examples of Harassing Behavior

• Threatening that rejection of sexual advances will affect employment decisions
• Making sexually suggestive comments, gestures, or jokes
• Displaying offensive or sexually suggestive images or materials
• Belittling or mocking a person based on protected characteristics
• Bullying, intimidation, or threats of violence
• Retaliating against someone who reports harassment or participates in an investigation

How to Report Harassment

If you experience or witness harassment, report it immediately. Early reporting allows USDA to respond quickly and effectively.

You may report to:

• Your agency's Anti-Harassment Coordinator (AHC)
• A management official in your chain of command
• Your servicing Employee/Labor Relations Specialist

Anonymous reporting:

OASCR Anti-Harassment Coordinators (PDF, 117 KB)

OHRM Employee Relations: OHRM’s website is pending an update on Anti-Harassment: Employee Relations

USDA OIG Hotline Number: 800-424-9121

USDA OIG Website: usdaoig.oversight.gov

Note: Anonymous reports may limit the Department's ability to conduct follow-up action.

Managers and supervisors will utilize the following timeframes and actions when they become aware of or receive a reported allegation:

Within 1 business day for all reports of sexual assault or sexual harassment, or 3 business days for all other reports of non-sexual harassment or bullying:

1. Contact the respective AHC or the person acting in this capacity and Mission Area, agency, or staff office servicing Human Resource Office or Employee Relations to report the allegation of harassment;
2. Document the allegation in writing and acknowledge receipt of the report to the reporting party;
3. Take immediate action to prevent or stop harassing behavior. Depending on the situation, this could include verbally instructing employees to stop the behavior or temporarily separating employees. The actions taken will depend on the severity and the circumstances of the conduct alleged. Managers should consult with their Employee and Labor Relations teams to determine appropriate actions; and
4. Provide the reporting party and the affected person (who may or may not be the same as the reporting party) with information on how to contact the servicing Civil Rights Office and a referral to the Employee Assistance Program.

Confidentiality

The Anti-Harassment Program keeps all information confidential to the greatest extent possible, sharing only with those who need to know to address the situation. Reports of harassment will be handled in a confidential manner, to the extent allowed by applicable law. Likewise, Mission Areas, agencies, and staff offices have a legal obligation to protect the privacy and due process rights of those employees who are accused of harassment. Reports of harassment will be disseminated only to those who have a need to know, including officials designated or authorized to investigate allegations, determine whether harassment occurred, develop recommendations, and implement corrective measures.