Harassing conduct is defined as any unwelcome conduct, verbal or physical, based on an individual’s race, color, sex, national origin, religion, age, disability, sexual orientation, status as a parent, genetic information, gender identity, or retaliation for making reports or allegations of harassment or providing information related to such allegations when:
- The behavior can reasonable 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.
Examples of behavior inconsistent with DeCA’s anti-Harassment policy include, but are not limited to, the following:
- Threatening that rejection of sexual overtures will affect appointments, promotions, transfers, or evaluations;
- Belittling caricatures or objects depicting persons of a particular race, national origin, religion or other protected category;
- Racial or ethnic jokes or stories;
- Teasing, mimicking or repeatedly commenting on an individual’s disability, accent, or other protected category;
- Offensive comments, jokes or suggestions about an employees’ gender;
- Obscene or lewd comments, slurs, jokes, epithets, suggestions or gestures;
- Displaying nude or sexually suggestive objects, pictures, images or cartoons;
- Laughing at, ignoring or retaliating against an employee who raises a harassment allegation;
- Bullying, intimidating or threatening behavior.
If you feel that you have been harassed, contact the Equal Employment Opportunity Office's Agency Anti-Harassment Coordinator Ms. Tiffany Session at email@example.com or 804-734-8000 ext 48870.
DeCA Policy Statement on Anti-Harassment - Coming Soon
DeCA Anti-Harassment Policy and Procedures - Coming Soon