EEO Anti-Harassment



Policy Home | Anti-Harassment | Disability Employment Program

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:

  1. The behavior can reasonable be considered to adversely affect the work environment, or
  2. 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:

  1. Threatening that rejection of sexual overtures will affect appointments, promotions, transfers, or evaluations;
  2. Belittling caricatures or objects depicting persons of a particular race, national origin, religion or other protected category;
  3. Racial or ethnic jokes or stories;
  4. Teasing, mimicking or repeatedly commenting on an individual’s disability, accent, or other protected category;
  5. Offensive comments, jokes or suggestions about an employees’ gender;
  6. Obscene or lewd comments, slurs, jokes, epithets, suggestions or gestures;
  7. Displaying nude or sexually suggestive objects, pictures, images or cartoons;
  8. Laughing at, ignoring or retaliating against an employee who raises a harassment allegation;
  9. 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 or 804-734-8000 ext 48870.

DeCA Policy Statement on Anti-Harassment - Coming Soon
DeCA Anti-Harassment Policy and Procedures - Coming Soon

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