Report on Federal Anti-Harassment Programs

December 17, 2012, the EEOC approved the Strategic Enforcement Plan (SEP) for Fiscal Years (FY) 2013 – To accomplish the goals of the SEP, OFO and OFP developed the Federal Sector Complement Plan (FCP) in FY 2013.

Model EEO Programs Must Have An Effective Anti-Harassment Program An anti-harassment policy and complaint procedure should contain, at a minimum, the following elements: A clear explanation of prohibited conduct; Assurance that employees who make claims of harassment or provide information related to such claims will be protected against retaliation; A clearly described complaint process that provides accessible avenues for complainants; Assurance that employer will protect the confidentiality of the individuals bringing harassment claims to the extent possible; A complaint process that provides a prompt, thorough, and impartial investigation; and Assurance that the employer will take immediate and appropriate corrective action when it determines that harassment has occurred.

Deficiencies in Anti-Harassment Policies Significant DeficienciesAgenciesAgencies with AH PolicyPercentage Lacked a statement of confidentiality % Did not provide for a prompt, thorough and impartial investigation % Did not cover all EEO bases and/or explain conduct (sexual and non-sexual) % Lacked assurance that the agency will take immediate and appropriate corrective action % Lacked clearly described complaint process that provides accessible avenues % Lacked assurance of protection against retaliation %

Federal Sector Complement Plan (FCP) cfm cfm Enforcement Guidance for Unlawful Harassment Model EEO Programs Must Have An Effective Anti- Harassment Program

The Report on Federal Anti-Harassment Programs is in the final stages of review. We hope to have it released to the public by the end of FY Presented by Marcus L. Artis, Equal Employment Specialist, Agency Oversight Division, Office of Federal Operations. For additional federal training and outreach please