KNOW YOUR RIGHTS! TAKE RESPONSIBILITY!
ELIMINATING SEXUAL HARASSMENT
The United States Postal Service is committed to providing a work environment free of sexual harassment and inappropriate conduct of a sexual nature.
The workplace must be one in which all employees, subordinates, and coworkers treat each other with dignity and respect. There is no place in the Postal Service for sexually intimidating, threatening, or coercive behavior.
STOPPING INAPPROPRIATE BEHAVIOR
Although inappropriate conduct of a sexual nature may not fit the legal definition of sexual harassment, such behavior in the workplace undermines morale and violates the Postal Service’s standards of conduct. Disciplinary action may result even if the conduct is not sexual harassment under the law. The Postal Service owes its employees a safe, productive, and inclusive workplace and will tolerate nothing less.
SEXUAL HARASSMENT IS AGAINST THE LAW.
Employees will be subject to disciplinary action, up to and including removal, for engaging in sexually harassing behavior such as, but not limited to:
Making employment decisions based on whether an employee submits to or reject sexual advances or requests for sexual favors.
Deliberate or repeated unsolicited remarks with a sexual connotation or physical contact of a sexual nature that is unwelcome to the recipient.
Behavior that creates a sustained hostile or abusive work environment so severe or pervasive that it unreasonably interferes with or changes the conditions of one’s employment.
OBLIGATION TO REACT PROMPTLY
Postal Service employees who believe that they are the victims of sexual harassment or inappropriate conduct of a sexual nature, or who have witnessed such harassment, should bring the situation to the attention of a manager, supervisor, union official, an Equal Employment Opportunity (EEO) counselor, or to the manager of Human Resources.
The Postal Service, to the extent possible, protects the confidentiality of an employee’s sexual harassment complaint.
WHAT USPS REQUIRES OF MANAGERS AND SUPERVISORS
Any manager or supervisor who receives a complaint must ensure that a prompt and thorough investigation is conducted and ensure that any harassment/inappropriate conduct does not happen again.
All managers and supervisors should follow the Management Inquiry Process materials available in Publication 552, Managers Guide to Understanding Sexual Harassment, when a complaint is brought to their attention. If sexual harassment or inappropriate conduct is found, managers must take prompt and appropriate remedial action.
In addition, employees can seek relief through the EEO complaint process, grievance arbitration procedures established through the collective bargaining agreements with the unions, and the nonbargaining grievance procedures described in section 650 of the Employee and Labor Relations Manual (ELM). Employees pursuing an EEO complaint must contact an EEO counselor within 45 days of the act(s) giving rise to the claim in order to preserve their rights under federal law.
Report all possible criminal misconduct to Postal Management and the Postal Inspection Service.
RETALIATION IS ILLEGAL
Retaliation against employees who raise a claim of sexual harassment, report inappropriate conduct, or provide evidence in any investigation is illegal and can result in disciplinary action.
The Postal Service will not tolerate any sexual harassment, inappropriate conduct of a sexual nature, or reprisal in the workplace.
Poster 159 July 2003