MCI-East: hp://www.mcieast.marines.mil/

Intranet: hps://www.lejeune.marines.mil

Intranet: hps://intranet.mcieast.usmc.mil

Defense Equal Opportunity Management Instute:

hp://www.deomi.org

Department of Labor EEO Laws: hp://www.dol.gov

Department of Jusce: hp://www.usdoj.gov

Computer/Electronics Accommodaons Program (CAP):

The mission of CAP is to provide assisve technology and

Deputy EEO Ocer:

Ramon Ayala-Heredia 910-451-5272

EEO Specialists:

Darcy Dean 910-451-5083

JoAnn Dunlop (MCCS) 910-451-9676

Noreen Towle 910-450-6819







20General%20Management%20Security%20and%

20Safety%20Services/05-300%20Manpower%

20Personnel%20Support/5300.26D.pdf

Title VII Civil Rights Act of 1964: hps://

www.eeoc.gov/laws/statutes/tlevii.cfm

Equal Employment Act, 1972:

hps://www.eeoc.gov/eeoc/history/50th/thelaw/

eeo_1972.cfm

29 C.F.R. Part 1604.11 - guidelines on

Discriminaon because of Sex: hps://

Management Direcve 110: hps://

www.eeoc.gov/federal/direcves/md110.cfm

Equal Employment Opportunity Commission

(EEOC): hps://www.eeoc.gov//



-



-



“sexual harassment” or unwelcome sexual

advances, requests for sexual favors, and

other verbal or physical harassment of a

sexual nature.

Harassment does not have to be of a

sexual nature, however, it can include

oensive remarks about a person’s sex.

For example, it is illegal to harass a woman

by making oensive comments about

women in general. Both the vicm and

harassment is illegal when it is so frequent

or severe that it creates a hosle or

oensive work environment or when it

results in an adverse employment decision

(such as the vicm being red or

demoted). The harasser can be a vicm’s

supervisor, a supervisor in another area, a

co-worker, or someone who is not an

employee of the employer, such as a

client or customer.





Prevenon is the best tool to eliminate

harassment in the workplace. Employers are

encouraged to take appropriate steps to

prevent and correct unlawful harassment.

Managers should clearly communicate to

employees that unwelcomed harassing

conduct will not be tolerated. They can do

complains.

environment in which employees feel free to

raise concerns and are condent that those

concerns will be addressed. Employees are

encouraged to inform the harasser directly

that the conduct is unwelcome and must

stop. Employees should also report

harassment to management at an early

stage to prevent its escalaon.

If you have been subjected to workplace

harassment or any other form of unlawful



inappropriate advances; it may include any

unwelcome verbal or physical behavior that

creates a hosle work environment such as:

sharing sexually inappropriate images or

videos, sending suggesve leers, notes, or

emails, displaying inappropriate sexual

images or posters in the workplace, telling

lewd jokes, making inappropriate sexual

gestures or comments, whistling, making

orientaon or gender identy.

harassment. Any acon that creates a

sexual hosle environment is considered

sexual harassment, and the vicm of the

harassment may not be just the target of the

oense, but anyone who is aected by the

appropriate behavior.

Non-sexual harassment is not limited to

these examples, it includes any comment,

acon, or type of behavior that is