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
accommodaons to support individuals with disabilies
and wounded, ill and injured Service members throughout
the Federal Government in accessing informaon and
communicaon technology.
hp://cap.mil/
MCI-East EEO Oce Contact Informaon
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
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SECNAVIST 5300.26D DON Policy on Sexual
Harassment: hps://
doni.documentservices.dla.mil/Direcves/05000%
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://
www.ecfr.gov/cgi-bin/text-idx?c=ecfr&tpl=/
ecfrbrowse/Title29/29cfr1604_main_02.tpl
Equal Employment Opportunity Commission
(EEOC) - Policy Guidance on Current Issues of
Sexual Harassment: hps://www.eeoc.gov/
policy/docs/currenssues.html
Management Direcve 110: hps://
www.eeoc.gov/federal/direcves/md110.cfm
Equal Employment Opportunity Commission
(EEOC): hps://www.eeoc.gov//
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It is unlawful to harass a person (an
applicant or employee) because of that
person’s sex. Harassment can include
“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
the harasser can be either a woman or a
man, and the vicm and harasser can be
the same sex.
Although the law doesn’t prohibit simple
teasing, oand comments, or isolated
incidents that are not very serious,
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.
A vicm of harassment need not always
confront her harasser directly so long as
her conduct demonstrates the harasser’s
behavior is unwelcome.
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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
this by supporng the use of the established
complaint or grievance processes, providing
an-harassment training to their supervisors
and employees, and taking immediate and
appropriate acon when an employee
complains.
Employers should strive to create an
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
harassment, you must rst nofy your
supervisor immediately or contact the Equal
Employment Opportunity Oce at any of
the numbers located at the back of this
trifold.
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Sexual harassment is not limited to making
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
sexual comments about appearance,
clothing or body parts, inappropriate
touching, asking sexual quesons such as
quesons about someone’s sexual history or
their sexual orientaon, and making
oensive comments about someone’s sexual
orientaon or gender identy.
These are just some examples of sexual
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
threatening, insulng, inmidang, or
discriminatory and upsets the workplace
environment. Other acons regarding
religion, race, age, gender, or skin color can
also be considered harassment if they
interfere with an employee’s success or
conjure a hosle work environment.