Equal Employment Opportunity (Eeo) Policy And Program Administration Form Sample Page 17
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54VA MEDICAL CENTER
POLICY MEMORANDUM 00-028
BRONX, NEW YORK 10468
ATTACHMENT G
POLICY AND PLAN FOR THE PREVENTION OF SEXUAL HARASSMENT
1. PURPOSE:
A. To publish the Bronx VA Medical Center’s plan for the prevention of sexual harassment in
the work place including steps to eliminate this type of discriminatory conduct.
B. Educate and advise employees, managers and supervisors about their responsibilities, rights
and remedies under the Federal Government’s Sexual Harassment Prevention Guidelines.
2. POLICY:
It is the policy of the Bronx VA Medical Center to provide an environment free of
sexual harassment. Since sexual harassment is a form of employee misconduct which undermines the
integrity of the employment relationship, it will not be permitted. All employees at this Medical
Center are expected to conduct themselves in accordance with the VA standards of ethical conduct in
order to assure proper performance of assigned duties and responsibilities.
3. DEFINITION:
A. Sexual harassment is deliberate, unsolicited, verbal comments, gestures or physical contact of
a sexual nature which are unwelcome. The key word in this definition is “Unwelcome” - that is, the
conduct must not be wanted or solicited. These guidelines are not intended to regulate social
interactions in the workplace. They do, however, make it clear that once a person makes it known that
sexual overtures or conduct is “unwelcome”, then it must stop immediately, making continuation of
such conduct unlawful. Federal guidelines define it as follows:
“Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a
sexual nature constitute sexual harassment when: a) submission to such conduct is made either
explicitly or implicitly a term or condition of an individual’s employment; b) submission to or rejection
of such conduct by an individual is used as the basis for employment decisions affecting such
individuals; and/or c) such conduct has the purpose or effect of substantially interfering with an
individual’s work performance or creating an intimidating hostile or offensive working environment.”
B. Sexual harassment is a prohibited personnel practice when it results in discrimination for or
against an employee on the basis of conduct not related to performance, such as the taking or refusal to
take a personnel action, including promotion of employees who submit to sexual overtures. Sexual
harassment is grounds for disciplinary action and/or termination OF THE HARASSER’S
EMPLOYMENT.
C. A supervisor who uses implicit or explicit coercive sexual behavior to control, influence or
affect the career, salary or job of an employee who behaves in this manner in the process of conducting
agency business is engaging in sexual harassment. Any employee who participates in deliberate or
repeated unsolicited verbal comments, gestures or physical contact of a sexual nature, which are
unwelcome and interfere in work productivity, is also engaging in sexual harassment.
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