Office of Resolution Management, Diversity & Inclusion (ORMDI)
Office of Resolution Management (ORM)
Harassment Prevention Program (HPP)
“Making your workplace a harassment-free zone”
Contact your local Harassment Prevention Coordinator for training details
(See link for list of Coordinators in Resources section below)
What is Harassment?
|Harassment is any unwelcome verbal, visual or physical conduct based on race, color, national origin, religion, age (40 and above), sex (including gender identity, sexual orientation, and pregnancy), disability, genetic information, or reprisal for prior EEO activity. Harassment becomes unlawful where:
• Enduring the offensive conduct becomes a condition of continued employment, or
• conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive.
The conduct covered by this handbook is broader than the above definition of unlawful harassment. Inappropriate and harassing conduct that may not rise to the level of unlawful harassment will also be covered in this handbook.
What is the
|The Harassment Prevention Program is an enterprise-wide department within the Office of Resolution Management. We provide centralized tracking, monitoring and reporting processes to
proactively respond to allegations of harassment, whether or not accompanied by an EEO basis. We will report harassment allegations to VA leadership in order to ensure that prompt corrective measures are taken to decrease harassing behavior in the workplace. The HPP is responsible for providing education and awareness training on the harassment program.
we need a
|VA is committed to creating a culture, rooted in our mission
and core values, which engages and inspires employees to
their highest possible level of performance and conduct.
The Department of Veterans Affairs is also responding to
an EEOC mandate to establish enterprise-wide anti-
harassment policies and procedures to ensure allegations
of harassment receive a prompt, thorough, and impartial
investigation; and, that VA takes immediate and appropriate
corrective action when it determines harassment has occurred.
By doing this, VA can proactively prevent harassing conduct
before it becomes severe or pervasive.
|How is the
The EEO process is designed to make individuals whole for
I contact the
An employee who believes he or she has been subjected
Ø Threatening that rejection of sexual overtures
Ø Telling racial or ethnic jokes.
Ø Teasing, mimicking, or repeatedly
|If I contact the
HPP, will my
|All reports of hostile or abusive conduct and related information will be maintained on a confidential basis to the greatest extent possible. The identity of the employee alleging violations of the Harassment Prevention Policy will be kept confidential except as
necessary to conduct an appropriate inquiry into the alleged violations or when otherwise required by law. Anonymous allegations of harassment will be investigated and monitored to
the fullest extent possible.
|If I contact
the HPP can
I still file an
|Yes. The harassment prevention procedures do not affect rights under the EEO complaint process. The harassment prevention procedures process is entirely separate and apart from the EEO complaint process. This means that an employee who reports allegations of harassment in accordance with the VA Anti-Harassment Policy has not filed an EEO complaint. An employee who wishes to file a discrimination complaint should contact an EEO counselor at (888) 566-3982 for more information within 45 days of the alleged harassing conduct. An employee may report harassment using the HPP procedures and file an EEO complaint simultaneously.
|If I change my
mind about going
HPP or EEO,
|The harassment prevention procedures are entirely separate from the EEO complaints process. If an employee chooses to withdraw his or her EEO complaint, the employee can still move forward with the HPP harassment allegation. A harassment allegation reported to the HPP cannot be withdrawn. A harassment inquiry, appropriate
corrective actions, and outcome reporting to the HPP are still required by management.
|Can I file a
|Yes, employees who believe that they have been bullied can contact the HPP office.
Is there a
|Yes. The Harassment Prevention Coordinator (HPC) for your specific office serves as the local Point of Contact (POC) for all allegations of harassing conduct. The HPC will record your allegations and assist managers and supervisors with addressing each allegation. The HPC ensures that prompt and appropriate corrective actions are taken if harassing conduct has occurred. And, the HPC will maintain all harassment records and report inquiry and corrective outcomes to the HPP.
|Is there a specific
to call the HPP
with a harassment
|Management cannot eliminate harassment in the workplace
if it does not know it exists. Therefore, it is the employees’ responsibility to report harassment as soon as they believe management action is needed. If an employee has
made the harasser aware of the unwanted conduct and the harassment persists, employees should report the unwanted behavior immediately.
call the HPP?
|Veterans, applicants, federal and non-federal employees can call the HPP: 1-888-566-3982. An HPP Specialist will help callers determine if harassment allegations are covered by VA’s anti-harassment policy and procedures, and whether any other avenues exist to address the concerns.
|What is the
Managers and supervisors are responsible for maintaining a work environment free of harassment. Managers or supervisors who observe or are made aware of allegations of harassing conduct are required to act promptly, effectively, and in accordance with the
|Where can I get
about the HPP?
|Contact HPP at 1-888-56-NEW VA (1-888-566-3982) from 8am - 4:30pm in all time zones.|
Contact Us: (888) 566-3982