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Director's Order #16E: Sexual Harassment

Approved: /s/ Fran P. Mainella
Director, National Park Service

Effective Date: October 16, 2001

Sunset Date: When revised or amended by the Director

This Director’s Order supersedes the Director’s Policy Statement on Sexual Harassment dated September 15, 1997.

I. Purpose

Our employees are our most valuable asset and are critical to managing for results. Sexual harassment violates the law, and has a debilitating impact on employee morale and productivity.

Therefore, sexual harassment in the work environment cannot be tolerated. The purpose of this Director’s Order is to articulate our policies and procedures regarding sexual harassment.

II. Authority for Issuing this Director’s Order

Authority for issuing this Director’s Order is contained in the 1916 NPS Organic Act (16 U.S.C. 1 through 4) and delegations of authority found in Part 245 of the Department of the Interior Manual.

III. Definition

Sexual harassment is defined as deliberate or repeated unsolicited verbal comments, gestures, or physical contact of a sexual nature which are unwelcomed. Unwelcome sexual advances are unlawful whether verbal or physical in nature and constitute sexual harassment when:

  • submission to such conduct is made a term or condition of an individual’s employment;
  • submission to, or rejection of, such contact forms the basis of an employment decision affecting such an individual; or
  • such conduct has the purpose or effect of interfering with the work performance or creates an intimidating, hostile or offensive work environment.

Some of the most obvious forms of sexual harassment include touching, grabbing, lewd gestures, jokes with a sexual connotation, computer screen covers of a sexual nature and any behavior with sexual overtones which is intimidating or offensive to the recipient or one who observes such behavior or such other displays.

IV. Policies

Our policy on sexual harassment is based on and consistent with relevant laws; regulations issued by the Equal Employment Opportunity Commission (EEOC); related EEOC Management Directives, and Department of the Interior policies.

  • Violation of the law on sexual harassment by any employee of the Service will result in disciplinary action, ranging from reprimand to termination.
  • All managers shall take all actions necessary to prevent and/or eliminate employee exposure to a hostile, intimidating and/or offensive work environment throughout the Service.
  • All employees will be held accountable for ensuring that the National Park Service work environment is free of sexual harassment.
  • All employees and managers shall receive continuing education on the prohibition on sexual harassment, through training and communications that reinforce our policy.

V. Procedures

  • When receiving complaints of sexual harassment, or upon otherwise becoming aware of such alleged behavior, managers or supervisors shall work with their servicing Equal Employment Opportunity Office to promptly conduct an inquiry into the matter. If the allegations of sexual harassment are confirmed, corrective actions must be taken immediately to stop the harassing behavior. Such action may include disciplinary steps to ensure that the harassment does not recur and the injured party is not subjected to reprisal or retaliation.
  • Employees, who believe they have been subjected to sexual harassment, or have witnessed acts of sexual harassment to others, shall report such behavior to the appropriate manager, supervisor, or Equal Employment Opportunity Manager.
  • Incidents of sexual harassment may also be reported on the Department of the Interior Office for Equal Opportunity Sexual Harassment Hotline at 1-800-527-8987 or 202-208-0328. The TTY telephone number is 202-208-5998.

Any questions regarding sexual harassment should be directed to your servicing Equal Employment Opportunity Manager or the Equal Employment Opportunity Program Manager in Washington, D. C. at 202-208-6738.

VI. Related Guidance Documents

This Director’s Order is one in a series that also includes:

#16A: Reasonable Accommodations for Applicants and Employees with Disabilities (Issued May 4, 1999)

#16B: Diversity in the Workplace

#16C: Discrimination Complaints Process

#16D: Equal Employment Opportunity

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