YCC Reference Manual Chapter 9: Anti-Harassment Policy and Procedures

Anti-Harassment Policy and Procedures

Director's Order 16E defines harassment and employee and supervisor responsibilities and the Reference Manual 16E details the precise step-by-step instructions to implement the policy and clearly defines who must be contacted when, the timeframes for responding to an allegation of harassment, what materials must be given to individuals, and how decisions will be made and by whom. Please note that the anti-harassment policy covers people of all ages and provides for protection for additional groups that are not covered under EEO statutes.Furthermore, the NPS will not tolerate offensive sexual or nonsexual harassing behavior against any NPS employee, intern, volunteer, contractor, visitor, or other member of the public. The NPS also will not tolerate adverse treatment of employees because they report harassment or provide information related to such complaints. Therefore, the goal of DO #16E is to address any harassing conduct at the earliest possible stage. Supervisors must address any inappropriate and unprofessional behavior as soon as it emerges, so it does not escalate to harassing conduct.Unlike when reporting to an EEO counselor, supervisors have a duty to act. Supervisors aware of harassing conduct or who are told about harassing conduct must implement the procedures in RM-16E even if the YCC member requests confidentiality.

YCC Program Supervisor/YCC Crew Leader Responsibilities

1. Make every effort to provide a work environment free of harassment.
2. Act promptly and effectively to stop harassing conduct that has been brought to their attention.

• If the YCC Site Program Manager/Crew Leader is not a supervisor, they must report allegations to any supervisor or Employee Relations Specialist who will start the intake process.
• If the YCC Site Program Manager/YCC Crew Leader is a supervisor and they receive a report of harassing conduct, they must start the intake process by documenting the complaint and notifying the appropriate officials as defined in RM-16E. If you are a supervisor, you must take action even if the YCC member requests confidentiality.

All employees and YCC members who believe they have experienced harassment are encouraged to tell the person engaging in harassing conduct that the behavior is unwelcome and unwanted and report it to any NPS supervisor, any Employee Relations Specialist, or the Office of the Inspector General.


View Chapter 10 or go back to the YCC RM landing page.