250 E Street SW

Washington, D.C. 20525

202-606-5000 / 800-942-2677

202-606-5000 / 800-942-2677

Employee Civil Rights and Non-Harassment Policy

AmeriCorps is committed to treating all persons with dignity and respect while building a 

diverse, equitable, inclusive workplace where benefits and opportunities for advancement 

are accessible to all. AmeriCorps maintains a zero-tolerance policy for any unlawful 

discrimination and harassing conduct towards any employee, intern, or contractor. As a 

federal agency, compliance with the anti-discrimination laws and the regulations enforced by 

the United States Equal Employment Opportunity Commission, and the maintenance of a 

model EEO program are rigorously upheld. Building a culture of diversity, equity, inclusion, 

and accessibility demands the prevention of discrimination and harassment, along with 

taking swift action when it occurs.

AmeriCorps prohibits any forms of discrimination and harassment based upon a person’s 

protected status. “Protected status” means a person’s race, color, national origin, sex, age (40 

and over), religion, sexual orientation, disability (mental, physical, or invisible), gender 

identity or expression, political affiliation, marital or parental status, pregnancy, genetic 

information (including family medical history), military service, their submission of a 

complaint, or activity in any Equal Employment Opportunity related activity. AmeriCorps 

seeks an environment that is free of discrimination and harassment, and to provide all 

employees the freedom to compete on a fair and level playing field. 

AmeriCorps will not tolerate any harassment that may include slurs and other verbal or 

physical conduct that relates to an individual’s gender, race, ethnicity, religion, sexual 

orientation, or any other protected status when such behavior has the purpose or effect of 

interfering with job performance or creating an intimidating, hostile, or offensive work 

environment. Every AmeriCorps employee should familiarize themselves with our AntiHarassment Policy and Procedure.

AmeriCorps does not tolerate harassment from any AmeriCorps employee; supervisor; 

manager; non-employee (e.g., contractors); national service members or volunteers.

Examples of harassing conduct include, but are not limited to: explicit or implicit demands for 

sexual favors; pressure to engage in a romantic relationship or for dates; deliberate touching 

of another person without consent, leaning over or cornering a person; repeated offensive 

teasing, jokes, remarks, or questions; unwanted letters, emails, text messages or phone calls; 

distribution or display of offensive materials, including on social media; offensive looks or 

gestures based on a person’s gender, race, ethnicity, or religious baiting; physical assault or 

other threatening behavior; and demeaning, debasing, or abusive comments or other actions 

that intimidate and are based on a person’s protected status. Conduct directed at a single 

individual in the workplace may create an offensive environment for others, even if they were 

not targeted.

Discrimination or harassment, when identified, will result in immediate corrective action by 

AmeriCorps. Any employee who violates this policy will be subject to appropriate discipline, 

up to and including removal from federal service. AmeriCorps’ supervisors and managers will 

immediately notify the Office of Human Capital when they become aware of alleged 

discrimination or harassment by an employee, service member, or other individuals. After 
 

2

250 E Street SW

Washington, D.C. 20525

202-606-5000 / 800-942-2677

202-606-5000 / 800-942-2677

consulting with the Office of Human Capital on appropriate measures, the supervisor or 

manager must take prompt action to effectively address any such conduct.

AmeriCorps prohibits retaliation or reprisal against any employee who raises discrimination 

or harassment concerns or participates in any Equal Employment Opportunity activity 

including filing a complaint against a supervisor or coworker, reporting harassment of a 

service member, volunteer, contractor, or employee, or providing a witness statement during 

an investigation.

Harassment and discrimination are unacceptable in AmeriCorps offices, facilities or 

campuses, virtual meetings, and in other service-related venues. This includes training 

sessions, convenings, off-campus service sites, service-related social events, and other off-site 

gatherings or events (whether in person or virtual).

Any AmeriCorps employee, former employee, or applicant for employment who believes 

they were harassed or discriminated against in violation of civil rights laws, regulations, or this 

policy, or who believes they were subject to reprisal for opposing discrimination or 

participating in the discrimination complaint proceedings (e.g., as a complainant or witness), 

should raise those concerns with AmeriCorps’ Civil Rights and Employment Branch within 45 

calendar days of the harassing or discriminatory action. Discrimination claims that are not 

brought to the attention of AmeriCorps’ Civil Rights and Employment Branch within 45 

calendar days of the occurrence may not be accepted for investigation if a formal complaint 

is filed.

The confidentiality of any employee who reports harassment or discrimination, or participates 

in a related investigation, will be protected to the greatest extent possible, as provided by 

law. AmeriCorps’ Civil Rights and Employment Branch may be reached via (202) 606-3461 or 

eo@americorps.gov. Employees may also consider AmeriCorps’ Alternate Dispute 

Resolution Program as an informal way to resolve workplace conflicts. If you are interested in 

learning more about our Alternate Dispute Resolution Program, please email 

adr@americorps.gov. 

November 7, 2023

Michael D. Smith

Chief Executive Officer 

AmeriCorps

Date