DEFENSE THREAT REDUCTION AGENCY 

8725 JOHN J . KINGMAN ROAD, STOP 6201 

FORTBELVOIR, VA 22060-6201 

MEMORANDUM FOR DISTRIBUTION C 

SUBJECT: Policy Statement on Prevention of Sexual Harassment 

JUN 1 6 2017 

As Director of the Defense Threat Reduction Agency (DTRA), I unequivocally confirm 

my commitment to a workplace free from sexual harassment. It is the duty of every civilian 

employee and military member of DTRA to provide and maintain an environment of trust and 

respect for all employees. Sexual harassment has no place in the workplace. Such harassment 

adversely affects our mission and productivity and will not be tolerated. 

Sexual harassment is prohibited and violates Title VII of the Civil Rights Act of 1964, as 

amended; and Section 2302 of Title 5, United States Code. Sexual harassment includes, but is 

not limited to, unwelcome sexual advances, requests for sexual favors, and other verbal or 

physical conduct of a sexual nature. Such conduct constitutes sexual harassment when this 

conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with 

an individual's work performance, or creates an intimidating, hostile, or offensive work 

environment. 

Everyone has a role and a responsibility in the prevention or elimination of sexual 

harassment by (I) examining his or her behavior on the job, (2) supporting this policy, and (3) 

notifying his/her supervisor or higher-level manager when there is a concern or incident. 

Managers and supervisors are accountable for enforcing standards of appropriate behavior. 

Managers and/or supervisors must immediately report all instances of sexual harassment 

witnessed or brought to the manger/supervisor's attention immediately to our Equal Opportunity 

and Diversity Programs Office (J0XE) at (703)767-4451 , dtra.belvoir.JO.mbx.eoinbox@mail.mil or our Inspector's General Office (JOXI) at (703)767-5849. Managers and/or 

supervisors must not initiate any type of internal investigation related to alleged sexual 

harassment because it is of paramount importance that proper procedures for dealing with 

allegations of sexual harassment be appropriately addressed to ensure that individual rights are 

not violated. 

I will not tolerate sexual harassment in the workplace. I expect swift actions to ensure 

that all claims of sexual harassment are thoroughly investigated. Violations will result in 

appropriate action against the offender(s) up to and including dismissal from federal service for 

civilian employees and action under the Uniform Code of Milita,y Justice for military members. 

Management officials who fail to carry out their duty and responsibility under this policy may 

face disciplinary action. 

DEFENSE THREAT REDUCTION AGENCY 

8725 JOHN J . KINGMAN ROAD, STOP 6201 

FORTBELVOIR, VA 22060-6201 

MEMORANDUM FOR DISTRIBUTION C 

SUBJECT: Policy Statement on Prevention of Sexual Harassment 

JUN 1 6 2017 

As Director of the Defense Threat Reduction Agency (DTRA), I unequivocally confirm 

my commitment to a workplace free from sexual harassment. It is the duty of every civilian 

employee and military member of DTRA to provide and maintain an environment of trust and 

respect for all employees. Sexual harassment has no place in the workplace. Such harassment 

adversely affects our mission and productivity and will not be tolerated. 

Sexual harassment is prohibited and violates Title VII of the Civil Rights Act of 1964, as 

amended; and Section 2302 of Title 5, United States Code. Sexual harassment includes, but is 

not limited to, unwelcome sexual advances, requests for sexual favors, and other verbal or 

physical conduct of a sexual nature. Such conduct constitutes sexual harassment when this 

conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with 

an individual's work performance, or creates an intimidating, hostile, or offensive work 

environment. 

Everyone has a role and a responsibility in the prevention or elimination of sexual 

harassment by (I) examining his or her behavior on the job, (2) supporting this policy, and (3) 

notifying his/her supervisor or higher-level manager when there is a concern or incident. 

Managers and supervisors are accountable for enforcing standards of appropriate behavior. 

Managers and/or supervisors must immediately report all instances of sexual harassment 

witnessed or brought to the manger/supervisor's attention immediately to our Equal Opportunity 

and Diversity Programs Office (J0XE) at (703)767-4451 , dtra.belvoir.JO.mbx.eoinbox@mail.mil or our Inspector's General Office (JOXI) at (703)767-5849. Managers and/or 

supervisors must not initiate any type of internal investigation related to alleged sexual 

harassment because it is of paramount importance that proper procedures for dealing with 

allegations of sexual harassment be appropriately addressed to ensure that individual rights are 

not violated. 

I will not tolerate sexual harassment in the workplace. I expect swift actions to ensure 

that all claims of sexual harassment are thoroughly investigated. Violations will result in 

appropriate action against the offender(s) up to and including dismissal from federal service for 

civilian employees and action under the Uniform Code of Milita,y Justice for military members. 

Management officials who fail to carry out their duty and responsibility under this policy may 

face disciplinary action. 

DEFENSE THREAT REDUCTION AGENCY 

8725 JOHN J . KINGMAN ROAD, STOP 6201 

FORTBELVOIR, VA 22060-6201 

MEMORANDUM FOR DISTRIBUTION C 

SUBJECT: Policy Statement on Prevention of Sexual Harassment 

JUN 1 6 2017 

As Director of the Defense Threat Reduction Agency (DTRA), I unequivocally confirm 

my commitment to a workplace free from sexual harassment. It is the duty of every civilian 

employee and military member of DTRA to provide and maintain an environment of trust and 

respect for all employees. Sexual harassment has no place in the workplace. Such harassment 

adversely affects our mission and productivity and will not be tolerated. 

Sexual harassment is prohibited and violates Title VII of the Civil Rights Act of 1964, as 

amended; and Section 2302 of Title 5, United States Code. Sexual harassment includes, but is 

not limited to, unwelcome sexual advances, requests for sexual favors, and other verbal or 

physical conduct of a sexual nature. Such conduct constitutes sexual harassment when this 

conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with 

an individual's work performance, or creates an intimidating, hostile, or offensive work 

environment. 

Everyone has a role and a responsibility in the prevention or elimination of sexual 

harassment by (I) examining his or her behavior on the job, (2) supporting this policy, and (3) 

notifying his/her supervisor or higher-level manager when there is a concern or incident. 

Managers and supervisors are accountable for enforcing standards of appropriate behavior. 

Managers and/or supervisors must immediately report all instances of sexual harassment 

witnessed or brought to the manger/supervisor's attention immediately to our Equal Opportunity 

and Diversity Programs Office (J0XE) at (703)767-4451 , dtra.belvoir.JO.mbx.eoinbox@mail.mil or our Inspector's General Office (JOXI) at (703)767-5849. Managers and/or 

supervisors must not initiate any type of internal investigation related to alleged sexual 

harassment because it is of paramount importance that proper procedures for dealing with 

allegations of sexual harassment be appropriately addressed to ensure that individual rights are 

not violated. 

I will not tolerate sexual harassment in the workplace. I expect swift actions to ensure 

that all claims of sexual harassment are thoroughly investigated. Violations will result in 

appropriate action against the offender(s) up to and including dismissal from federal service for 

civilian employees and action under the Uniform Code of Milita,y Justice for military members. 

Management officials who fail to carry out their duty and responsibility under this policy may 

face disciplinary action. 

DEFENSE THREAT REDUCTION AGENCY 

8725 JOHN J . KINGMAN ROAD, STOP 6201 

FORTBELVOIR, VA 22060-6201 

JUN 1 6 2017 

MEMORANDUM FOR DISTRIBUTION C 

SUBJECT: Policy Statement on Prevention of Sexual Harassment 

As Director of the Defense Threat Reduction Agency (DTRA), I unequivocally confirm 

my commitment to a workplace free from sexual harassment. It is the duty of every civilian 

employee and military member of DTRA to provide and maintain an environment of trust and 

respect for all employees. Sexual harassment has no place in the workplace. Such harassment 

adversely affects our mission and productivity and will not be tolerated. 

Sexual harassment is prohibited and violates Title VII of the Civil Rights Act of 1964, as 

amended; and Section 2302 of Title 5, United States Code. Sexual harassment includes, but is 

not limited to, unwelcome sexual advances, requests for sexual favors, and other verbal or 

physical conduct of a sexual nature. Such conduct constitutes sexual harassment when this 

conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with 

an individual's work performance, or creates an intimidating, hostile, or offensive work 

environment. 

Everyone has a role and a responsibility in the prevention or elimination of sexual 

harassment by (1) examining his or her behavior on the job, (2) supporting this policy, and (3) 

notifying his/her supervisor or higher-level manager when there is a concern or incident. 

Managers and supervisors are accountable for enforcing standards of appropriate behavior. 

Managers and/or supervisors must immediately report all instances of sexual harassment 

witnessed or brought to the manger/supervisor's attention immediately to our Equal Opportunity 

and Diversity Programs Office (JOXE) at (703)767-4451, dtra.belvoir.JO.mbx.eoinbox@mail.mil or our Inspector's General Office (J0XI) at (703)767-5849. Managers and/or 

supervisors must not initiate any type of internal investigation related to alleged sexual 

harassment because it is of paramount importance that proper procedures for dealing with 

allegations of sexual harassment be appropriately addressed to ensure that individual rights are 

not violated. 

I will not tolerate sexual harassment in the workplace. I expect swift actions to ensure 

that all claims of sexual harassment are thoroughly investigated. Violations will result in 

appropriate action against the offender(s) up to and including dismissal from federal service for 

civilian employees and action under the Uniform Code of Milita,y Justice for military members. 

Management officials who fail to carry out their duty and responsibility under this policy may 

face disciplinary action.