DEFENSE NUCLEAR FACILITIES

SAFETY BOARD

Washington, DC 20004-2901

October 10, 2023

DEFENSE NUCLEAR FACILITIES SAFETY BOARD 

ANTI-HARASSMENT POLICY STATEMENT

The Defense Nuclear Facilities Safety Board (DNFSB) is committed to maintaining a workplace 

free from all forms of harassment. All employees, contractors, and others performing official 

work for DNFSB must fully support this policy and refrain from engaging in any harassing 

conduct.

Workplace harassment is defined as bullying, offensive comments or conduct, discrimination of 

any type based on race, skin color, religion, sex (including gender identity, sexual orientation, 

and pregnancy), national origin, age, disability, genetic information, political affiliation, marital 

or parental status, or as reprisal/retaliation for prior equal employment opportunity (EEO) 

activity. Workplace harassment is prohibited under Title VII of the Civil Rights Act of 1964 and 

other EEO laws, regulations, and executive orders.

The General Manager serves as the anti-harassment program officer, and as such will receive 

allegations of harassing conduct, and advise supervisors and managers on the interim relief to the 

alleged victim of harassing conduct pending the outcome of an inquiry to ensure no further 

misconduct. If there is a conflict of interest, the Executive Director of Operations (EDO) will 

serve as the anti-harassment program officer. The program officer will also, if necessary, assign 

an internal or external person to conduct a prompt, thorough, impartial, and appropriate 

investigation. In concert with its program to ensure anti-harassment in the employment of its 

workforce, DNFSB has procedures for addressing any instances of harassing conduct in its 

Directive D-113.1, Anti-Harassment Program, dated January 24, 2020.

Managers and supervisors have the duty to act promptly to prevent and to eliminate all types of 

harassment. A manager or supervisor must conduct an inquiry within 10 calendar days based on 

when they were informed of the allegations of harassment. If the manager or supervisor is 

unable to obtain all the facts, an investigation will be conducted. All information obtained from 

allegations of harassment must be kept confidential to the greatest extent possible. Retaliating or 

discriminating against an employee for reporting, filing a complaint, or cooperating with an 

inquiry/investigation of allegations of harassment is prohibited and will result in appropriate 

administrative or disciplinary action. If the harassment is based on discrimination, employees 

may choose to additionally file an EEO complaint with the DNFSB EEO Office within 45 days 

of the alleged incident(s).
In concert with its program to ensure equal employment opportunity with its workforce, DNFSB 

has procedures for addressing any instances of harassing conduct in its Directive D-111.1, Equal 

Employment Opportunity Program, dated August 6, 2019. All employees and contractors of 

DNFSB should review this directive to ensure familiarity with DNFSB’s programs and 

procedures.

DNFSB also promotes use of the alternative dispute resolution (ADR) process to resolve 

workplace disputes. The ADR process is used to resolve a wide range of workplace disputes, 

including but not limited to EEO and grievance-related matters, in a cooperative, cost-effective, 

and timely manner. All employees are strongly encouraged to cooperate and engage in the ADR 

process, when appropriate. For additional information on the ADR process, see D-111.1

When an employee chooses to report the alleged incident of harassment to their manager or 

supervisor within their chain of command, and the alleged harasser’s chain of command, the 

manager or supervisor who becomes aware of the allegation is required to address the allegation 

in a prompt and impartial manner, ensure that the allegation is kept confidential to the greatest 

extent possible, and take appropriate steps to prevent the involved employees and witnesses from 

being subjected to retaliation. An allegation of harassment may be made orally or in writing and 

should contain the name of the alleged harasser, the relevant facts, the date of the incident, and 

the names of any witnesses.

Employees, managers, or supervisors found to have engaged in harassing conduct will be 

subjected to appropriate disciplinary or adverse action, up to and including reprimand, 

suspension, demotion, or removal. This policy does not limit a supervisor’s or manager’s right 

to manage effectively. Personnel actions taken by a supervisor or manager for valid and 

supportable reasons do not constitute workplace harassment.

I am confident that, by exercising individual responsibility, we will be able to maintain a 

professional and positive work environment for everyone. To this end, I ask that all employees 

join me in implementing this policy, and helping to ensure that all employees and contractors 

understand their rights under our policies and federal law.

___________________________________

Joyce L. Connery

Chair