2. Harassment is any unwelcome verbal or physical conduct, demonsh'ated on the basis of race, color,

religion, sex (pregnancy, gender identity, and sexual orientation), national origin, genetic information

(including family medical history), age (40 and over), disability, or retaliation which is so severe or

pervasive that it interferes with an individual's performance and creates an intimidating, hostile, oroffensive working environment. Harassing behavior can include, but is not limited to, epithets, slurs,

jokes, name-calling, obscene gestures and sounds, obscene, vulgar, or abusive language, threatening,

intimidating or hostile acts, physical assault, written or graphic material on Department of the Navy

premises or circulated in the workplace, including electronically.3. Sexual harassment is defined as any repeated or unwelcome sexual advances, requests for sexualfavors, and other verbal or physical conduct of a sexual nature when:

a. Submission to such conduct is made either explicitly or implicitly a term of, or condition of, an

individual's employment.

b. Submission to or rejection of such conduct by an individual is used as a basis for employment

decisions affecting such individual.

c. Such conduct has the purpose or effect of unreasonably Interfering with an individual's work

performance or creates an intimidating, hostile, or offensive work environment.4. Employees who believe they are being harassed are encouraged but not required make it clear to theoffender that such behavior is offensive, unwelcome, and must stop immediately. Employees should

report inappropriate behavior to their chain of command. Anyone who observes or is made aware ofpossible harassment has an obligation to immediately report it to an appropriate supervisor.5. It is my policy to protect any individual who reports actual or suspected incidents of harassment from

retaliation. Managers who become aware of harassment have a duty to take all necessary investigatoryand corrective actions and to protect privacy rights of individuals as required.

6. The U.S. Fleet Forces Command point of contact for military personnel is the Command Managed

Equal Opportunity Advisor, number can be found on the Plan of the Week. The point of contact for

civilian personnel is Mr. Elijah Ramsey, who can be reached at: (757) 396-2221 or personnel can use the

Equal Employment Opportunity hotline at: (757) 396-7888. In addition, the Navy's Equal

Opportunity/SexuaI Harassment Advice Line is 1 -800-253-0931.

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2. EEO applies to all USFLTFORCOM civilian employees and applicants, regardless of race, color,

religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 andover), disability, genetic information (Including family medical history)., or reprisal for previous EEOactivity. All military personnel are covered by EO regardless of race, color, religion, sex, sexualorientation, gender identity, and national origin.3. EEO is integral to personnel and employment programs, management practices, and decisions

including merit promotion, recruitment/hiring, transfer, reassignments, training, career development,benefits, and separation. We must ensure all military personnel and civilian employees are free to

compete on a fair and level playing field.

4. Any form of discrimination m the workplace will not be tolerated. In addition, reprisal against

personnel engaged In protected activity will not be tolerated. Such allegations will be immediatelyinvestigated and if substantiated, appropriate action will be taken.5. Leaders should empower employees with the means to reach their full career potential and judge them

based on merit and ability. When issues arise, managers and supervisors are responsible and accountable

for attempting resolution through informal and formal means.6. I will make every effort to support the Department of the Navy and the EEO commission goals for the

participation of qualified individuals with targeted disabilities in our workforce and providing appropriateaccommodations to employees in accordance with applicable laws and regulations.7. Finally, through our efforts to maintain sensitivity to our cultural differences and valuing individualcontributions, I am confident we will continue to accomplish our mission. All military personnel andcivilian employees are responsible for adhering to EEO/EO principles and fostering an inclusive work

environment. Your efforts towards these goals are greatly appreciated and essential to our success.

8. The U.S. Fleet Forces Command point of contact for military personnel is the Command Managed

Equal Opportunity Advisor, number can be found on the Plan of the Week. The point of contact forcivilian personnel is Mr. Elijah Ramsey, who can be reached at: (757) 396-2221 or personnel can use theEqual Employment Opportunity hotline at: (757) 396-7888. In addition, the Navy's EqualOpportunity/Sexual Harassment Advice Line is 1-800-253-0931.
mission readiness.2. The USFLTFORCOM workforce is diverse and comes from multiple and varied walks of life.

Members of the workforce have different perspectives, attributes, talents, characteristics,backgrounds, diversity of thought, and experiences that are reflective of the nation we serve. We

recognize and appreciate the efforts of our workforce; they are our most valued asset and we

cannot accomplish our mission without them.3. Our mission success and core values require us to ensure our workforce environment is not

only diverse but also inclusive and enhances the potential and contributions of all employees by

promoting equity and respect. Each of you, regardless of who you are and where you sit in our

organization, play a key role in the success of USFLTFORCOM. Your creativity, unwaverin^

commitment, collective experience, and collaboration make the difference between the commandachieving optimal results or just getting the job done.

4. Mission execution, organizational culture, leadership, and reputation are cornerstones defined

primarily by the abilities and performance of the people in USFLTFORCOM. Embracing

diversity strengthens sustainable mission accomplishment and helps to create a positive andinclusive environment where all employees have the opportunity to reach their full potential and

maximize their contributions to the mission ofUSFLTFORCOM.

5. I am personally committed to driving change and ensuring USFLTFORCOM provides an

inclusive work environment that appreciates, values, and embraces the contributions ofeveiy

member of our diverse command. I urge you to help me identify, attract, develop, recruit, andretain a diverse, high performing command by treating one another with dignity and respect andactively looking for ways to achieve the full potential of all employees.6. Our core values of Honor, Courage, and Commitment are fundamental to our individual and

collective success. Be the example. Live these values every day.

7. The U.S. Fleet Forces Command point of contact is Ms. Raquel E. Victorian, who can

reached at: (757)396-1681.

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2. I fully support the reasonable accommodation requirements of the Rehabilitation Act of 1973,as amended and the Americans with Disabilities Act of 1990. We will implement reasonableaccommodations for employees and applicants who are qualified individuals with a disability assoon as reasonably possible, unless to do so would cause undue hardship. Managers,supervisors, and leaders will process requests for reasonable accommodation in compliance with

Department ol the Navy requirements.3. An individual with a disability is someone who (1) has a mental or physical impairment thatsubstantially limits one or more major life activity, (2) has a record of such impairment or (3) is

regarded as having such impairment. A qualified individual with a disability is someone who

can perform essential functions of the position in question with or without an accommodation,

meets the requisite skills, experience, education, and other job related requirements of the

position.

4. A reasonable accommodation is a change in the work environment or how jobs arecustomarily performed, to enable individuals with disability to enjoy equal opportunities andaccess to benefits available to other individuals in the work place.5. The U.S. Fleet Forces Command point of contact is Damita Gabriel, who can be reached at:

(757)396-5512.

<s<€^

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arising in the workplace. Voluntary participation in this process will not adversely affect any

individual's statutory and/or regulatory avenues of redress such as Equal Employment

Opportunity (KEO) complaints, inspector general complaints, formal grievances, appeals, etc.

2. ADR is an effective method of resolving workplace dispute and is best described as assistednegotiations between two (or more) parties with neutral mediators facilitating the process but not

representing either side of the dispute. ADR is one of the most powerful tools in resolvingconflict in that two or more parties retain control over the decision making process andagreements rather than relinquishing that power to a third party adjudicator. It is particularly

useful when the parties must continue some type of relationship (e.g. subordinate/supemsorwork relationships or co-workers).3. Conflict coaching is a structured and individualized process that facilitates enhancedawareness, knowledge and competency for effectively engaging in and managing interpersonal

conflict. Conflict coaching can help individuals build conflict management competence andconfidence in one's own decisions.

4. To ensure prompt resolution of complaints at the earliest stage, I encourage all supervisorsand managers to engage in ADR efforts requested by employees and when appropriate.

Likewise, I strongly encourage all employees to consider voluntary ADR as a means of resolvingEEO complaints or workplace disputes as they arise.5. Civilians should report conflicts, disputes, or grievances arising in the workplace through

their chain of command or the EEO office.

6. The U.S. Fleet Forces Command point of contact is Ms. Mary Walden, who can reached at:(757)396-2218.

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domestic and child abuse throughout the Navy. We must aggressively work to decrease behaviors

that contribute to family maltreatment and enhance behaviors that foster a healthy lifestyle thatfacilitate family, community, and mission readiness. It is the responsibility of all personnel to

prevent unacceptable conduct, and to provide a safe, respectful, and healthy environment. This

command is intolerant of abuse related behaviors and will not tolerate reprisals againstindividuals who submit reports of such behavior.

2. I charge leaders with ensuring they provide all service members and employees with theopportunities, tools, training, and support systems they need to develop and contribute to their

fullest potential. I believe we do a great job adhering to, supporting, preventing and responding inorder to reduce and eliminate domestic and child abuse at every level of the command. I amcommitted to maintaining a workplace where each employee is valued and has an opportunity to

contribute fully to the accomplishment of our mission.3. I expect U.S. Fleet Forces Command to lead the way in providing a workplace environment

that promotes prevention, victim safety and support, rehabilitative interventions, command and

abuser accountability, in addition to providing a consistent and appropriate response. In this regard,all military and civilian employees have an important role in prevention of abuse related behaviors,

and the adverse Impact of this abuse to the command and Navy mission accomplishment.4. Our men and women deserve nothing less than full time family advocacy support!5. The U.S. Fleet Forces Command point of contact for military personnel is the Family

Advocacy Program Manager, number can be found on the Plan of the Week.

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