FEDERAL RETIREMENT THRIFT INVESTMENT BOARD

77 K Street, NE Washington, DC 20002

 

August 7, 2023

MEMORANDUM FOR ALL FRTIB EMPLOYEES

FROM: RAVINDRA DEO

EXECUTIVE DIRECTOR

SUBJECT: Director's Anti-Harassment Statement

Agency employees must uphold the highest standards of integrity and professionalism

where each person is treated with dignity and respect and can thrive in an environment 

that is free from discrimination, harassment, or retaliation for reporting issues of concern.

Harassment of any kind is unacceptable and will not be tolerated in the workplace.

Therefore, it is FRTIB policy to strictly prohibit harassment, as well as inappropriate or 

unwelcomed behavior that, if left unchecked, could become severe or pervasive as to 

constitute harassment. 

Prohibited harassment includes, but is not limited to, unwelcome conduct that has the 

purpose or effect of unreasonably interfering with an individual’s work performance or 

creating an intimidating, offensive, or hostile environment as a result of the individual’s

race, color, ethnicity, national origin, religion, sex, sexual orientation or gender identity,

physical or mental disability, genetic information, pregnancy, age, or retaliation against 

prior EEO activity, that results in tangible employment actions or is severe or pervasive 

enough to constitute a hostile work environment. The Agency, therefore, will not tolerate 

harassment or any other form of unlawful discrimination. Retaliation against any 

employee1 for reporting such matters or for assisting in any inquiry about such a report 

is also prohibited. Unwelcome conduct prohibited by this policy can manifest in many

ways, such as verbally (e.g., name-calling, sarcastic remarks, snickering, mocking); in

writing (e.g., pictures, cartoons, words, or jokes reduced to paper or sent electronically);

or demonstrative (e.g., gestures that mock a person’s national origin, gender race, age,

religion, or disability). The victim is not only the person harassed but can be anyone in 

the workplace who is affected by the offensive conduct. Do not participate in, or allow,

any form of workplace harassment to occur overtly or covertly. It is the responsibility of

each of us to monitor our personal conduct to ensure we avoid creating offense to 

others to the extent possible, and the responsibility of each manager and supervisor to

promptly and effectively address inappropriate or harassing conduct and to discourage 

its repetition.

1 FRTIB anti-harassment policy and procedures only cover Federal civil servants. FRTIB does not have the 

authority to address issues between contractor employees pertaining to harassment. However, it is expected 

that all contractors conducting work on FRTIB premises will refrain from engaging in harassing conduct. For 

allegations of harassment involving a contractor employee, FRTIB supervisors should immediately contact the 

appropriate Contracting Officer.
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An employee who is being harassed should communicate to the other person that the

conduct is unwelcome and must stop immediately. However, such communication is not 

a prerequisite to seeking assistance from others. Employees may report harassment to

their immediate supervisor, a manager outside of their chain-of-command, or the Human 

Resources Division. They should also contact the Agency EEO Program Manager, 202-

864-8536, or EEO Counselor, 855-410-5904 (toll free) for further guidance if they

believe the harassment is based on race, color, ethnicity, religion, national origin, sex, 

sexual orientation or gender identity, age, disability, genetic information, or reprisal for 

speaking out against discriminatory practices.

Reports of harassment and retaliation will be treated seriously, investigated impartially,

and treated confidentially to the greatest extent possible.

Employees have the right to work in a harassment-free workplace and the right to raise

allegations of harassment or discrimination without fear of retaliation for reporting this

information or assisting in an EEO-related investigation. Employees have a right to

expect prompt response to reported incidents of harassment and to know that 

management will take immediate and appropriate corrective action to stop the 

harassment and prevent its recurrence. Therefore, investigations of harassment 

allegations will begin within 10 days of their receipt. FRTIB will investigate the 

allegations, reach a decision and, if necessary, take corrective action within 60 days, 

absent extenuating circumstances.

I expect and rely on every employee to reflect a high standard of professional behavior

at all times; each of us is responsible for treating others with dignity and respect befitting

the value we place on diversity, and for contributing to a workplace free from unlawful

harassment.