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Prevention of Sexual Harassment

Definition: Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when…

  • Submission to, or rejection of this conduct explicitly or implicitly affects an individual’s employment,
  • Such behavior unreasonably interferes with an individual’s work performance, or
  • Such behavior creates an intimidating hostile or offensive work environment

This is also defined in Section 703(a)(1) of Title VII of the Civil Rights Act of 1964, as amended.

  • Behavior must be sexual. This includes verbal and non-verbal behaviors.
  • Behavior must be unwelcome.
  • Conduct or behavior that is Severe or Pervasive-Hostile Work Environment.
  • The Reasonable Person Standard is applied.
  • Letters, telephone calls, or materials of a sexual nature
  • Deliberate touching, leaning over, cornering, or pinching
  • Sexually suggestive looks or gestures
  • Pressure for sexual favors or dates
  • Sexual teasing, jokes, remarks, or questions

If you feel you have been sexually harassed or have observed sexual harassment, it is strongly suggested that you:

  • Immediately confront the harasser and tell the individual that his/her behavior is unwelcome and to STOP! It may be in your best interest to have someone else present when you do this
  • Inform the appropriate level supervisor of the harassment, the actions you took to stop the behavior, and discuss what plan of action this supervisor plans to take to resolve the situation
  • If these attempts are unsuccessful, contact the EEO Office within 45 days of the incident

This course of action is not mandatory but is strongly suggested for two reasons:

  • Many decisions have been rendered finding that unless an individual is informed that certain behavior is unwelcome and is requested to stop, he/she does not know it is unwelcome and leads the individual to assume that the behavior is acceptable
  • Agencies cannot be held liable for sexual harassment if management was not informed of the behavior, and in some cases, not provided the opportunity to resolve the situation
  • However, we realize that under certain circumstances it is very uncomfortable for individuals to confront the harasser or discuss the situation with a supervisor. If this occurs, everyone has the right to contact the EEO Office immediately and we will assist you in resolving the problem

REMEMBER, you have the right to remain anonymous during the informal state of a discrimination complaint and there is no requirement to go through the chain of command prior to raising allegations of discrimination

Processing Complaints Alleging Sexual Harassment – 10 United States Code § 1561

  • The Office of Assistant Secretary of Defense has issued procedures for processing allegations of sexual harassment. This guidance is separate and distinct from the informal EEO complaint process
  • Applicability and procedures for this process are covered in the DON Discrimination Complaints Management Manual, Appendix C

Building 5717, room 103
Camp Foster

DSN:  (315) 645-5422 or 645-5423
From the US: 011-81-98-970-5422/5423

For all Complaints on MCB Hawaii, Contact:
MS. Jamie Collins or
(808) 257-1349