9700.6 HRM Anti-Harassment Procedures in the Workplace
- Posted Date: 04/06/2018
- Status: Validated
- Outdated on: 04/07/2025
GENERAL SERVICE ADMINISTRATION
Washington, DC 20405
April 6, 2018
SUBJECT: Anti-Harassment Procedures in the Workplace [PDF - 511 KB]
1. Purpose. This Order establishes procedures to ensure the General Services Administration (GSA) maintains a workplace free from unlawful harassment. It defines harassing, hostile, or abusive conduct, outlines the rights and responsibilities of employees, requires periodic training on harassment and establishes a system of accountability for ensuring a workplace free from unlawful harassment. This Order is a part of GSA’s ongoing efforts to provide a model workplace for its employees.
2. Background. Harassment in the workplace violates Federal law and policy when it is based on the protected Equal Employment Opportunity (EEO) classes as described in:
- Title VII of the Civil Rights Act of 1964, as amended;
- The Age Discrimination in Employment Act of 1967;
- The Rehabilitation Act of 1973, as amended under the Americans with Disabilities Act Amendments Act of 2008; and
- Genetic information under the Genetic Information Nondiscrimination Act of 2008.
In addition, all employees and applicants are to be free from harassment without regard to their:
- Parental status under Executive Order 13152 (signed May 2, 2000); and/or
- Marital status and political affiliation under the Civil Service Reform Act of 1978.
3. Scope and applicability.
a. This policy applies to all employees working for GSA.
b. This Order does not apply to allegations of harassment brought by contractor employees against the contractor, the contractor employees’ supervisors and/or the contractor employees’ co-workers.
c. The Office of Inspector General (OIG) has independent personnel authority. See Section 6 of the Inspector General Act of 1978, (5 U.S.C. App.3), as amended and GSA Order, ADM P 5450.39D CHGE 1 GSA Delegations of Authority Manual (Delegations Manual), Chapter 2, Part 1. Similarly, GSA specifically recognizes that the Inspector General (IG) has independent authority to formulate policies and procedures for addressing harassment in the workplace. The OIG in establishing its workplace procedures, can consider this Order, to the extent that it does not infringe on the IG’s independent personnel authority and does not conflict with other OIG policies.
4. Policy. It is the Agency's policy that GSA employees shall be free from harassment, including sexual harassment and sexual misconduct. In accordance with the GSA Policy Statement on Harassment, Including Sexual and Non-Sexual, these procedures are designed to address the Agency’s handling of harassment allegations.