ABERDEEN PROVING GROUND, Md. – The Communications-Electronics Command recently implemented a new role, an Anti-Harassment Coordinator, within its G1 to ensure prompt and thorough inquiries and investigations are conducted into allegations of harassment.
Valaria Johnson assumed this new role in March 2021 and is now responsible for receiving and facilitating claims of harassment within CECOM.
CECOM’s Anti-Harassment Program, separate and apart from the Equal Employment Opportunity (EEO) complaint procedures, reinforces the Army requirement for an independent investigation process to proactively respond to allegations of any type of harassment.
“Ultimately, the goal of the Anti-Harassment Program is to encourage all employees to report harassment before it becomes severe or pervasive so management can promptly bring the harassment to an end and to prevent it from occurring,” said Shealanda Lemuel, Director of the CECOM Office of Equal Employment Opportunity.
The U.S. Equal Employment Opportunity Commission found that although federal agencies issued policies to require immediate response to sexual harassment in the workplace, claims of non-sexual harassment did not receive similar attention. Allegations of non-sexual harassment are ranked as a top issue in filed complaints in the federal sector EEO process, which includes the U.S. Army and CECOM.
To address this, the Army established its Anti-Harassment Policy Implementation Procedures in 2016. The EEOC reinforced this effort in 2018 by adding additional compliance measures. These measures included: establishing a separate procedure outside the EEO complaint process to address both sexual and nonsexual harassment allegations; a system in place to accurately collect, monitor, and analyze the processing of complaints; and ensuring prompt inquiries of all harassment allegations.
To further ensure these measures are properly executed outside of the EEO Office, Johnson’s role was established. An employee who believes they are subjected to unwelcomed, harassing conduct, or witnesses or becomes aware of harassing behavior should report the matter to their management chain or the Anti-harassment Coordinator. Johnson documents and tracks allegations to ensure an inquiry/investigation is completed.
“Know that I am always available and willing to assist,” Johnson said. “Don’t be afraid to reach out if you need help.”
It is important to note that if a supervisor or management official receives notice of an allegation of harassment or witnesses harassing conduct, they must document this by contacting the Anti-harassment Coordinator and their servicing staff judge advocate within one business day.
The identity of any employee that alleges harassment will remain confidential, unless it is absolutely necessary to conduct an appropriate investigation into the alleged violations.
“Harassment jeopardizes readiness and mission accomplishment, weakens trust, and erodes organizational cohesion,” said Lemuel. “Conduct that is discriminatory or harassing is contrary to the Army's Core Values and the S.O.U.L. of CECOM.”
Reporting harassment through the Anti-harassment program does not replace or satisfy the requirements for filing EEO Complaints, union grievances or complaints in other forums, nor does it delay or waive the time limits for initiating claims in these forums.
For additional information on the Anti-harassment Program, contact the Anti-Harassment Coordinator (AHC) at usarmy.apg.cecom.mbx.anti-harassment-program@mail.mil. The CECOM EEO office may also be reached at: usarmy.apg.cecom.mbx.eeo-complaints@mail.mil.
Social Sharing