Human Resources

C. Employee Reporting Expectations: The department cannot correct harassing conduct if a supervisor, manager, or other department official is not aware of it. Any employee who has been subjected to harassing conduct is encouraged to inform the person(s) responsible for the conduct that is unwelcome and offensive, and request that it cease. If the conduct continues, is severe, or if the employee is uncomfortable addressing the responsible person(s) about the conduct, the employee is encouraged to report the matter to:
•The supervisor of the employee engaging in the misconduct;
•Another supervisor or other management official;
• The servicing Human Resources Office (Anna Smith: anna.smith@bia.gov); or
•The Office of Inspector General (OIG)Employees who know of or witness possible harassing conduct directed at others are expected to report the matter to any of the officials or offices listed above.

D. Management Duty to Act: Supervisors/managers who observe or are informed of allegations of harassing conduct must comply with the following requirements:
•Report the conduct/allegations to the appropriate officials, even if the employee raising the allegation requests confidentiality (see Section 8.A. for additional details);
•Ensure that a prompt, objective, and thorough investigation is conducted; and Take steps to ensure that the harassing conduct is appropriately addressed to deter further misconduct, including taking disciplinary action, if appropriate.