Hazing and Harassment Policy Statement

We, as 3rd Fleet, shall maintain the highest standards of honesty, integrity, and conduct to assure proper performance of duties and to ensure mutual respect and trust.  Hazing and harassment are unacceptable forms of behavior and violate these standards.  The chain of command will not condone nor tolerate any form of hazing or harassment.

Harassment is defined as any act or repeated acts used to irritate or torment persistently.  More specifically, hazing is defined as teasing, persecution, or abuse of an individual or group of individuals with meaningless, difficult, or demeaning tasks.  Harassment and hazing are humiliating and run directly contrary to the Navy’s Core Values.  Such inappropriate behavior or abuse, either physical or emotional, will not be permitted to be part of our command, training, or ceremonies which commemorate the proud traditions of Naval service.  This includes, but is not limited to: initiations, ceremonies, and celebrations which include rough practical jokes or demeaning performances.

There shall be no “initiations” for any new members of the command.  Ceremonies customary and traditional to the Naval service, including Sailor 360, will be conducted and supervised to ensure proper decorum, dignity, and self-respect of all personnel are maintained.

Responsibilities of all Sailors and Civilian employees.  All hands, especially leaders, managers, and supervisors within 3rd Fleet, shall carry out this policy through committed leadership and shall neither condone nor ignore harassment of which they have knowledge.  Reported incidents of harassment will be thoroughly investigated and dealt with promptly, fairly, and effectively.  Individuals responding to alleged incidents will uphold confidentiality to the greatest extent possible.  If the alleged harassment is substantiated, immediate and appropriate action will be taken.  When appropriate, any Sailor or Civilian employees who is found to have committed sexual harassment or any other discriminatory harassment will be subject to disciplinary action.

Responsibilities of those who believe they have been harassed.  Individuals who believe they are being harassed are encouraged to confront the harasser, stating that such behavior is offensive and unwelcome.  Individuals who are subject to or observe harassing behaviors should immediately report the incident(s) to the appropriate supervisory level if:

  1. the behavior does not stop after the harasser has been told the behavior is offensive and unwelcome;
  2. the employee is uncomfortable in addressing the harasser; or
  3. the behavior is severe or possibly criminal in nature.

Individuals who believe they are subjected to any form of harassment should feel confident reporting the situation immediately without fear of retaliation or reprisal.

Avenues of redress.  Sailors may use the Informal Resolution System (IRS), request Captain’s Mast, or file a formal complaint by contacting the Command Managed Equal Opportunity (CMEO) Manager.  Civilian employees may use the Navy’s Alternative Dispute Resolution (ADR) process, file a discrimination complaint pursuant to 29 Code of Federal Regulations Part 1614 or 10 United States Code Section 1561, use the negotiated grievance procedure, if applicable, or the administrative grievance procedure by contacting the appropriate servicing Equal Employment Opportunity Department or Labor and Employee Relations Division.  The Navy’s Equal Opportunity Advice Line is also available at (800) 253-0931.

J. F. G. Wade

Updated: June 7, 2024