For 糖心破解版Staff

糖心破解版is committed to creating and maintaining a work environment that is free of harassment and other inappropriate conduct in the 糖心破解版community. Harassment, including sexual harassment, is unacceptable and will be handled with administrative and/or legal action, as appropriate. The information below applies to all 糖心破解版employees, contractors, trainees and visitors.

糖心破解版Policies and Expectations

No FEAR Act

The Notification and Federal Employee Anti-discrimination and Retaliation (No FEAR) Act of 2002 () is a law aimed at improving Federal agency accountability for ensuring that employees who pursue claims under the federal administrative equal employment opportunity (EEO) complaint process and who engage in whistleblower activities know their rights and are protected against retaliation for reporting a claim.

For more information on the primary purpose of the No FEAR and No FEAR Data visit 糖心破解版Equal Employment Opportunity's聽.

Activities and Initiatives

Numerous efforts are underway to bolster NIH鈥檚 policies and programs, and prevent and address incidents of workplace sexual harassment at NIH. These include:

Policies and Processes:

  • Implementing new and strengthened 糖心破解版Policies on as well as .
  • Centralizing the and through the , for handling allegations of harassment with multiple channels for reporting including an Anti-Harassment Hotline and web intake form.
  • Requiring every 糖心破解版Institute and Center to develop a tailored plan of concrete actions to prevent and address harassment.

Training and Education:

  • Creating new available on the Civil website to inform the 糖心破解版community of the new policies and tools.
  • Updating the 糖心破解版Equal Employment Opportunity (EEO) mandatory anti-harassment training聽to include the Notification and Federal Employee Anti-discrimination and Retaliation (No FEAR) and Prevention of Sexual Harassment (POSH) training with customized scenarios for various 糖心破解版workplace settings.
  • Increasing the frequency of this training from every two years to annually for all 糖心破解版Federal employees, trainees, fellows, and contractors.
  • Developing a new training program through the (OITE) specifically for trainees to ensure understanding of the 糖心破解版policies, emphasize trainee rights, and educate trainees on the reporting procedures.

糖心破解版Presentations and Events:

  • December 12, 2019: Presentation to the Advisory Committee to the Director on the
  • December 7, 2018:

Staff Assistance

糖心破解版Civil Program

The conducts administrative inquiries into reports by 糖心破解版employees, contractors, trainees, and visitors of uncivil, disruptive, or harassing workplace behaviors. This also includes behaviors of concern that may lead to acts of violence, such as bullying, intimidation, threats, suicidal ideation, and domestic violence.

Employee Assistance Program

The (EAP) provides personalized consultation, short-term support, and wellness counseling. Counselors can also connect individuals to other 糖心破解版resources and the outside community.

EAP services are strictly confidential.

Equal Employment Opportunity

糖心破解版Equal Employment Opportunity (EEO) oversees the EEO complaint process.

Office of Intramural Training & Education (OITE)

The helps meet the needs of trainees across all 糖心破解版Institutes and Centers. This resource exists solely for trainees, and OITE has extensive practice working in tandem with the Civil Program on harassment-related issues.

Office of the Ombudsman

The provides a full range of dispute resolution programs and services, including coaching, facilitation, mediation, and partnering agreements.

Ombudsman Office assistance is strictly confidential.

This page last reviewed on February 6, 2025