I have been sexually harassed / someone I know has been sexually harassed. What should I do?

All Soldiers and DA Civilians have a responsibility to help resolve acts of sexual harassment. Sexual harassment can be a precursor behavior to sexual assault. In a climate of sexual assault prevention, it is important to address sexually harassing behaviors so that this conduct does not escalate. Additionally, Soldiers and Army Civilians should work to ensure a safe, productive work environment, free of sexual harassment. Military personnel should report incidents of sexual harassment through the Equal Opportunity Advisor (EOA).

Examples of how to address sexual harassment include the following:

• Confront the harasser and tell him/her that the behavior is not appreciated, not welcomed, and must stop.
• Send a letter to the harasser stating the facts, personal feelings about the inappropriate behavior, and expected resolution.
• Request assistance from another person.
• Ask someone else to talk to the harasser, to accompany you or the victim, or to intervene on your or the victim's behalf to resolve the conflict.
• Report the behavior to an immediate supervisor or others in the chain of command and ask for assistance in resolving the situation.
• Soldiers may file an informal or formal complaint. Details for filing these are found in Appendix D of Army Regulation 600-20 (Army Command Policy) and follow the same procedures as for an Equal Opportunity complaint.
• Civilian employees may also file either an informal or formal complaint. Details for filing these are found in AR 690-600. Sexual harassment of Civilians is a form of sex discrimination prohibited by Title VII of the Civil Rights Act of 1964, as amended. DA Civilians, former employees, or applicants seeking employment, and certain contract employees who believe they have been subjected to sexual harassment can file an Equal Employment Opportunity (EEO) complaint with a local Army EEO office. They must initiate contact with an EEO official or counselor within 45 days of the action or practice alleged to be discriminatory.