Burn Bag: A DCM Gets Kicked Out For Sexual Harassment

Via Burn Bag:

The DCM at a large post was kicked out for sexual harassment.  This was a long time coming so big props to whoever caused powers that be to take the problem seriously.  But the bigger question remains – how does someone who has existed on a diet of inappropriate and abuse (sic) behavior for years get selected to lead this mission?  Shouldn’t a couple EEO complaints trigger some more expansive 360s?




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2 responses

  1. What else, besides curtailment, happens to the DCM? What due process was there or wasn’t there?


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    • This is a Burn Bag, so I have no additional info on the particulars of this case. state.gov says “The Department is committed to take action if it learns of possible sexual harassment, even if the individual does not wish to file a formal complaint.” I don’t know how this works at post. I must say that from the cases I’ve encountered in this blog, harassment victims often do not report, much less file a formal complaint for fear of career repercussions. So I suspect that when they do, it is because the work environment has become intolerable. And if management does not address the complaint and the case goes to the EEOC, the agency could become liable.

      The FAM is silent on what due process is afforded the accused. S/OCR is the main point of contact for sexual harassment, but those folks are deaf to inquiries from this blog.

      “Employees who have been found by the Department to have subjected another employee to unwelcome conduct of a sexual nature, whether such behavior meets the legal definition of sexual harassment or not, will be subject to discipline or other appropriate management action. Discipline will be appropriate to the circumstances, ranging from a letter of reprimand through suspensions without pay of varying lengths to separation for cause. A verbal or written admonishment, while not considered formal discipline, may also be considered.

      Employees are encouraged to report the unwelcome conduct as soon as possible to a responsible Department official. It is usually most effective — although it is not required–that the official be within the employee’s supervisory chain. Responsible Department officials include first- or second-line supervisors, the offending person’s supervisor, the post’s management officers, the bureau’s Executive Director, or the Office of Civil Rights (S/OCR).

      More here: https://www.state.gov/s/ocr/c14800.htm and here: https://fam.state.gov/fam/03fam/03fam1520.html#M1525