Anti-Harassment Directive
Issued revised directives to include a more detailed definition of harassment and provide a plain language explanation of existing anti-retaliation protections for individuals who report cases of harassment or otherwise expose discriminatory practices.
Revised Mandatory Reporting Obligations
Revised the anti-harassment policy to require that any manager that learns of or observes conduct that may fall within the scope of the policy report it formally and promptly, and no later than within 2 business days.
Transparency on Status of Investigations
Developed procedures to provide status updates and close-out letters when harassment complaints conclude.
Personal Relationships in the Workplace Policy
Developed and implemented a Personal Relationships in the Workplace policy that prohibits romantic or sexual relationships between individuals who, in their professional roles at FDIC, have unequal positions. If such a relationship exists, then the parties to the relationship must notify their manager or OPC.
Anti-Retaliation Policy
Updated the anti-retaliation policy to clarify employees’ rights to report harassment or discrimination and participate in investigations free of retaliation. The directive also clarifies that executives, managers, and supervisors, must notify OPC about allegations of retaliation within two-business days after becoming aware of the allegations. It prescribes no less than a three-day suspension (for a first offense) and removal (for a second offense) if an individual engages in retaliatory activity prohibited by the directive.
Standard Operating Procedures
Developed standard operating procedures reflecting best practices for handling potential violations of the anti-harassment policy, Personal Relationships in the Workplace Directive, and anti-retaliation policy.
Travel Policies
Reviewed travel policies to determine if any of these policies are negatively impacting the FDIC’s culture and environment. Published new guidance for renting vehicles, and developing additional guidance and/or policy modifications in response to feedback received.
Code of Workplace Conduct
Developed and implemented a new Code of Workplace Conduct that defines behavioral expectations for all FDIC employees, is focused on the behavior the FDIC expects to see from its employees, and aligns with a culture in which all members can thrive and reach their full potential.
Exit Surveys
Enhanced all exit surveys conducted at the agency to better identify harassment as a factor in an employee leaving agency.
Student Resident Center
Updated policies related to the Student Resident Center to establish a residence-specific code of conduct, which includes a prohibition on alcohol consumption in any common areas and a prohibition on loud or disruptive “gatherings or parties” anywhere, including in guest rooms. We also increased monitoring by security guards in common areas, closed after-hours access to the SRC roof balcony, and established a Dean of Students role to serve as a point of contact for SRC residents attending Corporate University training courses.
Annual Mandatory Training
Developed a two-part training on Professional Conduct at FDIC that addresses how to identify, prevent, and report harassment, retaliation, and interpersonal misconduct. The training is required for all FDIC employees and managers and includes real-world scenarios. To ensure relevance based on job responsibilities, separate sessions are tailored for managerial and non-managerial roles.
New Employee Orientation
Required training on preventing and addressing harassment at new employee orientation.