Forest Service Council

National Federation of Federal Employees
IAM / AFL-CIO

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Forest Service Council

National Federation of Federal Employees
IAM / AFL-CIO

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Bullying / Harassment

Page Content Updated: Sunday, 30 March 2025

Bullying and Harassment

General Information

Bullying and harassment are both forms of aggressive behavior that can create hostile environments, but they have distinct characteristics and legal implications. Bullying typically involves repeated, unwanted actions that target an individual, often exploiting an imbalance of power, and can be based on various traits or characteristics of the victim.

Harassment, on the other hand, is often legally defined as behavior that is based on a protected class, such as race, color, religion, sex, age, disability, or national origin.

Forest Service Policy

The Forest Service is committed to maintaining a work environment in which all people are treated with dignity, fairness, and respect, and are free from harassment, bullying, and retaliation. This policy applies to all Forest Service employees in their working relationship with other Federal employees, non-Federal employees, and the public. The policy also applies to persons working under contract or other formal agreements with the Forest Service, such as Administratively Determined (AD) and volunteers.

Union Master Agreement

Article 4 - Employee Rights: 7. Bullying

  1. All agency employees are expected to refrain from workplace bullying and adhere to a standard of conduct that is respectful and courteous to others.
  2. Workplace bullying is unwelcome, repeated, abusive behavior that is threatening, humiliating, or intimidating. It may be direct or indirect, whether verbal, physical, or otherwise, by one or more persons against another or others, at the place of work and/or in the course of employment. Bullying could include: slandering, ridiculing or maligning a person or their family; persistent name calling that is hurtful, insulting, or humiliating, using a person as a butt of jokes; abusive and offensive remarks; socially or physically excluding or disregarding a person in work-related activities, sabotage or deliberate interference which prevents work from getting done, or manipulating the work environment.
  3. Where appropriate and when they feel safe to do so, the affected employee should speak to the alleged bully or bullies to object to the behavior.
  4. Employees are encouraged to report any incidents to the Harassment Reporting Center, their supervisor, or any other management official. Management will not retaliate against any employee for reporting workplace bullying.
  5. Upon receipt of a report of workplace bullying, Management will initiate an inquiry, address any inappropriate conduct, assist the affected employee, and act to prevent any retaliation by the bully or bullies.*

Article 4 - Employee Rights: 8. Interim Measures Related to Harassment and Bullying

  1. Upon receipt of an allegation of harassment or bullying, Management will take appropriate interim measures to stop any harassment or bullying that may be occurring, and prevent potential retaliation by the alleged offender, coworkers, or supervisors. Management will meet with the employee to discuss available, appropriate options and consider the employee's input, which may include the potential financial impact on the employee.
  2. To avoid any real or perceived retaliation, if reassignment of the parties is necessary, the employee affected by the alleged harassment should not be reassigned unless they specifically request it.
  3. An employee may seek a review of interim measures by notifying the next level manager, see Subsection 6.a.6 of this Article.

The above is not all Master Agreement (MA) information on bullying and harassment. Bargaining Unit Employees (BUEs) are encourage to read the MA and contact a Union Steward for further information and assistance.