ALCOAST 459/25 - NOV 2025 UPDATE TO HARASSING BEHAVIOR PREVENTION, RESPONSE, AND ACCOUNTABILITY POLICY

R 141502Z NOV 25   MID320018389139U
FM COMDT COGARD WASHINGTON DC
TO ALCOAST
BT
UNCLAS
ALCOAST 459/25
SSIC 5350
SUBJ: UPDATE TO HARASSING BEHAVIOR PREVENTION, RESPONSE, AND
ACCOUNTABILITY POLICY
A. Harassing Behavior Prevention, Response, and Accountability,
COMDTINST 5350.6A
B. U.S. Coast Guard Civil Rights Manual, COMDTINST 5350.4E
C. Harassing Behavior Prevention, Response, and Accountability,
COMDTINST 5350.6
D. COMDT COGARD WASHINGTON DC 272213Z JAN 25/ALCOAST 028/25
1. Harassing behavior (sexual harassment, harassment, retaliation,
bullying, and hazing) is harmful to our workforce, adversely affects
readiness and mission performance, and is fundamentally at odds with
our core values of honor, respect, and devotion to duty. This
ALCOAST announces the promulgation of REF (A) with implementation of
the updated policy and procedures effective 15 December 2025.
2. This update follows a comprehensive review of harassing behavior
policy and procedures to ensure they best serve the needs of the
workforce, our leaders, and the Coast Guard. REF (A) facilitates the
timely resolution of reports of harassing behavior at the lowest
appropriate level and streamlines administrative requirements
without undermining accountability. Additionally, updated policy
in REF (A) is consistent with Presidential and Department of War
directives.
3. The command-driven procedures in REF (A) focus on preventing and
responding to harassing behavior, including consequences for
offenders, and remain separate and distinct from the process for
individuals seeking relief through an Equal Employment Opportunity
(EEO) or Equal Opportunity (EO) complaint of discriminatory
harassment under REF (B).
4. All reports of harassing behavior submitted on or after 15
December 2025 and all pending reports of sexual harassment as of
15 December 2025 shall be resolved in accordance with policy and
procedures in REF (A). All reports of harassing behavior other
than sexual harassment that remain pending as of 15 December 2025
shall, to the extent practicable, be resolved in accordance with
REF (A). The reporting and processing requirements in REFs (C) and
(D) remain in effect until 15 December 2025.
5. Maintaining a workplace free of harassing behavior is an
all-hands responsibility and all Coast Guard Personnel are directed
to familiarize themselves with REF (A). Everyone must be vigilant
and vocal when others act in a manner that can do harm and promptly
report harassing behavior in accordance with REF (A) based on a
reasonable, good faith belief that a violation has occurred. The
chain of command is the primary and preferred channel to initiate
and resolve reports of harassing behavior; however, reports may
also be initiated directly, including anonymously, with the
Anti-Harassment Program Office (AHPO).
6. Those entrusted with positions of leadership (commanders,
commanding officers, officers-in-charge, and supervisors) must
cultivate a climate of dignity, respect, trust, and zero
tolerance for harassing behavior in which every member of their
team feels free to raise concerns and is confident those concerns
will be addressed. Commanders, commanding officers, and
officers-in-charge remain responsible for the maintenance of good
order and discipline within their command and must promptly
address alleged or suspected criminal offenses and conduct not
rising to the level of harassing behavior under REF (A) but
otherwise unacceptable in the workplace and contrary to our core
values.
7. Except in cases involving allegations of sexual harassment,
reports of harassing behavior under REF (A) must be made within 45
calendar days of an incident, or, in the case of a series of
incidents, the most recent incident. Reports may be accepted beyond
this time frame, including those involving incidents occurring
before 15 December 2025, if warranted by the circumstances after
considering the reason for the delay and whether a complete and fair
inquiry can be conducted.
8. To constitute harassment under REF (A), unwelcome conduct must be
based on race, color, religion, sex (including sexual orientation
and pregnancy), national origin, age (40 or older), disability,
parental status, marital status, and/or genetic information
(including family medical history).
9. Conduct previously handled as a potential "hate incident" under
REF (C) will be processed and resolved as a report of harassment in
cases with an identified aggrieved individual, or in accordance with
the guidance in REF (A) concerning the public display of divisive
symbols and flags.
10. All reports of sexual harassment will continue to be processed
formally under REF (A), including an investigation (criminal or
standard administrative) with offenders subject to mandatory
corrective action. Reports of other harassing behavior (harassment,
retaliation, bullying, or hazing) will be handled at the lowest
possible level in a timely manner. This generally involves
evaluating the situation, including any necessary fact-finding, and
exercising discretion in deciding how best to resolve matters. If
low-level resolution fails, the situation escalates, or an
investigation is determined to be necessary or otherwise appropriate
under the circumstances, the formal processing system in REF (A) is
the means for resolution.
11. Other significant changes in REF (A) include but are not limited
to: (1) investigating officers may be from the same unit where
allegations arose except for cases involving allegations of sexual
harassment when the investigating officer must be from a separate
unit; (2) lieutenants (junior grade) may now serve as investigating
officers; (3) district and area chiefs of staff are now designated
as convening authorities, and (4) district and area division chiefs
and sector deputy commanders are now designated as convening
authorities, limited to reports involving subordinate unit command
cadre.
12. A revision of Form CG-5354A (Report of Harassing Behavior)
reflecting updated policy and procedures has been delayed due to the
lapse in appropriations. Interim guidance regarding completion and
submission of the legacy form under REF (A) can be found on
SharePoint at:
(Copy and Paste URL Below in Browser)

https://uscg.sharepoint-mil.us/sites/CG-133_spo/SitePages/AHPO-ANTI-
HARASSMENT.aspx

13. No paper distribution will be made of REF (A). REF (A) is
available on the Directives and Publications Library Search:
(Copy and Paste URL Below in Browser)

https://play.apps.appsplatform.us/play/e/default-369ba0d5-02cb-
4d2f-94fd-9212cc24b78c/a/449d74ad-9685-44e3-934b-46c72a05e1a2?
tenantId=369ba0d5-02cb-4d2f-94fd-9212cc24b78c&source=portal

14. For questions regarding harassing behavior policy and
procedures, please contact the AHPO at: SMB-COMDT-AHPO@uscg.mil.
Forthcoming webinar opportunities hosted by the AHPO will be
communicated to the workforce. Resources for convening authorities,
investigating officers, and the workforce (including FAQs) are
available on SharePoint at:
(Copy and Paste URL Below in Browser)

https://uscg.sharepoint-mil.us/sites/CG-133_spo/SitePages/AHPO-ANTI-
HARASSMENT.aspx

15. RADM C. E. Fosse, Deputy Commandant for Personnel
(CG-DCP), sends.
16. Internet release is authorized.