https://armypubs.army.mil/epubs/DR_pubs/DR_a/ARN44178-ARMY_DIR_2025-10-000-WEB-1.pdf
JUN
2~
25
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S E C R E T A R Y O F T H E A R M Y
W A S H I N G T O N
MEMORANDUM FOR SEE DISTRIBUTION
SUBJECT: Army Directive 2025-10 (Army Civilian Harassment Prevention and
Response Program)
1. References. See references enclosed.
2. Purpose. This directive rescinds Army Directive 2024-11 (Army Civilian Harassment
Prevention and Response Program), reissues and prescribes policy, establishes procedures, and
assigns responsibilities for the Army’s Civilian Harassment Prevention and Response Program.
The program provides an alternate means of reporting and responding to allegations of harassing
behavior that detracts from an efficient workplace but does not necessarily involve an Equal
Employment Opportunity (EEO) complaint or criminal allegation. This directive supersedes
Appendix D of Army Regulation 690–12 (Equal Employment Opportunity Programs).
3. Applicability. The provisions of this directive apply to the Regular Army, Army National
Guard/Army National Guard of the United States, and U.S. Army Reserve.
4. Policy. The United States Army Civilian Harassment Prevention and Response
Program (CHPRP) is a commander’s program. The Army does not tolerate or condone
harassment, including behavior that is not unlawful but is unwelcome or offensive to a
reasonable person and detracts from an efficient workplace.
a. Definitions.
(1) Harassment is behavior that is unwelcome or offensive to a reasonable person and
that interferes with work performance or creates an intimidating, hostile, or offensive work
environment. Harassment behavior does not include activities or actions undertaken for a proper
governmental purpose, such as training, assignment of work related to the duties and
responsibilities of the employee, or performance- or conduct-based counseling or actions.
Additionally, behavior that is rude, ignorant, abrasive, or unkind but does not affect the work
environment is not harassment under this policy.
(2) Harassment can be oral, visual, written, physical, or electronic. Harassment can
occur through electronic communications, including social media, other forms of
communication, and in person.
b. All allegations of harassment (including anonymous allegations) must be evaluated under
the totality of the circumstances, including an assessment of the nature of the conduct and the
context in which the conduct occurred. In some circumstances, a single incident of conduct may
SUBJECT: Army Directive 2025-10 (Army Civilian Harassment Prevention and
Response Program)
constitute harassment. In other circumstances, repeated or recurring unwelcome behavior may
be required to constitute harassment. In all cases, the intent is to immediately and appropriately
address harassing conduct before it escalates or reoccurs.
c. Employees who believe another person has subjected them to unwelcome harassing
conduct are encouraged to inform the person(s) responsible for the conduct that it is unwelcome
and offensive and request that it cease. If the conduct continues, or if they are uncomfortable
confronting the responsible person(s) about the conduct, they should immediately report the
matter to their supervisor, the supervisor of the harasser, or any other management official in the
chain of command. They may also report the matter to other officials, including the Inspector
General (IG); the servicing EEO office; the servicing Civilian Human Resources Service Center
Labor and Management-Employee Relations (CHRSC L/MER) office; or union officials (if they
are a bargaining unit employee).
d. Individual harassment allegations may be made orally or in writing and do not need to
conform to a particular format.
e. Witnesses to harassing conduct directed at other employees may report the matter to their
supervisor, the commander or supervisor of the offending employee(s), other management
officials in their chain of command, or one of the officials listed in paragraph 4c of this directive.
f. Commanders, supervisors, and managers who witness harassing conduct directed at
others have a duty to act and will report the matter to the appropriate authorities. Appropriate
corrective action will be taken against any commander, supervisor, or management official that
fails to fulfill their obligations as prescribed in this directive.
g. Anonymous allegations of harassment, in which the identity of the reporter is unknown
but there is sufficient information to warrant further inquiry, will be processed in accordance
with this directive.
h. Commanders, supervisors, or management officials will take, at a minimum, the
following immediate and appropriate corrective action:
(1) Contact the servicing CHRSC L/MER office and/or legal office as soon as
practicable. Typically, this should occur within 1 business day.
(2) Ensure the employee is safe and protected from further harassment.
(3) Ensure that investigations of harassment allegations begin within 10 calendar days of
receipt of harassment allegations.
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SUBJECT: Army Directive 2025-10 (Army Civilian Harassment Prevention and
Response Program)
(4) Ensure investigations are prompt, thorough, impartial, and completed in a reasonable
amount of time.
i. Retaliation will not be tolerated against any applicant, employee, or former employee for
reporting harassing conduct or assisting in any inquiry, investigation, or other proceeding about a
report of harassing behavior. Complainants who believe they have been subjected to retaliation
during the reporting process should immediately report the incident to one of the officials listed
in paragraph 4c of this directive.
j. Confidentiality. All information regarding complaints of alleged harassment and
inquiries will be maintained on a confidential basis to the greatest extent possible. The
maintenance of records and any disclosure of information from these records will comply
with Army Regulation (AR) 25–22 and AR 25–55. Commanders, supervisors, and
management officials will coordinate with their legal advisors regarding the disclosure of
information.
k. This policy does not supersede other established processes that permit employees to
pursue complaints of alleged harassment. As such, the procedures in this directive are separate
from the EEO complaint process and any other statutory complaint process. Reporting
harassment under this directive does not satisfy or delay the applicable time limits for initiating
other statutory complaint processes. For example, in the case of an EEO complaint, an employee
who has made a report of harassment pursuant to this directive, and who wishes to also pursue a
claim of discriminatory harassment through the EEO process, must initiate contact with the
servicing EEO office within 45 calendar days of the most recent incident of alleged harassment
or personnel action, if applicable.
l. Commanders and management officials, with support from their servicing CHRSC
L/MER and in coordination with their servicing legal advisor, will review claims of harassment
and will determine the scope of investigation, planning, recommendations, and corrective action
to be taken.
m. Tracking and Reporting.
(1) Commanders may designate a Harassment Prevention and Response Coordinator to
perform responsibilities under this directive.
(2) Commanders and management officials, in collaboration with their servicing
CHRSC L/MER office, will ensure required data is collected and entered into applicable systems
regardless of whether the allegation is substantiated and/or corrective action is taken pursuant to
this directive.
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SUBJECT: Army Directive 2025-10 (Army Civilian Harassment Prevention and
Response Program)
(3) Data elements will be reported and retained in a tool developed or modified by the
U.S. Army Civilian Human Resources Agency (CHRA). Data will be used to identify trends and
assess program compliance and effectiveness. The reporting tool should minimize manual data
input by individuals not directly involved in the investigation or action. Harassment allegation
data will be provided in annual reports required by Department of Defense (DoD) and Federal
regulations, as well as in the Equal Employment Opportunity Commission’s Management
Directive 715.
n. Training. Harassment prevention and response training may be combined with other
training (such as EEO, sexual harassment, and Public Law 107-174 (Notification and Federal
Employee Antidiscrimination and Retaliation Act of 2002)) if all elements required by DoD
Instruction 1020.04 are addressed.
5. Responsibilities.
a. The Assistant Secretary of the Army (Manpower and Reserve Affairs) (ASA (M&RA))
has oversight responsibility for this policy.
b. The Deputy Chief of Staff (DCS), G-1 will develop subsequent implementing guidance
for the CHPRP.
c. The Director, CHRA; through the DCS, G-1; will develop a reporting tool for the
CHPRP.
d. The Commanding General, United States Army Training and Doctrine Command will
develop CHPRP training required for Army Civilian supervisors and new employees.
e. Principal officials of the Headquarters, Department of the Army and commanders of
Army commands, Army service component commands, and direct reporting units will—
(1) Ensure all commanders and management officials take action under this policy,
regardless of whether the alleged conduct constitutes a violation of law and/or the employee has
filed a complaint through a separate statutory complaint process.
(2) Ensure all commanders and management officials responsible for conducting
inquiries, determining outcomes, and initiating corrective action collect required data for
reporting in accordance with this directive and associated implementing guidance.
(3) Ensure all commanders and management officials inform, without divulging
protected information, the individual or individuals who reported the harassment allegation of
measures taken to resolve the matter.
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Dan Driscoll
SUBJECT: Army Directive 2025-10 (Army Civilian Harassment Prevention and
Response Program)
(4) Ensure all commanders and management officials conduct organizational climate
assessments in accordance with DoD requirements that include prompts to gauge the prevalence
and scope of any harassing behaviors and corrective actions or other related trends.
6. Labor Relations Obligations. Commanders, management officials, and supervisors will
adhere to the provisions of applicable collective bargaining agreements and fulfill all statutory
and contractual labor relations obligations identified in Title 5, United States Code, Chapter 71,
in advance of implementation and administration of this policy for bargaining unit employees.
Questions about labor relations obligations may be addressed with the servicing CHRA office.
7. Proponent. The ASA (M&RA) is the proponent for this policy and will incorporate
applicable provisions into AR 690–12 and AR 690–600 within 2 years of the date of this
directive. The DCS, G-1 will incorporate applicable provisions into AR 600–20 within 2 years of
the date of this directive.
8. Duration. This directive is rescinded on publication of the revised regulations.
Encl
DISTRIBUTION:
Principal Officials of Headquarters, Department of the Army
Commander
U.S. Army Forces Command
U.S. Army Training and Doctrine Command
U.S. Army Materiel Command
U.S. Army Futures Command
U.S. Army Pacific
U.S. Army Europe and Africa
U.S. Army Central
U.S. Army North
U.S. Army South
U.S. Army Special Operations Command
U.S. Army Medical Command
U.S. Army Intelligence and Security Command
U.S. Army Space and Missile Defense Command/Army Strategic Command
U.S. Army Cyber Command
Military Surface Deployment and Distribution Command
(CONT)
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SUBJECT: Army Directive 2025-10 (Army Civilian Harassment Prevention and
Response Program)
DISTRIBUTION: (CONT)
U.S. Army Corps of Engineers
U.S. Army Military District of Washington
U.S. Army Test and Evaluation Command
U.S. Army Human Resources Command
U.S. Army Corrections Command
U.S. Army Recruiting Command
Superintendent, U.S. Military Academy
Commandant, U.S. Army War College
Director, U.S. Army Civilian Human Resources Agency
Executive Director, Military Postal Service Agency
Director, U.S. Army Criminal Investigation Division
Director, U.S. Army Joint Counter-Small Unmanned Aircraft Systems Office
Superintendent, Arlington National Cemetery
Director, U.S. Army Acquisition Support Center
CF:
Principal Cyber Advisor
Commander, Eighth Army
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REFERENCES
a. Public Law 107-174 (Notification and Federal Employee Antidiscrimination and Retaliation
Act of 2002)
b. Equal Employment Opportunity (EEO) Commission, EEO Management Directive 715,
1 October 2003
c. Department of Defense Instruction 1020.04 (Harassment Prevention and Responses for DoD
Civilian Employees), 30 June 2020, incorporating Change 1, effective 17 January 2025
d. Army Directive 2024-11 (Army Civilian Harassment Prevention and Response Program),
12 December 2024 (hereby rescinded)
e. Army Regulation (AR) 25–22 (The Army Privacy and Civil Liberties Program),
30 September 2022
f. AR 25–55 (The Department of the Army Freedom of Information Act Program),
19 October 2020
g. AR 600–20 (Army Command Policy), 6 February 2025
h. AR 690–12 (Equal Employment Opportunity Programs), 6 February 2025 (Appendix D
hereby rescinded)
i. AR 690–600 (Equal Employment Opportunity Discrimination Complaints), 6 February 2025
j. AR 690–752 (Disciplinary and Adverse Actions), 10 February 2022
Enclosure