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Reporting and Responding to Sexual Misconduct in the DOJ Workplace

Reporting and Responding to Sexual Misconduct

The Department of Justice (DOJ) expects all employees to conduct themselves in a respectful and professional manner and to provide a work environment that is free from sexual misconduct and retaliation for reporting allegations of sexual misconduct. Sexual misconduct is an umbrella term that encompasses any inappropriate behavior of a sexual nature, including, but not limited to, sexual harassment, domestic violence, sexual assault, distribution of intimate digital images without consent, and stalking, whether legally actionable or not. Sexual misconduct in the DOJ workplace is a violation of the Department’s core values of integrity, respect, and excellence. This harmful behavior degrades trust among employees who must adhere to the highest standards of ethical behavior, mindful that, as public servants, employees must work to earn the trust of, and inspire confidence in, the public.

To that end, on June 27, 2025, Deputy Attorney General Blanche signed and issued DOJ Order 1207, Reporting and Responding to Sexual Misconduct. The Order defines sexual misconduct, outlines ongoing measures to actively promote a respectful, safe workplace, and establishes a uniform framework for reporting and responding to complaints of sexual misconduct in the DOJ workplace through the Sexual Misconduct Response Unit (SMRU). The SMRU responds to all allegations of sexual misconduct in the DOJ workforce, collaborating with components to ensure consistency in response to reports of sexual misconduct and accountability for those who violate the Department’s prohibition against sexual misconduct or retaliate against those who report sexual misconduct, while minimizing further to victims and witnesses.

All Department employees and contractors are strictly prohibited from engaging in sexual misconduct toward anyone with whom they interact in connection with their job and from retaliating against others for reporting sexual misconduct or participating in the complaint or response process. This includes conduct that occurs outside the workplace or off-duty, including when at home or using a personal device, when there is a nexus between the sexual misconduct and the efficiency of the service, such as conduct occurring during work travel, conferences, retreats, trainings, and office happy hours or parties. The Department’s prohibition against sexual misconduct is broader than federal anti-discrimination laws; therefore, sexual misconduct may violate this policy before it results in a legally-actionable adverse employment action or becomes severe or pervasive.

Heads of Components, supervisors, and DOJ employees alike must be aware of and follow the DOJ Order 1207 and adjacent Department policies and procedures that help ensure that: 

  1. Components immediately report all allegations of sexual misconduct to both the Office of Inspector General in accordance with 28 CFR 0.29(c) and to the SMRU;
  2. Sexual misconduct investigations are conducted promptly and thoroughly by unbiased investigators trained in trauma-informed investigation and interviewing techniques;
  3. Substantiated allegations of sexual misconduct result in serious and consistent disciplinary action;
  4. Components appropriately consider allegations of, or disciplinary actions for, sexual misconduct in making decisions about awards, public recognition, or favorable personnel actions; and
  5. Components are held accountable for handling allegations of sexual misconduct and work collaboratively with the SMRU to comply with DOJ Order 1207.

DOJ Order 1207 is to be implemented consistent with merit system principles; labor-management responsibilities as outlined in Title V, Chapter 71 of the United States Code; and any applicable collective bargaining agreements.

The following Order is in effect:

Order from the Deputy Attorney General: “Reporting and Responding to Sexual Misconduct," June 27, 2025 

Policies and Procedures Relating to On- and Off-Duty Misconduct

It is the policy of the Department to maintain a workforce that demonstrates the high standards of ethical and professional conduct necessary for the effective accomplishment of the Department's mission. For the purposes of DOJ Order 1207, a person is considered to be in the DOJ workplace anywhere that the person is conducting business on behalf of the Department. This includes, but is not limited to, federal offices, facilities, DOJ-approved telework locations or other work sites, vehicles, or locations used while on work-related travel. Misconduct, whether on- or off-duty, can negatively affect the Department's mission.  Therefore, it is important that the Department and its Components maintain effective policies for on- and off-duty conduct and clearly communicate those policies to our employees.

In addition to the information provided above relating to sexual misconduct, the following policies and guidance also remain in effect:

Updated August 19, 2025