misconduct

FEMA does not always appropriately report and investigate employee allegations of sexual harassment and workplace sexual misconduct.  For FYs 2012 to 2018, we identified 305 allegations from FEMA employees potentially related to sexual harassment and sexual misconduct such as sexual assault, unwelcome sexual advances, and inappropriate sexual comments.  However, we were unable to determine whether FEMA properly handled 153 of these allegations, because it could not provide complete investigative and disciplinary files.  For allegations that had complete files available, at times we were unable to determine whether FEMA conducted an investigation.  Finally, we found FEMA did not document whether it investigated some sexual harassment EEO complaints as potential employee misconduct.  We attribute the inconsistent investigations and incomplete files to inadequate policies, processes, and training. These shortcomings may fuel employee perceptions that FEMA is not addressing sexual harassment and sexual misconduct and is not supportive of employees reporting that type of behavior.  We made five recommendations to improve FEMA’s handling of sexual harassment and misconduct allegations including establishing a comprehensive case management system; developing and implementing formal processes and procedures to appropriately address all harassment allegations; providing investigative training; and ensuring allegations are appropriately referred to DHS OIG.

DHS support components do not have sufficient processes and procedures to address misconduct. Support Components provide resources, analysis, equipment, research, policy development, and other specific assistance to operational components. These deficiencies exist because no single office or entity

is responsible for managing and overseeing misconduct issues across support components. According to Government Accountability Office (GAO) guidance, it is important for agencies to establish organizational structure, assign responsibility, and delegate authority, so they can achieve their objectives. Support components need to improve their processes and procedures for addressing misconduct. Specifically, support components do not maintain comprehensive data about misconduct  allegations; refer misconduct allegations consistently to OIG; provide guidance for supervisors and investigators on handling misconduct; and manage misconduct allegations effectively.