NASA Procedural Requirements

NPR 3790.1 Effective Date: April 30, 2019 Expiration Date: December 11, 2029

Subject: NASA's Domestic Violence, Sexual Assault, and Stalking Response Plan (Revalidated with Change 2)

Responsible Office: Office of the Chief Human Capital Officer

Chapter 3. Reporting Guidance for Supervisors and Employees

3.1 Reporting Guidance for Supervisors

3.1.1 Domestic violence may impact the safety and productivity of employees as well as their colleagues. Management has the responsibility to take appropriate steps to prevent and promptly respond to situations that are threats to the safety and security of an employee and/or the workplace. Additional guidance can be found in NPD 1600.3 and the NASA Desk Guide for the Prevention of and Response to Workplace Violence.

3.1.2 Any individual's disclosure of information that reveals an imminent threat to the safety and security of a person or the workplace shall be reported immediately to Security.

3.1.3 When an employee discloses information and there is no imminent safety threat, supervisors should encourage the employee to report to Security or an EAP counselor and offer the option of a workplace security plan (reference paragraph 3.4). If the supervisor believes that the information has the potential to become a workplace safety or security issue, they should report the conduct to Security as provided in NPD 1600.3.

3.2 Reporting Guidance for Employees

3.2.1 Employees who suspect or witness acts of violence or those who recognize an imminent threat to the safety and security of an employee in the workplace shall immediately report their concerns to the appropriate emergency services (i.e., 911), their supervisor and Protective Services.

3.2.2 When an employee discloses information and there is no imminent safety threat, the employee receiving the information should report the incident to the Protective Services Office, HR, or an EAP counselor.

3.2.3 Employees are encouraged to discuss their needs (e.g., a workplace security plan) with their supervisor, HR, and/or EAP counselor to help maintain a secure and productive working environment.

3.2.4 Employees shall disclose to the Protective Services Office and servicing Human Resources Office when they are subject to a protection or restraining order, or a named defendant in a criminal action as a result of a threat or act of domestic violence, sexual violence, dating violence, or stalking, in any of the following circumstances:

a. When required by the terms of the order/action to disclose to their employer;

b. When required by law (e.g. 5 CFR 732 and E.O. 12968 for those in sensitive positions, 18 U.S.C. § 922 (d) (9) (formerly the Lautenberg Amendment); or

c. When required by NASA policy (e.g., in connection with the completion of security questionnaire requirements); or

d. In accordance with Security Executive Agent Directive (SEAD)-3, Reporting Requirements for Personnel with Access to Classified Information or Who Hold Sensitive Position, which establishes standardized reporting requirements across the federal government for all individuals who have access to classified information or hold a sensitive position. The reporting requirements outlined in SEAD-3 address the need for individuals to report relevant information, such as conduct/behavior to the NASA Personnel Security Authority in a timely manner.

3.3 Reporting Guidance for Non-NASA Personnel Working on/in a NASA Facility

3.3.1 Individuals who suspect or witness acts of violence or those who recognize an imminent threat to the safety and security of an individual in the workplace shall immediately report their concerns to the appropriate emergency services (i.e., 911) and Protective Services.

3.3.2 When an individual discloses information and there is no imminent safety threat, the individual receiving the information should report the incident to Protective Services Office.

3.3.3 Individuals are encouraged to discuss their needs (e.g., a workplace security plan) with their contractor supervisor/program manager and/or Protective Services Office.

3.3.4 Non-NASA employees shall disclose to their employer when they are subject to a protection or restraining order, or a named defendant in a criminal action as a result of a threat or act of domestic violence, sexual violence, dating violence, or stalking, in any of the following circumstances:

a. When required by the terms of the order/action to disclose to their employer.

b. When required by law (e.g. 5 CFR 732, and E.O. 12968, for those in sensitive positions, 18 U.S.C. § 922 (d) (9) (formerly the Lautenberg Amendment).

c. When required by NASA policy (e.g., in connection with the completion of security questionnaire requirements for fitness in support of eligibility for the issuance and maintenance of a NASA credential); or

d. In accordance with Security Executive Agent Directive (SEAD)-3, Reporting Requirements for Personnel with Access to Classified Information or Who Hold Sensitive Position, which establishes standardized reporting requirements across the federal government for all individuals who have access to classified information or hold a sensitive position. The reporting requirements outlined in SEAD-3 address the need for individuals to report relevant information, such as conduct/behavior to the NASA Personnel Security Authority in a timely manner.

3.4 Workplace Security Plans

3.4.1 When employees disclose they have a protection or restraining order, the supervisor, in consultation with the Center's HR, legal counsel, and Protective Services Office, shall assist the employee wherever possible in creating a safe working environment.

3.4.2 When employees request a workplace security plan, supervisors shall involve appropriate points of contact in HR, EAP, and Protective Services personnel. A workplace security plan may involve temporary or long-term changes to an employee's work schedule, physical location, or IT resources.

3.4.3 Special consideration may be needed for situations that involve "cyberstalking" (see Appendix A for the definition of cyberstalking). Local information/computer technology and Protective Services personnel should be consulted to address these safety concerns.

3.4.4 Protective Services personnel can assist employees with the following types of issues: dealing with telephone, internet, or email harassment at the workplace; addressing safety when entering or leaving a worksite; using technology to enhance safety (e.g., cellular phones); what to do if confronted in the workplace by an alleged perpetrator; and, what to do if the employee sees an alleged perpetrator trying to enter the workplace.

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