The Coast Guard has updated its harassing behavior policy to help resolve reports more quickly and effectively at the lowest appropriate level.
Harassing behavior hurts our people, impacts our readiness, and goes against our core values of Honor, Respect, and Devotion to Duty.
This change goes into effect December 15, 2025, and follows a review to ensure policy and procedures related to harassing behavior best support our workforce, leaders, and the Coast Guard’s mission.
What's the goal of the update?
The Coast Guard remains committed to resolving all reports of harassing behavior – including sexual harassment, harassment, retaliation, bullying, and hazing – more effectively. The updated instruction aims to streamline administrative processes while maintaining accountability. This revision is also consistent with Presidential and Department of War directives.
Note: This policy and associated procedures focus on preventing and responding to harassing behavior. It's separate from the process for filing an Equal Employment Opportunity (EEO) or Equal Opportunity (EO) complaint of discriminatory harassment through the Coast Guard’s Civil Rights Directorate.
Key changes
- Low-level resolution (except for sexual harassment): For most types of harassing behavior (excluding sexual harassment), there's now the option for "low-level resolution." This means resolving the issue as informally as possible without an investigation. A more formal process will still be used if low-level resolution fails, the situation escalates, or an investigation is necessary or otherwise appropriate.
- Reporting timeline (except for sexual harassment): For harassing behavior other than sexual harassment, reports should be made within 45 calendar days of the incident. However, there's flexibility to accept reports after this timeframe if circumstances warrant it. Note: There is no time limit for reporting sexual harassment.
- Refined definitions: To be considered harassment under this policy, the 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, or genetic information (including family medical history).
- Easier implementation: There’s now more flexibility in who can serve as investigation convening authorities and investigating officers.
What you need to do
Maintaining a workplace free of harassing behavior is everyone's responsibility. All Coast Guard personnel are directed to familiarize themselves with the new instruction (COMDTINST 5350.6A). Read it carefully to understand your rights and responsibilities under the updated policy.
-USCG-
Resources