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DoDI 1020.04, June 30, 2020 4.6. ANONYMOUS ALLEGATIONS.

a. Anonymous allegations of harassment, in which the identity of the reporter is unknown but there is sufficient information to warrant further inquiry will be referred to an appropriate response process in accordance with this instruction and any DoD Component-specific guidance.

(1) Allegations of harassment in which the identity of the reporter is known, but the reporter desires anonymity, may be treated as anonymous allegations for purposes of keeping the identity of the person making the report confidential. However, information concerning the reporter as a victim of or a witness to alleged harassment may be revealed as part of the response process. Therefore, complete anonymity will not be guaranteed. An effective inquiry or investigation may require revealing certain information to the alleged offender and potential witnesses. Moreover, certain means of resolving a harassment allegation, such as a formal EEO complaint of unlawful discriminatory harassment, require revealing the identity of the person making the harassment allegation.

(2) Information about the report of harassment may be shared only with those who have an official need to know. Privacy and confidentiality will be maintained in accordance with law and DoD policy, including the Privacy Act of 1974, DoDI 5400.11, and DoD 5400.11-R, as applicable.

b. If an anonymous report of harassment does not contain sufficient information to merit a response, the information must be documented. The following information, if available, should be retained in accordance with applicable disposition instructions:

(1) Date the information was received.

(2) A detailed description of the facts and circumstances included in the report of harassment.

(3) The disposition of the allegation.

(4) Any other pertinent information.

4.7. RESPONDING TO CONFIRMED HARASSMENT.

When a DoD Component’s response process confirms that harassment occurred, the DoD Component will:

a. Take immediate and appropriate corrective action, including administrative and disciplinary action. The individual subjected to the harassment will be notified of the measures taken to resolve the matter, subject to applicable privacy laws, regulations, and policies, including the Privacy Act of 1974, DoDI 5400.11, and DoD 5400.11-R.

b. Implement remedial measures designed to stop the harassment and ensure that the harassment does not reoccur. These remedial measures need not be those that the DoD civilian employee requests or prefers, as long as they are effective. Remedial measures should not Rh