Coc Workplace Environment Split

Workplace Environment

Workplace Environment

Los Alamos National Laboratory employees care about each other and work together to promote a respectful work environment free from harassment and discrimination.  Teamwork and inclusion are central to how we work.  Behaviors that create an offensive, hostile, or intimidating environment are not tolerated.  As part of our commitment to respect and inclusion, Triad provides employment and opportunities for advancement, compensation, training, and growth according to individual merit, without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, marital status, veteran status, age, genetic information, or disability.

Summary of Policy

Los Alamos National Laboratory is committed to a work environment that is safe and supportive and promotes a healthy and diverse workforce.  PD712, Equal Employment Opportunity, Affirmative Action, and Diversity, and P721-1, Respectful Workplace and Prohibition against Harassment, offer additional information on meeting these commitments.

Do the Right Thing

  • Foster a mutually respectful working environment that is free from discrimination, intimidation, and harassment (including sexual harassment).
  • Participate in training programs and events designed to enhance understanding and awareness of equal opportunity initiatives and diversity-related issues.  
  • Promote diversity in hiring and other employment decisions.
  • Do not discriminate against others on the basis of any characteristic protected by law or Laboratory policy.
  • Do not engage in behaviors that create an offensive, hostile, or intimidating work environment, including shouting, abusive language, threats of violence, the use of obscenities or other non-verbal expressions of aggression, horseplay such as kicking co-workers’ chairs or using personal insults, or the use of offensive nicknames or other derogatory remarks.
  •  Avoid behavior that a reasonable person would find to be demeaning or humiliating.

Common Questions

Context is important in understanding the difference between acceptable and unacceptable behavior. Individuals may experience stress and discomfort in the workplace that is not related to disrespectful and/or unprofessional behavior.  The normal exercise of supervisory or management responsibilities, conducted in a respectful and professional manner, including but not limited to performance reviews, work direction, performance management, attendance oversight, corrective action, and disciplinary action does not necessarily create a hostile work environment.  However, if you feel your manager has crossed a line from the normal exercise of managerial duties into harassing or hostile conduct, you should report the issues to HR-ER to determine options for resolution or to the Employee Concerns Program. 

Report it to your manager, Human Resources Generalist, HR-ER, Workforce Engagement, or the Employee Concerns Program.

Yes.  The Laboratory prohibits retaliation by managers against workers who file a complaint of discrimination, participate in the investigation of alleged discrimination, or oppose an unlawful discriminatory practice.

Any behavior that creates an offensive, hostile, or intimidating workplace will not be tolerated and should be reported immediately to your manager, HR Generalist, HR-ER, or the Employee Concerns Program. 

Yes, the OMBUDS Office is a confidential, informal and off-the record resource for the workforce, which assists in the resolution of disputes between employees or between employees and managers. However, reporting a concern to OMBUDS does not constitute notice to the Laboratory of concerns.  

Additional Resources: