New NOAA Bill Mandates Reporting of Sexual Misconduct on Vessels, Boosts Confidentiality for Observers

When you hear “NOAA,” you probably think of weather reports or maybe deep-sea research. But the National Oceanic and Atmospheric Administration also employs people in some seriously isolated—and sometimes vulnerable—workplaces, like fisheries observers on commercial fishing vessels. This new legislation, the National Oceanic and Atmospheric Administration Sexual Harassment and Assault Prevention Improvements Act of 2025, is a major overhaul of how the agency handles workplace misconduct, specifically sexual harassment and assault, and equal employment issues.

The Fine Print: What’s Changing

This bill is all about making sure that when something bad happens, it gets tracked, reported, and handled consistently. Previously, NOAA’s reporting requirements were less standardized. Now, under Section 3, any case involving sexual harassment, assault, or an equal employment complaint must include a brief summary of the incident and, critically, any disciplinary action taken. This means the agency can no longer sweep outcomes under the rug; they have to track who was punished and how. This is a huge win for accountability.

Confidentiality vs. Safety: The Restricted Report

One of the most important updates, found in Section 5, deals with “restricted reporting.” This is the system designed for victims to confidentially report incidents and access services without automatically triggering a formal investigation. The bill now explicitly protects the identity of the victim when they use this option. Think of it like a confidential chat with HR or a victim advocate.

However, the bill also carves out a few narrow exceptions where identifying information can be shared: if the victim gives written consent, if a court orders it, or—here’s the part that needs strict oversight—if sharing the information is “necessary to prevent or lessen a serious, immediate threat” to the victim or someone else’s health or safety. While the intent is good (stopping immediate danger), the term “serious, immediate threat” is a bit vague. It relies heavily on the judgment of the agency staff, so how NOAA implements this exception will be key to maintaining victim trust.

Mandatory Reporting for Vessel Operators

For anyone working on the water—especially the vessel owners and operators—Section 5 introduces a new mandatory requirement. If the “responsible entity” of a vessel (like the owner or captain) learns about an incident of sexual harassment or assault involving a NOAA employee, a mariner, or a contracted crewmember, they must report it to the Coast Guard immediately using the fastest communication method available. This closes a significant gap where incidents might have previously gone unreported, especially for vulnerable personnel like fisheries observers who work far from shore. This new rule does not apply if the incident was reported confidentially via the restricted reporting system.

Who Is Covered? A Broader Net

The bill significantly expands the definition of “covered personnel” (Section 6). It’s not just NOAA employees anymore. The new rules explicitly cover fisheries observers, at-sea monitors, and even the voting members and staff of the Regional Fishery Management Councils. If you’re a fisheries observer spending weeks at sea, these new protections—especially the mandatory reporting by the vessel operator—are specifically designed to make your workplace safer and provide a clearer path for reporting misconduct.

Finally, the bill takes a clear stance on integrity in the NOAA Officer Corps (Section 9). It adds a new rule explicitly barring anyone convicted of certain sexual offenses from serving as a Commissioned Officer. This ensures that the agency’s leadership meets a high standard of conduct.