A06_-_Farallon_Island_Access_Information.pdf

1 UPDATED AUGUST 26, 2021

INFORMATION ON ACCESSING THE

FARALLON ISLANDS NATIONAL WILDLIFE REFUGE

The Farallones are rocky islands located 30 miles from the Golden Gate Bridge off the coast of California and subject to extremes in weather and waves.

Ocean Crossing The boat transportation to and from Southeast Farallon Island takes approximately 2½ hours (each way). The sea state is often rough, and fog and/or rain can occur.

Therefore, participants should dress warmly and in layers. Waterproof jackets and pants are recommended, and boots or sturdy shoes are essential. The transit vessel is a 55’ fishing/tour boat that is very seaworthy. Nonetheless, participants should take precautions to avoid sea sickness. There are no amenities on the island, so bring your own lunch, water, and warm clothing. We can only land on the Farallon Islands if seas and weather are calm, so be prepared for last-minute changes to your trip.

Equipment, personal gear All cameras, gear, lunch, and other items should be packed in CLEAN, SEALED, cushioned, water resilient containers so they can be lifted separately onto the island.

Examples include daypacks, duffle bags, and camera bags that can be sealed completely, small coolers, or small plastic totes. All items should be kept under 50 pounds and must have an approximate weight (rounded to the nearest 5 lbs.) clearly labeled on the item with duct tape and marker, or other means (example label: 25lbs or 25#).

No cardboard boxes, paper bags, or unsealed containers will be permitted on the island.

All gear, clothing and shoes must be clean of any plant seeds, organisms, or dirt before departure. These measures are to help us prevent accidental transport of invasive organisms such as rodents, insects, microorganisms, and plant seeds onto the islands.

Once on the island, you will be required to brush your shoes off at the landing to prevent the spread of any of these biologics that may remain on your footwear.

2 UPDATED AUGUST 26, 2021

Landing Procedures Once we reach the island, personnel and cargo will be transferred from the main transport vessel to a small boat operated by the Refuge that can approach the island. From the small boat, people are transferred to the island either by being lifted onto the island in the small boat with the derrick crane, or transferring from the small boat to a platform.

Heavy supplies and equipment are transferred separately from passengers, for safety reasons. It is therefore imperative that all gear (daypacks, duffels, camera and recording equipment and other sensitive electronics) be placed in water resilient bags and cushioned.

When the small boat is being lifted by the crane, all personnel on the island are required to stay back at least 30 feet from the path of moving objects, indicated by a yellow line on the ground at the landing. Once the boat has stabilized, the landing foreman may allow people to come into the landing area. Please follow instructions!

Because the transfer of personnel and supplies between boats requires flexibility and coordination, visitors to the island must be in reasonable physical shape, and not have any physical conditions that would limit them from moving quickly and using their arms and legs to steady and pull themselves up. If you feel uncomfortable with making the transfer, please voice your concern to island or charter boat personnel. In order to avoid injury, it is imperative that passengers heed all instructions from the boat operator and be aware of their body and surroundings at all times.

Visiting the Island It is very important that you follow a few simple rules to ensure that your actions do not disturb or impact the wildlife or habitat during your visit or damage Refuge infrastructure.

• All cargo including construction materials, tools, food, drink, clothing and other supplies, shall be securely packaged in clean, watertight, rodent-proof sealed containers (such as plastic totes and coolers) weighing no more than 50 pounds (30 pounds preferred) that can be lifted / carried / transferred by hand. No sharp edges, no cardboard boxes, no paper bags are permitted. Cargo packed in paper products such as cardboard boxes or paper bags, or plastic bags, must be inspected and then placed inside a sealed rodent proof container for transport onto the Farallon Islands National Wildlife Refuge.

• All cargo must be inspected for and cleaned of any living organisms prior to landing on the Refuge. No plant seeds, rodents or other living organisms shall be present. Personal gear (such as overnight kit, sleeping bag, pillow, towel, linens, & extra cloths) shall be securely packaged in clean, rodent-proof, sealed garment bags or containers, (dry bags, plastic totes or similar are recommended).

• Please wear clothing that is earth-toned or muted in color – avoid bright colors as they have the potential to disturb the wildlife.

• You will be limited to paths, trails, and easily accessible areas. Do not step anywhere off the paths or trails, and especially do not step on any pipe or conduits that run parallel to the paths and trails. There is a risk of damaging water pipes and risk of electrocution.

3 UPDATED AUGUST 26, 2021

• You may not approach wildlife without the supervision and guidance of an experienced island biologist or Refuge Manager. If the wildlife approaches you, do your best to remain calm and step away while remaining on the path.

• When touring the island you must stay with your island tour guide at all times.

There are many hidden, fragile burrows of ground nesting seabirds all around the paths and trails you will be walking on. A misstep can crush burrows and cause death or injury to the life contained within.

• You may only enter buildings or other structures with a valid need and/or permission of island staff.

• If you need tools or other equipment, please ask island staff for permission to use it; once you are finished with the item, please have it returned to exactly where you found it, or return it to island staff and tell them where you found it.

• The island does have restrooms. Do NOT flush toilet paper, tampons, or anything not from your body down the toilets, there is a separate receptacle for these items next to the toilet for proper disposal.

• Most water sources on the island are not suitable for human consumption. If you require water, please ask island staff for instructions on the appropriate source for your need.

On island phone in PRBO House: (415) 367-7482 On island phone in USCG House: (415) 742-3030 Emergency Satellite phone: (254)-240-2763

There is a Wi-Fi internet connection in the houses only. Please ask island staff for the password.

We suggest giving your family and friends the above information, since cell phones do not work on the island.

Revised August 26, 2021

Farallon Islands National Wildlife Refuge Orientation for Overnight Visitors

If you are reading this, you probably have the privilege of spending time on the Farallon Islands! The information below will help you prepare for the trip.

WHAT TO BRING

Suggested clothing *Please wear earth-toned or muted colors – bright clothing may disturb the wildlife.

*Keep in mind that if you are staying less than 2 weeks on the island, you will not have the privilege of washing your clothes (unless it is absolutely necessary), so plan accordingly.

• Workpants– Something durable and flexible. Polyester quick dry pants are suggested; they are lightweight and dry quick from moisture and sweat.

• Foul weather gear – not absolutely necessary and definitely not the expensive kind.

• Windbreaker, or some other type of outer layer against wind and guano.

• Warm jacket, warm hat or toque, warm gloves (for ocean crossing).

• Layered, warm, washable clothes, i.e., base layers or long underwear.

• T-shirts/shorts (field clothes for warmer days underneath Tyvek suits).

• Hat for sun and guano.

• Work/hiking water resistant boots- Good traction and ankle support is necessary. If you are spraying, shoes that you would not mind being stained with blue dye. The herbicide contains a blue dye that will stain shoes and clothes.

• Rubber boots- not absolutely necessary but nice for ocean crossing and for wet days and if spraying herbicide on flatter areas to reduce herbicide on hiking/work boots.

• Sunglasses- A must are sunglasses that have eye temple protection for both sun and spray.

There is intense sunlight at midday and you cannot wear standard glasses while spraying.

• House shoes/slippers (this is necessary since OUTSIDE SHOES ARE NOT ALLOWED INSIDE, and floors are cold, hard linoleum tiles).

• House clothes – it is often nice to have a set of clean clothes to wear in the evening when you come in from conducting fieldwork at the end of the day.

• Sleeping bag (there should be an ample supply of relatively new linens and pillows, so no need to bring your own pillow). However, for your comfort a sleeping bag is highly recommended.

• Bath towel.

• Toiletries – enough to last the duration of your stay.

*Bring sturdy items you don’t mind getting heavily soiled, bleached, covered in guano, dyed and generally beat up -your clothes will never be the same.

Items not supplied (but recommended to be brought with)

• Binoculars – USFWS does not provide binoculars

• Personal Headlamp (preferred) or flashlight

• Simple day or fanny pack

• Camera/film

• Batteries for personal items.

• Computer items for personal use (there is WiFi in the houses)

• Personal medication, including over-the-counters.

• Sunscreen, some may be provided, but always good to have your own.

• Extra pair of prescription glasses

Note: We can provide general first aid type medications but please bring any specific medications, over-the-counters, and prescriptions you may require.

CONTACT INFO

On island Phone (Coast Guard House): 415-742-3030.

Alternate island phone (PRBO House): 415-367-7482 Emergency satellite phone (if all other communications have failed): 254-240-2763 WiFi Network: SEFI

We suggest giving your family the above information, since you likely will not have a cellular signal.

There is an internet connection with WiFi to surf the web and check personal e-mail accounts. If you have a smart phone, you can connect to the WiFi in the houses.

GETTING THERE

• Seasickness o Help prevent seasickness by: Eating a good dinner, refrain from alcohol consumption the night before, get a good night sleep, and eat a neutral, high protein, non-greasy breakfast (eggs and toast or bagel). Avoid heavy consumption of acidic liquids (e.g. coffee, orange juice). Usually one cup of coffee is okay, but more might cause nausea.

o If you want precautionary medication, we recommend Bonine, which is available over-the-counter.

o If you are queasy on the boat, stay topside in the fresh air – going below or staying inside the cabin can often increase your nausea. If you do get sick, use the lee side of the boat rather than the toilet or the sink. If you feel really sick, it’s best to get it over with – over the rail. You will feel better afterwards.

• Getting to the Island o Crossing to the island generally takes 3 – 6 hours (on most boats, some are quicker).

o Bring warm clothes, raingear and a bit of snack food. The crossing can be cold and wet.

o Occasionally the trip is sunny and warm, so sunscreen and a hat are also advisable to bring.

LIVING AND WORKING ON THE FARALLON ISLANDS

• Illegal drugs are prohibited, including medicinal marijuana. The Federal Government does not recognize the State of California’s sanctioned marijuana use. Alcohol is permitted on the island, but please drink responsibly. Please limit the amount of glass containers, as they are heavy to take on and off the island and can break during transport. The recommended alcohol containers should be reusable, plastic, cans, or bags.

• You will likely be living in the Coast Guard (CG) House. A bed will be provided but there are limited linens available, so your own sleeping bag is recommended. It is a 4-bedroom house with one usable bathroom. Be prepared to share a room with another visitor. The house is not heated, so bring warms clothes and slippers for mornings and evenings. Often the house is colder than outside ambient temperatures. We will return to the house to eat all meals, so there is no need to be prepared for meals in the field.

• House amenities include: a full kitchen with refrigerator/freezer, propane oven/stove (no broiler), microwave; one full bathroom with flushable toilet and hot water shower, a living room, scientific and pleasure library, ping-pong table, darts, and weight room. We receive radio clearly from San Francisco and have a TV (no cable) and DVD player with an assortment movies and shows.

• Do not drink or cook with water from the faucets in the CG House. Water is safe for cleaning dishes and other items, bathing, and brushing teeth, but it is not safe for human consumption.

Drinking and cooking water is provided with 5-gallon water cooler style jugs located underneath the ping-pong table and a water dispenser in the kitchen of the CG House, or the Seagull Filter tap in the PRBO House (if you find yourself thirsty in there, just ask Point Blue staff to show you).

• All water on the island is from a rain catchment system that is energetically expensive to filter and slow to replenish. Because of this, it is imperative to practice strict water conservation rules, (i.e. shutting off water when not in use, ensuring no dripping from taps, reporting any leaks to staff, etc.). Showers are permissible every 3-5 days to conserve water and the practice of “Navy showers” is required (on to wet, off for soaping/shampooing, on to rinse). Still, for your convenience, there is hot and cold running water in the houses. Hot water is derived from a tankless on-demand propane water heater, so it may take a minute to get hot. Try to use the cold water if you can. It is generally a good idea to shower right after another person, as to limit the amount of cold water that is wasted. If it seems the water is not getting hot after 2 minutes, than the propane may be diminished, please ask an island staff member for assistance. Do not shower upstairs in either house, and do not use the upstairs toilet in the CG House.

• There are flush toilets in the houses. However, in the CG House, only use the downstairs toilet and shower. The upstairs bathroom sink can still be used. Do not flush toilet paper or anything else that does not come from your body down the toilet. There is a separate receptacle for toilet paper or sanitary napkins next to the toilet. This will later be burned. The septic system filters and recycles gray/black water from the sink/shower drains, and the toilet, so please flush the toilet after use. Do not be alarmed if the toilet water appears yellowish gray - that is just the recycled gray water.

• The photovoltaic or solar power system is reliable; however, always practice general conservation of electrical power consumption. Lights should always be turned off if not in a room. Electrical equipment (e.g. toaster, microwave, coffee maker, television, battery chargers, etc.) should be unplugged if not currently in use. Charging of batteries for laptops and other portable devices should be restricted to day-light hours only (when sunlight is recharging solar batteries) unless absolutely necessary. Bring extra batteries for portable devices to help get you through the night, or multiple foggy days when solar batteries cannot recharge.

• You must clean up after yourselves. Mice may be in the house so it is imperative that you clean up after every meal and close all pantry doors. Please leave the kitchen, bathrooms, common areas, and bedrooms in a better condition than you have found them. Even if the previous group left something dirty, please clean up if you feel it needs to be clean. It is a privilege to live and work on the Farallon Islands, and we ask that you leave the place in a better condition than you found it.

1 | P a g e

Rules, Regulations, and Policies (ver. January 15, 2026)

Prior to departure to the Farallon Islands National Wildlife Refuge (FINWR), visitors must fully read and attest to understanding and abiding by all the Rules, Regulations, and Policies contained within this document. Please provide initials, signature, with dates where indicated. Failure to comply with the rules, regulations, and policies contained within this document, and referred to in 50 CFR may result in penalty provision(s) of applicable law(s) and may lead to revocation of permission to reside at the Farallon Islands National Wildlife Refuge. Immediately address/report all questions about, or suspected violations of, these rules, regulations, and policies to the FINWR Refuge Manager (Gerry McChesney – gerry_mcchesney@fws.gov) and/or the designated Farallon Biologist-in-Charge for Point Blue Conservation Science.

1. _________Initial and date that you have read and understand the enclosed “Excerpted Prohibited Acts and Conduct Rules from CFR 50” (i.e., pages 2-3 of this agreement) and the “Additional Conduct and Decision-Making Rules” (i.e., pages 3-4 of this agreement)

2. _________Initial and date that you have read and understand the enclosed “Farallon Islands National Wildlife Refuge Policy and Rules Handbook” (i.e., pages 5-11 of this agreement)

3. _________Initial and date that you have read and understand the enclosed “Prevention and Elimination of Harassing Conduct, Personnel Bulletin 18-01” (i.e., all pages following page 11 of this agreement) and available here: https://www.doi.gov/employees/anti-harassment/personnel-bulletin- 18-01

4. _________If you are accessing the island under a Special Use Permit, Initial and date that you have read and understand the permit and all permit special conditions.

By my signature below, I attest that I have read, do understand, and will comply with all of the rules, regulations, and policies contained within this document, and referred to in 50 CFR. Furthermore, I understand that failure to comply with the rules, regulations, and policies contained within this document, and referred to in 50 CFR will make me subject to penalty provision(s) of applicable law(s) and may lead to revocation of permission for me to reside at the Farallon Islands National Wildlife Refuge.

Signature: __________________________________ Printed name: _____________________________

Date of Signature: ____________________________

Printed name of translator (if applicable):___________________________________

2 | P a g e

Rules, Regulations, and Policies at a Glance (January 15, 2026)

Excerpted Prohibited Acts and Conduct Rules from CFR 50

From 50 CFR, Part 27: Prohibited Acts on National Wildlife Refuges, Sections 27.11-27.97 on pages 239- 245 at the following Internet URL, https://www.govinfo.gov/content/pkg/CFR-2010-title50-vol6/pdf/CFR-2010-title50-vol6-chapI.pdf

27.21: No person shall take any animal or plant on any national wildlife refuge, except as authorized under these regulations.

27.32: No operator shall operate or permit any other person to operate a boat in a reckless or negligent manner. No person shall operate a boat while under the influence of intoxicating beverages or controlled substances.

27.41: Possession or discharge of firearms, fireworks or explosives on national wildlife refuges is prohibited unless specifically authorized.

Use or possession of other weapons on national wildlife refuges is prohibited unless specifically authorized.

27.51: Disturbing, injuring, spearing, poisoning, destroying, collecting or attempting to disturb, injure, spear, poison, destroy or collect any plant or animal on a national wildlife refuge is prohibited unless specifically authorized.

27.52: Plants and animals or their parts taken elsewhere shall not be introduced, liberated, or placed on any national wildlife refuge except as authorized.

27.61 : The destruction, injury, defacement, disturbance or unauthorized removal of any public property including natural objects or private property on or from any national wildlife refuge is prohibited.

27.62 : No person shall search for or remove from national wildlife refuges objects of antiquity except as may be authorized.

27.63 : Permits are required for archeological studies on national wildlife refuges.

27.71: Tampering with, entering, or starting any motor vehicle, boat, equipment or machinery on a national wildlife refuge without proper authorization is prohibited.

27.81 : Entering or remaining in any national wildlife refuge when under the influence of alcohol, to a degree that may endanger oneself or other persons or property or unreasonably annoy persons in the vicinity, is prohibited.

27.82 : The possession, transfer or distribution of any controlled substance on a national wildlife refuge is prohibited, except that distributed by a physician in accordance with applicable law.

Presence in a national wildlife refuge when under the influence of a controlled substance, to a degree that may endanger oneself, or another person, or property, or may cause unreasonable interference with another person’s enjoyment of a national refuge is prohibited.

27.83 : Any act of indecency or disorderly conduct as defined by State or local law is prohibited.

3 | P a g e

27.84 : Disturbing or interfering with any Federal employee engaged in official business or with any private person engaged in pursuit of an authorized activity is prohibited.

27.94: Littering, disposing or dumping in any manner of garbage, oil, chemical waste or other debris on a national wildlife refuge is prohibited, except at locations designated by the Refuge Manager.

27.95: Setting on fire any timber, brush, grass or other materials, except as authorized by the Refuge Manager, is prohibited.

Throwing a burning cigarette, match or other lighted substance in any place where it may start a fire is prohibited. Smoking on any lands or buildings, which have been designated and/or posted with no smoking signs, is not permitted.

Additional Conduct and Decision-Making Rules

1. Entering another person’s living space(s) on-station is not allowed without the expressed permission and knowledge of the occupant of that person’s specific living space(s), and other housemates, as applicable.

2. These rules are subject to change by the Refuge Manager, with timely and clear notification of all Refuge visitors/residents, and Regional Leadership.

3. Any and all personal conduct, verbal interactions, or other behaviors that are likely to affront (i.e., cause outrage or offense) or alarm by another resident are prohibited. If a resident requests that you cease such personal conduct, verbal interactions, or other behaviors, you are required to cease such conduct immediately. Any questions or concerns regarding this rule should be directed to the authorities noted at the top of page 1 of this document.

4. No person on the Farallon Islands National Wildlife Refuge will:

• Engage in fighting, threatening or other violent behavior

• Make unreasonable noise or offensive gestures or displays

• Address abusive language to any person

• Create a hazardous or physically offensive condition by any act

• Knowingly or recklessly obstruct any pathway or other passage, or interfere with any emergency vehicle or equipment or public official discharging his/her lawful duty

• When in a gathering, refuse to obey a reasonable request or order by a peace officer, fire fighter or other public official to prevent an obstruction of any public road or to maintain public safety by dispersing those gathered.

• Expose ones’ genitals under circumstances in which one’s conduct is likely to cause affront or alarm

• Enter, loiter or wander upon the assigned living quarters or adjacent property of another without a lawful purpose or peek in any door or window of any inhabited building without lawful purpose

• Enter any structure posted as “restricted” without proper authority

• Engage in prostitution

4 | P a g e

• Commit any lewd act in a public place which is likely to be observed by others who would be affronted or alarmed

• Provide any alcoholic beverages to any person who, because of age, would be prohibited from purchasing that beverage in California

• Present or have in possession any fraudulent evidence of age for the purpose of obtaining alcoholic beverages

• Be substantially intoxicated in any public place from the voluntary use of intoxicating liquor, drugs or other substance

• Smoke in any designated “no smoking” area or in the immediate proximity of any aircraft, fueling area or hazardous material storage area. For more information on smoking, see Section 7 of the Farallon Islands National Wildlife Refuge Policy and Rules Handbook (below).

5 | P a g e

POLICY AND RULES HANDBOOK

January 15, 2026

6 | P a g e

POLICY AND RULES HANDBOOK – TABLE OF CONTENTS

Page

1. Farallon Islands NWR – Purposes 7

2. Wildlife Conservation 7

3. Historical Resource Protection 8

4. Wildlife Hazards 9

5. Law Enforcement 9

6. Emergency Procedures 9

7. Smoking 10

8. Anti-harassment 10

7 | P a g e

1. Farallon Islands NWR – Purposes

Purposes:

The Farallon Islands National Wildlife Refuge (Refuge) was established in 1909 through Executive Order 1043 “… as a preserve and breeding ground for native birds,” and originally included North and Middle Farallon Islands and Noonday Rock. The South Farallon Islands, including the larger inhabited Southeast Farallon Island, were added to the Refuge in 1969. In 1974, Congress designated all the emergent land except the island of Southeast Farallon as wilderness under the Wilderness Act of 1964 (Public Law 93-550). The Service has cooperative agreements with Point Blue Conservation Science and the U.S. Coast Guard to assist with Refuge stewardship and wildlife monitoring.

The Refuge is managed to maintain and restore its nature biological diversity; to provide for the conservation and management of wildlife and their habitats within refuge boundaries; to fulfill international fish and wildlife treaty obligations; to provide opportunities for scientific research and environmental interpretation, and to recognize and maintain the historical significance of the Farallon Islands.

2. Wildlife Conservation

General Policy:

Certain rules are necessary to protect wildlife and their habitat from disturbance.

A. Seabirds

The Farallon Islands provide critically important nesting and resting habitat for hundreds of thousands of breeding seabirds and other birds, representing 13 breeding species. The quality of this habitat has been impacted by several decades of human occupation, resulting in the alteration of nesting areas and the introduction of noxious weeds and rodents. Recent efforts to control invasive plants and provide artificial nesting habitat will enhance the populations of Farallon seabirds, as will the enforcement of the following rules:

1. Nesting birds should be given a wide enough berth to avoid changes in behavior. Seabirds on eggs or small chicks are particularly vulnerable to disturbance.

2. Unless authorized to enter nesting areas, visitors and residents should remain on designated trails.

3. If a burrow is accidently collapsed, it should be dug out to expose the tunnel so that birds will be able to exit and enter the destroyed burrow. If possible, the rear section of burrow (not including the entrance) should also be covered with a piece of plywood or other material to protect the nesting birds from predatory gulls.

4. Possession or transport off-island of seabird eggs, feathers or bones are prohibited without authorization of the Refuge Manager and appropriate permits.

8 | P a g e

5. Do not attempt to feed any island birds.

B. Seals and sea lions (pinnipeds)

The Farallon Islands harbor important populations of five species of seals, sea lions and fur seals, known collectively as pinnipeds. These marine mammals are protected from harm, including human disturbance, under the Marine Mammal Protection Act. The entire shoreline of the islands is important for resting and pup rearing, and sea lions in particular often will haul up in large numbers well above the shoreline. Human disturbance of these areas will cause seals and sea lions to become frightened. In these cases, animals will move or flush into the water, potentially obtaining injuries in the process.

1. Do not enter any areas harboring pinnipeds unless authorized to do so.

2. When walking on or adjacent to shoreline areas or other areas known to harbor pinnipeds, look far enough ahead to avoid inadvertently approaching a resting pinniped(s).

3. Approach no closer than 150 feet and avoid making loud noises or exaggerated movements.

4. If a pinniped reacts to your presence, immediately crouch down and freeze movement. Remain still until animals stop reacting, then slowly move away. Report all pinniped disturbances to the Farallon Biologist-in-Charge or the Refuge Manager.

4. Do not attempt to feed any pinnipeds.

3. Historical Resources Protection

General Policy:

The Farallon Islands have a rich and varied history, dating back to the first documented visit in 1579.

Seal hunters lived on the islands in the early 19th century. The California Gold Rush brought about commercial egging of seabirds, mainly Common Murre eggs. The activation of the Farallon Light in 1855 brought lighthouse keepers and their families to the islands until the early 1970s. From the early 1900s through World War II, the U.S. Navy occupied a substantial compound. Important remnants and artifacts of these historic periods are found Southeast Farallon Island. This island and several of the remaining structures are listed as historical elements.

Specific Policies:

1. No land-disturbing actions will be taken that are likely to affect historic resources without site evaluation and Refuge Manager concurrence.

2. No actions to modify, repair, restore or change the appearance of historic resources may be undertaken without site evaluation and Refuge Manager concurrence.

9 | P a g e

3. Disturbance, collection, possession or transport off the island of any historic artifacts is strictly prohibited.

4. Wildlife Hazards

Human habitation on the Farallon Islands inevitably results in situations that present significant hazards to wildlife. Some conflicts can be anticipated and addressed in advance. Others require flexibility and accommodation as they arise. It is Service policy to identify and mitigate wildlife hazards quickly and effectively.

Specific Policies:

1. The use of outdoor lighting that is not necessary to provide for human safety will be reduced. For necessary lighting, alternative bulb and light fixture types will be employed to mitigate impacts to wildlife (e.g. red lights).

2. Indoor lighting that reaches the outdoor environment also poses a hazard to wildlife. In particular, nocturnal seabirds such as Cassin’s auklets and storm-petrels can be targeted by predatory gulls when they are illuminated by indoor light escaping through a window or open door. For this reason, and to protect the dark night sky, all windows of occupied rooms must be covered at night.

5. Law Enforcement

The Service and the U.S. Coast Guard are the sole Federal agencies responsible for administration and management of the Refuge. An important component of that responsibility is the enforcement of pertinent laws and regulations in support of the wildlife conservation mission and to ensure the health and safety of residents and visitors. Existing regulations applicable to national wildlife refuges are described in 50 Code of Federal Regulations (CFR) Parts 25-32.

6. Emergency Procedures

General Policy:

The remoteness of the Farallon Islands NWR necessitates effective emergency preparedness and response capability. Managing all activities with safety as the highest priority will minimize the risk of incidents that may cause serious injury or death. All emergency-related procedures are addressed in the Emergency Action Plan contained within the Safety Plan for the Farallon Islands National Wildlife Refuge.

10 | P a g e

Specific Policies:

1. 24 hr/day telecommunications are maintained for emergency response. U.S. Coast Guard dispatch and 911 phone number are maintained for on-island emergencies. An In-Reach satellite communication device is kept on island for emergency use in the event of a telecommunication system failure.

2. Base marine radios are maintained in an emergency-ready state in the PRBO House and Lighthouse.

3. The Service will operate on-call phone numbers and a “calling tree” for non-work hours.

4. The Refuge Manager will be notified in the event of any ongoing or imminent emergency.

5. Procedures for notification of off-island offices (e.g. Coast Guard) in the event of an emergency will be clearly defined and communicated to island residents.

6. Refuge visitors will be given clear and conspicuous guidance regarding the appropriate response to various emergency situations (e.g. fire alarms, earthquakes, tsunami warnings, toxic spills, etc.)

7. Smoking

General Policy:

Policy regarding smoking on Service-owned lands is dictated by provisions of the Federal Property Management Regulations (41 CFR Ch. 101-30. 105.3), the Service Manual (242FW13) and regulations pertaining to national wildlife refuges (27.95 (d) CFR). Smoking is prohibited in Service occupied space and in Service vehicles. “Service occupied space” is defined as any indoor owned, leased, or rented space used by the Service. Federal property regulations provide that smoking be held to “an absolute minimum” in areas where there are non-smokers. An added concern at the Farallon Islands NWR is the fact that many occupied buildings are historic structures on the National Register of Historic Places.

Destruction of a valuable historic building to a preventable fire would be a tragic loss.

Specific Policies:

1. Because of the inability to avoid impact to non-smokers and due to the inherent fire danger, smoking is prohibited within all buildings at the Farallon Islands NWR.

8. Anti-harassment

General Policy:

The Farallon Islands National Wildlife Refuge institutes Department of the Interior policy on the Prevention and Elimination of Harassing Conduct, contained in Personnel Bulletin 18-01 (see below). The policy's purpose is to provide a work environment free from harassment by ensuring that appropriate officials are notified of and have the opportunity to promptly correct harassing conduct;

clearly communicating that the Department will not tolerate harassing behavior; and requiring that management address harassing conduct and hold employees accountable at the earliest possible stage, before the conduct rises to the level of harassment within the meaning of anti-discrimination law by

11 | P a g e becoming "severe or pervasive." In addition to providing a clear definition of unacceptable harassing conduct, the policy also establishes required reporting procedures and accountability measures.

While Personnel Bulletin 18-01 is directed towards Department of the Interior (including U.S. Fish and Wildlife Service) employees, these policies pertain to all residents and visitors of the Farallon Islands National Wildlife Refuge.

Specific Policy:

Any instances of harassment on the Farallon Islands National Wildlife Refuge should be reported promptly to the Refuge Manager.

United States Department of the Interior

OFFICE OF THE SECRETARY

Washington, DC 20240

MAR 2 3 2018

PERSONNEL BULLETIN NO: 18-01

SUBJECT: Prevention and Elimination of Harassing Conduct

1. Purpose. This Personnel Bulletin updates and amends the Department's policy on providing a work environment free from harassment by (1) defining unacceptable conduct that violates this policy; (2) outlining the rights and responsibilities of employees, supervisors, and managers; and

(3) establishing reporting procedures and accountability measures. These procedures ensure that appropriate officials are notified of, and have the opportunity to promptly correct, harassing conduct that is, or has the potential to become, so severe or pervasive as to constitute a legal claim of harassment.

This policy is not intended to, and does not, create any right or benefit, substantive or procedural, enforceable at law or equity by a party against the United States, its departments, agencies, instrumentalities or entities, its officers or employees, or any other person.

2. Effective Date. This policy is effective April 23, 2018.

3. Authorities.

A. Title VII of the Civil Rights Act of 1964 (Pub. L. 88-352) (Title VII), as amended B. Title 42 of the United States Code, Section 2000e through 16 C. Title 29 of the United States Code, Section 633a and 791(f) D. Title 29 of the Code of Federal Regulations, Section 1604.11 and 1614 F. Title 5 of the United States Code, Section 2302(b )( 1) and (10) E. Title 5 of the United States Code, Chapter 75 and substantially similar authorities covering employees in alternate personnel systems G. Executive Order 11478, as amended

H. 370 DM 752

I. Secretary of the Interior Harassment Policy Statement, issued April, 12, 2017

4. Coverage. This policy applies to all employees within all Bureaus and Offices of the Department and supersedes any other Departmental or Bureau/Office policies or procedures that conflict with this policy. Bureaus/Offices may issue implementing procedures consistent with this policy. Prior to implementation, all Bureau/Office implementing procedures must be reviewed and approved by the Director of the Department's Office of Human Resources.

5. Policy.

The Department is committed to providing a work environment free of discrimination and harassment based on race, color, religion, sex (including pregnancy and gender identity), sexual orientation, national origin, age, disability, genetic information (including family medical history), status as a parent, marital status, or political affiliation, and free from illegal retaliation.

The Department will not tolerate offensive sexual or non-sexual harassing behavior against any Department employee, intern, volunteer, contractor or other non-Federal employee, visitor, or other member of the public. The Department also will not tolerate adverse treatment of employees because they report harassing conduct or provide information related to such complaints. The purpose of this policy is to ensure that the Department takes immediate and appropriate corrective action, including appropriate disciplinary action, to eliminate harassing conduct regardless of whether the conduct rises to the level of a violation of law. Therefore, the goal of this policy is to address harassing conduct at the earliest possible stage, before it becomes "severe or pervasive," i.e., harassment within the meaning of anti-discrimination law.

A. Prohibited Harassing Conduct. The conduct prohibited by this policy includes, but is broader than, the legal definitions of harassment and sexual harassment. Harassing conduct prohibited by this policy is defined as unwelcome conduct, verbal or physical, including intimidation, ridicule, insult, comments, or physical conduct, that is based on an individual's protected status or protected activities under this policy, when:

1. the behavior can reasonably be considered to adversely affect the work environment; or

2. an employment decision affecting the employee is based upon the employee's acceptance or rejection of such conduct.

Protected status is defined as an individual's race, color, religion, sex (including pregnancy and gender identity), sexual orientation, national origin, age, disability, family medical history (including genetic information), status as a parent, marital status, or political affiliation.

Protected activities under this policy are defined in Section 5.B.

Although not every instance of inappropriate behavior may meet the legal definition of harassment, such behavior undermines morale and the Department's mission. Accordingly, the misconduct prohibited by this policy is broader than the definition of illegal harassment under Title VII of the Civil Rights Act to ensure that appropriate officials are notified of, and can promptly correct, harassing conduct. Harassment becomes illegal when enduring the offensive conduct becomes a condition of continued employment or the conduct is sufficiently severe or pervasive as to create a work environment that a reasonable person would consider intimidating, hostile, or abusive. All harassing conduct, as defined above, is a violation of this policy.

Employees are subject to disciplinary action, up to and including removal, for engaging in harassing conduct while in the workplace or in any work-related situation, including while on official travel. Off-duty misconduct may subject the employee to potential discipline if the misconduct is likely to have an adverse effect on the Department ( e.g., harassing a co-worker, visitor, contractor, or volunteer during off-duty hours). Harassing conduct can occur in person, through phone calls or in writing, or through the use of social media, or other forms of technology.

B. Prohibited Retaliatory Conduct. It is a violation of this policy to retaliate against employees who engage in protected activity under this policy. Protected activity includes reporting harassing conduct, discrimination or retaliation; filing a claim of harassment; providing evidence in any investigation; or intervening to protect others who may have suffered harassing conduct, discrimination or retaliation. A manager may not fire, demote, harass, or otherwise take any personnel action against an individual for reporting an allegation of misconduct under this policy.

It is important that supervisors and managers protect employees who report alleged misconduct, and do not take any retaliatory personnel action against these individuals in order to deter reporting harassing conduct or filing a complaint. A supervisor/manager found to have engaged in retaliation is subject to disciplinary action.

The following examples are a non-exhaustive list of actions that would be prohibited retaliation if they were taken because of, or were motivated by, an employee's protected activity:

transferring the complainant or witness against their will, ignoring or not communicating with the complainant or witness, engaging in verbal or physical abuse, or non-selection for an employment opportunity.

Engaging in protected activity under this policy does not shield an employee from all personnel actions. Supervisors/managers can take personnel actions, including discipline and removal, if they are motivated by non-retaliatory and non-discriminatory reasons that would otherwise result in such consequences ( e.g., transferring an employee for legitimate business reasons or closely monitoring the performance of an employee on a Performance Improvement Plan).

C. Employee Reporting Expectations. The Department cannot correct harassing conduct if a supervisor, manager, or other Department official is not aware of it. Any employee who has been subjected to harassing conduct is encouraged to inform the person(s) responsible for the conduct that it is unwelcome and offensive, and request that it cease. If the conduct continues, is severe, or ifthe employee is uncomfortable addressing the responsible person(s) about the conduct, the employee is encouraged to report the matter to:

• the supervisor of the employee engaging in the misconduct;

• another supervisor or other management official;

• the servicing Human Resources office; or

• the Office ofthe Inspector General (OIG).

Employees who know of or witness possible harassing conduct directed at others are expected to report the matter to any ofthe officials or offices listed above.

Reports made pursuant to this policy do not replace, substitute, or otherwise satisfy the separate obligations of an Equal Employment Opportunity (EEO) complaint, negotiated or administrative grievance, or other complaint process. Unlike this policy, other complaint procedures typically provide for remedial relief to the victims. See Section 9 for more information about how an employee may pursue rights under one of these separate processes, in addition to reporting the misconduct under this policy.

Engaging in additional processes and services available to support employees who have experienced harassing conduct, such as consulting with a union representative to get advice, engaging in alternative dispute resolution procedures, consulting an ombuds/CORE PLUS neutral 1, or contacting the employee assistance program, do not constitute a report under this policy. See Section 10 for additional information.

D. Management Duty to Act. Supervisors/managers who observe or are informed of allegations of harassing conduct must comply with the following requirements:

a) report the conduct/allegations to the appropriate officials, even if the employee raising the allegation requests confidentiality (see Section 8.A. for additional details);

b) ensure that a prompt, objective, and thorough investigation is conducted; and

c) take steps to ensure that the harassing conduct is appropriately addressed to deter further misconduct, including taking disciplinary action, if appropriate.

The fact that a potential victim of harassing conduct will or has filed an EEO complaint or grievance alleging harassment does not relieve a supervisor/manager of their duty to act pursuant to this policy. Therefore, it is possible that multiple inquiries into a given complaint may proceed in parallel.

Appropriate corrective action, disciplinary or otherwise, up to and including removal, will be taken against any supervisor or other management official who fails to perform their obligations as set forth in this policy, including any failure to report known violations ofthis policy.

E. Distinction from EEO and Other Remedial Procedures. This policy and its reporting procedures are separate and distinct from the EEO process, which focuses on making employees whole after they have experienced discrimination (including harassment) by issuing remedial relief, such as compensatory damages. This policy does not replace an employee's EEO or other rights. Corrective action taken under this policy does not provide the remedies available in the EEO process, administrative or negotiated grievance procedures, or any other processes.

Reporting allegations of misconduct under this policy does not satisfy the requirements for filing an EEO complaint, administrative or negotiated grievance, or other procedure, nor does it delav the time limits for initiating those procedures. See Section 9 for additional information on remedial processes.

6. Responsibilities.

As noted in Section 4, Bureaus may issue implementing procedures to add additional responsibilities to each of the below roles and/or identify additional roles within their organizational structures in order to implement this policy.

1 Ombuds and other CORE PLUS neutrals are available to discuss any workplace-related concern, including those related to harassing or inappropriate conduct. Ombuds, in particular, work independently from management's chain of command, are impartial, and help with both individual and systemic issues.

A. Deputy Assistant Secretary for Human Capital & Diversity

The Deputy Assistant Secretary for Human Capital & Diversity, as the Department's Chief Human Capital Officer (CHCO), is responsible for:

1. Disseminating this policy to all employees on an annual basis and periodically reminding employees of their responsibilities under this policy.

2. Ensuring that performance plans of all supervisors/managers include a critical element that would rate their performance on taking appropriate action against employees for misconduct.

3. Fulfilling the role of Bureau Human Capital Officer, as defined in Section 6.C., for the Office of the Secretary.

4. Providing periodic reports to the Deputy Secretary of the Interior or their designee on information received from the Bureau Human Capital Officers pursuant to Section 6.C.5 of this policy on allegations of misconduct under this policy and the necessary corrective action taken, if any.

B. Bureau Directors and Equivalent Office Heads

Bureau/Office Heads are responsible for:

1. Ensuring that supervisors/managers are appropriately rated on the critical element described in Section 6.A.2.

2. Ensuring that their organizations are in full compliance with requirements of this policy.

3. Monitoring the work environment following a report alleging a violation of this policy to ensure that there are no further violations or incidents of retaliation against any individual who has reported harassment or participated in the investigation.

C. Bureau and Equivalent Office Human Capital Officers (Bureau HCOs)

Bureau HCOs are responsible for:

1. Developing and providing periodic communications to all Bureau/Office employees on this policy and any Bureau/Office-specific requirements, and incorporating this policy into the Bureau/Office's supervisory training curriculum.

2. Resolving any disagreements involving investigations between management officials and consulting staff from servicing Human Resources Offices or the Office of the Solicitor regarding whether and what type of investigation is necessary.

3. Providing oversight, technical assistance, and support to Bureau/Office staff to ensure compliance with this policy.

4. Ensuring that the procedures in this policy are properly executed by monitoring inquiries and investigations of reported or otherwise discovered harassing conduct; providing guidance concerning the information to be gathered and methods to be used during inquiries and investigations; and otherwise ensuring that the investigations are swift, thorough, impartial, and appropriate to the allegation.

5. Reviewing on a monthly basis the information contained in the system used by servicing Human Resources Offices to track harassing conduct allegations, as described in Section 8.B., and providing information to the Bureau/Office Director and the CHCO as requested.

6. Providing the record of actions taken under this policy to any office handling a parallel statutory or grievance claim, as referenced in Section 7.F.

D. Servicing Human Resources…