EO COVID-19 SCHEDULING

At this time, the EO office has temporarily stopped several functions due to the health concerns of COVID-19; however, we are still available for scheduled military and civilian complaint counseling, EO related Incidents, ADR and all non-face to face services.  To make an appointment for complaint services or requests for non-face to face services, please call 501-987-8629. If no one answers please leave a message at extension 501-416-6770 or email us at 19AW.E0@us.af.mil.  For the health safety of our staff and others, the following services are not available until further notice to adhere to social distancing recommendations:

  • Unscheduled walk-ins
  • Training (all one on one or any face to face and commander’s call briefings) unless mandatory by Air Force Instruction 36-2706, Equal Opportunity Program

We apologize for any inconvenience this may cause you. We will respond to all inquiries as soon as possible.  Thank you

Equal Opportunity

Mission

To enhance mission readiness by creating an environment free from unlawful discrimination and sexual harassment against military and civilian employees, family members, and retirees based on race, color, religion, national origin, sexual orientation, or sex, to include age and disability for DOD civilian employees.  Unlawful discrimination and sexual harassment are contrary to good order and discipline and counterproductive to combat readiness and mission accomplishment.

Equal Opportunity Poster

 

Discrimination

It is against AF policy for any Airman, military or civilian, to discriminate against, harass, intimidate or threaten another Airman on the basis of race, color, religion, sex, national origin, or sexual orientation.  To include, age disability, reprisal or genetic information for civilian employees.

 

Harrassment

Behavior that is unwelcome or offensive to a reasonable person whether oral, written, or physical, that creates an intimidating, hostile or offensive environment.

 

Hazing

A form of harassment that includes conduct through which Service members or DoD employees, without a proper military or other governmental purpose but with a nexus to military Service, physically or psychologically injures or creates a risk of physical or psychological injury to members for the purpose of: initiation into, admission into, affiliation with, change in status or position within, or condition for continued membership in any military or DoD civilian organization.

Sexual Harassment
Sexual harassment includes unwelcomed sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature particularly when submission to or rejection of such conduct is used as a basis for employment decision affecting the person.

Bullying
A form of harassment that includes acts of aggression by Service members or DoD civilian employees, with a nexus to military service, with the intent of harming a Service member either physically or psychologically, without a proper military or other governmental purpose.

Civilian Complaint process

 

Pre-Complaint

The purpose of the EEO complaint process is to provide for the prompt, fair and impartial processing and resolution of complaints, consistent with its legal obligations under 29 CFR Part 1614. The objective of civilian EO counseling is to seek opportunities to resolve issues at the lowest level at the earliest possible time.

 

Formal

The initial contact with the EO office must be within 45 days of the date of the matter alleged to be discriminatory or, in the case of personnel action, within 45 days of the effective date of the personnel action. 

 

The 45 day limit may be extended for reasons outlined in 29 CFR 1614.102 (a) (2).

 

Military Complaint Process

 

Informal

The purpose of the informal complaint process is to attempt resolution at the lowest possible level. There is no time limit for filing informal complaints. Confront the alleged offender advising him/her to stop and that continuation of the behavior will result in a formal complaint action.  The EO office, co-worker, or chain of command can intervene on your behalf to help resolve the issue.

 

Formal

The purpose of the formal complaint process is for military members, retirees, and their family members to formally present allegations of unlawful discrimination and harassment to the EO office to attempt a resolution The EO office will not accept a complaint more than 60 calendar days after the alleged offense occurred unless the installation commander approves. The EO office will conduct the formal complaint clarification

Alternate Dispute Resolution (ADR) includes mediation, facilitation, structured negotiation, and other collaborative problem solving techniques, often produce outcomes that are more efficient and effective than traditional, adversarial methods of dispute resolution.  The AF strongly encourages the voluntary use of ADR to resolve complaints whenever it is practicable and appropriate to do so.

AF/DoD Resources

AFI 36-2706        EO Programs

AFI 36-2707        Nondiscrimination in DoD

                             Programs                       

AFI 51-903          Dissident and Protest

                             Activities                     

DODD 1350.2     Military EO Program

DODD 1300.17   Religious Accommodation

DODD 1020.03   Harrassment Prevention & Response

EO Documents

Equal Opportunity Brochure
Equal Opportunity Flier   (Please print for Bldg. Info Boards.)
ADR Tri-fold

Services Provided

Alternate Dispute Resolutions

Human Relation Education Training

Organizational Assessments

Equal Opportunity & Treatment Incidents

Discrimination Complaints

Personalized Specialized Training

Special Observance Advisors

Out & About Unit Visits

Know Your Role

AS A COMMANDER

  • Strongly emphasize zero tolerance!
  • Investigate allegations of unlawful discrimination and sexual harassment
  • Protect members who file complaints against forms of reprisal or retaliation
  • Commanders must provide EO with a synopsis of allegations and corrective actions taken when EO issues are handled within their organizations

AS A SUPERVISOR

  • Set a positive example on/off duty
  • Reinforce zero tolerance policy
  • Take action on every issue
  • Address rumors
  • Keep chain of command informed of issues affecting the workplace
  • Give feedback on issues worked

AS A COMPLAINANT

  • Recognize when standards are not met
  • Clarify perceptions
  • Document incidents (who, what where, when how)
  • Consider confronting alleged offender
  • Know your chain of command/helping agencies
  • Report any forms of reprisal to IG

AS A FRIEND/CO-WORKER

  • Be a good listener and take action
  • Encourage resolution in a timely manner
  • Report to proper authorities-anonymous if necessary—Include EO