The Air Force EO vision is to enhance the mission through an inclusive corporate culture that promotes positive human relations and teamwork in an environment of equity, dignity and respect.
Air Force Equal Opportunity Policy
The Air Force will conduct its affairs free from unlawful discrimination. It provides Equal Opportunity and Treatment for all members irrespective of their race, color, religion, national origin, and sex. In addition, DoD civilians are also protected against unequal treatment on the basis of age, physical/mental disabilities, and genetic information.
Military Complaint Process
The military EO informal/formal complaint program addresses allegations of unlawful discrimination on the basis of race, color, national origin, sex, religion or sexual harassment.
Military Informal Complaints
The EO office does not have the privilege of confidentiality with respect to allegations of unlawful discrimination or sexual harassment, however, all information provided will be for official use only and the privacy of individuals will be protected to the extent permitted by law, directive, instruction, and policy.
The Military Informal Complaint process attempts resolution at the lowest level possible. This option allows the military member to seek resolution by using their chain of command, intervention by a co-worker, or the use of the ADR process to mutually resolve disputes. Potential complainants may also orally address or prepare written correspondence to the alleged offender advising him or her of the perceived inappropriate behavior with a clear message that continuation of that behavior may result in formal complaint action. To file a complaint, an individual must be the subject of the alleged unlawful discrimination or sexual harassment. There is no time limit for filing a complaint at the informal level.
Complainants will be advised that if their concerns have not been resolved, the complainant may opt to file a formal complaint.
Military Formal Complaints
The EO office will not accept a complaint more than 60 calendar days after the alleged offense occurred unless the installation/center commander (director) approves. The installation/center commander (director) may waive the time limits for good cause based on a memorandum with sufficient justification provided by the member and submitted through the EO office.
In the Military Formal Complaint process, the EO office conducts a complaint clarification which includes interviewing or taking statements from persons (complainants, potential witnesses and alleged offenders) who may have information relevant to the case and gathering data from records or reports. This information is gathered to establish a preponderance of credible evidence. Credible evidence is defined as evidence that is believable, confirmed, corroborated, etc.
If the clarification results in a determination that a preponderance of credible evidence indicates that an EO violation has occurred, the complaint is substantiated. Regardless if substantiated or not substantiated, the clarification is forwarded to the Legal office for a legal sufficiency review. After the legal review, the EO office forwards the complaint clarification report to the offender's commander for review/action and to the complainant's commander for review.
Equal Opportunity Mission Statement
Enhancing mission readiness and keeping the Wolf Pack team Fit To Fight by assisting commanders in promoting an environment free from unlawful discrimination and sexual harassment through education and awareness.
Equal Opportunity Services
Out and About visits
Mediation and Alternative Dispute Resolution (ADR)
Unit Climate Assessments
Process Informal and Formal Military Complaints
Human Relations Education
Process Civilian EEO complaints
Alternative Dispute Resolution Alternative dispute resolution (ADR) consists of a variety of approaches to early intervention and dispute resolution. Many of these approaches include the use of a neutral individual.
Civilian Complaint Process
An aggrieved federal civilian employee who believes that s/he has been discriminated against on the basis of race, color, religion, sex, national origin, age (40 and older), disability, genetic information or who believes that s/he has been subjected to sexual harassment or retaliated against for opposing discrimination or for participating in the complaint process must consult an EO Counselor within 45 calendar days of when s/he becomes aware of the discriminatory action or the effective date of the personnel action. Informal Complaints
The EEO counselor, when contacted by the complainant, will make whatever inquiry is necessary into the matter. The counselor will seek a resolution on an informal basis via a facilitation effort with management and the complainant.
The aggrieved will receive counseling information concerning the issues presented; and on their rights and procedures to process the complaint formally if not satisfied with the attempt at informal resolution. The complainant's identity may not be revealed to anyone unless the complainant authorizes it in writing, or until after a formal complaint has been accepted for processing at the formal stage.
The complainant has the right to be accompanied, represented or advised by a representative of his or her choice during any stage of the complaint process. The representative must be designated in writing. Persons who take part in presenting or processing discrimination complaints are to be free from any type restraint, interference, coercion, discrimination, or reprisal; they are given full due process.
Formal Complaints If the complaint is not resolved informally, and the complainant decides to file a formal complaint, the formal complaint must be filed within 15 calendar days after the final interview with the EEO counselor. The formal complaint must be in writing all information and materials will be given to clients by Kunsan EEO Counselors.. The EO Director, will ensure proper and timely processing of formal complaints in accordance with 29 C.F.R Part 1614 provisions.
Everybody's fighting some kind of stereotype, and people with disabilities are no exception. The difference is that barriers people with disabilities face begin with people's attitudes -- attitudes often rooted in misinformation and misunderstandings about what it's like to live with a disability.
Roles and Responsibilities
When a conflict occurs in your work place, what role do you play? To determine this, ask yourself the following set of questions. The answer to these questions should help you decide the course of action.
· What happened?
· What was the result of the behavior?
· Did it (the behavior, comment, or gesture) disrupt the work environment?
· What are my responsibilities?