Equal Opportunity Mission

Enhance mission readiness by promoting a command climate free from unlawful discrimination, discriminatory harassment (including sexual harassment), and other forms of harassment (bullying and hazing)  where all Airmen and Guardians (military and civilian) are treated with dignity and respect. The DAF EO Program provides timely, fair, and impartial services to Airmen and Guardians (military and civilian) such as complaint processing, outreach, EO-related training and education, assistance through alternative dispute resolution (ADR), and other related services. This includes ensuring that Airmen and Guardians (military and civilian) are equipped with knowledge about and have access to available resources such as trained EO practitioners and the DAF Unlawful Discrimination and Harassment Hotline.

EQUAL OPPORTUNITY SCHEDULING

The 8 FW Equal Opportunity office supports mission readiness by ensuring individuals receives an equal opportunity to fully use their abilities and talents toward mission accomplishment. In this regard, the professional E.O. staff provides complaint resolution, management consultation, and referral services to active-duty members, their families, retirees, and federal employees. The staff also provides human relations and sexual harassment education awareness training.

The E.O. office, located in building 511 rooms 105 & 111, we are open weekdays from 8:30 a.m. to 4:30 p.m. and offers both walk-in and by-appointment service. For more information call (315) 782-4053/1045. After duty-hours or on weekends, call the standby phone (010) 8852-3735 or email us at v38fw.me@us.af.mil.

In the unlikely event the Wing Equal Opportunity staff in unavailable, please contact the Air Force Unlawful Discrimination and Sexual Harassment Hotline at 1-800-616-3775 or (210) 565-5000, DSN: 665-5000.

COMPLAINT PROCESS

Discrimination

It is against DAF policy for any Airman, military or civilian, to discriminate against, harass, intimidate, or threaten another Airman on the basis(es) of race, color, religion, sex (including pregnancy), or national origin, as well as addresses other forms of harassment (bullying and hazing). To include age disability, reprisal, or genetic information for civilian employees.

Harassment

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 Active-Duty Airmen and Guardians, United States Air Force Academy Cadets as well as Air Force Reserve and Air National Guard (ANG) members under Title 10 status 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 90 duty days after the alleged offense occurred unless the installation commander approves. The EO office will conduct the formal complaint clarification.

Military members may file a formal complaint with their installation EO office but may report a formal complaint of sexual harassment directly to a commander or SF. SF/S2 will investigate all formal sexual harassment complaints.

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.

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

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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 command/helping agencies
  • Report any forms of reprisal to IG

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

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