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.
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 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.