EO Policy and Procedures Great Plains Regional Medical Command

OVERVIEW Introduction Key Components of the Equal Opportunity (EO) Program Define the Key Components of the Prevention of Sexual Harassment Policy Identify the EO Program Building Blocks Complaint Process Responsibilities

Army Policy on Equal Opportunity (EO) The U.S. Army will provide equal opportunity and fair treatment for military personnel and family members without regard to race, color, gender, religion, or national origin, and provide an environment free of unlawful discrimination and offensive behavior. AR 600-20, Paragraph 6-2, Army Command Policy

Army Policy on Equal Employment Opportunity (EEO) It is the policy of the Department of the Army to provide equal opportunity in employment for all people, and to prohibit discrimination in employment because of race, color, religion, sex, national origin, age, disability or reprisal. AR 690-600, Chapter 1, Para 1-4, Equal Employment Opportunity Discrimination Complaints The Army has a separate policy for EEO due to the complexities of the situations and the outcomes…meaning if there is a compliant substantiated a monetary compensation may be awarded and there is an entirely different process for the complaints to be filed. EEO is protected under seven categories…age and disability….reprisals are protected under both policies…meaning no one will be subject to retaliation for filing any complaints.

GPRMC EO Policy Fairness, justice, and equity are the building blocks of equal opportunity. It is the foundation which ensures fair treatment based on merit, fitness, and the capability to support readiness. The Equal Opportunity (EO) Program is synonymous with the Soldier and Families. The program works diligently to ensure everyone is treated with unparalleled dignity and respect. This is the GPRMC policy on EO and it is based on AR 600-20. It is important that personnel within the region know that the command supports EO and violations of any type will not be tolerated. Basically it is everyone’s right to participate in and benefit from programs and activities (career, employment, educational, social, etc.) for which they are qualified for and this policy applies both on and off post 24/7.

GPRMC EEO Policy The Great Plains Regional Medical Command (GPRMC) is committed to the Army’s Equal Employment Opportunity (EEO) program and will provide equal opportunity in employment for all people and to prohibit discrimination in employment because of race, color, religion, sex, national origin, age, disability, or reprisal. Retaliatory actions of any kind taken by any employee or supervisor against any other employee because that person filed a complaint or charge of employment discrimination, testified, assisted or participated in any manner in a hearing; proceeding or investigation of employment discrimination is unlawful. This is in keeping with Title VII of the Civil Rights Act of 1964 as amended, The Age discrimination in Employment Act, the Equal Pay Act, and the Rehabilitation Act.

Equal Opportunity Enhances the ability to work effectively as a team Shows respect for self and others Supports Army Values Supports mission readiness by impacting unit cohesion Supports discipline Equal opportunity actually contributes to all of the areas listed on this slide…unit cohesion, teamwork, mutual respect and capability in support of readiness.

Definitions Fair treatment Based on merit, fitness, capability in support of readiness Unlawful discrimination Unequal treatment based on race, color, gender, religion, or national origin Offensive behavior Would a reasonable person be offended? Not defined by the intent of the offender

Violations of EO Policy Racism Sexism Prejudice Discrimination

Racism Any attitude or action of a person or institutional structure that subordinates a person or group because of skin color or race

Sexism superior to another Attitudes and beliefs that one gender is A drill sergeant tells a group of male Soldiers they “run like a bunch of girls.”

A negative feeling or dislike based upon a Prejudice A negative feeling or dislike based upon a faulty or inflexible generalization (that is, prejudging a person or group without knowledge or facts) Refusing to interact with personnel of other races

Discrimination Any action that unlawfully or unjustly results in unequal treatment of persons or groups based on race, color, gender, national origin, or religion Routinely assigning all clerical tasks to females and all leadership roles to males

Supporting EO Policy What you say….. Impact vs. Intent The EO program arose from the legal necessity for positive actions that go a step beyond nondiscrimination to remove discriminatory practices that remain deeply embedded in basic institutions in our society. Certain practices and procedures continue to have an unequal effect on certain groups because of race, color, gender, religion, or national origin. Discriminatory treatment still persists even when there is no conscious intent to discriminate.

Supporting EO Policy Behaviors What you do….. EO is a commander’s program. Leaders set the tone for the unit and set expectations for fair treatment. It is our responsibility to set the example and demonstrate commitment to the program by being directly involved EO and POSH training. Walk the walk.

Supportive EO Attitudes Supporting EO Policy Supportive EO Attitudes Foundation….Building Blocks… Training Have a positive attitude about the EO program and support it in every way possible. Complaint Process Leader Commitment Supportive EO Attitudes Foundation

Army Policy on Sexual Harassment “…Sexual harassment is unacceptable and will not be tolerated. Army leadership at all levels will be committed to creating and maintaining an environment conducive to maximum productivity and respect for human dignity. This policy applies to behavior and actions 24/7 throughout your military career; it applies to working, living, and recreational environments; on and off post; and in the civilian community

Effects of Sexual Harassment Breaks down the ability to work effectively as a team Represents lack of discipline Is unprofessional and inappropriate behavior Degrades readiness Contradicts the Army Values

Sexual Harassment Destroys teamwork and negatively affects combat readiness

Five Response Strategies Direct approach Indirect approach Third party assistance Chain of Command File a formal complaint

Leader Commitment Command Program Army Values Positive, pro-active approach Policy statements posted Visible presence in EO Training

Training Mandatory training EO 2 quarters/ POSH 2 quarters Command involvement and participation in unit EO/HR training Cultural awareness Training is the primary method for communication and awareness which is vital to team building and nit cohesiveness. Training ensures that everyone understands the Army commitment to an environment of dignity and respect and also clearly understand consequences of actions violating EO and POSH policies.

Inform appropriate officials Advise chain of command EO Complaint Process Confront the offender Inform appropriate officials Advise chain of command Submit only legitimate complaints A consistent, accessible and well understood complaint process ensures everyone can readily submit his or her grievance with confidence that the complaint will be treated fairly and without intimidation or fear of reprisal.

Types of EO Complaints Formal Written Informal Not Written

Informal Complaint Any complaint not submitted in writing Does not require chain of command intervention May be resolved by the individual or with assistance from others Confidentiality is possible but not guaranteed Not subject to timelines Most appropriate for minor infractions

Formal Complaints Must be submitted in writing within 60 days of the alleged offense (DA Form 7279-R) Requires chain of command intervention Specific timelines for processing Must follow a formal process

Alternative Agencies Chain of Command Inspector General Housing Referral Office Judge Advocate General Military Police or Criminal Investigator Chaplain Medical Agency

Formal Complaint Process File 60 Calendar Days Act 3 calendar days Investigate 14 calendar days Appeal 7 calendar days Follow-up Assessment 30-45 calendar days

Legal Action Criminal prosecution may result if: Behavior is not corrected through administrative action Behavior violates the Uniform Code of Military Justice

EEO Complaint Procedures Who is covered? All current employees (including Non-appropriated Funds) All former federal employees Applicants for U.S.Government employees Certain contract employees

Civilian Complaint All civilian complaints must go through the installation servicing EEO Office Does the complaint fall under the basis of Title VII of the Civil Rights Act of 1964 as amended? Basic question: Would he/she be treated different in other matters?

Authority and Reference Title VII of the Civil Rights Act Equal Pay Act Americans with Disabilities Act Age Discrimination in Employment Act AR 690-600 AR 600-7 (Section 504 Programs) Rehabilitation Act 29 CFR 1614 AR 690-12

EEO Pre-Complaint Process OCCURANCE ADR NO YES ADR Conducted 90 days Counselor Contacted 45 days Complainant Not Satisfied Complainant Satisfied ADR-Alternative Dispute Resolution Conduct Counseling 30 days Notice of Right to File 15 days Complaint Filed Counselor Report

EEO Formal Complaint If after the pre-complaint process an individual wishes to file a formal complaint, it should be filed, in writing, on a DA Form 2590-R, Formal Complaint of Discrimination (available at the EEO Office), within 15 calendar days after receipt of the notice of right to file a discrimination

EEO Formal Complaint The Formal Complaint must be filed with the Human Relations / Equal Employment Opportunities Program

Dedication, Warrior Service! Conclusion Equal Opportunity is everyone’s business and it is up to you to hold everyone to the standards set by the Army and the GPRMC. Dedication, Warrior Service!

GPRMC Equal Opportunity Advisor E-mail: matthew.crown@amedd.army.mil Contact Information SFC Matthew Crown GPRMC Equal Opportunity Advisor Work: (210) 295-2353 E-mail: matthew.crown@amedd.army.mil