1. EO Policy and Procedures
Great Plains Regional Medical Command

2. 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

3. 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 , Paragraph 6-2, Army Command Policy

4. 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 , 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.

5. 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 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.

6. 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.

7. 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.

8. 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

9. Violations of EO Policy
Racism
Sexism
Prejudice
Discrimination

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

11. 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.”

12. 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

13. 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

14. 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.

15. 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.

16. 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

17. 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

18. 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

19. Sexual Harassment
Destroys teamwork and negatively affects combat readiness

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

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

22. 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.

23. 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.

24. Types of EO Complaints
Formal
Written
Informal
Not Written

25. 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

26. 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

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

28. 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

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

30. 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

31. 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?

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

33. 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

34. 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

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

36. 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!

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