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Military Equal Opportunity NEWCOMER’S ORIENTATION

Military Equal Opportunity NEWCOMER’S ORIENTATION. Alaska National Guard Captain Antonio Suárez. Purpose.

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Military Equal Opportunity NEWCOMER’S ORIENTATION

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  1. Military Equal OpportunityNEWCOMER’S ORIENTATION Alaska National Guard Captain Antonio Suárez

  2. Purpose For Each Individual to Comprehend the Air Force Policy Regarding Military Equal Opportunity and Treatment; Become Aware of Local Trends Which May Exist on and off This Installation; and Comprehend Individual, Supervisory, and Managerial Roles and Responsibilities and How They Relate Toward Military Equal Opportunity

  3. Overview • DoD & Air Force and Local Policies on EOT • Avenues and Options • EOT Incidents • Extremist Group Activity/Participation • Unlawful Discrimination/Sexual Harassment • Reprisal/Retaliation • Roles and Responsibilities • Question/Answer Session

  4. DoD Policy Promote an Environment Free From Personal, Social, or Institutional Barriers That Prevent Service Members From Rising to the Highest Level of Responsibility Possible. Members Should be Judge on Their Own Individual Fitness, Merit, and Capability.

  5. Air Force Policy The Air Force Will Conduct Its Affairs Free From Unlawful Discrimination and Sexual Harassment. It Provides Equal Opportunity and Treatment for All Its Members Irrespective of Their Race, Color, Religion, Sex, or National Origin Except As Prescribed by Statute or Policy; or in the Case of Civilian Employees, Handicapping Conditions and Age

  6. Air Force Policy(Continued) Whenever Unlawful Discrimination Is Found, the Air Force Immediately Eliminates It and Neutralizes the Effect. Commanders or Supervisors Who Are Aware of Unlawful Discrimination by Subordinates, but Fail to Take Action, May Be Disciplined

  7. Local EOT Policy …Everyone deserves to be treated with respect and dignity; ensure your actions are not perceived as inappropriate and don’t tolerate inappropriate behavior from others.

  8. Avenues and Options • Informal Assistance Process • Commander, Supervisor, Individual/Coworker, First Shirt, and Mediation • Non MEO Assistance: Referrals, information, resolution at lowest possible level

  9. Avenues and Options (Continued) • Formal MEO Complaint Process • Formal Complaint Through Military Equal Opportunity Office • 60 Day Time Limit • Appeals reviewed by Installation CC

  10. MEO ACTIONS • GAUGE THE SEVERITY OF THE INCIDENT • IDENTIFY THE CAUSE, FACTS AND IMPACT • DEVELOP RECOMMENDATIONS FOR CORRECTIVE ACTION

  11. Rules for Participating in Extremist Groups: • Membership Alone Is Strongly Discouraged but Permitted • Active Participation Is Absolutely Prohibited • Air Force Members Who Violate Prohibition Are Subject to Disciplinary Action Under the UCMJ • Violations of Prohibition Will Result in Adverse Administrative Actions, Nonjudicial Punishment or Courts-Martial, As Appropriate

  12. AF Members May Not Actively Participate in Organizations That: • Espouse Supremacist Causes • Advocate Illegal Discrimination Based on Race, Creed, Color, Sex, Religion, or National Origin • Advocate the Use of Force or Violence • Engage in Efforts to Deprive Individuals of Their Civil Rights

  13. Active Participation Includes: • Public Demonstration or Rallying • Fund Raising • Recruiting and Training Members • Organizing or Leading Such Groups

  14. Unlawful Discrimination -Military Any Action That Unlawfully Results in Unequal Treatment of Persons or Groups Based on Color, National Origin, Race, Religion, or Sex and for Which Distinctions Are Not Supported by Legal or Rational Considerations

  15. Unlawful Discrimination- Civilian An Unlawful Employment Practice That Occurs When an Employer Fails or Refuses to Hire, Discharges, or Otherwise Discriminates Against Any Individual With Respect to Compensation, Terms, Conditions, or Privileges of Employment Because of Race, Color, Religion, Sex, National Origin, Age, or Physical Disability

  16. Sexual Harassment A Form of Sex Discrimination that Involves Unwelcome Sexual Advances, Request for Sexual Favors, and Other Verbal or Physical Conduct of a Sexual NatureWhen:

  17. Sexual Harassment“Quid Pro Quo” • Submission to Such Conduct Is Made Explicitly or Implicitly a Term or Condition of a Person’s Job, Pay, or Career,Or • Submission to or Rejection of Such Conduct by a Person Is Used As a Basis for Career or Employment Decisions Affecting That Person,Or

  18. Sexual Harassment “Hostile Work Environment” • Such Conduct Has the Purpose or Effect of Unreasonably Interfering With an Individual’s Work Performance or Creates an Intimidating Hostile, or Offensive Work Environment,Or Any Person in a Supervisor or Command Position Who Uses or Condones Any Form of Sexual Behavior to Control, Influence or Effect the Career, Pay, or Job of a Military Member or Civilian Employee Is Engaging in Sexual Harassment.

  19. Reprisal - Military Taking or Threatening to Take an Unfavorable Personnel Action or Withholding or Threatening to Withhold a Favorable Personnel Action Against a Military Member for Making or Preparing a Protected Communication

  20. Supervisory, and Managerial Responsibilities • Ensure People Have the Right to File a Complaint Without Fear of Reprisal • Examine Yourself for Subtle Behaviors That Could Be Viewed As Inconsistencies • Set the Standard/Set the Tone of the Workcenter • Know the Resolution Process • Recognize When Standards Are Not Met • Clarify Perceptions/Facts • Change Behavior and Take Action

  21. Individual Responsibilities • Awareness • Knowledge of AF EOT Policies • Stay Alert - Question Questionable • Behavior • Involvement • Abide by the Policy • Set the Example on- and off-Base • Maintain Personal Standards of Positive • Human Relations • Confront Unacceptable Behavior When • It Occurs

  22. Question and Answer Session Your Chance to Ask any Question About Military Equal Opportunity, AF EOT Policy, etc.

  23. Summary • DoD & Air Force Policies on EOT • Avenues and Options • EOT Incidents • Extremist Group Activity/Participation • Unlawful Discrimination/Sexual Harassment • Reprisal/Retaliation • Roles and Responsibilities • Question/Answer Session

  24. Captain Tony SuárezSEEM/AKNG DSN 389-4029 or Commercial 333-1889 antonio.suarez@ak.ngb.army.mil One Human Race, Same Dignity

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