Affirmative Employment Program
The Fort Benning Affirmative Employment Program (AEP) is designed to implement affirmative actions to overcome the effects of past and present discriminatory practices, policies, or other barriers that prohibit equal employment opportunity in the work place. To learn more, click below.
Designated Affirmative Actions
These designated affirmative actions work toward the achievement of a diverse work force in occupational categories in consonant with the census availability data provided by Equal Employment Opportunity Commission; Department of Defense and Army goals established for hiring and placement of employees and individuals with disabilities; guidance provided by Office of Personnel management for the hiring and placement of disabled veterans.
The Affirmative Employment Program will also work toward the achievement of diverse representation of civilian personnel at all levels and/or job categories at this installation.
Practices that have an adverse effect on individuals or groups of individuals because of their race, color, religion, sex, national origin, age, or disability should be eliminated. This does not preclude development of policies or procedures that take into account lawful consideration of these factors in order to overcome the effects of past discrimination.
Commanders at all levels are responsible for implementing the Department of the Army and locally developed policies and procedures.
AEP plans must be prepared in concert with EEOC Management Directive 715 and other Army guidance.
The Affirmative Employment Program continuously monitors and evaluates the implementation of the AEP plans and the progress of affirmative action efforts. To achieve this objective organization managers and EEO personnel need additional reports, ad hoc inquiries or special studies required on a quarterly and annual basis. The EEO office will prepare analytical synopsis or analysis and distribute to the Commander and management officials no less than quarterly, or as requested.
Affirmative Employment Program Plan
The Affirmative Employment Program Plan (AEPP) plan required by the Equal Employment Opportunity Commission (EEOC) promotes equal employment opportunity for Army civilian employees and applicants. The installation’s AEP Plan includes aggregate work force analysis and goal accomplishment data. The local AEPP also identifies ways to remove barriers to the employment and advancement of women, minorities, individuals with disabilities and disabled veterans.
Individuals With Disabilities Program
As a model employer, Fort Benning continues to strive to ensure that individuals with disabilities are not discriminated against and will ensure they enjoy full access to equal opportunities in employment at this installation.
Individuals With Disabilities Program Mission
The Individuals with Disabilities Program:
- Strive for the achievement of a civilian work force in which disabled individuals (including persons with targeted disabilities and disabled veterans) are represented in every major organizational element, occupational category, and grade level.
- Provide reasonable accommodation and ensure equal opportunity in hiring, advancement, training, and treatment of disabled individuals.
Who is an individual with a disability?
An individual with a disability has a physical or mental impairment that substantially limits one or more of the person’s major life activities; has a record of such an impairment; and, is regarded as having such impairment.
What is a major life activity?
A major life activity is a function that the average person in the general population can perform with little or no difficulty. Major life activities include activities such as caring for oneself, seeing, hearing,walking, breathing, speaking, learning, sitting, standing, lifting, reaching,and working.
Who is a qualified individual with a disability?
A qualified individual with a disability has the skills,experience, education, and other requirements of the job the individual holds or desires, and can perform the essential functions of the position with or without reasonable accommodation.
Rehabilitation Act of 1973, Amended
The Rehabilitation Act of 1973, as amended, protects qualified employees and applicants with disabilities in the Executive Branch of the Federal government from employment discrimination based on disability.
In 1992, the substantive employment standards of the Americans with Disabilities Act, 42 U.S.C. Section 12111, et seq., were made applicable to the Federal Government through the Rehabilitation Act.
The amended law requires Federal employers to provide reasonable accommodations to qualified individuals with disabilities so that employees with disabilities can enjoy the benefits and privileges of employment equal to those enjoyed by similarly situated employees without disabilities.
The amended law also requires Federal agencies to provide reasonable accommodation for known physical or mental limitations of qualified employees and applicants, unless doing so would cause undue hardship.
A reasonable accommodation may include adapting the job site or job functions for a qualified person with a disability. This does not mean that the employer must lower the standards of work for the position or change the job requirements. Reasonable accommodations that can be requested may include, but are not limited to the following:
- Making existing facilities accessible
- Utilizing part-time or modified work schedules
- Providing qualifies readers and interpreters
- Acquiring or modifying equipment
Procedures for requesting reasonable accommodations for individuals with disabilities are located at the Benning EEO SharePoint site.
Disabled Veteran Affirmative Action Plan
It is the policy of this installation to take positive steps to hire, place, advance, and retain qualified disabled veterans. This policy is not meant to establish preferential treatment in employment and advancement of disabled veteran employees except as required by law or regulation.
Special Emphasis Program
The Fort Benning Special Emphasis Program (SEP) is an intricate part of the overall Equal Employment Opportunity (EEO) Program.
What is the Special Emphasis Program?
The Department of Army requires installations to establishSpecial Emphasis Programs to ensure equal opportunity in hiring, training,advancement and treatment of women and minorities.
The Fort Benning Special Emphasis Programs includes the Asian/Pacific Islander Heritage Program, Black Employment Program,Federal Women's Program, Hispanic Employment Program, and Native American/Alaskan Native Program. These Special Emphasis Programs have been consolidated at this installation to function under one EEO Special Emphasis Program Committee (SEPC).
What is a Special Emphasis Program Manager?
The Special Emphasis Program Manager (SEPM) is an EEO Specialist assigned as the responsible management official who serves as the technical advisor for the installation's EEO Special Emphasis Program Committee.
What is a Special Emphasis Program Committee?
The SEPC is a working committee composed of civilian employees and military personnel from various organizations at the installation. Committee representatives are designated by unit Commanders and Directors, and they are placed on official orders to attend regularly scheduled monthly meetings.
As representatives for their respective organizations, SEPC representatives provide employment related and career enhancement information as it affects the civilian and military personnel assigned to Fort Benning, Georgia.
The SEP Committee also assists in planning commemorative programs in support of DA recognized national observances, i.e., Black History Month, Women's History Month, Asian/Pacific Heritage Month, Women's Equality Day, Hispanic Heritage Month, and Native American Heritage Month.
I'm interested in becoming a member of Fort Benning's EEO Special Emphasis Program
Individuals interested in becoming members of the installation's EEO Special Emphasis Program Committee (SEPC) should contact the SEP Manager, 706-545-1872, building 2507 Indianhead Road, Fort Benning, Georgia, 31905.
Any employee, former employee or applicant of the Department of Defense, Office of Inspector General (DoD OIG) who feels that he/she has been discriminated against may file an EEO complaint. See below to learn more.
Who May File
- Any Department of the Army appropriated or non-appropriated fund employees, former employee, or applicant seeking employment, and certain contract employees, who believes that he or she has been discriminated against because of race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age physical or mental disability, and/or reprisal in an employment matter, subject to the control of the Army, may initiate the EEO complaint process.
- Sexual harassment is a form of sex discrimination under EEO discrimination complaint procedures. This form of harassment is a violation of Title VII, Section 703 of the Civil Rights Act of 1964, as amended.
When to File
The complaint must be presented to an EEO official within 45 calendar days from the date of the incident, or, if a personnel action, within 45 calendar days of its effective date, or the date that the complainant became aware of, or reasonably should have become aware of the discriminatory act or personnel action. Matters raised after the 45-day time limit will be inquired into by an Counselor even though a formal complaint may be dismissed later for untimeliness.
Right to Anonymity
The complainant’s identity will not be revealed unless the complainant gives written permission, or at such time a formal complaint is accepted.
How to File
Initially, an aggrieved person (employee or job applicant) must contact a EEO official who will conduct an information inquiry to gather the allegations of discrimination (basis/matter identified by the aggrieved). The EEO official will advise the aggrieved of the EEO complaint procedures, to include the option for the aggrieved to elect Mediation or traditional counseling during the informal process.
- Army Regulation 690-600, dated February 9, 2004, Equal Employment Opportunity (EEO) Discrimination Complaints.
- 29 Code of Federal Regulation 1614, Equal Employment Opportunity Commission (EEOC), dated July 12, 1999.
Alternative Dispute Resolution
Learn more about alternative dispute resolution, or mediation, by clicking below.
What is Mediation?
Mediation is a fair and efficient process to help resolve employment disputes and reach an agreement. A neutral mediator assists in clarifying issues, identifying underlying causes, and tries to reach a voluntary negotiated agreement. The mediator does not impose resolution on the parties, but works to improve communications to guide the parities toward voluntary resolution.
How Does It Work?
The decision to mediate is completely voluntary for the charging party. When a complaint is filed, the parties may be offered mediation. If the charging party agrees, mediation will be scheduled by a certified, experienced mediator. During mediation, both sides will be able to exchange information and express expectations for reaching resolution. The parties work to reach common ground and resolve their differences. An agreement reached in mediation is as binding as any settlement reached through EEO. If an agreement is not reached, the case will be referred to the EEO Process to be handled like any other case. Information disclosed during mediation will not be revealed to anyone, including other employees. Mediation is encouraged to resolve employment discrimination disputes to prohibit laboring through months of investigation or litigation?
- Mediation is Fair and Neutral – Parties have an equal say in the process and the parties decide the settlement terms. Not the mediator! There is no determination of guilt or innocence in the process.
- Saves Time and Money – Many mediated settlements are completed in one meeting and legal or other representation is permitted in all cases, but not required.
- Confidential – All parties agree to confidentiality at the beginning of the process.
More information on mediation can be found on the EEOC Website, CLICK HERE to learn more.
Laws and Regulations
Equal employment opportunity is equal opportunity in employment. Examples of legislation to foster it or to protect it from eroding include the U.S. Equal Employment Opportunity Commission, which was established by Title VII of the Civil Rights Act of 1964 to assist in the protection of United States employees from discrimination.
- TitleVII of the Civil Rights Act of 1964
- The Equal Pay Act of 1963
- Title 29 Code ofFederal Regulation, Part 1614
- ManagementDirective 715
- Rehabilitation Act of1973
- The American DisabilitiesAct of 1990
- The Civil Rights Actof 1991
- E.O.13163: Increasing The Opportunity For Individuals With Disabilities to be Employedin The Federal Government
- E.O. 13164:Requiring Federal Agencies To Establish Procedures To Facilitate the Provisionof Reasonable Accommodation
Laws Enforced by EEOC
- Title VII ofthe Civil Rights Act of 1964 (Title VII)
- The Pregnancy Discrimination Act
- The Equal Pay Act of 1963 (EPA)
- The Age Discrimination in Employment Act of 1967 (ADEA)
- Title I of the Americans with Disabilities Act of 1990(ADA)
- Sections 102 and 103 of the Civil Rights Act of 1991
- Sections 501 and 505 of the Rehabilitation Act of 1973
- The GeneticInformation Nondiscrimination Act of 2008 (GINA)