The Equal Employment Opportunity Office assists the commands of the U.S. Army Medical Research and Materiel Command, U.S. Army Garrison, Fort Detrick organizations, and the Raven Rock Mountain Complex in their commitment to equal employment opportunity through implementation of strong equal employment opportunity and affirmative employment programs without regard to race, religion, color, sex, national origin, age, or physical or mental disability.
The office is responsible for processing discrimination complaints, managing the Special Emphasis Programs, which includes the Federal Women's Program, the Black Employment Program, Asian American/Pacific Islander Employment Program, American Indian/Alaska Native Employment Program, Hispanic Employment Program, and the Individuals with Disabilities Program. It provides Prevention of Sexual Harassment, Equal Employment Opportunity, Complaints Processing, No Fear Act, Special Emphasis Program Manager and Reasonable Accommodation Training, and Non-EEO (workplace) Mediation.
Who can file
WHO MAY FILE A COMPLAINT
Any employee, former employee or applicant, including all Non-appropriated Fund employees, who believe he or she has been discriminated against because of RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN, AGE, GENETICS, PHYSICAL OR MENTAL DISABILITY, and/or REPRISAL in an employment matter subject to the control of the Army, may file a complaint of discrimination.
How to File
How do I file a complaint
As the aggrieved, you must first contact a representative from the EEO Staff within 45 calendar days of the action which caused you to perceive you have been discriminated against. You have the right to be accompanied, represented and advised by a person of your choosing, and both you and your representative will be free from restraint, interference, coercion, discrimination or reprisal during any part of the presentation of the complaint.
An agency is required to make a reasonable accommodation of a known mental or physical limitation of an individual with a disability who is qualified unless to do so would cause an undue hardship. An individual with a disability is someone who:
has a physical or mental impairment that substantially limits one or
more of that individual’s major life activities
has a record of such impairment
is regarded as having such an impairment
As a general rule, the individual with the disability who wants an accommodation is responsible for informing the agency that an accommodation is needed.
Supervisors and managers, both civilian and military supervisors of Army employees, have a responsibility to maintain a workplace free of harassment. Supervisors will make reasonable efforts to prevent and promptly correct harassing behavior in the workplace.
Supervisors and managers of Army civilian employees will promptly address allegations of harassment with the employees directly involved in the incident, along with any witnesses who might have firsthand information. Managers must take prompt preventive and corrective action, including discipline, as appropriate, in consultation with the servicing staff judge advocate and the Labor Management Employee Relations (LMER) staff.
Unlawful harassment includes, but is not limited to, unwelcome conduct, intimidation, ridicule, insult, offensive comments or jokes, or physical conduct based on race, color, religion, sex (whether or not of a sexual nature), national origin, age (over 40), disability, genetic information, or reprisal when an employee's acceptance or rejection of such conduct explicitly or implicitly forms the basis for a tangible employment action affecting the employee, or the conduct is sufficiently severe or pervasive as to alter the terms, conditions, or privileges of the employee's employment or otherwise create a hostile or abusive work environment. Even if a single utterance, joke or act does not rise to the level of actionable harassment under the law, such conduct is contrary to Army values.
Alternative Dispute Resolution
Alternative Dispute Resolution (ADR)
The purpose of ADR is to offer disputing parties an opportunity to openly express their positions and interests in resolving disputes in a mutually satisfactory fashion. The ADR process, especially when used at the earliest stage, restores working relationships and may serve as a preventative measure against future disputes. Additionally, the non-adversarial application of ADR reduces the costs incurred with the traditional administrative or adjudicative processes and affords use of activity resources for mission related programs and activities. The preferred method of ADR within the Department of Army is facilitated mediation with a qualified ADR neutral. The ADR program is not just for EEO matters, it is also available and an often an effective tool to assist in resolving workplace issues at the lowest level.
The ADR process is confidential. As a means to promote open and frank discussions between the disputing parties, both parties and their representatives must agree, in writing, that any information disclosed during the ADR process, other than discoverable documentation, will remain confidential whether or not ADR is successful. However, any threat of physical harm or disclosure of waste, fraud, abuse, or any other illegal activity will be exempt from confidentiality and will be reported to the appropriate officials.
Equal Employment Opportunity Commission Laws and Guidance (https://www.eeoc.gov/laws/)