III Armored Corps Military Equal Opportunity (MEO)

III ARMORED CORPS EQUAL OPPORTUNITY POLICY

III Armored Corps policy requires that everyone is expected to treat all persons with dignity and respect. Soldiers who violate this policy may be subject to punishment under the Uniform Code of Military Justice (UCMJ). We are members of the profession of arms and are all bound by the same professional ethic. The expectation is that all Soldiers treat one another with professional courtesy, whether that Soldier is a superior, peer, or subordinate. Simply put, treat others as you would want to be treated, with dignity and respect.

COMPLAINT TYPES

Informal Complaints

An informal complaint is best for those issues that can be taken care of informally, or resolved through discussion, problem identification, and clarification of the issues. Informal complaints are not filed in writing and my be resolved directly by the individual, with the help of another unit member, the commander, or other person in the complainant's chain of command. Informal complaints are not subject to a time suspense.

Formal Complaints

A formal complaint is one that a complainant files in writing and swears to the accuracy of the information. Formal complaints require specific actions, are subject to timelines, and require documentation of the actions taken. An individual files a formal complaint using a DA Form7279 (Equal Opportunity Complaint Form).

The complainant must state the EO basis of the complaint (for example, unlawful discrimination based upon race, color, religion, gender (including gender identity)), national origin, or sexual orientation, and describe the incident(s) in as much detail as possible to assist in the investigative process).

Soldiers have 60 calendar days from the date of the alleged incident in which to file a formal complaint. This time limit is established to set reasonable parameters for the inquiry or investigation and resolution of complaints, to include ensuring the availability of witnesses, accurate recollection of events, and timely remedial action.

The complainant should file his or her complaint with the commander at the lowest echelon of command at which the complainant may be assured of receiving a thorough, expeditious, and unbiased investigation of the allegations.

Anonymous Complaints

Anonymous Complaints are where the complainant remains unidentified may be handled as either an informal or a formal complaint and entered in MEO database, as such. The commander will determine if sufficient information is provided to proceed as either an informal or formal complaint. The commander will be identified as the complainant on the DA Form 7279 (Equal Opportunity and Harassment Complaint Form) and in MEO database.

If the complaint is processed as an informal complaint, the commander will determine if informing the entire command or part of the organization of the actions taken is appropriate. If during the informal or formal process of an anonymous complaint the identity of the actual complainant is revealed, the complainant will be edited in MEO database, and the actual complainant will be provided the requisite follow-up actions (DA Form 7279– 1 (Equal Opportunity and Harassment Complaint Resolution Assessment Form)).

Actions taken regarding anonymous complaints will depend upon the extent of information provided in the anonymous complaint. If an anonymous complaint contains sufficient information to permit the initiation of an investigation, the investigation will be initiated by the commanding officer or supervisor in accordance with this instruction. If an anonymous complaint does not contain sufficient information to permit the initiation of an investigation, the information should be documented in a Memorandum for Record and maintained on file in accordance with disposition instructions and the central point of contact responsible for processing discrimination and harassment complaints. The Memorandum for Record should contain the following information, if available: date and time the information was received; a detailed description of the facts and circumstances included in the complaint; date and time the complaint was resolved and by whom; and any other pertinent information.

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