EEO (civilian)

EEO (civilian) 755-9155

The right of all persons to work and advance on the basis of merit, ability, and potential, free from social, personal, or institutional barriers of prejudice and discrimination.

Mission

To create a workplace free of discrimination, but full of diversity; where all employees are appreciated, respected, and free to cultivate their talent and perform to their fullest potential. 

Vision

To spearhead a Model EEO Program and be the premiere resource for ensuring diversity, equality, dignity, and respect throughout USAG Humphreys.

References:

29 Code of Federal Regulations Part 1614 (29 CFR 1614)
Management Directive 715 (MD-715)
Management Directive 110 (MD-110)
Army Regulation 690-600 (AR 690-600)
Army Regulation 690-12 (AR 690-12)
Command Policy #14, Equal Employment Opportunity (EEO)
Command Policy #102, Complaint Procedures and Alternative Dispute Resolution (ADR)
Command Policy #103, Reasonable Accommodations (RA)
Command Policy #112, Prevention and Elimination of Unlawful Harassment in the Workplace

EEO Main Priorities

Complaints Program
  • Any Employee, former employee or applicant may file a complaint based on race, color, religion, national origin, sex (gender identity or pregnancy), age, disability (Mental or Physical), GINA, and/or reprisal.
  • Must contact EEO within 45 calendar days of the discriminatory event, personnel action, or when you became aware of the event.
  • Employees may choose traditional counseling or Alternative Dispute Resolution (ADR)
 
Management Directive 715 Program
  • MD-715 Report
  • Hispanic Employment Plan (HEP)/9-Point Plan
  • Disabled Veteran’s Affirmative Action Plan (DVAAP)
  • Barrier Analysis
  • 462 Reports

 

Training
  • EEO, Anti-Harassment, and NO FEAR Training
  • Diversity Training
  • Sexual Harassment
  • Civility Training
 
Reasonable Accommodations
  • Any modification or adjustment to a job task, an employment practice, or the work environment that makes it possible for an individual to enjoy equal employment opportunities.
  • An agency is required to make reasonable accommodations for individuals with disabilities and for religious practices; 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; or is regarded as having such an impairment.

We welcome your feedback on our service.

Go to our Interactive Customer Evaluation (ICE) Comment Card.

EO (military)

EO (military) 753-6527

The right of all persons to work and advance on the basis of merit, ability, and potential, free from social, personal, or institutional barriers of prejudice and discrimination.

Mission

To create a workplace free of discrimination, but full of diversity; where all employees are appreciated, respected, and free to cultivate their talent and perform to their fullest potential. 

Vision

To spearhead a Model EO Program and be the premiere resource for ensuring diversity, equality, dignity, and respect throughout USAG Humphreys.

References:

29 Code of Federal Regulations Part 1614 (29 CFR 1614)
Management Directive 715 (MD-715)
Management Directive 110 (MD-110)
Army Regulation 690-600 (AR 690-600)
Army Regulation 690-12 (AR 690-12)
Command Policy #14, Equal Employment Opportunity (EEO)
Command Policy #102, Complaint Procedures and Alternative Dispute Resolution (ADR)
Command Policy #103, Reasonable Accommodations (RA)
Command Policy #112, Prevention and Elimination of Unlawful Harassment in the Workplace

EO Main Priorities

Complaints Program
  • Any Employee, former employee or applicant may file a complaint based on race, color, religion, national origin, sex (gender identity or pregnancy), age, disability (Mental or Physical), GINA, and/or reprisal.
  • Must contact EO within 45 calendar days of the discriminatory event, personnel action, or when you became aware of the event.
  • Employees may choose traditional counseling or Alternative Dispute Resolution (ADR)
 
Management Directive 715 Program
  • MD-715 Report
  • Hispanic Employment Plan (HEP)/9-Point Plan
  • Disabled Veteran’s Affirmative Action Plan (DVAAP)
  • Barrier Analysis
  • 462 Reports

 

Training
  • EEO, Anti-Harassment, and NO FEAR Training
  • Diversity Training
  • Sexual Harassment
  • Civility Training
 
Reasonable Accommodations
  • Any modification or adjustment to a job task, an employment practice, or the work environment that makes it possible for an individual to enjoy equal employment opportunities.
  • An agency is required to make reasonable accommodations for individuals with disabilities and for religious practices; 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; or is regarded as having such an impairment.

We welcome your feedback on our service.

Go to our Interactive Customer Evaluation (ICE) Comment Card.

CLICK for the EO Poster

Equal Opportunity Office