Military Equal Opportunity

Soldiers (including DEP), cadets, and Family members (in accordance with DoDD 1350.2) may utilize the complaint processing system. Complaints from DA Civilians (to include those against Soldiers) alleging discrimination and/or harassment will be handled in accordance with the policies and procedures contained in AR 690 – 12 and AR 690 – 600, or as described in separate DoD and DA policy, or as provided for in any applicable collective bargaining agreement.

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.

Informal Complaint

An informal complaint is best for those issues that can be taken care of or resolved through discussion, problem identification, clarification of the issues, recognition of inappropriate or misleading behavior, and a willingness to change. Informal complaints are not filed in writing and may be resolved directly by the individual, with a peer or the help of another person in or out of the chain of command, or the Equal Opportunity Advisor (EOA). The intention is that the offending behavior will cease with no further action required. Informal complaints are not subject to time suspense but should be resolved in 60 calendar days when practical.

Formal Complaint

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 Form 7279  (Equal Opportunity and Harassment Complaint Form).

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

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

• Color Discrimination occurs when an individual is treated differently based on the lightness, darkness or toner color of the person.
• Sex Discrimination occurs when an individual is deprived of an opportunity because of their sex (including pregnancy) or when decisions are made based on stereotypes and assumptions about abilities, traits or the performance of individuals on the basis of sex.
• Racial Discrimination occurs when an individual is treated differently because of their racial group, racial characteristics (for example hair texture, color, facial features), or because of their relationship or association with someone of a particular race.
• Religious Discrimination occurs when an individual is treated more or less favorably because of their religious beliefs or practices.
• National Origin Discrimination occurs when an individual is treated less favorably because of their origin, ethnicity or accent, or because it is believed they are a particular nationality.
• Sexual Orientation Discrimination occurs when an individual is treated more or less favorably because of one's emotional or physical attraction to the same and/or opposite sex (homosexuality, bisexuality or heterosexuality). Complaints may be based on actual or perceived orientation, as well as association with an individual or affinity group associated with a particular orientation.