Educate, evaluate, and advise customers in order to ensure fair and equitable treatment and prevent unlawful employment practices; while enhancing partnerships with the greater Fort Liberty community.


Spearheading a model EEO program; the premiere resource for ensuring equality, dignity, and respect throughout the greater Fort Liberty community.


Garrison Policy Letter #1 - Equal Employment Opportunity (EEO) Program

Garrison Policy Letter #2 - Anti-Harassment in the Workplace


The EEO Office is the proponent for the Installation’s Anti-Harassment and Notification and Federal Employee Anti-discrimination and Retaliation (No FEAR) Act training. To register for training, please click below.

Employee Training

Supervisor Training


Special emphasis programs are designed to improve employment and advancement opportunities for these groups in the Federal Government.

  • Federal Women’s Program
  • Asian American/Pacific Islander Program
  • African American/Black Employment Program
  • Hispanic Employment Program
  • American Indian/Alaskan Native Program
  • Individuals with Disabilities Program

The Special Emphasis Program Manager helps managers and supervisors in employment and pro-motion opportunities, monitors statistical trends, and works with them to identify and overcome career barriers and communicates the concerns of the group to the Commander.


Affirmative Employment Program is designed to correct the effects of past discrimination. It requires specific actions to recruit, employ, and promote qualified employees and applicants in the federal sector. It is a program in which actions are taken to assure that the composition of the work force represents, so far as possible, the racial, gender, and disability composition of the Relevant National Civilian Labor Force.

  • MD-715 Management Directive
  • DVAAP Disabled Veterans Affirmative Action Plan
  • OPM Hispanic Employment Initiative, 9 Point Plan


Army’s policy is to fully comply with the reasonable accommodation requirements of the Rehabilitation Act of 1973, as amended. Federal agencies must provide reasonable accommodation to qualified employees or applicants with disabilities, unless to do so would cause undue hardship.


The EEO Complaint Program provides the mechanism for applicants and employees within the civilian workforce to seek and obtain redress for discrimination.

If you are:

  • A current DA civilian employee
  • A former DA civilian employee
  • An applicant for employment
  • Certain contract employees

And you feel you have been discriminated against because of:

  • Race
  • Color
  • Religion
  • Sex (Including Sexual Harassment, Sexual Orientation & Pregnancy)
  • National Origin
  • Age (40 or older)
  • Disability Mental or Physical
  • Reprisal/Retaliation
  • Genetic Information

The employee must present the matter to an EEO Official within 45 calendar days after the alleged act of discrimination, or within 45 calendar days from when they became aware of the discriminatory action.

Even though an employee has the right to seek redress through the EEO complaint process without going through the chain of command, it is highly recommended and encouraged that they seek to resolve perceived incidents through their chain of command. This DOES NOT negate the 45 calendar day requirement.

The foundation for EEO can be traced back to the U.S. Constitution. However, significant progress in shaping current laws was made between 1941 and 1963. Executive Orders barring discrimination and passage of Title VII of the Civil Right Act of 1964, as Amended, and the Equal Employment Act of 1972 are corner-stones for eliminating employment discrimination.