Welcome to the Fort Moore Equal Employment Opportunity Program where the Army's EEO Program is administered for the installation as it applies to civilian personnel management and employment-related issues for civilian employees and job applicants.
To implement a viable Equal Employment Opportunity Program for the Home of the Maneuver Center of Excellence, which provides a work environment free of discrimination based on race, color, sex, age, religion, national origin, or physical/mental disability.
- Complaints Program
- Individuals With Disabilities Program
- Affirmative Employment Program
- Special Emphasis Program
To learn more about EEO Discrimination Complaints and Alternative Dispute Resolution, click on the drop-down below:
- Army Regulation 690-600, dated February 9, 2004, Equal Employment Opportunity (EEO) Discrimination Complaints.
- 29 Code of Federal Regulation 1614, Equal Employment Opportunity Commission (EEOC), dated July 12, 1999.
Who May File:
- Any Department of the Army appropriated or non-appropriated fund employees, former employee, or applicant seeking employment, and certain contract employees, who believes that he or she has been discriminated against because of race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age physical or mental disability, and/or reprisal in an employment matter, subject to the control of the Army, may initiate the EEO complaint process.
- Sexual harassment is a form of sex discrimination under EEO discrimination complaint procedures. This form of harassment is a violation of Title VII, Section 703 of the Civil Rights Act of 1964, as amended.
When to File:
The complaint must be presented to an EEO official within 45 calendar days from the date of the incident, or, if a personnel action, within 45 calendar days of its effective date, or the date that the complainant became aware of, or reasonably should have become aware of the discriminatory act or personnel action. Matters raised after the 45-day time limit will be inquired into by an Counselor even though a formal complaint may be dismissed later for un-timeliness.
Right to Anonymity:
The complainant’s identity will not be revealed unless the complainant gives written permission, or at such time a formal complaint is accepted.
How to File:
Initially, an aggrieved person (employee or job applicant) must contact a EEO official who will conduct an information inquiry to gather the allegations of discrimination (basis/matter identified by the aggrieved). The EEO official will advise the aggrieved of the EEO complaint procedures, to include the option for the aggrieved to elect Mediation or traditional counseling during the informal process.
What is Mediation?
Mediation is a fair and efficient process to help resolve employment disputes and reach an agreement. A neutral mediator assists in clarifying issues, identifying underlying causes, and tries to reach a voluntary negotiated agreement. The mediator does not impose resolution on the parties, but works to improve communications to guide the parities toward voluntary resolution.
How Does It Work?
The decision to mediate is completely voluntary for the charging party. When a complaint is filed, the parties may be offered mediation. If the charging party agrees, mediation will be scheduled by a certified, experienced mediator. During mediation, both sides will be able to exchange information and express expectations for reaching resolution. The parties work to reach common ground and resolve their differences. An agreement reached in mediation is as binding as any settlement reached through EEO. If an agreement is not reached, the case will be referred to the EEO Process to be handled like any other case. Information disclosed during mediation will not be revealed to anyone, including other employees. Mediation is encouraged to resolve employment discrimination disputes to prohibit laboring through months of investigation or litigation?
Mediation is Fair and Neutral – Parties have an equal say in the process and the parties decide the settlement terms. Not the mediator! There is no determination of guilt or innocence in the process.
Saves Time and Money – Many mediated settlements are completed in one meeting and legal or other representation is permitted in all cases, but not required.
Confidential – All parties agree to confidentiality at the beginning of the process.
For more information on Mediation go to the EEOC Website at to https://www.eeoc.gov/federal/adr/.
- Interactive Customer Evaluation (ICE)
- Equal Employment Opportunity Commission
- Office of the Assistant Secretary of the Army - Manpower & Reserve Affairs / Equal Employment Opportunity/Civil Rights (EEO/CR)
- Department of the Army EEO Office
EEO / EOO Links:
Laws and Regulations
Equal employment opportunity is equal opportunity in employment. Examples of legislation to foster it or to protect it from eroding include the U.S. Equal Employment Opportunity Commission, which was established by Title VII of the Civil Rights Act of 1964 to assist in the protection of United States employees from discrimination.
•The Equal Pay Act of 1963
•Title 29 Code of Federal Regulation, Part 1614
•Management Directive 715
•Rehabilitation Act of 1973
•The American Disabilities Act of 1990
•The Civil Rights Act of 1991
•E.O. 13163: Increasing The Opportunity For Individuals With Disabilities to be Employed in The Federal Government
•E.O. 13164: Requiring Federal Agencies To Establish Procedures To Facilitate the Provision of Reasonable Accommodation
•DoD Directive 1440.1
Laws Enforced by EEOC
- Title VII of the Civil Rights Act of 1964 (Title VII)
- The Pregnancy Discrimination Act
- The Equal Pay Act of 1963 (EPA)
- The Age Discrimination in Employment Act of 1967 (ADEA)
- Title I of the Americans with Disabilities Act of 1990(ADA)
- Sections 102 and 103 of the Civil Rights Act of 1991
- Sections 501 and 505 of the Rehabilitation Act of 1973
- The Genetic Information Nondiscrimination Act of 2008 (GINA)