Equal Employment Opportunity (EEO)

The EEO Office ensures equal employment opportunity for civilians under Title VII of the Civil Rights Act of 1964.

Complaints

Filing a complaint flowchart

Filing a complaint of discrimination

Reasonable Accommodations

AR 690-12, appendix C

RA Fact Sheet

RA Request form

RA Decision form

RA Process poster

PAS procedures

• Notify supervisor.*
  * Guests and visitors should contact the EEO Disability
  Program Manager (DPM) directly.
• Complete Reasonable Accommodation Request Form.
  (Contact EEO DPM for required forms if necessary.)
• Provide request form to supervisor.
  • Supervisor will forward request form to EEO Disability Program Manager
  • (785) 239-3263
• DPM will provide assistance and help with locating resources as needed.

Anti-harassment

AR 690-12, appendix D

Hostile Work Environment

• A hostile work environment, as defined by the Department of the Army, is caused by any conduct, implicit or explicit, that is sufficiently severe or pervasive as to alter the terms, conditions, or privileges of the employee’s employment or otherwise create a hostile or abusive work environment.
• Examples of unlawful harassment can include: unwelcome conduct, intimidation, ridicule, insult, offensive comments or jokes, slurs, name-calling, threats, or physical conduct. These would be based on a Title VII basis, which are race, color, religion, sex, national origin, age (40+), disability, genetic information, or reprisal.
• Keep in mind that the harasser can be anyone ranging from supervisor (whether your own or from another section), fellow employees, contractors, vendors, and customers.
• What should you do if someone harasses you?
  • Ask the offender to stop the unwanted conduct.
    • If you are uncomfortable in doing so, reach out to your supervisor and/or chain of command.
  • You can also report this to the EEO office, Inspector General, CPAC LMER personnel, union officials, or chaplains.
  • If you witness or become aware of this type of conduct, it is your responsibility to report it.
    • SEE SOMETHING, SAY SOMETHING!
• Keep in mind that management is responsible for ensuring your work environment is free of any type of harassing behavior and address these types of behaviors to put a stop to it. This means: if a complaint is made, management will be held responsible for the negative conduct during the complaint processing, NOT the harasser, because they are expected to know what is going on for the areas they are responsible for.

EEO Policies

Garrison Policy #2 - EEO Policy

Garrison Policy #3 - EEO Policy on Anti-Harassment

Garrison Policy #4 - EEO Policy on Commitment to Alternative Dispute Resolution

Garrison Policy #5 - EEO Policy on Reasonable Accommodation

Other Publications

EEO Quarterly Newsletter

Training

Instructions on No Fear 

Available trainings