Our primary goal is to enhance the Fort Leonard Wood Equal Employment Opportunity program through practices and principles leading to a workplace free from discrimination and harassment by developing and maintaining a mission-ready workforce. Personnel policies and practices will be free from unlawful discrimination based on race, color, national origin, religion, sex (including pregnancy), disability (mental/physical), age (40+), genetic information, or retaliation for prior EEO activity.
The EEO Office ensures equal employment opportunity for civilians under Title VII of the Civil Rights Act of 1964. Although federal employees were not originally covered under Title VII, the Equal Employment Opportunity Act of 1972 extended Title VII’s anti-discrimination protections to federal executive branch employees.
If you are a federal employee or job applicant, the law protects you from discrimination because of your race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability (mental and physical), and/or genetic information.
The law also protects you from retaliation if you oppose employment discrimination, file a complaint of discrimination, or participate in the EEO complaint process (even if the complaint is not yours.)
Maintaining a Discrimination-Free Workplace
Requires supervisors and managers to perform a variety of tasks and functions. Included among them are:
- Clearly communicating a belief in and adherence to the principles of equal employment opportunities for all employees.
- Taking prompt action to prevent or halt discrimination or harassment based on race, color, national origin, religion, sex (including pregnancy), disability (mental/physical), age (40+), genetic information, or retaliation/reprisal against for prior EEO activity.
- Making an overt effort to recruit a talented workforce; that is, one which includes qualified applicants enhancing equal employment opportunities for all.
- Remaining aware of EEO responsibilities while assigning and rating work, developing employees, and taking personnel action.
- Working closely with EEO, Legal, and Human Resource officials to resolve disputes promptly.
Maintaining a Harassment-free Workplace
Workplace harassment is a form of discrimination that is explicitly prohibited by Department of the Army policy and the law. The Department of Army will not tolerate verbal or physical conduct that harasses, disrupts, interferes with performance, or creates an environment that is intimidating, offensive and/or hostile. Harassment includes unwelcome and offensive conduct based on a person’s sex (including pregnancy), race, national origin, color, age (over 40), religion, or disability. Additionally, the Agency will not tolerate or condone any form of harassment or retaliation towards employees who report incidents of harassing behavior or assist in any inquiry about such a report.
Prevention of Harassment
- Avoid initiating or participating in any behavior that may be misconstrued as possible harassment, including the following types of behavior:
- ·Verbal conduct such as slurs or epithets, name calling, jokes that ridicule or mock another person, insults or put-downs.
- Nonverbal conduct such as staring, gawking, or transfer of offensive materials electronically.
- Physical conduct such as improper touching, cornering, and deliberately brushing up against a person.
It is important to respect a person’s wishes when he/she indicates that conduct or attention is not welcome and report the behavior to a supervisor or management official and the EEO Office.
Federal agencies are required under EEOC Management Directive 715 (MD-715) to establish a model EEO program that promotes equal employment opportunity, prevents discrimination and harassment. The program’s effectiveness is measured by six essential elements into agency policies and practices, with annual self-assessments and corrective actions to remove barriers in the workplace.
The six essential elements for a model EEO program are as follows:
1. Demonstrated Commitment from Agency Leadership: Post EEO Policy Statements in all offices and on bulletin boards. Demonstrate the value of EEO to the agency and employees. Seek input (e.g., using employee climate surveys and focus groups) regarding the workplace environment. Provide/request EEO training as needed.
2. Integration of EEO into the Agency's Strategic Mission: Encourage regular visits from the EEO Office to your work environment. The EEO team can assist leaders with evaluating workforce demographics and trends.
3. Management and Program Accountability: Make clear that all managers and supervisors share responsibility with EEO program and human resources officials for the successful implementation of EEO programs.
4. Proactive Prevention of Unlawful Discrimination: Ensure employees attend EEO training, (No FEAR/Anti-Harassment, EEO for New Employees, EEO for Supervisors) all of which are mandatory, prescheduled classes.
5. Efficiency: Ensure your approach to a situation is efficient, fair, and impartial. Managers should always be receptive to resolving issues at the lowest level.
6. Responsiveness and Legal Compliance: Ensure all final Negotiated Settlement Agreements (NSA) are monitored for compliance and timeliness.
For more information, visit EEOC.GOV.
The EEO Office on Fort Leonard Wood conducts several different types of training. This training includes No FEAR/Anti-Harassment Training, EEO for New Employees and EEO for Supervisors, all of which are mandatory, prescheduled classes. The EEO Office can also develop and deliver specific training by request.
If you are interested in scheduling a class for your directorate, section, work group or unit, please call (573) 596-0602.
ATIS No FEAR/Anti-Harassment Training Website: Search EEO-203A (Non-Supervisors) and EEO 203B (Supervisors)
It is the policy of the Department of the Army to provide equal employment opportunity to all qualified individuals with disabilities in accordance with the Rehabilitation Act of 1973 and to fully comply with all other legal and regulatory requirements.
Definition of Disability:
An Individual with a Disability is:
1. Someone with an actual disability which is a “qualified individual with a disability” is someone with a physical or mental impairment that “substantially limits” a “major life activity”; or
2. An individual with a record of such impairment; or
3. An individual who is “regarded as” having such an impairment.
Under the Equal Employment Opportunity Commission’s definition, major life activities include but are not limited to caring for oneself, performing manual tasks, walking, seeing, hearing, speaking, breathing, learning, and working.
Employees with a qualifying disability are encouraged to self-identify their disability status on MyBiz, OPM SF 256 for disability status reporting.
Religious Accommodation:
Under Title VII, an agency has the duty of reasonable accommodation for sincerely held religious beliefs and practices unless to do so would cause an undue hardship.
The Fort Leonard Wood EEO office processes and facilitates reasonable accommodation requests.
Job Accommodation Network (JAN) website
INSERT Computer/Electronic Accommodations Program (CAP) website
For more information, please call (573) 596-8048.
It is your right to file an EEO complaint. However, EEO laws only protect you against EMPLOYMENT ACTIONS when it involves unfair treatment/harassment because of your race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability (mental and physical), genetic information and reprisal because you complained about job discrimination, or engaged in the EEO discrimination complaint administrative process, investigation or lawsuit.
The Fort Leonard Wood EEO office operates as a neutral office. We do not take sides in your dispute. Our sole purpose is to assist in resolving your dispute as quickly as possible at the lowest level possible. Therefore, our office will always inform and counsel you on the various options (Alternative Dispute Resolution (ADR)/Mediation, Administrative Grievance, Merit System Protection Board (MSPB), or direct communication with normally inaccessible managers) to resolve your dispute quickly and at the lowest level.
Please note: Allegations of discrimination must be brought to the attention of an EEO official within 45 calendar days of the alleged action of the dispute being discriminatory. If you are interested in meeting with an EEO professional, or have questions regarding the EEO Complaint process please email the EEO Office Mailbox: usarmy.leonardwood.id-training.mbx.usag-flw-eeo@army.mil.
Virtual appointments are available if you are unable to come to the EEO Office.
Alternate Dispute Resolution (ADR) processes are alternative methods of helping employees resolve problems before the issues lead to legal processing. ADR involves an independent mediator who tries to resolve or narrow the areas of conflict. The use of ADR early in a complaint can result in the more efficient, cost-effective resolution of disputes with greater satisfaction for both parties.
The Fort Leonard Wood EEO Office can facilitate ADR depending on several factors. Not all issues are found to be appropriate for ADR, but requesting resolution through this process is highly recommended.
If you are interested in discussing ADR options and the process, please call (573) 596-0602, or email the EEO Mailbox: usarmy.leonardwood.id-training.mbx.usag-flw-eeo@army.mil.
Army Regulation 690-600 Equal Employment Opportunity Discrimination Complaints (dated, 6 February 2025)
Army Regulation 690-12 Army Equal Opportunity Program (dated 6 February 2025)
Army Directive 2025-10 Army Civilian Harassment Prevention and Response Program
AMC Command Policy Memorandum – Equal Employment Opportunity (EEO) Policy
Garrison Policy #17 – Equal Employment Opportunity
Garrison Policy #18 –Anti-Harassment
Garrison Policy #19 – Retaliation for Engaging in EEO Activity
Garrison Policy #33 – Reasonable Accommodations
1. U.S. Office of Personnel Management – No FEAR Act
2. U.S. Office of Personnel Management – No FEAR Act Notice
3. U.S. Equal Employment Commission – Discrimination by Type
4. U.S. Equal Employment Opportunity Commission – Federal EEO Complaint Processing Procedures
5. Army Regulation 690-600 – EEO Discrimination Complaints
6. U.S. Equal Employment Opportunity Commission – Enforcement on Reasonable Accommodation and Undue Hardship under ADA
7. U.S. Equal Employment Opportunity Commission – Questions & Answers: Federal Agencies’ Obligation to Provide Personal Assistance Services Under Section 501 of the Rehabilitation Act
8. U.S. Equal Employment Opportunity Commission – Pregnant Workers Fairness Act
9. U.S. Equal Employment Opportunity Commission – What You Should Know: Workplace Religious Accommodation
10. U.S. Department of Labor – Job Accommodation Network (JAN)
11. Department of Defense – Computer / Electronic Accommodations Program (CAP)
12. Army Regulation 690-12 – Equal Employment Opportunity Programs
13. U.S. Office of Special Counsel – Who Can File A Prohibited Personnel Practices Complaint?
14. U.S. Office of Special Counsel – Introduction To Prohibited Personnel Practices
15. U.S. Equal Employment Opportunity Commission – Harassment
16. U.S. Merit Systems Protection Board