DSN: 314-268-3828 DSN: 314-236-8829
Commercial: +44 1480843828 Commercial: +44 1280 848829
Email: 501csw.eo@us.af.mil Email: 501csw.eo@us.af.mil
Bldg 671, RAF Alconbury Bldg 49, RAF Croughton
Our Customers:
Active Duty, Retired Military, Family Members and Department of Air Force Civilians.
Our Vision:
To assist leaders in creating an inclusive culture of equality, respect, and diversity where all members contribute to mission accomplishment and rise to their greatest potential.
Our Mission:
To deliver model EO services which enhance unit cohesion, diversity and mission readiness by promoting a climate of respect and equality, free of unlawful discrimination and harassment for RAF Alconbury and its mission partners.
Customer Service Hours: 0800-1600
Equal Opportunity strives to accomplish its mission by promoting an environment free from personal, social or institutional barriers that could prevent members from rising to their highest potential. Our Vision: A diverse and inclusive environment that reflects the American people and leverages the talents of all members to maximize the Total Force’s Combat readiness and capabilities for the Joint Team. Military policies are in place to ensure the organizations conduct their affairs free from unlawful discrimination and sexual harassment. The policies also provide for equal opportunity and treatment for all members irrespective of their race, color, religion, national origin, sex, or in the case of civilian employees, genetic information act (GINA) age (40+), sexual orientation and transgender, and handicapping conditions except as prescribed by statue or policy.
DISCRIMINATION & SEXUAL HARASSMENT HOTLINE
The Air Force Discrimination and Sexual Harassment Hotline is available 24 hours a day. You can reach the hotline by calling 1-888-231-4058.
Air National Guard members can also contact the National Guard EO hotline at 703-607-5462 or 1-800-371-0617.
EQUAL EMPLOYMENT OPPORTUNITY COMPLAINT PROCESS
MILITARY –
Military members can start with either complaint process, informal or formal.
Informal Complaint
• No time limit to file complaint
• Allegation document by the EO office
• EO office notifies Commander who may appoint an investigation official to clarify allegations
• EO office should be used as a Subject Matter Expert by the investigating official
Formal Complaint
• Must file within 60 calendar day of alleged incident
• Allegation documented by the EO office
• EO office conducts the clarification investigation to determine whether discrimination occurred
• Clarification report forwarded to Commander to determine if any discipline is warranted
CIVILIAN –
The EO office remain neutral through out the process and cannot advise or represent the complainant or management. Civilian complaint process starts at the informal (pre-complaint) stage.
Informal Complaint (Pre-complaint)
• Must contact an EEO Counselor within 45 days of alleged action.
• EEO counselor conducts a limited inquiry and seeks resolution
• If resolution cannot be reached within 30 days a Notice of Right to File is issued to the complainant
• Complainant has 15 calendar days to respond and file a formal complaint
Formal Complaint
• After receipt of formal complaint, the EEO counselor will forward complaint to the Investigation and Resolution Division (IRD)
• IRD will conduct and investigation within 180 days
• Upon investigation completion complainant will have the right to request a hearing or a Final Agency Decision
AIR FORCE DISABILITY PROGRAM MANAGER
SAF.MRQ.Workflow@us.af.mil
Comm: 240-612-4006
DSN: 612-4006
Helpful Links
EQUAL EMPLOYMENT OPPORTUNITIES WEBSITE
AIR FORCE
Air Force Instructions DAFI 36-2710
NAVY/MARINES
NAVY EEO
MARINES EEO
Equal Employment Opportunity Governing Directives
EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
Title VII of the Civil Rights Act of 1964 prohibits discrimination in employment based on race, color, sex, national origin, or religion. Prohibits reprisal/retaliation for participating in the EEO process or opposing any unlawful employment practice covered by Title VII.
Americans With Disabilities Act of 1990 prohibits discrimination against qualified individuals with a disability in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment.
Civil Rights Act of 1991 provides additional remedies for intentional discrimination and unlawful harassment in the workplace.
AGE DISCRIMINATION IN EMPLOYMENT ACT
Age Discrimination in Employment Act (ADEA) prohibits discrimination in employment based on age (40 years of age and older).
REHABILITATION ACT OF 1973
Rehabilitation Act of 1973 Section 501 requires federal agencies to make reasonable accommodation for known limitations of federal qualified disabled applicants or employees.
EQUAL PAY AND COMPENSATION DISCRIMINATION ACT
Equal Pay and Compensation Discrimination Act prohibits employers from paying employees of one sex less wages than those of the opposite sex and defines equal work as the jobs being compared require equal skill, effort and responsibility, and are performed under similar working conditions.
MANAGEMENT DIRECTIVE (MD-110)
Management Directive (MD-110) - Equal Employment Opportunity Commission Directive for 29 C.F.R. 1614
Section 508 - Rehabilitation Act
The U.S. Department of Defense is committed to making its electronic and information technologies accessible to individuals with disabilities in accordance with Section 508 of the Rehabilitation Act (29 U.S.C. 794d), as amended in 1998.
For persons with disabilities experiencing difficulties accessing content on a particular website, please use the DoD Section 508 Form. In this form, please indicate the nature of your accessibility issue/problem and your contact information so we can address your issue or question.
For more information about Section 508, please visit the DoD Section 508 website.