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Army  EO Program AR 600-20 Ch 6

1. Q.What does AR 600-20 cover?
A: Army Command Policy


2. Q.What Chapter covers the EO Program in AR 600-20?
A: Chapter 6

3. Q.What does Ch 6 of AR 600-20 Cover?
A: The Army’s EO Program

4. Q.Para 6-1What is the purpose of the EO Program?
A: EO Program formulates, directs, and sustains a comprehensive effort to maximize human potential and to ensure fair treatment for all persons based solely on merit, fitness, and capability in support of readiness

5. Q.Para 6-1 what is the EO Policy based on?
A: fairness, justice, and equity


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6. Q.Para 6-1 Who is responsible for maintaining a positive EO climate in the unit?
A: the commander

7. Q.Para 6-1 What are the goals of the EO program?
A: 1. Provide EO for military personnel and Family members, both on and off post and within the limits of the laws of localities, states, and host nations 
2. Create and sustain effective units by eliminating discriminatory behaviors or practices that undermine teamwork, mutual respect, loyalty, and shared sacrifice of the men and women of America’s Army

8. Q.Para 6-2 When does the Army’s EO policy apply?
A: 1. Applies both on and off post, during duty and non-duty hours 
2. Applies to working, living, and recreational environments 


9. Q.Para 6-2 What is Discrimination?

A: Any action that unlawfully or unjustly results in unequal treatment of persons or groups based on race, color, gender, national origin, or religion


10. Q.Para 6-2 What is Disparaging Terms?
A: Terms used to degrade or connote negative statements pertaining to race, color, gender, national origin, or religion.  This includes verbal statements, printed material, visual material, signs, symbols, posters, or insignia


11. Q.Para 6-2 What is Equal Opportunity?
A: The right of all persons to participate in, and benefit from, programs and activities for which they are qualified


12. Q.Para 6-2 How should Soldiers be evaluated?
A: individual merit, fitness, and capability, regardless of race, color, sex, national origin, or religion


13. Q.Para 6-2 What is gender discrimination?
A: action taken by an individual to deprive a person of a right because of their gender


14. Q.Para 6-2 What is National Origin?
A: An individual’s place of origin or that of an individual’s ancestors; a person who has the physical, cultural, or linguistic characteristics of a national group


15. Q.Para 6-2 What is Prejudice?
A: A negative feeling or dislike based upon a faulty or inflexible generalization (that is, prejudging a person or group without knowledge or facts) example is thinking that someone with a southern accent is unintelligent or uneducated because they speak slower


16. Q.Para 6-2 What is Race?
A: A division of human beings identified by the possession of traits transmissible by descent and that is sufficient to characterize persons possessing these traits as a distinctive human genotype


17. Q.Para 6-2 What identifies a person as American Indian or Alaska Native?
A: A person having origins in any of the original peoples of North and South America (including Central America) and who maintains tribal affiliation or community attachment


18. Q.Para 6-2 What identifies a person as Asian?
A: A person having origins in any of the original peoples of the Far East, Southeast Asia, or the Indian subcontinents including, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand, and Vietnam


19. Q.para 6-2 What identifies a person as Black or African American?
A:  Black or African American. A person having origins in any of the black racial groups of Africa


20. Q.Para 6-2 What identifies a person as Native Hawaiian or other Pacific Islander?
A: A person having origins in any of the original peoples of Hawaii, Guam, Samoa, or other Pacific Islands 


21. Q.Para 6-2 What identifies a person as White? 
A: person having origins in any of the original peoples of Europe, the Middle East, or North Africa


22. Q.Para 6-2 What identifies a person as Hispanic or Latino?
A: A person of Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish culture of origin, regardless of race. The term “Spanish origin,” can be used in addition to “Hispanic or Latino.”


23. Q.Para 6-2 What is Racism?
A: Any attitude or action of a person or institutional structure that subordinates a person or group because of skin color or race


24. Q.Para 6-2 What is Sexism?
A: Attitudes and beliefs that one gender is superior to another


25. Q.Para 6-3 What does EOA stand for?
A: Equal Opportunity Advisor 


26. Q.Para 6-3 At what level should there be an EOA?
A: at BDE and higher level


27. Q.Para 6-3 What is EOR?
A: Equal Opportunity Representative


28. Q.Para 6-3 What level should have EOR’s?
A: company and BN levels 


29. Q.Para 6-3 What must the rank of an EOR be?
A: SGT (P) and above only


30. Q.Para 6-3 What is the Army’s EO/Sexual Harassment Assistance Line number?
A: 1–800–267–9964


31. Q.Para 6-3 When must a Commander conduct a Command Climate survey after taking command?
A: Within 30 days of assuming command


32. Q.Para 6-3 How often should commander’s conduct Command Climate surveys?
A: within 30 days of command, again after 6 months and then annually


33. Q.Para 6-3 Are Commanders required to provide feedback of Command Climate Surveys to subordinates?
A: Yes, Commanders are required to provide timely feedback to subordinates with 30 days of conducting the Command Climate Survey


34. Q.Para 6-6 What must happen if someone is removed from EO Duty?

A: The NCO or Officer must receive a “Relief for Cause”  Evaluation immediately after being relieved


35. Q.Para 6-8 What are some reasons that a place may be placed “Off Limits”?

A: public accommodations and establishments falsely claiming to be private clubs (fraternal or otherwise) with discriminatory policies and practices against Soldiers in a Command


36. Q.Para 6-8 Who is the Approving Authority to place an off post establishment Off Limits?

A: The Armed Forces Disciplinary Control Board


37. Q.Para 6-9 What are the individual Rights of Soldiers, Family Members and DA Civilians when processing EO Complaints?

A: 1. Present a complaint to the command without fear of intimidation, reprisal, or harassment

2. Communicate with the commander concerning their complaints

3. Receive assistance when submitting a complaint

4. Receive training on the Army’s EO complaint and appeals process


38. Q.Para 6-9 What is the Responsibility of the individual filing an EO Complaint?

A: 1. Advising the command of any incidents of sexual harassment and unlawful discrimination complaints and providing the command an opportunity to take appropriate action to rectify/resolve the issue

2. Submitting only legitimate complaints and exercising caution against unfounded or reckless charges


39. Q.Para 6-9 What is the first thing that someone should attempt if they have an EO Issue?

A: It is recommended that the individual attempt to resolve a complaint by first informing the alleged offender that the behavior must stop


40. Q.Where in AR 600-20 does it list how to file a complaint?

A: Appendix D


41. Q.Para 6-9 What regulation governs the investigations of EO Complaints?

A: AR 15-6


42. Q.Para 6-9 If a Leader has not supported the EO program, what must the Rater do?

A: The Rater should annotate this on the NCOER or OER 


43. Q.Para 6-9 What should a Rater put on the NCOER?

A: “Does not support EO” in the performance section or place a “NO” in the values section and place a bullet in values section


44. Q.Para 6-9 What should a Rater put on an OER?

A: : “Does not support EO”  in the Respect section of the OER


45. Q.Para 6-14 What does EOAP Stand for?

A: Equal Opportunity Action Plan


46. Q.Para 6-14 What is an EOAP?

A: planned, achievable steps that eliminate practices denying fair and equitable treatment to Soldiers and their Families, and that monitor progress toward these goals


47. Q.Para 6-14 When must units review EOAP’s?

A: Annually


48. Q.Para 6-19 Why are EO special/ethnic observances conducted?

A: to enhance cross-cultural awareness among all Soldiers, civilian employees, and their Families 


​49. Q.Para 6-19 What are observances designed to recognize?

A: the achievements and contributions made by members of specific racial, ethnic, or gender groups in our society


50. Q.App D-1 What is an EO Complaint?

A: complaints that allege unlawful discrimination or unfair treatment on the basis of race, color, religion, gender, and national origin


51. Q.App D-1 Where are the procedures for handling EO complaints from Civilian Personnel?

A: AR 690-600


52. Q.App D-1 What are the two types of EO Complaints?
A: Formal and Informal 


53. Q.App D-1 What is an Informal Complaint?

A: any complaint that a Soldier or Family member does not wish to file in writing


54. Q.App D-1 How can Informal Complaints be resolved?

A: directly by the individual, with the help of another unit member, the commander or other person in the complainant’s chain of command


55. Q.App D-1 What are some actions taken to resolve Informal Complaints?

A: discussion, problem identification, and clarification of the issues


56. Q.App D-1 What is the time suspense of an Informal complaint?

A: There is no time Suspense for an Informal complaint


57. Q.App D-1 What should anyone working on the resolution of informal complaints do at a minimum?

A : at a minimum complete a Memorandum of Record


58. Q.App D-1 What are some other Channels that a person can use to file a complaint if the complaint is against the Chain of Command?

A: 1. Someone in a higher echelon of the complainant’s chain of command

2. Inspector General

3. Chaplain

4. Provost marshal

5. Medical agency personnel

6. Staff judge advocate

7. Chief, Community Housing Referral and Relocation Services Office


59. Q.App D-1 Are Informal Complaints required to be Confidential?

A: No except for a Chaplain or Lawyer


60. Q.App D-1 What is a Formal Complaint?

A: a complainant files in writing and swears to the accuracy of the information and Formal complaints require specific actions, are subject to timelines, and require documentation of the actions taken


61. Q.App D-1 What is the form used to file a Formal Complaint?

A: DA Form 7279 (Equal Opportunity Complaint Form)


62. Q.App D-1 How long do Soldiers have to file a Formal Complaint?

A: 60 days from the incident 


63. Q.App D-1 Who should a Formal Complaint be filed with?

A: with the commander at the lowest echelon of command at which the complainant may be assured of receiving a thorough, expeditious, and unbiased investigation of the allegations


64. Q.App D-1 Other than the Commander where else can a person file a Formal Complaint?

A: 1. Someone in a higher echelon of the complainant’s chain of command

2. Inspector General

3. Chaplain

4. Provost marshal

5. Medical agency personnel

6. Staff judge advocate

7. Chief, Community Housing Referral and Relocation Services Office


65. Q.App D-3 If a complaint is filed with the Inspector General (IG) what are the timelines of the complaint?

A: There are no timelines for the complaint if filed with IG, it is taken as an Inspector General Action request


66. Q.App D-4 When must a commander report a Formal complaint to the first General Courts-Martial Convening Authority (GCMCA)?

A: within 3 days of receiving the Formal Complaint


67. Q.App D-4 When is the Commander required to submit a Progress report to the GCMCA?
A: at 21 days and then every 14 days thereafter


68. Q.App D After receiving a Complaint, what type of “Plan” must a commander initiate?

A: a plan to protect the complainant, any named witnesses, and the subject from acts of reprisal


69. Q.App D-6 What are the required enclosures for an investigative report?

A: 1. Orders of appointment as investigating officer

2. Copy of the DA Form 7279 with attached continuation sheets

3. Copy of the completed/initialed commander’s plan to prevent reprisal 

4. List of questions developed with EOA

5. Statements/synopses of interviews with complainant(s), named witnesses, and subject(s) and relevant members of the chain(s) of command

6. Copies of supporting documents

7. Description/assessment of unit policies,  procedures that may have contributed to perceptions of unlawful discrimination or sexual harassment within the unit

8. Written approval of next higher echelon commander for any approved extensions

9. Written explanation of extenuating circumstances that prevented the investigating officer from interviewing any named witnesses, complainants, or subjects

10. Written review by the EOA


70. Q.App D-6 What is the purpose of the Investigation?

A: to determine to the maximum extent possible what actually occurred, to assess the validity of allegations made by the complainant, to advise the commander of any leadership or management concerns that might contribute to perceptions of unlawful discrimination and poor unit command climate, and to recommend appropriate corrective actions


71. Q.App D-6 What is the required Initial Actions of an investigation by the commander?

A: The Commander will provide the investigating officer a copy of orders assigning him or her as the investigating officer and the initiated DA Form 7279, which identifies the complainant and lists the allegations to be investigated


72. Q.App D-6 What are the Army Regulations that should be used during an Investigation?

A: AR 15–6 and AR 600–20


73. Q.App D-6 Who should the Investigating Officer meet with prior to conducting the Investigation?

A: SJA and the EOA 


74. Q.App D-6 Who is the Investigating Officer required to interview for the Investigation?

A: every individual who may have firsthand knowledge of the facts surrounding the validity of the allegations


75. Q.App D-6 What must the investigating officer do prior to questioning any Soldier?

A: They should give the Soldier their ART. 31 rights warnings


76. Q.App D-6 Where should the investigating officer record that rights have been given to the Soldier?

A: DA Form 3881 (Rights Warning Procedure/Waiver Certificate)


77. Q.App D-6 What should the investigating officer do to complete the investigation report?
A: review the evidence, determine if the investigation adequately addresses allegations, make factual findings about what occurred, and provide recommendations consistent with the findings


78. Q.App D-6 What is required during the EOA review of the investigation?

A: A meeting with the investigating officer and the EOA must review the report and attach a memorandum documenting his/her review


79. Q.App D-6 What items are required enclosures to the report presented to the appointing authority?

A: 1. Orders of appointment as investigating officer

2. Copy of the DA Form 7279 with attached continuation sheets

3. Copy of the completed/initialed commander’s plan to prevent reprisal 

4. List of questions developed with EOA

5. Statements/synopses of interviews with complainant(s), named witnesses, and subject(s) and relevant members of the chain(s) of command

6. Copies of supporting documents

7. Description/assessment of unit policies, procedures that may have contributed to perceptions of unlawful discrimination or sexual harassment within the unit

8. Written approval of next higher echelon commander for any approved extensions

9. Written explanation of extenuating circumstances that prevented the investigating officer from interviewing any named witnesses, complainants, or subjects

10. Written review by the EOA


80. Q.App D-7 By what actions are a complaint resolved?

A: A complaint is resolved by action to restore benefits and privileges lost because of unlawful discrimination or sexual harassment


81. Q.App D-7 After legal review, what must the appointing authority decide?

A: the appointing authority will decide whether further investigation is necessary or whether to approve all or part of the findings and recommendations


82. Q.App D-7 Where will actions taken by the commander and the chain of command will be annotated?

A: on the DA Form 7279, Part III


83. Q.App D-7 Where is an allegation of discrimination that is substantiated be annotated?

A: on the DA Form 7279, Part II


84. Q.App D-7 When an allegation of discrimination is substantiated what must the Commander decide?

A: what corrective action to take


85. Q.App D-7 What are the two types of corrective action that the Commander can choose?

A: 1. administrative

2. Punitive


86. Q.App D-7 How is a complaint determined to be substantiated?

A: a complaint that, after the completion of an inquiry or investigation, provides evidence to indicate that the complainant was more likely than not treated differently because of his or her race, color, national origin, gender, or religious affiliation


87. Q.App D-7 How is a complaint determined to be unsubstantiated?

A: A complaint for which the preponderance of evidence (that is, the greater weight of evidence) does not support and verify that the alleged unlawful discrimination or sexual harassment occurred


88. Q.App D-7 When must the commander provide written feedback to the complainant?

A: not later than the 14th calendar day after receiving the complaint and then provide updates every 14 calendar Days


89. Q.App D-8 How many days does a Soldier have to appeal a finding?

A: 7 days


90. Q.App D-8 How many days does a commander have to forward an appeal to next higher commander?

A: 3 days


91. Q.App D-8 How many days does the next higher commander have to review an appeal?
A: 14 days


92. Q.App D-10 How many days does an EOA have to conduct a follow-up assessment of all formal EO and sexual harassment complaints, both for substantiated and unsubstantiated?

A: 30-45 days


93. Q.App D-10 What is the purpose of the EO follow-up assessment?

A: to measure the effectiveness of the actions taken and to detect and deter any acts or threats of reprisal


94. Q.App D-11 How long must the EOA maintain the file on closed EO complaints?

A: 2 years


95. Q.App D-12 What may happen to Soldiers who file a false complaint?

A: may be punished under the UCMJ

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