Equal Employment Opportunity Strategy and Integration Directorate (EEO)

The Equal Employment Opportunity Strategy and Integration Directorate mission focus is to strive to attract, recruit, develop, and retain a high quality, total force, in order to leverage the nations resources for strategic advantage in the Air Force, joint service, and coalition partner operations.

DISABILITY PROGRAM MANAGEMENT PROGRAM

The Disability Program Management Program   communicates the needs of individuals with disabilities and information relevant to ensuring Air Force compliance with Disability Programs, employment initiatives and federal law. 

1. A Reasonable Accommodation is any modification or adjustment to a job, employment practice, the work environment, or the way things are usually done that allows a qualified individual with a disability to apply for a job, perform job functions, or enjoy equal access to benefits available to other individuals in the workplace. Reasonable Accommodation of Disability is covered under DAFI 36-2710, Chapter 14.
   1. Qualified Individual with a Disability is an individual with a physical or mental impairment, or a record of having such impairment, that substantially limits one or more major life activities, who can, with or without reasonable accommodation, perform the essential functions of the position that the individual holds or desires. A qualified individual with a disability does not include any employee or applicant who is currently engaging in the illegal use of drugs.
       
2. Schedule A is an Excepted Service Hiring Authority permitted by 5 CFR 213.3102 (u), that can serve as a quick and efficient means to increase the recruitment, hiring, advancement and retention of qualified individuals with intellectual disabilities, severe physical disabilities, or psychiatric disabilities. This authority allows federal agencies to hire individuals with severe physical disabilities, psychiatric disabilities, and intellectual disabilities without going through the traditional competitive hiring process. Such individuals may qualify for conversion to permanent status after two years of satisfactory service.
   1. Schedule A, 5 CFR 213.3102 (II), this excepted authority is used to appoint positions as needed of readers for blind employees, interpreters for deaf employees and personal assistants for handicapped employees.
       
3. Disability Retirement - You must, while employed in a position subject to FERS, have become disabled, because of a disease or injury, for useful and efficient service in your current position. The disability must be expected to last at least one year. Your agency must certify that it is unable to accommodate your disabling medical condition in your present position and that it has considered you for any vacant position in the same agency at the same grade/pay level, within the same commuting area, for which you are qualified for reassignment.  Under the disability retirement procedures promulgated by the OPM, reassignment to a lower grade will be considered whenever an employee seeks disability retirement. There is no minimum age but you must have completed at least 18 months of Federal civilian service which is creditable under FERS.

INSTALLATION AFFIRMATIVE EMPLOYMENT BRANCH

The Affirmative Employment Program is implemented to ensure equal opportunity in all personnel administration and management matters throughout the employment lifecycle, including recruitment, outreach, hiring, retention, training, development, promotions, awards, and separations. This program strives to ensure the Air Force is proactively recruiting, hiring, promoting, and retaining an effective workforce.

INSTALLATION EQUAL OPPORTUNITY BRANCH

The Equal Opportunity (EO) Branch ensures equal opportunity compliance, provides proactive human relations services, and champions the Air Force's policy of zero tolerance for unlawful discrimination and sexual harassment for all agency employees, Air Force members, and tenants.

The EO office also processes complaints of non-sexual harassment, hazing, and bullying for Air Force service members.

Email to Robins EO Branch: 78abw.eo.workflow@us.af.mil

Links
MEO Complaints (Service Members)
EEO Complaints (Civilians)

ANTI-HARASSMENT BRANCH

The Anti-Harassment Branch leads strategic communication and utilizes tools to educate and highlight equal employment opportunities for all at the individual, organizational, and operational levels. The Anti-Harassment branch also reviews and approves all installation EEO training and marketing materials. Lastly, the Anti-Harassment branch assists employees and the chain of command with taking the appropriate steps to mitigate and eliminate all forms of harassment and workplace bullying.

DoDI 1020.03  Harassment Prevention and Response in the Armed Services  
DoDI 1020.04  Harassment Prevention and Response for DoD Civilian Employees