A U.S. civilian employee, former employee or applicant for employment who believes he or she has been discriminated against in an employment matter may file complaints of discrimination on one or more bases. Click on each word for an explanation of the policies covering types of discrimination:

• Race
• Color
• Religion
• Disability (physical or mental)
• National origin
• Sex-based discrimination
• Sexual harassment (*Sexual harassment complaints against a uniformed service member or DOD civilian can also be addressed under Section 1561 of Title l0, U.S. Code.)
• Age discrimination (age 40 and over) (In lieu of the individual complaints process for age complaints, the complainant may serve the Equal Employment Opportunity Commission with notice of intent to file a civil action and after 30 days, proceed directly into Federal Court)
• Retaliation (Reprisal for previous EEO protected activities or opposition to an unlawful employment practice under 29 CFR 1614)
• Genetic information (GINA)
• Employees claiming discrimination based on sexual orientation may seek redress from the Merit Systems Protection Board; the Office of Special Counsel; the Negotiated Grievance Procedures, if applicable or the Administration Grievance Procedure.

Complaints may be filed at Far East District's EEO Office or with the Department of Army.

U.S. Army Corps of Engineers Far East District Chief, EEO Manager Unit #15546 APO AP 96205-5546 Phone: DSN: 315 721-6096 In country: 0503-321-6096 From the U.S.: 011-82-503-321-6096

Director of Equal Employment Opportunity Compliance & Complaints Review Agency (EOCCR) 1st Floor, Room 109B 1901 South Bell St. Arlington, VA 22202-4508

Individual and class action complaints must first be presented to an EEO officer within 45 calendar days from the date of the matter alleged to be discriminatory, or in the case of a personnel action, within 45 calendar days of its effective date. Individuals may choose between participation in an alternative dispute resolution (ADR) process or traditional counseling. If ADR (mediation) is elected, arrangements will be made to mediate the dispute. If traditional counseling is elected, an EEO counselor will be assigned and will attempt to resolve the complaint during the pre-complaint process.
Click here to view the EEO complaint process chart.

Discrimination is unfair treatment or denial of privileges because of an individual’s membership in a protected group.

The EEO office is here to serve Army civilian employees assigned to the Far East District, U.S. Army Corps of Engineers, and other employees with whom the agency maintains servicing agreements.

Aggrieved individuals, covered under the Far East District, U.S. Army Corps Of Engineers EEO servicing agreement, who feel they have been discriminated against based on race, age (40 or older), color, national origin, disability (mental or physical), religion, sex, genetic information (GINA) and retaliation/reprisal based on past participation in protected EEO activities.

Retaliation, also referred to as reprisal, is the taking of any adverse action against an individual because of his or her prior participation in the EEO process or opposition to discriminatory practices.

Illegal discrimination as outlined in Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on race, color, religion, sex or national original. Additionally discrimination based on one’s age and religions are grounds for filing complaints of discrimination.

An EEO case is a situation where one perceives an injustice has occurred or a concerned should be addressed primarily because his/her: race, age-40 or older, color, national origin, disability-mental or physical, religion, sex and retaliation/reprisal based on past participation in protected EEO activities appear to be factors in the situation.

An employee grievance is an instance where one perceives an injustice has occurred or a concerned should be addressed, but illegal discrimination (race, age-40 or older, color, national origin, disability-mental or physical, religion, sex and retaliation/reprisal based on past participation in protected EEO activities) does not appear to be a factor in the situation.

An aggrieved individual should make contact with the EEO office not later than 45 calendar days from the alleged discriminatory event or at a point when the aggrieved became reasonably aware that she/he has experienced illegal discrimination.

The EEO office cannot provide a specific resolution date, time, and/or scenario. When multiple factors and parties are involved, full coordination of events must take place to resolve your issues. There are timeframes, however, surrounding the traditional EEO counseling and EEO counseling which includes ADR.

Under the traditional forms of EEO counseling, where no ADR is elected, the counselor has 30 calendar days to seek resolution to the matters raised during counseling.

Under EEO counseling where ADR is elected, the EEO counselor has 90 calendar days to seek resolution to the matters raised during counseling. If after the 30 or 90 days timeframe has passed-depending in which form of counseling is elected- and there is no resolution to the matters raised, the complainant will have 15 days to file a formal EEO complaint.

No; however, aggrieved individuals are encouraged to work cooperatively with their managers and supervisors on issues of concern prior to seeking EEO assistance.

Confidentiality is of utmost importance to meeting your needs. The EEO office may offer you anonymity in the pre-complaint/informal stage of your complaint. However, if you elect to file a formal case, your right to anonymity will be waived.

Alternative Dispute Resolution is a collection of efficient means of resolving disputes; mediation is a very popular and highly elected form of ADR.

Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature constitute sexual harassment when:

1. Submission to such conduct is made explicitly or implicitly a term or condition of employment;
2. Submission to or rejection of such conduct by an individual is used as the basis of employment decisions affecting an individual; or
3. Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment.

As a manager, you should review the allegations promptly and take immediate appropriate action. Appropriate actions might include: publicizing the organization’s zero tolerance policy; providing training; taking disciplinary action against the harasser; monitoring the situation on an ongoing basis and taking corrective action to create for the victim an employment situation absent alleged harassment.

Reasonable accommodations are adjustments or modifications to job application procedures, a job, employment practices, or a work environment that enable a qualified individual with a disability to enjoy equal employment opportunities. They are intended to enable qualified disabled individuals to perform the essential functions of a position, and designed to remove physical and procedural workplace or employment barriers.

Contact the EEO Office at commercial telephone number (Korea) 0503-321-6096 or (U.S.) 011-82- 503-321-6096 or DSN 315 721-6096