6.2 The Military Equal Opportunity and Harassment Prevention Program (AR 600-20, Chapter 6)

The Military Equal Opportunity and Harassment Prevention Program (AR 600-20, Chapter 6)

Core Doctrine: AR 600-20, Chapter 6, retitled Military Equal Opportunity Policy and Program, is the governing authority. The current edition is dated 6 February 2025. That revision changed "gender" to "sex" throughout in accordance with Executive Order 14168, removed Diversity, Equity, Inclusion and Accessibility policy in accordance with Executive Order 14151, and moved SHARP out into AR 600-52. Quote the current bases, not a legacy list.

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1. Policy

The MEO Program exists to "maximize human potential and to ensure fair treatment for all Soldiers based solely on merit, performance, and potential in support of readiness." Commanders are responsible for sustaining a positive EO climate, and commanders' evaluations include an assessment of their compliance with MEO policy.

AR 600-20, paragraph 6-2b defines the standard:

Discrimination occurs when someone, or a group of people, is harassed, intimidated, insulted, humiliated, or is treated less favorably than another person or group, because of their race, color, sex, national origin, religion, or sexual orientation.

It expressly includes the use of disparaging terms on those bases that contributes to a hostile work environment.

The policy applies on and off post, during duty and non-duty hours, and to work, living, and recreational environments including on- and off-post housing. Violations may be punished under UCMJ Articles 92, 133, or 134.

Members of the Army will not:

1. Retaliate against a member who files a discrimination or harassment complaint;
2. Knowingly make a false accusation of discrimination; or
3. While in a supervisory or command position, condone or ignore discrimination, harassment, disparaging terms, or a hostile work environment.

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2. The Six Protected Bases

Board distinction — MEO vs. EEO. The military EO program under AR 600-20 covers Soldiers. The civilian Equal Employment Opportunity (EEO) program under AR 690-12 and AR 690-600 covers DA Civilians and prohibits discrimination because of race, color, religion, sex, national origin, age, disability, genetic information, or reprisal. Complaints from DA Civilians, including complaints against Soldiers, are processed under the civilian system.

Language. The operational language of the Army is English. Commanders may require English when performing official duties but may not require it for personal communications unrelated to official duties.

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3. Program Staffing

The 2025 revision renamed the unit-level position. Know both the new and old terms:

This is a favorite trap. AR 600-20 states flatly: "MEO and harassment complaints are received by MEO professionals (MEO PM, MEO SGM, MEO advisor, MEO specialist) or commanders. Complaints cannot be received by EOLs." The EOL assists with training, climate monitoring, and observances — not intake.

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4. Complaint Processing

The complaint processing system addresses unlawful discrimination on the six bases and harassment, which includes hazing, bullying, and other discriminatory harassment. Concerns raised or resolved outside the system are problem resolution or leadership actions, not complaints. Allegations of criminal behavior are referred to law enforcement.

Anonymous complaints

The commander determines whether an anonymous complaint contains enough information to proceed as informal or formal, and the commander is entered as the complainant on DA Form 7279. If insufficient, the information is documented in a memorandum for record with the date and time received, the facts, and the resolution.

Informal complaints

An informal complaint is one the Soldier does not wish to file in writing on DA Form 7279. It may be resolved by the complainant addressing the offending party, a peer, someone in or outside the chain of command or NCO support channel, or the MEO professional. When practical, an informal complaint should be resolved within 60 calendar days. Informal actions taken before involving a commander or MEO professional are not tracked in the MEO database.

Formal complaints

• Filed in writing on DA Form 7279 (Equal Opportunity and Harassment Complaint Form), and the complainant swears to its accuracy before a commissioned officer or other person authorized to administer oaths under UCMJ Article 136.
• Filing window: 60 calendar days from the alleged incident. A late complaint may still be investigated at the commander's discretion, weighing the reason for delay, witness availability, and whether a fair inquiry is still possible.
• Filed at the lowest echelon of command (battalion, company, or equivalent) that can deliver a thorough, expeditious, and unbiased investigation.
• Within 3 calendar days of receipt, the MEO professional refers the complaint to the subject's commander.
• The complaint states the EO basis and a requested remedy.
• The MEO professional prepares a reprisal plan for the commander to issue to the complainant, the subject, the chains of command and supervision, and the witnesses.
• Follow-up cadence: the MEO professional suspenses follow-up with the commander, complainant, and subject at 14 days, every 14 days thereafter until resolved, and 30 days after the commander's final decision. Follow-up activity is annotated on DA Form 7279-1 (Equal Opportunity and Harassment Complaint Resolution Assessment Form) and provided to the commander no later than 5 days after each follow-up assessment.
• Resolution target: 60 days or less, when practical.
• Knowingly submitting a false complaint may be punishable under the UCMJ, and the complainant is advised of that at intake.
• A complaint against a promotable colonel, an active or retired general officer, an inspector general of any component, a member of the Senior Executive Service, or executive schedule personnel is transferred directly to the Department of the Army Inspector General Investigations Division within 2 working days of receipt when practical.

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5. Hazing, Bullying, and Related Prohibitions

Harassment under AR 600-20 includes hazing and bullying, which is why they enter through the same complaint channel.

Not everything unpleasant is hazing. AR 600-20 states that the imposition of necessary or proper duties and the requirement of their performance does not violate the policy even though the duties may be arduous, hazardous, or both, and that the physical and mental hardships associated with operations or operational training and lawful punishment are not hazing or bullying.

Coming change: an Army-wide message announced that a forthcoming AR 600-28 (Army Military Equal Opportunity Program and Army Harassment Prevention and Response Program) will update confidential reporting, anonymous complaints, alternative dispute resolution, dismissal procedures, and the definitions of harassment, bullying, and hazing. Until it is published, AR 600-20 Chapter 6 controls — a good board answer notes both.

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6. Command Climate

Command climate assessment sits in AR 600-20, paragraph 6-5. Commanders initiate an assessment using the Defense Organizational Climate Survey (DEOCS) within 60 calendar days of assuming command for the Active Component (120 days for USAR and ARNG), and annually thereafter. NCOs are the sensors: you see the barracks, the motor pool, and the group chats before any survey does.