War Media Activity EEO Policy
It is the War Media Activity (WMA) policy to provide a workplace free from unlawful discrimination and harassment, and we have a zero-tolerance policy regarding sexual harassment. WMA prohibits workplace discrimination or harassment directed towards a person or group because of their: If you are a WMA employee or have applied for WMA employment, and you believe you experienced discrimination, you have the right to file a complaint of discrimination. To do that, you must start contact with an EEO counselor within 45 calendar days of the discrimination.
In EEO cases, the burden of proof rests primarily with the complainant (the employee alleging discrimination) to demonstrate a prima facie case of unlawful discrimination. This means the employee needs to provide evidence that their situation gives rise to an inference of discrimination. If the employee establishes this, the burden then shifts to the employer to present a legitimate, non-discriminatory reason for the action. Finally, the complainant must then demonstrate that the employer's reason is a pretext for discrimination.
Link to EEO Process Complaint Flowchart
Policy Letters
2025 12 10 DMA Policy Memo 1 - Equal Employment Opportunity and Military Equal Opportunity - WMA strictly prohibits discrimination in employment decisions based on age, color, disability, genetic information, national origin, race, religion, sex, pregnancy, reprisal, or any other non-merit-based factor.
2025 03 20 DMA Policy Memo 2 - Reprisal Policy - It is the policy of WMA that no person shall be subject to reprisal/retaliation for engaging in protected activity. Reprisal happens when a management official takes an unfavorable personnel action or withholds a favorable employment action because the individual engaged in protected activity.
2025 03 20 DMA Policy Memo 3 - Policy on Prevention of Workplace Harassment - It is the policy of WMA to provide employees with a work environment that is free from harassment. WMA personnel are responsible for acting professionally, not participating in harassing conduct, and promptly reporting such conduct.
2025 12 10 DMA Policy Memo 4 - Alternative Dispute Resolution - The Alternative Dispute Resolution (ADR) and Conflict Management Program enables early action and effective management of unresolved conflict across the agency. As required by references (a) through (e), ADR mends, maintains, and improves relationships by focusing on mutual interests and concerns, opens lines of communication, and offers mutually acceptable solutions to pending disputes.
Email: dma.meade.hqdma.mbx.dma-eeo@mail.mil
Federal Employee Anti-discrimination and Retaliation
The Notification and Federal Employee Anti-discrimination and Retaliation (No FEAR) Act of 2002 (Public Law No. 107-174) was passed by both houses of Congress and was signed into law by President Bush on May 15, 2002.
This landmark legislation became effective on October 1, 2003. The intent of the Act is to help ensure that federal agencies...
Demonstrate a commitment to ensuring that employees who pursue claims under the federal administrative equal employment opportunity (EEO) complaint process and who engage in whistleblower activities are protected and are not retaliated against; and, Act more expeditiously to resolve complaints that are raised at the administrative level when it is appropriate to do so.
No Fear Act Notification (Memorandum)
No Fear (Reports)
Model EEO Program
The six essential elements for a model EEO program, as described in MD-715, are as follows
a) Demonstrated commitment from agency leadership;
b) Integration of EEO into the agency's strategic mission;
c) Management and program accountability;
d) Proactive prevention of unlawful discrimination;
e) Efficiency; and
f) Responsiveness and legal compliance.
Agency Reports
This section explains the elements necessary to create and maintain the minimum requirements for MD-715's model EEO program, pursuant to Title VII of the Civil Rights Act of 1964 (Title VII), as amended, 42 U.S.C. § 2000e et seq., and Section 501 of the Rehabilitation Act of 1973 (Rehabilitation Act), as amended, 29 U.S.C. § 791 and the Americans with Disabilities Act Amendments Act of 2008 (Pub. L. 110-325). Although MD-715 imposes specific affirmative employment requirements under Title VII and the Rehabilitation Act, agencies must also comply with the laws enforced by EEOC.
Pre-Complaint Process (Informal)
If you believe that you have been discriminated against or harassed because of your:
- Race, Color, Religion,
- National Origin, Sex, Pregnancy,
- Age (40 and over),
- Disability,
- Genetic Information, OR
- Participation in the EEO process,
We will assign you an EEO counselor, who will:
- Provide information about the EEO process,
- Provide information about other options that are available,
- Provide a written explanation of your rights and responsibilities,
- Gather basic information about the discrimination or harassment,
- Determine your claims and your protected group, and
- Do a limited inquiry.
DMA prohibits retaliation if it is against people engaged in protected EEO activity, which includes:
- Being a part of the EEO complaint process
- Opposing discriminatory practices
A conflict case is a real or perceived case, can arise when the responsible management official who is alleged to have engaged in discriminatory conduct is within the EEO office, or has undue influence over EEO agency personnel
Formal Complaint Process
If the attempts to resolve informally have failed, you may file a formal EEO complaint with your EEO Office within 15 calendar days of receiving the Notice of Right to File a Discrimination Complaint.
The formal complaint must be file in writing with the following;
- Agency Complaint Form (provided by agency EEO Counselor)
- Agency Complaint Form Signed by you, or by your attorney
- Notice of Right to File (Issue by the EEO Director).
After we received your formal complaint, we will reply to tell you the date when we received your complaint. This date will be the postmark date, or the date you gave it to us in person or electronically opened by the staffer.
The agency will then give your EEO Counselor 30 calendar days to complete the EEO Counselor's Report and send a copy to you. In some cases, extension will be required.
The EEO Director will review the report and determine:
- Whether you filed your complaint in time
- Whether to accept it for formal EEO investigation or dismiss the case per Title 29 of the Code of Federal Regulations (CFR) Section 1614.107.