Implementation Guidance for Military Equal Opportunity Reform Initiatives

1.  Purpose. This MARADMIN provides immediate 
implementation guidance for the Marine Corps Military Equal 
Opportunity (MEO) program reforms directed by reference (a) pending 
revision of MCO 5354.1.
2.    Confidential reporting.
2.a. Effective immediately, the Marine Corps establishes a 
confidential reporting option for allegations of prohibited 
discrimination and harassment.
2.b. A confidential report of prohibited discrimination or 
harassment allows a Marine or Sailor to receive appropriate 
services, and to disclose Personally Identifiable Information (PII) 
to authorized personnel without initiating an informal or formal 
MEO complaint via NAVMC 11512 or MPE approved form.
2.c. Confidential reports shall not result in command notification, 
inquiry, or investigation unless:
2.c.1. The report reveals a specific and imminent threat of serious 
bodily harm or death;
2.c.2. The report reveals intent to commit a future crime or fraud;
2.c.3. Disclosure is required by federal law, DoW policy, or 
competent legal authority.
2.d. A reporting Marine or Sailor may request conversion of a 
confidential report to an informal or formal MEO complaint at any 
time.
2.e. Until further guidance is published, Equal Opportunity Advisors 
(EOAs) are designated as authorized recipients of confidential MEO 
reports.
3.    Anonymous reporting.
3.a. Anonymous allegations of prohibited discrimination or 
discriminatory harassment will not be processed as MEO complaints via 
NAVMC 11512 or MPE approved form.
3.b. Commanders may still take appropriate action based upon 
information received through anonymous sources.
3.c. MEO will continue to route processing anonymous complaints for 
sexual harassment, hazing and bullying per reference (f). 
4.    Alternative dispute resolution (ADR).
4.a. ADR, shall be offered in the form of conflict resolution where 
feasible when processing an informal complaint as a means of quickly 
and appropriately resolving MEO related concerns before they 
escalate.
4.b. If a service member opts out of conflict resolution or if the 
process does not resolve the issue, the MEO complaint process may be 
initiated or resumed prior to the completion of any command inquiry 
or investigation.
4.c. Participation in conflict resolution is voluntary by both 
parties.
5.    Dismissal of formal complaints.
5.a. Commanders may dismiss a formal MEO complaint without 
investigation after consultation with the command EOA and staff 
judge advocate general when:
5.a.1. The complaint is untimely and was filed more than 60 calendar 
days following the most recent incident, 120 calendar days following 
the most recent incident in the case of a Reserve member.
5.a.2. The allegation does not fall within the scope of MEO policy;
5.a.3. The complaint lacks sufficient or actionable information;
5.a.4. The matter has been resolved through ADR or other informal 
means;
5.a.5. The complainant requests withdrawal;
5.a.6. The complainant fails to respond to requests for information;
5.a.7. The complaint is duplicative;
5.a.8. The complaint is determined to constitute a false official 
statement in violation of article 107, UCMJ.
5.b. EOAs shall forward formal complaints to the appropriate 
commander within five calendar days of receipt.
5.c. Commanders shall determine whether a complaint will be 
dismissed within thirty calendar days of receipt.
5.d. Complainants shall be notified in writing of a dismissal 
decision within seven calendar days of the commander's determination.
6.    Appeals.
6.a. Complainants may appeal a dismissal decision to the next higher 
commander with General Court Martial Conveying Authority within five 
calendar days of the written determination per reference (a).
6.b. Appeal procedures will be incorporated into the next revision of 
MCO 5354.1.
7.    Favorable personnel actions. Commanders shall ensure favorable 
personnel actions previously delayed due to a MEO complaint are 
resumed or completed within seven calendar days of a complaint being 
dismissed or found unsubstantiated.
8.    Article 107.
8.a. Marines and Sailors who knowingly make false official statements 
may constitute a violation of article 107, UCMJ.
9.    Harassment definitions.
9.a. The definitions of harassment, bullying, and hazing contained in 
reference (a) are effective immediately and supersede conflicting 
policy language.
10.    Reporting requirements.
10.a. Major subordinate commands shall identify implementation gaps 
and provide status of compliance through their appointed EOA upon 
request by Manpower Equal Opportunity Branch (MPE), Manpower Plans 
and Policy Division (MP). Correspondence from the EOA to MPE Branch 
will be sent to the following organizational mailbox: 
smb_mpe_eo@usmc.mil.
10.b. Headquarters Marine Corps will provide implementation 
certification to the Office of the Secretary of War (OSW) in 
accordance with reference (a).
11.    This MARADMIN remains in effect until incorporated 
into MCO 5354.1H.
12. Release authorized by Lieutenant General William J. Bowers, 
Deputy Commandant for Manpower and Reserve Affairs.