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 reference (e).
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 complaint of prohibited discrimination or 
harassment allows a Marine or Sailor to receive appropriate services, 
and to disclose Personally Identifiable Information (PII) to an EOA 
without initiating an informal or formal MEO complaint via NAVMC 
11512 or Manpower Equal Opportunity Branch (MPE) approved form.
2.b.1. Equal Opportunity Advisors (EOAs) are the only personnel 
authorized to process confidential MEO complaints. 
2.b.2. A confidential complaint shall remain open for up to 60 
calendar days and may be converted to an informal or formal MEO 
complaint at any time during that period. 
2.b.3. The complaint must be closed on the 61st day, if not 
converted.
2.c. Confidential reports[IEO1.1] shall not result in command 
notification, inquiry, or investigation unless:
2.c.1. The Marine or Sailor making the complaint provides a written 
consent to waive confidentiality;
2.c.2. The complaint reveals a clear and present risk to health or 
safety of any person[IEO2.1];
2.c.3. The complaint reveals intent to commit a future crime or 
fraud;
2.c.4. Disclosure is required by federal law, state law, or 
Department of War (DoW) policy.
2.c.5. A military judge or federal court orders disclosure.
3.  Anonymous complaints.[IEO3.1]
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. Anonymous complaints of harassment, hazing, bullying, and sexual 
harassment will continue to follow the MEO policy, per reference (f)
[IEO4.1]. 
4.  Alternative dispute resolution[IEO5.1] (ADR).  Hereafter 
referred to as conflict resolution.[IEO6.1]
4.a. Where feasible, conflict resolution shall be offered before 
filing an informal or formal complaint, as a means of quickly and 
appropriately resolving MEO related concerns before they escalate to 
an official MEO complaint.
4.b. If a service member opts out of conflict resolution or if the 
process does not resolve the issue, the MEO complaint resolution 
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 when:
5.a.1. The complaint 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 conflict resolution or 
other informal means[IEO7.1];
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, Uniform Code of Military 
Justice (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 30 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 Convening Authority within five 
calendar days of the written determination per reference (a).
6.b. Appeal procedures will be incorporated into the next revision 
of reference (e).
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.  False Official Statements. False official statements may 
constitute a violation of article 107, UCMJ.
9.  Updated definitions of harassment, bullying and hazing in 
accordance with reference (a).
9.a. Harassment is conduct by a Service member or civilian employee, 
without a legitimate military or governmental purpose, that would 
be unwelcome or offensive to a reasonable person in the military 
environment, whether delivered verbally or nonverbally, including 
by written or electronic means, or in-person, that creates an 
intimidating, humiliating, or abusive environment.
9.b. Bullying is a form of harassment that involves repetitive, 
intentional hurtful conduct by an individual or a group, which 
intimidates, humiliates, torments, isolates, degrades, exploits, 
controls, or creates a risk of mental, physical, or emotional 
distress or harm.
9.c. Hazing is a form of harassment that involves intentional or 
reckless conduct by an individual or group, which humiliates, 
degrades, or creates mental, physical, or psychological injury or 
harm, or reasonably perceived as such, directly related to the 
affected Service member's affiliation, entry, advancement, 
reinstatement, change in status or position, or continued standing 
within a military unit, command, or DoW or military affiliated 
organizations regardless of whether the affected Service member 
consented to the activity.
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 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.