Study guide
6.2 The Military Equal Opportunity and Harassment Prevention Program (AR 600-20, Chapter 6)
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1 The Promotion Board Process, Eligibility, and Preparation
1.1 AR 600-8-19 Board Eligibility, TIS/TIG Zones, and PME Requirements 1.2 Board Proceedings, Protocol, Uniform Inspection, and Boardroom Bearing 1.3 Promotion Points, the AFT Conversion, IPPS-A, and Monthly Cutoff Scores 1.4 Board Preparation: Study Plan, Current Events, and World Affairs 1.5 Situational Questions, ICTL Proficiency, and Board Scenario Technique
2 Uniform Standards, Grooming, and Awards (AR 670-1, AD 2025-18, AR 600-8-22)
2.1 ASU and AGSU Configuration, Insignia, Badges, and Awards Placement 2.2 Hair, Cosmetics, Fingernails, and Jewelry Standards (AD 2025-18) 2.3 Wear of Combat Uniforms, Duty Accessories, and Body Modification & Tattoo Policies 2.4 Facial Hair, Medical Exceptions to Policy, and Religious Accommodation 2.5 The Army Awards and Decorations System (AR 600-8-22)
3 Army Leadership & Doctrine (ADP 6-22 & FM 6-22)
3.1 The Army Leadership Requirements Model: Attributes and Competencies 3.2 Leadership Levels, Dynamics, Command Climate, and the Warrior Ethos 3.3 The Counseling Process (ATP 6-22.1 & DA Form 4856) 3.4 The Evaluation Reporting System & NCOER (AR 623-3 & DA Form 2166-9 Series)
4 Customs, Courtesies, and Military Traditions (AR 600-25 & TC 3-21.5)
4.1 Saluting Protocols, Courtesies to Officers, and Hand Salute Standards 4.2 National Flag Etiquette, Colors, Reveille, Retreat, and Honors to the Nation 4.3 Drill and Ceremonies Fundamentals (TC 3-21.5) and Formations 4.4 Rank Structure, Chain of Command, the NCO Support Channel, and Unit Organization
5 Army History, Heritage, and Creeds
5.1 Army Birthday, Continental Army Foundations, and Historical Milestones 5.2 Evolution of the NCO Corps and the Sergeant Major of the Army 5.3 Major American Campaigns and Military Battle History 5.4 The Army Values, The Soldier's Creed, and The NCO Creed
6 Army Programs, Command Policy, and Soldier Readiness
6.1 SHARP Under AR 600-52: Reporting Options, Complaint Processing, and the OSTC 6.2 The Military Equal Opportunity and Harassment Prevention Program (AR 600-20, Chapter 6) 6.3 Army Substance Abuse Program (ASAP) and SUDCC (AR 600-85) 6.4 Soldier and Family Support Programs: AER, Red Cross, ACS, EFMP, and BOSS 6.5 Suicide Prevention, Behavioral Health, and Resilience 6.6 Prohibited Activities: Extremism, Retaliation, Prohibited Relationships, and Political Activity 6.7 Retention, Reenlistment, and the Career Counseling of Subordinates
7 Tactical Combat Casualty Care & First Aid (TC 4-02.1 & ATP 4-02.83)
7.1 TCCC Phases of Care: Care Under Fire, Tactical Field Care, and TACEVAC 7.2 MARCH PAWS Assessment: Massive Hemorrhage and Airway Management 7.3 Respiration, Circulation, Shock, Burns, and Environmental Injuries 7.4 9-Line MEDEVAC Request Protocol and Tactical Evacuation Procedures
8 CBRN Defense & Force Protection (ATP 3-11.32 & AR 525-13)
8.1 CBRN Hazards, Chemical Agent Classifications, and Physiological Effects 8.2 MOPP Gear Levels, Protective Mask PMCS, and Decontamination 8.3 Antiterrorism, Physical Security, and Force Protection Conditions (AR 525-13)
9 Weapons, Land Navigation, and Physical Readiness
9.1 M4/M16 Rifle Characteristics, Clearing, Malfunctions, and Weapons Safety (TC 3-22.9) 9.2 Map Reading, Grid Coordinates, and Marginal Information (TC 3-25.26) 9.3 Land Navigation: Terrain Features, Azimuths, Intersection, and Resection 9.4 Holistic Health and Fitness, the Army Fitness Test, and the Combat Field Test 9.5 The Army Body Composition Program and the Waist-to-Height Standard (AD 2026-13) 9.6 Crew-Served Weapons, Sidearms, and Munitions
10 Military Justice, the Law of War, and Duty
10.1 The UCMJ, Article 15 Non-Judicial Punishment, and Courts-Martial 10.2 The Code of Conduct, the Law of War, and Rules of Engagement 10.3 Guard Duty, the Three General Orders, and Operations Security
11 Training Management and Unit Sustainment
11.1 Training Management: ICTL, the Digital Job Book, and Sergeant's Time Training 11.2 Maintenance, Supply Discipline, and Property Accountability
6.2 The Military Equal Opportunity and Harassment Prevention Program (AR 600-20, Chapter 6)
Key Takeaways Explain This Topic AI
AR 600-20 Chapter 6 (Military Equal Opportunity Policy and Program), dated 6 February 2025, protects Soldiers from discrimination based on race, color, sex, national origin, religion, or sexual orientation.
The complaint processing system covers both unlawful discrimination on those bases and harassment, which expressly includes hazing, bullying, and other discriminatory harassment.
The collateral-duty unit position is now the Equal Opportunity Leader (EOL); EOLs may NOT receive complaints, which must go to an MEO professional or a commander.
A formal complaint is sworn on DA Form 7279 within 60 calendar days of the incident; the MEO professional refers it to the subject's commander within 3 calendar days, with 14-day follow-ups recorded on DA Form 7279-1.
The civilian Equal Employment Opportunity program under AR 690-12 and AR 690-600 covers DA Civilians and adds age, disability, genetic information, and reprisal as protected bases.
Last updated: September 2026
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.
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:
- Retaliate against a member who files a discrimination or harassment complaint;
- Knowingly make a false accusation of discrimination; or
While in a supervisory or command position, condone or ignore discrimination, harassment, disparaging terms, or a hostile work environment.
2. The Six Protected Bases
- # Basis
- 1 Race
- 2 Color
- 3 Sex
- 4 National origin
- 5 Religion
- 6 Sexual orientation
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.
3. Program Staffing
The 2025 revision renamed the unit-level position. Know both the new and old terms:
Role Level Status Complaint authority
Equal Opportunity Leader (EOL) — formerly Equal Opportunity Representative Company and battalion Collateral duty, appointed in writing May NOT receive complaints
- MEO advisor / MEO specialist Brigade and above Full-time MEO professional May receive complaints
- MEO sergeant major / MEO program manager Senior echelons Full-time MEO professional May receive complaints
- Commander Any level Command May receive complaints
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.
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.
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.
Hazing Bullying
Purpose Initiation, rite of passage, or condition of inclusion in a unit or specialty Aggression intended to harm, humiliate, isolate, or exclude
Consent Consent is not a defense Non-consensual by nature
Examples "Blood pinning," forced consumption, unauthorized abusive calisthenics Persistent verbal abuse, public ridicule, cyberbullying
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.
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.