Back to Chapter 16 - Wing Support
118. The primary objective of the Equal Opportunity Program is to
*A. eradicate unlawful discrimination
B. identify illegal aliens and prosecute them
C. provide career opportunities for minorities
D. ensure continued access to the land and air space required to achieve the Air Force mission
16.24.1.
119. The Equal Opportunity (EO) Program seeks to foster a positive human relations environment. What tool will the EO office use to evaluate positive and negative factors in the local environment?
A. Human Relations Education (HRE)
B. Title VII of the Civil Rights Act of 1964
C. alternate dispute resolution (ADR) process
*D. Human Relations Climate Assessment Subcommittee (HRCAS)
16.24.2.
120. What tool will the EO office use to ensure, through education, that all employees and management personnel understand the need for a positive human relations climate?
*A. Human Relations Education (HRE)
B. Title VII of the Civil Rights Act of 1964
C. alternate dispute resolution (ADR) process
D. Human Relations Climate Assessment Subcommittee (HRCAS)
16.24.2.
121. Any unlawful action that denies equal opportunity to persons or groups based on their race, color, religion, national origin, or sex is known as
A. Equal Opportunity
*B. unlawful discrimination
C. Sexual Harassment
D. Special Experience Identifier (SEI)
16.25.1.
122. Unlawful discrimination against DoD civilian employees includes any unlawful employment practice based on race, color, religion, national origin, sex, and
A. age, ability, and emotional disposition
B. age, language, dietary habits, and culture
*C. age, reprisal, and physical or mental disability
D. age, criminal history, sexual-orientation, and ability
16.25.2.
123. Unlawful discrimination against military members includes
A. degrading communications concerning an individual’s birthplace, ancestry, or culture
B. degrading communications about the linguistic characteristics common to a specific ethnic group
C. any unlawful action that denies equal opportunity based on race, color, religion, national origin, or sex
*D. all of these answers
16.25.3.
124. The operational language of the Air Force is English. However, commanders may only require Air Force personnel to use English when
A. communicating in writing and official correspondence
B. in the presence of coworkers who understand only English
C. on duty in order to foster a positive human relations environment
*D. its use is clearly necessary and proper for the performance of military duties
16.25.4.
125. Although not covered by Title VII of the Civil Rights Act of 1964, the Air Force’s goal of maintaining a harassment-free environment also prohibits harassment based on sexual orientation. Sexual orientation harassment by military personnel may be punishable under
A. UCMJ, Article 89
*B. UCMJ, Article 92
C. a General Court Martial
D. the Articles of the Geneva Conventions
16.25.5.
126. Sexual harassment is a form of sex discrimination that involves unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when
A. such conduct creates an intimidating, hostile, or offensive working environment
B. submission to such conduct is made a term or condition of a person’s job, pay, or career
C. submission to or rejection of such conduct is used as a basis for career or employment decisions
*D. all of these answers
16.26.1.
127. To be actionable as causing an “abusive work environment,” harassment need not result in concrete psychological harm to the victim, but rather need only be so severe or pervasive that
A. there is a documented history of personnel issues within the workcenter
B. a simple majority of same-sex coworkers agree that the work environment is hostile or offensive
*C. a reasonable person would perceive, and the victim does perceive, the work environment as hostile or offensive
D. at least two witnesses will testify as to the nature of the harassment, its effects, and formally levy charges
16.26.2.
128. Sexual harassment involves unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that creates an intimidating, hostile, or offensive working environment. The Air Force defines the work environment as including
A. any conduct while on duty and on base
*B. conduct on or off duty, 24 hours a day
C. the normal place of work, during normal duty hours
D. any location within the confines of the installation perimeter
16.26.2.
129. Only military personnel, their family members, and retirees may file military EO complaints. Who may file civilian EO complaints?
A. Air Force employees
B. former Air Force employees
C. applicants for employment
*D. all of these answers
16.27.1. and 16.28.
130. Only military personnel, their family members, and retirees may file military EO complaints. Additionally, to file a complaint, an individual must
A. have clear documentation or evidence
B. be an eyewitness to the alleged misconduct
C. be a coworker, supervisor, or Commander of the affected individual
*D. be the subject of the alleged unlawful discrimination or sexual harassment
16.27.1.
131. The Equal Opportunity (EO) office will not accept military complaints from military members, family members, or retirees if their concern is related to
*A. their off-base or DoD civilian employment
B. sexual harassment by an Airman of the same sex
C. complaints of unlawful discrimination by a chaplain
D. discrimination on the flightline based on sexual orientation
16.27.1.
132. The purpose of the military informal complaint process is to
A. eradicate unlawful discrimination
B. streamline discharge procedures for all involved
*C. attempt resolution at the lowest possible level
D. identify and punish offenders to the fullest extent of the law
16.27.2.
133. The purpose of the military informal complaint process is to attempt resolution at the lowest possible level. To informally resolve unlawful discrimination and sexual harassment complaints, individuals may
A. request intervention by a coworker
B. orally address or prepare written correspondence to the alleged offender
C. use the alternate dispute resolution (ADR) process or use the chain of command
*D. all of these answers
16.27.2.
134. What is the time limit for filing military informal complaints?
A. 45 days
B. 20 duty days
*C. there is no time limit
D. within 60 calendar days of the alleged offense
16.27.2.2.
135. The process of gathering information regarding a formal military complaint or hotline complaint to determine whether a "preponderance of evidence" exists to demonstrate that unlawful discrimination or sexual harassment has occurred is known as
A. legal review
*B. complaint clarification
C. an Equal Opportunity and Treatment Incident
D. the alternate dispute resolution (ADR) process
16.27.3.1.1.
136. Complaint clarification is the process of gathering information regarding a formal military complaint to determine whether a "preponderance of evidence" exists to demonstrate that unlawful discrimination or sexual harassment occurred. The clarification results are forwarded to
A. the offender and complainant to verify accuracy
B. the military police for subsequent arrest and prosecution
*C. the Staff Judge Advocate for legal sufficiency review
D. the Air Force Office of Special Investigations (AFOSI)
16.27.3.1.2.
137. The process of gathering information regarding a formal military complaint to determine whether a "preponderance of evidence" exists that unlawful discrimination or sexual harassment has occurred is known as complaint clarification. The entire complaint clarification process must be completed within
A. 30 calendar days
B. 90 days
*C. 20 duty days
D. 13 days
16.27.3.1.3.
138. The entire complaint clarification process for unlawful discrimination complaints must be completed within 20 duty days. This includes
A. 9 duty days for the EO office to conduct a clarification
B. 6 duty days for legal review
C. 5 duty days for commander action, if required
*D. all of these answers
16.27.3.1.3.
139. The entire complaint clarification process for unlawful discrimination complaints must be completed within 20 duty days. The complaint clarification process for sexual harassment complaints must be complete within
*A. 14 duty days
B. 20 duty days
C. 6 duty days
D. 4 duty days
16.27.3.1.4.
140. The complaint clarification process for sexual harassment complaints must be complete within 14 duty days. This includes
A. 6 duty days for the EO office to conduct a clarification
B. 4 duty days for legal review
C. 4 duty days for commander action, if required
*D. all of these answers
16.27.3.1.4.
141. Military formal complaints must be filed within _________ of the alleged offense.
A. 14 duty days
B. 20 duty days
*C. 60 calendar days
D. there is no time limit
16.27.3.2.
142. Who may file civilian EO complaints?
A. Air Force employees
B. former Air Force employees
C. applicants for employment
*D. all of these answers
16.28.
143. Only Air Force employees, former employees, and applicants for employment may file civilian EO complaints. An aggrieved person can file a complaint if discriminated against on the basis of
A. genetic information
B. race, color, religion, sex, national origin, age (40 and older) or disability
C. being subjected to sexual harassment or retaliated against for opposing discrimination
*D. all of these answers
16.28.
144. The purpose of the civilian informal complaint process is to
A. streamline discharge procedures for all involved
B. identify and punish offenders to the fullest extent of the law
*C. provide for the prompt, fair and impartial processing and resolution of complaints
D. seek opportunities to resolve issues at the lowest organizational level at the earliest possible time
16.28.1.1.
145. The objective of the civilian informal complaint process is to
A. eradicate unlawful discrimination
B. streamline discharge procedures for all involved
C. identify and punish offenders to the fullest extent of the law
*D. seek opportunities to resolve issues at the lowest organizational level at the earliest possible time
16.28.1.1.
146. The EO office must complete the civilian informal complaint process within _________ of the complaint being filed unless the complainant grants an extension.
A. 60 calendar days
*B. 30 calendar days
C. 14 duty days
D. 20 duty days
16.28.1.2.
147. The EO office must complete the civilian informal complaint process within 30 calendar days of the complaint being filed unless the complainant grants an extension. The extension can be for no more than ___ additional calendar days.
*A. 60
B. 30
C. 14
D. 20
16.28.1.2.
148. During the civilian informal complaint process, if the matter is not resolved to the complainant’s satisfaction before the end of the authorized period, including extensions, the complainant is
*A. issued a Notice of Right to File a Formal Complaint
B. advised to pursue justice in the civilian court system
C. referred to the Staff Judge Advocate for further legal action
D. given preference for hiring, pay, job assignments, promotion, and training
16.28.1.3.
149. A formal civilian complaint must be filed at the installation where the alleged discrimination occurred and the initial contact must be within _________ of the date of the matter alleged to be discriminatory.
A. 30 calendar days
B. 60 calendar days
*C. 45 calendar days
D. 180 calendar days
16.28.2.1.
150. A formal civilian complaint must be filed within 45 calendar days of the alleged incident. But, if the complainant received a Notice of Right to File a Formal Complaint, it must be filed within ___________ of receiving it.
*A. 15 calendar days
B. 60 calendar days
C. 45 calendar days
D. 180 calendar days
16.28.2.2.
151. The EO office must process all formal civilian complaints expeditiously and make a determination whether to accept, dismiss, or partially dismiss a complaint or portion of a complaint to allow for an investigation to be completed within ___________ from the date of filing.
A. 15 calendar days
B. 60 calendar days
C. 45 calendar days
*D. 180 calendar days
16.28.2.4.
152. An overt, adverse act, occurring on or off base, directed toward an individual, group, or institution which is motivated by or has overtones based on race, color, national origin, religion, or sex which has the potential to have a negative impact on the installation human relations climate is an
*A. An equal opportunity and treatment incident (EOTI)
B. sexual harassment
C. unlawful discrimination
D. Military Informal Complaint
16.29.
153. The Air Force classifies Equal Opportunity and Treatment incidents as
*A. minor, serious, or major
B. initial, consistent, or chronic
C. inadvertent, flagrant, and intentional
D. unsubstantiated, substantiated, and prosecutable
16.29.
154. The Air Force classifies Equal Opportunity and Treatment incidents as minor, serious, or major based on
A. the offended party's perception and the actual effect on operations
B. the ranks of the victim and the offender and the legal nature of the assault
*C. the number of participants, property damages, physical injury, assault, arson, and deaths
D. whether the incident was isolated or consistent and if it occurred on base or off, and its effect on operations
16.29.