Equal Employment Opportunity Office

The St. Louis District EEO office manages the Equal Employment Opportunity (EEO) Program, Affirmative Employment Program (AEP), and EEO discrimination complaint process in an effective, efficient, and responsive manner.  Preventing and eliminating discrimination and ensuring fair competition regardless of race, age, sex, color, religion, national origin, physical/mental disability, genetic information, or reprisal.

Our vision is to have a workforce environment free of unlawful discrimination; where all employees are valued, respected and the workforce is a reflection of our nation’s diversity.

Contact: EEO Officer,  314-331-8059

Complaints Processing

Complaints Processing: Any employee, former employee, or applicant for employment can file a EEO complaint. An EEO complaint is an allegation of discrimination on the basis of age, color, sex, race, disability (mental/physical), genetic information, national origin, and/or reprisal.

The first step in filing a complaint is to contact the EEO Office within 45 calendar days of the date of the matter alleged to be discriminatory or, in the case of a personnel action, within 45 calendar days of the effective date of the action. An EEO official, such as the EEO officer, specialist, or assistant, or an EEO counselor may offer you the opportunity to participate in the pre-complaint counseling process or, if determined appropriate, the alternative dispute resolution (ADR) method in lieu of traditional counseling.

ADR: Mediation is the ADR process preferred by the Department of the Army; however, other methods may be offered as determined by the activity. Mediation is a method by which an objective and impartial person (a trained mediator) facilitates communication between the aggrieved and management to resolve concern(s) or disputes(s). If ADR is offered and accepted, the pre-complaint period will be extended an additional 60 calendar days from the date of contact with the EEO Office.

Traditional Counseling: If ADR is not offered or you choose not to participate in ADR, the EEO counselor will continue with traditional EEO counseling.

Discrimination by Type

Age discrimination involves treating someone (an applicant or employee) less favorably because of his or her age.

Disability discrimination occurs when an employer or other entity covered by the Americans with Disabilities Act, as amended, or the Rehabilitation Act, as amended, treats a qualified individual with a disability who is an employee or applicant unfavorably because he/she has a disability.

Disability discrimination also occurs when a covered employer or other entity treats an applicant or employee less favorably because she has a history of a disability (such as cancer that is controlled or in remission) or because he/she is believed to have a physical or mental impairment that is not transitory (lasting or expected to last six months or less) and minor (even if she does not have such an impairment).

The Equal Pay Act requires that men and women in the same workplace be given equal pay for equal work.
Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits genetic information discrimination in employment, took effect on November 21, 2009.
National origin discrimination involves treating people (applicants or employees) unfavorably because they are from a particular country or part of the world, because of ethnicity or accent, or because they appear to be of a certain ethnic background (even if they are not).
Pregnancy discrimination involves treating a woman (an applicant or employee) unfavorably because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth
Race discrimination involves treating someone (an applicant or employee) unfavorably because he/she is of a certain race or because of personal characteristics associated with race (such as hair texture, skin color, or certain facial features). Color discrimination involves treating someone unfavorably because of skin color complexion.
Religious discrimination involves treating a person (an applicant or employee) unfavorably because of his or her religious beliefs.
All of the laws we enforce make it illegal to fire, demote, harass, or otherwise “retaliate” against people (applicants or employees) because they filed a charge of discrimination, because they complained to their employer or other covered entity about discrimination on the job, or because they participated in an employment discrimination proceeding (such as an investigation or lawsuit).
Sex discrimination involves treating someone (an applicant or employee) unfavorably because of that person's sex.
It is unlawful to harass a person (an applicant or employee) because of that person’s sex. Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature.