GySgt Jack Flemming
Equal Opportunity Advisor
Combat Logistics Regiment 3
Bldg. 107 Rm 205
315-637-3955
MISSION
“The MCO 5354.1G establishes Marine Corps policy, procedures, and responsibilities for preventing and responding to PAC behaviors that involve harassment, hazing, bullying, prohibited discrimination, and sexual harassment.
COMMANDER'S INTENT
Uniformed and civilian leadership at every level must ensure their people are well-led and cared for physically, emotionally, and spiritually, to operate inside actively contested maritime spaces in support of fleet operations. “Taking care of Marines” means enforcing our high professional standards of performance, conduct and discipline. We will hold each other accountable, recognize superior performance and address violations.
The responsibility of a successful MEO Program rests with the commander. Commanders have earned special trust and confidence and are accountable for all their decisions, actions, and inactions. The PAC prevention and response measures in enclosure (2) of this Order provides commanders the tools to assess, investigate, and take corrective action to ensure unit cohesions and warfighting effectiveness.
Unit leaders, company-grade officers, and staff non-commissioned officers (SNCOs) have experience, maturity, and close daily connection to junior Marines and Sailors. These leaders are in the best position to instill core values, train, supervise, mentor, and lead by their example.
POLICY
Prohibited discriminatory and harassment practices within the Marine Corps are counter-productive, unacceptable, and will not be tolerated. The Marine Corps will maintain a culture of dignity, care, and concern in which all members of the organization are afforded equal treatment and opportunity to achieve their full potential based upon individual merit, fitness, intellect, and ability. All Service members will cultivate an environment free from PAC. PAC undermine morale, reduce combat readiness, and prevent maximum utilization and development of the Marine Corps’ most vital asset: its people.
hOW TO rEPORT A PAC COMPLAINT
You can report through your
1. Chain of Command
The Chain of Command is the primary and preferred channel to prevent and respond to complaints of PAC. Use of the chain of command to address PAC exemplifies trust in leadership to quickly and effectively address violations of our standards.
2. Equal Opportunity Coordinator (EOC)
The EOC are appointed by the Commander and will assist the command facilitating PAC training, standing inspections and serve as the units’ survey administrator for Command Climate Assessments. EOC will NOT conduct complaint intakes, they will do a warm hand off with the servicing EOA.
3. Equal Opportunity Advisor (EOA)
EOAs are assigned by DC M&RA to serve as the Marine Corps SMEs on command climate and PAC violations. Combat Logistics Regimental EOA can be reached at email: jack.flemming@usmc.mil.
useful documents
Complaint Form
Commanding Officer's Prohibited Activities and Conduct Statement
Like our motto "Workhorse of the Pacific," the Marine Corps is well known as a force in readiness. We are ready as a result of our cohesive nature, from Recruit Training until the day we leave the Corps. We are also known for our core values: Honor, Courage, and Commitment. We have developed this lasting reputation with a strong foundation of dignity and respect amongst our ranks.
No matter what your rank, each of you wears the uniform of our country. This signifies our togetherness as a team. No matter your ethnicity, race, religion, sex, or sexual orientation, we are one team. We must respect each other as individuals and seek opportunities to learn from each other.
Our unit consists of representatives from our 50 States, U.S. territories, and even other nations. This incredibly rich diversity provides us a tremendous opportunity to understand the various cultures in America, as well as the languages, foods, and celebrations that differ based on the historical context of where we each were born and raised. I challenge each of you to strengthen the bonds within our unit by sharing your own cultural experiences and learning about those who serve on either side of you.
While I expect every Marine and Sailor to strengthen our bonds as a team, there may be individuals who choose a wrong path by disrespecting another individual or group based on ethnicity, race, religion, sex, or sexual orientation. This disrespect may come in the form of sexual harassment, verbal abuse, hazing, or discrimination. Prohibited discriminatory and harassment practices are counter-productive, unacceptable, and will not be tolerated.
I ask that victims and witnesses of an equal opportunity offense, first attempt to use conflict management as the command-directed informal resolution process to highlight and discuss the offense. Swift and tactful response is often effective to remedy the situation. When victims feel that resolution is not effective, feel uncomfortable confronting the offender, or feel the offense is too heinous for informal resolution, I encourage swift reporting via the chain of command or our Equal Opportunity Advisor and or Representative.
We must trust each other in garrison and in a tactical environment. That trust must be built on dignity and respect toward each other. Be professional and do the right thing.
