Chapter 20 - Inspections and Military Standards Flashcards
To ensure Air Force official information is presented professionally, personnel should
Make certain it is accurate, prompt, and factual; is confined to their particular areas of expertise; avoids a hypothetical and speculative nature; accurately reflects Air Force policy; is presented simply and honestly; and complies with the spirit and letter of the Secretary of Defense’s principles for public information
According to AFI 1-1, Air Force Standards, while on Regular Air Force status, members are prohibited from
(Political Activities)
Engaging in certain political activities to maintain good order and discipline and to avoid conflicts of interest and the appearance of improper endorsement in political matters
According to AFI 1-1, Air Force Standards, Air Force policy is to prevent alcohol abuse and alcoholism among
Its personnel and dependents; to assist Air Force personnel in resolving alcohol-related problems; and to ensure humane management and administrative disposition of those who are unable or unwilling to be restored to full, effective functioning
If a member has a blood alcohol percentage of ____
but less than _____, the person is presumed to be impaired
- 0.05
- 0.08
There is a _____ driving privilege suspension for driving or being in physical control of a motor vehicle while under the influence of intoxicating liquor _____ percent or greater
- one-year
- 0.08
Is to prevent and eliminate problematic substance use in the Department of Defense
Department of Defense Policy
Is described as the wrongful use, possession, distribution, or introduction onto a military installation or other property or facility under military supervision, of a controlled substance, prescription medication, over-the-counter medication, or intoxicating substance (other than alcohol)
Drug Abuse, per
AFI 90-507, Military Drug Demand Reduction Program
The possession of an intoxicating substance with the intent to use in a manner that would alter mood or function, without legal authorization, is prohibited and will not be tolerated. Failure by military personnel to comply may be a violation of
Article 92, UCMJ, resulting in a less than honorable discharge from military service and criminal prosecution under the UCMJ and local and state criminal laws
Include substance use/misuse prevention, education, treatment, and urinalysis testing
- Alcohol and Drug Abuse Prevention and Treatment (ADAPT) Program
- Drug Demand Reduction Program
Is an effective deterrent for the illegal use of drugs; therefore, Air Force military members are subject to testing regardless of grade, status, or position
Drug Testing
The Air Force conducts drug testing of personnel according to
AFI 90-507, Military Drug Demand Reduction Program
Is an examination conducted as an incident of command, the primary purpose of which is to determine and ensure the security, military fitness, or good order and discipline of a unit, organization, or installation
An inspection
Requires a search and seizure authorization from the appropriate commander, military judge, or military magistrate to seize a urine specimen
Probable Cause
Results of any examination conducted for a valid medical purpose, including emergency medical treatment, periodic physical examination, and other such examinations necessary for diagnostic or treatment purposes, may be used to
Identify Drug Abusers
Commanders may not use _______________ against a member in an action under the UCMJ or when weighing characterization of service in a separation
Voluntary Disclosure
Alcohol problems, substance use problems, personal drug use or possession
Are vital to the effective operation of all organizations and to maintaining good order and discipline
Professional Relationships
Establishes responsibilities for maintaining professional relationships
AFI 36-2909, Professional and Unprofessional Relationships
Whether pursued on- or off-duty, are those relationships that detract from the authority of superiors, or result in, or reasonably create the appearance of, favoritism, misuse of office or position, or the abandonment of organizational goals for personal interests.
Unprofessional Relationships
Unprofessional relationships must be avoided between
- Officers
- Between enlisted members
- Between officers and enlisted members
- Between military personnel and civilian employees or contractor personnel
- Within and across the military branches
Is an unprofessional relationship between an officer and enlisted member specifically addressed in the Manual for Courts-Martial under Article 134
Fraternization
Exists when a relationship between an officer and an enlisted member puts the enlisted member on terms of military equality with the officer in a way that prejudices good order and discipline in the U.S. Armed Forces or brings discredit upon the U.S. Armed Forces
Fraternization
The Air Force will not tolerate
- Unlawful discrimination
- Harassment
- Reprisal against individuals who engage in protected activity
Is to eradicate unlawful discrimination and foster a positive human relations environment
Equal Opportunity Program Objectives
Can include the use of disparaging terms regarding an individual’s birthplace, ancestry, culture, or the linguistic characteristics common to a specific ethnic group
Unlawful Discrimination
Includes any unlawful action that denies equal opportunities to persons or groups based on their race, color, religion, national origin, harassment, sex (to include gender identity), and sexual orientation
Unlawful Discrimination Against Military Members
Includes any unlawful employment practice that occurs when an employer fails or refuses to hire or promote; discharges or otherwise discriminates against any individual with respect to compensation, terms, conditions, or privileges of employment; limits, segregates, or classifies employees or applicants for employment in a way that deprives or tends to deprive any individual of employment opportunities or otherwise adversely affects his/her status as an employee because of race, color, religion, national origin, sex, (including sexual harassment, pregnancy, gender identity, sexual orientation, age (40 or older), genetic information, physical or mental disability, or reprisal)
Unlawful Discrimination Against Department of Defense Civilian Employees
Includes any behavior that is unwelcome or offensive to a reasonable person, whether oral, written, or physical, that creates an intimidating, hostile, or offensive environment
Harassment
Six Distinct Forms of Harassment
- Discriminatory
- Sexual
- Bullying
- Hazing
- Retaliation
- Reprisal
Is conduct that is unwelcome based on race, color, religion, sex (including gender identity), national origin, or sexual orientation
Discriminatory Harassment
Is conduct of any deliberate or repeated unwelcome verbal comments or gestures of a sexual nature by any military member or civilian employee
Sexual Harassment
Includes acts of aggression by a military member or civilian employee with a nexus to military service, with the intent of harming a service member either physically or psychologically, without a proper military or other governmental purpose
Bullying
Includes conduct through which military members or civilian employees, without a proper military or other governmental purpose but with a nexus to military service, physically or psychologically injures or creates a risk of physical or psychological injury to service members for the purpose of: initiation into, admission into, affiliation with, change in status or position within, or a condition for continued membership in any military or Department of Defense civilian organization
Hazing
Encompasses illegal, impermissible, or hostile actions taken by a service member’s chain of command, peers, or coworkers as a result of making or being suspected of making a protected communication in accordance with DoDD 7050.06, Military Whistleblower Protection
Retaliation
Is defined as taking or threatening to take an unfavorable personnel action; withholding or threatening to withhold a favorable personnel action; or making, preparing to make, or being perceived as making or preparing to make a protected communication
Reprisal
Only ____________, _____________, and _________ may file military Equal Opportunity complaints
- Military personnel
- Military family members
- Retirees
Is to attempt resolution at the lowest possible level
Military Informal Complaint Procedures
Is to enable military members, retirees, and their family members to formally present allegations of unlawful discrimination and sexual harassment to the Equal Opportunity office with the goal of attempting resolution through a complaint clarification process
Military Formal Complaint Procedures
Military formal complaints must be filed within ______________ of the alleged offense
60 calendar days
Only _____________, _____________, and ______________________ may file civilian Equal Opportunity complaints
- Air Force employees
- Former employees
- Applicants for employment
Is to provide for the prompt, fair, and impartial processing and resolution of complaints, consistent with legal obligations under Title 29, Code of Federal Regulations, Part 1614, Federal Sector Equal Employment Opportunity
Civilian Informal Complaint Procedures
The Equal Opportunity office must complete the informal complaint process within _______________ of the complaint being filed unless the complainant grants an extension not to exceed _____________________
- 30 calendar days
- 60 additional calendar days
For the Civilian Formal Complaint to be processed at the formal stage, the initial contact must be within ________________ of the date of the matter alleged to be discriminatory or, in the case of a personnel action, within ______________ of the effective date or when he or she becomes aware of the personnel action
- 45 calendar days
- 45 calendar days
The Equal Opportunity office must process all formal complaints expeditiously and make a determination whether to accept, dismiss, or partially dismiss a complaint or portion of a complaint to allow an investigation to be completed within ________________ from the date filed
180 calendar days
Is responsible for oversight of the Department of Defense sexual assault policy and works hand-in-hand with the services and the civilian community to develop and implement innovative prevention and response programs
The Sexual Assault Prevention and Response (SAPR) Office
Is the single point of contact at an installation or within a geographic area reporting to the installation commander, who oversees sexual assault awareness, prevention, and response training; coordinates medical treatment, including emergency care for sexual assault victims; and tracks the services provided to a victim of sexual assault from the initial report through final disposition and resolution
The Installation Sexual Assault Response Coordinator (SARC)
Are military and Department of Defense civilian employees who are selected, trained, and credentialed to provide non-clinical crisis intervention, referral, and ongoing non-clinical support to adult sexual assault victims
Volunteer Victim Advocates (VVA)
Is a judge advocate who is authorized to provide independent legal representation to eligible victims of sexually-related offenses
The Special Victims’ Counsel (SVC)
Is criminal conduct that violates the standards the United States of America expects of the men and women serving in the U.S. Air Force and is inconsistent with our core values of Integrity First, Service Before Self, and Excellence in All We Do
Sexual Assault
Is defined as words or overt acts indicating a freely given agreement to the sexual conduct by a competent person
Consent
No Consent
- Lack of verbal or physical resistance or submission resulting from the accused’s use of force, threat of force, or placing another person in fear
- A current or previous relationship, or the manner of dress of the person involved with the accused in the sexual conduct at issue
- Person is sleeping or incapacitated, such as due to age, alcohol or drugs, or mental incapacity
Any military member or civilian employee, other than those authorized to receive confidential communications or otherwise exempted by law, regulation, or policy, who receives a report of a sexual assault incident about a subordinate in the individual’s supervisory chain, will
Report the matter to the commander, the SARC, and the Air Force Office of Special Investigations
Military members or civilian employees who become aware of a sexual assault incident, not involving a subordinate in the supervisory chain, are strongly encouraged, but not required, to
Report the incident to the SARC or encourage the victim to do
The Air Force has two Sexual Assault Reporting Options
- Unrestricted reporting
- Restricted reporting
Enables eligible victims to report allegations of sexual assault to specified personnel, without triggering an investigation
Restricted Sexual Assault Reports
Only ______, ________, _____, and _____________ may receive restricted reports of sexual assault
- SARCs
- SAPR VAs
- VVAs,
- Healthcare personnel
If a victim elects the restricted reporting option, a victim may convert a Restricted Sexual Assault Report to an ____________________ at any time
Unrestricted Sexual Assault Report
Any report of a sexual assault made by the victim through normal reporting channels, including the victim’s chain of command, law enforcement, and the Air Force Office of Special Investigations or other criminal investigative services, is considered an unrestricted report
Unrestricted Reports
If a victim elects the unrestricted reporting option, a victim will not be permitted to change from Unrestricted to a ______________
Restricted report
In cases of an unrestricted report of a sexual assault or information concerning a sexual assault, information concerning the victim and the offense will only be provided to
Governmental entities or persons with an established official need to know
Those who are deemed to have an official need to know in the Air Force to perform their respective duties in regards to sexual assault unrestricted reporting, routinely include
- Law enforcement
- Commanders
- First sergeants of the victim and the alleged assailant
- Legal personnel
- SARC
- SAPR VA
- VVA
- Healthcare providers, as required
Collateral Misconduct in Sexual Assault Cases
- Underage drinking or other related alcohol offenses
- Adultery
- Drug abuse
- Fraternization
- Other violations of instructions or orders
In accordance with the Uniform Code of Military Justice, the Manual for Courts-Martial, and Air Force instructions, commanders are responsible for addressing collateral misconduct on behalf of the victim
In a manner that is consistent and appropriate to the circumstances, commanders must balance the objectives of holding members accountable for their own misconduct with the intent of avoiding unnecessary additional trauma to sexual assault victims and the goal of encouraging reporting of sexual assaults. Commanders may defer disciplinary action until after disposition of the sexual assault case, and not be penalized for such a deferral decision
Commanders and supervisors perform many personnel management functions requiring them to keep ____________________ on assigned personnel
Personal Information Files (PIF)
If a Personal Information Files (PIF) is established
AF Form 10A, Personnel Information File, Record of Performance, or Officer Command Selection Record Group is required
Contents of the Personal Information Files (PIF) must be available to
- Commanders
- Raters
- First sergeants
- Senior raters
- Air Force Office of Special Investigations
- Staff Judge Advocate personnel, as warranted
Provides commanders with an official and single means of filing derogatory data concerning an Air Force member’s personal conduct and duty performance
Unfavorable Information File (UIF)
Mandatory documents in Unfavorable Information File (UIF)s include
Suspended or unsuspended Article 15 punishment of more than one month (31 days or more)
- Court-martial conviction
- Civilian conviction where the penalty or actions equivalent to a finding of guilty of an offense which resulted in confinement of one year or more or could have resulted in a penalty of confinement for more than one year or death
- Control roster actions
Unit commanders must review all UIFs within ______ of assuming or being appointed to command; when individuals are considered for promotion, reenlistment, permanent change of station or assignment, and reclassification or retraining
90 days
Commanders also review UIFs ________, with the assistance of the Staff Judge Advocate
Annually
Are used by commanders to establish an observation period as a rehabilitative tool for individuals whose duty performance is substandard or who fail to meet or maintain Air Force standards of conduct, bearing, and integrity, on- or off-duty
Control Roster
Commanders place an individual on the control roster by using
AF Form 1058, Unfavorable Information File Action, which puts the member on notice that his/her performance and behavior must improve or he/she will face more severe administrative action or punishment
Placement on the control roster is a mandatory UIF entry and is initially instated for __________, but it can be removed early at the commander’s discretion
Six Months
Are quality force management tools available to supervisors, commanders, and other persons in authority to help maintain established Air Force standards and enhance mission accomplishment
Administrative Counseling, Admonitions, and Reprimands
Is used by first line supervisors, first sergeants, and commanders to help Airmen use good judgment, assume responsibility, and face and solve problems
Letter of Counseling and Air Force Form 174, Record of Individual Counseling
Is used to document an infraction that warrants more severe action than a counseling, but not serious enough to warrant a reprimand
Letter of Admonishment
Is more severe than a letter of counseling and letter of admonishment, and indicates a stronger degree of official censure
Letter of Reprimand
The most common reasons commanders would administratively demote an Airman are for
- Failure to complete officer transitional training due to reasons of academic deficiency, self-elimination, or misconduct
- Failure to maintain or attain the appropriate grade and skill level
- Failure to fulfill the responsibilities as prescribed in AFH 36- 2618, The Enlisted Force Structure
- Failure to attain or maintain fitness program standards as prescribed in AFI 36-2905, Fitness Program
Airmen who will continue to serve in another military status
Required Separation
Airmen asking for early separation for the convenience of the government if they meet the criteria
Voluntary Separation
Physical conditions that interfere with duty performance or assignment availability, inability to cope with parental responsibilities or military duty, or insufficient retainability for required retraining, are reasons for involuntary discharge for the convenience of the government
Involuntary Separation
Is given when the quality of the member’s service generally has met Air Force standards of acceptable conduct and performance of duty, or a member’s service is otherwise so meritorious that any other characterization would be inappropriate
Honorable Discharge
Is given when a member’s service has been determined to be honest and faithful, but significant negative aspects of the member’s conduct or performance outweigh positive aspects of the Airman’s military record.
General (under honorable conditions)
Is given based a pattern of behavior, or one or more acts or omissions, that constitute a significant departure from the conduct expected of an Airman
Under Other Than Honorable Conditions
If charges have been preferred against an Airman and if the Uniform Code of Military Justice authorizes punitive discharge as punishment for the offense
Discharge Instead of Trial by Court-Martial
Affords former Air Force members the opportunity to request review of their discharge (except for a discharge or dismissal by general court-martial) within 15 years of the date of separation
The Air Force Discharge Review Board
Is to examine an applicant’s administrative discharge and consider changing the characterization of service, the reason for discharge, and the re-enlistment code (when applicable), based on standards of propriety or equity
Discharge Review Objectives
Discharge Review Fact Sheet and an Application
DD Form 293, Application for the Review of Discharge from the Armed Forces of the United States
A personal appearance before the discharge review board is
A Statutory Right
Is the highest level of administrative review for correcting military records
The Air Force Board for Correction of Military Records
Information on The Air Force Board for Correction of Military Records authority, jurisdiction, and policy can be found in
AFI 36-2603, Air Force Board for Correction of Military Records
If other administrative remedies have not been properly exhausted before applying, an application to The Air Force Board for Correction of Military Records
DD Form 149, Application for Correction of Military Record Under the Provisions of Title 10 United States Code, Section 1552, will be returned without action
