DLAI 1440.02 

1 

Defense Logistics Agency

INSTRUCTION

DLAI 1440.02 

Effective: September 12, 2022 

OPR: DLA Equal Employment Opportunity (DO) 

SUBJECT: Equal Employment Opportunity Complaints Program 

REFERENCES: 

(a) 29 Code of Federal Regulations Part 1614, Federal Sector Equal Employment

Opportunity)

(b) Equal Employment Opportunity Commission (EEOC) Management Directive (MD) 110

(c) Department of Defense (DoD) Directive 1440.1, “The DoD Civilian Equal Employment

Opportunity Program,” May 21, 1987, Certified Current November 21, 2003

(d) DoD Instruction 5145.05 Alternative Dispute Resolution (ADR) and Conflict

Management, May 27, 2016

(e) Defense Logistics Agency (DLA) Instruction 5308.01, Alternative Dispute Resolution,

April 26, 2018

(f) DLA Instruction 1440.02, Equal Employment Opportunity Complaints Program,

September 13, 2017 (hereby canceled)

1. PURPOSE: This Instruction:

a. Implements DLA policy and assigns responsibilities for processing Equal Employment

Opportunity (EEO) complaints filed against the Agency promptly, fairly, and impartially, in 

accordance with references (a) through (d).

b. Promotes active prevention of EEO complaints through a program that identifies and

removes discriminatory practices.
DLAI 1440.02 

2 

2. SUMMARY OF CHANGES: The contents of this DLAI have been transferred to the new 

508 compatible template. Added references (e and f). 

3. APPLICABILITY: This instruction

a. Applies to all DLA Activities.

b. Does not apply to military personnel covered by the Department of Defense Military 

Equal Opportunity Program. 

4. DEFINITIONS: See Glossary.

5. POLICY: It is DLA policy to:

a. Treat all individuals in the workplace with respect and dignity, regardless of race, color, 

national origin, religion, sex, age, disability, genetic information, pregnancy, sexual orientation, 

and gender identity. 

b. Ensure Agency officials do not retaliate against anyone filing an EEO complaint, is a 

witness, or is engaging in EEO matters. 

c. Process employees and applicant complaints promptly, fairly, and impartially. 

6. RESPONSIBILITIES: See Enclosure 1.

7. PROCEDURES: Refer to the EEO Complaints enterprise Standard Operating Procedures 

1440.02. 

8. INFORMATION REQUIREMENTS: None. 

9. RELEASABILITY: UNLIMITED. This Instruction is approved for public release. It is 

available on the internal DLA Issuances Website. 

10. INTERNAL CONTROLS: EEO officials must:

a. On a regular basis, review all related complaint processing for compliance. 
DLAI 1440.02 

3 

b. Ensure access to complaint information is limited to those with a need to know. 

c. Conduct monthly quality assurance reviews on the complaints database. 

d. Review the program after a change in the law, and for improvement to procedures as 

needed, not to exceed five years.

11. EXPIRATION DATE: DLA will reissue or cancel this Instruction by the fifth anniversary of 

its publication date. If not, it will automatically expire.

ALEETA D. COLEMAN

Director

DLA Transformation

Enclosure(s) 

 Enclosure 1 – Responsibilities 

Glossary
DLAI 1440.02 

4 TABLE OF CONTENTS

TABLE OF CONTENTS

ENCLOSURE 1: RESPONSIBILITIES ......................................................................................... 5

GLOSSARY ................................................................................................................................... 8

PART I. ABBREVIATIONS AND ACRONYMS ................................................................... 8

PART II. DEFINITIONS ........................................................................................................... 8
DLAI 1440.02 

5 ENCLOSURE 1 

ENCLOSURE 1: RESPONSIBILITIES

1. DIRECTOR, DEFENSE LOGISTICS AGENCY must:

a. Implement and enforce EEO policies to comply with EEO laws, Presidential Executive 

Orders, EEOC, and DoD instructions. 

b. Sign EEO and Diversity policy statements at the beginning of their tenure, and each year 

after that, to communicate the Agency’s position against discrimination. 

c. Ensure the EEO program has the necessary staff and budget to run efficiently and 

effectively.

d. Oversee and supervise the EEO Director. 

e. Be personally responsible and accountable for the EEO climate within the Agency. 

f. Ensure that legal defense and personnel functions are separate and distinct from the EEO 

complaint process. 

2. VICE DIRECTOR, DEFENSE LOGISTICS AGENCY (DV), UNDER THE AUTHORITY, 

DIRECTION, AND CONTROL OF THE DLA DIRECTOR, the DV must:

a. Sign final Agency actions when discrimination is found in EEO complaints. 

b. Order appropriate remedies and relief when discrimination is found. 

3. DIRECTOR, DLA HEADQUARTERS (HQs) EEO AND DIVERSITY OFFICE, must: 

a. Advise the DLA Director on all matters on the EEO Complaints and Adjudications 

Management Program and operations. 

b. Prepare strategic EEO plans and Agency reports.

c. Evaluate Agency programs, policies, and practices for EEO complaint trends, risk 

factors, and compliance with laws and regulations. 

d. Publish operational standards and performance measures for EEO complaint processing. 

e. Regularly assess and report quality and effectiveness of field activity complaints and 

compliance programs.

f. Establish and manage an EEO Alternative Dispute Resolution program. 
DLAI 1440.02 

6 ENCLOSURE 1 

g. Take part in action and oversight committees, boards, or workgroups to prevent and 

address discrimination. 

4. DIRECTORS AND COMMANDERS OF MAJOR SUBORDINATE COMMANDS (MSCs) 

must:

a. Publish an EEO policy statement within 90 days of taking command, and reissue as 

needed.

b. Stay informed on all complaint activity within your Activity through briefings with the 

Activity EEO Director.

c. Ensure the EEO program has enough personnel and resources to perform its mission. 

d. Directly supervise the MSC EEO Director.

e. When aware of individual or systemic discrimination, order or support prompt corrective 

actions, which includes disciplining subordinates found to have discriminated, and providing 

remedies for individuals harmed. 

f. Ensure management officials fully cooperate during all phases of the EEO complaint 

process.

g. Appoint appropriate settlement officials to represent the MSC during mediation or other 

efforts to resolve EEO complaints.

h. Ensure the legal defensive and human resources/personnel functions are separate and 

distinct from the EEO complaint process.

5. DIRECTORS OF J CODES AND D STAFFS must:

a. Stay informed on all complaint activity within their organization through direct briefings 

with the Headquarters EEO Director.

b. When aware of individual or systemic discrimination, order or support prompt corrective 

actions to include disciplining subordinates found to have discriminated and providing remedies 

for individuals harmed. 

c. Ensure management officials fully cooperate during all phases of the EEO complaint 

process.
DLAI 1440.02 

7 ENCLOSURE 1 

d. Appoint settlement officials to represent the organization during mediation and other 

efforts to resolve EEO complaints.

6. DIRECTORS OF EQUAL EMPLOYMENT OPPORTUNITY must:

a. Establish local procedures to ensure compliance with this Instruction. 

b. Brief their Commander or Director on the status of complaints and trends. 

c. Offer and promote ADR, when appropriate, to resolve disputes at the earliest stage of the 

conflict.

d. Ensure prompt and thorough investigation of all formal complaints, and that all Reports 

of Investigation meet EEOC MD-110 requirements. 

e. Evaluate MSC programs, procedures and practices for EEO complaint trends, risk 

factors, and compliance with laws and regulations. 

7. GENERAL COUNSEL (DG). Upon request DG attorneys, not assigned to defend the 

Agency in EEO or personnel matters, must provide legal review and opinions on EEO complaint 

processing matters.
DLAI 1440.02 

8 GLOSSARY

GLOSSARY 

PART I. ABBREVIATIONS AND ACRONYMS

A listing of abbreviations and acronyms is mandatory for issuances over two pages. 

DLAI DLA Instruction

DO DLAHQ’s, Office of Equal Opportunity and Diversity 

EEO Equal Employment Opportunity

EEOC Equal Employment Opportunity Commission 

MSC Major Subordinate Command 

PART II. DEFINITIONS

ADR. Use of any procedure as an alternative to formal legal proceedings to resolve conflicts in

the workplace. Forms of ADR include facilitation, conciliation, partnering, mediation, 

arbitration, or the use of ombuds. 

Defensive Function. The role and responsibility of litigating and defending the agency. DLA’s 

Legal Counsel typically performs this function. 

Discrimination. Illegal treatment of a person or group based on race, color, national origin, 

religion, sex, age, disability, genetic information, and retaliation against individuals that have 

engaged in protected EEO activity. Discrimination occurs when an individual, or group of 

individuals are singled out and treated differently because of their diverse characteristics. These 

characteristics include race, color, religion, sex, national origin, age, disability, and genetic 

information. Sex-based discrimination also includes pregnancy, sexual orientation, sex 

stereotyping, and gender identity, to include transgender status. Retaliation against individuals 

that have engaged in protected EEO activity is also strictly prohibited. 

DLAI. An instruction that establishes policy, assigns responsibilities, and prescribes procedures. 

MD-110. EEOC’s Management Directive that provides federal agencies with Commission 

policies, procedures, and guidance relating to the processing of employment discrimination 

complaints governed by the Commission's regulations in 29 C.F.R. Part 1614. 

Settlement Official. A settlement official is management official appointed to take part in 

settlement discussions or mediation. A settlement authority is presumed to be objective, have 

actual authority over the matters in dispute, and can enter a binding settlement agreement for the 

Agency. Usually, the responsible management official or Agency official directly involved in the 

complaint should not be the settlement official.