Equal Employment Opportunity Anti-Harassment

AAFES’ policy is to ensure that every associate or applicants enjoys a non-hostile work environment free of discrimination or harassment of any kind. Harassment in the workplace is a form of discrimination and violates Equal Employment Opportunity (EEO) rules and regulations when it is done because of a person's genetic information, race, national origin, color, sex (including pregnancy), age, disability, or religion. Harassment based on an individual’s sexual orientation or status as a parent is also a violation of AAFES policy.

Harassing Conduct

Harassing conduct is defined as any unwelcome verbal or physical conduct based on any characteristic protected by law when:

  1. The behavior can reasonably be considered to adversely affect the work performance.
  2. An employment decision affecting the employee is based upon the associate’s acceptance or rejection of such conduct.

The harassing conduct may include, but is not limited to, offensive jokes, slurs, epithets or name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance.

Sexual harassment is a form of sex discrimination that involves unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when:

  1. Submission to such conduct is made either explicitly or implicitly a term or condition of person’s job, pay or career.
  2. Submission to or rejection of such conduct is used as a basis for making an employment or business decision.
  3. The conduct substantially interferes with an individual’s work performance.
  4. The conduct creates an intimidating, hostile or offensive working environment.

AAFES has determined that the most effective way to limit harassing conduct is to treat it as misconduct, even if it does not rise to the level of harassment covered by the EEO rules and regulations. A hostile environment claim usually requires showing a pattern of offensive conduct. AAFES will not wait for such a pattern to emerge.

Reporting Harassment

If an associate believes that they have been subjected to harassment (either non-sexual or sexual) they may:

  1. Tell any management or human resources official;
  2. Call the AAFES Hotline toll-free at 1-800-527-6789; and/or
  3. Contact an AAFES EEO Counselor within 45 calendar days of the harassing conduct. AAFES posts information about how to contact a counselor in the Human Resources Office, on employee bulletin boards in every facility, and in the AAFES Office of EEO, Diversity & Inclusion (EEODI). To file a complaint, contact 1-800-527-6790 (option 6, then option 1) or EEOCounseling@aafes.com and you will be provided the required documents.  Once these documents are returned, an EEO Counselor will be assigned and will contact you.

Note: Neither a. nor b. above changes the requirement to contact an EEO Counselor if an AAFES associate wants to file an EEO complaint.

When an allegation of harassment is brought to the attention of management, AAFES will conduct a prompt inquiry and take appropriate action based upon the outcome of the inquiry.


Prevention is the best tool to eliminate harassment in the work place. AAFES has a strong policy against harassment; however, each associate can help keep AAFES a work place free of harassment.

Each AAFES associate should:

  1. Be a role model.
  2. Tell a co-worker, supervisor, manager, customer, or vendor, that the behavior is offensive or unwelcome. If possible, speak with the individual directly and inform him or her that you feel the behavior is inappropriate. Informal action such as this may be enough to put an end to the harassing behavior.
  3. Report inappropriate behavior of a sexual or non-sexual nature to a supervisor or manager. If your supervisor is the harasser, speak to the next level of management.

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