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given the opportunity to withdraw or cease threatening actions. Necessity. Rules of engagement provide more specific guidance to operations and are guided by LOAC; therefore, the principle of necessity applied to the rules of engagement focuses on the threat perceived by an individual or if a hostile act is committed or hostile intent is demonstrated against U.S. Armed Forces or other designated persons or property. Necessity requires that no reasonable alternative means of redress are available. Hostilities are defined as forces or threats of force used against the United States, U.S. Armed Forces, designated persons and property, or intended to impede the mission of U.S. Armed Forces. Proportionality. Applying the basic LOAC principle of proportionality to the rules of engagement relates to the reasonableness of the response to a threat. In self-defense, U.S. Armed Forces may only use the amount of force necessary to decisively counter a hostile act or a demonstration of hostile intent, and ensure the continued safety of U.S. Armed Forces or other designated persons and property. Force used must be reasonable in intensity, duration, and magnitude compared to the threat based on facts known to the commander at the time. Pursuit. U.S. Armed Forces can pursue and engage a hostile force that has committed a hostile act or demonstrated a hostile intent if those forces continue to commit hostile acts or demonstrate hostile intent. Applicable rules of engagement may restrict or place limitations on U.S. Armed Forces’ ability to pursue or engage a hostile force across an international border. Section 19C—Code of Conduct 19.11. Responsibilities under the Code of Conduct The Code of Conduct is a moral code designed to provide United States military personnel with a standard of conduct that all members are expected to measure up to. The six articles of the Code of
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Conduct were designed to address situations that any member could encounter to some degree. It includes basic information useful to prisoners of war to help them survive honorably while resisting captors’ efforts to exploit them. It is also applicable to service members subject to other hostile detention, such as hostage scenarios. Survival and resistance in hostile situations requires knowledge and understanding of the six articles. Violations of the Code of Conduct are not criminally punishable, but actions that also violate the Uniform Code of Military Justice (UCMJ) may render the member subject to disciplinary action. Code of Conduct Training. Department of Defense personnel who plan, schedule, commit, or control members of the U.S. Armed Forces must fully understand the Code of Conduct and ensure personnel have the training and education necessary to abide by it. The level of knowledge members need depends on how likely they are to be captured, their exposure to sensitive information, and how useful or valuable a captor considers them to be. Code of Conduct training is conducted at three levels, briefly described here. - Level A—Entry Level Training. Level A training represents the minimum level of understanding needed for all members of the U.S. Armed Forces. This level is imparted to all personnel during entry training. 182 - Level B—Training After Assumption of Duty Eligibility. Level B training is an enhanced version of training from Level A. It is the minimum level of understanding needed for service members whose military jobs, specialties, or assignments entail moderate risk of capture, such as members of ground combat units. Training is conducted for such service members as soon as their assumption of duty makes them eligible. - Level C—Training Upon Assumption of Duties or Responsibilities. Level C training is an enhanced version of training from Levels A and
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B. It is the minimum level of understanding needed for military service members whose military jobs, specialties, or assignments entail significant or high risk of capture and whose position, rank, or seniority makes them vulnerable to greater-than-average exploitation efforts by a captor. Examples include aircrews and special mission forces, such as pararescue teams. Training for these members is conducted upon their assumption of the duties or responsibilities that make them eligible. 19.12. The Articles of the Code of Conduct President Dwight D. Eisenhower first published the Code of Conduct for members of the U.S. Armed Forces on 17 August 1955. In March 1988, President Ronald W. Reagan amended the code with gender-neutral language. The six articles of the Code of Conduct are listed below, followed by an explanation of each article and significant aspects of that article. ARTICLE I I am an American, fighting in the forces which guard my country and our way of life. I am prepared to give my life in their defense. ARTICLE II I will never surrender of my own free will. If in command, I will never surrender the members of my command while they still have the means to resist. ARTICLE III If I am captured, I will continue to resist by all means available. I will make every effort to escape and aid others to escape. I will accept neither parole nor special favors from the enemy. ARTICLE IV If I become a prisoner of war, I will keep faith with my fellow prisoners. I will give no information or take part in any action which might be harmful to my comrades. If I am senior, I will take command. If not, I will obey the lawful orders of those appointed over me and will back them up in every way. 183
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ARTICLE V When questioned, should I become a prisoner of war, I am required to give name, rank, service number, and date of birth. I will evade answering further questions to the utmost of my ability. I will make no oral or written statements disloyal to my country and its allies or harmful to their cause. ARTICLE VI I will never forget that I am an American, fighting for freedom, responsible for my actions, and dedicated to the principles which made my country free. I will trust in my God and in the United States of America. ARTICLE I. Article I applies to all members at all times. A member of the U.S. Armed Forces has a duty to support United States interests and oppose United States enemies regardless of the circumstances, whether in active combat or captivity. Past experiences of captured Americans reveals that honorable survival in captivity requires a high degree of dedication and motivation. Maintaining these qualities requires knowledge of and a strong belief in the advantages of American democratic institutions and concepts. Maintaining these qualities also requires a love of and faith in the United States and a conviction that the United States cause is just. Honorable survival in captivity depends on faith in, and loyalty to, fellow prisoners of war. Note: Possessing the dedication and motivation fostered by such beliefs and trust may help prisoners of war survive long, stressful periods of captivity, and has helped many return to their country and families with their honor and self-esteem intact. ARTICLE II. Members of the U.S. Armed Forces may never surrender voluntarily. Even when isolated and no longer able to inflict casualties on the enemy or otherwise defend themselves, their duty is to evade capture and rejoin the nearest friendly force. Surrender is the willful act
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of giving oneself up to the enemy. In contrast, capture occurs when a member has no means to resist, evasion is impossible, and further fighting would lead to death of the United States member with no significant loss to the enemy. Capture dictated by overwhelming enemy strength and the futility of fighting is not dishonorable. Service members must understand and have confidence in search and recovery forces rescue procedures and techniques, and proper evasion destination procedures. Note: Under the UCMJ, a United States commander who shamefully surrenders to the enemy, any command or place that is his or her duty to defend, is subject to punishment. In addition, any person subject to the UCMJ who compels or attempts to compel a commander of any place, vessel, aircraft, or other military property, or of any body of members of the Armed Forces, to give it up to an enemy or to abandon it, or who strikes the colors or flag to an enemy without proper authority, is subject to punishment. ARTICLE III. A U.S. Armed Forces member’s duty to continue to resist enemy exploitation by all means available is not lessened by the misfortune of capture. Contrary to the 1949 Geneva Conventions, enemies that United States forces have engaged since 1949 have treated the prisoner of war compound as an extension of the battlefield. The prisoner of war must be prepared for this. Enemies have used a variety of tactics to exploit prisoners of war for propaganda purposes or to obtain military information, in spite of Geneva Convention prohibitions. Physical and mental 184 harassment, general mistreatment, torture, medical neglect, and political indoctrination have all been used, and the enemy has tried to tempt prisoners of war to accept special favors or privileges in return for statements or information, or for a
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pledge by the prisoner of war not to attempt escape. A prisoner of war must not seek special privileges or accept special favors at the expense of fellow prisoners of war. Under the guidance and supervision of the senior military person, the prisoner of war must be prepared to take advantage of escape opportunities. In communal detention, the welfare of the prisoners of war who remain behind must be considered. Additionally, prisoners of war should not sign or enter into a parole agreement. Parole agreements are promises the prisoners of war make to the captor to fulfill stated conditions, such as not to bear arms, in exchange for special privileges, such as release or lessened restraint. Members should understand that captivity involves continuous control by a captor who may attempt to use the prisoner of war as a source of information for political purposes or as a potential subject for political indoctrination. Members must familiarize themselves with prisoner of war and captor rights and obligations under the Geneva Conventions, understanding that some captors have accused prisoners of war of being war criminals simply because they waged war against them. Continued efforts to escape are critical because a successful escape causes the enemy to divert forces that may otherwise be fighting, provides the United States valuable information about the enemy and other prisoners of war, and serves as a positive example to all members of the U.S. Armed Forces. ARTICLE IV. Officers and enlisted members continue to carry out their responsibilities and exercise authority in captivity. Informing, or any other action detrimental to a fellow prisoner of war, is despicable and expressly forbidden. Prisoners of war must avoid helping the enemy identify fellow prisoners of war who may have valuable knowledge to the enemy. Strong leadership is essential to discipline. Without
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discipline, camp organization, resistance, and even survival may be impossible. Personal hygiene, camp sanitation, and care of the sick and wounded are imperative. Wherever located, prisoners of war must organize in a military manner under the senior military prisoner of war, regardless of military service. If the senior prisoner of war is incapacitated or otherwise unable to act, the next senior prisoner of war assumes command. Members must be trained to understand and accept leadership from those in command and abide by the decisions of the senior prisoner of war, regardless of military service. Failing to do so may result in legal proceedings under the UCMJ. Additionally, a prisoner of war who voluntarily informs or collaborates with the captor is a traitor to the United States and fellow prisoners of war, and after repatriation, is subject to punishment under the UCMJ. Service members must be familiar with the principles of hygiene, sanitation, health maintenance, first aid, physical conditioning, and food utilization. ARTICLE V. When questioned, a prisoner of war is required by the Geneva Conventions, and permitted by the UCMJ, to give name, rank, service number, and date of birth. Under the Geneva Conventions, the enemy has no right to try to force a prisoner of war to provide any additional information. However, it is unrealistic to expect a prisoner of war to remain confined for years reciting only name, rank, service number, and date of birth. Many prisoner of war camp situations exist in which certain types of conversation with the enemy are permitted. For example, a prisoner of war is allowed, but not required by the Code of Conduct, the UCMJ, or the Geneva Conventions, to fill out a Geneva Conventions capture card, to write letters home, and to communicate with captors on matters of health and welfare.
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The senior prisoner of war is required to represent prisoners of war in matters of camp administration, health, welfare, and grievances. A prisoner of 185 war must resist, avoid, or evade, even when physically and mentally coerced, all enemy efforts to secure statements or actions that may further the enemy’s cause. Examples of statements or actions prisoners of war should resist include giving oral or written confessions, answering questionnaires, providing personal history statements, and making propaganda recordings and broadcast appeals to other prisoners of war to comply with improper captor demands. Additionally, prisoners of war should resist appealing for United States surrender or parole; engaging in self-criticism; or providing oral or written statements or communication that are harmful to the United States, its allies, the U.S. Armed Forces, or other prisoners of war. Experience has shown that, although enemy interrogation sessions may be harsh and cruel, a prisoner of war can usually resist if there is a will to resist. The best way for a prisoner of war to keep faith with the United States fellow prisoners of war, and him or herself, is to provide the enemy with as little information as possible. Service members familiarize themselves with the various aspects of interrogation, including phases, procedures, methods, and techniques, as well as the interrogator’s goals, strengths, and weaknesses. Members should avoid disclosing information by such techniques as claiming inability to furnish information because of previous orders, poor memory, ignorance, or lack of comprehension. They should understand that, short of death, it is unlikely that a prisoner of war will prevent a skilled enemy interrogator, using all available psychological and physical methods of coercion, from obtaining some degree of compliance. However, the prisoner of war must recover as quickly as possible and resist successive efforts to the utmost. ARTICLE VI.
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A member of the U.S. Armed Forces remains responsible for personal actions at all times. When repatriated, prisoners of war can expect their actions to be subject to review, including both circumstances of capture and conduct during detention. The purpose of such a review is to recognize meritorious performance and, if necessary, investigate any allegations of misconduct. Such reviews are conducted with due regard for the rights of the individual and consideration for the conditions of captivity. Members must understand the relationship between the UCMJ and the Code of Conduct and realize that failure to follow the guidance may result in violations punishable under the UCMJ, and they may be held legally accountable for their actions. Members should also understand that the U.S. Government will use every available means to establish contact with prisoners of war, to support them, and to obtain their release. Furthermore, United States laws provide for the support and care of dependents of the U.S. Armed Forces, including prisoners of war family members. Military members must ensure their personal affairs and family matters are up to date at all times. Note: No United States prisoner of war will be forgotten. Every available means will be employed to establish contact with, support, and obtain the release of all our United States prisoners of war. 19.13. Detention of U.S. Military Personnel in Operations Other than War United States military personnel isolated from United States control are still required to do everything in their power to follow Department of Defense and Air Force policy, and survive with honor. Basic protections available to prisoners of war under the Geneva Conventions may not be adhered to during operations other than war; thus, personnel detained may be subject to the domestic criminal laws of the detaining nation. These personnel should use the
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Code of Conduct as a moral guide to assist them to uphold the ideals of Department of Defense policy and survive their ordeal with honor. Rationale. Because of their wide range of activities, United States military personnel are subject 186 to detention by unfriendly governments or captivity by terrorist groups. When a hostile government or terrorist group detains or captures United States military personnel, the captor is often attempting to exploit both the individual and the U.S. Government for its own purposes. As history has shown, exploitation can take many forms, such as hostage confessions to crimes never committed, international news media exploitation, and substantial ransom demands, all of which can lead to increased credibility and support for the detainer. Responsibility. United States military personnel detained by unfriendly governments or held hostage by a terrorist group must do everything in their power to survive with honor. Furthermore, whether United States military personnel are detained or held hostage, they can be sure the U.S. Government will make every effort to obtain their release. To best survive the situation, military personnel must maintain faith in their country, in fellow detainees, or captives, and most importantly, in themselves. In any group captivity situation, military captives must organize, to the fullest extent possible, under the senior military member present. If civilians are part of the group, they should be encouraged to participate. United States military personnel must make every reasonable effort to prevent captors from exploiting them and the U.S. Government. If exploitation cannot be prevented, military members must attempt to limit it. If detainees convince their captors of their low propaganda value, the captors may seek a quick end to the situation. When a detention or hostage situation ends, military members who can honestly say they did their utmost to resist exploitation will
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have upheld Department of Defense policy, the founding principles of the United States, and the highest traditions of military service. Military Bearing and Courtesy. United States military personnel shall maintain military bearing, regardless of the type of detention or captivity, or brutality of treatment. They should make every effort to remain calm and courteous, and project personal dignity, particularly during the process of capture and the early stages of internment when captors may be uncertain of their control over the captives. Discourteous, nonmilitary behavior seldom serves long-term interests of a detainee or hostage and often results in unnecessary punishment that serves no useful purpose. Such behavior may jeopardize survival and complicate efforts to gain release of the detainee or hostage. Guidance for Detention by Governments. Detainees in the custody of an unfriendly government, regardless of the circumstances that resulted in the detention, are subject to the laws of that government. Detainees must maintain military bearing and avoid aggressive, combative, or illegal behavior that may complicate their situation, legal status, or efforts to negotiate a rapid release. As American citizens, detainees should ask immediately and continually to see United States embassy personnel or a representative of an allied or neutral government. United States military personnel who become lost or isolated in an unfriendly foreign country during operations other than war will not act as combatants during evasion attempts. During operations other than war, there is no protection afforded under the Geneva Convention. The civil laws of that country apply. A detainer’s goal may be maximum political exploitation. Detained United States military personnel must be cautious in all they say and do. In addition to asking for a United States representative, detainees should provide name, rank, service number, date of birth, and the innocent circumstances leading to their detention. They should limit
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further discussions to health and welfare matters, conditions of their fellow detainees, and going home. Detainees should avoid signing documents or making statements. If forced, they must provide as little information as possible. United States military detainees should not refuse release, unless doing so requires them to compromise their honor or cause damage to the U.S. Government or its 187 allies. Attempting to escape by unfriendly governments is not recommended by Department of Defense policy except under life threatening circumstances. This is because attempted or actual escape from a government confinement facility will likely constitute a violation of the unfriendly government’s criminal law and may subject the escapee to increased criminal prosecution. Terrorist Hostage. Capture by terrorists is generally the least predictable and structured form of operations, other than war captivity. Capture can range from a spontaneous kidnapping to a carefully planned hijacking. In either situation, hostages play an important role in determining their own fate because terrorists rarely expect to receive rewards for providing good treatment or releasing victims unharmed. United States military members should assume their captors are genuine terrorists when it is unclear if they are surrogates of a government. A terrorist hostage situation is more volatile than a government detention, so members must take steps to lessen the chance of a terrorist indiscriminately killing hostages. In such a situation, Department of Defense policy accepts and promotes efforts to establish rapport between United States hostages and the terrorists to establish themselves as people in the terrorist’s mind, rather than a stereotypical symbol of a country the terrorist may hate. Department of Defense policy recommends United States personnel stay away from topics that could inflame terrorist sensibilities, such as their cause, politics, or religion. Listening can be vitally important when survival is at stake. Members should not argue,
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patronize, or debate issues with the captors. During rescue attempts, hostages should take cover, remain stationary when practicable, and not attempt to help rescuers. Hostages may experience rough handling from the rescuers until the rescuers separate the terrorists from the hostages. 188 Chapter 20 INSPECTIONS AND MILITARY STANDARDS Section 20B—Individual Accountability 20.9. Enforcing Standards Enforcing military standards begins with individual accountability. There are some activities and behaviors that, while arguably not illegal, are not in alignment with maintaining good order and discipline. Understanding the restrictions and our responsibilities for adhering to Air Force standards will help prevent the need to reinforce these standards. 20.10. Commander’s Authority and Responsibility While preserving an Airman’s right of expression to the maximum extent possible, Air Force commanders have the inherent authority and responsibility to take action to ensure the mission is performed. This authority and responsibility includes placing lawful restriction on engaging in dissident and protest activities; writing, distributing, publishing, or posting any unauthorized material; frequenting establishments that have been designated as ‘off limits’; participating in any activities of illegal discrimination or any activities that a commander finds to be detrimental to good order, discipline, or mission accomplishment; interfering with the Air Force mission or law and order; or presenting a clear danger to loyalty, discipline, or morale of members of the U.S. Armed Forces. 20.11. Public Statements According to AFI 1-1, Air Force Standards , the issuance of public statements on official Air Force matters is the responsibility of cognizant unit or installation commanders and their public affairs representatives. Ensuring that official statements are properly worded and approved, avoids statements that do not reflect official Air Force policy or that could be misleading to the public if taken out of context. To ensure Air Force official information is presented professionally, personnel should make
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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. For additional information, refer to AFI 35-101, Public Affairs Responsibilities and Management . As representatives of the service in both official and unofficial contact with the public, members have many opportunities to contribute to positive public opinion toward the Air Force. Each Air Force member is responsible for obtaining the necessary review and clearance, starting with public affairs, before releasing any proposed statement, text, or imagery to the public. This includes digital products being loaded on an unrestricted website. Members must ensure the information revealed, whether official or unofficial, is appropriate for release according to classification requirements in DoD Instruction 5200.01, Department of Defense Information Security Program and Protection of Sensitive Compartmented Information , and AFPD 16-14, Security Enterprise Governance .189 20.12. Free Exercise of Religion and Religious Accommodation Every Airman has the right to individual expressions of sincerely held beliefs, to include conscience, moral principles or religious beliefs, unless those expressions would have an adverse impact on military readiness, unit cohesion, good order, discipline, health and safety, or mission accomplishment. According to AFI 1-1, Air Force Standards , leaders at all levels must balance constitutional protections for their own free exercise of religion, including individual expressions of religious beliefs, and the constitutional prohibition against governmental establishment of religion. They must ensure their words and actions cannot reasonably be construed to be officially endorsing, disapproving, or extending preferential treatment for any faith, belief, or absence of belief. Airmen requesting religious accommodation must continue to comply with directives, instructions, and lawful orders until the
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request is approved. If the request is not approved, the decision must be based on the facts presented; must directly relate to the compelling government interest of military readiness, unit cohesion, good order, discipline, health, safety, or mission accomplishment; and must be by the least restrictive means necessary to avoid the adverse impact. 20.13. Political Activities According to AFI 1-1, Air Force Standards , generally, as an individual, you enjoy the same rights and have the same responsibilities as other citizens. However, as a member of the U.S. Air Force, the manner in which you exercise your rights is limited in some cases. While on Regular Air Force status, members are prohibited from 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. While Air Force members do have the right and duty as American citizens to vote and voice opinions concerning political matters, we must be careful that personal opinions and activities are not directly, or by implication, represented as those of the Air Force. Examples of political activities that may be prohibited or associated with restrictions include: political rallies, speaking engagements, contributions, endorsements, sponsorship, campaigns, and demonstrations. Before engaging in any political activities, be sure to review applicable Air Force instructions and guidance. AFI 51-508, Political Activities, Free Speech and Freedom of Assembly of Air Force personnel , provides detailed information on what Air Force members may or may not be allowed to do regarding political activities. DoD Directive 1344.10, Political Activities by Members of the Armed Forces , includes guidance on political activities for all U.S. Armed Forces. 20.14. Alcohol Abuse Air Force policy recognizes that alcohol abuse negatively affects public behavior, duty performance, and physical and mental health. The Air
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Force provides comprehensive clinical assistance to eligible beneficiaries seeking help for an alcohol problem. 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. All Airmen are responsible for exercising good judgment in the use of alcohol. State and foreign country drinking age laws, including those in a deployed environment, must be obeyed both on- and off-duty. Use of alcohol must not adversely affect duty performance or conduct on- or off-duty, to include the ability to be recalled, if specifically required, (when serving in an on-call status) during scheduled off-duty time. 190 Drunk Driving. Alcohol abuse, such as driving while intoxicated, can lead to disciplinary action, including criminal prosecution under the Uniform Code of Military Justice (UCMJ) and local and state criminal laws. AFMAN 31-116, Air Force Motor Vehicle Traffic Supervision , applies to everyone with military installation driving privileges. If a member has a blood alcohol percentage of 0.05 but less than 0.08, the person is presumed to be impaired. This standard may be considered with other competent evidence in determining whether the person is under the influence of alcohol. There is a one-year driving privilege suspension for driving or being in physical control of a motor vehicle while under the influence of intoxicating liquor 0.08 percent or greater. 20.15. Substance Use/Misuse Department of Defense policy is to prevent and eliminate problematic substance use in the Department of Defense. Substance use and abuse is incompatible with Air Force core values, maintenance of high standards of behavior, performance, readiness, and the discipline necessary to accomplish the
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Air Force mission. Additionally, substance abuse and misuse can cause serious physical and mental health problems and jeopardize safety. According to AFI 1-1, Air Force Standards , the illegal use of drugs, or improper use of legal drugs, is prohibited and will not be tolerated. In AFI 90-507 , Military Drug Demand Reduction Program, drug abuse 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). “Wrongful” means without legal justification or excuse, and includes use contrary to the directions of the manufacturer or prescribing healthcare provider, and use of any intoxicating substance not intended for human ingestion. Drug abuse also includes inhalant abuse (sometimes referred to as ―huffing) and ste roid usage, other than that specifically prescribed by a competent medical authority. Violators are subject to punitive action under the UCMJ and adverse administrative actions. The knowing use of any intoxicating substance (other than the lawful use of alcohol, tobacco products, or prescription drugs), which is inhaled, injected, consumed, or introduced into the body in any manner to alter mood or function, is prohibited and will not be tolerated. 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. Note: Air Force members with substance abuse problems are encouraged to seek assistance from the unit commander, first sergeant, substance abuse counselor, or a military medical professional through
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the Alcohol and Drug Abuse Prevention and Treatment (ADAPT) Program. ADAPT and drug demand reduction programs include substance use/misuse prevention, education, treatment, and urinalysis testing. Members are held to the highest standards of discipline and behavior, both on- and off-duty. All patients diagnosed with a substance use disorder and entered into ADAPT will be recommended for limited duty, indicating the patient is not worldwide qualified. Individuals who experience problems related to substance use/misuse will receive counseling and treatment as needed; however, all Air Force members are held accountable for unacceptable behavior. 191 Commander’s Identification. Unit commanders will refer all service members for assessment when substance use or misuse is suspected to be a contributing factor in any misconduct. Examples include: driving under the influence, public intoxication, drunk and disorderly, spouse or child abuse and maltreatment, underage drinking, positive drug test, or when notified by medical personnel. Commanders who fail to comply with this requirement place the member at increased risk for developing severe substance problems, and may jeopardize the safety of others and ultimately mission accomplishment. 20.16. Drug Testing The Air Force conducts drug testing of personnel according to AFI 90-507, Military Drug Demand Reduction Program . Drug testing 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. Military members may receive an order or may voluntarily consent to provide urine samples at any time. Military members who fail to comply with an order to provide a urine sample are subject to punitive action under the UCMJ. Note: Commander-directed testing should only be used as a last resort because the results may not be used for disciplinary action under the UCMJ or to characterize an administrative discharge. Inspection under Military Rule of Evidence 313.
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In general, an inspection 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. Inspections may utilize any reasonable natural or technological aid and may be conducted with or without notice to those inspected. The positive result of a urine sample may be used to refer a member for a substance use evaluation, as evidence to support disciplinary action under the UCMJ or administrative discharge action, and as a consideration on the issue of characterization of discharge in administrative discharges. Probable Cause. Probable cause requires a search and seizure authorization from the appropriate commander, military judge, or military magistrate to seize a urine specimen. Probable cause exists when there is a reasonable belief that drugs will be found in the system of the member to be tested. Results may be used as evidence to support disciplinary action under the UCMJ, or administrative discharge action. Medical Purposes. 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. Results may be used as evidence to support disciplinary action under the UCMJ or administrative discharge action. Self-identification. Air Force members (not currently under investigation or pending action), with alcohol problems, substance use problems, personal drug use or possession, are encouraged to seek assistance from the unit commander, first sergeant, substance use counselor, or a military medical professional. Following an assessment, the ADAPT program manager will consult with the treatment team and determine an appropriate clinical course of action. Commanders may not use voluntary disclosure against a member in an action under the UCMJ or when
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weighing characterization of service in a separation. 192 Section 20C—Appropriate Working Relationships 20.17. Working Relationships Social interaction that contributes appropriately to unit cohesiveness and effectiveness is encouraged. Military members of all grades must maintain professional relationships with civilian employees and government contractor personnel they work with, supervise, or direct, and must avoid relationships that adversely affect or are perceived to adversely affect morale, discipline, respect for authority, and unit cohesion, or that violate law or regulation. While personal relationships between Air Force members are normally matters of individual choice and judgment, they become matters of official concern when they adversely affect or have the reasonable potential to affect the Air Force by eroding morale, good order, discipline, respect for authority, unit cohesion, or mission accomplishment. Professional Relationships. As stated in AFI 1-1, Air Force Standards , appropriate professional relationships are vital to the effective operation of all organizations and to maintaining good order and discipline. The nature of the military mission requires absolute confidence in command and an unhesitating adherence to orders that may result in inconvenience, hardships, and at times, injury or death. This distinction makes the maintenance of professional relationships in the military more critical than in civilian organizations. AFI 36-2909, Professional and Unprofessional Relationships, establishes responsibilities for maintaining professional relationships. Unprofessional Relationships. 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. Once established, unprofessional relationships, such as inappropriate personal relationships and favoritism, do not go unnoticed by other members of a unit, and call into question the superior’s impartiality toward the subordinate and his or her peers. Unprofessional relationships must be avoided between officers, between
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enlisted members, between officers and enlisted members, between military personnel and civilian employees or contractor personnel, as well as within and across the military branches. Relationships in which one member exercises supervisory or command authority over another have the potential for becoming unprofessional. Similarly, differences in grade increase the risk that a relationship will be, or will be perceived to be, unprofessional because senior members in military organizations have direct or indirect organizational influence over the duties and careers of junior members. The ability of the senior member to directly or indirectly influence assignments, promotion recommendations, duties, awards, and other privileges and benefits, places both the senior member and the junior member in susceptible situations. Fraternization. Fraternization is an unprofessional relationship between an officer and enlisted member specifically addressed in the Manual for Courts-Martial under Article 134, Fraternization .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. This custom of the service recognizes that officers will not form personal relationships with enlisted members on terms of military equality, whether on- or off-duty. A contact or association constitutes fraternization depending on the surrounding circumstances, such as whether the conduct has compromised the chain of command; has resulted in the appearance of partiality; or 193 has otherwise undermined good order, discipline, authority, or morale. The prohibition on fraternization extends beyond organizational and chain of command lines to include members among or across different services. In short, it extends to all officer and enlisted relationships. When fraternization occurs, the officer will be held primarily responsible, and is the only member subject to disciplinary action for fraternization;
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however, an enlisted member involved in consensual fraternization is still engaged in an unprofessional relationship and is likewise subject to discipline under Article 92 of the Uniform Code of Military Justice. 20.18. Equal Opportunity The Air Force Equal Opportunity Program foster and support equal opportunity and must be carried out in the day-to-day actions of all personnel. The Air Force will not tolerate unlawful discrimination, harassment, or reprisal against individuals who engage in protected activity. Airmen must actively make workplace professionalism a top priority and take proactive steps to prevent and eliminate unlawful discriminatory or harassment behavior. Commanders and supervisors are charged with taking immediate and appropriate actions to address inappropriate behaviors or allegations once they are made aware, and are encouraged to consult with their local equal opportunity office before initiating action to resolve such concerns. Refer to AFI 36-2706, Equal Opportunity Program Military and Civilian , for additional information. Note: The Air Force Sexual Harassment/Unlawful Discrimination (24-hour) Hotline (1-888-231-4058), is established to ensure Air Force personnel can easily and freely report to proper Equal Opportunity authorities any allegations of sexual harassment or discrimination, and provide information on sexual harassment and equal opportunity issues. Equal Opportunity Program Objectives. The primary objective of the Equal Opportunity Program is to eradicate unlawful discrimination and foster a positive human relations environment. To this end, Equal Opportunity offices at every installation stand ready to assist individuals, supervisors, and commanders with eradicating every form of unlawful discrimination and harassment from the workplace. To improve the Air Force human relations environment, Equal Opportunity offices offer an array of counseling, mediation, education, assessment, training, general assistance, and complaint resolution services. Unlawful Discrimination. Unlawful discrimination can include the use of disparaging terms regarding an individual’s birthplace, ancestry, culture, or the linguistic characteristics common to a specific ethnic
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group. The use of terms that degrade or connote negative statements pertaining to race, color, religion, national origin, sex, age, genetic information, and mental or physical disability, can constitute unlawful discrimination. These terms include insults, printed material, visual material, signs, symbols, posters, or insignia. - Unlawful Discrimination Against Military Members. Unlawful discrimination against military members 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. This type of discrimination includes verbal, physical, and non-verbal forms, as well as social media. For military members, unlawful discrimination is unacceptable, on- or off-base, 24 hours a day. - Unlawful Discrimination Against Department of Defense Civilian Employees. Unlawful discrimination against civilian employees includes any unlawful employment practice that occurs when an employer fails or refuses to hire or promote; discharges or otherwise discriminates against 194 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). 20.19. Harassment Harassment against military members or 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 includes use of electronic communications, social media, other forms of communication, and in person. Harassment may include offensive jokes, epithets, ridicule or mockery, insults or put-downs, displays of offensive objects or imagery, stereotyping, intimidating acts, veiled threats of violence, threatening or provoking remarks,
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racial or other slurs, derogatory remarks about a person’s accent, or displays of racially offensive symbols. Activities or actions undertaken for a proper military or governmental purpose, such as combat survival training, are not considered harassment. Six Distinct Forms of Harassment. The Air Force Equal Opportunity Program covers six distinct forms of harassment: discriminatory, sexual, bullying, hazing, retaliation, and reprisal. They are briefly described here. - Discriminatory Harassment. Discriminatory harassment is conduct that is unwelcome based on race, color, religion, sex (including gender identity), national origin, or sexual orientation. - Sexual Harassment. Sexual 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 is conduct that involves unwelcome sexual advances, requests for sexual favors, and deliberate or repeated offensive comments or gestures of a sexual nature when: submission to such conduct is made either explicitly or implicitly a term or condition of a person’s job, pay, or career; submission to or rejection of such conduct by a person is used as a basis for career or employment decisions affecting that person; such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creates an intimidating, hostile, or offensive environment; and is so severe or pervasive that a reasonable person would perceive, and the victim does perceive, the environment as hostile or offensive. Any person in a supervisory or command position who uses or condones any form of sexual behavior to control, influence, or affect the career, pay, or job of a military member or civilian employee is engaging in sexual harassment. Note: Sexual harassment includes use of electronic communications, including social media, other forms of communication, and in person. There is no requirement for concrete psychological harm to the
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complainant for behavior to constitute sexual harassment. Behavior is sufficient to constitute sexual harassment if it is so severe or pervasive that a reasonable person would perceive, and the complainant does perceive, the environment as hostile or offensive. - Bullying. A form of harassment that 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 may involve the singling out of an individual from his or her coworkers, or unit, for ridicule 195 because he or she is considered different or weak. It often involves an imbalance of power between the aggressor and the victim. Bullying can be conducted through the use of electronic devices or communications, and by other means including social media, as well as in person. Service members may be responsible for an act of bullying even if there was actual or implied consent from the victim and regardless of the grade or rank, status, or service of the victim. Bullying is prohibited in all circumstances and environments, including off-duty or “unofficial” unit functions and settings. Note: Bullying does not include properly directed command or organizational activities that serve a proper military or other governmental purpose, or the requisite training activities required to prepare for these activities, such as command-authorized physical training. - Hazing. A form of harassment that 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
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continued membership in any military or Department of Defense civilian organization. Hazing can be conducted through the use of electronic devices or communications, and by other means including social media, as well as in person. Service members may be responsible for an act of hazing even if there was actual or implied consent from the victim and regardless of the grade or rank, status, or service of the victim. Hazing is prohibited in all circumstances and environments including off-duty or “unofficial” unit functions and settings. Note: Hazing does not include properly directed command or organizational activities that serve a proper military or other governmental purpose, or the requisite training activities required to prepare for these activities, such as, administrative corrective measures, extra military instruction, or command-authorized physical training. - Retaliation. Retaliation 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 for reporting a criminal offense can occur in several ways, including reprisal. Investigation of complaints of non-criminal retaliatory actions other than reprisal will be processed consistent with service-specific regulations. - Reprisal. Reprisal 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. In addition to reprisal, other retaliatory behaviors include ostracism, maltreatment, and criminal acts for a retaliatory purpose in connection with an alleged sex-related offense or sexual harassment, or for performance of duties concerning an alleged sex-related offense or sexual harassment. 20.20. Military Equal Opportunity Complaint Process Only military personnel, their family members, and retirees may file military Equal Opportunity
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complaints. To file a complaint, the individual must be the subject of the alleged unlawful discrimination or sexual harassment. Third parties, to include commanders, supervisors, or co-workers, may not file a complaint on behalf of another individual. The Equal Opportunity office will refer all third party individuals who are aware of specific allegations of military Equal 196 Opportunity policy violations to their respective chain of command. The Equal Opportunity office will not accept military complaints from military members, family members, or retirees if the concerns are related to off-base or Department of Defense civilian employment. Military Informal Complaint Procedures. The purpose of the military informal complaint process is to attempt resolution at the lowest possible level. To informally resolve unlawful discrimination and sexual harassment complaints, individuals may orally address or prepare written correspondence to the alleged offender, request intervention by a coworker, opt to use the alternate dispute resolution process, or use the chain of command, such as requesting assistance from the supervisor, first sergeant, or commander. There is no time limit for filing informal complaints and no requirement for commander approval before accepting informal complaints. Military Formal Complaint Procedures. The purpose of the military formal complaint process 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. The complaint clarification process involves gathering information regarding a formal military complaint or hotline complaint to determine whether a ‘preponderance of evidence’ exists to demonstrate that unlawful discrimination or harassment occurred. The complaint clarification includes interviewing or taking statements from complainants, potential witnesses, alleged offenders, and anyone else who may have information relevant to the case. The Equal Opportunity office may use information gathered from other
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investigations in conjunction with, but not in lieu of, their own clarification process to establish a preponderance of credible evidence. The clarification results are forwarded to the Staff Judge Advocate for a legal sufficiency review. Once the review is complete, the alleged offender’s commander receives the complaint for final action, if appropriate. Military formal complaints must be filed within 60 calendar days of the alleged offense. The installation commander may waive the time limits for good cause based on a memorandum with sufficient justification provided by the complainant and submitted through the Equal Opportunity office. 20.21. Civilian Equal Opportunity Complaint Process Only Air Force employees, former employees, and applicants for employment may file civilian Equal Opportunity complaints. An aggrieved person can file a complaint if discriminated against on the basis of race, color, religion, sex, (including pregnancy, gender identity, and sexual orientation) national origin, age (40 and older), or disability, or if subjected to sexual harassment or retaliated against for opposing discrimination or for participating in the complaint process. Additionally, an employee can file a complaint under Title II of the Genetic Information Nondiscrimination Act of 2008, which prohibits genetic information discrimination for any aspect of employment, including hiring, firing, pay, job assignment, promotion, layoff, training, fringe benefits, or any other term or condition of employment. To harass or retaliate against a person because of his or her genetic information is illegal under the Genetic Information Nondiscrimination Act. Civilian Informal Complaint Procedures. The purpose of the civilian informal complaint process 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 . The objective is to seek opportunities to resolve issues at the lowest organizational level at the earliest
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possible time. The Equal Opportunity office will work with management and the Staff Judge Advocate in an attempt to resolve the complainant’s 197 concerns. The Equal Opportunity office must complete the informal complaint process within 30 calendar days of the complaint being filed unless the complainant grants an extension not to exceed 60 additional calendar days. If the matter is not resolved to the complainant’s satisfaction before the end of the authorized period, including extensions, the complainant is issued a notice of right to file a formal complaint. Civilian Formal Complaint Procedures. A formal complaint must be filed at the installation where the alleged discrimination occurred. For the complaint to be processed at the formal stage, the initial contact must be 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 or when he or she becomes aware of the personnel action. The complaint must describe the actions or practices that form the basis of the complaint that was discussed with the Equal Opportunity office during the informal complaint process. The complaint must be filed with the Equal Opportunity director or designee within 15 calendar days of the complainant receiving the notice of right to file a formal complaint. The Air Force is required to process civilian formal Equal Opportunity complaints in accordance with Title 29, Code of Federal Regulations, Part 1614, and Equal Employment Opportunity Management Directive 110. The Equal Employment Opportunity Commission requires federal agencies to discharge certain responsibilities once a civilian formal Equal Opportunity complaint is filed. 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
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an investigation to be completed within 180 calendar days from the date filed. 20.22. Sexual Assault Prevention and Response The Sexual Assault Prevention and Response (SAPR) Office 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. Installation Sexual Assault Response Coordinator. The installation Sexual Assault Response Coordinator (SARC) 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. Note: The Air Force will identify trained military SARCs, as well as trained civilian SARCs or SAPR Victim Advocates (SAPR VA), for rotational support of global contingency operations and deployments. Normally, each air expeditionary wing will warrant at least one SARC and one SAPR VA position. For deployments smaller than an air expeditionary force, deployed commanders must provide a sexual assault response capability consistent with Air Force requirements. Volunteer Victim Advocate. Volunteer Victim Advocates (VVA) 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. The VVA provides information on available options and resources to victims, conducts liaison assistance with other organizations and agencies on victim care matters, and reports directly to the SARC when performing victim advocacy duties. 198 Special Victims’ Counsel. The Special Victims’ Counsel (SVC) is a judge advocate who is authorized to provide independent legal representation to eligible victims of sexually-related offenses. A SVC’s primary responsibility is to their
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client. The program, through its attorneys and paralegals, delivers victim-centered advice and advocacy world-wide, assists clients in obtaining support and recovery resources, and promotes greater confidence in the military justice process and the U.S. Air Force. The SVC’s representation allows victims of sexually-related offenses to provide informed input throughout the military justice process to decision-makers and may assist with matters outside the military justice process if they are related to the reported offense. Sexual Assault. Sexual assault 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 . Inherent in these core values is respect: self-respect, mutual respect, and respect for the Air Force as an institution. Simply stated, sexual assault is an intentional sexual contact, characterized by the use of force, threats, intimidation, abuse of authority, or when the victim does not or cannot consent. The term sexual assault includes a broad category of sexual offenses consisting of rape, sexual assault, aggravated sexual contact, abusive sexual contact, forcible sodomy, or attempts to commit any of these offenses. Consent. Consent is defined as words or overt acts indicating a freely given agreement to the sexual conduct by a competent person. An expression of lack of consent through words or conduct means there is 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, does not constitute consent. A current or previous relationship, or the manner of dress of the person involved with the accused in the sexual conduct at issue, shall not constitute consent. There is no consent where the person
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is sleeping or incapacitated, such as due to age, alcohol or drugs, or mental incapacity. Response to an Allegation of Sexual Assault. 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 so. 20.23. Sexual Assault Reporting Options The Air Force has two reporting options: unrestricted and restricted reporting. The Air Force makes every effort to treat victims of sexual assault with dignity and respect, to protect their privacy to the maximum extent of the law, and provide support, advocacy, and care. Regardless of whether the victim elects restricted or unrestricted reporting, confidentiality of medical information will be maintained. Restricted Reports. The Department of Defense has directed the implementation of confidentiality in the form of a restricted reporting option that enables eligible victims to report allegations of sexual assault to specified personnel, without triggering an investigation. This reporting option is intended to remove barriers to medical care and support while giving the victim additional time and increased control over the release and management of personal information. 199 Only SARCs, SAPR VAs, VVAs, and healthcare personnel may receive restricted reports of sexual assault. If a victim elects this reporting option, a victim may convert a restricted report to an unrestricted report at any time. Chaplains, legal assistance attorneys, and SVC entitled to privileged communications will
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not accept a restricted report of sexual assault. However, in the course of otherwise privileged communications with chaplains, legal assistance attorneys, and SVC, a victim may indicate that he or she wishes to file a restricted report. If this occurs, the chaplains, legal assistance attorneys, and SVC will facilitate contact with a SARC, SAPR VA, or VVA to ensure that a victim is offered SAPR services. Unrestricted Reports. 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. If a victim elects this reporting option, a victim will not be permitted to change from unrestricted to a restricted report. The individual to whom an unrestricted report is made will notify the SARC. Any report of sexual assault made through the SARC, SAPR VA, VVA, or healthcare personnel by an individual who elects an unrestricted report and designates so in writing, will be forwarded for the Air Force Office of Special Investigations. 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, routinely include: law enforcement, commanders, and first sergeants of the victim and the alleged assailant, legal personnel, the SARC, SAPR VA, VVA, and healthcare providers, as required. Commanders notified of a sexual assault through an unrestricted report must take immediate steps to ensure the victim’s physical safety, emotional security, and medical treatment needs are met and that the Air Force
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Office of Special Investigations or appropriate criminal investigative agency and SARC are notified. Reporting Eligibility. The following individuals are eligible for both the restricted and unrestricted reporting option within the SARC program. - Regular Air Force members who were sexual assault victims perpetrated by someone other than the victim’s spouse, same sex domestic partner, and/or unmarried intimate partner. - Military members, who are on Regular Air Force status, but who were sexual assault victims prior to enlistment or commissioning, are eligible to receive SAPR services under either reporting option. Support to a member on Regular Air Force status is available regardless of when or where the sexual assault took place. - Service members’ dependents, 18 years of age and older, who are eligible for treatment in the military health system at installations in the Continental United States and outside of the Continental United States, and who were sexual assault victims perpetrated by someone other than the victim’s spouse, same sex domestic partner, and/or unmarried intimate partner. - Air Force Reserve and Air National Guard members in Title 10 status who are sexually assaulted when performing active service and inactive duty training. 200 - Department of Defense civilian employees will have access to full SAPR services that are offered to service members. This does not include additional medical entitlements or legal services to which they are not already authorized by law or policy. Collateral Misconduct in Sexual Assault Cases. An investigation into the facts and circumstances surrounding an alleged sexual assault may produce evidence that the victim engaged in misconduct. Collateral misconduct by a sexual assault victim is a significant barrier to reporting because of the victim’s fear of punishment. Some reported sexual assaults involve circumstances where the victim may have engaged in some form of misconduct like underage drinking or
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other related alcohol offenses, adultery, drug abuse, fraternization, or 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 misconduct in a manner that is consistent and appropriate to the circumstances. When considering what corrective actions may be appropriate, 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. The gravity of any collateral misconduct by the victim, and its impact on good order and discipline, should be carefully considered in deciding what, if any, corrective action is appropriate. Commanders should consult with their servicing Staff Judge Advocate prior to taking any action regarding collateral misconduct. Section 20D—Addressing Misconduct 20.24. Corrective Actions Commanders, supervisors, and other persons in authority can issue administrative counseling, admonitions, and reprimands that are intended to improve, correct, and instruct subordinates who depart from standards of performance, conduct, bearing, and integrity, on- or off-duty, and whose actions degrade the individual and the unit mission. Personal Information File. Commanders and supervisors perform many personnel management functions requiring them to keep Personal Information Files (PIF) on assigned personnel. AFI 36-2608, Military Personnel Records System, authorizes the use and maintenance of PIFs by commanders and supervisors. If a PIF is established, use of AF Form 10A, Personnel Information File, Record of Performance, or Officer Command Selection Record Group, is required. Custodians must keep PIFs current and secured in a locked area or container to protect against misuse or unauthorized access. The member may gain access
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to their PIF at any time per AFI 33-332, Air Force Privacy and Civil Liberties Program . Contents of the PIF must be available to commanders, raters, first sergeants, senior raters, Air Force Office of Special Investigations, and Staff Judge Advocate personnel, as warranted. The release and review of the PIF contents in these instances are for official business or routine use. Unfavorable Information File. The Unfavorable Information File (UIF) provides commanders with an official and single means of filing derogatory data concerning an Air Force member’s personal conduct and duty performance. With some exceptions, the commander has wide 201 discretion as to what should be placed in a UIF and what should be removed. Mandatory documents in UIFs 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, and control roster actions. Optional documents may be included in UIFs for up to one year. Individuals have three duty days to acknowledge and provide pertinent information before the commander makes the final decision. The commander advises the individual of the final decision. If the commander decides to file the information in an UIF, the individual’s response is also filed. Unit commanders must review all UIFs within 90 days of assuming or being appointed to command; when individuals are considered for promotion, reenlistment, permanent change of station or assignment, and reclassification or retraining. Commanders also review UIFs annually, with the assistance of the Staff Judge Advocate. Commanders keep the UIF for the disposition period unless early removal is clearly warranted. In the
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course of their Air Force duties, the following individuals are authorized access to a member’s UIF: the member, commander, first sergeant, enlisted performance report reporting and rating officials, force support squadron personnel, inspector general, inspection team, legal office personnel, military equal opportunity personnel, law enforcement personnel, and substance abuse counselors. For additional information regarding the UIF program, refer to AFI 36-2907, Unfavorable Information File (UIF) Program . Control Roster. Control rosters 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. Commanders should consider prior incidents, acts, failures, counseling, and rehabilitative efforts when establishing control rosters. A single incident of substandard performance or an isolated breach of standards not likely to be repeated, is not ordinarily a basis for a control roster action. 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. The individual acknowledges receipt of the action and has three duty days to respond and submit a statement on his or her behalf before the action is finalized. Placement on the control roster is a mandatory UIF entry and is initially instated for six months, but it can be removed early at the commander’s discretion. If a member is not rehabilitated within six months of being placed on the control roster, the commander initiates more severe action. The UIF six-month time period begins the day the AF Form 1058, Unfavorable Information File Action , is finalized and ends at 2400 hours six months later. Note: The control roster
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is not to be used by commanders as a substitute for more appropriate administrative, judicial, or nonjudicial action. 20.25. Administrative Counseling, Admonitions, and Reprimands Administrative counseling, admonitions, and reprimands 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. These tools are intended to improve, correct, and instruct subordinates who depart from standards of performance, conduct, bearing, and integrity on- or off-duty, and whose actions degrade the individual and unit’s mission. Counseling, admonitions, and reprimands should be used as part of a graduated pattern of discipline in response to repeated departures from standards. The decision to issue a letter of 202 counseling, admonition, or reprimand should be based primarily on the nature and seriousness of the incident and on the previous disciplinary record of the member. Counseling statements may be either verbal or written, but written corrective actions are more meaningful to the member and the infraction, and when documented properly, may be used in subsequent proceedings. Written administrative counseling, admonitions, and reprimands are subject to the rules of access, protection, and disclosure outlined in the Privacy Act of 1974. The same rules apply to copies kept by supervisors and commanders and those filed in a UIF or PIF. While no specific standard of proof applies to administrative action proceedings, commanders should utilize the “preponderance of the evidence” standard when evaluating evidence and elements of the offenses committed. A preponderance of the evidence means simply the greater weight of credible evidence. If such proof is lacking, administrative action is susceptible to being found to be legally unsupportable and, as a result, could be set aside. Letter of Counseling and Air Force Form 174, Record of Individual Counseling. Counseling is used by first line supervisors, first
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sergeants, and commanders to help Airmen use good judgment, assume responsibility, and face and solve problems. Counseling, whether conducted verbally or in writing, helps subordinates develop skills, attitudes, and behaviors consistent with maintaining Air Force readiness. Counseling may be documented on an AF Form 174, Record of Individual Counseling or on bond paper or letterhead as a letter of counseling. Letter of Admonishment. An admonishment is used to document an infraction that warrants more severe action than a counseling, but not serious enough to warrant a reprimand. For officer personnel, if the letter of admonishment is not filed in the UIF, it must be filed in the individual's PIF. Letter of Reprimand. A reprimand is more severe than a letter of counseling and letter of admonishment, and indicates a stronger degree of official censure. Commanders may elect to file a letter of reprimand in a UIF for enlisted personnel. Letters of reprimand are mandatory for file in the UIF for officer personnel. 20.26. Administrative Demotion of Airmen An administrative demotion of Airmen is a process available to commanders. The most common reasons commanders would administratively demote an Airman are for a failure to complete officer transitional training due to reasons of academic deficiency, self-elimination, or misconduct (trainees will be demoted to the grade they formerly held); 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 ; or upon termination of student status of members attending temporary duty Air Force schools. Upon decision to proceed with an administrative demotion, the immediate commander notifies the member in writing of the intention to recommend demotion, citing the paragraph, the demotion authority
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if other than the initiating commander, and the recommended grade. The notification must also include the specific reasons for the demotion and a complete summary of the supporting facts. The commander informs the member of their right to counsel, their right to respond within three duty days, and their right to apply for retirement in lieu of demotion, if eligible. Following 203 the member’s response, if the commander elects to continue the proceedings, the case file is forwarded with a summary of the member’s written and verbal statements to the force support squadron for processing prior to forwarding to the demotion authority. The member must be notified in writing of the decision to forward the action to the demotion authority. The demotion authority obtains a written legal review before making a decision. Airmen may appeal the demotion decision through proper channels. 20.27. Administrative Separations Airmen are entitled to separate at their expiration of term of service unless there is a specific authority for retention. As a rule, Airmen separate on the date their expiration term of service occurs, but their separation is not automatic. Airmen are members of the Air Force until they are separated by administrative action. Many different reasons for separation exist. The suitability of persons to serve in the Air Force is judged on the basis of their conduct and their ability to meet required standards of duty performance and discipline. Commanders and supervisors must identify enlisted members who show a likelihood for early separation and make reasonable efforts to help these members meet Air Force standards. Members who do not show potential for further service should be discharged. Commanders must consult the servicing Staff Judge Advocate and military personnel flight before initiating the involuntary separation of a member. Required Separation. Airmen who will continue to serve
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in another military status must separate; for example, an Airman may separate to serve with the Air Force Reserve or Air National Guard. An Airman may also separate to accept an appointment as a commissioned officer of the Air Force or to accept an appointment as a warrant or commissioned officer of another branch of service. Voluntary Separation. Airmen may ask for early separation for the convenience of the government if they meet the criteria. Entering an officer training program, pregnancy, conscientious objection, hardship, and early release to attend school are some of the reasons for which members may be allowed to separate. Involuntary 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. Defective enlistment (fraudulent or erroneous) is also a basis for discharge. Airmen are subject to discharge for cause based on such factors as unsatisfactory performance, substance abuse, misconduct, or in the interest of national security. 20.28. Service Characterization Airmen who do not qualify for reenlistment receive a discharge without regard to their remaining military service obligation. The service characterization depends upon the reason for the discharge and the member’s military record in the current enlistment or period of service. The service of members administratively discharged under AFI 36-3208, Administrative Separation of Airmen, may be characterized as honorable, general (under honorable conditions), or under other than honorable conditions. Honorable. Members separating at their expiration of term of service, or voluntarily or involuntarily separating for the convenience of the government, are characterized as honorable. An honorable discharge is given when the quality of the member’s service generally has met Air 204 Force standards of acceptable conduct and performance of duty, or
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a member’s service is otherwise so meritorious that any other characterization would be inappropriate. General (under honorable conditions). A general (under honorable conditions) 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. Under Other Than Honorable Conditions. An under other than honorable conditions discharge 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. This characterization can be given only if the member is offered an administrative discharge board or if a discharge is unconditionally requested in lieu of trial by court-martial. Discharge Instead of Trial by Court-Martial. If charges have been preferred against an Airman and if the Uniform Code of Military Justice authorizes punitive discharge as punishment for the offense, the Airman may request an administrative discharge instead of trial by court-martial. There is no guarantee; however, that the Airman’s request will be granted. 20.29. Air Force Discharge Review Board The Air Force Discharge Review Board 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 objective of a discharge review 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. Airmen separated under circumstances (except retirement) that make them ineligible for reenlistment, and officers discharged under adverse conditions, are briefed by the military personnel section at the time of their discharge about the discharge review board process. They are provided with a discharge review fact
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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. The applicant or the applicant’s counsel may appear before the board or address the board via video teleconference. Procedures allow the applicant latitude in presenting evidence, witnesses, and testimony in support of the applicant’s case. A board may also review the case based on documentation in the military record and any additional evidence provided by the applicant. 20.30. Air Force Board for Correction of Military Records The Air Force Board for Correction of Military Records is the highest level of administrative review for correcting military records. In most cases, applicants are members or former members of the Air Force. In some situations, a family member, heir, or legal representative (such as a guardian or executor) of the member or former member with a proper interest, may request correction of another person's military records when that person is incapable of acting on his or her own behalf, is missing, or is deceased. With a few exceptions, most records generated by the Air Force may be corrected by the board. Records addressed for change include, but are not limited to: enlisted performance reports, fitness test results, debts incurred, discharges and reenlistment/reentry eligibility codes, survivor benefit plans, accumulated leave days, Article 15 actions, and reinstatement into the Air Force. Records may be changed, voided, or created as 205 necessary to correct an error or to remove an injustice. Applicable monetary benefits are recomputed based on the records changed. The board is a recommending body and will vote to grant, partially grant, or deny the requested relief. If the board recommends favorable relief, the case is forwarded to the Secretary
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of the Air Force’s designee for final decision. Unless procured by fraud, their decision is final and binding on all Air Force officials and government agencies. Personal appearance to present an application to the Air Force Board for Correction of Military Records is not a statutory right and is granted solely at the discretion of the board, predicated on the finding the applicant’s presence, without or without counsel, and will materially add to the board’s understanding of the issue(s) involved. Information on the board’s authority, jurisdiction, and policy can be found in AFI 36-2603, Air Force Board for Correction of Military Records . Note: Applicants must exhaust other reasonably available administrative avenues of relief prior to applying to the Air Force Board for Correction of Military Records. If other administrative remedies have not been properly exhausted before applying, the application, 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. 206 Chapter 21 MILITARY JUSTICE Section 21C—Nonjudicial Punishment 21.9. Administrative Procedures Nonjudicial punishment is authorized under Article 15, Uniform Code of Military Justice (UCMJ). Often referred to as an Article 15, nonjudicial punishment provides commanders with an essential and prompt means of maintaining good order and discipline and promotes positive behavior changes in service members without the stigma of a court-martial. Any Air Force member can be punished by Article 15. Commanders are encouraged, but not required, to offer counseling and administrative reprimands before resorting to the Article 15 process. Minor Offense. Whether or not an offense is minor depends on several factors and is a matter left to the imposing commander’s discretion. Besides the nature of the offense, the commander should also consider the alleged offender’s age, grade, duty assignments, record, experience, and
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the maximum sentence imposable for the offense if tried by a general court-martial. Ordinarily, a minor offense is an offense in which the maximum sentence imposable would not include a dishonorable discharge or confinement for more than one year if tried by a general court-martial. Procedures. Commanders must confer with the Staff Judge Advocate, or a designee, before initiating nonjudicial punishment proceedings and before imposing punishment. The Staff Judge Advocate advises and helps the commander evaluate the facts and determine what offense was committed. While no specific standard of proof applies to nonjudicial punishment proceedings, including appeals, commanders should recognize that a member is entitled to demand trial by court-martial, in which case, proof beyond a reasonable doubt of each element of every offense by legal and competent evidence is a prerequisite to conviction. Whether such proof is available should be considered before initiating Article 15 action. Record of Nonjudicial Punishment. If the commander does determine that nonjudicial punishment is appropriate, the Staff Judge Advocate or military justice section of the base legal office prepares the appropriate documentation: AF Form 3070A, Record of Nonjudicial Punishment Proceedings (AB thru SSgt) AF Form 3070B, Record of Nonjudicial Punishment Proceedings (TSgt thru CMSgt) AF Form 3070C, Record of Nonjudicial Punishment Proceedings (Officer) The commander notifies the member that he or she is considering punishment under Article 15 by signing the appropriate AF Form 3070 and providing it to the member. The form includes a statement of the alleged offenses, the member’s rights, and the maximum punishment allowable. After receiving the form, the member has a right to examine all statements and evidence available to the commander, and is not required to accept or reject nonjudicial punishment sooner than 72 hours following notification. The initiating commander may, upon written application, grant an extension for
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good cause. Before making the decision, the member may wish to consult with Area Defense Counsel. A member’s decision to accept the Article 15 is not an admission of guilt, but is a choice of forum. The member is not required to present matters or make a statement, but may do so orally, in writing, or both, and may present witnesses. 207 21.10. Punishments Under Article 15 If the commander finds the member committed an offense, he or she will determine the appropriate punishment, serve it, and notify the member of the right to appeal. Punishments may include reduction in grade, forfeiture of pay, restrictions, extra duties, and correctional custody. The type and permissible extent of punishment are limited by the imposing commander’s grade and the alleged offender’s grade. Table 21.1. is provided here as a generalized reference; however, for detailed, specific information regarding punishments under Article 15, refer to AFI 36-2502, Enlisted Airman Promotion/Demotion Programs, and AFI 51-202, Nonjudicial Punishment . Table 21.1 . Permissible Nonjudicial Punishments on Enlisted Members. (Notes 1, 2, 3, and 4) R ULE Punishment Imposed by Lieutenant or Captain Imposed by Major Imposed by Lieutenant Colonel or Above 1 Additional restrictions May not impose nonjudicial punishment on CMSgt or SMSgt May not impose nonjudicial punishment on CMSgt or SMSgt See note 2 for reduction of CMSgt or SMSgt 2 Correctional custody Up to 7 days 30 days 30 days 3 Reduction in Grade CMSgt No No Note 2 4 SMSgt No No Note 2 5 MSgt No No One grade 6 TSgt No One grade One grade 7 SSgt One grade One grade One grade 8 SrA One grade To Airman Basic To Airman Basic 9 A1C One grade To Airman Basic To Airman Basic 10 Amn One grade To Airman Basic To Airman
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Basic 12 Reprimand Yes Yes Yes 13 Restriction 14 days 60 days 60 days 14 Extra duties 14 days 45 days 45 days 15 Forfeiture 7 day’s pay ½ of 1 month’s pay per month for 2 months ½ of 1 month’s pay per month for 2 months Notes: 1. See Manual for Courts-Martial, part V, paragraph 5d, for further limitations on combinations of punishments. 2. CMSgt or SMSgt may be reduced one grade only by MAJCOM commanders, commanders of unified or specified commands, or commanders to whom promotion authority to theses grades has been delegated. See AFI 36-2502, Enlisted Airman Promotion/Demotion Programs . AFI 51-202, Nonjudicial Punishment, Table 3.1. 3. Bread and water and diminished rations punishments are not authorized. 4. Frocked commanders may exercise only that authority associated with their actual pay grade. No authority is conferred by the frocked grade. 208 Member’s Right to Appeal. Members are entitled to appeal nonjudicial punishment to the next superior authority in the commander’s chain of command. The member may appeal when he or she considers the punishment to be unjust or disproportionate to the offense. A member may assert the punishment was unjust because the offense was not committed. Thus, the guilty finding, the punishment, or both, may be appealed. The member has five calendar days to submit a written appeal—an oral statement is not acceptable. Punishments are not stayed (suspended or halted) during the appeal process; however, if the commander or appellate authority fail to take action on an appeal within five days after submission, and if the member so requests, any unexecuted punishment involving restraint or extra duties will be delayed until after appeal. The appellate authority may deny all relief, grant partial relief, or grant all relief requested by the member. The appellate authority’s decision is final.
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21.11. Suspension, Remission, Mitigation, and Set-Aside Actions A commander has the power to suspend, remit, mitigate, or set aside punishment of an Article 15. Suspension. To suspend punishment is to postpone application of all or part of a specific probationary period with the understanding that the punishment will be automatically remitted (cancelled) at the end of this period if the member does not engage in further misconduct. The probationary period may not exceed six months. Suspension may occur when the commander imposes the punishment or within four months of executing the punishment. Air Force policy encourages the use of suspended sentences as a corrective tool for first-time offenders to provide an observation period and an incentive for good behavior. Remission. Remission is an action whereby any portion of the unexecuted punishment is cancelled, normally used as a reward for good behavior or when determined the punishment imposed was too severe for the particular offense. Mitigation. Mitigation is a reduction in either the quantity or quality of a punishment. Commanders may, at any time, mitigate any part or amount of the unexecuted portion of the punishment by changing to a less severe form or reducing the quantity. For example, a reduction in grade can be mitigated to a forfeiture of pay. Set Aside. Setting aside is an action whereby the punishment, whether executed or unexecuted, is set aside and any property, privilege, or rights affected by the portion of the punishment set aside are restored. Commanders use this action only when they believe, under all the circumstances of the case, the punishment has resulted in clear injustice. 209 Chapter 22 FITNESS AND READINESS # Chapter 22 FITNESS AND READINESS Section 22A—Air Force Fitness 22.1. Air Force Fitness Program According to AFI 1-1, Air Force Standards , Air Force members must be
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physically fit to support the Air Force mission. An active lifestyle increases productivity, optimizes health, and decreases absenteeism, which helps maintain a higher level of readiness. Health and readiness benefits increase as body composition improves and physical activity and fitness levels increase. Members are encouraged to optimize their readiness status by improving their overall fitness. The goal of the Air Force fitness program is to motivate all members to participate in a year-round physical conditioning program that emphasizes total fitness, to include proper aerobic conditioning, muscular fitness training, and healthy eating. Note: Unit fitness programs must ensure a safe environment for training. Be sure to assess traffic patterns, use of headphones or other personal equipment, temperature, acclimatization, hours of darkness, availability of water and first aid, and awareness of emergency procedures. In addition, consider individual safety issues, such as limitations and levels of ability. 22.2. Fitness Program Key Players Success of the physical training program depends on collective efforts among the unit commander, unit fitness program manager, physical training leader, and assessment team. Individual Air Force members are also ultimately responsible for maintaining good physical condition. Unit Commander. Commander-driven physical fitness training is the backbone of the Air Force fitness program and an integral part of mission requirements. The unit commander promotes, supports, and ensures unit fitness program integrity; provides an environment that is conducive to healthy lifestyle choices; provides an overall work environment for a community supportive of optimal nutrition and fitness by providing access to facilities providing healthy foods; encourages Airmen to participate in physical fitness during the duty day; and implements and maintains a unit physical training program according to guidelines in AFI 36-2905, Fitness Program . Unit Fitness Program Manager. The unit fitness program manager oversees the administration of the fitness program for the unit, notifies
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the unit commander if members fail to attend scheduled fitness appointments, and provides fitness metrics and unit status reports to the unit commander on a monthly basis. Physical Training Leaders. The physical training leader completes the initial physical training leader course before overseeing and conducting the unit fitness program and maintains currency by receiving annual refresher training or upon arrival at a new duty station, whichever comes first. Physical training leaders must complete basic life support and automated external defibrillator training before attending the physical training leader certification course. Physical training leaders augment the fitness assessment cell for the purpose of administering fitness assessments. Note: Air Reserve Component physical training leaders at co-located bases will receive initial and refresher training from Regular Air Force fitness program managers. If not feasible for Air Reserve 210 Component physical training leaders to receive in-person training, they will complete distance learning training as coordinated through the Air Force medical operations agency and the supporting base fitness program manager. Individual. Air Force members must be physically fit to support the Air Force mission. It is every Airman’s responsibility to maintain the standards set forth in AFI 36-2905, Fitness Program . Individuals must also meet Air Force fitness minimum standards and attend all required fitness program appointments. Section 22B—Fitness Assessment 22.3. Fitness Assessment Procedures Adequate physical fitness levels ensure every Airman can properly support the Air Force mission while performing at optimal capacity. All components of the fitness assessment must be completed within a three-hour window on the same day. If extenuating circumstances occur, for example, rapidly changing or severe weather conditions, natural disasters, emergencies, or safety issues, then all components must be completed within five duty days. The body composition component is the first component of the fitness assessment. It includes measuring height, weight, and
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abdominal circumference. The muscular fitness components (push-ups and sit-ups) may be accomplished before or after the aerobic fitness component. There is a minimum three-minute rest period between components. Note: The assessment components should be scheduled to allow adequate rest for members on irregular or shift work hours. Also, Reserve members must be in a duty status for fitness assessments. Fitness Screening Questionnaire. A fitness screening questionnaire will be completed no earlier than 30 calendar days (90 days for Air Reserve Component), but no later than seven days prior to the fitness assessment, to provide time for medical evaluation, when indicated. Failure to complete the fitness screening questionnaire does not invalidate the fitness assessment. 22.4. Fitness Assessment Score The composite fitness scores are used to determine the overall fitness assessment score. Aerobic fitness is evaluated by the 1.5-mile timed run or alternative aerobic test. Body composition is evaluated by abdominal circumference measurements. Muscular fitness is evaluated by the number of push-ups completed within one minute and the number of sit-ups completed within one minute. The maximum eligible points or component scores for each category are: 60 points for aerobic fitness 20 points for body composition 10 points for push-ups 10 points for sit-ups Minimum Scores. The minimum component scores are established to ensure members test adequately in all components. Meeting the minimum score in each of the components does not constitute the minimum points required to earn a passing fitness assessment score. Scoring the minimum component values in all components will not generate enough points to earn a composite 211 score of 75 or greater. Age and gender-specific fitness assessment score charts are provided in AFI 36-2905, Fitness Program , Attachment 10. Note: When reviewing the charts, make note of both the minimum and maximum requirements associated with specific categories to
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assess progress and tailor training to strive for higher scores in each of the components for overall fitness assessment results and personal fitness levels. Fitness Assessment Results. There are three fitness assessment levels that can be achieved, as well as an exempt category, briefly described here. - Excellent. To achieve a fitness assessment level of excellent, a composite score at or above 90 is required. If all four (applicable) components of the fitness assessment were scored at or above 90, the individual will retest within 12 months. If three or less components of the fitness assessment were scored at or above 90, and the individual is not on a chronic profile, then the individual will retest within six months. - Satisfactory. To achieve a fitness assessment level of satisfactory, a composite score at or above 75 – 89.99 is required. The individual will retest within six months. - Unsatisfactory. To achieve a fitness assessment level of unsatisfactory, a composite score below 75 and/or one or more component minimums was not met. The individual will retest within 90 days. - Exempt. Airmen must be exempt in all four components to be entered into the exempt category. 22.5. Documenting Assessment Failures Assessment failures will be annotated in Air Force Fitness Management System II (AFFMS II) and will be considered against the individual. If a member fails their fitness assessment, the commander has the discretion to annotate a non-current/failing assessment within the reporting period on the evaluation. Additionally, it is the commander’s discretion to document the evaluation as a referral for a non-current/failing assessment at the evaluation close-out date. Commander responses for fitness assessment failures range from verbal counseling, to placement on control roster, to administrative separation. A more complete list of commander response options for fitness assessment failures is provided in AFI
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36-2905. Deployments. Composite scores represent a health-based fitness level. As the fitness level increases, Airmen are able to tolerate extremes in temperature, fatigue, and stress while optimizing performance in the deployed environment. Members must have a current fitness score on file prior to deployment. Members will not be considered “exempt” in the deployed location until their current fitness assessment expires. Medical Exemptions and Profiles. Medical providers may recommend temporary or permanent medical exemptions for medical conditions preventing an Airman from safely participating in specific physical conditioning programs or in a component of the fitness assessment. The commander, in consultation with the fitness program manager, and upon medical provider recommendation, may grant members exemption from aerobic and muscle fitness components for a limited period of time. Exemptions for medical reasons are entered into AFFMS II using the individual’s current AF Form 469, Duty Limiting Condition Report , following assessment completion. Airmen with a medical profile prohibiting them from performing one or more of the components of the fitness assessment will still be tested on the components not specifically exempted. For additional details on fitness assessments, refer to AFI 36-2905. 212 22.6. Fitness Assessment Components – Explained To assess total fitness, the fitness assessment components include body composition, muscular fitness (to include push-ups and sit-ups), and aerobic fitness. Body Composition. Body composition is the relative portion of the body comprised of fat and fat-free tissue. The two largest contributing factors to maintaining a positive body composition are exercise and a healthy diet. There is no quick way to improve body composition, but it can be done safely with time, patience, and perseverance. A combination of exercise and nutrition is the best way to reduce body fat and maintain a healthy weight. Losing one to two pounds a week is a realistic goal
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best accomplished by eating better and exercising more. Muscular Fitness. Muscular fitness includes both muscular strength and muscular endurance. Muscular strength is the maximum force generated by a specific muscle or muscle group. Muscular endurance is the ability of a muscle group to execute repeated contractions over a period of sufficient time to cause muscular fatigue. Muscular fitness helps with metabolism, strengthens connective tissue, increases bond density, helps facilitate recovery from physical activity, helps prevent injury, may increase cardiorespiratory fitness, and may improve mood and self-image. Muscular fitness resistance training includes performing calisthenics; plyometrics; field exercises; and weight/object training, such as machines, free weights, medicine balls, kettle bells, bands, cables, and ropes. Movement patterns can include running, bending, twisting, squatting, pulling, and pushing. Body regions that can be targeted include core, lower body, upper body, and whole body. By incorporating a variety of combinations of muscular fitness resistance training, weight/object training, and movement patterns, a wide range of exercises are available for a challenging, engaging workout routine. Aerobic Fitness. Cardiorespiratory endurance, known as aerobic fitness, is the ability to perform large muscle, dynamic, moderate-to-high intensity exercise for prolonged periods. Performance of such exercise depends on the functional state of the respiratory, cardiovascular, and skeletal muscle systems, more simply defined as the ability to produce energy. Many modes of activity meet aerobic activity requirements, such as cross-country skiing, running, cycling, swimming, skating, rowing, walking, aerobic dance, indoor aerobic exercise machines, and sports that require continuous physical exertion. The level of aerobic fitness determines how long and how hard a person can exercise. - Moderately Intense Aerobic Activity. Moderately intense aerobic activity equates to continuous exercise that raises heart and respiratory rates, initiates sweating (varies with climate), and permits conversation or controlled breathing. Aim for at least 30 minutes a day /
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five days a week. - Vigorously Intense Aerobic Activity. Vigorously intense aerobic activity elicits higher physiological responses and permits light or broken conversation. Aim for at least 20 – 25 minutes a day / three days a week. - Intensity Calculations. Intensity, considered the most important variable in training, can be measured by the percentage of maximal oxygen consumed or by the percentage of maximal heart rate. Various approaches are available for calculating training intensity. Air Force fitness personnel can help determine calculations to safely achieve individual fitness preferences and objectives. The key thing to remember when exercising is to elevate your heart rate to a safe level to achieve 213 the desired training effect. Also, adjustments in mode, frequency, duration, and intensity may be necessary to reach higher levels of health and fitness. 22.7. Additional Fitness Concepts and Principles There are several additional fitness principles that should be applied to a fitness routine. Fitness routines do not need to be complicated. They can be simplified, tailored to individual needs, and designed to address certain concepts to help maximize training efforts and benefits. Pre-Workout Warm-up. Warm-ups help increase body temperature and blood flow, and guard against muscle, tendon, and ligament strains. Before beginning any vigorous physical activity, prepare your body for exercise with a warm-up. A five to seven minute dynamic warm-up increases the flow of blood to the muscles and tendons, thus helping reduce the risk of injury and increasing the joint’s range of motion, positively affecting the speed of muscular contraction. A recommended sequence of dynamic warm-up activities before vigorous exercise is provided here. - Slowly jog in place or walk to generate a gradual increase in the heart rate, blood pressure, circulation, and temperature of the active muscles. - Slowly rotate joints to gradually increase their range
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of motion. - Slowly mimic the activities to be performed. When warming up for weight lifting, lifting lighter weights helps prepare the neuromuscular pathways. Post-Workout Cool-down. Cool-downs provide a gradual reduction in activity to prevent blood pooling, hasten recovery, and avoid injury. After a workout, take a few minutes to gradually bring your body back to its normal resting state by slowly decreasing the intensity of your activity. A few examples of how to cool down after a workout are provided here. - After a run, jog slowly and then walk for one to two minutes. Do this while rehydrating to cool down without allowing the blood to pool in the muscles and reducing blood flow to the heart and brain. - Repeat activities similar to those done in the warm-up to help ease muscle tension and soreness. Flexibility Training. Flexibility is considered to be the maximum ability to move a joint freely, without pain, through a range of motion. Although flexibility is not assessed during the fitness assessment, it is an important aspect of overall health and should be part of a well-balanced physical activity routine. Two aspects of flexibility are stability and mobility. Stability deals with maintaining non-movement functional positions, including postural stability. Mobility deals with controlled, functional movement through an active range of motion in the various planes of motion. Stretching. Stretching is one form of exercise that takes very little time relative to the benefits gained and may be done easily at home or work. Repetitive movements at work or a more sedentary job can increase tension in specific muscle groups, which would benefit from mild stretching during the course of the day. Stretch when the muscles, tendons, ligaments and connective tissue are warmer (above normal body temperature) and hold stretches for 10 to 30 seconds.
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Repeat each stretch three to four times. Ballistic stretching (bouncing) is not recommended. Also, after a workout, the muscles are warm from activity and should not be over-stretched. Principle of Specificity. Target specific muscle groups or target areas by doing a simple assessment of functional movement. By incorporating specific moves into a strength training program, Airmen can improve strength and improve work-related tasks while reducing injuries by 214 conditioning muscles needed to perform on the job. An Airman whose job requires lifting objects from the ground and moving them to overhead locations has a work-related task that is equivalent to the functional movement of a squat and an overhead press with a weight. Principle of Regularity. Exercise routinely to produce a training effect. Establishing a routine of three workouts per week is best for optimal gains. Airmen should strive for exercising all target muscle groups at least twice each week. Some Airmen may maintain a moderate level of strength by doing proper strength workouts once a week for a short period of time after a strong baseline level of muscular fitness is established. Principle of Recovery. Allow at least a 48-hour recovery period between workouts for the same muscle groups. A way to do this and maintain an active fitness routine is to train leg muscles with weights on Monday, Wednesday, and Friday, and train upper body muscles on Tuesday, Thursday, and Saturday. Also, consider recovery times during a workout. The recovery time between different exercises and sets depends, in part, on the intensity of the workout. Normally, the recovery time between sets should range from 30 seconds to three minutes. Principle of Balance. When developing a strength training program, remember the importance of including exercises to work all the major muscle groups – in both the upper and lower
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body. Also, most muscles are organized into opposing pairs; therefore, activating one muscle results in a pulling motion, while activating the opposing muscle results in the opposite or pushing motion. When planning a training session, one training technique is to follow a pushing exercise with a pulling exercise resulting in movement at the same joints. For example, following an overhead press with a lateral pull-down exercise helps ensure good strength balance between opposing muscle groups which may, in turn, reduce the risk of injury. Principle of Variety. Using different equipment, changing the exercises, and altering the volume and intensity of workouts are good ways to add variety, and may also produce better results. Periodically substitute different exercises for given muscle groups. Do squats with a barbell instead of leg presses on a weight machine. Also, for variety or when workout equipment is limited, switch to partner-resisted exercises or another form of resistance training. Section 22D—Substance Use or Abuse 22.15. Tobacco-Free Force The Air Force goal is to have a tobacco-free force. Optimal health and total fitness are force multipliers and critical to our military mission. Tobacco use includes all products that may be configured to deliver nicotine, including but not limited to cigars, cigarettes, electronic cigarettes, stem pipes, water pipes, hookahs, vaporizers, smokeless products, and any other nicotine delivery system defined as a tobacco product. Using tobacco products is non-conducive to promoting mission readiness and productivity and is inconsistent with the Air Force’s goal of a mission-ready, healthy, and fit force. The significant costs associated with tobacco use are both physical and financial. TRICARE has estimated that tobacco use costs the Department of Defense $1.7 billion annually because of increased healthcare utilization and decreased work productivity due to smoke breaks and 215 illnesses. No less significant is the fact that
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the cost of smoking a pack a day for a year is one-month’s base pay for an Airman Basic. 22.16. Tobacco Restrictions AFI 40-102, Tobacco Free Living , describes designated tobacco use areas and restrictions for tobacco products on Air Force installations. Commanders and leaders shall minimize the number of designated tobacco use areas to as close to zero as possible. Installation minimum distances are at least 50 feet from building entrances, pedestrian walkways, parking lots, dining areas, outdoor patios, and athletic grounds. The minimum distance from playgrounds is at least 100 feet. The Air Force prohibits all students in technical training, accession, and graduate medical education programs from using tobacco products while in uniform, and prohibits tobacco use at all times during basic military training. 22.17. Health Risks of Tobacco Use Tobacco use is the single most preventable cause of disease and death in the United States. Tobacco smoke is a Class “A” carcinogen and is estimated to cause 480,000 deaths per year, of which, approximately 41,000 are from secondhand smoke exposure. Smokeless tobacco actually contains 28 different cancer-causing agents (carcinogens). Oral cancers from tobacco products affect 30,000 people annually, and one person dies every hour as a result of this disease. Only 50 percent of persons are alive at five years after diagnosis. In addition to several forms of cancer and cardiovascular disease, tobacco use affects all bodily systems. Tobacco use decreases endurance, night vision, and fine motor coordination (the coordination needed to hold a weapon steady). And, tobacco use increases the risk of injuries (such as fractures), poses post-operative respiratory complications, and impairs (or slows) wound healing. Estimates show smoking increases the risk for coronary heart disease and stroke by two to four times, and for men and women developing lung cancer by approximately 25 times. 22.18.
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Tobacco Cessation Nicotine found in tobacco products is addictive. Seven out of 10 smokers in the United States have indicated that they want to completely quit smoking, and nearly one-half have tried to quit in the past year. Some studies suggest that it may take some people up to 30 tries before successfully quitting smoking, others suggest that once you’ve made the conscious decision to quit, and you no longer consider yourself a smoker or dipper, you change your lifestyle and kick the habit, regardless of temptation. Commanders are expected to support Airmen trying to quit tobacco products. Installation health promotion programs provide strategies for education, motivation, and intervention to discourage tobacco use. Formal, structured tobacco cessation programs designed to assist members in breaking the addiction to tobacco products are available as well. 22.19. Alcohol and Drug Abuse Prevention and Treatment Program The Alcohol and Drug Abuse Prevention and Treatment (ADAPT) Program is designed to promote readiness, health, and wellness through the prevention and treatment of substance misuse and abuse. Participation in ADAPT may serve to minimize the negative consequences of substance misuse and abuse to the individual, family, and organization; provide comprehensive education and treatment to individuals who experience problems attributed to substance misuse or abuse; and 216 restore function and return identified substance abusers to unrestricted duty status or assist them in their transition to civilian life. Note: To ensure military readiness, the ingestion of products containing or derived from hemp seed or hemp seed oil is prohibited. Products made with hemp seed and hemp seed oil may contain varying levels of tetrahydrocannabinol, an active ingredient of marijuana, which is detectable through Air Force drug testing. Failure by military personnel to comply with the prohibition on the ingestion of products containing, or products derived from, hemp seed or
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hemp seed oil, is a violation of Article 92, Uniform Code of Military Justice. 22.20. Leadership Responsibilities Signs and symptoms of substance use and misuse may exist. If signs do exist, talk with the individual to determine if professional assistance is needed. Document and discuss specific instances of unusual behavior or acknowledgement of a substance use problem with the supervisor, first sergeant, or unit commander to help expedite care, as needed. The diagnosis of substance abuse responsibility lies with ADAPT personnel. Identifying individuals who need treatment is a critical first step in helping them break free of the tremendously potent cycle of denial, negativity, and increased substance use; however, entering treatment is only a first step. A member’s substance use problem did not develop overnight and treatment and recovery will likely take time. The treatment team, consisting of the commander, supervisor, member’s counselor, medical consultants, other appropriate helping agencies, and the member, provide continued support throughout treatment. Supervisors remain focused on the member’s duty performance, attendance in the program, and maintenance of standards. Commander, first sergeant, and supervisor involvement in the treatment team, and meeting at key points in the patient’s treatment and recovery, are important. The commander or first sergeant and the supervisor must be involved at program entry, termination, and anytime there are significant treatment difficulties. The primary objective of the treatment team is to guide the clinical course of the treatment after examining all the facts. Note: All Regular Air Force members involved in alcohol-related misconduct will be referred for a substance use assessment. 22.21. Substance Use Assessment and Treatment The central purpose of the substance use assessment is to determine the patient’s need for treatment and level of care required. ADAPT program managers conduct required reviews of medical records and all documentation within seven calendar days
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of notification to determine diagnosis, treatment planning, and delivery of substance use services. Substance use treatment is divided into two services: nonclinical and clinical. Nonclinical Services. Members who do not meet diagnostic criteria for a substance use disorder will receive counseling targeted prevention and education tailored to the individual based on a thorough assessment and determination of risk. Follow-up appointments and review will be conducted to reassess the need for continued treatment. Additional counseling addressing bio-psychosocial issues identified in the assessment may be prescribed. Length of involvement will be determined based on the patient’s presenting problems and agreed-upon treatment or behavioral contract. Individuals being processed for separation are provided appropriate medical care 217 (detoxification) before separation. Separation action is not postponed because of a member’s participation in ADAPT. Clinical Services. Those who meet the diagnostic criteria for a substance use disorder will be entered into substance use treatment with the level and intensity of care determined by the ADAPT program manager. Depending on the member’s needs, variable lengths of stay or duration of treatment are provided within an array of treatment settings that reflect a multidisciplinary approach to assist the patient to achieve full recovery, free of the negative effects of substance use. To the greatest extent possible, patient detoxification will be managed on an outpatient basis. Individuals assessed as requiring medically managed (inpatient) detoxification will be entered into an appropriate medical facility. Family involvement is strongly encouraged. Note: Individuals diagnosed with a substance use disorder will refrain from the use of alcohol during the initial phase of treatment and are strongly encouraged to continue to abstain during aftercare. Involvement in self-help recovery groups is encouraged as an adjunct to treatment. The frequency of attendance is determined by the treatment team with the patient. Successful Completion. Patients will not be
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considered to have successfully completed treatment until they meet the diagnostic statistical manual criteria for early full remission. Based on diagnostic statistical manual criteria, the treatment team determines patient progress toward agreed-upon goals and issues as stated in the treatment plan, and determines when the patient is effectively in recovery and no longer requires program resources. Failing the Program. The treatment team may determine failure of a patient’s participation in the program based on a demonstrated pattern of unacceptable behavior; inability or unwillingness to comply with their treatment plan; or involvement in alcohol or drug-related incidents after receiving initial treatment. An individual who has failed ADAPT will be considered for administrative separation by his or her commander. Decisions regarding aftercare services will be based on a current assessment of status and will include establishment of an aftercare treatment plan identifying specific goals, interventions, and means to assess interventions. 22.22. Management of Personnel with Substance use Disorders The commander is responsible for all personnel and administrative actions pertaining to patients involved in ADAPT, to include assignment availability, promotion eligibility, reenlistment eligibility, personnel reliability program, and security clearance. Application of administrative restrictions should be based on the establishment of an unfavorable information file or control roster resulting from the member’s unacceptable behavior, and not solely based on their involvement in ADAPT. The Line of Duty Determination. A member’s substance use misconduct can lead to a line of duty determination. A line of duty determination is a finding made after an investigation into the circumstances of a member’s illness, injury, disease, or death. The line of duty determination protects the interests of both the member and the U.S. Government. The finding concludes: (1) whether or not the illness, injury, or disease existed prior to service, and if an existed prior to service condition
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was aggravated by military service; (2) whether or not the illness, injury, disease, or death occurred while the member was absent from duty; and (3) whether or not the illness, injury, disease, or death was due to the member’s own misconduct. A line of duty determination may impact disability retirement and severance pay, forfeiture of pay, period of enlistment, as well 218 as veteran benefits. Additional guidance may be found in AFI 36-2910, Line of Duty (Misconduct) Determination. Medical Care Referrals. Medical personnel must notify the unit commander and the ADAPT program manager when a member is observed, identified, or suspected as being under the influence of drugs or alcohol while seeking medical care; receives treatment for an injury or illness that may be the result of substance use/misuse; is suspected of abusing substances; or is admitted as a patient for alcohol or drug detoxification. Section 22E—Readiness State of Mind 22.23. Mental Preparedness One of the telltale signs of a military professional is preparation. When the time comes to use the skills we’ve learned, military professionals are ready. Most experience is gained by accepting opportunities as they come, even when conditions are not perfect. Through experience, professionals build the confidence, judgment, courage, and integrity needed to continue developing professionally. The Air Force is committed to taking care of Airmen and families, and has a wide-range of support capabilities available to address issues and take care of the Total Force. Despite how ready we may feel, demands of the mission can sometimes increase stressors affecting well-being and resiliency. 22.24. Psychological First Aid Psychological first aid is a way of reducing initial and ongoing stress by developing adaptive coping and recovery skills. Airmen who take care of themselves by getting adequate sleep, eating a balanced diet, and making time for rest and
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relaxation, combined with the use of positive stress management skills, can reduce actual and perceived stress in their lives. Whether deployed or in garrison, we all need a place to reset and recharge. Consider the following aspects of coping with stress, for yourself and for others. - Have a physically and emotionally safe place to recuperate or to relax. - Know (or be) someone who understands, listens, and is compassionate. - Find opportunities to connect with others while at the gym, dining facility, or local events. - Provide or demonstrate coping skills that empower others to return to ‘normal’ state. - Seek supportive services, such as religious affairs, first sergeants, or mental health providers. - Contact Military and Family Life Counselors for counseling and supportive services. 22.25. Mental Strength and Resilience All people experience stressors (challenges or problems) and distress (negative feelings associated with stressors). Long work days, increased deployments, and financial issues are just a few of the conditions that cause stress. The frequency of stress and the significant negative effect stress can have on people and organizations make this a major concern for Airmen at all levels. As an organizational concern, stress can negatively affect performance, organizational effectiveness, and mission accomplishment. As a personal concern, experiencing stress over an extended period of 219 time can lead to health problems and affect overall quality of life. Therefore, it is important to personally and professionally recognize stress and learn how to manage it effectively. 22.26. Stress Reactions For Airmen today, stressors occur within the work environment as well as outside the work environment, often involving family, relationship, and financial issues. We know when we feel stressed, but recognizing some of the key signs of stress can help deal with issues before they evolve into bigger problems. Stress reactions typically appear
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in four different categories: cognitive, emotional, behavioral, and physical. Reactions associated with these categories are provided here so they may be recognized and addressed early by minimizing, adjusting, or successfully coping with the cause. Cognitive Stress. Cognitive stress can appear through memory problems, an inability to concentrate, poor judgment, seeing only the negative, anxious or racing thoughts, or constant worrying. Emotional Stress. Emotional stress can appear through apathy, anxiety, depression, irritability, job dissatisfaction, memory problems, or mental fatigue. Behavioral Stress. Behavioral stress can appear through appetite changes, increased arguments, increased smoking, neglecting self-care, social withdrawal, substance abuse, or violence. Physical Stress. Physical stress can appear through frequent illness, headaches, high blood pressure, increased heart rate, physical exhaustion, sleep disturbances, or weight gain or loss. 22.27. Individual Stress Management The key to recognizing stress is knowing what feels normal so you can recognize when something feels off. The earlier stress can be identified, the earlier stress reduction techniques can be applied. Each of the following steps can help in developing a well-rounded stress management plan. Make Adjustments. Reduce stress by identifying potential stressors before they arise. For example, if you are stressed by crowds and long lines, adjust your plans so that you may minimize the exposure to crowded environments. While planning can’t prevent all stress, it is extremely valuable in minimizing or preparing for exposure to stress before a stressor occurs. Time Management. Not having enough time to complete a task can be a significant stressor for some people. If time management is an issue, reduce stress by using effective time management skills and tools, like developing a task list and prioritizing tasks. Overload Avoidance. For most people to eliminate or reduce the effects of overload-related stressors is relatively simple. For a start, identify and avoid busy work, delegate or
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empower others when possible, learn to say no, and attempt to negotiate unreasonable deadlines. Relaxation. Relaxation can help manage stress and help you stay alert, energetic, and productive. Relaxation techniques, such as meditation, reading, and listening to music can improve your heart rate, regulate your blood pressure, and decrease your respiratory rate. By incorporating relaxation skills into your daily routines, you can train your body to respond differently to stress. Exercise and Nutrition. Regular exercise combined with a healthy diet is an effective stress management technique. Exercise can provide an outlet for excess energy and tension caused by stress. Eating nutritious foods ensures your body has the nutrients needed to manage stress and 220 helps prevent overeating. Exercising and eating a balanced diet help your body become more resistant to the negative results of stress, such as high blood pressure, heart attacks, and frequent illness. Social Support. Having a strong social support network, such as family, friends, social groups, and peers, can help manage stress. Being able to discuss problems with people who care about you and your well-being can help reduce stress by providing a more positive outlook, suggesting solutions to your problems, or just listening. Prioritize. On the job, identify potential sources of stress, determine the importance of each task, and eliminate tasks that are not necessary or productive. If a job requires long hours, consider using elements of job enrichment, like adequate time off or periodic breaks to help reduce potential stress. If possible, restructure the job to accommodate individual needs to help reduce stress and enhance productivity. 22.28. Post-Traumatic Stress Disorder Post-Traumatic Stress Disorder (PTSD) is a mental health condition that can occur after someone has gone through a traumatic event, such as war-related combat, sexual or physical assault, or a natural or man-made disaster. The
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Air Force strongly encourages Airmen to seek treatment early or encourages early intervention. Because this disorder impacts not only the person who suffers from it, but those who are close to them, it is important for all military members to be educated about PTSD. With enhanced awareness, many people may be prevented from developing this condition, and those who suffer from PTSD may receive treatment before symptoms become disabling and chronic. Symptoms of Post-Traumatic Stress Disorder. Symptoms of PTSD include: (1) intrusive or unwanted thoughts, such as distressing memories, nightmares, or flashbacks; (2) avoidance behavior in the form of efforts to avoid reminders of the traumatic event; (3) negative thoughts and moods, such as feeling disconnected from others or believing that the world is a dangerous place; and (4) hyper-arousal symptoms, including difficulty sleeping and irritability. Approximately seven to eight percent of the United States population will have PTSD at some point during their lives. Fortunately, within the last decade researchers have developed highly effective treatments that can lead to symptom reduction and even loss of the diagnosis of PTSD. Helpful Actions to Take. Knowing how to respond to someone with an invisible wound, such as PTSD, is challenging because there is so much going on inside the individual that is not visible on the outside. Some of their behaviors or moods may make you feel uncomfortable, confused, or even annoyed. However, it is important to remember that a person with PTSD may be so distracted by painful thoughts, memories, or physical injuries, that they are not fully able to focus and concentrate as well as they would like to. A great way to determine how to respond to a person with an invisible wound is to put yourself in their shoes, to practice empathy: - Try to imagine how
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you would feel in their situation, even if you don’t know all of the details of what they’ve experienced. - Remind yourself and those around you of the sacrifice that has been made in service of our country. 221 - Don’t be afraid to ask about what is going on. Give yourself permission to intervene if you think they need help, and make the time to have a sincere conversation with them. Question starters to help you talk about this topic are: “What's going on in your life? I've noticed you seem upset.” “I'm concerned about you. Can we talk about it?” “Is there something I can do to help you?” “What do you think might help?” - Once you’ve asked a question, allow time and space for the answer. Encourage them to share without fear of judgment or interruption. Listening shows you care, will help you understand, and builds rapport. - Acknowledge the distress. It is not helpful to tell them they shouldn’t feel a certain way. PTSD is a real condition that produces measurable changes in brain function. Acknowledging distress is a key step in dispelling myths about invisible wounds and removing the stigma associated with getting help. - Discuss needs and offer to help make a plan to address them. Often, this means suggesting a helping resource. Offering to accompany them can be a good way to make getting help seem less difficult. Additional training on how to interact with Airmen with invisible wounds, such as PTSD, can be found in the invisible wounds videos located at: www.wingmanonline.org . 22.29. Redeployment, Recovery, and Reconstitution Deploying Airmen receive just-in-time training on stress reactions, psychological first aid, and referral resources through pre-deployment mental health training. While preparation, deployment, and post-deployment support are all important, receiving continued support upon return
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from deployment is an emphasized aspect of readiness. The intent of the ongoing redeployment support process is to provide continuous, integrated support from the deployed area to home station while assisting with the transition from the deployed environment to family life and worksite. Taking leave after arduous duty and deployment can have a beneficial effect on an individual’s psychological and physical status, and an immediate recovery period allows returning Airmen to tend to personal needs neglected during lengthy periods away from home. Sometimes readjustment from deployment requires participation in structured recovery time and activities for members and families prior to leave. The redeployment support timeline identifies activities at the critical redeployment, recovery, reintegration, and reconstitution junctures. 22.30. Psychological Services Mental health services are designed to strengthen the readiness capability of the force and ensure Airmen are equipped for peak performance. Seeking care for a mental health problem is a sign of strength, not a sign of weakness. Seeking help early increases the likelihood of recovery and reducing risk for subsequent negative consequences of mental health symptoms. More than 12 percent of Air Force personnel voluntarily seek mental health services each year. Willingness to seek help when needed is a sign of good self-awareness and judgment. The fear of having a negative impact on one’s career for seeking care at the mental health clinic is diminishing across 222 the Air Force. Time has proven that seeking help appropriately often does not have a long-term negative career impact. In fact, seeking help can improve performance and enable people to better solve problems. In many cases, seeking mental health treatment early can actually save one’s Air Force career. 22.31. Air Force Suicide Prevention Program When suicides occur in the Air Force, they result in a number of serious consequences: the loss of human
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life; grief and loss to the deceased’s family, friends, co-workers, and military community; and a direct impact on mission capability through loss of the deceased’s skills, experience, and productivity. While suicide prevention is the responsibility of every Airman, the Air Force has identified that leadership support and action across all levels of command are critical to the goal of reducing suicide in the Air Force. Military and civilian leaders will build an environment that promotes healthy and adaptive behaviors, fosters the wingman culture, and encourages responsible help-seeking actions of all Airmen. Note: In an effort to promote help-seeking actions by Airmen who are experiencing legal or administrative problems, the Air Force instituted the Limited Privilege Suicide Prevention Program in accordance with AFI 44-172, Mental Health, which provided an added layer of confidentiality that allows Airmen who are under investigation to receive mental health care without the risk of information disclosed during treatment being used to incriminate them in the future. This is important since Airmen who are under investigation for legal problems are at significantly elevated risk for suicide and other negative outcomes. Note: Mental health providers are required by DoD Instruction 6490.08, Command Notification Requirements to Dispel Stigma in Providing Mental Health Care to Service Members , to disclose safety (suicidal or violent thoughts or self-injurious behavior) and fitness for duty issues to commanders, but all other information is confidential. 22.32. Recognition Airmen must know the importance of recognizing that anyone can become suicidal, regardless of how well they have previously managed military or personal stress. Warning signs are sudden, may signify a person is in distress, and require immediate support. Sudden changes, such as sleep difficulties or discipline problems, may be warning signs. Those most likely to spot a person at risk for suicide are the ones with
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whom an individual interacts on a daily basis (friends, coworkers, and immediate supervisors). These individuals are best positioned to notice changes in behavior, mood, or performance. If you hear someone comment or indicate they’re considering suicide, take it seriously, get involved, and get them the help they need. Even if there appears to be no real indication of a serious problem, be observant for any sudden changes in behavior or attitude that could be a sign that they need help. Find out what caused the observed changes, assist in choosing resources to resolve stressors, and communicate concerns with the chain of command, as appropriate. Leaders and Airmen of all ranks have a vested interest in knowing the people they work with, investing in their professional and personal development, and quickly addressing issues whenever they arise. The following actions can be taken to support and help resolve life’s challenges and reduce the number of suicides: (1) know co-workers, their usual moods and behaviors, and how they are functioning; (2) be able to recognize early signs of risk, stress, and distress; (3) engage 223 with Airmen to determine what may be stressful or problematic; (4) assist Airmen with choosing the most appropriate resource to help resolve the problem; and (5) follow-up with Airmen to ensure the stressors are resolving and new ones are not taking their place. Risk Factors. Risk factors for suicide can include, but are not limited to: relationship difficulties, problems at work, legal and financial problems, mental health diagnosis, substance misuse, and previous suicide attempts. Some factors leaders should watch for and address to ensure effective supervision and open communication exist in the organization are: (1) tunnel vision on the mission; (2) not engaging with Airmen; (3) difficulty recognizing risks and warning signs; (4) lack of knowledge of Air
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Force supported resources and the true impact of seeking help on an Air Force career; and (5) inappropriately sheltering Airmen from the consequences of their actions or failing to take proper action. Protective Factors. Protective factors include: social support, interconnectedness, sense of belonging, effective individual coping skills, and cultural norms that promote and protect responsible help-seeking behavior. 22.33. Ask, Care, and Escort Model Suicide prevention is everyone’s responsibility. The Ask, Care, and Escort (ACE) Model was developed to assist Airmen in intervening when an Airman experiences stress, distress, or faces challenges. Understanding the appropriate steps to suicide risk prevention and the available Air Force approved resources can aid in saving the career and life of a fellow Airman. The acronym ACE is one that people can easily remember. Ask. When you see or hear any of the warning signs discussed in this section, or are aware of risk factors in someone’s life, ask questions to learn more about the person’s situation. If you have any uncertainty about someone’s safety, calmly but directly ask the question, “Are you thinking of killing/hurting yourself?” Asking about suicide gives people permission to talk about a subject that may otherwise be difficult to bring up. It lets the Airman know you are ready to discuss what they are experiencing. Do not promise to keep thoughts of suicide a secret. Airmen need to remember the importance of sharing these concerns with leaders and professionals who can help. Care. Showing care and concern for those at risk is important. Simply taking the time to ask about problems, and asking specifically about suicide, shows caring and concern. If someone acknowledges thoughts of suicide, listen and allow them to share what is troubling them. Avoid making judgmental statements, immediately trying to solve their problem, or trying to talk them
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out of suicide. If they share thoughts of suicide with you, accept that they are in distress, listen to their concerns, and begin getting them help. Determine if they have a plan for suicide, what the plan is, and take reasonable steps to secure the potential means of suicide, but do not put yourself in harm’s way. If you are not able to secure the potential means of self-harm, or you have significant concern about the individual’s safety, then contact command and emergency services. Escort. After asking about suicide and showing concern, the final step is to escort the person to command or professional support that can provide appropriate assistance. Do not leave the individual alone, and do not send them alone to seek help, as he or she may change his or her mind on the way. At most bases, professionals are on call through the command post, and evaluations can be conducted in local emergency rooms if on-base services are not accessible. If an Airman 224 reveals that he or she is thinking about suicide, this is a life or death emergency, and your chain of command must be contacted. If a distressed Airman will not agree to go with you or is in crisis, contact your chain of command, contact emergency services; local, civilian, or national resources; dial 911; go to the emergency room or mental health clinic; or call the Veterans Crisis Line (1-800-273-8255). 22.34. Comprehensive Airman Fitness Comprehensive Airman Fitness is an approach to equipping Airmen with the tools and skills required to continually assess and adjust to the environment by maintaining the necessary balance of cognitive skill, physical endurance, emotional stamina, and spiritual well-being. There are four domains that can be used to address and foster a culture of Airmen taking care of Airmen.
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Mental Domain. The mental domain is defined as the ability to effectively cope with unique mental stressors and challenges needed to ensure mission readiness. The tenets of the mental domain are: awareness, adaptability, positive thinking, and decision-making. Physical Domain. The physical domain is defined as the ability to adopt and sustain healthy behaviors needed to enhance health and wellness. The tenets of the physical domain are: endurance, strength, nutrition, and recovery. Social Domain. The social domain is defined as the ability to engage in healthy social networks that promote overall well-being and optimal performance. The tenets of the social domain are: connectedness, teamwork, social support, and communication. Spiritual Domain. The spiritual domain is defined as the ability to strengthen a set of beliefs, principles, or values that sustain an individual’s sense of well-being and purpose. The tenets of the spiritual domain are: purpose, core values, perseverance, and perspective. 22.35. Support Agencies Commanders, supervisors, wingmen, and individuals have many resources to help resolve problems and challenges for themselves, their families, and others, in healthy, safe, and constructive ways. A few of the sources are provided here for a quick reference screenshot. Support Agencies Quick Reference: Air Force Suicide Prevention Program: . Military One Source Online: . Military One Source Help Line: 1-800-342-9647. DoD BeThere Support Call and Outreach Center Online: www.betherepeersupport.org . DoD BeThere Support Call and Outreach Center: 1-844-357-7337. DoD BeThere Support Call and Outreach Center Text: 1-480-360-6188. Veterans Crisis Line: 1-800-273-8255 (Press 1). Veterans Crisis Line Chat: /. Veterans Crisis Line Text: 838255. 225 22.36. Medical Care The military health system supports all uniformed service personnel, retirees, and their families. It provides the direction, resources, health care providers, and other means necessary for promoting the health of the beneficiary population. Military health support includes developing and
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promoting health awareness issues to educate customers, discovering and resolving environmentally based health threats, providing health services (including preventive care, problem intervention services, pastoral care, and religious support), and improving the means and methods for maintaining the health of the beneficiary population by constantly evaluating the performance of the health support. Army, Navy, and Air Force medical professionals help ensure those in uniform are medically ready to deploy anywhere around the globe on a moment's notice. These medical professionals not only send service members on their way, they’re with them. Defense Health Agency. The Defense Health Agency is a joint, integrated combat support agency within the military health system that enables the Army, Navy, and Air Force medical services to provide a medically ready force and ready medical force to combatant commands in both peacetime and wartime. The defense health agency supports the delivery of integrated, affordable, and high quality health services to military health system beneficiaries and is responsible for driving greater integration of clinical and business processes across the military health system. 22.37. Air Force Medical Service Specifically, the Air Force Medical Service’s mission is to enable medically fit forces, provide expeditionary medics, and improve the health of all who serve to meet our Nation’s needs. The Air Force Medical Service’s vision is to ensure that patients are the “Healthiest and Highest Performing Segment of the United States by 2025.” The service’s four primary objectives are: promote and sustain a healthy and fit force, prevent illness and injury, restore health, and optimize human performance. It is increasingly called upon to deliver medical capabilities throughout the range of military operations, consisting of civil-military operations, global health engagement, or humanitarian assistance/disaster relief, as part of joint or multinational operations. Operation Live Well. Several programs can be found at: .
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Particularly relevant to fitness and readiness is Operation Live Well. This program provides information on focus areas, such as integrative wellness, mental wellness, nutrition, physical activity, sleep, and tobacco-free living. 226 Chapter 23 DRESS AND APPEARANCE # Chapter 23 DRESS AND APPEARANCE Section 23A—Professional Image 23.1. Professional Military Image According to AFI 1-1, Air Force Standards , first impressions are often drawn based upon appearance. That is why presenting a professional image matters as much as professional behavior when it comes to being a military member. Pride in one’s personal appearance and proper wear of the uniform enhances the esprit de corps and the professional image essential to an effective military force. Projecting a good military image reflects not only on the individual, but also on the Air Force, both on- and off-duty. While this list is not all inclusive, keep the following expectations in mind for portraying a professional image. - When in uniform, do not smoke or use smokeless tobacco products, except when authorized in designated smoking areas. - When in uniform, do not stand or walk with hands in pockets, except to insert or remove an item. - When in uniform, do not use personal electronic media devices while walking, except in the event of an emergency, when official notifications are necessary, or unless otherwise specifically authorized, such as during physical training. - While walking in uniform, do not consume food or beverages. - Do not engage in public displays of affection, except when briefly permitted in situations where physical contact is a commonly accepted etiquette, such as weddings, graduations, promotions, retirement ceremonies, or upon departure for or return from deployment. 23.2. Dress and Personal Appearance Standards Dress and personal appearance standards are established to ensure every Airman reflects pride in personal appearance, professionalism, and esprit de
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corps. Deeply rooted in our Air Force heritage, our dress and appearance standards provide visible examples of self-discipline, commitment, and a willingness to set aside individuality for the betterment of the whole. As clearly stated in AFI 36-2903, Dress and Personal Appearance of Air Force Personnel , Air Force standards of dress and personal appearance consist of five elements: neatness, cleanliness, safety, uniformity, and military image. Peers, supervisors, first sergeants, and commanders all have the responsibility of addressing personal appearance standards. When necessary, leaders will address and correct violations to ensure the highest standards are met. Note: More restrictive standards regarding personal appearance may be imposed, on- or off-duty, to adhere to cultural sensitivities, for those performing highly visible special mission requirements, or for those in special duty positions. 23.3. Hair Standards Hair requirements include clear standards for both men and women in the Air Force. Presenting a professional appearance while allowing proper wear of uniform or safety headgear is the first and 227 foremost expectation. Hair will be clean, well-groomed, neat, and present a professional appearance. If dyed, hair will look natural. Hair will not contain an excessive amount of grooming aids, touch the eyebrows, or protrude below the front band of properly worn headgear. Hairstyles that are extreme, faddish, or violate safety requirements are not permitted. Before altering, neglecting, or accessorizing hairstyles, be sure to refer to AFI 36-2903, for detailed guidelines. Hair, Wigs, Hairpieces, and Extensions. Wigs, hairpieces, and extensions must meet the same standards required for natural hair. They must be of good quality, fit properly, and not exceed limits stated for natural hair. Synthetic hair is not authorized when prohibited by safety or the mission. Wigs will not be used to cover unauthorized hairstyles. Specific standards for braids, twists, and locs are provided in AFI
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36-2903. Men’s Hair. Men’s hair must have a tapered appearance on the sides and back, both with and without headgear. Hair will not exceed 1¼ inches in bulk regardless of length, and will not exceed ¼ inch at the natural termination point. Men’s hair will not touch the ears; however, closely cut or shaved hair on the back of the neck may touch the collar. The block cut is permitted with tapered appearance. Men are also authorized cleanly shaven heads, military high-and-tight, or flat-top haircuts. Men will not have any visible items in, or attached to, hair. Note: Extensions are prohibited for males. Men’s Facial Hair. Beards are not authorized unless for medical reasons when authorized by a commander on the advice of a medical official and maintained within acceptable standards. If authorized by the commander, members must keep facial hair trimmed not to exceed ¼ inch in length. Mustaches, if worn, will not extend downward beyond the lip line of the upper lip or extend sideways beyond a vertical line drawn upward from both corners of the mouth. Sideburns, if worn, will be neatly trimmed and tapered in the same manner as the haircut. They will be straight, of even width (not flared), and end in a clean-shaven horizontal line. They will not extend below the bottom of the orifice of the ear opening. Note: Commanders and supervisors will monitor treatment progress to control shaving waivers. If granted a shaving waiver, members will not shave any facial hair in a manner as to give a sculptured appearance. Women’s Hair. Women must style their hair to present a professional appearance. Hair cannot extend below an invisible line drawn parallel to the ground at the bottom edge of the shirt collar, regardless of length. Functional accessories may include conservative hairpins, combs,
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headbands, elastic bands, scrunchies, and barrettes that match the color of hair. Black colored hair accessories are authorized, regardless of hair color. Women may not have shaved heads, military high-and-tight, or flat-top haircuts. Hair will not exceed 3½ inches in bulk. Long hair worn in a bun will be secured with no loose ends. When hair is in a ponytail, the hair must be pulled all the way through the elastic band, hang naturally downward, and not extend below the collar. Bangs and side-swept hair will not touch the eyebrows. 23.4. Cosmetics Cosmetics must be conservative, in good taste, and will not be worn in field conditions. Specific tinted cosmetics will not distinctly contrast with complexion, detract from the uniform, or be extreme in color. Obvious unauthorized colors include purple, gold, blue, black, bright red, and 228 fluorescent colors. Less obvious, but questionable colors should not be worn if they do not align with the intention of being conservative and in good taste. Note: Cosmetics are not authorized for males. 23.5. Fingernails Fingernails must be clean, well-groomed, not exceed ¼ inch in length past tip of finger, and not interfere with duty performance or hinder proper fit of prescribed safety equipment or uniform items. When worn, women will wear nail polish as a single color that does not distinctly contrast with the complexion or detract from the uniform. Obvious unauthorized colors include purple, gold, blue, black, bright red, and fluorescent colors. Less obvious, but questionable colors should not be worn if they do not align with the intention of being conservative and in good taste. Note: Decorations are prohibited, but French manicures are authorized. Note: Nail polish is not authorized for males. 23.6. Body Piercing and Ornamentation While on-duty, in uniform or civilian attire, on or off a military installation,
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with the exception of authorized earrings, all members are prohibited from attaching, affixing, or displaying objects, articles, jewelry, or ornamentation to or through the ear, nose, tongue, eye brows, lips, on the teeth, or any exposed body part (includes visible through the uniform). While off-duty, in civilian attire, on a military installation, with the exception of wear in areas in and around military family and privatized housing, and with the exception of earrings, all members are prohibited from attaching, affixing, or displaying objects, articles, jewelry or ornamentation to or through the ear, nose, tongue, eye brows, lips, or any exposed body part. Note: Women may wear small (not exceeding 6 millimeters in diameter), spherical or square, conservative white diamond, gold, white pearl, or silver earrings as a set with any uniform combination. If the member has multiple piercings in her ear, she is authorized to wear only one set of earrings in the lower earlobes. Note: Men may wear earrings out of uniform. 23.7. Tattoos, Brands, and Body Markings The Air Force defines a tattoo as a picture, design, or marking made on the skin or other areas of the body by staining it with an indelible dye or any other method, including pictures, designs, or markings only detectible or visible under certain conditions (such as ultraviolet or invisible ink tattoos). A brand is defined as a picture, design, or other marking that is burned into the skin or other areas of the body. Body markings are pictures, designs, or other markings as a result of using means other than burning to permanently scar or mark the skin. Unauthorized Types. Members may not have or obtain tattoos, brands, or other markings anywhere on the body that are obscene; commonly associated with gangs, extremist, and/or supremacist organizations; or that advocate sexual,
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racial, ethnic, or religious discrimination. Tattoos, brands, or body markings anywhere on the body that are obscene, commonly associated with gangs, extremist, and/or supremacist organizations, or that advocate sexual, racial, ethnic, or religious discrimination, are prohibited in and out of uniform. Air Force Office of Special 229 Investigations maintains information regarding gang/hate group, etc. on tattoos, brands, or body markings. Tattoos, brands, or body markings with unauthorized content that are prejudicial to good order and discipline or that content is of a nature that tends to bring discredit upon the Air Force, are prohibited both in and out of uniform. Members who have or receive unauthorized content tattoos, brands, or body markings are required to initiate removal or alteration, or face further possible administrative actions. Size and Area Restrictions. Though the Air Force has lifted tattoo size restrictions, tattoos, brands, and body markings on the head, neck, face, tongue, lips, and scalp remain unauthorized. Hand tattoos are authorized; however, they are limited to one single-band ring tattoo, on one finger, on one hand. 23.8. Body Alterations and Modifications Intentional alterations or modifications to a member’s body that result in a visible, physical effect that disfigures, deforms, or otherwise detracts from a professional military image, are prohibited. Examples of prohibited alterations or modifications include, but are not limited to, tongue splitting or forking, tooth filing, acquiring visible disfiguring skin implants, and gouging (piercing holes large enough to permit light to shine through). Section 23B—Military Uniforms 23.9. Air Force Uniform Wearing the Air Force uniform means carrying on a tradition—one that represents the profession of arms. The Air Force uniform is plain yet distinctive, and presents the appearance of a military professional. All Air Force members in uniform will adhere to standards of neatness, cleanliness, safety, uniformity, and military image, and will
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present the appearance of a disciplined service member. Air Force members will procure and maintain all mandatory clothing items, follow local supplements and procedures, and keep uniforms neat, clean, pressed, buttoned, and properly maintained. Members are responsible for knowing authorized uniform combinations, maintaining all mandatory uniform items, and displaying the correct placement of ribbons, insignia, and other uniform items, as required. When in doubt about appropriate wear of the Air Force uniform or uniform items, seek clarification through supervisors, first sergeants, or commanders regarding dress and personal appearance standards. Additional details regarding the Air Force uniform can be found in AFI 36-2903, Dress and Personal Appearance of Air Force Personnel . 23.10. Uniform Combinations The evolution of the Air Force uniform has changed from one of many devices and accoutrements to one of very few embellishments. The present Air Force uniform with authorized badges, insignia, and devices is plain yet distinctive, presenting the appearance of a military professional. Service Uniform. The service uniform (Class B) consists of the light blue, long- or short-sleeved shirt/blouse; tie (men, mandatory for long-sleeved shirt) or tie tab (women, mandatory for long-sleeved blouse); trousers/slacks or skirt (women); belt and buckle; undergarments; black socks or neutral, dark brown, black, off-black, or dark blue nylons (women); and appropriate boots, low 230 quarters, or pumps or slip-on shoes (women). When outdoors, the appropriate headgear will be worn. Variations of the service uniform are shown in Figure 23.1. Accoutrements for the service uniform include: appropriate rank, nametag, ribbons (optional), badges, and cuff links (optional). Note: Chaplain (religious affairs), aeronautical, space, cyberspace, and missile operations badges are mandatory. Note: Refer to AFI 36-2903, for detailed wear instructions, maternity uniform, authorized outer garments, and accessories. Service Dress Uniform. The service dress uniform (Class A) consists of the blue service coat; light
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blue long- or short-sleeved shirt/blouse; polyester herringbone twill tie (men) or tie tab (women); trousers/slacks or skirt (women); belt and buckle; undergarments; black socks or neutral, dark brown, black, off-black, or dark blue nylons (women); and appropriate boots, low quarters, or pumps or slip-on shoes (women). When outdoors, the appropriate headgear will be worn. Variations of the service dress uniform are shown in Figure 23.2. Accoutrements for the service dress uniform include: appropriate rank, nametag, ribbons, badges, cuff links (optional), and U.S. lapel insignia. Note: Chaplain (religious affairs), aeronautical, space, cyberspace, and missile operations badges are mandatory. Note: Refer to AFI 36-2903, for detailed wear instructions, maternity uniform, authorized outer garments, and accessories. Mess Dress Uniform. The mess dress uniform, tuxedo, or evening gown equivalent, is worn by military personnel for specific social or official functions. The mess dress uniform consists of the coat; white collar shirt/blouse; blue-satin bow tie (men) or inverted-v tie tab (women); trousers, suspenders; undergarments; black socks (men) or skirt with neutral, dark brown, black, off-black, or dark blue nylons (women); cummerbund; and appropriate low quarters or pumps (women). Headgear is not worn with the mess dress uniform and saluting is not required. The mess dress and semiformal service dress are optional uniforms for enlisted personnel. Variations of the mess dress uniform are shown in Figure 23.3. > Figure 23.1. Service Uniform . > Figure 23.2. Service Dress Uniform .231 Accoutrements for the mess dress uniform include: appropriate rank, miniature medals, badges, cuff links (optional for women), and studs (optional for women). The nametag is not worn with the mess dress uniform. Note: Chaplain (religious affairs), aeronautical, space, cyberspace, and missile operations badges are mandatory. Note: Refer to AFI 36-2903, for detailed wear instructions, maternity uniform, authorized outer garments, and accessories. Airman Battle Uniform. The basic
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Airman Battle Uniform (ABU) consists of the shirt, trousers, long- or short-sleeved desert sand (tan) T-shirt, tan rigger belt, sage green socks, and sage green boots. The ABU is a wash-and-wear uniform. Light ironing and center creasing of enlisted chevrons is authorized, but do not starch or hot press the uniform. When outdoors, the appropriate headgear will be worn. Variations of the ABU are shown in Figure 23.4. Accoutrements for the ABU include: appropriate rank, U.S. AIR FORCE tape, nametape, and badges. Note: Chaplain (religious affairs), aeronautical, space, cyberspace, and missile operations badges are mandatory. Note: Squadron commanders may authorize wear of standardized color morale T-shirts on Friday (weekend drill for AF Reserve and Air National Guard) or during special events. Note: The long-sleeved ABU shirt sleeves may be rolled up. Cuffs will remain visible, sleeves will rest at, or come within one inch of, the forearm when the arm is bent at a 90-degree angle. The ABU shirt may be removed in the immediate work area as determined appropriate by local leadership. Occupational Camouflage Pattern Uniform. The basic Occupational Camouflage Pattern (OCP) uniform consists of the shirt, trousers, long- or short-sleeved desert sand T-shirt, tan rigger belt, socks, and boots. The OCP is a wash-and-wear uniform. Light ironing is authorized, but do not starch or hot press the uniform. When outdoors, the appropriate headgear will be worn. The OCP > Figure 23.3. Mess Dress Uniform . > Figure 23.4. Airman Battle Uniform .232 is shown in Figure 23.5. Accoutrements for the OCP include: appropriate rank, U.S. AIR FORCE tape, nametape, badges, and patches. Note: Airmen will wear a basic configuration until organizational and unit patches are designed and fielded. Note: Chaplain (religious affairs) badge is mandatory. Note: The OCP shirt sleeves cuffs must be visible at all times. The
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OCP shirt may be removed in the immediate work area as determined appropriate by local leadership. Physical Training Gear. The basic Physical Training Gear (PTG) consists of the short- or long-sleeve T-shirt (tucked in), shorts or running pants, appropriate undergarments, white or black socks, and athletic style shoes. Variations of the physical training gear are shown in Figure 23.6. There are no accoutrements with the PTG, but there are a number of authorized variations of uniform items that may be worn to accommodate weather and safety conditions. Refer to AFI 36-2903, for detailed wear instructions, optional clothing items, authorized outer garments, and accessories. Note: Squadron commanders may authorize wear of standardized color morale T-shirts on Friday (weekend drill for AF Reserve and Air National Guard) or during special events. Note: Wear of the PTG is mandatory during physical fitness assessments and while participating in organized physical training events, as designated by the commander. Note: The PTG is an official Air Force uniform. During reveille and retreat, come to full attention and render the proper salute when outdoors. Saluting individuals due to rank recognition is not required when wearing the PTG, but may be expected during specified academic training environments. Flight Duty Uniform. The Flight Duty Uniform (FDU), typically referred to as the flight suit, is sage green. The Desert Flight Duty Uniform (DFDU) is desert tan and worn during contingencies, > Figure 23.5. Occupational Camouflage Pattern Uniform. > Figure 23.6 . Physical Training Gear .233 exercises, deployments, and tactical training operations, as appropriate for environmental conditions, and as authorized. The FDU/DFDU is authorized functional clothing for wear by individuals who perform flying, parachutist, and space and missile crew duties, or those performing operations support/non-interference flyer duties when actual flying is planned or anticipated. Flight duty includes preparation, preflight, in-flight, post-flight,
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and other flight related duties associated with aircraft operations. Variations of the flight duty uniform are shown in Figure 23.7. The basic FDU/DFDU consists of the flight suit, long- or short-sleeve desert sand (tan) T-shirt, appropriate socks, and appropriate boots. When outdoors, the appropriate headgear will be worn. Accoutrements (patches) for the FDU/DFDU include the nametag; major command or equivalent emblem; United States flag or wing, group, or center emblem; and unit emblem. Accoutrements are affixed with Velcro so they may be removed during contingencies. Cloth, Velcro nametags will be worn over the left breast pocket. Note: The aeronautical badge, space, cyberspace, or missile operations badges (if awarded) are embroidered above the name on the nametag, and are mandatory. Authorized jackets will also have the appropriate nametags displayed. Note: Wing commanders may authorize the wear of morale nametags on Fridays or during special events. Air Force Reserve and Air National Guard personnel commanders may authorize wear during weekend drills on Friday, Saturday, or Sundays or during special events. Squadron commanders will ensure name tags are in good taste and reflect proper military order, discipline, morale, and image. Note: The FDU/DFDU sleeves will be rolled down to the wrist when performing aircrew duties in-flight. Sleeves may be rolled under or pulled up if not performing in-flight duties; if pulled up (using Velcro to hold in place), the sleeves will end at, or within one inch above the natural bend of the elbow when the wearer’s arms are hanging naturally at their side. 23.11. Informal Uniforms Members of the honor guard, band, recruiters, chaplains (religious affairs), fitness center staff, world-class athletes, and enlisted aides may be authorized to wear an informal uniform. Personal grooming and accessory standards apply while wearing an informal uniform. The basic informal uniform consists of the long- or
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short-sleeve, dark blue polo-style shirt with appropriate embroidered logo, brushed silver nametag with rank and last name, occupational badges (optional), khaki color trousers, black belt, black socks, and appropriate shoes. > Figure 23.7 . Flight Duty Uniform .234 23.12. When to Wear the Uniform Military Duties. As a rule, Air Force members must wear the appropriate uniform while performing military duties. Members assigned to non-Air Force organizations will wear the proper Air Force equivalent uniform. If authorized to wear civilian clothes while on-duty, members must comply with Air Force appearance and grooming standards as required for operational necessity. During Travel. When traveling in an official capacity on commercial air in the Continental United States (to include Alaska and Hawaii), the service dress uniform (Class A), blue uniform (Class B), ABU, or OCP may be worn, as appropriate. Wear of the FDU/DFDU is not authorized on commercial air. If departing from and arriving at a military airfield via government aircraft or contracted U.S. Government commercial flights, any authorized combination of the uniform is appropriate, to include the FDU/DFDU. When using frequent flyer miles to upgrade to business or first class, Air Force members may not wear military uniforms. Even when an upgrade is legitimate, wearing of the uniform may create the public perception of the misuse of government travel resources and should be avoided under these circumstances. Those who choose to wear civilian clothing will ensure items are neat, clean, and appropriate for the mode of travel and the destination. Examples of inappropriate clothing include ripped, torn, frayed, or patched clothing; tank tops, shorts, short skirts, or bathing suits; undergarments worn as outer garments; and any garments which are revealing or display obscene, profane, or lewd words or drawings. Wear or use of an earpiece, any blue tooth technology, or headphones
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while in uniform, indoors or outdoors, is prohibited, unless specifically authorized for the execution of official duties. Headphones and earphones are authorized during travel on public transportation or while wearing the physical training gear during individual or personal physical training in the fitness center or on designated running areas, unless prohibited by the installation commander. Use of a hands-free device is authorized while in uniform operating a motor vehicle, if local policy permits. Social Functions. Air Force members attending a military event must wear the appropriate uniform or civilian attire, as requested by the host or hostess, or directed by the commander. If the uniform is worn to civilian social functions, members should wear the service dress uniform, semiformal uniform, mess dress uniform, or formal uniform. Members Separated from Service. To uphold our heritage, Airmen who are separated (other than retired Air National Guard or Reserve) with war time service and served honorably in the Air Force, may wear the uniform prescribed at the date of member’s discharge or any of the uniforms authorized for current active duty personnel, including the dress uniforms, displaying the highest rank authorized at the time of separation. 23.13. Uniform Wear Restrictions Airmen will not wear uniform items that do not meet Air Force specifications. Air Force members may not wear distinctive uniform items with civilian clothes, such as grade insignia, ribbons, cap devices, badges, uniform jackets (not to include the physical training jacket), and other Air Force insignia. When eating at off-base restaurants where most diners wear business attire, or at establishments that operate primarily to serve alcohol, Air Force members will not wear the ABU, OCP, or FDU/DFDU. These uniforms may be worn off the military installation for short convenience stops and when eating at restaurants where people wear comparable civilian attire. 235
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Worn or damaged uniform items will not be worn. If the items are mandatory uniform items, Airmen will procure and maintain all mandatory clothing items listed in AFI 36-3014, Clothing Allowances for Air Force Personnel . Many commercial products do not meet official Air Force standards. Before purchasing these commercial items, be sure that they are authorized for wear. There are a number of events and situations when wear of the Air Force uniform is not to be worn. The uniform will not be worn in any manner or during any event that would discredit the U.S. Armed Forces. Refer to AFI 36-2903, when in doubt as to whether wear of the Air Force uniform is authorized when attending an event outside normal activities or when may be perceived as inappropriate representation of the uniform. Air Force members may not wear uniform items to further political activities; for private employment or commercial interests; while participating in public speeches, interviews, picket lines, marches or rallies; or at any public demonstration when the perception may exist that the Air Force sanctions the cause. Air Force members will not wear any uniform combination or any uniform items when attending a meeting of, or sponsored by, an organization, association, movement, or group that is totalitarian, fascist, or subversive; advocates or approves acts of force or violence to deny others their rights under the U.S. Constitution; or seeks to change the U.S. Government by unconstitutional means. Section 23C—Accessory Standards 23.14. Attention to Detail There are many specific additional items and accessory standards addressed in AFI 36-2903, Dress and Personal Appearance of Air Force Personnel, that are authorized when worn within Air Force standards. There is no entire list addressing all items and accessories that are inappropriate or unacceptable when wearing the Air Force uniform. As
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a rule, accessories not listed in AFI 36-2903, are not authorized for wear unless specifically authorized by the Air Force as a change to policy. When unsure or unaware of restrictions or limitations regarding professional dress and appearance, or if you are unsure of an accessory, modification, or restriction, then seek clarification before risking a uniform violation. Not only do you want to portray yourself as an exemplary Airman, you also want to set the best example for others to follow. 23.15. Additional Items Authorized items, when worn, will be moderate and within reasonable limits. They will not be excessive or extreme. Individuals who wish to wear authorized additional items or accessories should refer to AFI 36-2903, for detailed information regarding proper wear, exceptions, specific authorizations, and restrictions. Commanders and those with commander equivalent authority will enforce dress and personal appearance standards and will determine standards not specifically defined in AFI 36-2903, to ensure compliance with the instruction. Jackets and Sweaters. Wear of approved jackets and sweaters, as authorized, is permissible. Items will be worn in an appropriate manner with proper accoutrements. Cold Weather Accessories. Wear of approved cold weather accessories, as authorized, is 236 permissible. Cold weather accessories will only be worn when wearing authorized outer garments and when outdoors. Jewelry. Jewelry will be plain and conservative. Wear of jewelry items, when authorized, will be worn within Air Force standards. Safety standards with regard to jewelry are often more restrictive, and will be adhered to. Eyewear. Eyeglasses, sunglasses, and contact lenses, when worn, will be worn in the manner for which they are made. Eyeglasses and sunglasses will not be worn around the neck, on top/back of head, or exposed hanging on the uniform. Electronic Devices. Electronic devices are any small electronic equipment, such as cellular phones (personal or
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official), MP3 or similar players, radios, hands-free devices (Bluetooth®), pedometers, Fitbits™, and other small, conservative size fitness trackers. Wear or use of an earpiece, blue tooth technology, or headphones while in uniform, indoors or outdoors, is prohibited, unless specifically authorized. Brief Cases, Gym Bags, Back Packs, and Purses. Items to be carried or worn will meet size, color, proper wear, restrictions, and other specifications, as appropriate. Lanyards, Access Passes, Identification Badges, and Common Access Cards. When authorized, lanyards, passes, badges, and identification cards will be worn within the specifications, as appropriate. Umbrellas. Umbrellas will be plain, solid colored black, and carried in the left hand. Religious Apparel. Religious apparel is defined as apparel worn as part of the observance of a religious faith practiced by an Airman. Religious items and apparel will be worn according to specifications in AFI 36-2903, and as approved by installation commanders, if necessary. 23.16. Authorized Occupational Badges Air Force members are highly encouraged to wear their current occupational badge on all uniform combinations. A maximum of two occupational badges may be worn. When wearing two occupational badges, wear the one representing the current career field (regardless of level earned) in the top position. If authorized, the second occupational badge is worn in the top position and centered ½ inch above the first. Occupational badges are reflective of Air Force specialties, as shown in Attachment 9, Occupational Badges. See AFI 36-2903, for specific instructions on wear of occupational badges. Exception: Chaplains (religious affairs) and aeronautical badges are always worn in the top position when wearing two occupational badges. 23.17. Headgear Headgear will be worn in an appropriate manner, with proper accoutrements, as necessary. Authorized headgear will be worn while outdoors unless in an area designated as a “no hat” area by the installation commander or equivalent.
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Headgear will also be worn indoors by armed security forces personnel or others bearing arms while performing duties. 237 Specialized Headgear. The Department of the Air Force has approved and authorized wear of the distinctive beret for specific career fields as recognition toward a group fulfilling the accomplishment of unique duties associated with specific mission roles at an above average level of dependability and reliability, as shown in Figure 23.8. The beret provides recognition of all members of the group being volunteers to perform hazardous duties, complete specific standardized qualification training, to provide a unique or extraordinary tactical capability, and willingly sustain strong levels of personal and team/unit mission readiness. > Figure 23.8 . Distinctive Beret s. 238 Chapter 24 MILITARY CUSTOMS AND COURTESIES # Chapter 24 MILITARY CUSTOMS AND COURTESIES Section 24A—Honored Traditions 24.1. Honor and Tradition Military customs and courtesies are proven traditions, deep-rooted in culture that reflect pride in military service to our Nation. Expectations for acts of respect and courtesy have evolved from the need for order and discipline, to generating an environment of respect and sense of fraternity that exists among military personnel. While not all-inclusive, this chapter highlights many of the customs and courtesies that play an extremely important role in building morale, esprit de corps, discipline, and mission effectiveness. As stated in AFI 1-1, Air Force Standards , our customs and courtesies reflect the unique nature of our profession and guide significant aspects of our behavior. Customs and courtesies emphasize our strong bond with other military members as well as our mutual respect for one another and our civilian leadership. 24.2. Protocol Protocol is an internationally recognized system of courtesy and respect involving a set of rules for behavior in official life and in ceremonies involving governments, nations, and their representatives. Protocol for
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the military and government agencies is a code of traditional precedence, courtesy, and etiquette in matters of military, diplomatic, official, and celebratory ceremonies. In modern practice, military protocol encompasses the knowledge, accumulation, and application of established service customs by combining the traditional codes of conduct with contemporary etiquette and courtesy. Executive orders, Presidential proclamations, Air Force instructions, and other service-associated sources provide specific guidance on protocol and customs and courtesies. AFI 34-1201, Protocol , is a very good source for detailed information regarding a wide range of military customs and courtesies and decorum. 24.3. Base Honor Guard Program Base Honor Guard is a mandatory Air Force program, under the responsibility of installation commanders, which emphasizes the importance of military customs and courtesies, dress and appearance, and drill and ceremonies. The first base honor guard was activated within the 1100th Air Police Squadron, Bolling Field, Washington D.C., and was responsible for maintaining an Air Force ceremonial capability in the National Capitol Region. The primary mission of today’s base honor guard program is to employ, equip, and train Air Force members to provide professional military funeral honors for Regular Air Force, retired members, and veterans of the U. S. Air Force. Members are usually volunteers from the installation host and tenant units, with selections generally coming from Airman Basic to Technical Sergeant. Note: In January of 2000, public law was implemented, providing for all veterans to receive, at a minimum, a funeral ceremony that includes the folding of a United States flag, presentation of the flag to the veteran’s family, and the playing of Taps. 239 24.4. Symbolism and Representation Military tradition and patriotism are steeped in symbolism, often honored in ceremonies and represented in many forms. Some of the ways the United States and the Air Force are represented include symbols,
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such as the United States flag and its colors, songs, official seals, and other nationally recognized objects. 24.5. National Anthem The United States national anthem, The Star-Spangled Banner, is often played or sung at official and unofficial ceremonies and events. It is important to understand the appropriate protocols and procedures for showing proper respects for the national anthem. See Attachment 10, The Star-Spangled Banner Lyrics, for all four verses of the national anthem. When the bugle call, To the Color, is played, the same respects are shown as rendered to the national anthem. National Anthem Outdoors. When outdoors, during the rendition of the national anthem, Airmen in uniform should render the military salute at the first note of the anthem and retain this position until the last note of music has played. When outdoors during rendition of the national anthem, all present in civilian attire should stand at attention facing the flag with the right hand over the heart. Men not in uniform should remove their headdress with their right hand and hold it at the left shoulder, the hand being over the heart. National Anthem in Vehicles. When on Air Force installations, during the playing of The Star-Spangled Banner or To the Color, vehicles in motion will pull to the side of the road and stop (if consistent with safety and mission requirements). Individuals in vehicles should sit quietly until the last note of music has played. National Anthem Indoors. When indoors, in uniform, in formation, with appropriate headgear, military members should render the military salute during the national anthem. When indoors, in uniform, without headgear, military members should stand and remain at the position of attention without rendering the military salute. Civilians should stand at attention with their right hand over their heart. If the flag is not
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displayed, those present should face toward the music and act in the same manner they would if the flag were displayed. National Anthems of Friendly Foreign Nations. Anthems of friendly foreign nations may be played to honor visitors of foreign nations as a show of respect. The same respect is shown to foreign national anthems as is shown to The Star-Spangled Banner. Typically, foreign national anthems are played before the national anthem of a host nation, but there is no regulation or law mandating when or in what order national anthems are played when more than one is played. 24.6. The Pledge of Allegiance The Pledge of Allegiance is not traditionally recited at military events. At outdoor events or social functions where the pledge is rendered, military personnel in uniform will stand at attention, remain silent, face the flag, and salute. When outdoors in civilian attire, remove any non-religious headdress with right hand and hold it at the left shoulder, with the hand being over the heart. At indoor events, military personnel in uniform will stand at attention, remain silent, face the flag, but will not salute; however, at indoor events where participants are primarily civilians or in civilian attire, reciting the Pledge of Allegiance is optional for those in uniform. When indoors in civilian attire, stand at attention, face the flag, place your right hand over your heart, and recite the pledge. 240 24.7. Department of the Air Force Seal As shown in Figure 24.1, the official Air Force colors of ultramarine blue and Air Force yellow are reflected in the Air Force Seal. The circular background is ultramarine blue and the trim is Air Force yellow. The 13 white stars represent the original 13 colonies. The Air Force yellow numerals under the shield stand for 1947, the year
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the Department of the Air Force was established. The band encircling the whole design is white, edged in Air Force yellow, with black lettering reading “Department of the Air Force” on the top and “United States of America” on the bottom. Centered on the circular background is the Air Force Coat of Arms, consisting of the crest and shield. Coat of Arms – Crest. The crest portion of the Coat of Arms consists of the eagle, wreath, and cloud form. The American bald eagle symbolizes the United States airpower, and appears in natural colors. The wreath under the eagle is made up of six alternate folds of metal in white (representing silver) and light blue. This repeats the metal and color used in the shield. The white clouds behind the eagle denote the start of a new sky. Coat of Arms – Shield. The shield portion of the Coat of Arms, directly below the eagle, wreath, and cloud, is divided horizontally into two parts by a nebular line representing clouds. The top part bears an Air Force yellow thunderbolt with flames in natural color that shows striking power through the use of aerospace. The thunderbolt consists of an Air Force yellow vertical twist with three natural color flames on each end crossing a pair of horizontal wings with eight lightning bolts. The background at the top of the shield is light blue representing the sky. The background at the lower part is white representing metal silver. Authorized and Unauthorized Uses of the Air Force Seal and Coat of Arms. The Air Force Seal is to be protected from unauthorized use. Falsely making, forging, counterfeiting, mutilating, altering, or knowingly using or possessing the Seal with fraudulent intent, is punishable by law. AFMAN 33-326, Preparing Official Communications, Attachment 2, outlines the authorized
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users and uses of the Air Force Seal and the Coat of Arms. 24.8. Official Air Force Symbol The Air Force Symbol, as shown in Figure 24.2., was designated the official symbol of the U.S. Air Force on 5 May 2004. The upper half includes the stylized wings, which represent the stripes of our strength—our enlisted men and women. Below the stylized wings, the lower half includes a sphere, a star, and three diamonds. The Air Force Symbol honors the heritage of our past and represents the promise of our future. Furthermore, it retains the core elements of our Air Corps heritage with respect to the bent up, rather than straight “Arnold” wings, and a star with the circle. The current Symbol modernizes these core elements to reflect our air and space force of today and tomorrow. All of the elements come together to form one symbol that presents two powerful images—an eagle, the emblem of our Nation, and a medal, representing valor in service to our Nation. > Figure 24.1. Air Force Seal . > Figure 24.2 . Air Force Symbol .241 Stylized Wings. The wings are drawn with great angularity to emphasize our swiftness and power. The six sections of the wings represent our distinctive capabilities—air and space superiority, global attack, rapid global mobility, precision engagement, information superiority, and agile combat support. Sphere. The sphere within the star represents the globe and symbolically reminds us of our obligation to secure our Nation’s freedom with global vigilance, reach, and power. The sphere also reminds us of our challenge as an expeditionary force to respond rapidly to crises and to provide decisive air and space power worldwide. Star. The area surrounding the sphere takes the shape of a star. The star has many meanings. The five points of the star
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represent the components of our one force and family—our Regular Air Force, civilians, Guard, Reserve, and retirees. The star symbolizes space as the high ground of our Nation’s air and space force. The rallying symbol in all our wars, the star also represents our officer corps, central to our combat leadership. Three Diamonds. The star is framed with three diamonds that represent our core values— Integrity First, Service Before Self, and Excellence In All We Do . Authorized and Unauthorized Uses of the Air Force Symbol. The Air Force Symbol is a registered trademark and must be protected against unauthorized use or alterations to approved versions. Approved versions of the Symbol are available for download on the Air Force Portal, under the library and resources tab. Instructions for the proper use and display of the Symbol can be found in AFI 35-114, Air Force Branding and Trademark Licensing Program , in the DoD Guide, Important Information and Guidelines About the Use of Department of Defense Seals, Logos, Insignia, and Service Medals , and at: www.trademark.af.mil . Refer to these references for details regarding the use and display of the Air Force Symbol. 24.9. The Air Force Song In the late 1930’s, the Air Corps sought an official song to reflect its unique identity. After reviewing over 700 compositions, music instructor, Robert Crawford’s song was a unanimous winner. The U.S. Army band made the first recordings of the song in 1939, titled The U.S. Air Force . According to AFI 34-1201, when the Air Force song is played, Airmen will stand at attention, but are allowed to sing the lyrics of the song. During official events, the official party may move to depart after the playing of the first verse. See Attachment 11, The U.S. Air Force Lyrics, for all four
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verses of The U.S. Air Force song. Section 24B—Respect for the Flag 24.10. Showing Respect for the Flag The United States flag is one of the most enduring and sacred symbols of our country. It represents the principles and ideals Airmen have pledged to defend, and for which many have made the ultimate sacrifice. Airmen shall treat it with respect similar to that shown to the highest military and public officials. Several laws, practices, and traditions are associated with the flag. The Title 4 United States Code, Flag and Seal, Seat of Government, and the States ; Title 10 United States Code, Armed Forces; and Title 36 United States Code, Patriotic and National Observances, 242 Ceremonies, and Organizations , pertain proper display and respect for the flag. 24.11. History of United States Flag There is no official meaning for the folds of the flag, and according to AFI 34-1201, Protocol ,there is no official flag folding script. Although various national interest groups hold flag folding ceremonies, they are not official. A narrative is provided in Figure 24.1. to highlight significant historical information regarding the United States flag. It is not for official ceremonial use. Figure 24.1 . U.S. Flag . For more than 200 years, the American flag has been the symbol of our Nation’s unity, as well as a source of pride and inspiration for millions of citizens. Born on June 14, 1777, the Second Continental Congress determined that the flag of the United States be 13 stripes, alternating between seven red and six white; and that the union be 13 stars, white in a blue field representing a new constellation. Between 1777 and 1960, the shape and design of the flag evolved into the flag presented before you today. The 13 horizontal stripes represent the original 13 colonies,
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