Notes on AFH-1, 1 November 2024, Chapter 20, Enforcing Military Standards
20 Feb 2025. The Air Force Study Guide website posted a new version of the Air Force Handbook, dated 15 February 2025. A review of the new edition revealed that there were changes throughout the handbook. The website will be updated to include these changes by 23 February at the latest. While changes are being made in the background, the site may still be used.
Chapter 20, Enforcing Military Standards, has been updated to match the content of the new edition of the Air Force Handbook dated 15 Feb 25. Six questions were edited and one question was deleted, reducing the number of questions for chapter 20 from 195 to 194.
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20.13. Political Activities Military Criminal Investigative Organizations, Security Police, military commanders, and other military organizations and officials must report all allegations to Wing, Delta, or servicing IG office no later than 30 calendar days after receiving an allegation that an Airman or Guardian engaged in an activity prohibited under DoDI 1325.06. For Reserve Component officials, transmission is required not later than 60 calendar days. The IG will ensure the reports are forwarded to the DoD Office of Inspector General, Deputy Inspector General for Diversity and Inclusion and Extremism in the Military. See DAFI 90-301 for all reporting requirements regarding such prohibited activities. |
20.13. Political Activities Military Criminal Investigative Organizations, Security Police, military commanders, and other military organizations and officials must report all allegations to Wing, Delta, or servicing IG office no later than 30 calendar days after receiving an allegation that an Airman or Guardian engaged in an activity prohibited under DoDI 1325.06. For Reserve Component officials, transmission is required not later than 60 calendar days. |
Edited question file for paragraphs 20.10. thru 20.13. Removed last question from the quiz and chapter test:
11. After receiving an allegation that an Airman engaged in a prohibited political activity, military commanders must report the allegation to the IG office. The IG will forward the report to: (20.13.)
A. Secretary of the Air Force
B. Installation Equal Opportunity Office
C. Air Force Office of Special Investigations
D. Deputy Inspector General for Diversity and Inclusion and Extremism in the Military
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20.18. Equal Opportunity 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, 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 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). |
20.18. Equal Opportunity 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, sex. 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 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, age (40 or older), genetic information, physical or mental disability, or reprisal). |
Edited the following questions in 20.18. quiz file and chapter test to make them match the new content:
5. Unlawful discrimination involves different factors depending on whether a person is a military member or a civilian employee. The factors of race, color, religion, national origin, and sex (to include gender identity), and sexual orientation apply to: (20.18.)
A. U.S. citizens
B. military members
C. civilian employees
D. all of these answers
6. Unlawful discrimination involves different factors depending on whether a person is a military member or a civilian employee. The factors of race, color, religion, national origin, sex (including sexual harassment, pregnancy, gender identity, and sexual orientation), age (40 or older), genetic information, physical or mental disability, or reprisal apply to: (20.18.)
A. U.S. citizens
B. military members
C. civilian employees
D. all of these answers
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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, 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. |
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, 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, and national origin. |
Edited several questions in file 20.19. and overall chapter test:
2. The Air Force Equal Opportunity Program covers six distinct forms of harassment: discriminatory, sexual, bullying, hazing, retaliation, and reprisal. Discriminatory harassment is: (20.19.)
A. unwelcome verbal comments or gestures of a sexual nature
B. acts of aggression with the intent of harming a service member
C. risky conduct associated with initiation into a new status or position
D. unwelcome conduct based on race, color, religion, sex, and national origin, or sexual orientation
Also edited alternate answers for questions 3, 7, and 8.
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20.21. Civilian Equal Opportunity Complaint Process Only USAF 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 Public Law 110-233, 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. |
20.21. Civilian Equal Opportunity Complaint Process Only USAF 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, 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 Public Law 110-233, 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. |
Checked file 20.21. No changes were necessary.
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20.23. Sexual Assault Reporting Options Reporting Eligibility. The following individuals are eligible for both the restricted and unrestricted reporting option within the SARC program. RegAF 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 RegAF 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 RegAF 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 who are sexually assaulted when performing active service and inactive duty training. 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. |
20.23. Sexual Assault Reporting Options Reporting Eligibility. The following individuals are eligible for both the restricted and unrestricted reporting option within the SARC program. RegAF members who were sexual assault victims perpetrated by someone other than the victim's spouse. Military members, who are on RegAF 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 RegAF 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. Air Force Reserve and Air National Guard members who are sexually assaulted when performing active service and inactive duty training. 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. |
Checked file 20.23. No changes were necessary.
6 Dec 2024. A new edition of the Air Force Handbook, dated 1 November 2024, was posted on the Air Force's official website. A note beneath it states that study guides will not be issued for the 2025 E-5 and E-6 testing cycles. The Air Force Handbook will be the PFE source to study for promotion to E-5 and E-6.
The 2025 E-6 WAPS catalog (formerly referred to as EPRRC) states that only chapters 1, 5, 7, 8, 9, 13, 14, 15, 16, 18, 19, 20, 22, and 24 are testable. In addition, according to the ADTC in the new Air Force Handbook, all sections in these testable chapters are required for study. The 2025 E-5 WAPS catalog has not been issued yet and is expected to be available on 1 February 2025.