Participation in extremist organizations and activities by Army employees (both appropriated and non-appropriated fund personnel) is inconsistent with Army values and the responsibilities of employment in the federal government.
Extremist organizations and activities are ones that: a) advocate racial, gender, or ethnic hatred or intolerance; b) advocate, create or engage in illegal discrimination based on race, color, gender, religion, or national origin; or c) advocate the use of or use force or violence or unlawful means to deprive individuals of their rights under the United States Constitution or the laws of the United States, or any State, by unlawful means.
Involvement with or in an extremist organization or activity, such as membership or presence at an event, could threaten an employee's ability to successfully perform his or her assigned duties with the Army organization. Moreover, when connected with government employment, participation in extremist organizations and activities by Army employees is inconsistent with government service.
Respect is one of our cornerstone values shared by all of the Army. Respect relates to appreciation and support of the rich diversity among the work force and recognition of the dignity of all individuals. Actions or expressions espousing extremist philosophies or causes, including statements or non-verbal expressions, clothing or tattoos that suggest or convey extremist views, are prohibited in the workplace. Such actions diminish work unit cohesion, create an atmosphere of intimidation and hostility, and interfere with productivity, morale, and esprit de corps. The following activities on behalf of extremist groups are prohibited while on Government property and/or during official duty time; (1) Sponsoring or publicizing an extremist demonstration or rally; (2) Knowingly attending a meeting or activity while on duty or otherwise appearing to represent the Army or the Government; (3) Conducting fund-raising activities; (4) Recruiting or training members of an extremist group; (5) Organizing or leading such a group; or (6) Distributing or posting literature.
Supervisors should remain alert for signs that they have an employee who may be participating in an extremist group. When there is credible evidence of employee involvement with or in an extremist organization or activity, to include receipt of literature or presence at an extremist event, supervisors should consider taking appropriate actions to educate the employee regarding Army policy and the incompatibility of participation with or in extremist organizations or activities with Government service. Such actions may include: (1) Remind employees of their responsibility to abide by DA programs that emphasize fair and equitable treatment, such as EEO; (2) Consider assessing the employee's access to classified information, where appropriate; and/or (3) Consider appropriate disciplinary or adverse action if there is a nexus between the employee's conduct and official duties. If formal or informal disciplinary action is considered necessary, it must be appropriate to the specific facts surrounding any incident. Supervisors should not take formal disciplinary actions without coordinating with the servicing Civilian Personnel Advisory Center (CPAC), who will provide advice, assistance, and legal coordination.
Supervisors should intervene early, primarily through counseling, when observing such signs, even though the signs may not rise to active advocacy or participation, or may not threaten good order and discipline, but only suggest such potential. The goal of early intervention is to minimize the risk of future prohibited activities.
One of the effects of extremist activity is tension leading to violence in the workplace. Guidance for dealing with violence in the workplace may be found in the OPM Pamphlet "Dealing with Workplace Violence," available at http://archive.opm.gov/Employment_and_Benefits/WorkLife/OfficialDocuments/handbooksguides/WorkplaceViolence/full.pdf