MARADMIN 380/26 - Implementation Guidance for Military Equal Opportunity Reform Initiatives

Scope

MARADMIN 380/26 carries immediate implementation guidance for Military Equal Opportunity program reform, pending revision of MCO 5354.1. It establishes a confidential reporting option, stops MEO complaint processing of anonymous allegations, directs conflict resolution on informal complaints, gives commanders authority to dismiss a formal complaint on eight grounds, sets five deadlines, opens an appeal to the next higher commander holding General Court-Martial Convening Authority, and supersedes conflicting definitions of harassment, bullying, and hazing. Applies to Marines and Sailors.

This message is substance. MARADMIN 357/26 before it was terminology.

Audience

• Marines and Sailors weighing a confidential report against an informal or formal complaint.
• Commanders holding the dismissal decision and the favorable personnel action restart.
• General Court-Martial Convening Authorities receiving dismissal appeals.
• Equal Opportunity Advisors receiving confidential reports and forwarding formal complaints.
• Staff judge advocates consulted before any dismissal.
• S-1 staff tracking complaint packages, written notifications, and delayed favorable actions.

Three reporting lanes

• Confidential report. Paragraph 2. The Marine or Sailor receives services and discloses personally identifiable information to authorized personnel without opening an informal or formal complaint. No command notification, inquiry, or investigation follows unless the report reveals a specific and imminent threat of serious bodily harm or death, reveals intent to commit a future crime or fraud, or disclosure is required by federal law, Department of War policy, or competent legal authority. The reporting Marine or Sailor converts to an informal or formal complaint at any time. Equal Opportunity Advisors are the authorized recipients until further guidance publishes.
• Informal and formal complaint. Filed on NAVMC 11512 or an MPE approved form. Conflict resolution is offered on informal complaints where feasible, voluntary for both parties. Opting out or a failed resolution returns the complaint to the MEO process before any command inquiry or investigation completes.
• Anonymous allegation. Paragraph 3. Anonymous allegations of prohibited discrimination or discriminatory harassment produce no MEO complaint. Commanders still take appropriate action on the information. Anonymous complaints of sexual harassment, hazing, and bullying keep their routing under ALNAV 048/26.

The five deadlines

Eight dismissal grounds, paragraph 5.a

The commander consults the command Equal Opportunity Advisor and the staff judge advocate before dismissing a formal complaint without investigation.

1. Untimely filing. More than 60 calendar days after the most recent incident, 120 calendar days for a Reserve member.
2. The allegation falls outside the scope of MEO policy.
3. The complaint lacks sufficient or actionable information.
4. Alternative dispute resolution or other informal means resolved the matter.
5. The complainant requests withdrawal.
6. The complainant fails to respond to requests for information.
7. The complaint duplicates another.
8. The complaint constitutes a false official statement under Article 107, UCMJ.

Watch items

• Paragraph 5.c starts the 30-day dismissal clock at receipt without naming whose receipt. Read against the 5-day EOA forwarding duty in paragraph 5.b, the outside window shifts by five days depending on the reading.
• Paragraph 6.a measures the 5-day appeal window from the written determination, and paragraph 5.d allows 7 calendar days to deliver it. Written notice delivered late in the 7-day window closes the appeal window before the complainant reads the decision.
• Paragraph 2.e designates Equal Opportunity Advisors as authorized recipients of confidential reports until further guidance publishes. Treat the recipient list as interim.

Connection to higher policy

• Under Secretary of War for Personnel and Readiness memorandum, Implementation of Military Equal Opportunity Reforms, 18 June 2026. Reference A. Source of the superseding harassment, bullying, and hazing definitions in paragraph 9.
• Under Secretary of War for Personnel and Readiness memorandum, Implementation of Military Equal Opportunity and Equal Employment Opportunity Reform Plan, 30 September 2025. Reference B.
• DODI 1350.02. Reference C. The message dates it 22 December 2022. The cover of the current issuance on the Washington Headquarters Services site carries an effective date of 4 September 2020 with Change 2 effective 11 March 2026, and titles it a Department of War instruction.
• DODI 1020.03. Reference D. The message dates it 17 January 2025. The cover of the current issuance carries an effective date of 8 February 2018 with Change 4 effective 10 December 2025.
• ALNAV 048/26. Reference F. The Department of the Navy implementation guidance, released 2026-08-07.

Connection to Marine Corps doctrine

• MCO 5354.1G. Reference E. This message holds until incorporated into MCO 5354.1H.
• MARADMIN 357/26. The realignment of program terminology from Prohibited Activities and Conduct to Military Equal Opportunity. 380/26 stacks on top of it and replaces nothing in it.

Status

Active. Released 2026-08-20, DTG R 201140Z AUG 26. Release authorized by Lieutenant General William J. Bowers, Deputy Commandant for Manpower and Reserve Affairs. POCs sit at Manpower Equal Opportunity Branch (MPE), Manpower Plans and Policy Division. In effect until incorporated into MCO 5354.1H. Major subordinate commands report implementation gaps through the appointed EOA to the MPE organizational mailbox on request.