ANGI 36-101 - Air Force Link

14 ANGI36-101 3 JUNE 2010
2.3.1. The AGR program will support military equal opportunity and affirmative
employment efforts to achieve an AGR work force that reflects national diversity.
2.3.2. The objective is to ensure fair, equitable and nondiscriminatory treatment of all, based
on merit, fitness, capability and potential.
2.4. Standards of Conduct/Political Activity. DoD Directive 5500.7, Standards of Conduct,
DoD Directive 1344.10, Political Activities by Members of the Armed Forces and AFI 51-902,
Political Activities by Members of the US Air Force are applicable to AGRs. HRO/AGR
management must ensure AGRs are briefed annually.
2.5. Military Jurisdiction/Discipline. All AGR personnel are subject to State Military Code
jurisdiction while in Title 32 status.
2.5.1. Applicants for AGR positions must be advised that they are subject to State military
justice procedures and statutes, while in Title 32 status. When in Federal status under Title
10, the Uniform Code of Military Justice (UCMJ) applies.
2.5.2. All records of disciplinary action (memorandum of
counseling/admonishment/reprimand) will be maintained by the unit. When appropriate,
notify HRO when taking disciplinary action. These documents must be destroyed when
indicated in the memorandum or upon separation of the Airman or IAW governing
instructions.
2.6. Off-Duty Employment. Commanders must ensure that off-duty employment (both parttime
and full-time) of AGR Airmen is in compliance with the provisions of DoD Directive
5500.7, Standards of Conduct. .
2.6.1. Commanders must maintain a copy of written approval for all AGR Airmen on AF
Form 3902, Application and Approval for Off-Duty Employment.
2.6.2. Mission needs must be the guiding force behind approval of outside employment.
Due to possible conflicts of interest, AGR Airmen must not be employed as State civilian
employees (temporary or permanent).
2.7. Substance Abuse. Illegal or improper substance abuse by ANG Airmen is a serious breach
of discipline and is not compatible with service in the ANG.
2.7.1. Drug cases must receive prompt evaluation and disposition. Process Airmen for
discharge for misconduct based on drug abuse since drug abuse is not compatible with Air
Force Standards IAW AFI 36-3209, Separation and Retirement Procedures for ANG and Air
Force Reserve Members.
2.7.1.1. The ANG does not have the resources required to implement a drug
rehabilitation program.
2.7.2. Alcoholism is recognized as a progressive, non-compensable disease that affects the
entire family and is both preventable and treatable. It is ANG policy to help prevent alcohol
abuse and alcoholism among its personnel and to try to restore Airmen with problems
attributable to alcohol abuse to full duty status. If this cannot be accomplished,
administrative separation is appropriate.