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Study Guide For Testing To Technical Sergeant 1 Oct 19 (AFH 1) > Chapter 20 - Inspections and Military Standards > Flashcards

Chapter 20 - Inspections and Military Standards Flashcards

1
Q

To ensure Air Force official information is presented professionally, personnel should

A

Make 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

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2
Q

According to AFI 1-1, Air Force Standards, while on Regular Air Force status, members are prohibited from
(Political Activities)

A

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

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3
Q

According to AFI 1-1, Air Force Standards, Air Force policy is to prevent alcohol abuse and alcoholism among

A

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

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4
Q

If a member has a blood alcohol percentage of ____

but less than _____, the person is presumed to be impaired

A
  • 0.05

- 0.08

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5
Q

There is a _____ driving privilege suspension for driving or being in physical control of a motor vehicle while under the influence of intoxicating liquor _____ percent or greater

A
  • one-year

- 0.08

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6
Q

Is to prevent and eliminate problematic substance use in the Department of Defense

A

Department of Defense Policy

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7
Q

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)

A

Drug Abuse, per

AFI 90-507, Military Drug Demand Reduction Program

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8
Q

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

A

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

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9
Q

Include substance use/misuse prevention, education, treatment, and urinalysis testing

A
  • Alcohol and Drug Abuse Prevention and Treatment (ADAPT) Program
  • Drug Demand Reduction Program
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10
Q

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

A

Drug Testing

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11
Q

The Air Force conducts drug testing of personnel according to

A

AFI 90-507, Military Drug Demand Reduction Program

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12
Q

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

A

An inspection

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13
Q

Requires a search and seizure authorization from the appropriate commander, military judge, or military magistrate to seize a urine specimen

A

Probable Cause

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14
Q

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

A

Identify Drug Abusers

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15
Q

Commanders may not use _______________ against a member in an action under the UCMJ or when weighing characterization of service in a separation

A

Voluntary Disclosure

Alcohol problems, substance use problems, personal drug use or possession

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16
Q

Are vital to the effective operation of all organizations and to maintaining good order and discipline

A

Professional Relationships

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17
Q

Establishes responsibilities for maintaining professional relationships

A

AFI 36-2909, Professional and Unprofessional Relationships

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18
Q

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.

A

Unprofessional Relationships

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19
Q

Unprofessional relationships must be avoided between

A
  • Officers
  • Between enlisted members
  • Between officers and enlisted members
  • Between military personnel and civilian employees or contractor personnel
  • Within and across the military branches
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20
Q

Is an unprofessional relationship between an officer and enlisted member specifically addressed in the Manual for Courts-Martial under Article 134

A

Fraternization

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21
Q

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

A

Fraternization

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22
Q

The Air Force will not tolerate

A
  • Unlawful discrimination
  • Harassment
  • Reprisal against individuals who engage in protected activity
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23
Q

Is to eradicate unlawful discrimination and foster a positive human relations environment

A

Equal Opportunity Program Objectives

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24
Q

Can include the use of disparaging terms regarding an individual’s birthplace, ancestry, culture, or the linguistic characteristics common to a specific ethnic group

A

Unlawful Discrimination

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25
Q

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

A

Unlawful Discrimination Against Military Members

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26
Q

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)

A

Unlawful Discrimination Against Department of Defense Civilian Employees

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27
Q

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

A

Harassment

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28
Q

Six Distinct Forms of Harassment

A
  • Discriminatory
  • Sexual
  • Bullying
  • Hazing
  • Retaliation
  • Reprisal
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29
Q

Is conduct that is unwelcome based on race, color, religion, sex (including gender identity), national origin, or sexual orientation

A

Discriminatory Harassment

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30
Q

Is conduct of any deliberate or repeated unwelcome verbal comments or gestures of a sexual nature by any military member or civilian employee

A

Sexual Harassment

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31
Q

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

A

Bullying

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32
Q

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 continued membership in any military or Department of Defense civilian organization

A

Hazing

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33
Q

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

A

Retaliation

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34
Q

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

A

Reprisal

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35
Q

Only ____________, _____________, and _________ may file military Equal Opportunity complaints

A
  • Military personnel
  • Military family members
  • Retirees
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36
Q

Is to attempt resolution at the lowest possible level

A

Military Informal Complaint Procedures

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37
Q

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

A

Military Formal Complaint Procedures

38
Q

Military formal complaints must be filed within ______________ of the alleged offense

A

60 calendar days

39
Q

Only _____________, _____________, and ______________________ may file civilian Equal Opportunity complaints

A
  • Air Force employees
  • Former employees
  • Applicants for employment
40
Q

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

A

Civilian Informal Complaint Procedures

41
Q

The Equal Opportunity office must complete the informal complaint process within _______________ of the complaint being filed unless the complainant grants an extension not to exceed _____________________

A
  • 30 calendar days

- 60 additional calendar days

42
Q

For the Civilian Formal Complaint to be processed at the formal stage, the initial contact must be within ________________ of the date of the matter alleged to be discriminatory or, in the case of a personnel action, within ______________ of the effective date or when he or she becomes aware of the personnel action

A
  • 45 calendar days

- 45 calendar days

43
Q

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 an investigation to be completed within ________________ from the date filed

A

180 calendar days

44
Q

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

A

The Sexual Assault Prevention and Response (SAPR) Office

45
Q

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

A

The Installation Sexual Assault Response Coordinator (SARC)

46
Q

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

A

Volunteer Victim Advocates (VVA)

47
Q

Is a judge advocate who is authorized to provide independent legal representation to eligible victims of sexually-related offenses

A

The Special Victims’ Counsel (SVC)

48
Q

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

A

Sexual Assault

49
Q

Is defined as words or overt acts indicating a freely given agreement to the sexual conduct by a competent person

A

Consent

50
Q

No Consent

A
  • 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
  • A current or previous relationship, or the manner of dress of the person involved with the accused in the sexual conduct at issue
  • Person is sleeping or incapacitated, such as due to age, alcohol or drugs, or mental incapacity
51
Q

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

A

Report the matter to the commander, the SARC, and the Air Force Office of Special Investigations

52
Q

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

A

Report the incident to the SARC or encourage the victim to do

53
Q

The Air Force has two Sexual Assault Reporting Options

A
  • Unrestricted reporting

- Restricted reporting

54
Q

Enables eligible victims to report allegations of sexual assault to specified personnel, without triggering an investigation

A

Restricted Sexual Assault Reports

55
Q

Only ______, ________, _____, and _____________ may receive restricted reports of sexual assault

A
  • SARCs
  • SAPR VAs
  • VVAs,
  • Healthcare personnel
56
Q

If a victim elects the restricted reporting option, a victim may convert a Restricted Sexual Assault Report to an ____________________ at any time

A

Unrestricted Sexual Assault Report

57
Q

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

A

Unrestricted Reports

58
Q

If a victim elects the unrestricted reporting option, a victim will not be permitted to change from Unrestricted to a ______________

A

Restricted report

59
Q

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

A

Governmental entities or persons with an established official need to know

60
Q

Those who are deemed to have an official need to know in the Air Force to perform their respective duties in regards to sexual assault unrestricted reporting, routinely include

A
  • Law enforcement
  • Commanders
  • First sergeants of the victim and the alleged assailant
  • Legal personnel
  • SARC
  • SAPR VA
  • VVA
  • Healthcare providers, as required
61
Q

Collateral Misconduct in Sexual Assault Cases

A
  • Underage drinking or other related alcohol offenses
  • Adultery
  • Drug abuse
  • Fraternization
  • Other violations of instructions or orders
62
Q

In accordance with the Uniform Code of Military Justice, the Manual for Courts-Martial, and Air Force instructions, commanders are responsible for addressing collateral misconduct on behalf of the victim

A

In a manner that is consistent and appropriate to the circumstances, 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

63
Q

Commanders and supervisors perform many personnel management functions requiring them to keep ____________________ on assigned personnel

A

Personal Information Files (PIF)

64
Q

If a Personal Information Files (PIF) is established

A

AF Form 10A, Personnel Information File, Record of Performance, or Officer Command Selection Record Group is required

65
Q

Contents of the Personal Information Files (PIF) must be available to

A
  • Commanders
  • Raters
  • First sergeants
  • Senior raters
  • Air Force Office of Special Investigations
  • Staff Judge Advocate personnel, as warranted
66
Q

Provides commanders with an official and single means of filing derogatory data concerning an Air Force member’s personal conduct and duty performance

A

Unfavorable Information File (UIF)

67
Q

Mandatory documents in Unfavorable Information File (UIF)s include

A

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
  • Control roster actions
68
Q

Unit commanders must review all UIFs within ______ of assuming or being appointed to command; when individuals are considered for promotion, reenlistment, permanent change of station or assignment, and reclassification or retraining

A

90 days

69
Q

Commanders also review UIFs ________, with the assistance of the Staff Judge Advocate

A

Annually

70
Q

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

A

Control Roster

71
Q

Commanders place an individual on the control roster by using

A

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

72
Q

Placement on the control roster is a mandatory UIF entry and is initially instated for __________, but it can be removed early at the commander’s discretion

A

Six Months

73
Q

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

A

Administrative Counseling, Admonitions, and Reprimands

74
Q

Is used by first line supervisors, first sergeants, and commanders to help Airmen use good judgment, assume responsibility, and face and solve problems

A

Letter of Counseling and Air Force Form 174, Record of Individual Counseling

75
Q

Is used to document an infraction that warrants more severe action than a counseling, but not serious enough to warrant a reprimand

A

Letter of Admonishment

76
Q

Is more severe than a letter of counseling and letter of admonishment, and indicates a stronger degree of official censure

A

Letter of Reprimand

77
Q

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
  • 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
78
Q

Airmen who will continue to serve in another military status

A

Required Separation

79
Q

Airmen asking for early separation for the convenience of the government if they meet the criteria

A

Voluntary Separation

80
Q

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

A

Involuntary Separation

81
Q

Is given when the quality of the member’s service generally has met Air Force standards of acceptable conduct and performance of duty, or a member’s service is otherwise so meritorious that any other characterization would be inappropriate

A

Honorable Discharge

82
Q

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.

A

General (under honorable conditions)

83
Q

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

A

Under Other Than Honorable Conditions

84
Q

If charges have been preferred against an Airman and if the Uniform Code of Military Justice authorizes punitive discharge as punishment for the offense

A

Discharge Instead of Trial by Court-Martial

85
Q

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

A

The Air Force Discharge Review Board

86
Q

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

A

Discharge Review Objectives

87
Q

Discharge Review Fact Sheet and an Application

A

DD Form 293, Application for the Review of Discharge from the Armed Forces of the United States

88
Q

A personal appearance before the discharge review board is

A

A Statutory Right

89
Q

Is the highest level of administrative review for correcting military records

A

The Air Force Board for Correction of Military Records

90
Q

Information on The Air Force Board for Correction of Military Records authority, jurisdiction, and policy can be found in

A

AFI 36-2603, Air Force Board for Correction of Military Records

91
Q

If other administrative remedies have not been properly exhausted before applying, an application to The Air Force Board for Correction of Military Records

A

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

Study Guide For Testing To Technical Sergeant 1 Oct 19 (AFH 1) (22 decks)

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