Commentary: Help me, help you – Communicate, follow the golden rule

  • Published
  • By Lt. Col. J. David Bottomlee
  • 71st Flying Training Wing inspector general
VANCE AIR FORCE BASE, Okla. --  The inspector general complaint resolution program is commonly misunderstood.

Misconceptions abound about which issues are truly matters to be investigated by the IG and which are more appropriately handled by the chain of command or other grievance channels.

Most Airmen aren't sure what behaviors will likely result in an IG investigation. Let's take a look at the difference between IG and non-IG complaints and highlight the importance of open communication and following the "golden rule" in dealing with most complaints.

The IG and the complaints resolution process gain authority and guidance from Air Force Instruction 90-301,"Inspector General Complaints Resolutions."

In general, an IG investigation is appropriate when associated with a law or directive violation, a restriction or reprisal on lawful communications, improperly directed mental health evaluations, abuses of authority and lastly, fraud, waste or abuse of government assets.

A violation of law or directive should be brought to the IG when the military chain of command is unable or unwilling to address the violation.

Restriction is preventing or attempting to prevent Airmen from making lawful communications to members of Congress or an IG. An example of restriction would be a flight commander telling the members of the flight, "If you send an email to the IG, life won't be so pleasant around here."

Reprisal is taking or threatening to take an unfavorable personnel action or withholding or threatening to withhold a favorable personnel action on an Airman for making or preparing to make a protected communication.

An example of reprisal would be an Airman receiving a poor performance report because he "proved that he wasn't a team player by complaining to the IG."

I know you're on the edge of your seat asking, "What's a protected communication?"

Any lawful communication to members of Congress or an IG is a protected communication. Additionally, any communication an Airman makes to a military authority or agency to show evidence of a violation of law or regulation is a protected communication. The reported violation may range from sexual harassment, discrimination, gross mismanagement or waste of funds and resources to abuse of authority or public health and safety.

An improperly directed mental health evaluation is when someone other than the commander directs an Airman to Mental Health, or when the commander doesn't consult with Mental Health prior or follow up with the appropriate paperwork.

Abuse of authority is an arbitrary or capricious exercise of power. Not acting within the authority granted under the regulation, law or policy is abuse. When an action is not in proportion to events, abuse is likely.

Unfortunately, it's common for us to assume our supervisor is abusing authority when we don't get the ratings we want or when we get punished for something we did wrong. But when a supervisor acts within her authority and makes a decision based on the relevant facts, she is simply executing her duty by ensuring good order and discipline.

Examples of things that are not appropriate as IG complaints include correction of military records; appeal of performance reports or Uniform Code of Military Justice punishments; medical, pharmacy or TRICARE complaints; Equal Opportunity matters; and simply not liking the way your supervisor treats you.

These types of complaints are better handled through the base agency associated with the issue rather than the IG. If you're not sure which agency, the IG will refer you. A common misunderstanding is that by contacting the IG about a disagreement or frustration you have with a military agency will force that agency to give you what you want or to put pressure on the agency to change their policy. Unfortunately, that's not the case.

Communication and adherence to the golden rule -- Do unto others as you would have them do unto you -- are the keys to solving most issues at the lowest possible level.

Leaders contribute by making clear their expectations and holding everyone to the same standard. Subordinates should give their supervisor the opportunity to do their job by communicating their needs and desires, even if they believe the supervisor won't be happy about the complaint. Subordinates always have the option to go to the next higher level of supervision if their immediate supervisor is part of the problem.

Ultimately, if service providers, customers, supervisors and subordinates apply the golden rule then a majority of issues would never become complaints. Treat customers and subordinates like you prefer to be treated. Likewise, give the service provider or supervisor the opportunity to help with your issue.

So help me help you, by recognizing the differences among people, communicate clearly, acknowledge when you've made a mistake, never restrict someone from communicating with their member of Congress or the IG and don't reprise against someone if they've made a protected communication.

And always do unto others as you would have them do unto you.