Posted on Apr 23, 2015
NCO getting in trouble because he made an EO complaint! What can be done?
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The scenario I am about to describe is a very common tactic taken by leadership to help keep issues or grievances at the “lowest level”. However, it has junior soldiers and NCOs working in non-existent MTOE slots or not in a job the correlates with their MOS at all.
Currently, my peer that is battling this very situation and I’m seeking advice on how they should handle it. They spoke up about a situation to their First Sergeant and Commander regarding a blatant EO situation with their new platoon sergeant. My Battle Buddy chose not to report at the time trying to forge a working relationship with the SFC, and did talk to them about the situation. The working relationship was very strained afterwards, especially because the platoon sergeant was rarely at work causing this junior leader to pull up the slack without complaint.
Where the situation hit a pinnacle point was when the new platoon sergeant degraded them in front of the platoon’s subordinates openly. The NCO brought everything to the attention of their First Sergeant and Commander using the open door policy. The junior NCO owned their mistake and understood that they may face a summarized Art15 for potential disrespect contingent on the findings. The platoon sergeant never showed back up for the Commander to make a decision, nor did he ever counsel the NCO. No ramification or corrective action was taken, however; the junior NCO has now been bounced around multiple job positions that have nothing to do with their MOS. While working for their First Sergeant, the Commander tried to shift the blame of his mistake onto my peer while they were on emergency leave and had nothing to do with either incident. Once they returned from emergency leave the NCO was transferred again.
This NCO was highly motivated, highly motivated at their job and considering going indefinite. They now want to submit a 4187 for early separation and simply get out of the military all together. To make matters worse, they reached out to their First Sergeant and were told to “ride it out”. I understand this is a public forum so many of the details have been left out, but I am at a loss as to what to recommend. Please help.
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Currently, my peer that is battling this very situation and I’m seeking advice on how they should handle it. They spoke up about a situation to their First Sergeant and Commander regarding a blatant EO situation with their new platoon sergeant. My Battle Buddy chose not to report at the time trying to forge a working relationship with the SFC, and did talk to them about the situation. The working relationship was very strained afterwards, especially because the platoon sergeant was rarely at work causing this junior leader to pull up the slack without complaint.
Where the situation hit a pinnacle point was when the new platoon sergeant degraded them in front of the platoon’s subordinates openly. The NCO brought everything to the attention of their First Sergeant and Commander using the open door policy. The junior NCO owned their mistake and understood that they may face a summarized Art15 for potential disrespect contingent on the findings. The platoon sergeant never showed back up for the Commander to make a decision, nor did he ever counsel the NCO. No ramification or corrective action was taken, however; the junior NCO has now been bounced around multiple job positions that have nothing to do with their MOS. While working for their First Sergeant, the Commander tried to shift the blame of his mistake onto my peer while they were on emergency leave and had nothing to do with either incident. Once they returned from emergency leave the NCO was transferred again.
This NCO was highly motivated, highly motivated at their job and considering going indefinite. They now want to submit a 4187 for early separation and simply get out of the military all together. To make matters worse, they reached out to their First Sergeant and were told to “ride it out”. I understand this is a public forum so many of the details have been left out, but I am at a loss as to what to recommend. Please help.
Invite others to respond by typing @name
EO
Leadership
Mentorship
Edited 9 y ago
Posted 9 y ago
Responses: 21
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I appreciate everything all of you in our community has to say on this topic. Like I said before I can share more information if you reach out to me and add me. However, because of the sensitive nature of the situation I respect all persons involved and have kept the scenario vague for obvious reasons.
After taking an ethics class I know something has to be done, just need an eloquent way to apply the research I have done one their behalf already.
After taking an ethics class I know something has to be done, just need an eloquent way to apply the research I have done one their behalf already.
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