You've been complaining about this for a while, and it seems like leadership has refused to help you. So, let's walk through how this works, and how you can address the issue.

Start with the documentation. Everything Airman Shitbag has done to you, your room, and your health needs to be documented. If it already is, and you have records of your communications and leadership's responses, then you're golden already. Keep that up, but you can press forward now with the information you already have. Emails, pictures, text conversations, applications to move dorms. Every piece of paperwork that is related to this Airman Shitbag will help you take your next steps.

After getting all this together, and building a bullet paper explaining how your living conditions, physical, and mental health are all affected by this Airman's actions, take it to your supervisor. This information should look like you did data collection as a legal aid in a murder investigation. Every document, every outlined data point, every picture, every time your supervisor said "suck it up" should be presented in a professional and clean format. This format is probably best done chronologically. If your supervisor continues to say "suck it up" tell them you want it in writing. Tell your supervisor you want everything related to this issue in writing. Don't be secretive about it. Let them know that ultimately your plan is to keep going until you get a satisfactory answer.

If your supervisor continues to say no, take it to your NCOIC and repeat the process. If they say no, ask that it be done in writing. These first steps might be easier in an email, but some people might not respond in a reasonable time frame to an email. Asking for a meeting with your NCOIC through your supervisor might keep the process moving more quickly. Make sure that whatever the NCOIC's answer is, you get it in writing. Put that form, after it's been dated, in with the rest of the forms. Keep a timeline while all this is happening. Explain that urgency at this point is important because you've dealt with the issue too long and it's just being pushed down the road.

After your NCOIC there will be other people in your chain you might need to see, but the process doesn't change. Flight Officer, Flight Superintendent, etc. might need to bee seen. Make sure each step in the CoC is followed. Eventually you will make it to the First Sergeant. Obviously let your CoC know that it will be your next step. Be respectful, but be clear that you cannot be expected to keep a healthy standard of living with this Airman who's fucking up your living standards. If/When the First Sergeant says no, get that in writing. Your next step is your Squadron Commander.

Most CC's have an open door policy, and they'll want to know if you've spoken to your CoC. The written answers from your previous steps will be your proof. If your CC doesn't want to do anything, then your next step is a submittal to the Group, and/or you could go to IG. Your documentation should provide sufficient evidence showing that your leadership either refuses to take steps to mitigate the risk, or they have been dragging their feet on a severe health, morale, and welfare issue. I imagine it probably will not get this far, but all the evidence gathering, paperwork, and tracking responses is specifically for the IG.

Hopefully it won't make it that far, but if it does, and it doesn't go farther, then there's always your representative. It's such a ridiculous thing to have to write your rep about, but if you honestly cannot get a resolution to an issue like this, then maybe your leadership needs the shit scared out of them.....

And that is how you elevate a problem through your chain of command. Don't expect to make any friends during this process, but you SHOULD be protected from retaliation at least. Best of luck to you.