No FEAR Act Notice, 68809 [E6-20046]

Agencies

• Court Services and Offender Supervision Agency for the District of Columbia

[Federal Register Volume 71, Number 228 (Tuesday, November 28, 2006)]
[Notices]
[Page 68809]
From the Federal Register Online via the Government Printing Office [www.gpo.gov]
[FR Doc No: E6-20046]



[[Page 68809]]

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COURT SERVICES AND OFFENDER SUPERVISION AGENCY FOR THE DISTRICT OF 
COLUMBIA


No FEAR Act Notice

AGENCY: Court Services and Offender Supervision Agency for the District 
of Columbia.

ACTION: Notice.

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SUMMARY: Court Services and Offender Supervision Agency (CSOSA) is 
hereby providing notice of employee rights and protections under the 
Notification and Federal Employees Antidiscrimination and Retaliation 
Act of 2002 (the No FEAR Act) to its employees, including employees of 
the District of Columbia Pretrial Services Agency, an independent 
entity within CSOSA.

FOR FURTHER INFORMATION CONTACT: Any questions regarding this notice 
should be directed to Barbara J. Jones, Director, Office of Equal 
Employment Opportunity, Diversity and Special Programs, Office of the 
Director, 601 Indiana Avenue, Suite 512, Washington, DC 20004, phone 
(202) 442-1990, fax (202) 442-1963, e-mail Barbara.Jones@csosa.gov.

SUPPLEMENTARY INFORMATION: On May 15, 2002, Congress enacted the 
``Notification and Federal Employee Antidiscrimination and Retaliation 
Act of 2002,'' which is now known as the No FEAR Act. One purpose of 
the Act is to ``require that Federal agencies be accountable for 
violations of antidiscrimination and whistleblower protection laws.'' 
Public Law 107-174, Summary. In support of this purpose, Congress found 
that ``agencies cannot be run effectively if those agencies practice or 
tolerate discrimination.'' Public Law 107-174, Title I, General 
Provisions, section 101(1).
    The Act also requires this agency to provide this notice to Federal 
employees, former Federal employees and applicants for Federal 
employment to inform you of the rights and protections available to you 
under Federal antidiscrimination and whistleblower protection laws.

Antidiscrimination Laws

    A Federal agency cannot discriminate against an employee or 
applicant with respect to the terms, conditions or privileges of 
employment based on race, color, religion, sex, national origin, age, 
disability, marital status or political affiliation. Discrimination on 
these bases is prohibited by one or more of the following statutes: 5 
U.S.C. 2302(b)(1), 29 U.S.C. 206(d), 29 U.S.C. 631, 29 U.S.C. 633a, 29 
U.S.C. 791 and 42 U.S.C. 2000e-16.
    If you believe that you have been the victim of unlawful 
discrimination on the basis of race, color, religion, sex, national 
origin or disability, you must contact an Equal Employment Opportunity 
(EEO) counselor within 45 calendar days of the alleged discriminatory 
action, or, in the case of a personnel action, within 45 calendar days 
of the effective date of the action, before you can file a formal 
complaint of discrimination with your agency. See, e.g., 29 CFR part 
1614 and Court Services and Offender Supervision Agency (CSOSA) Office 
of EEO, Diversity and Special Programs Web site at https://
www.csosa.gov.
    If you believe that you have been the victim of unlawful 
discrimination based on age, you must either contact an EEO counselor 
as noted above or give notice of intent to sue to the Equal Employment 
Opportunity Commission (EEOC) within 180 calendar days of the alleged 
discriminatory action. If you are alleging discrimination based on 
marital status or political affiliation, you may file a written 
complaint with the U.S. Office of Special Counsel (OSC) (see contact 
information below). In the alternative (or in some cases, in addition), 
you may pursue a discrimination complaint by filing a grievance through 
your agency's administrative or negotiated grievance procedures, if 
such procedures apply and are available.

Whistleblower Protection Laws

    A Federal employee with authority to take, direct others to take, 
recommend or approve any personnel action must not use that authority 
to take or fail to take, or threaten to take or fail to take, a 
personnel action against an employee or applicant because of disclosure 
of information by that individual that is reasonably believed to 
evidence violations of law, rule or regulation; gross mismanagement; 
gross waste of funds; an abuse of authority; or a substantial and 
specific danger to public health or safety, unless disclosure of such 
information is specifically required by Executive order to be kept 
secret in the interest of national defense or the conduct of foreign 
affairs.
    Retaliation against an employee or applicant for making a protected 
disclosure is prohibited by 5 U.S.C. 2302(b)(8). If you believe that 
you have been the victim of whistleblower retaliation, you may file a 
written complaint (Form OSC-11) with the U.S. Office of Special Counsel 
at 1730 M Street NW., Suite 218, Washington, DC 20036-4505 or online 
through the OSC Web site: https://www.osc.gov.

Retaliation for Engaging in Protected Activity

    A Federal agency cannot retaliate against an employee or applicant 
because that individual exercises his or her rights under any of the 
Federal antidiscrimination or whistleblower protection laws listed 
above. If you believe that you are the victim of retaliation for 
engaging in protected activity, you must follow, as appropriate, the 
procedures described in the Antidiscrimination Laws and Whistleblower 
Protection Laws sections or, if applicable, the administrative or 
negotiated grievance procedures in order to pursue any legal remedy.

Disciplinary Actions

    Under the existing laws, each agency retains the right, where 
appropriate, to discipline a Federal employee for conduct that is 
inconsistent with Federal Antidiscrimination and Whistleblower 
Protection Laws up to and including removal. If OSC has initiated an 
investigation under 5 U.S.C. 1214, however, according to 5 U.S.C. 
1214(f), agencies must seek approval from the Special Counsel to 
discipline employees for, among other activities, engaging in 
prohibited retaliation. Nothing in the No FEAR Act alters existing laws 
or permits an agency to take unfounded disciplinary action against a 
Federal employee or to violate the procedural rights of a Federal 
employee who has been accused of discrimination.

Additional Information

    For further information regarding the No FEAR Act regulations, 
refer to 5 CFR part 724, as well as the CSOSA's EEO Office at https://
www.csosa.gov. Additional information regarding Federal 
antidiscrimination whistleblower protection and retaliation laws can be 
found at the EEOC Web site: https://www.eeoc.gov and the OSC Web site: 
https://www.osc.gov.

Existing Rights Unchanged

    Pursuant to section 205 of the No FEAR Act, neither the Act nor 
this notice creates, expands or reduces any rights otherwise available 
to any employee, former employee or applicant under the laws of the 
United States, including the provisions of law specified in 5 U.S.C. 
2302(d).

Barbara J. Jones,
Director, Office of Equal Employment Opportunity, Diversity and Special 
Programs, Court Services and Offender Supervision Agency.
 [FR Doc. E6-20046 Filed 11-27-06; 8:45 am]
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