No Fear Act, 25665-25666 [2011-10984]
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Federal Register / Vol. 76, No. 87 / Thursday, May 5, 2011 / Notices
address the Shasta County Resource
Advisory Committee.
whistleblower protection, and
retaliation laws.
Dated: April 28, 2011.
Arlen P. Cravens,
Acting Forest Supervisor, Shasta-Trinity
National Forest.
Antidiscrimination Laws
A Federal agency cannot discriminate
against an employee or applicant with
respect to the terms, conditions or
privileges of employment on the basis of
race, color, national origin, religion, sex,
age, disability, sexual orientation,
parental status or any other non-merit
factor. 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. If you believe
that you have been the victim of
unlawful discrimination on the basis of
age, you must either contact an EEO
counselor as noted above or give notice
of intent to sue 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 the agency’s
administrative grievance procedures, if
such procedures apply and are
available.
[FR Doc. 2011–10951 Filed 5–4–11; 8:45 am]
BILLING CODE 3410–11–P
AMERICAN BATTLE MONUMENTS
COMMISSION
No Fear Act
American Battle Monuments
Commission.
ACTION: Notice.
AGENCY:
The American Battle
Monuments Commission (ABMC) is
providing notice to its employees,
former employees, and applicants for
federal employment about the rights and
remedies available to them under the
Federal antidiscrimination,
whistleblower protection, and
retaliation laws. This notice fulfills the
ABMC’s initial notification obligation
under the Notification and Federal
Employees Antidiscrimination and
Retaliation Act (No FEAR Act), as
implemented by the Office of Personnel
Management (OPM) regulations at 5
CFR part 724.
FOR FURTHER INFORMATION CONTACT: Visit
the ABMC Web site at https://
www.abmc.gov, or contact Michael
Conley, Director, Equal Employment
Opportunity (EEO), by mail at American
Battle Monuments Commission, 2300
Clarendon Boulevard, Suite 500,
Arlington, VA 22201, or by phone at
(703) 696–5177.
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. See Public Law 107–174,
codified at 5 U.S.C. 2301 note. As stated
in the full title of the Act, the Act is
intended to ‘‘require that Federal
agencies be accountable for violations of
antidiscrimination and whistleblower
protection laws.’’ In support of this
purpose, Congress found that ‘‘agencies
cannot run effectively if those agencies
practice or tolerate discrimination.’’
Public Law 107–174, § 101(1).
The Act also requires this agency to
provide this notice to its Federal
employees, former Federal employees
and applicants for Federal employment
to inform you of the rights and
protections available to you under
Federal antidiscrimination,
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SUMMARY:
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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
prohibited by law and such information
is specifically required by Executive
Order to be kept secret in the interest of
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Fmt 4703
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25665
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, 1730 M
Street, NW., Suite 218, Washington, DC
20036–4505, or online through the OSC
Web site at https://www.osc.gov.
Retaliation for Engaging in Protected
Activity
A Federal agency cannot retaliate
against an employee or applicant
because that individual exercised 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 appropriate
offices within the ABMC (e.g., EEO or
Personnel and Administration).
Additional information regarding
Federal antidiscrimination,
whistleblower protection and retaliation
laws can be found on the EEOC Web site
at https://www.eeoc.gov and on the OSC
Web site at https://www.osc.gov.
Existing Rights Unchanged
Pursuant to section 205 of the No
FEAR Act, neither the Act nor this
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05MYN1
25666
Federal Register / Vol. 76, No. 87 / Thursday, May 5, 2011 / Notices
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).
Frank A. Manies,
Director, Human Resources and
Administration.
[FR Doc. 2011–10984 Filed 5–4–11; 8:45 am]
BILLING CODE P
COMMISSION ON CIVIL RIGHTS
Sunshine Act Notice
United States Commission on
Civil Rights.
ACTION: Notice of meeting.
AGENCY:
DATE AND TIME:
Friday, May 13, 2011;
9 a.m. EDT.
The Washington Marriott at
Metro Center, Junior Ballroom Salons
1 and 2, 775 12th Street, NW.,
Washington, DC 20005.
PLACE:
Briefing Agenda
This briefing is open to the public.
Topic: Peer-to-Peer Violence and
Bullying: Examining the Federal
Response
I. Introductory Remarks by Chairman
II. Speakers’ Presentations
III. Questions by Commissioners and
Staff Director
IV. Adjourn Briefing
CONTACT PERSON FOR FURTHER
INFORMATION: Lenore Ostrowsky,
Acting
Chief, Public Affairs Unit (202) 376–
8591. Hearing-impaired persons who
will attend the meeting and require the
services of a sign language interpreter
should contact Pamela Dunston at (202)
376–8105 or at signlanguage@usccr.gov
at least three business days before the
scheduled date of the meeting.
Dated: May 3, 2011.
Kimberly A. Tolhurst,
Senior Attorney-Advisor.
[FR Doc. 2011–11116 Filed 5–3–11; 4:15 pm]
BILLING CODE 6335–01–P
DEPARTMENT OF COMMERCE
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Submission for OMB Review;
Comment Request
The Department of Commerce will
submit to the Office of Management and
Budget (OMB) for clearance the
following proposal for collection of
information under the provisions of the
Paperwork Reduction Act (44 U.S.C.
Chapter 35).
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17:22 May 04, 2011
Jkt 223001
Agency: National Oceanic and
Atmospheric Administration (NOAA).
Title: National Ocean Recreational
Expenditure (NORE) Survey.
OMB Control Number: 0648–xxxx.
Form Number(s): NA.
Type of Request: Regular submission
(request for a new information
collection).
Number of Respondents: 12,701.
Average Hours per Response: Nonparticipants in ocean activities, 2
minutes; Participants in ocean activities,
10 minutes.
Burden Hours: 2,449.
Needs and Uses: This is a request for
a new information collection.
Consistent with Executive Order
13547: Stewardship of our Oceans, our
Coasts and our Great Lakes, and
NOAA’s Next Generation Strategic Plan,
the National Marine Fisheries Service
(NMFS) plans to collect data to estimate
expenditures on recreational activities
in the U.S. that interact with marine
resources falling within the scope of
NMFS’ public trust responsibilities.
These activities may include but are not
limited to: Wildlife watching (for
example, whales or dolphins) from a
boat or from shore; kayaking or canoeing
in fish habitat areas such as estuaries
and sloughs; and snorkeling or scuba
diving on fish aggregating devices such
as ship wrecks. The survey will help
enhance NMFS’ understanding of the
economic implications of its public trust
responsibilities as they relate to nonfishing recreational activities. The data
collected may also provide information
useful for the purposes of marine spatial
planning. Measures of economic
performance that may be supported by
this data collection include the
following: (1) Contribution to net
national benefit; and (2) contribution to
regional economic impacts (income and
employment).
Affected Public: Individuals or
households.
Frequency: One time or every two
months for up to one year.
Respondent’s Obligation: Voluntary.
OMB Desk Officer:
OIRA_Submission@omb.eop.gov.
Copies of the above information
collection proposal can be obtained by
calling or writing Diana Hynek,
Departmental Paperwork Clearance
Officer, (202) 482–0266, Department of
Commerce, Room 6616, 14th and
Constitution Avenue, NW., Washington,
DC 20230 (or via the Internet at
dHynek@doc.gov).
Written comments and
recommendations for the proposed
information collection should be sent
within 30 days of publication of this
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notice to
OIRA_Submission@omb.eop.gov.
Dated: May 2, 2011.
Gwellnar Banks,
Management Analyst, Office of the Chief
Information Officer.
[FR Doc. 2011–10954 Filed 5–4–11; 8:45 am]
BILLING CODE 3510–22–P
DEPARTMENT OF COMMERCE
International Trade Administration
[C–423–809]
Stainless Steel Plate in Coils from
Belgium: Final Results of Full Sunset
Review and Revocation of the
Countervailing Duty Order
Import Administration,
International Trade Administration,
Department of Commerce.
SUMMARY: On June 2, 2010, the
Department of Commerce (‘‘the
Department’’) initiated the second
sunset review of the countervailing duty
(‘‘CVD’’) order on certain stainless steel
plate in coils from Belgium (‘‘SSPC’’ or
‘‘subject merchandise’’) pursuant to
section 751(c) of the Tariff Act of 1930,
as amended (‘‘the Act’’). On the basis of
a notice of intent to participate and an
adequate substantive response filed on
behalf of the domestic interested parties
and adequate substantive responses
from ArcelorMittal Stainless Belgium
N.V. (‘‘AMS’’) and the Government of
Belgium (‘‘GOB’’), the Department
determined to conduct a full sunset
review of the CVD order pursuant to
section 751(c) of the Act and 19 CFR
351.218(e)(2). As a result of our
analysis, the Department finds that
revocation of the CVD order would not
likely lead to continuation or recurrence
of a countervailable subsidy. Therefore,
the Department is revoking this CVD
order.
DATES: Effective Date: May 5, 2011.
FOR FURTHER INFORMATION CONTACT:
Patricia Tran or Jennifer Meek, AD/CVD
Operations, Office 1, Import
Administration, U.S. Department of
Commerce, 14th Street and Constitution
Avenue, NW., Washington, DC 20230;
telephone: (202) 482–1503 or (202) 482–
2778.
SUPPLEMENTARY INFORMATION:
AGENCY:
Background
On June 2, 2010, the Department
initiated the second sunset review of the
CVD order on SSPC from Belgium in
accordance with section 751(c) of the
Act. See Initiation of Five-Year
(‘‘Sunset’’) Review, 75 FR 30777 (June 2,
2010).
E:\FR\FM\05MYN1.SGM
05MYN1
Agencies
[Federal Register Volume 76, Number 87 (Thursday, May 5, 2011)]
[Notices]
[Pages 25665-25666]
From the Federal Register Online via the Government Printing Office [www.gpo.gov]
[FR Doc No: 2011-10984]
=======================================================================
-----------------------------------------------------------------------
AMERICAN BATTLE MONUMENTS COMMISSION
No Fear Act
AGENCY: American Battle Monuments Commission.
ACTION: Notice.
-----------------------------------------------------------------------
SUMMARY: The American Battle Monuments Commission (ABMC) is providing
notice to its employees, former employees, and applicants for federal
employment about the rights and remedies available to them under the
Federal antidiscrimination, whistleblower protection, and retaliation
laws. This notice fulfills the ABMC's initial notification obligation
under the Notification and Federal Employees Antidiscrimination and
Retaliation Act (No FEAR Act), as implemented by the Office of
Personnel Management (OPM) regulations at 5 CFR part 724.
FOR FURTHER INFORMATION CONTACT: Visit the ABMC Web site at https://www.abmc.gov, or contact Michael Conley, Director, Equal Employment
Opportunity (EEO), by mail at American Battle Monuments Commission,
2300 Clarendon Boulevard, Suite 500, Arlington, VA 22201, or by phone
at (703) 696-5177.
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. See Public Law
107-174, codified at 5 U.S.C. 2301 note. As stated in the full title of
the Act, the Act is intended to ``require that Federal agencies be
accountable for violations of antidiscrimination and whistleblower
protection laws.'' In support of this purpose, Congress found that
``agencies cannot run effectively if those agencies practice or
tolerate discrimination.'' Public Law 107-174, Sec. 101(1).
The Act also requires this agency to provide this notice to its
Federal employees, former Federal employees and applicants for Federal
employment to inform you of the rights and protections available to you
under Federal antidiscrimination, whistleblower protection, and
retaliation laws.
Antidiscrimination Laws
A Federal agency cannot discriminate against an employee or
applicant with respect to the terms, conditions or privileges of
employment on the basis of race, color, national origin, religion, sex,
age, disability, sexual orientation, parental status or any other non-
merit factor. 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. If you believe that you have been the victim of unlawful
discrimination on the basis of age, you must either contact an EEO
counselor as noted above or give notice of intent to sue 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 the agency's administrative 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 prohibited by law and 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, 1730 M Street, NW., Suite 218, Washington, DC 20036-4505, or
online through the OSC Web site at https://www.osc.gov.
Retaliation for Engaging in Protected Activity
A Federal agency cannot retaliate against an employee or applicant
because that individual exercised 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 appropriate offices within the
ABMC (e.g., EEO or Personnel and Administration). Additional
information regarding Federal antidiscrimination, whistleblower
protection and retaliation laws can be found on the EEOC Web site at
https://www.eeoc.gov and on the OSC Web site at https://www.osc.gov.
Existing Rights Unchanged
Pursuant to section 205 of the No FEAR Act, neither the Act nor
this
[[Page 25666]]
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).
Frank A. Manies,
Director, Human Resources and Administration.
[FR Doc. 2011-10984 Filed 5-4-11; 8:45 am]
BILLING CODE P