Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002, 75279-75280 [06-9689]
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Federal Register / Vol. 71, No. 240 / Thursday, December 14, 2006 / Notices
information from civilian personnel or
medical records.
Estimated total annual burden hours:
2,671 hours.
Abstract: In accordance with rules
issued by the Office of Personnel
Management, the National Personnel
Records Center (NPRC) of the National
Archives and Records Administration
(NARA) administers Official Personnel
Folders (OPF) and Employee Medical
Folders (EMF) of former Federal civilian
employees. The authority for this
information collection is contained in
36 CFR 1228.164. When former Federal
civilian employees and other authorized
individuals request information from or
copies of documents in OPF’s or EMF’s,
they must provide in forms or in letters
certain information about the employee
and the nature of the request. The NA
Form 13022, Returned Request Form, is
used to request additional information
about the former Federal employee. The
NA Form 13064, Reply to Request
Involving Relief Agencies, is used to
request additional information about the
former relief agency employee. The NA
Form 13068, Walk-In Request for OPM
Records or Information, is used by
members of the public, with proper
authorization, to request a copy of a
Personnel or Medical record.
Dated: December 7, 2006.
Martha Morphy,
Assistant Archivist for Information Services.
[FR Doc. E6–21312 Filed 12–13–06; 8:45 am]
BILLING CODE 7515–01–P
NATIONAL FOUNDATION ON THE
ARTS AND HUMANITIES
Notification and Federal Employee
Antidiscrimination and Retaliation Act
of 2002
AGENCY:
National Endowment for the
Arts.
rwilkins on PROD1PC63 with NOTICES
ACTION:
Notice.
SUMMARY: Notice is hereby given to
National Endowment for the Arts
employees, former employees and
applicants for Federal employment
about the rights and remedies available
under the antidiscrimination,
whistleblower protection, and
retaliation laws applicable to them.
DATES: Effective immediately.
FOR FURTHER INFORMATION CONTACT:
Craig McCord, Director of Human
Resources, National Endowment for the
Arts, 1100 Pennsylvania Avenue, NW.,
Room 627, Washington, DC 20506, (202)
682–5473; or Angelia C. Richardson,
Director, Civil Rights Office, National
Endowment for the Arts, 1100
VerDate Aug<31>2005
17:54 Dec 13, 2006
Jkt 211000
Pennsylvania Avenue, NW., Room 219,
Washington, DC 20506, (202) 682–5454.
Persons who cannot access this No
FEAR Act Notice through the Internet
may request a paper or electronic copy
by contacting the Civil Rights Office at
the address and telephone number
listed above.
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. In support of this
purpose, Congress found that ‘‘agencies
cannot be run effectively if Federal
agencies practice or tolerate
discrimination.’’ Public Law 107–174,
Section 101(1), 1216 Stat. 566. The Act
also requires the National Endowment
for the Arts to provide this notice to
Federal employees, former Federal
employees and applicants for Federal
employment to inform them of the
rights and protections available to them
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, 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 the 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 our
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 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
PO 00000
Frm 00053
Fmt 4703
Sfmt 4703
75279
file a written complaint with the U.S.
Office of Special Counsel (OSC) (contact
information listed under whistleblower
Protection Laws). 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 regulations;
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 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
E:\FR\FM\14DEN1.SGM
14DEN1
75280
Federal Register / Vol. 71, No. 240 / Thursday, December 14, 2006 / Notices
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 your agency (e.g., Civil
Rights/EEO Office, Human Resources
Office, or Office of General Counsel).
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).
Karen Elias,
Acting General Counsel, National Endowment
for the Arts.
[FR Doc. 06–9689 Filed 12–13–06; 8:45 am]
BILLING CODE 7036–01–M
NUCLEAR REGULATORY
COMMISSION
Agency Information Collection
Activities: Submission for the Office of
Management and Budget (OMB)
Review; Comment Request
U.S. Nuclear Regulatory
Commission (NRC).
ACTION: Notice of the OMB review of
information collection and solicitation
of public comment.
rwilkins on PROD1PC63 with NOTICES
AGENCY:
SUMMARY: The NRC has recently
submitted to OMB for review the
following proposal for the collection of
information under the provisions of the
Paperwork Reduction Act of 1995 (44
U.S.C. Chapter 35). The NRC hereby
informs potential respondents that an
agency may not conduct or sponsor, and
that a person is not required to respond
to, a collection of information unless it
VerDate Aug<31>2005
17:54 Dec 13, 2006
Jkt 211000
displays a current valid OMB control
number.
1. Type of submission, new, revision,
or extension: Revision.
2. The title of the information
collection: NRC Form 664, ‘‘General
Licensee Registration’’.
3. The form number if applicable:
NRC Form 664.
4. How often the collection is
required: Annually.
5. Who is required or asked to report:
General Licensees of the NRC who
possess devices subject to registration
under 10 CFR 31.5.
6. An estimate of the number of
responses: 1,000.
7. The estimated number of annual
respondents: 1,000.
8. The number of hours needed
annually to complete the requirement or
request: 333 hours annually (1,000
respondents × 20 minutes per form).
9. An indication of whether Section
3507(d), Pub. L. 104–13 applies: Not
applicable.
10. Abstract: NRC Form 664 is used
by NRC general licensees to make
reports regarding certain generally
licensed devices subject to registration.
The registration program allows NRC to
better track general licensees, so that
they can be contacted or inspected as
necessary, and to make sure that
generally licensed devices can be
identified even if lost or damaged, and
to further ensure that general licensees
are aware of and understand the
requirements for the possession of
devices containing byproducts material.
Greater awareness helps to ensure that
general licensees will comply with the
requirements for proper handling and
disposal of generally licensed devices
and would reduce the potential for
incidents that could result in
unnecessary radiation exposure to the
public and contamination of property.
A copy of the final supporting
statement may be viewed free of charge
at the NRC Public Document Room, One
White Flint North, 11555 Rockville
Pike, Room O–1 F21, Rockville, MD
20852. OMB clearance requests are
available at the NRC worldwide Web
site: https://www.nrc.gov/public-involve/
doc-comment/omb/. The
document will be available on the NRC
home page site for 60 days after the
signature date of this notice.
Comments and questions should be
directed to the OMB reviewer listed
below by January 16, 2007. Comments
received after this date will be
considered if it is practical to do so, but
assurance of consideration cannot be
given to comments received after this
date. OMB Desk Officer, Office of
Information and Regulatory Affairs
PO 00000
Frm 00054
Fmt 4703
Sfmt 4703
(3150–0198), NEOB–10202, Office of
Management and Budget, Washington,
DC 20503.
Comments can also be submitted by
telephone at (202) 395–3087.
The NRC Clearance Officer is
Margaret A. Janney, 301–415–7245.
Dated at Rockville, Maryland, this 7th day
of December, 2006.
For the Nuclear Regulatory Commission.
Margaret A. Janney,
NRC Clearance Officer, Office of the Chief
Information Officer.
[FR Doc. E6–21271 Filed 12–13–06; 8:45 am]
BILLING CODE 7590–01–P
NUCLEAR REGULATORY
COMMISSION
[Docket No. 50–293]
Entergy Nuclear Operations, Inc.,
Pilgrim Nuclear Power Station; Notice
of Availability of The Draft Supplement
29 to the Generic Environmental
Impact Statement for License Renewal
of Nuclear Plants, and Public Meeting
for the License Renewal of Pilgrim
Nuclear Power Station
Notice is hereby given that the U.S.
Nuclear Regulatory Commission (NRC,
Commission) has published a draft
plant-specific supplement to the
Generic Environmental Impact
Statement for License Renewal of
Nuclear Plants (GEIS), NUREG–1437,
regarding the renewal of operating
license DPR–35 for an additional 20
years of operation for the Pilgrim
Nuclear Power Station (Pilgrim). Pilgrim
is located on the western shore of Cape
Cod in the Town of Plymouth,
Plymouth County, Massachusetts. It is
38 miles southeast of Boston,
Massachusetts, and 44 miles east of
Providence, Rhode Island. Possible
alternatives to the proposed action
(license renewal) include no action and
reasonable alternative energy sources.
The draft Supplement 29 to the GEIS
is publicly available at the NRC Public
Document Room (PDR), located at One
White Flint North, 11555 Rockville
Pike, Rockville, Maryland, 20852, or
from the NRC’s Agencywide Documents
Access and Management System
(ADAMS). The ADAMS Public
Electronic Reading Room is accessible at
https://adamswebsearch.nrc.gov/
dologin.htm. The Accession Number for
the draft Supplement 29 to the GEIS is
ML063260173. Persons who do not have
access to ADAMS, or who encounter
problems in accessing the documents
located in ADAMS, should contact the
NRC’s PDR reference staff by telephone
at 1–800–397–4209, or 301–415–4737,
E:\FR\FM\14DEN1.SGM
14DEN1
]]>Agencies
[Federal Register Volume 71, Number 240 (Thursday, December 14, 2006)]
[Notices]
[Pages 75279-75280]
From the Federal Register Online via the Government Printing Office [www.gpo.gov]
[FR Doc No: 06-9689]
=======================================================================
-----------------------------------------------------------------------
NATIONAL FOUNDATION ON THE ARTS AND HUMANITIES
Notification and Federal Employee Antidiscrimination and
Retaliation Act of 2002
AGENCY: National Endowment for the Arts.
ACTION: Notice.
-----------------------------------------------------------------------
SUMMARY: Notice is hereby given to National Endowment for the Arts
employees, former employees and applicants for Federal employment about
the rights and remedies available under the antidiscrimination,
whistleblower protection, and retaliation laws applicable to them.
DATES: Effective immediately.
FOR FURTHER INFORMATION CONTACT: Craig McCord, Director of Human
Resources, National Endowment for the Arts, 1100 Pennsylvania Avenue,
NW., Room 627, Washington, DC 20506, (202) 682-5473; or Angelia C.
Richardson, Director, Civil Rights Office, National Endowment for the
Arts, 1100 Pennsylvania Avenue, NW., Room 219, Washington, DC 20506,
(202) 682-5454.
Persons who cannot access this No FEAR Act Notice through the
Internet may request a paper or electronic copy by contacting the Civil
Rights Office at the address and telephone number listed above.
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. In
support of this purpose, Congress found that ``agencies cannot be run
effectively if Federal agencies practice or tolerate discrimination.''
Public Law 107-174, Section 101(1), 1216 Stat. 566. The Act also
requires the National Endowment for the Arts to provide this notice to
Federal employees, former Federal employees and applicants for Federal
employment to inform them of the rights and protections available to
them 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, 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 the 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 our 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 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) (contact information listed under whistleblower
Protection Laws). 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 regulations; 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
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
[[Page 75280]]
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 your
agency (e.g., Civil Rights/EEO Office, Human Resources Office, or
Office of General Counsel). 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).
Karen Elias,
Acting General Counsel, National Endowment for the Arts.
[FR Doc. 06-9689 Filed 12-13-06; 8:45 am]
BILLING CODE 7036-01-M
