No FEAR Act Notice, 76340-76341 [E6-21733]

Download as PDF 76340 Federal Register / Vol. 71, No. 244 / Wednesday, December 20, 2006 / Notices weight pricing and aligns the fuel cost with the distance the shipment travels and the fuel usage. As a result of this change, agencies should realize transportation cost savings. Dated: December 14, 2006. Tauna T. Delmonico Director, Travel and Transportation Management Division (FBL), GSA [FR Doc. E6–21732 Filed 12–19–06; 8:45 am] BILLING CODE 6820–89–S GENERAL SERVICES ADMINISTRATION 2006–N01 No FEAR Act Notice General Services Administration ACTION: Notice. AGENCY: sroberts on PROD1PC70 with NOTICES SUMMARY: The General Services Administration is publishing this notice to inform Federal employees, former Federal employees and applicants for Federal employment of the rights and protections available to them under Federal antidiscrimination and whistleblower protection laws. FOR FURTHER INFORMATION CONTACT: Jearline Nicome at (202) 501–2143. No FEAR Act Notice The General Services Administration is committed to ensuring that Federal employees, former Federal employees and applicants are notified of the rights and protections available to them under Federal antidiscrimination and whistleblower protection laws. 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 VerDate Aug<31>2005 20:55 Dec 19, 2006 Jkt 211001 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. Although not covered by the No Fear Act, discrimination on the basis of sexual orientation is prohibited by Executive Order 11478, as amended by Executive Order 13087. 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 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) (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 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. PO 00000 Frm 00070 Fmt 4703 Sfmt 4703 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--http://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 Lawsand 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 your agency (e.g., EEO/ civil rights office, human resources office or legal office). Additional information regarding Federal antidiscrimination, whistleblower protection and retaliation laws can be found at the EEOC Web site--http:// www.eeoc.gov and the OSC Web site-http://www.osc.gov. Attentiveness to ensuring a work environment that is free from discrimination and reprisal is essential to maintain our world class workplace. E:\FR\FM\20DEN1.SGM 20DEN1 Federal Register / Vol. 71, No. 244 / Wednesday, December 20, 2006 / Notices Existing Rights Unchanged Please be aware that, 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). Dated: December 5, 2006 Lurita Doan Administrator,General Services Administration [FR Doc. E6–21733 Filed 12–19–06; 8:45 am] BILLING CODE 6820–34–S DEPARTMENT OF HEALTH AND HUMAN SERVICES Centers for Disease Control and Prevention [60Day–07–0028] sroberts on PROD1PC70 with NOTICES Proposed Data Collections Submitted for Public Comment and Recommendations In compliance with the requirement of Section 3506(c)(2)(A) of the Paperwork Reduction Act of 1995 for opportunity for public comment on proposed data collection projects, the Centers for Disease Control and Prevention (CDC) will publish periodic summaries of proposed projects. To request more information on the proposed projects or to obtain a copy of the data collection plans and instruments, call 404–639–5960 and send comments to Seleda Perryman, CDC Assistant Reports Clearance Officer, 1600 Clifton Road, MS–D74, Atlanta, GA 30333 or send an e-mail to omb@cdc.gov. Comments are invited on: (a) Whether the proposed collection of information is necessary for the proper performance of the functions of the agency, including whether the information shall have practical utility; (b) the accuracy of the agency’s estimate of the burden of the proposed collection of information; (c) ways to enhance the quality, utility, and clarity of the information to be collected; and (d) ways to minimize the burden of the collection of information on respondents, including through the use of automated collection techniques or other forms of information technology. Written comments should be received within 60 days of this notice. Proposed Project Evaluation of Customer Satisfaction with the Agency for Toxic Substances VerDate Aug<31>2005 20:03 Dec 19, 2006 Jkt 211001 and Disease Registry Internet Home Page and Links (OMB No. 0923–0028)— Extension—Agency for Toxic Substances and Disease Registry (ATSDR), Centers for Disease Control and Prevention (CDC). Background and Brief Description ATSDR considers evaluation to be a critical component for enhancing program effectiveness and improving resource management. ATSDR’s mandate under the Comprehensive Environmental Response, Compensation, and Liability Act (CERCLA), as amended, is to assess the presence and nature of health hazards at specific Superfund sites. To help prevent or reduce further exposure and the illnesses that result from such exposures. ATSDR, the lead Agency within the Public Health Service for implementing the health-related provisions of CERCLA and its 1986 amendments, the Superfund Amendments and Re-authorization Act (SARA), ATSDR received additional responsibilities in environmental public health. This act broadened ATSDR’s responsibilities in the areas of health assessments, establishment and maintenance of toxicologic databases, information dissemination, and medical education. Furthermore, in accordance with the Government Performance and Results Act of 1993 (Pub. L. 103–62), the e-Government Act of 2002, and the Federal Enterprise Architecture are key elements of the Presidents Management Agenda. These ‘‘e-government’’ initiatives have required staff at all levels of the Federal government with the improvement of program effectiveness and public accountability by promoting new focuses on results, service quality, and customer satisfaction. These staff are further charged with responsibility to articulate clearly the results of their programs in terms that are understandable to their customers, their stakeholders, and the American taxpayer. This project addresses these concerns and serves to improve ATSDR’s health promotion agenda by providing data on which to assess and improve the usefulness and usability of information provided via Internet. ATSDRs extension (continuation) efforts will follow the guidance articulated in our reinstatement application submitted and approved in 2003. Our current survey, the ‘‘ATSDR Web Site User Satisfaction Survey,’’ was combined in the past under project 0920–0449 ‘‘Evaluation of Customer Satisfaction of the CDC and ATSDR Internet Home Page and Links.’’ Having our own survey would allow us to tailor PO 00000 Frm 00071 Fmt 4703 Sfmt 4703 76341 the survey to our needs, manage the project effectively, and ensure that we collect the necessary information to evaluate customer satisfaction of our Web site. The 2003 reinstatement request was further modified by our most recent I–83c submission adding five replicate product-specific surveys to the OMB 0923–0028 inventory for this project. ATSDR is requesting an extension without change for the following surveys: • ATSDR Web Site User Satisfaction Survey (WSUS) • Toxicological Profiles User Satisfaction Survey (TPUS) • ToxFAQsTM User Satisfaction Survey (TFUS) • Public Health Statements User Satisfaction Survey (PHSUS) • Toxicology Curriculum for Communities Training Manual User Satisfaction Survey (TCCUS) • ToxProfilesTM CD–ROM User Satisfaction Survey (TP–CDUS) ATSDR has designed this site to serve the general-public, persons at risk for exposure to hazardous substances, collaborating organizations, state and local governments, and health professionals. As a ‘‘Support Delivery of Services’’ tool, the ATSDR Web site presents information focused on prevention of exposure and adverse human health effects and diminished quality of life associated with exposure to hazardous substances from waste sites, unplanned releases, and other sources of pollution present in the environment. Furthermore, as a Web based delivery tool it advances the agencies health promotional messages, product outreach activities, and future survey options currently under consideration. Therefore, it is critical that ATSDR have the capacity to answer whether or not these expenditures elicit the desired effects or impact. The results of this project will ensure that these audiences will continue to find our knowledge products and informational pieces easy to access, clear, informative and useful. Specifically, this project will continue to examine whether current and future informational updates are presented in an appropriate technological format and whether it meets the needs, wants, and preferences of visitors (‘‘customers’’) to the ATSDR Web site. This extension request is for a threeyear period. The survey questions have been held to the absolute minimum required for the use of the data. There are no costs to the respondents other than their time. Estimate of Annualized Burden Hours: E:\FR\FM\20DEN1.SGM 20DEN1

Agencies

[Federal Register Volume 71, Number 244 (Wednesday, December 20, 2006)]
[Notices]
[Pages 76340-76341]
From the Federal Register Online via the Government Printing Office [www.gpo.gov]
[FR Doc No: E6-21]


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GENERAL SERVICES ADMINISTRATION

2006-N01


No FEAR Act Notice

AGENCY:  General Services Administration

ACTION:  Notice.

-----------------------------------------------------------------------

SUMMARY: The General Services Administration is publishing this notice 
to inform Federal employees, former Federal employees and applicants 
for Federal employment of the rights and protections available to them 
under Federal antidiscrimination and whistleblower protection laws.

FOR FURTHER INFORMATION CONTACT:  Jearline Nicome at (202) 501-2143.

No FEAR Act Notice

    The General Services Administration is committed to ensuring that 
Federal employees, former Federal employees and applicants are notified 
of the rights and protections available to them under Federal 
antidiscrimination and whistleblower protection laws. 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 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. Although not 
covered by the No Fear Act, discrimination on the basis of sexual 
orientation is prohibited by Executive Order 11478, as amended by 
Executive Order 13087.
    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 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) (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 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--http://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 Lawsand 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 your 
agency (e.g., EEO/civil rights office, human resources office or legal 
office). Additional information regarding Federal antidiscrimination, 
whistleblower protection and retaliation laws can be found at the EEOC 
Web site--http://www.eeoc.gov and the OSC Web site--http://www.osc.gov. 
Attentiveness to ensuring a work environment that is free from 
discrimination and reprisal is essential to maintain our world class 
workplace.

[[Page 76341]]

Existing Rights Unchanged

    Please be aware that, 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).

    Dated: December 5, 2006
Lurita Doan
Administrator,General Services Administration
[FR Doc. E6-21733 Filed 12-19-06; 8:45 am]
BILLING CODE 6820-34-S