No FEAR Act Notice, 16410-16411 [E7-6223]

Download as PDF jlentini on PROD1PC65 with NOTICES 16410 Federal Register / Vol. 72, No. 64 / Wednesday, April 4, 2007 / Notices required to report will be contacted individually by the Federal Reserve Bank of New York. Entities not contacted by the Federal Reserve Bank of New York have no reporting responsibilities. What to Report: This report will collect information on foreign resident holdings of U.S. securities, including equities, short-term debt securities (including selected money market instruments), and long-term debt securities. How to Report: Copies of the survey forms and instructions, which contain complete information on reporting procedures and definitions, can be obtained by contacting the survey staff of the Federal Reserve Bank of New York at (212) 720–6300, e-mail: SHLA.help@ny.frb.org. The mailing address is: Federal Reserve Bank of New York, Statistics Function, 4th Floor, 33 Liberty Street, New York, NY 10045– 0001. Inquiries can also be made to Mr. William L. Griever, Federal Reserve Board of Governors, at (202) 452–2924, e-mail: william.l.griever@frb.gov; or to Dwight Wolkow at (202) 622–1276, email: wolkowd@do.treas.gov. When to Report: Data should be submitted to the Federal Reserve Bank of New York, acting as fiscal agent for the Department of the Treasury, by August 31, 2007. Paperwork Reduction Act Notice: This data collection has been approved by the Office of Management and Budget (OMB) in accordance with the Paperwork Reduction Act and assigned control number 1505–0123. An agency may not conduct or sponsor, and a person is not required to respond to, a collection of information unless it displays a valid control number assigned by OMB. The estimated average annual burden associated with this collection of information is 486 hours per report for the largest custodians of securities, and 110 hours per report for the largest issuers of securities that have data to report and are not custodians. Comments concerning the accuracy of this burden estimate and suggestions for reducing this burden should be directed to the Department of the Treasury, Office of International Affairs, Attention Administrator, International Portfolio Investment Data Reporting Systems, Room 5422, Washington, DC 20220, and to OMB, Attention Desk Officer for the Department of the Treasury, Office of VerDate Aug<31>2005 17:57 Apr 03, 2007 Jkt 211001 Information and Regulatory Affairs, Washington, DC 20503. Dwight Wolkow, Administrator, International Portfolio Investment Data Reporting Systems. [FR Doc. E7–6196 Filed 4–3–07; 8:45 am] BILLING CODE 4811–42–P DEPARTMENT OF THE TREASURY No FEAR Act Notice Summary: The Department of the Treasury is publishing its Notification and Federal Employee Antidiscrimination and Retaliation Notice (‘‘No FEAR Notice’’) to provide information to current employees, former employees and applicants for Treasury employment of their rights and protections available under Federal antidiscrimination, whistleblower protection and retaliation laws. The Office of Personnel Management has issued a final rule allowing an agency to ‘‘meet its paper and electronic notice obligations to former employees and applicants by publishing an initial notice in the Federal Register.’’ 5 CFR 724.202. Treasury’s No FEAR Act Notice is available on Treasury’s Web site at https://www.treas.gov/nofearact/. For Further Information Contact: Mariam G. Harvey, Director, Office of Equal Opportunity and Diversity, Department of the Treasury, 1750 Pennsylvania Avenue, NW., Room 8157D, Washington, DC 20220; (202) 622–1160. No Fear Act Notice 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.’’ Pub. L. 107–174, Summary. In support of this purpose, Congress found that ‘‘agencies cannot be run effectively if those agencies practice or tolerate discrimination.’’ Pub. L. 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 PO 00000 Frm 00086 Fmt 4703 Sfmt 4703 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 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 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. E:\FR\FM\04APN1.SGM 04APN1 Federal Register / Vol. 72, No. 64 / Wednesday, April 4, 2007 / Notices 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. Dated: March 28, 2007. Wesley T. Foster, Acting Assistant Secretary for Management. [FR Doc. E7–6223 Filed 4–3–07; 8:45 am] 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. BILLING CODE 4811–42–P 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. jlentini on PROD1PC65 with NOTICES Additional Information For further information regarding the No FEAR Act regulations, refer to 5 CFR part 724, or contact the Office of Equal Opportunity and Diversity, 1750 Pennsylvania Avenue, NW., Suite 8157D, Washington, DC 20220, (202) 622–1160. 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). U.S. Department of the Treasury. VerDate Aug<31>2005 17:57 Apr 03, 2007 Jkt 211001 DEPARTMENT OF THE TREASURY Internal Revenue Service Privacy Act of 1974: Computer Matching Program Internal Revenue Service, Treasury. ACTION: Notice of Matching Program. AGENCY: SUMMARY: Pursuant to the Privacy Act of 1974, as amended, and the Office of Management and Budget (OMB) Guidelines on the Conduct of Matching Programs, notice is hereby given of the conduct of the Internal Revenue Service matching of systems of records Treasury/IRS 36.003 General Personnel and Payroll and Treasury .010 Telephone Call Detail Records. DATES: Effective Date: This notice will be effective May 4, 2007. Inquiries may be mailed to ACIO, Enterprise Networks; OS:CIO:EN 1111 Constiution Avenue, NW., Washington DC, 20224. Mailstop 3137. FOR FURTHER INFORMATION CONTACT: Brenda N. Carroll, Project Manager, Telecommunications Asset Tool (TAT), OS:CIO:EN:P:V, Internal Revenue Service, (202) 283–4680. SUPPLEMENTARY INFORMATION: The matching process is needed for the Internal Revenue Service (IRS), Enterprise Networks, Waste, Fraud, and Abuse initiative to automatically match long distance telephone and calling card call detail records/data to employee making the call(s) and match to the manager of that respective employee by using the Telecommunications Asset Tool (TAT), Corporate Authoritative Directory Services (CADS), and the Calling Card Ordering System (CCOS). Members of the public desiring specific information concerning an ongoing matching activity may request a copy of the applicable computer matching agreement at the address provided above. Name of Source Agency: Internal Revenue Service. Name of Recipient Agency: Internal Revenue Service. Purpose: The purpose of this program is to prevent or reduce waste, fraud, and abuse while protecting the privacy interest of the subjects of the match. Authority: 5 CFR part 2635, Standards of Ethical Conduct for Employees of the ADDRESSES: PO 00000 Frm 00087 Fmt 4703 Sfmt 4703 16411 Executive Branch; 5 CFR part 3101, Supplemental Standards of Ethical Conduct for Employees of the Treasury Department Treasury Supplemental Standards (§§ 3101.101–3191, 107, the Treasury Employee Rules of Conduct). In the past several years the Service has been increasingly challenged to ensure that all resources are used as efficiently as possible. Telecommunications expenditures are one of the largest items in the Service’s budget and continue to be an area warranting increased scrutiny due to the steady and dramatic rise in telecommunications usage and cost. On September 25, 2001, in partnership with the National Treasury Employees Union (NTEU), the Service entered into an agreement to implement a new system for reviewing telecommunications usage. A major purpose of the TAT is to provide a system of checks and balances that directly address the integrity of the data. The call detail data has been derived from Sprint billing data received monthly and used to build the call detail database. The new agencywide TAT review process will concentrate on two areas: (1) Potential waste, fraud, and abuse of telecommunications resources; and (2) lost personnel productivity based on excessive time devoted to personal telephone calls. TAT provides data on 100% of call detail records, including long distance telephone calls and calling card calls. TAT is the tool for managing telecommunications expenditures and for identifying waste, fraud, and abuse. Additionally, managers can request ad hoc reports detailing calls from office telephones or calling cards if the manager suspects potential problems related to these services. The IRS is the only Federal agency that provides and uses the data. Categories of individuals covered in the match: All IRS employees and IRS contractors who have a security clearance and are assigned a Standard Employee Identifier (SEID). Categories of records covered in the match: Personnel/Payroll and Telephone Call Detail records from the following Privacy Act systems of records: A. Treasury/IRS 36.003 General Personnel and Payroll Data CADS data to be used in the matching program: Standard Employee Identifier (SEID), Employee Name, Manager Name, Organizational Symbols, Building/Room Number, Business Office Address, Employee Telephone Number. E:\FR\FM\04APN1.SGM 04APN1

Agencies

[Federal Register Volume 72, Number 64 (Wednesday, April 4, 2007)]
[Notices]
[Pages 16410-16411]
From the Federal Register Online via the Government Printing Office [www.gpo.gov]
[FR Doc No: E7-6223]


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

DEPARTMENT OF THE TREASURY


No FEAR Act Notice

    Summary: The Department of the Treasury is publishing its 
Notification and Federal Employee Antidiscrimination and Retaliation 
Notice (``No FEAR Notice'') to provide information to current 
employees, former employees and applicants for Treasury employment of 
their rights and protections available under Federal 
antidiscrimination, whistleblower protection and retaliation laws. The 
Office of Personnel Management has issued a final rule allowing an 
agency to ``meet its paper and electronic notice obligations to former 
employees and applicants by publishing an initial notice in the Federal 
Register.'' 5 CFR 724.202. Treasury's No FEAR Act Notice is available 
on Treasury's Web site at https://www.treas.gov/nofearact/.
    For Further Information Contact: Mariam G. Harvey, Director, Office 
of Equal Opportunity and Diversity, Department of the Treasury, 1750 
Pennsylvania Avenue, NW., Room 8157D, Washington, DC 20220; (202) 622-
1160.

No Fear Act Notice

    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.'' Pub. L. 107-174, Summary. In 
support of this purpose, Congress found that ``agencies cannot be run 
effectively if those agencies practice or tolerate discrimination.'' 
Pub. L. 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. 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 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.

[[Page 16411]]

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, or contact the Office of Equal Opportunity and 
Diversity, 1750 Pennsylvania Avenue, NW., Suite 8157D, Washington, DC 
20220, (202) 622-1160. 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).

U.S. Department of the Treasury.

    Dated: March 28, 2007.
Wesley T. Foster,
Acting Assistant Secretary for Management.
[FR Doc. E7-6223 Filed 4-3-07; 8:45 am]
BILLING CODE 4811-42-P

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