No FEAR Act Notice, 46733-46734 [E9-21957]

Download as PDF 46733 Notices Federal Register Vol. 74, No. 175 Friday, September 11, 2009 This section of the FEDERAL REGISTER contains documents other than rules or proposed rules that are applicable to the public. Notices of hearings and investigations, committee meetings, agency decisions and rulings, delegations of authority, filing of petitions and applications and agency statements of organization and functions are examples of documents appearing in this section. SPECIAL INSPECTOR GENERAL FOR IRAQ RECONSTRUCTION No FEAR Act Notice AGENCY: Special Inspector General for Iraq Reconstruction. ACTION: Notice. SUMMARY: This notice fulfills the Special Inspector General for Iraq Reconstruction’s (SIGIR) ‘‘No FEAR Act Notice’’ Federal Register publication obligations, as required by the Section 202(a) of the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR) Act and by the Office of Personnel Management implementing regulations at 5 CFR 724.202, to all current and former SIGIR employees and applicants for employment. DATES: This notice is effective September 11, 2009. FOR FURTHER INFORMATION CONTACT: Call or e-mail the Deputy General Counsel Kirt West: Telephone—703–604–0489; e-mail—kirt.west@sigir.mil. SIGIR Deputy General Counsel Kirt West, Special Inspector General for Iraq Reconstruction, 400 Army Navy Drive, Arlington, VA 22202–4704. ADDRESSES: SIGIR is publishing its initial No FEAR Act notice to inform all employees, former employees, and applicants for employment of their rights under antidiscrimination and whistleblower protection laws, and to advise that it will publish certain statistical data relating to Federal sector equal cprice-sewell on DSKGBLS3C1PROD with NOTICES SUPPLEMENTARY INFORMATION: VerDate Nov<24>2008 15:23 Sep 10, 2009 Jkt 217001 employment opportunity and other complaints filed with SIGIR. Kirt West, Deputy General Counsel, Special Inspector General for Iraq Reconstruction. Table of Contents List of Notices 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.’’ Public Law 107–174, Summary. The law provides that Federal agencies must: • Notify employees and applicants for employment about their rights under the discrimination and whistleblower laws • Post statistical data relating to Federal sector equal employment opportunity complaints on its public Web site • Ensure that their managers have adequate training in the management of a diverse workforce, early and alternative conflict resolution, and essential communications skills • Conduct studies on the trends and causes of complaints of discrimination • Implement new measures to improve the complaint process and the work environment • Initiate timely and appropriate discipline against employees who engage in misconduct related to discrimination or reprisal • Reimburse the Judgment Fund for any discrimination and whistleblower related settlements or judgments reached in Federal court • Produce annual reports of status and progress to Congress, the Attorney General and the U.S. Equal Employment Commission. 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), PO 00000 Frm 00001 Fmt 4703 Sfmt 4703 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 1614. SIGIR employees, former employees, or applicants for employment who believe they may have been victims of unlawful discrimination may contact an EEO Counselor at the Department of the Army, Washington Headquarters Service, which serves as the support agent on EEO matters for SIGIR. 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 E:\FR\FM\11SEN1.SGM 11SEN1 46734 Federal Register / Vol. 74, No. 175 / Friday, September 11, 2009 / Notices 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. cprice-sewell on DSKGBLS3C1PROD with NOTICES Additional Information For further information regarding the No FEAR Act regulations, refer to 5 CFR part 724, as well as the appropriate offices within SIGIR (e.g., human resources office or legal office) or Army (Washington Headquarters Service). 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. VerDate Nov<24>2008 15:23 Sep 10, 2009 Jkt 217001 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). Equal Employment Opportunity Commission [FR Doc. E9–21957 Filed 9–10–09; 8:45 am] Merit Systems Protection Board BILLING CODE 3710–8N–P MSPB/GOVT–1—Appeal and Case Records SPECIAL INSPECTOR GENERAL FOR IRAQ RECONSTRUCTION Office of Government Ethics Privacy Act of 1974; Notice of Privacy Act Systems of Records AGENCY: Special Inspector General for Iraq Reconstruction. ACTION: Notice. The Special Inspector for Iraq Reconstruction (SIGIR) has reviewed its management records to identify its Privacy Act systems and to ensure that all such systems are relevant, necessary, accurate, up-to-date, and covered by the appropriate legal or regulatory authority. This is the first notice published by this agency. It includes three SIGIR-wide systems of records including system managers, office titles, addresses, or locations. These are: SUMMARY: SIGIR–1—Investigative Files SIGIR–2—Hotline Program Case Files SIGIR–3—Freedom of Information Act and Privacy Act Request and Appeal Files DATES: Effective: October 13, 2009. Call or e-mail Kirt West, Deputy General Counsel, Telephone 703–604–0489; e-mail kirt.west@sigir.mil. ADDRESSES: SIGIR Deputy General Counsel, Office of General Counsel, SIGIR, 400 Army Navy Drive, Arlington, VA 22202–4704. SUPPLEMENTARY INFORMATION: SIGIR has undertaken an agency-wide review of its records to identify all Privacy Act systems of records. As a result of this review, SIGIR is publishing its first Privacy Act systems of records notice, which includes three of its systems. FOR FURTHER INFORMATION CONTACT: Kirt West, Deputy General Counsel, Special Inspector General for Iraq Reconstruction. Table of Contents List of Notices In addition, the SIGIR (and/or the Army as SIGIR’s Support Agent) maintains Systems of Records in accordance with the following government-wide Privacy Act Systems of Records Notices. PO 00000 Frm 00002 Fmt 4703 Sfmt 4703 EEOC/GOVT–1—Equal Employment Opportunity in the Federal Government Complaint and Appeal Records General Services Administration GSA/GOVT–3—Travel Charge Card Program OGE/GOVT–1—Executive Branch Public Financial Disclosure Reports and Other Ethics Program Records OGE/GOVT–2—Confidential Statements of Employment and Financial Interests Office of Personnel Management OPM/GOVT–1—General Personnel Records OPM/GOVT–2—Employee Performance File System Records OPM/GOVT–3—Records of Adverse Actions. OPM/GOVT–5—Recruiting Records OPM/GOVT–10—Employee Medical File System Records Blanket Routine Uses Certain ‘‘blanket routine uses’’ of the records have been established that are applicable to every record system maintained by SIGIR unless specifically stated otherwise within a particular record system. SIGIR Blanket Routine Uses Legal and Law enforcement uses 1. To any criminal, civil, or regulatory law enforcement authority (whether Federal, State, local, foreign, or international) when the information is relevant to the recipient entity’s law enforcement responsibilities. 2. To any individual or entity when necessary to elicit information that will assist an SIGIR investigation, inspection, audit, or other inquiry. 3. To respond to subpoenas in any litigation or other proceeding. 4. To a court, magistrate, administrative tribunal, grand jury, or opposing counsel, in the course of presenting evidence in such proceedings or in settlement negotiations. 5. To attorneys representing subjects of criminal investigations, except when the SIGIR determines that release is inappropriate under Title 5, U.S. Code Sections 552a(j) and (k). 6. To the Integrity Committee of the Council of Inspectors General on E:\FR\FM\11SEN1.SGM 11SEN1

Agencies

[Federal Register Volume 74, Number 175 (Friday, September 11, 2009)]
[Notices]
[Pages 46733-46734]
From the Federal Register Online via the Government Printing Office [www.gpo.gov]
[FR Doc No: E9-21957]


========================================================================
Notices
                                                Federal Register
________________________________________________________________________

This section of the FEDERAL REGISTER contains documents other than rules 
or proposed rules that are applicable to the public. Notices of hearings 
and investigations, committee meetings, agency decisions and rulings, 
delegations of authority, filing of petitions and applications and agency 
statements of organization and functions are examples of documents 
appearing in this section.

========================================================================


Federal Register / Vol. 74, No. 175 / Friday, September 11, 2009 / 
Notices

[[Page 46733]]



SPECIAL INSPECTOR GENERAL FOR IRAQ RECONSTRUCTION


No FEAR Act Notice

AGENCY: Special Inspector General for Iraq Reconstruction.

ACTION: Notice.

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

SUMMARY: This notice fulfills the Special Inspector General for Iraq 
Reconstruction's (SIGIR) ``No FEAR Act Notice'' Federal Register 
publication obligations, as required by the Section 202(a) of the 
Notification and Federal Employee Antidiscrimination and Retaliation 
Act of 2002 (No FEAR) Act and by the Office of Personnel Management 
implementing regulations at 5 CFR 724.202, to all current and former 
SIGIR employees and applicants for employment.

DATES: This notice is effective September 11, 2009.

FOR FURTHER INFORMATION CONTACT: Call or e-mail the Deputy General 
Counsel Kirt West: Telephone--703-604-0489; e-mail_
kirt.west@sigir.mil.

ADDRESSES: SIGIR Deputy General Counsel Kirt West, Special Inspector 
General for Iraq Reconstruction, 400 Army Navy Drive, Arlington, VA 
22202-4704.

SUPPLEMENTARY INFORMATION: SIGIR is publishing its initial No FEAR Act 
notice to inform all employees, former employees, and applicants for 
employment of their rights under antidiscrimination and whistleblower 
protection laws, and to advise that it will publish certain statistical 
data relating to Federal sector equal employment opportunity and other 
complaints filed with SIGIR.

Kirt West,
Deputy General Counsel, Special Inspector General for Iraq 
Reconstruction.

Table of Contents

List of Notices

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.'' Public Law 107-174, Summary.
    The law provides that Federal agencies must:
     Notify employees and applicants for employment about their 
rights under the discrimination and whistleblower laws
     Post statistical data relating to Federal sector equal 
employment opportunity complaints on its public Web site
     Ensure that their managers have adequate training in the 
management of a diverse workforce, early and alternative conflict 
resolution, and essential communications skills
     Conduct studies on the trends and causes of complaints of 
discrimination
     Implement new measures to improve the complaint process 
and the work environment
     Initiate timely and appropriate discipline against 
employees who engage in misconduct related to discrimination or 
reprisal
     Reimburse the Judgment Fund for any discrimination and 
whistleblower related settlements or judgments reached in Federal court
     Produce annual reports of status and progress to Congress, 
the Attorney General and the U.S. Equal Employment Commission.

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 1614.
    SIGIR employees, former employees, or applicants for employment who 
believe they may have been victims of unlawful discrimination may 
contact an EEO Counselor at the Department of the Army, Washington 
Headquarters Service, which serves as the support agent on EEO matters 
for SIGIR.
    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

[[Page 46734]]

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 appropriate offices within 
SIGIR (e.g., human resources office or legal office) or Army 
(Washington Headquarters Service). 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).

[FR Doc. E9-21957 Filed 9-10-09; 8:45 am]
BILLING CODE 3710-8N-P
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