No FEAR Act Notice, 7312-7313 [2010-3054]

Download as PDF 7312 Federal Register / Vol. 75, No. 32 / Thursday, February 18, 2010 / Notices Bundle Number of slots Bundle D slot interests: 0700D (1), 1000A (1), 1100D (1), 1300A (1), 1400D (1), 1800A (1), 1900D (1), and 2100A (1) Operating authorizations at LGA are designated as arrivals (A) or departures (D), and defined on the half hour at LGA (e.g., 0700 to 0729; 0730 to 0759), but information on the transaction provided by Delta was specific only to hourly increments. The bundles are structured so as to permit eligible carriers to enter or add frequencies in markets with sufficient operations to effectively compete. We do not propose to require the purchasers of the slot interests to operate in specific markets or types of markets, as this would deprive the acquiring carriers of the flexibility to deploy their assets based on prevailing market conditions. However, we would propose to prohibit purchasers from alienating slot interests acquired pursuant to this proceeding to any carriers who are not eligible under the terms of our final action in this proceeding. The agency has placed a copy of the waiver request and the January 29, 2010 letter from Delta’s senior vice president and general counsel in the docket along with other public correspondence on this matter. The FAA invites all interested members of the public to comment on the waiver request, the proposed grant of the waiver, the proposed conditions to the waiver, and the proposed divestiture remedies. We also seek comment on alternative divestiture remedies to ensure value to the selling carriers and expedited sale so that the traveling public may realize the benefits of the competition to be produced by the new entrant/limited incumbent carriers. Issued in Washington, DC, on February 9th, 2010. James W. Whitlow, Acting Chief Counsel. [FR Doc. 2010–3109 Filed 2–12–10; 4:15 pm] BILLING CODE 4910–13–P TENNESSEE VALLEY AUTHORITY WReier-Aviles on DSKGBLS3C1PROD with NOTICES Meeting of the Regional Resource Stewardship Council AGENCY: Tennessee Valley Authority (TVA). ACTION: Notice of meeting. SUMMARY: The TVA Regional Resource Stewardship Council (RRSC) will hold a meeting on Thursday, March 4, and Friday, March 5, 2010, to consider various matters. VerDate Nov<24>2008 14:39 Feb 17, 2010 Jkt 220001 The RRSC was established to advise TVA on its natural resource stewardship activities. Notice of this meeting is given under the Federal Advisory Committee Act (FACA), 5 U.S.C. App. 2. The management of the Tennessee Valley reservoirs and the lands adjacent to them has long been integral components of TVA’s mission. As part of implementing the TVA Environmental Policy, TVA is developing a Natural Resource Plan (NRP) and Environmental Impact Study (EIS) under the process established by the National Environmental Policy Act (NEPA) that will help prioritize techniques for the management of TVA’s sustainable land use activities, natural resource management activities, recreation and water resource protection and improvement activities. TVA would like to utilize the RRSC as a key stakeholder group throughout the EIS period to advise TVA on the issues, tradeoffs, and focus of environmental stewardship activities. At the March meeting, TVA will be seeking advice from the Council on issues regarding the scope of the study and the preliminary draft alternatives that will support the Draft EIS and direction of the study. TVA will also be seeking recommendations and advice on the NRP objectives and activities that complement the use of public lands with the protection of these natural resources. The meeting agenda includes the following: 1. Introductions. 2. Natural Resource Plan Background, Components of the Plan, Preliminary Draft Alternatives. 3. RRSC Discussion Topic: Natural Resource Plan scope, preliminary draft alternatives included in the components of the NRP (e.g., Natural Resource Management, Reservoir Lands Planning, Water Resources, and Recreation) and uncertainties impacting the development of various portfolios and scenarios. 4. Public Comments. 5. Council Discussion and Advice. The TVA RRSC will hear opinions and views of citizens by providing a public comment session. The public comment session will be held at 10 a.m., EST, on Friday, March 5. Persons wishing to speak are requested to register at the door by 9 a.m. on Friday, March 5 and will be called on during the public comment period. Handout materials should be limited to one printed page. Written comments are also invited and may be mailed to the Regional Resource Stewardship Council, Tennessee Valley Authority, 400 West PO 00000 Frm 00082 Fmt 4703 Sfmt 4703 Summit Hill Drive, WT–11 B, Knoxville, Tennessee 37902. DATES: The meeting will be held on Thursday, March 4 from 8:30 a.m. to 4:30 p.m., and Friday, March 5, from 8 a.m. to 12 noon, EST. ADDRESSES: The meeting will be held at the Auditorium of the TVA Headquarters at 400 West Summit Hill Drive, Knoxville, Tennessee 37902, and will be open to the public. Anyone needing special access or accommodations should let the contact below know at least a week in advance. FOR FURTHER INFORMATION CONTACT: Beth Keel, 400 West Summit Hill Drive, WT– 11 B, Knoxville, Tennessee 37902, (865) 632–6113. Dated: February 10, 2010. Original signed by: Anda A. Ray, Senior Vice President and Environmental Executive, Environment and Technology, Tennessee Valley Authority. [FR Doc. 2010–3050 Filed 2–17–10; 8:45 am] BILLING CODE 8120–08–P TENNESSEE VALLEY AUTHORITY No FEAR Act Notice Summary: 5 CFR part 724.202 requires that each Federal agency provide notice to its employees, former employees, and applicants for employment about the rights and remedies available under the Antidiscrimination Laws and Whistleblower Protection Laws applicable to them within 60 calendar days after September 18, 2006, and annually thereafter. Each agency must publish the initial notice in the Federal Register. 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. 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 E:\FR\FM\18FEN1.SGM 18FEN1 Federal Register / Vol. 75, No. 32 / Thursday, February 18, 2010 / Notices 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, or genetic information. 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, 42 U.S.C. 2000e–16, and Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), 42 U.S.C. 2000ff et seq. If you believe that you have been the victim of unlawful discrimination on the basis of race, color, religion, sex, national origin, disability, or genetic information, 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. WReier-Aviles on DSKGBLS3C1PROD with NOTICES 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 a disclosure of VerDate Nov<24>2008 14:39 Feb 17, 2010 Jkt 220001 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 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 PO 00000 Frm 00083 Fmt 4703 Sfmt 9990 7313 Federal Antidiscrimination and Whistleblower Protection Laws up to and including removal. If Office of Special Counsel 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 Tennessee Valley Authority (e.g., Equal Opportunity Compliance, Human Resources, the Office of the Inspector General, or TVA’s Ombudsman). 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. 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. For Further Information Contact: Linda J. Sales-Long, 865–632–2515. Dated: February 8, 2010. Linda J. Sales-Long, Director, Equal Opportunity Compliance. [FR Doc. 2010–3054 Filed 2–17–10; 8:45 am] BILLING CODE 8120–08–P E:\FR\FM\18FEN1.SGM 18FEN1

Agencies

[Federal Register Volume 75, Number 32 (Thursday, February 18, 2010)]
[Notices]
[Pages 7312-7313]
From the Federal Register Online via the Government Printing Office [www.gpo.gov]
[FR Doc No: 2010-3054]


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TENNESSEE VALLEY AUTHORITY


No FEAR Act Notice

    Summary: 5 CFR part 724.202 requires that each Federal agency 
provide notice to its employees, former employees, and applicants for 
employment about the rights and remedies available under the 
Antidiscrimination Laws and Whistleblower Protection Laws applicable to 
them within 60 calendar days after September 18, 2006, and annually 
thereafter. Each agency must publish the initial notice in the Federal 
Register.

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. 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

[[Page 7313]]

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, or genetic information. 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, 42 U.S.C. 2000e-16, and Title II of the Genetic Information 
Nondiscrimination Act of 2008 (GINA), 42 U.S.C. 2000ff et seq.
    If you believe that you have been the victim of unlawful 
discrimination on the basis of race, color, religion, sex, national 
origin, disability, or genetic information, 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.

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 a 
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 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 Office of Special 
Counsel 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 
Tennessee Valley Authority (e.g., Equal Opportunity Compliance, Human 
Resources, the Office of the Inspector General, or TVA's Ombudsman). 
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.

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.
    For Further Information Contact: Linda J. Sales-Long, 865-632-2515.

    Dated: February 8, 2010.
Linda J. Sales-Long,
Director, Equal Opportunity Compliance.
[FR Doc. 2010-3054 Filed 2-17-10; 8:45 am]
BILLING CODE 8120-08-P