No FEAR Act Notice; Notice of Rights and Protections Available Under the Federal Antidiscrimination and Whistleblower Protection Laws, 5241-5242 [2012-2280]
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Federal Register / Vol. 77, No. 22 / Thursday, February 2, 2012 / Notices
This five-year sunset review and this
notice are in accordance with section
751(c) of the Act and published
pursuant to section 777(i)(1) of the Act.
Dated: January 25, 2012.
Paul Piquado,
Assistant Secretary for Import
Administration.
[FR Doc. 2012–2252 Filed 2–1–12; 8:45 am]
BILLING CODE 3510–DS–P
BUREAU OF CONSUMER FINANCIAL
PROTECTION
No FEAR Act Notice; Notice of Rights
and Protections Available Under the
Federal Antidiscrimination and
Whistleblower Protection Laws
The Bureau of Consumer
Financial Protection. ACTION: Notice.
SUMMARY: The Bureau of Consumer
Financial Protection (CFPB or the
Bureau) is providing notice to its
employees, former employees, and
applicants for Federal employment
about the rights and remedies available
to them under the Federal
antidiscrimination, whistleblower
protection, and retaliation laws. This
notice fulfills CFPB’s initial notification
obligation under the Notification and
Federal Employees Antidiscrimination
and Retaliation Act (No FEAR Act), as
implemented by Office of Personnel
Management (OPM) regulations.
FOR FURTHER INFORMATION CONTACT: Liza
Strong, Office of Human Capital, 1700 G
Street, NW Washington, DC 20037, (202)
435–7655. Additional information can
be found on CFPB’s Web site at
https://www.consumerfinance.gov.
SUPPLEMENTARY INFORMATION: On May
15, 2002, Congress enacted the
Notification and Federal Employee
Antidiscrimination and Retaliation Act
of 2002 (No FEAR Act), Public Law
107–174, 116 Stat. 566 (5 U.S.C. 2301
note). The Act is intended to hold
Federal agencies accountable for
violations of antidiscrimination and
whistleblower protection laws. In
support of this purpose, Congress found
that ‘‘agencies cannot be run effectively
if those agencies practice or tolerate
discrimination.’’ Sec. 101(1), Public Law
107–174, 116 Stat. 566. The Act requires
CFPB to inform its employees, former
employees, and applicants for
employment of the rights and
protections available under Federal
antidiscrimination, whistleblower
protection, and retaliation laws. OPM
requires agencies to publish the initial
notice required by the No FEAR Act in
the Federal Register. 5 CFR 724.202.
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AGENCY:
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Antidiscrimination Laws
A Federal agency may not
discriminate against an employee or
applicant with respect to the terms,
conditions, or privileges of employment
on the basis of race, color, religion,
national origin, sex, (including
pregnancy and gender identity), age (40
and above), disability, genetic
information, marital status, parental
status, sexual orientation, political
affiliation, military service, or any other
non-merit factor. Discrimination on
these bases is prohibited by Federal
statutes and Executive Orders. 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; 38
U.S.C. 4301–35; 42 U.S.C. 2000e-16; 42
U.S.C. 2000ff-1; E.O. 13087; E.O. 13145;
E.O. 13152.
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 may 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 or give notice of your
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 sexual orientation, marital
status, parental status, political
affiliation, or any other non-merit factor
you may file a written complaint with
the U.S. Office of Special Counsel
(OSC).
If you are alleging discrimination
based on military service, you may
request assistance from the Veterans’
Employment and Training Service
(VETS) at the Department of Labor
(DOL), the Merit Systems Protection
Board (MSPB), or OSC, depending on
the circumstances.
Whistleblower Protection Laws
A Federal employee with authority to
take, direct others to take, recommend,
or approve a 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 be evidence of
violations of law, rule or regulation;
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5241
gross mismanagement; gross waste of
funds; abuse of authority; or substantial
and specific danger to public health or
safety, unless disclosure of such
information is specifically prohibited by
law or 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 OSC at
1730 M Street NW., Suite 218,
Washington, DC 20036–4505 or online
through the OSC Web site at https://
www.osc.gov.
Retaliation for Engaging in Protected
Activity
A Federal agency may not 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 in this Notice. If
you believe that you are the victim of
retaliation for engaging in protected
activity, you must follow the procedures
described in the Antidiscrimination
Laws and Whistleblower Protection
Laws sections of this Notice in order to
pursue a legal remedy.
Disciplinary Actions
Each agency has the right to
discipline a Federal employee for
conduct that is inconsistent with
Federal antidiscrimination and
whistleblower protection laws up to and
including removal from the federal
service. 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, please see 5
CFR part 724, and contact the Office of
Human Capital at CFPB. Additional
information regarding Federal
antidiscrimination, whistleblower
protection, and retaliation laws can be
found on the EEOC Web site at https://
www.eeoc.gov, on the OSC Web site at
https://www.osc.gov, on the DOL Web
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5242
Federal Register / Vol. 77, No. 22 / Thursday, February 2, 2012 / Notices
site at https://www.dol.gov, and the
MSPB Web site at https://www.mspb.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).
Dated: January 27, 2012.
Meredith Fuchs,
Chief of Staff.
Northwest, 1101 Tautog Circle, Suite
203, Silverdale, WA 98315–1101. All
written comments must be postmarked
by February 27, 2012, to ensure they
become part of the official record.
Comments submitted electronically at
the project Web site at https://www.
NWSTFBoardmanEIS.com must be
submitted before the end of the
comment period to ensure they become
part of the official record. All scoping
comments will be taken into account in
the Draft EIS.
Dated: January 25, 2012.
J.M. Beal,
Lieutenant Commander, Judge Advocate
General’s Corps, U.S. Navy, Federal Register
Liaison Officer.
[FR Doc. 2012–2280 Filed 2–1–12; 8:45 am]
BILLING CODE 4810–AM–P
[FR Doc. 2012–2304 Filed 2–1–12; 8:45 am]
DEPARTMENT OF DEFENSE
BILLING CODE 3810–FF–P
Department of the Navy
Notice of Extension of Public Scoping
Period for the Revised Notice of Intent
To Prepare an Environmental Impact
Statement for Military Training
Activities at the Naval Weapons
Systems Training Facility, Boardman,
OR
Department of the Navy, DoD.
Notice.
AGENCY:
ACTION:
Pursuant to section 102(2)(C)
of the National Environmental Policy
Act (NEPA) of 1969, as implemented by
the Council on Environmental Quality
Regulations (40 CFR parts 1500–1508),
the Department of the Navy (DoN)
published a revised notice of intent to
prepare an Environmental Impact
Statement (EIS) for the Naval Weapons
Systems Training Facility (NWSTF),
Oregon in the Federal Register on
December 27, 2011 (76 FR 80910). This
notice announces a 32-day extension of
the public scoping comment period to
end on February 27, 2012.
FOR FURTHER INFORMATION CONTACT: Mrs.
Amy Burt, Naval Facilities Engineering
Command Northwest, 1101 Tautog
Circle, Suite 203, Silverdale, WA
98315–1101, Attn: NWSTF Boardman
Project Manager; or https://www.
NWSTFBoardmanEIS.com.
SUPPLEMENTARY INFORMATION: The
public scoping period on the NWSTF
Boardman EIS will be extended by 32
days, from January 27, 2012 to February
27, 2012. Comments on the scope of the
EIS may be submitted in writing or
electronically. Written comments
should be mailed to Naval Facilities
Engineering Command Northwest,
Attention: Mrs. Amy Burt, NWSTF
Boardman EIS Project Manager, Naval
Facilities Engineering Command
DEPARTMENT OF DEFENSE
Department of the Navy
Notice of Availability of GovernmentOwned Invention; Available for
Licensing
AGENCY:
ACTION:
Department of the Navy, DoD.
Notice.
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17:04 Feb 01, 2012
Jkt 226001
Department of the Navy
Notice of Intent To Grant Exclusive
Patent License; Daniel Defense, Inc.
Department of the Navy, DoD.
Notice.
AGENCY:
ACTION:
The Department of the Navy
hereby gives notice of its intent to grant
to Daniel Defense, Inc. a revocable,
nonassignable, exclusive license to
practice in the United States, the
Government-owned invention described
below: Patent application 13/168,459
(Navy Case 100,359): filed June 24,
2011, entitled ‘‘Accessory Interface
System’’.
DATES: Anyone wishing to object to the
grant of this license must file objections
along with supporting evidence, if any,
not later than February 17, 2012.
ADDRESSES: Written objections are to be
filed with Naval Surface Warfare Center,
Crane Div, Code OOL, Bldg 2, 300
Highway 361, Crane, IN 47522–5001.
FOR FURTHER INFORMATION CONTACT: Mr.
Christopher Monsey, Naval Surface
Warfare Center, Crane Div, Code OOL,
Bldg 2, 300 Highway 361, Crane, IN
47522–5001, telephone (812) 854–4100.
SUMMARY:
Authority: 35 U.S.C. 207, 37 CFR Part 404.
SUMMARY:
VerDate Mar<15>2010
DEPARTMENT OF DEFENSE
The invention listed below is
assigned to the United States
Government as represented by the
Secretary of the Navy and is available
for licensing by the Department of the
Navy.
The following patent is available for
licensing: Patent application 13/
168,459: ACCESSORY INTERFACE
SYSTEM (An apparatus for mounting
accessories on a weapon mount).
Dated: January 25, 2012.
J.M. Beal,
Lieutenant Commander, Judge Advocate
General’s Corps, U.S. Navy, Federal Register
Liaison Officer.
Written objections are to be
filed with Naval Surface Warfare Center,
Crane Div, Code OOL, Bldg 2, 300
Highway 361, Crane, IN 47522–5001.
Notice of Intent To Grant Partially
Exclusive Patent License; Jinga-hi, Inc.
SUMMARY:
ADDRESSES:
Mr.
Christopher Monsey, Naval Surface
Warfare Center, Crane Div, Code OOL,
Bldg 2, 300 Highway 361, Crane, IN
47522–5001, telephone (812) 854–4100.
FOR FURTHER INFORMATION CONTACT:
Authority: 35 U.S.C. 207, 37 CFR Part 404.
Dated: January 25, 2012.
J. M. Beal,
Lieutenant Commander, Judge Advocate
General’s Corps, U.S. Navy, Federal Register
Liaison Officer.
[FR Doc. 2012–2299 Filed 2–1–12; 8:45 am]
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[FR Doc. 2012–2303 Filed 2–1–12; 8:45 am]
BILLING CODE 3810–FF–P
DEPARTMENT OF DEFENSE
Department of the Navy
Department of the Navy, DoD.
Notice.
AGENCY:
ACTION:
The Department of the Navy
herby gives notice of its intent to grant
to Jinga-hi, Inc., a revocable,
nonassignable, partially exclusive
license in the United States to practice
the Government-owned inventions
described in U.S. Patent No. 7528606:
Coupled Non-linear Sensor System for
Sensing a Time-dependent Target Signal
and Method of Assembling the
System.//U.S. Patent No. 8049570:
Coupled bi-stable microcircuit system
for ultra-sensitive electrical and
magnetic field sensing,//and U.S. Patent
Application No. 12/749338: Coupled BiStable Circuit for Ultra-Sensitive
SUMMARY:
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Agencies
[Federal Register Volume 77, Number 22 (Thursday, February 2, 2012)]
[Notices]
[Pages 5241-5242]
From the Federal Register Online via the Government Printing Office [www.gpo.gov]
[FR Doc No: 2012-2280]
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BUREAU OF CONSUMER FINANCIAL PROTECTION
No FEAR Act Notice; Notice of Rights and Protections Available
Under the Federal Antidiscrimination and Whistleblower Protection Laws
AGENCY: The Bureau of Consumer Financial Protection. ACTION: Notice.
SUMMARY: The Bureau of Consumer Financial Protection (CFPB or the
Bureau) is providing notice to its employees, former employees, and
applicants for Federal employment about the rights and remedies
available to them under the Federal antidiscrimination, whistleblower
protection, and retaliation laws. This notice fulfills CFPB's initial
notification obligation under the Notification and Federal Employees
Antidiscrimination and Retaliation Act (No FEAR Act), as implemented by
Office of Personnel Management (OPM) regulations.
FOR FURTHER INFORMATION CONTACT: Liza Strong, Office of Human Capital,
1700 G Street, NW Washington, DC 20037, (202) 435-7655. Additional
information can be found on CFPB's Web site at https://www.consumerfinance.gov.
SUPPLEMENTARY INFORMATION: On May 15, 2002, Congress enacted the
Notification and Federal Employee Antidiscrimination and Retaliation
Act of 2002 (No FEAR Act), Public Law 107-174, 116 Stat. 566 (5 U.S.C.
2301 note). The Act is intended to hold Federal agencies accountable
for violations of antidiscrimination and whistleblower protection laws.
In support of this purpose, Congress found that ``agencies cannot be
run effectively if those agencies practice or tolerate
discrimination.'' Sec. 101(1), Public Law 107-174, 116 Stat. 566. The
Act requires CFPB to inform its employees, former employees, and
applicants for employment of the rights and protections available under
Federal antidiscrimination, whistleblower protection, and retaliation
laws. OPM requires agencies to publish the initial notice required by
the No FEAR Act in the Federal Register. 5 CFR 724.202.
Antidiscrimination Laws
A Federal agency may not discriminate against an employee or
applicant with respect to the terms, conditions, or privileges of
employment on the basis of race, color, religion, national origin, sex,
(including pregnancy and gender identity), age (40 and above),
disability, genetic information, marital status, parental status,
sexual orientation, political affiliation, military service, or any
other non-merit factor. Discrimination on these bases is prohibited by
Federal statutes and Executive Orders. 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; 38 U.S.C. 4301-
35; 42 U.S.C. 2000e-16; 42 U.S.C. 2000ff-1; E.O. 13087; E.O. 13145;
E.O. 13152.
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
may 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 or give notice of your 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 sexual orientation,
marital status, parental status, political affiliation, or any other
non-merit factor you may file a written complaint with the U.S. Office
of Special Counsel (OSC).
If you are alleging discrimination based on military service, you
may request assistance from the Veterans' Employment and Training
Service (VETS) at the Department of Labor (DOL), the Merit Systems
Protection Board (MSPB), or OSC, depending on the circumstances.
Whistleblower Protection Laws
A Federal employee with authority to take, direct others to take,
recommend, or approve a 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 be
evidence of violations of law, rule or regulation; gross mismanagement;
gross waste of funds; abuse of authority; or substantial and specific
danger to public health or safety, unless disclosure of such
information is specifically prohibited by law or 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 OSC at 1730 M Street NW., Suite
218, Washington, DC 20036-4505 or online through the OSC Web site at
https://www.osc.gov.
Retaliation for Engaging in Protected Activity
A Federal agency may not 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 in
this Notice. If you believe that you are the victim of retaliation for
engaging in protected activity, you must follow the procedures
described in the Antidiscrimination Laws and Whistleblower Protection
Laws sections of this Notice in order to pursue a legal remedy.
Disciplinary Actions
Each agency has the right to discipline a Federal employee for
conduct that is inconsistent with Federal antidiscrimination and
whistleblower protection laws up to and including removal from the
federal service. 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,
please see 5 CFR part 724, and contact the Office of Human Capital at
CFPB. Additional information regarding Federal antidiscrimination,
whistleblower protection, and retaliation laws can be found on the EEOC
Web site at https://www.eeoc.gov, on the OSC Web site at https://www.osc.gov, on the DOL Web
[[Page 5242]]
site at https://www.dol.gov, and the MSPB Web site at https://www.mspb.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).
Dated: January 27, 2012.
Meredith Fuchs,
Chief of Staff.
[FR Doc. 2012-2280 Filed 2-1-12; 8:45 am]
BILLING CODE 4810-AM-P