No FEAR Act Notice; Notice of Rights and Protections Available Under the Federal Antidiscrimination and Whistleblower Protection Laws, 5241-5242 [2012-2280]

Download as PDF 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 http://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. srobinson on DSK4SPTVN1PROD with NOTICES AGENCY: VerDate Mar<15>2010 17:04 Feb 01, 2012 Jkt 226001 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; PO 00000 Frm 00015 Fmt 4703 Sfmt 4703 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 http:// 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 http:// www.eeoc.gov, on the OSC Web site at http://www.osc.gov, on the DOL Web E:\FR\FM\02FEN1.SGM 02FEN1 5242 Federal Register / Vol. 77, No. 22 / Thursday, February 2, 2012 / Notices site at http://www.dol.gov, and the MSPB Web site at http://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 http://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 http://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. srobinson on DSK4SPTVN1PROD with NOTICES 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] BILLING CODE 3810–FF–P PO 00000 Frm 00016 Fmt 4703 Sfmt 4703 [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: E:\FR\FM\02FEN1.SGM 02FEN1

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 http://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 
http://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 http://www.eeoc.gov, on the OSC Web site at http://www.osc.gov, on the DOL Web

[[Page 5242]]

site at http://www.dol.gov, and the MSPB Web site at http://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