No FEAR Act Notice, 27532-27533 [2012-11300]
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27532
Federal Register / Vol. 77, No. 91 / Thursday, May 10, 2012 / Notices
In its filing, CME requested that the
Commission approve this proposed rule
change on an accelerated basis for good
cause shown. CME cites as the reason
for this request CME’s operation as a
DCO, which is subject to regulation by
the CFTC under the CEA and, in
particular, new CFTC regulations that
become effective on May 7, 2012. Thus,
the Commission finds good cause,
pursuant to Section 19(b)(2) of the Act,6
for approving the proposed rule change
prior to the 30th day after the date of
publication of notice in the Federal
Register because as a registered DCO,
CME is required to comply with the new
CFTC regulations by the time they
become effective on May 7, 2012.
V. Conclusion
It is therefore ordered, pursuant to
Section 19(b)(2) of the Act, that the
proposed rule change (SR–CME–2012–
16) is approved on an accelerated basis.7
For the Commission, by the Division of
Trading and Markets, pursuant to delegated
authority.8
Kevin M. O’Neill,
Deputy Secretary.
[FR Doc. 2012–11242 Filed 5–9–12; 8:45 am]
BILLING CODE 8011–01–P
No FEAR Act Notice
Special Inspector General for
Afghanistan Reconstruction.
ACTION: Notice.
AGENCY:
This notice fulfills the Special
Inspector General for Afghanistan
Reconstruction’s (SIGAR) ‘‘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 SIGAR employees
and applicants for employment.
DATES: This notice is effective May 10,
2012.
ADDRESSES: SIGAR Office of General
Counsel, Hugo Teufel, Special Inspector
General for Afghanistan Reconstruction,
2530 Crystal Drive, Arlington, VA
22202.
mstockstill on DSK4VPTVN1PROD with NOTICES
SUMMARY:
6 15
U.S.C. 78s(b)(2).
approving the proposed rule change, the
Commission considered the proposal’s impact on
efficiency, competition and capital formation. 15
U.S.C. 78c(f).
8 17 CFR 200.30–3(a)(12).
7 In
17:18 May 09, 2012
Hugo Teufel,
Acting General Counsel, Special Inspector
General for Afghanistan Reconstruction.
Table of Contents
SPECIAL INSPECTOR GENERAL FOR
AFGHANISTAN RECONSTRUCTION
VerDate Mar<15>2010
Call
or email the Acting General Counsel
Hugo Teufel: Telephone—703–545–
5990; email—hugo.teufel.civ@mail.mil.
SUPPLEMENTARY INFORMATION: On
January 28, 2008, the President signed
into law the National Defense
Authorization Act for Fiscal Year 2008
(Pub. L. 110–181), which created the
Special Inspector General for
Afghanistan Reconstruction (SIGAR).
SIGAR is responsible for coordinating
and conducting audits and
investigations to promote efficiency and
effectiveness of reconstruction
programs, and to detect and prevent
waste, fraud, and abuse of taxpayers’
dollars. SIGAR 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 SIGAR.
FOR FURTHER INFORMATION CONTACT:
Jkt 226001
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
PO 00000
Frm 00117
Fmt 4703
Sfmt 4703
• 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.
SIGAR 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 SIGAR.
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
E:\FR\FM\10MYN1.SGM
10MYN1
Federal Register / Vol. 77, No. 91 / Thursday, May 10, 2012 / Notices
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.
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
mstockstill on DSK4VPTVN1PROD with NOTICES
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.
Jkt 226001
the exhibit objects, contact Julie
Simpson, Attorney-Adviser, Office of
the Legal Adviser, U.S. Department of
State (telephone: 202–632–6467). The
mailing address is U.S. Department of
State, SA–5, L/PD, Fifth Floor (Suite
5H03), Washington, DC 20522–0505.
Dated: May 7, 2012.
J. Adam Ereli,
Principal Deputy Assistant Secretary, Bureau
of Educational and Cultural Affairs,
Department of State.
[FR Doc. 2012–11314 Filed 5–9–12; 8:45 am]
BILLING CODE 4710–05–P
DEPARTMENT OF STATE
[Public Notice: 7876]
Application for Presidential Permit To
Construct, Operate and Maintain
Pipeline Facilities on the Border of the
United States
Department of State.
Notice of Receipt of Application
for a Presidential Permit to Construct,
Operate and Maintain Pipeline Facilities
on the Border of the United States.
[FR Doc. 2012–11300 Filed 5–9–12; 8:45 am]
AGENCY:
BILLING CODE 3710–L9–P
ACTION:
[Public Notice 7877]
Disciplinary Actions
17:18 May 09, 2012
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).
DEPARTMENT OF STATE
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.
VerDate Mar<15>2010
Additional Information
For further information regarding the
No FEAR Act regulations, refer to 5 CFR
part 724, as well as the appropriate
offices within SIGAR (e.g., human
resources office or the Office of General
Counsel) 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.
27533
Notice is hereby given of the
following determinations: Pursuant to
the authority vested in me by the Act of
October 19, 1965 (79 Stat. 985; 22 U.S.C.
2459), Executive Order 12047 of March
27, 1978, the Foreign Affairs Reform and
Restructuring Act of 1998 (112 Stat.
2681, et seq.; 22 U.S.C. 6501 note, et
seq.), Delegation of Authority No. 234 of
October 1, 1999, Delegation of Authority
No. 236–3 of August 28, 2000 (and, as
appropriate, Delegation of Authority No.
257 of April 15, 2003), I hereby
determine that the objects to be
included in the exhibition ‘‘Ends of the
Earth: Land Art to 1974’’ imported from
abroad for temporary exhibition within
the United States, are of cultural
significance. The objects are imported
pursuant to a loan agreement with the
foreign owner or custodian. I also
determine that the exhibition or display
of the exhibit objects at The Museum of
Contemporary Art, Los Angeles, CA,
from on or about May 27, 2012, until on
or about September 3, 2012; and at
possible additional exhibitions or
venues yet to be determined, is in the
national interest. I have ordered that
Public Notice of these Determinations
be published in the Federal Register.
FOR FURTHER INFORMATION CONTACT: For
further information, including a list of
SUMMARY:
PO 00000
Frm 00118
Fmt 4703
Notice is hereby given that
the Department of State (DOS) has
received an application to construct,
operate and maintain pipeline facilities
on the border of the United States from
TransCanada Keystone Pipeline, L.P.
TransCanada Keystone Pipeline, L.P.
has applied for a Presidential Permit to
construct and operate border crossing
facilities at the U.S./Canadian border in
Phillips County, near Morgan, Montana,
in connection with a proposed pipeline
that is designed to transport crude oil
produced in the Western Canadian
Sedimentary Basin (WCSB) and from
other sources to a terminus in Steele
City, Nebraska where it is designed to
link with an existing pipeline
continuing to oil storage facilities in
Cushing, Oklahoma.
Under E.O. 13337, as amended, the
Secretary of State is designated and
empowered to receive all applications
for Presidential permits for the
construction, connection, operation, or
maintenance at the borders of the
United States, of facilities for the
exportation or importation of petroleum,
petroleum products, coal, or other fuels
to or from a foreign country. As a part
of the review of the application for
Presidential Permits, the Secretary of
State must determine whether or not the
project would be in the national
interest. The determination of national
interest involves consideration of many
factors, including energy security,
health, environmental, cultural, and
SUMMARY:
Culturally Significant Objects Imported
for Exhibition Determinations: ‘‘Ends
of the Earth: Land Art to 1974’’
Sfmt 4703
E:\FR\FM\10MYN1.SGM
10MYN1
]]>Agencies
- SPECIAL INSPECTOR GENERAL FOR AFGHANISTAN RECONSTRUCTION
[Federal Register Volume 77, Number 91 (Thursday, May 10, 2012)]
[Notices]
[Pages 27532-27533]
From the Federal Register Online via the Government Printing Office [www.gpo.gov]
[FR Doc No: 2012-11300]
=======================================================================
-----------------------------------------------------------------------
SPECIAL INSPECTOR GENERAL FOR AFGHANISTAN RECONSTRUCTION
No FEAR Act Notice
AGENCY: Special Inspector General for Afghanistan Reconstruction.
ACTION: Notice.
-----------------------------------------------------------------------
SUMMARY: This notice fulfills the Special Inspector General for
Afghanistan Reconstruction's (SIGAR) ``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 SIGAR employees and applicants for employment.
DATES: This notice is effective May 10, 2012.
ADDRESSES: SIGAR Office of General Counsel, Hugo Teufel, Special
Inspector General for Afghanistan Reconstruction, 2530 Crystal Drive,
Arlington, VA 22202.
FOR FURTHER INFORMATION CONTACT: Call or email the Acting General
Counsel Hugo Teufel: Telephone--703-545-5990; email_
hugo.teufel.civ@mail.mil.
SUPPLEMENTARY INFORMATION: On January 28, 2008, the President signed
into law the National Defense Authorization Act for Fiscal Year 2008
(Pub. L. 110-181), which created the Special Inspector General for
Afghanistan Reconstruction (SIGAR). SIGAR is responsible for
coordinating and conducting audits and investigations to promote
efficiency and effectiveness of reconstruction programs, and to detect
and prevent waste, fraud, and abuse of taxpayers' dollars. SIGAR 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
SIGAR.
Hugo Teufel,
Acting General Counsel, Special Inspector General for Afghanistan
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.
SIGAR 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 SIGAR.
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
[[Page 27533]]
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. 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
SIGAR (e.g., human resources office or the Office of General Counsel)
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. 2012-11300 Filed 5-9-12; 8:45 am]
BILLING CODE 3710-L9-P
