Employees and contractors who have information regarding serious wrongdoing or gross mismanagement may disclose that information to a supervisor, a senior EAC official, the Office of Special Counsel, or OIG without fear of reprisal.
Reporting Retaliation
If you believe that you are being retaliated against for making a disclosure of serious wrongdoing or gross mismanagement, you may file a complaint with OIG. Any disclosure should be based on a reasonable belief that the information is accurate, and should not be based solely on a suspicion or "office gossip."
Employees who report allegations of serious wrongdoing or gross mismanagement must provide sufficient information for the OIG to commence an inquiry. The information provided as a part of the disclosure is particularly important if the employee wishes to remain anonymous. In these cases, insufficient information can hinder OIG’s investigation of the complaint.
OIG decides whether to investigate the matter or refer it to a more appropriate agency for action, or declines to investigate.
OIG strives to maintain as confidential the identity of the employee. However, OIG cannot promise complete anonymity. The very subject matter of the complaint may identify the employee. Generally, OIG will request permission from the employee before disclosing their identity, except when the Inspector General determines that disclosing the employee’s identity is essential to any resulting investigation.
Note: EAC OIG has authority to investigate some, but not all, complaints of reprisal or wrongdoing. OIG can investigate claims relating to EAC programs and operations. However, OIG does not have the authority to investigate equal employment opportunity matters or Hatch Act violations. If you have a complaint regarding equal employment opportunity matters, contact EAC’s EEO Officer. If you have a complaint regarding a Hatch Act violation, contact the Office of Special Counsel.
Read More About Whistleblower Rights
The WPA protects federal employees and applicants for employment who lawfully disclose information they reasonably believe evidences:
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a violation of any law, rule or regulation by EAC, its employees or its contractors
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gross mismanagement
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gross waste of funds
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a false claim made against the EAC
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an overpayment by the EAC to a contractor
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abuse of authority
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substantial and specific danger to public health and safety
Under the WPA, certain federal employees may not take or fail to take, or threaten to take or fail to take; any personnel action against an employee or applicant for employment because of the employee or applicant’s protected whistleblowing. See 5 U.S.C. § 2302(b)(8).
The WPEA strengthened protections for federal employees who report fraud, waste, and abuse. It:
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Clarified the scope of protected disclosures.
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Protected disclosures that an employee reasonably believes are evidence of censorship related to research, analysis, or technical information that causes, or will cause, a gross government waste or gross mismanagement, an abuse of authority, a substantial and specific danger to public health or safety, or any violation of law.
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Expanded the penalties imposed for violating whistleblower protections.
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Established a Whistleblower Protection Ombudsman in certain OIGs for a 5-year period.