[Federal Register Volume 78, Number 38 (Tuesday, February 26, 2013)]
[Notices]
[Pages 13101-13102]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 2013-04467]
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PRIVACY AND CIVIL LIBERTIES OVERSIGHT BOARD
[Notice-PCLOB-2013-01; Docket No. 2013-0004; Sequence No. 1]
No FEAR Act Notice; Notice of Rights and Protections Available
Under Federal Antidiscrimination and Whistleblower Protection Laws
AGENCY: Privacy and Civil Liberties Oversight Board.
ACTION: Notice.
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SUMMARY: In accordance with the requirements of the Notification and
Federal Employee Antidiscrimination and Retaliation Act of 2002, the
Privacy and Civil Liberties Oversight Board is providing notice to its
employees, former employees, and applicants for Board employment about
the rights and remedies available to them under the federal anti-
discrimination, whistleblower protection, and retaliation laws.
FOR FURTHER INFORMATION CONTACT: Claire McKenna, Legal Counsel, at 202-
366-0365 or [email protected].
SUPPLEMENTARY INFORMATION: On May 15, 2002, Congress enacted the
Notification and Federal Employee Antidiscrimination and Retaliation
Act of 2002, Public Law 107-174, also known as the No FEAR Act. The Act
requires that federal agencies provide notice to their employees,
former employees, and applicants for employment to inform them of the
rights and protections available under federal anti-discrimination,
whistleblower protection, and retaliation laws.
Anti-Discrimination 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, 2 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 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. This timeline may be
extended by the Board under the circumstances described in 29 CFR
1614.105(a)(2). 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 the Board'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 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 disclosures 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 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 or retaliation for
engaging in protected activity, you must follow, as appropriate, the
procedures described in the Antidiscrimination Laws and Whistleblower
Protection Laws section or, if applicable, the administrative or
negotiated grievance procedures in order to pursue any legal remedy.
Disciplinary Actions
Under existing laws, each agency retains the right, where
appropriate, to discipline a federal employee for conduct that is
inconsistent with the Federal Antidiscrimination and Whistleblower
Protection Laws up to and including removal. If OSC has initiated an
investigation under 5 U.S.C. 1214, however, agencies must seek approval
from OSC to discipline employees for, among other activities, engaging
in prohibited retaliation, 5 U.S.C. 1214(f). Nothing in the No FEAR Act
alters existing laws or permits an agency to take unfounded
disciplinary action against a federal employee or to
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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 724, as well as the appropriate Board offices.
Additional information regarding federal antidiscrimination 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 No FEAR 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: February 21, 2013.
Claire McKenna,
Legal Counsel, Privacy and Civil Liberties Oversight Board.
[FR Doc. 2013-04467 Filed 2-25-13; 8:45 am]
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