Q. What are the OIG’s investigative priorities?
A. The OIG focuses its investigative resources and efforts in three primary areas: (1) procurement and contract fraud, (2) workers’ compensation fraud, and (3) employee integrity matters.
Q. Must the OIG investigate every allegation it receives?
A. No, the OIG does not have to investigate every allegation it receives. Oftentimes, the OIG will refer allegations it receives but opts not to investigate to another responsible entity, such as another OIG or law enforcement organization or GPO management, as appropriate.
Q. How are supervisors (and employees) notified when they are to be contacted by an investigator for an interview?
A. During an investigation, the OIG Special Agent conducting the investigation will contact the individual to be interviewed directly and schedule the interview for a mutually agreed upon date, time, and location. In order to provide a layer of confidentiality for the employee to be interviewed and to contribute to the integrity of the investigation, the interview request and/or interview will not be coordinated with the employee’s supervisor/manager unless specifically requested by the employee or when the OIG is unable to contact the employee in a reasonable amount of time.
Q. What advice, guidance or information should a supervisor give an employee who is to be interviewed by an investigator?
A. First and foremost, any individual interviewed by an OIG Special Agent should remember to be truthful and completely forthcoming in answering all questions. In addition, all GPO employees are required by law and GPO directive to cooperate fully in any OIG investigation. It should be noted, however, that the duty to cooperate does not mean the employee being interviewed loses his/her right against self-incrimination (i.e. 5th Amendment rights) in the event the employee is the Subject of the investigation. The agent conducting the interview will advise the employee if he/she is the Subject of the investigation, as well as provide the employee the proper rights advisement.
Q. May an employee have a union representative present during an interview?
A. Yes, any employee covered by a collective bargaining unit agreement has the right to have a union representative present during an interview if (1) the employee reasonably believes that the interview may result in disciplinary action against the employee and (2) the employee requests representation.
Q. Does the OIG impose discipline in any capacity?
A. No, the OIG is only a “finder of facts.” It does not impose any type of corrective action regarding the matters it investigates.