Office of Special Counsel, both of which have the authority to investigate complaints. Where Can You Report a Complaint of Whistleblower Retaliation?ĮEOC employees may file whistleblower retaliation complaints with the OIG Hotline or the U.S. A substantial and specific danger to public health or safety.A violation of law, rule, or regulation.There are five types of protected disclosures: In order for your disclosure to be protected, you must have a reasonable, good faith belief that the allegations you are disclosing are truthful. Employees of EEOC subcontractors for contracts that were entered into after Jand some contracts that were modified after July 1, 2013.Who is Protected from Whistleblower Retaliation? A significant change in duties, responsibilities or working conditions.A decision concerning pay, benefits or awards.Retaliation includes almost any personnel action, failure to take a personnel action, or threat to take or fail to take a personnel action, which adversely affects the whistleblower, such as: Whistleblower retaliation is an adverse action in response to a protected disclosure of information. Federal laws both strongly encourage employees to disclose wrongdoing and protect whistleblowers from retaliation. Employees of the Equal Employment Opportunity Commission employees and contractors who blow the whistle play a critical role in keeping Agency programs and operations honest, efficient, and accountable. They should not be subject to or threatened with reprisal for doing so. provide an email address if you have one and a brief description of your issue or problem.Whistleblowers perform an important service by bringing to light allegations of fraud, waste, abuse, and mismanagement and by reporting what they reasonably believe to be evidence of wrongdoing. If your call is directed to our voice message system, please say and spell your first and last name the number where you can be reached between the hours of 8:00 a.m. If you have a disability which prevents you from accessing the Public Portal, or you otherwise have difficulty with accessing the portal, you may call (205) 651-7020 for assistance. the legal time you have to file your charge) will be given priority. Individuals who are close to the statute of limitations ( i.e. to 10:30 a.m., however scheduled appointments take priority, and walk-ins may or may not be seen, based on staff availability. Walk-ins are accepted on Monday, Tuesday, Thursday and Friday from 8:00 a.m. Individuals who arrive late (15 minutes or more) for their appointment, will be treated as a walk-in and may have to reschedule. on Monday, Tuesday, Thursday, and Friday, except federal holidays. Individuals wishing to file a charge of discrimination are strongly encouraged to schedule an appointment through the online Public Portal system described below. The Birmingham District Office is open Monday through Friday from 8:00 a.m. If you have a disability which prevents you from accessing the Public Portal or you otherwise have difficulty with accessing the portal, please call 1-80.įor information on temporary office closures due to inclement weather or other issues, see our Operating Status page. There are strict deadlines for filing a charge of discrimination, please review the information in the timeliness tab or call 1-80.įor individuals who are Deaf or Hard of Hearing, you can reach EEOC by videophone at 1-84. The system can also be accessed by going directly to our website at. You are encouraged to visit the EEOC Public Portal ( ) to schedule an intake appointment by telephone or an in-office interview which will be conducted by video using EEOC office equipment. Scheduling an interview is strongly recommended and individuals with appointments will be given priority. Individuals who come into the office without an appointment will be screened for appropriate follow-up. Please be advised that due to the current health situation, you have the option to schedule an in-office interview which will be conducted by video using EEOC office equipment or schedule an interview by phone.
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