66556 Federal Register / Vol. 71, No. 220 / Wednesday, November 15, 2006 / Notices 

expand their organizations to qualify for 

additional Federal, State, local or 

private funding. 

Darrin A. King, 

Acting Departmental Clearance Officer. 

[FR Doc. E6–19208 Filed 11–14–06; 8:45 am] 

BILLING CODE 4510–23–P 

DEPARTMENT OF LABOR 

Employment and Training 

Administration 

Federal-State Unemployment 

Compensation Program: Notice of 

Federal Agencies With Adequate 

Alternative Safeguards To Satisfy the 

Confidentiality Requirement of 20 CFR 

603.9(d) 

AGENCY: Employment and Training 

Administration, Labor. 

ACTION: Notice of Federal agencies with 

adequate alternative safeguards. 

SUMMARY: The Employment and 

Training Administration interprets 

Federal law requirements pertaining to 

the Federal-State unemployment 

compensation (UC) program. Section 

303(a)(1), Social Security Act, as 

implemented at 20 CFR part 603 (71 FR 

56830), generally requires States to 

maintain the confidentiality of UC 

information. 

Section 603.9 of 20 CFR requires 

States and State UC agencies to assure 

that recipients of confidential UC 

information have certain safeguards in 

place before any confidential 

information may be disclosed. Section 

603.9(d) provides that States are not 

required to apply these safeguard and 

security arrangements to a Federal 

agency which the Department of Labor 

(Department) has determined, by notice 

published in the Federal Register, to 

have in place safeguards adequate to 

satisfy the requirements of § 603.9. 

The Department has determined that 

the Internal Revenue Service (IRS) has 

in place such safeguards for purposes of 

tax administration, including 

administration of the Federal 

unemployment tax and the Health 

Coverage Tax Credit. Specifically, 

Section 6103 of the Internal Revenue 

Code and IRS regulations on the 

confidentiality of tax return information 

(26 CFR 301.6103(a)–1 et seq.) are 

sufficient to protect the confidentiality 

of information consistent with the 

Department’s regulation. 

The Department has also determined 

that wage and claim information 

disclosed to the Department of Health 

and Human Services for purposes of the 

National Directory of New Hires is 

protected by a ‘‘security plan’’ which 

provides safeguards adequate to meet 

the requirements of the Department’s 

regulation. Further, laws governing 

information in the National Directory of 

New Hires impose strict controls on 

redisclosure and disposal of 

information. See, e.g., 42 U.S.C. 653(i), 

(j), (l), and (m). 

This notice is published to inform the 

public of the Department’s 

determination with respect to these 

agencies. 

FOR FURTHER INFORMATION CONTACT: 

Gerard Hildebrand, Chief, Division of 

Legislation, Office of Workforce 

Security, Employment and Training 

Administration, (202) 693–3038 (this is 

not a toll-free number) or 1–877–889–

5627 (TTY), or by e-mail at 

hildebrand.gerard@dol.gov. 

Dated: October 31, 2006. 

Emily Stover DeRocco, 

Assistant Secretary, Employment and 

Training Administration, Labor. 

[FR Doc. E6–19271 Filed 11–14–06; 8:45 am] 

BILLING CODE 4510–30–P 

DEPARTMENT OF LABOR 

Employment and Training 

Administration 

Federal-State Unemployment 

Compensation Program: Certifications 

for 2006 Under the Federal 

Unemployment Tax Act 

AGENCY: Employment and Training 

Administration, Labor. 

ACTION: Notice. 

SUMMARY: The Secretary of Labor signed 

the annual certifications under the 

Federal Unemployment Tax Act, 26 

U.S.C. 3301 et seq., thereby enabling 

employers who make contributions to 

State unemployment funds to obtain 

certain credits against their liability for 

the Federal unemployment tax. By 

letter, the certifications were 

transmitted to the Secretary of the 

Treasury. The letter and certifications 

are printed below. 

Signed in Washington, DC, November 3, 

2006. 

Emily Stover DeRocco, 

Assistant Secretary of Labor, Employment 

and Training Administration. 

BILLING CODE 4510–30–P 


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66558 Federal Register / Vol. 71, No. 220 / Wednesday, November 15, 2006 / Notices 

United States Department of Labor; 

Office of the Secretary, Washington, DC 

Certification of States to the Secretary of 

the Treasury Pursuant to Section 

3304(c) of the Internal Revenue Code of 

1986 

In accordance with the provisions of 

Section 3304(c) of the Internal Revenue 

Code of 1986 (26 U.S.C. 3304(c)), I 

hereby certify the following named 

States to the Secretary of the Treasury 

for the 12-month period ending on 

October 31, 2006, in regard to the 

unemployment compensation laws of 

those States which heretofore have been 

approved under the Federal 

Unemployment Tax Act: 

Alabama Nebraska 

Alaska Nevada 

Arizona New Hampshire 

Arkansas New Jersey 

California New Mexico 

Colorado New York 

Connecticut North Carolina 

Delaware North Dakota 

District of Columbia Ohio 

Florida Oklahoma 

Georgia Oregon 

Hawaii Pennsylvania 

Idaho Puerto Rico 

Illinois Rhode Island 

Indiana South Carolina 

Iowa South Dakota 

Kansas Tennessee 

Kentucky Texas 

Louisiana Utah 

Maine Vermont 

Maryland Virginia 

Massachusetts Virgin Islands 

Michigan Washington 

Minnesota West Virginia 

Mississippi Wisconsin 

Missouri Wyoming 

Montana 

This certification is for the maximum 

normal credit allowable under Section 

3302(a) of the Code. 

Signed at Washington, DC, on October 31, 

2006. 

Elaine L. Chao, 

Secretary of Labor. 

United States Department of Labor; 

Office of the Secretary, Washington, DC 

Certification of State Unemployment 

Compensation Laws to the Secretary of 

the Treasury Pursuant to Section 

3303(b)(1) of the Internal Revenue Code 

of 1986 

In accordance with the provisions of 

paragraph (1) of Section 3303(b) of the 

Internal Revenue Code of 1986 (26 

U.S.C. 3303(b)(1)), I hereby certify the 

unemployment compensation laws of 

the following named States, which 

heretofore have been certified pursuant 

to paragraph (3) of Section 3303(b) of 

the Code, to the Secretary of the 

Treasury for the 12-month period 

ending on October 31, 2006: 

Alabama Nebraska 

Alaska Nevada 

Arizona New Hampshire 

Arkansas New Jersey 

California New Mexico 

Colorado New York 

Connecticut North Carolina 

Delaware North Dakota 

District of Columbia Ohio 

Florida Oklahoma 

Georgia Oregon 

Hawaii Pennsylvania 

Idaho Puerto Rico 

Illinois Rhode Island 

Indiana South Carolina 

Iowa South Dakota 

Kansas Tennessee 

Kentucky Texas 

Louisiana Utah 

Maine Vermont 

Maryland Virginia 

Massachusetts Virgin Islands 

Michigan Washington 

Minnesota West Virginia 

Mississippi Wisconsin 

Missouri Wyoming 

Montana 

This certification is for the maximum 

additional credit allowable under 

Section 3302(b) of the Code. 

Signed at Washington, DC, on October 31, 

2006. 

Elaine L. Chao, 

Secretary of Labor. 

[FR Doc. 06–9202 Filed 11–14–06; 8:45 am] 

BILLING CODE 4510–30–P 

FEDERAL MINE SAFETY AND HEALTH 

REVIEW COMMISSION 

No FEAR Act Notice 

AGENCY: Federal Mine Safety and Health 

Review Commission. 

ACTION: Notice. 

SUMMARY: The Notification and Federal 

Employee Antidiscrimination Act of 

2002 (No FEAR Act) requires that each 

Federal agency provide notice to all 

employees, former employees, and 

applicants for employment about the 

rights and remedies available under 

Antidiscrimination laws and 

Whistleblower protection laws 

applicable to them. By this document, 

the Federal Mine Safety and Health 

Review Commission (the Commission) 

fulfills the requirement to publish the 

initial notice in the Federal Register. 

DATES: This notice is effective 

November 17, 2006. 

FOR FURTHER INFORMATION CONTACT: 

Elizabeth Ebner, EEO Director, Federal 

Mine Safety and Health Review 

Commission, 601 New Jersey Avenue, 

NW., Suite 9500, Washington, DC 

20001, telephone 202–434–9935; FAX: 

202–434–9944. 

SUPPLEMENTARY INFORMATION: The 

‘‘Notification and Federal Employee 

Antidiscrimination and Retaliation Act 

of 2002’’ was passed to require that 

Federal agencies be accountable for 

violations of discrimination and 

whistleblower protection laws. The Act 

recognized that agencies cannot be run 

effectively if those agencies practice or 

tolerate discrimination. This notice 

serves to notify all of the Commission’s 

employees, former employees, and 

applicants about the rights and remedies 

available under the Antidiscrimination 

Laws and Whistleblower Protection 

Laws applicable to them. 

No Fear Act Notice 

On May 15, 2002, Congress enacted 

the ‘‘Notification and Federal Employee 

Antidiscrimination and Retaliation Act 

of 2002,’’ Public Law 107–174, 116 Stat. 

566, 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. In support of this purpose, 

Congress found that ‘‘agencies cannot be 

run effectively if those agencies practice 

or tolerate discrimination.’’ Public Law 

107–174, Title I, General Provisions, 

section 101(1). 

The Act also requires this agency to 

provide this notice to Federal 

employees, former Federal employees 

and applicants for Federal employment 

to inform you of the rights and 

protections available to you under 

Federal antidiscrimination and 

whistleblower protection laws. 

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 


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