16410 Federal Register / Vol. 72, No. 64 / Wednesday, April 4, 2007 / Notices 

required to report will be contacted 

individually by the Federal Reserve 

Bank of New York. Entities not 

contacted by the Federal Reserve Bank 

of New York have no reporting 

responsibilities. 

What to Report: This report will 

collect information on foreign resident 

holdings of U.S. securities, including 

equities, short-term debt securities 

(including selected money market 

instruments), and long-term debt 

securities. 

How to Report: Copies of the survey 

forms and instructions, which contain 

complete information on reporting 

procedures and definitions, can be 

obtained by contacting the survey staff 

of the Federal Reserve Bank of New 

York at (212) 720–6300, e-mail: 

SHLA.help@ny.frb.org. The mailing 

address is: Federal Reserve Bank of New 

York, Statistics Function, 4th Floor, 33 

Liberty Street, New York, NY 10045–

0001. Inquiries can also be made to Mr. 

William L. Griever, Federal Reserve 

Board of Governors, at (202) 452–2924, 

e-mail: william.l.griever@frb.gov; or to 

Dwight Wolkow at (202) 622–1276, email: wolkowd@do.treas.gov. 

When to Report: Data should be 

submitted to the Federal Reserve Bank 

of New York, acting as fiscal agent for 

the Department of the Treasury, by 

August 31, 2007. 

Paperwork Reduction Act Notice: This 

data collection has been approved by 

the Office of Management and Budget 

(OMB) in accordance with the 

Paperwork Reduction Act and assigned 

control number 1505–0123. An agency 

may not conduct or sponsor, and a 

person is not required to respond to, a 

collection of information unless it 

displays a valid control number 

assigned by OMB. The estimated 

average annual burden associated with 

this collection of information is 486 

hours per report for the largest 

custodians of securities, and 110 hours 

per report for the largest issuers of 

securities that have data to report and 

are not custodians. Comments 

concerning the accuracy of this burden 

estimate and suggestions for reducing 

this burden should be directed to the 

Department of the Treasury, Office of 

International Affairs, Attention 

Administrator, International Portfolio 

Investment Data Reporting Systems, 

Room 5422, Washington, DC 20220, and 

to OMB, Attention Desk Officer for the 

Department of the Treasury, Office of 

Information and Regulatory Affairs, 

Washington, DC 20503. 

Dwight Wolkow, 

Administrator, International Portfolio 

Investment Data Reporting Systems. 

[FR Doc. E7–6196 Filed 4–3–07; 8:45 am] 

BILLING CODE 4811–42–P 

DEPARTMENT OF THE TREASURY 

No FEAR Act Notice 

Summary: The Department of the 

Treasury is publishing its Notification 

and Federal Employee 

Antidiscrimination and Retaliation 

Notice (‘‘No FEAR Notice’’) to provide 

information to current employees, 

former employees and applicants for 

Treasury employment of their rights and 

protections available under Federal 

antidiscrimination, whistleblower 

protection and retaliation laws. The 

Office of Personnel Management has 

issued a final rule allowing an agency to 

‘‘meet its paper and electronic notice 

obligations to former employees and 

applicants by publishing an initial 

notice in the Federal Register.’’ 5 CFR 

724.202. Treasury’s No FEAR Act Notice 

is available on Treasury’s Web site at 

http://www.treas.gov/nofearact/. 

For Further Information Contact: 

Mariam G. Harvey, Director, Office of 

Equal Opportunity and Diversity, 

Department of the Treasury, 1750 

Pennsylvania Avenue, NW., Room 

8157D, Washington, DC 20220; (202) 

622–1160. 

No Fear Act Notice 

On May 15, 2002, Congress enacted 

the ‘‘Notification and Federal Employee 

Antidiscrimination and Retaliation Act 

of 2002,’’ 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.’’ Pub. L. 107–174, 

Summary. In support of this purpose, 

Congress found that ‘‘agencies cannot be 

run effectively if those agencies practice 

or tolerate discrimination.’’ Pub. L. 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 a 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. See, e.g. 29 CFR part 1614. 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 your agency’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 disclosure 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. 


jlentini on PROD1PC65 with NOTICES
Federal Register / Vol. 72, No. 64 / Wednesday, April 4, 2007 / Notices 16411 

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 of 

retaliation for engaging in protected 

activity, you must follow, as 

appropriate, the procedures described in 

the Antidiscrimination Laws and 

Whistleblower Protection Laws sections 

or, if applicable, the administrative or 

negotiated grievance procedures in 

order to pursue any legal remedy. 

Disciplinary Actions 

Under the existing laws, each agency 

retains the right, where appropriate, to 

discipline a Federal employee for 

conduct that is inconsistent with 

Federal Antidiscrimination and 

Whistleblower Protection Laws up to 

and including removal. If OSC has 

initiated an investigation under 5 U.S.C. 

1214, however, according to 5 U.S.C. 

1214(f), agencies must seek approval 

from the Special Counsel to discipline 

employees for, among other activities, 

engaging in prohibited retaliation. 

Nothing in the No FEAR Act alters 

existing laws or permits an agency to 

take unfounded disciplinary action 

against a Federal employee or to 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 

part 724, or contact the Office of Equal 

Opportunity and Diversity, 1750 

Pennsylvania Avenue, NW., Suite 

8157D, Washington, DC 20220, (202) 

622–1160. Additional information 

regarding Federal antidiscrimination, 

whistleblower protection and retaliation 

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 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). 

U.S. Department of the Treasury. 

Dated: March 28, 2007. 

Wesley T. Foster, 

Acting Assistant Secretary for Management. 

[FR Doc. E7–6223 Filed 4–3–07; 8:45 am] 

BILLING CODE 4811–42–P 

DEPARTMENT OF THE TREASURY 

Internal Revenue Service 

Privacy Act of 1974: Computer 

Matching Program 

AGENCY: Internal Revenue Service, 

Treasury. 

ACTION: Notice of Matching Program. 

SUMMARY: Pursuant to the Privacy Act of 

1974, as amended, and the Office of 

Management and Budget (OMB) 

Guidelines on the Conduct of Matching 

Programs, notice is hereby given of the 

conduct of the Internal Revenue Service 

matching of systems of records 

Treasury/IRS 36.003 General Personnel 

and Payroll and Treasury .010 

Telephone Call Detail Records. 

DATES: Effective Date: This notice will 

be effective May 4, 2007. 

ADDRESSES: Inquiries may be mailed to 

ACIO, Enterprise Networks; OS:CIO:EN 

1111 Constiution Avenue, NW., 

Washington DC, 20224. Mailstop 3137. 

FOR FURTHER INFORMATION CONTACT: 

Brenda N. Carroll, Project Manager, 

Telecommunications Asset Tool (TAT), 

OS:CIO:EN:P:V, Internal Revenue 

Service, (202) 283–4680. 

SUPPLEMENTARY INFORMATION: The 

matching process is needed for the 

Internal Revenue Service (IRS), 

Enterprise Networks, Waste, Fraud, and 

Abuse initiative to automatically match 

long distance telephone and calling card 

call detail records/data to employee 

making the call(s) and match to the 

manager of that respective employee by 

using the Telecommunications Asset 

Tool (TAT), Corporate Authoritative 

Directory Services (CADS), and the 

Calling Card Ordering System (CCOS). 

Members of the public desiring specific 

information concerning an ongoing 

matching activity may request a copy of 

the applicable computer matching 

agreement at the address provided 

above. 

Name of Source Agency: Internal 

Revenue Service. 

Name of Recipient Agency: Internal 

Revenue Service. 

Purpose: The purpose of this program 

is to prevent or reduce waste, fraud, and 

abuse while protecting the privacy 

interest of the subjects of the match. 

Authority: 5 CFR part 2635, Standards 

of Ethical Conduct for Employees of the 

Executive Branch; 5 CFR part 3101, 

Supplemental Standards of Ethical 

Conduct for Employees of the Treasury 

Department Treasury Supplemental 

Standards (§§ 3101.101–3191, 107, the 

Treasury Employee Rules of Conduct). 

In the past several years the Service 

has been increasingly challenged to 

ensure that all resources are used as 

efficiently as possible. 

Telecommunications expenditures are 

one of the largest items in the Service’s 

budget and continue to be an area 

warranting increased scrutiny due to the 

steady and dramatic rise in 

telecommunications usage and cost. On 

September 25, 2001, in partnership with 

the National Treasury Employees Union 

(NTEU), the Service entered into an 

agreement to implement a new system 

for reviewing telecommunications 

usage. 

A major purpose of the TAT is to 

provide a system of checks and balances 

that directly address the integrity of the 

data. The call detail data has been 

derived from Sprint billing data 

received monthly and used to build the 

call detail database. The new agencywide TAT review process will 

concentrate on two areas: (1) Potential 

waste, fraud, and abuse of 

telecommunications resources; and (2) 

lost personnel productivity based on 

excessive time devoted to personal 

telephone calls. TAT provides data on 

100% of call detail records, including 

long distance telephone calls and 

calling card calls. TAT is the tool for 

managing telecommunications 

expenditures and for identifying waste, 

fraud, and abuse. Additionally, 

managers can request ad hoc reports 

detailing calls from office telephones or 

calling cards if the manager suspects 

potential problems related to these 

services. The IRS is the only Federal 

agency that provides and uses the data. 

Categories of individuals covered in 

the match: All IRS employees and IRS 

contractors who have a security 

clearance and are assigned a Standard 

Employee Identifier (SEID). 

Categories of records covered in the 

match: Personnel/Payroll and 

Telephone Call Detail records from the 

following Privacy Act systems of 

records: 

A. Treasury/IRS 36.003 General 

Personnel and Payroll Data 

CADS data to be used in the matching 

program: Standard Employee Identifier 

(SEID), Employee Name, Manager 

Name, Organizational Symbols, 

Building/Room Number, Business 

Office Address, Employee Telephone 

Number. 


jlentini on PROD1PC65 with NOTICES