FEDERAL REGISTER

Vol. 72, No. 115

Notices

FEDERAL TRADE COMMISSION (FTC)

No FEAR Act Notice

72 FR 33226

DATE: June 15, 2007 

ACTION: Notice.

SUMMARY: The Federal Trade Commission (FTC) is providing notice to its employees,

former employees, and applicants for federal employment about the rights and remedies available

to them under the Federal antidiscrimination, whistleblower protection, and retaliation laws. This

notice fulfills the FTC’s initial notification obligation under the Notification and Federal

Employees Antidiscrimination and Retaliation Act (No FEAR Act), as implemented by Office of

Personnel Management (OPM) regulations at 5 CFR part 724.

 FOR FURTHER INFORMATION CONTACT: Barbara Wiggs, Director, Office of

Equal Employment Opportunity (EEO), by mail at Federal Trade Commission, Mail Drop H551, 600 Pennsylvania Avenue, NW., Washington, DC 20580, or by telephone at (202)

326-2197. Additional information can be found on the FTC’s website at http://www.ftc.gov.

SUPPLEMENTARY INFORMATION: 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. See Pub. L. 107-174, codified at 5 U.S.C. 2301 note. As

stated in the full title of the Act, the Act is intended to “require that Federal agencies be

accountable for violations of antidiscrimination and whistleblower protection laws.” In support

of this purpose, Congress found that “agencies cannot be run effectively if those agencies

practice or tolerate discrimination.” Pub. L. 107-174, § 101(1). 

The Act also requires this agency to provide this notice to its Federal employees, former

Federal employees and applicants for Federal employment to inform you of the rights and

protections available to you under Federal antidiscrimination, whistleblower protection, and

retaliation 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, national origin,

religion, sex, age, disability, sexual orientation, parental status or any other non-merit factor.

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. Office of Special

Counsel at 1730 M Street, NW., Suite 218, Washington, DC 20036-4505 or online through the

OSC Web site at 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,

as well as the appropriate offices within the FTC (e.g., Office of EEO, Human Resources

Management Office, or Office of the General Counsel). Additional information regarding Federal

antidiscrimination, whistleblower protection and retaliation laws can be found on the EEOC

Website at http://www.eeoc.gov and on the OSC Web site at 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).

By direction of the Commission. 

Donald S. Clark,

Secretary.

[FR Doc. E7-11600 Filed 6-14-07; 8:45 am]

BILLING CODE 6750-01-S