A Report to the President and the Congress of the United States

by the U.S. Merit Systems Protection Board

September 2010

Whistleblower 

Protections

for

 Federal Employees
U.S. MERIT SYSTEMS PROTECTION BOARD

1615 M Street, NW

Washington, DC 20419-0001

September 2010

The President

President of the Senate

Speaker of the House of Representatives

Dear Sirs and Madam:

In accordance with the requirements of 5 U.S.C. § 1204(a)(3), it is my honor to submit 

this U.S. Merit Systems Protection Board report, Whistleblower Protections for Federal 

Employees. The purpose of this report is to describe the requirements for a Federal employee’s 

disclosure of wrongdoing to be legally protected as whistleblowing under current statutes and 

case law. 

To qualify as a protected whistleblower, a Federal employee or applicant for employment 

must disclose: a violation of any law, rule, or regulation; gross mismanagement; a gross waste 

of funds; an abuse of authority; or a substantial and specific danger to public health or safety. 

However, this disclosure alone is not enough to obtain protection under the law. The individual 

also must: avoid using normal channels if the disclosure is in the course of the employee’s 

duties; make the report to someone other than the wrongdoer; and suffer a personnel action, the 

agency’s failure to take a personnel action, or the threat to take or not take a personnel action. 

Lastly, the employee must seek redress through the proper channels before filing an appeal with 

the U.S. Merit Systems Protection Board (“MSPB”). A potential whistleblower’s failure to meet 

even one of these criteria will deprive the MSPB of jurisdiction, and render us unable to provide 

any redress in the absence of a different (non-whistleblowing) appeal right. 

This report spells out in greater depth the difficulties a potential whistleblower may face 

when navigating the law to seek protection from agency retaliation. I hope you will find this 

report useful as you consider issues affecting the Government’s ability to protect employees who 

disclose fraud, waste, abuse, and other wrongdoing within the Federal Government.

Respectfully,

Susan Tsui Grundmann

THE CHAIRMAN
This report was submitted to Congress in 2010. Some aspects of the law have changed in the 

intervening years. Readers are strongly encouraged to consult updated statutes, regulations, and 

case law. 
Report to the President and the Congress of the United States 

by the U.S. Merit Systems Protection Board

Whistleblower

Protections

for

Federal Employees

U.S. Merit Systems Protection Board

Susan Tsui Grundmann, Chairman

Anne M. Wagner, Vice Chairman

Mary M. Rose, Member

Office of Policy and Evaluation

Director

John Crum, Ph.D.

Deputy Director

Laura Shugrue

Project Manager

Sharon Roth

A Report by the U.S. Merit Systems Protection Board 7

Table of 

Contents

Executive Summary ...........................................................................................

Introduction ....................................................................................................

A Brief History ..............................................................................................

 The OSC and the WPA.........................................................................................5

The Federal Circuit ..............................................................................................7

Requirements to Meet the Statutory Definition of a Whist

 What is Wrongdoing? ........................................................................................9

 Violation of Any Law, Rule, or Regulation..............................................................10

 Abuse of Authority ..........................................................................................12

 Gross Mismanagement or Gross Waste of Funds ........................................................13

 A Substantial and Specific Danger to Public Health or Safety ........................................15

 Criterion for Wrongdoing Summary ........................................................................17

 To Whom Was the Wrongdoing Reported?.............................................................17

 Disclosure to the Wrongdoer .................................................................................18

 Prohibited by Law or Executive Order ....................................................................19

 Normal Course of Duties and Normal Channels ....................................................21

 Normal Duties and Other Employer-Assigned Obligations.............................................21 

 The Professional Duty to Disclose ..........................................................................25

 The Reasonable Belief ........................................................................................27

 Perceived Disclosures.........................................................................................30

 An Act Other Than Disclosing Wrongdoing May be Protected, 

 but Not Necessarily as Whistleblowing..............................................................30

Retaliation Defined....................................................................................

A Personnel Action............................................................................................34

 Take or Fail to Take (Or Threaten to Take or Fail to Take) ......................................36
Whistleblower Protections for Federal Employees

Table of Contents 

 Contributing Factor ...........................................................................................37

 Knowledge/Timing Test ......................................................................................38

 Other Evidence of a Contributing Factor..................................................................39

 Clear and Convincing Evidence .............................................................................40

Avenues for Redress................................................................................

 Original Jurisdiction...........................................................................................43

 Individual Right of Action (IRA) Appeal...............................................................45

 Otherwise Appealable Actions Jurisdiction ............................................................47

 MSPB Jurisdiction Over Non-Whistleblowing Retaliation Claims...............................49

Conclusion......................................................................................................

Excerpts from Title 5 ..................................................................................
A Report by the U.S. Merit Systems Protection Board i

Executive 

Summary

There are certain personnel practices that are, by statute, forbidden in 

the Federal Government. They are known as the Prohibited Personnel 

Practices (PPPs). One of the most frequently discussed PPPs is the 

prohibition against retaliating against an employee for the act of disclosing a violation 

of any law, rule, or regulation; gross mismanagement; a gross waste of funds; an abuse 

of authority; or a substantial and specific danger to public health or safety.1 In common 

parlance, such an employee is known as a whistleblower and acting against the employee 

because of the whistleblowing is whistleblower retaliation. However, the law can be 

quite different from common parlance. In the Federal Government, not everyone who 

discloses wrongdoing will be considered a whistleblower, and not every act of retaliation 

against a whistleblower is legally redressable. 

The U.S. Merit Systems Protection Board (“MSPB” or “the Board”) is charged 

by statute to help agencies prevent PPPs through the MSPB’s adjudicatory and studies 

missions.2 Through its adjudicatory mission, the MSPB rules upon cases within its 

jurisdiction and can order corrective action to undo the effect of a PPP. But, the MSPB 

will not automatically have jurisdiction over all allegations that a PPP has occurred. 

Instead, the MSPB has jurisdiction only after a series of conditions has been met. The 

PPP of whistleblower retaliation has a particularly complex set of requirements for 

jurisdiction. 

1 5 U.S.C. § 2302(b)(8).

2 It is the practice of the U.S. Merit Systems Protection Board to refer to the agency as a whole as “the MSPB” and the 3-member 

board that issues precedential decisions as “the Board.” We have therefore used this language in this report. However, when other 

authorities (such as statutes or the Federal Circuit) refer to this agency, the agency as a whole is often called “the Board.” Thus, some 

quotations within this report refer to “the Board” when discussing the powers or responsibilities of the agency, while outside of 

quotations, the term “the Board” is reserved for the 3-member body that issues our precedential decisions.
Whistleblower Protections for Federal Employees

Executive Summary

ii

Through its studies mission, the MSPB is charged to report to the President and 

Congress on whether the public’s interest in a Government free from PPPs is being 

adequately protected. The MSPB has the authority to study any topic “relating to the 

civil service and to other merit systems in the executive branch[.]”3 This report is one in 

a series of reports on the PPP of retaliation for whistleblowing and takes as its focus the 

law.4 The purpose of this report is to help inform the public discussion regarding when 

the law does—and does not—protect those Federal employees who disclose wrongdoing 

in their agencies. 

When a Federal employee or applicant discloses wrongdoing and believes that he 

or she has been retaliated against for the disclosure, in order to be potentially entitled to 

relief under the law, the individual must:

1. Disclose conduct that meets a specific category of wrongdoing set forth in the 

law.

2. Make the disclosure to the “right” type of party. Depending on the nature of 

the disclosure, the employee may be limited regarding to whom the report can 

be made. 

3. Make a report that is either: (a) outside of the employee’s course of duties; or 

(b) communicated outside of normal channels. 

4. Make the report to someone other than the wrongdoer. 

5. Have a reasonable belief of wrongdoing. The employee does not have to be 

correct, but the belief must be reasonable to a disinterested observer. 

6. Suffer a personnel action, the agency’s failure to take a personnel action, or the 

threat to take or not take a personnel action.5

3 5 U.S.C. § 1204(a)(3).

4 The MSPB has previously issued reports specifically about whistleblowing in 1981 and 1993, as well as addressing whistleblowing 

in various other reports and newsletter articles. For a full list of whistleblower-related studies and articles, please visit our website at 

www.mspb.gov/studies. 

5 An intangible effect, such as having co-workers no longer be as friendly towards the employee is not a personnel action. Certain 

other types of actions—particularly the revocation of a security clearance—are also not personnel actions that can be challenged 

under whistleblower protection laws, even though the loss of a security clearance could lead to the loss of Federal employment.
A Report by the U.S. Merit Systems Protection Board

Executive Summary

iii

7. Demonstrate a connection between the disclosure and the personnel action, 

failure to take a personnel action, or the threat to take or not take a personnel 

action.

8. Seek redress through the proper channels.6 

However, even if a whistleblower establishes all of the above, the law states that 

the relief sought by the individual will not be ordered if the agency can establish by clear 

and convincing evidence that it would have taken the same action in the absence of the 

whistleblowing.7

6 Unless the personnel action is one for which the MSPB has a separate jurisdictional authority, the employee first must seek redress 

through the Office of the Special Counsel (OSC). Failure to present OSC with a detailed complaint and to wait for OSC to conclude 

its investigation (or wait 120 days if the investigation is not concluded), will prevent the MSPB from obtaining jurisdiction to hear the 

claim.

7 5 U.S.C. § 1221(e)(2). Clear and convincing evidence is that measure or degree of proof that produces in the mind of the trier of 

fact a firm belief as to the allegations sought to be established. It is a higher standard of proof than preponderance of the evidence. 

5 C.F.R. § 1209.4(d).

A Report by the U.S. Merit Systems Protection Board 1

“Often, the whistle blower’s reward for dedication to the highest morale [sic] principles 

is harassment and abuse. Whistle blowers frequently encounter severe damage to their 

careers and substantial economic loss. Protecting employees who disclose government 

illegality, waste, and corruption is a major step toward a more effective civil service. In 

the vast Federal bureaucracy it is not difficult to conceal wrongdoing provided that no one 

summons the courage to disclose the truth. Whenever misdeeds take place in a Federal 

agency, there are employees who know that it has occurred, and who are outraged by it. 

What is needed is a means to assure them that they will not suffer if they help uncover 

and correct administrative abuses.” 8

Protecting whistleblowers was one of the goals of the Civil Service Reform Act 

(CSRA) of 1978. In the CSRA, Congress, for the first time, enacted a statute that was 

specifically intended to protect Federal employees from being punished for bringing 

wrongdoing to light. The statutory provisions for protecting whistleblowers, set forth in 

the CSRA, were amended in 1989 and again in 1994. In recent years, Congress has looked 

at the provisions and considered further amendments to strengthen the effectiveness of 

the law. 

This report discusses what the law requires in order for a Federal employee to 

qualify as a whistleblower under legal precedents, and what the employee must do in order 

to receive protection from retaliation.9 These statutory provisions are an attempt by the 

Congress to balance the needs of Federal agencies to manage their workforces effectively 

and the public’s interest in having fraud, waste, abuse, illegalities, and public dangers 

exposed so that they can be addressed.

8 S. Rep. 95-969, 8 (1978 U.S.C.C.A.N. 2723, 2730). (This is the Senate Report that accompanied the Civil Service Reform Act of 

1978.) 

9 The whistleblower protection laws apply to applicants for employment in addition to current Federal employees. 5 U.S.C. § 

2302(a)(2)(A). However, because most whistleblowing retaliation claims involve employees, in the interest of simplicity, this report 

will not make repeated references to applicants.

Introduction
Whistleblower Protections for Federal Employees

Introduction

2

This report is presented as a part of the MSPB’s statutory obligation to study and 

report upon prohibited personnel practices and the health of the merit systems. While we 

hope that this report will be useful to potential whistleblowers, their advocates, Federal 

agencies, the U.S. Congress, and the President, this report is not an official “opinion” of 

the Board in the adjudicatory sense.10 We recommend that any party appearing before the 

MSPB rely directly upon the pertinent statutes, regulations, and legal precedents.

Because of the MSPB’s role as the adjudicator of whistleblower retaliation 

claims, this report differs from most other reports issued under the MSPB’s studies 

authority. Most MSPB studies include an evaluation of the information being provided 

and recommendations for the improvement of laws, regulations, managerial practices, 

or other aspects of the civil service in keeping with the merit principles. However, in 

order to preserve our neutrality as adjudicators, we have limited our evaluations in this 

particular report to those that are necessary to help the reader understand the information 

being provided, and we have not included recommendations for changes to Federal laws, 

regulations, or policies. The absence of recommendations in this report should not be 

interpreted as support for—or opposition to—any part of the laws as they are currently 

written, any decision by the Board or the Federal Circuit interpreting those laws, or any 

bill that seeks to amend the laws pertaining to Federal whistleblowers.

To make the discussion of whistleblowing easier in this report, we will define a 

violation of any law, rule, or regulation; gross mismanagement; a gross waste of funds; 

an abuse of authority; or a substantial and specific danger to public health or safety 

as “wrongdoing.”11 We will describe a person who seeks to disclose wrongdoing as a 

“potential whistleblower” and a person who is actually protected under the law, complete 

with jurisdiction to have a claim of retaliation heard by the U.S. Merit Systems Protection 

Board, as a “protected whistleblower.” As this report will demonstrate, not every 

potential whistleblower is protected under the law.

10  The Board is specifically prohibited, by statute, from providing any advisory opinions. 5 U.S.C. § 1204(h). 

11 5 U.S.C. § 2302(b)(8).
A Report by the U.S. Merit Systems Protection Board

Introduction

3

A tear-out copy of some of the pertinent sections of the laws regarding 

whistleblowers is provided in the back of this report. It is not a complete compilation of the 

law and should not be used other than in conjunction with this report. However, the reader may 

wish to tear it out and have it available for easy reference when reading this report to help 

place the conversation in context.

A Report by the U.S. Merit Systems Protection Board 5

When reading the current state of the law, it may be helpful to have 

a basic understanding of how the law came into being and the 

roles of the various actors involved in the process of evaluating 

whistleblower claims. This chapter provides a brief history for the sole purpose of 

context.

The OSC and the WPA

In the late 1970s, Congress and the President looked for ways to improve the civil 

service. The issue of whistleblowers within the Federal Government was a part of this 

discussion. Senator Patrick Leahy and his staff conducted a study of the whistleblowing 

issue in 1978 and submitted a report to the Committee on Governmental Affairs. This 

report noted that “[a]lthough statutes do exist which might be interpreted as applicable 

to whistleblower cases,” the “Courts have been reluctant to play an active role in the 

whistleblower problem.”12

In order to make the courts play an active role, Congress enacted the Civil Service 

Reform Act of 1978 (CSRA), which created specific statutory provisions that directly 

addressed the issue of retaliation against Federal employees who blow the whistle. For 

the first time, a Federal statute created a legal mandate within the civil service to protect 

whistleblowers from reprisal and to act against those who initiate reprisal actions.13

12 Committee on Governmental Affairs, The Whistleblowers: A Report on Federal Employees Who Disclose Acts of Governmental Waste, Abuse, 

and Corruption, February, 1978, p. 4. (Senator Leahy’s report was published by the Committee as a service to the public with a note that 

the Committee took “no position” on its content.) 

13 S. Rep. 95-969, 8 (1978 U.S.C.C.A.N. 2723, 2730). 

A Brief 

History
Whistleblower Protections for Federal Employees

A Brief History

6

The CSRA created the Office of the Special Counsel (OSC) and placed it within 

the U.S. Merit Systems Protection Board. While the MSPB was the successor to the 

Civil Service Commission, and was tasked with adjudicating allegations of certain types 

of improper personnel actions, the Office of the Special Counsel was an entirely new 

concept. The role of OSC was to serve as a type of prosecutor. OSC’s purpose was to 

receive and investigate allegations of prohibited personnel practices. OSC was authorized 

to seek remedial action from the MSPB to prevent abuses of the merit system, and 

to initiate disciplinary action against government officials who committed prohibited 

personnel practices. OSC was given a particular mandate to investigate and take action to 

prevent or correct reprisals against individuals who disclose agency wrongdoing.14

However, with regard to whistleblower protections, the result of the CSRA was 

not what Congress had hoped for. In particular, the Office of the Special Counsel 

was perceived as failing to protect whistleblowers. As a result, Congress passed the 

Whistleblower Protection Act (WPA) of 1989.

The Whistleblower Protection Act was passed in 1989, in large part because the 

Office of Special Counsel was perceived as being ineffectual. At that time, OSC 

had not brought a single corrective action case since 1979 to the Merit Systems 

Protection Board on behalf of a whistleblower. A former Special Counsel had been 

quoted in the press advising whistleblowers ‘Don’t put your head up, because it will 

get blown off.’ Whistleblowers told the Governmental Affairs Committee that they 

thought of the OSC as an adversary, rather than an ally, and urged the Committee 

to abolish the office altogether.15

The WPA of 1989 separated OSC from the MSPB and made OSC its own, 

independent, Federal agency. The WPA of 1989 also created for the first time an 

individual right of action (IRA). As explained in greater depth later in this report, the 

IRA provides Federal employees with the legal standing to come before the MSPB with a 

complaint of whistleblower retaliation. Prior to the WPA of 1989, only OSC could bring 

14 S. Rep. 95-969, 24 (1978 U.S.C.C.A.N. 2723, 2746).

15 S. Rep. 103-358, 2 (1994 U.S.C.C.A.N. 3549, 3550). 
A Report by the U.S. Merit Systems Protection Board

A Brief History

7

such an action to the MSPB. Employees were limited to raising whistleblower reprisal 

as an affirmative defense in an otherwise appealable action.16 In 1994, the WPA was 

amended, but many provisions remained the same.17 

The Federal Circuit

The U.S. Court of Appeals for the Federal Circuit is the appeals court that reviews 

the decisions of the U.S. Merit Systems Protection Board. The Federal Circuit is unique 

among the Federal appeals courts because the 12 other Federal appeals courts each have 

authority over a specific geographic area. For example, a decision of a Federal District 

Court in California would go to the Ninth Circuit on appeal, while a decision on the 

exact same subject matter in a New York Federal District Court would go to the Second 

Circuit. In contrast, the Federal Circuit has no geographic limitations, but it has very 

limited subject matter jurisdiction. For most cases, no matter where in the world the case 

originates, if it falls under the jurisdiction of the MSPB, the Federal Circuit is the appeals 

court that will hear any appeal of the MSPB’s decision.18 The MSPB is bound by the 

decisions of the Federal Circuit.19

However, there are different types of decisions. In particular, a decision of the Federal 

Circuit may be precedential, or non-precedential. The term “table” often appears next the citation 

for non-precedential cases. The citation “Fed. Appx.” also indicates a non-precedential case. 

16 An affirmative defense occurs when an employee claims that an action should not be sustained because: (1) there was a harmful 

error in the agency’s procedures for taking the action; (2) the decision was based on a PPP (such as whistleblower retaliation); or 

(3) the decision was otherwise not in accordance with the law. 5 U.S.C. § 7701(c)(2). While an agency has the burden to prove its 

action is supported by a preponderance of the evidence, the appellant asserting an affirmative defense bears the burden to prove the 

affirmative defense by a preponderance of the evidence. 5 C.F.R. § 1201.56(a)(2). 

17 The 1994 amendments to the WPA were intended to clarify the rules governing OSC disclosure of information about 

whistleblowers; require OSC to provide appropriate information to whistleblowers whose cases have been closed; establish a fixed 

time limit for OSC to take action on whistleblower cases; and ensure that whistleblowers have access to relevant evidence in the event 

that they bring their own cases to the MSPB. S. Rep. 103-358, 1-2 (1994 U.S.C.C.A.N. 3549, 3550).

18 Cases where jurisdiction is shared by both the MSPB and the Equal Employment Opportunity Commission (mixed cases) are 

appealable to the Federal district courts, and from there, to the geographically-based circuit courts rather than the Federal Circuit.

19 “Under 5 U.S.C. § 7703(b)(1), as amended, the United States Court of Appeals for the Federal Circuit has exclusive jurisdiction 

over petitions for judicial review of Board decisions with respect to cases other than those involving claims of prohibited 

discrimination. Given this exclusive grant of jurisdiction, the Board has held that decisions by that court are controlling authority on 

the Board, whereas decisions by other circuit courts are persuasive, but not controlling, authority.” Fairall v. Veterans Administration, 33 

M.S.P.R. 33, 39 (1987), aff’d, 844 F.2d 775 (Fed. Cir. 1987). 
Whistleblower Protections for Federal Employees

A Brief History

8

These non-precedential decisions can be helpful because the court “may look to a nonprecedential 

disposition for guidance or persuasive reasoning[.]” However, the court “will not give one of its 

own nonprecedential dispositions the effect of binding precedent.”20

In contrast, a precedential decision of the Federal Circuit can be overruled only by: (1) the 

Federal Circuit itself; (2) an amendment to the underlying statute that the opinion was based upon; 

or (3) a decision of the United States Supreme Court.21 It is uncommon for the Federal Circuit to 

be overruled, but it has happened with regard to some whistleblower decisions, as will be discussed 

later in this report.

20 U.S. Court of Appeals for the Federal Circuit, Rule 32.1(d)). 21 Unlike the Federal Circuit, where a party from a case has a right of appeal, the Supreme Court has sole discretion to decide if 

it will hear an MSPB case from the Federal Circuit. This is called granting or denying certiorari, or “cert.” Throughout the footnotes 

in this report, some case references will say “cert. denied.” This means that a party requested a review by the Supreme Court, and 

the Supreme Court declined to hear the case. While a few cases heard before the MSPB have been granted certiorari, it is very rare. 

Deliberate changes to a statute to prevent the Federal Circuit’s analysis from applying to future cases have also occurred, but are rare. 

Typically, the decision of the Federal Circuit is the final word.
A Report by the U.S. Merit Systems Protection Board 9

Requirements to 

Meet the Statutory 

Definition of a 

Whistleblower

Factors that can determine if someone is a whistleblower under the law 

can include: the type of information being disclosed; if the wrongdoing 

was reported to the “correct” party; if the wrongdoing was reported 

through the “correct” channels (which is situationally dependent); if there was no duty 

to report the information; if the individual was reasonable about being suspicious; if 

the wrongdoing reached a pre-determined (yet varied) level of seriousness; and if the 

wrongdoing was the sort of wrongdoing that Congress wanted to have covered under 

whistleblower laws. This chapter will discuss each of these requirements. 

What is Wrongdoing?

The law for Federal employees22 defines a protected whistleblower as an employee 

or applicant who discloses information that he or she “reasonably believes evidences— 

• a violation of any law, rule, or regulation, or 

• gross mismanagement, a gross waste of funds, an abuse of authority, or a 

substantial and specific danger to public health or safety[.]”23

As noted above, there are several different categories of wrongdoing for which a 

report of the wrongdoing may constitute whistleblowing, such as violations of the law, 

mismanagement, fraud, waste, abuse of authority, etc. However, the categories are not all 

modified by the same words. These modifiers are important because they can determine 

22 Unlike the definition of an employee for purposes of appealing an adverse action— which excludes most probationers and most 

temporary employees—the term “employee” has a broad definition for whistleblowing, and probationers are potentially protected, 

as are temporary employees and applicants for employment. Horton v. Department of the Navy, 66 F.3d 279, 282 (Fed. Cir. 1995); Lopez 

v. Department of Housing and Urban Development, 98 F.3d 1358 (Fed. Cir. 1996) (Table); 5 U.S.C. § 2302(a)(2)(A). For more information 

regarding when a probationer or temporary employee has an appeal right for a non-whistleblower adverse action, please see our 

report Navigating the Probationary Period After Van Wersch and McCormick, available at www.mspb.gov/studies. 23 5 U.S.C. § 2302(b)(8)(A).
Whistleblower Protections for Federal Employees

Requirements to Meet the Statutory Definition of a Whistleblower

10

if the conduct being reported is serious enough to qualify for protection. It is important 

to recognize that some conduct must be “gross” or “substantial” in order to qualify, 

while other conduct can qualify without meeting these criteria.

Violation of Any Law, Rule, or Regulation

Reporting a violation of any law, rule, or regulation potentially can qualify the 

employee for whistleblower status. However, while the violation of the law, rule, or 

regulation can be quite minor, the Federal Circuit has held that “disclosures of trivial 

violations do not constitute protected disclosures.”24 The Federal Circuit fortunately 

has provided a definition of what may constitute trivial. If the potential whistleblower 

is reporting what a reasonable person would consider “arguably minor and inadvertent 

miscues occurring in the conscientious carrying out of one’s assigned duties[,]” then the 

disclosure is not protected.25

For example, in Frederick v. Department of Justice, a former Border Patrol agent 

(Womack) claimed that he had disclosed a violation of law by reporting that a fellow 

agent (Mayberry) allegedly violated international law by crossing the border into Mexico 

without Mexican permission. However, based upon testimony, it seemed that the exact 

location of the border was unclear. As a result, the court held even if the Mayberry had 

crossed over into Mexico, it was “such a minor transgression” that Womack could not 

have had a reasonable belief that Mayberry was violating a law, rule, or regulation within 

the meaning of the WPA. However, there have been numerous cases in which the Board 

or the Federal Circuit found that the potential wrongdoing in question was not minor or 

inadvertent, and thus disclosures of that activity were protected. For example, in Lawley 

v. Department of the Treasury, the Board held that a disclosure that employees in an 

24 Langer v. Department of the Treasury, 265 F.3d 1259, 1266 (Fed. Cir. 2001). 25 Drake v. Agency for International Development, 543 F.3d 1377, 1381 (Fed. Cir. 2008). In Drake, the court noted that cases in which 

violations were considered trivial focused on “inadvertent” behavior, while non-trivial violations tended to be “deliberate and 

intentional” behavior. See Langer v. Department of the Treasury, 265 F.3d 1259, 1267 (Fed. Cir. 2001); Herman v. Department of Justice, 193 

F.3d 1375, 1381 (Fed. Cir. 1999) (holding that the reported behavior was inadvertent and thus the report was not a covered 

disclosure). But see Horton v. Department of the Navy, 66 F.3d 279, 283 (Fed. Cir. 1995) (holding that disclosing a seemingly minor event 

can be a qualified disclosure when its purpose is to show the existence of a repeated practice). 
A Report by the U.S. Merit Systems Protection Board

Requirements to Meet the Statutory Definition of a Whistleblower

11

agency training course had cheated on examinations could qualify as a disclosure because 

of a Federal regulation requiring that employees not engage in dishonest conduct.26 In 

Wojcicki v. Department of the Air Force, the Board held that because there was a specific 

Occupational Safety and Health Administration (OSHA) regulation that applied to the 

situation being disclosed, a disclosure regarding a danger to safety could be protected as a 

disclosure of a violation of a regulation, regardless of whether it qualified as a substantial 

and specific danger to public safety.27 In Grubb v. Department of the Interior, the Board 

held that disclosures regarding potential violations of the Federal Oil and Gas Royalty 

Management Act of 1982 and regarding time and attendance report falsification could be 

protected disclosures.28 In Drake v. Agency for International Development, the Federal Circuit 

held that a disclosure of what was perceived by the employee as excessive drinking could 

be a protected disclosure because the agency conceded that the Department of State’s 

Foreign Affairs Manual addressing such drinking was a law, rule, or regulation under the 

WPA.29 

When “making a disclosure involving a violation of law, rule, or regulation, it is 

not necessary that the disclosure specify a particular kind of fraud, waste, or abuse that 

the WPA was intended to reach[.]”30 Likewise, the specific law, rule, or regulation does 

not have to be cited by the employee, provided that there was sufficient information in 

the disclosure to indicate that a law, rule, or regulation was violated.31 In particular, some 

allegations of wrongdoing, “such as theft of government property or fraudulent claims 

for pay, so obviously implicate a violation of law, rule, or regulation, that an appellant 

need not identify any particular law, rule, or regulation.”32

26 Lawley v. Department of the Treasury, 84 M.S.P.R. 253, ¶ 18 (1999). 27 Wojcicki v. Department of the Air Force, 72 M.S.P.R. 628, 635 (1996). 28 Grubb v. Department of the Interior, 96 M.S.P.R. 377, ¶¶ 25- 28 (2004). 29 Drake v. Agency for International Development, 543 F.3d 1377, 1380-81 (Fed. Cir. 2008). 30 Mogyorossy v. Department of the Air Force, 96 M.S.P.R. 652, ¶ 11 (2004). See also Ganski v. Department of the Interior, 86 M.S.P.R. 32, 11 

(2000). 

31 Daniels v. Department of Veterans Affairs, 105 M.S.P.R. 248, ¶ 12 (2007) (holding that the appellant’s “allegations appear to so 

obviously implicate a violation of law, rule, or regulation that she need not have identified any specific law, rule, or regulation that 

was violated”); Kalil v. Department of Agriculture, 96 M.S.P.R. 77, ¶ 16 (2004) (holding that although the appellant did not cite any 

specific law, rule, or regulation, his disclosure could reasonably be regarded as evidencing a violation of an obstruction of justice 

statute); Ivey v. Department of the Treasury, 94 M.S.P.R. 224, ¶ 13 (2003) (holding that although the appellant did not cite any specific 

law, rule, or regulation that his disclosures violated, his disclosure relating to the alteration of tax returns could reasonably be 

regarded as violating regulatory, if not statutory, provisions). 

32 DiGiorgio v. Department of the Navy, 84 M.S.P.R. 6, ¶ 14 (1999).
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Requirements to Meet the Statutory Definition of a Whistleblower

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Abuse of Authority

The term “an abuse of authority” also does not have a qualifier such as “gross,” 

and therefore a disclosure may qualify for whistleblower protection even if the abuse is 

not substantial.33 The meaning of “abuse of authority” is not defined in the statute, and 

the Board has held that the legislative history for the CSRA is silent on the question. The 

Board has therefore adopted a regulatory definition.34 An abuse of authority requires an 

“arbitrary or capricious exercise of power by a federal official or employee that adversely 

affects the rights of any person or that results in personal gain or advantage to himself or 

to preferred other persons.”35 

Examples of conduct that the Board has held could potentially rise to the level 

of an abuse of authority include: harassment or intimidation of other employees;36

assigning a grievance to a management official named as a subject in the grievance;37 providing 

preferential treatment to an employee with whom the supervisor was perceived as having an 

intimate relationship;38 or a decision to disqualify applicants because of their failure to 

submit documents that the agency had not requested.39 In contrast, the Board has held—

under the particular circumstances presented in certain cases—that it could not reasonably 

be considered an abuse of authority for management to: delay in taking a disciplinary 

action;40 change an employee’s performance appraisal plan;41 or close a particular office 

even though the closure could cause employees to be disadvantaged for promotions.42

33 “Abuse of authority does not incorporate a de minimis standard.” Embree v. Department of the Treasury, 70 M.S.P.R. 79, 85 (1996). 34 This definition was created by the Office of the Special Counsel prior to the WPA of 1989. The definition no longer exists in 

regulations, but because it existed at the time of the 1989 WPA, and Congress opted in 1989 not to provide a different meaning, the 

Board determined it was appropriate to use this definition for abuse of authority. D’Elia v. Department of the Treasury, 60 M.S.P.R. 226, 

232 (1993). See also Elkassir v. General Services Administration, 257 Fed. Appx. 326, 329 (Fed. Cir. 2007) (Table); Doyle v. Department of 

Veterans Affairs, 273 Fed. Appx. 961 (Fed. Cir. 2008) (Table); Gilbert v. Department of Commerce, 194 F.3d 1332 (Fed. Cir. 1999) (Table). 35 D’Elia v. Department of the Treasury, 60 M.S.P.R. 226, 232 (1993). 36  Special Counsel v. Costello, 75 M.S.P.R. 562, 580-81 (1997) rev’d on other grounds, 182 F.3d 1372 (Fed. Cir. 1999); Murphy v. Department of 

the Treasury, 86 M.S.P.R. 131, ¶ 7 (2000). 37 Loyd v. Department of the Treasury, 69 M.S.P.R. 684, 688 (1996). 38 Sirgo v. Department of Justice, 66 M.S.P.R. 261, 267 (1995). But see Special Counsel v. Spears, 75 M.S.P.R. 639, 655 (1997) (holding that 

a perception of “favoritism” in work assignment decisions does not constitute a reasonable belief in improper preferential treatment 

of an employee unless there is also a prohibited purpose behind the making of those assignments.)

39 Wheeler v. Department of Veterans Affairs, 88 M.S.P.R. 236, ¶ 13 (2001). 40 Pulcini v. Social Security Administration, 83 M.S.P.R. 685, ¶ 13 (1999). 41 McCollum v. Department of Veterans Affairs, 75 M.S.P.R. 449, 458-59 (1997) (holding that the employee failed to show that his rights 

were adversely affected by the issuance of a new performance appraisal plan or a progress review, or that these actions resulted in 

personal gain or advantage to another).

42 Downing v. Department of Labor, 98 M.S.P.R. 64, ¶ 12 (2004) (holding that there was no allegation that particular individuals’ rights 

were affected or that the office closure was for personal gain).
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Gross Mismanagement or Gross Waste of Funds

In contrast to the provisions regarding violations of the law or abuse of authority, 

the statute contains the qualifying language “gross” when referring to disclosures about 

mismanagement or a waste of funds.43 In order to qualify as gross, the agency’s decision 

cannot be a debatable difference of opinion. The agency’s ability to accomplish its 

mission must be implicated.44 If the potential whistleblower reports mismanagement or a 

waste of funds where the wisdom of the management decision is open to debate, or the 

risk to the agency is too small, the employee may be unprotected.45

The Federal Circuit and the Board have held that gross mismanagement “does 

not include management decisions which are merely debatable, nor does it mean action 

or inaction which constitutes simple negligence or wrongdoing... Gross mismanagement 

means a management action or inaction which creates a substantial risk of significant 

adverse impact upon the agency’s ability to accomplish its mission.”46 The actions of the 

agency must be so serious “that a conclusion the agency erred is not debatable among 

reasonable people.”47 For example, a management decision not to investigate “large-scale” 

thefts at a commissary and not to redeem $90,000 worth of coupons was deemed to 

constitute gross mismanagement.48

Mismanagement questions often involve issues related to how the workforce 

is treated or utilized. While some management decisions regarding the use of the 

workforce have been found to qualify as gross mismanagement, others have been held to 

be merely debatable differences of opinion. The key is the impact on the mission. For 

43 Schneider v. Department of Homeland Security, 98 M.S.P.R. 377, ¶ 13 (2005). See also 5 U.S.C. § 2302(b)(8). 44 McCorcle v. Department of Agriculture, 98 M.S.P.R. 363, ¶ 22 (2005); Lopez v. Department of Housing and Urban Development, 98 F.3d 

1358 (Fed. Cir. 1996) (Table); White v. Department of the Air Force, 391 F.3d 1377, 1382 (Fed. Cir. 2004); Czarkowski v. Department of 

the Navy, 87 M.S.P.R. 107, ¶ 12 (2000) (holding that gross mismanagement “is a decision that creates a substantial risk of significant 

adverse impact upon the agency’s ability to accomplish its mission.”) 

45 Sazinski v. Department of Housing and Urban Development, 73 M.S.P.R. 682, 686-87 (1997); McCorcle v. Department of Agriculture, 98 

M.S.P.R. 363, ¶ 22 (2005); White v. Department of the Air Force, 391 F.3d 1377, 1384 (Fed. Cir. 2004) (holding that “[b]ecause a 

disinterested observer with knowledge of all the essential facts known to and readily ascertainable by White at the time of his 

disclosure would have concluded that the merits of the... program that White criticized were debatable by reasonable people, White 

could not have a reasonable belief that he disclosed gross mismanagement.”)

46 Lopez v. Department of Housing and Urban Development, 98 F.3d 1358 (Fed. Cir. 1996) (Table) (quoting Nafus v. Department of the Army,

57 M.S.P.R. 386, 395 (1993)).

47 White v. Department of the Air Force, 391 F.3d 1377, 1382 (Fed. Cir. 2004). 48 Wood v. Department of Defense, 100 M.S.P.R. 133, ¶ 12 (2005).
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example, in Swanson v. General Services Administration, the Board held that if a manager 

“undermined the ability of ” an office “to perform its mission by drastically cutting 

the number of employees, a reasonable person could conclude that” there had been 

gross mismanagement.49 In contrast, when an employee disclosed his opinion that a 

few positions (including his own) should not be abolished, the Board held it was not a 

disclosure of gross mismanagement because mission failure was not implicated.50

A gross waste of funds “constitutes a more than debatable expenditure that 

is significantly out of proportion to the benefit reasonably expected to accrue to 

the government[.]”51 For example, an agency’s decision to accept products from a 

subcontractor that the potential whistleblower believed were not acceptable did not rise to 

the level of a gross waste of funds when the employee “offered no evidence to show how 

the subcontractor’s performance adversely impacted the agency’s ability to accomplish its 

mission.” 52 

In contrast, the Board held that it was reasonable for an employee to believe that 

he was disclosing a gross waste of funds when he disclosed to an Inspector General 

that his agency had spent $15,000 to purchase a fuel management system that replaced a 

working system that provided all the same information.53 Likewise, an allegation that an 

agency paid “a full complement of staff ” at a facility after it had “markedly decreased 

its workload” there, and that these workers “could have easily been reassigned to another 

busy facility where the agency improperly employed extra staff that would have otherwise 

not been needed” constituted a non-frivolous allegation of a gross waste of funds.54 

49 Swanson v. General Services Administration, 110 M.S.P.R. 278, ¶ 11 (2008). 50 Sazinski v. Department of Housing and Urban Development, 73 M.S.P.R. 682, 687 (1997) (holding that the “appellant could not 

have reasonably believed that the elimination of ‘several’ positions from an engineering staff ‘down somewhat’ from 80 [previous 

engineers] would have a substantial adverse impact on the agency’s ability to accomplish its mission.”) See also McCorcle v. Department 

of Agriculture, 98 M.S.P.R. 363, ¶ 22 (2005) (holding that a disclosure by an employee that he believed his talents were underutilized 

was not “sufficient to indicate that he reasonably believed” that decisions regarding his assignments “would have a substantial adverse 

impact on the agency’s ability to accomplish its mission.”)

51 Jensen v. Department of Agriculture, 104 M.S.P.R. 379, ¶ 10 (2007) (citing Van Ee v. Environmental Protection Agency, 64 M.S.P.R. 693, 

698 (1994)).

52 Jensen v. Department of Agriculture, 104 M.S.P.R. 379, ¶ 9 (2007). 53 Smith v. Department of the Army, 80 M.S.P.R. 311, ¶ 6, 10 (1998).

54 Parikh v. Department of Veterans Affairs, 110 M.S.P.R. 295, ¶ 18 (2008).
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A Substantial and Specific Danger to Public Health or Safety

A danger to public health or safety also carries with it a qualifier. The danger 

must be substantial and specific in order for the report to fall under the whistleblower 

provisions. 

A variety of factors... determine when a disclosed danger is sufficiently substantial 

and specific to warrant protection under the WPA. One such factor is the 

likelihood of harm resulting from the danger. If the disclosed danger could only 

result in harm under speculative or improbable conditions, the disclosure should 

not enjoy protection. Another important factor is when the alleged harm may 

occur. A harm likely to occur in the immediate or near future should identify a 

protected disclosure much more than a harm likely to manifest only in the distant 

future. Both of these factors affect the specificity of the alleged danger, while the 

nature of the harm—the potential consequences—affects the substantiality of the 

danger.55

In its 2010 decision in Chambers v. Department of the Interior, the Federal Circuit 

held that when National Park Police Chief Teresa Chambers disclosed to the media 

information that traffic accidents had increased on the Baltimore-Washington (“BW”) 

Parkway as a result of staffing shortages, the disclosure qualified as a substantial and 

specific danger to public safety. The disclosure qualified because: (1) the disclosure 

was specific about the source of the problem (there were two officers instead of the 

recommended four officers patrolling); (2) a specific consequence of the shortage was 

described (accidents); (3) motor vehicle accidents are a significant and serious danger to 

public safety; and (4) it was not a vague or speculative outcome—accidents had already 

happened as a result of the shortage. “Such specificity is sufficient to establish a 

disclosure meriting protection under the WPA.”56

55 Chambers v. Department of the Interior, 515 F.3d 1362, 1369 (Fed. Cir. 2008). The Chambers case has an extensive history. As of 

July 2010 there have been two Board decisions and two Federal Circuit decisions. At the time this report was written, Chambers was 

before the Board on its second remand from the Federal Circuit.

56 Chambers v. Department of the Interior, 602 F.3d 1370, 1379 (Fed. Cir. 2010).
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Similarly, in Miller v. Department of Homeland Security, the Board held that when an 

employee disclosed his reasonable belief that a machine designed to detect explosives 

in luggage failed 10 percent of the time, it qualified as a disclosure of a specific and 

substantial danger because “the potential consequences—placement of an explosive device 

on a commercial airliner—obviously would be catastrophic. Moreover, the extensive 

screening measures that have been put in place by the government to prevent such an 

occurrence are a reflection of how likely and imminent the threat may be.”57

In contrast, there was not a specific and substantial danger when an employee 

informed the Inspector General’s office that “the agency lacked ammunition and therefore 

instructed its Security Guards to not fully load their weapons” and to carry only six 

shotgun shells with them instead of the 25 shells the employee alleged they were supposed 

to carry. The employee asserted that “the Security Guards’ lives and the lives of those 

they protected could have been in danger if they were attacked because their weapons 

were not fully loaded.” However, the Board held that this “disclosure involved speculation 

that there could possibly be danger at some point in the future[,]” but the danger was not 

imminent. It was therefore an unprotected disclosure.58

While there are a number of factors related to how substantial and specific 

a danger must be in order for a disclosure of that danger to qualify as a protected 

disclosure, a disclosure of a danger to public health or safety does not have to affect the 

general public in order to be protected.59 For example, in Wojcicki v. Department of the Air 

Force, an employee reported to his supervisor and other managers that he believed there 

was something wrong with a sandblasting protection device, causing he and his coworkers 

to be exposed to toxic dust. He believed this was the reason why he had begun to cough 

up blood. The Board held that the danger was “substantial because it affects the

57 Miller v. Department of Homeland Security, 111 M.S.P.R. 312, ¶¶ 16-19 (2009). 58 Mogyorossy v. Department of the Air Force, 96 M.S.P.R. 652, ¶¶ 16-17 (2004). 59 See Braga v. Department of the Army, 54 M.S.P.R. 392, 398 (1992), aff’d, 6 F.3d 787 (Fed. Cir. 1993) (holding that the complaint of 

a designer of body armor for soldiers that the specifications he was told to meet could leave the soldiers in danger of being maimed 

or killed constituted a protected disclosure of a danger to public safety); Gady v. Department of the Navy, 38 M.S.P.R. 118, 121 (1988) 

(holding that a report of a fire hazard and threat to the health of the agency’s staff could be a protected disclosure).
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appellant as well as several co-workers who perform sandblasting, and because the harm 

that the appellant claims already occurred to him (the coughing up of blood), by almost 

any standard, would be considered abnormal, serious, and substantial.” Therefore, “even 

though this appellant’s disclosure about the sandblasting operation may have concerned 

a matter that affected only a limited number of co-workers, and even though it may have 

concerned a matter personal to him, it is still a protected whistleblowing disclosure.”60

Criterion for Wrongdoing Summary

As illustrated above, for certain types of wrongdoing, the offense may be rather 

minor, and yet the reporting can be protected; while for other offenses, the wrongdoing 

must meet a higher level of seriousness before protection will result for the potential 

whistleblower. For example, a relatively minor violation of a regulation may result 

in a protected disclosure—even if there is absolutely no danger to anyone’s physical 

safety—while a physical danger that is not covered by a regulation could require a rather 

immediate likelihood of harm. For the potential whistleblower who simply wants to 

prevent anyone from getting hurt, these distinctions may be very frustrating. Yet, it is 

important that potential whistleblowers be aware that the law contains these distinctions 

because the Board and courts must apply them and the distinctions can determine if a 

disclosure will be legally protected. 

To Whom Was the Wrongdoing Reported?

The answer to this question may determine whether the potential whistleblower is 

a protected whistleblower. If the report was made to an “incorrect” party, it will prevent 

the potential whistleblower from being protected. If the report was made to a “correct” 

party, then the potential whistleblower may or may not be protected, depending upon 

other factors. Below are the more common situations that can prevent the disclosure 

from being protected because it was reported to the wrong individual or organization.

60 Wojcicki v. Department of the Air Force, 72 M.S.P.R. 628, 634-35 (1996). See also Braga v. Department of the Army, 54 M.S.P.R. 392, 398 

(1992), aff’d, 6 F.3d 787 (Fed. Cir. 1993). 
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Disclosure to the Wrongdoer

Disclosure to the wrongdoer is typically unprotected. The MSPB’s reviewing court, 

the Federal Circuit, has held that “[c]riticism directed to the wrongdoers themselves is 

not normally viewable as whistleblowing.”61 Even if the potential whistleblower makes a 

report to the employee’s own supervisor, if the supervisor is the wrongdoer, there is no 

protected disclosure.62

The reason for this result is the meaning of the word “disclosure.” In Huffman 

v. Office of Personnel Management, the Federal Circuit held that disclosure “means to reveal 

something that was hidden and not known.”63 As a result, if the “employee reports or 

states that there has been misconduct by a wrongdoer to the wrongdoer, the employee 

is not making a ‘disclosure’ of misconduct. If the misconduct occurred, the wrongdoer 

necessarily knew of the conduct already because he is the one that engaged in the 

misconduct.”64 In other words, the employee has to tell someone something they did not 

already know.65

The Federal Circuit held that it was “quite significant that Congress in the WPA” 

chose to use the word disclose rather than the word “report” or “state.”66 As with so 

much else in the law, slight differences in wording can determine the entire result. Here, 

the difference between “disclosure” and “report” makes the difference in whether an 

employee who communicates the problem to the wrongdoer will or will not be protected. 

Congress chose to use the word “disclosure” when drafting the WPA, and the employee’s 

conveyance of the information is therefore unprotected if the listener was the wrongdoer.

61 Horton v. Department of the Navy, 66 F.3d 279, 282 (Fed. Cir. 1995). 62 Huffman v. Office of Personnel Management, 263 F.3d 1341, 1350 (Fed. Cir. 2001). 63 Huffman v. Office of Personnel Management, 263 F.3d 1341, 1349-50 (Fed. Cir. 2001). 64 Huffman v. Office of Personnel Management, 263 F.3d 1341, 1350 (Fed. Cir. 2001). 65 In Meuwissen v. Department of the Interior, 234 F.3d 9, 13 (Fed. Cir. 2000), the Federal Circuit held that the “disclosure of information 

that is publicly known is not a disclosure under the WPA. The purpose of the WPA is to protect employees who possess knowledge 

of wrongdoing that is concealed or not publicly known, and who step forward to help uncover and disclose that information.” 

However, if an employee adds “additional information necessary to recognize” the nature or seriousness of the problem, and this 

is information the general public would not have, then a disclosure may be protected, even if the more factual part of the disclosure 

could be observed by the public. Wadhwa v. Department of Veterans Affairs, 110 M.S.P.R. 615, ¶ 9 (2009). 66 Huffman v. Office of Personnel Management, 263 F.3d 1341, 1350 (Fed. Cir. 2001). 
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The Federal Circuit has addressed in dictum the possibility of situations where 

the wrongdoing supervisor may be unaware that his or her actions are wrong.67 The 

court stated that if the supervisor was aware of the conduct, then notifying the supervisor 

of the improper nature of the conduct would not be a protected disclosure.68 Thus, the 

employee who wants to help his or her supervisor by informing the unaware supervisor of 

the improper nature of the conduct lacks whistleblower protection if retaliation results, 

even if the employee is revealing a nature that had been hidden from, or unknown to, the 

wrongdoer. Just as there is a distinction between a disclosure and a report, there is a 

distinction between disclosing conduct and disclosing the nature of the conduct. Potential 

whistleblowers should be aware of the implications of communicating a problem to the 

wrongdoer, even when the wrongdoer may not be aware that a problem exists, as it can 

make the difference in being protected or unprotected from retaliation.

Prohibited by Law or Executive Order

If, in the course of making a report of wrongdoing, the potential whistleblower 

makes a disclosure that is specifically ordered by law or Executive Order to be kept secret 

in the interest of national defense or the conduct of foreign affairs, then the disclosure is 

“prohibited by law” and the report of wrongdoing will not be protected unless it is to the 

agency’s Inspector General, to “another employee designated by the head of the agency 

to receive such disclosures” or to the Office of the Special Counsel.69 If the disclosure is 

not subject to such a prohibition, then the disclosure is not limited to these three parties 

and reports to other recipients, such as the media, may be protected. This makes the 

meaning of “prohibited by law” rather important. 

67 Dictum (or dicta) refers to a comment by the court that is not considered necessary to the result in the case, and therefore is not 

binding. However, the comment has the effect of letting the reader know how the court might possibly view the issue in a future 

case.

68 Huffman v. Office of Personnel Management, 263 F.3d 1341, 1350 n. 2 (Fed. Cir. 2001). (“To be sure, there may be situations where 

a government employee reports to the wrongdoer that the conduct of the wrongdoer is unlawful or improper, and the wrongdoer, 

though aware of the conduct, was unaware that it was unlawful or improper. Nonetheless, the report would not be a protected 

disclosure. It is clear from the statute, 5 U.S.C. § 2302(b)(8)(A), that the disclosure must pertain to the underlying conduct, rather than 

to the asserted fact of its unlawfulness or impropriety, in order for the disclosure to be protected by the WPA.”)

69 5 U.S.C. § 2302(b)(8).
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In 1993, in Kent v. General Services Administration, the Board held that the term 

“law” as used in 5 U.S.C. § 2302(b)(8) “was not intended to encompass rules or 

regulations.”70 Before the Board modified Kent in its MacLean v. Department of Homeland 

Security decision, the Kent decision meant that an individual who disclosed information 

when the disclosure was prohibited only by rules or regulations, but not directly by 

a statute, could still obtain whistleblower protection.71 In 2009, the Board modified 

its 1993 Kent decision by eliminating its bright line distinction between a disclosure 

prohibited by law and a disclosure prohibited by regulation.

In MacLean, the Board held that a regulation can prohibit a disclosure under 

section 2302(b)(8), provided that: (1) the regulation is a substantive rule; (2) Congress 

granted the agency authority to create such a regulation; and (3) the regulation is 

promulgated in a manner that meets any procedural requirements imposed by Congress.72 

A “substantive rule” is one that affects individual rights and obligations.73 When these 

three conditions are met by the regulation requiring non-disclosure, the case will be treated 

as if the law had prohibited the disclosure.74 However, as noted above, the Board only 

modified Kent in MacLean —it did not overrule Kent.75 Thus, some regulations are to be 

given the force of law, and some are not. 

The MacLean decision means that, in some cases, the disclosure is protected only 

if it is made to the agency’s Inspector General, to another employee designated by the 

head of the agency to receive such disclosures, or to the Office of the Special Counsel. 

In other cases, however, a disclosure to a different party, such as the media, would still be 

protected. The employee might not know which category applies—and therefore 

70 Kent v. General Services Administration, 56 M.S.P.R. 536, 542 (1993). 71 Kent v. General Services Administration, 56 M.S.P.R. 536, 542 (1993). 72 MacLean v. Department of Homeland Security, 112 M.S.P.R. 4, ¶ 25 (2009) (citing Chrysler Corp. v. Brown, 441 U.S. 281, 301-03 (1979)). 73 MacLean v. Department of Homeland Security, 112 M.S.P.R. 4, ¶ 26 (2009) (citing Chrysler Corp. v. Brown, 441 U.S. 281, 302 (1979)). 

In Chrysler, the regulations in question were found to “certainly affect individual rights and obligations” because they governed 

the public’s right to information in records obtained under an Executive Order and the confidentiality rights of those who submit 

information to the Government. Chrysler Corp. v. Brown, 441 U.S. 281, 303 (1979).

74 MacLean v. Department of Homeland Security, 112 M.S.P.R. 4, ¶ 26 (2009) (citing Chrysler Corp. v. Brown, 441 U.S. 281, 302 (1979)). 75 The specific language used by the Board was: “to the extent that Kent v. General Services Administration holds that a regulation 

could never be a law prohibiting disclosure within the meaning of 5 U.S.C. § 2302(b)(8)(A), we modify it.” MacLean v. Department of 

Homeland Security, 112 M.S.P.R. 4, ¶ 33 n. 2 (2009) (internal citation deleted).
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to whom a protected disclosure may be made—at the time that the disclosure seems 

important to make. It is important for potential whistleblowers to be aware of the 

implications of the MacLean decision when deciding who to contact with a disclosure 

of wrongdoing that could possibly involve national security secrets. As MacLean 

demonstrated, making the disclosure to some entities versus others can carry a greater 

risk that the disclosure may not be protected. 

Normal Course of Duties and Normal Channels 

Not all disclosures are protected. A protected disclosure may fall into one of 

two categories: (1) disclosures as part of normal duties outside of normal channels; or (2) 

disclosures outside of assigned duties. If it is the regular duty of the employee to make the 

disclosure in question, and the disclosure is made through the usual channels employed in 

the performance of those duties, then the disclosure is not protected.76

Normal Duties and Other Employer-Assigned Obligations 

With regard to the issue of normal duties, the Federal Circuit has admitted that 

its “jurisprudence on the normal duties question has not always been clear, and it is 

possible to find conflicting statements in dictum concerning the normal duties issue.”77 

In Huffman, in the hopes of clarifying the situation, the court offered three different 

situations, and assessed each in turn. 

1. The employee has, as part of his or her normal duties, been assigned the task 

of investigating and reporting wrongdoing by government employees and, in 

fact, reports that wrongdoing through normal channels. (These are typically 

unprotected.)

76 Fields v. Department of Justice, 452 F.3d 1297, 1305 (Fed. Cir. 2006) (citing Huffman v. Office of Personnel Management, 263 F.3d 1341, 

1354 (Fed. Cir. 2001)). 77 Huffman v. Office of Personnel Management, 263 F.3d 1341, 1351-52 (Fed. Cir. 2001).
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2. The employee has been assigned such investigatory responsibilities, but feels 

that the normal chain of command is unresponsive, and therefore reports the 

wrongdoing outside of normal channels. (These can be protected disclosures.)

3. The employee is obligated to report the wrongdoing, but such a report is not 

part of the employee’s normal duties or the employee has not been assigned 

those duties. (These can be protected disclosures.)78

The first situation—where reporting is an assigned task—will often arise in 

situations involving law enforcement or inspectors general. The court has held repeatedly 

that an employee “cannot be said to have risked his personal job security by merely 

performing his required duties.”79 If an employee is carrying out his or her “everyday job 

responsibilities” and makes the disclosure through normal channels, then the employee’s 

disclosure is not considered protected.80

In order to qualify as “normal channels,” the channels do not have to be formal or 

of a long duration. An ad hoc channel created by the agency to address a specific situation 

will qualify as the normal channel for related assignments.81 Likewise, the duties do not 

have to be specifically assigned in detail.82 In Fields v. Department of Justice, the Federal 

Circuit addressed a case in which the appellant was a Supervisory Criminal Investigator 

who was asked to create a timeline of events related to an investigation into his

78 Huffman v. Office of Personnel Management, 263 F.3d 1341, 1352-54 (Fed. Cir. 2001) (holding that “[a] report may be a disclosure 

protected by the Act, though the employee can also be disciplined for failure to make the report.”)

79 Willis v. Department of Agriculture, 141 F.3d 1139, 1144 (Fed. Cir. 1998). See also Huffman v. Office of Personnel Management, 263 F.3d 

1341, 1351-52 (Fed. Cir. 2001).

80 Willis v. Department of Agriculture, 141 F.3d 1139, 1144 (Fed. Cir. 1998). See also Laberge v. Department of the Navy, 91 M.S.P.R. 585, 

¶ 8 (2002) (holding that a disclosure by the appellant expressing concern that environmental statutes and regulations were not being 

followed was unprotected because “he was investigating and reporting wrongdoing as part of his normal duties through normal 

channels.”)

81 Fields v. Department of Justice, 452 F.3d 1297, 1305 (Fed. Cir. 2006). 82 Fields v. Department of Justice, 452 F.3d 1297, 1305 (Fed. Cir. 2006). See also Layton v. Department of the Army, 112 M.S.P.R. 549, ¶ 15 

(2009) (holding that a disclosure was not protected because although the disclosure was not a part of the appellant’s usual duties, the 

expansion of his duties was with the express authorization of supervisors who provided oversight of—and input into—the product 

that ultimately constituted the employee’s disclosure.)
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subordinate. The appellant alleged he had been retaliated against for the content of a 

“follow-up” memo that he considered separate from the instruction to create a timeline, 

and that he therefore believed “he was not required to write.”83 The court held:

It is part of Fields’s “normal duties” to participate in internal investigations when necessary, 

and the ad hoc reporting channels set up during an internal audit become the “normal 

channels” of Fields’s employment for those purposes. It makes no difference that Keefe [a 

high ranking official] did not specifically direct Fields to prepare the second memorandum. 

An employee is expected to complete fully the tasks assigned to him, and in many cases that 

requires the employee to perform follow-up work, including the drafting of memoranda to 

correct mistakes, supplement the record, clarify ambiguities, and the like. Thus, we hold that 

when an employee voluntarily performs follow-up work in further response to an explicitly 

assigned task, that follow-up work is considered “normal duties through normal channels” 

and disclosures related to that follow-up work are not disclosures protected under the 

WPA.84

The second situation described in Huffman involves assigned duties in the same 

manner as the first situation, but the channel for the disclosure is different. Unlike the 

first situation, the second situation is “clearly a disclosure protected by the” WPA.85 Why 

the different result? Making a disclosure outside of channels on the employee’s own 

initiative in the interest of the public good makes the employee eligible for protection 

under the WPA.86

A good example of the second Huffman situation arose in Johnson v. Department of 

Health and Human Services. In Johnson, the appellant had the obligation under his assigned 

duties to report suspected contract irregularities. Johnson “made numerous complaints to 

his supervisors” regarding alleged wrongdoing, but, when he believed his concerns were 

83 Fields v. Department of Justice, 452 F.3d 1297, 1305 (Fed. Cir. 2006). 84 Fields v. Department of Justice, 452 F.3d 1297, 1305 (Fed. Cir. 2006). 85 Huffman v. Office of Personnel Management, 263 F.3d 1341, 1354 (Fed. Cir. 2001). 86 It is possible for an employee to make a disclosure both through normal channels, and outside those channels. Provided that 

one of the channels used for a disclosure provides protection under the WPA, the use of additional channels will not negate that 

protection. That disclosures to different parties “stem from the same set of operative facts is not necessarily inconsistent with 

the Board’s jurisdiction” over an appeal. Ellison v. Merit Systems Protection Board, 7 F.3d 1031, 1035 (Fed. Cir. 1993). See also Martin v. 

Department of the Air Force, 73 M.S.P.R. 574, 578-79 (1997) (holding that just because an “appellant repeated his allegations in other 

forums, does not affect the fact that he made disclosures outside the other forums.”)
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being ignored, he shared his information with the Inspector General.87 The Board held 

that this was the type of disclosure intended by the second situation described in Huffman, 

and was therefore protected.88

The Supreme Court has recognized the difficulties created by a rule that says 

in-house communications are unprotected, while discussions outside of normal channels 

may be protected. The Court advised in dictum that “[g]iving employees an internal 

forum for their speech will discourage them from concluding that the safest avenue 

of expression is to state their views in public.”89 However, for those employees who 

do not have a safe avenue for expression within channels, going outside channels will 

unfortunately be the means that affords them the best hope for protection. Once the 

disclosure is in the course of the employee’s duties, the employee’s only protection lies in 

ensuring it does not occur through normal channels.

The third situation occurs when there is an obligation to make a report, but it is 

not specifically an assigned duty. This situation can arise when there is an agency policy 

ordering specific conduct. For example, DEA policy requires “agents to report conduct 

on the part of DEA employees that either violates the agency’s code of conduct or may 

jeopardize the mission of the agency and/or the safety of its personnel.”90 A DEA 

agent, Marano, made such a report about two supervisors in his Field Office. This report 

triggered an investigation, which in turn resulted in Marano’s reassignment. The court 

held that Marano was a protected whistleblower.91

87 In Johnson, the Board noted that in Huffman, the Federal Circuit “did not state or suggest that there was any requirement of 

an objective showing that a reasonable person would have believed it was necessary” to go outside of the normal channels. Thus, 

while it must be reasonable for a person to suspect the alleged wrongdoing, it appears that the decision to go outside of the normal 

channels is not subject to the reasonable person standard. Johnson v. Department of Health and Human Services, 93 M.S.P.R. 38, ¶ 13-14 

(2002).

88 Johnson v. Department of Health and Human Services, 93 M.S.P.R. 38, ¶ 14 (2002). 89 Garcetti v. Ceballos, 547 U.S. 410, 424 (2006). 90 Marano v. Department of Justice, 2 F.3d 1137, 1142 n.4 (Fed. Cir. 1993). See also Watson v. Department of Justice, 64 F.3d 1524, 

1530 (Fed. Cir. 1995) (an employee was removed for, among other things, violating agency regulations by not timely reporting 

misconduct by a coworker by the end of his duty shift.) In Huffman, Watson was specifically cited by the Federal Circuit as an example 

of a situation where there was an obligation to disclose, and yet the disclosure could be protected (although Watson’s removal was 

upheld for other reasons.) Huffman v. Office of Personnel Management, 263 F.3d 1341, 1354 (Fed. Cir. 2001). 91 Marano v. Department of Justice, 2 F.3d 1137 (Fed. Cir. 1993).
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The Marano case points out a very fine distinction. If there is an assigned duty to 

make a report, and ordinary channels are used, the disclosure is not protected under the 

WPA. However, if there is a more general responsibility to make the report, it may be 

protected.92 Because reports in the course of duties can be unprotected, this distinction is 

likely necessary for the WPA ever to be able to apply to a Federal employee who does not 

use extraordinary channels. After all, by regulation, it is a “basic obligation” of all Federal 

employees to “disclose waste, fraud, abuse, and corruption to appropriate authorities.”93 

Thus, if a general obligation to make a disclosure were considered enough to remove 

protection, then no employee would be protected when disclosing fraud, waste, abuse, or 

corruption to “appropriate authorities.”

The Professional Duty to Disclose 

While the duties of a position are typically assigned by an agency, certain 

professions can carry a duty to disclose separate from any instructions from an employer. 

The issue of a public servant blowing the whistle as a part of his or her professional 

responsibilities was recently discussed by the Supreme Court in Garcetti v. Ceballos. While 

this case involved a county government—not the Federal Government—its holding 

is pertinent for all public employees. A public service employee with a professional 

obligation to make a disclosure will not be protected against retaliation unless there is a 

specific law providing protection for the particular circumstances.94

Ceballos was a prosecutor, employed by the county, who as a part of his assigned 

duties was responsible for preparing a memorandum regarding a pending case. The 

memorandum was critical of the activities of the county police in this particular case. 

Ceballos later claimed that he was retaliated against by his employer because his

92 See Kahn v. Department of Justice, 528 F.3d 1336, 1342-43 (Fed. Cir. 2008) (holding that while a disclosure of wrongdoing was 

required of all DEA agents, the disclosure could be protected when it was not part of the employee’s normal duties.) 

93 5 C.F.R. § 2635.101(b)(11). 

94  Garcetti v. Ceballos, 547 U.S. 410 (2006). In Garcetti, the employee sought protection under the First Amendment to the U.S. 

Constitution, likely because there was no law that provided him protection based upon his professional obligations.
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memorandum had spoken negatively about the police’s activities. The Supreme Court 

held that “when public employees make statements pursuant to their official duties... the 

Constitution does not insulate their communications from employer discipline.”95 

In some professions—such as attorneys—there are professional requirements that 

could require the individual to speak (or remain silent) despite what the employer might 

instruct. As Justice Breyer noted in his Garcetti dissent, the speech of an attorney “is 

subject to independent regulation by canons of the profession. Those canons provide 

an obligation to speak in certain instances.”96 Doctors and other professionals could 

likewise find themselves with a professional obligation to speak up that could run counter 

to the instructions of a supervisor.97 In these professions, the failure to speak can lead 

to a loss of the professional license, which can be a failure to maintain a condition of 

employment, which can be grounds to remove a Federal employee.

The Supreme Court held that withholding protection from public employees such 

as Ceballos was a necessary element of “affording government employers sufficient 

discretion to manage their operations. Employers have heightened interests in controlling 

speech made by an employee in his or her professional capacity. Official communications 

have official consequences...”98 The Court expressed concern that to hold otherwise 

would mean “mandating judicial oversight” of the communications between employees 

and their supervisors throughout all local, state, and Federal government agencies.99 

The Board has addressed Garcetti only once thus far. In 2006, a Federal employee, 

Chambers (discussed in the previous section on dangers to public safety), alleged in a 

petition for review that her disclosures regarding police coverage on the BW Parkway 

were protected by the First Amendment. After Chambers filed her petition for review, 

but before the Board issued a decision, Garcetti was issued. In its 2006 Chambers decision, 

95 Garcetti v. Ceballos, 547 U.S. 410, 421 (2006). 96 Garcetti v. Ceballos, 547 U.S. 410, 446 (2006) (Breyer, J. dissenting). 97 Garcetti v. Ceballos, 547 U.S. 410, 447 (2006) (Breyer, J. dissenting). 98 Garcetti v. Ceballos, 547 U.S. 410, 422 (2006). 99  Garcetti v. Ceballos, 547 U.S. 410, 423 (2006).
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the Board held that under Garcetti, Chambers’ speech could not be protected because her 

“statements were made pursuant to the appellant’s official duties[.]”100 The Board also 

held that even under pre-Garcetti case law the First Amendment would not have protected 

Chambers because “the agency had an overriding interest in not having the Chief of the 

Park Police publicly question decisions made by officials who outranked her concerning 

the functions and budget of the Park Police.”101 The Federal Circuit later overruled the 

Board and found that Chambers’ disclosure could be protected—but the basis for this 

decision was the WPA, not the First Amendment.102 Thus, it is important to recognize 

that the protections available to a potential whistleblower will typically come only from 

the specific whistleblower laws enacted by Congress.103 Whatever the statute does not 

actively protect, will generally be unprotected. And, because the Board’s jurisdiction is not 

plenary, but is limited to those matters over which it has been granted jurisdiction,104 the 

Board in particular will be unable to assist the potential whistleblower if the situation is 

not addressed in the law.

The Reasonable Belief

In order to be protected, the potential whistleblower does not have to be correct

that he or she has reported wrongdoing. However, the potential whistleblower does 

have to reasonably believe the accusation revealed wrongdoing. Reporting something that 

the whistleblower knows is untrue is not protected.105 An unreasonable belief is also 

unprotected.106

100 Chambers v. Department of the Interior, 103 M.S.P.R. 375, ¶ 35 (2006) overruled on other grounds by Chambers v. Department of the Interior, 

515 F.3d 1362 (Fed. Cir. 2008).

101 Chambers v. Department of the Interior, 103 M.S.P.R. 375, ¶ 40 (2006) overruled on other grounds by Chambers v. Department of the Interior, 

515 F.3d 1362 (Fed. Cir. 2008). 

102 Chambers v. Department of the Interior, 602 F.3d 1370, 1379 (Fed. Cir. 2010). 103 There are some laws to protect Federal employees outside the whistleblower context that can also be used to protect an 

employee who happens to be a whistleblower, such as the appeal rights provided to an employee who is suspended for more than 14 

days, changed to a lower grade, or removed. See Massimino v. Department of Veterans Affairs, 58 M.S.P.R. 318, 322-24 (1993). 104 Stoyanov v. Department of the Navy, 474 F.3d 1377, 1379 (Fed. Cir. 2007) (citing Clark v. Merit Systems Protection Board, 361 F.3d 647, 

650 (Fed. Cir. 2004)). 

105 Thompson v. Department of the Treasury, 155 F.3d 574 (Fed. Cir. 1998) (Table). See also S. Rep. 95-969, 22 (1978 U.S.C.C.A.N. 2723, 

2744) (stating that “an employee should not be protected... for making a disclosure which he knows to be false.”)

106 Lachance v. White, 174 F.3d 1378, 1381 (Fed. Cir. 1999), cert. denied, 528 U.S. 1153, 120 (2000).
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The test for determining whether an employee had a reasonable belief that his or 

her disclosures revealed wrongdoing is: “could a disinterested observer with knowledge of 

the essential facts known to and readily ascertainable by the employee reasonably conclude 

that the actions of the government evidence” wrongdoing as defined in 5 U.S.C. § 2302(b)

(8)? 107 “A purely subjective perspective of an employee is not sufficient even if shared by 

other employees.”108

A “determination of whether an employee has a reasonable belief that a law, rule, 

or regulation was violated turns on the facts of the particular case.”109 This means that 

the individual—who is likely not disinterested—must try to imagine what a disinterested 

person in his or her shoes would think about the situation. As stated before, even if 

other employees also share the employee’s belief that there was wrongdoing, it may not be 

enough to prove reasonableness. Rather, the MSPB and its reviewing court will ask, what 

would the disinterested observer think?110

In order to find there was a reasonable belief, the facts on which the belief is 

based “must be supported by substantial evidence.”111 Substantial evidence is defined 

as “such relevant evidence as a reasonable mind might accept as adequate to support a 

conclusion.”112 Thus, the law once again brings us back to a reasonable person standard. 

The adjudicator will also consider any contradictory evidence, because “the substantiality 

of evidence must take into account whatever in the record fairly detracts from its 

weight.”113

107 Lachance v. White, 174 F.3d 1378, 1381 (Fed. Cir. 1999), cert. denied, 528 U.S. 1153, 120 (2000). 108 Lachance v. White, 174 F.3d 1378, 1381 (Fed. Cir. 1999), cert. denied, 528 U.S. 1153, 120 (2000). 109  Herman v. Department of Justice, 193 F.3d 1375, 1382 (Fed. Cir. 1999). 110 Lachance v. White, 174 F.3d 1378, 1381 (Fed. Cir. 1999), cert. denied, 528 U.S. 1153, 120 (2000). 111 Frederick v. Department of Justice, 73 F.3d 349, 352 (Fed. Cir. 1996). 112 Frederick v. Department of Justice, 73 F.3d 349, 352 (Fed. Cir. 1996) (citing Consolidated Edison Co. v. NLRB, 305 U.S. 197, 229 (1938)). 113 Frederick v. Department of Justice, 73 F.3d 349, 352 (Fed. Cir. 1996) (citing Universal Camera Corp. v. NLRB, 340 U.S. 474, 488 (1951)). 
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However, as stated above, the Board will reach a decision based upon the essential 

facts known to and readily ascertainable by the employee. The employee does not have to be 

correct in his or her analysis of those facts. For example, in Special Counsel v. Spears, an 

employee disclosed to the Inspector General that money was being spent to send two 

people from Missouri to training in Virginia, even though the same course was going 

to be offered locally in Missouri two weeks later.114 The Inspector General later found 

that there was a very time-sensitive need for this training, and that it was therefore 

not improper to send the employees to Virginia. However, when it came to protecting 

the disclosure, the Board noted that the “protected status of a disclosure depends, not 

on whether it in fact discloses wrongdoing covered by the statute, but on whether a 

reasonable person would believe that what it reports is evidence of such wrongdoing.” 

The Board held that there was “no basis for concluding that anyone who was aware of the 

facts about the training trip asserted in the letter would necessarily have also been aware 

of the time sensitive aspect” of the training. Therefore, the inaccuracy of the conclusion 

that the trip was improper was not relevant to the issue of whether the disclosure could 

be protected. It was sufficient that the facts known to the employee could cause a 

reasonable person to reach that conclusion.115

114 Special Counsel v. Spears, 75 M.S.P.R. 639, 657 (1997). 115 Special Counsel v. Spears, 75 M.S.P.R. 639, 659 (1997). See also Baldwin v. Department of Veterans Affairs, 113 M.S.P.R. 469, ¶¶ 18-21 

(2010) (holding that the Board will “consider concepts of criminal law from a layman’s perspective” when evaluating if a reasonable 

person would believe he or she was disclosing a violation of law when reporting that a co-worker allegedly threatened the employee 

with a box cutter.)
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Perceived Disclosures

The Federal Circuit and the Board have repeatedly stated that one requirement 

for finding whistleblower retaliation is that a protected disclosure must be made.116 

However, there is an exception to this requirement. The Board has held “that the 

protections provided in 5 U.S.C. § 2302(b)(8) apply where a retaliatory personnel action is 

taken against an employee believed to have engaged in protected activity even though the 

employee may not have actually done so.”117

For example, in Thompson v. Farm Credit Administration, the Board held that while 

“the appellant’s expression of his view may not of itself have been intended as a 

disclosure of waste, fraud or abuse,”118 the Chairman of the agency nevertheless viewed 

the employee “as a dangerous proponent of a view that could prove embarrassing—

possibly evidencing mismanagement and abuse of discretion.”119 The Chairman also 

made a statement that the employee should be fired shortly after learning that the 

employee had distributed to other managers a study that reached conclusions that differed 

from the Chairman’s public position.120 Because the agency perceived the employee as a 

whistleblower, and retaliated on that basis, the employee was entitled to protection under 

the WPA.121

An Act Other Than Disclosing Wrongdoing May be Protected, but Not 

Necessarily as Whistleblowing

Retaliation against an employee for an employee’s action is not whistleblower retaliation 

unless the act of the employee is to disclose a violation of any law, rule, or regulation; gross

116  Warren v. Department of the Army, 804 F.2d 654, 656 (Fed. Cir. 1986); Drake v. Agency for International Development, 543 F.3d 1377, 

1380 (Fed. Cir. 2008); Lachance v. White, 174 F.3d 1378, 1380 (Fed. Cir. 1999); Eidmann v. Merit Systems Protection Board, 976 F.2d 1400, 

1407 (Fed. Cir. 1992); Worthington v. Department of Defense, 81 M.S.P.R. 532, ¶ 10 (1999). 117 Special Counsel v. Department of the Navy, 46 M.S.P.R. 274, 280 (1990) (emphasis added). See also Sirgo v. Department of Justice, 66 

M.S.P.R. 261, 266 (1995); Thompson v. Farm Credit Administration, 51 M.S.P.R. 569, 580-81 (1991); Juffer v. U.S. Information Agency, 80 

M.S.P.R. 81, ¶ 12 (1998); Zimmerman v. Department of Housing and Urban Development, 61 M.S.P.R. 75, 83 (1994). 118 Thompson v. Farm Credit Administration, 51 M.S.P.R. 569, 581 (1991). 119 Thompson v. Farm Credit Administration, 51 M.S.P.R. 569, 582 (1991). 120 Thompson v. Farm Credit Administration, 51 M.S.P.R. 569, 581 (1991). 121  The evidence in this particular case contained “a great deal of circumstantial evidence of retaliation.” Thompson v. Farm Credit 

Administration, 51 M.S.P.R. 569, 583 (1991).
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mismanagement; a gross waste of funds; an abuse of authority; or a substantial and 

specific danger to public health or safety. These are the criteria set forth in 5 U.S.C. § 

2302(b)(8), and these are the only criteria that constitute whistleblowing under the WPA. 

Other retaliation, while improper, is not whistleblowing retaliation under the WPA.122

 For example, section 2302(b)(9) is the section of the law that states that it is a prohibited 

personnel practice to:

Take or fail to take, or threaten to take or fail to take, any personnel action 

against any employee or applicant for employment because of—

(A) the exercise of any appeal, complaint, or grievance right granted by 

any law, rule, or regulation; 

(B) testifying for or otherwise lawfully assisting any individual in the 

exercise of any right referred to in subparagraph (A); 

(C) cooperating with or disclosing information to the Inspector General 

of an agency, or the Special Counsel, in accordance with applicable 

provisions of law; or 

(D) for refusing to obey an order that would require the individual to violate a 

law[.]

The Federal Circuit has held that these four types of behavior are not whistleblowing, 

and therefore are not protected from retaliation under the WPA. Rather, retaliation for one of 

the section 2302(b)(9) categories of employee action is a separate type of prohibited personnel 

practice.123 This is particularly relevant in the context of Title VII offenses—situations in which an 

individual may believe he or she is being retaliated against for reporting a discriminatory event. 

122 It is possible that a Federal employee who reports an issue may be protected by a statute other than the WPA. For example, 

the Energy Reorganization Act protects individuals who disclose violations of certain statutes, and it specifically includes the 

Department of Energy as a covered employer. 42 U.S.C. § 5851(a)(2)(G). However, some Federal whistleblower protection statutes 

specifically exclude Federal employees from their protections. For example, the Occupational Safety and Health Act of 1970 will 

protect some whistleblowers, but the definition of the term “employer” specifically “does not include the United States... or any 

State or political subdivision of a State.” 29 U.S.C. § 652(5). See also the Surface Transportation Assistance Act, which specifically 

defines a protected individual as a person who “is not an employee of the United States Government, a State, or a political 

subdivision of a State acting in the course of employment.” 49 U.S.C. § 31105(j)(2). 

123 Spruill v. Merit Systems Protection Board, 978 F.2d 679, 690-92 (Fed. Cir. 1992). Because such retaliation would be a prohibited 

personnel practice under 5 U.S.C. § 2302(b)(9), redress could be sought through means other than the WPA. For example, the 

employee could file a grievance under a collective bargaining agreement (if eligible), a grievance under the agency’s administrative 

grievance procedures (if eligible), or a complaint with the Office of the Special Counsel.
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The Federal Circuit has held that in the “ongoing battle to eradicate 

discrimination” the “leadership role” belongs to the Equal Employment Opportunity 

Commission (EEOC), and reports related to such discrimination are not whistleblowing.124 

It is not that the law ignores retaliation for a report of discrimination; it is only that the 

protections occur outside of the whistleblower protection system. But once again, the 

complexities of the law put a burden on the potential whistleblower—in this case the 

burden to know where to go to seek redress.

124 Spruill v. Merit Systems Protection Board, 978 F.2d 679, 692 (Fed. Cir. 1992).
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Retaliation 

Defined

Not every form of unpleasantness imposed on a Federal employee as a 

consequence of whistleblowing is unlawful, and therefore redressable 

under the whistleblower protection laws. Unlawful retaliation occurs 

when an “employee who has authority to take, direct others to take, recommend, or 

approve any personnel action” proceeds to “take or fail to take, or threaten to take or 

fail to take, a personnel action with respect to any employee or applicant for employment 

because of ” the disclosure of the wrongdoing.125

As the Federal Circuit has put it, to establish that there has been “retaliation for 

whistleblowing activity, an employee must show both that she engaged in whistleblowing 

activity by making a disclosure protected under 5 U.S.C. § 2302(b)(8) and that the 

protected disclosure was a contributing factor in a personnel action.”126 Without both 

of these pieces, there can be no case. Thus, the potential whistleblower must not only 

meet the definitions of disclosure discussed in the previous chapter, but the individual 

must also show the agency took, or failed to take (or threatened to take or fail to take), a 

personnel action because of the disclosure.127

125  5 U.S.C. § 2302(b). 126 Briley v. National Archives & Records Administration, 236 F.3d 1373, 1378 (Fed. Cir. 2001). See also 5 U.S.C. § 1221(e)(1); Yunus 

v. Department of Veterans Affairs, 242 F.3d 1367, 1371 (Fed. Cir. 2001); Meuwissen v. Department of the Interior, 234 F.3d 9, 12 (Fed. Cir. 

2000).

127 As will be discussed later, the timing between the agency’s knowledge of the whistleblowing and the taking of the personnel 

action can be used to establish that the disclosure was a contributing factor in the decision to take the personnel action. 
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A Personnel Action

“A personnel action” is defined by section 2302(a)(2)(A). Under the statute, any of 

the following can qualify as a personnel action. 

1. An appointment; 

2. A promotion; 

3. An action under chapter 75 of Title 5 or other disciplinary or corrective action;

4. A detail, transfer, or reassignment; 

5. A reinstatement; 

6. A restoration; 

7. A reemployment; 

8. A performance evaluation under chapter 43 of Title 5; 

9. A decision concerning pay, benefits, or awards, or concerning education or 

training if the education or training may reasonably be expected to lead to an 

appointment, promotion, performance evaluation, or other action described in 

this subparagraph; 

10. A decision to order psychiatric testing or examination;128 and 

11. Any other significant change in duties, responsibilities, or working conditions. 

The third item on this list, disciplinary or corrective actions, applies to more than 

just actions recorded in an employee’s official personnel file (OPF) such as suspensions or 

removals. For example, in Johnson v. Department of Health and Human Services, the employee 

received a letter of admonishment for contacting the Inspector General. The letter was 

not made a part of the employee’s official record, and was therefore not a disciplinary

128 The inclusion of a psychiatric exam as a personnel action may appear odd in comparison to the other items on the list, but it 

reflects the history of whistleblower retaliation. Historically, one method used to deflect attention from a potential whistleblower’s 

charges was (and still is) to attack the credibility of the potential whistleblower and make the situation about the person doing the 

reporting rather than the original wrongdoing being reported. Requiring the potential whistleblower to submit to a psychiatric 

examination is therefore a particularly suspect activity.
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action. However, because it was intended to modify the employee’s behavior in the future 

(cause him to not contact the Inspector General again), it was a corrective action and 

therefore was a covered personnel action for purposes of the WPA.129 

The ninth item on the list of potential personnel actions can encompass a frequent 

yet seemingly minor area of management decisions. Placing an employee in a leave 

without pay (LWOP) or absent without leave (AWOL) status is a decision concerning 

pay or benefits, and therefore is a personnel action.130 A denial of annual leave also is a 

decision concerning benefits under section 2302(a)(2)(A).131 The denial of an opportunity 

“to earn overtime pay that an employee would otherwise have been provided is clearly a 

decision concerning pay” and therefore is a personnel action.132 Thus, when dealing with 

an employee who has reported wrongdoing, even seemingly minor decisions may qualify as 

a “personnel action” under the WPA.

The last item on the list, “any other significant change in duties, responsibilities, or 

working conditions” has been read to include a variety of management actions, including 

retaliatory investigations.

[If] an investigation is so closely related to the personnel action that it could have 

been a pretext for gathering evidence to retaliate, and the agency does not show by 

clear and convincing evidence that the evidence would have been gathered absent 

the protected disclosure, then the appellant will prevail on his affirmative defense 

of retaliation for whistleblowing. That the investigation itself is conducted in a fair 

and impartial manner, or that certain acts of misconduct are discovered during the 

investigation, does not relieve an agency of its obligation to demonstrate by clear 

and convincing evidence that it would have taken the same personnel action in the 

absence of the protected disclosure... To here hold otherwise would sanction the 

use of a purely retaliatory tool, selective investigations.133

129  Johnson v. Department of Health and Human Services, 93 M.S.P.R. 38, ¶ 15-16 (2002) (holding “that the letter of admonishment was 

not a part of the appellant’s official personnel records is irrelevant to the question of whether it was a covered personnel action.”)

130 McCorcle v. Department of Agriculture, 98 M.S.P.R. 363, ¶16 (2005). 131 Marren v. Department of Justice, 50 M.S.P.R. 369, 373 (1991). 132 DiGiorgio v. Department of the Navy, 84 M.S.P.R. 6, ¶ 18 (1999). 133 Russell v. Department of Justice, 76 M.S.P.R. 317, 324-25 (1997).
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Examples of other retaliatory actions include the suspension of law enforcement 

authority for a Special Deputy U.S. Marshal and the decision not to extend an employee’s 

overseas tour.134

However, there is one crucial area in which the courts have decided that an action 

by the agency is not a personnel action under the whistleblower protection statutes: the 

revocation of a security clearance.135 The Federal Circuit has specifically held that the 

decision by an agency to revoke a security clearance—even when that clearance is a 

required condition of employment—will not be subject to review by OSC or adjudication 

by the MSPB.136 The Supreme Court has held that (in the absence of a law stating 

otherwise) it is “not reasonably possible” for a body such as the MSPB to review the 

substance of security clearance decisions and determine what constitutes an acceptable 

margin of error in assessing the potential risk.137 The Federal Circuit recognizes that this 

leaves “federal employees without recourse to the Board or the Special Counsel if they 

believe they have been denied security clearances in retaliation for whistleblowing.”138

Take or Fail to Take (Or Threaten to Take or Fail to Take)

It is usually much easier to determine if a personnel action has been taken than 

it is to determine if an agency has failed to take a personnel action. For example, an 

appointment is the first item on the list of personnel actions covered by the statute.139 If 

a person who has blown the whistle in the past applies for a position, but the agency

134 Johns v. Department of Veterans Affairs, 95 M.S.P.R. 106, ¶¶ 11-13 (2003); Woodworth v. Department of the Navy, 105 M.S.P.R. 456, ¶ 

18 (2007).

135 The Board has held that “in an adverse action over which the Board has jurisdiction and which is based substantially on the 

agency’s revocation or denial of a security clearance, the Board has no authority to review the agency’s stated reasons for the security 

clearance determination.” Egan v. Department of the Navy, 28 M.S.P.R. 509, 519 (1985). (In Egan v. Department of the Navy, 802 F.2d 

1563, 1575 (Fed. Cir. 1986), the Federal Circuit reversed this holding by the Board, but that court was in turn reversed by the Supreme 

Court, which supported the Board’s interpretation of the law. Department of the Navy v. Egan, 484 U.S. 518, 526-32 (1988)). 136 When applying the Supreme Court’s Egan decision to the issue of whistleblowers, the Board has held, and the Federal Circuit 

has affirmed, that “because the [Whistleblower Protection] Act does not specifically authorize the Board to review security clearance 

determinations, it cannot serve as a basis for Board jurisdiction” in a WPA case. Hesse v. Department of State, 217 F.3d 1372, 1380 (Fed. 

Cir. 2000). There are also no Fifth Amendment Due Process Clause rights regarding the revocation of a security clearance. Robinson 

v. Department of Homeland Security, 498 F.3d 1361, 1364-65 (Fed. Cir. 2007). 137 Department of the Navy v. Egan, 484 U.S. 518, 529 (1988). 138 Hesse v. Department of State, 217 F.3d 1372, 1380 (Fed. Cir. 2000). 139 5 U.S.C. § 2302(a)(2)(A)(i).
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cancels the vacancy announcement and never fills the position, has there been a failure 

to take a personnel action? According to the Federal Circuit, this can be a failure to 

take an action and can qualify as whistleblower reprisal if all the other conditions for 

whistleblowing are met.140

Similarly, even if the action—or inaction—never reaches fruition, there can still 

be whistleblower reprisal because it is retaliation just to threaten to take or not take a 

personnel action. One example of this is a Performance Improvement Plan (PIP). 

While a PIP is ostensibly given to an employee to aid the employee to improve his 

or her performance, it is also a necessary step to taking a performance based action 

such as a reduction in grade or a removal under 5 U.S.C. § 4301 et seq.141 As such, 

“a PIP by definition involves a threatened personnel action” and can be the basis of 

a whistleblower reprisal action if all other elements of whistleblowing and reprisal 

are present.142 However, the organization still has the responsibility to manage all its 

employees effectively—including those who may be whistleblowers. This responsibility 

includes taking action related to an employee’s performance and conduct—provided that 

the employee’s whistleblowing is not a contributing factor in the decision to take or not to 

take a particular action. 

Contributing Factor

For an agency’s personnel action, inaction, or threat to constitute reprisal, the 

whistleblowing must be a contributing factor in the agency’s decision to take, not take, 

threaten to take, or threaten not to take the personnel action.143 “The words a

140 Ruggieri v. Merit Systems Protection Board, 454 F.3d 1323, 1326 (Fed. Cir. 2006). 141 For more on performance-based actions taken under Chapter 43 of Title 5, please see our recent report, Addressing Poor 

Performers and the Law, available at www.mspb.gov/studies. 142 Gonzales v. Department of Housing and Urban Development, 64 M.S.P.R. 314, 319 (1994). See also Czarkowski v. Department of the Navy, 

87 M.S.P.R. 107, ¶ 18 (2000); Hudson v. Department of Veterans Affairs, 104 M.S.P.R. 283, ¶ 15 (2006). 143 5 U.S.C. § 1214(b)(4)(B)(i); 5 U.S.C. § 1221(e)(1). In 1993, the Federal Circuit held that circumstantial evidence of a personnel 

action taken soon after a protected disclosure was made was insufficient to establish a prima facie case of reprisal. Clark v. Department 

of the Army, 997 F.2d 1466 (Fed. Cir. 1993), cert. denied, 510 U.S. 1091 (1994). This decision was expressly overruled by an Act of 

Congress. Public Law No. 103-424, codified at 5 U.S.C. § 1221(e)(1)(A) and (B); S. Rep. 103-358, 7 (1994 U.S.C.C.A.N. 3549, 3555) 

(stating that “[t]his provision reverses the holding of Clark v. Department of Army, decided July 1, 1993, by the U.S. Court of Appeals 

for the Federal Circuit.”) See also Horton v. Department of the Navy, 66 F.3d 279, 284 (Fed. Cir. 1995).
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contributing factor... mean any factor which, alone or in connection with other factors, tends to affect 

in any way the outcome of the decision.”144 Although it is very difficult to know what happens 

inside any person’s mind, and those who retaliate will rarely document that a retaliatory 

motive factored into a decision, it is possible to prove through circumstantial evidence 

that a disclosure was a contributing factor in the taking or failure to take a personnel 

action. 

There are two basic ways in which a potential whistleblower can establish that a 

disclosure was a contributing factor: (1) through the use of the knowledge/timing test; 

or (2) through the use of any other evidence demonstrating that the disclosure was a 

contributing factor. These two approaches are described below. 

Knowledge/Timing Test

To establish under the knowledge/timing test that the disclosure was a contributing 

factor in the decision to take a personnel action, the whistleblower only needs to show 

“that the deciding official knew of the disclosure and that the adverse action was initiated 

within a reasonable time of that disclosure[.]”145

A “reasonable time” is not defined in the statute or regulation. However, the 

MSPB has found periods of more than a year between the disclosure and the personnel 

action sufficient to establish the connection.146 The test used by the Federal Circuit 

appears to be whether or not the time “gap between the disclosures and the allegedly

144 Marano v. Department of Justice, 2 F.3d 1137, 1140 (Fed. Cir. 1993) (internal punctuation deleted). This test was specifically 

intended to overrule earlier case law, which required a whistleblower to prove that his protected conduct was a significant, motivating, 

substantial, or predominant factor in a personnel action in order to overturn that action. Id. 145 Reid v. Merit Systems Protection Board, 508 F.3d 674, 678-79 (Fed. Cir. 2007) (internal punctuation deleted). See also Kewley v. 

Department of Health & Human Services, 153 F.3d 1357, 1361 (Fed. Cir. 1998). 146 See Inman v. Department of Veterans Affairs, 112 M.S.P.R. 280, ¶ 12 (2009) (a gap of approximately 15 months between the 

disclosure and the action satisfied the knowledge/timing test); Redschlag v. Department of the Army, 89 M.S.P.R. 589, ¶ 87 (2001) (a gap 

of approximately 18 months after one disclosure and more than one year after another disclosure satisfied the knowledge/timing 

test); Russell v. Department of Justice, 76 M.S.P.R. 317, 323 (1997) (a gap of 7 months satisfied the knowledge/timing test); Easterbrook v. 

Department of Justice, 85 M.S.P.R. 60, ¶ 10 (2000) (a gap of 7 months satisfied the knowledge/timing test). But see Costello v. Merit Systems 

Protection Board, 182 F.3d 1372, 1377 (Fed. Cir. 1999) (personnel action taken more than 2 years after the disclosure did not satisfy the 

knowledge/timing test). 
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retaliatory action is too long an interval to justify an inference of cause and effect 

between the two[.]”147

If the knowledge/timing test is met, the “whistleblower need not demonstrate the 

existence of a retaliatory motive on the part of the employee taking the alleged prohibited 

personnel action in order to establish that [the] disclosure was a contributing factor to 

the personnel action[.]”148 In fact, “[o]nce the knowledge/timing test has been met, an 

administrative judge must find that the appellant has shown that his whistleblowing was 

a contributing factor in the personnel action at issue, even if, after a complete analysis 

of all of the evidence, a reasonable factfinder could not conclude that the appellant’s 

whistleblowing was a contributing factor in the personnel action.”149 

However, as discussed later in this chapter, establishing that the whistleblowing was 

a contributing factor does not guarantee that the employee will obtain the relief sought.

Other Evidence of a Contributing Factor

While the knowledge/timing test is the most employed method, it is not the only 

means by which an employee may show that a disclosure was a contributing factor.150 

If an employee cannot satisfy the knowledge/timing test, the adjudicator will consider 

other evidence, such as “the strength or weakness of the agency’s reasons for taking the 

personnel action, whether the whistleblowing was personally directed at the proposing or 

deciding officials, and whether these individuals had a desire or motive to retaliate against 

the appellant.”151 It is possible to meet the contributing factor standard by combining the 

weight of multiple different factors.152 

147 Costello v. Merit Systems Protection Board, 182 F.3d 1372, 1377 (Fed. Cir. 1999). 148 Kewley v. Department of Health and Human Services, 153 F.3d 1357, 1362 (Fed. Cir. 1998) (quoting Marano v. Department of Justice, 2 

F.3d 1137, 1141 (Fed. Cir. 1993)).

149 Schnell v. Department of the Army, 114 M.S.P.R. 83, ¶21 (2010) (emphasis added). See also Carey v. Department of Veterans Affairs, 93 

M.S.P.R. 676, ¶ 13 (2003).

150  The knowledge/timing test is “only one of many possible ways that a whistleblower” can show that the whistleblowing was a 

factor in the personnel action. S. Rep. 103-358, 8 (1994 U.S.C.C.A.N. 3549, 3556).

151 Powers v. Department of the Navy, 69 M.S.P.R. 150, 156 (1995) (internal citations deleted). 152 See Marano v. Department of Justice, 2 F.3d 1137, 1140 (Fed. Cir. 1993); Mausser v. Department of the Army, 63 M.S.P.R. 41, 45 (1994); 

Powers v. Department of the Navy, 69 M.S.P.R. 150, 156 (1995). 
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Clear and Convincing Evidence

The law states that a corrective action “may not be ordered if the agency 

demonstrates by clear and convincing evidence that it would have taken the same personnel 

action in the absence of ” the whistleblowing.153 “Clear and convincing evidence is that 

measure or degree of proof that produces in the mind of the trier of fact a firm belief as 

to the allegations sought to be established. It is a higher standard than preponderance of 

the evidence[.]”154

When determining whether an agency has shown by clear and convincing evidence 

that it would have taken the same personnel action in the absence of whistleblowing, 

the MSPB considers three factors: (1) whether the agency had legitimate reasons for the 

personnel action; (2) the existence and strength of any motive to retaliate on the part of 

the agency officials who were involved in the decision to take the personnel action; and 

(3) any evidence that the agency takes similar personnel actions against employees who are 

not whistleblowers but who are otherwise similarly situated.155 These three factors have 

been referred to as the Carr factors. 

One example of the application of the Carr factors is Phillips v. Department of 

Transportation, in which the Board concluded the agency would still have taken the same 

action in the absence of the protected disclosure. In Phillips, the appellant supervised five 

employees, all of whom contacted the Office of the Inspector General (OIG) to express 

concerns about the appellant’s activities. After the OIG investigation began, the appellant 

153 5 U.S.C. § 1221(e)(2) (emphasis added). 

154 5 C.F.R. § 1209.4 (d). See also Horton v. Department of the Navy, 66 F.3d 279, 284 (Fed. Cir. 1995). 155 Schnell v. Department of the Army, 114 M.S.P.R. 83, ¶23 (2010) (citing Carr v. Social Security Administration, 185 F.3d 1318, 1323 

(Fed. Cir. 1999)). In Schnell v. Department of the Army, the appellant claimed that the agency’s retaliation took the form of his nonselection for a temporary promotion. In response, the agency submitted affidavits from Calvert and Neitzel [the first and second level

supervisors] containing only general statements that they never took any retaliatory personnel actions against the appellant. Neith

Calvert nor Neitzel, however, provided any detailed explanation as to why the agency selected other applicants over the appellant

for these positions that had considerable overlap with his then current position. Nor did the agency present any other evidence 

the selection procedure that it followed in filling the positions or that would explain why the appellant was not considered the top

applicant for them. As a result, the agency failed to meet its burden to create in the minds o  the Board members the required “fir

belief ” that the action would have taken place in the absence of the whistleblowing. Id. ¶ 24. 
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was temporarily put on a telecommuting detail to an office in another state. Following 

this, the appellant made a disclosure that was protected under the WPA. Several months 

later, the investigation was completed, and the OIG concluded that the appellant had

used her public office for the gain of a private business and had violated the Standards 

of Ethical Conduct by maintaining a personal friendship with a principal of a carrier over 

which the appellant was exercising the agency’s regulatory authority. Several months after 

the report of the investigation was issued, the appellant was reassigned from a supervisory 

position in Montana to a non-supervisory position at the same grade in Illinois.156 

In assessing the first factor (any legitimate reasons for the action), the Board 

noted that the appellant’s conduct had caused such concern for her subordinates that five 

employees had contacted the OIG to report it, and that “the five complainants comprised 

the entire Montana Division staff.”157 The Board held that “[u]nder these circumstances, 

the agency was legitimately concerned about returning the appellant to duty in that office, 

where she would be required to supervise and manage all of these complainants on a 

daily basis.”158 Furthermore, since the agency had sufficient concerns that it temporarily 

reassigned the appellant during the investigation, before the protected disclosure, their 

concerns were not a mere pretext.159

When assessing the second factor (any motive for retaliation), the Board noted that 

one of the officials involved in the decision to reassign the appellant had a strong motive 

to retaliate because he was a chief subject of the appellant’s disclosure. However, another 

official’s motive was unclear, and the two officials most involved in the decision lacked a 

strong motive to retaliate.160 

156 Phillips v. Department of Transportation, 113 M.S.P.R. 73, ¶¶ 2-6, 19 (2010). 157 Phillips v. Department of Transportation, 113 M.S.P.R. 73, ¶ 19 (2010). 158 Phillips v. Department of Transportation, 113 M.S.P.R. 73, ¶¶ 12-18 (2010). 159 Phillips v. Department of Transportation, 113 M.S.P.R. 73, ¶¶ 20-21 (2010). 160 Phillips v. Department of Transportation, 113 M.S.P.R. 73, ¶¶ 26-29 (2010).
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Lastly, for the third factor (personnel actions for similarly situated individuals), the 

appellant claimed that employees who committed similar offenses had not been subjected 

to similar personnel actions, but the Board held that the other employees were not 

similarly situated because they did not have close social relationships with carriers they 

regulated, and there was no indication of the problems with the other staff in the office 

such as was present in the appellant’s case.161 Accordingly, the Board held that under the 

Carr factors, the agency had met its burden to show, by clear and convincing evidence, 

that it would have taken the same personnel action in the absence of the whistleblowing.162

161 Phillips v. Department of Transportation, 113 M.S.P.R. 73, ¶ 30 (2010). 162 Phillips v. Department of Transportation, 113 M.S.P.R. 73, ¶ 31 (2010).
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Avenues for 

Redress

There are three means by which a whistleblower case may come before 

the Merit Systems Protection Board: (1) from a complaint filed by the 

OSC under the Board’s original jurisdiction; (2) from an individual right 

of action (IRA) appeal filed by a person alleging retaliation; or (3) from an individual’s 

appeal of an otherwise appealable action (OAA). In the absence of such jurisdiction, the 

MSPB lacks the authority to consider the case.

Original Jurisdiction

An original jurisdiction whistleblower protection case comes before the MSPB 

when the Office of the Special Counsel concludes that an agency has likely retaliated 

against an employee on the basis of the employee’s protected disclosure of wrongdoing 

and OSC seeks to correct the agency’s action.163 However, before such a case can come 

before the MSPB, OSC must notify the agency involved that OSC has determined 

that there are reasonable grounds to believe that the prohibited personnel practice 

of whistleblower retaliation has occurred. It is only if the agency fails to correct the 

retaliation “after a reasonable period of time” that OSC would then petition the MSPB 

for corrective action.164 The law also permits OSC to bring a case to the MSPB based 

upon the commission of other PPPs. According to the OSC, “[t]ypically, OSC obtains 

corrective action through negotiation between the complainant and the agency.”165 Thus, 

corrective action cases against an agency are rarely brought to the MSPB under its original 

jurisdiction for the commission of any prohibited personnel practice.

163 5 U.S.C. § 1214(b)(2)(C). OSC may also seek disciplinary action against an employee who has committed whistleblower 

retaliation. 5 U.S.C. § 1215. 

164  5 U.S.C. § 1214(b)(2)(B) and (C). 165 U.S. Office of Special Counsel, Annual Report to Congress for FY 2008, p. 11, available at www.osc.gov. In accordance with 5 

U.S.C. § 1218, data regarding OSC’s investigations and settlements is publicly available in OSC’s annual reports.
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From January 1, 1995 to December 31, 2009, OSC filed only 32 corrective action 

cases related to PPPs, and of those cases, 16 were settled after the complaint was filed 

with the MSPB. More common are requests from OSC for MSPB to order an agency to 

stay a personnel action while OSC investigates the potential that the action involves a 

prohibited personnel action (such as whistleblower retaliation), or while OSC pursues a 

settlement agreement.166

When OSC files an original jurisdiction corrective action case with the MSPB, OSC 

must present a complaint and the supporting facts to both the employee and the MSPB.167 

The agency involved, OSC, and the Office of Personnel Management (OPM) are entitled 

to make oral or written comments.168 While the OSC corrective action statute does not 

specify that a hearing must be conducted, MSPB regulations state that a corrective action 

complaint will be assigned to a judge for a hearing.169

Once OSC’s complaint is received by the MSPB, an administrative law judge (ALJ) 

is assigned to hear the complaint. The ALJ will conduct a hearing, consider the evidence 

and issue an initial decision.170 The decision of the ALJ is subject to review by the threemember Board of the MSPB. That decision, in turn, is subject to review on appeal to 

the Federal Circuit. While the impacted employee does not prosecute the case before 

the MSPB in an original jurisdiction case, the employee may appeal the outcome to the 

Federal Circuit if the employee is “adversely affected or aggrieved” by the MSPB’s final 

order or decision.171

166 Data on stay requests and complaints filed is from MSPB’s Law Manager case docketing system. 167 5 C.F.R. §§ 1201.128, 1201.129. 168 5 U.S.C. § 1214(b)(3). OPM has a statutory right to intervene in cases before the MSPB, and to seek judicial review of any 

final order or decision of the MSPB, if there is the potential for an erroneous interpretation of a civil service law, rule, or regulation 

affecting personnel management that would have a substantial impact on such law, rule, or regulation. 5 U.S.C. § 7701(d); 5 U.S.C. § 

7703(d). 

169 5 U.S.C. § 1214(b)(3); 5 C.F.R. § 1201.131. 170 Unlike a disciplinary action, a corrective action does not specifically require the use of an ALJ. 5 C.F.R. §§ 1201.125, 1201.131. 

However, it is the Board’s practice to assign an ALJ to both disciplinary and corrective actions brought under the Board’s original 

jurisdiction authority. 

171 5 U.S.C. § 7703(a)(1). 
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Individual Right of Action (IRA) Appeal

In 1989, Congress was concerned that “OSC had not brought a single 

corrective action case since 1979 to the Merit Systems Protection Board on behalf 

of a whistleblower.”172 In order to strengthen protections for whistleblowers the 

Whistleblower Protection Act of 1989 granted to potential whistleblowers an individual 

right of action to pursue their own cases before the MSPB, rather than relying on OSC to 

prosecute the case.173 An IRA appeal occurs under the MSPB’s appellate jurisdiction, but 

it carries important conditions to establish jurisdiction that a more traditional appeal does 

not require.

In an IRA appeal, an appellant must first establish that MSPB has jurisdiction by 

making non-frivolous allegations that: (1) the appellant engaged in whistleblowing activity 

by making a protected disclosure under 5 U.S.C. § 2302(b)(8); (2) based on the protected 

disclosure, the agency took or failed to take a personnel action (or made such a threat); 

(3) the appellant sought corrective action from OSC; and (4) the appellant exhausted 

corrective action proceedings before OSC.174 The elements of a protected disclosure and 

the connection to a personnel action are required for any whistleblower case. The last 

two elements are unique to IRA appeals, and they can cause significant difficulties for 

IRA appellants.175 

Before the MSPB can adjudicate an IRA appeal, the individual must try to get OSC 

to take a corrective action. By law, the MSPB lacks the authority to adjudicate any claim 

until a statute has given the MSPB jurisdiction.176 For an IRA appeal, MSPB’s

 jurisdiction is triggered “[o]nly after OSC has notified the employee that it has

172 S. Rep. 103-358, 2 (1994 U.S.C.C.A.N. 3549, 3550). 173 S. Rep. 103-358, 2 (1994 U.S.C.C.A.N. 3549, 3550).

174 Schmittling v. Department of the Army, 219 F.3d 1332, 1336 (Fed. Cir. 2000). See also Serrao v. Merit Systems Protection Board, 95 F.3d 

1569, 1574 (Fed. Cir. 1996); Rusin v. Department of the Treasury, 92 M.S.P.R. 298, ¶8 (2002). 175 An appellant “bears the burden of showing that she sought corrective action from the OSC and that she exhausted her 

remedies there.” Briley v. National Archives & Records Administration, 236 F.3d 1373, 1377 (Fed. Cir. 2001). 176 As the Federal Circuit frequently notes in its decisions regarding MSPB, “[t]he Board’s jurisdiction is not plenary, but is limited 

to those matters over which it has been granted jurisdiction by law, rule, or regulation.” Stoyanov v. Department of the Navy, 474 F.3d 

1377, 1379 (Fed. Cir. 2007) (citing Clark v. Merit Systems Protection Board, 361 F.3d 647, 650 (Fed. Cir. 2004)).
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terminated its investigation or has failed to commit to pursuing corrective action within 

120 days[.]”177 If there was never a complaint filed with OSC, then MSPB cannot have 

jurisdiction over an IRA appeal.178

When an individual files an IRA appeal with the MSPB, it is crucial that the issues 

raised in the IRA be the same as those contained in the individual’s earlier complaint to 

OSC. “The purpose of the requirement that an employee exhaust his or her remedies 

before the Special Counsel before appealing to the Board is to give the Special Counsel 

the opportunity to take corrective action before involving the Board in the case.”179 This 

means that the appellant must provide enough detail to OSC that there is a “sufficient 

basis to pursue an investigation which might have led to corrective action.”180 “The test 

of the sufficiency of an employee’s charges of whistleblowing to the OSC is the statement 

that the employee makes in the complaint [to OSC]... not the employee’s post hoc 

characterization of those statements.”181 If the appellant has not provided the necessary 

“clarity and precision” in the OSC complaint, then the appellant will have “deprived the 

Board of jurisdiction to hear his appeal for corrective action.”182 In other words, if it was 

not in the original complaint, it cannot be adjudicated in the IRA action.183

177 Serrao v. Merit Systems Protection Board, 95 F.3d 1569, 1574 (Fed. Cir. 1996). 178 While the absence of a complaint filed with OSC will cause an IRA appeal to be dismissed, premature filing is a relatively minor 

problem that can be overcome. If the individual files an IRA appeal without first receiving a letter from OSC stating the investigation 

has been terminated, or does not wait for 120 days to pass from the time the complaint was filed with OSC before filing the appeal, 

the IRA appeal is dismissed at the first level of the appeal (the regional or field office administrative judge) for a lack of jurisdiction. 

Such dismissals are typically without prejudice, meaning that the appellant may re-file once the time period has passed (or the 

investigation has been closed) and the appeal has become ripe. Also, if the appellant files a petition for review (PFR) of the dismissal, 

and the 120 days expire while the appeal is pending with the Board, the action would then become ripe. It is the Board’s practice to 

forward such ripened cases back to the regional or field office for adjudication. Becker v. Department of Veterans Affairs, 112 M.S.P.R. 

516, ¶ 7 (2009).

179 Ward v. Merit Systems Protection Board, 981 F.2d 521, 526 (Fed. Cir. 1992). 180 Ward v. Merit Systems Protection Board, 981 F.2d 521, 526 (Fed. Cir. 1992). 181  Langer v. Department of the Treasury, 265 F.3d 1259, 1268 (Fed. Cir. 2001) (internal punctuation deleted). 182 Ellison v. Merit Systems Protection Board, 7 F.3d 1031, 1037 (Fed. Cir. 1993). However, it is not necessary for every conceivable detail 

to be included in the complaint to OSC. For example, in Briley v. National Archives & Records Administration, 236 F.3d 1373, 1378 (Fed. 

Cir. 2001), the appellant “gave a more detailed account of her whistleblowing activities” to the hearing judge than she had provided 

in her letters to the OSC. However, Briley’s letters to the OSC nevertheless contained “the core of Briley’s retaliation claim” and gave 

OSC a sufficient basis to pursue an investigation. They therefore satisfied Briley’s “obligation to seek corrective action and exhaust 

her remedies before the OSC.”

183 While the individual must provide a specific and detailed allegation of wrongdoing, the MSPB does “not require, as a basis 

for its jurisdiction, that an appellant in an IRA appeal correctly label a category of wrongdoing under section 2302(b)(8).” Rzucidlo 

v. Department of the Army, 101 M.S.P.R. 616, ¶ 13 (2006). The focus is on whether a reasonable person could believe there was 

wrongdoing, not the labeling of which type of wrongdoing was disclosed. Thus, for example, if conduct is wrongly labeled by 

an appellant as a violation of a law, rule, or regulation when it is actually an abuse of authority, the mislabeling will not prevent 

the appellant from obtaining relief. “Requiring an appellant to correctly label his claim of whistleblowing is the sort of artificial 

distinction or technicality that led to the enactment of the WPA of 1989.” Thomas v. Department of the Treasury, 77 M.S.P.R. 224, 

236 (1998), overruled on other grounds by Ganski v. Department of the Interior, 86 M.S.P.R. 32 (2000). 
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For this reason, it is crucial that any potential whistleblower who seeks protection 

from a retaliatory personnel action treat the OSC complaint process very seriously, 

and not as a mere formality. While there have been extensive discussions amongst 

stakeholders about why OSC brings so few corrective actions for whistleblowing, the 

reality is that the process for seeking a corrective action is important beyond OSC’s 

decision on whether to proceed. Even if the OSC does not prosecute the complaint 

before the MSPB, the potential whistleblower should treat it very seriously and ensure the 

complaint contains important details. Failure to do so can prevent the MSPB from having 

jurisdiction over the IRA appeal. 

Once an individual has completed the required steps above, the individual may 

file an IRA appeal with the MSPB. Such an appeal is filed with one of the MSPB’s field 

or regional offices. The case is then assigned to an administrative judge (AJ). If the AJ 

determines there is reason to believe that the MSPB may have jurisdiction, the AJ will 

conduct any hearing, consider the evidence, and issue an initial decision.184 That decision 

may be appealed to the three-member Board of the MSPB on a petition for review (PFR). 

An employee also may appeal either the initial decision, or the PFR decision, to the 

Federal Circuit. 

Otherwise Appealable Actions Jurisdiction

Most Federal employees have the right to appeal certain personnel actions to the 

MSPB, separate from any implications of whistleblower retaliation.185 In a traditional 

adverse action appeal, the appellant has the burden to prove any affirmative defense by a 

preponderance of the evidence.186

184 “If the employee successfully makes nonfrivolous allegations of jurisdiction, the Board then conducts a hearing on the merits.” 

Kahn v. Department of Justice, 528 F.3d 1336, 1341 (Fed. Cir. 2008) (citing Yunus v. Department of Veterans Affairs, 242 F.3d 1367, 1371 

(Fed. Cir. 2001); Spruill v. Merit Systems Protection Board, 978 F.2d 679, 687-88 (Fed. Cir. 1992)). A “hearing with respect to the existence 

of jurisdiction is unnecessary.” Id. (citing Francisco v. Office of Personnel Management, 295 F.3d 1310, 1313 (Fed. Cir. 2002)). 185  Not every individual employed by the Federal Government will meet the definition of employee for purposes of adverse 

action appeal rights. For example, a temporary employee who is fired for whistleblowing may file an IRA appeal, but under most 

circumstances, this same individual cannot be heard by the MSPB on an adverse action appeal. See Lopez v. Department of Housing 

and Urban Development, 98 F.3d 1358 (Fed. Cir. 1996) (Table). For a statutory definition of those individuals with adverse action 

appeal rights, see 5 U.S.C. § 7511(a). For a more detailed explanation regarding which individuals may have adverse action appeal 

rights, see Navigating the Probationary Period After Van Wersch and McCormick, available at www.mspb.gov/studies. 186 5 C.F.R. § 1201.56(a)(2)(iii). Preponderance of the evidence means “[t]he degree of relevant evidence that a reasonable person, 

considering the record as a whole, would accept as sufficient to find that a contested fact is more likely to be true than untrue.”

5 C.F.R. § 1201.56(c)(2).
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The personnel actions that may be appealed under the MSPB’s adverse action 

appellate jurisdiction include, but are not limited to, removals, reductions in grade or pay, 

suspensions of more than 14 days, and furloughs of 30 days or less.187 If an employee 

who has adverse action appeal rights believes that the adverse action was taken in 

retaliation for the individual’s whistleblowing, then the employee may use the MSPB’s 

traditional appellate jurisdiction and raise whistleblower retaliation as an affirmative 

defense. A separate complaint to OSC is not required if the individual was affected by a personnel 

action that is directly appealable to the MSPB. Furthermore, an employee is permitted to 

exercise his or her adverse action appeal rights, even if he or she has filed a complaint 

with OSC, provided that the employee also follows all of the adverse action appeal 

procedures, and the MSPB has not adjudicated the content of the OSC complaint on the 

merits.188

Because retaliation against a whistleblower is one of the PPPs, if the employee can 

demonstrate in a traditional appeal that the action qualifies as whistleblower retaliation, 

and the agency cannot show by clear and convincing evidence that it would have taken the 

same action in the absence of the whistleblowing, the MSPB will overturn the agency’s 

action.189 The employee will be restored to the status quo ante (the same situation that he 

or she was in prior to the unwarranted adverse personnel action.)190

187 See 5 U.S.C. §§ 7512, 7513. While suspensions of 14 days or less are considered adverse actions, these actions cannot be 

appealed to the MSPB in the absence of another jurisdictional authority. 

188 Sabersky v. Department of Justice, 91 M.S.P.R. 210, ¶¶ 6-8 (2002), aff’d, 61 Fed.Appx. 676 (Fed. Cir. 2003); Massimino v. Department of 

Veterans Affairs, 58 M.S.P.R. 318, 324 (1993). “Generally, the Board has held that an individual who appeals his removal directly to the 

Board is barred by res judicata from bringing, after exhausting the OSC process, a second whistleblower appeal challenging the same 

removal action.” Calvetti v. Department of the Air Force, 107 M.S.P.R. 480, ¶ 9 n. 2 (2007).

If an appellant who is eligible for a traditional appeal first seeks corrective action from OSC, and then files a traditional appeal, the 

time limit for filing the traditional appeal is the same as it would be for an IRA appeal. Massimino v. Department of Veterans Affairs, 58 

M.S.P.R. 318, 323 (1993). See also 5 C.F.R. § 1209.5(b). 189  5 U.S.C. § 7701(c)(2)(B); 5 U.S.C. § 1221(e)(2). 190 “[W]hen the Board finds a personnel action unwarranted, the aim is to place the appellant, as nearly as possible, in the situation 

she would have been in had the wrongful personnel action not occurred.” Driscoll v. U.S. Postal Service, 112 M.S.P.R. 498, ¶13 (2009). 

See also Kerr v. National Endowment for the Arts, 726 F.2d 730, 733 (Fed. Cir. 1984) (holding that an “injured party is to be placed, as near 

as may be, in the situation he would have occupied if the wrong had not been committed.”)
A Report by the U.S. Merit Systems Protection Board

Avenues for Redress

49

MSPB Jurisdiction Over Non-Whistleblowing Retaliation Claims

As discussed earlier, section 2302(b)(9) applies when an agency official retaliates 

against an employee because the employee filed a complaint, grievance, or appeal; testified 

in such a case; cooperated with certain investigations; or refused to violate the law. Such 

retaliation by an agency is not automatically whistleblower retaliation, but it is nonetheless 

a prohibited personnel practice. Because OSC has jurisdiction over all prohibited 

personnel practices, OSC has the power to bring a section 2302(b)(9) case to the attention 

of the MSPB. The MSPB is specifically authorized (and even instructed) by statute to 

“order such corrective action as the Board considers appropriate, if the Board determines 

that the Special Counsel has demonstrated that a prohibited personnel practice, other 

than one described in section 2302(b)(8), has occurred, exists, or is to be taken.”191 Thus, 

a section 2302(b)(9) PPP action may come before the MSPB as a part of its original 

jurisdiction. 

Because an agency official’s desire to punish an employee for exercising an appeal 

right, cooperating with an investigation, or refusing to violate the law, is not a legitimate 

reason to take an adverse personnel action, a section 2302(b)(9) PPP could also come to 

the attention of the MSPB as a part of an employee’s affirmative defense in an traditional 

appealable action.192 

However, the MSPB will not have jurisdiction over a purely section 2302(b)(9) 

PPP if it comes to the MSPB in the form of an IRA appeal. The logic behind this is the 

fact that IRA appeals are reserved for whistleblowers, and someone who is retaliated against 

under section 2302(b)(9) is subjected to a non-whistleblower PPP. 

191 5 U.S.C. §1214. 192 An “agency’s decision may not be sustained...if the employee... shows that the decision was based on any prohibited personnel 

practice described in section 2302(b) of this title[.]” 5 U.S.C. § 7701(c)(2)(B).
Whistleblower Protections for Federal Employees

Avenues for Redress

50

The Federal Circuit has held that when establishing the IRA avenue for redress, 

Congress “drew a distinction between reprisal based on disclosure of information and 

reprisal based upon exercising a right to complain.”193 “The facts underlying a section 

2302(b)(9) disclosure can serve as the basis for a section 2302(b)(8) disclosure only if 

they establish the type of fraud, waste, or abuse that the WPA was intended to reach.”194 

Without this connection to whistleblowing, the MSPB simply lacks the legal authority to 

hear the claim under its whistleblower retaliation adjudication authority.195 This is one 

more reason why it is important for an employee to make use of the Office of the Special 

Counsel. OSC can obtain from the MSPB the necessary corrective action for any PPP 

(including a section 2302(b)(9) PPP) while the individual acting alone cannot overcome 

the jurisdictional hurdle in the absence of some other appeal right. 

193 Serrao v. Merit Systems Protection Board, 95 F.3d 1569, 1575 (Fed. Cir. 1996) (internal punctuation deleted). 194 Ellison v. Merit Systems Protection Board, 7 F.3d 1031, 1035 (Fed. Cir. 1993). 195 Because a violation of 5 U.S.C. § 2302(b)(9) is a PPP, a section 2302(b)(9) case can be adjudicated by the MSPB as an affirmative 

defense in an otherwise appealable action or in a PPP complaint filed by the OSC without the requirement to establish whistleblowing 

occurred.
A Report by the U.S. Merit Systems Protection Board 51

Conclusion

Whistleblower protection is a particularly complex area of Federal 

personnel law. As we discussed in this report, the MSPB will not 

be able to provide relief under the WPA to a Federal employee or 

applicant who discloses wrongdoing and believes that he or she has been retaliated against 

for the disclosure, unless all of the following conditions are met:

1. The individual disclosed conduct that meets a specific category of 

wrongdoing set forth in the law.

2. The individual made the disclosure to the “right” type of party. Depending 

on the nature of the disclosure, the individual may be limited regarding to 

whom the report can be made. 

3. The individual made a report that is either: (a) outside of the employee’s 

course of duties; or (b) communicated outside of normal channels. 

4. The individual made the report to someone other than the wrongdoer. 

5. The individual had a reasonable belief of wrongdoing. 

6. The individual suffered a personnel action, the agency’s failure to take a 

personnel action, or the threat to take or not take a personnel action. 

7. The individual was able to demonstrate a connection between the disclosure 

and the personnel action, failure to take a personnel action, or the threat to 

take or not take a personnel action.

8. The individual sought redress through the proper channels.
52 Whistleblower Protections for Federal Employees

Conclusion

However, even if an individual establishes all of the above criteria are met, the 

law states that the relief sought by the individual will not be ordered if the agency can 

establish by clear and convincing evidence that it would have taken the same action in the 

absence of the whistleblowing.

This means that not all undesirable conduct by an agency constitutes wrongdoing, 

not all reports of wrongdoing constitute disclosures, and not all disclosures are 

protected. Furthermore, not all unpleasantness for the whistleblower that results from 

whistleblowing constitutes a prohibited personnel practice for which a legal remedy may 

be obtained. Lastly, if there has been whistleblower retaliation, certain procedural steps 

often must be followed by the whistleblower in order to obtain redress.

If the employee’s situation is not one covered by the statutes, the MSPB will lack 

the authority to reach the merits of a potential whistleblower’s appeal. That is why it is so 

important for Federal employees to understand how the whistleblower protections work 

and for Congress to be aware of the difficulties a potential whistleblower may encounter 

when navigating the law.

It is not surprising that Congress has seen the need to amend whistleblower 

laws in the past, and has considered doing so again in recent years. It is challenging 

to create a set of rules that carefully balances management rights with the public’s 

interest in protecting whistleblowers. A perfect balance between management rights 

and whistleblower protections may never be fully achieved, but we believe that the best 

possible balance is worth pursuing. As the Senate noted when the CSRA was enacted, 

and whistleblower protections were put into the law for Federal employees for the first 

time: “Protecting employees who disclose government illegality, waste, and corruption is 

a major step toward a more effective civil service.”196

196 S. Rep. 95-969, 8 (1978 U.S.C.C.A.N. 2723, 2730).
A Report by the U.S. Merit Systems Protection Board 53

Excerpts from 

Title 5

The below are excerpts from the law, provided to aid in the discussion throughout this 

report. Please consult the full text of any statute when using the law for any other 

purpose. 

Definition of Personnel Action

§ 2302 (a)(2) For the purpose of this section— 

(A) “personnel action” means— 

(i) an appointment;

(ii) an promotion;

(iii) an action under chapter 75 of this title or other disciplinary or corrective action;

(iv) a detail, transfer, or reassignment;

(v) a reinstatement;

(vi) a restoration;

(vii) a reemployment;

(viii) a performance evaluation under chapter 43 of this title;

(ix) a decision concerning pay, benefits, or awards, concerning education or training if the education

 or training may reasonably be expected to lead to an appointment, promotion, performance

 evaluation, or other action described in this subparagraph; 

(x) a decision to order psychiatric testing or examination; and

(xi) any other significant change in duties, responsibilities, or working conditions;

with respect to an employee in, or applicant for, a covered position in an agency, and in the case of 

an alleged prohibited personnel practice described in subsection (b)(8), an employee or applicant for 

employment in a Government corporation as defined in section 9101 of title 31... 

Whistleblower Retaliation Provision

§ 2302 (b) Any employee who has authority to take, direct others to take, recommend, or approve any personnel action, 

shall not, with respect to such authority— 

(8) take or fail to take, or threaten to take or fail to take, a personnel action with respect to any employee or applicant 

for employment because of— 

(A) any disclosure of information by an employee or applicant which the employee or applicant reasonably 

believes evidences— 

(i) a violation of any law, rule, or regulation, or 

(ii) gross mismanagement, a gross waste of funds, an abuse of authority, or a substantial and 

specific danger to public health or safety, 
54 Whistleblower Protections for Federal Employees

Excerpts from Title 5

if such disclosure is not specifically prohibited by law and if such information is not specifically required by 

Executive order to be kept secret in the interest of national defense or the conduct of foreign affairs; or 

(B) any disclosure to the Special Counsel, or to the Inspector General of an agency or another employee 

designated by the head of the agency to receive such disclosures, of information which the employee or 

applicant reasonably believes evidences— 

(i) a violation of any law, rule, or regulation, or 

(ii) gross mismanagement, a gross waste of funds, an abuse of authority, or a substantial and 

specific danger to public health or safety...

Retaliation That Is a PPP, but Is Not Whistleblower Retaliation

§ 2302 (b) Any employee who has authority to take, direct others to take, recommend, or approve any personnel action, 

shall not, with respect to such authority— 

(9) take or fail to take, or threaten to take or fail to take, any personnel action against any employee or applicant for 

employment because of— 

(A) the exercise of any appeal, complaint, or grievance right granted by any law, rule, or regulation; 

(B) testifying for or otherwise lawfully assisting any individual in the exercise of any right referred to in 

subparagraph (A); 

(C) cooperating with or disclosing information to the Inspector General of an agency, or the Special 

Counsel, in accordance with applicable provisions of law; or 

(D) for refusing to obey an order that would require the individual to violate a law... 

Individual Right of Action (IRA) 

§ 1214 (a)(3) ... An employee, former employee, or applicant for employment may seek corrective action from the 

Board under section 1221, if such employee, former employee, or applicant seeks corrective action for a prohibited 

personnel practice described in section 2302 (b)(8) from the Special Counsel and— 

(A) 

(i) the Special Counsel notifies such employee, former employee, or applicant that an investigation 

concerning such employee, former employee, or applicant has been terminated; and 

(ii) no more than 60 days have elapsed since notification was provided to such employee, former 

employee, or applicant for employment that such investigation was terminated; or 

(B) 120 days after seeking corrective action from the Special Counsel, such employee, former employee, 

or applicant has not been notified by the Special Counsel that the Special Counsel shall seek 

corrective action on behalf of such employee, former employee, or applicant. 

§ 1221(e)(1) Subject to the provisions of paragraph (2), in any case involving an alleged prohibited personnel practice 

as described under section 2303 (b)(8), the Board shall order such corrective action as the Board considers appropriate 

if the employee, former employee, or applicant for employment has demonstrated that a disclosure described under 

section 2303 (b)(8) was a contributing factor in the personnel action which was taken or is to be taken against such 

employee, former employee, or applicant. The employee may demonstrate that the disclosure was a contributing factor 

in the personnel action through circumstantial evidence, such as evidence that— 

(A) the official taking the personnel action knew of the disclosure; and 

(B) the personnel action occurred within a period of time such that a reasonable person could conclude 

that the disclosure was a contributing factor in the personnel action. 

(2) Corrective action under paragraph (1) may not be ordered if the agency demonstrates by clear and convincing 

evidence that it would have taken the same personnel action in the absence of such disclosure. 


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