Yet, we would all benefit if it were. If managers are given appropriate information and training in personnel matters, the federal government will be able to operate more effectively and employees will be able to focus on their mission. Today, when new employees enter government service, they are usually given a packet of material regarding government ethics laws, family and medical leave, flex-time and other laws. I've yet to meet the new employee, however, who received a packet of information regarding prohibited personnel practices and the Whistleblower Protection Act. It did so to build whistleblower awareness within the agency at the direction of the new Customs Commissioner who wants to change the culture of the workforce and wants OSC to actively engage in training agency managers.
Awareness is very important.
For example, in addition to our responsibilities to investigate and prosecute prohibited personnel practices, OSC also enforces the Hatch Act. Last year, we provided more than 2,000 advisory opinions on this Act, enabling individuals to determine whether or not they were covered and whether their contemplated activities were legally permitted. And, while we do receive and prosecute some Hatch Act complaints, they are very small in number as compared to complaints for whistleblower reprisal. Before closing, I would like to provide an abbreviated summary of how OSC prosecutes complaints. It is staffed by 14 examiners who conduct preliminary investigations into about 2,000 complaints per year.