U.S. Office of Special Counsel OSC Handout: Know Your Rights When Reporting Wrongs
Whistleblower Protection Enhancement Act of 2012
The IG Act and other pertinent laws protect persons making Hotline complaints.
In accordance with section 407 of the Inspector General Act of 1978, as amended, 5 U.S.C. §§ 401–424, the OIG shall not, after receipt of a complaint or information from an EPA employee, disclose the identity of the employee without the consent of the employee unless the Inspector General determines such disclosure is unavoidable during the course of an investigation. Any identifying information is confidential source material, and OIG employees must not disclose such information except to other OIG employees who have a need to know in connection with their official duties.
Complainants who are not EPA employees do not have an automatic right to confidentiality under section 407 of the Inspector General Act of 1978. However, non-EPA employees may specifically request confidentiality, and the OIG will protect the confidentiality of such complainants to the maximum extent permitted by law (for example, by using applicable exemptions and exclusions of the Freedom of Information Act and applicable exemptions of the Privacy Act).
If you do not wish to disclose your identity, you may remain anonymous when contacting the OIG. However, please keep in mind that anonymity may impede a quick or thorough investigation or the success of a later prosecution.
The following links exit the site The Whistleblower Protection Enhancement Act of 2012 (WPA) and the Whistleblower Protection Act of 1989 Enhanced by the Act of 2012 provides protection rights for Federal employees against retaliation for whistleblowing activities. Under WPA, Federal employees may seek whistleblower protection from the Office of Special Counsel (OSC) and the Merit Systems Protection Board (MSPB). OSC is an independent executive agency whose responsibilities include investigating whistleblowers' complaints and litigating cases before the MSPB. MSPB has the authority to enforce their decision and to order corrective and disciplinary actions. Actions ordered can include restoring one's job, reversing suspensions, taking disciplinary action against a supervisor, and reimbursing attorney fees, medical and other costs, and damages.
