Pdf Inspector General Audits And Violation Of Wire Stripping 2017
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It is possible to fight wrongdoing from within without sacrificing your career. Download the PDF.
- Recently Approved and Updated Schedules
- Caught Between Conscience and Career
- A Guide for Members of Congress Visiting ICE Jails
- Caught Between Conscience and Career
What's New? Judge Dana M. Sabaraw of the U. District Court for the Southern District of California has issued a preliminary injunction mandating that the Trump administration reunify families that were separated at the border within specified deadlines and in no case later than 30 dates. Read opinion.
Recently Approved and Updated Schedules
It is possible to fight wrongdoing from within without sacrificing your career. Download the PDF. Nothing in this publication should be construed as legal advice. At government agencies, financial institutions, government contractors, and other powerful organizations, once-lonely voices speaking out against wrongdoing are increasingly being joined by others, and together they are beginning to raise a crescendo that can no longer be ignored or silenced.
Institutions that break the law, commit fraud, or harm public health, safety, or security have good reason to fear whistleblowing by conscientious employees. Many things have changed since the days of the brown envelope slipped under the door by an anonymous source.
Now, the internet and the proliferation of online platforms have expanded the means by which whistleblowers can disclose information and the number of people that information can reach, increasing the potential to make a difference. Yet many things have stayed the same, particularly the risk that whistleblowers will face retaliation.
The whistleblowers can raise concerns purely internally or through disclosures to law enforcement, Congress, other official channels, or the public. Technological advances have made it harder than ever before to dissent anonymously.
Moreover, the lessons we present in this book are primarily for whistleblowers working in the federal government, specifically the executive branch. However, the same lessons can be valuable for local and state government whistleblowers, private-sector whistleblowers, and anyone else who wants to bring wrongdoing to light while protecting themselves. Indeed, missing, limited, or ineffective legal protections are major themes in this book.
Whistleblower-protection laws have significant loopholes. Even if a whistleblower is wrong about the specifics, their disclosures may still warn of valid threats, or an investigation into their concerns may still expose related misconduct.
Laudatory press coverage and movie portrayals can sometimes cast whistleblowing in a glamorous light. Retaliation against whistleblowers is widespread and poses a significant barrier to the accountability and transparency of government and corporate conduct. About 30 percent of government employees say they fear retaliation if they report wrongdoing. Retaliation against private-sector whistleblowers is also troubling.
Despite the enactment of new whistleblower rights following the financial meltdown caused by the home-mortgage crisis of , instances of reprisal against employees for reporting wrongdoing have doubled from 22 to 44 percent since , with 72 percent of employees who were retaliated against saying it happened within three weeks of making a disclosure.
Fortunately, legal rights for whistleblowers are steadily getting stronger, and the chances of winning protection have improved. After a thirteen-year campaign by the Make It Safe Coalition, of which our organizations are members, 12 Congress unanimously passed the Whistleblower Protection Enhancement Act of That legislative makeover of whistleblower rights reversed more than a decade of hostile court rulings, restored access to an appeals process, outlawed agency gag orders, and offered reinforced protection against scientific censorship.
Similarly, since the s, Congress has passed numerous whistleblower laws providing much of the private sector—including government contractors—with rights enforced through jury trials. This edition of our book keeps pace with new legal developments, and the chapter on the law has been expanded to discuss legal protections for federal contractor, FBI, intelligence community, and military whistleblowers. Unfortunately, confusion about and lack of awareness of whistleblower rights by employees and managers alike are widespread.
Confusion about whistleblower rights—by employees and managers alike—is widespread. For instance, during the Obama Administration, whistleblower retaliation at the Department of Veterans Affairs made national headlines when the Office of Special Counsel reported a massive surge in whistleblower-retaliation complaints, some from employees who disclosed secret waiting lists that revealed the difficulty many veterans faced in accessing health care at Veterans Affairs medical centers.
In another instance, several agents from the Bureau of Alcohol, Tobacco, Firearms and Explosives asserted that the Bureau retaliated against them for disclosing that a U. The Trump Administration also sent chilling signals to whistleblowers.
The retaliation even applies to high-level officials who have left government: President Trump yanked the security clearance of former CIA Director John Brennan specifically for criticizing him, and threatened the clearances of other former intelligence leaders who dissent.
Even though both Presidents strengthened legal protections for whistleblowers—and deserve credit for that—these statements and developments during both Administrations may make lower-level employees think twice about speaking up when they witness misconduct, and certainly about identifying themselves. Most frightening, government employees who disclose information to the press are encountering criminal investigations and prosecutions, illustrated by record levels of prosecutions of government employees under the Espionage Act.
Under President Trump, the Justice Department ramped up leak investigations, tripling the number during the first year of the Administration, according to then-Attorney General Jeff Sessions. Another alarming fact is that due process and legal remedies available for many types of whistleblowers are woefully inadequate. For instance, unlike corporate and government contract workers, federal employees cannot seek justice against whistleblower retaliation through jury trials in courts.
Perhaps the starkest choice government employees may confront is if they should overlook violations of law or obey a direct order to violate the law. The government employee is faced with an unpalatable choice of possible discipline for insubordination or potential liability for knowingly sanctioning violations of law. While federal civil service protections make it illegal to retaliate for refusing to violate a law, rule, or regulation, 31 the lack of credible due process means in practice that law-abiding public servants still proceed at their own risk.
This bleak reality means that those seeking to expose and resolve problems caused by corruption, political pressure, unaccountable bureaucracies, incompetence, or illegal actions within government agencies and by powerful corporations should do so in ways that are less risky for their careers, if possible. Expose abuse without exposing your identity. Read or print this survival guide in full by clicking the download link below.
Caught Between Conscience and Career is intended to help employees encountering these difficult ethical issues in their workplaces and to empower them to make the best choices. It is a survival guide for whistleblowers. It walks through the difficulties that may be encountered when blowing the whistle, the path of disclosing information without disclosing your identity, how to securely communicate electronically, the pros and cons of different official government channels for disclosure, tips for working with the press, and a primer on legal protections.
The most important point is that it is possible to fight wrongdoing from within without sacrificing your career. There is a vibrant community of concerned citizen-activists who seek to aid those patriots who struggle to serve the public good. We can help you bring serious problems in the federal government and the private sector to light by providing assistance in exposing wrongdoing; assistance in conducting policy advocacy and media campaigns to remedy identified problems; and investigative research.
Collectively, we have helped countless conscientious employees do the right thing while still minimizing the risk to their careers. If you blow the whistle, first learning the lessons of others who suffered can make all the difference in your own efforts. God will forgive you but the bureaucracy won't.
In the spring of , whistleblowers at the Department of Veterans Affairs VA came forward and told the press horrific stories of how veterans were not receiving the medical care they needed. Veterans Affairs Secretary Eric Shinseki and others resigned in the immediate wake of the scandal.
But many of the whistleblowers who raised concerns also faced retaliation from the federal government. Few paths are more professionally treacherous than challenging abuses by your own employer. Too often, the more successful whistleblowers are at making a difference, the more threatening they become to those whose actions cannot withstand scrutiny. Their successes can motivate retaliation if they are identified. And for those who think that blowing the whistle publicly is glamorous or a path to recognition, think again.
Many whistleblowers suffer in obscurity, frustrated by burned career bridges, blackballed in their line of work, and never achieving the validation they sought. For every success story, there are an untold number of stories of professional martyrdom. The prominent, lionized exceptions stand as beacons of false hope for thousands. Whistleblowing is always dangerous, but embarking on that path without preparation and thoughtful consideration of the consequences can be a recipe for disaster.
For those contemplating or maybe unable to avoid being identified as a whistleblower, we sketch out some considerations and potential negative consequences in the following pages. It takes individuals to deliver the truth about wrongdoing and sometimes the only individuals in a position to do so work within the very organizations committing wrongdoing.
But few paths are more professionally treacherous than challenging abuses by your own employer. If you are thinking of publicly opposing an action by your agency or openly reporting wrongdoing in the workplace, here are some considerations to think about before acting. One person against a government agency is inherently a David-versus-Goliath struggle. The organization holds most of the cards.
People who speak out loudly and publicly against their organization can face repercussions in their jobs. Not all of these repercussions are immediately obvious. Some whistleblowers are given lateral transfers to isolated or unpopular offices. When agency employees go public with tales of malfeasance or other information of public concern, the media spotlight may focus on the personality at the expense of the issue. Whistleblowers may find that they become the story.
Government agencies often find it easier to distract from their misconduct by attacking the messenger than addressing the message. Women can face misogynistic accusations and racial minorities can face racist allegations. This allows the agency to turn the tables and put the employee, or their motives, on trial: Is the whistleblower a good employee?
Does the whistleblower have a hidden agenda like revenge or ambition? In instances where the employee is fighting to obtain a remedy for retaliation, the case turns on questions of employment law see Chapter 6 such as: Was the termination lawful?
Is there a legitimate reason for the transfer? Did the agency abuse its discretion? The concern the employee raised becomes a subsidiary issue in a reprisal case. This means whistleblowers must fight on two fronts—to defend themselves, and to convince government authorities to address the problems they raised. Good professionals are often casualties of whistleblower conflicts. Even vindicated whistleblowers leave agencies as a matter of survival, or are too disheartened to continue in their chosen career.
At a minimum, agency managers will likely shy away from giving whistleblowers sensitive or potentially controversial assignments—in other words, the most significant work where integrity counts the most. But conscientious employees who take career risks to address problems are precisely the people who best serve the public, and are the employees we need to keep in government agencies.
The human dimension to these risks should not be overlooked. Being a whistleblower is stressful. As employees are transferred to less-interesting projects or have their responsibilities removed, boredom and frustration can set in. Notwithstanding the above, you may choose to blow the whistle. As we explain in later chapters, often employees do not even think they are engaging in dissent, believing they are just doing their jobs.
But then they wake up one day to find that they somehow made the transition from valued worker to Public Enemy Number One. In other instances, the employee is in a situation where they have nothing to lose by fighting. When that moment of realization or decision arrives, pause for a moment to review the following survival tips that apply to whistleblowers who choose not to act anonymously. Blowing the whistle can impact your entire family. Before taking any irreversible steps, talk to your spouse, significant other, family, or close friends—the support group you will need in the coming days, months, or years—about your decision to blow the whistle.
If they are not with you, you may want to rethink this path. Any personal vulnerability or peccadillo can be used against you by your agency. If there is something in your past you do not want to see on the front page of the newspaper or shared with the world on social media, reconsider blowing the whistle.
Caught Between Conscience and Career
Role of the Treasury. Organizational Chart. Orders and Directives. International Affairs. Terrorism and Financial Intelligence. Inspectors General. Strategic Plan.
(OIG), completed the audit of FAA's consolidated financial statements as of and for the years liability and preparation of the manual journal entry to record the liability. it to the Office of Inspector General no later than December 31, The first lighted airway was a mile strip between Dayton.
A Guide for Members of Congress Visiting ICE Jails
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The U. Immigration and Customs Enforcement ICE operates approximately facilities under contracts with private prison companies and county and local jails to hold about 50, immigrants each day while their immigration cases proceed. The best way for an elected official to understand what is happening in immigration jails is to visit them. This toolkit provides a step-by-step guide for how members of Congress can visit ICE detention facilities in their districts and engage in oversight. Visiting an ICE jail is a critical first step to bring accountability to this harmful system.
Caught Between Conscience and Career
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