Employees of DOJ and its contractors, subcontractors, and grantees perform an important service by reporting what they reasonably believe to be evidence of wrongdoing, and they should never be subject to or threatened with reprisal for doing so. The OIG’s Whistleblower Ombudsperson program carries out a number of key functions, including:
The OIG Whistleblower Ombudsperson program cannot act as a legal representative, agent, or advocate for any individual whistleblower.
Reports concerning wrongdoing in DOJ employees or programs should be submitted directly to the OIG Hotline.
For more information on whistleblower rights and protections, please see the the pamphlet prepared by the U.S. Office of Special Counsel, “Know Your Rights When Reporting Wrongs” and the following topics from the video entitled “Reporting Wrongdoing: Whistleblowers and their Rights and Protections,” prepared by the OIG Whistleblower Ombudsperson program:
For more information, you may contact the OIG Whistleblower Ombudsperson program.
If an adverse personnel action has been taken or threatened against you in reprisal for making a disclosure of wrongdoing within your component, to the OIG, or elsewhere, you may submit a complaint to the OIG Hotline, or to the U.S. Office of Special Counsel. If you submit your complaint to the OIG, we will review it and let you know whether it is appropriate for the OIG to investigate or whether it should be referred elsewhere. Allegations of reprisal regarding EEO matters generally should be addressed through the EEO process.
There are separate procedures for employees of the FBI who believe that they have been retaliated against for making a protected disclosure. They may submit a complaint to the OIG Hotline, or to the DOJ Office of Professional Responsibility (OPR). The OIG or the OPR will review reprisal complaints made by FBI employees, conduct investigation of such complaints in appropriate cases, and, if they find reasonable grounds to believe that there has been or will be reprisal for a protected disclosure, report their findings to the DOJ Office of Attorney Recruitment and Management (OARM) for disposition. More information on OARM’s procedures is available at http://www.justice.gov/oarm/wb/whistleblowers.htm.
Pursuant to the Whistleblower Protection Enhancement Act of 2012, the following statement applies to non-disclosure policies, forms, or agreements of the federal government with current or former employees, including those in effect before the Act’s effective date of December 27, 2012:
“These provisions are consistent with and do not supersede, conflict with, or otherwise alter the employee obligations, rights, or liabilities created by existing statute or Executive Order relating to (1) classified information, (2) communications to Congress, (3) the reporting to an Inspector General of a violation of any law, rule, or regulation, or mismanagement, a gross waste of funds, an abuse of authority, or a substantial and specific danger to public health or safety, or (4) any other whistleblower protection. The definitions, requirements, obligations, rights, sanctions, and liabilities created by controlling Executive Orders and statutory provisions are incorporated into this agreement and are controlling.”
The controlling Executive Orders and statutory provisions in the event of any conflict with a non-disclosure policy, form, or agreement include, as of March 14, 2013: