OFFICE OF INSPECTOR GENERALBabel Notices
OIG Whistleblower Protection Coordinator
Overview
Since the enactment of the Inspector General Act in 1978, Inspector Generals have relied on the information provided by whistleblowers to combat waste, fraud, abuse, and misconduct in their respective agencies. Federal laws outline the duty of Federal employees to disclose wrongdoing, and the ability to do so without fear of retaliation. This page, and the linked information accessible from this page, provides educational materials for DOL employees, DOL applicants, and employees of DOL contractors, subcontractors, grantees, and subgrantees about whistleblower protections and avenues for raising concerns.
DOL OIG's Whistleblower Protection Coordinator
The Whistleblower Protection Coordinator (WBP Coordinator), designated by the Inspector General, is responsible for educating agency employees about prohibitions on retaliation for protected disclosures, and employees’ rights and remedies against retaliation for protected disclosures. The law does not permit the WBP Coordinator to act as a legal representative, agent, or advocate for DOL applicants or employees, or employees of DOL contractors, subcontractors, grantees, or subgrantees. To contact the Whistleblower Protection Coordinator, send an email to: OIGWhistleblower@oig.dol.gov
What is Whistleblower Retaliation?
Whistleblower retaliation is an adverse action in response to a protected disclosure of information. Retaliation includes almost any personnel action, failure to take a personnel action, or the threat to take or fail to take a personnel action, which adversely affects the whistleblower.
Who is Protected from Whistleblower Retaliation?
- Current and former DOL employees
- Applicants for DOL employment
- Employees of DOL contractors, subcontractors, grantees, and subgrantees
What Types of Disclosures are Protected?
In order for your disclosure to be protected, your disclosure must pertain to a DOL program, and, if you are an employee of a DOL contractor, subcontractor, grantee, or subgrantee, your disclosure must relate to a DOL contract or grant. You must also have a reasonable, good faith belief that the allegations you are disclosing are truthful. There are five types of protected disclosures:
- A violation of law, rule, or regulation
- Gross mismanagement
- Gross waste of funds
- An abuse of authority
- A substantial and specific danger to public health or safety
Where Can You Report a Complaint of Whistleblower Retaliation?
Federal Employees
DOL employees or applicants for employment may file whistleblower retaliation complaints with the OIG Hotline or the U.S. Office of Special Counsel (OSC), both of which have the authority to investigate complaints. If you submit a complaint to the OIG Hotline, the OIG will review it and notify you whether the OIG or OSC should process the complaint. For information about the differences in the process and potential remedies based on whether you file your complaint with the OIG or OSC, you can contact the Whistleblower Protection Coordinator.
Employees of DOL Contractors, Subcontractors and Grantees
If you are an employee of a DOL contractor, subcontractor, grantee, or subgrantee and you believe you have been retaliated against for whistleblowing related to DOL funds you may file a whistleblower retaliation complaint with the OIG Hotline. The OIG is required to investigate a complaint of whistleblower retaliation brought by an employee of a DOL contractor, subcontractor, grantee, or subgrantee unless the OIG determines that the complaint is frivolous, fails to allege a violation of the prohibition against whistleblower retaliation, or has previously been addressed in another Federal or State judicial or administrative proceeding initiated by the complainant.
Resources:
The OIG WBP Coordinator’s presentation, Whistleblower Rights and Protections for DOL Employees answers more questions.
OSC’s handout on Your Rights as a Federal Employee Enforced by the U.S. Office of Special Counsel
OSC’s webpage on Disclosure of Wrongdoing
Posters regarding Employee’s Rights:
