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///Office of the Special Council///

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TheMrGramgo101 is not online. TheMrGramgo101
Joined: 25 Feb 2012
Total Posts: 359
16 Aug 2015 11:38 AM
///Office of the Special Council///


The United States Office of Special Counsel (OSC) is a permanent independent federal investigative and prosecutorial agency whose basic legislative authority comes from four federal statutes, the Civil Service Reform Act, the Whistleblower Protection Act, the Hatch Act, and the Uniformed Services Employment and Reemployment Rights Act (USERRA). OSC's primary mission is the safeguarding of the merit system in federal employment by protecting employees and applicants from prohibited personnel practices (PPPs), especially reprisal for "whistleblowing." The agency also operates a secure channel for federal whistleblower disclosures of violations of law, rule, or regulation; gross mismanagement; gross waste of funds; abuse of authority; and substantial and specific danger to public health and safety. In addition, OSC issues advice on the Hatch Act and enforces its restrictions on partisan political activity by government employees. Finally, OSC protects the civilian employment and reemployment rights of military service members under USERRA. OSC has around 120 staff, and the Special Counsel is an ex officio member of Council of Inspectors General on Integrity and Efficiency (CIGIE), an association of Inspectors General charged with the regulation of good governance within the federal government.


Jurisdiction of:

Pursuant to 5 U.S.C. § 1214, the U.S. Office of Special Counsel has jurisdiction over most prohibited personnel practice (PPP) complaints brought by executive branch employees, former employees, and applicants for employment (hereinafter simply "employee" or "employees"). When a PPP complaint is submitted, OSC, the agency examines the allegations. If OSC finds sufficient evidence to prove a violation, it may seek corrective action, disciplinary action, or both.



Things not allowed in the OSC:



-discriminate against an employee or applicant based on race, color, religion, national origin, age, marital status, or political affiliation;
-solicit or consider employment recommendations based on factors other than personal knowledge or records of job-related abilities or characteristics;
-coerce the political activity of any person;
-deceive or willfully obstruct anyone from competing for employment;
-influence anyone to withdraw from competition for any position so as to improve or injure the employment prospects of any other person;
-give an unauthorized preference or advantage to anyone so as to improve or injure the employment prospects of any particular employee or applicant;
-engage in nepotism (i.e., hire, promote, or advocate the hiring or promotion of relatives);
-engage in reprisal for whistleblowing—i.e., take, fail to take, or threaten to take or fail to take a personnel action with respect to any employee or applicant because of any disclosure of information by the employee or applicant that he or she reasonably believes evidences a violation of a law, rule or regulation; gross mismanagement; gross waste of funds; an abuse of authority; or a substantial and specific danger to public health or safety (if such disclosure is not barred by law and such information is not specifically required by Executive Order to be kept secret in the interest of national defense or the conduct of foreign affairs—if so restricted by law or Executive Order, the disclosure is only protected if made to the Special Counsel, the Inspector General, or comparable agency official);
-take, fail to take, or threaten to take or fail to take a personnel action against an employee for exercising an appeal, complaint, or grievance right; testifying for or assisting another in exercising such a right; cooperating with or disclosing information to the Special Counsel or to an Inspector General; or refusing to obey an order that would require the individual to violate a law;
-discriminate based on personal conduct which is not adverse to the on-the-job performance of an employee, applicant, or others;
take or fail to take, recommend, or approve a personnel action if taking or failing to take such an action would violate a veterans’ preference requirement;
take or fail to take a personnel action, if taking or failing to take action would violate any law, rule or regulation implementing or directly concerning merit system principles at 5 U.S.C. § 2301; or
implement or enforce a nondisclosure agreement or policy lacking notification of whistleblower rights




***NOTE THIS IS THE OFFICE OF THE SPECIAL COUNCIL***

***THIS CAN BE USED AS A BILL***
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