Whistleblower Rights and Prohibited Personnel Practices
Whistleblowing involves disclosure of information an employee or applicant reasonably believes evidences a violation of law, rule, or regulation; gross mismanagement; gross waste of funds; abuse of authority; or a substantial and specific danger to public health or safety. The Whistleblower Protection Act (WPA) prohibits agencies from taking adverse personnel action against employees (and applicants) based on the employee or applicant engaging in whistleblowing activities. However, the WPA does not apply to disclosures specifically prohibited by law or information required to be kept secret in the interest of national defense or conduct of foreign affairs (see, 5 USC 2302 (b)(8) for more information).
Prohibited personnel practices are enumerated at 5 USC 2302 (b) and include unlawful discrimination; improper personnel solicitations and recommendations; coercing political activity; improperly influencing employment decisions; granting improper preferences in personnel decisions; appointing relatives improperly; retaliation against whistleblowers; retaliation for the exercise of appeal or grievance rights; discrimination on the basis of conduct which is not job-related; and violations of the merit system principles.
The PowerPoint presented below provides a basic understanding of Whistleblower rights, protections, and Prohibited Personnel Practices. We emphasize that the information is basic in scope.
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Informed Fed provides expert administrative consulting and representational services to federal employees and labor organizations in all labor and employee relations matters including arbitration, grievances, disciplinary and adverse actions, Unfair Labor Practice Complaints, EEO Complaints, Reasonable Accommodation and Alternative Dispute Resolution matters.
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