U.S. Department of Transportation
Federal Highway Administration
1200 New Jersey Avenue, SE
Washington, DC 20590
THE SECRETARY OF TRANSPORTATION
WASHINGTON, D.C. 20590
The U.S. Department ofTransportation is committed to protecting current and former Federal employees and job applicants from interference and retaliation when making protected disclosures, or "whistleblowing," which includes disclosing infonnation related to 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 of 1989, and the expanded protections provided by the Whistleblower Protection Enhancement Act of 2012 (WPEA), protect individuals who report Federal agency misconduct from retaliation. The WPEA strengthens protections for Federal employees who disclose evidence of waste, fraud, or abuse and modi ties rules on the use of nondisclosure policies or agreements by government agencies to make it clear that these agreements do not override employee rights and obligations created by existing statute or Executive Order relating to classified information, communications with Congress, or to reporting violations and/or misconduct to an Inspector General or any other whistleblower protection. In addition, Presidential Policy Directive 19 extends whistleblower protections to Federal employees eligible for access to classified data.
The Department will initiate appropriate actions against responsible persons who take, threaten to take, or fail to take a personnel action with respect to any employee or applicant because of any protected disclosure of information. In 2002, the Notification and Federal Employee Antidiscrimination and Retaliation Act (No FEAR Act) was enacted to make all Federal agencies accountable for violations of antidiscrimination and whistleblower protection laws.
The Department will not tolerate whistleblower reprisal. Legitimate disclosure of infonnation by employees is an invaluable resource for the oversight of government operations. I expect that employees are able to report these matters confidentialy to the Department's Office of Inspector General (OIG), the U.S. Office of Special Counsel, or appropriate management officials. Those who interfere with or retaliate against any current disciplinary action. In accordance with the WPEA, a Whistleblower Protection Ombudsman has been designated in OIG to educate agency personnel about whistleblower rights.
I am commited to maintaining the Department's role as a Federal agency that respects the rights of current and former Federal employees or job applicants to raise legitimate concerns without fear of reprisal. I ask to join me in implementing and communicating this important policy.
Anthony R. Foxx